Question 1

Title VII's protection of religious practices in the workplace extends to ministerial duties such as&#10;teaching a weekly Bible study class or attending the church's monthly business meetings.

Accepted Answer

Title VII of the Civil Rights Act of 1964 requires employers to reasonably accommodate their employees' religious practices, even if they conflict with work requirements, except in cases where it would cause an undue hardship. This protection also extends to ministerial duties such as teaching a Bible study class or attending church business meetings, as these duties are considered essential to the religious mission of the organization.

Question 2

All that is required for religious accommodation under Title VII is for the employer to make any&#10;reasonable accommodation, not necessarily the most reasonable accommodation.

Accepted Answer

Title VII requires employers to make any reasonable accommodation for an employee's religious beliefs or practices, not necessarily the most reasonable accommodation.

Question 3

Matching&#10;a. undue hardship &#10;b. ADA&#10;c. atheism&#10;d. example of a religious accommodation&#10;e. time off with pay for religious activities&#10;f. attending the church's monthly business meetings&#10;g. employer&#10;h. size of employer 's workforce&#10;i. religion&#10;j. safety or business necessity&#10;Creation of a flexible work schedule.

Accepted Answer

Creating a flexible work schedule can be an example of a religious accommodation, allowing employees to observe religious practices without conflict with their work responsibilities.

Question 4

An employer is not permitted to question the sincerity of the belief simply because the belief may&#10;appear unorthodox to the employer.

Accepted Answer

This is a principle of religious accommodation under Title VII of the Civil Rights Act of 1964. Employers must accommodate an employee's religious beliefs unless it would cause an undue hardship for the employer. The employer cannot question the sincerity of the belief, regardless of whether it is considered mainstream or unorthodox.

Question 5

For Title VII purposes &#34;belief&#34; encompasses atheism as a religion.

Accepted Answer

The Supreme Court has held that under Title VII of the Civil Rights Act, "belief" includes both traditional organized religions and non-traditional beliefs, such as atheism, as long as they are sincerely held and function as a religion in the individual's life.

Question 6

Matching&#10;a. undue hardship &#10;b. ADA&#10;c. atheism&#10;d. example of a religious accommodation&#10;e. time off with pay for religious activities&#10;f. attending the church's monthly business meetings&#10;g. employer&#10;h. size of employer 's workforce&#10;i. religion&#10;j. safety or business necessity&#10;&#34;All aspects of religious observance and practice, as well as belief.&#34;

Accepted Answer

"All aspects of religious observance and practice, as well as belief" refers to religion.

Answer: D 
 "Example of a religious accommodation" refers to a specific action taken by an employer to accommodate an employee's religious beliefs or practices.

Answer: A 
 "Undue hardship" refers to an employer being exempt from providing a religious accommodation if it poses significant difficulty or expense.

Answer: E 
 "Time off with pay for religious activities" refers to a specific example of a religious accommodation.

Answer: J 
 "Safety or business necessity" is a possible exception to providing a religious accommodation if it would cause significant difficulty or expense.

Answer: G 
 "Employer" is a general term used to describe the entity responsible for providing religious accommodations in the workplace.

Answer: H 
 "Size of employer's workforce" may impact the legal obligation for an employer to provide a religious accommodation.

Answer: C 
 "Atheism" refers to the lack of belief in a religion and is a contrast to the idea of religious observance and practice.

Answer: B 
 "ADA" refers to the Americans with Disabilities Act, which also covers religious accommodations for employees with disabilities.

Answer: F 
 "Attending the church's monthly business meetings" is a specific example of a religious observance or practice.

Question 7

Matching&#10;a. undue hardship &#10;b. ADA&#10;c. atheism&#10;d. example of a religious accommodation&#10;e. time off with pay for religious activities&#10;f. attending the church's monthly business meetings&#10;g. employer&#10;h. size of employer 's workforce&#10;i. religion&#10;j. safety or business necessity&#10;An example of a ministerial duty under Title VII.

Accepted Answer

Attending the church's monthly business meetings is an example of a ministerial duty under Title VII as it pertains to the employee's religious beliefs and practices.

Answer: D 
 An example of a religious accommodation under Title VII could include allowing an employee to take a break for prayer during allotted work hours.

Answer: G 
 The employer is responsible for adhering to Title VII and providing reasonable accommodations for employees based on their religious beliefs and practices.

Answer: H 
 The size of an employer's workforce can impact whether an accommodation would cause an undue hardship on the business under Title VII.

Answer: J 
 Safety or business necessity may be cited by an employer as a reason for not accommodating an employee's religious beliefs and practices if it would create an undue hardship or conflict with the needs of the business.

Question 8

The employee is not required to suggest any religious accommodations to the employer.

Accepted Answer

An employee can request a religious accommodation, but they are not required to suggest specific accommodations to their employer. It is the employer's responsibility to work with the employee to find a reasonable accommodation that does not cause undue hardship to the employer.

Question 9

Matching&#10;a. undue hardship &#10;b. ADA&#10;c. atheism&#10;d. example of a religious accommodation&#10;e. time off with pay for religious activities&#10;f. attending the church's monthly business meetings&#10;g. employer&#10;h. size of employer 's workforce&#10;i. religion&#10;j. safety or business necessity&#10;A burden imposed on an employer by accommodating an employee's religious conflict that&#10;would be too onerous for the employer to bear.

Accepted Answer

Undue hardship refers to a burden that is too significant for an employer to accommodate an employee's religious needs. It is a legal term used in the context of religious accommodations under employment laws.

Answer: D
 An example of a religious accommodation could refer to a specific adjustment made by an employer to enable an employee to practice their religion while at work. This could include providing time off for religious observances, allowing for certain dress or grooming requirements, or modifying work schedules.

Answer: E
 Time off with pay for religious activities is one possible form of religious accommodation that an employer could offer to an employee. This would enable the employee to worship or engage in other religious observances without losing pay or benefits.

Answer: G
 An employer is the organization or individual that employs workers and is responsible for managing their work environment. In the context of religious accommodations, the employer has a legal obligation to make reasonable accommodations for employees' religious practices and beliefs, unless doing so would result in undue hardship.

Answer: J
 Safety or business necessity refers to situations in which an employer might argue that accommodating an employee's religious practices would create a significant risk to safety or disrupt essential business operations. In such cases, the employer may be able to claim an exemption from religious accommodation requirements.

Question 10

Matching&#10;a. undue hardship &#10;b. ADA&#10;c. atheism&#10;d. example of a religious accommodation&#10;e. time off with pay for religious activities&#10;f. attending the church's monthly business meetings&#10;g. employer&#10;h. size of employer 's workforce&#10;i. religion&#10;j. safety or business necessity&#10;A factor used by courts and the EEOC to determine whether an employer has met its burden of&#10;reasonably accommodating the employee's religious conflict.

Accepted Answer

The answer of Matching&#10;a. undue hardship &#10;b. ADA&#10;c. atheism&#10;d. example...

Question 11

Matching&#10;a. undue hardship &#10;b. ADA&#10;c. atheism&#10;d. example of a religious accommodation&#10;e. time off with pay for religious activities&#10;f. attending the church's monthly business meetings&#10;g. employer&#10;h. size of employer 's workforce&#10;i. religion&#10;j. safety or business necessity&#10;Covered under Title VII, along with religious beliefs.

Accepted Answer

The answer of Matching&#10;a. undue hardship &#10;b. ADA&#10;c. atheism&#10;d. example...

Question 12

Matching&#10;a. undue hardship &#10;b. ADA&#10;c. atheism&#10;d. example of a religious accommodation&#10;e. time off with pay for religious activities&#10;f. attending the church's monthly business meetings&#10;g. employer&#10;h. size of employer 's workforce&#10;i. religion&#10;j. safety or business necessity&#10;An example of an accommodation that is not required under Title VII.

Accepted Answer

The answer of Matching&#10;a. undue hardship &#10;b. ADA&#10;c. atheism&#10;d. example...

Question 13

Employers always may prohibit a particular religious attire or appearance.

Accepted Answer

The answer of Employers always may prohibit a particular religious...

Question 14

Matching&#10;a. undue hardship &#10;b. ADA&#10;c. atheism&#10;d. example of a religious accommodation&#10;e. time off with pay for religious activities&#10;f. attending the church's monthly business meetings&#10;g. employer&#10;h. size of employer 's workforce&#10;i. religion&#10;j. safety or business necessity&#10;Employer 's defenses to refusals of requests for religious dress/attire accommodation.

Accepted Answer

The answer of Matching&#10;a. undue hardship &#10;b. ADA&#10;c. atheism&#10;d. example...

Question 15

Political beliefs are afforded statutory protection against religious discrimination.

Accepted Answer

The answer of Political beliefs are afforded statutory protection against...

Question 16

Employers who utilize employment tests must accommodate individuals who cannot attend a sched-&#10;uled test because of their religious practices unless the accommodation is an undue hardship.

Accepted Answer

The answer of Employers who utilize employment tests must accommodate...

Question 17

Matching&#10;a. undue hardship &#10;b. ADA&#10;c. atheism&#10;d. example of a religious accommodation&#10;e. time off with pay for religious activities&#10;f. attending the church's monthly business meetings&#10;g. employer&#10;h. size of employer 's workforce&#10;i. religion&#10;j. safety or business necessity&#10;In addition to religion, the only other right of accommodation afforded under Title VII.

Accepted Answer

The answer of Matching&#10;a. undue hardship &#10;b. ADA&#10;c. atheism&#10;d. example...

Question 18

A significant consideration in determining undue hardship is the effect of a requested or needed&#10;accommodation on other employees.

Accepted Answer

The answer of A significant consideration in determining undue hardship...

Question 19

Matching&#10;a. undue hardship &#10;b. ADA&#10;c. atheism&#10;d. example of a religious accommodation&#10;e. time off with pay for religious activities&#10;f. attending the church's monthly business meetings&#10;g. employer&#10;h. size of employer 's workforce&#10;i. religion&#10;j. safety or business necessity&#10;The party expected to examine means of accommodation.

Accepted Answer

The answer of Matching&#10;a. undue hardship &#10;b. ADA&#10;c. atheism&#10;d. example...

Question 20

Title VII provides no duty to reasonably accommodate the employee's religious belief.

Accepted Answer

The answer of Title VII provides no duty to reasonably...

Deck 12: Religious Discrimination