Religious Discrimination

Religious Discrimination Religious Discrimination Table of Contents 1. Introduction 1 2. Definitions 2 2.1 Religious Belief 2 2.2 Religious Discrimination 3 3. Title VII of the Civil Rights Act of 1964 3 3.1 Prohibitions 3 3.2 Accommodations and Undue Hardship 4 3.3 Who is Subject to the Provisions under Title VII? 5 4. How to Handle Religious Discrimination in the Workplace 6 4.1 Preventive Measures 6 4.2 Filing a Charge 8 5. Cloutier v. Costco Wholesale 9 6. Religious Discrimination after September 11, 2001 12 7. Summary and Conclusion 13 7.1 Summary 13 7.2 Conclusion 15 1. Introduction Title VII of the Civil Rights Act of 1964 prohibits employers from discriminating against applicants and employees because of their race, color, religion, sex or national origin. Religious Discrimination as part of the Civil Rights Act is the subject of this term paper. Initially, I will give a brief definition of "religious belief" and "religious discrimination" and write afterwards about prohibitions regarding religious discrimination, reasonably accommodation of religious beliefs and practices, undue hardship, and about the question "Who is subject to the provisions under Title VII?".

Furthermore, I will enter into the question how employers and employees should handle religious discrimination in the workplace. Since discrimination in the workplace cannot only cause costly lawsuits, but also has an impact on the moral of the employees, I will name some preventive measures. After that, I will switch to the employee's view and give the reader an idea of what an employee should consider when filing a charge because of religious discrimination. Then, I will present the case Cloutier v. Costco Wholesale, which shall illustrate how everything fits together - from the broad definition of religion to the handling of a filed charge. According to statistics of the Equal Employment Opportunity Commission (EEOC) and...