Test Your Knowledge of Religious Discrimination Law in Employment
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Test Your Knowledge of Religious Discrimination Law in Employment

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Questions and Answers

What is the definition of religion according to Title VII of the Civil Rights Act?

  • It is defined narrowly
  • It is defined as a set of beliefs
  • It is not defined (correct)
  • It is defined broadly
  • What did the 1972 amendments do to the definition of religion?

  • Defined it as a set of beliefs
  • Narrowed it to exclude personal preferences
  • Expanded it to include all aspects of religious observance and practice (correct)
  • Removed the exemption for religious employers
  • Under what circumstances can religious employers discriminate on the basis of religion?

  • When it is reasonably necessary for their business operations
  • When it is a bona fide occupational qualification
  • When it is a personal preference
  • When they are exempted by Title VII (correct)
  • What is the ministerial exception?

    <p>Allows religious organizations to discriminate against employees in ministerial roles</p> Signup and view all the answers

    What is the test to determine ministerial roles?

    <p>Unclear</p> Signup and view all the answers

    In Our Lady of Guadalupe School v. Morrissey-Berru, the Supreme Court applied the ministerial exception to a Catholic school teacher despite her lack of what?

    <p>Formal religious training or title</p> Signup and view all the answers

    How does the EEOC define religious practices and beliefs?

    <p>Broadly</p> Signup and view all the answers

    What did the court establish in EEOC v. Abercrombie & Fitch?

    <p>A prima facie case for religious accommodation</p> Signup and view all the answers

    What must employers provide unless it causes undue hardship?

    <p>A reasonable accommodation</p> Signup and view all the answers

    What is the definition of undue hardship?

    <p>Anything beyond de minimis cost</p> Signup and view all the answers

    What is the cost-justification defense for undue hardship?

    <p>Established in Trans World Airlines, Inc. v. Hardison</p> Signup and view all the answers

    What must employers balance in determining what accommodation to make?

    <p>The religious and secular needs of employees</p> Signup and view all the answers

    Study Notes

    Overview of Religious Discrimination Law in Employment

    • Title VII of the Civil Rights Act does not define religion but provides an exemption for religious employers to discriminate on the basis of religion.
    • The 1972 amendments expanded the definition of religion to include all aspects of religious observance and practice, and employers must accommodate unless it causes undue hardship.
    • The ministerial exception allows religious organizations to discriminate against employees in ministerial roles, but the test to determine such roles is unclear.
    • In Our Lady of Guadalupe School v. Morrissey-Berru, the Supreme Court applied the ministerial exception to a Catholic school teacher despite her lack of formal religious training or title.
    • The definition of religious practices and beliefs is delicate, and while the EEOC defines it broadly, courts have sought to distinguish between religious and personal preferences.
    • In EEOC v. Abercrombie & Fitch, the court established a prima facie case for religious accommodation, and employers must provide a reasonable accommodation unless it causes undue hardship.
    • Employers are not required to resolve the conflict in the way the employee wants, and the accommodation need not be the most reasonable one.
    • The reasonableness of accommodation depends on factors such as the size of the workforce, the type of job, financial cost, and administrative aspects.
    • Undue hardship is defined as anything beyond de minimis cost, and courts tend to use a "gut check" to determine reasonableness.
    • Religion can be a bona fide occupational qualification if it is reasonably necessary for the employer's business operations.
    • In Trans World Airlines, Inc. v. Hardison, the court established a cost-justification defense for undue hardship and suggested a two-step analysis for reasonable accommodation.
    • Employers must balance the religious and secular needs of employees in determining what accommodation to make, and an accommodation that imposes more than de minimis costs on the employer violates the undue hardship provision of Title VII.

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    Description

    Take this quiz to test your knowledge of religious discrimination law in employment. Learn about the definition of religion under Title VII of the Civil Rights Act and the exemptions for religious organizations. Understand the concept of the ministerial exception and the delicate definition of religious practices and beliefs. Find out about the reasonable accommodation requirement and the factors that determine what constitutes an undue hardship. Test your understanding of the bona fide occupational qualification and the cost-justification defense. Take this quiz to gain a comprehensive understanding of religious discrimination

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