World accommodating religious
Social, political, or economic philosophies, as well as mere personal preferences, are not religious beliefs protected by Title VII.
Religious observances or practices include, for example, attending worship services, praying, wearing religious garb or symbols, displaying religious objects, adhering to certain dietary rules, proselytizing or other forms of religious expression, or refraining from certain activities.
This issue has played out differently in the US In a 2015 decision, for example, the US Supreme Court found that the retail clothing company, Abercrombie & Fitch, had violated Title VII of the Civil Rights Act of 1964 by refusing to hire a female applicant who wore a headscarf.Kussman agreed that the union steward should seek a job swap for Hardison or change his days off; that Hardison would have his religious holidays off whenever possible, if Hardison agreed to work the traditional holidays when asked; and that the supervisor would try to find Hardison another job that would be more compatible with his religious beliefs.TWA rejected a proposal to allow Hardison to work four days per week, since his position was essential and he was the only available person on his shift to perform the job on weekends, thus leaving the position empty would impair the supply shop functions.Title VII of the Civil Rights Act of 1964 prohibits employers with at least 15 employees, as well as employment agencies and unions, from discriminating in employment based on race, color, religion, sex, and national origin.It also prohibits retaliation against persons who complain of discrimination or participate in an EEO investigation.
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