Employer's Title VII Obligations for Term Paper

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However, this is really not a distinct difference to Title IV law in regards to religion. It may be seen as analogous to not creating a hostile workforce environment by, for example, prohibiting all pregnant employees for no justifiable reason, which would discriminate against women, or prohibiting an employer from displaying the Confederate flag in his or her office, which would create a harassing environment for African-Americans, just as requiring individuals to engage in a Christian form of worship a work would harass a Jewish employee. Furthermore, if accommodating the religious beliefs of the employer would cause the employer undue hardship, compliance is not required, as is true of other protected categories.

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For example, a moving company can require an employee to be able to lift a certain amount of weight, even if this may make it more difficult for women or handicapped individuals to find employment with the business, because it is necessary to the job, and a restaurant that derives most of its revenue from evening service on Fridays can require workers to work that day, even if this might force Orthodox Jewish waiters and waitresses to find employment elsewhere.

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