Deck 12: Religious Discrimination

Question 1

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

Answer 1

True

Question 2

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

Answer 2

True

Question 3

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

Answer 3

d

Question 4

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

Question 5

For Title VII purposes "belief" encompasses atheism as a religion.

Question 6

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

Question 7

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

Question 8

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

Question 9

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

Question 10

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

Question 11

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

Question 12

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

Question 13

Employers always may prohibit a particular religious attire or appearance.

Question 14

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

Question 15

Political beliefs are afforded statutory protection against religious discrimination.

Question 16

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

Question 17

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

Question 18

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

Question 19

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

Question 20

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