Compliance Manual Section 1. Religious Discrimination DIRECTIVES TRANSMITTALNumber. EEOC 72. 22. 00. SUBJECT EEOC COMPLIANCE MANUALPURPOSE This transmittal covers the issuance of Section 1. Compliance Manual on Religious Discrimination. The section provides guidance and instructions for investigating and analyzing charges alleging discrimination based on religion. Call Of Duty Patch 5 1.7. EFFECTIVE DATE Upon receipt. DISTRIBUTION EEOC Compliance Manual. OBSOLETE DATA This Section of the Compliance Manual replaces Section 6. Religious Accommodation, EEOC Compliance Manual, Volume II and its Appendices Appendix A, Policy Statement on Ansonia Board of Education v. Philbrook and Religious Accommodation Appendix B, Policy Guidance On New Age Training Programs Which Conflict With Employees Religious Beliefs and Appendix C, Religious Objections to Unionism. It also replaces the following policy documents Religious Organizations that Pay Women Less than Men in Accordance with Religious Beliefs Religious Organization Exemption Under Title VII of the Civil Rights Act of 1. Policy Statement on Goldman v. ThaboImbeki.jpg' alt='Minister`S Annual Manual' title='Minister`S Annual Manual' />Weinberger Accommodation of the Wearing of Religious Dress. The Commissions Guidelines on Discrimination Because of Religion, 2. C. F. R. Part 1. 60. Naomi C. Earp. Chair. SECTION 1. 2 RELIGIOUS DISCRIMINATIONPrintable version PDFOVERVIEW1. I COVERAGEDefinitions. Religion. Sincerely Held. Employer Inquiries into Religious Nature or Sincerity of Belief. NOTE TO EEOC INVESTIGATORSCovered Entities. Exceptions. Religious Organizations. Ministerial Exception. II EMPLOYMENT DECISIONSGeneral. Recruitment, Hiring, and Promotion. The National Road Map Strategic Plan 2008 2015 i United Republic of Tanzania Ministry of Health and Social Welfare The National Road Map Strategic Plan. The website must link to a web page that provides contact information for obtaining help related to the Website. SUBJECT EEOC COMPLIANCE MANUAL. PURPOSE This transmittal covers the issuance of Section 12 of the new Compliance Manual on Religious Discrimination. Prime Ministers foreword. Since I became Prime Minister, fighting dementia and helping those living with the condition has been a personal priority of mine. Internet Templates. This section must be changed to reflect the content of this page. Discipline and Discharge. Compensation and Other Terms, Conditions, or Privileges of Employment. Customer Preference. Security Requirements. Bona Fide Occupational Qualification. Doc No FNCMANFIN01 Revision No 12 Revision Date 22. Page 2 of 11 THIS DOCUMENT IS UNCONTROLLED IN HARD COPY FORMAT 3. Content. Employer Best Practices. III HARASSMENTProhibited Conduct. Religious Coercion That Constitutes a Tangible Employment Action. Hostile Work Environment. Based on Religion. Unwelcome. Severe or Pervasive. Employer Liability. Harassment by Supervisors or Managers. Harassment by Co Workers. Harassment by Non Employees. Special Considerations for Employers When Balancing Anti Harassment and Accommodation Obligations With Respect to Religious Expression. Employer Best Practices. Employee Best Practices. IV REASONABLE ACCOMMODATIONReligious Accommodation. Notice of the Conflict Between Religion and Work. Discussion of Request. What is a Reasonable Accommodation Undue Hardship. Case by Case Determination. More than De Minimis Cost. Minister`S Annual Manual' title='Minister`S Annual Manual' />Seniority Systems and Collectively Bargained Rights. Co worker Complaints. Security Considerations. Common Methods of Accommodation in the Workplace. Scheduling Changes. Voluntary Substitutes and Shift Swaps. Change of Job Tasks and Lateral Transfer. Modifying Workplace Practices, Policies and Procedures. Dress and Grooming Standards. Use of Employer Facilities. Tests and Other Selection Procedures. Providing Social Security Numbers. Excusing Union Dues or Agency Fees. BOOKONDEMAND/7449590881.jpg' alt='Minister`S Annual Manual' title='Minister`S Annual Manual' />Permitting Prayer, Proselytizing, and Other Forms of Religious Expression. Effect on Workplace Rights of Co Workers. Minister`S Annual Manual' title='Minister`S Annual Manual' />Effect on Customers. Employer Sponsored Programs. Minister`S Annual Manual' title='Minister`S Annual Manual' />NOTE TO EEOC INVESTIGATORSEmployer Best Practices. Employee Best Practices. V RELATED FORMS OF DISCRIMINATIONNational Origin and Race. Retaliation. Employer Best Practices. APPENDIX AAPPENDIX BSECTION 1. RELIGIOUS DISCRIMINATIONOVERVIEW1This Section of the Compliance Manual focuses on religious discrimination under Title VII of the Civil Rights Act of 1. Title VII. 2 Title VII protects workers from employment discrimination based on their race, color, religion, sex, national origin, or protected activity. Solely with respect to religion, Title VII also requires reasonable accommodation of employees3. Undue hardship under Title VII is defined as more than de minimis cost or burden a substantially lower standard for employers to satisfy than the undue hardship defense under the Americans with Disabilities Act ADA, which is defined instead as. The prohibition on discrimination and the requirement of reasonable accommodation apply whether the religious views in question are mainstream or non traditional, and even if not recognized by any organized religion. These protections also extend to those who profess no religious beliefs. Questions about religion in the workplace have increased as religious pluralism has increased. In a 2. Society for Human Resource Management and the Tanenbaum Center for Interreligious Understanding, 3. Further, the number of. EEOC has more than doubled from 1. Many employers seek legal guidance in managing the issues that arise as religious diversity in the American workplace continues to increase. This Section of the Compliance Manual is designed to be a practical resource for employers, employees, practitioners, and EEOC enforcement staff on Title VIIs prohibition against religious discrimination. The Section defines religious discrimination, discusses typical scenarios in which religious discrimination may arise, and provides guidance to employers on how to balance the needs of individuals in a diverse religious climate. The Section is organized by legal topic, as follows I Coverage issues, including the definition of religion and sincerely held, the religious organization exception, and the ministerial exception. II Disparate treatment analysis of employment decisions based on religion, including recruitment, hiring, promotion, discipline, and compensation, as well as differential treatment with respect to religious expression customer preference security requirements and bona fide occupational qualifications. III Harassment analysis, including religious belief or practice as a condition of employment or advancement, hostile work environment, and employer liability issues. IV Reasonable accommodation analysis, including notice of the conflict between religion and work, scope of the accommodation requirement and undue hardship defense, and common methods of accommodation. V Related forms of discrimination, including discrimination based on national origin, race, or color, as well as retaliation. Some charges of religious discrimination may raise multiple claims, for example requiring analysis under disparate treatment, harassment, and denial of reasonable accommodation theories of liability. In addition, there are some instances where Title VII religious discrimination cases implicate federal constitutional provisions. For example, a government employer may contend that granting a requested religious accommodation. Establishment Clause of the First Amendment. A private sector employer may contend that its own First Amendment rights under the Free Exercise or Free Speech Clauses would be violated if it is compelled by Title VII to grant a particular accommodation. In addition. government employees often raise claims under the First Amendment parallel to their Title VII accommodation claims. Defining the exact parameters of the First Amendment is beyond the scope of this document. However, these First Amendment issues are referenced throughout this document in order to illustrate how they often arise in Title VII cases. I COVERAGETitle VII prohibits covered employers, employment agencies, and unions1. EEO charge or testifying as a witness in someone elses EEO matter, or opposition relating to alleged religious discrimination e.