As previously explained, the employer's obligation to accommodate religious expression is quite limited. Minimal disruption to operations will be sufficient to avoid having to accommodate the religious beliefs and practices of employees, to include requiring them to perform duties to which they refuse ...
This work intends to investigate the different conceptions—accommodation and laicization—that underlie processes of legislative regulation and
an employer claimed to be troubled by a worker citing "Religious Reasons" for their refusal to use Microsoft1. I also refuse to use Microsoft products, but have never been inclined to so boldly claim it a matter of "Religion".
The article discusses the scope of an employer's obligation in accommodating employees' religious beliefs and practices. It cites the U.S. Equal Employment Opportunity Commission's (EEOC) law providing instances which may accommodate an employee's religious practice, including grants for flexible ...
This article will examine the most common types of religious expression in the workplace and will discuss the extent of the legal obligation of an employer to accommodate those expressions.doi:10.1007/s10672-007-9059-6Eileen P. KellyDepartment of Management School of Business Ithaca...
but it was firm that this had to be held in balance with the principle of equality.40Such was its commitment to the principle of proportionality in assessing whether an employer can require its staff to share its religious ethos, that the Court went as far as to read into the Directive a...