employmwnt rules and regulations-religouse discrimanation

1. The issue of religion was addressed by in the 1972 amendments to Title VII of the Civil Rights Act of 1964. 2. The size of an employer's is one of the factors considered when determining whether the employer has successfully borne the burden of reasonably accommodating an employee's religious conflict. 3. A religious organization will generally be from the prohibitions of religious discrimination in Title VII of the Civil Rights Act of 1964 even in instances where the employment is in an area of purely nonsectarian activities. 4. Which of the following categories under the Title VII of the Civil Rights Act of 1964 requires reasonable accommodations? A) Gender B) National Origin C) Religion D) Race 5. Define undue hardship. 6. The duty to accommodate an employee's legitimate religious practices requires an employer to avoid conflict between workplace policies and an employee's religious practices or beliefs. 7. In providing reasonable accommodation, courts have found that it is an undue hardship for the employer if he or she has to more than a de minimis cost to replace a worker who had religious conflicts