Let's advise Samantha - to stay within the bounds of Title VII, what is the first thing an employer always should do if approached by an applicant or employee about a potential religious accommodation? Group of answer choices Ask for proof of membership in the religion and a note certifying the religious practice from a religious leader Ask the employee for a notarized affidavit of religious beliefs and practices Find out whether the employee had this religious need when hired; if it is after occurring (after hire), the employee is not bound to provide it. Ask the employee what he/she would suggest to resolve the conflict between the asserted religious practice and the work rules and see if that's feasible. Inform the employee, in writing and orally, that everyone in the workplace is subject to the same policies and rules and that if an exception made for one employee it is, by definition, illegally discriminatory to everyone an exception is not made for