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Politics : PRESIDENT GEORGE W. BUSH -- Ignore unavailable to you. Want to Upgrade?

To: rich4eagle who wrote (210193)	12/15/2001 12:21:34 PM
From: Neocon	Respond to of 769670

Use of inflammatory language is a reasonable restriction for the company to make. Here is something from a legal website: An Employee Is Entitled To Reasonable Accomodation Of His Or Her Religious Practices An employer must accommodate an employee's religious practices when it can do so without incurring an undue hardship. This means that the employer may have to modify it's dress code to accommodate an employee's religion or take care to avoid scheduling important examinations in conflict with religious holidays. Judging by the caseload, observance of the Sabbath is the most important application of the principle of religious accommodation. Saturday is observed as the Sabbath by Jews and by Seventh Day Adventists. Sunday is the day which is observed by most Christian denominations. When work needs to be done on these days then a conflict develops between employer and employee. How much accommodation of religion do the courts require when this happens? Generally speaking the courts recognize that it is legitimate for an employer to expect everyone to show up for work when scheduled. As long you work in a job category where all the employees are expected to work on Sunday, for example, then you can generally expected to do so too. However, if you can show that your employer could accommodate your need to attend services on Sunday. without any significant expense, then the employer is obligated to do so. If you can find an employee who is willing to trade shifts with you, or who will simply work the shift because he wants the overtime, then the employer has to let you do so. However, the company does not have to force another worker to take your shift for you. Flexibility is important for both sides. If the company refuses to see what it can do to accommodate the employee who seeks an accommodation of his need to attend religious services on Saturday, then the company will probably lose. If the employee refuses to try to find a substitute worker and tries to put that obligation on the company, then the employee will probably lose. The current version of the law can be called "religious accommodation light". Congress has made a couple of attempts at laying down the law in this area. It has done so in an attempt to promote freedom of religion. The first attempt was much stronger in it's protection of the religiously observant employee. However, the Supreme Court found that the law went too far and that it violated another important principle: that Congress cannot pass any law which amounts to the establishment of religion. A new law was passed, but it is much less restrictive from the employer's standpoint. If the accommodation is one which the company can institute painlessly then the company has to go along. However, The company does not have to incur any costs beyond administrative costs in it's attempts to accommodate the employee's religious practices. In recent years many companies have turned to new age practices such as meditation, yoga biofeedback to try to improve employee performance. While many of these practices are not religious as such, they have a spiritual component which may conflict with beliefs of many of the employees. The EEOC has issued regulations which say that an employee cannot be required to attend such sessions if they conflict with the employee's religious beliefs. rightsatwork.com