{
  "id": "RS22745",
  "type": "CRS Report",
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  "source": "EveryCRSReport.com, University of North Texas Libraries Government Documents Department",
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      "id": 416741,
      "date": "2013-01-17",
      "retrieved": "2016-04-06T21:27:02.637965",
      "title": "Religious Discrimination in Employment Under Title VII of the Civil Rights Act of 1964",
      "summary": "Title VII of the Civil Rights Act of 1964 prohibits discrimination in employment on the basis of race, color, religion, national origin, or sex. It prohibits employers from discriminating against employees on the basis of their religious beliefs and requires employers to make reasonable accommodations for employees\u2019 religious practices. Title VII defines religion broadly and relies on an individual\u2019s subjective understanding of his or her beliefs, which may result in broad protections for employees with sincerely held beliefs.\nCongress has recognized that restrictions on employment decisions by religious employers may interfere with the employer\u2019s religious practice. As a result, Title VII includes exemptions for religious entities, allowing qualifying employers to consider religion in hiring decisions. Such an exemption allows the religious organization to hire individuals who share the same beliefs as the employer. However, Congress did not define which organizations would qualify for exemption from Title VII and courts have not established a definitive standard. If an organization does qualify for exemption and therefore is allowed to consider religion in employment decisions, it is not permitted to base employment decisions on other prohibited factors under Title VII.\nIn addition to prohibiting discrimination in employment decisions, Title VII requires employers to make reasonable accommodations for current employees\u2019 religious practices. Reasonable accommodations may include scheduling adjustments or reassignment to other comparable positions that would not interfere with the employee\u2019s religious exercise. The employer is not required to make such an accommodation, however, if doing so would pose an undue hardship on the employer\u2019s business or operations.\nThis report reviews the scope of Title VII\u2019s prohibition on religious discrimination and its exemptions for religious organizations. It analyzes which organizations may qualify for exemption and also explains the related constitutional protection known as the ministerial exception that often arises in the context of Title VII claims. Finally, the report examines Title VII\u2019s accommodations requirement, noting what accommodations may be required and which may be declined as an undue hardship to the employer.",
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      "topics": [
        {
          "source": "IBCList",
          "id": 3362,
          "name": "First Amendment: Freedom of Speech and Freedom of Religion"
        }
      ]
    },
    {
      "source": "University of North Texas Libraries Government Documents Department",
      "sourceLink": "https://digital.library.unt.edu/ark:/67531/metadc810187/",
      "id": "RS22745_2012Apr03",
      "date": "2012-04-03",
      "retrieved": "2016-03-19T13:57:26",
      "title": "Religion and the Workplace: Legal Analysis of Title VII of the Civil Rights Act of 1964 as It Applies to Religion and Religious Organizations",
      "summary": null,
      "type": "CRS Report",
      "typeId": "REPORT",
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      "topics": []
    },
    {
      "source": "University of North Texas Libraries Government Documents Department",
      "sourceLink": "https://digital.library.unt.edu/ark:/67531/metadc103247/",
      "id": "RS22745_2011Jan20",
      "date": "2011-01-20",
      "retrieved": "2012-09-19T20:16:14",
      "title": "Religion and the Workplace: Legal Analysis of Title VII of the Civil Rights Act of 1964 as It Applies to Religion and Religious Organizations",
      "summary": "This report reviews the scope of Title VII as it applies to religion and religious organizations and the requirements of the anti-discrimination protections and the accommodations provision. It also analyzes the exemptions available to religious organizations for the  non-discrimination rules.",
      "type": "CRS Report",
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      "topics": [
        {
          "source": "LIV",
          "id": "Civil rights",
          "name": "Civil rights"
        },
        {
          "source": "LIV",
          "id": "Civil rights legislation",
          "name": "Civil rights legislation"
        },
        {
          "source": "LIV",
          "id": "Discrimination in employment",
          "name": "Discrimination in employment"
        },
        {
          "source": "LIV",
          "id": "Religion in the workplace",
          "name": "Religion in the workplace"
        },
        {
          "source": "LIV",
          "id": "Religious liberty",
          "name": "Religious liberty"
        },
        {
          "source": "LIV",
          "id": "Religion",
          "name": "Religion"
        }
      ]
    },
    {
      "source": "University of North Texas Libraries Government Documents Department",
      "sourceLink": "https://digital.library.unt.edu/ark:/67531/metadc814351/",
      "id": "RS22745_2007Oct25",
      "date": "2007-10-25",
      "retrieved": "2016-03-19T13:57:26",
      "title": "Religion and the Workplace: Legal Analysis of Title VII of the Civil Rights Act of 1964 as It Applies to Religious Organizations",
      "summary": null,
      "type": "CRS Report",
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      "topics": []
    }
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  "topics": [
    "Constitutional Questions"
  ]
}