2002) (holding that proof supported finding of religiously motivated constructive discharge primarily based on plaintiff’s Native American spiritual beliefs); EEOC v. Univ. 2007) (affirming summary judgment, citing lack of statistical evidence for employer on Title VII declare brought by trainer who asserted policy favoring teachers whose kids attended the general public colleges had a disparate impression on these whose kids attended non-public college for religious rather than secular causes); Muhammad v. N.Y. The court docket dominated that whereas the worker didn't adhere to a selected religion, the truth that she didn't share the employer’s religious beliefs was the basis for the alleged discrimination against her, and the evidence was ample to create an issue for trial on whether the employer’s decision to promote another employee was a pretext for religious discrimination. 2001) (holding, in case raising both Title VII and First Amendment claims, that an employer could not discipline employees for conduct as a result of it is religious in nature if it permits such conduct by other staff when not motivated by religious beliefs); Tincher v. Wal-Mart Stores, 118 F.3d 1125, 1131 (seventh Cir. Newspapers Inc., 589 F.3d 357, 365 (seventh Cir. G.R. Harris Funeral Homes, Inc., 884 F.3d 560, 589-97 (sixth Cir.
See, e.g., Campos v. City of Blue Springs, 289 F.3d 546 (8th Cir. See, e.g., Hobby Lobby, 573 U.S. The U.S. Marshals Service was born. 2013) (permitting employee’s RFRA claim to proceed against agency that enforced building security regulations and denied her permission to enter building whereas carrying a kirpan). 2018) (holding that EEOC’s enforcement of Title VII didn't violate RFRA), aff’d on different grounds sub nom. 2033 (holding Title VII prohibits failing to hire an applicant in an effort to avoid accommodating the applicant’s religious practice, whether or not the applicant informed the employer of the necessity for an accommodation). 2001) (explaining that prima facie case and evidentiary burdens of an worker alleging religious discrimination mirror those of an worker alleging race or intercourse discrimination). 1997) (holding an affordable jury may conclude that employer’s articulated purpose for the discharge of a Seventh-day Adventist was pretextual and that the real motive was religious discrimination due to the inconvenience brought on by employee’s inability to work on Saturdays). 2014) (analyzing disparate affect declare arising from disproportionate impact of employer’s gown code provision on those carrying certain forms of religious garb); Jenkins v. N.Y. 2014) (holding that disparate influence religious discrimination claim may proceed the place policy of transferring to non-driver positions these with objections to the headwear portion of employer’s uniform policy disproportionately affected Muslim staff, employer’s desire to maintain customer comfort and increase employee morale did not quantity to a reliable enterprise necessity for its transfer practice, and availability of a much less restrictive different may very well be confirmed from employer’s personal prior apply of permitting drivers to put on khimars so long as they matched their uniforms); Jenkins v. N.Y.
§ 501(c)(3) to a religious university that have interaction in race discrimination). 574, 604 (1983) (holding that the compelling governmental curiosity in eradicating racial discrimination in schooling substantially outweighed the burden of denying tax exempt status beneath 26 U.S.C. 1753-54 (holding that discrimination based on sexual orientation or transgender status is actionable beneath Title VII’s intercourse discrimination prohibition, but declining to handle how an employer’s religious convictions about sexual orientation or transgender status are protected below Title VII’s statutory religious organization exception, RFRA, or the primary Amendment’s ministerial exception, noting that how doctrines "protecting religious liberty interact with Title VII are questions for future cases"); Bob Jones Univ. 2009) (holding that Pentecostal worker said a claim beneath Title VII for religion-based mostly disparate impact when challenging costume code requiring feminine bus operators to wear pants relatively than lengthy skirts). 2009) (holding that Pentecostal employee stated a claim beneath Title VII for disparate impact based on religion difficult costume code requiring female bus operators to wear pants slightly than lengthy skirts).
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Book of Revelation, The (2006)/Fields, Marty/Parker, Shaun (I)/Webber, Gavin/Lipson, Brian/Friels, Colin/Radley, Ken/Wilson, Matt (IV)/Fotiou, Damien/Morgan, Robert (I)/McPhee, Andy/Wallace, Anthony/Long, Tom (I)/Lowe, Ryan/Budd, Sibylla/McClory, Belinda/Liu, Nina/Searle, Tamara/Pigeot, Olivia/Garner, Nadine/Mailman, Deborah/Mason, Mia/Picot, Geneviève/Coyle, Zoe/Torv, Anna/Belo, Ana Maria/Joannidis, Odette/Scacchi, Greta/Malone, Fiona/Naylor, Zoe
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