Accommodating religious beliefs

In the United States, different types of religious clothing exist just about everywhere.

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Although these classroom activities primarily focus on Islam, Judaism and Christianity, we encourage you to adapt these classroom activities purposefully and thoughtfully to include other religions, faith traditions (e.g., Taoism, Wicca and/or Buddhism) and non-theistic beliefs represented in your school and the students’ communities.

Professional Development You may want to read “One Nation, Many Gods," about accommodating the needs of a diverse student body, and the publications on teaching religious tolerance listed at Maintain Neutrality.

Also, check out “10 Tips for Starting a World Religions Curriculum” for some useful tips on promoting religious tolerance in your school community.

The law firm of Christian & Small LLP, headquartered in Birmingham, Alabama, is pleased to announce that three partners have been recognized in B-Metro magazine’s 2016 “Top Women Attorneys” issue.

This is the second consecutive year that these three attorneys have received this recognition. Gosseen* Ganfer & Shore, LLP New York, NY Allegations by Muslims of workplace discrimination are rising, with the number of annual complaints more than doubling since 2004, according to Equal Employment Opportunity Commission (“EEOC”) data.

In 2009, the EEOC received 1,490 complaints from Muslims, the fifth consecutive year the number of complaints rose.“The trend could reflect a rise in Islamophobia in the workplace or an increased willingness on the part of Muslims to report discrimination — or both,” according to one observer.Muslim employees seeking accommodations to wear hajibs, to set aside time or space for daily prayer, or to perform ablutions before prayers; or, in meatpacking plants, to abstain from handling pork, often meet with antagonism from employers and co-workers. We will briefly examine the post-9/11 history of workplace accommodations of Islamic religious customs., or headscarf, is for many Muslim females a visible expression of their faith, piety or modesty, and represents a tangible manifestation of their religious identity.Employers often do not see headscarves in the same light, and relying on uniform dress codes, their desire to maintain their corporate image, or the nebulous concept of “customer preference,” have over the years objected to wearing traditional Islamic head coverings at work.Less than a year after 9/11 the EEOC brought a class action against American Airline Plaintiff was a car rental agent, responsible for renting cars and personally interacting with customers at the counter and on the telephone.Over the years the company had routinely accommodated her wish to wear a while working at the front counter and was terminated. The court, holding that the company had a duty to accommodate plaintiff’s religious practice and could not rely on perceived customer preferences to establish that accommodating plaintiff would cause it undue hardship, granted summary judgment against the employer.

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