Not true. Virtually all the case law that upheld religious accommodations in regard to employment draw directly from the Civil Rights Act of 1964, specifically it's prohibition on employment discrimination based on religious beliefs. The EEOC itself quotes this case law at length in it's advice to employers.
Not true. Virtually all the case law that upheld religious accommodations in regard to employment draw directly from the Civil Rights Act of 1964, specifically it's prohibition on employment discrimination based on religious beliefs. The EEOC itself quotes this case law at length in it's advice to employers.
I think you are confusing state requirements on public health grounds (like vaxxes for school) with employer-based requirements. It's not the same thing and different laws apply.
Look you can make all kinds of fancy sounding speeches regarding liberty that sound great and get you no where. Bottom line is that employers fear losing lawsuits. The case law on the CRA is crystal clear and goes back decades, that's why it's effective. Companies know they will lose if they deny good-faith exemption requests. It may take years but it will happen.
Dave, you and I probably agree on about 98% of things politically. But there's philosophy that sounds great (but is ineffective) and there's legal strategy that works. They are not necessarily the same thing. Lofty speeches didn't get me my exemption, it was my company knowing I would sue them under the CRA if they denied it.
Not true. Virtually all the case law that upheld religious accommodations in regard to employment draw directly from the Civil Rights Act of 1964, specifically it's prohibition on employment discrimination based on religious beliefs. The EEOC itself quotes this case law at length in it's advice to employers.
I think you are confusing state requirements on public health grounds (like vaxxes for school) with employer-based requirements. It's not the same thing and different laws apply.
Look you can make all kinds of fancy sounding speeches regarding liberty that sound great and get you no where. Bottom line is that employers fear losing lawsuits. The case law on the CRA is crystal clear and goes back decades, that's why it's effective. Companies know they will lose if they deny good-faith exemption requests. It may take years but it will happen.
Dave, you and I probably agree on about 98% of things politically. But there's philosophy that sounds great (but is ineffective) and there's legal strategy that works. They are not necessarily the same thing. Lofty speeches didn't get me my exemption, it was my company knowing I would sue them under the CRA if they denied it.