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Message
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Posted on 9/8/15 at 7:52 pm to SamuelClemens
The fact that the employee converted is a legal red herring. It makes no difference. The only real question is whether it's an undue burden to provide the requested accommodation.
This situation parallels one of the examples of a religious accommodation provided by the EEOC:
LINK
This situation parallels one of the examples of a religious accommodation provided by the EEOC:
quote:
a Christian pharmacy employee needs to be excused from filling birth control prescriptions
LINK
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