Reference no: EM132749221

Question: When looking at whether an accommodation is a hardship for an employer, courts look to all of the following except ________.

The size of the organization
The number of employees accommodated in the past
The type of job involved
The cost of accommodation in terms of wages and administration

The majority of United States citizens identify themselves as _________.

Christian
Buddhist
Muslim
Atheist
Other

What is considered a possible explanation for increased religious discrimination claims?

Increased immigration by individuals with religious beliefs that have not been traditionally present in the U.S.
Economic instability driving social pressures
Changing laws that make religious discrimination more difficult to prosecute
Increased number of people identifying as "highly religious"
The federal government has adopted a policy that provides for employee religious speech at public facilities, but with reasonable restrictions on time, manner, and place, as well as consideration for ________.

The extremism of the message being shared
The religious imagery being shared
Coworkers who have made it clear the speech is unwelcome
The truthfulness of the message being shared
To determine whether a religious request is an undue hardship, employers may consider all of the following except _________.

Potential disruptions in the workplace
Coworkers and customers
Business operations
Religious practicality
The Church of Jesus Christ of Latter-day Saints maintained a policy that required all of its employees to meet a strict standard of personal commitment to the Church's principles represented by a worthiness certificate. Amos, a janitor at a Church-owned gymnasium, failed to obtain the certificate and was terminated from employment. What did the Supreme Court rule in this case?

The section 702 exemption covered all Latter-day Saint employees because of the Church's broad range of activities, which included providing health care, education, and ranching services.
The section 702 exemption covered all Latter-day Saint employees because every employee was also a religious minister.
Section 702 did not apply, and Amos was able to press charges against The Church of Jesus Christ of Latter-day Saints.
Section 702 did not apply because Amos was only a janitor.
A young Native American man working at a fast-food chain does not cover his long hair because of religious reasons. He has been asked to tuck his hair into his shirt to adhere to dress code standards as an accommodation, but he refuses. The young man is terminated from the position. Which of the following is correct?

He has a case against the fast food company for religious discrimination.
He has no case against the fast food company because he would not accept the accommodation offered.
He has a case against the fast food company because hair cannot be considered a dress standard.
He has no case against the fast food company because protections for religious observance do not include clothing and hair.