Ubiq-“I wasnt the one who had to be told what the function of the supreme court was…”
I was being facetious. I don’t like what they do & did to me and to others!
“I’ll try to teach you something, IDK if I can,”
“Please do. I love learning new things.”
I’ll do it one time. Enjoy!!!
“I got it from “Title VII of the Civil Rights Act of 1964 (Pub. L. 88-352) (Title VII), as amended,” widely available online.
“it’s from the or I should say based on the Court’s decisions, not because Congress wrote it into law!!!!!!”
“Do you have a source for that? I was not aware that The courts decisions were written into laws and am ready to admit my mistake (and boy would I be off) if what you say is indeed correct”
Here it is! I’m not going to have a back & forth with you because obviously you don’t know a thing about law:
“Reasonable accommodation without undue hardship as required by section 701(j) of title VII of the Civil Rights Act of 1964.
(a) Purpose of this section. This section clarifies the obligation imposed by title VII of the Civil Rights Act of 1964, as amended, (sections 701(j), 703 and 717) to accommodate the religious practices of employees and prospective employees. This section does not address other obligations under title VII not to discriminate on grounds of religion, nor other provisions of title VII. This section is not intended to limit any additional obligations to accommodate religious practices which may exist pursuant to constitutional, or other statutory provisions; neither is it intended to provide guidance for statutes which require accommodation on bases other than religion such as section 503 of the Rehabilitation Act of 1973. The legal principles which have been developed with respect to discrimination prohibited by title VII on the bases of race, color, sex, and national origin also apply to religious discrimination in all circumstances other than where an accommodation is required.
(b) Duty to accommodate.
(1) Section 701(j) makes it an unlawful employment practice under section 703(a)(1) for an employer to fail to reasonably accommodate the religious practices of an employee or prospective employee, unless the employer demonstrates that accommodation would result in undue hardship on the conduct of its business. 2
2 See Trans World Airlines, Inc. v. Hardison, 432 U.S. 63, 74″