Religious Accommodation (2)
Discussion of news and issues concerning religious accommodations
Some jobs require a person to work on the Sabbath. Does the law require you to work on your Sabbath, or does your employer have to accommodate your religious beliefs and let you go to church (or mosque or synagogue or temple)? As attorneys love to say, that depends. Two recent cases in late 2012 give some idea of how employers’ and employees’ rights are balanced in the context of time off for worship. Both cases are based on Title VII, which prohibits employers from discriminating based on religion (and includes all aspects of religious observance and practice)—unless the employer can demonstrate that it cannot reasonably accommodate the religious observance without undue hardship.
Each side in the debate over the mandate for insurance for reproductive services grapples with a real problem, but the mandate is only a symbolic solution to the underlying women’s rights issue. The HHS mandate requires businesses, including many religious institutions, to provide insurance coverage for contraceptives and some abortifacients. Religious institutions that are morally opposed but not exempt deeply oppose the mandate. This blog argues that the mandate creates a free exercise problem without solving a genuine women’s rights issue.