Search results
Results from the WOW.Com Content Network
The Religious Freedom Restoration Act holds the federal government responsible for accepting additional obligations to protect religious exercise. In O'Bryan v. Bureau of Prisons, it was found that the RFRA governs the actions of federal officers and agencies and that the RFRA can be applied to "internal operations of the federal government."
In the federal Religious Freedom Restoration Act, which usually serves as a model for state RFRAs, Congress states in its findings that a religiously neutral law can burden a religion just as much as one that was intended to interfere with religion; [11] therefore the act states that the "Government shall not substantially burden a person's ...
Thus, state and local government actions that are facially neutral toward religion are judged by the Employment Division v. Smith standard rather than RFRA. According to the court's ruling in Gonzales v. UDV (2006), RFRA remains applicable to federal statutes, which must therefore still meet the "compelling interest" standard in free exercise ...
In 1997, the United States Supreme Court held the RFRA to be unconstitutional as applied to state and local governments, in City of Boerne v. Flores, 521 U.S. 507. Unlike the RFRA, which required religious accommodation in virtually all spheres of life, RLUIPA only applies to prisoner and land use cases. [3]
Section 1 of Indiana Senate Bill 50 stated that Indiana's Religious Freedom Restoration Act (RFRA) is not an authorization for a “provider” to refuse to offer or provide services, facilities, use of public accommodations, goods, employment, or housing to an individual on the bases of certain characteristics, including, but not limited to ...
Employment Division, Department of Human Resources of Oregon v. Smith , 494 U.S. 872 (1990), is a United States Supreme Court case that held that the state could deny unemployment benefits to a person fired for violating a state prohibition on the use of peyote even though the use of the drug was part of a religious ritual.
The Windfall Elimination Provision affects people who qualify for Social Security benefits through their job but also receive a pension from another job where they didn't pay into Social Security.
In its current form (as of 2013), 42 U.S.C. 2000e(j) forbids discrimination on the basis of religion, including "all aspects of religious observance and practice, as well as belief, unless an employer demonstrates that he is unable to reasonably accommodate to an employee's or prospective employee's religious observance or practice without undue hardship on the conduct of the employer's business."