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Religious abuse can be perpetuated by religious leaders or other members of a religious community, and it can happen in any religion or faith. [4] Some examples of religious abuse include using religious teachings to justify abuse, enforcing strict religious rules and practices that are harmful, shaming or ostracizing individuals who do not ...
Whereas religious civil liberties, such as the right to hold or not to hold a religious belief, are essential for Freedom of Religion (in the United States secured by the First Amendment), religious discrimination occurs when someone is denied "the equal protection of the laws, equality of status under the law, equal treatment in the ...
The courts and laws of the United States give certain exemptions in these laws to businesses or institutions that are religious or religiously-affiliated, however, to varying degrees in different locations, depending on the setting and the context; some of these have been upheld and others reversed over time.
An example often given is the government infringing on the right to perform some type of religious worship, unless there is an important government interest, like public safety.
Religious discrimination or bias [1] is related to religious persecution, the most extreme forms of which would include instances in which people have been executed for beliefs that have been perceived to be heretical. Laws that only carry light punishments are described as mild forms of religious persecution or religious discrimination.
Do god-fearing, church-going people make better employees? Are the religious or spiritual more honest and responsible? In a word, "no," according to a recent paper based on studies done by a ...
The U.S. Supreme Court on Monday sidestepped a chance to further expand religious rights, turning away two cases in which employees accused companies of violating federal anti-discrimination law ...
The Workplace Religious Freedom Act (WRFA) is a proposed amendment to title VII of the Civil Rights Act of 1964, which would limit employers' discretion to decline to accommodate the religious practices of their employees or prospective employees in the United States. WRFA would amend that part of title VII which is codified at 42 U.S.C. 2000e(j).