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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).
As noted above, the initial four codes were not fully comprehensive. As a result, California statutory law became disorganized as uncodified statutes continued to pile up in the California Statutes. After many years of on-and-off Code Commissions, the California Code Commission was finally established as a permanent government agency in 1929.
The Religious Freedom Restoration Act of 1993, Pub. L. No. 103-141, 107 Stat. 1488 (November 16, 1993), codified at 42 U.S.C. § 2000bb through 42 U.S.C. § 2000bb-4 (also known as RFRA), is a 1993 United States federal law that "ensures that interests in religious freedom are protected."
(The Center Square) - A California think tank is suing the state over a law that bans employer-mandated meetings that share the employer’s opinion on religious or political matters, saying the ...
The California Labor Code, more formally known as "the Labor Code", [1] is a collection of civil law statutes for the State of California. The code is made up of statutes which govern the general obligations and rights of persons within the jurisdiction of the State of California .
The Religious Land Use and Institutionalized Persons Act (RLUIPA), Pub. L. 106–274 (text), codified as 42 U.S.C. § 2000cc et seq., is a United States federal law that protects individuals, houses of worship, and other religious institutions from discrimination in zoning and landmarking laws. [1]
On May 28, 1986, Lodwrick M. Cook, chief executive officer of the oil giant Arco, sent a memo announcing that the firm would no longer reimburse executives for memberships in "discriminatory private clubs." The order affected "about 30" people who belonged to the California and Jonathan clubs in Los Angeles and the Dallas Petroleum Club. [25]
California law and the FEHA also allow for the imposition of punitive damages [9] [10] when a corporate defendant's officers, directors or managing agents engage in harassment, discrimination, or retaliation, or when such persons approve or consciously disregard prohibited conduct by lower-level employees in violation of the rights or safety of the plaintiff or others.