From an Equal Employment Opportunity Commission news release about an interesting religious accommodation claim:
The EEOC is quite right in concluding that an employer can’t require a note from your minister as a condition of an exemption; people with sincere religious beliefs need to be treated equally, regardless of whether their beliefs are shared by their church hierarchy. Whether the EEOC is right that the employer can grant the exemption without “undue hardship” to itself, or to its other employees or patients, is a factual question, and one that won’t be resolved in court, given the settlement; but the general framework that the EEOC is using here is indeed the one that Title VII’s religious accommodation requirements call for. Whether those are good requirements is a separate question, which I’m happy to leave to readers.
Thanks to Howard Friedman (Religion Clause) for the pointer.