An Employee's Guide to Union Dues and Religious Do = Nots

From: Subject: An Employee's Guide to Union Dues and Religious Do Nots Date: Mon, 14 Jul 2003 16:40:39 -0700 MIME-Version: 1.0 Content-Type: multipart/related; type="text/html"; boundary="----=_NextPart_000_006F_01C34A26.A8C01880" X-MimeOLE: Produced By Microsoft MimeOLE V6.00.2800.1165 This is a multi-part message in MIME format. ------=_NextPart_000_006F_01C34A26.A8C01880 Content-Type: text/html; charset="Windows-1252" Content-Transfer-Encoding: quoted-printable Content-Location: http://www.nrtw.org/ro1.htm An Employee's Guide to Union Dues and Religious Do = Nots

An Employee's Guide to = Union Dues=20 and Religious Do Nots

=20

To request your free printed copy of this guide, click here.

WHAT THIS GUIDE COVERS--=20

Employees sometimes find that a job requirement conflicts with = their=20 sincere religious beliefs. A federal statute, Title = VII of=20 the Civil Rights Act of 1964, provides a way to resolve this = conflict=20 between religious beliefs and work requirements. This guide = primarily=20 explains how an employee can take advantage of his or her Title = VII=20 rights. The First Amendment to the Constitution of the United = States, the=20 constitutions of the various states and individual state statutes = are=20 other potential sources of protection which are not discussed = here, or=20 only discussed in a very limited way.=20

The National Right to = Work Legal=20 Defense Foundation has a single purpose: to defend employees = against=20 the abuses of compulsory unionism. Although this guide discusses = in=20 general terms the rights of religious objectors under Title VII, = the focus=20 of this guide is to help employees who find a conflict between = their=20 sincere religious beliefs and the work requirement that they join = or=20 financially support a labor union.=20

AN INTRODUCTION TO TITLE VII--=20

Title VII of the Civil Rights Act of 1964 places two = obligations upon=20 employers and unions regarding employees' religious beliefs. = First, they=20 must not discriminate against employees because of their religious = beliefs. Second, they must reasonably accommodate an employee's = religious=20 beliefs, unless the accommodation would create an undue hardship = for the=20 employer or the union.=20

The actual wording of the relevant parts of Title VII = are as=20 follows:=20
It shall be an unlawful employment practice for an employer-- =

to fail or refuse to hire or to discharge any individual, = or=20 otherwise to discriminate against any individual with respect = to his=20 compensation, terms or conditions, or privileges of = employment,=20 because of such individual's race, color, religion, sex, or = national=20 origin; or=20

to limit, segregate, or classify his employees or = applicants for=20 employment in any way which would deprive or tend to deprive = any=20 individual of employment opportunities or otherwise adversely = affect=20 his status as an employee, because of such individual's race, = color,=20 religion, sex, or national origin. ¹=20

It shall be an unlawful employment practice for a labor = organization-=20

to exclude or to expel from its membership, or otherwise = to=20 discriminate against, any individual because of his race, = color,=20 religion, sex, or national origin;=20

to limit, segregate, or classify its membership or = applications=20 for membership, or to classify or fail or refuse to refer for=20 employment any individual, in any way which would deprive or = to tend=20 to deprive any individual of employment opportunities, or = would limit=20 such employment opportunities or otherwise adversely affect = his status=20 as an employee or as an applicant for employment, because of = such=20 individual's race, color, religion, sex, or national origin; = or=20

to cause or attempt to cause an employer to discriminate = against=20 an individual in violation of this section. ²

The term "religion" includes all aspects of religious = observance and=20 practice, as well as belief, unless an employer demonstrates that = he is=20 unable to reasonably accommodate to an employee's or prospective=20 employee's religious observance or practice without undue hardship = on the=20 conduct of the employer's business. ³

Continue =

¹ The=20 official citation to these sections of Title VII is: 42 = USC =A7=20 2000e-2(a)(1) & (2). (Back to=20 text.)=20

² USC = =A7=20 2000e-2(c)(1), (2) & (3). (Back to=20 text)=20

³ USC = =A7=20 2000e-2(j). (Back to=20 text.)

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