Explain the differences between an Employer's Title VII obligations for the protected class of "religion" as compared with all of the other protected classes under Title VII.
Do you think state governments should be able to add "protected classes" to those covered by Title VII? Two (2) examples are the protected classes of "marital status" and "sexual orientation." These are not covered by federal law but some states have enacted legislation that protects these groups from employment discrimination.
The Employer's Title VII obligation for protected class of "religion" is different from all other protected classes. In case of all other protected classes, the employer must not discriminate against employees during recruitment, selection, placement, training, compensation, benefits, promotions, evaluations, and discharge. In case of religion there should not be discrimination based on religion and in addition Title VII also requires employers to reasonably accommodate the religious practices of an employee or ...
This posting gives you a step-by-step explanation of rights of employees in United States. The response also contains the sources used.