http://www.washingtonwatch.com/bills info@washingtonwatch.com http://www.pjdoland.com/chai/?v=0.1 http://www.washingtonwatch.com/bills/show/110_HR_1431.html#39700 Perhaps employers will be more sensitive to what their workers face each day. Those that practice their faith will be the best employees as they stand for principles... 39700@http://www.washingtonwatch.com Fri, 01 Aug 2008 00:00:00 EDT http://www.washingtonwatch.com/bills/history/110_HR_1431.html?rev=1906 <p>H.R. 1431 would amend title VII of the Civil Rights Act of 1964 to establish provisions with respect to religious accommodation in employment.</p> <h2 id="toc0"> Detailed Summary </h2> <p>Workplace Religious Freedom Act of 2007 - Amends the Civil Rights Act of 1964 to modify the definition of &quot;religion&quot; for purposes of coverage under that Act by requiring employers to make an affirmative and bona fide effort to reasonably accommodate the religious practices of employees. Defines the term &quot;perform the essential functions&quot; to exclude practices having a temporary or tangential impact on an employee's ability to perform job functions, such as practices relating to clothing or taking time off work. Sets forth factors to consider in determining whether an accommodation causes undue hardship. Defines &quot;employee&quot; to require an ability to perform essential job functions with or without reasonable accommodation.</p> <p>Requires removal of the conflict between employment requirements and the employee's religious practices in order for an accommodation to be considered reasonable.</p> <p>Considers an employer's refusal to permit an employee's use of general leave to remove a religious conflict solely because the leave will be used to accommodate religious practices to be an unlawful employment practice.</p> <p>Prohibits the amendments made by this Act from applying to conduct occurring prior to enactment.</p> <!--Leave in the 'summary' tags if you want the latest summary from the Congressional Research Service automatically to replace the text between the tags once it becomes available. --> <h2 id="toc1"> Status of the Legislation </h2> <p>Latest Major Action: 3/9/2007: Referred to House committee. Status: Referred to the House Committee on Education and Labor.</p> <!-- Leave in the 'status' tags if you want the latest reported status from THOMAS automatically to replace the text between the tags once it becomes available. --> <h2 id="toc2"> Points in Favor </h2> <p>(Log in to edit the wiki and be the first to show why the bill should pass!)<br /> <!-- First editor: Go ahead and take out the sentence in parentheses, and this notice! --> </p> <h2 id="toc3"> Points Against </h2> <p>(Log in to edit the wiki and be the first to show why the bill should not pass!)<br /> <!-- First editor: Go ahead and take out the sentence in parentheses, and this notice! --> </p> 1906@http://www.washingtonwatch.com Thu, 28 Jun 2007 00:00:00 EDT http://www.washingtonwatch.com/bills/history/110_HR_1431.html?rev=1907 <p>H.R. 1431 would amend title VII of the Civil Rights Act of 1964 to establish provisions with respect to religious accommodation in employment.</p> <h2 id="toc4"> Detailed Summary </h2> <p>Workplace Religious Freedom Act of 2007 - Amends the Civil Rights Act of 1964 to modify the definition of &quot;religion&quot; for purposes of coverage under that Act by requiring employers to make an affirmative and bona fide effort to reasonably accommodate the religious practices of employees. Defines the term &quot;perform the essential functions&quot; to exclude practices having a temporary or tangential impact on an employee's ability to perform job functions, such as practices relating to clothing or taking time off work. Sets forth factors to consider in determining whether an accommodation causes undue hardship. Defines &quot;employee&quot; to require an ability to perform essential job functions with or without reasonable accommodation.</p> <p>Requires removal of the conflict between employment requirements and the employee's religious practices in order for an accommodation to be considered reasonable.</p> <p>Considers an employer's refusal to permit an employee's use of general leave to remove a religious conflict solely because the leave will be used to accommodate religious practices to be an unlawful employment practice.</p> <p>Prohibits the amendments made by this Act from applying to conduct occurring prior to enactment.</p> <!--Leave in the 'summary' tags if you want the latest summary from the Congressional Research Service automatically to replace the text between the tags once it becomes available. --> <h2 id="toc5"> Status of the Legislation </h2> <p>Latest Major Action: 6/27/2007: Referred to House subcommittee. Status: Referred to the Subcommittee on Health, Employment, Labor, and Pensions.</p> <!-- Leave in the 'status' tags if you want the latest reported status from THOMAS automatically to replace the text between the tags once it becomes available. --> <h2 id="toc6"> Points in Favor </h2> <p>(Log in to edit the wiki and be the first to show why the bill should pass!)<br /> <!-- First editor: Go ahead and take out the sentence in parentheses, and this notice! --> </p> <h2 id="toc7"> Points Against </h2> <p>(Log in to edit the wiki and be the first to show why the bill should not pass!)<br /> <!-- First editor: Go ahead and take out the sentence in parentheses, and this notice! --> </p> 1907@http://www.washingtonwatch.com Thu, 28 Jun 2007 00:00:00 EDT http://www.washingtonwatch.com/bills/show/110_HR_1431.html 6/27/2007: Referred to House subcommittee. Status: Referred to the Subcommittee on Health, Employment, Labor, and Pensions. 22592@http://www.washingtonwatch.com Wed, 27 Jun 2007 00:00:00 EDT http://www.washingtonwatch.com/bills/show/110_HR_1431.html 3/9/2007: Referred to House committee. Status: Referred to the House Committee on Education and Labor. 19022@http://www.washingtonwatch.com Fri, 09 Mar 2007 00:00:00 EST