The religious discrimination cases which get reported involve, typically, an employee whose religious beliefs require certain dress or grooming which contravenes a company’s “look policy,” or an employee whose religious beliefs and practices require certain days or time off.

Here’s a twist:  What about a case where an employee, who does not share the religious belief of her employer, is nonetheless required by the employer to attend a daily Bible study class – or be fired?

Is that employee entitled to an accommodation, like absenting herself from the class? In fact, is this even a matter of religious discrimination – no one is interfering with her religious beliefs or practices.

Put the question differently: if an employee is entitled to an accommodation based upon her religious beliefs, is she entitled to an accommodation based upon her lack of religious beliefs?

Read my latest Above the Law post – “All Associates To Bible Study Now – Its Mandatory!”