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Since 1977, employers evaluating whether an employee’s religious accommodation request would cause undue hardship on their business had a low burden to meet. A denial of a religious accommodation could likely be justified if the proposed accommodation involved more than de minimis cost or inconvenience to the employer.
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Recently, the U.S. Supreme Court changed that by “clarifying” the religious accommodation standard under Title VII of the Civil Rights Act of 1964 and ruling that to justify the denial of a religious accommodation, an employer must show “substantial increased costs in relation to the conduct
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