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Prayer groups, sponsored and unsponsored, are increasingly showing up in workplaces. Such groups raise a number of legal issues for employers. When does the promotion of religious views at the workplace start to discriminate against people of different religions? What happens when a supervisor asks a subordinate if he wants to participate in a workplace prayer group? In this age of workplace evangelism, employers need to be familiar with these issues and how to address them.
April 07, 2005 at 12:00 AM
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The original version of this story was published on Law.Com
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