According to one survey, 61 percent of American workers believe that their workplace would benefit from increased religious awareness. See Heather Johnson, “Taboo No More,” 2004 WLNR 1377221, VNU Business Media (April 1, 2004). Of course, it is well settled that religious beliefs are protected under Title VII of the 1964 Civil Rights Act and the New Jersey Law Against Discrimination (LAD). But is religious expression protected in the workplace? Must employers allow employees to express their religious beliefs, e.g., prayer, dress, in the workplace? Do employers run a risk by allowing affinity groups based on gender and race, but not on a particular religion? Where is the line drawn?
This article examines these questions in the context of three growing forms of religious expression: religious affinity groups; practice of faith at work; and the display of religious objects.
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