[Code of Federal Regulations]
[Title 29, Volume 4]
[Revised as of July 1, 2006]
From the U.S. Government Printing Office via GPO Access
[CITE: 29CFR1605.1]

[Page 204]
 
                             TITLE 29--LABOR
 
          CHAPTER XIV--EQUAL EMPLOYMENT OPPORTUNITY COMMISSION
 
PART 1605_GUIDELINES ON DISCRIMINATION BECAUSE OF RELIGION--Table of 
Contents
 
Sec.  1605.1  ``Religious'' nature of a practice or belief.




Sec.
1605.1 ``Religious'' nature of a practice or belief.
1605.2 Reasonable accommodation without undue hardship as required by 
          section 701(j) of title VII of the Civil Rights Act of 1964.
1605.3 Selection practices.

Appendix A to Sec. Sec.  1605.2 and 1605.3--Background Information

    Authority: Title VII of the Civil Rights Act of 1964, as amended, 42 
U.S.C. 2000e et seq.

    Source: 45 FR 72612, Oct. 31, 1980, unless otherwise noted.


    In most cases whether or not a practice or belief is religious is 
not at issue. However, in those cases in which the issue does exist, the 
Commission will define religious practices to include moral or ethical 
beliefs as to what is right and wrong which are sincerely held with the 
strength of traditional religious views. This standard was developed in 
United States v. Seeger, 380 U.S. 163 (1965) and Welsh v. United States, 
398 U.S. 333 (1970). The Commission has consistently applied this 
standard in its decisions. \1\ The fact that no religious group espouses 
such beliefs or the fact that the religious group to which the 
individual professes to belong may not accept such belief will not 
determine whether the belief is a religious belief of the employee or 
prospective employee. The phrase ``religious practice'' as used in these 
Guidelines includes both religious observances and practices, as stated 
in section 701(j), 42 U.S.C. 2000e(j).
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    \1\ See CD 76-104 (1976), CCH ]6500; CD 71-2620 (1971), CCH ]6283; 
CD 71-779 (1970), CCH ]6180.
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