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Abstract

This Note evaluates the effect of the 1972 amendment to the Civil Rights Act, which clarifies that the term "religion" includes "belief" as well as practices and actions based on the belief, and requires reasonable accommodation to the employee's religious needs unless the employer can show that an undue hardship is thereby imposed on his business. The Note determines whether the amendment has resulted clarification of the law governing religious discrimination. It focuses on three key terms in the amendment: religion, reasonable accommodation, and undue hardship. Finally, it considers the problem of employees whose beliefs preclude their membership in labor unions.

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