[Code of Federal Regulations] [Title 29, Volume 4] [Revised as of July 1, 2007] 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). --------------------------------------------------------------------------- \1\ See CD 76-104 (1976), CCH ] 6500; CD 71-2620 (1971), CCH ] 6283; CD 71-779 (1970), CCH ] 6180. ---------------------------------------------------------------------------