©GRACEAMELIA 2024/2025 ACADEMIC YEAR. ALL RIGHTS RESERVED
FIRST PUBLISH OCTOBER 2024
MGMT 430 - Schwartz – TAMU Exam
Study Guide Solutions
Religious beliefs - Ans:✔✔-- based on matters of choice rather than on an immutable characteristic or
status
- deep religious conviction, shared by an organized group, and intimately related to daily living
- not defined in the original Title VII
1972 Title VII - Religion Amendment - Ans:✔✔-"The term 'religion' includes all aspects of religious
observance and practice, as well as belief unless an employer demonstrates that he is unable to
reasonably accommodate an employee's or prospective employee's religious observance or practice
without undue hardship on the conduct of the employer's business."
Title VII Exemptions for Religious Employees - Ans:✔✔-1.) Title VII shall not apply to a "religious
corporation, association, educational institution, or society with respect to the employment of
individuals of a particular religion to perform work connected with the carrying on by such corporation,
association, educational institution, or society of its activities.
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, ©GRACEAMELIA 2024/2025 ACADEMIC YEAR. ALL RIGHTS RESERVED
FIRST PUBLISH OCTOBER 2024
2.) It is "not be an unlawful employment practice for a school, college, university, or other educational
institution . . . to hire and employ employees of a particular religion if such school, college, university, or
other educational institution . . . is, in whole or in substantial part, owned, supported, controlled, or
managed by a particular religion (includes curriculum)"
Religious Practices - Ans:✔✔-moral or ethical beliefs as to what is right or wrong which are sincerely held
with the strength of traditional religious views
Prima Facie Case - Religion - Ans:✔✔-1.) Employee had a bona fide religious belief that conflicted with
an employment requirement;
2.) Employee informed employer of this belief;
3.) Employee suffered an adverse employment action for failing to comply with the conflicting
requirement of employment
If the prima facie is established for religious discrimination then, - Ans:✔✔-Employer must provide a
reasonable accommodation to the employee's religion...
Unless such accommodate would constitute an undue hardship to employer's business.
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, ©GRACEAMELIA 2024/2025 ACADEMIC YEAR. ALL RIGHTS RESERVED
FIRST PUBLISH OCTOBER 2024
Undue Hardship - Ans:✔✔-an action or accommodation that is excessively costly, extensive, substantial,
or disruptive, or fundamentally would alter the nature or operation of the business
- more than a de minimis cost
- include the nature and cost of the accommodation in relation to the size, resources, nature, and
structure of the employer's operation
De Minimis Cost - Ans:✔✔-entails not only monetary concerns, but also the employer's burden in
conducting its business
Note that this is a lower standard for an employer to meet than undue hardship under the ADA which is
defined in that statute as "significant difficulty or expense."
Should an employer be allowed to challenge the sincerity (honesty) of an asserted religious belief? -
Ans:✔✔-yes
Should an employer be allowed to challenge the veracity (accuracy) of an asserted religious belief? -
Ans:✔✔-no
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FIRST PUBLISH OCTOBER 2024
MGMT 430 - Schwartz – TAMU Exam
Study Guide Solutions
Religious beliefs - Ans:✔✔-- based on matters of choice rather than on an immutable characteristic or
status
- deep religious conviction, shared by an organized group, and intimately related to daily living
- not defined in the original Title VII
1972 Title VII - Religion Amendment - Ans:✔✔-"The term 'religion' includes all aspects of religious
observance and practice, as well as belief unless an employer demonstrates that he is unable to
reasonably accommodate an employee's or prospective employee's religious observance or practice
without undue hardship on the conduct of the employer's business."
Title VII Exemptions for Religious Employees - Ans:✔✔-1.) Title VII shall not apply to a "religious
corporation, association, educational institution, or society with respect to the employment of
individuals of a particular religion to perform work connected with the carrying on by such corporation,
association, educational institution, or society of its activities.
Page 1/28
, ©GRACEAMELIA 2024/2025 ACADEMIC YEAR. ALL RIGHTS RESERVED
FIRST PUBLISH OCTOBER 2024
2.) It is "not be an unlawful employment practice for a school, college, university, or other educational
institution . . . to hire and employ employees of a particular religion if such school, college, university, or
other educational institution . . . is, in whole or in substantial part, owned, supported, controlled, or
managed by a particular religion (includes curriculum)"
Religious Practices - Ans:✔✔-moral or ethical beliefs as to what is right or wrong which are sincerely held
with the strength of traditional religious views
Prima Facie Case - Religion - Ans:✔✔-1.) Employee had a bona fide religious belief that conflicted with
an employment requirement;
2.) Employee informed employer of this belief;
3.) Employee suffered an adverse employment action for failing to comply with the conflicting
requirement of employment
If the prima facie is established for religious discrimination then, - Ans:✔✔-Employer must provide a
reasonable accommodation to the employee's religion...
Unless such accommodate would constitute an undue hardship to employer's business.
Page 2/28
, ©GRACEAMELIA 2024/2025 ACADEMIC YEAR. ALL RIGHTS RESERVED
FIRST PUBLISH OCTOBER 2024
Undue Hardship - Ans:✔✔-an action or accommodation that is excessively costly, extensive, substantial,
or disruptive, or fundamentally would alter the nature or operation of the business
- more than a de minimis cost
- include the nature and cost of the accommodation in relation to the size, resources, nature, and
structure of the employer's operation
De Minimis Cost - Ans:✔✔-entails not only monetary concerns, but also the employer's burden in
conducting its business
Note that this is a lower standard for an employer to meet than undue hardship under the ADA which is
defined in that statute as "significant difficulty or expense."
Should an employer be allowed to challenge the sincerity (honesty) of an asserted religious belief? -
Ans:✔✔-yes
Should an employer be allowed to challenge the veracity (accuracy) of an asserted religious belief? -
Ans:✔✔-no
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