Obviously, while the statutes prohibit religious discrimination, the courts will not simply rubber-stamp an employee's claim that something conflicts with his religious beliefs. Instead, the court will look at whether a bona fide religious practice conflicted with an employment requirement, whether the employee brought the religious practice to the employer's attention, and whether the religious practice was the basis of the adverse employment decision. Once that is established, the burden shifts to the employer to either demonstrate that they made a reasonable accommodation or that to do so would have been unduly burdensome. The problem comes when one realizes that many of these issues are very subjective, which means that the solution in one fact-specific situation would probably differ tremendously from the situation in another fact-specific scenario.

For example, when one examines the scenario with Sandy Koufax, it appears reasonably clear that, had the Dodgers chosen to take adverse employment...
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