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Recently published Equal Employment Opportunity Commission (“EEOC”) guidelines address employer obligations to accommodate employees’ religious dress and grooming practices.The guidelines do not have the force of law; however, courts frequently defer to standards established by the EEOC.Consider an employer who informs an employee of company policy requiring men to keep their hair short.If that employee fails to notify his employer that he maintains peyes (side-locks) as part of his Jewish faith, and also refuses to comply with company policy, the employer may terminate the individual without considering an accommodation. In the above example, had the employee simply told his employer that his peyes were part of his religious practice, the guidelines consider it sufficient to request an accommodation.

If prayer can reasonably be perceived as school sponsored it will be found unconstitutional. When the school refused to display these tiles the students sued. During the 1980s school prayer advocates were searching for a way to permit prayer in schools that would not be ruled unconstitutional.Holistically, then, dress functions as an effective means of nonverbal communication.Ideas, concepts, and categories fundamental to a group, such as age, gender, ethnicity, and religion, help to define a person’s identity that is then expressed outwardly through a person’s appearance.Prayer in school is one of the most hotly-debated issues involving religion in America.Indeed, the separation of church and state is deeply rooted in our Constitution.While public schools are not supposed to support one particular religious belief, neither should a school require others to accept religious or anti-religious beliefs.