What doesn’t the Civil Rights Act of 1964 say? For one, that honoring the protections it establishes is optional if doing so merely proves to be a nuisance. Yet for several decades that’s been the operative interpretation in federal law when it comes to religion in the workplace—never mind the balancing the text actually requires. If you’re among the millions of Americans who observed holy days in recent weeks and needed your work hours adjusted to do so—but your boss refused—you had little legal recourse. Your faith commitment is subordinate to your employer’s business needs.

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