Child Welfare License (CWEL) Practice Exam 2025 – Complete Study Resource

In the context of Title VII of the Civil Rights Act, the burden of proof concerning undue hardship in accommodating religious practices lies with the employer. This means that if an employee requests a religious accommodation that could potentially impose significant difficulties or costs on the employer, it is the employer's responsibility to demonstrate that accommodating the request would indeed result in undue hardship.

Title VII protects employees from discrimination based on religion and requires employers to reasonably accommodate an employee's religious beliefs and practices, unless doing so would impose an undue hardship on the operation of the business. The rationale is that while employees have the right to practice their religion freely at work, employers also have to maintain operational effectiveness and efficiency.

Understanding this balance is crucial for both employers and employees, as it highlights the need for dialogue about reasonable accommodations and the limits of those accommodations when they negatively impact business operations.