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This article summarizes the facts leading up to these and other lawsuits, as well as the reasoning behind the decisions.It also offers recommendations to employers to ensure compliance with federal religious antidiscrimination laws.Problems associated with collegiate athletics involve winning at any cost, accommodating women, and financing sports in an era of declining resources and rising costs.Abuses in athletics programs, presidential responsibility, research of the problems and its results, and predictions for the future are examined with regard to these issues.
To have a disability under the ADA, a person must have an impairment that substantially limits one or more major life activities; pregnancy by itself is not considered an impairment.
Further, an employer is required to accommodate the religious requirements of employees, unless a reasonable accommodation of a belief, observance or practice would cause undue hardship on the employer's business or on other employees.
Amongst American Muslims there are numerous interpretations surrounding the practice of hijab.
In recent years, following the events of September 11, 2001, the EEOC and private attorneys have filed lawsuits on behalf of Muslim women who claim they were discriminated against by their employers for wearing a hijab, or headscarf, to work.
Three recent decisions provide insight on the attitude of juries and judges towards these claims.
However, according to the National Womens Law Center (NWLC), employees who are pregnant may have rights under the Pregnancy Discrimination Act (PDA) or state laws.