Groups such as Rastafarians, Mandeans, Tenrikyo, and the Church of Scientology are too small, too new or too unimportant in world history to be included in most surveys of "major world religions." Thus, in including such groups in this listing it is not always possible to appeal to a consensus within comparative religion literature.
There are strict time frames in which charges of employment discrimination must be filed or your agency’s EEO office must be contacted. When charges or complaints are filed beyond these time frames, you may not be able to obtain any remedy. Charges against private sector or state or local governments must be filed with EEOC within 180 days of the alleged discriminatory act. The time frame is extended to 300 days if the alleged discrimination arose in a state or locality that has a fair employment practices agency (FEPA) with the authority to grant or seek relief for the alleged discrimination. Federal sector employees and applicants must initiate EEO counseling at the agency responsible for the alleged discrimination within 45 days of the alleged discriminatory event. Allegations of harassment based on race, color, religion, sex, or national origin are timely if at least one incident of harassment that is part of the larger pattern of harassment occurred within the filing period.
Dudeists of the World Unite! - Dudeism
Questions about religion in the workplace have increased as religious pluralism has increased. In a 2001 survey of human resource professionals conducted by the Society for Human Resource Management and the Tanenbaum Center for Interreligious Understanding, 36% of human resource professionals who responded reported an increase in the religious diversity of their employees in the preceding five years. Further, the number of religious discrimination charges filed with EEOC has more than doubled from 1992 to 2007, although the total number of such charges remains relatively small compared to charges filed on other bases. Many employers seek legal guidance in managing the issues that arise as religious diversity in the American workplace continues to increase.
The religion of Islam - Religious Tolerance: Islam
(The Encyclopedia lists "Chinese folk religion" separately.) It is true that recent census data show about five million Koreans name Confucianism as their religion, and there are even some Confucian schools and institutes in Korea.
About Islam: Islam is the second most popular religion in the world.
But these figures are all based on counts of the same segment of Chinese people throughout the world -- people practicing what is, sociologically, more accurately called Chinese traditional religion, and often called Chinese folk religion.
Welcome to Faith First | Faith First
Historians might point to Shinto and even Judaism as the modern manifestations of what originally began as the religions of tribal groups who then became nations.
America’s Changing Religious Landscape | Pew …
While an employer is not required by Title VII to conduct a discussion with an employee before denying the employee’s accommodation request, as a practical matter it can be important to do so. Both the employer and the employee have roles to play in resolving an accommodation request. In addition to placing the employer on notice of the need for accommodation, the employee should cooperate with the employer’s efforts to determine whether a reasonable accommodation can be granted. Once the employer becomes aware of the employee’s religious conflict, the employer should obtain promptly whatever additional information is needed to determine whether an accommodation is available that would eliminate the religious conflict without posing an undue hardship on the operation of the employer’s business. This typically involves the employer and employee mutually sharing information necessary to process the accommodation request. Employer‑employee cooperation and flexibility are key to the search for a reasonable accommodation. If the accommodation solution is not immediately apparent, the employer should discuss the request with the employee to determine what accommodations might be effective. If the employer requests additional information reasonably needed to evaluate the request, the employee should provide it.