Religious discrimination according to the Equal Employment Opportunity Commission involves treating a person (applicant or employee) unfavorably because of his or her religious beliefs. It may also involve treating someone differently because that person is married to or associated with an individual of a particular religion or because of their connection to a religious organization/group. Today, most twenty-first century managers are familiar with Title VII of the Civil Rights Act of 1964, which states that failing to respect or refusing to accommodate an employee's religious practices, or taking adverse employment action based on an employee's religion a person may face charges of discrimination. (EEOC). Therefore, managers should not use or inquire about an individual's religious beliefs unless an accommodation is requested. Some cases of religious discrimination may be technical, while others may be ambiguous. However, in the following case, the level of discrimination can be clearly and easily detected. In 2011, the EEOC filed a lawsuit on behalf of Umme-Hani Khan (plaintiff) against...