For examples of 'undue hardship', see http://www.eeoc.gov/policy/docs/religion.html. One is "It will typically pose an undue hardship for an employer to accommodate an applicant or employee’s asserted religious belief against providing or using a social security number.", citing:
> Sutton v. Providence St. Joseph Med. Ctr., 192 F.3d 826 (9th Cir. 1999) (hospital not liable for refusing to hire applicant who declined to provide social security number on religious grounds; because federal tax law required the hospital to obtain all employees’ social security numbers, accommodation of applicant’s religious belief would pose undue hardship); Hover v. Florida Power & Light Co., 1995 WL 91531 (S.D. Fla. Feb. 6, 1995) (employee’s proposed accommodation that employer “make up” a social security number rather than obtain employee’s actual social security number posed an undue hardship), aff’d, 101 F.3d 708 (11th Cir. 1996) (Table) (unpublished).
Another example (example 34) would be if a nurse did not want to participate in abortions, for religious reasons, and the hospital did not have another position which she could transfer to, then the hospital could terminate her employment.
Or, for an example of how religious garb specifically can be prohibited, in Larocca v. Gold a lawyer who was also a priest was prohibited from "wear[ing] his Roman Catholic collar when appearing before a jury as a defense lawyer in a criminal trial" http://www.leagle.com/decision/1981806662F2d144_1792/LaROCCA... .
This is not a correct understanding of the US law. An employer is not required to accommodate someone's religious beliefs if it would create an 'undue hardship'. See http://www.eeoc.gov/eeoc/publications/qa_religious_garb_groo... .
For examples of 'undue hardship', see http://www.eeoc.gov/policy/docs/religion.html. One is "It will typically pose an undue hardship for an employer to accommodate an applicant or employee’s asserted religious belief against providing or using a social security number.", citing:
> Sutton v. Providence St. Joseph Med. Ctr., 192 F.3d 826 (9th Cir. 1999) (hospital not liable for refusing to hire applicant who declined to provide social security number on religious grounds; because federal tax law required the hospital to obtain all employees’ social security numbers, accommodation of applicant’s religious belief would pose undue hardship); Hover v. Florida Power & Light Co., 1995 WL 91531 (S.D. Fla. Feb. 6, 1995) (employee’s proposed accommodation that employer “make up” a social security number rather than obtain employee’s actual social security number posed an undue hardship), aff’d, 101 F.3d 708 (11th Cir. 1996) (Table) (unpublished).
Another example (example 34) would be if a nurse did not want to participate in abortions, for religious reasons, and the hospital did not have another position which she could transfer to, then the hospital could terminate her employment.
Or, for an example of how religious garb specifically can be prohibited, in Larocca v. Gold a lawyer who was also a priest was prohibited from "wear[ing] his Roman Catholic collar when appearing before a jury as a defense lawyer in a criminal trial" http://www.leagle.com/decision/1981806662F2d144_1792/LaROCCA... .