Final answer:
The plaintiff in a disparate-treatment discrimination case based on religion must make a prima facie case of discrimination and can win in the absence of a legally acceptable reason from the employer.
Step-by-step explanation:
The question is concerning disparate-treatment discrimination in hiring based on religious practices under Title VII of the Civil Rights Act of 1964. This type of discrimination is where a plaintiff alleges that they were treated differently due to their religion compared to other employees or job applicants. It is true that the law protects not only those who belong to traditional organized religions but also others who have sincerely held religious, ethical, or moral beliefs.
When it comes to establishing a prima facie case of illegal discrimination based on religion, the plaintiff must demonstrate that they are part of a protected class, that they applied and were qualified for the job, that they were rejected, and that the position remained open or was filled by someone not part of the protected class.
However, the statement that an employer must accommodate only the religious practices based on the doctrines of a traditionally recognized religion is false. Employers are required to accommodate any sincerely held religious beliefs, not just those from traditionally recognized religions, unless doing so would cause undue hardship on the conduct of the business.