Final answer:
Terminating an employee for inconsistent Sunday attendance due to religious beliefs constitutes religious discrimination. This includes treating someone unfavorably because of their personal or associated religious beliefs, which is generally protected by law.
Step-by-step explanation:
The termination of an employee due to inconsistent attendance on Sundays because of religious beliefs is an example of religious discrimination. Religious discrimination is the unfavorable treatment of individuals because of their religious beliefs, which is protected against under various employment laws.
Religious discrimination encompasses treating individuals differently because of their personal or associated religious beliefs. The law does not just protect those of traditional organized religions, but also those with sincerely held ethical or moral beliefs. Circumstances arise where the application of certain employment policies, such as working on specific days, might conflict with an individual's religious practices. However, there are exceptions to how the law applies to religious practices, such as blue laws that limit working hours on Sundays, which have been permitted by courts.
Understanding the balance between religious accommodation and practical business operations is essential. If policies, like high minimum wages or difficulties in laying off workers, already impose constraints on businesses, adding requirements for religious accommodations can complicate employment strategies. Although religious observances should be respected, employers also have to consider the operational impact, and there are times when accommodations are not feasible due to undue hardship for the employer.