Final answer:
The statement that an employee cannot be forced to participate in a religious activity as a condition of employment is true. The Civil Rights Act of 1964 protects individuals from such practices, ensuring that employment decisions are not based on religious participation or beliefs.
Step-by-step explanation:
An employee cannot be forced to participate (or not participate) in a religious activity as a condition of employment. This statement is true. Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on religion. This includes any unfavorable treatment of an employee or job applicant because of their religious beliefs. The law extends protection to those belonging to traditional, organized religions, as well as to individuals who hold sincere religious, ethical, or moral beliefs. In addition, the Act addresses workplace segregation based on religion and mandates that reasonable accommodations be made for employees' religious practices, such as wearing specific religious garments.
Religious discrimination also involves treating someone unfavorably because they do not share the same religious beliefs or choose not to engage in a particular religious activity. It is illegal for employers to require participation in religious activities as part of employability criteria. Furthermore, measures cannot be taken that inhibit or advance religious practice; laws and policies must remain neutral regarding religion's effect. This neutrality ensures that individuals' civil capacities are not negatively impacted by their personal religious opinions or beliefs, showing the utmost respect for the principle of religious freedom in the workplace.