Final answer:
Religious beliefs, as defined by the EEOC, encompass both traditional organized religions and non-theistic, individual moral or ethical beliefs sincerely held with the strength of traditional religious views, and are protected from discrimination in the workplace under Title VII of the Civil Rights Act.
Step-by-step explanation:
According to the Equal Employment Opportunity Commission (EEOC), religious beliefs include both theistic and non-theistic beliefs. These are not only beliefs that are rationally accepted by groups of people, such as those found in organized religions like Christianity, Islam, or Hinduism, but also include individual moral or ethical beliefs concerning what is right and wrong.
The key factor that defines these as religious beliefs is that they are sincerely held with the strength of traditional religious views, even if they are nontraditional or nontheistic. It is important to note that religious discrimination involves treating someone unfavorably because of their religious beliefs, which can extend to ethical and moral beliefs even if they do not pertain to a deity or organized religion.
Title VII of the Civil Rights Act protects individuals from workplace discrimination based on these religious beliefs and practices, ensuring that all individuals have the right to work free from discrimination, whether their beliefs are mainstream or not.