INTRODUCTION There are approximately 310 million people in the United States (www.census.gov, Nov. 2009). According to a national Gallup Poll, 95 percent of the national population says that they believe in God or a universal spirit, and 90 percent say that religion is important (Ball&Haque, 2003; Henle&Hogler, 2004). For most individuals, because work dominates such a large part of one's life, it is difficult, if not impossible, to separate one's religious beliefs from the workplace. Over the last twenty years, it has become common practice to express one's personal views about religious and spiritual topics and to seek religious accommodation in the workplace (Morgan, 2004). This increased desire to express one's self religiously has caused some complicated issues for managers today. Consequently religious diversity is emerging as a significant issue. Because it is driven by demographic trends, religion looms large as a future diversity issue. The laws governing religious diversity are unclear, making it difficult for employers and employees to know where the boundaries are. It is imperative that focus is given to how businesses deal with religious accommodation and the conflict that arises when a compromise cannot be found.
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