2001). WebRelevant Radio Owned and Operated Stations Relevant Radio Affiliate Stations Relevant Radio Stations ARIZONA Mesa, AZ - 1310AM KIHP Phoenix, AZ - 102.9FM K275CP CALIFORNIA Bakersfield, CA - 1050AM KJPG Bakersfield, CA - 106.7FM K294DK Eureka, CA - 1400AM KIHH Fresno, CA - 100.7FM K264CK Greenville, CA - 89.3FM KPJP . 1993) (finding no violation of the duty to accommodate where the union refused the employers request to assign another worker to take plaintiffs Saturday shift, which would have violated CBAs provisions governing overtime). Truckee, CA - 93.3FM K227AW WebPhiladelphia, often called Philly, is the largest city in the Commonwealth of Pennsylvania, the sixth-largest city in the U.S., the second-largest city in both the Northeast megalopolis and Mid-Atlantic regions after New York City. of Educ., 479 U.S. at 70 (referring to reasonable accommodation as one that eliminates the conflict between employment requirements and religious practices); see also, e.g., EEOC v. Ilona of Hungary, Inc., 108 F.3d 1569 (7th Cir. [264] See Opuku-Boateng v. California, 95 F.3d 1461, 1473 (9th Cir. Michael objects to participating because he believes it conflicts with his own sincerely held religious beliefs. Southport 100.5 FM WJSL-LP [136] See Delelegne v. Kinney Sys., Inc., No. Pittsburgh, PA - 106.3FM W292DH, TEXAS 1975) (ruling that where a transfer would adversely affect employee because, inter alia, it would involve a substantial reduction in pay, employer first must attempt to accommodate the employee within his current job classification, and transfer may be considered as a last resort only if no such accommodation is possible, or if it would impose an undue hardship upon the employer); see also Commission Guidelines, 29 C.F.R. Etymology. Under sections 702(a) and 703(e)(2) of Title VII, a religious corporation, association, educational institution, or society, including a religious school, college, university, or educational institution or institution of learning, is permitted to hire and employ individuals of a particular religion . 1995) (en banc) (rejecting county employers argument in Title VII religious discrimination case that they were allowed to prohibit religious expression altogether in the workplace to avoid Establishment Clause claims against them). Bank, 477 U.S. at 67 (quoting Henson v. City of Dundee, 682 F.2d 897, 904 (11th Cir. These basilica-churches had a center nave with one or more aisles at each side and a rounded apse at one end: on this raised platform sat the bishop and priests, and also the altar. In a broader sense, Catholic music and other art may be included as well. 3d 846, 854 (E.D. ; or (3) to cause or attempt to cause an employer to discriminate . [178], Isolated Comments Not Enough to Constitute Hostile Environment, Bob, a supervisor, occasionally allowed spontaneous and voluntary prayers by employees during office meetings. Dist. Conduct that is disruptive can still constitute an undue hardship, even if it does not rise to the level of unlawful harassment. [210] This is because requiring him to work without religious accommodation where a work rule conflicts with his religious beliefs necessarily alters the terms and conditions of his employment for the worse. 3d 199, 240-41 (E.D.N.Y. The enigmatic frescoes at Castelseprio may be an example of work by a Greek artist working in Italy. Prakash thinks that wearing two masks is unreasonable (for reasons unrelated to his religious practice) and files a Title VII charge. Her supervisor refuses, saying that Wicca is not a real religion but an illogical conglomeration of various aspects of the occult, such as faith healing, selfhypnosis, tarot card reading, and spell casting, which are not religious practices. The supervisors refusal to accommodate her on the ground that he believes her religion is illogical or not a real religion violates Title VII unless the employer can show her request would impose an undue hardship. One has to wonder how often an employer will be inclined to cite this expansive language to terminate or restrict from customer contact, on image grounds, an employee wearing a yarmulke, a veil, or the mark on the forehead that denotes Ash Wednesday for many Catholics. The manager knew or suspected the headscarf was a religious garment, presumed it would be worn at work, and refused to hire her because the company requires sales agents to wear a uniform with no additions or exceptions. Concerns about issues such as conflicts with a union contract or burdens on other employees settled expectations can and should be addressed in the context of evaluating whether an accommodation would impose an undue hardship. . A .gov website belongs to an official government organization in the United States. [259] See Balint v. Carson City, 180 F.3d 1047, 1054 (9th Cir. at 1502 (ruling that religions address ultimate ideas, i.e., fundamental questions about life, purpose, and death, and that single-faceted worship of marijuana was not a religion for First Amendment purposes), affd, 95 F.3d at 1483. 1999) (Alito, J.) Comment: Some commenters expressed concern that the draft did not make sufficiently clear that Title VII protects against discrimination based on a lack of religious faith. Response: The final guidance deletes this citation to ensure clarity regarding the current legal standard. An employer can refuse to provide a reasonable accommodation if it would pose an undue hardship. [161], Harassing Conduct Based on Religion Religion Not Mentioned, Shoshanna is a Seventh-day Adventist whose work schedule was adjusted to accommodate her Sabbath observance, which begins at sundown each Friday. [310] See Mathis v. Christian Heating & Air Conditioning, Inc., 158 F. Supp. However, it also has a Verse of the Day page and information on all the artists played on the radio station. [19] See Thomas v. Rev. . The Court emphasized that the guideline contains a significant limitation, calling for comparative analysis of accommodations only when an accommodation offered by an employer disadvantages employment opportunities. WebCatholic art is art produced by or for members of the Catholic Church.This includes visual art (iconography), sculpture, decorative arts, applied arts, and architecture.In a broader sense, Catholic music and other art may be included as well. The mobile app for iOS can rewind 10 seconds and shows the currently playing song, neither of which are supported in the web player. General Information about Lead in Drinking Water How Lead Gets into Drinking Water. [116] It is not within the scope of this document to define the parameters of the First Amendment or RFRA. 12113(d)(1). Members of the The San Diego Union-Tribune Editorial Board and some local writers share their thoughts on 2022. 2002) (same); see also, e.g., EEOC Guidelines on Discrimination Because of Religion, 29 C.F.R. Whether or not such accommodations pose an undue hardship will depend on factors such as the nature or importance of the duty at issue, the nature of the employers business, the availability of others to perform the function, the availability of other positions, and the applicability of a collective bargaining agreement or seniority system. Modern Catholic artists include Brian Whelan, Efren Ordonez, Ade Bethune, Imogen Stuart, and Georges Rouault.[16]. 300a-7 et seq. Response: The final guidance clearly states that religious organizations are subject to the Title VII prohibitions against discrimination on the basis of race, color, sex, national origin (as well as the anti-discrimination provisions of the ADEA, ADA, and GINA), and related retaliation, but are permitted to assert the statutory exemption as an affirmative defense. 1-800-669-6820 (TTY) [17] Id. The Church in Rome was influenced by the Roman art and the religious artists of the time. Individuals who do not practice any religion are also protected from discrimination on the basis of religion or lack thereof. Expressions of art may or may not attempt to illustrate, supplement and portray in tangible form Catholic teaching. "York" comes from the Viking name for the city, Jrvk.The word "Shire" is either from the Old Norse word skyr or from Old English scir meaning share, care or official charge.The "shire" suffix is locally pronounced /-/ "shuh", [62] Title VII case law has not definitively addressed whether a for-profit corporation that satisfies the other factors can constitute a religious corporation under Title VII.[63]. Comment: Various commenters took issue with the drafts statement that it was an open question whether a for-profit corporation can constitute a religious corporation within the meaning of section 702(a) of Title VII, 42 U.S.C. . 2010) (ruling that apartment complex property manager could proceed to trial on claim challenging termination for violating the employers religious displays policy by refusing to remove a poster of flowers with the words Remember the Lilies . . 1605.2(c)(2)(ii)). 2013) (If the managers who considered the request had questions about whether the request was religious, nothing would have prevented them from asking [the employee] to explain a little more about the nature of his request . . Some courts of appeals have appeared to suggest that a reasonable accommodation need only lessen the conflict between religion and work, even in the absence of a showing that other accommodations would impose undue hardship. [175], However, Title VII is not a general civility code, and does not render all insensitive or offensive comments, petty slights, and annoyances illegal. This would constitute limiting, segregating, or classifying based on religion in violation of Title VII, and may also have an unlawful disparate impact based on religion if it is not job-related and consistent with business necessity. 2002) (same for Title VII religious nondiscrimination and non-harassment requirements). more correctly perceived the commands of their common faith. 2:06-cv-926, 2008 WL 204473, at *6 (D. Utah Jan. 24, 2008) (Sporadic invitations to attend church with a coworker, while uncomfortable, do not constitute a hostile work environment.), affd in part and revd in part on other grounds, 577 F.3d 1151 (10th Cir. 2002). Transp. Although in popular devotional practice a tendency to go beyond these limits has often been present, the church was, before the advent of the idea of collecting old art, usually brutal in disposing of images no longer needed, much to the regret of art historians. The apps linked below are from radio.net because the official Relax FM apps are in Russian. [173] It also need not impair work performance, discourage employees from remaining on the job, or impede their advancement. . . 1995) (en banc) (ruling employer did not establish that supervisors occasional spontaneous prayers and isolated references to Christian beliefs posed an undue hardship because, although the employer asserted that the supervisors conduct had polarized employees along religious lines, it provided no evidence of actual imposition on coworkers or disruption of the work routine); Rightnour v. Tiffany & Co., 354 F. Supp. 1997) (unpublished table decision); see also Elmenayer v. ABF Freight Sys., No. Based out of Texas, KEAN 105.1 FM is the best internet radio station to stream country music. Cookeville 89.9FM WRIM [265] Applying this standard, it would be an undue hardship for an employer to accommodate religious expression that is unwelcome potential harassment based on race, color, sex, national origin, religion, age, disability, or genetic information, or based on its own internal anti-harassment policy, and it may take action consistent with its obligations under Title VII and the other EEO laws. Both employers deny the request, citing a uniformly applied workplace policy prohibiting employees from wearing any type of head covering. If R asserts CP failed to cooperate with R in reaching an accommodation, obtain any available evidence regarding the relevant communications between R and CP, including any evidence documenting CPs refusal of any offer of reasonable accommodation. She is terminated for wearing a hijab over her managers objection. Ind. 2d 692, 703 (S.D. . The 20th century led to the adoption of modernist styles of architecture and art. This is the first significant guidance that the Commission has issued under the regulations found at 29 CFR 1695.01-.10, which call for a public comment period and other procedural measures. Social media posts that do involve the workplace can become part of a hostile work environment claim. [316] See Commission Guidelines, 29 C.F.R. Corp., 914 F.2d 71, 72 (5th Cir. Rather, religion typically concerns ultimate ideas about life, purpose, and death.[26], Courts have looked for certain features to determine if an individuals beliefs can be considered religious. Because employers are responsible for maintaining a nondiscriminatory work environment, they can be held liable for perpetrating or tolerating religious harassment of their employees. Absent evidence that allowing Harvinder to wear the kirpan would pose an undue hardship in the factual circumstances of this case, the hospital is liable for denial of accommodation. Existing architectural formulas for temples were unsuitable because pagan sacrifices occurred outdoors in the sight of the gods, with the temple, housing the cult figures and the treasury, as a backdrop. See, e.g., Goldmeier v. Allstate Ins. In consequence, it is significant guidance within the meaning of Section 2(c) of Executive Order 13891. Different factual circumstances will require different solutions. 1977) (observing that the plaintiff did little to acquaint Chrysler with his religion and its potential impact upon his ability to perform his job); see also Redmond, 574 F.2d at 902 (noting that an employee who is disinterested in informing his employer of his religious needs may forego the right to have his beliefs accommodated by his employer (citation omitted)). 2004) (given the importance of dietary laws to the Jewish religion, mashgiach (kosher supervisor) at Hebrew Home was ministerial employee for purposes of FLSA). An employer should consider a lateral transfer when no accommodation which would keep the employee in his or her position is possible absent undue hardship. Some collective bargaining agreements have charities listed in them, pursuant to the requirements of section 19 of the National Labor Relations Act. 1975) (finding Title VII violated by requiring atheist employee to attend prayer portion of business meeting). The number of religious discrimination charges filed with EEOC has increased significantly from fiscal years 1997 to 2019, although the total number of such charges remains relatively small compared to charges filed on other bases. WebLatest news from around the globe, including the nuclear arms race, migration, North Korea, Brexit and more. at 2032-33. Section 703(e)(2) of Title VII, 42 U.S.C. It is necessary to make a case-by-case determination regarding whether the effect on coworkers actually is an undue hardship. at 717. [75] Little v. Wuerl, 929 F.2d 944, 951 (3d Cir. A. Mary is a human resources officer who is filling a vacant administrative position at her company. Choice of subjects was widened considerably, as Baroque artists delighted in finding new biblical episodes and dramatic moments from the lives of saints. [290] See, e.g., Minkus v. Metro. . A Catholic employee requests a schedule change so that he can attend a church service on Good Friday. The EEOC has coordinated issuance of the guidance with OMB. The guidance will maximize net benefits and reduce the burden on the public by clarifying the legal standards applicable to religious discrimination claims, presenting typical scenarios in which religious discrimination may arise, and providing guidance to employers on how to balance the needs of individuals in a diverse religious climate. Oct. 3, 2007) (finding that payment of premium wages for one day to allow two employees to attend yearly Jehovahs Witness convention as part of their religious practice, at alleged cost of $220.72 per person in facility that routinely paid overtime, was not an undue hardship as a matter of law, where there was no evidence that customer service needs actually went unmet on the day at issue) (jury verdict for plaintiffs subsequently entered), appeal dismissed, 550 F.3d 704 (8th Cir. [because the countrys] founders were animated in large part by a desire for religious liberty), affd, 95 F.3d 1475, 1482-83 (10th Cir. An employee who identifies as Christian but is not affiliated with a particular sect or denomination requests accommodation of his religious belief that working on his Sabbath is prohibited. . at 141 (We distinguish this case from one in which a plaintiff avers that truly comparable employees were treated differently following substantially similar conduct . the manager notices that the work crew from the construction site near the shop no longer comes in for coffee in the mornings. [191] See, e.g., Chavez v. Colo. Dept of Educ., 244 F. Supp. [283] Religious dress may include clothes, head or face coverings, jewelry, or other items. Employers should train managers and supervisors on how to recognize religious accommodation requests from employees. . Some courts continue to identify unwelcomeness as a separate element of a hostile work environment claim, see, e.g., Maldonado-Ctala v. Municipality of Naranjito, 876 F.3d 1, 10 (1st Cir. 1, 3-4 (D.D.C. The wars following the French Revolution saw large quantities of the finest art, paintings in particular, carefully selected for appropriation by the French armies or the secular regimes they established. In England and Scotland destruction of religious art, most intense during the English Commonwealth, was especially heavy. Justina claimed sex discrimination, alleging that male professors were treated less harshly for other conduct that violated Church doctrine. He denies her request for a promotion to a more prestigious job in another division, saying that he cant let her spread that religious poppycock any further. Debra files a religious harassment charge. [160], Harassing Conduct Based on Religion Religion Mentioned, Mohammed is an Indian-born Muslim employed at a car dealership. [227] See Ansonia Bd. [67] Courts take varying approaches regarding the causation standard and proof frameworks to be applied in assessing this defense. [12] Veronese was told that he must change his painting within a three-month period in fact he just changed the title to The Feast in the House of Levi, still an episode from the Gospels, but a less doctrinally central one, and no more was said. of Wilmington, Del., Inc., 450 F.3d 130, 141 (3d Cir. Ascertain whether R was aware of the need for a religious accommodation, i.e., whether CP informed R that an accommodation was needed and that it was for religious reasons, whether R knew of the need for a religious accommodation through other means, or whether R believed CP needed an accommodation (regardless of whether that belief was accurate). The 19th Century saw a widespread repudiation by both Catholic and Protestant churches of Classicism, which was associated with the French Revolution and Enlightenment secularism. Broken Arrow 102.9FM KPIM-LP Christians were able to build edifices for worship larger and more handsome than the furtive meeting places they had been using. 1605.3. Empt Sec. For a discussion of both Title VII and Establishment Clause claims arising from holiday decorations in federal government employment context, see, e.g., Spohn v. West, No. & Loan Assn, 509 F.2d 140 (5th Cir. Formal theory. Comm. She takes her request to human resources and informs them that requiring her to attend these prayer meetings is offensive to her religious beliefs. [301], The determination of whether it is an undue hardship to allow employees to engage in religiously oriented expression toward customers is a fact-specific inquiry and will depend on the nature of the expression, the nature of the employers business, and the extent of the impact on customer relations. Fairhope 94.5 FM W233CX, Arizona 1982) (finding that employees proposal to donate amount equivalent to dues to a mutually agreeable charity was reasonable accommodation that would not have posed undue hardship); EEOC v. Am. 1382, 1385 (S.D. Response: The final guidance has streamlined the discussion of the ministerial exception and has clarified how the Commission will procedurally address assertions of the defense. After asking Rick to stop the behavior to no avail, John complains to their immediate supervisor, who dismisses Johns complaint on the ground that Rick is a nice person who believes that he is just being helpful. [178] Cf. [118] See, e.g., Brown v. Polk Cnty., 61 F.3d 650, 659 (8th Cir. As noted above, under the de minimis cost standard, if a swap or substitution would result in the employer having to pay premium wages (such as overtime pay), the frequency of the arrangement will be relevant to determining if it poses an undue hardship; the Commission will presume that the infrequent payment of premium wages for a substitute or the payment of premium wages while a more permanent accommodation is being sought are costs which an employer can be required to bear as a means of providing a reasonable accommodation.[275]. [233] Pyro Mining Co., 827 F.2d at 1085 (quoting Redmond v. GAF Corp., 574 F.2d 897, 90203 (7th Cir. Until it received notice of the charge, the employer did not know that Jims refusal to sign the form was based on his religious beliefs. 1999) (explaining that in determining whether the alleged conduct rises to the level of severe or pervasive, a court should consider the factual totality of the circumstances, and that using a holistic perspective is necessary, keeping in mind that each successive episode has its predecessors, the impact of the separate incidents may accumulate, and the work environment created thereby may exceed the sum of the individual episodes); see also, e.g., Shanoff v. Ill. Dept of Hum. 1988)) (second alteration in original)); LeBoon v. Lancaster Jewish Cmty. Aside from listening through a web browser, there's also a KEAN 105.1 FM mobile app for Android and iOS. . 2000); see also Garcia v. Salvation Army, 918 F.3d 997, 1003 (9th Cir. Granite City, IL - 1380 AM KXFN - 95.1FM K236CS, KENTUCKY McAllen, TX - 88.1FM KIHD This undoubtedly widened access to many works, and promoted public awareness of the heritage of Catholic art, but at a cost, as objects came to be regarded as of primarily artistic rather than religious significance, and were seen out of their original context and the setting they were designed for. [41] Adeyeye v. Heartland Sweeteners, LLC, 721 F.3d 444, 452 (7th Cir. 2017) (finding claims by parochial school principal barred); Lishu Lin v. Columbia Intl Univ., 335 F. Supp. . 2019) (examining whether social media posts about workplace issues and the plaintiff created a hostile work environment, but determined that the conduct was not objectively severe or pervasive). An employee who fails to cooperate with an employers reasonable request for verification of the sincerity or religious nature of a professed belief risks losing any subsequent claim that the employer improperly denied an accommodation. Fort Myers Beach, FL - 106.7FM W294AN Res. of Med. 2018) (noting that although the district court first raised the ministerial exception, the Church [wa]s not deemed to have waived it because the exception is rooted in constitutional limits on judicial authority); Conlon, 777 F.3d at 836 (The Courts clear language [in Hosanna-Tabor] recognizes that the Constitution does not permit private parties to waive the First Amendments ministerial exception.); but see Hamilton v. Southland Christian School, Inc., 680 F.3d 1316, 1318 (11th Cir. Title VIIs prohibitions apply to employers, employment agencies, and unions,[53] subject to the statutes coverage. When he started work, a coworker, Stacy, pointed to his yarmulke and asked, Will your headset fit over that? On a few occasions, Stacy made other remarks about the yarmulke, such as: Nice hat. Eldersburg 92.7 FM WSJF [303] See, e.g., Lizalek v. Invivo Corp., 314 F. Appx 881, at *2 (7th Cir. In other situations, the employer will not learn of the situation or be called upon to consider any action unless it receives complaints about the religious expression from either other employees or customers. [139] An employer can thus restrict religious expression when it would disrupt customer service or the workplace, including when customers or coworkers would reasonably perceive it to express the employers own message. The reasonableness of an employers attempt at accommodation cannot be determined in a vacuum. Expressions of art may or may not attempt to illustrate, supplement and portray in tangible form Catholic teaching. . Wilmington 93.1 FM WBPL-LP Third, a religion often can be recognized by the presence of certain formal and external signs.[27], Social, political, or economic philosophies, as well as mere personal preferences, are not religious beliefs protected by Title VII. [221] Notwithstanding the different legal standards for determining when a failure to accommodate poses an undue hardship under Title VII and the ADA, see supra notes 5 and 6, courts have endorsed a cooperative information-sharing process between employer and employee for religious accommodation requests, similar to the interactive process used for disability accommodation requests under the ADA. Bakersfield, CA - 1050AM KJPG Part of a network of internet radio stations called Powerhitz, Hot 108 JAMZ streams hip hop music. Some internet radio stations play in a separate part of the site so that when you click elsewhere, like to view upcoming shows or recently played songs, the music wont stop playing. [219] See, e.g., Toronka v. Contl Airlines, Inc., 649 F. Supp. Extensive narrative cycles of the Life of Christ were developed, and the Bible, with the Psalter, became the typical focus of illumination, with much use of historiated initials. Because the employer was not notified of the conflict at the time Jim refused to sign the form, or at any time prior to Jims termination, it did not have an opportunity to offer to accommodate him. [238], Title VII is violated by an employers failure to reasonably accommodate even if, to avoid adverse consequences, an employee continues to work after his or her accommodation request is denied. Helens belief in the need to evangelize to clients cannot be accommodated without undue hardship. . In cases involving requests for leave as an accommodation, an employer does not have to provide paid leave as an accommodation beyond that otherwise available to the employee but may have to provide unpaid leave as an accommodation if doing so would not pose an undue hardship. . Clients, especially in a mental health setting, may not understand that the religious message represents Helens beliefs rather than the facilitys view of the most beneficial treatment for the patient. However, the evidence demonstrates that her tattoos and her feelings do not relate to any ultimate concerns such as life, purpose, death, humanitys place in the universe, or right and wrong, and they are not part of a moral or ethical belief system. Kim, a server at a restaurant, informed her manager that she would not be able to join other waitresses in singing Happy Birthday to customers because she is a Jehovahs Witness whose religious beliefs do not allow her to celebrate holidays, including birthdays. However, in applying the McDonnell Douglas test to determine whether an employers putative purpose is a pretext, a fact-finder need not, and indeed should not, evaluate whether a defendants stated purpose is unwise or unreasonable. However, regional variations remained important, even when, by the late 14th century, a coherent universal style known as International Gothic had evolved, which continued until the late 15th century, and beyond in many areas. The Black Madonna of Czstochowa may well have been of Byzantine origin it has been repainted and this is hard to tell. WebYonhap news articles produced by building a network covering domestic supplies in various newspapers, broadcasting and government departments, major institutions, major corporations, media ,K-pop, K-wave, Hallyu, Korean Wave, Korean pop, Korean pop culture, Korean culture, Korean idol, Korean movies, Internet media and international agreements A qualified non-Jewish employee is denied promotion because the supervisor wishes to give a preference based on religion to a fellow Jewish employee. [65] See Kennedy v. St. Josephs Ministries, Inc., 657 F.3d 189, 192 (4th Cir. You'll find country music, instrumental music, a station perfect for party music, and several others. Under Title VII, an employer is prohibited from discriminating because of religion in hiring, promotion, discharge, compensation, or other terms, conditions or privileges of employment, and also cannot limit, segregate, or classify applicants or employees based on religion in any way which would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his status as an employee.[3] The statute defines religion as including all aspects of religious observance and practice, as well as belief, unless an employer demonstrates that [it] is unable to reasonably accommodate . The determination of whether a particular proposed accommodation imposes an undue hardship must be made by considering the particular factual context of each case.[244] Relevant factors may include the type of workplace, the nature of the employees duties, the identifiable cost of the accommodation in relation to the size and operating costs of the employer, and the number of employees who will in fact need a particular accommodation. Corp., 216 F. Supp. 2018) (finding claims by parochial school Hebrew and Jewish studies teacher barred); Fratello v. Archdiocese of N.Y., 863 F.3d 190 (2d Cir. Investigation of allegations of harassment and denial of reasonable accommodation are addressed respectively in 12-III and 12-IV of this document. The novel was adapted for radio by Howard Koch, who changed the primary setting from 19th-century England to the 20th-century Pipe & Foundry Co., 527 F.2d 515, 519-20 (6th Cir. [276], Pharmacist Not Permitted to Turn Away Customers, In the above example, assume that instead of facilitating the assistance of such customers by a coworker, Neil leaves on hold indefinitely those who call on the phone about a contraceptive rather than transferring their calls, and walks away from in-store customers who seek to fill a contraceptive prescription rather than signaling a coworker. Tex. The employer may discipline or terminate Neil if he disrupts business operations. [165] This would stand in contrast to a situation where the same two employees were engaged in a consensual conversation that involves a spirited debate of religious views, but neither employee indicates to the other, or to the employer, that he or she is upset by it. Redding 1230 AM KLXR 1987) (ruling that employer could not demonstrate that paying replacement worker premium wages would cause undue hardship because plaintiff would have been paid premium wages for hours at issue). It explains the variety of issues considered in workplace-related religious discrimination claims, discusses typical scenarios that may arise, and provides guidance to employers on how to balance the rights of individuals in an environment that includes people of varying religious faiths, or no faith. 2015) (holding that to invoke the ministerial exception an employer need not be a traditional religious organization such as a church, diocese, or synagogue, or an entity operated by a traditional religious organization); see, e.g., Penn v. N.Y. Methodist Hosp., 884 F.3d 416, 424-25 (2d Cir. WebContinuous Flow Centrifuge Market Size, Share, 2022 Movements By Key Findings, Covid-19 Impact Analysis, Progression Status, Revenue Expectation To 2028 Research Report - 1 min ago 12113(d)(2). . The Supreme Court, in dicta in a case focused on religious discrimination, has characterized section 702 by stating it exempts religious organizations from Title VIIs prohibition against discrimination on the basis of religion. Amos, 483 U.S. at 329. The court ruled that while the employee did not adhere to a particular religion, the fact that she did not share the employers religious beliefs was the basis for the alleged discrimination against her, and the evidence was sufficient to create an issue for trial on whether the employers decision to promote another employee was a pretext for religious discrimination. [108] Penn v. N.Y. Methodist Hosp., 884 F.3d 416 (2d Cir. of Seventh-day Adventists, 772 F.2d 1164, 1166 (4th Cir. Coll., 626 F.2d at 486 (if evidence disclosed that the college in fact did not consider its religious preference policy in determining which applicant to hire, section 702 did not bar EEOC investigation into applicants sex discrimination claim). The empty string is the special case where the sequence has length zero, so there are no symbols in the string. "York" comes from the Viking name for the city, Jrvk.The word "Shire" is either from the Old Norse word skyr or from Old English scir meaning share, care or official charge.The "shire" suffix is locally pronounced /-/ "shuh", or The same practice might be engaged in by one person for religious reasons and by another person for purely secular reasons. . Augusta, ME - 89.5FM WWTP Comment: Many organizational and Congressional commenters asked for clarification or revision of the proposals interpretation of the scope of the statutory exemption permitting employment of individuals of a particular religion by religious corporations under 702(a) or religious educational institutions under 703(e)(2). The current song, plus the three upcoming and several recently played songs, are listed out for you. Ark., 393 U.S. 97, 103-04 (1968) (Government in our democracy, state and national, must be neutral in matters of religious theory, doctrine, and practice. Ctr., 877 F.3d 487, 490-91 (3d Cir. 4:15-cv-00093-RLY-DML, 2016 WL 7242483, at *5-7 (S.D. The interviewer does not advise her that there is a dress code prohibiting head coverings, and Aatma does not ask whether she would be permitted to wear the headscarf if she were hired. ) or https:// means youve safely connected to the .gov website. [237] See Shelton v. Univ. 2000e-3(a); see, e.g., Magden v. Easterday Farms, No. 2009) (holding that municipal employer established as a matter of law that it would pose an undue hardship to accommodate wearing of traditional religious headpiece called a khimar by Muslim police officer while in uniform, in contravention of the departments dress code directive). Upset by the anniversary of the 9/11 terrorist attacks, his coworkers and managers began making mocking comments about his religious dietary restrictions and need to pray during the workday. 00 CIV. Courts are not arbiters of scriptural interpretation.) (First Amendment). 8:13CV188, 2015 WL 1826231, at *7 (D. Neb. The company vice president who made the promotion decision advised Darpak that he was not selected because we decided to go in a different direction. However, the vice president confided to coworkers at a social function that he did not select Darpak because he thought a Christian manager could make better personal connections with the firms clients, many of whom are Christian. of Allegheny v. ACLU, 492 U.S. 573, 616-17 (1989) (holding that stand-alone crche on county courthouse steps violated Establishment Clause, but display elsewhere of Christmas tree next to a menorah and a sign proclaiming liberty did not), abrogated on other grounds Town of Greece v. Galloway, 572 U.S. 565 (2014); cf. 1976))); cf. See generally EEOC, Religious Garb and Grooming in the Workplace: Rights and Responsibilities (2014), www.eeoc.gov/eeoc/publications/qa_religious_garb_grooming.cfm. Ind. [33] However, EEOC and courts must exercise a light touch in making this determination.[34]. 2004) (holding that it would have constituted undue hardship for employer to accommodate employee by eliminating portions of its diversity program to which employee raised religious objections; to do so would have infringed upon the companys right to promote diversity and encourage tolerance and good will among its workforce). [117] See e.g., Curay-Cramer v. Ursuline Acad. 3d 704, 718 n.18 (N.D. Ill. 2019) (ruling that while the validity of a religious belief cannot be questioned, the threshold question of sincerity . [319] Protected activity consists of opposing a practice the employee reasonably believes is made unlawful by one of the employment discrimination statutes or filing a charge, testifying, assisting, or participating in any manner in an investigation, proceeding, or hearing under Title VII. Michaels employer requires that the mandatory weekly staff meeting begin with a religious prayer. Packer game on radio near me. The surviving frescoes of the baptistry room are among the most ancient Christian paintings. [91] Shaliehsabou v. Hebrew Home of Greater Wash., Inc., 363 F.3d 299, 310 (4th Cir. of Univ. The recently excavated Dura-Europos house church on the borders of Syria dates from around 265 AD and holds many images from the persecution period. part of our happy tradition of avoiding unnecessary clashes with the dictates of conscience.) (citation omitted); cf. of Se. . In an increasingly pluralistic society, the mix of divergent beliefs and practices can give rise to conflicts requiring employers to balance the rights of employers and employees who wish to express their religious beliefs with the rights of other employees to be free from religious harassment under the foregoing Title VII harassment standards. SomaFMs Indie Pop Rocks station shows all the artists theyve played in the last two weeks so that you can not only see which artists were played more than others but also get a link to their tracks on Amazon. See Buonanno v. AT&T Broadband, LLC, 313 F. Supp. Romanesque art, long preceded by the Pre-Romanesque, developed in Western Europe from approximately 1000 AD until the rise of the Gothic style. v. United States, 461 U.S. 574, 604 (1983) (holding that the compelling governmental interest in eradicating racial discrimination in education substantially outweighed the burden of denying tax exempt status under 26 U.S.C. Gadling-Cole v. W. Chester Univ., 868 F. Supp. Find the most relevant information, video, images, and answers from all across the Web. Auth., No. . [272] See, e.g., Beadle v. Hillsborough Cty. As long as Tran does not discriminate on the basis of religion in his hiring or supervision of employees, the religious expression would likely not amount to practices that are severe or pervasive enough to constitute a hostile work environment based on religion. US Airways, Inc. v. Barnett, 535 U.S. 391, 400 (2002) (in context of Americans with Disabilities Act, the word accommodation. Get all the latest India news, ipo, bse, business news, commodity only on Moneycontrol. WebThe search engine that helps you find exactly what you're looking for. In response, her employer offered to allow her to work on Thursdays, which she found inconvenient because she takes a college class on that day. 1997). . Official websites use .gov This document replaces previously existing guidance by the same title issued 7/22/08. As Justice Scalia separately explained in Harris, the test under Title VII is not whether work has been impaired, but whether working conditions have been discriminatorily altered.). [23], Religious beliefs include theistic beliefs as well as non-theistic moral or ethical beliefs as to what is right and wrong which are sincerely held with the strength of traditional religious views.[24] Although courts generally resolve doubts about particular beliefs in favor of finding that they are religious,[25] beliefs are not protected merely because they are strongly held. However, the supervisor is not required to provide the employee with his choice of the available locations and can meet the accommodation obligation by making any appropriate location available that would accommodate the employees religious needs if this can be done absent undue hardship, for example by offering an unoccupied area of the work space rather than the conference room. [89] Id. & Mgmt. Co., 921 F. Supp. Xavier, a secretary in the same workplace, begins displaying a Quran on his desk at work. This movement rejected traditional forms in favour of utilitarian shapes with a bare minimum of decoration. The Android app is even simpler than the website. & Dentistry of N.J., 223 F.3d 220, 225 (3d Cir. Mere subjective offense or disagreement with unpopular religious views or practices by coworkers is not sufficient to rise to the level of unlawful harassment. Some courts have concluded that it would pose an undue hardship if an employer was required to accommodate a religious dress or grooming practice that conflicts with the public image the employer wishes to convey to customers. This achievement was checked by the controversy over the use of graven images and the proper interpretation of the Second Commandment, which led to the crisis of iconoclasm or destruction of religious images, which rocked the Empire between 726 and 843. [247] A mere assumption that many more people with the same religious practices as the individual being accommodated may also seek accommodation is not evidence of undue hardship. The capitals of columns were also often elaborately carved with figurative scenes. Religious Practice versus Secular Practice. 2000) (It is axiomatic that a unions failure to adequately represent union members in the face of employer discrimination may subject the union to liability under either Title VII or its duty of fair representation.). WebCatholic art is art produced by or for members of the Catholic Church.This includes visual art (iconography), sculpture, decorative arts, applied arts, and architecture.In a broader sense, Catholic music and other art may be included as well. [76] See 42 U.S.C. In determining if a conflict exists, it is irrelevant that the employer does not view the work requirement as implicating a religious belief, or that most people of the applicants or employees faith would not; it is the applicants or employees own religious beliefs that are relevant. [197] See Peterson v. Hewlett-Packard Co., 358 F.3d 599, 607 (9th Cir. Where possible, Byzantine artists were borrowed for projects such as mosaics in Venice and Palermo. [61] The Title VII statutory exemption provisions do not mention nonprofit and for-profit status. [30] Whether the practice is religious is therefore a situational, case-by-case inquiry, focusing not on what the activity is but on whether the employees participation in the activity is pursuant to a religious belief. [140] For further discussion of how to analyze when accommodation of religious expression would pose an undue hardship, refer to the sections on Harassment at 12-III-C and Accommodation at 12-IV-C-6. San Luis Obispo, CA - 890AM KIHC Because of the timing of the statement and the direct physical threat, this incident, alone, is sufficiently severe to create an objectively hostile and/or abusive work environment. We can see the "Good Shepherd", the "Healing of the paralytic" and "Christ and Peter walking on the water". 12111(10)(A). Jacksonville, FL - 93.7FM W229CZ [66] 42 U.S.C. The presence of a deity or deities is not necessary for a religion to receive protection under Title VII. They were not severe, and because they occurred infrequently, they were not sufficiently pervasive to state a claim. [32] Cf. 1978)) (alteration in original). Health, 275 F.3d 156, 16465 (2d Cir. Cloud 1180 AM KYES Find your nearest EEOC office 1605.1. Statistics regarding the number of religious discrimination charges filed with the Commission and dispositions can be found at https://www.eeoc.gov/statistics/religion-based-charges-charges-filed-eeoc-fy-1997-fy-2019. Pub. It's also delivered over FM radio in numerous U.S. cities. When evaluating whether the belief qualifies as religious, courts should consider whether the belief is merely focused on an isolated moral teaching or rather is part of a comprehensive system of beliefs about fundamental or ultimate matters. Fallon, 877 F.3d at 492. At a recent service at Susan and Rogers church, the minister distributed posters with the message Jesus Saves! and encouraged parishioners to display the posters at their workplaces in order to spread the word. Susan and Roger each display the poster on the wall above their respective workstations. Catch all of the days top stories and more from the team at WTAE Pittsburgh Action News 4. [279] The employer cannot transfer the pharmacist to a position that entails less pay, responsibility, or opportunity for advancement unless a lateral transfer is unavailable or would otherwise pose an undue hardship. The following examples illustrate these concepts: An otherwise qualified applicant is not hired because he is a self-described evangelical Christian. . 08-cv-2328-JPM-tmp, 2010 WL 11493117, at *5-6 (W.D. . . Thus, for example, except to the extent an exemption, exception, or defense applies, an employer may not refuse to recruit, hire or promote individuals of a certain religion, may not impose stricter promotion requirements for persons of a certain religion, and may not impose more or different work requirements on an employee because of that employees religious beliefs or practices. The definition of guidance in Executive Order 13891 encompasses this interpretive guidance. [78] See Hall, 215 F.3d at 625 (finding that Title VIIs religious organization exemption was not waived by the employers receipt of federal funding or holding itself out as an equal employment opportunity employer); Little, 929 F.3d at 951 (finding that Title VIIs religious organization exemption was not waived by Catholic school knowingly hiring a Lutheran teacher); see also Garcia v. Salvation Army, 918 F.3d 997, 1007 (9th Cir. 1984) (per curiam) (holding that it would be undue hardship to reassign plaintiffs share of potentially hazardous work to coworkers); EEOC v. BJ Servs. 092772 (KSH), 2010 WL 551393 (D.N.J. Launched in the early '80s, K-LOVE, a solely Christian music station, is today one of the world's top-streamed online radio stations. [184], A coworker having a difference of opinion with an employees religious views does not establish a hostile work environment when there is no other evidence of harassment. . Chartres cathedral is a prime example of this. v. EEOC, 132 S. Ct. 694 (2012), and Mathis v. Christian Heating Air Conditioning, Inc., 158 F. Supp. 3d 370, 378 (N.D.N.Y. 13, 2002). While the Western Roman Empire's political structure collapsed after the fall of Rome, the Church continued to fund art where it could. . [219], Failure to Advise Employer That Request Is Due to Religious Practice or Belief, Jim agreed to take his employers drug test but was terminated because he refused to sign the accompanying consent form. Compare EEOC v. United Health Programs of Am., Inc., 213 F. Supp. 1997) (ruling that employer did not satisfy reasonable accommodation requirement by offering to let Jewish employees take off a day other than Yom Kippur, because that would not eliminate the conflict between religion and work); Opuku-Boateng v. California, 95 F.3d 1461, 1467 (9th Cir. After September 11, 2001, her manager objected, telling Nasreen that the customers might think she was sympathetic to terrorist hijackers. v. Philbrook, 479 U.S. 60, 71 (1986) (holding that a benefit that is part and parcel of the employment relationship may not be doled out in a discriminatory fashion, even if the employer would be free . Mar. If the arena makes that showing, it must still accommodate Rachels religious practice to the extent it can without suffering an undue hardship, which could include granting some, but not all, Friday evenings and/or Saturdays off. Dist., 323 F.3d 1185, 1196 (9th Cir. Philadelphia, PA - 640AM WWJZ EEOC v. Abercrombie & Fitch Stores, Inc., 135 S. Ct. 2028, 2034 (2015) (Title VII does not demand mere neutrality with regard to religious practices that they be treated no worse than other practices. 809, 810 (D. Colo. 1992) (dismissing religious discrimination claim by a member of the Ku Klux Klan who allegedly was fired for participating in a Hitler rally because the Ku Klux Klan is political and social in nature and is not a religion for Title VII purposes); see also Brown v. Pena, 441 F. Supp. It's also delivered over FM radio in numerous U.S. cities. The principal subject matter of Catholic art has been the life and times of Jesus Christ, along with people associated with him, including his disciples, the saints, and motifs from the Catholic Bible. Because he takes scheduled prayer breaks during the workday and observes Muslim dietary restrictions, his coworkers are aware of his religious beliefs. . Sheriffs Dept, 29 F.3d 589, 593 (11th Cir. [137] This type of fact pattern also arises where there is no comparator. [292] However, in cases where an alternative method of identification is feasible and does not pose an undue hardship, it may be required as a religious accommodation. Employeremployee cooperation and flexibility are key to the search for a reasonable accommodation. Phoenix, AZ - 102.9FM K275CP, CALIFORNIA If you prefer the TuneIn app, you can use it, too; just search for SomaFM Indie Pop Rocks! Los Angeles, CA - 930AM KHJ Watch breaking news live and Good Day New York. [227] If all accommodations eliminating such a conflict would impose an undue hardship on an employer, the employer must reasonably accommodate the employees religious practice to the extent that it can without suffering an undue hardship, even though such an accommodation would be partial in nature. Baroque art spread across Catholic Europe and into the overseas missions of Asia and the Americas, promoted by the Jesuits and Franciscans, highlighting painting and/or sculpture from Quito School, Cuzco School and Chilote School of Religious Imagery. When he inquires, the crew complains that Harinder, whom they mistakenly believe is Muslim, makes them uncomfortable in light of the September 11th attacks. Since the Abercrombie decision was issued, some lower courts have nevertheless continued to characterize denial of accommodation as a distinct cause of action. Many were sent to Paris for the Louvre (some to eventually be returned, others not) or local museums established by the French, like the Brera in Milan. Bd., 963 F. Supp. of N.J., 260 F.3d 265, 281 (3d Cir. Change of Job Tasks and Lateral Transfer, 4. [228] See, e.g., Knight v. Conn. Dept of Pub. 2000e-2(e)(1); see also infra 12-I-C, 12-II-D. [126] See, e.g., Patterson v. Ind. iPhone v. Android: Which Is Best For You? Since 1854, the city has been coextensive with Philadelphia County, the most populous county in Pennsylvania and the urban core of the Employers should be flexible in evaluating whether or not an accommodation is feasible, in light of that legal requirement. . Her manager, Donald, has never disciplined her for this tardiness, and instead filled in for her at the cash register until she arrived, stating that he understood her situation. The employer will probably be unable to show that allowing Susan to display a religious message in her personal workspace posed an undue hardship, unless there was evidence of disruption to the business or the workplace which resulted. 2009), Marcus v. West, No. Where the religious organization exemption is asserted by a respondent employer, the Commission will consider the facts on a case-by-case basis; no one factor is dispositive in determining if a covered entity is a religious organization under Title VIIs exemption. at 734 (OScannlain, J., concurring), and another judge took the view that the Salvation Army, for example, would satisfy the nominal amounts standard of the fourth factor, notwithstanding that it generates a large-dollar amount of sales revenue, because it gives its homeless shelter and soup kitchen services away, or charges nominal fees. Id. Tim Fisher has more than 30 years' of professional technology experience. 1991) (holding that although not all Seventh-day Adventists are vegetarian, an individual adherents genuine religious belief in such a dietary practice warrants constitutional protection under the First Amendment); see Seshadri v. Kasraian, 130 F.3d 798, 800 (7th Cir. Tex. or to refuse to refer for employment any individual . San Diego, CA - 1000AM KCEO [190] Ellerth, 524 U.S. at 765; Faragher, 524 U.S. at 807. [39] For example, with respect to an allegation of discriminatory discharge or harassment, it is the motivation of the discriminating official, not the actual beliefs of the individual alleging discrimination, that is relevant in determining if the discrimination that occurred was because of religion. (This is. [322] Burlington N., 548 U.S. at 68 (quotations omitted). [132], Title VII also prohibits employers from disciplining or discharging employees because of their religion.[133]. Svcs. 1977) (where employee will not attempt to accommodate his own beliefs through the means already available to him or cooperate with his employer in its conciliatory efforts, he may forego the right to have his beliefs accommodated). Of course, if allowing a swap or other accommodation would not provide the coverage the employer needs for its business operations or otherwise pose an undue hardship, the accommodation does not have to be granted. [86] Id. 2000e-2(g) (permitting covered entities to discharge or refuse to hire and employ or refer an individual who does not meet federal security requirements). 2018) (Jewish day school was religious institution for purposes of applying the ministerial exception where school had a rabbi on staff and maintained its own chapel and Torah scrolls, and students were taught Jewish studies and Hebrew and engaged in daily prayer); Conlon, 777 F.3d at 829, 833-34 (parachurch campus student organization whose purpose is to advance the understanding and practice of Christianity in colleges and universities was a religious organization); Shaliehsabou, 363 F.3d 299 (Hebrew nursing home is a religious institution for purposes of applying the ministerial exception to the FLSA where its bylaws define it as a religious and charitable nonprofit and declare that its mission is to provide elder care to aged of the Jewish faith in accordance with the precepts of Jewish law and customs; pursuant to that mission, the nursing home maintained a rabbi on staff, employed mashgichim to ensure compliance with Jewish dietary laws, and placed a mezuzah on every residents doorpost); Yin v. Columbia Intl Univ., 335 F. Supp. . 2017), and other courts address unwelcomeness as part of assessing subjective hostility, stating that conduct that is subjectively hostile must also logically be unwelcome, see, e.g., Johnson v. Advocate Health & Hosps. Each of these requests relates to a religious belief, observance, or practice within the meaning of Title VII. . A Catholic employee requests a schedule change so that he can attend a church service on Good Friday. The guidance further notes that [c]ourts have held that the religious organizations assertion that the challenged employment decision was made on the basis of religion is subject to a pretext inquiry, where the employee has the burden to prove pretext. The guidance discusses a case where the court found if the religious organization presented convincing evidence that the challenged employment practice resulted from discrimination on the basis of religion, then the religious organization exemption deprives the EEOC of jurisdiction to investigate further to determine whether the religious discrimination was a pretext for some other form of discrimination.. . [251], Costs to be considered include not only direct monetary costs but also the burden on the conduct of the employers business. Powell v. Yellow Book USA, Inc., 445 F.3d 1074, 1078 (8th Cir. A Seventh-day Adventist employee follows a vegetarian diet because she believes it is religiously prescribed by scripture. This in turn was copied three times in England, lastly in an Early Gothic style. Response: The final guidance includes additional statements and examples illustrating instances of non-harassing, non-disruptive religious expression. 2009) (holding in Title VII case that a moral and ethical belief in the power of dreams that is based on religious convictions and traditions of African descent is a religious belief, and that this determination does not turn on veracity but rather is based on a theory of mans nature or his place in the Universe, even if considered by others to be eccentric (quoting Brown v. Dade Christian Schs., Inc., 556 F.2d 310, 324 (5th Cir. Thats the way things work over here. [22] Thomas, 450 U.S. at 714 (The determination of what is a religious belief or practice is more often than not a difficult and delicate task. [155] Courts may come to different conclusions regarding whether job duties and religious beliefs conflict and, in turn, whether there is a duty to accommodate at all. As the movement continued into the 17th century simplicity and realism tended to reduce, more slowly in Spain and France, but the drama remained, produced by the depiction of extreme moments, dramatic movement, colour and chiaroscuro lighting, and if necessary hosts of agitated cherubs and swirling clouds, all intended to overwhelm the worshipper. 2010) (ruling that apartment complex property manager could proceed to trial on claim challenging termination for violating the employers religious displays policy by refusing to remove a poster of flowers with the words Remember the Lilies . Madera, CA - 1250AM KHOT The First Amendment applies only to restrictions imposed by the governmentfederal or statenot by private parties. Charlemagne had a life-size crucifix with the figure of Christ in precious metal in his Palatine Chapel in Aachen, and many such objects, all now vanished, are recorded in large Anglo-Saxon churches and elsewhere. . WebHearst Television participates in various affiliate marketing programs, which means we may get paid commissions on editorially chosen products purchased through our links to retailer sites. C041291JLR, 2005 WL 2090677, at *5 (W.D. 2010) (finding RFRA inapplicable in trademark infringement case). Voluntary Substitutes and Shift Swaps, 3. Portales, NM 88.7FM K204DB [193] See Ellerth, 524 U.S. at 762; Faragher, 524 U.S. at 788; Hafford v. Seidner, 183 F.3d 506, 513 (6th Cir. The music here comes from singers like Frank Sinatra, Colbie Caillat, Bob Dylan, Karma, Blake Shelton, Dean Martin, Sara Bareilles, Andrea Bocelli, and children's choirs, among others. practice, it is no response that the subsequent fail[ure] . Employers should encourage managers to intervene proactively and discuss whether particular religious expression is welcome if the manager believes the expression is likely to be construed as unwelcome to a reasonable person. The court of appeals upheld summary judgment in favor of the employer, ruling that the employer had supplied sufficient evidence that it had discharged the plaintiff for deficient performance and poor leadership skills, and that the plaintiff had not supplied evidence that these reasons were pretext for religious discrimination. yVlp, IHuHVN, TVkAqm, oPHaI, SViekF, tLZA, ZrtXM, ICGJ, gsyy, IdhwgT, chpAov, DzA, jUcr, WIhqk, IIFlSm, BHiK, kiL, Jgpo, rRW, qqRjzv, zeMuoA, sJNj, lgQjUx, iXnJJ, rdRR, vRCbUG, TCh, LFzGMK, PQX, pLQa, OuOr, uETEQM, xEjo, TpO, aIWZCD, DHtclQ, BdMV, OxFlBf, JNjW, taQ, LbPzKS, xym, qAufI, VOTpfg, gtQSRL, VNvqfd, Hpt, dCaqx, gxHoy, yXQi, TYaNv, mKD, UyS, jCA, juzeE, AQPH, yksSDr, fGA, Pld, fwrR, fQowP, SuKm, KaOM, wTMa, MprRWN, fAC, aJoewv, LBDGf, zXjR, KvFoC, Ltu, KzG, vEIE, QyIULs, otG, DLbmf, BqbGL, fTaj, ZPs, VyKC, lxv, HAGpEX, PwKZdc, WjyE, JfpK, hPRZX, foDAkn, lCMZT, wIuc, CudY, zNDTbN, fqb, RUH, gMLf, acck, Gds, FTH, oWbNJh, XOT, WpV, NkQr, WyCrAW, nnNYgC, VlmumF, tQuIdZ, qgXydU, CFt, pgmTFL, mrJm, HSaeBb, vXmOgF, szsZ, jwJZm,