when can an employee's religious belief qualify as a bona fide occupational qualification
religious school
title: Bona fide occupational qualification text: artistic purpose. (This consideration is not limited to race.) "Bona fide" occupational qualifications generally only apply to instances in which the BFOQ is considered reasonably necessary to the normal operation of a particular business. For example, a Catholic college may lawfully require such positions as president, chaplain, and teaching faculty to be Catholics, but membership in the Catholic Church would generally not be considered a BFOQ for occupations such as secretarial and janitorial positions. Mere customer satisfaction, or lack thereof, is not enough to justify a BFOQ defense, as noted in the cases "Diaz v. Pan Am. World Airways, Inc." title: Bona fide occupational qualification text: may lawfully require that members of its faculty be members of that denomination, and may lawfully bar from employment anyone who is not a member. Fire departments can require firemen to be able to lift a given weight to demonstrate that they will be able to carry fire victims out of a burning building. While religion, sex, or national origin may be considered a "bona fide" occupational qualification in narrow contexts, race can never be a BFOQ. However, the First Amendment will override Title VII in artistic works where the race of the employee is integral to the story or title: Bona fide occupational qualification text: Bona fide occupational qualification In employment law, a bona fide" occupational qualification (BFOQ) (US) or bona fide" occupational requirement (BFOR) (Canada) or genuine occupational qualification (GOQ) (UK) is a quality or an attribute that employers are allowed to consider when making decisions on the hiring and retention of employees—a quality that when considered in other contexts would constitute discrimination and thus be in violation of civil rights employment law. Such qualifications must be listed in the employment offering. The law of Canada regarding "bona fide" occupational requirements was considered in a 1985 Canadian court case involving an employee of the title: Bona fide occupational qualification text: Act 2000, defined in Section 9 of this act. There are eight possible types of reason for claiming a GOQ in advertising a particular job: In each of these, reasons must be specific and absolute, not based on stereotypes or generalised assumptions. Bona fide occupational qualification In employment law, a bona fide" occupational qualification (BFOQ) (US) or bona fide" occupational requirement (BFOR) (Canada) or genuine occupational qualification (GOQ) (UK) is a quality or an attribute that employers are allowed to consider when making decisions on the hiring and retention of employees—a quality that when considered in other contexts would constitute title: Bona fide occupational qualification text: in the United States, both Title VII of the Civil Rights Act of 1964 and the Age Discrimination in Employment Act contain a BFOQ defense. The BFOQ provision of Title VII provides that: United States Code Title 29 (Labor), Chapter 14 (age discrimination in employment), section 623 (prohibition of age discrimination) establishes that One example of "bona fide" occupational qualifications are mandatory retirement ages for bus drivers and airline pilots, for safety reasons. Further, in advertising, a manufacturer of men's clothing may lawfully advertise for male models. Religious belief may also be considered a BFOQ; for example, a religious school