Sometimes it can be difficult to uphold your Christian perspectives while working on certain projects. Some jobs will make you test your faith by requiring you to ignore certain values that you hold at high regard. Depending on the profession your ethical judgment could be tested or even the way you believe situations should be handled. For example, a lawyer who is also a Christian may be conflicted in situations that would require them to defend someone that they knew was not telling the truth. In this instance, a lawyer may refuse to represent the client but is losing out on compensation that they may need to provide for their household. The same situation could be applied to those who work in the public sector when approving funds for things like planned parenthood. Being a Christian in any setting can interfere with a number of decisions so it is important that the individual can balance the two.
As an HR representative in a situation involving an employee’s religious beliefs conflicting with their job duties, I would do everything in my power to ensure that the employee is being treated fairly and everything is being done ethically according to Title VII. Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on religion. This includes refusing to accommodate an employee’s sincerely held religious beliefs or practices unless the accommodation would impose an undue hardship (more than a minimal burden on the operation of the business). Religious practice may be sincerely held by an individual even if newly adopted, not consistently observed, or different from the commonly followed tenets of the individual’s religion.
U.S. Equal Employment Opportunity Commission. (2014). What You Should Know: Workplace Religious Accommodation. Retrieved from: https://www.eeoc.gov/laws/guidance/what-you-should-know-workplace-religious-accommodation#:~:text=Title%20VII%20of%20the%20Civil,on%20operation%20of%20the%20business).