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2d 1006, 1012 (D. Ariz. 2006) (finding that it was Muslim employee’s sincerely held religious observance to wear headscarf during Ramadan, even though she did not wear it the rest of the year). The EEOC received 71 unique comments from individuals, organizations, and members of Congress on the proposed Compliance Manual on Religious Discrimination, which was posted for public input on on November 17, 2020. A number of these comments were submitted on behalf of multiple organizations or officeholders, including one on behalf of 51 organizations and another on behalf of 44 organizations.

DOE is compiling a “Teaming Partner List” to facilitate the formation of new project teams for this FOA. The Teaming Partner List allows organizations who may wish to participate on an application to express their interest to other applicants and to explore potential partnerships, including representation from Minority Serving Institutions (e.g., Historically Black Colleges and Universities /Other Minority Serving Institutions); and partnerships with Minority Business Enterprises, Minority Owned Businesses, Woman Owned Businesses, Veteran Owned Businesses, or tribal nations). Zamora-Quezada v. HealthTexas Medical Group was the first time this act was used against HMOs when a novel lawsuit was filed by Texas attorney Robert Provan against five HMOs for their practice of revoking the contracts of doctors treating disabled patients. In 1999, these HMOs sought to dismiss Provan’s lawsuit, but a federal court ruled against them, and the case was settled out of court.

As John Chipman points it, McKenzie found that “introduction of trade in intermediate product necessitates a fundamental alteration in classical analysis.” Durable capital goods such as machines and installations are inputs to the productions in the same title as part and ingredients. We assume that the relative demand curve reflects substitution effects and is decreasing with respect to relative price. The behavior of the relative supply curve, however, warrants closer study. Recalling our original assumption that Home has a comparative advantage in cloth, we consider five possibilities for the relative quantity of cloth supplied at a given price. The Ricardian model is a general equilibrium mathematical model of international trade.

EERE is also seeking additional information about how to make this program more effective and identify additional technical assistance needs that are most in demand by rural communities. The purpose of this RFI is to solicit feedback from industry, academia, research laboratories, government agencies, and other stakeholders on issues related to Community Programs for Organic Waste. Please submit questions about the content of the lab call or requests to join the Teaming Partner List to this email address. The BIL will invest more than $7 billion in the batteries supply chain over the five year period encompassing fiscal years through 2026. This includes sustainable sourcing and processing of the critical minerals used in battery production without new extraction or mining all the way through end-of-life battery collection and recycling. It is recommended that attachments with file sizes exceeding 25MB be compressed (i.e., zipped) to ensure message delivery.

Computational optimization techniques

Successful projects will produce research results that are generalizable to multiple sites, pertinent to multiple stakeholder groups, impactful in a short timeframe (i.e., 3 years or less), and engage local communities most affected by solar energy deployment. The Lab Call seeks proposals from DOE National Laboratories for collaborative projects with qualified industrial partners that pursue manufacturing innovations of lab developed technologies currently at mid-to-late-stage TRL levels (TRL ≥ 4) ─ those validated in a laboratory environment or beyond, to include manufacturing scale-up and execution of a business plan, for promising energy-related technologies with commercial applications in the manufacturing sector. Furthermore, these proposals must have application in the Topic Area of Industrial Decarbonization pathways to achieve economy-wide net-zero emissions by 2050. In addition, this Lab Call will emphasize increasing diversity of research staff, increasing diversity of voices in research design, and or increasing quantification and emphasis on supporting underserved communities.

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. However, an employer should only resort to transfer, whether lateral or otherwise, after fully exploring accommodations that would permit the employee to remain in his or her position. Employers should ensure that managers are aware that reasonable accommodation may require making exceptions to policies or procedures that are not part of a CBA or seniority system, where it would not infringe on other employees’ legitimate expectations. Managers and supervisors should be trained to consider alternative available accommodations if the particular accommodation requested would pose an undue hardship.

The FOA will incorporate a range of equity considerations including energy and environmental justice, labor and community engagement, consent-based siting, quality jobs, and inclusive workforce development to support the Biden Administration’s decarbonization goals of a 50-52% reduction in greenhouse gas emissions from 2005 levels by 2030, a carbon-pollution-free power sector by 2035, and a net-zero GHG emissions economy by 2050. The H2Hubs will be a key part of the National Clean Hydrogen Strategy and Roadmap, also required in the BIL, and will be instrumental in meeting national decarbonization goals, including the development and deployment of clean hydrogen technologies. This FOA supports the administration goals laid out above by supporting the development of workforce programs and partnerships that will facilitate the continued deployment of solar energy technologies, while supporting an inclusive workforce with opportunities for career advancement, including through union membership.

DE-FOA-0002716: Request for Information (RFI): Designing Equitable, Sustainable, and Effective Revolving Loan Fund Programs

If a candidate solution satisfies the first-order conditions, then the satisfaction of the second-order conditions as well is sufficient to establish at least local optimality. Adding more than one objective to an optimization problem adds complexity. For example, to optimize a structural design, one would desire a design that is both light and rigid. There may be one lightest design, one stiffest design, and an infinite number of designs that are some compromise of weight and rigidity. The set of trade-off designs that improve upon one criterion at the expense of another is known as the Pareto set.

There is another way to prove the theory of comparative advantage, which requires less assumption than the above-detailed proof, and in particular does not require for the hourly wages to be equal in both industries, nor requires any equilibrium between offer and demand on the market. Such a proof can be extended to situations with many goods and many countries, non constant returns and more than one factor of production. See, e.g., Anderson v. U.S.F. Logistics , Inc., 274 F.3d 470, 477 (7th Cir. 2001) (“In many cases, a company must modify its stated policies in practice to reasonably accommodate a religious practice.” (citing Minkus v. Metro. Sanitary Dist., 600 F.2d 80 (7th Cir. 1979) ). Sheriff’s Dep’t, 29 F.3d 589, 593 (11th Cir. 1994) (finding that employer satisfied its accommodation obligation by providing employee a roster with his coworkers’ schedules and allowing employee to make announcement on bulletin board and at employee meeting to seek out coworkers willing to swap). See Commission Guidelines, 29 C.F.R. § 1605.2; Antoine v. First Student, Inc., 713 F.3d 824, 840 (5th Cir. 2013) (holding that allowing employee to voluntarily swap shifts was not an undue hardship where CBA authorized employer-facilitated voluntary route changes). Ct. at 2033‑34 (holding that decision not to hire Muslim applicant because of assumed conflict between headscarf and company “Look Policy” violated Title VII’s prohibition that actions are not taken “with the motive of avoiding the need for accommodating a religious practice”).

An adherent to Native American spiritual beliefs seeks unpaid leave to attend a ritual ceremony. 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. Each of these requests relates to a “religious” belief, observance, or practice within the meaning of Title VII. The question of whether the employer is required to grant these requests is discussed in the section below addressing religious accommodation.

DE-FOA-0002682: DE-FOA-0002682: Request for Information on Community-scale Resource and Energy Recovery from Waste Solutions

Other requirements exist, based on pool size, include providing a certain number of accessible means of entry and exit, which are outlined in Section 242 of the standards. However, businesses are free to consider the differences in the application of the rules depending https://cryptolisting.org/ on whether the pool is new or altered, or whether the swimming pool was in existence before the effective date of the new rule. Full compliance may not be required for existing facilities; Section 242 and 1009 of the 2010 Standards outline such exceptions.

• When the restaurant manager informs David that if offered the position he will have to cut his hair, David explains that he keeps his hair long based on his religious beliefs and offers to wear it held up with a clip or under a hair net.
• In addition, even in the absence of any notice that a religious accommodation is needed, an employer violates Title VII if it takes an adverse action against an applicant or employee based on its belief that the applicant or employee might need a reasonable religious accommodation, unless the employer proves that such an accommodation would have imposed an undue hardship.
• Employers should incorporate a discussion of religious expression, and the need for all employees to treat each other professionally, regardless of actual or perceived religious or lack of religious beliefs, into any anti-harassment training provided to managers and employees.
• Any final document is intended only to provide clarity to the public regarding existing requirements under the law or agency policies.

The statute, at 42 U.S.C. § 2000e, and the Commission Guidelines, at 29 C.F.R. § 1605.2, require an employer to reasonably accommodate an employee’s or applicant’s religious beliefs and practices unless the “employer demonstrates” that doing so would pose an undue hardship. Even when courts have focused on reasonableness before looking at undue hardship, the employer still has the burden of persuasion on the undue hardship issue. See, e.g., EEOC v. Firestone Fibers & Textiles Co., 515 F.3d 307, 315 (4th Cir. 2008); Sturgill v. United Parcel Serv., Inc., 512 F.3d 1024, 1033 n.4 (8th Cir. 2008). Some employees may seek to display religious icons or messages at their workstations or use a particular religious phrase when greeting others. Others may seek to proselytize by engaging in one-on-one discussions regarding religious beliefs or distributing literature. Still others may seek to engage in prayer at their workstations or to use other areas of the workplace for either individual or group prayer, study, or meeting.

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The “more than a de minimis cost” Title VII undue hardship standard is lower than the ADA undue hardship standard, which requires employers to show that the accommodation would cause “significant difficulty or expense,” 42 U.S.C. § 12111. See Cooper v. Oak Rubber Co., 15 F.3d 1375, 1379 (6th Cir. 1994) (holding that employer was obligated to accommodate a Seventh-day Adventist employee whose need for accommodation to observe Sabbath had changed in the 17 months since employer had last scheduled her to work on a Friday night or Saturday, where her “undisputed testimony was that her faith and commitment to her religion grew during this time”). See United States v. Broyles, 423 F.2d 1299, 1302 (4th Cir. 1970) (letter from retired golos gold Army officer who had known conscientious objector for more than twenty years, and letter from college president who had known him for more than ten years, were “mpressive backing” for his claims of sincere religious belief). See id. (“An employer is surely entitled to have, for example, a no-headwear policy as an ordinary matter. But when an applicant requires an accommodation as an ‘aspec of religious . . . practice,’ it is no response that the subsequent ‘fail . . . to hire’ was due to an otherwise-neutral policy.” ). Brown v. Polk Cnty., 61 F.3d 650, 656‑57 (8th Cir. 1995) (holding that it did not pose an undue hardship for employer to accommodate supervisor’s sporadic and voluntary prayers during workplace meetings).

This metric and performance target will allow for quantitative evaluation of project impacts to support broad deployment of the most successful approaches.  Support research on drilling technologies that increase efficiency, lower costs, and lower risk related to hydrothermal reservoir development. The focus of this topic is to enable concentrating solar thermal energy generation coupled with thermal energy storage to be integrated with high-temperature process technologies to produce economically important products, like steel, cement, ammonia, fuels, and other chemicals and fuels. The second priority area addressed by this FOA targets improved organisms and inorganic catalysts. BETO’s Conversion R&D Program has identified process robustness as a key challenge that must be addressed prior to scale-up.

DE-FOA-0002773: Notice of Intent (NOI) to Issue Bipartisan Infrastructure Law (BIL): Three FOAs for Hydropower

EERE may or may not issue a Funding Opportunity Announcement based on consideration of the input received from this RFI. DOE is compiling a “teaming” partner list to facilitate widespread participation in this FOA. To support the development of tidal and current energy systems in the United States, and move the state of these technologies, DOE will provide the first large scale investment for the development of a tidal Research, Development and Demonstration (RD&D) site.

Because an employer needs to make sure that its employees know about and comply with such laws and workplace rules, it would be an undue hardship for XYZ to excuse Lucille from the training. Helen, an employee in a mental health facility that served a religiously and ethnically diverse clientele, frequently spoke with clients about religious issues and shared religious tracts with them as a way to help solve their problems, despite being instructed not to do so. After clients complained, Helen’s employer issued her a letter of reprimand stating that she should not promote her religious beliefs to clients and that she would be terminated if she persisted. Helen’s belief in the need to evangelize to clients cannot be accommodated without undue hardship.

See Cassidy v. Detroit Edison Co., 138 F.3d 629, 634 (6th Cir. 1998) (“An employer may reassign an employee to a lower grade and paid position if the employee cannot be accommodated in the current position and a comparable position is not available.”) . At least one court has ruled that it is unreasonable for public protectors such as police officers or fire fighters to seek to be relieved from certain assignments as a religious accommodation. State Police, 349 F.3d 922, 927 (7th Cir. 2003) (holding that state police officer’s requested religious accommodation not to be assigned to full-time, permanent work at a casino was unreasonable, because police and fire departments “need the cooperation of all members” and need them to perform their duties “without favoritism”). However, Title VII does not distinguish between public protectors and other employees; it is not per se unreasonable for public protectors to obtain changes in job assignments, schedule changes, or transfers in situations where a conflict between their job duties and their religious beliefs could be eliminated or reduced. Title VII requires a fact-specific inquiry to determine whether granting a particular accommodation request would pose an undue hardship. A claim of harassment based on coerced religious participation or non-participation, however, only arises where it was intended to make the employee conform to or abandon a religious belief or practice.

This information will be used by BTO to update its R&D strategy and support energy savings, emissions reduction, and cost reduction goals, and inform future strategic planning and adjustments to its R&D portfolio. The activities to be funded under this FOA support the broader government-wide approach to addressing the climate crisis and maximize the benefits of the clean energy transition as the nation works to curb the climate crisis, empower workers, and advance environmental justice. Through this FOA, EERE seeks to address gaps in domestic supply chains for lithium batteries for electric vehicles and stationary storage.

“eligious organizations may engage in secular activities without forfeiting protection” under the Title VII statutory exemption. The Title VII statutory exemption provisions do not mention nonprofit and for-profit status.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. Charges involving religion, like charges filed on other bases, may give rise to more than one theory of discrimination (e.g., termination, harassment, denial of reasonable accommodation, or other forms of disparate treatment, as well as retaliation). Therefore, these charges could be investigated and analyzed under all theories of liability to the extent applicable. The goal of this funding opportunity is to develop solutions and/or strategies that minimize the adverse impacts of solar energy on wildlife and maximize the ecosystem benefits while enabling the rapid deployment of ground-mounted solar energy. SETO is interested in projects that will produce results with broad relevance to solar stakeholders by establishing methods, technologies, models, best management practices, and/or resources that facilitate solar energy’s pivotal role in achieving a 100% clean electricity system by 2035 and a net-zero energy system by 2050.

See Brown v. Polk Cnty., 61 F.3d 650, 655 (8th Cir. 1995) (holding that allowing employee to assign secretary to type his Bible study notes posed more than de minimis cost because secretary would otherwise have been performing employer’s work during that time); see also Protos v. Volkswagen of Am., Inc., 797 F.2d 129, 134‑35 (3d Cir. 1986) (no undue hardship where “efficiency, production, quality and morale . . . remained intact during [employee’s] absence”). See, e.g., Brown v. Polk Cnty., 61 F.3d 650, 655 (8th Cir. 1995) (holding that allowing employee to assign secretary to type his Bible study notes posed more than de minimis cost because secretary would otherwise have been performing employer’s work during that time); see also Protos v. Volkswagen of Am., Inc., 797 F.2d 129, 134‑35 (3d Cir. 1986) (no undue hardship where “efficiency, production, quality and morale … remained intact during [employee’s] absence”). Of Educ., 479 U.S. at 68 (“here the employer has already reasonably accommodated the employee’s religious needs, the statutory inquiry is at an end. The employer need not further show that each of the employee’s alternative accommodations would result in undue hardship.”); Rodriguez v. City of Chi., 156 F.3d 771, 776 (7th Cir. 1998) ; Smith v. Pyro Mining Co., 827 F.2d 1081, 1085 (6th Cir. 1987) ; cf.

EERE may issue a FOA in the future based on or related to the content and responses to this RFI; however, EERE may also elect not to issue a FOA. Responding to this RFI does not provide any advantage or disadvantage to potential applicants if EERE chooses to issue a FOA regarding the subject matter. Final details, including the anticipated award size, quantity, and timing of EERE funded awards, will be subject to Congressional appropriations and direction. Any information obtained as a result of this RFI is intended to be used by the Government on a non-attribution basis for planning and strategy development; this RFI does not constitute a formal solicitation for proposals or abstracts. EERE will review and consider all responses in its formulation of program strategies for the identified materials of interest that are the subject of this request. EERE will not provide reimbursement for costs incurred in responding to this RFI.