Do they take your word for it, or does it have to be a gov't approved religious observance?

Imagine being fired/punished for false religion.

Begging in the streets, denied promotions because of their religion, subject of intense bias from dawn to dusk, fear of going to work because of daily retribution. Oh the horrors.

How much property tax does the Catholic Church owe the US since 1960?

I hope I don’t have to use the sarcasm thing.

In the anticipation that they modify the tenets of their faith to require its followers to work from home 5 days a week.
If they must go to work they must keep the unholy statue of Baphomet in full frontal view of themselves from the moment they arrive until they leave for the day.

Last edited Thu Jul 17, 2025, 11:19 PM - Edit history (1)

the person who wants to work remotely is fucking religious.

I'm flat-out fucking sick of these fascists treating freedom of religion as some kind of get out of jail free card that somehow trumps (pun intended) every other fucking right people have (well, had) in this country.

included an electrical engineer who was also an observant Jew.

Jewish law prohibits work on significant holidays, such as Yom Kippur and Rosh Hashanah. When they fell on regular workdays, he was permitted to extend his work in advance to accumulate Religious Comp Time, so that he didn't have to take annual leave to observe the holiday. His work was always completed, and he never abused the accommodation.

When I retired a few years ago, he had been promoted to GS-15 and was on track for the Senior Executive Service.

(I had entered federal service back in the '80s) but it was being violated by the wholesale DOGE directive that demanded the elimination of any "work from home" / "Alternate Workplace" / "Remote work" agreements.

I expect the various accommodations (medical, religious, etc) required by law, were part of the lawsuits filed when they demanded that "everyone" report back to the office or in effect, be terminated - even when there were offices that had downsized space as a money-saving feature once the agreements had been put in place.

I used to have a co-worker who worked Religious Comp Time frequently.

haven't seen people being fired because of accommodations. I'd consider it analogous to the differences of dying from COVID vs. dying with COVID.

In the Excepted service, we had no enforceable job security.

is that most were not done with any clear plan or background knowledge of the agency and were not done "for cause" as required by the Civil Service Act, but were sweeping (whether they were being accommodated or not). And that is why the administration was sued, resulting in many of the firings put on hold by the courts, while others have gone forward or are going forward due to appellate rulings, while the merits of their cases are being argued at the lower courts.

One big group that the bogus firings impacted, were the "probationary employees" (those who were supposedly still "Career Conditional" ). But in the zeal to hit what they saw labeled in a data file as "on probation" with them thinking the employee was "Career Conditional", they ended up sweeping in a big pile of Career tenured experienced employees who simply switched jobs and/or were promoted to management positions, and were not "brand new", but were simply in a probationary period in their new positions. That has meant a piece-meal rescinding of "firings" that is still going on.

I expect for some agencies with a downsizing "quota" by some zealot appointee, you might have shedding of employees who were originally being accommodated legally, but that was ignored, and would force them to appeal or sue per the ADA. But because the workforce is so large, those stories rarely hit any news media.

So this has been a whole mess that will take time to resolve.