Protection against religious discrimination in the workplace is found in the context of the Civil Rights Act of 1964[9] Employees claim religious discrimination when it involves any of the following: disparate treatment, religious harassment, failure to reasonably accommodate religious beliefs, and retaliation against an applicant or employee who alleges religious discrimination.[9] Disparate treatment can be defined as someone receiving different treatment regarding recruitment, hiring, promotion, discipline, compensation because of their religion.[9] Religious Harassment involves employees who are forced to participate or abstain from religious practices if they want to stay employed.[9] Accommodation claims involve the employer's failure to reasonably accommodate any change to the work environment that would enable the employee to remain compliant with their religion.[10] Retaliation happens when an employer resorts to punitive action against an employee for seeking out religious accommodations, threatening or filing a claim, assisting in someone else filing for discrimination, or testifying in discrimination proceedings.[9]