Introduction The modern workplace environment is full of performance-based demands that are contributing to an increase in cases of religious conflicts between employers and employees. Consequently, modern workers are constantly making requests and demands based on their religions of choice thereby contributing to human resource conflicts. For instance, the current breed of employees often skips work to attend to religious commitments. Therefore, it is important for the human resource managers to come up with ways of addressing religious requests in relation to the current labor laws. The First Amendment of the United States’ Constitution gives employees several rights in the workplace irrespective of their employers’ wishes. The rights of employees in the modern workplace include but are not limited to discussing their religion with coworkers, wearing clothes that accentuate their religious beliefs, and adorning their work environments with materials that express their religion. However, employers grapple with the issue of how they can accommodate their employees’ religious freedoms without contravening labor laws. It is also possible for employees’ requests to interfere with the rights of the employers in respect to labor laws. For instance, some religious requests can have a significant negative impact on a company’s productivity. Chapter seven “of the Civil Rights Act cautions employees against being discriminated on” (Henle and Hogler 159). However, there is debate as to what amounts to religious discrimination where employee requests are concerned. It is also important to note that the current operation mode where businesses operate on a 24/7 basis clashes with a number of religious practices. This paper seeks to explore how religious practices and beliefs affect decisions in human resource management. In addition, the paper explores ways of minimizing instances of conflict between employees and employers in relation to religious beliefs and conflicts. Labor Laws According to basic human resource management, it is against the law to discriminate against employees because of their religion. Consequently, Chapter VII of the Civil Rights Act of 1964 specifies that “an employer may not…discriminate against any individual with respect to his/her compensation…privileges of employment because of…religion” (Henle and Hogler 159). The same legislation explains what the term ‘religion’ refers to and this includes all forms of religious ‘observances, beliefs, and practices’. However, an employer can be exempted from the blame of religion-based discrimination if he/she is able to demonstrate that it is impossible to accommodate the religious practices of an employee without interfering with the business proceedings of an organization. On the other hand, labor laws stipulate that “it is an unlawful employment practice…for an employer not to make reasonable accommodations, short of undue hardship…for the religious practices of employees and prospective employees” (Joggerst 1587). It is possible for an employee to seek legal redress if he/she is punished for following the interests of his/her religion. Consequently, an employer has to be able to defend his/her actions by proving that the actions of an employee cause