But if an employee says, “Okay, I listened to you, and that’s enough.
That doesn’t make sense, and you’d run into problems with OSHA.
If I’m running a Lutheran school, for example, I can decide I only want to hire Lutheran teachers.
If the purpose of the school is partly this religious purpose, it doesn’t give me license to discriminate because of gender or age, but I do have some leeway in terms of religion.
If you start going down that road, you’ll run into some potential problems when you’re disciplining or transferring an employee.
So you can’t ban discussion of religion, but the safest place is to try to limit it — especially for supervisors — and to draw a line between discussion and harassment.