<?xml version="1.0" encoding="UTF-8" ?>
<?xml-stylesheet type="text/xsl" href="http://hrdailyadvisor.blr.com/rss.xsl" media="screen"?><rss version="2.0" xmlns:dc="http://purl.org/dc/elements/1.1/" xmlns:slash="http://purl.org/rss/1.0/modules/slash/" xmlns:wfw="http://wellformedweb.org/CommentAPI/"><channel><title>Your Policy on Religion in the Workplace: What It Must Address</title><link>http://hrdailyadvisor.blr.com/archive/2007/09/11/workplace_religion_policy_issues_prewritten_HR_reasonable_accommodation.aspx</link><description>Without a solid policy on religion, you haven't a prayer of winning a discrimination case. Here's what that policy should take into account.</description><dc:language>en-US</dc:language><generator>CommunityServer 2.0 (Debug Build: 60217.2664)</generator></channel></rss>