American Diversity Law and Organizational Compliance “The most dangerous leap is to conclusions” (Kroll, 2015, para. 7). It was by jumping to conclusions that the Equal Employment Opportunity Commission (EEOC) and Frederic Jones (Jones) sued Alliant Techsystems (Alliant) in 1998. The allegations against Alliant constituted violations of Title VII of the Rights Act civilians (Title VII); particularly the refusal to accommodate Jones' religious beliefs. The lawsuit was the result of Alliant's interpretation of Jones' reasoning behind his request, his religious beliefs, and his desire to acquire union dues. Title VII does not limit religious beliefs to traditional religions only, but also extends the definition to ethical and moral beliefs (US Equal Employment Opportunity Commission, nda). More often than not, the law is a gray area that judges must decipher to determine which party is right and which is wrong, EEOC v. Alliant Techsystems is no different. EEOC v. Alliant Techsystems EEOC v. Alliant Techsystems is the result of Alliant's refusal. to honor Jones' request that his union dues be donated to a charity of his choice. Jones, an Alliant employee since 1974, was a member of the union and sometimes volunteered to be a union steward. In 1985, Jones witnessed an explosion in his division that killed two of his colleagues (EEOC v. Alliant Techsystems, 1998). Through his experience, Jones' faith grew stronger over the years, which ultimately led to his opposition to belonging to non-religious groups. As a result of his dispute, Jones resigned as a union steward and stopped paying his union dues (EEOC v. Alliant Techsystems, 1998). The Alliant union did not have a union security clause requiring the employee...... middle of document... the fundamental problem was disregard for a person's religious, ethical or moral beliefs to adapt to the union's financial program. There was no evidence of undue hardship and yet the union failed to reasonably accommodate Jones. The union had no right to determine Jones' motivations as political rather than religious. Conclusion The EEOC Judge v. Alliant Techsystems saw the gray area of ​​this case as a little darker than most. Although the topics of debate were not black or white, the basis of the claim was clear: Jones' religious beliefs were ignored, triggering a Title VII violation. Decades of fighting against discrimination and the laws that support that fight still fail to break down the barriers of ignorance and personal gain. Ultimately, the hasty conclusions led to Alliant being found guilty of failing to reasonably accommodate Jones and he was ordered to provide relief..