refers to the way someone feels about something. And you supposedly can't discriminate against someone because of it.
For example, you may have an employee who doesn't wish to work with alcohol because of her conscience, or another who refuses to handle firearms for the same reason.
So how can you deal with situations like this?
While they're entitled to their beliefs, such beliefs mustn't interfere with their jobs, especially the inherent requirements for their jobs.
You should make it clear what your employees will be required to do on the job from the day you start recruiting them. This way they'll know exactly what's required of them, which in turn will prevent them from being able to refuse these activities because of conscious objections.
So, from the above examples, serving alcohol at a bar, as a waitress, could be seen as an inherent requirement
for the job, and having to carry firearms
could very well be a requirement for a security officer.
If any of these factors interfere with their conscience, the chances are it'll also interfere with their jobs, and so you can have reason to discriminate against them.
It's highly recommended that you clearly state all the requirements for the job in the job advertisements as well as in the interview.
To learn more on discrimination in the workplace, and how to prevent it, page over to Chapter E 03
in your Practical Guide to Human Resources Management
If you don't already have this fantastic resource, click here
to learn more.