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Originally Posted by dismayed
If I remember correctly Title 7 and 13 laws can be gotten around by large employers if they claim a "bona fide work requirement." So if you could say that your business required someone to be fit/in-shape because their job description would rely on moving heavy stuff around and it would be unreasonable for your workplace to make accommodations, then that's "bona fide." Same with church's having a need to employ people of their faith.
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I did a bit of poking around on the EEOC website. It seems that the key here is whether or not the employer is able to make "reasonable" accommodations. As to whether something is reasonable or not, it seems we might have to go to the case law.
For example, if your company was searching for a receptionist for their front office, you would probably not be able to not hire someone because they were Muslim and had to wear the Hijab.
When the issue is whether the accommodation is "reasonable," you, at least in this case, have to hit the law books.