US Law on Organizational Diversity and Compliance“The most dangerous leap is the leap to conclusions” (Kroll, 2015, para. 7). Jumping to conclusions is what led the Equal Employment Opportunity Commission (EEOC) and Frederic Jones (Jones) to sue Alliant Techsystems (Alliant) in 1998. The charges against Alliant were violations of Title VII of the Civil Rights Act (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 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). In most cases, 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 TechsystemsEEOC v. Alliant Techsystems is the result of Alliant's refusal to honor Jones' request to give his union dues to a charity of his choice. Jones, an Alliant employee since 1974, was a union member who sometimes volunteered to be a union representative. In 1985, Jones witnessed an explosion in his division that killed two of his colleagues (EEOC v. Alliant Techsystems, 1998). As a result of his experience, Jones' faith strengthened over the years, eventually leading to his opposition to membership in non-religious groups. As a result of his conflict, Jones resigned his position as a union representative and stopped paying union dues (EEOC v. Alliant Techsystems, 1998). Alleant's union did not have a union security clause that required employees... half of the document...the root problem was the disregard of a person's religious, ethical, or moral beliefs to meet the union's financial agenda. There was no evidence of undue hardship and yet the union did not reasonably accommodate Jones. It was not the union's right to characterize Jones' motivations as political rather than religious. Conclusion The judge in the EEOC v. Alliant Techsystems case saw the gray area in this case as a little darker than most others. While the arguments in the debate were not black and white, the basis of the claim was clear: Jones' religious beliefs had been ignored, initiating a violation of Title VII. Decades of fight against discrimination and the laws to support the fight still fail to break down the barriers of ignorance and personal gain. Ultimately, jumping to conclusions led Alliant to plead guilty to failing to reasonably accommodate Jones and he was ordered to provide relief..