<P> In employment discrimination law in the United States, both Title VII of the Civil Rights Act of 1964 and the Age Discrimination in Employment Act contain a BFOQ defense . The BFOQ provision of Title VII provides that: </P> <P> United States Code Title 29 (Labor), Chapter 14 (age discrimination in employment), section 623 (prohibition of age discrimination) establishes that </P> <P> One example of bona fide occupational qualifications are mandatory retirement ages for bus drivers and airline pilots, for safety reasons . Further, in advertising, a manufacturer of men's clothing may lawfully advertise for male models . Religious belief may also be considered a BFOQ; for example, a religious school may lawfully require that members of its faculty be members of that denomination, and may lawfully bar from employment anyone who is not a member . </P> <P> While religion, sex, or national origin may be considered a bona fide occupational qualification in narrow contexts, race can never be a BFOQ . However, the First Amendment will override Title VII in artistic works where the race of the employee is integral to the story or artistic purpose . (This consideration is not limited to race .) </P>

When can an employee's religious belief qualify as a bona fide occupational qualification