This paper proposes the Faith and Work Organizational Framework as a new organizational framework that builds on and addresses shortcomings of existing rubrics by giving needed attention to human, religious, legal, and organizational dynamics. This framework describes corporate actions and attitudes toward workplace spirituality and religion. It draws on symbolic management theory, and earlier conceptions of faith-friendly workplaces. The Faith and Work Organizational Framework identifies four distinct organizational approaches to addressing religion and spirituality at work (i.e. faith-avoiding, faith-based, faith-safe, and faith-friendly). Part one of this paper contextualizes the need for such a framework in light of the faith-at-work movement, Title VII, and human rights theory. Part two of the paper addresses shortcomings of existing models and offers a new language and framework (with four modalities). The paper concludes with theoretical, research, and practical implications of this framework.

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