Nobody is saying your company shouldn't go out to a bar "just because somebody's religious feelings might be offended." If you want to have company outings at b

Nobody is saying your company shouldn't go out to a bar "just because somebody's religious feelings might be offended." If you want to have company outings at bars, that is totally fine, provided a) attendance at said outings is optional and not mandatory (or even de facto mandatory, i.e., employees are held in some sort of disregard for not attending); b) attendance at bars is not evaluative, i.e., you are not using the bar as an indirect test of someone's fit on a protected dimension. Ok: You invite everyone out for drinks. Questionable: You make someone's ability to hang at a bar an explicit or implicit criterion for hiring them. Not ok: You determine that you are going to use the bar as a direct "test" for religious affiliation, sexual orientation, personal beliefs about alcohol, etc. (Extreme example: "I don't want to hire any Muslims or Mormons here. I'm going to ask all candidates to a bar as part of the interview process and offer them a drink, to suss out their religious affiliation.") Obviously this isn't a binary situation. There is a spectrum of acceptable and unacceptable practices to be navigated. Some of it comes down to personal judgment, some of it comes down to common sense, and some of it comes down to the law.