Case Study 1
Case Study 1
Amar Vora
Liberty University
Case Study 1
1. Identify and describe the specific issues DeMur encountered in the workplace. Do the actions of other workers at Treton represent discrimination and harassment? What elements of law are important for Treton to consider? DeMur found very clear issues that can relate to Harassment and Equal Employment Opportunity discrimination within his work place. It started when his supervisor was hesitant to grant him days off for a religious event. This event was something that the supervisor did not know and did not understand why DeMur would want to join this religion. Jenkins, who is DeMur’s supervisor, said that he was a religious person and called his a “so called religion.” After a period of time, he was granted his time off for his religious pilgrimage. His fellow colleagues would taunt him about his religious beliefs by calling it “witchcraft and sorcery.” Even though DeMur was taking the abuse he did not say anything about it. The supervisor was aware of the situation and was allowing it to happen. After his religious encounter, DeMur came back to work and was given a new name, Maalick. This was the spiritual name that he was given to from his spiritual retreat and he wanted to be known by Maalick only. On his first day, he went to the Human Resources department to legally change his name. After he came back to his office, his co-workers had decorated with African tribal pictures and voodoo, mocking what Maalick now believes in.
From the very beginning, when the supervisor was hesitant on giving the days off because of a religious purpose that was not of his own affiliation was not a good starting point. Then after being aware that the employees were taunting DeMur about it is another ground for punishment. These actions all represent discrimination and harassment as defined in the firm’s own policy. The Federal Equal Employment Opportunity Commission (2014) that is based on Title VII of the Civil Right
Amar Vora
Liberty University
Case Study 1
1. Identify and describe the specific issues DeMur encountered in the workplace. Do the actions of other workers at Treton represent discrimination and harassment? What elements of law are important for Treton to consider? DeMur found very clear issues that can relate to Harassment and Equal Employment Opportunity discrimination within his work place. It started when his supervisor was hesitant to grant him days off for a religious event. This event was something that the supervisor did not know and did not understand why DeMur would want to join this religion. Jenkins, who is DeMur’s supervisor, said that he was a religious person and called his a “so called religion.” After a period of time, he was granted his time off for his religious pilgrimage. His fellow colleagues would taunt him about his religious beliefs by calling it “witchcraft and sorcery.” Even though DeMur was taking the abuse he did not say anything about it. The supervisor was aware of the situation and was allowing it to happen. After his religious encounter, DeMur came back to work and was given a new name, Maalick. This was the spiritual name that he was given to from his spiritual retreat and he wanted to be known by Maalick only. On his first day, he went to the Human Resources department to legally change his name. After he came back to his office, his co-workers had decorated with African tribal pictures and voodoo, mocking what Maalick now believes in.
From the very beginning, when the supervisor was hesitant on giving the days off because of a religious purpose that was not of his own affiliation was not a good starting point. Then after being aware that the employees were taunting DeMur about it is another ground for punishment. These actions all represent discrimination and harassment as defined in the firm’s own policy. The Federal Equal Employment Opportunity Commission (2014) that is based on Title VII of the Civil Right
References: Federal Equal Employment Opportunity Commission. (2014). Religious Discrimination. EEOC. Retrieved from http://www.eeoc.gov/laws/types/religion.cfm Ghumman, S., Ryan, A.M., Barclay, L.A., and Markel, K. (2013). Religious discrimination in the workplace: A review and examination of current and future trends. Journal of Business and Psychology, 28(4), 439-454. Retrieved from http://link.springer.com.ezproxy.liberty.edu:2048/article/10.1007%2Fs10869-013-9290-0 Gomez-Mejia, L. R., Balkin, D. B., & Cardy, R. L. (2012). Managing human resources (7th ed.). Upper Saddle River, NJ: Pearson Education Visagie, J., Linde, H., and Havenga, W. (2011). Leadership competencies for managing diversity. Managing Global Transitions, 9(3), 225-247. Retrieved from http://search.proquest.com/docview/905658431?accountid=12085