Religious Discrimination: Employer must reasonably accommodate the employee’s request unless it creates an undue verdict.…
Given that the employee has resigned as a result of being required to work on a religious holy day, the following Supreme Court case law applies: In Trans World Airlines Inc. v. Hardinson, (1977), the United States Supreme Court ruled that as long as the plaintiff (Hardinson) held legitimate religious beliefs concerning the performance of labor on a religious holy day and providing that the plaintiff had made a documentable effort to bring this conflict to the attention of his employer, the employer was required to accommodate the religious beliefs of the employee. The Court further held that requiring the employee to work on a religious holy day did in fact amount to constructive discharge as the employer had not made any reasonable efforts to accommodate the religious beliefs of the employee.…
If the company has to accommodate the employees’ religious practices along with 12 hour shifts then the work load of other employees who does not practice the religious practices has to bear the work of employees who are not willing to work on religious holy days. This would again become a discrimination against the employees…
References: Cromwell, J. B. (1997). Cultural Discrimination: The Reasonable Accommodation of Religion in the Workplace. Employee Responsibility and Rights, 10(2), 155-172.…
Failure to accommodate – In order to honor his or her religious beliefs the employee must requests a special accommodation. If Mr. Madison:…
X that we are willing to work with him to find an acceptable solution and to inform him we are aware of the Code of Federal Regulations (Guidelines on discrimination because of religion, 2009). Several accommodations could be discussed if he would come back to work for the organization, such as, voluntary shift substitutions or flexible scheduling. The organization will need to clear with Mr. X that every effort will be made to resolve the situation.…
Religion is one of the protected categories that are protected under Title VII of the Civil Rights Act of 1964. This is Act protects employees from being discriminated on the bases of race and color, national origin, religion, and sex. This Act is only in effect for companies that have more than 15 employees. Discrimination is in all aspects of a person’s employment. You cannot discriminate in the Recruiting, Hiring, Performance, Training, Wages, and Benefits. What is relevant to our situation is religious discrimination. According to this Act, you may not treat a person unfavorably because of religious beliefs (Religious Discrimination). This is relevant in our situation because we needed to make sure we accommodated him and left him off on the “Holy Day.”…
In cases where religion is sited, he or she may think, or feel, they must quit or resign because of a conflict with their religious beliefs, and being able to perform their job to managements expected levels.…
My religion my affect my working practice as some of the service users are Catholics whereas I am a Christian, however to respect the beliefs of them I have to actively encourage them to attend the catholic church that attends the home once a month, I may treat the catholic residents differently or inadvertently say something to offend them and their religion, I may also treat them differently by not actively taking part in activities that have been especially organised for them.…
It is unlawful if an employer discriminates against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual’s race, color, religion, sex, or national origin. (Title VII of The Civil Rights Act, 1964). Title VII clearly states that “an employer has a duty to reasonably accommodate its employee’s religious beliefs as long as the accommodation is not an undue hardship.” "Accommodations" include allowing employees to have flexible schedules for religious holidays; however it also says that an employer has the right to refuse accommodation if doing so would pose an unnecessary burden on the employer.…
Mr. X states that since we have gone to the four day rotational schedule, his religious beliefs are being infringed upon since he would have to work on his religious “holy day”. According to U.S. law, the company does have an obligation to accommodate Mr. X’s request. The law requires an employer to reasonably accommodate an employee 's religious beliefs or practices, unless doing so would cause difficulty or expense for the employer. (EEOC, 2012).…
I believe that working for a religious based organization should allow a human services worker to learn that it is ok to work and serve people with different religious beliefs and the ultimate goal should be the clients well-being not his/her conversion. In my opinion, the role of a human service is to help clients in any possible way and this service should not be compromised by forcing or getting religion involved.…
Imagine growing up in a home where religion is the basis for everything you do. For instance, your father is a minister which means that you are in church 5 days a week. As you are embossed in this culture, you begin to take on the traits, beliefs and practices associated with it. You are fully immersed into your religion which now becomes second nature to you. You are taught that God helps people in need and looks out for all those who worship him. As you grow older, you believe more and more that your religious practice is what gets you through. You are now an adult and finally have the opportunity to live on your own. You’ve just been hired by a fortune 500 company and you are ecstatic because, it is your belief that God is the reason you were put in that position. As you report in to your first day of work, you realize that it is all you have ever wanted and you pray to thank God for the opportunity that he has provided you. You feel a tap on the shoulder and there is your supervisor telling you that you cannot pray in the office as it is prohibited by company rules. Many of your co-workers see this and they approach you at lunch time. They all feel your pain because they too have been told that due to company policy they also could not practice their religion at work. This is a problem. You realize that growing up in a Utilitarian environment urges you to fix this problem for the greater good of all the people working in this office. Religion should be allowed in the workplace to ensure that all people are afforded the opportunity to worship as they choose, within guidelines. Happier employees make for a better, more productive work environment.…
Why is it important for an organization to have a clear definition of diversity? What organizations can you identify that exemplify each of the diversity management paradigms: resistance, discrimination-and-fairness, access-and-legitimacy, and integration-and-learning?…
Our planet has been filled with cases of discrimination throughout history, whether it be because of origin, race, or religion. Many think of discrimination as a horrible thing that people should not to, but sadly most of us still discriminate. Discrimination can sometimes lead to horrible things, as seen in Germany, where death and despair reaps many who were discriminated against because they were different. Another example of discrimination is when Spain tortured many poor innocent people because they did not want to convert to their religion, which was called the Spanish Inquisition. In America black men and women, just like us, were forced to be set to a lower standard of living that white men and women, just because of the color of their skin.…