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Accommodating Religious Practices in the Global Workplace

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Product ID: 997 Category: .

Paper Details:

Research a recent (2011 or later) case where an individual claimed religious discrimination as a basis for his or her being fired. It is preferable if you choose a case that occurred in the country in which you currently work or plan to work.
State the facts of the case.
Identify any relevant laws (these may be social, traditional, or legal) utilized by the court/authority in considering or determining the outcome of the case.
Define applicable legal/social doctrine or customs, provisions of the law or custom, and elements of a specific course of action.
Then, address the following:

Are there exceptions to the doctrines or customs named above that give employers an advantage in hiring and firing employees? Explain your answer.
What is the responsibility of employees with regard to their religious behavior in the workplace?
How might an employer avoid a religious discrimination lawsuit or issue? Provide three points on proactive religious policy in the workplace in the country you have chosen to study for your case.
Paper Requirements:

Your paper should be well written and 3-4 pages in length, not counting the required title and reference pages.
Follow the APA Requirements.
Include two scholarly references not assigned for this module that support your positions.

Solution
Title: Accommodating Religious Practices in the Global Workplace

Pages: 3

Style: APA

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Facts of the case

The case chosen for this discussion is EEOC v. Star Transport Inc., Civil Action No. 13 C 01240-JES-BGC, which occurred in Illinois, United States. The plaintiff, Equal Employment Opportunity Commission (EEOC), brought suit against Star Transport, Inc. for terminating the employment of two Muslim employees after refusing to deliver alcohol. This was against their Islam religious beliefs. The lawsuit, which was filed on 29th may 2013, alleged that the transport company had failed to deliver the two Muslims with an “accommodation of their religious beliefs” by discharging them after refusing to transport the alcohol (EEOC, 2013). Prior to filing the lawsuit, the EEOC investigations claimed that Star Transport Company could have evaded delegating these workforces to the conveyance of the beer but opted to force them despite their religious beliefs. The jury awarded a total of $240,000 to the employees as back pay and punitive and compensatory damages incurred. The EEOC attorneys were proud of the verdict and claimed that it illustrates that religious freedom is a right to all Americans.

Applicable provisions of the law and elements of a specific course of action.

Title VII of the Civil Rights Act of 1964 offers a provision of the common methods that employers can allow religious accommodation in the company. The common methods that the employer might provide reasonable accommodations include: Allowing flexibility in arrival and departure times, granting swift swaps with other employees and allowing work breaks that are flexible (Zacharias, 2014). Another course of action that the employer might undertake include relieving the employee of the specific task that conflicts with a particular task assigned to them.

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