Accommodating religious practices

Posted by / 21-Jun-2017 13:20

This article focuses on federal law and the careful balancing act required of an employer when evaluating religious issues in the workplace.Of course, any applicable state laws must also be considered.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.In short, an employer violates the Civil Rights Act when its actions coerce an employee to abandon, alter, or adopt a particular religious practice as a condition of receiving a job benefit or avoiding adverse action.An employer does not, however, engage in coercion when it requires an employee to participate in a workplace activity that conflicts with the employee’s sincerely held religious belief, so long as the employer can demonstrate that it would constitute an undue hardship in order to accommodate an employee’s request to be excused.Similarly, an employer cannot discipline or discharge employees because of their religious beliefs, or otherwise discriminate on the basis of religion with regard to other terms, conditions, and privileges of employment (such as wages and benefits).

Solution Title: Accommodating Religious Practices in the Global Workplace Pages: 3 Style: APA Paper Preview The case chosen for this discussion is EEOC v. 13 C 01240-JES-BGC, which occurred in Illinois, United States.

For example, an employer cannot refuse to hire an applicant because he does not share the employer’s religious beliefs.

Likewise, an employer cannot choose an employee of a particular faith simply because the employer has a preference for those of a particular religion.

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 0,000 to the employees as back pay and punitive and compensatory damages incurred.

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Work-related meetings sometimes include a meal and begin with an invocation -- this usually involves a brief prayer of thanks.