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Essay on religion beliefs at workplace
Religion in the workplace essay
Freedom of religion and belief in the workplace
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Many employers have grooming policies that are a part of the rules and regulations of the business. In the case involving FedEx and Mr. Polk, he, nor other employees within FedEx should be allowed to violate the grooming policy by a religious proclamation. Under the prohibited employment policies and practices regarding reasonable accommodation and religion, the law requires an employer to satisfactorily accommodate an employee’s religious beliefs or practices, unless doing so would cause difficulty or expense for the employer (Bernardin & Russell, 2007). Mr. Polk’s job title with FedEx requires him to interact with customers, if Mr. Polk’s dreadlocks were causing adverse reactions by customers, this would affect the long-term profitability
In accordance with Title VII of the Civil Rights Act of 1964, any hiring, terminating, and other terms and conditions of employment utilized as means of religious discrimination against an employees is prohibited. Unless, the workers religious request was causing their employer undue hardship. These acts are mandated that employers reasonably accommodate their full time employees’. Reasonable
Hill points out that all of these topics are in today’s business market. They should be addressed and recognized by Christians today. For most people, their work is a key factor in their self-worth, family esteem and identity. Workplace ethics and behavior are a central part of employment, as both are aspects that can help assist a business in its efforts to be gainful. Every business in every industry has certain guidelines and procedures to which its employees must follow. We must always remember that no matter who you are, where you come from, or where you are going, you are no better than the next person, when it comes to making mistakes and sinning. For all have sinned and fall short of the glory of God. (Romans
The Court held that failing to accommodate a potential employee or an employee was enough to bring up a disparate treatment claim. It held that in order to make a claim based on disparate impact the plaintiff needs only to prove that the need for accommodation was the motive behind the employer’s refusal to hire them, not whether the employer knew about this need. Therefore, the Court determined that rather than imposing a knowledge standard, like the 10th Circuit Court did, motive was enough to violate Title VII since Abercrombie knew or suspected that Elauf wore the headscarf for religious reasons and did not want to accommodate her. “An employer may not make an applicant’s religious practice, confirmed or otherwise, a factor in employment decisions” (EEOC v. Abercrombie & Fitch, Inc., 2015). Finally, the Court held because of the description that Title VII gives for religion, it places religion as a protected class and therefore asks that it be given favored treatment over other
While her employers are Orthodox Jews, they did not require their employees to be a certain religion or follow their religious codes. The employer’s religion is irrelevant to Odes’ termination, because anyone can have an expectation for people to dress conservatively regardless of their religion. Additionally, Odes is the only party to mention religion. No record exists of Native Intimates ever mentioning religion in relation to Odes’ termination. Again Odes fails to satisfy prima facie on these grounds.
The law is clear employers cannot discriminate against employees for race, color, creed or religion. And in recent years the EEOC and our court system have made clear that discrimination against employees for their religious beliefs will not be tolerated. But when religious symbols in the work place interfere with job performance or the employees’ health or safety there are
...s possible; meaning, that it does not matter the employee’s background, gender, religion, ethnicity, sexual orientation, etc. as long as they do the job the way it should be done; that is the only thing that counts. No individual should have to go through bias, stereotypical, discriminative behavior from anyone. Now that the rule is revoked it is a new beginning for every person to start new. Those people who still don’t wish to move on or don’t know how to, can be showed by others who are compliant to the new change. A Navy cadet named Andrew Atwill is a homosexual who is lastly free and fearless to embrace his sexual orientation in his base without; even his friends have no problem towards it and happily defend him when others make offensive comments towards him. Atwill says, “They don’t hesitate to tell that person it’s not cool to do that anymore.”(Brown).
Religious Discrimination according to the Equal Employment Opportunity Commission, involves treating a person (applicant or employee) unfavorably because of his or her religious beliefs. It can also involve treating someone differently because that person is married to or associated with an individual of a particular religion or because of his or her connection with a religious organization/group. Today, most twenty-first century managers are familiar with Title VII of the Civil Rights Act of 1964, which states that failing or refusing to accommodate an employee’s religious practices, or taking adverse employment action based on a person’s religion can result in charges of discrimination (EEOC). Therefore, managers should not use or inquire about an individual’s religious beliefs unless an accommodation is requested.
The news article “Wiccan woman claims the TSA fired her for being a witch after colleague accused her of casting a spell on her” is an article created to inform the public about a religious discrimination issue within the TSA. This article is important because often problems of this nature are covered up, and this piece brings to light the presence of religious discrimination in this country, even in national organizations. This source was created by a news reporter in order to generate revenue for MNSBC news. This creates some possible bias issues, including the dramatization of the story, to make it more popular, and the tendency to side with the writer’s position on the issue being debated.
Thereby, since we understand that organizational strategies are needed to eliminate on the job discrimination, we also must understand that defeating it can be very difficult and can cause conflict amongst everyone. We all have some form of bias, but within the DOJJ one would think that these bias whatever they maybe would remain off the job, but that can only happen in a perfect world. So, since our world in not perfect, we need to develop some form of strategy to avoid this type of conflict on the job. As we examine this issue we found out that “discrimination often occurs when one culture does not understand another, therefore, organizations need to spend time training staff in cultural diversity and strategies for effective communication” (“Best practice in”,
Faith in the workplace and the level of accommodations employers should allow is an increasing problem. Moreover, the influx of people from different backgrounds bringing with them different religious practices has caused organizations to seek help from organizations such as the Equal Employment Opportunity Commission (EEOC), the courts, and legal firms on how to deal with this new reality. Thus, the complexities surrounding religion and spirituality in the workplace and recommendations on the cause and solutions were examined.
Today’s modern workforce is made up of a diverse group of individuals. People of different nationality, race, creed, color, age, sex, and sexual orientation work side by side every day. This diversity has many advantages, but it also ads a level of complexity to management. The potential for discrimination is real, and needs to be managed so as not to incur lawsuits, loss of productivity, and unhealthy working conditions. Happy employees are productive employees, so it is in any organizations best interests to ensure that discrimination does not happen, but unfortunately, it does.
While referring to the Title VII of the Civil Rights Act of 1964, it becomes clear that such conduct of FedEx is illegal and ill-moral as it noticeably breaks the law enforcement concerning the ban of changing the work conditions or expectation from the employee on the ground of his or her religious belief (Bernardin & Russel, 2013). In this light, the proposal to agree on the lower in the rank job should be seen as the obvious act of neglecting the anti-discrimination law. In addition, one should also account for the fact for Mr. Polk the dreadlocks are even more than the mere mark of the individuality but the sign of his religious worship of Rastafarianism. Therefore, the alternative to cut them is equated to the refusal from his religious practice, what turns out to be inhumane and unethical in relation to his basic freedoms and rights as the individual.
There are numerous influences that affect individual and group behavior in the workplace. A great many of these are external to the workplace, and include the influences of pervasive social forces that shape an individual's behavior from early childhood, such as religion, ethnicity, and socioeconomic status; physiological influences that impose both opportunities and constraints, such as age and gender; and the influences from life choices that individuals make, such as occupation and geographic location. The general question of "how does influence X affect behavior?" is too broad to address. This paper will examine four specific examples of the impact of gender, religion, age, and sexual orientation on behavior in the workplace, with the objective of illustrating the profound scope and influence of the elements of diversity.
There are rules that also apply to this type of situation. Employees cannot be forced to partake in practices that their fellow co-workers or employer chooses to partake in. Some examples of this can include, an employer who often practices their religion in their workplace, and chooses to encourage the employee to participate in practices such as prayer or displaying religious icons on their desk or in their work space, this could possibly cause the employee to feel slightly uncomfortable. However, in a workplace, people have the legal right to discuss their religious beliefs, and even offer invitations, such as to church, but they cannot be attempt to force their practices or beliefs on their employees. The employee has the right to deny joining in any religious practices if they choose to. If the situation becomes offensive, hostile or results in the employee being treated differently due to their choice of not participating, this would simply be another form of religious discrimination, which is also illegal. Regardless of the type of religious discrimination that takes place, it is still illegal and there are ways that those who are discriminated upon can protect themselves as well as their rights if they need. There is a federal law that protects those who have been treated differently due to their beliefs or
When one hears the words “LGBT” and “Homosexuality” it often conjures up a mental picture of people fighting for their rights, which were unjustly taken away or even the social emergence of gay culture in the world in the1980s and the discovery of AIDS. However, many people do not know that the history of LGBT people stretches as far back in humanity’s history, and continues in this day and age. Nevertheless, the LGBT community today faces much discrimination and adversity. Many think the problem lies within society itself, and often enough that may be the case. Society holds preconceptions and prejudice of the LGBT community, though not always due to actual hatred of the LGBT community, but rather through lack of knowledge and poor media portrayal.