Job discrimination has been a poison polluting the atmosphere of the workforce for a countless number of decades. Unfortunately, it is a poison that still lingers in today’s modern workforce. To combat this threat, and to aid those individuals affected, several Federal laws have been implemented to prohibit job discrimination. The Civil Rights Act of 1964, as an example, is a Federal legislation that outlawed unequal opportunities and rights in the workplace. The purpose of this legislation is to prohibit employment discrimination based on race, color, religion, sex, or national origin ("Federal laws prohibiting," 2009). However, is it a justified action for a business to hire staff based solely on the fact that they are Christian? After all, Federal law prohibits employment discrimination based not only on color, race, sex, or national origin, but also based on religion. How should an employer respond that is proposing for their hiring policy to target dedicated Christians only?
As a case study, let’s review the story of Matthew, an entrepreneur that is planning to open a manufacturing facility. He is considering a “Christian-only” hiring policy whereby he would determine to hire only professing, evangelical Christians to work in the facility. As a Christian, how should you advise Matthew on how to pursue his potential hiring options? Would such a policy be legal? If so, under what terms and what might the restrictions be? From a Great Commission perspective, would this policy be advisable?
Perhaps the intent of hiring professing, evangelical Christians to work in the facility may not be only to create a peaceful and religious work environment, but it can also be instrumental in weeding out the so-called “bad apples” that ...
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...of the world ("Great Commission," ). If Matthew is starting-up a manufacturing facility, what religious teachings would be intended to be spread to the masses? A church or religious organization would certainly be categorized as following the Great Commission, whereas a manufacturing facility would not.
Ultimately, Matthew’s business idea would not be honored by the code of Federal law. Furthermore, the decision to pursue the opportunity should be discouraged and not advised due to the ramifications that can occur as a result of the business. Therefore, the decision should be made to either (1) present another business concept that falls within the Federal exceptions, (2) plan for the manufacturing facility to produce products that are of religious nature, or (3) abandon the idea altogether; the legal consequences would far exceed those of the business desires.
The world seems to look at business as the root and means of many forms of evil, even Christians. It is easier to see the lies and deceit behind many business deals and even successful business than it is integrity and honesty within the realms of business. Why is it that the business world seems so tainted by sin? These are the issues that Wayne Grudem addresses in his book, Bussines for the Glory of God: The Bible`s Teaching on the Moral Goodness of Business. Grudem specifically develops arguments for why 11 specific aspects of business are actually fundamentally designed to glorify God rather than cause evil. Grudem doesn’t only want believers to see these Biblical truths but also nonbelievers. His hope is that the business world be the one in which we see the world transformed by the Gospel. He hopes that each individual can and will take heed of the Biblical truths regarding business and hold fast to them, overcoming sin and temptation, in order to bring glory to the God who created it all. Two of the specific aspects he addresses are employment and borrowing and lending. Grudem develops an argument for each of these aspects as to why they are fundamentally good and why and how they each provide individually many opportunities for glorifying God. Grudem effectively fleshes out how employment is a biblical principle starting with Jesus words himself, “The laborer deserves his wages.” (Luke 10:7) Grudem uses
Primarily, corporate America has begun to feel the wrath of the government’s excessive debt. Corporate America has felt the flames of increased tax rates, the potential for disruption of their salaries, and protests regarding the overall tradition of business proceedings. Fully, with the character and direction of the American businesses fluttering over the edge of heartache, Christian lawyers who possess admirable integrity are needed to uphold the standard of big business. I intend to aid the American system of corporations by providing all employers with the service of honorable representation. J...
Gary McIntosh earned a B.A. in Biblical Studies from Rockmont College. He pursued a career in the business world before being called by God to enter into ministry. He attended Western Conservative Baptist Seminary, graduating in 1982 with a D.Min. in Church Growth. McIntosh has served as Vice President of a church consulting company as well as accepting a call to teach at Biola University’s Talbot School of Theology. In 2005 he earned a Ph.D. from Fuller Theological seminary. He is the recipient of several awards, including one from American Society For Church Growth. McIntosh is a distinguished author when it comes to church growth, appearing in several journals as well as having authored over eighteen monographs regarding church growth.
For example Chick-fil-A has had considerable negative press due to its stance on multiple societal issues. Whether or not the corporation is biblically correct was lost on society as a whole. Schmall (2007) states, “It is the only national fast-food chain that closes on Sunday so operators can go to church and spend time with their families; franchisees who don’t go along with the rule risk having their contracts terminated.” (para. 3). Running a franchise, or any business for that matter, from a Christian worldview is not without
In Matters of Faith: Make a Good Faith Effort to Accommodate, Patricia Digh writes, “Religion is often an important aspect of a person’s identity” (shrm.org). She continues, “Religious devotion and diversity are on the rise in the United States, and the combination of these trends is creating new challenges and new demands for employers. As a result, handling employees’ future requests for religious accommodation may require Human Resource (HR) professionals to demonstrate greater sensitivity, tolerance and understanding of various religious beliefs”
In the book Business for the Glory of God: The Bible’s Teaching on the Moral Goodness of Business by author Dr. Wayne Grudem, he discusses several viewpoints about relating with each other in a business setting. Dr. Grudem provides eleven business activities that give us the opportunity to glorify God and follow the Bible as a reference to how we should relate our readings of scripture to everyday business life. They are (1) Ownership; (2) Productivity; (3) Employment; (4) Commercial transactions (buying and selling); (5) Profit; (6) Money; (7) Inequality of possessions; (8) Competition; (9) Borrowing and lending; (10) Attitudes of heart; and (11) Effect on world poverty (Grudem, 2003).
In this article, the woman in question is Carole Smith, a security worker at a major airport who identifies as a Wiccan witch. She has had numerous incidents of workplace complaints from those she works with and she herself has filed complaints against her coworkers unrelated to her religion. However, all of these serious complains came in after her report of religious discrimination. These c...
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
Ettorre, B. (1996). Religion in the workplace: Implications for managers. Management Review. 85. (12). 15. 4. Retrieved from http://www.amanet.org/
There has always been a certain status quo when it comes down to getting hired in todays’ society. Many people do not realize that there can be many qualities derived from those who are different than the “norm”. With the workforce rapidly growing there is a demand for acceptance that can no longer be avoided. America has become the melting pot of the world, but there is still a lot of resistance against people who do not look like the average worker. In this paper, I will analyze the different barriers faced by the “outcasts” and how companies should approach these situations.
Title VII of the Civil Rights Act and various other federal and state laws prohibit intentional discrimination based on ancestry or ethnicity. Some employers practice blatant forms of minority discrimination by paying lower salaries and other compensation to blacks and Hispanics. Others engage in quota systems by denying promotions and jobs to individuals on the basis of race or color. Federal laws prohibit employers of 15 or more employees from discriminating on the basis of race or color. Virtually all states have even stronger anti-discrimination laws directed to fighting job-related race and minority discrimination. In some states, companies with fewer than eight employees can be found guilty of discrimination.
Discrimination occurs when an employee suffers from unfavorable or unfair treatment due to their race, religion, national origin, disabled or veteran status, or other legally protected characteristics. Employees who have suffered reprisals for opposing workplace discrimination or for reporting violations to the authorities are also considered to be discriminated against. Federal law prohibits discrimination in work-related areas, such as recruiting, hiring, job evaluations, promotion policies, training, compensation and disciplinary action. (employeeissues.com, 2006)
Employment Discrimination laws seek to prevent discrimination based on race, sex, religion, national origin, physical disability, and age by employers. A growing body of law also seeks to prevent employment discrimination based on sexual orientation. Discriminatory practices include bias in hiring, promotion, job assignment, termination, compensation, retaliation, and various types of harassment. The main body of employment discrimination laws consists of federal and state statutes. The United States Constitution and some state constitutions provide additional protection when the employer is a governmental body or the government has taken significant steps to foster the discriminatory practice of the employer.
Abstract- Racial discrimination happens all the time and most of us are unaware of it. The most common place for this to happen is in the workplace. Now people can be discriminated against because of their race, religion, or any other numerous things. Also, discrimination can occur during the job interview or even after you got the job. This paper will shoe the effects of racial discrimination and how it can be prevented. In addition there are some very important laws that deal specifically with discrimination, like the NAACP or Affirmative Action. These both will be discussed.
Furthermore, I will enter into the question how employers and employees should handle religious discrimination in the workplace. Since discrimination in the workplace cannot only cause costly lawsuits, but also has an impact on the moral of the employees, I will name some preventive measures. After that, I will switch to the employee’s view and give the reader an idea of what an employee should consider when filing a charge because of religious discrimination.