Religious Discrimination
In the aftermath of September 11, 2002, employers and employees have become concerned about religious discrimination. The Equal Employment Opportunity Commission (EEOC) and state and local fair employment agencies have documented a significant increase in the number of charges alleging workplace discrimination based on religion and/or national origin. Many of the charges have been filed by individuals who are or are perceived to be Muslim, Arab, South Asian, or Sikh. These charges most commonly allege harassment and discharge. In order for employers and employees to better understand their rights the following will address workplace discrimination, ways to prevent discrimination and legal rights ( Wyckoff) The tragic events of September 11 should not be misdirected against innocent individuals because of their religion, ethnicity, or country of origin. Employers and labor unions have a special role in guarding against unlawful workplace discrimination. Title VII of the Civil Rights Act of 1964 prohibits employers from discriminating against individuals because of their religion in hiring, firing, and other terms and conditions of employment. The Act also requires employers to reasonably accommodat
Narinder, a South Asian man who wears a Sikh turban, applies for a position as a cashier at XYZ Discount Goods. XYZ fears Narinder's religious attire will make customers uncomfortable. What should XYZ do? XYZ should not deny Narinder the job due to notions of customer preferences about religious attire. That would be unlawful. It would be the same as refusing to hire Narinder because he is a Sikh. Also an employer may not refuse to hire someone because of his or her religion, natiional origin, race or color. Similarly, prayer often can be performed during breaks, so that providing sufficient time during work hours for prayer would not result in an undue hardship. If going to another building for prayer takes longer than the allotted break periods, the employees still can be accommodated if the nature of the template design division's work makes flexible scheduling feasible. XYZ can require employees to make up any work time missed for religious observance.
Some common words found in the essay are:
XYZ XYZ, EEOC Employers, XYZ Motors, Harassment Employers, Rights Act, XYZ Discount, Middle Eastern, Perception Harassing, Statutes Regulations, Commission EEOC, undue hardship, national origin, employee's religious, religious practices, harassing otherwise discriminating, employers employees, otherwise discriminating, harassing otherwise, undue hardship xyz, hardship xyz, religious attire, workplace discrimination, cause undue hardship, ethnicity country origin, impose undue hardship,
Approximate Word count = 1730
Approximate Pages = 7 (250 words per page double spaced)
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