Discrimination in Employment Law

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The following report will include information on a case where an employer’s activities were restricted due to the religious rights of the employees. There will also be information on how the United States Equal Employment Opportunity Commissions’ criteria for the religious discrimination can be applied to the case that is going to be discussed in the report.

Discrimination Part II
Title VII of the Civil Rights Act of 1964 protects people from being discriminated against based on their religious beliefs. The employer is required under this act to accommodate its employees so that the workplace does not interfere with their religious beliefs. However Title VII of the Civil Rights Act of 1964 also states that “unless an employer demonstrates that he is unable to reasonably accommodate an employee’s or prospective employee’s religious observance or practice without undue hardship on the conduct of the employer’s” (U.S. Equal Employment Opportunity Commission, N.D.) That means that the employers will have to reasonably accommodate their employees as long as it does not interfere with their job. An example would be that a man of the Rastafarian faith as a construction job and him having long hair will be a safety hazard to him along with the other employees at the company, by law the employer does not have to let him have the long hair because it is a safety risk to everybody. Another example is that a woman of Islamic faith wants to wear her headdress at a receptionist job at a medical office, because it is not a hard accommodation and it does not interfere with her job by law the employer has to let her wear her headdress. A case where an employee’s actions were restricted due to the religious rights of the employees is the Bank One Corp in Phoenix Arizona. The bank was located inside a major supermarket and started to open on Sundays because they wanted to attract more customers knowing that many...
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