Religious Accommodation
Religious Accommodation
1. What is the legal basis for the EEOC to hold that JBS-swift had violated the employees’ civil rights?
Basis for Title VII of the Civil Rights Act of 1964，The term “religion” includes all aspects of religious observance and practice, as well as belief, unless an employer demonstrates that he is unable to reasonably accommodate to an employee’s or prospective employee’s religious observance or practice without undue hardship on the conduct of the employer’s business.
What JBS-swift did, ignore that Muslims’ demand about praying,and fired one-third of worker who walked out when they told they could not have the time to pray, violated the civil rights.
2. Contrast the solutions to the Tyson situation and the JBS-SWIFT situation. Which is likely to have the greatest positive impact on the company and why?
Tyson and JBS-swift both face the situation about working time conflict with religious customs from Muslims. What Tyson did is compromise by having eight paid holidays, including a “personal holiday” that could be either the employee’s birthday, Eid ul-Fitr, or another day approved by the employee’s supervisor, which satisfied both Muslim and non- Muslim. In that way , Tyson dosen’t lose any worker and get satisfaction from worker, which will worker even more harder, finally will get more profit. But what JBS-swift did, even ruled by EEOC, still denied religious accommodation, even retaliated against workers who complained, not only lose workers, but also hurt workers feeling, and still need to set up special prayer rooms for Muslim workers. So I think what Tyson did will have the greatest positive impact on the company.
1. What is the legal basis for the EEOC to hold that JBS-swift had violated the employees’ civil rights?
Basis for Title VII of the Civil Rights Act of 1964，The term “religion” includes all aspects of religious observance and practice, as well as belief, unless an employer demonstrates that he is unable to reasonably accommodate to an employee’s or prospective employee’s religious observance or practice without undue hardship on the conduct of the employer’s business.
What JBS-swift did, ignore that Muslims’ demand about praying,and fired one-third of worker who walked out when they told they could not have the time to pray, violated the civil rights.
2. Contrast the solutions to the Tyson situation and the JBS-SWIFT situation. Which is likely to have the greatest positive impact on the company and why?
Tyson and JBS-swift both face the situation about working time conflict with religious customs from Muslims. What Tyson did is compromise by having eight paid holidays, including a “personal holiday” that could be either the employee’s birthday, Eid ul-Fitr, or another day approved by the employee’s supervisor, which satisfied both Muslim and non- Muslim. In that way , Tyson dosen’t lose any worker and get satisfaction from worker, which will worker even more harder, finally will get more profit. But what JBS-swift did, even ruled by EEOC, still denied religious accommodation, even retaliated against workers who complained, not only lose workers, but also hurt workers feeling, and still need to set up special prayer rooms for Muslim workers. So I think what Tyson did will have the greatest positive impact on the company.