Religious Accommodation Memo
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Policy for Religious Accommodation
Sharon Barodawala
Global Head of HR
H&M
“Everyone talks about building a relationship with your customer. I think you build one with your employee first” – Angela Ahrendts
Memo for the senior management. "Does it exclude people? Absolutely. We are the cool brand" were the words of Mike Jeffries, CEO and founder of Abercrombie & Fitch. The present issue in the news describing the case of Samantha Elauf, 17 who was not hired because she wore a head scarf following her religious belief is not the only case against Abercrombie. In the past, there have been rulings in favor of the employee who files a case with the EEOC against …show more content…
A week before the mock interview sessions start, I will prepare a signup sheet where everyone can book a date for the interview.
There will be cultural simulations starting from the April 15th 2015. In this I will be conducting some activities where in there will be clash of cultures and you have to develop an action plan to handle this situation or to avoid any clash occur completely. This will be done for 2 hours on April 15th following week there will be one more session.
For the Mock interview, each participant shall bring a questionnaire and expect that the candidate giving the interview does require some sort of religious accommodation. The questions should thus be formed in that manner. Each interview will be video recorded for analysis and training purposes.
After that, we will have a final meeting to discuss the conclusion of how will we handle different situation on the basis of the simulations and interviews. A presentation will be made by the Human Resource department including all the final policies, rules and
Policy for Religious Accommodation
Sharon Barodawala
Global Head of HR
H&M
“Everyone talks about building a relationship with your customer. I think you build one with your employee first” – Angela Ahrendts
Memo for the senior management. "Does it exclude people? Absolutely. We are the cool brand" were the words of Mike Jeffries, CEO and founder of Abercrombie & Fitch. The present issue in the news describing the case of Samantha Elauf, 17 who was not hired because she wore a head scarf following her religious belief is not the only case against Abercrombie. In the past, there have been rulings in favor of the employee who files a case with the EEOC against …show more content…
A week before the mock interview sessions start, I will prepare a signup sheet where everyone can book a date for the interview.
There will be cultural simulations starting from the April 15th 2015. In this I will be conducting some activities where in there will be clash of cultures and you have to develop an action plan to handle this situation or to avoid any clash occur completely. This will be done for 2 hours on April 15th following week there will be one more session.
For the Mock interview, each participant shall bring a questionnaire and expect that the candidate giving the interview does require some sort of religious accommodation. The questions should thus be formed in that manner. Each interview will be video recorded for analysis and training purposes.
After that, we will have a final meeting to discuss the conclusion of how will we handle different situation on the basis of the simulations and interviews. A presentation will be made by the Human Resource department including all the final policies, rules and