Hrm 320 Week

1.In the Hillsdale Savings Bank, a Menorah and a Christmas tree are displayed. Maria McDougal, a teller, brings a small nativity scene for display. The bank manager refuses to display it for fear of offending non-Christians. After Maria writes to the bank headquarters, she is terminated. How would you advise her to proceed?

According to EEOC Title VII prohibits employment discrimination based on race, color, religion, sex and national origin. The law forbids discrimination when it comes to any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoff, training, fringe benefits, and any other term or condition of employment. (EEOC) Also the law requires employers to reasonably accommodate the religious practices of an employee, unless to do so would create an undue hardship upon the employer.

Maria McDougal had a request of putting on display a small nativity scene because is part of the Christian tradition on Christmas. She had the right to ask for permission and right a letter to the bank headquarters according to the law. The employer have the obligation to consider her request and provide reasonable accommodations if is possible. The Hillsdale Savings Bank did not comply with the law when firing Maria because she made a religious request.

I would advise Maria to file a claim against the bank through EEOC under Religious Discrimination because she only made a written request and did not force anyone to her religion or display the nativity without the permission. Hillsdale Savings Bank did discriminate based on religion.

2. At Prestige Motors, Muslim employees request to pray on their personal rugs on the factory floor during breaks. Prestige states this is disruptive to the work environment. Instead, Prestige assigns them space in the cafeteria. Co-workers complain that the Muslims enunciation of their prayers is disrupting their co-workers’ ability to converse during lunch. How would you advise Prestige to proceed?...