Free

Diversity Training Manual: Part IV - Essay Example

Comments (0) Cite this document
Summary
Title VII protects workers from employment discrimination based on their race, color, religion, sex, national origin, or protected…
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER93.9% of users find it useful
Diversity Training Manual: Part IV
Read TextPreview

Extract of sample "Diversity Training Manual: Part IV"

Diversity Training Manual Diversity Training Manual This Section of the Diversity Training Manual focuses on religious discrimination under Title VII of the Civil Rights Act of 1964 (Title VII). Title VII protects workers from employment discrimination based on their race, color, religion, sex, national origin, or protected activity.  Solely with respect to religion, Title VII also requires reasonable accommodation of employees’ sincerely held religious beliefs, observances, and practices when requested, unless accommodation would impose an undue hardship on business operations. Title VII prohibits employers from harassing employees because of their religious beliefs. When an employee is harassed because of his religious beliefs, it usually takes one of two forms: hostility or proselytizing. With either scenario, an employer must determine whether the employee is being harassed because of his “sincerely held religious belief.”
The three religion to be considered are Orthodox Jewish, Hindu and the Church of Jesus Christ Latter-Day Saints. Religious practices that could easily be accommodated by management incorporate: Dressing, some of your staff who may wish to dress in a traditional way for reasons related to religion or belief e.g. sari for the Hindu. If your organization has a policy on dress or appearance, you should try to be flexible and reasonable concerning clothing, items of jewelry and markings which are traditional within some religions or beliefs. Employees who wear beards for religious reasons generally must be accommodated when your interest is simply “professional appearance” or “neatness.” Hindus vegetarian and will not eat meat, fish or eggs. None eat beef. They should be allowed to practice their beliefs without interference and their meals should be prepared and stored differently from the other employees.
Supervisors should accommodate only those religious beliefs that are sincerely held like the Sabbath for the Orthodox Jewish. Therefore, whether or not a religious belief is “sincerely held” by an applicant or employee is only relevant to religious accommodation, not to claims of disparate treatment or harassment because of religion. Adherents to the Mormon faith do not smoke, drink alcohol or consume caffeine; they should not be discriminated against for that. In fact, this means that they are sober to perform their duties diligently.
Religious practices that would be difficult to accommodate by management incorporate: Safety issues like the prohibition of wearing loose garments around machinery, however, don’t need to be overlooked for the sake of accommodation. Sexual discrimination against sexual orientation of a certain individual at work place by the LDS should not be tolerated. The LDS do not practice homosexuality or lesbianism and therefore would go and discriminate against certain individuals. Allowing individuals leaves that could harm the production capacity of the company should not be allowed. For example, allowing Mormon missions that usually last for two years. Most of the practicing orthodox Jewish don’t believe in college education which in turn harms the company’s productivity since they most likely will be lacking the necessary skills for the job there are undertaking. Employers that encourage their workforce to be tolerant of diversity, including respecting individuals religious beliefs, dress to observing and decorating the office for all holiday observations, if possible, will ultimately make for a happier workplace
References
Best Practices for Eradicating Religious Discrimination in the Workplace
http://www.eeoc.gov/policy/docs/best_practices_religion.html
EEOC Compliance Manual on Religious Discrimination (2008) at Example 39; EEOC v. Heartland Employment Services, LLC d/b/a Manor Care Health Services-Citrus Heights, Case No. 2:08-cv-00460-FCD-DAD (E.D. Cal.) (consent decree entered May 2010); EEOC v. Healthcare and Retirement Corp. of America d/b/a Heartland Health Care Center - Canton, Case No. 07-13670 (E.D. Mich. consent decree entered Dec. 2009).
Title VII of the Civil Rights Act of 1964 (42 U.S.C.S. 2000z et seq) and Implementing Regulations, Making Religious Discrimination in Employment Unlawful, 22 A.L.R. Fed. 580, 602 (1975). Read More
Cite this document
  • APA
  • MLA
  • CHICAGO
(“Diversity Training Manual: Part IV Essay Example | Topics and Well Written Essays - 500 words”, n.d.)
Diversity Training Manual: Part IV Essay Example | Topics and Well Written Essays - 500 words. Retrieved from https://studentshare.org/human-resources/1662685-diversity-training-manual-part-iv
(Diversity Training Manual: Part IV Essay Example | Topics and Well Written Essays - 500 Words)
Diversity Training Manual: Part IV Essay Example | Topics and Well Written Essays - 500 Words. https://studentshare.org/human-resources/1662685-diversity-training-manual-part-iv.
“Diversity Training Manual: Part IV Essay Example | Topics and Well Written Essays - 500 Words”, n.d. https://studentshare.org/human-resources/1662685-diversity-training-manual-part-iv.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document

CHECK THESE SAMPLES OF Diversity Training Manual: Part IV

Case Analysis Part IV

... expensive unit, which supposedly had the sheathing desired by the potential buyers, actually lied to them, by taking the price for a more expensive product and offering them a cheaper one. Moreover, by delivering to the purchasers the written warranty, which stated that the mobile home had the one-quarter-inch sheathing on the siding, Thomas actually continued lying and misleading the Benfers. According to Section 2.313 of the Tex. Bus. & Comm. Code Ann. (Tex. UCC 1968), “(a) Express warranties by the seller are created as follows: (1) Any affirmation of fact or promise made by the seller to the buyer which relates to the goods and becomes part of the basis of the bargain creates an express warranty that the goods shall conform... to the...
5 Pages(1250 words)Lab Report

Employment training part 1

...?Employment Training Part Introduction Today organizations are increasingly recognizing the significance of developing the human resources that areengaged in the organization. The training function that looks at coordinating the effort of the organization towards the development of the employees is popularly known as the human resource development (HRD). Training is often used in coincidence with development, but the two terms are entirely different from one another. Employee training can be defined as the planned process that attempts to facilitate the learning of the employees associated with the job-related behaviour, skills and knowledge, which in...
6 Pages(1500 words)Essay

Cer IV Assessment and Training

...bring impact in work-based learning are about the venue requirement. This can be overcome by modification of some venues of training and workplaces in order to accommodate persons with exceptional needs. These accommodations can be in process modification, equipment and machinery modification, and to ensure that exit and access areas facilitate safe use of the wheelchair. Therefore, impairments should not stop employees from taking part in training. All persons with the disability would be allowed to take part equitably. Apart from these hearing loops can also be placed in the training venues, use of interpreters, and having the training...
5 Pages(1250 words)Admission/Application Essay

Personal Financial Plan - Part IV

...Savings and investments are two different financial concepts. Savings involves putting money aside usually in a bank. The bank pays a small annual interest rate on your savings. Investing involves the purchase of security instruments such as common stocks, preferred stocks, bonds, or derivatives. The purchase of real estate is also considered an investment. Investments have higher risk than savings. Return on investment is the amount of money you earn after a year on your investment. For instance if a common stock goes up from $100 to $112 at the end of the year the investor made a return on investment of 12%. Acting in an ethical manner is important when dealing with investments. An example of an unethical and illegal act... and investments...
1 Pages(250 words)Essay

Compose a Training Manual For Diversity in The Workforce

...Diversity Training Manual al Affiliation) Outline INTRODUCTION: The main aim of this training manual is to cover areas that deal with discrimination and to tolerance among employees in the work place. Most importantly it will outline how supervisors can deal with the issue. 2. BODY: It will cover various issues that are related to the topic 1. Ethnic diversity of United States 2. Trends within United States 3. Forms of Discrimination 1. Age 2. Gender 3. Religious Affiliation 4. Ethnic Background 4. Effects of Discrimination 5. Role of Supervisors 6. Legislations 3. CONCLUSION: The main purpose of this training manual was to build up the ability of the supervisors by improving... their...
14 Pages(3500 words)Assignment

MGMT345 U4 IP Diversity Training Manual IV

...people from going to college. Part of Hasidic Jewish culture is remaining segregated which includes being isolated from non Frum Jews. It is part of isolation not to watch tv and in most homes, computers are banned from children. A belief that can be accommodated at work is their dressing which is rather conservative. Another belief that can be accommodated at work is reading their torah at work during free time. There are however some beliefs that would not be accommodated.For instanceif an Orthodox Jew required that he is segregated in the workplace, that would not be possible because it brings in undue hardship of cost. Another belief that would be hard to accommodate would be insisting to use only...
3 Pages(750 words)Research Paper

TRAINING MANUAL

...years which is the working class makes up the major part of the whole population. The percentage is expected change from 63% in 2005 to 58% in 2050. Major areas of training: The front-line supervisors will undergo includes the one related to diversity, religion in the workforce and how to address the issue of workforce conflicts. Table of Contents Table of Contents 3 Introduction 4 Demographics of the U.S. population 4 Current statistics 4 Recent trends 5 Forecasted trends 5 Immigrant versus native 5 Religion 6 Age 6 Race 6 Areas of training 7 Conclusion 8 References 9 Introduction As a way of improving their performances, employees should be provided with adequate...
3 Pages(750 words)Coursework

Diversity training manual part 2

...Diversity Training Manual Part 2 Task Historical Issues of Different Races in the Workplace, and How to Handle Them Diversity in workforce is now a common phenomenon that the Human Resource managers have to deal with in modern day corporations. For instance, the labor market of the United States is currently experiencing a dramatic increase in the percentage of the Hispanic workforce. This is majorly due to the numerous Mexicans immigrating into the US in search of jobs. This may create certain form of tension in the labor market, and particularly within various corporations operating in the United States. The future demographic trends of the country,...
2 Pages(500 words)Essay

Diversity Training Manual: Part III

...Diversity Training Manual: Part III Task Gender Issues in Human Resource In today’s economic world, there are no duties set aside for either gender. Men and women equally share the same duties and responsibilities at the workforce as equals. There are no longer specifications on certain duties and responsibilities at the workplace as a reserve for men while others a reserve for women. This was the work setting considered in the traditional economy whereby it stipulated various job descriptions as a reserve for the male gender and others a reserve of the female gender. As such, no one from a different gender would get an opportunity to work in a position set aside for his...
2 Pages(500 words)Essay

Diversity Training Manual: Part V

...Diversity Training Manual: Part V Diversity Training Manual: Part V What is Affirmative Action? Affirmative action is a legislation that advocates for equal rights and opportunities to all persons despite their backgrounds or differences from the rest of the society. In most regards, affirmative action protects the minority groups, such as women and the disabled against discrimination and prejudice when seeking services or support from government agencies, as well as other corporate bodies. Affirmative action requires that HR managers apply equal opportunities for employment such as recruitment,...
3 Pages(750 words)Essay
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.

Let us find you another Essay on topic Diversity Training Manual: Part IV for FREE!

Contact Us