Given that she is engaged in a religious group that prohibits her from wearing pants, her employer have the legal obligation to dismiss her of doing otherwise and/or any business procedure that provokes her to desecrate her religious practices, thus duty. While LaTonya may be…
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Yielding to her request may be destructive to the welfare or reputation of the company. Being precautionary is always the most responsible action. Moreover, the company exerted the effort to meet her halfway just to avoid further conflict. Of course, the company may still be open to changing its uniform policy without compromising sanitation. However based from the situation, the court may not be disposed to incline to her favor.
Muhammad may still push his claim for religious discrimination because Title VII for religious discrimination entitles a person of religious principles to do such even when reasons are inherently subjective (USEEOC, 2008). Because Muhammad felt religiously discriminated as having been relegated in a very odd place to pray despite the fact that his other Muslim co-workers may not think of the same, he felt the irreverence of the place, perceiving that he will be disrespecting his own religion should he submit himself to the designated place. Therefore, Muhammad may have a rational ground for asserting religious
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(Employment Laws for Busines/ Religious Discrimination Essay)
“Employment Laws for Busines/ Religious Discrimination Essay”, n.d. https://studentshare.org/miscellaneous/1571458-employment-laws-for-busines-religious-discrimination.
The Equal Employment Opportunity Commission has the mandate to ensure that the federal government follows these EEO rules. The Office of the Civil Rights (OCR) ensures and administers compliance with the laws, guidance, and regulations that prohibits discrimination in the workplace (England, 2009).
Whether employers can eliminate workers based on other criteria such as obesity and cigarette smoking is quite a gray concern. What employers may or may not do to nurture a “reasonably healthy” workforce falls into a lawfully disconcerted area. If an employer concludes to hire job applicants by depending on perceptions that they are old or unhealthy, to cut on healthcare insurance costs, is a critical violation of state and federal stipulations from my I/O psychological viewpoint..
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Although a boutique caters to the young consumer, there is no justification for not hiring older people on that ground. Secondly, she is also deprived employment due to her gender history, which is again
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