Today’s workforce is becoming more diversified in ethnicity, language, and religion. Religion plays an important role in the values people hold, but many would prefer it didn 't not have a place in their work environment. The United States has over 1,500 recognized religions making it the most religiously diverse country in the world. Organizations are asked to offer policies which accommodate religious beliefs while maintaining a neutral, productive atmosphere. There has been a 96% increase in religious-based discrimination claims from 2000 to 2010 (Ghumman 2013). In 2014 alone, the Equal Employment Opportunity Commission received 3,549 charges of religious discrimination (Overview of Employment Litigation 2014). This will require human resource
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Title VII defines religion as “all aspects of religious observance and practice, as well as belief” (42 U.S.C. § 2000e-(j)). Employees do not have to belong to an organized religious sect to have their religious beliefs protected by the statute. Most religious bias problems occur when employees seek to observe their Sabbaths, or other religious holidays, Title VII’s ban on religious discrimination applies to all conduct motivated by religion. The protection extends to an employee’s desire to dress or maintain a specific physical appearance.Title VII of the Civil Rights Act of 1964 prohibits discrimination in employment on the basis of religion. Employers may not “fail or refuse or hire or discharge any individual, or otherwise discriminate against any individual with respect to his compensation, terms, conditions or privileges of employment, because os such individuals …religion” (42 U.S.C. § 2000e-(j)). Reasonable Accommodations and Undue Hardship Religion takes on a different meaning today than it did 20 years ago which is why employers are sometimes asked to accommodate different religious practices, customs, and beliefs (Rutherglen 2015). Two terms that have not been clearly defined are reasonable accommodation and undue hardship. Because of all of the confusion …show more content…
However, the dress and grooming codes must allow exceptions regarding religion unless an organization can provide a reason to the contrary (Findley 2005). Title VII applies to dress and grooming practices that are motivated by religious beliefs. Employer’s should not assume that an individual’s dress or grooming practice is not sincere just because it deviates from the norm of the religion (Religious Garb and Grooming 2015). Two Muslim police officers refused to shave their beards for religious purposes despite the fact that the new departmental policy argued that it was necessary. The court rejected the defense of the police department based on the fact that some officers were allowed to wear beards and mustaches for medical reasons; also, the department made no attempt to accommodate the officers religious needs. The department had to make an exception to their dress code (Findley
Title VII defines religion as “all aspects of religious observance and practice, as well as belief” (42 U.S.C. § 2000e-(j)). Employees do not have to belong to an organized religious sect to have their religious beliefs protected by the statute. Most religious bias problems occur when employees seek to observe their Sabbaths, or other religious holidays, Title VII’s ban on religious discrimination applies to all conduct motivated by religion. The protection extends to an employee’s desire to dress or maintain a specific physical appearance.Title VII of the Civil Rights Act of 1964 prohibits discrimination in employment on the basis of religion. Employers may not “fail or refuse or hire or discharge any individual, or otherwise discriminate against any individual with respect to his compensation, terms, conditions or privileges of employment, because os such individuals …religion” (42 U.S.C. § 2000e-(j)). Reasonable Accommodations and Undue Hardship Religion takes on a different meaning today than it did 20 years ago which is why employers are sometimes asked to accommodate different religious practices, customs, and beliefs (Rutherglen 2015). Two terms that have not been clearly defined are reasonable accommodation and undue hardship. Because of all of the confusion …show more content…
However, the dress and grooming codes must allow exceptions regarding religion unless an organization can provide a reason to the contrary (Findley 2005). Title VII applies to dress and grooming practices that are motivated by religious beliefs. Employer’s should not assume that an individual’s dress or grooming practice is not sincere just because it deviates from the norm of the religion (Religious Garb and Grooming 2015). Two Muslim police officers refused to shave their beards for religious purposes despite the fact that the new departmental policy argued that it was necessary. The court rejected the defense of the police department based on the fact that some officers were allowed to wear beards and mustaches for medical reasons; also, the department made no attempt to accommodate the officers religious needs. The department had to make an exception to their dress code (Findley