Religious Discrimination

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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 …show more content…
§ 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 regarding how each court interprets these terms, higher courts often overturn the lower …show more content…
Mr. Hussein was a Pacific Islander and native of Fiji who was fired one week after the 9/11 terrorist attack on the World Trade Center and Pentagon. He filed a charge of religious, race, and national origin discrimination in St. Louis with the EEOC after the airline company he worked for, Trans States Airlines, Inc., refused to provide any justification or reasoning behind his termination. Mr. Hussein had an excellent work record and stated, “I have wanted to fly since I was a small boy. I devoted my life and worked hard to attain my dream. After coming to American and realizing my dream, to have it snatched away because of my religion and how I look is just devastating. That is not America” (“Muslim Pilot Fired […]” 2003). The EEOC conducted an investigation in which the airline company claimed that they discharged Mr. Hussein because of an anonymous report that he was in a “drinking establishment” while in uniform. Trans States conducted no investigation on their behalf to verify whether or not the report was true; they never identified the individual who allegedly made this report either. In addition, Mr. Hussein was not informed of the accusation or given the

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