Adjaha Djara Case Study

In the case of Adjaha Djara vs McFaddy Burger Joint I find that there was a discrimination based on religion. Plaintiff was unlawfully fired based on her religious beliefs. Religion discrimination violates the Title VII of the Civil Rights Act of 1964. There was no reason to be fired after Adjaha Djara was wearing head scarf. According to the McFaddy Burger Joint Dress Code Policy, employees are expected to wear uniform, consisting of company issued pants, shirt, and visor. Ms Djara was wearing the head scarf on the top of the visor, which means she didn’t violate company policy regarding to the appropriate dress at the work place. In fact, Mr Johnson admitted and understands wearing the head scarf until he received complaints from customers. These complain are example of religion discrimination as well. The evidence Exhibit 2, which is a note from the customer calling Ms Djara “that Arab religious fanatic behind the corner” is inappropriate and should not have been taken into consideration by the manager of the restaurant. …show more content…
First of all, there wasn’t any discrimination. She violated the McFaddy Burger Joint Dress Code Policy, because employees are expected to wear uniform, consisting of company issued pants, shirt, and visor. There is no option to wear head scarf. Ralph Johnson, as a manager had to listen to the costumer complains against her appearance. He had to do something to do not lose customers and keep business in good shape. Firing her is not the best option, but still he want to satisfy his customers. He regrets that he didn’t switch her position at work, because she was a good employee. I recommend to apologize her and hire her again, as they enjoy working together for 8 months. Going to court would be not good option, better is to explain that situation to Ms Djara and find the best solution for both of