Religious Discrimination
In the aftermath of September 11, 2002, employers and employees have become concerned about religious discrimination. The Equal Employment Opportunity Commission (EEOC) and state and local fair employment agencies have documented a significant increase in the number of charges alleging workplace discrimination based on religion and/or national origin. Many of the charges have been filed by individuals who are or are perceived to be Muslim, Arab, South Asian, or Sikh. These charges most commonly allege harassment and discharge. In order for employers and employees to better understand their rights the following will address workplace discrimination, ways to prevent discrimination and legal rights ( Wyckoff) The tragic events of September 11 should not be misdirected against innocent individuals because of their religion, ethnicity, or country of origin. Employers and labor unions have a special role in guarding against unlawful workplace discrimination. Title VII of the Civil Rights Act of 1964 prohibits employers from discriminating against individuals because of their religion in hiring, firing, and other terms and conditions of employment. The Act also requires employers to reasonably accommodat
Concerns of Employers and EmployeesEmployers' have a responsibility in providing their employees' a work place free of harassment and that is accommodating to religious attire and religious needs. The following are examples for employer's in dealing with attire, harassment, and religious accommodation. Workplace harassment and its costs are often preventable. Clear and effective policies prohibiting ethnic and religious slurs, and related offensive conduct, are needed. It would be the same as refusing to hire Narinder because he is a Sikh. The following law's prohibitions include harassment or any other employment action based on any of the following:1. Undue hardship also may be shown if changing a bona fide seniority system to accommodate one employee's religious practices denies another employee the job or shift preference guaranteed by the seniority system. For example, harassing an employee whose husband is from Afghanistan, or refusing to promote an employee because he attends a Mosque (U. HarassmentEmployers must provide a workplace that is free of harassment based on national origin, ethnicity, or religion. e the religious practices of an employee or prospective employee, unless to do so would create an undue hardship upon the employer. What should XYZ do? XYZ should work closely with the employees to find an appropriate accommodation that meets their religious needs without causing an undue hardship for XYZ. Muhammad meets with his manager and complains that Bill, one of his coworkers, regularly calls him names like "camel jockey," "the local terrorist," and "the ayatollah," and has intentionally embarrassed him in front of customers by claiming that he is incompetent.
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