Accommodating religious practices

The question-and-answer guide, entitled "Religious Garb and Grooming in the Workplace: Rights and Responsibilities," and an accompanying fact sheet, is intended to offer practical advice for employers and employees, and presents numerous case examples based on the EEOC's litigation.Title VII of the Civil Rights Act of 1964 ("Title VII") prohibits employment discrimination based on religion, and imposes on employers a proactive duty to accommodate religious practice that may conflict with workplace practices, as long as the religious practice does not impose an undue hardship on the employer.Prior to filing the lawsuit, the EEOC investigations claimed that Star Transport Company could have evaded delegating these workforces to the conveyance of the beer but opted to force them despite their religious beliefs.The jury awarded a total of 0,000 to the employees as back pay and punitive and compensatory damages incurred.Research a recent (2011 or later) case where an individual claimed religious discrimination as a basis for his or her being fired.It is preferable if you choose a case that occurred in the USA. Identify any relevant laws utilized by the court/authority in considering or determining the outcome of the case.Similarly, an employer cannot discipline or discharge employees because of their religious beliefs, or otherwise discriminate on the basis of religion with regard to other terms, conditions, and privileges of employment (such as wages and benefits).

Solution Title: Accommodating Religious Practices in the Global Workplace Pages: 3 Style: APA Paper Preview The case chosen for this discussion is EEOC v. 13 C 01240-JES-BGC, which occurred in Illinois, United States.

It is also, of course, a legally protected subject.

Religious belief is a protected classification under the federal Civil Rights Act and/or various state anti-discrimination laws.

Work-related meetings sometimes include a meal and begin with an invocation -- this usually involves a brief prayer of thanks.

Many jobsites, especially those with a measure of risk, will end a safety meeting with a brief prayer to keep all workers safe during their shift.

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