Ethics of Accommodating Religion As the diversity within businesses increases at an alarming pace with the entire world transforming into a global village, employers, employees and legislators are all concerned about accommodating religious beliefs and observances. With the signing of Title VII that permits employees to observe the tenets of their religion at workplace, employers are planning how to obey the laws and utilize the religious accommodation as a growing strength

Hostile Work Environment: According to the 1993 decision of the United States Supreme Court in "Harris v. Forklift Systems Inc.," hostile environment harassment occurs when "the workplace is permeated with discriminatory intimidation, ridicule, and insult that is sufficiently severe or pervasive to alter the conditions of the victim's employment and create an abusive working environment" (Cross and LeRoy Miller 497). Facts of the Case: In 1986, Teresa Harris, who was

This can also lead to feelings of inadequacy and low self-esteem. It is also noted that religious discrimination can be both overt and covert. Overt discrimination is a more obvious form of discrimination, such as name -- calling and physical intimidation ( Perceived Religious Discrimination and its Relationship to Anxiety and Paranoia among Muslim Americans). Covert discrimination is often more insidious and psychologically harmful in that it is suggested by

Constructive discharge materializes when an employee's only option is to quit their place of employment due to the employer making working conditions unbearable. In the scenario with the religious employee, the employee made it clear that he/she cannot work on a holy day due to his/her religious principles that are guarded under Title VII of the Civil Rights Act of 1964. This mandatory shift forced on the employee created an

Discrimination in Employment Title VII of the Civil Rights Act of 1964 specifically prohibits discrimination in the workplace based upon a candidate's "race, color, religion, sex, or national origin" (Title VII, 1964). The act also makes it illegal to refuse to hire employees based upon membership in these specific, protected categories (Title VII, 1964). It is also illegal to refuse to promote individuals based upon membership in such categories (Title VII,

Constructive Charge Case A CASE OF RELIGIOUS DISCRIMINATION? Constructive Discharge Mr. Charles Wright, Chief Executive Officer (date) From: Mr. Terence North, Manager, Elementary Toy Division Re: Employee Constructive Discharge Claim Our legal counsel, Atty. Edison Hawks, today informed the undersigned in writing that a former employee, Mr. Alfred Peterson, had filed a claim of constructive discharge against the company. Mr. Peterson resigned last week from his post at our Production Department when our new policy on