Employment Discrimination Religious Beliefs Term Paper

Length: 2 pages Sources: 2 Subject: Sports Type: Term Paper Paper: #54291449 Related Topics: Car, Automobile, Title Vii, Discrimination
Excerpt from Term Paper :

Cars-R-Us (Cars): Will Clem succeed in his discrimination suit? What are the applicable rules and why do they apply or not apply in this case?

It is unlikely that Clem will succeed in his discrimination suit even though religion is a protected class under Title VII of the Civil Rights Act of 1964 and Cars-R-Us has an excess of 15 employees (Meiners, Ringleb, & Edwards, 2015, p.499). While it is required that employers make "reasonable accommodations" for the religious beliefs of employees, these accommodations must not cause "undue hardship" (Meiners, Ringleb, & Edwards, 2015, p.501). Cars-R-Us can make a convincing case that not using Clem on Fridays was a significant hardship because of the need to use a floater, which interfered with scheduling elsewhere and also resulted in the need for more repairs and lower levels of efficiency. This could cost a "significant amount" to Cars-R-Us (Meiners, Ringleb, & Edwards, 2015, p.501).

Cam might have a case if the existing pool of workers was adequate to cover for his shifts. "When the accommodation would disrupt a schedule designed to spread the burden of unpopular shifts, courts have generally allowed employers to put the burden or arranging shift swaps on the employee seeking the accommodation,...

...

However, using a floater who is less qualified would be required and is not a comparable substitute.

Title VII prohibits employers from setting the "compensation, terms, conditions, or privileges of employment" or "to limit, segregate, or classify his employees or applicants for employment in any way which would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his status as an employee because of such individual's race, color, religion, sex, or national origin" (Meiners, Ringleb, & Edwards, 2015, p. 499). Needlessly demanding that an employee work during times when he his religiously prohibited from doing so and refusing to allow other workers to work during those shifts instead would be considered discriminatory. However, in this instance, the employer has a convincing case that it is essential to have a qualified, full-time worker during the times Cam has been scheduled, based upon the number of workers currently at the plant. Being forced to hire additional employees as well as being required to use less-qualified floaters is a significant expense and also a significant burden of time and effort for…

Sources Used in Documents:

Reference

Meiners, R., Ringleb, A., Edwards, F. (2015). The legal environment of business. (12th Ed.).

Cengage.


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