18 Jul hen a person is being discriminated against based on their
hen a person is being discriminated against based on their religion, it is when they are being treated differently because of their religious preferences. The Title VII of the Civil Rights Act of 1964, specifically addresses actions against discrimination on religion. The Equal Employment Opportunity Commission (EEOC) had received over 2,500 complaints in 2002 that were based on discrimination for religion (Cheung, 2018). When an employer wants to avoid any discrimination for religion, they can’t treat any certain employees with any favoritism based on their religion, force their employees to participate in any practices that go against their religious beliefs, or allow their employees to be harassed because of their religious beliefs. The employer must accommodate any religious practices if the accommodation isn’t because of an undue hardship (Cheung, 2018). When an employer must accommodate their employee’s religious practices, they must do so because the Federal Law requires them to do so. Every employer must be flexible with their employees regarding their religious practices (Cheung, 2018). The employers should be allowing their employees to change their schedules if they need to observe a religious holiday. They also must allow the employees requests that accommodate their dress code and assume it to not be an outrageous request due to their religious preferences. Once an employee has felt that they have been discriminated against because of their religion preferences, they have several options available to them. Some of these options are that they can file a charge of discrimination against their employer with the EEOS, these charges must be filed within 180 days of the alleged discrimination, and the EEOC has a toll-free hotline that an employee can call to speak to somebody to request assistance if there isn’t a local EEOC office in their area (Cheung, 2018).Since my company has a policy put into place to allow the employees to have two-fifteen-minute breaks and one-thirty-minute lunch break, this is allowing the employees to do any relations practices they need to do. Since the new employee has different accommodations, I would need to try to accommodate to their needs. With this, we would need to come to an agreement as to how we could accommodate their needs. By doing this, I think we would need to do a 30-day trial and error on breaking up their breaks to allow them to participate in their religious practices. If any problems were to arise with their performance because of the said accommodations, the trial would come to an end and we would have to adjust accordingly. At this point, if this were to happen, we would explain to them that we wouldn’t be able to accommodate their preferences based on their religion at this time because their work performance is being affected because of the extra time away and breaks. With this being said, I would need to come up with another way to accommodate their religious needs based on their practices to make it work so it doesn’t affect their work performance in the future and not favor them against the other employees as they all must be treated and respected equally the same based on their religious practices and preferences.
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