Accommodating religious practices
The Primerus team worked together to label, scoop, seal, pack and box 3,500 lbs. “The trend could reflect a rise in Islamophobia in the workplace or an increased willingness on the part of Muslims to report discrimination — or both,” according to one observer.
Hudson of Neil, Dymott, Frank, Mc Fall, Trexler, Mc Cabe & Hudson APLC was elected as the 2017 President of the Association of Southern California Defense Counsel (ASCDC), one of the nation’s largest State Civil Defense Organizations. Gosseen* Ganfer & Shore, LLP New York, NY Allegations by Muslims of workplace discrimination are rising, with the number of annual complaints more than doubling since 2004, according to Equal Employment Opportunity Commission (“EEOC”) data.
If an employee requests an accommodation for religious observances, here are several reasonable accommodations to consider: In addition to accommodations, the law prevents harassment of an employee due to his/her religion.
Harassment here is defined as offensive remarks about religious beliefs or practices.
The court was not sympathetic to the employee’s situation, noting that plaintiff “seeks to be the only person at a ham processing plant who was not required to touch pork, even if the needs of the company demanded it.” “Plainly put,” the court stated, “a ham plant cannot be efficiently run by catering to the No.
Research a recent (2011 or later) case where an individual claimed religious discrimination as a basis for his or her being fired.
The employee brought a Title VII suit for religious discrimination.
If it does not pose an undue hardship, the employer must grant the accommodation.An obstacle for Muslims working in meat processing plants is the Quran’s prohibition of the consumption of pork. When he had work performance problems he was transferred to the pork production line, where he could be closely supervised. The owner, who apparently believed that plaintiff’s Islamic garb was at odds with the expectations of his sushi and hibachi consuming customers, rejected her request and terminated her. Many Muslims also believe that even touching pork violates this tenet of Islam, the accommodation of which was recently tested in , in which the EEOC alleged that in order to be referred for work at meat processing facilities applicants were required to sign a form stating that they would not refuse to handle pork in the course of their jobs. He objected to the transfer, but didn’t tell management that his reluctance to work on the pork production line was based on his religious beliefs. Muslim employees seeking accommodations to wear hajibs, to set aside time or space for daily prayer, or to perform ablutions before prayers; or, in meatpacking plants, to abstain from handling pork, often meet with antagonism from employers and co-workers. We will briefly examine the post-9/11 history of workplace accommodations of Islamic religious customs., or headscarf, is for many Muslim females a visible expression of their faith, piety or modesty, and represents a tangible manifestation of their religious identity.Employers often do not see headscarves in the same light, and relying on uniform dress codes, their desire to maintain their corporate image, or the nebulous concept of “customer preference,” have over the years objected to wearing traditional Islamic head coverings at work.