BU 642- Business and Labor Law Herzing University Mrs. Smith Marsheena Hall Assignment Week 6 "Title VII of the Civil Rights Act of 1964 is a federal law that protects employees against discrimination based on certain specified characteristics: race, color, national origin, sex, and religion." (Justia Legal Resources, n. d. ) Under government law, an employer can't settle on business-related choices in view of the employee's religion. This implies the employer is giving employees time off from work to practice their beliefs and commend religious events. Employers may confront legitimate issues and be fined if they reject time off without a decent reason. Time off can't be denied just because the business doesn't have the same faith. The employer needs an honest-to-goodness business reason according to the law to deny the request. "Under Title VII, an employer may not discriminate with regard to any term, condition, or privilege of employment. Areas that may give rise to violations include recruiting, hiring, promoting, transferring, training, disciplining, discharging, assigning work, measuring performance, or providing benefits." (Justia Legal Resources, n. d. ) "Employers with 15 or more employees must make reasonable accommodations for employees' religious observances, according to the Title VII of the Civil Rights Act of 1964." (Society for Human Resource Management, 2017) In this circumstance, John has refused to deliver packages on Mondays, Wednesdays, and Fridays as described in his appointed job description due to his religious faith. With John declining to satisfy his job obligations, it would cause hardship for the organization and hazard losing some extremely significant clients. "Religious accommodations often present themselves in the form of a request for time off for religious observances that do not conform to the employer's holiday schedule. If allowing the employee to have the religious holiday off would cause an undue hardship for the company, the accommodation is not required." (Society for Human Resource Management, 2017) According to the Equal Employment Opportunity Commission (EEOC), "Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on religion. This includes refusing to accommodate an employee's sincerely held religious beliefs or practices unless the accommodation would impose an undue hardship (more than a minimal burden on the operation of the business). Religious practice may be sincerely held by an individual even if newly adopted, not consistently observed, or different from the commonly followed tenets of the individual's religion." (U. S. Equal Employment Opportunity Commission, n. d. ) John deciding not to deliver his packages will have a huge impact on the business's productivity, and the business may lose money. The employer could offer John the option to switch schedules with another employee to accommodate him and his religious beliefs, and it would also fulfill th...
