Create a fictitious case favoring the defendant using the EEO law Title VII and provide a paper in which you incorporate the following:
? An outline of the burden of proof chronology, clearly indicating where the organization is not legally defensible
? A discussion of the strengths and weaknesses of the case you developed
Describe the possible consequences of the case to the defendant and the plaintiff, using scholarly resources from at least five sources.
Format your paper consistent with APA guidelines.
Ali Mohammed, a Muslim started working for Quick Delivery, an American company dealing in package delivery all over the world in 2007. He got a position as a package handler but eventually bid for a job as a full time Quick Delivery driver and was accepted for the position. He was supposed to report for his driver position in June 2009, and in April that year he become more religious and grew a beard.
When he reported for his position on June 2009, he was told that Quick Delivery prohibits employees in public contact positions such as drivers to wear any facial hair below the lower lip under its Appearance Guidelines. Mohammed explained that maintaining the beard was part of his religion, and Quick Delivery responded that there were other non public contact positions that did require him to shave his beard which he could fill, he was informed that he could also go back to his position as a package handler since he could not be allowed to drive a Quick Delivery truck with a beard.
Since the company had a religious accommodation clause in its Appearance Guidelines, Mohammed applied for one but his request was denied. Mohammed filed a charge with the state workforce commission and the Equal Employment Opportunity Commission alleging religious discrimination in violation of Title VII of the Civil Rights Act of 1964 in his company's branch since in other branches some individuals had been given religious accommodation.
Burden of proof chronology
Quick Delivery's Appearance Guidelines prohibits employees in public contact positions from wearing any facial hair below the lower lip. Employees who do not comply with guidelines are often not placed in public contact positions. The company though has a formal religious accommodation policy that allows granting of limited exemptions from the Appearance Guidelines for Religious positions. In order to request for religious accommodation and exemption from the Appearance Guidelines, an employee should forward a request through his/her immediate supervisor and manager to the regional Human Resources manager who would then contact Corporate Workforce Planning who would coordinate various functional groups to arrive at a consistent answer which would then be sent back to the employee. The cases are often ...
The solution assists in creating a fictitious case favoring the defendant using the EEO Law Title VII.