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Explaining Religious and Alcohol Policy in the Workplace

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HRM 510 Business Employment Law

Question: 1.) Can you give some specific examples of what should be included in policies related to alcohol and religion in the workplace?

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All employers are affected by human rights legislations which help to prevent discrimination in the workplace. For instance, In Canada, the Charter of Rights and Freedoms serves as a cornerstone legislation for human rights issues. For example, the Charter provides the right to freedom of conscience and religion. In a similar vein, the Civil Rights Act of the United States outlined human rights that are important to employers.
The key thing here is a focus on human rights and management of diversity. The world has become a global village and as the workplace becomes increasingly diverse, different types of religious beliefs are being brought to the workplace. Employees can find Christians, Muslims, Jews, Hindus, Buddhists, Sikhs, etc. in the workplace.

An employer has a duty to accommodate an employee's religious practices or beliefs when the employee makes a qualified request of accommodation. Examples may include the wearing of religious clothes, allowing time to pray, taking time off during an important religious holiday, etc.

Reasonable accommodation - "the adjustment of employment policies and practices that an employer may be expected to make so that no individual is denied benefits, disadvantaged in the employment, or prevented from carrying out the essential components of a job because of grounds prohibited in human rights legislation." (from Human Resources ...

Solution Summary

Religious accommodation and other types of accommodations in the workplace are based on human rights legislation. This solution focuses on religious and alcohol policies of organizations.

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