Purchase Solution

FedEx and Dreadlocks: Religious Freedom or Policy Violation?

Not what you're looking for?

Ask Custom Question

Refer to attachment for the scenario.

1. Should Mr. Polk and others be allowed to violate a grooming policy on the basis of a religious proclamation on the sanctity of dreadlocks? Why or why not? If you answer "yes," is there any point where you would draw the line in terms of company policy regarding appearance and the religious implications of dress?

2. Does FedEx have a right to impose a reasonable grooming policy based on customer reactions to personal appearances?

Attachments
Purchase this Solution
Solution Summary

This solution involves a scenario in which FedEx objected to an employee's dreadlocks. The solution discusses if the employee should be able to violate the company grooming policy on the basis of religion. It also discusses if FedEx has the right to impose a reasonable grooming policy based on customer reactions to personal appearance. APA references are included.

Solution Preview

1. Mr. Polk and others should be allowed to violate a grooming policy on the basis of a religious proclamation on the sanctity of dreadlocks and still interact with customers. Mr. Polk grew his hair to "symbolize his new religious path" (Wilson, n.d). It would be a violation of Title VII of the Civil Rights Act of 1964 for the company to discriminate against an employee and not accommodate his religious beliefs. In an actual deadlock case involving FedEx, the New York Attorney General Eliot Spitzer investigated the termination of several FedEx Express employees who wore their hair in dreadlocks as an expression of their religious beliefs. A settlement was reached between the company and the government in which FedEx decided to revise its' policies "to allow employees to request an exemption from the policy based on religious reasons"(HR.blr.com, 2006). In addition, the company agreed to make changes to its' personal grooming policy, educate managers about requests for religious accommodation, and keep the government involved about its' handling of requests for accommodation involving employees wearing dreadlocks. Furthermore, however, employees seeking to wear dreadlocks must "wear their locks tucked under uniform hats" (Newsweek, 2001). The wearing of ...

Solution provided by:
Sally Baldwin, Ed.D
Education
  • BA, University of Southern California
  • MSS, United States Sports Academy
  • Ed.D, Boise State University
Recent Feedback
  • "Thk u"
  • "Thank you!:)"
  • "Thank you!:)"
  • "Thank you!:)"
  • "Thank you!:)"
Purchase this Solution
Free BrainMass Quizzes
Employee Orientation

Test your knowledge of employee orientation with this fun and informative quiz. This quiz is meant for beginner and advanced students as well as professionals already working in the HR field.

Six Sigma for Process Improvement

A high level understanding of Six Sigma and what it is all about. This just gives you a glimpse of Six Sigma which entails more in-depth knowledge of processes and techniques.

SWOT

This quiz will test your understanding of the SWOT analysis, including terms, concepts, uses, advantages, and process.

Managing the Older Worker

This quiz will let you know some of the basics of dealing with older workers. This is increasingly important for managers and human resource workers as many countries are facing an increase in older people in the workforce

Situational Leadership

This quiz will help you better understand Situational Leadership and its theories.

View More Free Quizzes
Related BrainMass Solutions

  • Explaining Religious and Alcohol Policy in the Workplace

    Alcohol and Drug Violation 1 In the event of a violation of Board Policy (3a or 3b), the Principal/Supervisor shall: a. inform the employee that the behaviour is an infraction of Board policy; b. report the information to the appropriate Superintendent

  • resolution of a legal dispute

    One employee of FedEx, Kennedy filed with EEOC a Form 283" Intake Questionnaire" that the FedEx program discriminated against older couriers in violation of the The Age Discrimination in Employment Act of 1967 and submitted an affidavit supporting her

  • First Amendment's protection of freedom of speech

    450874 Is the University's policy a violation of First Amendment's protection of freedom of speech? Public University has a policy that bans "inappropriate" signs and banners at all athletic events.

  • HR Management & Law

    FedEx Corporation should develop a policy that disallows discrimination in recruitment practices, questionnaires for recruitment, or interview questions.

  • G. Daniels v. The City of Arlington, Texas

    This right includes freedom to change his religion or belief, and freedom, either alone or in community with others and in public or private, to manifest his religion or belief in teaching, practice, worship, and observance.''

  • Employer Aware of Religious Practices

    571105 Employer Aware of Religious Practices Once an employer is aware of a conflict between company policy and an employee's religious practices, the employer must: Answer A.modify company policy so as not to discriminate against the employee's

  • First Amendment's guarantee of freedom of religion

    In this circumstance it would be an outright violation of the entire principle and constitutional protection of freedom of religion and separation between state and church in the United States Constitution.

  • Important information about FedEx

    Cultural differences such as national holidays for religious festivals which can last for days, means staff hired by FedEx in those countries will not work on these days so FedEx has to alter policies such as guaranteeing delivery to someone the next

  • Dalton Department Store: Religious Discrimination

    When she reported for work wearing burka, her employer told her that she was in violation of the company's dress policy. Cara was told to change her clothes or go home. Cara refused to change her clothes and left.

View More Related Solutions