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Human Resource Management and Religious Discrimination

1. The attached article from SHRM gives you insight into an aspect of religious discrimination that we all may face. I had a challenge once as Executive Officer of a submarine related to religious practice conflict with work, and we had no idea how to deal with it except by firing the diligent believer. This young sailor was highly trained and qualified but placed his religious practices above his military duty. Do you have any observations on this very complex and contentious issue?

2. There are always some "basics" that we need to consider. As the future unfolds each day there are new challenges for the manager. The attached article gives you some items to consider regarding the workplace that seems to be evolving. Any observations?

3. We've all dealt with slumps. I usually get one about the time I'm supposed to pay my income tax. What can we learn from professional athletes about dealing with a slump? The attached article gives some ideas. How can employees overcome negative thinking and break out of a slump? Do you have any suggestions or solutions?

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HUMAN RESOURCE
"Religious discrimination involves treating a person (an applicant or employee) unfavorably because of his or her religious beliefs. The law protects not only people who belong to traditional, organized religions, such as Buddhism, Christianity, Hinduism, Islam, and Judaism, but also others who have sincerely held religious, ethical or moral beliefs.
Religious discrimination can also involve treating someone differently because that person is married to (or associated with) an individual of a particular religion or because of his or her connection with a religious organization or group.
The law forbids discrimination when it comes to any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoff, training, fringe benefits, and any other term or condition of employment." (U.S. Equal Employment Opportunity Commission, 2010)
Most employers understand the basics: Title VII of the Civil Rights Act which defines it is illegal to discriminate based on a person's religion in hiring, firing, promotion, pay, benefits and other work conditions. Like the Florida Civil Rights Act (FCRA), the federal law covers employers of 15 or more people.

Both Title VII and the FCRA prohibit employers from refusing to recruit, hire or promote someone because of their religion. The Equal Employment Opportunity Commission (EEOC) guidance notes that even word-of-mouth advertising, if only circulated to a small group (such as the employer's church), may be discriminatory if the intent is to limit the number of applicants. Employers may not screen applicants by name, such as refusing to interview anyone named Mohammed.

1. Observation on this contentious issue

Fatuma Hassan became an unlikely hero within the Somali community when she and five of her Muslim co-workers were dismissed last month from the Mission Foods tortilla factory in New Brighton for refusing to wear a new company uniform -- a shirt and pants -- they consider a violation of their Islamic beliefs. (Serres, 2008)
Hassan said the prophet Mohammed taught that men and women should not dress alike. Her culture and religious beliefs were more important to her than a uniform. (Serres, 2008)
Similarly, Sukhbir Channa, a practicing Sikh, has sued Walt Disney World after the theme park fired him for allegedly not having the "Disney look." Channa wears a turban, beard and long hair—practices required by his religious beliefs. (Tampa ...

Solution Summary

Human resource management and religious discrimination is examined.

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