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Religious Discrimination

Can someone PLEASE help me get started with this? It needs to have references, too. Thank you in advance!

As the new human resources (HR) manager, you are preparing the next section of the diversity training manual, which focuses on making supervisors more aware and sensitive to religious discrimination issues.

This section of the training manual should include the following information:
>> Give an explanation of the Civil Rights Act, Title VII 1964 legislation, dealing specifically with the meaning of reasonable accommodation for religious practices.

â-¦To read the Civil Rights, Title VII 1964 Legislation, go to
http://finduslaw.com/civil_rights_act_of_1964_cra_title_vii_equal_employment_opportunities_42_us_code_chapter_21

>> For each of the 3 religious groups listed, describe and explain the following:
â-¦Include at least 2 religious practices that could easily be accommodated by management without any hardship for the company.
â-¦Include at least 2 practices that would be difficult to accommodate.

The 3 religious groups you will be examining are the following:
>> Protestant
>> Muslim
>> Buddhist

Solution Preview

Can someone PLEASE help me get started with this? It needs to have references, too. Thank you in advance!

As the new human resources (HR) manager, you are preparing the next section of the diversity training manual, which focuses on making supervisors more aware and sensitive to religious discrimination issues.

This section of the training manual should include the following information:

>> Give an explanation of the Civil Rights Act, Title VII 1964 legislation, dealing specifically with the meaning of reasonable accommodation for religious practices.

-¦To read the Civil Rights, Title VII 1964 Legislation, go to

http://finduslaw.com/civil_rights_act_of_1964_cra_title_vii_equal_employment_opportunities_42_us_code_chapter_21

The Title VII of the Civil Rights Act of 1964 made it illegal to discriminate in hiring on the basis of religion among several other practices. The religious accommodation provisions of the Civil Rights Act of 1964 requires employers to provide reasonable accommodation for the religious practices of their employees unless they would incur undue hardship in doing so. The responsibility of administering the Civil Rights Act of 1964 lies with the Equal Employment Opportunity Commission. The Congress has explicitly asked the employers to accommodate the religious practice as well as belief, unless an employer shows that he is unable to reasonably accommodate an employee's religious observance or practice without undue hardship. It has been held in Trans World Airlines v. Hardison, that if an employee holds a sincere religious belief that is in conflict with an employment requirement, has conveyed this problem to her employer, and was disciplined or discharged failing to comply with the ...

Solution Summary

This explanation provides you a comprehensive argument relating to Religious Discrimination

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