Many of the EEOC cases presented in this unit are egregious, offensive, and obviously illegal. Choose a case from the unit and provide a brief summary of it. Discuss the organizational factors (culture, lack of training, communication styles, organizational structure, ob design, leadership, power, historical context, retaliation, etc.) that existed at the time of the case that would allow such practices to happen and, in some cases, to persist for extended periods. In multiple cases, more than one person was involved (HR, assistant manager, manager, district, or area manager). Discuss why no one in the management chain intervened. Support your answer.
Walmart Sued for Religious Discrimination - After 15 years observing Sabbath, the employee required to work Sundays. On October 1, 2010, the EEOC filed a federal lawsuit against Walmart for disciplining and threatening to fire an assistant manager at its Colville, WA, store when he refused t violate his religious beliefs. Richard Nichols, a devout Mormon, began working for Walmart in 1995, started as a manager at the Colville store in 2002, and observes the Sabbath by doing no work of any kind (including household chores or shopping). From 1995 to 2009, Walmart accommodated his request for leave on Sundays, but in the fall of 2009, the company revised its scheduling system and refused to continue accommodating Nichols.
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The case is Wal-Mart sued for religious discrimination. Richard Nichols a Mormon began working for Wal-Mart in 1995. Since, the inception to 2009, he was allowed leave on Sundays because he observed Sabbath. In 2009, Wal-Mart refused to continue accommodating Nichols. In 2010, the EEOC filed a lawsuit against Wal-Mart for threatening to fire Nichols.
The Religious Discrimination law is the Title VII of the ...
The response provides you a structured explanation of EEOC case relating to religious accommodation at Wal-Mart . It also gives you the relevant references.