A Ethical Theory Related Religion Within The Workplace Is Deontology

In “Working it Out” by Diana Eck, she writes about religious oppression in the workplace. The examples she gives on the many ways people have been fired, or the ways in which people's faiths have been compromised, reiterates that the amendment that states freedom of religion in the United States, is

This says it is unlawful to discriminate against people at work because of their religion or belief. The regulations also cover training that is to do with work.

The United States is one of the most culturally and religiously diverse countries in the world. The founding fathers of the United States wanted to ensure that its people would have the ability to practice their religion with no threat of persecution. In order to accomplish the goal of religious freedom and continue to ensure that all people of any religion would be free to practice their religion, the United States passed Title VII of the Civil Rights Act of 1964 that prohibits an employer from discriminating based on the religious views of its employees. As the citizens of the United States spend a large amount of time in their places of employment, religious practices that these employees feel are necessary for the true observance of their religion must be accommodated by the employers. This law contends that in cases where the accommodation of religious practices of its employees does not create undue hardships, an employer must make reasonable accommodations for employees to practices the beliefs of their religion. As the demographics of the United States continues to change with more religiously diverse people immigrating to the country, employers are coming under more pressure to ensure they are taking all possible precautions to accommodate the religious practices of its employees. These precautions are important as the once an employee has established a bona fide complaint of religious discrimination, the burden of proof then falls on the employer to prove they

Reasonable Accommodation & Religion: The law requires an employer to reasonably accommodate an employee's religious beliefs or practices, unless doing so would cause difficulty or expense for the employer. This means an employer may have to make reasonable adjustments at work that will allow the employee to practice his or her religion, such as allowing an employee to voluntarily swap shifts with a co- worker.

upon an employee's religion. This means, that generally an employer has to give their workers

The definition of religion can be subjective and vary from person to person. According to Gregory (2011), as a society, more and more employees are wishing to demonstrate their faith while at work. He further notes that this will continue as individualism and self-expression are more embraced by todays millennials. In addition, Gregory shows that the filing of discrimination based lawsuits rose 75% between 1997 and 2008. Because of this, Cintas Corporation must create a fair policy that meets the legal obligations of the company.

Title V11 of the Civil Rights Act of 1964, prohibits employers from discriminating against individuals because of their religion (or lack of religious belief) in hiring, firing, or any other terms and conditions of employment. The law also prohibits job segregation based on religion, such as assigning an employee to a non-customer contact position because of actual or feared customer preference. In addition, the Act requires employers to reasonably accommodate the religious beliefs and practices of applicants and employees, unless doing so

Managers cannot make employment decisions based on their religious but can take their account when making certain workplace decisions. The law can also require the managers to make allowances for a person's religious practices and beliefs because the person will is a Muslim or Islam or Jewish need days off to practice their religious. In "Religious Discrimination in the Workplace" it says that "There is a very rare and narrow exception to this rule, called the bona fide occupational qualification (BFOQ) requirement."(DelPo). There are rules that when you hiring new employees, the managers can hire them just because they are Muslim or Jewish. It requires the managers to put religion part of the hiring criteria before hiring them. However, they must allow the employees to practice their religious meaning not to schedule them when they have to go to church or having them wear only uniforms of the

Given that this is a Christian university - Spirituality (in the Christian definition) is encouraged which is a Blessing. What about where you work? Do or should companies embrace spirituality in the workplace or avoid it? Do we include some but not others?

suggest that there is an obvious solution that is fair. When it comes to fairness, I think it is fair

There are several reasons as to why an employer may not discriminate against an employee or an applicant mentioned under the Title VII, Civil Right Act of 1964. However, the one relevant to this topic is discrimination for an individual’s religious penchant. In no shape or form can an organization’s dogma indicate that the reasoning for choosingnot to employ or to even block an elevation within the company has anything to do with the person’s choice of religion. “Under the First Amendment, Americans enjoy two freedoms with respect to religion: the right to be free from a government-imposed religion, and a right to practice any religion.” Thomas Reuters (2017)

Religion in the workplace can bring up some of the most difficult issues employers have to face. Resolving these issues requires understanding the law and balancing the business's needs with an employee's desire to practice his or her religion. One of the most contentious conflicts is between an employee's desire to take time off and the potential reduction in productivity and profitability. In ruling on Title VII religion cases, the courts have held that employers aren't required to accommodate employees' religious activities when it involves increased financial costs, transferring supervisory personnel or employees from other departments resulting in inefficiency, or discriminating against other employees or violating seniority systems. Accommodations that don't constitute undue hardship to the employer include voluntary substitutions or employee "swaps," flexible work schedules, floating or optional holidays, staggered work hours, and allowing employees to make up lost time. Transfers and job changes also are options if they don't cause reduced efficiency or

Any beneficial conversations about morality that occur between those who practice religion and those who do not, or those with different religions, must incorporate a common set of ethical concepts and a shared procedure for resolving issues and making judgments, all of which ethics provides. It is also understood that in these conversations moral positions on the issues

Today there are over 900 religious employee resource groups, according to the International Coalition of Workplace Ministries (Cañas & Sondak, 2010). These affinity groups can help encourage religious understanding by offering panel discussions that educate employees on their beliefs. By allowing open discussion, answering religious questions and creating an open, welcoming religious environment in the workplace employees can better relate to one another through shared religious principles (Cañas & Sondak, 2010). When looking at the business case for diversity, not asking employees to hide their faith at work allows for greater productivity, and time and energy focused on business results (Cañas

The religious beliefs of organisations are responsible for altering management practice in various foreign civilizations, yet when these moral principles are integrated with other devices used in Western society, it can create the most influential environment that thrives on work ethic and profitability. As such cultural beliefs are predominantly not a factor in countries such as Australia, many consider that a religious organisation is far more effective in its management practice. Despite this, it is the way in which these countries utilise religion in their workplace that makes it merely another device to inculcate the desirable outcomes that Western countries are similarly aiming to achieve; therefore, creating similar productivities