Case Study of Dress Code

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Dress Code Policies and Title VII Case Study HRMN 400 Introduction Employers have the right to enforce dress code policies in the workplace. They establish these dress codes to convey a certain image to their customers, to portray a professional image, to convey a neutral public image with respect to religion, or to enforce safety standards (Marcum & Perry, 2010). However, they cannot discriminate against their employees. Title VII of the Civil Rights Act of 1964 makes it illegal for employers to discriminate against individuals based on race, sex, color, religion, ethnicity, and national origin (Dress, 2011). The employer must make reasonable accommodations for their employees’ religious beliefs, unless it causes undue…show more content…
The company had to settle for $49,556 ( Legal, 2010). This case is similar to the case Polk has against FedEx. The employee’s religious beliefs conflicted with the company’s dress code policy. The employee notified the employer of the conflict and was terminated. This violation cost the company a lot of money in legal fees, along with the settle amount. Based on the information given in the case study and the outcome of EEOC v. Pollard, the court will more than likely rule in favor of Polk. He can demonstrate a religious connection to his hairstyle. He can provide enough evidence to demonstrate how the company refused to reasonably accommodate his religious beliefs by requiring him to cut his hair. These facts demonstrate or show religious discrimination against Polk by FedEx. Recommendation The company should reinstate Polk in his old job position. He should be allowed to keep his dreadlocks, as long as he pulls his hair back. This does not violate his religious beliefs and it would give him a more professional appearance. This solution would demonstrate a reasonable accommodation by FedEx. It would benefit both the company and Polk. The company would save money in legal fees and Polk would be able to keep his job without sacrificing his religious beliefs. In the future, the company should review their dress code policy. They should make sure the policy is reasonable. It is up to the managers and
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