Maalick Religion

When Maalick originally went to Marta Ford he spoke to her about the questions regarding his religion his co-coworkers had been asking. Rather than disregard his concerns she should have been proactive in addressing the issue rather than waiting until it got worse. She could have held a meeting with everyone in the facility and reminded them of the company policy regarding harassment. According to Gomez-Mejia, L., Balkin, D., & Cardy, R. (2012) companies that are proactive toward issues are better prepared to deal with future problems. Had she done this the issue likely would not have escalated to the point that it became a hostile work environment for Maalick. To prevent the situation from happening in the future Marta Ford could provide additional training to all employees and require annual retraining so that all employees and management are aware of company policies.

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

DeMur found very clear issues that can relate to Harassment and Equal Employment Opportunity discrimination within his work place. It started when his supervisor was hesitant to grant him days off for a religious event. This event was something that the supervisor did not know and did not understand why DeMur would want to join this religion. Jenkins, who is DeMur’s supervisor, said that he was a religious person and called his a “so called religion.” After a

Besides, she should have taken actions against Jenkin, when he did a disparate treatment by not picking Maalick for that position he was clearly fit for. Ghumman, Ryan, Barclay, & Markel,(2013) clarified in an article, “disparate treatment in employment refers to difference in treatment with respect to recruitment, hiring, promotion, or privileges of employment due to an individual’s religion” (p.450). HR personnel ought to evaluate Treton’s policies and procedures periodically and conduct employee’s trainings to reinforce those protocols. As Treton have their company’s violation policy, HR staff should take each and every complaint seriously and ensure to implement it whenever such unbearable incidents occur in

Religious difference has been a question not just for theological schools and religious institutions but, increasingly for some businesses and corporations, offices and factories. In the past ten years the equal employment opportunity commission, which considers workplace complaints that may violate the civil rights act, has reported a 31 percent rise in complaints of religious discrimination in the workplace.

In another case, a restaurant called Sorrano’s Mexican Restaurant was sued in 2002 by Terra Neave(manager)for not accommodating to religious belief. She led a bible study after work and two of her subordinates attended. According to company policy manager are not suppose to socialize with subordinates,to prevent sexual harassment. The company offered to transfer her to another location, she refused and continued to lead bible study with her subordinates. With this type of substantial evidence she lost the case. In these two cases our rights were upheld and justice was served according to our civil rights laws(Luci Scott, Jan 2009).

“This is not about his religious views but about his ability to lead a diverse work force. It’s unfortunate that this had to happen. I feel the mayor has done the right thing to ensure all employees are treated fairly.”

I feel employment discrimination concerns can be addressed quite simply in the religious workplace by implementing an organizational policy addressing ministerial exceptions and first amendment rights in relation to respecting an establishment of religion with state. Through ongoing training with staff covering religious rights in the workplace I would give detail and clear guidance on how to notify individuals and supervisor to make a discrimination complaint without retaliation.

This research paper addresses the importance of diversity training in the workplace. Having realized how pertinent workplace discrimination is globally, this paper will give a broad look into the various ways that diversity is displayed in the workplace. The diversity issues involving gender, sexuality, race, age, culture and religion will be explored,

The circumstances, images and fallout related to September 11, 2001 have caused many Americans to revisit their spiritual beliefs in attempt to process the horrific events of such an unimaginable day (Smith, 2003). In the years since the Fall of 2001, employees have developed an increasing desire to integrate their personal spirituality and religious beliefs with their professional lives (Cunningham, 2010). Managers are now faced with the difficult task of accommodating the varying spiritual beliefs of their workforce while tactfully mitigating religion-based issues in accordance with Title VII.

Mr. Maalick’s supervisor showed clear evidence of being judgmental and discriminatory when he was hesitant to grant the time off that Maalick had requested for his religious purposes. Clive Jenkins’ choice of words “this religion of yours” shows clear judgment on Maalick and his Internationalism religion. Jenkins also found it amusing that Treton’s own employees were playing pranks and making jokes towards Maalick which shows complete unprofessionalism on the part of Mr. Jenkins and it also sheds a poor light on the company. Treton has a policy that they stand firm on which is absolutely no harassment will be shown towards anyone based on religion or color. Maalick’s supervisor failed to do his part as a leader to stop this behavior among his employees before it

Because Sonia’s co-workers are gossiping and raising concern, and as a consequence Sonia’s work performance is falling, management needs to personally address Sonia and discuss the comments that are being made. Another steps that management should take in this situation is to encourage a culture that is more accepting and understanding of religious diversity. It seems as if the culture of this organization does not understand the importance of recognizing and accepting religious diversity and management could address this through the creation of religious affinity groups. This would offer an effective strategy to help employees better understand the existence of religious diversity and the importance of respecting one another’s beliefs.

For this diversity topic, learning about other religions should make us aware of the various world religions that exist. For us, these presentation summaries give way to how each person interviewed is affected either by other in their workplace or by society. We have five total presentations we can further our understanding for different religions that we may have never thought of in the aspect of diversity and discrimination.

When a person thinks of a job they think of the money they earn, but do not look further into the vulnerability of being discriminated because of religion. Everyone is entitled to basic human rights, among those include religious freedom as seen in the First Amendment in our nation's Constitution. The workplace should be a safe environment where people are able to go and earn a living for themselves and not have to fear discrimination due to their faith. There’s no doubt that religious discrimination in the workplace is a contentious issue, but Supreme Court rulings and organizations like the U.S. Equal Employment Opportunity Commission (EEOC), are addressing these situations.

According to the, Religion and the US workplace, President Benjamin Franklin express the conflict and tension arises when the balance between of one’s employment and one’s faith, “work as though they would live a hundred years and pray as though they would die tomorrow.” However, during Franklin era, the average American during time work with someone with the same religion. Today’s Americans workplace environment is more diverse and with different religions and beliefs. In paper would illustrate religion discrimination in the workplace, religion freedom, and, religion and workplace accommodation. In addition, answer the questions to assignment #1.