Religious Discrimination And Racial Harassment

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

In this particular case, Mr. Maalick received very clear and convincing racial and religious discrimination from both his supervisor and from his co-workers. The employees of Treton blatantly violated the Civil Rights Act and the Equal. Employment. Opportunity Commission. These acts do not allow, under any circumstances, discrimination based on the idea of race, color, sex, religion or age (The Civil Rights Act of 1964 and the Equal Employment Opportunity Commission | National Archives, n.d.).

Federal law and corporate governance prohibit discrimination and harassment, and Maalick, a minority with a unique religion, encountered inappropriate behaviors in the workplace. It is clear that the Treton office in Chenworth, Kansas had a prolonged atmosphere of ridicule, mistreatment, racial harassment, and religious discrimination. Contrary to protections afforded in Title VII of the Civil Rights Act of 1964, office personnel openly displayed inappropriate workplace behaviors and defied corporate policy and federal law (Gomez-Mejia, Balkin, & Cardy, 2016). With Title VII regulating adverse actions against a person based on race and religion, workers perpetuated religious mocking and ridicule with head nodding and laughter to Maalick’s new 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.

It is without a doubt that discrimination in this country has existed since its early stages. However, to this day after many movements and eras to try and eliminate it all together, it remains. And in this class, we seek to understand why. For these last couple of weeks, we discussed the 14th amendment and more specifically referenced its equal protection clause which vows to protect the fundamental rights of “all” citizens of the United States. Because of this state and federal governments attempt to create neutral laws that will apply fairly to all citizens in the United States. Which seems to be the best thing they can try and do nonetheless if a bill is said to be neutral, but has an unequal influence on a particular group of people problems

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

Title VII’s fundamental underlying value of non-discrimination is represented in the Bible in many different verses, such as Galatians 3:28, “There is neither Jew nor Greek, there is neither slave nor free, there is neither male nor female; for you are all one in Christ Jesus” (Biblegateway, 1993). As believers, we know the world is truly on race – the human race. Each and everyone of us are distinctively created by God. God does not discriminate and to do so is contrary to the worldview of a Christian. When at work, I apply this Biblical worldview to the work I do. A person’s

There are no set EEOC guidelines to define religious harassment; therefore, steps are not being taken to avoid or prevent religious harassment in the workplace. This was seen in the case Zayed v. Apple Computers when Zayed’s

In 1964 the Civil Rights Act Title VII was passed. This law prohibited employers from discriminating in employment based on race, color, religion, sex, and national origin (AAUW, 2016). The Act enforces that it is the obligation of the employer utilize reasonable accommodation for the religious practices of employees after the informs what his or her particular religious needs. The employer has a right to refuse a specific need if an undue hardship can be proven (LLI, 1992).

Discrimination in the workforce is not only illegal, but it has been the center of controversy for multiple cases throughout its existence. The purpose of this writing is to reflect on particular personal circumstances based around actual events. First will be a clearly defined section of the Title VII, Civil Rights Act of 1964, followed by a brief description of personal experiences involving discrimination, and concluding with a reflection as to how the American workforce is protected by law. The writing will cover any ethically related issues, personal thoughts and ideas, and illustrations of how the law pertains directly to personal events, as well as provide direct links to any and all reference material covered under the purpose of this writing.

This portion of our textbook basically is telling us that Title VII prohibited employers from treating an employee favorable or unfavorable due to religious practices. The textbook tells us, rather than, being treated differently, employers must make reasonable accommodations for these employees. “a reasonable accommodation is one that the employer can implement to enable the qualified person to perform essential job functions without causing undue hardship to the employer” (Bell, 2013, pg. 438).

The Church of Jesus Christ of Latter Day Saints has been the center of much attention throughout modern history, whether it be about the polygamists, the Book of Mormon, or Joseph Smith seeing God, or the restored priesthood. Though the church is known to have these forms of controversies, we see through history that no organization or group is free from mistakes and criticism. Throughout history in general, there has always been some sort of religious contention around the globe. A large point of contention then and even now is the factor of race in religion and the certain rules and restrictions implemented into the religion regarding race.

1. Identify and describe the specific issues DeMur encountered in the workplace. Do the actions of other workers at Treton represent discrimination and harassment? What elements of law are important for Treton to consider?

The issue of discrimination is very widely discussed, so widely that laws and statutes have been enacted and are continually addressed every day. This may occur in a courtroom, on the legislative floor or at the employer’s offices, but the fact that the Equal Employment Opportunity Commission (EEOC) receives around 80,000 discriminatory filings annually, with 99,922 in 2010, there is little wonder the amount of attention to discrimination is warranted (Walsh, 2013). According to the EEOC’s website, the discrimination claims were more than the annual averages, but less than 99,000 in 2010, at 88,788 in 2014 (“EEOC Releases Fiscal”, 2015). These figures reiterate the importance and diligence in which discriminatory acts must be handled by all parties involved.

There is discrimination everywhere at anytime, anywhere in the world. Discrimination can occur in many ways due to different opinions and perspectives. One of them occurs by religion of different people. Religious discrimination is to treat someone differently with others in a bad way due to their religion or beliefs.There are lots of religious discrimination around the world. People should be against religious discrimination because it keeps people from harassment on their religious beliefs, prevent less wars happening, and people will correct their stereotypes on others.