Religious Discrimination in the Work Place

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| Religious Discrimination in the Work Place | Prepared for Barbara Hagerty | Written BY: | Alamoodi | Baker CollegeWRI 1158/17/2008 |

A serious look at religious discrimination in the work place, and possible solutions. |

Religious Discrimination in the Work Place
Thesis Statement: The First Amendment gives all American the freedom of religion, expression and speech. However, in today’s post 9-11 society Muslims are experiencing an incredible increase in discrimination.
My story
Purpose and Scope A. definitions B. Introduction to some Islamic Practices C. Examples of discrimination
A. Statistics B. Anti-discrimination act
Adaptation of Policies and
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(ADC) This law also states that the Employer must make “reasonable accommodations for Sincere Religious practices.” (Shelby) These laws are reinforced by the Equal Employment Opportunity Commission (EEOC).
The EEOC has reported an increase in complaints filed based on religion or national origin from 2,127 in 2001 to 2,541 in 2006. Of the cases filed in 2006, the EEOC has resolved 2,387 of them and recovered $5.7 million in monetary benefits for the people who placed the charges. (Morose)

“Many U.S. companies are trying to accommodate the religious beliefs of Muslim employees by setting aside rooms for prayer and meditation, supporting the wearing of traditional head coverings, adjusting the work hours and honoring leave requests for major Islamic holidays,” reports Louise Fenner from She also reports that many managers refrain from scheduling luncheons during Ramadan and That many large companies (such as Ford Motor Company) actually host Iftar dinners. (Iftar dinners are for breaking your fast at sunset during Ramadan.)
I propose that every company in America could make new policies to provide religious accommodations for Muslim people:
Provide a clean and quiet area for prayer. Allow religious persons time away from work to pray. (Muslims must pray 5 times daily at certain times.)
Allow religious grab to be worn at work, as long as the safety of the person is not an issue.
Allow employees additional unpaid time off for religious
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