Download Encountering Religion in the Workplace: The Legal Rights and by Raymond F. Gregory PDF
By Raymond F. Gregory
In a up to date survey, 20 percentage of the employees interviewed mentioned they'd both skilled non secular prejudice whereas at paintings or knew of a coworker who were subjected to a few type of discriminatory behavior. certainly, in keeping with the equivalent Employment chance fee, the submitting of non secular discrimination fees below identify VII of the Civil Rights Act of 1964 (which prohibits discrimination in employment in keeping with race, colour, nationwide beginning, intercourse, and faith) elevated seventy five percentage among 1997 and 2008. The becoming hope at the a part of a few non secular teams to overtly convey their religion whereas at paintings has compelled their employers and coworkers to think again the appropriateness of yes points of devotional behavior. faith within the office doesn't sit down good with all staff, and, from the employer's point of view, the presence of non secular perform through the workday will be distracting and, from time to time, divisive. a skinny line separates non secular self-expression—by staff and employers—from illegal proselytizing.
In Encountering faith within the place of work, Raymond F. Gregory provides particular circumstances that forged gentle at the criminal ramifications of combining faith and work—in the workplace, at the manufacturing facility flooring, even inside of non secular businesses. proceedings coming up below name VII and the 1st modification needs to be heavily studied, Gregory argues, if we're to totally comprehend the problems that come up for employers and staff alike once they get entangled in place of work disputes related to faith, and his publication is a perfect source for an individual hoping to appreciate this factor.
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Additional info for Encountering Religion in the Workplace: The Legal Rights and Responsibilities of Workers and Employers
Pardesi’s first evaluation of Sattar’s job performance was unsatisfactory, but a later review culminated in a satisfactory evaluation and a certificate of outstanding achievement. At that point Sattar was transferred to the supervision of David Yen, who later evaluated Sattar’s performance as satisfactory but ranked him at the bottom of his division. Yen, acting in accordance with a plan previously initiated by Motorola to improve the performance of the lowest-rated employee in each of its divisions, placed Sattar under a performance improvement plan that required him to perform a series of projects while being evaluated at thirty-, sixty-, and ninety-day intervals.
Title VII provides: It shall be an unlawful employment practice for an employer: (1) to fail or refuse to hire or to discharge any individual, or otherwise discriminate against any individual with respect to his [or her] compensation, terms, conditions, or privileges of employment, because of such individual’s race, color, religion, sex, or national origin; or 28 Part I. 1 At the time of the adoption of Title VII, Congress also created the Equal Employment Opportunity Commission (EEOC) to administer the title and process claims made pursuant to its provisions.
She later testified that at the time she learned of the pilgrimage she experienced “a calling from God” to participate in it: “I felt I was called to go. . I felt that from deep in my heart that I was called. I had to be there at that time. ” Tiano met with her supervisor and requested unpaid leave to travel with the October pilgrimage. For a number of reasons, her request was denied, including the fact that her presence on the sales floor was required during an anniversary sale that Dillard had scheduled for October.