Mamma Jo’s Pizza should accommodate their employee, Ahmad, and his need due to the fact that he wears his beard specifically for religious reasons. For discrimination based on religion, under Title VII of the Civil Rights Act, Mamma Jo’s Pizza has the duty to “reasonably accommodate” employee’s “sincerely held” religious practices unless doing so would cause undue hardship to Mamma Jo’s business. If wearing a beard is a sincerely held religious practice for Ahmad, then Mamma Jo’s should make reasonable adjustments to the work environment that will allow him to fully practice his religion as long as these adjustments are not more than mere inconvenience. An example of an accommodation that Mamma Jo’s could make is a job reassignment. Mamma Jo’s no beard policy can be argued to be a business necessity for employees dealing with the food, so Ahmad could possibly do other tasks away from the food such as working at the cash register, answering the phone, or other clerical work.
b) If Ahmad were terminated for refusing to shave his beard, he could bring the potential claim of religious discrimination against Mamma Jo’s Pizza under Title VII. In order for Ahmad to claim religious discrimination, he needs to show three things in order to establish and prove a prima facie case for disparate treatment. First, he must show that he holds a sincere religious belief that conflicts with a Mamma Jo’s employment requirement. Next, he has to inform Mamma Jo’s about the conflict. Finally, he needs to prove that he was discharged or disciplined for failing to comply with the conflicting no beard employment requirement.
2. a) Mamma Jo’s Pizza should provide accommodations to Ahmad due to the fact that shaving his beard could potentially cause him p...
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... eliminate these questions as well, unless there is a good, business-related reason for asking them. Overall, it is best to use only relevant, work-related criteria questions on applications.
b) In addition to the suggestions previously stated, I would recommend implementing affirmative action. Due to the fact that 98% of the company employees are young and white, there is a demonstrated underrepresentation of multi-racial and multi-aged employees. Diversity needs to be increased, especially since ACME is located in a multi-racial city. The ACME workplace should reflect the available multi-racial workforce from the city which its employees are drawn. ACME can implement affirmative action by advertising for applicants with nontraditional sources and minority “positions.” Affirmative action plans are great proactive measures to avoid potential discrimination claims.
Pizza came to prominence during the 16th century in Naples, Italy. Pizza was eaten by the poor mostly and was not a serious form of cuisine. During this time pizza was not as fancy as it is now. It was a simple white sause covering the dough. It was not untill centeries later the Italians started the experiment different toppings on the pizza. In the 1889 in Naples, Raffaelle Esposito the margherita pizza was created. The pizza features tomatoes, basil, and mazzarella, it was the first time chesse has been used on the dish. Pizza has evolve over the years in different regions in Europe and America. America caught on the pizza trend after Italian immigrants brought it over during the 19th century. In present day customers have
Was the plaintiff a victim of job discrimination, which infringes Title VII of the Civil Rights Act of 1964, also identified as the Fair Employment Practices Act? Therefore, in regards to this case, before a presiding can be delivered, there are a number of questions that must be answered.
Analyze the diversity of the positions within each occupational group. Although the company does not have an affirmative action plan, it would be prudent to establish the fact that diversity helps the company grow.
In North Carolina a Dunkin’ Donuts franchise will go to federal court after a company’s plant manager withdrew a job offer to Darrell Littrell after he told the manager his would not be able to start working until after sunset Saturday because Adventists observed Sabbath. The manager then withdrew the job offer to Littrell and the Equal Employment Opportunity Commission is charging the franchise because they refused to hire Littrell because of his religious beliefs
However, for the accusing of the religious discrimination, employers may have a lot to say. The key point of this case is that the employers don’t know about Kareem’s religion and his religious practices need. In this case, Kareem claims the employer’s failure to reasonably accommodate religion. To establish a prima facie case, he has to show three following things. The first is the existence of the conflict between his religious practices and an employment requirement. Secondly, he should ensure that the employer really know about his religious
Rules and laws for employment are set to protect the working people of this country. But, at the same time these rules also protect the employer. Nevertheless, one must remember that the rules and regulations created by this nation have led this country to become a top member in the global market. So not only such laws help this nation to stay productive, but they also help the country to stay ethically correct. This is very important for this nation, this nation is one that shares many cultures. Such foundation brings great strengths to this society, and that is the reason why one must do anything possible to protect it. Laws help to protect moral principles, and values of those who are viewed as different by many individuals in American society. There is always a right and wrong when employment laws are set by organizations, but such ideas must also be set to
In today Society’s motivation is key to success when running a business. It is always important to know whom to trust when it comes to be a perfect a store manager, also you need to be aware of the type of employees you have to perform the journey with you. In the case study playing the manage role has many problems to deal with, but one is definitely motivation. What is motivation? Motivation is the general desire or willingness of someone to do something (Mariam Webster, 1947). With all that being said let see how the team of perfect Pizzeria in Southville Southern Illinois get to react when their manager place a notice on the bulletin board of anyone who found guilty would immediately be determinates.
Many employers have grooming policies that are a part of the rules and regulations of the business. In the case involving FedEx and Mr. Polk, he, nor other employees within FedEx should be allowed to violate the grooming policy by a religious proclamation. Under the prohibited employment policies and practices regarding reasonable accommodation and religion, the law requires an employer to satisfactorily accommodate an employee’s religious beliefs or practices, unless doing so would cause difficulty or expense for the employer (Bernardin & Russell, 2007). Mr. Polk’s job title with FedEx requires him to interact with customers, if Mr. Polk’s dreadlocks were causing adverse reactions by customers, this would affect the long-term profitability
Domino’s started back in 1960, in the USA, when Tom Monaghan founded Domino's Pizza. Through franchising, Tom opened up many more Domino's Pizza stores. He expanded the Domino's chain around the world, creating a leading pizza delivery business. Their passion for delicious homemade pizza has earned them loyal customers all across the world. (Domino's, 2017)
Domino's sales have increased in recent years, especially from the pizza chain’s international business. In 2012, domestic franchise net unit growth was $21million while international net unit growth was $492 million and net income inclined to $112.4 million from $105.4 million in 2011(annual report in 2012).
During his time at the department, Booth was a member of the Rastafarian religion. This religion is the “belief in the Judeo-Christian God and is based on Judaism and Christianity, with an emphasis on Old Testament laws and prophecies and the Book of Revelation” (Rastafarianism). Furthermore, the use of dreadlocks in this religion is a “sign of African identity and religious vow of separation from wider society” (Booth). As a result, Booth is required to have dreadlocks at all times as part of his religion. However, officers in the workplace were required to have no longer than two inches of hair length. Booth’s violation of the dress code received multiple complaints. One of which was to “remove his dreadlocks to comply with the dress code policy” (Booth). After multiple requests, Booth decided to get in contact with a superior and urge an end to this matter. However, the matter didn’t end the way Booth was anticipating. He was “denied his request for a religious exemption to the policy and was informed that consequences will be given if he did not comply with the policy” (Booth). Even with this in mind, Booth refused to remove the symbols of his religion and decided to take this matter into court. He argued that the dress code policy in the department violated his right under the First Amendment. Booth also listed employees that violated the policy but were still allowed to
According to Dave Ramsey several different employees are asking for several religious accommodations such as to religious dress accommodations. Many employers require their employees to follow a dress code. Employers regulate clothing, piercings, tattoos, makeup, nails, hair, and more. For the most part these dress codes are legal as long as they are not discriminatory. For example, men and women can have different dress codes if the dress codes do not put an unfair burden on one sex. However, even if a dress code is discriminatory, an employer does not need to make exceptions for certain employees, if doing so would place an undue burden on the employer. For example, if someone’s religion said they could not wear pants but they worked at a factory that required them to wear pants, a court would likely side with the employer as the pants are for the employees safety (Bryars, 2011).
Stopping discrimination in business is a must. Discrimination is treating, or proposing to treat someone unfavorably, because of how that person looks or his or her family background. It is a bad racial act that needs to stop. Many of Americans are discrimated and prevented from getting a job because of how they look, act or where they are from. Employers can be held legally responsible for doing such things. They are working on an equal opportunity policy term that will set out clear and simple rules of what's acceptable and what's not acceptable in the workplace. This will minimize confusion for employees, managers, and others at their jobs
With the help of the EEOC many cases have been taken to court and discrimination thrust into the spotlight where it should be to be stopped. One EEOC case was of an Arizona woman who sued an Arizona Starbucks for discrimination while she was an employee in 2015. She had worked for the company for about seven years and throughout those years she asked for reasonable accommodations for important events, but was denied those accommodations most of the time. Finally, after putting up with it for so long the woman filed a complaint with the EEOC, she claims to have been fired soon after for speaking up. Yet “According to the lawsuit, Starbucks told her she was being fired for having visible tattoos”
From “Get the Door, it’s Dominos” to “Fresh, hot pizza delivered in 30 minutes or less guaranteed,” Domino’s Pizza continues to reinvent their slogans like their business strategy (Domino’s Pizza, 2015). Domino’s Pizza, once synonymous with home delivery, uses strategic management tools to manage resources and processes to continue to thrive in the ever changing world. Most businesses are affected by unexpected and sometimes uncontrollable internal and external factors. Internal factors would include retention rates, policies, and the work culture.