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Essay on religion in the workplace
Essay on religion in the workplace
Ethics and religion in the workplace
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Accommodating religious expressions in the workplace can be a very hard and touchy issue. There are many concerns and legal issues that need to be addressed by an employer to make sure that everything works out smoothly. Unfortunately this whole process is easier said than done. Just simply the fact that there are many religions that need to be accommodated for. Such religions are Christianity, Islam, Buddhism, and Hinduism just to name a few. Each religion has different sets of beliefs and opinions, and it is the HR manager’s job to make sure that each member of the team is treated fairly and respectfully.
As was stated a few sentences ago, there are many legal concerns that are raised when it comes to religious expressions in the workplace. Eileen P. Kelly says in her article “Accommodating Religious Expression in the Workplace,” “In general, employees bring religious discrimination suits on three bases (1) disparate treatment, (2) religious harassment or (3) failure to reasonably accommodate their religious beliefs.” (Kelly, 2008). Well according to the United States Department of Labor, “Title VII (Civil Rights Act of 1964) requires federal agencies, upon notice of a request, to reasonably accommodate employees whose sincerely held religious beliefs, practices or observances conflict with work requirements, unless the accommodation would create an undue hardship.” ("Religious Discrimination and Accommodation in the Federal Workplace," 2015). An undue hardship is when an employee’s need for an accommodation requires too much
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action from or resources from the employer as we saw in the text. This could involve a situation where a Muslim woman would need to abide by the Islamic dress code for women. Some jobs would be inclined to make an exception for such a woman since it is not an enormous burden. However, if the woman were to ask that the cafeteria would not serve pork, then that is considered an undue hardship for that would not be fair to the other employees who do not have an issue eating certain foods. This is just one type of concern that an employer must deal with. One other issue that a HR manager or employer must continually deal with is making sure that employees are showing each other respect. As is clearly seen across the world, sexual harassment amongst employees is an ongoing epidemic. Another form of employee abuse can come in terms of religion. Members of different faiths are always going to find each other and that can sometimes create friction. Take for instance Christianity and Islam. These faiths have a lot of differences between them and that can lead to disharmony at work which leads to poor performance. A good and effective HR leader will bring the employees together and help to resolve any differences before things get out of hand. One effective way to bring employees together is through little get-togethers and hang outs. In other words, let the employees get to know each other outside of the work environment and good things could come about. Nobody or business is perfect, and all are going to have a fair share of problems.
But being a good manager is having the ability to limit these problems and keep them to a minimal. When situations do arise, it is important to be calm and stay focused. One of the greatest tools of a successful HR leader is the ability to listen. Listen closely to each and every employee’s concerns. That in return will make obstacles much easier to
tackle.
In accordance with Title VII of the Civil Rights Act of 1964, any hiring, terminating, and other terms and conditions of employment utilized as means of religious discrimination against an employees is prohibited. Unless, the workers religious request was causing their employer undue hardship. These acts are mandated that employers reasonably accommodate their full time employees’. Reasonable
Religious Repression In what ways do countries differing religions affect our ever changing society? Does our diversity, combined with our lack of resources and overpopulation, ensure constant violence? I believe that the religious persecution of certain nations has been nothing more than denial of a human right. In Brave New World, Huxley predicts an all powerful government: “the world state”.
Jones, T. and Erickson, E. (2013). Recent Developments in Religious Accommodation in the Workplace. Employment & Labor Relations Law, 12(1), 8-13
Department of Defense, Under Secretary of Defense for Personnel and Readiness. (2014).Accommodation of religious practices within the military services (DoDI 1300.17). Retrieved from website: http://www.dtic.mil/whs/directives/corres/pdf/130017p.pdf
In this article, the woman in question is Carole Smith, a security worker at a major airport who identifies as a Wiccan witch. She has had numerous incidents of workplace complaints from those she works with and she herself has filed complaints against her coworkers unrelated to her religion. However, all of these serious complains came in after her report of religious discrimination. These c...
Religion is a subject that should be treaded on lightly during an interview. Questions regarding religious preference cannot be asked. An interviewer cannot even ask the question of “Which religious holidays do you observe?” instead if the in...
Religious Discrimination according to the Equal Employment Opportunity Commission, involves treating a person (applicant or employee) unfavorably because of his or her religious beliefs. It can also involve treating someone differently because that person is married to or associated with an individual of a particular religion or because of his or her connection with a religious organization/group. Today, most twenty-first century managers are familiar with Title VII of the Civil Rights Act of 1964, which states that failing or refusing to accommodate an employee’s religious practices, or taking adverse employment action based on a person’s religion can result in charges of discrimination (EEOC). Therefore, managers should not use or inquire about an individual’s religious beliefs unless an accommodation is requested.
Atheism is not considered a religion, but a religious belief. One could argue in the workplace that you are not breaking any boundaries. However, if you are forcing religion on someone then a line has been crossed. According to Brierton (1992) he states that, “the owners of Townley Engineering required all employees to attend weekly nondenominational devotional services. Employees were paid to attend and were required to sign a statement agreeing to follow all employee handbook policies of which the weekly services were listed. Louis Pelvaz an employee of Townley asked to be excused from the services because he was an atheist” (p.414).
Snider, M. A. (2004). Viewpoint discrimination by public unversities: student religious organizations and violations of university nondiscrimination policies. Wash. & Lee L. Rev., 61, 841
Sociology in its basic most broad definition is the study of society and social behavior. Which includes all variables that govern and affect how masses act and react under different circumstances. This includes values, traditions, morals, ethnic identity and most importantly; religion. Religion has been, for as long as humans existed on this earth, the foremost perception that controls society and govern its behavior. Some would even argue that religion is the source of human morals, traditions and values.
...oyment. Under this act Employees cannot be forced to participate, or not participate in a religious activity as a condition of employment. Employers may not treat employees or applicants less - or more - favorably because of their religious beliefs or practices. Managers must also reasonably accommodate employees' sincerely held religious beliefs or practices unless doing so would impose an undue hardship on the employer. If other employees’ do not like the person the manager must do everything in his power to prevent religious harassment in the workplace (The U.S. Equal Employment Opportunity Commission).
Religion plays an enormous role in the history of mankind. Wars have been fought over it, lives have been surrounded by it, and it has directly or indirectly shaped the lives of many individuals. Culture and religion play a large role in developing each other. People’s religion is decided by their culture. The prominence or the lack of religion will develop someone’s religious identity have play a core role in determining what that person believes.
When it comes to religious beliefs, people have opinions that can be very conservative, to people who have extremist opinions. It is nearly impossible to say whose opinions are correct, but one thing that can be found in their opinions is a middle ground. From religion to religion, people tend to have some degree of similarities in their beliefs or practices. I saw something parallel to this during my interviews. I interviewed four very different people, from different generations, and different religions, yet I found similarities within many of their answers.
Vorys, Sater, Seymour and Pease LLP. (2002, October). Religious discrimination – Accommodating differences in the workplace. Retrieved from: http://www.vssp.com/CM/Articles/articles871.asp
Discrimination based on or derived from religion has been a cause of significant suffering. Prejudice directed against people based on their religious beliefs, practice, identification or association has resulted in a wide range of discriminatory practices. Prejudice and discrimination based on religion continue to be problems even in countries that otherwise has achieved a high level of religious diversity. Prejudice based on religion has been used to justify discrimination against those with different religious beliefs, individuals of various ethnicities, those who are not exclus...