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Before you begin this assignment, be sure to familiarize yourself with the following information including laws and their amendments.
Anti-Defamation League. (2012) Religious Accommodation in the Workplace: Your Rights and Obligations. Retrieved at https://www.adl.org/sites/default/files/documents/assets/pdf/civil-rights/religiousfreedom/religfreeres/ReligAccommodWPlace-docx.pdf
Gepp, R. (2017). Religious accommodation in the workplace: Guidance for Avoiding Legal Trouble. HR Daily Advisor. Retrieved from https://hrdailyadvisor.blr.com/2017/05/23/religious-accommodation-workplace-guidance-avoiding-legal-trouble/
HR Hero. (2017) Americans with Disabilities Act (ADA) and ADA Amendments Act (ADAAA). Retrieved at http://topics.hrhero.com/americans-with-disabilities-act-ada-and-ada-amendments-act-adaaa/
Katz, H. C., Kochan, T. A., & Colvin, A. J. S. (2017).Employment law. An introduction to U. S. collective bargaining and labor relations. Ithaca: Cornell University Press, pg. 71-79. Retrieved from Skillsoft Books in the Trident Online Library.
The U.S. Equal Employment Opportunity Commission. Enforcement Guidance on Reasonable Accommodation and Undue Hardship under the Americans with Disabilities Act. Retrieved at https://www.eeoc.gov/policy/docs/accommodation.html
There are primarily two U.S. governmental agencies responsible for enforcing EEO laws. The two agencies are the Equal Employment Opportunity Commission (EEOC) and the Office of Federal Contract Compliance Programs (OFCCP).
Address the following questions in preparing a paper of 2 to 3 pages (not including cover page or reference page.)
Use at least 3 reputable books and/or journal articles found in the Trident Online Library, plus any applicable background readings to support your discussion.
Cite all sources utilized to write your paper.
Raymond F. Gregory
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In a recent survey, 20 percent of the workers interviewed reported that they had either experienced religious prejudice while at work or knew of a coworker who had been subjected to some form of discriminatory conduct. Indeed, according to the Equal Employment Opportunity Commission, the filing of religious discrimination charges under Title VII of the Civil Rights Act of 1964 (which prohibits discrimination in employment based on race, color, national origin, sex, and religion) increased 75 percent between 1997 and 2008. The growing desire on the part of some religious groups to openly express their faith while at work has forced their employers and coworkers to reconsider the appropriateness of certain aspects of devotional conduct. Religion in the workplace does not sit well with all workers, and, from the employer’s perspective, the presence of religious practice during the workday may be distracting and, at times, divisive. A thin line separates religious self-expression—by employees and employers—from unlawful proselytizing. In Encountering Religion in the Workplace, Raymond F. Gregory presents specific cases that cast light on the legal ramifications of mixing religion and work—in the office, on the factory floor, even within religious organizations. Court cases arising under Title VII and the First Amendment must be closely studied, Gregory argues, if we are to fully understand the difficulties that arise for employers and employees alike when they become involved in workplace disputes involving religion, and his book is an ideal resource for anyone hoping to understand this issue.
Scheitle, Christopher P; Ecklund, Elaine Howard.Review of Religious Research; Dordrecht Vol. 59, Iss. 1, (Mar 2017): 1-20. DOI:10.1007/s13644-016-0278-x
Abstract Charges of religion-related employment discrimination have doubled in the past decade. Multiple factors are likely contributing to this trend, such as the increased religious diversity of the US population and the increased interest of employees and some employers in bringing religion to work. Using national survey data we examine how the presence of religion in the workplace affects an individual’s perception of religious discrimination and how this effect varies by the religious tradition of the individual. We find that the more an individual reports that religion comes up at work, the more likely it is that the individual will perceive religious discrimination. This effect remains even after taking into account the individual’s own religious tradition, religiosity, and frequency of talking to others about religion. This effect is stronger, however, for Catholics, Mainline Protestants, and for the religiously unaffiliated. In workplaces where religion is said to never come up these groups are among the least likely to perceive religious discrimination. Jews, Muslims, Hindus, and Evangelical Protestants are more likely to perceive religious discrimination in the workplace even if they say that religion never comes up at work, which makes the effect of exposure to religion in the workplace weaker for these groups. These results show that keeping religion out of the workplace will largely eliminate perceptions of religious discrimination for some groups, but for other groups the perceptions will remain.
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