- Describe reasonable accommodations. Chose a side in the Hardison case outlined in the textbook, pp. 211-213. Debate whether you agree or disagree with the court’s ruling in this case. Support your decision and discuss the Equal Employment Opportunity Commission guidelines.
PLEASE REPLY TO MY CLASSMATE RESPONSE TO THE ABOVE QUESTIONS AND EXPLAIN WHY YOU AGREE? (A MINIMUM OF 125 WORDS or MORE)
Reasonable accommodations mean that an employer is trying to acclimatize the work environment, to a certain extent, for employees who practice religious beliefs. This can be in the form of accommodating a specific schedule. I do not agree with the court’s ruling in this case because the employee was given a schedule that accommodated his religious needs when brought to the company’s attention. Because the employee earned seniority in the position he was currently in, he transferred to a completely different department which set him back to the bottom of the totem pole; this new position had not promised a schedule that guaranteed the necessary time off for his religious practice nor was it brought to the new department’s attention. The employee should have ensured this accommodation before making the switch. The EEOC guideline in reference to reasonable accommodations state that if the employers attempt to make accommodations cause excessive hardship, the employer can terminate the employee (Cihon & Castagnera, 2017). The hardship existed when there was no way of replacing this employee job duties without the company having to pay out of pocket, above the normal salary. It wouldn’t be worth it to keep such an individual, especially if he was negligent in accepting a position that he knew had different working hours than his previous location. The employee also caused more company hardship in not showing up to work, causing loss of productivity and the company having to pay another employee overtime to come into work these absent days.
Cihon, P. J., & Castagnera, J. O. (2017). Employment and labor law (9th ed.). Boston, MA: Cengage Learning.
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