W1 Class 2 Discussion reply
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Date
Nov 24, 2024
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Uploaded by ChancellorCaterpillarMaster1178
Hi Lamboni,
Thank you for your post. I agree with you that the problem started during the hiring process. Sam
would have laid company’s policies about culture and religion to prevent issues that would raise
controversies. If the Constitution did not exist, Sam would have fired employees who had
cultural or religious beliefs that interfered with his business. Besides, local customs would have
been used to determine which practices are good relating to religion and business. Although the
Religious Freedom Act of 1993 and Title VII of the
Civil Rights Act
of 1964 provide that
employers can refuse to accommodate employee’s religious beliefs if it is clear the
accommodation will create an undue hardship to the business, Sam’s agreement to accommodate
Sandra’s Christianity belief acts as a verbal contractual agreement (US Equal Employment
Opportunity Commission, n.d) Therefore, Sam should continue accommodating Sandra’s beliefs
but should engage her and re-negotiate the issue to avoid legal action.
Reference
US Equal Employment Opportunity Commission (n.d). Title VII of the Civil Rights Act of 1964.
Retrieved from,
https://www.eeoc.gov/statutes/title-vii-civil-rights-act-1964
Hi Alfred,
I appreciate your post. The US Constitution sets clear guidelines that control citizens, corporates
and the government’s actions to ensure there is a balance among all the entities. Therefore,
without the Constitution, Sam would decide how to treat his employees without considering their
welfare. On the other hand, Sandra would decide to quit her employment or forego her religious
beliefs. However, the presence of the Constitution regulates Sam’s and Sandra’s actions to ensure
there is a balance to ensure Sam’s business does not face a hardship that would make it collapse,
while Sandra and other employees are respected and work in a dignified environment. Although
Sam’s decision to stop providing birth control health insurance is more of a business decision to
caution it from the economic downtowns, employees should understand that the COVID-19
vaccine is a government guideline to control the spread of the disease and should take the
vaccine unless they prove that taking the vaccine would have adverse health impacts or it is
against their sincerely held religious beliefs and practices. However, under Title VII of the
Civil
Rights Act of 1964
, Sam should ensure that his workers work in an ideal environment free from
any form of discrimination to avoid legal action (US Equal Employment Opportunity
Commission, n.d).
Reference
US Equal Employment Opportunity Commission (n.d). Title VII of the Civil Rights Act of 1964.
Retrieved from,
https://www.eeoc.gov/statutes/title-vii-civil-rights-act-1964
Hi Kelly,
I enjoyed reading your post. If there was no constitution in the United States to regulate Sam’s
decision, he would decide to fire Sandra or else she would comply with his policies in favor of
the business. However, I believe there would be customs to follow concerning employees’
religious beliefs and how employers should handle them. The decision to stop supporting birth
control health insurance does not warrant any legal action since this was done to reduce business
expenses due to COVID-19 economic effects. However, under the Title VII of the
Civil Rights
Act of 1964,
Sam should not impose his religious or cultural beliefs on his employees (US Equal
Employment Opportunity Commission, n.d). Since Sam had agreed to accommodate Sandra’s
beliefs, he should initiate negotiations and explain to her the business implications of going to
work on Sunday. She may be convinced and decide to adjust. However, suppose the parties are
unsatisfied and decide to take legal action. In that case, Sam has to prove that Sandra’s religious
belief is causing hardship to his business, while Sandra has to show that her Title VII rights have
been violated.
Reference
US Equal Employment Opportunity Commission (n.d). Title VII of the Civil Rights Act of 1964.
Retrieved from,
https://www.eeoc.gov/statutes/title-vii-civil-rights-act-1964
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