rganization’s goals but also ensure the best condition of every employee to assist them in reaching their fullest potentials which, in turn, will benefit the organization at large. Illegal discrimination is a major hindrance to this.
With proper knowledge of the existing laws, managers like me will know that Fatima and the group of Christian employees’ request to claim their rights of practicing their faiths as a Moslem and as Christians, respectively, is not uncommon; obviously, the population of workers in the United States have diverse cultural backgrounds. As promulgated by the Federal Law under “Title VII of the Civil Rights Act of 1964,” I know that every employee has the right to observe their faithful practices which may include but are not limited to style of dress, praying, and fasting (Mathis & Jackson, 2008, p. 106).
Because there seems to be an impending conflict, it is only right to meet with both parties and inform them about the law, their right, as well as their limitation. Special arrangements shall be made to meet only the “possible and reasonable” demands of both parties as long as their work requirements and their productivity will not be affected (Pakroo, 2008, p. 119). The parties, too, cautioned of discriminating anyone who do not share the same faith as they do; and instead, they should practice their faith within the bounds of existing laws by preventing illegal harassment such as “severe insults or threats... meant to harass or intimidate an employee on the basis of religion” to avoid legal actions as well as to promote harmony within the workplace (FindLaw, n.d.).
FindLaw. (n.d.). Religion in the workplace. Retrieved from http://employment.findlaw.com/employment/employment-employee-discrimination-