Religious and National-Origin Discrimination / WEB ASSIGNMENT WEB SITE: http://w
ID: 353757 • Letter: R
Question
Religious and National-Origin Discrimination / WEB ASSIGNMENT
WEB SITE: http://www.eeoc.gov/facts/fs-relig_ethnic.html
1. What requirements must employers meet to avoid liability for harassment based on national origin, ethnicity, or religion? Can employers be held liable for harassment by supervisors and co-workers? What about non-employees under their control? Can employers be held liable for harassment by these workers as well? (3 pts.)
2. What does the EEOC recommend that employers do to prevent harassment on these bases in the workplace? (3 pts.)
3. Title VII requires employers to reasonably accommodate the religious practices of their employees or prospective employees. Are there any exceptions to this requirement? What are some examples of accommodations that employers may be required to make? (3 pts.)
4. If an employee believes that he or she has been subjected to discrimination in violation of Title VII, how can the employee file a complaint, or charge, with the EEOC? What is the time period within which an employee must file the charge? (3 pts.)
Explanation / Answer
1. Employers should follow the policies states in title VII which protects the right of employees from being racially discriminated in their workplace. The employer must take appropriate actions when any such case is reported in their workplace, should not discriminate employees based on their ethnicity, their clothing such as a Hijab and should not pay an employee less salary due to religious discrimination. Yes, employers can be held liable for harassment by the supervisors and the co-workers, and, they may be held liable for harassment by any non-employee under their control.
2. According to the EEOC, if you believe you have been a victim of discrimination based on your religion or ethnicity, you should file a complaint with your nearest field office. The complaint should be made within 180 or up to 300 days from the day of the incident for the authorities to take suitable action against the employer.
3. The only exception to the rule of providing religious accommodations to the employees would be in the case when it proves to provide an undue hardship for the employer. Normally, the employers are required to. Provide accommodation in the form of allowing leave for religious ceremonies and observances, the ability to have a place to pray and the provision of time and the ability to wear their religious garb while in the workplace.
4. If an employee believes he/she had been subject to any such discrimination, they can follow up with a complaint with their nearest field office. This complaint should be done within the time period about 180 to 300 days from the day of the incident. 300 days are allowed in states which follow fair employment practices.