I just need to add more details to my case study answer. --------- In summary: R
ID: 397724 • Letter: I
Question
I just need to add more details to my case study answer.
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In summary: Recently, the number of people migrating to the United State of America has increased. The immigrants come from different societies, races and religion. Due to such inequalities, there have been great challenges amongst the people of minority races and dominant race. Islamic culture is among the bottlenecks that have been witnessed by the Muslims in State of America.
Legal basis that EEOC hold JBS SWIFT: The EEOC has got the main reason which has been to contain JBS- quickly encroaching rights of the workers through sensible alterations at work that would consent to employees practicing their religion. JBS – quickly fight back to the employees by terminating once they request for some few minutes in the evening in order for them to have some time to pray and fast during Ramadan period. Agreeing to EEOC they authorized that a firm CEO to put up with people who provide labor to them some religious exercises. That condition is not complicated. They just need to reorganize their current schedule and provide some kind of break to be used in praying.
Solutions to the Tyson Situation and the JBS-Swift situation: To draw a distinction, Tyson Foods’ solution used to assist is staff that commemorated a certain holiday to utilize it to do their own things with the mandate from the supervisor. JBS-Swifts’ solution was to be utilized by any staff who needed some moment to pray through permitting them to pray. I think Tyson Foods situations might have tremendous influence to the firm due to the end verdict favor privileges of the staff. Actually the staff gets allowances for extra holiday. Whatever is aiming to benefit any staff or worker should cut across all other workers. JBS might result to more negative outcomes to the employees. It does not state if all workers benefit from five daily breaks.
Case: Religious Accommodation? As immigrants continue to come to the United States from many different cultures and religions, differences will cause some challenges and problems. One area where this has occurred is with Islamic culture and religion in the meat processing industry A plant (a fresh chicken facility) belonging to Tyson Foods, Inc., in Shelbyville, Tennessee, is one example. The company hired about 250 people from Somalia A long-running civil war in their country has forced many Somalis to settle in the United States as refugees, and many Somalis are Muslim The union at the plant requested replacing the paid holiday Labor Day with Eid ulEitr, a religious holiday marking the end of the Muslim holy month of Ramadan. The request was brought up as part of negotiations for a new labor contract, and was part of the overal contract proposal approved by union members. The plant is often open on Labor Day anyway to meet consumer demand during the barbeque season. Along with holiday pay, the workers also received time and a half for hours worked on Labor Day The EEOC says employers may not treat people more or less favorably because of their religion. However, religious accommodation may be warranted voluntary time swaps, transfers, and reassignments are possible means of accommodation, along with other policies and practices. Tyson's consideration of exchanging Labor Day for Eid uEitr brought strong reactions from non-Muslim workers and the general public. The union voted again on the issue and overwhelmingly voted to reinstate Labor Day as a paid holiday. The company's solution was to have eight paid holidays, including a personal holiday" that could be either the employee's birthday, Eid u-Eit or another day approved by the employee's supervisor. That compromise was acceptable to the workers.Explanation / Answer
in question one you have to add the following points:
the company does not come under any institute which has an exception to have religion as the requirement of job. So, it should not consider religion in considering a person for job. To fulfill the religious needs of employees, employer should take care of religious accomadation. this must followed by the companies according to supreme court. religious descrimination is a criminal offense, so all the religions must be given equal importance in providing accomadation. these things are not followed by the company.
2. If the company is able to provide place to the employees to perform their prayers, employees will not leave the workplace for prayers. it adds to the overall productivity. employees will also be motivated by such activities. company has special prayer rooms and muslims are allowed to perform prayers five times a day. if other employees are also given that time for their personal use,we can avoid the conflict. this kind of solutions will have major impact on employees mind set and act as motivating factors.
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