MGT 380 DISCUSSION SCENARIOS:
Religious Discrimination and Accommodation in the Workplace
Scenario One:
A security company with several hundred employees which provides security services for commercial buildings and armored car services for banks required its messengers (delivery personnel) to wear pants as part of the required uniform. A female messenger at the security company did not want to wear the pants as it was against her religious beliefs to do so. After she is fired for refusing to wear the uniform, she brings a Title VII claim of religious discrimination.
Scenario Two:
Amy, an ordained Presbyterian minister, sued her employer, Anytown Presbyterian Church, alleging that she was sexually harassed by her supervisor (Pastor John Doe) and retaliated against by the her employer. She was removed from her position as Anytown minister after complaining about the harassment. The Church defends that it has a right to choose its ministers under the “ministerial exception” to Title VII, and that the retaliation claims violates constitutional separation of church and state.
Scenario Three:
Ed is a computer engineer and fundamentalist Baptist who is one of several hundred employees of Best Tech in Los Angeles. Ed is offended by the company posters promoting workplace diversity that have been placed around the Best Tech building featuring homosexuals and other minorities. Ed typed in large block letters Bible scripture which appears to denounce homosexuals as an “abomination” who should be “put to death” and places it on the inside wall of his cubicle, located on a busy floor. Passersby can see and read this sign. Ed is terminated for refusing to remove the sign and sues for religious discrimination under Title VII.
Scenario Four:
Ani, a practicing Muslim and customer service representative who had worked for What Now Car Rental since 1999, asked for permission to cover her head with a scarf during December 2001, the holy month of Ramadan, consistent with her religious practice. What Now had previously permitted her to wear a head covering during Ramadan in 1999 and 2000. However, What Now refused to let her wear the scarf, stating that the car rental agency has a “no scarf” policy. What Now had no such policy. Ani was later suspended and then terminated for failure to remove her head scarf.
National Origin Discrimination/Harassment in the Workplace: Discussion Questions
In teams of 3-4, answer the following questions and be prepared to report your findings to the class:
1. Take a poll of your team: How many of you are bilingual? How many of you speak more than two languages? How many languages are spoken in your team (e.g. English[all], Spanish [3], Armenian[2], Hebrew[1] = 4)
2. Have you found their fluency in “other languages” to be advantage in the job market? Give an example(s).
3. Have you ever worked for an employer who had a “Speak English Only” rule? How did that affect the workplace? Have you ever worked for an employer that you believe could have enforced a valid “Speak English Only” rule? Explain.
4. Should undocumented workers be able to bring a wage claim for lack of minimum wage and/or unpaid overtime? How about discrimination claims under Title VII?