employment

by myvalk 4 Replies latest watchtower beliefs

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  myvalk

  anyone know what the latest thoughts are on employing a d/fellowshipped person. isnt it against ceasers law to discriminate against one for religious reasons?
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  one

  !!!
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  one

  Even if you dont find a jw written policy. She/he or any reasonable person knew what she/he was getting into before becoming jw AND usa courts wont touch religions, until now.
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  blondie

  Here is a site that can help you see what your rights might be. This is a case of winning the battle but losing the war. If the employer and the other employees are all witnesses, how comfortable will it be to work there if the federal government can enforce this. But if you are in leaving you are going to lose money and not get a good recommendation due to no fault of yours, it might be worth checking with a lawyer trained to handle this. It doesn't matter about the internal organizational rules. Legally they are required to follow this rules. For example, if it was proven that they were not hiring equally qualified people of another religion, they could be in trouble if the proper documentation was there. More information is on the website below.

  http://www.eeoc.gov/types/religion.html

  Religious Discrimination

  Title VII of the Civil Rights Act of l964 prohibits employers from discriminating against individuals because of their religion in hiring, firing, and other terms and conditions of employment. Title VII covers employers with 15 or more employees, including state and local governments. It also applies to employment agencies and to labor organizations, as well as to the federal government.

  Under Title VII:

  • Employers may not treat employees or applicants less - or more - favorably because of their religious beliefs or practices. For example, an employer may not refuse to hire individuals of a certain religion, may not impose stricter promotion requirements for persons of a certain religion, and may not impose more or different work requirements on an employee because of that employee's religious beliefs or practices.
  • Employees cannot be forced to participate -- or not participate -- in a religious activity as a condition of employment.
  • Employers must reasonably accommodate employees' sincerely held religious beliefs or practices unless doing so would impose an undue hardship on the employer. A reasonable religious accommodation is any adjustment to the work environment that will allow the employee to practice his religion. Flexible scheduling, voluntary substitutions or swaps, job reassignments and lateral transfers and modifying workplace practices, policies and/or procedures are examples of how an employer might accommodate an employee's religious beliefs.
  • An employer is not required to accommodate an employee's religious beliefs and practices if doing so would impose an undue hardship on the employers' legitimate business interests. An employer can show undue hardship if accommodating an employee's religious practices requires more than ordinary administrative costs, diminishes efficiency in other jobs, infringes on other employees' job rights or benefits, impairs workplace safety, causes co-workers to carry the accommodated employee's share of potentially hazardous or burdensome work, or if the proposed accommodation conflicts with another law or regulation.
  • Employers must permit employees to engage in religious expression if employees are permitted to engage in other personal expression at work, unless the religious expression would impose an unde hardship on the employer. Therefore, an employer may not place more restrictions on religious expression than on other forms of expression that have a comparable effect on workplace efficiency.
  • Employers must take steps to prevent religious harassment of their employees. An employer can reduce the chance that employees will engage unlawful religious harassment by implementing an anti-harassment policy and having an effective procedure for reporting, investigating and correcting harassing conduct.

  It is also unlawful to retaliate against an individual for opposing employment practices that discriminate based on religion or for filing a discrimination charge, testifying, or participating in any way in an investigation, proceeding, or litigation under Title VII.
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  one

  Any jurisprudence?