Home Research PapersAn benefits, and any other term or condition of

An benefits, and any other term or condition of

            An owner of
a company, major shareholders or top management do not have the right to use
their religious beliefs as a basis for establishing HR policies for
employees.  Us as human bean we have a
choice on what type of religion we chose to follow.  And raise our children with our beliefs.   What accommodates the religious practices of
their employees or future employees in the United States is, The Workplace
Religious Freedom Act (WRFA) is a proposed Amendment to title Under Title VII
of the Civil Right Act of 1964. 
Employers must reasonably accommodate worker’s honestly accurate,
religious, ethical and moral views or practices as long as they don’t harm themselves
or others.  A sensible religious
accommodation would change to the work environment that will allows employees
to practice their religion or natural beliefs, ethical or moral.  The law protects all aspects of religious
observance and practice as well as belief and the terms of religion.  Some of the religion you will encounter are
like very broadly for purposes of determining what the law covers. Under the
title VII of the Civil Rights Act (WRFA) it protected you from different types
of religion such as a traditional, organized religions like Buddhism, Christianity,
Hinduism, Islam, and Judaism, but also others who have sincerely held
religious, ethical or moral beliefs.  The
law disallow discrimination when it comes to any aspect of employment, including
hiring, firing, pay, job assignments, promotions, layoff, training, fringe
benefits, and any other term or condition of employment. The law requires an employer to reasonably
accommodate an employee’s religious beliefs or practices, unless doing so would
cause means an employer may be required to make reasonable adjustments to the
work environment that will allow an employee to practice his or her religion. Unless it
would be an undue hardship on the employer’s operation of its business, an
employer must reasonably accommodate an employee’s religious beliefs or
practices. This applies not only to schedule changes or leave for religious
observances, but also to such things as dress or grooming practices that an
employee has for religious reasons. These might include, for example, wearing head
coverings or other religious dress (such as a Jewish yarmulke or a Muslim
headscarf), or wearing certain hairstyles or facial hair (such as Rastafarian
dreadlocks or Sikh uncut hair and beard). It also includes an employee’s
observance of a religious prohibition against wearing certain garments (such as
pants or miniskirts). When an employee needs dress or grooming accommodation
for religious reasons, he or she must inform the employer of such. If the
accommodation doesn’t cause undue hardship or put others in a safety hazard,
the employer must accommodate the employee. It cannot interfere with the rights
of other employees. Human resource must be neutral when it come to dealing with
employees and their religious beliefs. A good example of this would be if a Jew
and Muslim are working in the same company or business having a problem in the
business or have a problem with each other. The human resource must treat them
equally even if he or she is a same religion as them. They must support both
and help them to find a middle ground to work, in some cases this is not easy
to do. But that’s not all, if a human resource does show favoritism or supports
a group because of the employee religious belief, he or she will be breaking
the law. Some laws protect employees from this event and can harm the company
or business bad, that’s the reason a lot of company or businesses are so
careful of who they hire for a human resource.

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