When can an employee’s religious belief qualify as a bona fide occupational qualification
1.When can an employee’s religious belief qualify as a bona fide occupational qualification? 2.Answer Human Resource Dilemma, Ch 14, #1, p. 355. (Milton, Madden & Herman) In the law firm of Milton, Madden & Herman (“MM&H”), a request has been filed by two Sikhs to wear turbans. Although MM&H’s dress code does not speak to this issue, MM&H decides to prohibit this attire. How would you advise the Sikhs to proceed? 3.Answer Human Recourse Dilemma, Ch 15, #3, p. 374. (Johnny Carlton) Johnny Carlton attended the University of Lebanon while his father was stationed in the military in that country. When Kurt Munson reviews Carlton’s application for employment, he asks Carlton why he chose to attend college there. Carlton explains. When Carlton, who is qualified for the position, is subsequently denied, he reasons that Munson’s inquiry was a determining factor. Carlton initiates a Title VII claim for national origin discrimination. Munson asserts that Carlton does not fall under that protected class. Is Carlton covered? 4.Answer Human Resource Dilemma, Ch 16, #2, p. 394. (Harvey Jameson) Harvey Jameson was recently terminated as comptroller at the age of 66 from Better Beef, Inc. His replacement is Tammy Parker, age 45. Because both he and his replacement are covered under the ADEA, Jameson is wondering whether he is precluded from suing 5.Answer Human Resource Dilemma, Ch 17, #3, p. 417. (Rita Hall ) Rita Hall has kidney failure and is forced to be on dialysis three times a week. She is a financial analyst for Bull and Bear. She is asking for three afternoons off each week. Hall is offering to work late two days and on Saturdays to make up the remaining time off. She does not believe this will adversely affect her duties. Bull and Bear refuses, claiming it is disruptive to the work environment. How would you advise Hall to proceed?
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