Using the faith symbols in the workplace is the issue that requires a thorough analysis because it can motivate the discussion of discrimination. The analysis bases on the investigation of the rebuttal facts, which prove that religious aspects should be accepted. They can be the essence of somebody’s life, which demands appropriate ethical attitude and respect.
The analysis of the issue concerning the permission to wear symbols of faith in the workplace showed a controversy core. According to the expert investigation, many religious symbols can cause significant hazards on the job. For example, the court defeated the claim of the member of Sikh religion, who did not want to shave. However, the face hair could hinder the ability to achieve a gas-tight face seal with the respirator. The other example is the member of the Holiness Church, who refused to wear trousers, despite the fact that the machinery could potentially catch the skirt. Safety is a crucial aspect in the job performance. However, the above-mentioned examples can be regarded as discrimination. For many people, religion is a sense of life; thus, breaking of the religious rules is betrayal that can negatively influence the individual self-worth. The obligation to accommodate religious practice is present in the nature of the freedom. It is important to understand that religious attributes require a specific behavior and treatment, which is an integral part of the human character. Besides, the law requires employers to accommodate the religious beliefs of their employees. The Equal Employment Opportunity Commission (EEOC) enforces the federal law to prohibit the religious discrimination. Moreover, it induces the employers to allow the religious expression at work, when it does not create undue hardship. Nevertheless, there are also numerous examples when the court ruled in the employee’s favor, despite the fact that the suitor’s actions created discomfort for others.
The investigation shows that Title VII of the Civil Rights Act and the laws of the majority of states forbid the employers to engage in the religious discrimination. The federal law also prohibits the workplace religious harassment. The law defines the possible accommodations that include change of the work schedule to allow the employee to take a weekly Sabbath day off, exceptions to wear the religious dress, and the private space for the prayer.
The analysis shows that the problematic aspect arrives at the solution through the rational discussion between the employer and the employee. Every employer takes care about the safety of the human resource and reputation of the company. Moreover, the operations of any business require compliance with the rules that also include discrimination section. Thus, discussion of the faith symbols in the workplace does not need extensive legal considerations, because every case has the reasonable and effective approach on the job. For example, it would be rational to offer another position for the employee, who follows the specific religious principles that do not correspond to the safety standards of the company. The other solution is to sign a written consent, which includes the description of possible risks encountered by the definite religious practices. Finally, it is important to discuss potential religion-based attributes during the interview. Thus, the candidate has the opportunity to make the right decision in case the proposed work does not correspond to the personal demands.
The analysis of the issue proved that it is important to pay attention to the religious aspects in order to avoid the discrimination. In case the safety standards do not correspond to the individual religious views and practices, it is important to discuss the issue during the interview. The method allows both parties to find the most convenient job arrangement. However, the employer should not forbid the expression of religious aspects because they are integral part of people’s life.
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Linda works as an editor at https://essaysservice.com/helpful-tips-on-revising-your-paper.html. She has always enjoyed working with a variety of literature and being interested in new facts. In addition, she easily finds common ground with many people. She also received her master's degree from American University Washington