Discrimination Case

Chapter 14: Page 358 Question 3:

The company did not make reasonable accommodations for Mary. They were already displaying religious symbols and by them doing that, Mary thought it would be ok for her to display her religious beliefs. The bank manager was in fear of offending non-Christians by Mary's display of the Nativity Set but the display of the Menorah could be offensive as well. Just because the bank does it, doesn't mean it is less offensive. If the manager was willing to work with Mary then it would have been ok but they did not want to offend anyone. Mary needs to contact the EEOC and explain to them her case because she has a case of violation of Title VII of the Civil Rights Act. It is against the law to terminate any employee for the religious beliefs as long as it does not hinder the work of the employee or cause undue hardship for the employer.

Chapter 14: Page 358 Question 2:

Prestige needs to accommodate both religious and non-religious employees. The best way to do this is to provide an office space that will be designated to the Muslims so they can pray and not disturb other employees. The company cannot terminate the Muslim employees because their religion calls for them to pray at certain times and where ever they are. By providing a quite un-distributive space for the Muslins to worship and pray, they are able to accommodate both religious and non-religious employees.

Chapter 15: Page 375 Question 1:

Jose has a case based on the Immigration Reform and Control Act. This Act prohibits employers from discrimination for national origin or for citizenship when the applicant is lawfully permitted to work in the United States through a permanent residence card or a green card, (Moran, 2011). As long as the American Heartland Corporation has 4-14 employees than Jose has a case but if less than 4 employees than the Title VII of the Civil Rights Act does not protect Jose.

Chapter 16: Page 392 Question 2:

Harvey does have a case against age discrimination. Harvey is 65 and is protected by the Age Discrimination in Employment Act (ADEA). The Act protects employees over the age of 40 from being replaced by a younger employee. Even though the new employee that replaced Harvey is in the protected group, it doesn't matter. If Harvey can prove that the company terminated him because of his age and replace purposely by a younger person then he does have a case. It doesn't matter if a 40 year old is replaced by a 39 year old or a 65 year old is replaced by a 45 year old, they are all forms of Age Discrimination.

Chapter 12: Page 412 Question 1:

For one thing Stephanie cannot be terminated for a work related injury. She is protected under the American with Disabilities Act (ADA). The ADA requires