rel212 week 2 discussion response n w

respond to this post in 5 sentences or more..

Jainism in the Workplace

Hello class! This week poses an interesting case study as I had something similar happen to me at my work, which I’ll get into shortly. Let’s get to the questions at hand.

Jainism is very much a religion of peacefulness, understanding, respect, and non-confrontation. During my reading and research this week, I was surprised by this religion. I had not heard of it before and seeing how dedicated they were to being nonviolent and to avoid being materialism and absolutism is inspiring. Also their view on the fact that there is no greater God that dictates the universe was a very refreshing view compared to the numerous Gods we’re going to get into (not counting the millions of Hindu we covered this week too). One thing that stands out for me in this scenario is how the employee would react. As Fisher points on on page 125, Jains try to avoid anger and being judgmental as they try to stay open-minded and see other points of view. Our employee would most likely try to understand the reason for the denial, trying to see the manager’s point of view. Our employee may realize that they asked for the entire office to participate without asking any of them and may come back with a second request for only themselves. They will try to find why the manager would say no so they weren’t only looking at it from their one perspective.

Now, did the manager do the right thing? Yes and no and maybe. I don’t think we have enough details to fully give a solid answer. Does he have the right to deny our employee from their religious practice? As Omar linked in his PIN to the EEOC website, no. Employers are required to provide religious accommodations as long as it does not create an excessive burden on the employer. Would allowing the employee to do their practice harm the company? Most likely no. Would allowing the entire office to stop their production and practice a ritual that they’re not even a part of place undue burden on the company? Most likely yes, not counting the potential liability that could occur if there were other religions present that may take offense to the request. However, should the entire office be of the same religion, would it still be undue burden? Perhaps then it could be a staggered schedule to accommodate the office.

As far as the plan to move forward, the best course of action would be for the manager to sit down with the employee to see how much time they needed and if there was a specific time that she needed to complete the prayers. The manager should then have a list of options available for that employee. It could include giving them excused time to complete their time, or possibly providing the employee with a break accommodation. Maybe they need to do their prayers at 9:00 but their break isn’t until 10:00 – would moving this time help both parties? My example is that an employee on my team is on a new schedule and needs to do prayers at 2:00PM. It only takes a few minutes and the employee was more than happy to do it on their own break time, but needed their break time moved up. Without question I was able to work with my scheduling team and made the necessary arrangements to help the employee. Can something similar work for this employee in our example?

Fisher, M. P., Rinehart, R. (2016). Living Religions, 10th Edition [VitalSource Bookshelf version].
eeoc.gov/eeoc/newsroom/wysk/religious_discrimination.cfm