In the case of JBS-Swift the CEO, Operation Managers and the Management staff had violate the civil rights of their employees and the EEOC ruled that JBS-Swift had violated the civil rights of the employees they had fired because the caller-up had not provided accommodations for their employees to pray up to five times a day. The comp whatever also was found to have retaliated against workers who had complained. Because of this action more than 300 workers walked out when they was told that they could not have time to pray.
fit to the title V11 of the 1964 civil rights act states that fail or worsen to hire or discharge any individual, or other discriminate against any individual with respect to his compensation, terms, conditions, or privileges of trading because of such individuals race, color, religion, sex, or national origin, or limit, segregate, or classify his employees or applicants for employment in any way that would deprive or tend to deprive any individual of employment opportunities or otherwise adversely arrogate his status as an employee because of such individuals race, color, religion, sex, or national origin.
This basically means that employers may not turn to employees more or less favorably because of their religion, employees cannot be mandatory to participate or refrain from participating in religious activity as a condition of employment, employers must sanely accommodate employees religious practices unless doing so would...If you want to get a full essay, order it on our website: Ordercustompaper.com
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