Chapter 5 Flashcards
The majority of workers say Muslims face more religious discrimination in the workplace than any other group.
True or False
True
When employees need religious “reasonable accommodations,” they are not protected under Title VII.
True or False
False
Given that the request is legitimate, an employer has the duty to provide the employee with a reasonable accommodation, even if undue hardship is caused to the business.
True or False
False
It is generally bad policy to ban all private religious communication at work.
True or False
True
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Before 1964, it was uncommon to see overt religious discrimination in the workplace.
True or False
False
The Courts have found that “religion” includes:
Only traditional organized religions
Traditional organized religions as well as new, informal, small, or personal religions
Organizations for worshipping established for over 100 years
Having at least 15 members
Traditional organized religions as well as new, informal, small, or personal religions
A clear definition of religion has proved elusive because:
People can only perceive religion through their own understanding
Religion is impossible to define
The meaning of “religion” has changed many times over the past century
Religious beliefs are so diverse and uniquely personal
Religious beliefs are so diverse and uniquely personal
For Title VII purposes, religious beliefs cover:
Strongly-held beliefs
Life altering choices or actions
The underlying reasons of why people do what they do
The ultimate ideas about life, purpose, and death
The ultimate ideas about life, purpose, and death
Title VII requires employers to accommodate only religious practices arising out of _______ beliefs.
Reasonable
Sincerely-held
Long-term
All of the above
Sincerely-held
Under reasonable accommodation, an employer is not required to:
change its shift management schedule
order other employees to work alternate shifts
violate seniority rules to accommodate an employee
All of the above
All of the above
The level of reasonable accommodation has been characterized by the courts as “de minimus,” meaning
The less the better
As much as possible
Not very much
Unnoticeable amount
Not very much
Which of the following is a good example of accommodating a request for religious advocacy?
Give permission for employees to send companywide email blasts about religious beliefs
Allow the requesting employee 10 minutes to share religious beliefs over the company intercom
Provide for a time and place for religious discussions before and after work and on breaks.
Hold mandatory diversity meetings and allow individual employees to explain their religious beliefs to the company.
Provide for a time and place for religious discussions before and after work and on breaks.
Religious communication can create undue hardship on an employer if it disrupts the work of other employees or:
Constitutes unlawful harassment
Represents an unpopular religion
Is based on a religion that differs from the majority of customers
All of the above
Constitutes unlawful harassment
Over the past two decades, _________ immigration has been on the rise and _________ immigration has declined.
Christian : Islam
Islam : Christian
Hindu : Islam
Christian : Hindu
Islam : Christian
Which religious groups have seen the largest increase in workplace discrimination over the past decade?
Muslims and Hindus
Atheists and Christians
Christians and Muslims
Hindus and Buddhists
Muslims and Hindus
Religious observances include a broad range of activities that could include:
formal meeting attendance
public praying
proselytizing or abstinence from some common practices
All of the above
All of the above
In cases where an employee’s religious practice conflicts with a work assignment, Title VII requires that the employer:
Tolerate the employee’s religious beliefs for at least six months
Let all other employees know of an employee’s conflicting religion
Find a legitimate reason to terminate the person
Make a reasonable accommodation
Make a reasonable accommodation
When looking at whether an accommodation is an undue hardship, courts look to:
The employer’s efforts
The cost of accommodation
The size of the employer
All of the above
All of the above
In the Hewlett-Packard Company case, an employee who objected to the firm’s diversity policy posted anti-gay verses from the Bible at his desk. The court that ultimately heard that case found an undue hardship because:
It was impossible for HP to accommodate religiously-motivated expressions that violated its core human resource philosophy.
It was not reasonable to allow one employee to make other employees annoyed during their working hours
Employees are not allowed to share religious beliefs so boldly
It is against the law to use scripture to discriminate against others in the workplace
It was impossible for HP to accommodate religiously-motivated expressions that violated its core human resource philosophy.
Why was it permissible for a Jesuit university to deny a qualified Jewish philosophy professor a teaching position at the university on the basis of his religion?
The Jesuit university had a completely different teaching format that the Jewish professor had never been exposed to
The requirement that a professor also be a Jesuit was wholly consistent with the university’s mission to expose students to education in the context of the Jesuit tradition.
It is against the Jesuit religion to learn anything from a Jewish teacher, no matter the education level or subject matter
None of the above answers are correct
The requirement that a professor also be a Jesuit was wholly consistent with the university’s mission to expose students to education in the context of the Jesuit tradition.
