Cara has been employed by for 10 years as a sales associate in the women’s department. After she became a Muslim, she decided to wear a burka, a full-body cloak, with a small mesh-like screen to see through. When she reported for work wearing burka, her employer told her that she was in violation of the company’s dress policy. Cara was told to change her clothes or go home. Cara refused to change her clothes and left. She was contacted by her employer later that day and was told that she could continue to work for the company in the stock room at no reduction in pay.
|Dalton Department Store has no liability under Title VII because Cara was offered a reasonable accommodation|
|Cara has an actionable claim under Title VII because she was demoted and are not considered reasonable accommodations.|
|Dalton Department Store is liable for religious discrimination because there was no evidence that their customers would have been offended by Cara’s clothing.|
|Cara does not have an actionable claim for religious discrimination because she was aware of the grooming policy before she decided to follow the Muslim religion.|
The by the Occupational Safety and Health Administration are researched and formulated by:
|state workplace safety agencies.|
|the National Institute for Occupational Safety and Health.|
|the National Labor Relations Board.|
Charity Hospital has 15 Muslim employees in the maintenance department. The hospital had a designated room for their Muslim employees to comply with their religious practice of praying 5 times daily located in the basement. Muhammad, a new employee, refused to use the room in the basement because he felt it degraded his religion to be relegated to the basement. Muhammad used the 3rd floor 3 times per day to pray. His supervisor asked him not to pray in the visitor waiting room. Muhammad continued to use the waiting room and he was fired.
|Muhammad has a claim for religious discrimination because Charity Hospital unreasonably failed to accommodate his religious practice by allo|
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