Discrimination and Harassment[WLOs: 2, 3, 4] [CLOs: 1, 2]The Civil Rights Act of 1991 prohibits employment discrimination on the basis of race, color, religion, national origin, disability, or gender....

Discrimination and Harassment        2
DISCRIMINATION AND HARASSMENT
Table of Contents
Introduction    3
EEOC Guidance on Religious Accommodations in the Workplace    3
EEOC & Khan v. Abercrombie & Fitch Stores, Inc., et al., Case No. 11-CV-03162-YGR    4
Issues Umme-Hani Khan Encountered in the Workplace    4
A&F Discrimination and Harassment Actions    5
Laws A&F Need to Consider Important    5
HR Director Actions in Response/Prevention to Umme-Hani Khan's Situation    6
Conclusion    7
References    8
Introduction
This essay analyses three scholarly publications that were created as a result of the Equal Employment Opportunity Commission's (EEOC) investigation into employment discrimination at Abercrombie & Fitch based on religion. As per the United States Equal Employment Opportunity Commission, Title VII of the Civil Rights Act of 1964 fo
ids discrimination that is made on obliges and religion employers for the believes of religion or beliefs of their staff members, it might be an undue burden on the company (n.d.). This proposal would offer the EEOC advice on accommodating religious practices at work. It will take a gander at the difficulties Umme-Hani Khan ran into at work. It will decide if A&F's acts comprise harassment and discrimination. It will assess the parts of the legislation that A&F need to take into account. The actions taken by the HR chief to address or forestall the issue including Umme-Hani Khan will also be evaluated.
EEOC Guidance for Religious Accommodations in the Workplace
The EEOC gave recommendations on accommodations of religion that is based on Section VII of the Civil Rights Act of 1964, concentrating their interests on attire and preparing in the workplace. The guidelines let candidates and laborers to follow their religious traditions regarding preparing and attire at work. Employers are also expected by Title VII to give reasonable accommodations to candidates and laborers were doing so wouldn't place an unnecessary weight on the business. Regardless of whether it conflicts with the corporate clothing standard approach, employers are expected to offer applicants and laborers with dress and preparing guidelines. Since they accept their buyers may feel uncomfortable with the representative's religious attire, a corporation cannot ask applicants or laborers to eliminate it. Employers cannot base their choice to grant a solicitation for religious accommodations in the workplace from a candidate or representative on their reputation. Then again, they may refuse a split the difference if it would ove
urden workplace health or safety. "Employers ought to evaluate their workplace standards, especially those that address prepping and appearance, to make sure that it taken into account these new EEOC standards and to guarantee that their representatives are appropriately...