Business
Business, 23.07.2019 04:30, monnn91351

When establishing a prima facie case to proceed with a claim of religious discrimination, an employee need not establish that he has informed an employer of the conflict?

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Social Studies, 26.07.2019 13:00, shawny5
Dakota believes that credit services corporation (csc) has discriminated against her on the basis of gender. she files a suit against csc under the civil rights act of 1964. to establish a prima facie case of employment discrimination, dakota must show that
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Business, 27.08.2019 02:10, yeinp9353
In a case, the defendant acknowledges that some discrimination may have occurred but argues that the same hiring decision would have been reached even ignoring the discrimination. (a) prima facie (b) disparate impact (c) reasonable accomodation (d) quid pro quo (e) mixed-motive
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Business, 31.10.2019 03:31, taylenlane4213
Melissa is an employee at conway chemical corporation, which allows its employees to use its conference room for club meetings, such as a knitting club or book club. melissa requests to use the conference room for prayer meetings on wednesday mornings before her shift starts. her request is turned down. which of the following is most likely to be true in this case? a) melissa does not have a claim for religious harassment because the other activities were purely secular in nature. b) melissa does not have a claim for religious discrimination because she failed to inform her employer of her religious belief. c) conway has increased its risk for a claim for religious harassment because melissa is not given comparable opportunities to use conway’s time and resources for religious practices as others are given for secular reasons. d) melissa has a cause of action for religious discrimination because the religious freedom restoration act states that it is religious discrimination for employers to prohibit employees from engaging in religious activities.
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Business, 01.11.2019 06:31, kaelep
Charity hospital has 20 muslim employees in its maintenance department. the hospital has a designated room in the basement for its muslim employees to follow their practice of praying five times a day. muhammad, a new employee, refused to use the room in the basement because he felt it degraded his religion. he instead used the visitors' waiting room on the third floor to pray in spite of his supervisor asking him not to pray there. consequently, he was fired. which of the following is most likely to be true in this case? a. muhammad does not have a claim for religious discrimination because the room in the basement was not a reasonable accommodation - b. muhammad has a claim for religious discrimination because charity hospital unreasonably failed to accommodate his religious practice c. muhammad does not have a claim for religious discrimination because the other employees participated in the accommodation by allowing him to pray where he felt comfortable d. muhammad does not have a claim for religious discrimination because he had a duty to cooperate in the accommodation
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