BUS 550 (3).docx - 1 BUS 550 Organizational Management Ashford University 2 Abstract This essay will be in regard to John Stuyvesant vs Baker County

BUS 550 (3).docx - 1 BUS 550 Organizational Management...

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1 BUS 550: Organizational Management Ashford University
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2 Abstract This essay will be in regard to John Stuyvesant vs . Baker County . This case was one that questions whether or not he was fired because of his religion or if he was fired due to not performing the job that included creating a training on sensitivity on the LGBT community . Mr . Stuyvesant was unable to fulfill the requirements due to his religious beliefs and thus the county decided to fire him . This essay will include information regarding the case itself and additional resources such as journal articles and case studies .
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3 Religious Accommodations Brown (2003) describes Title VII of the Civil Rights Act of 1964, which was amended in 1972, that forbids religious discrimination in both the private and public workplace . Brown (2003) also notes that it not only forbids religious discrimination by employers in their hiring and firing decisions, but it also requires that they make a reasonable effort to accommodate employees’ religious beliefs and practices, although not to the extreme that it would impose undue hardship on the employer (pg . 667) . John Stuyvesant and Baker County - Background The case I am corresponding to is the John Stuyvesant and Baker County case . The study takes place in a Midwestern state that is known for its political conservative side and was one that had a 55% votes to pass the law that gay marriage was to be banned . Baker County’s Human Resource (HR) department is a new to the county government . It was requested by the Board to create an HR department which was to be staffed by professionals to help bring the county up to par within HR policies and procedures . The county manager hired an HR director and she accepted the position as she was excited to be among the progressing area in the county and was looking forward to applying her skills within the county and its workforce .
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4 A few years later, the HR director realized that there was a need for an additional position that would support the goals and practices the county was advancing towards . These goals and practices were thought of to be from classes on child-care, smoking cessation . The classes and curricula was to help improve training to county employees . Funding for the position would be sourced through the county to include revenue from federal and state sources . An area that was concentrated on above others was to address diversity training, and particularly in the area of LGBT committee, because of its growth and activism . John S . was an applicant and was eventually hired to fill the position . This is where the essay answering the questions assigned will begin . Do you think John’s firing was justified? Why I think no, not justified . My answer has two sides . First, I believe that based on the information provided, no, there was no justification to fire him .
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