In a similar situation to John Stuyvesant an employee who worked for Trans

In a similar situation to john stuyvesant an employee

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In a similar situation to John Stuyvesant, an employee who worked for Trans World Airlines was denied his request to not work on Saturdays because of Sabbath. The employee previously worked for the same company but within a different department. After being transferred, the employee lost his seniority status at the new site and was not awarded the same accommodation that he was at his former site (Trans World Airlines, INC. v. Hardison ET AL. , 1977) What separates this employee from John Stuyvesant is that the employee who worked for Trans World Airlines had experience within this company. Trans World Airlines attempted to accommodate using other methods of finding another employee to fill his shift, but the inconvenience of fulfilling his duties was much more difficult than they would have anticipated. On another note, the employees union would not forfeit his seniority status simply from transferring sites. Trans World Airlines refused to cooperate, which led to the discharge of the employee (Trans World Airlines, INC. v. Hardison ET AL. , 1977) Religious Employers Employers are required by law to abide by Title VII of the Civil Rights Act of 1964, which states that employers are prohibited from discriminating on the basis of sex, race, color, national origin, and religion. Within this paper, the cases are based on the setting of the employer discriminating against their religious affiliated employees. But so far, none of the
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cases have stated that the employer was of religious affiliation. There is a difference in the development of an organization that hires religious employees that correlate with their own religious views. Public institutions such as Brigham Young University is known for its religious association with Latter Day Saints. Although they do accept students, faculty and staff that are non-LDS, but require students to learn about religion two hours per semester. What is not discussed enough is the environment for someone who does not feel welcomed. Some employers that are of religious affiliations make the argument that because of Section 702 of the Civil Rights Act of 1964, they are protected from the prohibition against discrimination of employment under section 703 of the Civil Rights Act of 1964 (Latter Day Saints v. Amos, 1987) Because of this right, religious institutions have the ability to refine their search within employment. The purpose of this section is to enable churches to and religious institutions to not have to predict the outcome of an employer’s religious affiliation. In the situation that the employee has a different religion from the organization, this leaves room for the possibility of a hostile and unwelcoming environment. Section 702 creates a stir of commotion in the Latter Day Saints v. Amos case where the act protects the organization that is associated and ran under The Church of Latter Day Saints, has protected the organizations ability to remove an employee because they are not under the same affiliation as the company [ CITATION Lat87 \l 1033 ] Discrimination
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