Therefore these seminars could be reinforced but not forced when it comes to

Therefore these seminars could be reinforced but not

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understand these issues. Therefore, these seminars could be reinforced but not forced when it comes to religion and one’s beliefs. If one of their goals as the Agency is to push to avoid prejudice and require these LGTB meetings, then the job application and job interview could have made the difference into determining who's the best fit for the job and if they are willing to do these things that meet the agencies goals and criteria's. When it comes to discriminating someone in the workforce based on religion it does not necessarily have to be based on workdays or Johns' example, there are also other different cases based on different religions where people have felt discriminated against in the workforce. For example, in the article of Personal Religious Beliefs in the Workplace: How Not to Define Indirect Discrimination, In the year of 2004 they introduced a dress code based on which female employees in customer-facing post were demanded to wear part of the uniform consisted of open-neck blouse. This means that they did not allow any females to wear any simple of necklace that would resemble any religious belief. "Eweida concerned a devout,
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practicing Christian who was sent home when she appeared with a small cross on a necklace. She claimed that she had suffered indirect discrimination since the dress code, while being a neutral policy pursuing the legitimate aim of creating a corporate image, placed her at a particular disadvantage in relation to the exercise of her religion” (Hatzis, 2011, Pg. 2). In cases like this one, it becomes difficult to accommodate whether it's indirect or direct discrimination. "In direct discrimination cases the prohibited ground is the reason triggering the discriminator's conduct; in other words, the discriminator acts on the prohibited ground. By contrast, in indirect discrimination cases, we ask whether a neutral (ie non-prohibited) criterion relied on by the discriminator has a disparate impact on people who have a characteristic covered by a prohibited criterion (Hatzis, 2011, Pg. 3). The article emphasizes that one should let the supervisor be aware of their religion, so they can get a background on one's religious identity. Religion dress codes, guidelines, and dates that can potentially affect them and be seen as discrimination against one's own religion. Having that simple communication can make a difference and be cautiously aware and being able to accommodate. Question #2 What does this situation say about public employer/employee relationships in the US today? This situation says a lot about public employer/employee relationships in the US today because culture, religious views, and beliefs can have a huge impact on the organization making employees feel a certain way discriminated. Sexual orientation plays a huge role within the communities because people don't have the same beliefs. The companies' mission does not state that you can't discriminate against sexual orientation. When applying for jobs there's a section that states one cannot discriminate against disabled people, skin color, culture, or ethnicity. The Equal Employment Opportunity Commission (EEOC) states that it provides equal employment
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