RE: Interview with a Jovo
June 12, 2015 at 11:52 am
(This post was last modified: June 12, 2015 at 11:56 am by Longhorn.)
(June 12, 2015 at 9:53 am)Drich Wrote: Keep reading monkey man.. The paragraph includes examples. Those examples specifically dictate that scheduling days off to conside with religious beliefs is indeed to be considered to be a " a minimal burden on the operations of the employer's business."
In this case the government sets the standard on what is and is not to be a minimal burden, not the OP or you! This law specifically allows (in this case) the right for a cleaning lady to have a sunday off to goto Church. Why? Because again to do so according to the goverment does indeed fall into the term "minimal burden" to make such an allowance.
Um, no.
The paragraph does mention flexible scheduling. To be exact, it states:
Quote:This means an employer may be required to make reasonable adjustments to the work environment that will allow an employee to practice his or her religion.
Examples of some common religious accommodations include flexible scheduling, voluntary shift substitutions or swaps, job reassignments, and modifications to workplace policies or practices.
The keywords being 'may' and 'reasonable'. I underlined them for you. Then it goes on to list examples of religious accommodations commonly made by employers. It does not specifically state that a cleaning lady has to have a Sunday off, that would be ridiculous.
As mentioned in the OP, it's essential that the cleaners work in the agreed working hours, otherwise it would put a strain on the manager.
And you are STILL missing two aspects of the case, namely that the job description clearly stated the working hours and that the woman applied with that knowledge in mind and also the fact that other religious employees were denied a day off for the very same reason. There is no prejudice or discrimination here, it's the exact opposite.
