1. JBS Swift engaged in the practice of regional discrimination when it failed to accommodate the requirements of Muslim employees by refusing them to pray according to their religious tenets. JBS also retaliated by terminating the employment of several employees when they requested to be given permission to pray at sundown to break their fast during the month of Ramadan which is an Islamic tradition requiring a daytime fast from morning till dawn. As a result, others workers from other faiths too joined the protest initiated by Muslim workers as they felt that their request for religious accommodation was not addressed. The conduct of JBS Swift violates Title VII of the Civil Rights Act of 1964. The EEOC ruled that not only did JBS deny to religious accommodation but also fired back at employees who complained.
2. Both Tyson Foods and JBS Swift had same situation to address which was religious accommodation for Muslim employees. While at Tyson, employees wanted a holiday for Eid-ul-Fitr which is a religious holiday marking the end of Muslim holy month of Ramadan, workers at JBS wanted time off to pray during sundown to break their fast during the month of Ramadan. Employees at Tyson wanted to exchange Labor Day holiday with Eid-ul-Fitr which was not desired by non-Muslim and the general public. The company was quick at identifying the solution which was giving a personal holiday which could be taken by employee for any occasion or any other personal reason after getting approval from their supervisors. The solution was accepted to all.
At JBS, the management did not accommodate the religious requirement initially and rather reprimanded workers who had complained against the unfair practice of the company. The protest was however acknowledged by the EEOC who blamed JBS for violating the civil rights of workers. As a result JBS Swift had to set up special prayer rooms at its plants and allow Muslim workers to fulfill their religious obligations.
While both companies addressed the issue in favor of workers, Tyson Foods would have a stronger positive impact on workers since the company understood the obligations of workers towards their religion and addressed the issue in such a way that no group was hurt. It was a win-win situation for both management and workers with Muslim workers being satisfied with the company for listening to their concerns. As a result they would respect the company more and are likely to have more motivation to work for Tyson than workers at JBS who had to face severe consequences of complaining.