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Employment Law

In: Business and Management

Submitted By khanaman2010
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Employment Law

by

Liberal Arts and Sciencs
Professor Nicholas Alimaras
BSBA
DeVry University
11/27/2011

1. In late July 1990, Wilson, a Roman Catholic, made a religious vow that she would wear an antiabortion button “until there was an end to abortion or until she could no longer fight the fight.” The button was two inches in diameter and showed a color photograph of an 18- to 20-week-old fetus. The button also contained the phrases “Stop Abortion” and “They’re Forgetting Someone.” Wilson began wearing the button to work in August 1990. Another information specialist asked Wilson not to wear the button to a class she was teaching. Wilson explained her religious vow and refused to stop wearing the button. The button caused disruptions at work. Employees gathered to talk about the button. U.S. West identified Wilson’s wearing of the button as a “time robbing” problem. She cited religious discrimination, claiming that she was not reasonably accommodated. What result? Wilson v. U.S. West Communications, 58 F.3d 1337 (8th Cir. 1995). I think she had all right to wear the button but when it actually comes to her trying to force her beliefs on someone else, that’s where it begins to be not okay. This actually reminds me of the English only policy, it’s not against the law to put a stop to different language speaking unless in makes the other employees uncomfortable in legitimate ways. I think the same would apply here, she was making other employees uncomfortable and they have rights just like she does if she wasn’t trying to force her belief on everyone else then she would not have been wearing the button in the first place.

2. At Prestige Motors, Muslim employees request to pray on their personal rugs on the factory floor during breaks. Prestige states this is disruptive to the work environment. Instead, Prestige assigns them space...

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