Section 2000e – 2 of the Civil Rights Act of 1964 – CRA – Title VII talks of unlawful employment practices. Under this section, it is considered an unlawful employment practice for an employer to fail or decline to hire or to discharge an individual based on among other discriminatory factors, their age (Blumrosen, 1978). It goes further to consider it unlawful for any employer to limit, segregate, or classify employees, or applicants, along religious lines, among other factors. This means that the following three religious groups should be subjected to equal opportunities regardless of their religious practices. These groups include the Orthodox Jewish, Hindu, and The Church of Jesus Christ of Latter-Day Saints. Some of the Orthodox traditions that would be easy to accommodate in the workplace include baptism and the daily devotional prayers. Since these prayers are normally offered in the morning and evening, it does not significantly interfere with work schedules (Alexiou, 2002).
However, it may be tricky for an organization to accommodate the Divine Liturgy because it is done during a particular season, the same as the anointing of the sick. If an employee falls sick, rather than seeking the normal medicinal healing, they go through a healing process that may seem tedious and substantially interfere with their ability to comply with organizational policies. Of the Hindus, religious marks on the forehead as a ritual, the same as doing the puja rituals, which generally are done in the morning giving way to the day's activities are easy to accommodate. However, an organization may find it difficult to adjust the seasonal Hindu festivals, like the Diwali, and the frequent routine visits to the temple (Hopkins, 1971). Lastly, the Mormon rituals that could be accommodated in a work environment include the wearing of a particular temple garment under regular clothes and the baptism for the dead; however, their strict Sunday rule would directly affect the work schedule, as would the numerous mandatory, and impromptu church meetings during the week (Shipps, 1987). Affirmative action, as the case of University of California Regents v. Barke (1978) drew, is the act of favoring a discriminated group, also called positive discrimination. It is based on this that the court ruled in favor of the respondent to be admitted to the Medical School (Ball, 2000).
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References
Alexiou, M. (2002). The ritual lament in Greek tradition . Rowman & Littlefield Publishers.
Ball, H. (2000). The Bakke Case: Race, Education, & Affirmative Action. Landmark Law Cases and American Society . University Press of Kansas.
Blumrosen, R. G. (1978). Wage Discrimination, Job Segregation, and the Title VII of the Civil Rights Act of 1964. U. Mich. JL Reform , 12 , 397.
Hopkins, T. J. (1971). The Hindu religious tradition . Wadsworth Publishing Company.
Shipps, J. (1987). Mormonism: The story of a new religious tradition . University of Illinois Press.
University of California Regents v. Bakke , 438 U.S. 265, 98 S. Ct. 2733, 57 L. Ed. 2d 750 (1978).
