Reference no: EM132150960

Arafa Habib is employed in the shipping and receiving department of The Long and the Short of It (“L&S”). He begins work before sunrise. At sunrise, during a break and at noon during lunch, he prays to Allah. One morning a huge shipment of suits arrives, and Arafa is told to work through his break. He refuses because of his prayer ritual. His supervisor informs Mark Short, co-president of L&S. Mark tells Arafa in no uncertain terms that his job comes before his religious practices. Furthermore, Mark stipulates that engaging in religious prayer at the workplace is disruptive. From now on, Arafa must discontinue it. Arafa explains that he is Muslim and that his faith requires prayer at certain times. Mark is unrelenting. Arafa resigns immediately and files a claim with the EEOC. Arafa states that his accommodation request was reasonable and that L&S discriminated against him because of his religious beliefs. Mark consults with Susan North, L&S’s attorney. Susan divides Arafa’s request for accommodation into two parts: First, his religious belief requires him to pray at sunrise, during break, and at noon and, second, he wishes to fulfill his religious practice by praying on the premises.

QUESTIONS:  

1. Analyze both parts of Arafa’s request for accommodation. What argument might Short make that the accommodation requests were not reasonable?

2. Do you believe that the accommodation requests were reasonable? Why or why not?

3. If the accommodation requests were reasonable, what steps could Short have taken to provide the necessary accommodations on religious grounds to Arafa?

4. What policies should the organization put in place to avoid potential liability in situations such as this?