Reference no: EM133620876

Assignment:

Help answering these four questions.

1. Describe the factors that are necessary to establish a prima facie case of religious discrimination. Describe the burden that shifts to the employer once the prima facie case is established.

2. Discuss the six factors that will be considered by the courts and the Equal Employment Opportunity Commission in determining whether an employer has successfully borne the burden of reasonably accommodating an employee's religious conflict.

3. List the factors considered by the Equal Employment Opportunity Commission (EEOC) in determining whether an employer's accommodation would cause undue hardship. How is the EEOC's interpretation of undue hardship different from that of the courts?

4. Lynette was an employee at Irvin Industries Corp., which has 10 employees. She recently became a Seventh-Day Adventist and informed her employer that she can no longer work on Saturdays. While Saturday is not a regular workday, employees are frequently required to work on Saturdays and are informed of this condition of employment during the hiring process. Lynette was told by her supervisor that if the plant was operating on a Saturday, she would have to work unless she was sick, in which case she would have to produce a medical certificate. He explained to Lynette that he had no one to do her job, and her absence would slow down production. The following Saturday, Lynette did not report to work and failed to produce a medical certificate. She was fired as a result. She filed a claim for religious discrimination under Title VII (of the Civil Rights Act of 1964). Discuss this case - what will the court look at to determine who should win?