Reference no: EM133600989

Case Study: Charlene Chowdhury works in a company mailroom for an employer that is not covered by the FMLA. Her duties includehelping to unload bags of mail from the mail trucks. She also sorts mail and works at the front counter serving customers.Charlene is in her seventh month of pregnancy and has been advised by her doctor not to lift the heavy mailbags at work.When she asked her employer to allow her to sort mail and work at the counter for the remaining period of her pregnancy, theemployer refused and put her on leave without pay, promising to return her to her job after she gave birth and was able toperform all of the duties of her job. Charlene's employer has no pregnancy leave policy and no long-term disability policy.The employer permits employees to take two weeks of sick leave each year. Employees who require more than two weeks ofsick leave are discharged. The only exception is for workers injured on the job, who are assigned "light duty work asavailable." Charlene filed suit under the PDA, alleging discrimination on the basis of pregnancy. A male employee who recently suffered injuries in a car accident also has filed suit, complaining that, rather than receiving leave without pay and a promise of reinstatement, he was discharged after using up his allotted two weeks of sick leave. What rights, if any, do these employees have? Charlene also has requested a religious accommodation. Specifically, Charlene has explained that her religion, Game of Thrones, requires her to a dragon headpiece on the last Friday of every month.

Question: What are the employer's obligations when it comes to Charlene's request for a religious accommodation?What is the issue? What is the rule? What is the analysis? What is the conclusion? What rights andremedies (if any) do these employees have? What individual disparate treatment? What is systemic disparate treatment? What is systemic disparate impact?