8-2 Short Paper: Employment Law Management Essay Paper

Employment Law
Student’s Name
Institutional Affiliation
Employment Law
In the case study, Kareem was an ABC Corporation employee who worked at the organization’s call center unit for eight months. Kareem was a Muslim and had to take a break during his normal work schedules to pray five times a day. Since Kareem was working as a customer representative in the call center unit where calls come in nonstop, the job required maximum dedication and minimal break. Thomas's manager of the call center unit required his employees to adhere to the highest production standards. Though Kareem performed his job diligently and with utmost competence, Thomas was not comfortable with Kareem's breaks when working. The situation consequently led to the termination of Kareem’s employment contract. In this regard, it is thus justifiable to deduce that Kareem was fired based on his religious practice.
The situation is doubtlessly inclined to the prevalence of religious discrimination in the workplace. In workplaces, religious discrimination often takes place in many forms. These forms include, but are not limited to, denial of promotion or work, termination of employment, failure of accommodation, and harassment because of one’s religious beliefs and practices or lack of certain religious doctrines. When an employee is fired on account of one's religious practice, as with the case of Kareem, the laws specifically applicable in such a situation are the Religious Freedom Restoration Act (RFRA) and Title VII of the Civil Rights Act of 1964 (Title VII). These acts prohibit employers from engaging in any form of religious discrimination in their respective workplaces (Dhooge, 2018; Gold, 2018). For example, an employer cannot consider the employee's religious principles as the reasons or defense for hiring, firing, promotion, failure to accommodate, and harassment. In the case such a situation happens, then the decision is considered illegal and...