Department of Management
Date of this Version
2009
Abstract
Case Learning Objectives:
Establish the basis for and recognition of potential d nn isparate treatment and disparate impact situations in the workplace.
Analyze the legal requirements for employers in considering and/or accommodating employee religious beliefs and preferences in the workplace.
Examine the interface of judicial precedent, legislative intent, Title VII and organizational policy/managerial decision-making.
Recognize the roles and responsibilities of human resource (HR) professionals in addressing these issues.
Target Audience: Undergraduate and graduate level students who have a basic background in HR management and equal employment/diversity issues.
This case works best in conjunction with the study of equal employment opportunity, diversity or selection. Before introducing the case, the instructor should develop students’ knowledge and understanding of the basic legal and organizational concepts associated with these areas. This would include providing students with information about relevant laws and terms pertinent to this case (see Supplemental Instructor Materials). This can be done through a lecture with a slide presentation; alternatively, the instructor can distribute information to students prior to case presentation and assign them to research the terms as well as applicable laws, regulations and court decisions.
Comments
© 2009 Society for Human Resource Management. Gwendolyn M. Combs, Ph.D.