1 / 5

Religious Accommodation Scenario

Religious Accommodation Scenario. Business Decision or Discrimination?. RELIGIOUS OBSERVANCE REQUEST --- PART ONE. TSA Screener Sandra Alwine is a Jewish employee. In August, Sandra told her new manager that September 30 was a Jewish religious holiday, and

katew
Download Presentation

Religious Accommodation Scenario

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Religious AccommodationScenario Interagency ADR Working Group – June 09 TSA OCRL/OCC

  2. Business Decision or Discrimination? RELIGIOUS OBSERVANCE REQUEST --- PART ONE TSA Screener Sandra Alwine is a Jewish employee. In August, Sandra told her new manager that September 30 was a Jewish religious holiday, and she would be unable to work her regular schedule. Her manager replied, “We just finalized the new schedule Sandra, and if you don’t show-up, you’re fired.” WHAT COULD MANAGEMENT HAVE DONE DIFFERENTLY? Interagency ADR Working Group – June 09 TSA OCRL/OCC

  3. Business Decision or Discrimination? RELIGIOUS OBSERVANCE REQUEST --- PART TWO Sandra further explained the reason for her planned absence, to which her manager replied, “Well, what makes you think it’s more important for you to have your holiday off than someone who celebrates Easter? “I have others who would like special time off too Sandra.” After Sandra again shared with her manager why she would be unable to work, he ended the conversation by apologizing for being curt in his reply. However, he made no further attempt to assist Sandra in securing the requested day-off. On September 30, Sandra did not report to duty and when she returned to work, she was fired. Her termination letter stated Sandra was terminated for insubordination and absenteeism. WHAT COULD MANAGEMENT HAVE DONE DIFFERENTLY? Interagency ADR Working Group – June 09 TSA OCRL/OCC

  4. Remember: Before Denying Any Request for Religious Accommodation……. Contact your Civil Rights Office and Legal Counsel! Interagency ADR Working Group – June 09 TSA OCRL/OCC

  5. Contact Information Kimberly Bandy, Senior EEO Specialist TSA Office of Civil Rights and Liberties Office: 571-227-2352 Kimberly.Bandy@dhs.gov Erika Turner, Attorney Advisor TSA Office of Chief Counsel Office: (571) 227-2841 Erika.Turner@dhs.gov

More Related