Title VII Protects Maalick From Religious Discrimination at Work - Essay Sample

Introduction

According to the civil rights act of 1964 and Title VII of the same law, it disputes any discrimination against employees based on religious discrimination. As per the contention of Maalick, he is denied a promotion on the basis that he belongs to the internationalist spirituality church that led to change in name from DeMur to Maalick. At the office, the coworkers label him to belong to dark magic practices as they perceive the church in the community. Title VII prohibits workplace discrimination, and it can be enacted in this case, where Maalick is discriminated because of his religion. Besides, the law requires the employee to be accommodated with all their beliefs and religious practice unless it causes harm to other employees. For this reason, the employees at triton should be sued in the court of law, and quick action should be taken against them.

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Religious Accommodation

Jenkins invited DeMur to his church intending to help him get familiar with the coworkers who worship at the church before he joins the Midwest facility. At first, he was welcomed by everyone, and they all knew that he would participate in their faith when he moves to the new area where he was promoted as a new manager. However, they were disappointed when he came to work and was so engrossed in other denomination beliefs and practices. These were witnessed from the pamphlets he left at his table, and the dire need to take off to attend the spiritual confirmation at the internationalist church. In short, he was initially welcomed but later seemed like a threat when he did not conform to the workplace belief and practices (Blackham, 2019). They began backbiting him and even criticize his belief in dark magic as they perceive his religion.

HR Director's Actions

Ford response to Maalick predicaments is very considerate, and she feels that she could be responsible for the damage caused by the coworkers. In her reaction, she mails all the employees and reminds them of the dire consequences of religious discrimination in the workplace. From this perspective, one can say that the chairman is so protective and considerate at the same time. She condoned the type of behaviour in the office and ensured that all the other employees' are not subjected to the same treatment in the future. Through strict regulation and policy adherence, she assured that the department human resource and coworkers of Maalick desist their discriminating behaviour (Plickert & Sterling, 2017)

Prevention and Proactive Actions by the HR Directors

The director further took prevention and proactive measure against the situation at the office. She calls a meeting to meet all the department heads to address the rampant harassment and discrimination issue in the workplace. This shows that she was not happy about the harassment triggered by Maalick, and she was caring enough to denounce the behaviour.

Acts of Religious and Racial Harassment

The misconduct triggered by an individual to denounce their beliefs and religious practice is a sign of discrimination and harassment. In this case, the coworkers decorate the office of Maalick with dolls to depict the religion to which Maalick belongs as per their perception. There is a clear indication of discrimination against his religious practices and beliefs, which is against the Tritons policy.

In addition to that, the coworkers still term his belief as "prayer for black folk'. These show that his kind of prayer was not taken lightly by the coworkers, and they believe that the prayer is for only blacks who believe in black magic. It shows that all he does conform with his skin colour but not as any other individual who deserves to belong to any religion he wishes. All these create distress to Maalick and even led to promotion denial by his boss ("Cultural aspects of discrimination," 2016).

Clive Jenkin's Behavior

Clive Jenkin's behaviour on how he treats Maalick violates the Tritons EEO and discrimination policies. At first, he pretends to befriend Maalick to recruit him to his church by inviting over before his move to a new company branch. After realizing that Maalick does not conform to his religion, he changed and joined the other coworkers in discriminating Maalick religion belief and practices. Their action causes discomfort in the workplace.

The company policy indicates that no there should be no discrimination against any opportunity applicant. The applicants should be treated the same despite the difference in race, religion, colour, or gender, but Jenkin did the opposite. Maalick was highly qualified for the position but was denied a chance. Instead, Jenkin chose his church member who was under qualify for the same position Maalick applied for in the organization. These happened to Maalick due to his religion that does not conform to what Jenkin believes in, thus leading to his rejection. When the director heard of this promotion issue, he promised Maalick that she would investigate the matter and see on what to do. According to the policy of the organization, no one is supposed to be discriminated based on their race or colour or religion, and this was punishable in the court of law.

References

Blackham, A. (2019). Empirical research and workplace discrimination law. Empirical Research and Workplace Discrimination Law. https://doi.org/10.1163/9789004380493_002

Cultural aspects of discrimination. (2016). Redressing Everyday Discrimination, 49-80. https://doi.org/10.4324/9781315688534-3

Plickert, G., & Sterling, J. (2017). Gender still matters: Effects of workplace discrimination on employment schedules of young professionals. Laws, 6(4), 28. https://doi.org/10.3390/laws6040028