An as a traditional, organized religions like Buddhism,

            An owner ofa company, major shareholders or top management do not have the right to usetheir religious beliefs as a basis for establishing HR policies foremployees.  Us as human bean we have achoice on what type of religion we chose to follow.  And raise our children with our beliefs.   What accommodates the religious practices oftheir employees or future employees in the United States is, The WorkplaceReligious Freedom Act (WRFA) is a proposed Amendment to title Under Title VIIof the Civil Right Act of 1964.

 Employers must reasonably accommodate worker’s honestly accurate,religious, ethical and moral views or practices as long as they don’t harm themselvesor others.  A sensible religiousaccommodation would change to the work environment that will allows employeesto practice their religion or natural beliefs, ethical or moral.  The law protects all aspects of religiousobservance and practice as well as belief and the terms of religion.  Some of the religion you will encounter arelike very broadly for purposes of determining what the law covers. Under thetitle VII of the Civil Rights Act (WRFA) it protected you from different typesof religion such as a traditional, organized religions like Buddhism, Christianity,Hinduism, Islam, and Judaism, but also others who have sincerely heldreligious, ethical or moral beliefs.  Thelaw disallow discrimination when it comes to any aspect of employment, includinghiring, firing, pay, job assignments, promotions, layoff, training, fringebenefits, and any other term or condition of employment.

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The law requires an employer to reasonablyaccommodate an employee’s religious beliefs or practices, unless doing so wouldcause means an employer may be required to make reasonable adjustments to thework environment that will allow an employee to practice his or her religion. Unless itwould be an undue hardship on the employer’s operation of its business, anemployer must reasonably accommodate an employee’s religious beliefs orpractices. This applies not only to schedule changes or leave for religiousobservances, but also to such things as dress or grooming practices that anemployee has for religious reasons. These might include, for example, wearing headcoverings or other religious dress (such as a Jewish yarmulke or a Muslimheadscarf), or wearing certain hairstyles or facial hair (such as Rastafariandreadlocks or Sikh uncut hair and beard). It also includes an employee’sobservance of a religious prohibition against wearing certain garments (such aspants or miniskirts).

When an employee needs dress or grooming accommodationfor religious reasons, he or she must inform the employer of such. If theaccommodation doesn’t cause undue hardship or put others in a safety hazard,the employer must accommodate the employee. It cannot interfere with the rightsof other employees. Human resource must be neutral when it come to dealing withemployees and their religious beliefs. A good example of this would be if a Jewand Muslim are working in the same company or business having a problem in thebusiness or have a problem with each other.

The human resource must treat themequally even if he or she is a same religion as them. They must support bothand help them to find a middle ground to work, in some cases this is not easyto do. But that’s not all, if a human resource does show favoritism or supportsa group because of the employee religious belief, he or she will be breakingthe law. Some laws protect employees from this event and can harm the companyor business bad, that’s the reason a lot of company or businesses are socareful of who they hire for a human resource.

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