How should business respond to a more religious workplace?

To begin with, the U.S. is one of the most religious nations in the world. In addition, the rise in foreign-born workers from non-European countries is changing the composition of faiths represented as well as the assumption that religion and work should be separate. Finally, the concept of "sp...

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Bibliographic Details
Published in:S.A.M. advanced management journal (1984) 2004-09, Vol.69 (4), p.11
Main Author: Morgan, James F
Format: Article
Language:English
Subjects:
Affirmative action
Employees
Employers
Employment discrimination
Islam
Labor law
Liability insurance
Libel and slander
Noncitizens
Religion
Religious discrimination
Spirituality
Studies
Work environment
Workers
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Summary:To begin with, the U.S. is one of the most religious nations in the world. In addition, the rise in foreign-born workers from non-European countries is changing the composition of faiths represented as well as the assumption that religion and work should be separate. Finally, the concept of "spirituality" not necessarily connected with an established faith is becoming more pervasive. Title VII of the Civil rights Act of 1964 forbids discrimination based on religion, and EEOC guidelines also include "moral or ethical beliefs." Employers are required to make "reasonable accommodation" for an employee's religious needs, and most litigation under Title VII pertains to this requirement. Following a set of five recommendations may help managers navigate in these choppy and clouded waters. [PUBLICATION ABSTRACT]
ISSN:0749-7075
0567-977X