100% satisfaction guarantee Immediately available after payment Both online and in PDF No strings attached
Previously searched by you
Summary Advisory Memo Reasonable Accommodation and Undue.docx Advisory Memo: Reasonable Accommodation and Undue Hardship HRM/546 To: €¦€¦€¦€¦€¦€¦€¦. From: €¦€¦€¦€¦€¦€¦€¦€¦€¦.. Subject: €¦€¦. Memo: xxx was initially hired as a weekend supervisor but faile$7.49
Add to cart
Summary Advisory Memo Reasonable Accommodation and Undue.docx Advisory Memo: Reasonable Accommodation and Undue Hardship HRM/546 To: €¦€¦€¦€¦€¦€¦€¦. From: €¦€¦€¦€¦€¦€¦€¦€¦€¦.. Subject: €¦€¦. Memo: xxx was initially hired as a weekend supervisor but faile
0 view 0 purchase
Course
University Of Phoenix UoP
Institution
University Of Phoenix
Advisory Memo Reasonable Accommodation and U Advisory Memo: Reasonable Accommodation and Undue Hardship HRM/546 To: €¦€¦€¦€¦€¦€¦€¦. From: €¦€¦€¦€¦€¦€¦€¦€¦€¦.. Subject: €¦€¦. Memo: xxx was initially hired as a weekend supervisor but fail...
advisory memo reasonable accommodation and unduedocx advisory memo reasonable accommodation and undue hardship hrm546 to €¦€¦€¦€¦€¦€¦€¦ from €¦€¦€¦€¦€¦€¦€¦€¦€¦ subject €¦€¦ memo xx
Written for
University Of Phoenix
University Of Phoenix UoP
All documents for this subject (3706)
Seller
Follow
helperatsof1
Reviews received
Content preview
Advisory Memo: Reasonable Accommodation and Undue Hardship
HRM/546
To: ………………….
From: ………………………..
Subject: …….
Memo:
xxx was initially hired as a weekend supervisor but failed to disclose that his religious
commitments would conflict with his schedule. Ned called out of work three Saturday’s in a
row costing the company extra overtime costs. As a result, State of Estates would like to
terminate xxx’s employment. Ned was not reprimanded for calling out for three Saturdays in a
row. If terminated, Ned would have an argument for religious discrimination against
State of Estates. In order for an employee to proceed with a claim of religious
discrimination, he must first establish a prima facie case by establishing he holds a sincere
religious belief that conflicts with an employment requirement, he has informed the employer
of the conflict, or he was discharged or disciplined for failing to comply with the conflicting
employment requirement. (Bennet-Alexander & Hartman, 2015, p. 849) Ned could argue that in
observance of his religion, he is unable to work on Saturdays. Ned could have asked for a
reasonable accommodation, but he chose to call off three Saturdays in a row.
A reasonable accommodation (schedule change) was considered however, it would require a
higher expense for the company to re-arrange the schedule and have a more senior supervisor
work the shift.
To establish undue hardship, the employer must demonstrate that the accommodation
would require the employer “to bear more than a de minimis cost”. Generally, the payment of
administrative costs necessary for
an accommodation, such as costs associated with rearranging schedules and recording
substitutions for payroll purposes, or infrequent or temporary payment of premium wages (e.g.,
overtime rates) while a more permanent accommodation is sought, will not constitute more than
a de minimis cost, whereas the regular payment of premium wages or the hiring of additional
employees to provide an accommodation will generally require more than de minimis cost to the
employer. State of Estates could assert the defense that retaining Ned as an employee would
cause an undue hardship due to financial costs necessary to accommodate his schedule. Ned’s
request would not only be a costly accommodation, but it decreases workplace efficiency
because switching supervisors mid-shift causes a drop in productivity. According to the Equal
Employment Opportunity Commission (EEOC), an employer does not have to accommodate an
employee's religious beliefs or practices if doing so would cause undue hardship to the
employer. An accommodation may cause undue hardship if it is costly, compromises workplace
safety, decreases workplace efficiency, infringes on the rights of other employees, or requires
other employees to do more than their share of potentially hazardous or burdensome work.
The benefits of buying summaries with Stuvia:
Guaranteed quality through customer reviews
Stuvia customers have reviewed more than 700,000 summaries. This how you know that you are buying the best documents.
Quick and easy check-out
You can quickly pay through credit card or Stuvia-credit for the summaries. There is no membership needed.
Focus on what matters
Your fellow students write the study notes themselves, which is why the documents are always reliable and up-to-date. This ensures you quickly get to the core!
Frequently asked questions
What do I get when I buy this document?
You get a PDF, available immediately after your purchase. The purchased document is accessible anytime, anywhere and indefinitely through your profile.
Satisfaction guarantee: how does it work?
Our satisfaction guarantee ensures that you always find a study document that suits you well. You fill out a form, and our customer service team takes care of the rest.
Who am I buying these notes from?
Stuvia is a marketplace, so you are not buying this document from us, but from seller helperatsof1. Stuvia facilitates payment to the seller.
Will I be stuck with a subscription?
No, you only buy these notes for $7.49. You're not tied to anything after your purchase.
