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MGMT 430 - Schwartz – TAMU Exam Study Guide Solutions

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MGMT 430 - Schwartz – TAMU Exam Study Guide Solutions Religious beliefs - Ans:-- based on matters of choice rather than on an immutable characteristic or status - deep religious conviction, shared by an organized group, and intimately related to daily living - not defined in the original Tit...

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  • October 23, 2024
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  • 2024/2025
  • Exam (elaborations)
  • Questions & answers
  • 2024/2025
  • 2024/2025
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MGMT 430 - Schwartz – TAMU Exam
Study Guide Solutions


Religious beliefs - Ans:✔✔-- based on matters of choice rather than on an immutable characteristic or

status


- deep religious conviction, shared by an organized group, and intimately related to daily living


- not defined in the original Title VII


1972 Title VII - Religion Amendment - Ans:✔✔-"The term 'religion' includes all aspects of religious

observance and practice, as well as belief unless an employer demonstrates that he is unable to

reasonably accommodate an employee's or prospective employee's religious observance or practice

without undue hardship on the conduct of the employer's business."


Title VII Exemptions for Religious Employees - Ans:✔✔-1.) Title VII shall not apply to a "religious

corporation, association, educational institution, or society with respect to the employment of

individuals of a particular religion to perform work connected with the carrying on by such corporation,

association, educational institution, or society of its activities.




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2.) It is "not be an unlawful employment practice for a school, college, university, or other educational

institution . . . to hire and employ employees of a particular religion if such school, college, university, or

other educational institution . . . is, in whole or in substantial part, owned, supported, controlled, or

managed by a particular religion (includes curriculum)"


Religious Practices - Ans:✔✔-moral or ethical beliefs as to what is right or wrong which are sincerely held

with the strength of traditional religious views


Prima Facie Case - Religion - Ans:✔✔-1.) Employee had a bona fide religious belief that conflicted with

an employment requirement;




2.) Employee informed employer of this belief;




3.) Employee suffered an adverse employment action for failing to comply with the conflicting

requirement of employment


If the prima facie is established for religious discrimination then, - Ans:✔✔-Employer must provide a

reasonable accommodation to the employee's religion...




Unless such accommodate would constitute an undue hardship to employer's business.

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Undue Hardship - Ans:✔✔-an action or accommodation that is excessively costly, extensive, substantial,

or disruptive, or fundamentally would alter the nature or operation of the business




- more than a de minimis cost


- include the nature and cost of the accommodation in relation to the size, resources, nature, and

structure of the employer's operation


De Minimis Cost - Ans:✔✔-entails not only monetary concerns, but also the employer's burden in

conducting its business




Note that this is a lower standard for an employer to meet than undue hardship under the ADA which is

defined in that statute as "significant difficulty or expense."


Should an employer be allowed to challenge the sincerity (honesty) of an asserted religious belief? -

Ans:✔✔-yes


Should an employer be allowed to challenge the veracity (accuracy) of an asserted religious belief? -

Ans:✔✔-no




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