Question

1.Melissa is an employee at Conway Chemical Corporation, which allows its employees to use its conference room for club meetings, such as a knitting club or book club. Melissa requests to use the conference room for prayer meetings on Wednesday mornings before her shift starts. Her request is turned down. Which of the following is most likely to be true in this case?

a. Mellisa does not have a claim for religious harassment because the other activities were purely secular in nature

b.Mellisa does not have a claim for religious discrimination because she failed to inform her employer of her religious belief

c. Conway has increased its risk for a claim for religious harassment because Mellisa is not given comparable opportunities to use Conway's time and resources for religious practices as others are given for secular reasons

d.Mellisa has a cause of action for religious discrimination because the Religious Freedom Restoration Act states that it is religious discrimination for employers to prohibit employees from engaging in religious activities

2.Which of the following is true of undue hardship as it relates to an employer's accommodation of an employee's religious belief?

a.undue hardship is a concept that consistent from employer to employer. That is, if an accommodation constitutes undue hardship for one employer, it will constitute undue hardship for all other employers

b. the EEOC has proven to be more lenient that the courts in determining what constitutes undue hardship

c.the concept of undue hardship differs from one employer to another. What might constitute undue hardship for one employer may not constitute undue hardship for another

d. the U.S Supreme Court has not yet considered the issue of what might constitute undue hardship

3.At the law firm of Olde & Waize, it is the receptionist's job to coordinate a monthly birthday celebration, which includes ordering and picking up a cake, putting up birthday flyers, setting up the break room, and cleaning the break room after the party. Harold, the new receptionist, informs Ms. Olde that he cannot coordinate birthday celebrations because his religion does not believe in them. Which of the following is the most reasonable way to accommodate Harold's conflict without causing undue hardship?

a. Olde & Waize can accommodate Harold by ceasing the practice of having birthday celebrations even if it makes the other employees unhappy

b. Olde & Waize can assign the coordination of birthday celebrations as additional duties to another employee even if the other employee is unhappy about the decision

c. Olde & Waize can have Harold set up and clean up the break room, similar to what would be done for any other event or meeting with food, while assigning other willing employees to order and pick up the cake and put up birthday flyers

d.Olde & Waize can ask other willing employees to take on all of the birthday party tasks in return for cash that is more than a de minimis cost and deduct this cost from Herold's salary.

Answer 1

1.

a.

Mellisa does not have a claim for religious harassment because the other activities were purely secular in nature is FALSE in this case.

b.Mellisa does not have a claim for religious discrimination because she failed to inform her employer of her religious belief is FALSE in this case.

C) conway has increased its risk for a claim for religious harassment because mellisa is not given comparable opportunity to use conway's time and resources for religious practices as others are given for secular reasons. This is TRUE in case.

d) Mellisa has a cause of action for religious discrimination because the Religious Freedom Restoration Act states that it is religious discrimination for employers to prohibit employees from engaging in religious activities is FALSE in this case.

2.

a) a.undue hardship is a concept that consistent from employer to employer. That is, if an accommodation constitutes undue hardship for one employer, it will constitute undue hardship for all other employers is FALSE of undue hardship.

b).the EEOC has proven to be more lenient that the courts in determining what constitutes undue hardship is FALSE of undue hardship.

C) the concept of undue hardship differs from one employer to another. What might constitute undue hardship for one employer may not constitute undue hardship for another. Is TRUE of undue hardahip.

d. the U.S Supreme Court has not yet considered the issue of what might constitute undue hardship is FALSE as undue hardship.

3.

C) olde and waize can have harold set up and clean up the break room, similar to what would be done for any other event or meeting with food, while assigning other willing employees to order and pick up the cake and put up birthday flyers. It is the most reasonable way to accommodate Harold's conflict without causing undue hardship. This is the reasonable way to accomodate harold's conflict without causing undue hardship.

a) Olde & Waize can accommodate Harold by ceasing the practice of having birthday celebrations even if it makes the other employees unhappy is not the way to accomodate harold's conflict because it makes other employees unhappy

b) Olde & Waize can assign the coordination of birthday celebrations as additional duties to another employee even if the other employee is unhappy about the decisiont.this statement is also not reasonable way to accomodate harold's conflict without causing undue hardship because still other employess are unhappy with the decision

d) Olde & Waize can ask other willing employees to take on all of the birthday party tasks in return for cash that is more than a de minimis cost and deduct this cost from Herold's salary. This is also not reasonable way to accommodate harold's conflict. Because this may cause undue hardship.