In: Operations Management
Case: Religious Accommodation?
As immigrants continue to come to the United States from many
different cultures and religions, differences will cause some
challenges and problems. One area where this has occurred is with
Islamic culture and religion in the meat processing industry.
A plant (a fresh chicken facility) belonging to Tyson Foods, Inc.,
in Shelbyville, Tennessee, is one example. The company hired about
250 people from Somalia. A long-running civil war in their country
has forced many Somalis to settle in the United States as refugees,
and many Somalis are Muslim.
The union at the plant requested replacing the paid holiday Labor
Day with Eid ul-Fitr, a religious holiday marking the end of the
Muslim holy month of Ramadan. The request was brought up as part of
negotiations for a new labor contract, and was part of the overall
contract proposal approved by union members. The plant is often
open on Labor Day anyway to meet consumer demand during the
barbeque season. Along with holiday pay, the workers also received
time and a half for hours worked on Labor Day.
The EEOC says employers may not treat people more or less favorably
because of their religion. However, religious accommodation may be
warranted unless it would impose an undue hardship on the employer.
Flexible scheduling, voluntary time swaps, transfers, and
reassignments are possible means of accommodation, along with other
policies and practices.
Tyson’s consideration of exchanging Labor Day for Eid ul-Fitr
brought strong reactions from non-Muslim workers and the general
public. The union voted again on the issue and overwhelmingly voted
to reinstate Labor Day as a paid holiday. The company’s solution
was to have eight paid holidays, including a “personal holiday”
that could be either the employee’s birthday, Eid ul-Fitr, or
another day approved by the employee’s supervisor. That compromise
was acceptable to the workers.
Another company that faced similar issues is JBS-SWIFT, a meat
packer with plants in Grand Island, Nebraska, and Greeley,
Colorado. That company also hired many Somali Muslims. The issue
there was prayer time. In Greeley, the Muslim workers demanded time
to pray at sundown—a requirement during Ramadan. The plant works
three shifts. More than 300 workers walked out when they were told
they could not have the time to pray. More than 100 were fired
later, not for walking out but for not returning to work. The
walkout touched off protests from workers of different faiths who
thought the request for religious accommodation was too much.
The EEOC ruled that JBS-SWIFT had violated the civil rights of the
employees it had fired. The company was found to have denied
religious accommodation and retaliated against workers who
complained. JBS-SWIFT has since set up special prayer rooms at its
plants and allows Muslim workers to meet their religious
obligations, which include prayers five times daily.
What is the legal basis for the EEOC to hold that JBS-SWIFT had violated the employees' civil rights?
Contrast the solutions to the Tyson situation and the JBS-SWIFT
situation. Which is likely to have the greatest positive impact on
the company and why?
Answer 1 :
The organization doesn't go under any establishment which has a special case to have religion as the necessity of occupation. So, it should not consider religion in considering a person for job. To fulfill the religious needs of employees, employer should take care of religious accomadation. this must followed by the companies according to supreme court. religious descrimination is a criminal offense, so all the religions must be given equal importance in providing accomadation. these things are not followed by the company.
Answer 2 :
If the company is able to provide place to the employees to perform their prayers, employees will not leave the workplace for prayers. it adds to the overall productivity. employees will also be motivated by such activities. company has special prayer rooms and muslims are allowed to perform prayers five times a day. if other employees are also given that time for their personal use,we can avoid the conflict. this kind of solutions will have major impact on employees mind set and act as motivating factors.