Employment Law Resources For First-Year Business Students

Resources: employment Law for Business As a First Year

Resources: Employment Law for Business As a First Year

As a first-year Human Resource Specialist at “State of Estates,” your boss, Will N. Trusts, presents you with two scenarios involving employment law issues.

Scenario 1 involves Ned, hired six weeks ago to supervise the call center on weekends. Ned did not disclose his religious observance that prevents him from working Saturday mornings before noon. He has called out three Saturdays in a row, causing scheduling disruptions and additional costs. The company considers terminating Ned’s employment and wants to know if Ned has grounds for a religious discrimination claim and what defenses the company might have.

Scenario 2 concerns Ella, who has worked in the accounting department for four years. Recently, Ella has been repeatedly sleeping on the job due to sleep apnea. She requests a daily caffeine supplement costing $200 to help her stay awake. The question is what factors a court would consider to determine if Ella’s sleep apnea qualifies her for protection under the Americans with Disabilities Act (ADA) and whether the company must provide the requested accommodation.

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Paper For Above instruction

Introduction

Employment law encompasses various legal protections for employees, including protection against discrimination based on religious beliefs and disabilities. The two scenarios presented involve complex considerations related to the Civil Rights Act, the Americans with Disabilities Act (ADA), and organizational obligations. This paper explores whether Ned has a claim of religious discrimination and whether the employer can assert defenses, and the legal factors determining Ella’s eligibility for protection under the ADA and the employer’s obligation to accommodate her request.

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Analysis of Scenario 1: Ned and Religious Discrimination

Under Title VII of the Civil Rights Act of 1964, employers are prohibited from discriminating against employees based on religion unless it constitutes a bona fide occupational qualification (BFOQ). For Ned to succeed in a religious discrimination claim, he must demonstrate that his religious beliefs substantially limit a major life activity, and that his employer was aware of his religious needs but failed to reasonably accommodate them (EEOC, 2021).

Ned did not disclose his religious observance at the time of hiring, and thus, the employer was unaware of his restrictions. Once aware, they could be obligated to provide a reasonable accommodation—such as scheduling adjustments—to allow Ned to observe his religious practices. However, if accommodating Ned’s religious scheduling conflicts causes undue hardship—defined as more than a minimal cost or burden under the law—the employer might be justified in refusing accommodation (U.S. Equal Employment Opportunity Commission [EEOC], 2023).

In this case, the employer argues that rearranging the schedule imposes additional costs and productivity issues, especially with the need to bring in more senior staff at higher wages. Courts assess undue hardship by considering factors such as impact on operations, financial cost, and other organizational burdens (Bates & Stack, 2019). Given the productivity drops and extra costs mentioned, the employer might claim undue hardship. However, whether the employee has a valid discrimination claim depends if the employer had known of the religious restriction previously and failed to act once informed.

Potential defenses include economic hardship and impact on business operations. Courts may accept these defenses if the employer can convincingly demonstrate that accommodating Ned would cause significant difficulty or expense (Kiker, 2020). Nevertheless, the employer's obligation is to explore alternative accommodations that do not impose undue hardship.

Conclusion on Scenario 1

Ned could argue for religious discrimination if he proves that his religious beliefs were known or should have been reasonably known, and that the employer failed to accommodate them without undue hardship. Conversely, the employer can defend against the claim by demonstrating that accommodating Ned would impose more than a minimal burden on the organization, considering the costs and productivity impact.

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Analysis of Scenario 2: Ella's Sleep Apnea and ADA Protections

The ADA defines a disability as a physical or mental impairment that substantially limits one or more major life activities (EEOC, 2023). To determine whether Ella’s sleep apnea qualifies for protection, courts consider factors including the severity of the condition, its duration, and its impact on her ability to perform essential job functions.

In Ella’s case, her sleep apnea causes her to fall asleep during work, which impairs her job performance. Her request for a caffeine supplement costing $200 daily functions as a reasonable accommodation if it enables her to perform her duties effectively. The essential considerations include whether her sleep apnea qualifies as a disability, whether it substantially limits a major life activity (such as sleep or concentration), and whether the accommodation is reasonable.

Courts tend to evaluate whether the disability substantially limits her ability to perform her job and whether the requested accommodation effectively addresses the limitation. Because caffeine pills are pharmaceutical aids, the employer must assess whether providing such medication constitutes a reasonable accommodation without undue hardship (EEOC, 2023).

In this context, courts may examine the medical evidence regarding Ella's sleep apnea and whether less costly or invasive accommodations could be effective, such as providing a later shift or allowing periodic breaks. The high cost of caffeine supplements may be a factor in determining undue hardship, but the primary concern is if the condition qualifies under ADA and if the accommodation directly assists in mitigating the disability’s effects.

Conclusion on Scenario 2

Ella’s sleep apnea could qualify as a disability if it substantially limits a major life activity, such as sleep or concentration. If deemed a covered disability, the employer may be required to provide reasonable accommodations, which could include allowing her to stay on her preferred treatment plan—though the cost and effectiveness of caffeine pills may influence whether the employer is obligated to provide them.

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Conclusion

In summary, employment law requires careful analysis of individual circumstances. Ned’s potential claim hinges on awareness, accommodation efforts, and undue hardship; Ella’s claim depends on whether her sleep apnea qualifies as a disability and if the requested accommodations are reasonable. Employers must balance organizational needs with legal obligations to prevent discrimination and ensure accessible work environments (Smith & Adams, 2022).

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References

  • Bates, T., & Stack, R. (2019). Employment Discrimination Law. Oxford University Press.
  • EEOC. (2021). Religious Discrimination. Equal Employment Opportunity Commission. https://www.eeoc.gov/laws/types/religion
  • EEOC. (2023). Americans with Disabilities Act of 1990. https://www.eeoc.gov/statutes/americans-disabilities-act-1990
  • Kiker, B. (2020). Organizational Impact of Religious Accommodations. Journal of Workplace Law, 15(2), 125-137.
  • Smith, J., & Adams, D. (2022). Balancing Organizational Needs with Employee Rights. Harvard Business Review.
  • U.S. Equal Employment Opportunity Commission. (2023). ADA and Workplace Accommodations. https://www.eeoc.gov/laws/guidance/enforcement-guidance-title-vii-and-religion

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