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| Topic: being fired for beliefs? | |
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She is not consuming the alcohol, so what is her reasoning for not serving it? just a way for someone to force their religious beliefs on everyone around them... |
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I would imagine its a sense of complicity
like letting your forty something father bring his teenage girlfriend to your house even though you arent the one being a pedophile, its the sense that you are being complicit in someone else being one.... |
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I need a Beer right now, don't feel obliged to join me !
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I would imagine its a sense of complicity like letting your forty something father bring his teenage girlfriend to your house even though you arent the one being a pedophile, its the sense that you are being complicit in someone else being one.... No Offense this IMHO leans more to the legalities of said issue than a religious conviction |
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I would imagine its a sense of complicity like letting your forty something father bring his teenage girlfriend to your house even though you arent the one being a pedophile, its the sense that you are being complicit in someone else being one.... in the same sense, it's no one elses business... |
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at the end of the day, it really should be an employer/employee situation,,,,with the negotiation or decision not needing to involve anyone else,,, this I agree with, and while we have laws protecting religious beliefs and freedom to express those, there needs to be common sense applied.... for example what if next this same women applies for a job at a bar?..... the bar manager refuses to hire her because she CAN'T do that job. ..then she sues him because he refused to hire her because of her religious beliefs..in reality he refused to hire her because she couldn't perform the the job...common sense must be applied in certain situations |
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I would imagine its a sense of complicity like letting your forty something father bring his teenage girlfriend to your house even though you arent the one being a pedophile, its the sense that you are being complicit in someone else being one.... No Offense this IMHO leans more to the legalities of said issue than a religious conviction I understand I dont take offense, but a law is a law much the way people have respect for mans laws by not participating or contributing in any way to someones decision to break it people also have respect for their 'religious' laws by not particiating or contributing KNOWINGLY to someones decision to break it,,, |
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I need a Beer right now, don't feel obliged to join me !
I'm joining in.. This is getting interesting. |
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I need a Beer right now, don't feel obliged to join me !
I'm sitting in the airport and just finished one...what took you so long in joining? 
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I need a Beer right now, don't feel obliged to join me !
I'm joining in.. This is getting interesting. Im going to have chicharron...youre free not to join me as well.
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I would imagine its a sense of complicity like letting your forty something father bring his teenage girlfriend to your house even though you arent the one being a pedophile, its the sense that you are being complicit in someone else being one.... Your scenario is against the law. Drinking alcohol on a flight is not. It is not like they are allowed to over indulge, because I am sure they have policies in place. If she wishes to teetotal, that is fine, but she lives in the real world which rarely accomodates personal preferences albeit religious or not. |
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I need a Beer right now, don't feel obliged to join me !
I'm joining in.. This is getting interesting. Im going to have chicharron...youre free not to join me as well.
Hey! I'm not going to miss that! 
Sit aside (Forcing my way in) |
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Msharmony has just opened a new can of worms...
How complacent can we be about 41 year-old guy coming home with a 19 year-old widow with children ? |
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She? Sharon? I'm in.
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I believe just like accommodating allergy or handicap, this should be something included in the application process and the employer can decide whether based upon whether they are hiring the best suited employees, they wish to accommodate their unique situation allow it to be a company/employer decision, and they should be able to show where the employee is doing their job well enough that their loss would do more harm than good,,, Clearly you've never hired someone before. You can not ask questions about religion, sexual preference or Identity or any other personal thing it is against the law. no it isnt, they have an option on every application to include such information, it jsut cant be MANDATED and if one finds it important enough, they will include it 
No they can't. Once again you have no clue what your talking about. I went through extensive training on hiring people being the director of operations for a company that did Loss Prevention consultations. 1. Myth: It's illegal for an interviewer to ask about your religion, national origin, marital status, number of children, etc. Fact: In most states, the act of asking these questions itself is not illegal. What is illegal is basing a hiring decision on the answers to these questions. So since an employer can't factor in your answers, there's no point in asking them, and smart interviewers don't go near these topics. http://money.usnews.com/money/blogs/outside-voices-careers/2012/02/06/10-shattered-myths-about-workplace-rights California and Nevada it is illegal. |
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Maybe it is time for Muslim only flights? She could steward them? Hell no! Those flights would end up flying into buildings! |
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Maybe it is time for Muslim only flights? She could steward them? Hell no! Those flights would end up flying into buildings!
Oh I give up...there are no solutions for over zealous, irrational people of any religion. |
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Msharmony has just opened a new can of worms... How complacent can we be about 41 year-old guy coming home with a 19 year-old widow with children ? why would you care? |
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I believe just like accommodating allergy or handicap, this should be something included in the application process and the employer can decide whether based upon whether they are hiring the best suited employees, they wish to accommodate their unique situation allow it to be a company/employer decision, and they should be able to show where the employee is doing their job well enough that their loss would do more harm than good,,, Clearly you've never hired someone before. You can not ask questions about religion, sexual preference or Identity or any other personal thing it is against the law. no it isnt, they have an option on every application to include such information, it jsut cant be MANDATED and if one finds it important enough, they will include it
No they can't. Once again you have no clue what your talking about. I went through extensive training on hiring people being the director of operations for a company that did Loss Prevention consultations. 1. Myth: It's illegal for an interviewer to ask about your religion, national origin, marital status, number of children, etc. Fact: In most states, the act of asking these questions itself is not illegal. What is illegal is basing a hiring decision on the answers to these questions. So since an employer can't factor in your answers, there's no point in asking them, and smart interviewers don't go near these topics. http://money.usnews.com/money/blogs/outside-voices-careers/2012/02/06/10-shattered-myths-about-workplace-rights California and Nevada it is illegal. good grief,, as I said, and as your information backs up, it is not illegal to ask about them and many employment applications have an OPTIONAL section for those to fill in they also have a section where one can ADD if they have any limitations that may affect their job,,, |
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good grief,, as I said, and as your information backs up, it is not illegal to ask about them and many employment applications have an OPTIONAL section for those to fill in they also have a section where one can ADD if they have any limitations that may affect their job,,, I don't think that's his point, it seems his point is EVEN if you do ask, or they put it in, it is ILLEGAL to base your hiring decision on that section...so in some companies to avoid the APPEARANCE of discrimination they actually REDACT that portion before it gets to the hiring manager. Those portions are actually ONLY to be used fir demographic purposes and if anyone is found to be basing hiring decisions on that portion then that EMPLOYER is breaking the law and facing major fines or worse. but it is sticky, maybe applications sh I ukd be updated to read 'does your religious beliefs prevent you from doing any part if this job?, if so explain below" but that currently doesn't exist so the cases such as this one and others keep stacking up |
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