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| Topic: being fired for beliefs? | |
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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 no need to redact if its something that can be accomodated nothing else needs to be said if its not, than the conditions of employment are repeated with the applicant agreeing to understand' easy peasy |
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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 no need to redact if its something that can be accomodated nothing else needs to be said if its not, than the conditions of employment are repeated with the applicant agreeing to understand' easy peasy It is easier than this. In the interview process.. I can ask in my state and I have many times. Do you understand the job description and all it entails. If they say NO I explain my expectations in detail, once I know they know I can and do ask... Is this going to be a problem for you in any way shape or form.. IF so I need to know this now at this time. Is it a deciding factor can be and I am in my legal rights. During the yearly Eval's I can and do ask this same question again and again. And quite honestly, they can and are usually terminated if possible. I need to know that my staff can and do perform at top performance. It isn't personal it is business. Maybe harsh to many and yet In my field I don't really care nor I expect you to care what my personal belief's are.. Personal beliefs stop on the outside of the office door. |
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The idiot knew the job description, when she signed up.
That she decided, three years into the job, that she's above having to perform the duties of her job. The slag deserved to be fired. |
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Edited by
isaac_dede
on
Sun 09/06/15 10:25 PM
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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 no need to redact if its something that can be accomodated nothing else needs to be said if its not, than the conditions of employment are repeated with the applicant agreeing to understand' easy peasy it should be that way, but with iur current laws it's not. its not easy peasy because if it's something that you can't accommodate and you refuse to hire them because you know their religious beliefs will hinder their ability to do the job ..then you are guilty of religious discrimination and will be fined faster than you can say fired |
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being fired for beliefs?
She hasn't been fired yet. I would be interested to know whether or not she is paid during this "administrative leave." Because it's not just due to her beliefs, it's because of her beliefs and the people she directly works with and rely on (at least 1) are complaining about her. It seems the airline is taking the best course of action. They didn't outright fire her. But they did remove her from a situation where it could easily have started to become more adversarial with her coworkers. I can't see her being moved to another route, or with another crew, and the problem not arising again. Is she a part time flight attendant working weekends? Or is this her sole career? Maybe that doesn't matter. But I think it creates more of a cost and burden if she's full time. Other than that, I don't think she has all that much of a case, really, because of: "{Religious Discrimination & Reasonable Accommodation & Undue Hardship An employer does not have to accommodate an employee's religious beliefs or practices if doing so would cause undue hardship to the employer. An accommodation may cause undue hardship if it is costly, compromises workplace safety, decreases workplace efficiency, infringes on the rights of other employees, or requires other employees to do more than their share of potentially hazardous or burdensome work." http://www.eeoc.gov/laws/types/religion.cfm |
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Luggage handlers aren't required, as per job description, to serve alcohol to passengers.
Wait! She could be transferred to the janitorial staff. House keeping, doesn't serve alcohol. There's the accommodation. |
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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,,, Good grief. It is against state California and Nevada.
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I feel uncomfortable playing armchair lawyer.
I'd rather wait to see how this case plays out in court. |
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She could be the inflatable pilot blower upper....
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Edited by
mightymoe
on
Mon 09/07/15 12:01 AM
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She could be the inflatable pilot blower upper....
can the autopilots smoke anymore? |
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It's a good thing that I don't work (What Melmacian does?) because I believe I'll have another drink.
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I don't understand why people take jobs ...where they may have difficulty with in their own beliefs... arising by waiting on a customer ... that is not the real world ... people have to work with all kinds of people ... don't believe you should have to wait to get let go ... like this came out of the blue ... not!... people know what is lawful and is not ... and its discrimination ... while working with the public... if you do not do what is required of you ...
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