Advisory Memo Reasonable Accommodation and Undue.docx Advisory Memo: Reasonable Accommodation and Undue Hardship HRM/546 To: ¦¦¦¦¦¦¦. From: ¦¦¦¦¦¦¦¦¦.. Subject: ¦¦. Memo: xxx was initially hired as a weekend sup
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Advisory Memo Reasonable Accommodation and Undue.docx Advisory Memo: Reasonable Accommodation and Undue Hardship HRM/546 To: ¦¦¦¦¦¦¦. From: ¦¦¦¦¦¦¦¦¦.. Subject: ¦¦. Memo: xxx was initially hired as a weekend supervisor but failed to disclose that his religious commitments would conflict with his schedule. Ned called out of work three Saturdays in a row costing the company extra overtime costs. As a result, State of Estates would like to terminate xxxs employment. Ned was not reprimanded for calling out for three Saturdays in a row. If terminated, Ned would have an argument for religious discrimination against State of Estates. In order for an employee to proceed with a claim of religious discrimination, he must first establish a prima facie case by establishing he holds a sincere religious belief that conflicts with an employment requirement, he has informed the employer of the conflict, or he was discharged or disciplined for failing to comply with the conflicting employment requirement. (Bennet-Alexander & Hartman, 2015, p. 849) Ned could argue that in observance of his religion, he is unable to work on Saturdays. Ned could have asked for a reasonable accommodation, but he chose to call off three Saturdays in a row. A reasonable accommodation (schedule change) was considered however, it would require a higher expense for the company to re-arrange the schedule and have a more senior supervisor work the shift. To establish undue hardship, the employer must demonstrate that the accommodation would requ. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . .. .. . . . . . . . . . . . . . . . . . .. . . . .
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