Grovers Travel
July 14th, 2007 by admin
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Public Employees Local 71 - Labor Union TV Commercial
TV ad for a local labor union for employees at the Fairbanks International Aiport. Won a 2006 Goldie Award for Best Commercial $1000+ in the state. Directed by Mike Martinez - written by Charles Fedullo.
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http://www.challengeyoursoul.com/ Q. What issues do Muslim women face in the workplace? A: Muslim women report that the issue of attire comes up most often in the initial interview for a job. Some interviewers will ask if the prospective employee plans to wear the scarf to work. Others may inappropriately inquire about religious practices or beliefs. Sometimes the prospective employee, feeling pressure to earn a living, will take off the scarf for the interview and then put it on when hired for the job. Modest dress should not be equated with incompetence. Other issues include unwanted touching or pulling on scarves by other employees, verbal harassment or subtle ostracism and denial of promotion. Many Muslims also object to being pressured to attend celebrations of other religious traditions or to attend employer-sponsored celebrations at which alcohol is served. Q. What can an employer reasonably require of a woman wearing hijab? A: An employer can ask that an employee's attire not pose a danger to that employee or to others. For example, a Muslim woman who wears her head scarf so that loose ends are exposed should not be operating a drill press or similar machinery. That employee could be asked to arrange her hijab so that the loose ends are tucked in. An employer can ask that the hijab be neat and clean and in a color that does not clash with a company uniform. Q. What are the legal precedents on this issue? A: Many cases have demonstrated an employee's legal right to reasonable accommodation in matters of faith. Examples: 1) The failure of other Muslim employees to wear headscarves is legally irrelevant. The employee need only show sincerely-held religious beliefs. (E.E.O.C. v. Reads, Inc., 1991) 2) There are no health or safety concerns at issue. (Cf. E.E.O.C. Dec. No. 82-1, 1982, also E.E.O.C. Dec. No. 81-20, 1981) 3) Companies cannot give effect to private biases. In other words, just because an employer believes customers will be prejudiced against a woman in a scarf, that does not mean the employee can be fired. (Palmer v. Sidoti, 1984, also Cf. Sprogis v. United Air Lines, Inc., 1971) 4) An employer must demonstrate "undue hardship" caused by the wearing of religious attire. (TWA v. Hardison, 1977) Hardships recognized by the courts include cost to the employer or effect on co-workers. 5) Dress codes can have disproportionate impact on certain faiths. (E.E.O.C. Dec. No. 71-2620, 1971, also E.E.O.C. Dec. No. 71-779, 1970)
MTA Employee Assaulted At Station
Authorities are investigating the assault of a 71-year-old Maryland Transit Authority attendant.
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