It is often small incidents that lead to EEO charges. Take, for example, the following case on religious preference.
Vision Electronics strives to be a customer-friendly organization. Management has continually emphasized to employees the need to be "pleasing in attitude" and "conservative in all manners of language, appearance, and dress." Vision Electronics has a well-published dress code, which states in part that "employees working directly with customers can only wear headwear officially approved by the company.
Nadia El-Saher is employed by Vision Electronics and has worked two months as a customer service advisor with direct customer contact. Nadia is Muslim and stated that her religious custom requires that she cover her head. She asks that she be allowed to wear a scarf in order to comply with her religious requirements. When asked specifically what the rule is on wearing a scarf she responded, "You are supposed to keep your head covered at all times."
Since her employment, Nadia has worn a scarf only occasionally. In the past two weeks, her supervisor has observed her wearing a scarf only four times. Her supervisor comments that the scarf is more of a "bad-hair-day scarf." When asked why she doesn't wear a scarf on a daily basis, she replied that some days "she just doesn't." Consequently, Nadia has been told that she cannot wear the requested head covering. She has challenged management's position, claiming that her religious custom must be accommodated.
DISCUSSION QUESTIONS:
1. If you had to decide this case for the EEOC, how would you settle the charge? What is the basis for your decision?
2. Should Vision Electronics be required to accommodate Nadia's requests? Explain.
3. Does the fact that Nadia wears a scarf only occasionally affect your decision? Explain.
4. Should management be allowed to ask Nadia when she must keep her head covered and what is permissible headwear? Explain.