Type your question here In the Hillsdale Savings Bank, a Menorah and a Christmas
ID: 403939 • Letter: T
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In the Hillsdale Savings Bank, a Menorah and a Christmas tree are displayed. Maria McDougal, a teller, brings a small nativity scene for display. The bank manager refuses to display it for fear of offending non-Christians. After Maria writes to the bank headquarters, she is terminated.
QUESTION: How would you advise her to proceed?"
Type your question here In the Hillsdale Savings Bank, a Menorah and a Christmas tree are displayed. Maria McDougal, a teller, brings a small nativity scene for display. The bank manager refuses to display it for fear of offending non-Christians. After Maria writes to the bank headquarters, she is terminated. QUESTION: How would you advise her to proceed?"Explanation / Answer
According TO, Title VII of the Civil Rights Act of l964 prohibits employers, except religious organizations, from discriminating against individuals because of their religion in hiring, firing, and other terms and conditions of employment.
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Title VII also requires employers to reasonably accommodate the religious practices of an employee, unless to do so would create an undue hardship upon the employer.
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Maria was terminated from her position as a teller at Hillsdale Savings bank because she wrote to the bank's headquarters regarding a small nativity scene that her manager refused to display for fear of offending non-Christians.
========================================================= I would advise Maria to file a claim against the bank through EEOC because all she did was write a complain to the headquarters.
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Employers cannot discriminate when making an employment choice because of the religion of the employee. So in this case Maria should not have been terminated. Maria has to show that her rights were violated under the religious accommodation rules.
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But here is a hypothetical situation, supposedly this particular branch of Hillsdale Savings Bank have 15 or less employees, then there's no obligation for this employer to comply with Title VII and is not required to provide accommodations for employee's religious practices.
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