Copy and paste the class id under clid eq: Leave this page open and open another instance of E-centaurus In the new E- entaurus window Click Database setup and select Literature/Brochure Click Add (Make up Lit ID and create blank Record. ) Copy and paste letter in Memo/Notes 13 (format if necessary) Hit Save This screen should pop up and you n to select the L Copy it into your first E-centaurus database window under lt. ltid Click the red x to save and exit Go back to the other Click run report option and delete the date and compare type for the date.
Than Run the report with the giant RUN this Report button in the upper right corner. Verify the report look 0k. Email Belinda and tell her the report ID The Report id is highlighted.. Religious Discrimination Religious discrimination involves treating a person (an applicant or employee) unfavorably because of his or her religious beliefs.
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The law protects not only people who belong to traditional, organized religions, such as Buddhism, Christianity, Hinduism, Islam, and Judaism, but also others who have sincerely held religious, ethical or moral beliefs.
Religious discrimination can also involve treating someone differently because that person is married to (or associated with) an individual of a particular religion or because of his or her connection with a religious organization or group. Religious Discrimination & Work Situations The law forbids discrimination when it comes to any aspect of employment, including hiring, firing, pay, Job assignments, promotions, layoff, training, fringe benefits, and any other term or condition of employment. Religious Discrimination & Harassment It is illegal to harass a person because of his or her religion.
Harassment can include, for example, offensive remarks about a person’s religious beliefs or practices. Although the law doesn’t prohibit simple teasing, offhand comments, or isolated incidents that aren’t very serious, harassment is illegal when it is so frequent or evere that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoted). The harasser can be the victim’s supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer, such as a client or customer.
Religious Discrimination and Segregation Title VII also prohibits workplace or Job segregation based on religion (including religious garb and grooming practices), such as assigning an employee to a non- customer contact position because of actual or feared customer preference. Religious Discrimination & Reasonable Accommodation The law requires an employer or other covered entity to reasonably accommodate an employee’s religious beliefs or practices, unless doing so would cause more than a minimal burden on the operations of the employer’s business.
This means an employer may be required to make reasonable adjustments to the work environment that will allow an employee to practice his or her religion. Examples of some common religious accommodations include flexible scheduling, voluntary shift substitutions or swaps, Job reassignments, and modifications to workplace policies or practices. Religious Accommodation/Dress & Grooming Policies Unless it would be an undue hardship on the employer’s operation of its business, an employer must reasonably accommodate an employee’s religious beliefs or practices.
This applies not only to schedule changes or leave for religious observances, but also to such things as dress or grooming practices that an employee has for religious reasons. These might include, for example, wearing particular head coverings or other religious dress (such as a Jewish yarmulke or a Muslim headscarf), or wearing certain hairstyles or facial hair (such as Rastafarian dreadlocks or Sikh uncut hair and eard). It also includes an employee’s observance of a religious prohibition against wearing certain garments (such as pants or miniskirts).