Memorandum

.docx

School

Florida International University *

*We aren’t endorsed by this school

Course

6403

Subject

Law

Date

Jun 10, 2024

Type

docx

Pages

3

Uploaded by CorporalBookDeer31

Memorandum To:  Genetta Davidson From:   RE:  Religious discrimination and concise plan of action. Date:  May 26, 2024 Filed July 14, 2023 HARTMAN, v. Company 123456, United States District Court, Southern District of Nowhere State Part I—Partial Case Brief: Citation: HARTMAN, v. Company 123456, United States Federal Trial Court, Southern District of Nowhere State, Filed July 14, 2023. Procedural History: Plaintiff Ernest Hartman filed this case against,   Defendant Company 123456, claiming religious discrimination in violation of Title VII of the Civil Rights Act of 1964 this law also requires employers to reasonably accommodate the religious practices of an employee. The defendant has sought for summary judgment on Plaintiff's allegations. Legal Issue: Circumstances of intent that support an inference of discrimination. Holding: The trail court acknowledged that the   party's "self-serving deposition testimony" "directly conflict[s]" with other evidence of record.
Reasoning: In August 2018 Plaintiff requested a religious accommodation with a written note from his Imam, stating It is permissible to shave it for medical reasons, if one considers it to be necessary. Trimming and cutting short the beard is allowed, but one should not shave it, if it is not for a valid medical reason.” In April 2019 Plaintiff provided a letter stating “This letter is to inform you that shaving one’s beard is not permissible in Islam. According to all Islamic denominations a man is required to keep a well-maintained beard . . . In Islam it is haram (sinful) to cut the beard. Unfortunately, due to religious obligation, the employee will be unable to shave his beard. He is required, however, to make sure his beard is groomed and maintained in a presentable manner. Plaintiff also fails to adequately support his claim that Defendant deliberately prolonged the waiver-approval process. Defendant permitted him to “report to work with whatever length beard he chose” while his application was pending. Outcome: Plaintiff has failed to show r eligious discrimination, the motion made by the defendant will be granted for the grounds listed above. Part II--Plan for Handling Request: Policy Development and Review: Draft a comprehensive anti-religious discrimination policy that clearly outlines the company's commitment to diversity, inclusion, and compliance with relevant laws (such as Title VII of the Civil Rights Act of 1964).
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