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Running head: Advisory Memo: Reasonable Accommodation and Undue Hardship




HRM 546 WEEK 4 - ADVISORY MEMO REASONABLE
ACCOMMODATION AND UNDUE HARDSHIP


Advisory Memo: Reasonable Accommodation and Undue Hardship

, Advisory Memo: Reasonable Accommodation and Undue Hardship


MEMORANDUM


To: HR Manager, State of Estates

From:

Date: January 12, 2020

Re: Religious Discrimination




Based on laws that touch on religious discrimination such as Title VII of the

Civil Rights Act of 1964 and the Religious Freedom Restoration Act (RFRA),

religious belief is described as those individuals belonging to any organized

religion and have sincere religious, ethical, and moral beliefs. Employees like Ned

are therefore protected at their workplace from any discrimination on any aspect

touching on employment such as pay, fire, hires, being laid off, training and

benefits, among others (EEOC). However, despite such protection, employees are

required by law to let their employers know at the earliest time possible if they

were engaged in specific duties that would conflict with their religious observance.

In Ned's case, he should have informed his superiors at the time of being engaged

that he is a follower of the ‘Weekend Warriors' and request that they find a

reasonable accommodation. That would then allow him to meet his religious