Sanders HRM 3304 Db 3 and 4

3 part need to be answer

DB 3

Describe reasonable accommodation in your own words. Then, choose a side in the Hardison case outlined in your eTextbook in Case 8.2. Discuss whether you agree or disagree with the court's ruling in this case and why. Support your decision with applicable Equal Employment Opportunity Commission guidelines.

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To me, reasonable accommodation, is a change that benefits an employee that may need extra help or consideration. This extra help or consideration they may need, does not take away from them being productive and getting their work completed. This help or consideration helps employees be in a better position (physical, mental, or emotional) to do their jobs to the best of their ability..

I agree with the courts ruling, TWA did try to accommodate Hardison’s religious needs. They did it when he was in building one. Once he moved to another building, he unfortunately went to the bottom of the seniority list. The TWA and the Union already came to an agreement of the seniority list. He did admit that they tried to accommodate him. If they did so in building 2, then they would have to take away a day off from someone else who had more seniority. He wasn’t protected under Title VII because they were unable to make reasonable accommodations without undue hardship to the employer’s business. It stated that Hardison's new position was very important to the company.

DB4

Discuss and give examples of when age can be a bona fide occupational qualification (BFOQ). What are some examples of age discrimination under the Age Discrimination Employment Act? As the head of human resources, what recommendations would you have to prevent your company from violating this act?