The ethics of accommodating employees' religious needs in the workplace

Article Abstract:

The US Constitution requires employers to accomodate employees' religious practices but many employers feel they only need to accommodate the majority of employees, Christians, and that anything more would be burdensome. The courts have agreed that religious accommodation should not impose undue hardship but accommodation is still preferred. A suggestion to simplify scheduling concerns would be to give employees three paid holidays to schedule according to their religious needs, but this could be too expensive for some employers. Flexibility is necessary for religious accommodation.

Employee Benefits & Services, Vacations & Holidays, Freedom of religion, Human resource management, Employee benefits, Holidays, Leaves of absence

---

Employee privacy: legal implications for managers

Article Abstract:

A number of federal statutes protect some of the privacy rights of employees, but there is no comprehensive scheme addressing the privacy expectations that employees should have in the workplace. Employers should restrict access to medical records, personnel records and information relating to discipline, assessment and dismissal. Some employee monitoring, such as listening to phone calls or checking e-mail, may be necessary, so employers should have employees consent to such activities. The torts of defamation and invasion of privacy provide employees with remedies.

Other Justice, Public Order, and Safety Activities, Privacy, Privacy, Right of, Right of privacy, Confidential communications, Personnel records

---

Monitoring employee telephone conversations under the amended Illinois Eavesdropping Act

Article Abstract:

Illinois responded to concerns by telemarketing companies that the Eavesdropping Statute of the Criminal Code of 1961 prevented quality monitoring by amending the Statute in Dec 1995 to broaden the permitted activities. This amendment has raised concerns that employee privacy rights have been further limited despite only codifying currently permitted actions. The amendment states that telephone monitoring is permitted for quality control, educational or research reasons. The law should be limited to telemarketing companies but otherwise is valid.

Marketing industry, Illinois

Similar abstracts:

• Abstracts: New safety consultation rights for non-unionised workplaces. Electricity at work and the law - a live issue
• Abstracts: IRS revokes 1993 PLR on multiple employer rabbi trust funded with employer stock. Two wrap-around deferred compensation plans approved by IRS
• Abstracts: Battle of the accounting bits. Internet legal research organizer. 27 tips for a successful document assembly project
• Abstracts: Ford v. Lemelson and continuing application laches revisited
• Abstracts: 'Separate but equal' revisited: the Detroit male academies case. Title IX and gender equity in college athletics: how honesty might avert a crisis

This website is not affiliated with document authors or copyright owners. This page is provided for informational purposes only. Unintentional errors are possible.