In the case of EEOC vs AutoZone this case was about discrimination against an employee and the right for him to wear a turban and a bracelet that had to do with his religion.
The lawsuit was filed in September 2010 that said the company violated federal law because the employee was harassed and no accommodations were made for his religious beliefs. All this took place at the Everett Massachusetts Auto Zone store when the manager did not take Mr. Burroughs religious beliefs serious and began to harass him by asking if he was a terrorist and if he had joined forces with a group called Al-Qaeda then as the customers started to harassment management did nothing to stop it. It was all ledged that AutoZone terminated his employment because he asked for religious accommodations and told them he thought that he was being decimated against. According to the EEOC Title VII of the civil rights act of 1964 prohibits employers from …show more content…
After this did not happen then it went to court under Judge Young and he decided in favor of the employee and instead of going to trial AutoZone who is a fortune 500 company and a distributor of auto parts decided to reach a settlement by a consent decree and paid $75,000 plus attorney fees. The EEOC also required that the company AutoZone to put in place a policy that will stop religious discrimination within the company nationwide. It was also ordered for the company to train all managers and human resource employees on religious discrimination it was further ordered that the company had to report to EEOC on how it will be handling any and all requests for religious accommodation and complaints of religious harassment from their employees.
AutoZone will also have to distribute the new policy as well as a notice regarding the consent decree to all 65,000 employees and stores within the United States which is about