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Week 5 Assignment
Employment Law
12/4/2014
Moniquea Pettway |

1. When can an employee’s religious belief qualify as a bona fide occupational qualification?
In order to use the BFOQ exception, an employer must prove that no member of the group you are discriminating against could perform the job. A Lutheran church would argue that only a Lutheran could effectively practice and preach the tenants of their religion and a Catholic would be unable to perform the job due to his or her beliefs. 2. Answer Human Resource Dilemma, Ch 14, #1, p. 355. (Milton, Madden & Herman) )
I agree that religious hiring is a BFOQ
One of the best ways to understand BFOQ exceptions is to look at examples where courts have allowed what would otherwise be discrimination:
-For airline pilots, mandatory retirement age requirements were allowed because safety was the primary concern and airlines could show that older pilots were significantly less safe once they reached a certain age.
-Male clothing designers could legally advertise for male models only, where female models wouldn't be able to model men's clothing as intended.
-Churches can legally hire only members of their church and reject clergy from other religions.
-An airline was allowed to hire only pilots of a certain religious background because one of the countries that the airline flew over prohibited, under punishment of death, the presence of people outside of this religion. 3. Answer Human Recourse Dilemma, Ch 15, #3, p. 374. (Johnny Carlton)
I do not feel that Muson’s decision to deny Carlton falls under the Title VII Act because that act does not pertain to anything that has to do with what college you attend. Carlton cannot prove that he was discriminated against based off of the school he goes to. 4. Answer Human Resource Dilemma, Ch 16, #2, p. 392. (Harvey Jameson)
It does not matter if the newly hired employee is 40 years of age or older if the employer fired the first employee based on that employee's age.
The Supreme Court has cautioned, however, that an inference of age bias "cannot be drawn from the replacement of one worker with another worker insignificantly younger." According to most federal courts, five years is a reasonable threshold establishing a significant gap for the purpose of establishing age discrimination. 5. Answer Human Resource Dilemma, Ch 17, #3, p. 417. (Rita Hall )