Question.3604 - Chapter 81. Explain what test is used to determine if a government action affecting religion violates that First Amendment.2. What exceptions exist under Title VII related ti religion?3.-5. Read Corporation of the Presiding Bishop of the Church of Jesus Christ of Latter-Day Saints v. Amos and answer the 3 questions presented.6. What is a reasonable accommodation? Provide an example and include when it may be considered an undue hardship.7. Explain nation origin discrimination.8. What are English only rules? Are they lawful?9. Explain the process of filing a complaint with the EEOC.10. Answer case problem number 9 on page 241. Chapter 91-3. Read Mount Lemmon Fire Dist. v. Guido and answer the 3 questions.4. Explain the provisions of the ADEA.5. What are the defenses to age discrimination.6.-9. Read Oubre v. Entergy Operations, Inc. and answer the three questions presented.10. Answer case problem 12 on page 269.
Answer Below:
CHAPTER xx terms xx testing xxx determination xx violation xx First xxxxxxxxx Religious xxxxxxx the xxxxx Test xxx established xx the xxxxx v xxxxxxxx to xxxxxxxxx if x government xxxxxx affecting xxxxxxxxx tends xx violate xxx First xxxxxxxxxxx clause xx not xxx test xxxxxxxx around xxxxx prongs xxxxxxx the xxxxxxxxxxxx actions xxxxxx have x secular xxxxxxxxxxx purpose xxxxxxxx the xxxxxxxxxxxx action xxxxxx neither xxxxxxx or xxxxxxx a xxxxxxxx or xxxxxxxx Thirdly xxx actions xx the xxxxxxxxxx should xxx foster xxx sense xx entanglement xxxx religion xx practices xxxxx VII xxxxx to xxxxxxx the xxxxx for xxxxxxxxxx pertaining xxxxxxxxxxxx on xxxxxxxxx discrimination xxxx an xxxxxxxx can xxxxxxx discrimination xx the xxxxx of xxxxxxxx if xx acts xx qualifier xxx the xxxxxxxx and xxxxxxxx religious xxxxxxxxxxxx has xxx authority xxxxxxxxxxx to xxxxx own xxxxx while xxxxxx people xxx religious xxxxxxxxx - xxxxxxxxxxx the xxxx Chapter xxxxxxxxxxx of xxx Presiding xxxxxx of xxx Church xx Jesus xxxxxx of xxxxxxxxxx Saints x Amos xxxxxxx the xxxx dealt xxxx the xxxxx of xxxxxxxxx organizations xxxxxxxxx from xxxxxxxxxxxxxxxxxxx employment xxxx when xx comes xx hiring xxx non-religious xxxx wherein xxx legal xxxxxxxxx focuses xx the xxxxx Amendment xxx the xxxxxxxxx Freedom xxxxxxxxxxx Act xxxxxxx the xxxxx revolved xxxxxx religious xxxxxxxxxxxxx authority xxxx firing xx refusing xx hire xxxxxxxxxxxxx job xxxxx on xxxxxx of xxxxxxxx without xxxxxxxxx of xxxxx VII xxxxx Rights xxx that xxxxxxxx people xxxx discrimination xxxxx on xxxxxxxx however xx this xxxx the xxxxx ruling xxxxxxx the xxxxxx on xxx basis xx exception xxxxxxxx in xxxxx VII xxx religious xxxxxxxxxxxxx is xxxxxxxxxxxxxx even xx the xxx is xxxxxxx in xxxxxx According xx my xxxxxxxxxxxxx the xxxxxxxxxx reasoning xxxxxx applying xxxxxxxxxxxxxxxxxxx law xx religious xxxxxxxxxxxxx in xxxx context xxxxx violate xxxxx right xx free xxxxxxxx of xxxxxxxx like xxx court xxx found xx to xx permissible xxx religious xxxxxxxxxxxx to xxxx employment xxxxxxxxx based xx religion xxxx for xxxxxxxxxxxxx roles xxx although xxx court xxxxx to xxxxxx that xxxxxxxxx organizations xxxxxxxxxx their xxxxxxxxx beliefs xxxx making xxxxxxxxxx decisions xxxx for xxxxxxx jobs xx long xx the xxxxxxxx is x religious xxxxxxxxxxx which xx turn xxxxxx the xxxxx of xxxxxxxxxxxxxxxxxxx laws xx this xxxxxxx emphasizing xxx protection xx religious xxxxxxx over xxxxxxxxxx protections xx these xxxxxxxx situations xxxx several xxxxxxx having xxxxxxxxxxx to xxxx it x potential xxxxx for xxxxxxxxxx which xxxxxxxxx can xxxxxxx to xxxxxxxx a xxxxxxxxx candidate xxxx a xxxxxxxxxx to xxxxxxx certain xxx requirements xxxx altering xxxxxxxx work xxxxxxxx making xx flexible xxx facilitating xxxxxxxxx technology xxxxxxxx of xxxxx or xxxxxx that xxx challenging xxxxxxxxxxx accommodations xxxxxx the xxxx and xxxx other xxxxxxx can xx considered xxxxx determining xxxxx hardship xx occurs xxxx employers xxxxxxxxxxxx an xxxxxxxx candidate xx the xxxxxxx of xxxxx ethnicity xx cultural xxxxxxxxxx preferences xx ancestry xx accent xxxxxxx language xxx in xxxxxxx instances xxxx names xx individuals xx family xxxxxxx being x part xx a xxxx ethnic xxxxx or xxxxxxxx origin xxxxx Seen xxxx employers xxxxxxxxxxx it xxxxxxxx the xxxx for xxxxx employees xx speak xxxxxxx in xxx workplace xxxxxxxxxxxx during xxx production xxxxx it xx lawful xxxxxxxxxxx some xx the xxxxxxxxxxxxx like xxxx the xxx role xxxxxxx or xxxx targeted xxxxxxxx segments xxxxxxx interaction xxxxxxxx being xxxxxxx when xxxxxxxx or xxxxxxxxxxx relies xx certain xxxxxxxx use xx more xxxx ethical xxxxxx encompassing xxx imposition xx it xx a xxxxxxx off xxxxxxxxxx or xxxxxxx hours xxx unethical xxxxxxxxx can xx considered xxxxxxxxxxxxxx unless xxxxxxxxx by xxxxxxxx necessity xxxx does xxx require xx individual xxxxxx a xxxx under xxx Equal xxx Act xxxx file xxxxx with xxx EEOC xxx in xxxxxxxx if xxx EEOC xxx already xxxxx a xxxx the xxxxxxxxx automatically xxxxxxxxx the xxxxxxxxxxx suit xx the xxxx complaint xxxxxxx it xx required xx lodge x complaint xxxxxx the xxxx frame xx two xxxxx of xxxxxxx violations xxx from xxxxx VII xxxxxxxxx v xxxxxxxx Tire xxx Rubber xx it xx required xx fila x suite xxxx to xxxx from xxxxxxxxxx adoption xx the xxxxxxxxxxxxxx pay xxxxxxxx and xx the xxxxxxxxx are xxxxxxx of xxxxxxxx even xxxxx a xxxx after xxxxxxxx it xx late xx file xxx suit xxxxx file xxxx under xxxxx VII xxxxxxxxxxx Constructo xx 's xxxxxx there xx a xxxx for xxx company xx show xxxx its xxxxxx policies xxx BFOQ xxxxxxx that xxxxx referred xx an xxxxxxxx employee xx essential xxx the xxxx and xxxxxxxxx performance xx the xxx While xx the xxxxx side xxx African xxxxxxxxx should xxxx that xxx company xxxxxxxx has xxxxxxxxx impact xx them xx it xxxxxxxxxxxxxxxxxx excludes xxxx from x protected xxxxx and xxxx show xxxx the xxxxxx is xxx a xxxxxxxx necessity xxx cannot xx justified xx a xxxx Based xx the xxxxxxxxxxx from xxx textbook xxx court xxxx likely xxxx that xxxxxxxxxx has xxx its xxxxxx only xx it xxx show xxxx the xxxxxxxx policy xx a xxxxxxxxxx business xxxxxxxx and xxx underlying xxxxxx or xxxxxx for xxxxxxxxx it xxxxx the xxxxx will xxxxxxx towards xxx African xxxxxxxxx if xxxx prove xxxx appropriate xxxxxxxx that xxx policy xxx a xxxxxxxxxxxxxx impact xxx that xx cannot xx justified xx a xxxx CHAPTER x Considering xxx case xxxxx Lemmon xxxx District x Guido xxxxxxx Supreme xxxxx assessed xx ADEA xxxxx to xxxxx to xxxxx local xxxxxxxxxxx despite xxx number xx employees xxxx have xxxxxx operational xxxxx includes xxxxxxxxxxxxx employers xxxxxxx reference xx the xxxxxx of xxxxxxxxx so xxxxx government xxxxxxxx must xxxx comply xxxx age xxxxxxxxxxxxxx laws xxxx tend xx prohibit xxxxxxxxxx discrimination xxxxxxx people xxxxx of xxx or xxxxx while xxxx including xxxxxxx factors xxxx refusal xx hire xx the xxxxxxx of xxx or xxxxxx discrimination xxxxx on xxxxxxxxxx or xxxxxxxxxx of xxxxxxxxxx in xxxxx of xxxxxxxx employees xxxxxxxxx on xxx grounds xx compensation xx promotions xx growth xxxxxxxxxxxxx ADEA xxxxx to xxxxx to xxxxxxxxx labor xxxxxx and xxxxx employment xxxxxxxx to xxxxxxxx them xxxx mandatory xxxxxxxxxxx but xxxxxxxxx exceptions xxxx age xx BFOQ xx terms xx defenses xx age xxxxxxxxxxxxxx under xxx ADEA xxxxxxx BFOQ xxxxxxx employers xxxx the xxxxx to xxxxxxx discrimination xx the xxxxxxx of xxxxxxxxx for xxxxxxxx wherein xxx as x factor xx directly xxxxxxx to xxx ability xx perform xxx essential xxxxxxxxx of xxx job xxx also xx showing xxxx the xxxxxxxxxx decision xxx based xx a xxxxxxxxxx factor xxxxx than xxx like xxxxxxxxxxx seniority xx relying xx a xxxx fide xxxxxxxxx system xxxx if xxxxx employees xxx treated xxxxxxxxxxx as xxxx as xxxxxx is xxx a xxxxxxxxxx to xxxxx the xxxxxxxx of xxx ADEA xx other xxxxxxxxxx business xxxxxxx another xxxxxx could xx differentiating xxxxxxx employees xx terms xx benefits xxxxx on xxxx considerations x considering xxx case xxxxx v xxxxxxx Operations xxx the xxxxxx was xxx valid xxxxx the xxxx because xx compliance xxxxxx with xxx requirements xxx forth xx the xxxxx an xxxxxxxxx to xxx ADEA xxxxxxx sufficient xxxx was xxxxx to xxxxx to xxxxxx the xxxxxxx and xxx not xxxxx a xxxxxxxxx revocation xxxxxx after xxxxxxx the xxxxxx Thirdly xxx waiver xxx not x specified xxxxx under xxxx Entergy xxx not xxxxx that xxx waiver xxxxxxxx with xxx ADEA xxxxxx argument xxx under xxxxx contract xxx Oubre xxxxxxxx the xxxxxxxxx waiver xx keeping xxx severance xxxxxxx thus xxxxxx the xxxxxx binding xx the xxxxx side xxxxxxxx principles xxx invoked xx Entergy xxxxxxxx that xxxxxx retention xx the xxxxx constituted xxxxxxxxxxxx of xxx waiver xx terms xx returning xxxxx has xxx choice xxx to xxxxxx the xxxxx before xxxxx Entergy xxxxx the xxxx also xxxxxxx court xxxxx state xx that xxxxx overrides xxxxxxx contract xxxxxxxxxx with xxx scope xx compliance xxxx the xxxxx is xxxxxxxxx for x valid xxxxxx of xxxx claims xxx since xxxxxx was xxxxx under xxx OWBPA xxxxxx retention xx the xxxxx did xxx amount xx ratification xxx she xxxxx proceed xxxx her xxxx claim xxxxxxx returning xxx severance xxxxxxx Considering xxxx Problem xx Paso xxxxxxx Gas xxxxxxxxx rule xx age xxxxxxxxxx is xxxxx BFOQ xxxxxx ADEA xxxxx the xxxxxxxx intent xxx that xx is xxxxxxxxxxx to xxxxxxx the xxxxxx of xxxxxx after xxx adding xx the xxx regulation xxxx mandates xxxxxxxxxx of xxxxxxxxxx pilots xx the xxxx age xxx also xxxxxx involved xxxxxxxx FFA xxxx tends xx back xx Paso xxxx tends xxxxx BFOQs xxxx when xxx factor xxx has x strong xxxxxx necessary xx normal xxxxxxxxxx of xxx business xxxx piloting xxxxxxxx serious xxxx stakes xxx demands xxxxxx and xxxxxxxx health xxxxx diminishes xxxx age xxxxxx a xxxxx hand xxx El xxxxxx retirement xxx to xx legally xxxxxxxxxxx under xxxxxx BFOQ xxxxxxxxx on xxx basis xx critical xxxxxx concernsMore Articles From Business Law
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