Sample HR Management Essays on Disability and Religious Accommodation

Describe the meaning of the word disability as identified in the American with Disabilities Act.

Under the American Disabilities Act (ADA), the word disability describes individuals with various forms of physical or psychological mutilations that can significantly limit their respective abilities to conduct their major life-related activities (Percy, 2018). ADA’s definition incorporates relevant policies that make it illegal to discriminate against individuals identifying as disable. In particular, ADA’s definition of disability provides a unique framework of how societies can treat people with various forms of impairments.

Do you think Meg has a disability within the meaning of the law?

Within the meaning of law, Meg qualifies as a person with disability. In particular, the American Persons with Disabilities Act provides a legal framework to describe such individuals. Within the context, Meg’s mental impairment qualifies as an intellectual disability with major ramifications on her life-related activities. Therefore, within such legal definitions, discriminating against Meg is illegal or a violation of the ADA provisions.

Should the company be responsible for finding a job that Meg can perform? Why or why not?

Under the ADA framework, the company has an obligation to provide reasonable accommodation to Meg. Reasonable accommodation in the workplace implies that the company should find a job fitting Meg’s conditions. ADA illegalizes any form of discrimination or unfavorable treatment of employees based on a disability (Percy, 2018). In general, the acceptable threshold for reasonable accommodation includes various types of physical or mental limitations.

Checklist: Religious Accommodation Transcript 2:

Describe the key guidelines related to accommodating religion. 2. Is the company complying with these guidelines?

Common guidelines related to religious accommodations include exception from the company’s dress and grooming codes particularly during special occasions (U.S. Equal Employment Opportunity Commission, 2018). For example, employers should allow a religious headscarf or skullcaps for Muslims and Jews respectively. Additionally, companies should excuse atheists from any form of involvement in religious invocations. Correspondingly, employers should remain sensitive, understand, and appreciate the spiritual beliefs and needs of Native Americans and Muslims in their workplaces. For example, they should allow Muslims and Natives to attend the prescribed prayers and ritual ceremonies respectively. Presently, the company has failed to provide adequate reasonable accommodation based on religious affiliation.

Can the company defend its policy by maintaining that it has a certain image? Why or why not?

The company can argue that it has the right to maintain its public image. Consequently, the employees have the obligation to adhere to the company’s policies in order to ensure consistency in the competitive industry. The employees must align their innate beliefs and practices with the companies’ rules on public image. Honest and constructive relationships with the employees will enable the organizations to specify the applicable policies among other important guidelines (Percy, 2018). Indeed, a company is only as attractive as the consistent public’s perceptions of its employees and products. Therefore, the company has the right to make and execute policies that will maintain such healthy and unswerving public images.

Do you think the employee would be successful in a Title VII suit?

Under Title VII of the Civil Rights Act of 1964, the employee can successfully file a lawsuit. Title VII and ADA prohibits any form of discrimination based on racial and religious affiliation, sexual orientation, and various types of disabilities. In lawsuits involving employment situations, the applicant may claim unlawful termination based on religious discrimination and affiliation to a religious outfit (Percy, 2018). Additionally, the employee can claim work-based harassment resulting from a hostile work setting. Correspondingly, the employee can reinforce the lawsuit using provisions stipulated under ADA that prohibits any form of harassment or discrimination based on psychological or physical impairment. Fundamentally, employers have extra obligations under Title VII to introduce necessary changes aimed at eliminating different types of discriminative practices at wok.




Percy, S. L. (2018). Disability, civil rights, and public policy: The politics of implementation. University of Alabama Press.

U.S. Equal Employment Opportunity Commission (2018). Procedures For Providing Reasonable Accommodation For Individuals With Disabilities. Retrieved from