CASE EXERCISE 1:

A “Bad Hair Day” or a Religious Custom?

Question:
1. If you had to decide this case for the EEOC, how would you settle the charge? What is
the basis for your decision?
2. Should Vision Electronics be required to accommodate Nadia’s request? Explain.
3. Should management be allowed to ask Nadia when she must keep her head covered and
what is permissible headwear? Explain.

Answer:

The case study entitled A “bad hair day” or religious custom shows conflict between
employees belief and practices and the managements need to accommodate those religious
needs according to Equal Employment Opportunity (EEO) legislation. Actions to be taken by
management should base on then spirit and intent of the religious preference guidelines of
Title VII of the Civil Rights Act of 1946.
To be fair for both sides, Nadia and Vison Electronics, it is Nadia’s responsibility to
properly inform the company about her religious belief. Vision Electronics should give her a
chance to explain everything so that they would know how to deal with it. The company has
the obligation to respect the rights of their employee that’s why they should accommodate
Nadia’s request. However, they noticed that Nadia’s action of just occasionally wearing a
head scarf at work contradicts her religious belief. It’s Nadia’s tasks to show truthfulness and
sincerity, she should explain that both approaches, wearing hijab always or occasionally are
both supported by Muslims. The employer has the right to question her about their religious
needs provided that the question is subjective and do not result in retaliation against
employee. Since Nadia is requesting an accommodation to her religious custom, it is
reasonable to ask her when she needs to keep head covered and what is permissible
headwear.
IF Nadia would be able to clarify and explain her circumstances well to the
management and I am the one who would decide in this case, I would settle for
accommodating her religious beliefs/customs based on the religious guidelines if Title VII or
the Anti-discrimination Law against employment discrimination.