Sit Dolor Amet

THE FROZEN
PRODUCTION
LINE-
ELECTROLUX Presented By: Aishwarya Singhal
Shivam Verma
Shubham Kumar - 184
Faizan Ashraf
Waquar
About the case

◦ The case study "The Frozen Production Line" is about a group of newly hired Somali employees at
Electrolux's Frigidaire plant in St. Cloud, Minnesota who walked off the production line just after sunset to
observe sunset prayers. The challenges it faced with its Somali immigrant employees and their religious
practices.
◦ This caused a disruption to production and raised concerns about productivity and labor relations.
Introduction
• Electrolux is a Swedish multinational home appliance manufacturer.
• The company was founded in 1919 and is headquartered in Stockholm, Sweden.
• Electrolux has a long history of innovation and is known for its high-quality products.
• The company has a global workforce of over 50,000 people and operates in more than 150 countries.
• Electrolux's mission is to be the "world leader in profitably marketing innovative product and service
solutions to real problems, thereby making the personal and professional lives of our customers easier
and more enjoyable.“
• The company has a Code of Ethics and Workplace Code of Conduct that outlines its commitment to
ethical business practices and respect for all employees.
• Electrolux is facing some challenges, including strong global competition and the need to improve
productivity.
• The company is in the process of restructuring to address these challenges.
Issues of the case
◦ The main issues in the case study are:
• Somali employees needed to observe daily prayers, including those at sunrise and sunset.
• The lack of a designated prayer area for Muslim employees.
• The concerns of other employees about the use of the employee bathrooms for prayer.
• Employees occasionally left their stations for unscheduled restroom breaks for prayer.
• The need to balance the rights of Muslim employees to practice their religion with the need to maintain
productivity in the workplace.
• The need to comply with the law, which prohibits discrimination on the basis of religion.
The case study raises a number of important questions about religious
accommodation in the workplace. These questions include:

❖How should employers balance the rights of employees to practice their religion with the need to maintain
productivity?
❖What are the legal requirements for religious accommodation?
❖What are the best practices for accommodating religious beliefs in the workplace?
◦ The case study also highlights the importance of communication and understanding between employers
and employees.
◦ When there is a lack of understanding about religious practices, it can lead to misunderstandings and
conflict.
◦ By communicating openly and honestly with each other, employers and employees can find ways to
accommodate religious beliefs without sacrificing productivity or creating a hostile work environment.
Solution to the issues
• Encouraging understanding and tolerance of diverse religious practices.
• Establishing open communication channels to address concerns.
• Providing scheduling flexibility to accommodate prayer times.
• Creating a designated prayer area with ablution facilities.
• Offering translation and interpretation services.
•Conducting cultural sensitivity training for all employees.

•Collaborating with the union to negotiate agreements on breaks.

•Addressing health and safety concerns promptly.

•Ensuring legal compliance with labor laws and regulations

Conclusion
Electrolux needed to find a balance between respecting the religious and cultural needs of its Somali
employees and maintaining productivity and workplace harmony. Effective communication, flexibility, and
collaboration with the union were crucial components in addressing these challenges.
THANK YOU