Food for thought: There’s nothing wrong with shamelessly claiming The LORD Jesus Christ as your Savior in the workplace. Many people today in and out of your day job doesn't want to hear the good news about HIM, and the fact that HE exists today and forever more. They also don’t want to be reminded of the fact LORD Jesus once walked the earth in the flesh and went through countless trials and tribulations. Your current or former employer may take offense toward you for bringing up the topic and the fact in the workplace that Jesus Christ’s existence is a concrete fact.
If you openly and shamelessly claim The LORD Jesus as your Savior at work and your employer or coworkers start acting funny toward you, keep shamelessly claiming HIM as your LORD, and go through the trials and tribulations on your job associated with being persecuted as a child of the King. Moreover, be mindful to document every occurrence of your employer and coworkers harassing you after you openly and shamelessly claim religion, by writing down exactly what was said or done to you on the exact date and time. Keep an organized documentation folder or file saved for future recollection, if needed in the future for wrongful employment termination challenge lawsuits.
The following is for recreational reading purposes and to give you insight on what some people go through in the workplace after they claim Jesus Christ as their LORD and Savior:
1. Identify and describe the specific issues Maalick encountered in the workplace. Do the actions of other workers at Treton represent discrimination and harassment? What elements of law are important for Treton to consider?
Maalick was okay until he openly took up spirituality and changed his name making it known in the workplace. Formerly known as MarShawn DeMur, Maalick Started slowly but surely started countering workplace-related harassment, as this form of harassment came in the form of being asked uncomfortable questions by coworkers, finding strange objects in his office such as dolls with pins in their body parts, additionally to strange looks from co-workers and witch hat and containers of incense, as mentioned in the article. As some people have extensive experience in experiencing wrongful termination as recipient (s) of workplace harassment, those who endured such harsh treatment would likely classify the treatment as workplace harassment.
Furthermore, it seems as if the company is possibly doing nothing about directly to squelch the disparate treatment towards Maalick; yet, sweep it under the rug and keep it quiet and cast the targeted employee in a negative spotlight, for future purposes when the wrongfully terminated employee goes to the EEOC-equal employment opportunity commission to file a charge against their former employer to be investigated and charged for “religious discrimination.”
Treton needs to consider laws relating to religious discrimination. This way, they don't find themselves in a multimillion-dollar lawsuit by current or former employees who felt harassed on the job from workplace related harassment.
2. Evaluate the actions of the HR director, Marta Ford, in response to Maalick’s situation. What could she have done to prevent the situation and what more could she do to ensure that this type of situation would not occur in the future?
Some people would arguably agree that they the actions of Marta Ford as “trying to play cool” in response to Maalick’s situation and here’s why. It takes time for not just a human resources generalist - H.R. professional, but any leader to absorb internally what’s happening or have happened. Then, process the information mentally and take a while to determine using sound judgment to react smoothly to the problem while striving to maintain positive image-face for the company. Ford said she was coming off of a stint helping with the staffing of a new facility. She claimed she had no idea of what he was experiencing. During her time away, I believe she could’ve had a substitute HR person in place to deal with this and relay information to her while she was on her staffing stint at the new facility, as a means of immediately informing Ford.
Ford possibly acted in a professional manner by calling a meeting of all department heads and sending an email to all facility employees reminding them of company policy regarding penalties associated with such actions. Some people would argue that such adverse treatment can be prevented in the future, by offering financial rewards to those who submit quiet reports of others who engage in “workplace related religious harassment” of other employees. Doing so is a good way for the company “and any company-nonprofit organization” to stay on top of things and avoid lawsuits stemming from religious harassment from co-workers/employers.
3. How would you characterize Clive Jenkins’ behavior and response to this situation?
Clive Jenkins is not seen as a forthcoming or stable minded person. Some people would argue that Clive “switched up” on Maalick because “Maalick was steadfast on the religion he was practicing and the church he attended,” opposite of what Jenkins offered to Maalick. Jenkins was unfamiliar with Maalick’s religion he was practicing and wanted more information. Some people would argue in agreement that Clive didn't want to give Maslick time off, though he eventually did. In the long run, Jenkins ended up giving a member of his church, Mr. Charles Bartlett, a position over Maalick. Take into consideration Maalick was qualified. This is possibly seen as an “indirect act of discrimination.” Why? Maalick was already working for the company and familiar with things. There’s no mention of the outside job candidate having relevant experience for the position. So right there sends a “clear and concise message” Jenkins was in fact “bias” in his hiring decision.
According to an article on Mondaq, it mentions “employers can run into issues by refusing to provide a reasonable accommodation based on a religious belief or practice.” (Park, 2019). Jenkins did invite Maalick to his church and over for dinner. But because Maalick resisted Jenkins’ offer to convert to his way of religion indirectly, this was the subliminal reason why Jenkins gave preference to the outside job candidate over Maalick. Had Maalick complied, Jenkins would’ve likely considered him for the “open vacancy.”
4. What resolution to this situation might Judith Dixon suggest?
Judith Dixon may possibly suggest current employees reviewing EEOC company policy discrimination handbook. In addition, she may possibly suggest current employees complete an “online training module,” familiarizing themselves with religious discrimination and other discrimination forms. Upon completion of the online training module provided by Dixon, employees will receive a certificate printout as a certification stating they’re fully acknowledging and accepting company policy,and mindfully aware of consequences stemming from engagement in workplace related discrimination of any sort.
Dixon may also require employees to review some of today’s ongoing matters related to religious harassment in the workplace, so they have a general idea of the legal consequences to expect if they partake in it. One such publication is an article from Ladders discussing hostile work environments. The article argues that employees who feel harassed at work for any reason should by all means “brought to HR first is because this provides a solid record of how long the issue has been occurring. In these types of legal cases, it’s critical that there is well-documented evidence of how long the problem has persisted.” (Fabiano, 2019). Dixon might not only suggest employees read content related to workplace harassment, but also encourage them to start documenting incidences of being harassed by others in the workplace as a way of keeping harassing employees and employers accountable while promoting a healthy work environment-safe haven for everyone.
5. What are the broader implications of this situation for Treton? What type of organizational review might Dixon initiate or suggest from a corporate perspective?
Consider administering online training modules for employees to refresh themselves with company policy regarding harassment and governing oneself accordingly. Follow up with having employees sign off on update company policy to keep on file in HR employe archives for instant referencing, should another workplace related situation arise in the future, regarding religious discrimination, or r any form of workplace harassment.
If you were Judith Dixon, would you come up with a unique way to make the process of familiarizing oneself with workplace harassment rules fun and worthwhile? Would you possibly offer the option of sponsoring a trivia game and financial incentive to those who answer the most questions correctly? If you choose to do things this way, people possibly won’t feel bogged down and negative about making themselves familiar again with updated company policy. Moreover, people may possibly feel very enthusiastic toward participating in a company policy rules refresher event, provided with free food and drink.
Additional food for thought: While this excerpt is for recreational reading purposes, it’s to provide you with healthy and spiritual food for thought. If you feel you’re pushed into a situation where you feel you must “in your heart” shamelessly claim Jesus Christ as your LORD, don’t think twice and hesitate one bit about gladly claiming HIM before people. Reason being is though you may get wrongfully terminated by your narcissist employer because your employer possibly doesn’t want to hear about the goodness of Jesus and you claiming HIM in the workplace, you’ll still be blessed continually even after your wrongfully terminated.
Don’t think twice about claiming Christ as your Savior. You'll always have the victory in and out of your place of employment by shamelessly claiming Jesus as your Savior and LORD. You’ll feel good about yourself in the moment and for years to come that you didn't deny the existence of Jesus Christ and you defended HIM gladly and claim Jesus in public acknowledgment.
You never want to deny HIM under any circumstances. Take this reading as healthy and spiritual food for thought.
Share this content with family, friends, coworkers and past employers if you’re still connected to them on your favorite social networks. Thank you for reading and be blessed.
References
Fabiano, J. (2019, April 17). Are you suffering in a hostile work environment? Here's what you need to know. Retrieved from https://www.theladders.com/career-advice/what-is-a-hostile-work-environment
Park, D. H. (2019, January 14). UPS Settles Religious Discrimination Suit: A Reminder For Employers - Employment and HR - United States. Retrieved from https://www.mondaq.com/unitedstates/...tAReminderForE mployers