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HRM532: FOUNDATIONS OF HUMAN RESOURCES - CHAPTER 4 CASE STUDY
Lord of the Fries, a casual burger chain with restaurants throughout the country has been charged
by the EEOC with refusing to accommodate the religious needs of an employee and then illegally
firing him
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As part of his practice, Bunn
went through a rite of passage where he received religious inscriptions in the form of tattoos
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The inscriptions symbolize his
dedication and servitude and his beliefs make it a sin to intentionally conceal the religious
inscriptions
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The
restaurant has a dress code policy that prohibits employees from having visible tattoos
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It should be noted that Bunn signed a Handbook Acknowledgment that included the
Dress Code Policy
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He sought an exemption from
the dress code, but the restaurant refused to provide it or any alternatives
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"
Title VII of the Civil Rights Act of 1964 requires employers to make reasonable accommodations to
sincerely held religious beliefs unless it would cause undue hardship to the business
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The restaurant claimed
that covering the tattoos was a BFOQ
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Make an argument for BOTH, the employer and employee?
2
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If you are HR, what do you decide?

Answer
Make an argument for BOTH, the employer and employee?
In this world, we are born and created to be equal
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In this case scenario, there is a religious issue between Ethan Bunn and
his employer
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Based on the U
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Equal Employment Opportunity
Commission (EEOC) who is responsible for upholding government regulations that make it illicit to
oppress a task candidate or a representative due to the individual's race, shading, religion, sex
(counting pregnancy, transsexual status, and sexual direction), public beginning, age (40 or older),

disability or genetic information
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Most worker's organizations and
business offices are additionally covered
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● On his side, he was discriminated of not providing reasonable accommodations with regard
to his religious beliefs
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It includes traditional,
organized religions like Christianity, Judaism, Islam, Hinduism, and Buddhism
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● A few practices are strict for one individual, but not strict for someone else, like not
working on Saturday or on Sunday
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Under Title VII,
training is strict assuming that the worker's justification

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