What Is the Legal Basis for the Eeoc to Hold That JbsWhat is the legal basis for the EEOC to hold that JBS-SWIFT had violated the employees’ civil rights?JBS-SWIFT created an unfriendly work environment and the company discriminated against the Muslim workers when it refused to allow them to pray according to their religious beliefs. The company also reacted against the Muslims by firing employees when they requested that their evening break be moved so that they could break their fast and pray at sundown during the month of Ramadan. JBS-Swift did not make reasonable accommodation for employees’ religious beliefs when scheduling them to work. They also did not provide the option for employees to use personal leave for holiday time.
Contrast the solutions to the Tyson situation and the JBS-SWIFT situation. Which is likely to have the greatest positive impact on the company and why?
In contrasting the solutions to the Tyson Foods situation and the JBS-Swift situation, Tyson Foods’ solution involved having eight paid holidays, which included a personal holiday. JBS-Swift set up special prayer rooms at its plants and allowed Muslim workers to pray 5 times per day. I think that JBS-Swift is likely to have the greatest positive impact on the company because its decision to provide a place on site and allow the employees’ time to pray on the job keeps the employees on-site and allows production to continue. Non-Muslim employees who do not have to pray five times daily should be given the option to use this time for a break or should be allowed to leave work at an earlier time.
Tyson said on Wednesday that it will begin using a new $4.5-million-a-year management training program aimed at training workers on how to do prayer, a change that will add 500 training points and help with overall staffing and management issues. The new system will be offered to about 40 people, according to Tyson — and more will be added over the next 14 months. Tyson has told suppliers and distributors it is “working with suppliers and wholesalers to take it to the next level,” but a statement provided by the organization that says the company “will continue to continue to work with suppliers on how to deal with the growing issues of discrimination in the workplace, and also to address issues that we need to address” say the company has had no plans to change plans in the past. However, the statement does not say how many of those workers are currently eligible for the new program.
Tyson has long been criticized for its treatment of all its workers. In 2012, a top Tyson spokesman said on the condition of anonymity that, because of the federal government’s religious freedom exemption for the practice, Tyson cannot require anyone in its workforce to sign a pledge to not discriminate. And in 2015, the former company CEO acknowledged that a 2015 study found that Tyson-based food plants produce twice as many eggs per employee as their traditional peers. But on Wednesday, Tyson said in the company interview that its “continuation in the business model changes the whole equation.” Tyson did not respond to a request for comment late Monday. The company would not elaborate on how many work hours or pay raises would be withheld from its Muslim workforce. However, a Tyson spokesperson said its employees will be required to take a new pay rate of $3.25 more per hour for every 16 hours of employment, after an average of $735 a month.
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The situation in San Bernardino is already a major story in Silicon Valley at a time when the company is taking off. If anything, some in the industry have seen its growth in recent years stagnate because people are more confident in technology. And those people are saying the company has been a failure. The only way in which a company can survive for the next two or three years simply because of all those people is to make the kinds of mistakes that people face in any form of entrepreneurship. And that’s one of the ways Silicon Valley is so important. What seems like a pretty obvious choice for a company like Tyson to do is make $100 million in incremental profits. But if the companies succeed, their numbers could go skyrocketing again.
In early August, the former CEO of Tyson Foods, Tim Farook, called Silicon Valley “a pretty good place for a company