In this week’s news round-up, an Adventist security guard sues his former employer for religious discrimination, an Adventist composer’s biblically-themed piece garners praise in Boston, Loma Linda University Children’s Hospital recognized for its dedication to mental health care, and a new Adventist high school is being developed on the campus of Burman University.
This is a companion discussion topic for the original entry at https://spectrummagazine.org/news/2019/adventist-security-guard-sues-employer-religious-discrimination-and-more-news-shorts
This seems like reverse Discrimination. Where the Security Guard wishes to force the employer to honor his Sabbath, when the managers regard no holy days.
I wonder why we don’t see any Jewish Sabbath keepers taking their employers to court over Sabbath or holyday commitments. I don’t recall any reports. I wonder if our Religious Liberty Department is supporting or encouraging this discrimination lawsuit. I doubt this is good PR for the church or creates in observers a favorable view of Sabbath keeping?
I’m not sure that all of the cases like these are on the same level.
I am an employer, and there’s a difference between being reasonably accommodating to people who make your business a success, and being a slave-driving moron who has total disregard for what people hold sacred. If the article is true, then I think it’s the latter case. Of course, what one originally agreed to as employment terms matter too. There’s a right and wrong way to go about these things.
On the other hand, I personally don’t think that church should encourage lawsuits for people who converted in the middle of their existing employment, and then attempt to force employer’s hand when their original agreement isn’t in line with the employer’s requirements. Employment is a mutual contract that should work well for both parties, so the claim that “The guard was forced to work …” is misleading.
If employee breaks that contract, then the contract has to be voided and re-negotiated. From the employer’s end scheduling breaks can mean a disruption of business, and hiring people just to plug holes can be stressful, especially for small businesses. Hence, I never felt comfortable about the stories of “I became Adventist, and my existing employer didn’t like me taking Saturday’s off, so I sued them… thank God for Religious Liberty!”. That protection is reserved for hiring practices that
I certainly agree that it’s a really bad PR for the church, and it really doesn’t help employer - employee relationship.
BUT… in cases like these, if true, the employer had it coming… sooner or later.
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