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Why Is Fedex's Grooming Policy Of An Acceptable Hairstyle

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Even though this is a violation against FedEx’s grooming policy of an acceptable hairstyle, Mr. Polk and others should be allowed to wear their hairstyle based on their religious beliefs (Bernardin & Russell, 2013). His dreadlocks should only be an issue if it causes a hardship for FedEx (U.S. Equal Employment Opportunity Commission, n.d.). Title VII gives very clear guidelines on the rights of the employee and the employer concerning religious grooming in the workplace. Title VII pertains to every religious practice and belief. If Mr. Polk decides to no longer practice the Rastafarian belief and he begins to wear dreadlocks for fashion then he is no longer covered by Title VII and he would have to fully comply with FedEx’s grooming policy. …show more content…

FedEx does not have to accommodate Mr. Polk’s hairstyle if it causes an undue hardship to FedEx. Undue hardship can be easily defined as creating additional unnecessary expenses to FedEx, decreasing the safety of their employees, decreasing productivity, and violating other employees’ rights (U.S. Equal Employment Opportunity Commission, n.d.). According to the Equal Employment Opportunity Commission (EEOC), religious discrimination claims against employers have increased nearly 100 percent from slightly over 1,900 in 2000 to almost 3,800 by 2010 (Cunningham, Borstorff, & Clark, 2011). During this same timeframe, the payouts from lawsuits to employees have also nearly doubled. This creates a difficult situation for FedEx. On the other hand, FedEx accommodating religious beliefs does not always create a negative atmosphere. Recent studies have shown that employees who feel that their religious beliefs are accepted by their employers tend to have an increase in job satisfaction, demonstrate greater self-confidence, and offer positive feedback for greater innovations for the company. A majority of managers have also stated that their religious beliefs have given a positive influence towards their business decisions and career values (Cunningham, Borstorff, &

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