INTRODUCTION TO LAW:

React to the answer below for the following questions: A car rental agency hired a recent female immigrant who was of Muslim faith. During Ramadan, a Muslim religious event, the woman wore a traditional Muslim headscarf. Following the attacks of 9/11/2001, she was asked not to wear the headscarf. She compromised with her superiors, and agreed to wear a scarf with the company logo on it. Even so, during the subsequent period of Ramadan, she was terminated and told she was not eligible to be rehired. She filed suit, claiming that she had been discriminated against based on her religion and that her right to religious expression was protected under federal law.

Point for Discussion: Should the case be treated differently because the woman was not an American citizen?

Answer: "The woman's citizenship status should not affect the treatment of her case under U.S. law. Federal laws, including Title VII of the Civil Rights Act of 1964, protect individuals from employment discrimination based on religion, regardless of their citizenship or immigration status. The key issue here is whether the car rental agency violated her right to religious expression by terminating her for wearing a headscarf, even after she compromised by wearing one with the company logo. The law requires employers to make reasonable accommodations for an employee's religious practices unless it causes undue hardship to the business. Citizenship is irrelevant to these protections. The focus should be on whether the employer's actions constituted unlawful discrimination, not on the woman's nationality. Therefore, the case should be evaluated based on the merits of religious discrimination, independent of her status as a non-citizen."

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