Human Resource and Employee Relations
1. An employee’s religious belief becomes a bona fide occupational qualification if the job he or she is performing requires that their religion is an assurance of their safety in the place of work. Similarly, it becomes a bonafide job qualification if it strengthens the bond with other colleagues at the place of work. Safety and work output in the place of job dictates if their religion qualifies an employee at the place of work.
2. The dressing code of an employee in the working environment is supposed to show modesty and respect towards other employees and their employers. Wearing a turban is a respectful dressing code that is acceptable for any work environment. For the two Sikhs, presenting their cases to their union or the labor department could help them wear at work a modest dress in which they are comfortable.
3. Title VII of the Civil Rights Act of 1964 denounces any discrimination towards an employee based on race, color, origin, sex, and religion. Any employee is entitled to equal recruiting, hiring, promotion, and transfer from his or her place of work (Lee, 2008). Johnny Carlton, being a qualified candidate, also falls under the protection of Title VII, despite the school where he acquired his educational experience.
4. The ADEA (Age Discrimination in Employment Act) is a policy enacted by the government and meant to provide protection for employees in the work sector who are aged 40 and above (Sargeant, 2012). These employees are protected against discrimination against them for their age by any employer. Harvey Jameson’s termination is a violation of the ADEA owing to the professional input that he could impact to the organization. Despite the reduced work output, Mr. Jameson is the best-suited employee to work in that position. As a result, he is legally entitled to sue the company.
5. Mrs. Hall’s case is an understandable situation, which also should be treated with the respect she has shown to her employer. Hall has identified ways through which she can compensate for the time she will not be available. Totaling these period, the time she will be absent at the place of work will still be recovered. Denying her a sick leave that she has offered to compensate is a violation of an employer’s obligation to promote health among employees.

References
Lee, J. M. (2008). Title VII of the Civil Rights Act of 1964. Geo. J. Gender & L., 9, 895.
Sargeant, M. (2012). Age Discrimination in Employment. United Kingdom: Gower Publishing, Ltd.