Salman Rashid filed a discrimination suit with the EEOC about his organization not allowing him to engage in his customary Friday afternoon prayer sessions at a secluded spot in his workplace. After a round of negotiations between him and the company with the EEOC acting as a mediator, no solution was reached. What will be the step that immediately succeeds the unsuccessful mediation process?

a. The EEOC will present the employer with the various options to remedy the situation and suggest a future course of action.

b. The EEOC will initiate an investigation into this instance of religious discrimination at the workplace.

c. The EEOC will file a lawsuit against the noncompliant organization.

d. The EEOC will re-file the complaint to start the process afresh

e. The EEOC will notify the organization of the charges made by Salman

B. The EEOC will initiate an investigation into the instance of religious discrimination at the workplace.

Explanation:

Since the mediation process is unsuccessful, the better way to have this process immediately succeed is that the EEOC starts an investigation in the instance for religious discrimination, this will give a sigh of relief for Salman and the process will be termed as successful.

Thank You and Good Luck.

B) The EEOC will initiate an investigation into this instance of religious discrimination at the workplace.

Explanation:

Title VII of the Civil Rights Act, states that employers must make reasonable accommodations for employees who want to practice their religious beliefs at work as long as those practices are not considered offensive or disruptive.

This means that the employer must make any adjustments needed regarding schedule and workplace procedure as long as those changes do not affect the companies business practices. E.g. an employee cannot request to leave the office to go pray at the busiest hours.

In this case, the possibility that Salman is being discriminated for being Muslim exists, so the EEOC must start an investigation about religious discrimination.

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