Religious Discrimination at Burger Joint: A Title VII Analysis

Religious Discrimination Student’s Name Institution Affiliation Course Number Instructor’s Name Introduction Religion, belief, and employment are contentious topics in law today. The Burger Joint case involves two parties; Mr. Johnson, the company’s manager and defendant, while Ms. Djarra is an employee and acts as the plaintiff. The company’s policy stipulates that all employees put on appropriate attire during work as designed by the Company. Mr. Johnson and Ms. Djarra were in a good relationship. Mr. Johnson testified that she was a good employee and worked diligently for the service of the company. Loggerheads arose in Ramadhan, where Ms. Djarra put on a headscarf to work, which was against the company’s policy. Some customers were not happy with the issue and confronted her with mean words terming her a terrorist, which as a Muslim she wasn’t bothered since she was used to getting such stereotyping remarks. Mr. Johnson requested Ms. Djarra be laid off for the Ramadhan period but Ms. Djarra could not survive the tough economic time off work without pay and Mr. Johnson had no choice but to fire her. Ms. Djarra sued the Burger Joint company for wrongful firing. This discussion will provide an IRAC analysis of the Burger Joint Case proving that the case amounted to religious discrimination. IRAC Analysis Issue The main issue in contention in the case is whether Ms. Djarra has established prima facie against Mr. Johnson on religious discrimination. Religious discrimination includes verbal microaggressions, social exclusions, stereotyping, and other religious symbols and holidays (Schneider