Eeoc V. Mims Distributing Company, Inc. Essay - 1691 Words

EEOC v. Mims Distributing Company, Inc., Civil Action No. 5:14-CV-00538 1. Who were the parties to the lawsuit? How were they related? The parties in this lawsuit are: Equal Employment Opportunity Commission (EEOC) (plaintiff) and Mims Distributing Company, Inc (defendant), the EEOC is the plaintiff on behalf of Christopher Alston (Lally, 2015). Christopher Alston was a potential employee of the Mims Distributing Company, Inc. 2. What was the nature of the issue in the suit? The nature of this case concerns Christopher Alston, who was practicing Rastafarian (Lally, 2015). Rastafarian is a religion that began in Jamaica in the 1920s and 30s, believing that Haile Selassie was an emperor, a direct descendant of King Solomon and the Queen of Sheba, whose death was a hoax and is still alive, living in protection awaiting the Day of Judgment (Rastafarianism). The Rastafarian’s hair is worn in dreadlocks, which is inspired by the Nazarites of the Bible and are symbolic to the Lion of Judah (Rastafarianism). Christopher applied for a job as a delivery driver for Mims Distributing Company in May 2014 (Lally, 2015). As a Rastafarian, Christopher was restricted from cutting his hair and hadn’t cut his hair since 2009 (Lally, 2015). Christopher was informed by Mims Distributing Company that he would have to cut his hair if he wanted the position (Lally, 2015). Because of his religious belief, he refused to cut his hair and the company was unable to hire him due to noncomplianceShow MoreRelatedEeoc V. Mims Distributing Company Essay1150 Words   |  5 Pagesin some cases of hairstyle based discrimination within the work place. Looking at the case of EEOC v. Mims Distributing Company, Inc., in regards to Christopher Alston, an African American man. This case was a hairstyle based discrimination, however it was based on the company not having a policy to addressed hairstyle as a religious practice. The outcome of this case ended with Mims Distributing Company paying $50,000 and adopting a formal religious accommodation policy that will address future issues