Christianity in the Workplace Part 2

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CM is talking and walking Christian men's ministry where they are devoted to breaking down the walls of race, age, and challenging and that take their God assigned as our host will Hardy and Roy Jones Junior, a black guy and a white guy to help with laughter, godlike folks in Gatesville move history pond that was all designed to show since of unity exactly so has nothing to do with any Separations about show 2 million walking following Christ of different don't look exactly same different colors if you will, and that that love each other and that serve God and that could be here with you enjoying you to have conversation. I'm just going use the old cliché brothers by different Aman if I most can see is now probably the day exactly. So Roy last week we were talking about Christianity in the workplace. We then it began again by talking about this last week week we gave a talk about discriminatory practices and things that you can share when you were at work we define the EOG we said where this information came from that were using as a guide to educate the listeners with respect to what your rights are in the work environment so today I want to ask you to question Roy cannot bring my Bible to the work environment. You know what I was reading through this paperwork will that is a great question because I have about law office and I know you keep on yours. Most followers of Christ in which a good thing because something Raven asked why do you have you, Bob Windows, but you certainly can. And it's interesting how they respond on this this question will, as with witnessing to coworkers in the poor can bring his Bible to work and keep it at his desk or her desk if he is required to do so by sincerely held religious beliefs now that that goes back into what your personal conviction is that if you say hey I want have access to my Bible. It is my belief and need in and desire to have it there and you can have it there, especially Roy. If it which the Bible does it gives you strength it enlightens.

So you want to have this enlightenment you want to have the direction or even when you're at lunch to have your devotion. If you have your devotion.

If you don't have it in the morning you want to have a lunch with right and so therefore it is it is okay to have your Bob absolutely must ensure that this religious belief of having a Bible or other religious eyes at work is protected by title VII and portion. First of all, be able to honestly say that the rigid religious beliefs require them to bring these items to work and keep in mind this these title VII's Wilshire and Gloucester is not just for followers of Christ to cross any school any scope or realm of the person's belief in the religious ramp so it's protects everyone which is the way we want to be like exactly so this this next question is, my employer permitted to restrict what I say when I'm at work and when you're not at work as well. Right as rightward that this is an interesting topic because we've all seen situations as of late. People in social media doing things that is costing their jobs because it conflicts with the corporate statement of corporate position if things are and you know you know Roy, just to make this quick statement. That's one of the first place is now an employer will search when you apply for job is to see whether you are on Instagram Facebook and twitter and all these accounts and then what you are saying with respect to that, even before they hire you yet, even for the call you that's right baby is so so maybe why you not get some costs if you got some stuff out there this? Again goes back to what was said on Lasher. You should direction should back up what you believe you so that you really want to say wholeheartedly, you should be asking you questions on why you're different than the rest. That's a great question what here's what the title VII summary response is important. Generally cannot discriminate against employees because of religious reach expressed outside of the workplace. The only possible exception is if speech activity engaged in outside the workplace directly affects employee's ability to perform his job properly. For instance, even though not acting their official capacity. Judges have been prohibited in speaking out about issues on which they may have to rule.

If you recall our guest of glass to her new valves. Chief Justice Newby, but was at the time one Supreme Court yes alas Yep Yep that's what you view as I spoke whomever he thinks we want to topic, you may been on abortion ugly phone number correctly asking a question. He said guys appreciate the question, but because I may have a case that may be forthcoming around this topic, I can't comment directly on that question, but then he shared some of the other narrative around the issue. Very good point.

Here's a great question will in no and and I think with that said, Roy. It gives the employee some flexibility but I think we also need to be mindful of the company of which were working for, because even though we're not working for the company. When we are not on the job, we still represent great, great.

You see the individual and the image that we should present based on the company which we work and I agree with you totally will recently and that's a great pause whether we deftly need to remember that you are represented, even on the clock off the clock. So your behavior. Your words, your actions, the whole 9 yards.

Says something about your company indirectly because you are representing the company as an employee of the company.

So we do need to be mindful and again this is about basically just be a follower of Christ exercising your ability to practice your faith and celebrate your faith and share your faith as an opportunity presents itself. That's right because the two reasons Roy why we don't share our faith is that we are afraid of repercussion which we we talked about that in the last show and we are basically ignorant of what the law says and see mode and when I stop I must admit I threw up my hands and I must admit that as I was starting to read through title VII.

A lot of what title VII says under the EEOC and remember under the EEOC that is equal and employment opportunity commission and again what we're reading from the woods, has been summarized by the ACL J which the American Center for Law and Justice done a great job on this so what we what we need to understand is don't allow yourself to be ignorant. It's just like if you encounter I'm just gonna throw it out there policeman on the police stop there certain rights that you have yeah you know if if they're stopping you because you were speeding or or if you were didn't come to a complete stop at a stop sign and when they start asking you where you coming from where you going, you really don't have to answer that under the law, precisely you don't need it with wind and it's unfortunate with a lot of stuff is going on under that realm of last couple years and so that we could never do without her, police officers, nor would we want to know exactly the many, many, many of them do a fantastic job. Most all of the do a fantastic job force there just like in anything. There's an exception here.

There, we can't judge the majority body exceptions. That's right, and is important in being respectful to our rooms topic you know you have had this conversation before. I was reading something today were a kid had dug to fight in the hospital and he did such a cue from all the fix. Important note she was at a school that she shouldn't of been on an adult was there fight with a €15.18 05 and 15-year-old she gets in the car drives off in the almost to the safety officer. The way out and he forcefully pulled his gun and shot into the car, which is from the outside and there doesn't appear should've done that is was no threat to them.

Here the young lady has ended up basically brain-dead and all for nothing in here for nothing.

So folks we need to be respectful of each other. Be respectful of the law enforcement Satan hates Travis one is often over the will of had this conversation off-line few times, quite a few times. If you don't break the law than your interaction with the loss to be much less probability minimal minimal and then did then. If you have exception that something goes wrong and that minimal exposure then deal with it properly exaggerates time with the phones, recordings, and do just what will set the something you don't have to do so don't do it, but be respectful of each other as well as especially law enforcement officers that are out there to protect you care for you and be there for you but if you get treated wrong. You have an escalation process to go through within the city Council within their bosses know your rights. Know your rights. Know your rights and might need to give definition of it, but so Roy, when some people asked and I know there's a lot of's denominations that out there that that practice this next one, but in the question again is a good question that if my faith prohibits me from working on Sunday or Saturday right if you if Saturday is the Sabbath for you then. Does my employee need to accommodate that's a great question will based on what many people ask exercise even have a friend there from our men's group celebrates that Saturday or recommend Saturday is seven. It is not part of a particular denominations back to his research in the Bible when the actual Sabbath occurred based on the clock in time CVD's. He recognizes Saturday's Sabbath so the ruling behind this is that if you basically staffed with your employer that this based on religious beliefs. This is your window of your Sabbath as long as it doesn't create an operational handicap to the company. They need to accommodate you and they will should accommodate you. Based on these guidelines.

The only exception is if it creates handicap or operational deficit to the company for your replaceable culture, expertise, and there has to be some sort of workaround and you may not bill to be offered there.

Only very few exceptions so and that has to be addressed based on the needs versus the talent versus the skilled individual exactly in is not necessarily a one for one switch. They also macramé that known to that that accommodation is not necessarily saying the supervisor going to you and say what you find somebody who needs to. You need to change shifts with rhino or do do schedules with in order to accommodate them. So that's bit basically not reasonably making an attempt to accommodate the need of that individual.

Yet in another piece about this was very important is that you may be of the faith, or in your particular belief system that you have more than one exception may be it's not just the Sabbath. You have to recognize it. Maybe also you can't do something else that's required within your work environment goes against your belief.

One does not preclude or cause exception to be totally excluded from the other does me. Well, all they got to so therefore were all in once will have to on the other exactly poor areas is required to try to accommodate.

If there's multiple needs are exceptions or accommodations need to be made. There required to try to facilitate whatever means necessary to accommodate. And I think that's why you know these things are asked to be put in writing and upfront as soon as you come to a realization that there's a conflict right or that this is a sincere belief that you hold.

I want to get it to my employer as quickly as possible so we can go ahead and you know they can make the adjustments asked to attempting to reasonably accommodate the individual or employees needs. Folks will get rich that way for a break here for just a few seconds. This is good study. We thank you so much for doing seal part two of this great topic will again, thank you so much for bringing this for just a moment Christianity in the workplace.

Know your rights to name WC MM would love to have you join their community of men for breakfast every first and third Friday of every month and Bible discussions and fellowship at the best breakfast in town meeting location is in their gracious posterior First Christian Church in Kernersville, 1130 N. Main St. encouraged him a hard start at 7 o'clock on a hard stop at 8 o'clock.

First time visitors eat for free. Join your host will party Roy Jones Junior, a black guy in a white guy of affordable chiropractic in High Point. As you might tell from their name, affordable chiropractic, even for the cash.

Patient Dr. Jeff Ricky has been caring for patients in High Point for 34 years, physical therapy, such as ultrasound and spinal decompression for disc conditions such as herniation conference of care for auto accident injury patients with no out-of-pocket expense. Remember, affordable chiropractic on the W. Lexington Ave. in High Point Hall 336-885-1987 had a feeling that there is electricity standard bills is stop your killer but you know that this is really a great topic is again it comes back to dear all kinds of facets me into this industry and I know a lot of people might be thinking, why are you talking about. This will we gave you all kinds of reasons why you need to understand why we're talking about this topic because it's not all about race. It's not all about race. There's different arms. There's different avenues to this to this ministry and so this is just one arm to educate you men to what you'll rights are. We do this when it comes to the Scripture Roy wheat with them during the breakfast we've educated man, and say, you know, here's topics of discussion we've gotten into the Bible where we are involved now with Dr. Nickens given us history of the Bible and is just so refreshing and the man are really taking to this is really refreshing because this is showing you the ministry from a wide perspective and not just the right and not just the narrow race where the race is just it is a piece is a piece in a piece only because societies made a peace line were trying to downplay that and break down the walls while they stack that's in such a challenge, because so much the stuff is hardwired from time we were kids up note we both grew up in time that these were just starting to break through and it's been such a difficult challenge but hey folks, we're here to do just what Wilshire shared with you here to educate and empower them and basically create a cohesion and collaboration amongst brothers that walk together so Roy I know with this next question. We actually had someone who experienced this, so this next question is, can my employer force me to work on jobs or to do something with respect to supporting a organization or something that goes against what I believe excellent will and this specific example speaks to abortion exactly the way they've been there they've created and respond to that and folks while were there either that do not support a note do not support don't rationalize it. Don't accept it. Period 3 million babies have been aborted since it was legalized and that's not counting the day after pill that's those that we know about that have been recorded aborted. So in the wall Roman topic recent proposal in the house was to allow abortion to have in all 50 states to a full nine months with the choice and discretion of the mother and that is absolutely unequivocally wrong and a sin. So we need to stand on disagree with that about Scripture.

I'll leave that now here in this example, since Ken and the poor, force me to work on jobs that specifically support abortion.

Title VII requires employers to accommodate employees who refuse to do specific task because of a conflict with lids with respect to religious beliefs. For instance, in the poor has been required to accommodate a religious worker's objections to abortion in that case and Internal Revenue Service employee refused to handle applications for tax-exempt status is submitted by any organization would support abortion. The court ruled that accommodating the employee would not result in undue hardship to the employer because the number of applications. Employee might refuse to handle would be relatively insignificant as compared to his or her total work and you know Roy, this also soda like brings back to mind the Baker. I think it was in Colorado and Utah.

Whatever state it was refuse to make a cake for a same-sex marriage and you know that was something that again with his faith in his beliefs that goes against what the Scripture says in the course. He won that it took some time, but he did when I went over to the Supreme Court, and in fact I think his business went up. He had so much business he had to actually hire more employees to accommodate the waters that were coming in. So again I think that just just just one instance now, but it shows you the favor of God. When you stand against truth and not air the known truth this and on truly a assistant Stan Fortunato to get there if they are important to know what I'm talking about is this a true standing for the truth because what it does is it's going to put you automatically when comes to society's point of view is going to put you in a different category. It is we know the Scripture tells us you will be persecuted because you fall in Christ, we know that the early followers were persecuted and executed and everything when those are folks but if God is for us who could be against absolutely, they may be against us in the in the surface of an initial confrontation, but at the end of the day. We know how the story ends and he knows where your heart is seeking to take care of you may look totally different. Once finished what you thoughts to look like, but you can always rest assured he's got you undergirded and got the undercarriage for you. Vengeance is mine, I shall repay, saith the Lord, every knee shall bow to him and every tongue shall confess that Jesus Christ is Lord, a man that's how it ends.

Folks yes we are victorious and all who stand for Christ is Victoria Day man will a man so employees who have a religious objection to abortion can request that the employer not require them to work on projects involving abortion employer will be required to grant this request if you can assign these projects to other employees without undue hardship. So there is there is a husband.

I took the undue hardship to the employer to have to be sensitive to that.

If it's reasonable to have accommodations and not disrupt the operations exactly or that it should be able to be accommodated, but keep in mind folks like anything there are exceptions, you may be in in the highly trained role that there's just no wonder push. If that be the case you need to pray about it. Just ask God to open the door for you to move, change jobs, or to get a different role within the company that doesn't create the conflict or put you in that position and if they in if they cannot accommodate you. They have to give the reasons why and so with the reasons why now you can take that forward. If you want to pursue it with with AAE EOG individual or you know a employment attorney or someone like that if you want to print he still acquired it right right EEOC or an attorney, so it's important you were not supporting litigation on supporting OUR sin is just know you're right and sometimes it's good to just have a question with an attorney of quick conversation look. Is this right and they'll let you know right away if it's if it's in line are not in line at exactly that's what you want know there's nothing wrong with doing sand check is not so will give you the question now. One of these that them from the narratives can my poor requirement to speak in a way that violates my religious convictions know they can't force you Roy. They cannot force you to violate your religious practices. I think from the standpoint of basically what title VII says that if you're protected by religious freedoms and you allow by the title VII to bring your Bible to speak on certain issues that no you know, because again, this protection is it. It's therefore reason and we're speaking only from the religious standpoint of that particular title not not age discrimination or any other type of discrimination which is covered under the Civil Rights Act of 1967, so we only speaking from from the standpoint of the religious piece, but you know it it's just like what we were talking about a person might say, oh, have a happy winter holiday with respect to saying simply Merry Christmas like you know, and in this like we said Roy if Merry Christmas if Christmas is not only simply government, US government, but it's also recognized in Canada, Mexico and abroad. It is the last Christmas and yet we might be defined by saying winter holiday so that in and of itself. We can come back and say that based on my religious beliefs but I can I say Merry Christmas and I want to be told makers exactly interesting say that will in this particular example because is not is not is not prohibiting anyone else. By saying happy winter holiday right is just permitting us to say Merry Christmas. Even though winter hot holiday may be the statement that the company or certain individuals you write an example using this was the reverse of that in that this lady was fired from her job because she did not want to choose response ration funds aggressors reception/admin support so she was absent, required, answer the phone. Merry Christmas Lesko was the contributions will will based on the narrative, and so she refused to say it because she was a Jehovah's Witness and didn't celebrate Christmas and recognize so they terminated, but they they were found to be an error in an fault because they should've made accommodations you taken off the test during the holiday season or just allowed her to say happy holidays or when a holiday, whatever is part of agreed, but they didn't try to accommodate. And she was in a role.

It could've also been accommodate for absolutely up so that such a great, great point, there will so then, and we come up with coming down to the end here, but do I have to pay union dues. Roy if if these union dues violate my religious beliefs. We know that's interesting question because some union dues have portions going out to organizations that they support, which is basically support the union efforts right but what the narrative coming back from the group. Isn't title VII's many employees object to the causes that some union support, such as Planned Parenthood's. We talked about or for other pro-abortion organizations, several courts have held that those objecting to the payment of union dues on religious grounds should be accommodated by allowing employees to contribute an amount equal to the dues to an acceptable charity. Another possible accommodations discount union dues in proportion to the amount of money spent on the objectionable union activity. So the point right right so the point here being is understand based on your union where the dues are going and then you can come back and say if the union dues are supporting XYZ now you can come back and say I want to put a portion of my union dues going toward this right here follow Christ new place to put those monies talk.com.

You would have to take tax deduction terrible contribution because with continued spread the word their chocolate raise money so often. If you need to place money somewhere would like to so will. It's as always great to see you can give me back a week to just you folks just will immensely forward to seeing you in the next few hours. God is good and remember know your rights. Know your rights know you're right and next week as we wrap up today show.

Be assured that TA W CMM talking walking Christian men's ministry is building a community of men Christ followers with a desire to be servant leaders in their homes, communities, churches and work environments. Check out our website for upcoming events of regularly scheduled meetings drop is a note for topics that you would like to have us visit in the future.

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