CDKL-Mart is a one-stop-shop retail chain that caters to all of your shopping needs. Quality Merchandise for a Low Price (QMLP) is the foundation of its strategy. The company, based in Tampa, Florida, is one of the country’s largest private employers and one of the world’s largest corporations. It operates over 10,000 retail units in more than 20 countries with stores located in all 50 states and Puerto Rico. CDKL-Mart employs over 2 million associates around the world, with 1 million just in the U.S. alone. The company states it is proud of its diverse workforce and understands that diversity and inclusion goes beyond gender, race, and culture alone. As a part of the company culture of inclusion, CDKL-Mart currently employs close to 800,000 women, 300,000 Africa Americans, 180,000 Hispanics, and 50,000 Asians. One of its stores is located in downtown St. Petersburg, Pinellas County, Florida. There are 10 full-time and 6 part-time sales associates including cashiers, two supervisors, and a store manager who is responsible for all daily operations. All employees are required to wear company a uniform during work hours.
Felisha Johnson, a 24-year-old full-time sales associate at the St. Petersburg store is a St. Petersburg High School alumni whograduated in 2011. As of June 2016 she had been working for CDKL-Mart for four years. She was a single Africa-American womanwho, in July 2016 met Abdullah Hamid, a man from Saudi Arabia. They married in August 2016 and Felisha Johnson became Fatima Hamid. After her marriage, she converted to Islam, the religion of her husband. Soon after that, specifically on August 22, 2016, she came to the store for work dressed in niqab, traditional Muslim clothing that totally covered her face. Her supervisor, Jack Brown, informed her that such clothing was unacceptable while on the job and contradicted with company policy regarding employee uniforms. He denied her attempt to begin her shift at the store register or on the store floor. Jack Brown also informed store manager, Alivia Moore, about the incident. Alivia Moore confirmed that Jack’s decision and actions were appropriate, and required that Fatima go home and change into the required uniform or she would not be able to work in the store for her shift.Fatima refused to change and spent her entire shift that day sitting on customer provided seats in her niqab attire. The next day Fatima again came to the store still wearing niqab, and was again told she must wear the company uniform or she would not be able to work her shift and would not be paid for it. This continued until Fatima arrived at the store for work on August 25, 2016,when she was informed that she was terminated for insubordination and violation of the company uniform policy.
Fatima consulted with attorney about a possible lawsuit against her employer for unlawfully terminating her. At the time Fatima was hired, as Felisha Johnson she signed her employment paperwork which included the company dress code regarding the mandatory uniform. When she signed the paperwork she acknowledged receipt as well of the employee handbook that reiterated the dress code policy and that no exceptions would be made to the policy.
Assingment:
Rationale: (How did the court, if a case, reach its decision? (If a fact scenario, how did the deciding party reach its decision? If the case or fact scenario is still pending, state your opinion as to how the court or decision-making body reached its decision. What facts and law did it rely upon and did the fact apply or fail to apply to the law?
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