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Home/Law/Susann Bashir worked at Southwestern Bell, a division of AT&T, from 1999 until 2010 when she was fired. In 2005, Bashir converted to Islam. Several of her coworkers and two of her supervisors made degrading comments to her concerning her traditional hijab head covering. Bashir’s supervisor referred to her as “one of those bomb people” and was told repeatedly to remove her “hat thing.” One of Bashir’s supervisors allegedly tried to pull Bashir’s hijab off of her head. Southwestern Bell countered that there was no evidence that such actions had occurred. AT&T asserted its dedication to maintaining an inclusive workplace. Does this case constitute discrimination? If so, how? What act protects Bashir if discrimination is present?

Susann Bashir worked at Southwestern Bell, a division of AT&T, from 1999 until 2010 when she was fired. In 2005, Bashir converted to Islam. Several of her coworkers and two of her supervisors made degrading comments to her concerning her traditional hijab head covering. Bashir’s supervisor referred to her as “one of those bomb people” and was told repeatedly to remove her “hat thing.” One of Bashir’s supervisors allegedly tried to pull Bashir’s hijab off of her head. Southwestern Bell countered that there was no evidence that such actions had occurred. AT&T asserted its dedication to maintaining an inclusive workplace. Does this case constitute discrimination? If so, how? What act protects Bashir if discrimination is present?

The case of Susann Bashir is one of the examples of religion-based harassment in the workplace. This is a disturbing and illegal practice, which includes verbal remarks, teasing, offensive commentary, or even physical interactions. It is hard to classify some unique incidents of such harassment as illegal or as discrimination.

However, the severity of this offense is increased with repetition. In the case of Susann Bashir, her coworkers, including the supervisor, made repetitive comments about her being “one of those bomb people” or asked her to remove her “hat thing.” There is even a claim that one of the coworkers attempted to physically remove the hijab by using force.

This behavior is illegal, unethical, and unacceptable because it creates a hostile and offensive work environment that does not allow an employee to realize their full potential and perform comfortably and productively. Discrimination implies that a person is treated differently because he or she belongs to a certain group. Hence, Susan Bashir clearly experienced workplace discrimination based on her religious beliefs.

There are various acts and regulations that protect people from harassment and discrimination in the workplace. As such, there is Title VII of the Civil Rights Act of 1964, which covers the full spectrum of employment decisions and situations that involve discrimination. Religious discrimination is also included in the act.

Hence, Susann Bashir could file a lawsuit against Southwestern Bell, and also, she could contact the Equal Employment Opportunity Commission to investigate the case of workplace harassment. The company denies the fact of discrimination by claiming that there is no evidence of that. Therefore, an investigation should take place.

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Academic.Tips. (2023) 'Susann Bashir worked at Southwestern Bell, a division of AT&T, from 1999 until 2010 when she was fired. In 2005, Bashir converted to Islam. Several of her coworkers and two of her supervisors made degrading comments to her concerning her traditional hijab head covering. Bashir’s supervisor referred to her as “one of those bomb people” and was told repeatedly to remove her “hat thing.” One of Bashir’s supervisors allegedly tried to pull Bashir’s hijab off of her head. Southwestern Bell countered that there was no evidence that such actions had occurred. AT&T asserted its dedication to maintaining an inclusive workplace. Does this case constitute discrimination? If so, how? What act protects Bashir if discrimination is present'. 12 March.

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Academic.Tips. (2023, March 12). Susann Bashir worked at Southwestern Bell, a division of AT&T, from 1999 until 2010 when she was fired. In 2005, Bashir converted to Islam. Several of her coworkers and two of her supervisors made degrading comments to her concerning her traditional hijab head covering. Bashir’s supervisor referred to her as “one of those bomb people” and was told repeatedly to remove her “hat thing.” One of Bashir’s supervisors allegedly tried to pull Bashir’s hijab off of her head. Southwestern Bell countered that there was no evidence that such actions had occurred. AT&T asserted its dedication to maintaining an inclusive workplace. Does this case constitute discrimination? If so, how? What act protects Bashir if discrimination is present? https://academic.tips/question/susann-bashir-worked-at-southwestern-bell-a-division-of-att-from-1999-until-2010-when-she-was-fired-in-2005-bashir-converted-to-islam-several-of-her-coworkers-and-two-of-her-supervisors-made-deg/

References

Academic.Tips. 2023. "Susann Bashir worked at Southwestern Bell, a division of AT&T, from 1999 until 2010 when she was fired. In 2005, Bashir converted to Islam. Several of her coworkers and two of her supervisors made degrading comments to her concerning her traditional hijab head covering. Bashir’s supervisor referred to her as “one of those bomb people” and was told repeatedly to remove her “hat thing.” One of Bashir’s supervisors allegedly tried to pull Bashir’s hijab off of her head. Southwestern Bell countered that there was no evidence that such actions had occurred. AT&T asserted its dedication to maintaining an inclusive workplace. Does this case constitute discrimination? If so, how? What act protects Bashir if discrimination is present?" March 12, 2023. https://academic.tips/question/susann-bashir-worked-at-southwestern-bell-a-division-of-att-from-1999-until-2010-when-she-was-fired-in-2005-bashir-converted-to-islam-several-of-her-coworkers-and-two-of-her-supervisors-made-deg/.

1. Academic.Tips. "Susann Bashir worked at Southwestern Bell, a division of AT&T, from 1999 until 2010 when she was fired. In 2005, Bashir converted to Islam. Several of her coworkers and two of her supervisors made degrading comments to her concerning her traditional hijab head covering. Bashir’s supervisor referred to her as “one of those bomb people” and was told repeatedly to remove her “hat thing.” One of Bashir’s supervisors allegedly tried to pull Bashir’s hijab off of her head. Southwestern Bell countered that there was no evidence that such actions had occurred. AT&T asserted its dedication to maintaining an inclusive workplace. Does this case constitute discrimination? If so, how? What act protects Bashir if discrimination is present?" March 12, 2023. https://academic.tips/question/susann-bashir-worked-at-southwestern-bell-a-division-of-att-from-1999-until-2010-when-she-was-fired-in-2005-bashir-converted-to-islam-several-of-her-coworkers-and-two-of-her-supervisors-made-deg/.


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Academic.Tips. "Susann Bashir worked at Southwestern Bell, a division of AT&T, from 1999 until 2010 when she was fired. In 2005, Bashir converted to Islam. Several of her coworkers and two of her supervisors made degrading comments to her concerning her traditional hijab head covering. Bashir’s supervisor referred to her as “one of those bomb people” and was told repeatedly to remove her “hat thing.” One of Bashir’s supervisors allegedly tried to pull Bashir’s hijab off of her head. Southwestern Bell countered that there was no evidence that such actions had occurred. AT&T asserted its dedication to maintaining an inclusive workplace. Does this case constitute discrimination? If so, how? What act protects Bashir if discrimination is present?" March 12, 2023. https://academic.tips/question/susann-bashir-worked-at-southwestern-bell-a-division-of-att-from-1999-until-2010-when-she-was-fired-in-2005-bashir-converted-to-islam-several-of-her-coworkers-and-two-of-her-supervisors-made-deg/.

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"Susann Bashir worked at Southwestern Bell, a division of AT&T, from 1999 until 2010 when she was fired. In 2005, Bashir converted to Islam. Several of her coworkers and two of her supervisors made degrading comments to her concerning her traditional hijab head covering. Bashir’s supervisor referred to her as “one of those bomb people” and was told repeatedly to remove her “hat thing.” One of Bashir’s supervisors allegedly tried to pull Bashir’s hijab off of her head. Southwestern Bell countered that there was no evidence that such actions had occurred. AT&T asserted its dedication to maintaining an inclusive workplace. Does this case constitute discrimination? If so, how? What act protects Bashir if discrimination is present?" Academic.Tips, 12 Mar. 2023, academic.tips/question/susann-bashir-worked-at-southwestern-bell-a-division-of-att-from-1999-until-2010-when-she-was-fired-in-2005-bashir-converted-to-islam-several-of-her-coworkers-and-two-of-her-supervisors-made-deg/.

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Explain the general types of deceptive advertising with which the FTC is most concerned.
The RCA determined that the facility, which was relatively new, lacked sufficient wireless coverage at the end of each unit. This created a connectivity issue with the barcode scanners used for medication administration. Following a workaround that developed over time, clinical staff would print additional patient labels, which could be scanned at the medication administration location away from the patient (not at the bedside). Subsequently, the provider would walk to the room and provide the medications – bypassing the barcode safety net. This workaround process devolved over time such that medication was being dispensed for multiple patients (batch processing) and then, with multiple medications in hand or on the provider, delivered to patients, room by room. In this real example, the nurse pulled the wrong medication from their pocket and did not confirm the 5 Right before administering. The patient had an adverse event that brought this all to light. There was no record of any staff reporting the wireless issues – even though it was commonly known amongst staff and middle management. Knowing the actual root cause, what are your thoughts on how you would respond and how one issue could "snowball" into patient injury?
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