| Course | PHI-3840 Ethics and the Business Professional |
|---|---|
| Module | Module 5 |
| Paper type | Discussion forum: initial response and two comments |
| Length | About 457 words |
| Format | Discussion post with APA 7 citations |
| School | Thomas Edison State University |
| Program | Bachelor of Science in Professional Studies |
| Updated | October 2026 |
Free sample paper for PHI 3840 Module 5
Module 5 Discussion: Two Short Breaks and a Fair Schedule
Two Short Breaks and a Fair Schedule: Religious Accommodation as Inclusion
A new installer, hired in March, asked whether he could take two ten-minute breaks on Fridays and a longer midday break for congregational prayer, making up the time at the end of the day. Some coworkers grumbled that it was special treatment, and a supervisor suggested telling him to use his lunch break or find another job.
The 1964 federal civil rights law, through its Title VII, bars religious discrimination at work and obliges employers to make reasonable room for employees' religious practice unless that would cause undue hardship. For decades courts treated any burden above a trivial cost as undue hardship. The Supreme Court ruled in Groff v. DeJoy (2023) that an employer must show that the burden of accommodation would result in substantial increased costs in relation to the conduct of its particular business. The standard is now higher.
Our request is easy to meet. Installers work in crews of three, and Friday schedules can place the longer break during the drive between jobs. Byars and Stanberry (2018) describe a shift from viewing diversity as compliance to viewing inclusion as creating a workplace where differences are valued and people can contribute fully. Accommodation that is grudging meets the law; accommodation that is arranged openly and fairly builds inclusion.
Fairness to coworkers matters too. The accommodation should not shift work onto others without their agreement. Our crew lead built the Friday schedule with the crew, and the installer works fifteen minutes later on Fridays. The crew lead reported that the Friday schedule now runs more smoothly than before, because the midday drive is planned rather than improvised. Shore et al. (2011) described inclusion as employees feeling that they belong while being prized for what makes them distinct, and arranging the schedule with the crew, rather than for one person, supports both belonging and fairness.
I also told the supervisor that suggesting someone find another job for asking about prayer could expose the company to a discrimination claim and, more importantly, tells every employee that their beliefs are unwelcome. The company should also add religious accommodation to its handbook, so that the next request does not depend on one supervisor's attitude.
Comment on Brianna's Post
Brianna, your company hesitated to interview a hearing-impaired applicant because of phone duties. The ADA asks whether she can perform the essential functions with reasonable accommodation; captioned phone service may make the question disappear. Did anyone ask her?
Comment on Hector's Post
Hector, your audit found women in your department paid 7 percent less for the same job. Before attributing it to negotiation, check whether starting offers differed. The Equal Pay Act focuses on the pay itself, not on who asked.
References
Byars, S. M., & Stanberry, K. (2018). Business ethics. OpenStax. https://openstax.org/details/books/business-ethics
Groff v. DeJoy, 600 U.S. 447 (2023).
Shore, L. M., Randel, A. E., Chung, B. G., Dean, M. A., Holcombe Ehrhart, K., & Singh, G. (2011). Inclusion and diversity in work groups: A review and model for future research. Journal of Management, 37(4), 1262-1289. https://doi.org/10.1177/0149206310385943
Reading the PHI 3840 Module 5 assignment instructions
The Module 5 forum covers diversity, inclusion and rights in the workplace. Expect to analyze a situation involving equal employment law, accommodation, discrimination or inclusion, explain what the law requires and discuss what ethics and inclusion ask beyond it. Use current law, since standards change, and back your position with the textbook and further reading. Each comment should engage with a classmate's situation and add a supported point. Look at how the decision affects coworkers as well as the person requesting accommodation, and suggest how the organization can make future decisions consistent, for example through its handbook. Cite the current legal standard by case name where it applies. Keep the post focused on one situation.
How the PHI 3840 Module 5 example is put together
The post opens with the request and the reactions to it. A paragraph explains Title VII's duty of accommodation and the 2023 Supreme Court decision on undue hardship. A paragraph shows the request is easy to meet and contrasts compliance with inclusion. A paragraph addresses fairness to coworkers with research on inclusion, and a short paragraph addresses the supervisor's comment. The replies apply the ADA and the Equal Pay Act to classmates' situations. The post reports how the new schedule worked in practice and recommends adding religious accommodation to the handbook, so the outcome no longer depends on one supervisor's attitude. Each reply names the law that fits the classmate's case. The supervisor's comment is addressed directly.
PHI 3840 Module 5 rubric: what earns full marks
Grading here rewards accurate use of law and course concepts, a supported position, engagement with classmates and clear, respectful writing. Posts that state the current legal standard precisely show care. Distinguishing compliance from inclusion demonstrates understanding of the module's central idea. Replies that apply the right law to the classmate's situation, with a question, add real value. Reporting how an accommodation worked, and proposing a policy so future cases are handled consistently, shows that the post moves from one case to the organization. Citing the Supreme Court decision by name shows legal precision. Respectful language about every party, including the skeptical supervisor, keeps the forum constructive. Brief, specific replies work best.
PHI 3840 Module 5 help: mistakes that cost marks
Students lose points by misstating legal standards, by treating accommodation as favoritism or by ignoring fairness to coworkers. Others discuss diversity in general without a situation. Use current law. Explain what accommodation requires and where it stops. Address coworkers' concerns fairly. Distinguish what the law requires from what inclusion asks. Recommend a policy step so the next request is handled consistently, and report how the arrangement worked. Speak to the coworkers' concerns directly rather than dismissing them as prejudice. Use the law's current wording, not older readings. A free first sample on your own PHI-3840 diversity discussion is available on request.
Write yours, or have the desk draft it
This paper is an original model document written by our desk, not a submitted student paper and not an official Thomas Edison State University document. Read it for the moves, then write your own to the instructions in your classroom. If you want one built to your exact prompt and rubric, the first custom sample is free and arrives in 24 to 48 hours.
More PHI 3840 and Bachelor of Science in Professional Studies sample papers
- PHI 3840 Module 1: Discussion: Three Frameworks and an Inflated Sales Forecast
- PHI 3840 Module 2: Application Assignment: Stakeholders and CSR at an Office Furniture Dealer
- PHI 3840 Module 3: Discussion: A Gift, a Facilitation Payment and the FCPA
- PHI 3840 Module 4: Application Assignment: Monitoring Installers by GPS
- PHI 3840 Module 6: Final Project: James Burke, the Credo and the Tylenol Recall
- BPS 4950 Module 1: Written Assignment: Establishing the Foundations of a Career Capstone Project
- MKT 3100 Module 6: Written Assignment: Recruiting, Paying and Coaching a Small Sales Team
PHI 3840 Module 5 questions, answered
Where can I find a free PHI 3840 Module 5 sample paper?
The post above, with two replies, works through religious accommodation and inclusion for a furniture installer.
What does Title VII require for religious practices?
Reasonable accommodation of religious practice, short of undue hardship to the employer.
What did Groff v. DeJoy decide?
That undue hardship means substantial increased costs in relation to the particular business, not merely more than a minimal cost.
How does inclusion differ from compliance?
Compliance meets legal requirements; inclusion creates a workplace where people belong and are valued for their differences.
What does the ADA ask about job applicants with disabilities?
Whether the applicant can do the job's core duties, with a reasonable accommodation if one is needed.