BlueCross BlueShield terminated an employee, Tanja Benton, in 2021 for refusing to comply with the company’s COVID-19 vaccine mandate. A federal jury awarded Benton $687,000 in compensation, including back pay, compensation, and punitive damages. Benton, a biostatistical research scientist who worked at the firm for 16 years, refused to get vaccinated due to her religious beliefs regarding the use of aborted fetal cell lines in the vaccine development process.
Despite Benton’s willingness to work remotely and apply for other positions within the company, BlueCross BlueShield ultimately fired her for not being vaccinated. Benton filed a lawsuit alleging that the company violated Title VII of the Civil Rights Act of 1964 by discriminating against her based on her religion. The company claimed that accommodating Benton’s religious beliefs would create an undue hardship, but the court found that BlueCross BlueShield failed to make good-faith efforts to accommodate her beliefs.
In response to the lawsuit, BlueCross BlueShield stated that they believed their vaccine requirement was in the best interest of their employees and members. However, the court ruled in favor of Benton, awarding her compensation for wrongful termination. The company was also accused of violating the Tennessee Human Rights Act by discriminating against Benton.
The U.S. Equal Employment Opportunity Commission approved Benton’s lawsuit against her former employer, citing her right to sue. Company lawyers argued that accommodating Benton’s religious beliefs would unduly burden the firm, but the court determined that BlueCross BlueShield did not make sufficient efforts to accommodate her beliefs.
Overall, the court’s decision favored Benton, highlighting the importance of respecting employees’ religious beliefs in the workplace. Please provide an example sentence for me to rewrite.
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