Human Resources Task 1

Task 1 JDT2 memoranda to CEO To CEO As you may be aware, the company is soon facing a lawsuit brought about by a reason employee, Mr. X. He is claiming that under the Civil Rights Act of 1964, denomination VII he has been a victim of constructive discharge since we move over changed the companys subject fielding schedule policy to a four day rotational shift. Constructive discharge or forcing an employee to resign by making the work environment so intolerable a reasonable psyche would non be able to stay (Equal concern Opportunity Commission, 2012). is il sub judice accord to U. S. law. Mr. X states that since we have gone to the four day rotational schedule, his ghostlike beliefs are being infringed upon since he would have to work on his religious holy day. According to U. S. law, the company does have an obligation to book Mr. Xs request. The law requires an employer to reasonably accommodate an employees religious beliefs or practices, unless doing so would cause diff iculty or expense for the employer. (EEOC, 2012).I would like to provoke the following recommendations regarding this situation. First, deny any wrong doing based upon the following 1. Mr. X neglected to notify anyone within the company of his religious status, in some other words he did not establish one of the key components of major facie (Leagle, n. d. ). Had Mr. X made the company aware of his religious beliefs, it might have been possible to make allowable accommodations for him. 2. Mr. X was not subjected to intolerable conditions during his function, which is as well another component.A constructive discharge occurs when a person quits his or her job under circumstances in which a reasonable person would feel that the conditions of employment have become intolerable. (Liebert Cassidy Whitmore, 2002). 3. If the Mr. X was unable to checker to the reasonable accommodations put forth by the company, then the company would obtain undue hardship (Justia, 1982) by requiring the added expense and time to hire a temporary employee to cover Mr. Xs shift. Secondly, to avoid any legal issues around Title VII or the Civil Rights Act of 1964 I recommend implementing a best practices policy.According to the Society for Human Resource Management, Employers should feign best practices to reduce the likelihood of discrimination and to address impediments to equal employment opportunity. (Society for Human Resource Management, 2011). Possible practices to be implemented could include scripted criteria for hiring, standardized questioning, proper record keeping, management training, publicized anti-harassment policy, allowing non-disruptive religious nerve and proactively intervening in possible conflict. (EEOC, 2012). References EEOC. 2012). Prohibited Employment Policies/Practices. Retrieved from http//www. eeoc. gov/laws/practices/index. cfm EEOC. (2012). Prohibited Employment Policies/Practices. Retrieved from http//www. eeoc. gov/laws/practices/index. cfm E EOC. (2012). Best Practices for Eradicating Religious Discrimination in the Workplace http//www. eeoc. gov/policy/docs/best_practices_religion. hypertext mark-up language Leagle. (n. d. ) Jerrold S. HELLER v. EBB AUTO CO. , Retrieved from http//www. leagle. com/xmlResult. aspx? xmldoc=19891863774P2d1089_11857. x ml=CSLWAR2-1986-2006Liebert Cassidy Whitmore. (2002, August 10). greet Concludes There Was No Constructive Discharge Due to Religious Beliefs. Retrieved from http//lcwlegal. com/64957 Justia. (1982, frame 22). Marvin Brener v. Diagnostic Center Hospital. Retrieved from http//law. justia. com/cases/federal/appellate-courts/F2/671/141/442160/ Society for Human Resource Management. (2012) Title VII of the Civil Rights Act of 1964. EEOC Retrieved from http//www. shrm. org/LegalIssues/FederalResources/FederalStatutesRegulationsan dGuidanc/Pages/TitleVIIoftheCivilRightsActof1964. aspx