Injunctive Discharge Case Study

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Memorandum To: John Doe: CEO CC: Legal Department From: Elementary Division Manager Date: [ 4/27/2014 ] Re: EMPLOYEE CONSTRUCTIVE DISCHARGE CASE Issue: We have received notice from the company attorney stating the plaintiff, a former employee, has filed a case against the company, The Toy Box, under Title VII of the Civil Rights Act of 1964. The plaintiff seeks injunctive relief on the grounds of constructive discharge based on conflicting scheduling between work and religion. Despite the plaintiff’s decision to voluntarily remove himself from the company, The Toy Box could be found legally responsible for all lost wages to the plaintiff. The company may also be legally liable to compensate for the plaintiff’s pain and suffering as…show more content…
(859 F. 2d 610 – Equal Employment Opportunity Commission v. Townley Engineering & Manufacturing Company, 1988). This is due to the fact that based on what is known at present about the claim against The Toy Box, the plaintiff did not make any religious beliefs or practices known to the defendant in order for accommodations to be made. In the case briefly mentioned above, the defendant issued handbooks to all employees advising of the mandatory devotionals to be held and required all employees to sign the handbook. Therefore, the employees were given the opportunity to seek accommodations in the case cited before signing the…show more content…
3d 1375 – Gwendolyn I. Cooper v. Oak Rubber Company, 1994 as well as 337 F. 3d 629 – David A. Goldmeier and Terry C. Goldmeier v. Allstate Insurance Company, 2003. Both cases deal with a claim of religious constructive discharge due to an employee’s religious beliefs and practices conflicting with work schedules such as the case against The Toy Box. C2 Listed below are recommendations to avoid any potential future issues regarding Title VII of the Civil Rights Act of 1964. 1.Supervisors and Managers need to be provided a mandatory management training program on Human Resources laws and new updates as they arise. All meetings need proper documentation that should be signed by managers stating they are aware of these laws and changes/updates. This will aid in the company not being held liable for managers being unaware of processes related to religious days and employees. 2.There needs to be a bi-yearly review of currently policies and procedures to ensure the company is not in violation of the Title VII Civil Rights Act of 1964. By doing a bi-yearly review, the company can stay atop of any changes that need to take place to assure adherence to the current policies and

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