Jdt2 Task 1 Employment & Legal Issues Essay

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TO: CEO FROM: Stacy Raudman DATE: July 20, 2014 SUBJECT: Title VII of the Civil Rights Act of 1964 constructive discharge issue I have been asked by the CEO to research a claim made by a former employee related to the above Equal Employment Opportunity Act law and provide a recommendation on how the company should respond to this claim. First, it is important to understand what Title VII of the Civil Rights Act of 1964 is, what a constructive discharge is, and how, if at all, it relates to the allegations made by the former employee. Title VII of the Civil Rights Act of 1964 is a federal law that prohibits employers from discriminating against employees on the basis of sex, race, color, national origin, and religion. It generally applies to employers with 15 or more employees, including federal, state, and local governments. Title VII also applies to private and public colleges and universities, employment agencies, and labor organizations. (Know Your Rights: Title VII of the Civil Rights Act of 1964, n.d.). A constructive discharge arises when an employee terminates their contract of employment, with or without prior notice, due to the conduct of the employer. The employers' conduct must be such that it would have been reasonable to terminate the contract without giving notice. (Constructive dismissal, n.d.). The employee can quit after one serious occurrence or after a pattern of incidents. In most cases, the employee must quit fairly quickly after the incident(s). In short, the employee must feel that the actions of the employer has made work conditions so intolerable that the employee has no other choice but to quit. At the beginning of the year, the company implemented a new schedule for the production department. Whereas the employees in this department worked a Monday through Friday schedule prior to the new year, due to company

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