Rjdt Task 1 Essay

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Toy Company | To: | CEO | From: | Stacy Kuhn | CC: | | Date: | 9/12/2011 | Re: | RJDT Task 1 | Task A:Task B:Task C 1:Task C 2:Task C 3: | Employee A is filing a claim against our company under constructive discharge as related to Title VII of the Civil Rights Act of 1964. The instigating factor of the case is the new work schedule policy that is mandated for all production staff. The associate believes their claim fits constructive discharge guidelines because the new policy requires him/her to work on a particular religious holiday, thus feeling that he/she is being discriminated against and that it was necessary for him/her to quit his/her position.Title VII deems it unlawful employment practice “to limit, segregate, or classify his employees in any way which would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his status as an employee, because of such individual's race, color, religion, sex, or national origin” (FindLaw, 2011). In this case, Employee A has valid grounds to claim constructive discharge because our company’s work schedule policy is limiting their employment opportunity due to their religious beliefs.I believe that our company should positively acknowledge Employee A’s complaint and settle the case. I suggest that we review our schedule policy and provide amendments for the consideration of religious practices. The EEOC expects employers to provide reasonable accommodation for religion: “The law requires an employer to reasonably accommodate an employee's religious beliefs or practices, unless doing so would cause difficulty or expense for the employer” (U.S. Equal Employment Opportunity Commission, n.d.). Provided are three legal references to provide further background as to why I propose this solution. In 1991, the Sixth Circuit Court of Appeals found Neil Taylor to have been

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