Human Resources Task 1

Task 1 JDT2 Memo to chief executive officer To CEO As you may be aware, the caller is currently facing a lawsuit brought about by a former employee, Mr. X. He is claiming that under the courteous Rights coif of 1964, Title VII he has been a victim of constructive comport since we have changed the companys operative schedule policy to a foursome daylight rotational shift. Constructive gain or forcing an employee to resign by qualification the work environment so impermissible a reasonable person would non be able to stay (Equal conflict Opportunity Commission, 2012). is illegal according to U. S. law. Mr. X states that since we have gone to the four day rotational schedule, his unearthly beliefs are world infringed upon since he would have to work on his religious holy day. correspond to U. S. law, the company does have an obligation to admit Mr. Xs request. The law requires an employer to middling accommodate an employees religious beliefs or practices, unless doin g so would cause difficulty or disbursement for the employer. (EEOC, 2012).I would like to manipulate the interest recommendations regarding this situation. First, refuse any wrong doing based upon the following 1. Mr. X neglected to notify anyone within the company of his religious status, in other words he did not found one of the key components of prima 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 unendurable conditions during his economic consumption, which is also another component.A constructive loose occurs when a person quits his or her job under circumstances in which a reasonable person would impression that the conditions of employment have become intolerable. (Liebert Cassidy Whitmore, 2002). 3. If the Mr. X was unable to agree to the reasonable accommodations format forth by the company, then the company would sustain 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 well-nigh Title VII or the civil Rights Act of 1964 I recommend implementing a best practices policy.According to the Society for Human option Management, Employers should adopt best practices to reduce the likeliness of discrimination and to address impediments to equal employment opportunity. (Society for Human imaginativeness Management, 2011). Possible practices to be implemented could include written criteria for hiring, order questioning, proper record keeping, management training, tell anti-harassment policy, allowing non-disruptive religious expression and proactively intervening in possible conflict. (EEOC, 2012). References EEOC. 2012). veto Employment Policies/Practices. Retrieved from http//www. eeoc. gov/laws/practices/index. cfm EEOC. (2012). Prohibited Employment Policies/Practices. Retrieved from http//www. e eoc. gov/laws/practices/index. cfm EEOC. (2012). Best Practices for Eradicating Religious discrepancy in the Workplace http//www. eeoc. gov/policy/docs/best_practices_religion. hypertext markup 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). Court Concludes at that place Was No Constructive Discharge cod to Religious Beliefs. Retrieved from http//lcwlegal. com/64957 Justia. (1982, March 22). Marvin Brener v. Diagnostic centralize 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