Title Vii Civil Rights Act

| Government Regulation| RJDT Task 1| | Kerment Robinson| Western Governors University| benevolent Resources July 14, 2012 | To: CEO From: Kerment Robinson Date: 06-14-2012 Subject: structural discharge of employee ______________________________________________________________________________ We check an employee who has filed a case against us under Title VII of the accomplished Rights Act of 1964. To give a brief history, we recently changed our schedules to echo an increase of productions for our demands. Prior to this change, employees worked Monday thru Friday. Now with an increase in demands for our products, we have scheduled employees to work 12 hour shifts for 4 eld resulting in 4 days off. This type of rotating schedule would finally cause this employee to work on a day he observes as holy. He has quit as a result Constructive discharge is generally when working conditions are so unsufferable that it results in an employee quitting. In constructive discharge there postulate to be evidence of an unpleasant work environment that would tie a sensible employee to quit (Gomez, Balkin, Cardy, 2008). In this employees situation, a dramatic change to his schedule could be deemed as logical grounds for constructive discharge.

With his religious beliefs, he feels they have been violate because he has to work a day that is deemed as a holy day in his religion. The employee could claim adverse impact, or disparate impact under title VII of the civilized Rights act of 1964. This happens when all conferences are affected by a standard however; the standard affects a particular group more negatively than others (Gomez, Balkin, Cardy, 2008). This may have legal relevancy if this was established or recognized upon the employees hire and if the employee express his religious preferences upon hire. I recommend the following in raise to accommodate the employee and avoid legal present and future ramifications to our company:... If you want to get a full essay, order it on our website: Orderessay

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