INTEROFFICE MEMORANDUM TO: FORD FAIRLANE CEO, TOY COMPANY FROM: DIV. MANAGER, ELEMENTARY TOYS SUBJECT: RESPONSE TO SHIFT POLICY CHANGES DATE: MAY 15, 2014 Constructive Discharge With the recent changes to the new shift work policy, some employees have expressed the sentiment that the new policy would preclude them from observing their holy days or Sabbath. In particular this change has elicited some unfavorable perceptions of the company as practicing discrimination by forcing employees
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3/11/2013 | | Memo | | | | To CEO From Elementary Division Manager Re Constructive Discharge Complaint Comments: Earlier this quarter a former employee voluntarily terminated their employment with our company but has since filed a claim against our company alleging that the employee’s rights under Title VII of the Civil Rights Act of 1964, specifically constructive discharge, were violated. Title VII of the Civil Rights Act of 1964 was designed to protect the rights of employees
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CEO from: Elementary Division Manager Date: April 4, 2013 Re: Constructive Discharge This is a memo which summarizes all my findings in accordance to our former employee allegation against Company under Title VII of Civil Rights Act of 1964, Constructive Discharge. I have reasonably provided my details which certainly might help in making the decisions at corporate level and that would benefit Company. A: Constructive discharge is generally when working conditions are so intolerable as to amount
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To: CEO From: Elementary Division Manager Date: 01-07-2013 Subject: Constructive Discharge of Employee Brought to my attention by the company attorney, a former employee has filed a legal claim against the company claiming “constructive discharge” of religious discrimination falling under Title VII of the Civil Rights Act of 1964. The claim stems from an alteration in the previous production schedule to better support the company’s progress and development. The new schedule is
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Toy Company | To: | CEO | From: | Christine Nelson | Date: | 6/30/2014 | Re: | EEOC Title VII Claim | | This memo is in response to a notice received from the EEOC that a constructive discharge claim has been filed by a former employee. The employee alleges that our new company policy on shift work is discriminatory because the policy requires employees to work on a religious holy day. In the past, production employees worked Monday through Friday. Due to company growth, the production
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To: Company CEO From: Date: Subject: How the company should respond to the employee’s claim of constructive discharge. Constructive discharge is a legal concept that is part of the Federal Equal Employment Opportunity (EEO) Law, which prohibits job discrimination. This part of the EEO addresses changes in the policies/procedure in employment that result in creating an environment with the intention of targeting a specific person or groups to force
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To: CEO From: Elementary Division Manager Date: November 11 ,2011 Re: Constructive Discharge Claim It was brought to my attention by the company attorney that a former employee has filed a claim against the company under the Title VII of the Civil Rights Act of 1964, constructive discharge, after a work policy change. The reason for this charge is the introduction of new 12-hour production employee shifts with four days at work which we had to change due to the company growth. The
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Resources: Constructive Discharge* February 10, 2012 Memorandum # 1 From: Manager, Elementary Division To: The CEO Subject: Former Employee's Constructive Discharge Claim ______________________________________________________________________ Background: Our company attorney notified me about a former employee who filed a claim against the company citing Title VII of the Civil Rights Act of 1964 for constructive discharge
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a. Explain how constructive discharge as a legal concept is relevant to the scenario. Under Title VII and the ADEA, a constructive discharge occurs if an employee resigns their position after being subjected to unlawful discrimination then the resignation may be found to be a “constructive discharge”. Most constructive discharges take place when employees resign because their employer's behavior has become so intolerable or made life so difficult that the employee has no choice but to resign
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Resources JDT2 Memorandum to Chief Executive Officer WGU Toy Company TO: WGU Toy Company, Chief Executive Officer FROM: Elementary Division Manager DATE: June 18, 2013 SUBJECT: Constructive Discharge Claim As a result of a work schedule policy change at WGU Toy Company, a constructive discharge was filed under Title VII of the Civil Rights Act of 1964 related to religious discrimination by a former employee. This is due to a policy change that required toy company employees to work
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