[Solution] Analytical Memo

Guidelines

 

Many would argue that one of the most influential pieces of legislation passed to date is the Civil

Rights Act of 1964. Title VII of this act prohibits employment discrimination on the basis of

race, color, religion, sex, or national origin. It is critical for managers and employees in

organizations to have an understanding of equal employment opportunity (EEO) laws to ensure

that both employees and managers are protected.

 

Scenario:

 

During your third week as the Division manager at XYZ toy company, the company attorney

notifies you that a former employee (Ms. Jane Smith) has filed a claim against the company

under Title VII of the Civil Rights Act of 1964, constructive discharge, after a work schedule

policy change.

Ms. Smith, who quit after the policy change took effect, is alleging that the enforcement of the

company’s new 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. As a result of company

growth, the production schedule was changed at the beginning of the New Year, requiring

employees to work 12-hour shifts with four days at work and then four days off. The four work

days can occur any day of the week, Monday through Sunday. The entire production staff is

required to work this rotating shift. Office staff members, however, work from 8:00 a.m. to 5:00

p.m., Monday through Friday.

 

In order to keep legal costs down, the CEO has asked you to do the initial research on how the

company should respond to Ms. Smith’s claim.

 

Task:

 

Prepare a memo for the CEO in which you summarize your findings by doing the following:

 

A. Did the events that lead to Ms. Jane’s resignation present itself as constructive

discharge? (Explain how constructive discharge as a legal concept is relevant to the scenario).

B. Applicable circumstances under the Title VII of the civil rights act that are related to

Ms. Smith’s case. (Discuss a protected category, under Title VII of the Civil Rights Act of 1964

that is relevant to the scenario).

 

C. Question: Should XYZ Toy Company accept the charges brought forth by the EEOC?

Answer: indicate here if XYZ should accept guilty or state that they are not guilty of the

charge. Recommend how XYZ Toy Company should respond to the employee’s charge of

constructive discharge.

 

 

 

C1. Three chosen legal references that support our recommendation. (Discuss the three c

references you chose in this section)

 

Note: Legal references may include laws, amendments, or case law. Sources are required to

successfully complete part C1.

 

C2. Recommended future steps that XYZ company can do to avoid legal issues around

Title VII of the Civil Rights Act of 1964: (Discuss steps the company could take to avoid future

legal issues related to Title VII of the Civil Rights Act of 1964).

 

NOTE: When you use sources to support ideas and elements in a paper or project, provide

acknowledgement of source information for any content that is quoted, paraphrased or

summarized. Acknowledgement of source information includes in-text citation noting

specifically where in the submission the source is used and a corresponding reference, which

includes:

• Author

• Date

• Title

• Location of information (e.g., publisher, journal, or website URL)

 

Note: The use of APA citation style is encouraged but is not required for this task. Evaluators

will offer feedback on the acknowledgement of source information but not with regard to

conformity with APA or other citation style. For tips on using APA style, please refer to the

APA Resources web link found on the first page of the MG402 site.

 

Note: No more than a combined total of 30% of a submission can be directly quoted or closely

paraphrased from outside sources, even if cited correctly. Note: When bulleted points are present

in the task prompt, the level of detail or support called for in the rubric refers to those bulleted

points.

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