References: Dempsey‚ G.‚ & Petsche‚ J. (2006). Library law. Constructive discharge‚ 80 (5)‚ 1-3. Retrieved from http://www.nsls.ingo/articles/detail.aspx?articleID=80 Elmenayer v. ABF Freight‚318 F.3d 130‚ (2011) Balkin‚ D.‚ Cardy‚ R.‚ & Gomez-Mejia‚ (1999). Managing human resources‚ sixth edition. Retrieved from http://wgu.coursemart
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JDT-2‚ Task-1‚ Kenneth B. Davis Student #000166146 A. The Concept of Constructive Discharge. Constructive discharge is legally defined as a given set of working conditions that are so intolerable that a reasonable employee would be compelled to resign even though the employer has not issued a formal termination notice ("Constructive discharge law‚"). Given that the employee has resigned as a result of being required to work on a religious holy day‚ the following Supreme Court case law
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Human Resources Task I Western Governors University May 19‚ 2014 2 A. Constructive discharge as a legal concept is relative to this specific scenario in the aspect of the previous employee quitting because of a perceived evidence of difficult or hostile work environment. A specific event or chain of events‚ that do not have to be related‚ can lead to this evidence and elective discharge. In this specific case‚ a mandated change in scheduling causing an overlap with a religious holy day is
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Elementary Division Manager | CC: | | Date: | 3/18/2013 | Re: | Initial Response to Constructive Discharge Claim #1- 2013; Claimant AA23 | Comments: | Per your request to investigate and recommend Toy Company’s position regarding Claim #1-2013; this report was generated. The initial research has been finalized and recommendations determined. I will refer to the claim by its number #1-2013 and the claimant as AA23 to keep the confidentiality of the claimant. First this report will provide a summary
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toy company interoffice memorandum to: Ceo of toy company from: elementary division manager subject: review of constructive discharge allegations date: May 1‚ 2014 cc: toy company attorney A. Constructive Discharge as a Legal Concept Title VII of the Civil Rights Act of 1964 protects employees from workplace discrimination on the basis of race‚ color‚ religion‚ sex and national origin. When an employer engages in practices that create a hostile work environment for any of these protected
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– Equal Employment Opportunities – 42 US Code Chapter 21. (2008) Retrieved August 17‚ 2012‚ from Find US Law: http://finduslaw.com/civil_rights_act_of_1964_cra_title_vii_equal_employment_opp ortunities_42_us_code_chapter_21 29CFR1605.2. (2006‚ July 1). Title 29 – Labor. Retrieved August 18‚ 2012‚ from GPO.GOV:http://edocket.access.gpo.gov/cfr_2006/julqtr/29cfr1605.2htm Chrysler Corp. V. Mann‚ No 76-1196 (United States Court of Appeals‚ 8th Circuit September 14‚ 1977). Trans World Airlines‚ Inc. v
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MEMO TO: CEO FROM: Division Manager DATE: January 29‚ 2014 RE: Discrimination Research ****************************************************************************** The following are my findings regarding the constructive discharge from the employee that has left our company after our policy change. The employee is alleging that we discriminated against them because we made them work on a “Holy Day.” He is claiming “constructive discharge.” Constructive Discharge is when an organization
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Human Resources RJDT Task 2a Mitchell Shaneman February 12‚ 2013 Memorandum To: CEO; Executive Team From: Eric Saltzman‚ Manager Elementary Division Date: February 11‚ 2013 Subject: Alternatives for the decision regarding the high lead found in the whistles. The situation of determining how to handle the recently discovered high lead content in the large whistles order is a difficult one that
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Optimal results of a well-prepared and well-delivered performance appraisal Higher employee satisfaction – When an appraisal is exquisitely prepared and well delivered employees are prone to respond better to the feedback presented. The employees also come away from the meeting with a clear understanding of their performance and where improvement is needed. They will also have good understanding of the company’s goals both for itself and for the employee themselves. Improved Efficiency – After
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INTEROFFICE MEMORANDUM TO: CEO FROM: ELEMENTARY DIVISION MANAGER SUBJECT: METAL WHISTLE TESTING DATE: OCTOBER 1‚ 2011 CC: EXECUTIVE TEAM Overview We have a large shipment of our elementary toy collection scheduled ship at the end of this week but have encountered a problem with the production. One of the products in this collection has failed the quality control testing exceeding the legal limits of lead set by the federal government. This shipment will be delivered to South American schools
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