Unlawful Discrmination
Paul D. Porter
Is This Unlawful Discrimination
11/09/2014
BSA504
Dr. Babb
1. Dear Management, I am writing you to day on behave of Elaine Mobley, a former employee of your organization. In the case the equal employment opportunity act has been violated against Ms. Mobley by not allowing her to work at the organization because of her religious views. The court must decide if the company discriminated against Ms. Mobley for her religious preference. If I was the judge ruling on this case I would find you guilty of discrimination and violating EEO Act. The current actions of prayer at Ms. Mobley desk and forcing every employee to participate in Christian activities on the job are going to keep the problem present. The line manger should not have taken part in trying to convert his employees to a religion other than the one of their choice. He also should have not have held events in the workplace that were centered on religion. The HR Manger should look to investigate this situation and look to terminate the manger for violating EEO.
2. Dear Management, I am writing you to day on behave of Edward Roberts, a former employee of your organization. In the case the equal employment opportunity act is being examined to see if the company is in of discrimination against Mr. Roberts based on his ethnicity. Based on the evidence presented in the case I would not find the company in violation of EEO or discrimination because at the people that were hired a month after he applied. As of right now there isn’t enough evidence to prove the manger of being in violation of anything so they should continue with their current practices. HR should to some background checking on the hiring process and see if this is happening within their organization and if so look to fix the problem to prevent future law suits.
3. Dear Management, I am writing you to day on behave of Thelma Jones, a former employee of your organization. In the case the equal employment
Is This Unlawful Discrimination
11/09/2014
BSA504
Dr. Babb
1. Dear Management, I am writing you to day on behave of Elaine Mobley, a former employee of your organization. In the case the equal employment opportunity act has been violated against Ms. Mobley by not allowing her to work at the organization because of her religious views. The court must decide if the company discriminated against Ms. Mobley for her religious preference. If I was the judge ruling on this case I would find you guilty of discrimination and violating EEO Act. The current actions of prayer at Ms. Mobley desk and forcing every employee to participate in Christian activities on the job are going to keep the problem present. The line manger should not have taken part in trying to convert his employees to a religion other than the one of their choice. He also should have not have held events in the workplace that were centered on religion. The HR Manger should look to investigate this situation and look to terminate the manger for violating EEO.
2. Dear Management, I am writing you to day on behave of Edward Roberts, a former employee of your organization. In the case the equal employment opportunity act is being examined to see if the company is in of discrimination against Mr. Roberts based on his ethnicity. Based on the evidence presented in the case I would not find the company in violation of EEO or discrimination because at the people that were hired a month after he applied. As of right now there isn’t enough evidence to prove the manger of being in violation of anything so they should continue with their current practices. HR should to some background checking on the hiring process and see if this is happening within their organization and if so look to fix the problem to prevent future law suits.
3. Dear Management, I am writing you to day on behave of Thelma Jones, a former employee of your organization. In the case the equal employment