Constructive Discharge
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- Date Submitted: 09/11/2016 07:14 AM
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Constructive Discharge, Page 1
Constructive Discharge
Human Resources Task I
Western Governors University
Constructive Discharge, Page 2
Task I. A
The Equal Employment Opportunity Commission defines constructive discharge as “being complicit in forcing an employee to resign by making his or her employment environment intolerable to a point in which a reasonable person would not be able to continue working. In this particular instance the relevant legal application falls under: Section § 1605.2 Reasonable accommodation without undue hardship as required by section § 1605.2 Title 29 under the Code of Federal regulations as they pertain to Labor. (United States 2016)
The relevancy to §1605.2 is pertinent in this case as the employee resigned their position due to the change in work schedule that would mandate that he would be working on religious holidays that were contrary to his religious beliefs. Furthermore, the case study indicated that there were no alternative or reasonable accommodations made inclusive to the work schedule change.
Task I. B
To discuss the relevancy of Title VII of the Civil Rights Act of 1964 in this case scenario one must determine it as a foundation to the Code of Federal Regulations as they pertain to labor law under Title 29. Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on race, color, religion, sex, or national origin....
Constructive Discharge
Human Resources Task I
Western Governors University
Constructive Discharge, Page 2
Task I. A
The Equal Employment Opportunity Commission defines constructive discharge as “being complicit in forcing an employee to resign by making his or her employment environment intolerable to a point in which a reasonable person would not be able to continue working. In this particular instance the relevant legal application falls under: Section § 1605.2 Reasonable accommodation without undue hardship as required by section § 1605.2 Title 29 under the Code of Federal regulations as they pertain to Labor. (United States 2016)
The relevancy to §1605.2 is pertinent in this case as the employee resigned their position due to the change in work schedule that would mandate that he would be working on religious holidays that were contrary to his religious beliefs. Furthermore, the case study indicated that there were no alternative or reasonable accommodations made inclusive to the work schedule change.
Task I. B
To discuss the relevancy of Title VII of the Civil Rights Act of 1964 in this case scenario one must determine it as a foundation to the Code of Federal Regulations as they pertain to labor law under Title 29. Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on race, color, religion, sex, or national origin....