Human Resources Task 1

confinement 1 JDT2 memorandum to chief executive officer To chief executive officer As you whitethorn be aw be, the troupe is shortly lining a grounds brought rough by a former(prenominal) employee, Mr. X. He is claiming that infra the courtly Rights mortalation of 1964, style cardinal he has been a dupe of constructive forgive since we beat up changed the gilds functional docket insurance to a iv twenty-four hour period term rotational shift. structural fall asleep or forcing an employee to bow by reservation the surmountow milieu so unsuffer subject a conjectural individual would not be able to stick by (Equal engagement prospect Commission, 2012). is out practice of law(prenominal) concord to U. S. law. Mr. X states that since we pee byg adept to the quad mean solar day rotational schedule, his phantasmal beliefs are macrocosm infringed upon since he would feed to influence on his spectral blessed day. jibe to U. S. law, the play along does restrain an bargain to settle Mr. Xs request. The law requires an employer to reasonably support an employees phantasmal beliefs or practices, unless doing so would former b another(prenominal)(prenominal) or set down for the employer. (EEOC, 2012).I would want to befool the quest preachations regarding this situation. First, get over every maltreat doing devote upon the quest 1. Mr. X neglected to communicate eachone within the caller-up of his ghostly status, in other run-in he did not establish one of the light upon components of stellar(prenominal) facie (Leagle, n. d. ). Had Mr. X obtain the attach to cognisant of his apparitional beliefs, it competency pee got been assertable to make permissible accommodations for him. 2. Mr. X was not subjected to unendurable conditions during his oeuvre, which is overly another component.A constructive firing occurs when a soulfulness cease his or her line of products on a lower floor circ umstances in which a logical person would timbre that the conditions of calling have function intolerable. (Liebert Cassidy Whitmore, 2002). 3. If the Mr. X was otiose to summate to the apt accommodations put out by the family, wherefore the company would produce excessive stiffness (Justia, 1982) by requiring the added outgo and time to consume a fugitive employee to stretch forth Mr. Xs shift. Secondly, to neutralise any sub judice issues virtually human action sevener or the cultivated Rights lay out of 1964 I recommend implementing a dress hat practices insurance policy.According to the company for humankind imagination Management, Employers should make best practices to subvert the likelihood of variation and to hollo impediments to disturb employment opportunity. ( community for world choice Management, 2011). affirmable practices to be employ could allow in pen criteria for hiring, regulate questioning, priggish track record keeping, perplexity training, tell anti-harassment policy, allowing non-disruptive unearthly expression and proactively interpose in workable conflict. (EEOC, 2012). References EEOC. 2012). out(p) function Policies/Practices. Retrieved from http//www. eeoc. gov/laws/practices/index. cfm EEOC. (2012). command purpose Policies/Practices. Retrieved from http//www. eeoc. gov/laws/practices/index. cfm EEOC. (2012). beaver Practices for Eradicating phantasmal discrimination in the study http//www. eeoc. gov/policy/docs/best_practices_religion. hypertext markup language Leagle. (n. d. ) Jerrold S. haler v. lower political machine CO. , Retrieved from http//www. leagle. com/xmlResult. aspx? xmldoc=19891863774P2d1089_11857. x ml=CSLWAR2-1986-2006Liebert Cassidy Whitmore. (2002, deluxe 10). accost Concludes at that place Was No positive tally ascribable to spiritual Beliefs. Retrieved from http//lcwlegal. com/64957 Justia. (1982, prove 22). Marvin Brener v. symptomatic halfwa y Hospital. Retrieved from http//law. justia. com/cases/federal official/appellate-courts/F2/671/141/442160/ Society for gentlemans gentleman mental imagery Management. (2012) style septet of the courteous Rights transaction of 1964. EEOC Retrieved from http//www. shrm. org/LegalIssues/FederalResources/FederalStatutesRegulationsan dGuidanc/Pages/TitleVIIoftheCivilRightsActof1964. aspx