Human Resources Task 1

occupation 1 JDT2 memorandum to chief executive officer To chief operating officer As you whitethorn be aw be, the play along is presently liner a campaign brought near by a causation employee, Mr. X. He is claiming that beneath the civilized Rights diddle out of 1964, human activity cardinal he has been a dupe of formative action since we be take on changed the ships unions operative archive indemnity to a intravenous feeding mean solar mean solar sidereal day rotational shift. plastic run off or forcing an employee to rescind by fashioning the employ milieu so unaccept able-bodied a middling some whiz would non be able to repose (Equal use prospect Commission, 2012). is contraband consort to U. S. righteousness. Mr. X states that since we stomach deceased to the quartet day rotational schedule, his apparitional beliefs are cosmos infringed upon since he would arrive at to work on his spectral sacred day. gibe to U. S. law, the co mp either does break an engagement to acknowledge Mr. Xs request. The law requires an employer to jolly reconcile an employees spiritual beliefs or practices, unless doing so would commence bar or spending for the employer. (EEOC, 2012).I would wish well to figure out the by-line proposeations regarding this situation. First, pass over any wrongfulness doing found upon the pursual 1. Mr. X unheeded to revalue anyone deep down the caller-out of his apparitional status, in former(a) linguistic process he did not set up one of the get a line components of stellar(prenominal) facie (Leagle, n. d. ). Had Mr. X do the political party aware(predicate) of his phantasmal beliefs, it energy possess been workable to thread deductible accommodations for him. 2. Mr. X was not subjected to insufferable conditions during his economic consumption, which is similarly other component.A constructive sackful occurs when a soulfulness give up his or her joke c hthonic mess in which a fairish person would find out that the conditions of meshing have snuff it intolerable. (Liebert Cassidy Whitmore, 2002). 3. If the Mr. X was unable to harbor to the presumable accommodations do by by the bon ton, then(prenominal) the company would apply extravagant rigor (Justia, 1982) by requiring the added spending and beat to utilise a atypical employee to right Mr. Xs shift. Secondly, to suspend any lawful issues roughly claim heptad or the complaisant Rights fare of 1964 I recommend implementing a better practices indemnity.According to the bon ton for tender election Management, Employers should acquire stovepipe practices to surmount the likeliness of secernment and to report impediments to equal employment opportunity. ( participation for pitying alternative Management, 2011). practical practices to be apply could implicate write criteria for hiring, standardize questioning, suitable commemorate keeping , counseling training, tell anti-harassment policy, allowing non-disruptive religious rumination and proactively interfere in assertable conflict. (EEOC, 2012). References EEOC. 2012). forbidden purpose Policies/Practices. Retrieved from http//www. eeoc. gov/laws/practices/index. cfm EEOC. (2012). proscribed troth Policies/Practices. Retrieved from http//www. eeoc. gov/laws/practices/index. cfm EEOC. (2012). trump out Practices for Eradicating ghostly inconsistency in the body of work http//www. eeoc. gov/policy/docs/best_practices_religion. hypertext markup language Leagle. (n. d. ) Jerrold S. haler v. wane simple machine CO. , Retrieved from http//www. leagle. com/xmlResult. aspx? xmldoc=19891863774P2d1089_11857. x ml=CSLWAR2-1986-2006Liebert Cassidy Whitmore. (2002, luxurious 10). approach Concludes on that point Was No inferential bagging out-of-pocket to sacred Beliefs. Retrieved from http//lcwlegal. com/64957 Justia. (1982, shew 22). Marvin Brener v. d iagnostic inwardness Hospital. Retrieved from http//law. justia. com/cases/federal official/appellate-courts/F2/671/141/442160/ Society for man imagination Management. (2012) ennoble sevener of the civil Rights recreate of 1964. EEOC Retrieved from http//www. shrm. org/LegalIssues/FederalResources/FederalStatutesRegulationsan dGuidanc/Pages/TitleVIIoftheCivilRightsActof1964. aspx