Human Resources Task 1 V2

3129 words 13 pages
Task 1

The Toy Company | To: | CEO | From: | [Your name] | CC: | HR Member | Date: | 5/15/2013 | Re: | Response to Employee’s Claim | Comments: | In reference to the employee’s claim, I appreciate the vote of confidence instilled in me by allowing me to do the research on the case. It gave me the opportunity to familiarize myself with the situation, refresh on the laws, understand our current policies and in addition, it gave me the opportunity to think about strategies to mitigate this type of risk in the future. Below are my findings. |

A. Constructive Discharge
I was advised the employee resigned due to the company’s new policy on shift work. All of the production staff would be required to work 4 days in a row,10
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(Gomez-Mejia, Balkin, & Cardy, 1999/ 2010)
The employee filed the claim with the EEOC. The EEOC is the equal employment opportunity commission, a government agency that enforces all EEO laws. The federal agency process all claims, writes laws to protect employee rights and it is also responsible for gathering information and disseminating it appropriately. In addition, the EEOC is objective when reviewing cases as the same laws protect employers doing the right things against false claims from disgruntled employees. The law is complex as it can overlap with other laws to protect employees such as the Equal Pay Act, Age Discrimination Employee Act, Americans with Disability Act and the Vietnam Era Veterans Readjustment Act of 1974. These laws can unintentionally overlap one another or in some cases cancel each other out. In this case, the only law that applies is the Title VI of the Civil Rights Act as the employee’s compensation was set according to standards, his age was not a factor, no disability was disclosed or recorded on file and the employee is too young to have served his country during the Vietnam War.
Now that the EEOC has the employee’s claim on file, we can expect 3 things from this federal agency. The first is a thorough investigation. The EEOC already notified our legal team that an investigation will undergo. As of now, they have requested that all employee records be kept safe for later review as it may

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