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HRDMMEMO. To: CEO. From: Kyle Reeder. Date: 22.09.2019.

Analyzing a case involving the termination of an employee and potential discrimination based on race.

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Added on  2022-10-10

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Graded Deliverable Analyze the BT Green case that is separately posted in the Week 3 Assignment folder. Write a memo to the CEO, explaining: 1) what legal risk the company has regarding Mr. Banks’ complaint. In doing this, a. Identify the specific laws that may pertain to this situation. b. State the key legal criteria for each law. c. Analyze whether the details of the case meet the legal criteria, then explain how they do or do not fit. d. State your conclusion about the legal risk. 2) what your recommendation is for handling the case. In doing this, a. State your recommendation. b. Explain your rationale for the recommendation. c. Identify the advantages for doing it. d. Identify the disadvantages or risks for doing it. Presentation criteria The CEO values your opinion but also likes to know that it is well-grounded; so, use APA to cite appropriate sources for ideas you borrow, for support you use, and for key terms in your analysis. He also expects excellent writ

HRDMMEMO. To: CEO. From: Kyle Reeder. Date: 22.09.2019.

Analyzing a case involving the termination of an employee and potential discrimination based on race.

   Added on 2022-10-10

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HRDMMEMO
HRDMMEMO. To: CEO. From: Kyle Reeder. Date: 22.09.2019._1
To: CEO
From: Kyle Reeder
Date: 22.09.2019
Re: Concern about Company’s acquiescence with EEO Laws.
I am obliged to articulate apprehension about how we at our corporation to take care of issues
related to EEO and racial discrimination.
The specific laws that may pertain to the case study situation and the key legal criteria for
each law-
As you know, the EEOC has dogged that if a place of work atmosphere is considered such that
the workforce is terrified to formulate complaints, then this atmosphere can add significantly to a
viable reprisal claim. In addition to this if now any worker who participates in an inquiry is also
sheltered from vengeance. We have a duty to scrutinize complaints on time and severely. Just as
we have a legal liability to safeguard any kind of gender or racial discrimination or retaliation
that is based on any group. That is being sheltered by our state and federal laws (Eeoc., 2017).
I am genuinely worried about how the present situation with Mr. Bank’s complaint is being taken
care of. Unless and until I am unacquainted of the added data or credentials related to this
situation, I suggest that we should re-examine this matter and seek technological EEO and
Federal- Anti-discrimination laws assistance. To make sure that we at BT Green Company have
not violated any of the EEO laws or other laws regarding discrimination at the workplace. The
federal Anti-discrimination law under Title VII of the 1964 Civil Rights Act usually prohibits
biasness of the employees against racial, color or religion foundation. If been seen technically
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HRDMMEMO. To: CEO. From: Kyle Reeder. Date: 22.09.2019._2

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