HRDMMEMO. To: CEO. From: Kyle Reeder. Date: 22.09.2019.
Added on 2022-10-10
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HRDMMEMO
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
Page | 1
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
Page | 1
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