HRDMMEMO: Analysis of EEO Laws and Discrimination at BT Green

This report is an analysis of a memo from Kyle Reeder to the CEO of BT Green Inc., expressing concerns about the company's compliance with EEO laws and racial discrimination issues, particularly in light of a recent employee termination. The report identifies relevant federal anti-discrimination laws, including Title VII of the 1964 Civil Rights Act, and analyzes whether the case meets the legal criteria. It highlights the legal risks associated with non-compliance and emphasizes the importance of timely and thorough investigation of complaints. Recommendations include implementing a code of conduct with technological support and providing comprehensive training on EEO and anti-discrimination issues to all relevant personnel. The report also discusses the advantages and disadvantages of these recommendations, emphasizing the potential for preventing future legal liabilities and fostering a compliant workplace environment.

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
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then this act is applied to the businesses with more than employees amounting 15 in number
(Gleeson, 2019). This is also for those businesses who get engaged in interstate commerce.
Analysis whether the details of the case meet the legal criteria-
As per the company, norms are concerned every legal criterion is being maintained. According
to the law of anti-discrimination, if an employer violates this then he or she has to face a fine of
high amount and that will also cause damage to their reputation. We here share a communal
responsibility to make sure that the company BT Green have fulfillment with EEO laws and
some other requirements. I know we usually share a great promise in preventing legal
responsibility exposures for the company as well as some of the private liability exposure.
Conclusion about the legal risk
In addition to this, we know we share a consciousness of the value of the model in company’s
choice making procedure. Not only has this but also in our way of handling EEO issued in a
legally compliant manner (Jameel & Yerardi, 2019).
Recommendations and the rationale
If we find out that any error has been made I will advise that we remediate those as fast as
possible. Additionally, I advise that we should deem in implementing a pronouncement making
code of behavior. That will profoundly include some kind of technological support which will
consult from the no-cost government. Another recommendation is that all the persons those who
are involved in the EEO complaint – receipt, investigators or the determinations should
concentrate on format training on EEO and anti-discrimination issues.
Advantages and disadvantages of this recommendations
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By following this recommendation the company in the future will not face such kind of issues in
regards to complaints against discrimination in the workplace. But if the company becomes
reluctant towards all these suggestions then it might have to pay a high amount in the future
(eeoc, 2018).
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References
Eeoc. (2017). U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION STRATEGIC
ENFORCEMENT PLAN. Retrieved 26 September 2019, from
https://www.eeoc.gov/eeoc/plan/upload/sep-2017.pdf
eeoc. (2018). Equal Employment Opportunity is THE LAW. Retrieved 26 September 2019, from
https://www1.eeoc.gov/employers/upload/eeoc_self_print_poster.pdf
Gleeson, P. (2019). What Are the Consequences of Discrimination on the Job?. Retrieved 26
September 2019, from https://smallbusiness.chron.com/consequences-discrimination-job-
1312.html
Jameel, M., & Yerardi, J. (2019). Workplace discrimination is illegal. But our data shows it’s
still a huge problem. Retrieved 26 September 2019, from https://www.vox.com/policy-
and-politics/2019/2/28/18241973/workplace-discrimination-cpi-investigation-eeoc
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