Constructive discharge materializes when an employee's only option is to quit their place of employment due to the employer making working conditions unbearable. In the scenario with the religious employee, the employee made it clear that he/she cannot work on a holy day due to his/her religious principles that are guarded under Title VII of the Civil Rights Act of 1964. This mandatory shift forced on the employee created an

Discrimination The mentioned acts have a common thread of setting boundaries for discrimination in the workplace. Each act makes illegal discrimination in the workplace on the basis of specific personal traits. In a sense, most of the acts are built on the framework of Title VII of the Civil Rights Act of 1964, and they expand on that act's protections. Title VII banned discrimination on the basis of gender, race, religion,

Obviously, while the statutes prohibit religious discrimination, the courts will not simply rubber-stamp an employee's claim that something conflicts with his religious beliefs. Instead, the court will look at whether a bona fide religious practice conflicted with an employment requirement, whether the employee brought the religious practice to the employer's attention, and whether the religious practice was the basis of the adverse employment decision. Once that is established, the

Employment Law Case One: A. Ms. Riyadh is employed as an account executive with ABC Advertising ("ABC"). ABC is a national marketing and advertising firm specializing in domestic and international advertising. ABC has its corporate headquarters in this state and represents many major public and private corporations throughout the United States. Ms. Riyadh began working with ABC as a summer intern during her senior year in business school, and was hired

Workplace violence (Bullying) Workplace violence can be defined as an action that manifests itself in threatening behavior, physical assault, aggression or any other violent form that may be displayed at work setting and may be directed towards coworkers, managers or even the customers themselves. These aggressions can cause emotional or to great extent physical harm or both (USLegal Inc., 2011). In the context of this paper, bullying as one of the aspects

EEOC/HRM Equal Employment Opportunity & HRM In this short essay, we will explore the implications of the Americans with Disabilities Act, Title VII with regard to religious discrimination, reasonable accommodations and EEOC procedures. Such regulations can be difficult to administer and can backfire in lawsuits unless HR professionals understand the laws, regulations and how to facilitate their observance. By properly doing this, embarrassing and expensive lawsuits can be avoided and EEO policies