Human Recources Essay Example | Topics and Well Written Essays - 1000 words

Human Recources - Essay Example This needlessly and unreasonably marginalizes people categorized as being religious or belonging to any religion. Title 7 of the Civil Rights Act 1964 limits the abuse by any employer. It provides a guideline to the employers’ acts and decisions and to a certain extent even his belief towards managing his employees. Title 7 of the act states that it would be an unlawful employment practice if an employer intentionally or unintentionally tends to limit or classify his employees in any way that an employee is deprived of an opportunity towards the employment or affects the status of the individual. As part of the title 7 under the civil rights act 1964, constructive dismissal is considered as unfair and unlawful employment practices. The law prohibits firing employees without cause. Constructive dismissal is a way for an employer to circumvent the intentions of the civil rights act by creating such an atmosphere in a work place that an employee has no option but to resign. In th is case the former employee is alleging that the practice of constructive dismissal has taken place. ... s it prove that the employer was targeting any specific employee in order to get rid of the individual or creating circumstances for constructive dismissal. The former employee would need to prove that these changes in the factory scheduling had no other reason than to discriminate against certain religions. In order to successfully defend against these allegations and respond to the former employee’s allegations, the company has to show the necessity of the change in schedule and why it was inevitable for the management of the company to reverse back the change that was brought about. I believe if we can demonstrate that these changes were necessary for the business needs, we will be successful in our defense. Firstly, production facilities that use a just in time factory schedule for production might get raw material supplies at night. If such a company changes its factory schedule from day hours to night hours, some employees might not prefer the new schedule and would need to quit their jobs. In this case the company has a demonstrated need for a change in schedule and any employee no longer used to the new schedule cannot allege constructive dismissal. Second, instead of getting raw material supplied for production daily, the company shifts to buying raw material in bulk for the next week, in order to be more efficient. Again, the company needs to prove that this change might have not been suitable for certain employees but the change is clearly motivated by business needs rather than discrimination prohibited by the Civil Rights Act of 1964 in order to reply to the employee’s charge of constructive dismissal. Title 7 of the Civil Rights Act of 1964 provides a definition to religious discrimination by stating that it involves treating a person unfavorably