Introduction:

Many would argue that one of the most influential pieces of legislation passed to date is the Civil Rights Act of 1964. Title VII of
this act prohibits employment discrimination on the basis of race, color, religion, sex, or national origin. It is critical for
managers and employees in organizations to have an understanding of equal employment opportunity (EEO) laws to ensure
that both employees and managers are protected.

Scenario:

During your third week as the elementary division manager at a toy company, the company attorney notifies you that a former
employee has filed a claim against the company under Title VII of the Civil Rights Act of 1964, constructive discharge, after a
work schedule policy change. The employee, who quit after the policy change took effect, is alleging that the enforcement of
the companys new policy on shift work is discriminatory because the policy requires employees to work on a religious holy day.
In the past, production employees worked Monday through Friday. As a result of company growth, the production schedule was
changed at the beginning of the new year, requiring employees to work 12-hour shifts with four days at work and then four
days off. The four work days can occur any day of the week, Monday through Sunday. The entire production staff is required to
work this rotating shift. Office staff members, however, work from 8:00 a.m. to 5:00 p.m., Monday through Friday.

In order to keep legal costs down, the CEO has asked you to do the initial research on how the company should respond to the
employees claim.

Task:

Prepare a memo for the CEO in which you summarize your findings by doing the following:

A. Explain how constructive discharge as a legal concept is relevant to the scenario.

B. Discuss a protected category, under Title VII of the Civil Rights Act of 1964 that is relevant to the scenario.

C. Recommend how the company should respond to the employees charge of constructive discharge.
1. Discuss how the three chosen legal references support your recommendation.

Note: Legal references may include laws, amendments, or case law.

Note: Sources are required to successfully complete part C1. As noted in part D, all sources should be cited in APA
format.

2. Discuss steps the company could take to avoid future legal issues related to Title VII of the Civil Rights Act of 1964.

D. When you use sources, include all in-text citations and references in APA format.

Note: When bulleted points are present in the task prompt, the level of detail or support called for in the rubric refers to those
bulleted points.

Note: For definitions of terms commonly used in the rubric, see the Rubric Terms web link included in the Evaluation Procedures
section.

Note: When using sources to support ideas and elements in a paper or project, the submission MUST include APA formatted in-
text citations with a corresponding reference list for any direct quotes or paraphrasing. It is not necessary to list sources that
were consulted if they have not been quoted or paraphrased in the text of the paper or project.

Note: No more than a combined total of 30% of a submission can be directly quoted or closely paraphrased from sources, even
if cited correctly. For tips on using APA style, please refer to the APA Handout web link included in the General Instructions
section.

Unsatisfactory
value: 0.00
Needs Revision
value: 1.00
Satisfactory
value: 2.00
Score/Level
Articulation of
Response (clarity,
organization,
mechanics)
The candidate provides unsatisfactory
articulation of response.
The candidate provides weak articulation
of response.
The candidate
provides
adequate
articulation of
response.

A. Constructive
Discharge
The candidate does not provide a
logical explanation of how constructive
discharge as a legal concept is relevant
to the scenario.
The candidate provides a logical
explanation, with insufficient support, of
how constructive discharge as a legal
concept is relevant to the scenario.
The candidate
provides a logical
explanation, with
sufficient
support, of how
constructive
discharge as a
legal concept is
relevant to the
scenario.


Unsatisfactory
value: 0.00
Needs Revision
value: 1.00
Satisfactory
value: 2.00
Score/Level
B. Title VII The candidate does not provide a
logical discussion of a protected
category under Title VII of the Civil
Rights Act of 1964 that is relevant to
the scenario.
The candidate provides a logical
discussion, with insufficient detail, of a
protected category under Title VII of the
Civil Rights Act of 1964 that is relevant to
the scenario.
The candidate
provides a logical
discussion, with
sufficient detail,
of a protected
category under
Title VII of the
Civil Rights Act
of 1964 that is
relevant to the
scenario.

C. Company Response The candidate does not provide an
appropriate recommendation of how
the company should respond to the
EEOC regarding the employees charge
of constructive discharge.
The candidate provides an appropriate
recommendation, with insufficient
support, of how the company should
respond to the EEOC regarding the
employees charge of constructive
discharge.
The candidate
provides an
appropriate
recommendation,
with sufficient
support, of how
the company
should respond
to the EEOC
regarding the
employees
charge of
constructive
discharge.

C1. Legal References The candidate does not provide a
logical discussion of how the 3 legal
references the candidate chose support
the candidates recommendation.
The candidate provides a logical
discussion, with insufficient detail, of how
the 3 legal references the candidate chose
support the candidates recommendation.
The candidate
provides a logical
discussion, with
sufficient detail,
of how the 3
legal references
the candidate


Unsatisfactory
value: 0.00
Needs Revision
value: 1.00
Satisfactory
value: 2.00
Score/Level
chose support
the candidates
recommendation.
C2. Legal
Recommendation
The candidate does not provide a
logical discussion about steps the
company could take to avoid future
legal issues related to Title VII of the
Civil Rights Act of 1964.
The candidate provides a logical
discussion, with insufficient detail, about
steps the company could take to avoid
future legal issues related to Title VII of
the Civil Rights Act of 1964.
The candidate
provides a logical
discussion, with
sufficient detail,
about steps the
company could
take to avoid
future legal
issues related to
Title VII of the
Civil Rights Act
of 1964.

D. Sources When the candidate uses sources, the
candidate does not provide in-text
citations and references for each source
used.
When the candidate uses sources, the
candidate provides appropriate in-text
citations and references with major
deviations from APA style.
When the
candidate uses
sources, the
candidate
provides
appropriate in-
text citations and
references
accurately or
with only minor
deviations from
APA style, OR
the candidate
does not use
sources.

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