Https www eeoc gov laws statutes titlevii cfm

EQUAL EMPLOYMENT OPPORTUNITY & HRM

Case Assignment

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Signature Assignment: Information Literacy, Reinforced Level

In this Case 1 you will be finding, selecting, and incorporating the most effective sources of information to support your discussion of Atlantic Shrimp’s actions as they relate to discrimination laws and regulations. Give special attention to the quality of sources utilized.

Exploring Equal Employment Opportunity and Discrimination

Before starting this assignment, use the following links to familiarize yourself with relevant law:

HR Hero. (2017). Age Discrimination in Employment Act. Retrieved at http://topics.hrhero.com/age-discrimination-in-employment-act-adea/

U.S. Equal Employment Opportunity Commission (n.d.) Title VII of the Civil Rights Act of 1964. Retrieved from https://www.eeoc.gov/laws/statutes/titlevii.cfm

U.S. Supreme Court. (1971). Griggs v. Duke Power Co., Retrieved at http://caselaw.findlaw.com/us-supreme-court/401/424.html

Terms: Disparate/adverse impact; disparate/adverse treatment

U.S. Supreme Court Case: Griggs vs. Duke Power Company

Begin this assignment by reading the following scenario:

Atlantic Shrimp is a major processor of fresh and frozen shrimp sold throughout the United States. Atlantic shrimp employs 301 workers at its principal processing plant. The plant has a relatively young crew with 73% of the workforce between the ages of 23 and 31. The plant is in Savannah, Georgia. Atlantic Shrimp requires a high school diploma or GED as a condition of employment for its cleaning crew. Right now, the entire cleaning crew at Atlantic Shrimp is Caucasian.

Prepare a 4- to 6-page paper, not counting the cover page, the requested appendix, and reference page. Address the following questions in your paper:

1. Explain the importance of Savannah’s labor market in considering whether or not Atlantic Shrimp is in compliance with the Civil Rights Act of 1964. Discuss relevant data you find associated with Savannah’s demographics.

2. Based on your readings and research, evaluate whether Atlantic Shrimp needs to make policy changes to ensure compliance with Title VII of the Civil Rights Act of 1964.  If changes must be made in complying with the Age Discrimination in Employment Act, explain specifically what changes Atlantic Shrimp should make and why they are necessary to satisfy the requirements of each of these laws.

3. Use at least six (6) sources, at least three (3) of which should be found on your own (outside of the module readings). Provide a 1- or 2-page Appendix discussing why your non-module sources (ones found on your own) were chosen and what criteria you used to determine that they were appropriate sources for your academic paper.

Module 1 - SLP

EQUAL EMPLOYMENT OPPORTUNITY & HRM

Before you begin this assignment, be sure to familiarize yourself with the following information including laws and their amendments.

Anti-Defamation League. (2012) Religious Accommodation in the Workplace: Your Rights and Obligations. Retrieved at https://www.adl.org/sites/default/files/documents/assets/pdf/civil-rights/religiousfreedom/religfreeres/ReligAccommodWPlace-docx.pdf

Gepp, R. (2017). Religious accommodation in the workplace: Guidance for Avoiding Legal Trouble. HR Daily Advisor. Retrieved from https://hrdailyadvisor.blr.com/2017/05/23/religious-accommodation-workplace-guidance-avoiding-legal-trouble/

HR Hero. (2017) Americans with Disabilities Act (ADA) and ADA Amendments Act (ADAAA). Retrieved at http://topics.hrhero.com/americans-with-disabilities-act-ada-and-ada-amendments-act-adaaa/

Katz, H. C., Kochan, T. A., & Colvin, A. J. S. (2017).Employment law. An introduction to U. S. collective bargaining and labor relations. Ithaca: Cornell University Press, pg. 71-79. Retrieved from Skillsoft Books in the Trident Online Library.

The U.S. Equal Employment Opportunity Commission. Enforcement Guidance on Reasonable Accommodation and Undue Hardship under the Americans with Disabilities Act. Retrieved at https://www.eeoc.gov/policy/docs/accommodation.html

There are primarily two U.S. governmental agencies responsible for enforcing EEO laws. The two agencies are the Equal Employment Opportunity Commission (EEOC) and the Office of Federal Contract Compliance Programs (OFCCP).

Assignment:

Address the following questions in preparing a paper of 2 to 3 pages (not including cover page or reference page.)

1. Summarize the reasonable accommodation expectations concerning religion and disability that employers must meet under the law.

2. From your readings/research (stating employers by name), describe one specific private sector workplace example of a reasonable accommodation for religion, and one specific private sector workplace example of a reasonable accommodation for disabilities.

Use at least 3 reputable books and/or journal articles found in the Trident Online Library, plus any applicable background readings to support your discussion.

Cite all sources utilized to write your paper.

Required Reading

Information Literacy:

Cornell University. (2017). Critically analyzing information sources: Critical appraisal and analysis. Retrieved from http://olinuris.library.cornell.edu/ref/research/skill26.htm. This reading will help you in assessing appropriate reference material.

Cornell University. (2017). Distinguishing scholarly from non-scholarly periodicals: A checklist of criteria: Introduction & definitions. Retrieved from http://olinuris.library.cornell.edu/ref/research/skill20.html. This reading will help you in assessing appropriate reference material.

Cornell University. (2017). Evaluating Web sites: Criteria and tools. Retrieved from http://olinuris.library.cornell.edu/ref/research/webeval.html. This reading will help you in assessing appropriate reference material.

Other Assignment Topics:

Anti-Defamation League. (2012). Religious accommodation in the workplace: Your rights and obligations. Retrieved from https://www.adl.org/sites/default/files/documents/assets/pdf/civil-rights/religiousfreedom/religfreeres/ReligAccommodWPlace-docx.pdf. Review the sections on Reasonable Accommodation and Undue Hardship; to be used in the SLP assignment especially.

Brent Goff Reports. (March 2017). In Europe, no religion at work. Retrieved from https://www.youtube.com/watch?v=LemKVWkoeXE. You will view and comment on this video in the Discussion.

Gepp, R. (2017). Religious accommodation in the workplace: Guidance for Avoiding Legal Trouble. HR Daily Advisor. Retrieved from https://hrdailyadvisor.blr.com/2017/05/23/religious-accommodation-workplace-guidance-avoiding-legal-trouble/

HR Hero. (2017) Age discrimination in Employment Act. Retrieved from http://topics.hrhero.com/age-discrimination-in-employment-act-adea/. This is a brief overview and required for the Case Assignment.

HR Hero. (2017). Americans with Disabilities Act (ADA) and ADA Amendments Act (ADAAA). Retrieved from http://topics.hrhero.com/americans-with-disabilities-act-ada-and-ada-amendments-act-adaaa/. This is a brief overview and required for the SLP assignment.

Katz, H. C., Kochan, T. A., & Colvin, A. J. S. (2017).Employment law. An introduction to U. S. collective bargaining and labor relations. Ithaca: Cornell University Press, pg. 71-79. Retrieved from Skillsoft Books in the Trident Online Library.

U.S. Equal Employment Opportunity Commission. (n.d.) Enforcement guidance on reasonable accommodation and undue hardship under the Americans with Disabilities Act. Retrieved from https://www.eeoc.gov/policy/docs/accommodation.html

U.S. Equal Employment Opportunity Commission (n.d.) Title VII of the Civil Rights Act of 1964. Retrieved from https://www.eeoc.gov/laws/statutes/titlevii.cfm

U.S. Supreme Court. (1971). Griggs v. Duke Power Co, Retrieved from http://caselaw.findlaw.com/us-supreme-court/401/424.html. Be familiar with the major holdings of this case. This is required for the Case Assignment.

Optional Reading

Beremin, N. (2008, September 10). Adverse impact and disparate treatment [Video file]. Retrieved from http://www.youtube.com/watch?v=yjTZL9NEIVI

Dorrian, P. (June 2014). EEOC, attorneys discuss trends in disparate impact litigation. HR Focus, 8-10. Retrieved from the Trident Online Library.

Employment Law Information Network (information on recent cases, laws, HRM-related topics) http://www.elinfonet.com/

Equal Employment Opportunity Laws (federal) website: http://eeoc.gov . (See this website for the major federal EEO laws.)

Human resource management and the law. (n.d.) Retrieved from http://www.scribd.com/doc/18002088/Chapter-4-Human-Resource-Management-and-the-Law

Lotito, M., Fitzgerald, B., & LoVerde, D. (Winter 2016). Recent developments in employment law and litigation. Tort Trial & Insurance Practice Law Journal. 51(2) 375-407. Retrieved from the Trident Online Library. This article offers an excellent overview.

Policy Guidance: Application of the Age Discrimination in Employment Act of 1967 (ADEA) and the Equal Pay Act of 1963 (EPA) to American firms overseas, their overseas subsidiaries, and foreign firms. (2003). Retrieved from http://www.eeoc.gov/policy/docs/extraterritorial-adea-epa.html

Pyrillis, R. (Nov., 2016) Boomer bust: Age bias appears to be the last acceptable workplace 'ism' as older workers struggle to stay relevant among the growing... Workforce (Media Tech Publishing, Inc.), 95 (10). Retrieved from the Trident Online Library.

Sims, R., & Sauser, W. (2015). An introduction to legal issues in human resource management. In Sauser, W. I., & Sims, R. R. Legal and regulatory issues in human resources management. Charlotte, NC: Information Age Publishing. pp. 1-26. Retrieved from EBSCO eBooks in the Trident Online Library. This chapter offers a good background on the HR function and related legal issues.

Section 12: Religious Discrimination. (n.d.). In EEOC Compliance Manual. Retrieved from http://www.eeoc.gov/policy/docs/religion.html

Society for Human Resource Management (2016). Visit the SHRM website ( www.shrm.org ) for some of the latest information on dynamic HRM topics, certification details, and SHRM membership information.

State Labor Laws website.

United States Department of Labor. (n.d.). Summary of the major laws of the Department of Labor. Retrieved from http://www.dol.gov/opa/aboutdol/lawsprog.htm