Civil Right Act of 1964 Research Paper Example | Topics and Well Written Essays - 1750 words

Civil Right Act of 1964 - Research Paper Example 1. The first reason is the employer changing the terms of employment contract like the cases of deliberate cuts in payment, status or working hours 2. The second ground of a constructive discharge claim requires the breaching of contract by the employer in the form of bullying or ignoring complaints. 3. The third ground is the breaching of such rules which results to inequitable industrial practice. According to the constructive discharge act an individual is a prospective claimant of constructive discharge if the individual gives notice to the employer due to the reason of insufferable stressful and unpleasant work situation or due to the inequitable treatment met to the individual by the superiors or a co worker. When an employee resigns under such circumstances it is not considered by the law as a free will resignation but it is considered that the employer forcibly coerced the employee into resigning from the job. Here the employee files a case for constructive discharge because there is disagreement and clash of opinions. The conclusion that is reached by the erstwhile employee and complainant is that he/she has been forced to work on religious holy days, ans the working days have changed from former 5 day week to seven day week that working under this kind of environment is a type of harassment meted out by the company’s owners. According to the UK Equal Pay act of 1970 the law states that it is unlawful if discrimination in an organization occurs on the basis of remuneration or benefits that are provided to men and women employees. The act of Equal Pay of 1970 comes under the Act of Equal Opportunities Mr CEO Sir, in this case scenario it is seen that during third week as the elementary division manager, the company attorney notifies that a former employee has filed a case against the company under Title VII of the Civil Rights Act of 1964, constructive discharge, after changes have been instituted in the work schedule. The employee, who quit afte r the policy change took effect, is alleging that the enforcement of the company’s 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 after working four days is given our days off. Now, the four work days can occur any day of the week, Mondays through Sundays. The entire production staff is required to work this rotating shift. However, office staff members, work between 8:00 a.m. to 5:00 p.m., Mondays through Fridays. This changed work schedule does not meet the approval of the said complainant as now he/she would even have to work on Sundays if part of 4 day working schedule. She claims this new policy as discriminatory and intending to place curbs or restrictions on employee holiday on a Sunday. . â€Å"