SEE ATTACHED
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Textbook:
Moran, J. J. (2014).
Employment law: new challenges in the business environment (6th ed.). Boston: Pearson.
**3 Assignments below: Cite textbook and other scholarly authors.
1.As the HR specialist for a large technology company, your next task is to complete a memorandum:
1) creating a new company policy pertaining to sexual harassment that complies with all applicable laws;
· 2) discussing potential employee training that can be enacted to help avoid or reduce any company legal liability associated with sexual harassment; and
· 3) addressing steps that should be taken in the event a complaint is received pertaining to sexual harassment.
2. As the HR specialist for a large technology company, your next task is to complete a memorandum analyzing the following scenario:
Sofoklis Eliopoulos is employed in the shipping and receiving department of your company. His religion requires him to pray at noon each day. A major shipment of tech supplies arrives one day, and Sofoklis is told to work through his break at lunch. He refuses to do so and goes on break to pray. His supervisor informs Sofoklis that he must work through his lunch break and pray at a different time when major shipments arrive that have to be unloaded immediately. Sofoklis resigns and files a claim with the EEOC.
· Write a memorandum addressing the following:
· 1) What the employer’s duty is in this situation?
2) Whether the employee’s situation falls under the definition of religious practice (i.e., whether it requires the employer to reasonably accommodate said religious belief).
3) If the religious belief requires an accommodation, does the accommodation create an undue burden on the employer?
4) If the accommodation does not create an undue burden, what accommodation should be implemented?
5) What additional steps should be taken to help the company avoid or reduce legal liability concerning religious discrimination?
3. As the HR specialist for a large technology company, your next task is to complete a memorandum:
1) Creating a new company policy pertaining to age discrimination that complies with all applicable laws;
2) Discussing potential employee training that can be enacted to help avoid or reduce any company legal liability associated with age discrimination; and
3) Addressing steps that should be taken in the event a complaint is received pertaining to age discrimination.
