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A. Constructive Discharge In this instance, the claimant is citing Title VII of the Civil Rights Act of 1964, constructive discharge. According to this doctrine, the claimant must prove, beyond a reasonable doubt, the actions of the employer resulted in working conditions so intolerable that a reasonable person in the employees position would feel compelled to resign. Additionally, the plaintiff is required to show that the working conditions were created with the specific intent to cause the employee to resign. The claimant believes that the change in work shift schedules created working conditions so intolerable that they were compelled to resign. The claimant also believes it was the specific intent of the Company to force this employee to resign.
B. Title VII Title VII of the Civil Right Act of 1964 prevents an employer from considering a person’s race, color, religion, sex (including pregnancy), national origin, age, disability or genetic information when making employment decisions. In order to claim Constructive Discharge, it must first be determined that the Civil Rights Act of 1964 was actually violated. In this situation, the claimant believes they were forced to resign on the grounds of religious discrimination; because the new work schedule required employees to work on a holy day. Title VII requires employees to reasonably accommodate the religious belief of an employee, unless doing so would impose an undue hardship such as significant difficulty or expense in relation to the nature and structure of its operation (“Prohibited Employment Practices” 2014). In this situation, the claimant must prove that reasonable accommodation requests would not have imposed an undue hardship, and were dismissed by the employer.
C. Company Response The employer should start by researching the events that led to the claimant’s resignation. It is

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