1. Constructive Discharge
In response to the following legal action of former employee, Mr. Ed Hewhoshallnotbenamed, claim that Toymart is not incompliance with the Title VII of the Civil Rights Act of 1964 in regards to Constructive Discharge. Constructive Discharge is the theory that if an employee resigns from any company it shall be treated as if they were terminated. (McGehee & McGehee Palmer Rivers, 2012) This theory works off the basis that an employee resigns due to working conditions being so unbearable that they felt there was no other option but to resign from alleged company. With this being said, if the allegations are true and the working conditions are what the employee believes them to be, even if the employee has already resigned, they still have the right to sue. Mr. Hewhoshallnotbenamed believes his case is founded after a new company policy had taken effect in regards to schedule change that would require him to work on Sundays which would potentially cause a conflict of interest as he considers it a religious holy day. Due to this new policy, Mr. Hewhoshallnotbenamed felt that the working conditions were unbearable and felt there was no other option but to resign.

2. Title VII
Title VII of the Civil Rights Act of 1964, according to the EEOC, is a law that that forbids discrimination because of an individual’s race, color, religion, sex, or natural origin. (U.S. Equal Employment Opportunity Commission, 2014) In this claim against the company, we are strictly concerned with “religion” section which is defined by SEC. 2000e to include, “…all aspects of religious observance and practice, as well as belief.” (U.S. Equal Employment Opportunity Commission, 2014) This means an employer may be required to make reasonable adjustments to the employee’s work environment that will allow them to practice his or her religion. A few examples of