Memorandum
To: Office of the Chief Executive Officer
From:
Date:
Re: URGENT: Filed Employee Claim under Title VII of the Civil Rights Act of 1964, Constructive Discharge
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In light of the resent complaint filed by a former employee, I wanted to provide you with this memo. The complaint is based on Constructive Discharge, under Title VII of the Civil Rights Act of 1964. Title VII was established for employees in the United States to protect them from workplace discrimination based on their race, color, ethnicity, religion, gender and/or sexual harassment.
Confidential

Under the definition of Constructive Discharge Title VII’s religious discrimination clause (eeoc.gov, 2012), as an employer, the Company has the obligation and is required to make reasonable accommodations to the work environment for an employee, or perspective employee for their religious belief unless it would cause undue hardship to the Company. The accommodation requirements are intended to relieve the individual from having to make a decision between their work and religious beliefs and practices. Any individual who believes that their employment rights have been violated may file a claim for discrimination. In order to prove a discrimination or retaliation claim under Title VII, one of the elements the employee must show is that the employer took some adverse action against him or her.

In this particular case, our former employee who resigned is alleging religious discrimination under Constructive Discharge Title VII due to a work policy change requiring employees to rotate their work shift. The key to this compliant, of course, is the former employee is claiming the Company is making it a requirement to work on certain days of the week which may be considered a religious