Subject: Former employee claims constructive discharge under Title VII of The Civil Rights Act of 1964

Dear Mr. Richardson, I would like to present you important facts as a result of my research found regarding Title VII of the Civil Rights Act of 1964. The plaintiff’s arguments are irrelevant and do not justify his claim against Toys Are Fun. The claim filled out by our former employee using the Title VII of the Civil Rights Act of 1964 to justify constructive discharge, which is generally applied when conditions of the work environment are intolerable and the employer does not offer the employee another alternative than to ask for termination. Constructive discharge is also one of the hardest cases to prove since plaintiffs need to meet certain requirements to prove they were victims of constructive discharge; abrupt termination is not acceptable proof since the employee is required to give the employer a reasonable chance to resolve the issue.
In the last few years, Toys Are Fun has had tremendous growth, which forced the company incorporate changes in its production scheduling department in order to meet the demand of market changes that include working during holidays and weekends. The former employee resigned from his job for not being able to work during a scheduled holiday. Toys Are Fun did not have a chance to discuss the issue with employee and for this reason accommodation such as shift swaps and make-up hours, were never offered.
Constructive discharge for religious reasons needs to be handled very carefully. Based on data from Equal Employment Opportunity Commission (EEOC), claims against religious discrimination have increased 41 percent since 1997. Retrieved from U.S. Equal Employment Opportunity Commission, Religion-Based Charges FY 1997 – FY 2012, www.eeoc.gov/eeoc/statistics/enforcement/religion.cfm . It is important to pay attention to