Management Plan Job AId
Write a 2-3 page HR Management Plan Job Aid that describes one specific type of discrimination, whom it covers, and the source of the legal requirements. Include a general discrimination policy statement for CapraTek.
Introduction
Title VII permits religious organizations to discriminate on the basis of religion. However, non-religious employers are prohibited from discriminating on the basis of religion if there is no bona fide occupational qualification and no legitimate business necessity for it.
If an employer does not engage in intentional religious discrimination, should the employer still be concerned about religious discrimination? An employer must be proactive in evaluating and implementing workplace policies, so that they do not have unintended negative impacts on an employee’s ability to exercise his or her religious beliefs. This level of proactivity also includes making accommodations for employees who need them. Religious accommodations must be reasonable and not cause undue hardship on the employer, however. The EEOC considers the following factors when determining whether or not an accommodation constitutes an undue hardship on an employer:
The burden the accommodation places on the employer.
The cost of the accommodation.
Whether there is a degree of flexibility available—meaning whether the employer can reasonably create a flexible work schedule.
Whether it is possible for the employer to change the employee’s work assignment.
Whether a lateral transfer of the employee is possible.
Whether the accommodation would result in a violation of the workplace seniority system.
Whether other employees agree to participate in accommodating the employee with the religious request.
Sample Solution
Discrimination in the workplace is illegal and can take many forms. It is important for companies to be aware of the different types of discrimination, who it covers, and the source of legal requirements so that they may protect their employees from any form of discrimination. To this end, CapraTek has developed an HR Management Plan Job Aid which outlines our policy on various types of discrimination as well as other pertinent details for our staff.
One type of discrimination covered by this job aid is ageism. Ageism refers to discriminating against someone based solely on their age and applies to individuals 40 years or older (U.S. Equal Employment Opportunity Commission 2020). This type of discrimination is prohibited under both state and federal laws such as The Age Discrimination in Employment Act (ADEA) (U.S. Equal Employment Opportunity Commission 2020). As such ,CapraTek has established a general statement specifically prohibiting any kind of differential treatment based on age and emphasizes that all personnel decisions must be based solely on individual qualifications without regard to a person’s age (CapraTek 2021).
In addition ,this job aid also provides detailed information about other types of workplace discrimination including racial, religious, gender/sex-based, disability-based as well as mental health considerations . Information regarding who each type of law covers along with its respective source are included within this document (U.S Civil Rights Law 2018; U S Department Of Labor 2019 ; US EEOC 2020 ). Furthermore ,additional resources such as contact information for filing complaints or seeking assistance are provided within the document should any employee feel that they have been victims off unlawful discriminatory practices (US EEOC 2021).
Overall ,this HR Management Plan Job Aid serves an important purpose in providing both managers and employees with valuable information pertaining to various types workplace discriminations while simultaneously shedding light on what constitutes prohibited action under applicable laws.
