WCM620 8-2 Short Paper

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Southern New Hampshire University *

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620

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Law

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Apr 3, 2024

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docx

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Uploaded by CaptainComputer1749

1 Running head: Employment Law Kathleen Allard WCM 620: 8-2 Short Paper Employment Law February 4, 2024

2 EMPLOYMENT LAW Identification of Applicable Laws : Several laws are applicable in the scenario presented in the final project case study transcripts. One key law relevant to the situation is Title VII of the Civil Rights Act of 1964, which prohibits employment discrimination based on race, color, religion, sex, or national origin (FTC, 2021, para.2). In the transcripts, Kareem expresses concerns about discrimination related to his religious practices, indicating potential violations of Title VII. For example, Kareem's worries about being reprimanded for taking prayer breaks at work could constitute religious discrimination under Title VII. Another relevant law is the Americans with Disabilities Act (ADA), which prohibits discrimination against individuals with disabilities in various aspects of employment (ADA National Network, n.d., para.1). In the case study, there are indications that Kareem may have a disability related to his mental health, as he expresses anxiety and stress about his workload and work environment. If Kareem's mental health condition meets the criteria of a disability under the ADA, ABC Corporation may have legal obligations to provide reasonable accommodations to support him in the workplace. Identification of Accountable Audience : In this scenario, accountability for potential legal failures extends to multiple parties involved. Firstly, ABC Corporation, as the employer, holds responsibility for ensuring compliance with relevant employment laws such as Title VII and the ADA. HR personnel, represented by Janet in the transcripts, are accountable for handling employee concerns and grievances in accordance with legal requirements. Moreover, Thomas, the call center manager, plays a significant role in creating and maintaining a work environment free from discrimination

3 EMPLOYMENT LAW and harassment. If Thomas is aware of discriminatory practices or fails to address concerns raised by employees like Kareem, he could be held accountable for legal violations. Recommendation of Strategies for Creating Cultural Accountability : To foster a culture of accountability within the call center, the supervisor and manager can implement several strategies: 1. Training and Education: Conduct regular training sessions for all employees, supervisors, and managers on relevant employment laws, including Title VII and the ADA. Provide examples and case studies to illustrate legal obligations and the consequences of non- compliance. 2. Clear Policies and Procedures: Develop clear policies and procedures outlining the company's commitment to equal employment opportunities and non-discrimination. Ensure that employees understand how to report concerns or violations, and establish a transparent process for addressing complaints. 3. Open Communication Channels: Encourage open communication between employees and management, allowing individuals to voice concerns or seek clarification on employment-related matters without fear of retaliation. Foster a culture of trust and respect where employees feel comfortable raising issues. 4. Accountability Measures: Hold supervisors and managers accountable for upholding legal standards and addressing any issues of discrimination or harassment promptly and effectively. Implement performance evaluations that include assessments of how well managers promote diversity, equity, and inclusion in the workplace.

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