1. Official Response as to whether Sugar Rush Inc. feels itviolated Title VII of the Civil Rights Act?
2. Does Sugar Rush Inc. maintain an employee referralpolicy?
3. Do you wish to engage in a settlement discussion? Thank youin advance for your cooperation and attention to this matter. Weexpect to receive your response no later than August 2020. Pleasenote that this letter is an informal discussion of the issuesraised and should not be considered an official opinion of theEEOC.
You will need to transition them into a letter format. For theEEOC letter, I would recommend not including the FLSA and ADA issueas it does not pertain to the EEOC and Jeremy Smith matter.
Information for forming a letter:
Answer 1:
The issues raised are genuine and need to be addressed. If notdone, it may call upon legal charges and tarnish the image in themarket. To improve the situation both short-term and long-termgoals need to be set.
Yes, this is a Valid Concern
And
No, Sugar Rush Inc. did not violate TitleVII
Since a meeting is called, points should be ready for therecommendation on what can be done. It can bea) Put a certain percentage quota to hire in a year, people fromdifferent backgrounds and ethnicity. It would make sure, thatobjective is fulfilled.b) Ms. Cocoa should be warned about the consequences and must beasked for full support to improve the company's condition.c) The person who was turned down, the African American male mustalso be asked the reason for doing so. If that is based ondiscrimination, he/she should be warned.d) Overhauling the policy to sensitize the workforce about theissue, and PR help to apologize (to the person and otherstakeholders) and showcase the company with diversity in the comingdays.
There can be a few ways to respond to mail. But as the mail asksfor the meeting, it is better to put up these points there.
The idea should not be to fire the people involved but to warnthem of the consequences. Also, the policy should be overhauled,people must be trained and sensitized, and a certain percentage ofdiversity should be included along with the promotion of doingso.
Answer 2:
Employee referral policy-
Policy brief & purpose-
We have an employee referral policy in our SUGARRUSH INC. This policy aims to fill vacant job positionswith candidates who are referred by our existing employees. Webelieve that our employees will want what is best for the companyand we believe in their referrals.
Scope-
Our employee referral policy allows every employee in thecompany to provide referrals except senior management like CEOs andrecruiters and hiring managers.
Employee referral rewards-
Our company believes in rewarding our employees for referringand motivating them to find the best candidate for the job. If ourcompany hired a candidate hired by you then a reward of $2000 willbe given with a free vacation trip of two days and one night to aforeign country. The rewards are subject to increase based on thelevel of position. for example- if you refer a candidate for ahigher position then get high rewards will be given.
Rules regarding rewards-
rewards will be given within 15 days of hiring a candidate.
No limitation on referring.
If you refer two or more candidates then, one first referrerwill be considered for the reward.
Who can be directed-
All can be referred except candidates who have not applied forat least a year
and candidates who were terminated due to violation of companyrules and regulations.
Candidates who are on the list of " do not hire".
Kindly note this important part of our policy that we believe inequal opportunity and do not follow activities that lead todiscrimination of any kind. We believe in following employment lawslike title vii of the civil rights act of 1964 enforced by EEOC.So, feel free that provide equal opportunities to everyone.
Answer 3:
The job of an HR administrator in an association has gottenperplexing and troublesome because of severe guidelines by lawslike Title vii of the social equality demonstration of 1964 whichforbids segregation dependent on sex, age, race, religion, and soon.
The principal challenge for the Sugar Rush organization dependson possible infringement of this milestone government law becauseJeremy Smith who was African American was not given a position.This could be a direct result of his race that he is AfricanAmerican as the Company recruited 5 alluded candidates while therewere no referral programs before.
HR is likewise required to ensure that laborers are paiddecently and extra time. Laws like FLSA expect laborers to haveextra time pay yet Some workers at Sugar Rush were not paidadditional time even composed on the timecard. The organization canlessen their extra time by checking mid-day breaks of workers,confined exercises, and nonlimited exercises. be that as it may,representatives must be paid for additional time which was providedfor the work of the manager.
Under ADA, the Alcohol issue is viewed as a handicap since itconstrained their significant life exercises so the boss that issugar surge is required to oblige workers for treatment ifrepresentative educated to the organization and request treatmentas accommodation. Also, HR ensures that such individual isn't beingharassed for their incapacity on the off chance that individual isharassed, at that point make a fitting move.
1. Official Response as to whether Sugar Rush Inc. feels it violated Title VII of the Civil Rights Act? 2. Does Sugar Ru
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