Explain how the steps you are recommending are designed to protect the employees involved, while also protecting the organization from liability from the situation.

Investigating
Disparate Treatment and Disparate Impact
As a human resource professional, you may be
involved in situations that suggest disparate treatment based on
religious, racial, or national origin.

Scenario One:
Your company is planning its annual Christmas party and has, as usual, sent out
an announcement of the date and the event, to all employees in the
now-global company. An employee from the recently acquired company in the
Middle East, who has relocated to the corporate headquarters, has
contacted Human Resources to express concern about the impending event. She has
noted that the announcement appears to ignore other religions beyond
Christianity and feels that she, and perhaps others, have been ignored and/or
excluded, explaining that there are many religious celebrations at this time of
year in addition to Christmas.

Respond to the following bullets in a 3-page
paper.

Explain the investigation process (you do not have to
outline an entire investigation).
As an HR manager, identify the first three steps you
recommend the HR team take to begin to investigate this scenario.
Explain how the steps you are recommending are designed
to protect the employees involved, while also protecting the organization
from liability from the situation.

Use the below resources:

BEST
PRACTICES FOR EMPLOYERS AND HUMAN RESOURCES/EEO PROFESSIONALS | U.S. Equal
Employment Opportunity Commission (eeoc.gov)
BEST
PRACTICES AND TIPS FOR EMPLOYEES | U.S. Equal Employment Opportunity Commission
(eeoc.gov)

How
Managers Can Promote Healthy Discussions About Race (hbr.org)

Best
Practices for Eradicating Religious Discrimination in the Workplace | U.S.
Equal Employment Opportunity Commission (eeoc.gov)

BEST
PRACTICES AND TIPS FOR EMPLOYEES | U.S. Equal Employment Opportunity Commission
(eeoc.gov)

Best
Practices for Eradicating Religious Discrimination in the Workplace | U.S.
Equal Employment Opportunity Commission (eeoc.gov)

A
Day of Rest May Get a Day in Court; The justices could undo a 1977 decision
that gutted workers’ religious protections. – ProQuest (waldenulibrary.org)

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