Assignment 2- Discrimination and Harassment Case Study

39653It is for a proper APA-style paper. It will have a title page, an Introduction section, at least 5 pages of content, a Conclusion section, and a References page. Note however that you are NOT writing a Q&A. You’ll have bold headers for every section’s header. One advanced tip is to turn a question into a short header during proofing. Another is to write each of the sections one at a time. Then write the Conclusion. And then write the overall Introduction. Of course, it’s all double-spaced and in APA 6 or 7 format except you will have an Introduction header.

Religious Discrimination and Racial Harassment:

Addressing the Employee’s Complaint

Instructions

Be sure to use the instructions that have ‘DS’ in the title, in this case ‘HRMN408 DS Assignment 2 – Fall 2023.pds’. For Assignment 2, you will also need to find, download and read the SHRM case study known as ‘SHRM Case Assignment 2 HRMN 408.pdf’. Do NOT address the questions in the case.

For Assignment 2 you’ll be preparing a well formatted APA-style paper. Its topical outline will include Introduction, various assorted decoupled Topics, Conclusion, Recommendations and References. Each of the proceeding will be cold and centered, of course. Everything will be in your own words. You’ll have in-sentence APA citations (Smith, 2013). And each Reference. To be a reference, it has to be cited. To be a citation, it has to be a reference. You may use in-course, in-case, or outside research materials.

This is not to be written as a Q&A. One tip is to edit the particular topical headers to be short one-to-four-word phrases. These are like flash cards that tell a story (to help guide your reader).

If you use a rare/occasional bullet list with a topical section be sure to have writing both before and after the list within that section.

Your Topics will address the following by way of your writing. I highly recommend reading the case, taking on one topic at a time with your research and your answer, proceding to the next, revisiting the case when you need to. Then, when done with your contents, write your Conclusion, your Recommendations, and then your Introduction. Of course, your upload will have your name as a part of the file name before you upload.

Overview and Relevant Facts

A. What are the relevant facts of this situation? Use a narrative, not a list.

B. Identify and describe the specific employment laws that COULD support Maalick’s contention that he was not promoted due to religious discrimination? Be specific.

Religious Accommodation

What are the relevant facts to support the contention that Maalick was not given accommodations due to his religious beliefs? Be specific.

What are the relevant facts that suggest that Maalick was given accommodations due to his religious beliefs? Be specific.

HR Director’s Actions

Characterize the actions of the HR director in response to the overall situation between Maalick, the supervisor and coworkers. Be specific. Do the same for the HR director’s intended actions.
Prevention and Proactive Actions by HR Director. What could the HR Director have done to prevent this situation and what more could be done by the HR professional to ensure that this type of situation would not occur in the future? Be specific.
Acts of Religious and Racial Harassment

What were the actions of the supervisor and coworkers that could be considered as (1) religious and (2) racial harassment? Analyze and discuss each of the two harassment issues separately. Don’t couple the topics. Define and explain by citing the specific laws relevant.

Jenkin’s Behavior and Next Steps

a. Could Clive Jenkin’s behavior be in direct violation of Treton’s EEO and discrimination policies and if so, what was the evidence to indicate any violations? What evidence would suggest Clive was within Trenton policies?

b. As the HR professional, what else should be considered regarding discrimination policies to better educate and inform employees?

What do you recommend for:

a. Management, in regard to Maalick’s complaint (e.g.: you are advising Judith)

b.Trenton (the organization), going forward

Other Discrimination & Harassment

iii. If the company upgrades its training and policy, doesn’t that suggest a deficiency?

iv. There are other types of protected discrimination and harassment. If the case were based on those, how would those change your approach to the analysis within your paper?