Prepare a 6-page paper, not counting the cover page, the requested appendix, and the reference page. Address the following questions from the attachment.

Module 1 – Case

EQUAL EMPLOYMENT OPPORTUNITY & HRM

Case Assignment

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Signature Assignment: Information Literacy, Reinforced Level

In this Case 1 you will be finding, selecting, and incorporating the most effective sources of information to support your discussion of Atlantic Shrimp’s actions as they relate to discrimination laws and regulations. Give special attention to the quality of sources utilized.

Exploring Equal Employment Opportunity and Discrimination

Before starting this assignment, use the following links to familiarize yourself with relevant law:

HR Hero. (2017). Age Discrimination in Employment Act. Retrieved at 

http://topics.hrhero.com/age-discrimination-in-employment-act-adea/

U.S. Equal Employment Opportunity Commission (n.d.)  Title VII of the Civil Rights Act of 1964.  Retrieved from 

https://www.eeoc.gov/laws/statutes/titlevii.cfm

U.S. Supreme Court. (1971). Griggs v. Duke Power Co., Retrieved at 

http://caselaw.findlaw.com/us-supreme-court/401/424.html

Terms: 
Disparate/adverse impact; disparate/adverse treatment

U.S. Supreme Court Case: Griggs vs. Duke Power Company

Begin this assignment by reading the following scenario:

Atlantic Shrimp is a major processor of fresh and frozen shrimp sold throughout the United States. Atlantic shrimp employs 301 workers at its principal processing plant. The plant has a relatively young crew with 73% of the workforce between the ages of 23 and 31. The plant is in Savannah, Georgia. Atlantic Shrimp requires a high school diploma or GED as a condition of employment for its cleaning crew. Right now, the entire cleaning crew at Atlantic Shrimp is Caucasian.

Prepare a 6-page paper, not counting the cover page, the requested appendix, and reference page. Address the following questions in your paper:

1. Explain the importance of Savannah’s labor market in considering whether or not Atlantic Shrimp is in compliance with the Civil Rights Act of 1964. Discuss relevant data you find associated with Savannah’s demographics.

2. Based on your readings and research, evaluate whether Atlantic Shrimp needs to make policy changes to ensure compliance with Title VII of the Civil Rights Act of 1964.  If changes must be made in complying with the Age Discrimination in Employment Act, explain specifically what changes Atlantic Shrimp should make and why they are necessary to satisfy the requirements of each of these laws.

3. Use at least six (6) sources, at least three (3) of which should be found on your own (outside of the module readings). Provide a 1- or 2-page Appendix discussing why your non-module sources (ones found on your own) were chosen and what criteria you used to determine that they were appropriate sources for your academic paper.

Information Literacy Emphasis

As you may recall, in ETH501 (Business Ethics), Case 1, emphasis was placed on the first step to building your information literacy skills.

Now at this “reinforced” level, the MGT516 (Legal Implications in HRM) Case 1 takes information literacy a step further by working on thought processes to evaluate each source utilized.

In HRM522 (Employment & Labor Relations), Case 1, your information literacy skills will be enhanced even further.

The grading rubric for Information Literacy has been developed to measure student success in meeting the MGT516 Case 1 expectations related to information literacy. Rubrics for the other two courses are included in their respective oral communications assignments.

Assignment Expectations

Your paper will be evaluated using the criteria as stated in the Case rubric. The following is a review of the rubric criteria:

· Assignment-Driven: Does the paper fully address all aspects of the assignment? Is the assignment addressed accurately and precisely using sound logic? Does the paper meet minimum length requirements?

· Critical Thinking: Does the paper demonstrate graduate-level analysis, in which information derived from multiple sources, expert opinions, and assumptions has been critically evaluated and synthesized in the formulation of a logical set of conclusions? Does the paper address the topic with sufficient depth of discussion and analysis?

· Business Writing: Is the essay logical, well organized, and well written? Are the grammar, spelling, and vocabulary appropriate for graduate-level work? Are section headings included? Are paraphrasing and synthesis of concepts the primary means of responding, or is justification/support instead conveyed through excessive use of direct quotations?

· Effective Use of Information: Does the submission demonstrate that the student has read, understood, and can apply the background materials for the module? If required, has the student demonstrated effective research, as evidenced by student’s use of relevant and quality (library?) sources? Do additional sources used provide strong support for conclusions drawn, and do they help in shaping the overall paper?

· Citing Sources: Does the student demonstrate understanding of APA Style of referencing by inclusion of proper citations (for paraphrased text and direct quotations) as appropriate? Have all sources (e.g., references used from the Background page, the assignment readings, and outside research) been included, and are these properly cited? Have all sources cited in the paper been included on the References page?

Module 1 – Background

EQUAL EMPLOYMENT OPPORTUNITY & HRM

Required Reading

Critical Thinking:

Cornell University. (2017). Critically analyzing information sources: Critical appraisal and analysis. Retrieved from 

http://olinuris.library.cornell.edu/ref/research/skill26.htm.

 This reading will help you in assessing appropriate reference material.

Cornell University. (2017). Distinguishing scholarly from non-scholarly periodicals: A checklist of criteria: Introduction & definitions. Retrieved from 

http://olinuris.library.cornell.edu/ref/research/skill20.html.

 This reading will help you in assessing appropriate reference material.

Cornell University. (2017). Evaluating Web sites: Criteria and tools. Retrieved from 

http://olinuris.library.cornell.edu/ref/research/webeval.html.

 This reading will help you in assessing appropriate reference material.

Other Assignment Topics:

Anti-Defamation League. (2012). Religious accommodation in the workplace: Your rights and obligations. Retrieved from 

https://www.adl.org/sites/default/files/documents/assets/pdf/civil-rights/religiousfreedom/religfreeres/ReligAccommodWPlace-docx .

 Review the sections on Reasonable Accommodation and Undue Hardship; to be used in the SLP assignment especially.

Brent Goff Reports. (March 2017). In Europe, no religion at work. Retrieved from 

https://www.youtube.com/watch?v=LemKVWkoeXE.

 You will view and comment on this video in the Discussion.

Gepp, R. (2017). Religious accommodation in the workplace: Guidance for Avoiding Legal Trouble. HR Daily Advisor. Retrieved from 

Religious Accommodation in the Workplace: Guidance for Avoiding Legal Trouble

HR Hero. (2017) Age discrimination in Employment Act. Retrieved from 

http://topics.hrhero.com/age-discrimination-in-employment-act-adea/.

 This is a brief overview and required for the Case Assignment.

HR Hero. (2017). Americans with Disabilities Act (ADA) and ADA Amendments Act (ADAAA). Retrieved from 

http://topics.hrhero.com/americans-with-disabilities-act-ada-and-ada-amendments-act-adaaa/.

 This is a brief overview and required for the SLP assignment.

Katz, H. C., Kochan, T. A., & Colvin, A. J. S. (2017).Employment law. An introduction to U. S. collective bargaining and labor relations. Ithaca: Cornell University Press, pg. 71-79. Retrieved from Skillsoft Books in the Trident Online Library.

U.S. Equal Employment Opportunity Commission. (n.d.) Enforcement guidance on reasonable accommodation and undue hardship under the Americans with Disabilities Act. Retrieved from 

https://www.eeoc.gov/policy/docs/accommodation.html

U.S. Equal Employment Opportunity Commission (n.d.) Title VII of the Civil Rights Act of 1964. Retrieved from 

https://www.eeoc.gov/laws/statutes/titlevii.cfm

U.S. Supreme Court. (1971). Griggs v. Duke Power Co, Retrieved from 

http://caselaw.findlaw.com/us-supreme-court/401/424.html.

 Be familiar with the major holdings of this case. This is required for the Case Assignment.

Optional Reading

Beremin, N. (2008, September 10). Adverse impact and disparate treatment [Video file]. Retrieved from 

Dorrian, P. (June 2014). EEOC, attorneys discuss trends in disparate impact litigation. HR Focus, 8-10. Retrieved from the Trident Online Library.

Employment Law Information Network (information on recent cases, laws, HRM-related topics) 

http://www.elinfonet.com/

Equal Employment Opportunity Laws (federal) website: 

http://eeoc.gov

. (See this website for the major federal EEO laws.)

Human resource management and the law. (n.d.) Retrieved from 

Lotito, M., Fitzgerald, B., & LoVerde, D. (Winter 2016). Recent developments in employment law and litigation. Tort Trial & Insurance Practice Law Journal. 51(2) 375-407. Retrieved from the Trident Online Library. This article offers an excellent overview.

Policy Guidance: Application of the Age Discrimination in Employment Act of 1967 (ADEA) and the Equal Pay Act of 1963 (EPA) to American firms overseas, their overseas subsidiaries, and foreign firms. (2003). Retrieved from 

http://www.eeoc.gov/policy/docs/extraterritorial-adea-epa.html

Pyrillis, R. (Nov., 2016) Boomer bust: Age bias appears to be the last acceptable workplace ‘ism’ as older workers struggle to stay relevant among the growing… Workforce (Media Tech Publishing, Inc.), 95 (10). Retrieved from the Trident Online Library.

Sims, R., & Sauser, W. (2015). An introduction to legal issues in human resource management. In Sauser, W. I., & Sims, R. R. Legal and regulatory issues in human resources management. Charlotte, NC: Information Age Publishing. pp. 1-26. Retrieved from EBSCO eBooks in the Trident Online Library. This chapter offers a good background on the HR function and related legal issues.

Section 12: Religious Discrimination. (n.d.). In EEOC Compliance Manual. Retrieved from 

http://www.eeoc.gov/policy/docs/religion.html

Society for Human Resource Management (2016). Visit the SHRM website (

www.shrm.org

) for some of the latest information on dynamic HRM topics, certification details, and SHRM membership information.

State Labor Laws

 website.

United States Department of Labor. (n.d.). Summary of the major laws of the Department of Labor. Retrieved from 

http://www.dol.gov/opa/aboutdol/lawsprog.htm