Management Plan Job Aid

it covers, and the source of the legal requirements. Include a general discrimination policy statement for
CapraTek. Introduction Title VII permits religious organizations to discriminate on the basis of religion. However, non-religious
employers are prohibited from discriminating on the basis of religion if there is no bona fide
occupational qualification and no legitimate business necessity for it. If an employer does not engage in intentional religious discrimination, should the employer still be
concerned about religious discrimination? An employer must be proactive in evaluating and
implementing workplace policies, so that they do not have unintended negative impacts on an
employee’s ability to exercise his or her religious beliefs. This level of proactivity also includes making
accommodations for employees who need them. Religious accommodations must be reasonable and
not cause undue hardship on the employer, however. The EEOC considers the following factors when
determining whether or not an accommodation constitutes an undue hardship on an employer:
• The burden the accommodation places on the employer.
• The cost of the accommodation.
• Whether there is a degree of flexibility available—meaning whether the employer can
reasonably create a flexible work schedule.
• Whether it is possible for the employer to change the employee’s work assignment.
• Whether a lateral transfer of the employee is possible.
• Whether the accommodation would result in a violation of the workplace seniority system.
• Whether other employees agree to participate in accommodating the employee with the
religious request. Reference Bennett-Alexander, D. D., & Hartman, L. P. (2019). Employment law for business (9th ed.). New York, NY:
McGraw-Hill Irwin. Introduction Discrimination in the workplace can take many different forms. Some are obvious (for example, sex,
race, or national origin). Other forms of discrimination are less obvious (for example, age, pregnancy,
language, sexual preference, or disability). As an HRM professional, you are responsible for structuring
and communicating an organization’s discrimination policies and procedures—the proactive strategies
that are aimed to protect the company and its employees—as well as the reactive procedures to follow
in response to violations. Your boss has tasked you with developing a general discrimination policy for
CapraTek, as part of a Management Plan Job Aid that addresses one form of discrimination.

Instructions For this assessment, create a CapraTek HR Management Plan Job Aid that promotes best practices for
preventing one form of discrimination in the workplace, (i.e. race, gender, disability, religion, age, or any
other discrimination covered by Federal or state laws). Structure your job aid as follows:
• Describe the one form of discrimination that your plan will address; include the sources of the
legal requirements that prevent this form of discrimination.
o Be sure to specifically identify whom this covers—i.e. the Equal Pay Act protects
females.
• Develop a general discrimination policy statement for CapraTek for a specific category.
o Explain the rationale.
• Propose how the discrimination policies will be communicated, including relevant legal notices
(i.e. employee handbook, meetings, etc.).
• Recommend the training that would be needed to support the existing CapraTek Employee
Handbook Section on Discrimination and Harassment.
• Recommend the reporting and investigation procedures that protect both the company and the
employees.
• Support your main points with credible evidence.
• You may find the following Capella Campus pages useful when completing this assessment:
o Capella University Library.
o Introduction to the Writing Center.
o APA Style and Format. Additional Requirements The deliverable for this assessment applies professional skills in Human Resources Management (HRM)
to workplace situations which you will likely encounter in your day-to-day work in HRM. As part of your
learning, we focus on the development of effective professional communication skills for the workplace.
• Length: Your Executive Summary should be 2–3 typed, double-spaced pages, including the
resources page.
• Organization: Make sure that your assessment writing is well-organized, using headings and
subheadings to organize content for the reader.
• Font and font size: Times New Roman, 12-point.
• Resources: Use two scholarly, peer-reviewed or academic sources.

• Evidence: Support your assertions with data and in-text citations, and create a reference list at
the end of your documents.
• APA formatting: Resources and in-text citations are formatted according to current APA style
and formatting.
• Written communication:
o Support recommendation with relevant and credible evidence.
o Write for a specific audience, using the vernacular of the profession.
o Use spell-check and other tools to ensure correct spelling and grammar. Review the HR Management Plan Job Aid scoring guide to ensure you are addressing all the criteria for
this assessment. Competencies Measured By successfully completing this assessment, you will demonstrate your proficiency in the following
course competencies and scoring guide criteria:
• Competency 1: Analyze the makeup of a legally compliant workplace on organizational
performance and productivity.
o Describe a specific type of discrimination, who it covers, and the source of the legal
requirements.
• Competency 2: Assess the nature of workplace legal action.
o Propose how the discrimination policies will be communicated, including relevant legal
notices.
• Competency 3: Apply the strategies and tactics for conducting legally compliant workplace
investigations.
o Recommend the reporting and investigation procedures that protect both the company
and employees.
• Competency 4: Formulate action plans to implement management strategies to create a legally
compliant workplace.
o Develop a general discrimination policy for CapraTek for a specific category.
o Recommend training strategies to communicate policies for a legally compliant
workplace to employees.
• Competency 5: Communicate in a manner that is professional and consistent with expectations
for HR professionals.
o Support main points, assertions, arguments, conclusions, or recommendations with
relevant and credible evidence.

Your course instructor will use the scoring guide to review your deliverable as if they were your
immediate supervisor. Review the scoring guide prior to developing and submitting your assessment. Note: Faculty may use the Writing Feedback Tool when grading this assessment. The Writing Feedback
Tool is designed to provide you with guidance and resources to develop your writing based on five core
skills. You will find writing feedback in the Scoring Guide for the assessment, once your work has been
evaluated.
Employee Handbook Section on Discrimination and Harassment
CapraTek is committed to maintaining a work environment where all individuals are treated with respect and dignity. It is the policy of CapraTek to strictly prohibit harassment on the basis of any protected class, including sexual harassment.