来自美国代写的顾客授权发布的employment discrimination law，CL813作业要求片段，我们不会发布CL813的answer在网站，我们曾经写过CL813及相关的employment discrimination law写过很多作业，考试，如果你也需要代写这个课程的作业请联系客服WX:QQ 5757940 ，代写人的代写服务覆盖全球华人留学生，可以为US的学生提供非常准时精湛的服务，小作业assignment代写、essay代写享适时优惠，project、paper代写、论文代写支持分期付款，网课、exam代考预约时刻爆单中赶紧来撩。
CL813就业歧视模块13写作作业本作业分为两部分。第一部分要求你起草一项就业歧视指控。第二部分要求你起草一份雇主立场声明。这两部分必须完全完成。第1部分应在第2部分的单独文件中填写。第1部分中，您将担任Jane May的律师。查看文本第598页第10章中的就业歧视指控样本。。。
CL813 Employment Discrimination Module 13 Writing Assignment This assignment has two parts. The first part asks you to draft a section of an employment discrimination charge. The second part asks you to draft an employer position statement. Both parts must be fully completed. Part 1 should be completed in a separate document from Part 2. Part 1 In this part you will be acting as Jane May’s attorney. Review the sample employment discrimination charge in Chapter 10 on page 598 of the textbook and the requirements for the “scope of the charge.” Then, draft “the Particulars are” section of the Charge of Discrimination using the information presented in the facts from Jane May below. Part 2 Now, you will be switching roles and acting as the attorney for the employer. Download the assignment template. Using the template, write an employer’s position statement based on the facts from the employer presented below. Please make up any facts that are not included, such as the Investigator’s name. Facts From Jane May Jane May is a 42-year-old Asian American manager at the Woodstock location of Daisy Depot’s. She had worked at the company for 10 years this past October and claims that the company discriminated against her when it recently fired her. She provided the following information to support her claim: On May 10, her supervisor, Paul Murray, a 60-year-old white male, called and told her that she had to fire an employee, Richard Medina, who refused to work on Sunday in the Woodstock warehouse. Ms. May alleges that she explained to Mr. Murray that Medina was religious and could not work on Sundays. She says that she also explained that it would violate federal and state EEO laws if the company did not respect Mr. Medina’s religious beliefs. Mr. Murray cursed at her and told her to “man up” or he would reprimand and suspend her for “acting like a mother hen” and for “complaining to him about this stuff.” She said that he told her that Medina worked at a restaurant on Sundays. Because she needed to protect her job, Ms. May did as she was told. On February 1, the same thing largely happened again. Mr. Murray called and told Ms. May to fire another employee who refused to work on Sundays because of the employee’s religious beliefs. Ms. May said she told Murray again that it would be “religious discrimination” if she did. She claims that he told her she was getting soft in her old age. Because of her “efforts to protect her employees and the company,” Ms. May was reprimanded and suspended without pay for two days and told to “man up or get out.” On May 1, Ms. May was on a teleconference of store managers. When Mr. Murray requested the report on the Woodstock store, he said, “Now let’s hear from the Lady’s Store.” Ms. May was insulted by this comment and claims he was always saying things like that.
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