Problem
You will read an article that discusses cultural and employment law issues in the workplace. After reading this article, please analyze the scenario below. Perkins, C. (2013). Sex and sexual orientation: Title VII after Macy v. Holder. Administrative Law Review, 65(2), 427.
A customer service transgender employee approaches the human resource (HR) manager with an allegation that a coworker has made derogatory comments about his transition to becoming a male. The organization has a zero-tolerance policy for unethical and illegal workplace behavior. The HR manager assembles an investigation team, including himself, legal counsel, and the customer service department manager. The team interviews all individuals relevant to the investigation, including the accused employee. The accused employee denies the allegation. At the conclusion of the investigation, the team consensus is that the employee likely made those comments. However, many of the interview statements collected were soft (hearsay) accounts, and the investigation did not uncover definitive, objective proof. What additional information should be considered in making a decision about the continued employment of the accused employee? Consider how organizational culture affects your decision in this situation. Describe sex and gender discrimination laws and regulations as outlined in the article. Explain how religion and spirituality may affect this situation. Identify sources of legal regulation and enforcement. Explain the Equal Employment Opportunity (EEO) concepts and outline the elements of EEO compliance that are applicable to this case study. In your response to the scenario, be sure to include academic sources to support your positions and conclusions.
The response should include a reference list. One-inch margins, Using Times New Roman 12 pnt font, double-space and APA style of writing and citations.