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330991 BT Green Case Study

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BT Green Case Study
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BT Green Case Study
Terell Banks feels that BP Green organization unfairly terminated his employment
contract; therefore, an unfair dismissal, which is subject to legal implications should the
employee decide to sue the company. In his voice mail to Kyle Reeder, HR coordinator, Banks
laments that his dismissal was unfair based on racial profiling. The first legal law that pertains to
this situation is Title VII of the Civil Rights Act of 1964, which protects employees from
discrimination based on race and color (Collins, 2018). This law covers all the employment
decisions from the recruitment process to terminations factoring in terms of the employment
contract. In this scenario, Terell Banks explains that he was the only black man in the operations
department representing a symbol of diversification and equal opportunities at the company, yet
he got dismissed. Although employment at BT Green organization is on an at-will basis,
adhering to proper termination procedures enable employees to adjust smoothly.
Failing to provide notice of termination is unlawful and can be subjected to the Worker
Adjustment and Retraining Act (the WARN act). However, BT Green Organization offered
Terell Banks a termination notice earlier because it faced problems with its revenue streams due
to the lost tender bid. The Nevada state laws provide Terell Banks with an opportunity to sue his
employer for economic constraints resulting from the unlawful dismissal (Collins, 2018). The
monetary damages can include the total value of lost benefits like health insurance and loss of
stable future income. Other monetized rewards include damages from emotional suffering and
unlawful termination.
This case's details meet the legal criteria for unlawful dismissal, and Terell Banks can sue
BT Green organization for discrimination based on race and color. The suit fits since the
organization went against its handbook diversity reports that foster equal opportunity and

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1 BT Green Case Study Author Course Professor Date 2 BT Green Case Study Terell Banks feels that BP Green organization unfairly terminated his employment contract; therefore, an unfair dismissal, which is subject to legal implications should the employee decide to sue the company. In his voice mail to Kyle Reeder, HR coordinator, Banks laments that his dismissal was unfair based on racial profiling. The first legal law that pertains to this situation is Title VII of the Civil Rights Act of 1964, which protects employees from discrimination based on race and color (Collins, 2018). This law covers all the employment decisions from the recruitment process to terminations factoring in terms of the employment contract. In this scenario, Terell Banks explains that he was the only black man in the operations department representing a symbol of diversification and equal opportunities at the company, yet he got dismissed. Although employment at BT Green organization is on an at-will basis, adhering to proper termination procedures enable employees to adjust smoothly. Failing to provide notice of termination is unlawful and can be subjected to the Worker Adjustment and Retraining Act (the WARN act). However, BT Green Organization offered Terell Banks a termination notice earlier because it faced problems with its revenue streams due to the lost tender bid. The Nevada state laws provide Terell Banks with an opportunity to sue his employer for economic constraints resulting from the u ...
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