Introduction The central issue of concern for CAPE Tisbe is an inefficient Equal Employment Opportunity Policy (EEO). It suffices to mention that the weak EEO policy does not include usage guidelines and procedures for employee working hours. It is also apparent that the policy does not have guidelines for management meetings and has unclear policies for conflict management. All these have led to the feeling of bias and favoritism among the employees of the company, in turn demoralizing them. This has affected their overall performance levels, with many feeling dissatisfied with their jobs. To ensure that employees feel appreciated in the company, the Equal Employment Opportunity policy must be revised. This report will discuss the issues that have been identified and give suggestions and recommendations on what can be done to help ease the tension in the company. Main Body Smith (2009) argues that the Equal Employment Opportunity Policy (EEO) was created to protect employees from any form of discrimination in the workplace. Marcus (2009) adds that there are seven essential components, or sections, of the policy. These are recruitment, employment, promotion, transfer, training, working conditions, wages and salary administration, and employee benefits, and application policies. In analyzing CAPE Tisbe, there are three things from the list provided which appear to be unclear thus, causing problems between the employees and the managers. The three sections are recruitment, promotion, and transfer. For example, an employee has given a written complaint on the issue of promotion. This particular employee feels like he is being discriminated against because he cannot work overtime. Thus, he thinks that he has never been promoted despite his excellent work record because he cannot work overtime. Additionally, the employee states that his inability to work overtime is due to taking care of two children. Many employees have also cited the issue of rosters as problematic. Rosters are meant to identify people who have arrived at the workplace and those who have not. It is very necessary to point out that the workplace has evolved. Previously, it was mandatory for people to arrive at a particular time and to leave at a specific time. The arrival and departure time would be recorded in the roster system and used for HR purposes. However, the workplace today does not necessarily give a particular time code to employees. Due to this, different employees get in at different times unless specified. There is no clear guideline on the issue of time in the directions. In fact, many employees think that the roster system is used to determine who gets promotions, regardless of the efforts and the job done by the time an individual leaves his or her workstation. Several non-technical factors can make the situation worse if they have not. One such factor is communication (Jacobs, Murphy & Silva, 2013). All employees and managers must be encouraged to raise issues when they arise. The workers agreed that they have always experienced favoritism, either against them or for them, but did not raise the concern to the appropriate office. Doing so would have ensured that the problem was solved before it b