would you design a PPT training on the following? 612.1         Introduction
(a)       General -
Section 703(a)(1) of Title VII of the Civil Rights Act of 1964 prohibits employers from firing or disciplining employees based on their race, color, religion, sex, or national origin. Section 704(a) of Title VII also makes it unlawful for employers to discharge or discipline employees who have filed a Title VII charge, participated in a Title VII investigation, or opposed Title VII discrimination. The purpose of this section of the Compliance Manual is to provide guidance on investigating allegations of discriminatory discharge and discipline, with general guidance on investigating charges provided in Section 602.
(b)       Discharge Defined -
Discharge refers to an employer terminating an employee from their job. Sometimes, an employee may choose to resign because of discriminatory practices by their employer. However, in certain cases, the resignation is not voluntary but rather considered a constructive discharge. This means that the resignation is based on the employer’s actions or lack of action, which create an impossible working environment for the employee to continue. Examples of constructive discharge include a female employee resigning due to sexual harassment or a Black employee resigning because their supervisor fails to address racial harassment by co-workers. Commission decisions, such as Commission Decision No. 72-2062 and Commission Decision No. 70-683, provide further examples and guidance on constructive discharge. (For information on layoffs and discharges resulting from workforce reductions, refer to Section 616.)
(c)       Disciplinary Action Defined -
Disciplinary actions are measures implemented by employers to penalize employees for breaching company rules, practices, or policies. The most frequent disciplinary actions include reprimands, warnings, suspensions, and demotions. They serve as a means of addressing misconduct or non-compliance with established standards within the organization.
(d)       Theories of Discrimination

This passage provides information on different types of discrimination related to discharge or discipline in the workplace.

(1) Disparate Treatment: This theory of discrimination analyzes charges of discriminatory discharge or discipline. Section 604 provides guidance on how to investigate and analyze charges of disparate treatment, including those related to discharge or disciplinary actions.

(2) Adverse Impact: Some charges of discriminatory discharge or discipline should be examined under the adverse impact theory of discrimination. Sections 610 and 611 provide guidance on investigating charges where the discharge or discipline resulted from a policy or practice that disproportionately affects women and/or minority groups.

(3) Retaliation: Employers are prohibited from discharging or disciplining employees for filing a Title VII charge, participating in an investigation, or opposing discrimination. Section 704(a) of Title VII provides this protection. Retaliation is discussed in detail in section 614.

(4) Accommodation: Employers must accommodate the religious practices of their employees unless it creates an undue hardship on the business. Discharging or disciplining an employee due to the employer’s failure to accommodate their religious practices may violate Title VII. Section 701(j) and section 628 provide further information on religious accommodation.