Planning for compliance with federal regulations and mandates requires policies and procedures that anticipate, prevent, or solve compliance issues within an organization and often have associated legal and ethical risks. HR is functionally responsible for ensuring organizational compliance in these key areas, and HR professionals must have foundational knowledge of the current legal requirements for an organization. They often do this in partnership with the organizations legal team because of the complexity of the issues and the risks associated with non-compliance.When faced with a problem, employees typically go directly to their managers for support and guidance. However, in more serious situations, it is the managers who go to Human Resources for consultation and guidance, to ensure that proper steps are taken to ensure optimal outcomes. Specific and thorough policies and procedures must be developed by HR to guide, track, and trend HR related compliance issues that both arise, and which are identified, as part of risk management.This week you focused on a law fundamental to every organization with over 15 employees. Title VII of the Civil Rights Act of 1964 is a federal law that prohibits employers from discriminating against employees on the basis of sex, race, color, national origin and religion. Every human resource professional should be intimately familiar with this law and the Equal Employment Opportunity Commission (EEOC), which is the agency responsible for enforcing federal laws regarding discrimination or harassment against a job applicant or an employee in the United States.To complete this Assignment, review the learning resources for this week and respond to the following bullets, which are focused on key labor relations issues that impact the role of Human Resources, in a 2- to 3-page paper.Title VIIDefine discrimination and what types of discrimination are prohibited by Title VII?Describe one example of a Title VII violation in an organization.What could HR have done to prevent this occurrence?Equal Employment Opportunity Commission (EEOC)Define the EEOC and describe how it relates to discrimination in an organization?Describe one example of an EEOC violation in an organization.What could HR have done to prevent this occurrence?Your Assignment must include 3 references to support your thinking.