Policies in Management Diversity at Denny’s

Texas Roadhouse has over 500 restaurants in 49 states so the strategies of compliance and inclusion needs to roll out nationwide. The first strategy would ensure a buy in at the senior management level, hopefully leading to a recognition that Texas Roadhouse did in fact discriminate against older workers. That in order to change our Business culture the firm establishes a new division for diversity and Inclusion with enough resources and authority to provide diligent effort to ensure compliance. A senior management level debriefing would include a discussion on the amount of money spent on litigation, lobbying to fight the lawsuit and whether simple compliance efforts would have been a wiser investment. At some level for senior management

Discrimination in the work, purposely or accidentally, not just harms the workers’ work knowledge, but it exposes the company to a lawsuit for violating the laws that defend races and groups. Discrimination against the smaller groups, based on color, race, ethnicity or other groupings,

Legislation Legislation by state and federal arms of government has made discrimination in workplaces illegal. This piece of legislation goes further to stipulate the rights and responsibilities of both the subordinates and their employers in the workplace. This legislation aims to bring sanity in the workplace by ensuring that both groups are accountable.

Today there are arguably very few Americans who have not been to a Denny’s, or at least saw one of its iconic signs rising above a freeway landscape. The sign, with its bold yet welcoming yellow glow and red letters, is a welcoming beacon for many a weary traveler of America’s freeway system. There was however, a period of time after its 40th anniversary where that sign was not as inviting as it should have been. This is because the early nineties brought several discrimination lawsuits against Denny’s, tarnishing that iconic yellow sign forever.

Issues which range from age discrimination, when hiring employees, to sexual harassment to unfair pay practices of compensating its servers. Food service businesses can be negatively impacted by litigations and complaints of operating issues stemming from one restaurant or a limited number of restaurants. Adverse publicity about these allegations introduce negative impacts, regardless of whether the allegations are true, by discouraging guests from eating at the restaurants.

There are many policies and procedures put in place to make certain that staff follow the law of equality and diversity, staff must follow these and ensure they are not doing something that may discriminate against an individual or a group.

The purpose of this paper is designed to introduce, educate, and promote diversity within your company. Your company will be shown the merits of diversity and how diversity within your organization can be a benefit. This paper will be broken down into three main areas: Benefits of Diversity, Challenges of Diversity, and Recommendations for an effective diversity within your organization..

The U.S. Government could use the Commerce Clause against the restaurant to correct the situation. In 1964 the Civil Rights Act was passed, which prevented discrimination against African-Americans. The restaurant was discriminating African-Americans by only allowing them to take their food to go and not being allowed to eat inside the restaurant. Prior to the 1964 Civil Rights Act nothing could have been done as it was left up to the states to deal with these types of issues. Now his type of issue would fall under an Equal Protection violation. The Commerce allows the federal civil rights legislation to regulate restaurants. Because the restaurant was not treating their customers equally the federal government could press charges against

1. In this chapter the ROC-NY continues to grow and expand as an organization due to its recognition for its advocacy of immigrant restaurant workers. Mamdouh and Saru plan to broaden ROC-NY to all restaurant workers. Saru proposes to expand to a national level and with Mamdouh’s agreement they organize a national convention. Mamdouh and Saru’s efforts did not go unnoticed as they worked in establishing the Responsible Restaurant Act. This act allowed the Department of Health to withhold license renewals of establishments with a history of labor violations. Additionally, restaurants were now required to disclose their employment violations upon renewal; the city could hold public hearings to inquire about restaurant violations; and the

McDonald’s has extremely strict rules when it comes to awarding franchises. First, it is very costly to open a new location or purchase an existing location, with the median startup cost being $300,000 (Kalnins & Lafontaine, 2004, p. 750). As well, the company does an extensive background check on a variety of issues including credit history, business management experience, and the acceptance of the contractual agreement that the company provides. Because of these strict rules and the large amount of capital needed to purchase a location, “rates for franchise applicants are 1% for McDonald's” (Norton, 1988, p. 204). This is an extremely low acceptance rate and is even lower than McDonald’s chief competitor, Burger King, who accepts 1.5% percent of applicants (Norton, 1988, p. 199). These low numbers are understandable in the context of the business and risk that is involved. Though the franchise purchaser must pay a large amount of money to gain the rights to the restaurant, they truly have nothing to lose besides money because they are simply running another company’s business model as well as using their trademarks and logos. McDonald’s on the other hand, has a great amount at stake because they place the well being of an entire restaurant into the caretaking of an individual who simply purchased the rights for the store. If the store does poorly or if there are issues with customer service, it reflects

In a perfect world, people would be equal in rights, opportunities, and responsibilities, despite their race or gender. In the world we live in, however, we always face all kinds of neglect based on different attributes. All over the United States, certain people treat others with prejudice because of particular

Employee Handbook Non-Discrimination XXX HCS/430 – Legal Issues in Health Care: Regulations and Compliance University of Phoenix CERTIFICATE OF ORIGINALITY: I certify that the attached paper is my original work and has not previously been submitted by me or anyone else for any class. I further declare I have cited all sources from which I used language, ideas, and

The problem that Denny’s had with discrimination was that the black individuals were not being treated equally as the white ones. Two different lawsuits were talked about in this unit, one was about an employee that was being harassed by fellow employees and once it was brought forth to the manager they just ignored it, and the other as a group of people that were not being treated equally while being served. Denny’s corrected these issues with having better training for the managers when it comes to having employees harassed under their business. Denny’s also tried to hire a more diverse group of employees to help run the business. These incidents are a model for other companies because they handle their problems right away when it was brought

Source: Acas Activity 2 2.1 Identify the main principles of discrimination law in recruitment and selection and in employment.

Workplace Discrimination Discrimination occurs when an employee suffers from unfavorable or unfair treatment due to their race, religion, national origin, disabled or veteran status, or other legally protected characteristics. Employees who have suffered reprisals for opposing workplace discrimination or for reporting violations to the authorities are also considered to be discriminated against. Federal law prohibits discrimination in work-related areas, such as recruiting, hiring, job evaluations, promotion policies, training, compensation and disciplinary action. (employeeissues.com, 2006)