Policies in Management Diversity at Denny’s

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..

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.

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.

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.

Denny’s is a worldwide corporation that has franchises that have rented their names to continue to run the establishments as well as acquiring three different corporate level restaurants located in South Carolina. These restaurants tend to have higher security levels in their units rather than the franchises because they are allowed to choose the way that they run them just as long as the bills are paid and the name brand is not changed by any

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 features they possess. Unfortunately, prejudice and discrimination occur even in places which, by definition, should be free of all personal prejudices – specifically, in offices and other business surroundings. This tragedy is called workplace discrimination; not every unfair behavior at work, however, can be assessed as discrimination. Discrimination in the workplace happens when an employee experiences unfair treatment due to their race, gender, age, religion, marital status, national origin, disability or veteran status, or other characteristics. Discrimination is one of the largest issues people face in the workplace and it must be dealt with. The U.S. have laws and regulations on discrimination but it still often occurs. Workplace discrimination appears in hiring, training, promotion, firing, and other institutional or interpersonal treatment. Discrimination sometimes causes an employee to leave or quit the workplace, resign from a position, or in more severe cases, to commit suicide or act violently against the discriminators. Discrimination is one of the largest issues many people face in the workplace.

The policy will entail the laws around discrimination. It will also explain discrimination and types of discrimination. The policy will also detail the difference between fair and unfair discrimination. Organizational policies and practices foster a climate of inclusion where employees and leaders follow the same principles and practices. It may be argued though that in most cases policies are not adhered to therefore it imperative that there is some form of measure put in place to test if the policy is applied accordingly. Policies and practices are insufficient if the leadership behaviour is not demonstrating the non-tolerance of

The issue of discrimination is very widely discussed, so widely that laws and statutes have been enacted and are continually addressed every day. This may occur in a courtroom, on the legislative floor or at the employer’s offices, but the fact that the Equal Employment Opportunity Commission (EEOC) receives around 80,000 discriminatory filings annually, with 99,922 in 2010, there is little wonder the amount of attention to discrimination is warranted (Walsh, 2013). According to the EEOC’s website, the discrimination claims were more than the annual averages, but less than 99,000 in 2010, at 88,788 in 2014 (“EEOC Releases Fiscal”, 2015). These figures reiterate the importance and diligence in which discriminatory acts must be handled by all parties involved.

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

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

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

2.1 Identify the main principles of discrimination law in recruitment and selection and in employment.

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)

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