Short Story Of Tim Hortons

* Establish a positive image with the local university to create additional long term clientele.

The following essay describes discrimination lawsuits brought up against the Hooters restaurant chain. Employees in Michigan filed suit and said they were discriminated for being overweight while employed as servers. According to Leanne Convery, who was one of the women who fired, she weighed 115 pounds at the time and four-feet-eleven at the time. She was encouraged to take stimulants such as Adderall and appetite suppressants to speed up weight loss (Foley, 2010). Hooters found a way to navigate the discrimination laws using bona fide occupation qualifications (BFOQ).

Individuals with disabilities continually encounter various forms of discrimination, including intentional exclusion from certain work areas, that denies them the opportunity to compete on an equal basis and to pursue those opportunities that guarantees success in the society. To guarantee success there is expectation regarding the relationship between the employer and employee, giving close attention to the various factors that should be considered to make the person with disability successful. This paper outlines the Americans with Disabilities Act (ADA) and the terms and conditions covering employees and employers as stated in Title 1. Title 1, as amended by the ADA amendment 2008, states that no covered entity will discriminate against a qualified individual based on disability (EEOC, 2015).

The handicapped are severely discriminated against in the workplace, and are financially taken advantage of.

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,

People with disabilities have become an integral part of the workforce. The ADA forbids discrimination against people with disabilities when recruiting, hiring, training, and compensating employees (Sotoa & Kleiner, 2013). The ADA prohibits discrimination against people with disabilities in employment, transportation, public accommodation, communications, and governmental and establishes requirements for telecommunications relay services (activities (Stryker, R. (2013). Employers are not allowed to ask employees if they have a disability. The employers are not allowed to ask employees with disabilities to undergo a medical exam before an offer of employment unless all applicants are required to take the same exam (Kaye, Jans, & Jones,

The emerging trend covered in for this week’s readings involves workers with disabilities. The title of the case is Walgreens Leads the Way in Utilizing Workers with Disabilities (Gomez-Mejia, Balkin, & Cardy, 2012). This case gives the reader the ability to understand the need for Equal Employment Opportunity Laws. Also, the case gives one an opportunity to see how these laws actually help these cases. Even more, it supports the idea of how it is very important to give those individuals with disabilities an opportunity to seek work and maintain and healthy life style. The law that this group affects is the Americans with Disabilities Act (ADA) signed in 1990 (Gomez-Mejia, Balkin, & Cardy, 2012). This law helps and benefits many individuals in America. It also helps organizations to bring positive attention to their corporations, if they choose to employ workers with disabilities. Above all, it is very important that human resource departments across the nation pay very close attention to these laws. Not only will it be against the law to break regulations set by such acts, but it will also be unfair not to give these individuals an opportunity to apply for a job. This project will summarize the case and will focus on two key learnings from it.

Disability is an impairment is a life changing condition that limits one’s physical or mental abilities. Disabilities comes in many forms such as blindness, hearing, speech disorder, loss of vision. and memory. As well as, chronic illness such as diabetes, HIV, obesity. Under Title I of the Americans with Disabilities Act of 1990 (“ADA”) employers, cannot discriminate against qualified individuals with disabilities when hiring, firing, job promotion, distribution of benefits and privileges. In addition, by law, employers must make reasonable effort to modify work equipment and job settings for people with disabilities. Such as job schedules, employee training and communication devices; without causing an undue hardship, significant difficulty

Since it was signed into law in 1990, Americans with Disability Act (ADA) has paved way to Americans with disability and now they can without discrimination, be able to access employment, education, services and facilities in their community. With a clear reference both the employer and employee understand their rights and obligations (Disability.gov, n.d). The Equal Employment Opportunity Commission (EEOC) the body charged with enforcement of ADA in regard to employment negotiations and offering alternative options to litigation in the effort to offer solutions to raised issues. Claims that do not fit the disability definition are dismissed (DOL, 2015). There is need for education on both the employer and the employee

Two important laws protect a person’s right to work. The first law is the Americans with Disabilities Act of 1990. It establishes that it is unlawful for a company to discriminate against a disabled employee and requires businesses to make reasonable accommodations to facilitate the employee’s ability to work (Roberts, Betts, & Huzey, 2014). The second law is Title VII of the Civil Rights Act of 1964. It makes it unlawful for an employer to discriminate against an employee based on race, color, national origin, religion, and sex (Religious Discrimination, 2016). Title VII also calls for employers to make reasonable accommodations for employee’s religious beliefs. Employees who have complaints report violations to the Equal Employment Opportunity Commission (EEOC) (EEOC Enforcement, 2016).

Workers compensation insurance companies have routinely faced the issue of ‘chronic and co-morbid’ claims when the validity of an employee’s claim is addressed. The ‘chronic and co-morbid’ issue looked at situations where an employee suffered an on-the-job injury while also having a pre-existing medical condition in place. Examples of pre-existing conditions included diabetes, smoking and obesity. Insurance claims adjusters, employers, medical practitioners and other relevant individuals were held to the understanding that employees are taken in the condition that employers found them.

Tim Hortons is a Canadian multinational fast food restaurant chain and it is famous for coffee and doughnuts. As of June 30, 2016, Tim Hortons had more than 4,464 system wide restaurants located in Canada, the United States and the Middle East. I chose this company because I love their grilled Panini and fruit smoothies are cheap in terms of price than other brands like Starbucks or Second Cup. In addition, I want to know how Tim Hortons decided to adopt foreign worker program to provide an opportunity for foreign workers to work for the company and how foreign workers play the role in the company. I also want to know how foreign worker program can benefit both the company and the worker and how this can become an opportunity for Tim Hortons to do business in different countries. One day, I was shopping at southgate mall and Tim Hortons were about to open their new location inside the mall. I decided to call Tim Hortons store at southgate mall and I happened to talk to the store supervisor. I explained what my research paper was about and asked the permission if I could ask some questions to the supervisor and he was willing to answer my questions. As a supervisor, he usually manage people, assign them to the tasks they need to accomplish, do cash out and accomplish food safety precautions especially with Tim Hortons’ soup and sandwich. He also do the restocking and delivery when it is needed. Sometimes, as a supervisor, he also has to

The worker reported that people at work had spoken to him in an 'unfriendly way' and that management treated him badly upon his return to work. While he had returned to work in a part time basis performing light duties, his low back pain had not improved. The worker reported difficulty sleeping due to low back pain and that he wanted to get off WorkCover as soon as he could. The worker also reported that his supervisor had launched a 'psychological war' against him and there were communication issues between that he perceived to be done purposely on the supervisor's part.

The job lets him improve his skill and is a great experience as a job

In relation to the situation, the following data is also pertinent: “Employment discrimination is prohibited against "qualified individuals with disabilities." This includes applicants for employment and employees. An individual is considered to have a "disability" if he or she has a physical or mental impairment that substantially limits one or more major life activities, has a record of such an impairment, or is regarded as having such an impairment. Persons discriminated against because they have a known association or relationship with an individual with a disability also are protected.