Michael Harrison Jr. V. Wendy's Case Summary
Debbie Boothe
Major Case Study – Disability Discrimination
EEOC – Michael Harrison Jr. V Wendy’s
September 20, 2013
Debbie Boothe
Case Study
Personnel/ Human Resource Management
Management 302
Fall 2013
I. Case Citation:
EEOC for Michael Harrison Jr. V Dallas CTW LLC (Wendy’s Franchisee)
Case No. 6-12-CV-091
II. Facts of Case Michael Harrison Jr. the plaintiff filed a complaint with the EEOC against the defendant Killeen Fast- Food Restaurant (Wendy’s) for refusal to hire him based on his hearing impairment despite his qualifications. The EEOC filed suit in the U.S. District Court for the Western District of Texas Waco Division, the general manager of the restaurant refused to hire …show more content…
Wendy’s is taking the necessary steps to accommodate hearing impaired employees by training the managers and supervisory employees related to hiring individuals with disabilities. The training extends to specific instruction on communication devices regarding communication between its employees and applicants. They are committing to training its employees about how to respond to applicants with hearing impairments. They could further their commitment by using computer and speech recognition software to communicate one on one. They could use monitors or text messaging as written communication. They could also use personal listening devices (ADL) or portable assistive listening systems if the employee can benefit from amplication. They should also have diversity training. The HR professionals need to help identify how to comply with the EEOC and understand their policies and enforce them with all management. Employers can provide reasonable accommodations according to individual needs. They can modify equipment, restructure jobs, and insure a comfortable working environment. They can provide qualified readers or interrupters. There are benefits for hiring applicants with disabilities which include tax credits to cover the cost of accommodations. Hiring disabled persons can offer a number of important financial, legal, public relations and productivity advantages and also avoid lawsuits. Wendy’s franchisees would benefit by training all its managers on the benefits of hiring disabled employees. They should not only accommodate the employee for their disability but make them feel welcome. This would help prevent any further
Major Case Study – Disability Discrimination
EEOC – Michael Harrison Jr. V Wendy’s
September 20, 2013
Debbie Boothe
Case Study
Personnel/ Human Resource Management
Management 302
Fall 2013
I. Case Citation:
EEOC for Michael Harrison Jr. V Dallas CTW LLC (Wendy’s Franchisee)
Case No. 6-12-CV-091
II. Facts of Case Michael Harrison Jr. the plaintiff filed a complaint with the EEOC against the defendant Killeen Fast- Food Restaurant (Wendy’s) for refusal to hire him based on his hearing impairment despite his qualifications. The EEOC filed suit in the U.S. District Court for the Western District of Texas Waco Division, the general manager of the restaurant refused to hire …show more content…
Wendy’s is taking the necessary steps to accommodate hearing impaired employees by training the managers and supervisory employees related to hiring individuals with disabilities. The training extends to specific instruction on communication devices regarding communication between its employees and applicants. They are committing to training its employees about how to respond to applicants with hearing impairments. They could further their commitment by using computer and speech recognition software to communicate one on one. They could use monitors or text messaging as written communication. They could also use personal listening devices (ADL) or portable assistive listening systems if the employee can benefit from amplication. They should also have diversity training. The HR professionals need to help identify how to comply with the EEOC and understand their policies and enforce them with all management. Employers can provide reasonable accommodations according to individual needs. They can modify equipment, restructure jobs, and insure a comfortable working environment. They can provide qualified readers or interrupters. There are benefits for hiring applicants with disabilities which include tax credits to cover the cost of accommodations. Hiring disabled persons can offer a number of important financial, legal, public relations and productivity advantages and also avoid lawsuits. Wendy’s franchisees would benefit by training all its managers on the benefits of hiring disabled employees. They should not only accommodate the employee for their disability but make them feel welcome. This would help prevent any further