Employee Discrimination - China Lights Restaurant Case Analysis Discussion

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Business Finance

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I need a 4 page case Analysis on the paragraph below. This is a Human Resource Management class I need this in. I will upload the direction for the Analysis . It must be in APA format . Please follow the direction please do not copy other people work. Must cited information do whatever in the information I'm going to upload. Follow direction


Discussion Case:

Franklin, a U.S. born individual of English ancestry, works for the China Lights restaurant, which is owned and operated by two U.S. citizens of Chinese ancestry. Franklin's coworkers Jin Pan and Dongping Jiang, also U.S. citizens of Chinese ancestry, are late for work virtually every day, but no action is taken against them for this, even though the owners are aware of Jin and Dongping's tardiness, and even though there is a stated workplace policy that an employee reporting to work late, more than once in a sixty day period will be dismissed. Franklin reports to work late twice, 55 days apart, and he is dismissed.

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Case Answer Format and Tips The minimum page length for your submission is four pages for the analysis and management tips combined, and the submission may not exceed six pages. A oneinch margin on all sides is to be used, and double spacing should be used for all lines except where block quotes dictate otherwise per APA. I don't grade on volume, but I do grade on thoroughness. Examining a case from the plaintiff's perspective and then from the defendant's perspective can demonstrate your understanding of the issues and how the law applies based on assumptions from each side. I am not seeking and do not want a recount of the case presented. I am looking for you to demonstrate your understanding of the legal concepts by applying them to the information provided. Assumptions must be made due to the limited information given, but you should state your assumptions in the analysis. Using outside cases is a great way to bolster your analysis and must be done for each case being analyzed. By researching similar cases and incorporating them into your analysis, you provide substantial support for your arguments. When including outside cases, you need to provide a brief overview of the case as well as the ruling and tie it back to the case you are analyzing. If you have a harassment case, you should locate a couple of similar cases and report information from them. You would then state that based on those cases, you can conclude that this case would most likely result in a similar ruling and tell what that might be. You must use the actual cases and not articles written about cases. Westlaw in the University's online library databases is a great source for federal cases. For management tips, I'm look for you to provide a narrative of how you would deal with the issue presented and prevent similar issues in the future. You can use outside sources for advice on dealing with similar issues. Citing published sources gives credibility to your recommendations and is a requirement. This is not about your opinion but is about applying facts learned through your research. Postings to discussion board questions and lesson cases should use the following format and thoroughness: Analysis - present the legal arguments related to the question. This should be very thorough. Make sure to include the analysis elements listed below as well as citations for the legal concepts used. Management tips - provide management with advice on how to correct the current situation and/or how to prevent such a situation in the future. Well developed recommendations with specificity should be provided. References - at least two per answer other than your book. Wikipedia and my class notes are not acceptable references. Please refer to the APA Manual for assistance. A link to APA information may be found under Learning Resources. Please clearly label each section. Analysis Elements Is the organization private or public? If private employment, at will applies...unless there is an implied contact such as a policy, a company handbook, written agreement or verbal agreement (must provide witnesses/proof that it existed); if public then due process applies and the person has the right to appeal the decision What law or laws might apply (e.g., Civil Rights Act of 1866, ADA, FMLA, Torts, etc., -- in some cases more than one law will apply) Is there a minimum number of employees required by the law(s)? For Civil Rights Act it is least 15 employees for private employers Does a statute of limitations apply for this law or laws? For the Civil Rights act it is 180 days What type of discrimination is taking place? Intentional/Disparate treatment, mixed motive, or adverse impact-What is the evidence to support it? If evidence for more than one, which would be best to file under? Explain in detail using the burdens of proof analysis. What questions or information do you need to know to decide the case one way or another? Legal Concepts to Consider DISPARATE TREATMENT Prima facie case Legitimate reason/Bona Fide Occupational Qualification (BFOQ) for action/same actor defense/slap in the face qualifications defense; Pretext/bias comments/unequal treatment(Similarly situated; by same decision makerif not may not count); lying; pretext plus; significantly better qualifications; timing of adverse action DISPARATE IMPACT Adverse impact calculated by job; isolate practice Firm shows business necessity, job relatedness or manifest relationship A less discriminatory alternative does exist Mixed Motive Discriminatory motives played role in the decision however minor Employer must show would have made the same decision anyway absence the discriminatory element Charging party must them refute the evidence and show pretext; this may be shown by circumstantial evidence
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Explanation & Answer

Find attached work, thank you. Please let me know if everything is ok. I will be happy to help with more assignments in the future.

Running head: DISCRIMINATION

1

Discrimination
Student’s Name
University Affiliation
Date

DISCRIMINATION

2

Employee discrimination cases are often subjects of great controversy from both the
employer and employee perspective. As a direct result, most employment discrimination cases
from the public and private companies end up in a court of law where they are contested under
multiple laws including civil rights laws, laws of tort, FMLA and ADA. It is essential to note that
such cases are dependent on the setting of the organization whether public or private and whether
there was a verbal agreement between the stakeholders that might alter the direction of justice.
Additionally, these cases could depend on precedents to shed light on the most probable
outcome. The paper is a precise analysis of Franklin versus China Light restaurant, shedding
light on the laws in effect while using precedents to determine the most probable judgment on
the case. Owing to this, it provides management tips advising China Light Restaurant on how to
deal with discrimination and thus prevent future incidents.
The defendant, China light restaurant, is a private organization and therefore the case will
be decided while giving reference to company policies then incorporating the necessary universal
laws and precedents to influence the judgment. From the onset, it is apparent that there is a stated
work policy that for the company that dictates that an employee reporting to work late more than
once in sixty days will be dismissed. From the defendant's perspective Franklin the plaintiff
violated workplace policy by reporting late twice in 55 days span. If an employee does not
qualify as disabled under the Americans Disability Act (ADA) and exhausts their Family and
Medical leave of the year (FMLA), and they still call in sick, you may need to discipline them
and even terminate them, unless your state laws provide additional restrictions (HG.org, 2016).
Notably, the FMLA act covers employees that have worked at least 1,250 hours in the past for
the company and this way they could acquire leave (HG.org, 2016). In this case, it is reasonable
to assume that Franklin has worked for the Chinese restaurant for more than 1,250 hours and is

DISCRIMINATION

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subject to FMLA (HG.org, 2016). In spite of that, the company provides a clear policy that
lateness is not tolerated. Such a policy overwrites any references to FMLA by the plaintiff.
Likewise, it is also reasonable to assume that Franklin is not disabled and therefore the ADA act
does not apply in this case. According to the company policy, the employer under the law is right
to dismiss Franklin.
On the other hand, Franklin the plaintiff views the situation from a discriminate
perspective where his fellow employees of Asian origin do not get dismissed according to the
company policy even though they occasionally report late. According to the equality act of 2010,
a person (A) discriminates against another (B) if A applies to B a provision, criterion or practice
which is discriminatory in relation to a relevant protected characteristic of B's (Term, 2017). The
act applies when the comparison is to a person with whom B does not share characteristics
(Term, 2017). Additionally, section 39(2) emphasizes that an employer (A) must not
discriminate agai...


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