Hooters Evaluation Dylan Gilless Advanced Composition September 11‚ 2013 DeVry University Hooters Evaluation I bet if you ask any guy in this country if they like Hooters‚ they would give that look saying did you seriously just ask that question. Hooters is a sports bar mostly for guys‚ and is famous for its wings and waitress attire. This restaurant is a perfect place to have some wings and a few beers‚ watch the game‚ and have a great scenery while you’re there. I like to go there once
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A common BFOQ or bona fide occupational qualification that can be argued as a reason for discrimination by an employer of a protected class is on the basis of religion. There are many religious schools across the U.S. that hire employees that need to follow their religion and abide by moral codes. The employees usually sign a contract that binds them to these moral codes and therefore they know that they can be fired if they fail to follow these rules. The case I chose is about a woman named Christa
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to put into consideration when making employee hiring and retention decision (Dreher & Dougherty‚ 2007). BFOQ is an important element in human resources management and therefore this concept is very relevant to this course. BFQF gives employers an opportunity to define employment qualifications that are suitable and necessary in order to meet the goals and objectives of the organization. BFOQ also enable employee to identify qualifications that will suit the organization’s essential activities and
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This brief discussion will touch briefly on the topic of bona fide occupational qualifications (BFOQ) and whether or not it should be allowed in a military environment. I’ll begin this short essay by explaining what BFOQ is and how it could relate to certain circumstances. I’ll then wrap everything up with an explanation of my support for or opposition against using BFOQ in a military scenario. Bona Fide Occupational Qualifications As Americans our civil rights are guaranteed by the law contained
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CHAPTER 3 The Legal Environment: Equal Employment Opportunity and Safety Chapter Summary The legal environment is one of the critical environmental factors that affects the management of people. This chapter first describes the U.S. legal system‚ including the legislative bodies‚ regulatory agencies‚ and judicial bodies whose decisions affect the legality of HRM practices. Major laws and executive orders‚ particularly those pertaining to elements of discrimination‚ are then reviewed. Four theories
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argued that allowing only females to be flight attendants was a BFOQ. The airline claimed that maintenance of its female-only hiring policy is crucial to be financially successful. Bona fide occupational qualification (BFOQ) is legalized discrimination‚ and available only on rare occasions‚ when the employer is able to prove that the ground for choosing one group over another goes to the essence of what employer is in business to do. BFOQ test include two steps: (1) does the job require that the employee
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204 falls within the ambit of the [bona-fide-occupational-qualification] bfoq exception.”iii I agree with Parts I and II of the Court’s opinion however‚ I disagree with the Court’s opinion made in Part III because of the Court’s application of the bfoq exception in this case. It is clear to the Court that Regulation 204 “explicitly discriminates against women”iv based on their sex. The appellant’s affirmative defense of bfoq relies on the understanding that Regulation 204 falls within the “narrowest
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county‚ finding that the policy of assignment was based on a bona fide occupational qualification (BFOQ) and so it was not illegal gender discrimination. The female officers appealed. What would be evidence that the county had a valid BFOQ? In order to answer these question‚ we will need to discuss and define gender discrimination and discuss the elements of Bona Fide Occupational Qualifications (BFOQ). Gender discrimination is when an employer discriminates against a person based upon whether they
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Inc. The case gathered a lot of attention of the legal world and extensive press coverage at the time. A 26-year-old Jodee Berry was working as a waitress in Hooters restaurant in Panama City‚ Florida. In April 2001‚ all the waitresses were informed by their manager‚ Jared Blair‚ that a month-long contest would be held with several Hooters restaurants taking part. The waitress selling the most beer to customers at each restaurant would have their name entered in a drawing‚ the prize to be a new Toyota
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the district court’s decision. The plaintiffs then appealed to the U.S. Supreme Court. ISSUE Does a policy of excluding women with childbearing capabilities fall within the so-called safety exception of the bona fide occupational qualification (BFOQ)‚ which states that an employer may discriminate on the basis of "religion‚ sex‚ or national origin in those certain instances where religion‚ sex‚ or national origin is a bona fide occupational qualification reasonably necessary to the normal operation
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