Being the world’s largest chain of hamburger fast food restaurants, serving approximately 68 million customers daily in 119 countries across the globe, McDonalds would instinctively maintain its standards and reputation l to the highest point possible. However, there are instances where the company fails to effectively oversee its franchisees.
According to recent news reports, the McDonald’s franchisee headquartered in Merced, California, the Alia Corporation, which has over 20 restaurants in Central California has agreed to pay the monetary relief in the amount of $100,000.00 to settle a disability discrimination lawsuit.
The said lawsuit was filed in 2011 by the Equal Employment Opportunity Commission (EEOC) on behalf of a former floor supervisor, Derrick Morgan, who was said to be demoted until he was forced to resign by the company due to his alleged intellectual disability.
The EEOC claimed that Alia violated the Americans with Disabilities Act (ADA). According to the lawsuit, Morgan had been employed by the franchisee in 2006 and was promoted as a floor supervisor in 2008. He was distinguished for being a good employee and was able to perform his entire assigned task in a satisfactory manner. In 2009, after Alia Corporation took over control of the franchise, Morgan was subsequently demoted to a maintenance position, where he chiefly performed janitorial and back-of-the-house stock duties. Furthermore, his hourly wages were reduced as well as her work hours. Thus, he was forced to resign to seek better employment.
The lawsuit sought for back wages, compensatory claims and punitive damages as well as injunctive relief for the purpose of preventing further discriminatory actions.
Consequently, the corporation agreed to pay Morgan $100,000.00. In addition, Alia is also required to accomplish all the terms set in the settlement agreement.
Meanwhile, a Los Angeles discrimination attorney agrees with the EEOC that employers must lest go of their stereotypes and fears about employing workers with disabilities. Illegally stripping a well-qualified worker due to misperceptions about his disability can bring an employer with nothing but just troubles and inconsiderable cost. Thus, be fair enough to avoid such legal woes, the lawyer added.