LOUNGE all new asksnapzu ideasforsnapzu newtribes interesting pics videos funny technology science technews gaming health history worldnews business web research entertainment food living internet socialmedia mobile space sports photography nature animals movies culture travel television finance music celebrities gadgets environment usa crime politics law money justice psychology security cars wtf art google books lifetips bigbrother women apple kids recipes whoa military privacy education facebook medicine computing wildlife design war drugs middleeast diet toplists economy fail violence humor africa microsoft parenting dogs canada neuroscience architecture religion advertising infographics sex journalism disaster software aviation relationships energy booze life japan ukraine newmovies nsa cannabis name Name of the tribe humanrights nasa cute weather gifs discoveries cops futurism football earth dataviz pets guns entrepreneurship fitness android extremeweather fashion insects india northamerica
+1 1 0
Published 4 years ago with 0 Comments

Popeyes Chicken Settles After Refusing to Hire HIV-Positive Man

  • In Shreveport, Louisiana a Popeyes Chicken franchisee has agreed to a $25,000 settlement. The lawsuit alleged that the company refused to hire an HIV-positive man.
    In 2011 the U.S. Equal Employment Opportunity Commission (EEOC) sued the franchisee on behalf of Noah Crawford after he had applied for a job at Popeyes in Longview, Texas. Crawford had written “medical” as the reason for leaving his last job and when he was asked what the medical reason was he replied “HIV.” Despite his years of experience in fast-food he was told he could not work for Popeyes in his condition.
    The EEOC said that not only are employers prohibited form asking possible employees about any disabilities, but this also violated the Americans with Disabilities Act (ADA) which forbids discrimination against qualified employees who have disabilities. EEOC trial attorney Joel Clark said in a prepared statement, “The ADA is intended to deter employers from jumping to conclusions about an applicant’s ability to perform a job. In-house education on the ADA can be effective toward eliminating assumptions and fostering a more inclusive work force.” According to court papers the company argued its actions were based on “legitimate, nondiscriminatory business purposes unrelated to any purported conduct or protected status” and that its actions were “not intentional, malicious, willful or reckless nor was Crawford a qualified individual with a disability the way the ADA defines.
    HIV discrimination cases are only a small part of the EEOC’s list and they usually only produce small settlements. The point of these litigations is to send a message to employers about discrimination.


Join the Discussion

  • Auto Tier
  • All
  • 1
  • 2
  • 3
Post Comment

Here are some other snaps you may like...