Analyze a Specific Case to Understand Equal Employment Opportunity Laws
and Their Impact on Human Resources
Employment and Labor Law
Presented in partial fulfillment of the requirements for a
Bachelor of Business Administration Degree
This essay highlights a Supreme Court case concerning discrimination in the workplace. Besides conveying important facts about the case, including its origins and prior rulings, analysis will take place on the Court’s decision and its effect on employers and human resource personnel.
The plaintiff in this case was the Equal Employment Opportunity Commission (EEOC) filing in regard of Eric Baker, a ...view middle of the document...
This is the situation we see in the case of Eric Baker.
On June 23, 1994, Eric Baker sought employment at a restaurant operated by Waffle House, Inc. in Columbia, South Carolina. There he signed an application agreeing to a provision that requires applicants to submit to binding arbitration regarding any claims or dispute concerning their employment (EQUAL EMPLOYMENT OPPORTUNITY COMMISSION v. WAFFLE HOUSE, INC, 2015).
However, Mr. Baker did not gain employment there, but rather went to another Waffle House site in West Columbia referred to him by the manager of the Columbia location. After an interview he was hired as a grill operator; there was no new application filed or arbitration agreement signed (EQUAL EMPLOYMENT OPPORTUNITY COMMISSION v. WAFFLE HOUSE, INC, 2015).
A couple weeks after beginning his employment Baker suffered a seizure at his home due to a change in medication meant to control the disorder that stemmed from a previous auto accident (EQUAL EMPLOYMENT OPPORTUNITY COMMISSION v. WAFFLE HOUSE, INC, 2015).The following day shortly after beginning his shift at Waffle House, Baker suffered a second seizure at work. Then on September 5th, 1994 Waffle House discharged Baker stating in a separation notice the “for [Baker's] benefit and safety and Waffle House it would be best he not work any more” (EQUAL EMPLOYMENT OPPORTUNITY COMMISSION v. WAFFLE HOUSE, INC, 2015).
Baker then filed a charge against Waffle House with the EEOC, imploring that by discharging him they had violated the Americans with Disabilities Act (ADA) of 1990. This resulted in the EEOC filing action against Waffle House in their name on September 9, 1996
(EQUAL EMPLOYMENT OPPORTUNITY COMMISSION v. WAFFLE HOUSE, INC, 2015). Actions were filed pursuant to the ADA and the Civil Rights Act of 1991. The EEOC alleged Waffle House engaged in unlawful employment practices against Eric Baker and sought ramifications against them including corrective action of their present unlawful practices and the provision of appropriate relief to Mr. Baker including reinstatement of his position, lost wages, and punitive damages (EQUAL EMPLOYMENT OPPORTUNITY COMMISSION v. WAFFLE HOUSE, INC, 2015).
In response to the complaint, Waffle House filed its own petition claiming protection under the Federal Arbitration Act (FAA) of 1925 arguing that litigation should be stayed and the matter be handled by Waffle House’s policy of arbitration (EQUAL EMPLOYMENT OPPORTUNITY COMMISSION v. WAFFLE HOUSE, INC, 2015). At further issue was Waffle House’s claim that the EEOC was acting as an agent of Baker and did not have the authority to file such a...