Pizza Hut Case :: essays research papers

pizza pie Hut CaseQuestion 6 Pizza Hut case Is either franchisor or franchisee liable for sexual badgering? If so, what type of sexual harassment occurred? Please fully explain your answer.In this case, the franchisee is liable for the hostile work environment sexual harassment type. However, the franchisor should non be held liable unless it can be proven that it has central fancy over the day-to-day employment endings of the subsidiary. I will assume that the franchisee is individually owned and the franchisor has no control over its labor relations and no control over it financial. In cases such as this, a critical component in determining liability is which entity made the employment decision of the person making the claim. Factors that are considered in determining the existence of an contraband hostile work environment include the leads frequency, the conducts severity, any physical threat or humiliation (as contradictory to merely offensive remarks), and the conducts unreasonable interference with the employees work performance. Situations that can be considered as hostile work environment sexual harassment is where the employees work environment is made intimidating, hostile, or offensive due to unwelcome sexual conduct and that conduct unreasonably interferes with the employees work performance.This case states that the await was harassed by the twain male customers prior to the November 6th event and informed her manager that she did non like waiting on them, but did non explain why. Although she did not volunteer her reason why she did not want to wait on the customers, a responsible manager would have questioned the waitress to find forbidden her reason. A responsible manager would also have assigned individual else to wait on the customers and/or supplicate that the customers leave the premises. The physical character of the conduct in this case, although limited to one incident, was severe enough to throw an illegal hostile work environment. The Equal Employment Opportunity military mission (EEOC) issued regulations that state employers are responsible for the harassing conduct of non-employees and have a indebtedness to prevent and take action when they know or should have know about the harassment. In this case, the waitress informed her manager that one of the customers had pulled her sensory hair and requested that the manager find someone else to serve them. The manager denied her request and instructed her wait on them and stated You were hired to be a waitress.