Employment and Labor Law GP4

EEOC v. Starbucks Corp. (settlement agreement entered 2007)

A barista with mental impairments (including bipolar and attention deficit disorders) performed well when she was accommodated with extra training and support, but a new manager stopped accommodating her. When her performance suffered, he cut her hours, berated her in front of customers, placed her on a performance improvement plan, and discharged her.

The case settled for $75,000 in monetary relief to the barista and an additional $10,000 to the Disability Rights Legal Center. The employer was also required to purge the barista’s employment file of all reviews and notes written by the new manager and to post its EEO policy and a notice of the settlement at all area stores.

Attorneys: Lisa Ann Cox (Seattle), Kathryn Blaire Olson (Seattle), John Freeman Stanley (Seattle), William R. Tamayo (San Francisco)

1. In actual practice, how well does the Act achieve the goal of protecting workers with disabilities?

2.  Explain the difference in protection for someone with a correctable disability and a non-correctable disability?

3.  How did the ADA affect the right of an individual with a correctable disability to sue an employer for discrimination?

****Please research the topic and answer the questions above. Provide the paper in a APA format, 1-2 pages in lenght, 100% plagarism free, and 3 references with citations.****