Discuss the following post with actual statement, if you are agree or disagree and why.

1) Chapter 8: Scenario 2 - Page 400

In this scenario, the male applicant has a legitimate claim for gender discrimination against the restaurant. The situation is similar to Hooters, where attractive women are hired as servers. This situation does not meet the requirements for a bona fide occupational qualification (BFOQ) defense for gender, as the purpose of the business is serving chicken wings rather than providing specific gender-based services Hooters cannot argue that being female is essential to their business. The Palm Steakhouse has settled for $500,000 due to their failure to hire women as waitstaff in their 29 restaurants. These situations are similar since both cases involved gender-based hiring preferences. The restaurant's primary business purpose is serving food, and gender is not essential for serving chicken wings or any food. If Hooters were to claim that their primary purpose was to provide female servers for entertainment, then being female could be argued as a BFOQ for their business model. Still, it is not, and therefore this restaurant is discriminating. There is a valid basis for gender discrimination, as being male should not prevent someone from being considered for a server position.

2) Chapter 12: Scenario 2 - Page 623

Beth would be fine with this candidate if we take age out of the equation. Suppose the candidate meets all the job requirements, including the physical ones, and is the best fit, they would get the job. In that case, they should be hired without any discrimination or doubts about their cognitive and physical abilities, especially if there's no evidence to support those doubts. It's important to be fair in the hiring process and consider candidates based on their qualifications and abilities rather than making assumptions based on age. Age shouldn't decide if the candidate can do the job well and safely. Discriminating based on age or making unfounded assumptions about someone's abilities isn't right. Laws such as the Age Discrimination in Employment Act (ADEA) make it unlawful to fail or refuse to hire, discharge, or otherwise discriminate against an individual in employment decisions based on their age). It also protects employees from discrimination in terms of compensation, conditions, and privileges of employment due to their age (. Also, Beth discusses the candidate leaving the job. I assume she is referring to retiring, but people are not required to retire at 65, and often can't afford to retire . If she wasn't discussing retirement, an employee has the free will to leave a job as long as it complies with applicable contracts or regulations.