Type of employment relationship in the coffee shop Employee relationship acts as a vital part of organizational management that determines interactions between the employer and employees at the workplace. According to Tal, Moran, Rooth, and Bendick (2009), emergent businesses are normally at risk of collapsing, especially when employee relationship becomes a problem in an organization. The most appropriate employee relations strategy that the new coffee shop, Gourmet Coffee Shop, would use to maintain corporate wellbeing is the rule and policy interpretation approach (Tal et al., 2009). Just as the rules make citizens responsible for their actions from the public perspective, having policies and rules in a workplace makes employees more responsible in ensuring that they fight for personal and organizational success. From the suggested organizational structure, the coffee shop seems to promote bureaucratic standards. Although it may sound authoritative to apply the rule and the poly interpretation strategy, rule and policy approach makes all employees in the organization understand specific policies that promote responsible actions among employees (Tal et al., 2009). Delineating power management among the store managers and the manner in which they should handle the coffee servers would require the formulation of certain rules and policies that guide the management of stores and workers at the coffee shop. Explaining policies to new employees, reinforcing them with the prevailing workforce, and amending the rules when necessary, make organizations remain focused. Ways of avoiding claims of disparate treatment Claims of disparate treatment among employees occur when some staff members feel mistreated or discriminated against in an organization. Disparate workplace treatment may include underpayment, sexual harassment, false allegations, low compensation packages, unjustified layoffs, and exposure to workplace risks (Tal et al., 2009). Based on the rule and policy interpretation strategy of maintaining employee relations, setting policies of fair employee treatment in the workplace would deem appropriate in this organization. According to Tal et al. (2009), workplace discrimination is an unlawful and unethical practice. Thus, making the top management and all members involved with the coffee shop understand the most common forms of workplace discrimination or disparate treatments is the first approach that helps to reduce cases of workplace discrimination. Since the employee relations base on the perceptions of rule and policy interpretation approach, imposing policies that reinforce fair treatment among workers, regardless of their job rank, race, creed, religion, or social status differences, will be sensible. For instance, the policies should cover the punitive actions that the coffee shop should enforce to ensure the existence of fair payments in the workplace and equality in exposure to opportunities, protection against aggression, provision of resources, support from the management, and access to available opportunities. Policies highlighting actions against gender discrimination, mistreatment of workers with a disability, marginalization of the minority groups, and discrimination of ailing wor