A new year is the perfect time to develop again restaurant and bar Guidelines and take a closer look at existing ones. Do your existing standard work instructions achieve maximum efficiency? A recent change in the law has made sexual harassment training mandatory, but you don’t know where to start? Look no further! We have compiled a list of items to include in your 2020 sexual harassment policy, including government funding and enrollment requirements for online sexual harassment training. But first, let’s look at what is legally seen as sexual harassment at work.
What is sexual harassment?
As defined by the Equal Employment Opportunity
Commission guidelines (EEOC), Sexual harassment
- Sexually undesirable
- Inquiries for sexual
- Verbally or physically
- Sexual behavior made
either explicitly or implicitly a term or condition of a person
- Situations where
Subjection or rejection of sexual behavior by a person is used as that
Basis for employment decisions
- Sexual behavior that
unduly affects an individual’s work performance
- Sexual behavior that
creates an intimidating, hostile or offensive work environment
State legislation continues to revise the laws against sexual harassment.
Therefore, it is important for business owners (and especially for restaurants and bars)
Owners) to keep up with the laws of their state.
For example, starting January 1, 2020, all companies in Illinois must offer all employees annual training to prevent sexual harassment. Employers in restaurants and bars must provide employees with a written policy on sexual harassment within the first week after employment. Find out more about compliance and enforcement in Illinois from sexual harassment Illinois Restaurant Association,
8 points to include in a sexual harassment policy
1. Definition of sexual harassment in the workplace. Your policy must include a clear definition of what constitutes sexual harassment.
2. Scope. Specify who should comply with the Sexual Harassment Policy. What if an incident occurs outside of the restaurant / bar? What if the incident is outside of working hours? Be as detailed as possible.
3. Examples of sexual harassment at work.
Discuss different scenarios and give different examples of what sexual harassment is or is not. Employees who have not completed training may have a different idea of what is considered sexual harassment.
4. How do I file a complaint?
Regardless of whether an employee is a victim of sexual harassment or witnesses to an incident, it is important that the employer take steps Filing a complaint about sexual harassment, Depending on the size of your restaurant (and the potential for multiple locations), it may make more sense to provide a number of complaint mechanisms. Also note the importance of reporting such incidents at the workplace. Establish a clear path for reporting the incident. Also confirm that each employee is required to report.
5. Internal complaints procedure.
This section should explain step by step how management and / or human resources deal with the sexual harassment complaint.
Discuss all stages of the process:
Every situation is
This section should not be too detailed, but the steps of
Addressing, documentation and completion of the process.
6. Workers’ rights. Read your country’s labor rights and discuss them in this section. This is also a great place to list state / city resources available to the people involved.
Persons who have been subjected to or have witnessed sexual harassment must know that they are protected from later vindictive acts.
8. Disciplinary measures.
Explain the disciplinary process for you
Restaurant / bar. For example, a first offender who has made inappropriate
Jokes get an oral warning? If second offenders are downgraded, transferred,
or fired? Explain the process and the possible results.
Most importantly, it is in your best interest to consult a lawyer in your state to review and discuss your sexual harassment policies in detail before contacting any employee.
Online sexual harassment training
Approved online sexual harassment training for restaurants is available through ServSafe. Let employees train with you Prevention of sexual harassment by ServSafe for the restaurant industry Harassment-free job creation program.
Discounts on sexual harassment training for society policyholders
Company policyholders are entitled to a discount on ServSafe programs. To get a discounted price, visit Society’s “Programs and Discounts” page and follow the instructions to order materials. The discounts are applied at checkout.
Liability insurance for employment practices (EPLI) with social insurance
If you are a small business owner, it is important to note that over 40% of labor disputes concern companies with 100 or fewer employees. Consider adding an extra layer of protection to your restaurant and bar by adding EPLI coverage,
You may strive to be fair and non-discriminatory in your employment practices, but even a simple misunderstanding can expose you to an employee-related allegation or accusation such as sexual harassment, discrimination, abuse, or unlawful termination. The company’s EPLI reporting provides a strong defense against such claims should they occur.
Additional resources for sexual harassment by state
If you need to review your reporting, Contact your local insurance agent. You would like to do a policy review to make sure your restaurant
or cash has the insurance coverage you need Protect your livelihood,
This article is not intended to provide legal advice or to provide any kind of
by legal counsel. For a legal opinion, please contact a legal advisor from a
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