Policy Manual 9.2013 - Tijuana Flats

Recommendations

Info

SEXUAL HARASSMENT IN THE WORKPLACESexual Harassment:What does sexual harassment mean to you?If you don’t consider it a serious, present-day dilemma, which can result in legal repercussions and thedeterioration of your work force, reconsider your definition. As a manager or supervisor who works in acasual and sometimes informal atmosphere, you may run an increased risk of having sexual harassmentcomplaints filed against you.Sexual harassment is not a subject to be taken lightly. The practice of sexual harassment is, in fact,violating Title VII of the 1964 Civil Rights Act. The Equal Employment Opportunity Commission (EEOC) ischarged with enforcing the act, which prohibits employment discrimination on the basis of race, color,creed, sex, national origin, or age.The Human Resource Department of Tijuana Flats has put together this booklet of information to assistyou and to outline your responsibilities and obligations as a manager in addressing this serious issue.Defining the Problem:Ask ten different people for their definition of sexual harassment and you’ll probably get ten differentresponses. The EEOC believes sexual harassment consists of unwelcome sexual advances; requests forsexual favors or other verbal or physical conduct where;1. Submission to such conduct is made, either explicitly or implicitly, a term or condition of anindividual’s employment,2. Employment decisions are based on an individual’s acceptance or rejection of such conduct, or;3. The conduct interferes with an individual’s work performance or creates an intimidating, hostileor offensive working environment. These guidelines apply to the harassment of men or women,or to situations involving members of the same sex.Whether it’s one employee harassing another, or a non-employee harassing employees in the workplace,the commission says, “an employer is responsible for the acts of its agents, regardless of whether theacts are forbidden by the employer and whether the employer knew, or should have known, of theiroccurrence, unless the employer takes immediate and appropriate actions.”As could be expected when defining a sensitive topic, the EEOC’s definition has received some criticism.Some people feel that virtually any word could be interpreted as intimidating or hostile, depending onindividual temperament. And still, others feel the guidelines don’t cover enough.Whether you think the guidelines are too strict or not, there are strong reasons for complying with theEEOC’s guidelines. Besides being vulnerable to a lawsuit, the employer also loses the trust of theemployees, which sets the stage for a chain reaction to other serious consequences.Sexual harassment is damaging to the workplace. When harassing behaviors are present in the workenvironment, a breakdown in communications may occur and this will in turn affect morale, turnover andabsenteeism. It affects the individual harassed and the person(s) accused, who may be innocent. It cango even further. Claims of harassment can generate costly lawsuits, unfavorable publicity and theinvasion of privacy.Policy Manual-Confidential9/5/2013Return to Top 10
Sexual harassment inevitably impacts the bottom line of a company. It may affect our image in thecommunity, profitability, and wages. But most importantly, it affects our people. Permitted to gounchecked, harassment can eventually affect the entire life of an organization.What Constitutes Harassment?Defining what type of action, gesture or vocabulary constitutes harassment is a difficult task. What oneperson perceives to be harassment, another person may perceive as a compliment. As a result of thediversity of our work force and the differences in our upbringing, values and backgrounds, employers andemployees alike may have difficulty recognizing their behavior as sexual harassment.However, the law does not accept ignorance as an excuse or an apology when being charged with sexualharassment. As managers, we must set the tone in our communication; establish an attitude and anenvironment that is free of harassment. In order to accomplish this objective you must first examineyour behavior and the actions of your employees. The first step toward preventing and or eliminatingharassment is AWARENESS.What are the characteristics of harassment? How will I know it when I see it? Are there basic guidelinesI can use to gauge the difference between acceptable and unacceptable behavior?Sexual harassment may take the form of a risqué joke or a more aggressive form, such as repeatedinappropriate touching. Whether intentional or not, all sexual harassment is aggression against anotherperson that is unwanted.Examples of harassment include but are not limited to the following:Off-color remarks, jokes, or languageUnwanted physical touching of any kind,Staring,Excessive flirting,Requests/demands for sexual favors,Suggestive photographs, pin-ups or cartoons,Standing too close,Threats, passes, or propositions that are repeated or unwantedTijuana Flats is committed to providing a safe, secure and positive working environment for all of itsemployees. ALL members of management are responsible for ensuring that no harassment occurs.Resolution Procedure:Sexual harassment is not a “closeted” problem. Employees are filing, and will continue to file, charges ofsexual harassment. In any resolution procedure, especially in a sexual harassment case, individualsinvolved have a right to freely express their grievances.The philosophy of Tijuana Flats supports this ideal. As managers, you have a special responsibility toensure that each employee’s concerns and grievances are confidentially addressed and that each receivesall rights and benefits of employment as outlined in our company policies.Policy Manual-Confidential9/5/2013Return to Top 11
Page 1 and 2: This Manual contains the Policyand
Page 3 and 4: EMPLOYMENT TERMINATION ............
Page 5 and 6: Welcome to Tijuana Flats Burrito Co
Page 7 and 8: GENERAL COMPANY POLICIESThe Company
Page 9: Complaint ProcedureWe have an estab
Page 13 and 14: EEO-1 REPORTINGTijuana Flats Burrit
Page 15 and 16: IMMIGRATION LAW COMPLIANCETijuana F
Page 17 and 18: RULES FOR CONDUCT, DISCIPLINE, ANDT
Page 19 and 20: EMPLOYEE CONDUCT AND WORK RULESTo e
Page 21 and 22: Employment of Relatives/DatingFRATE
Page 23 and 24: Remember that the Internet archives
Page 25 and 26: COMPANY OWNED/LEASED VEHICLES POLIC
Page 27 and 28: It is the employee’s responsibili
Page 29 and 30: Gasoline- Gas Card will be provided
Page 31 and 32: BUSINESS TRAVEL / EXPENSESTijuana F
Page 33 and 34: REIMBURSABLE EXPENSES SUGGESTEDGUID
Page 35 and 36: DRUG AND ALCOHOL USEIt is Tijuana F
Page 37 and 38: EMPLOYMENT CLASSIFICATIONIt is the
Page 39 and 40: ATTENDANCE AND PUNCTUALITYTo mainta
Page 41 and 42: PROGESSIVE DISCIPLINEThe purpose of
Page 43 and 44: NON-DISCLOSUREThe protection of con
Page 45 and 46: CONFLICTS OF INTERESTEmployees have
Page 47 and 48: USE OF EQUIPMENT AND VEHICLESEquipm
Page 49 and 50: SMOKINGThere is no smoking while on
Page 51 and 52: SUGGESTION POLICYAs employees of Ti
Page 53 and 54: PERFORMANCE EVALUATIONManagers and
Page 55 and 56: PAY ERRORS AND OVERSIGHTSIt is our
Page 57 and 58: EMPLOYEE BENEFITSEligible employees
Page 59 and 60: Covered Service member Care LeaveLe
Page 61 and 62:
Designation of LeaveWithin five (5)
Page 63 and 64:
PERSONAL LEAVEAn employee may be gr
Page 65 and 66:
DOMESTIC VIOLENCE & SEXUAL ASSAULT
Page 67 and 68:
Paid Time Off RequestsTo enable all
Page 69 and 70:
RELOCATION POLICY Eligibility: all
Page 71 and 72:
Policy Manual-Confidential9/5/2013R
Page 73 and 74:
WORKER’S COMPENSATION INSURANCETi
Page 75 and 76:
TIJUANA FLATS SAFETY TIPSStore Safe
Page 77 and 78:
Manager ChangesWhen you have a Mana
Page 79 and 80:
EMPLOYEE ACKNOWLEDGEMENT FORMThe Em
Page 81 and 82:
NON-DISCLOSURE AND NON-COMPETITIONA
Page 83 and 84:
TIJUANA FLATS POLICY IN SEXUAL HARA
Page 85 and 86:
TIJUANA FLATS EXPENSE REPORTPolicy
Page 87 and 88:
TIJUANA FLATS CELL PHONEDEDUCTION A
Page 89 and 90:
TIJUANA FLATS TEAM MEMBER ALCOHOL S
Page 91 and 92:
ANNUAL MANAGERPERFORMANCE REVIEWMan
Page 93 and 94:
FINANCIALSUnderstanding, Performanc
Page 95 and 96:
SCORE AND SUMMARYReview Summary:Tot
Page 97 and 98:
I will continue:1.2.3.4.5.Summary o
Page 99 and 100:
ABILITYDoes the employee consistent
Page 101 and 102:
TIJUANA FLATS EMPLOYEE INJURY SUPPL
show all

Policy Manual 9.2013 - Tijuana Flats

You also want an ePaper? Increase the reach of your titles

Delete template?

Save as template?