Upper Management-qsr Dept Shell 1 - Dickinson, United States - Popeye's Louisiana Kitchen

Popeye's Louisiana Kitchen

Verified Company

Dickinson, United States

3 weeks ago

Posted by:

Mark Lane

beBee recruiter

Description

Upper Management-QSR Dept Shell 1

Anti-Harassment & Discrimination
Z and H Foods, Inc. is committed to providing a workplace that is free from harassment and discrimination. For this reason, Z and H Foods, Inc.

prohibits harassment specifically covered by Title VII of the Civil Rights Act and discrimination based on age, race, color, religion, gender, sexual orientation, disability, national origin, gender and /or Gender identity, veteran status or any other basis protected by law.

This policy applies to all employees, guests and business partners such as suppliers, distributors and vendors. It is the responsibility of all employees to create and maintain an atmosphere free from harassment and discrimination.

DEFINITION OF HARASSMENT

This harassment policy Harassment is unwelcome verbal or physical conduct, and includes unsolicited remarks, gestures, touching, display or circulation of written materials or pictures derogatory to an individual or group of individuals based on age, race, color, religion, gender, sexual orientation, disability, national origin, veteran status or any other basis protected by law.

Harassment includes any physical, verbal or visual conduct that creates an intimidating, offensive or hostile environment

Conduct constitutes harassment when:
Submission to the conduct is made either an implicit or explicit condition of employment

Submission to or rejection of the conduct is used as a basis for an employment decision

The harassment interferes with an employees work performance or creates a hostile, intimidating or offensive work environment.

The following are some examples of prohibited harassment.

This is provided as a sample only and is not an exhaustive list:

Verbal abuse, jokes, kidding, or other language related to a persons personal characteristics

Gossiping about others or spreading rumors

Unwanted sexual advances, invitations or comments

Unwanted physical contact such as assault, unwanted touching, blocking normal movement or interfering with physical movements

Visual conduct such as derogatory, racially or sexually oriented cartoons, clothing, drawings, posters, photographs or gestures

Threats or demands to submit to sexual requests as a condition of continued employment or receipt of products/services/benefits or to avoid some loss or penalty

Retaliation for having reported or threatened to report harassment or discrimination

The type of behavior described above is unacceptable not only in the workplace, but also in other work-related settings such as business trips or Company sponsored social events.

In addition, such behavior is also prohibited when directed toward non-employees, such as job applicants, delivery personnel, service personnel, visitors and, of course, customers to the restaurants.

INDIVIDUALS COVERED BY THIS POLICY
This policy covers all officers, directors, and employees of Z and H Foods, Inc.

Sexual harassment, whether engaged in by co-workers, supervisors, officers or by non-employees with whom the employees come into contact in the course of employment (i.e., the Company's service providers or contractors), is contrary to this policy and will not be tolerated.

The Company encourages the reporting of all incidents of sexual harassment, regardless of who the offender may be and will not tolerate any retaliation against individuals who decline sexual advances or bring complaints about harassment or who participate in investigations regarding harassment.

REPORTING A COMPLAINT

Restaurant hourly Team Members are to notify the General Manager, Assistant General Managers, Assistant Manager, the District Supervisor or the Regional Human Resource Manager.

Restaurant General Managers and Assistant Managers are to notify the District Supervisor, the Region Human Resource Manager or the Regional Director or Vice President.

Corporate staff employees are to notify their immediate supervisor or the Human Resources Department.

Employees are urged to report harassment
_before_ it becomes severe or pervasive.

Isolated incidents of harassment may not be violations of law, especially if the offended person fails to communicate that they are unwelcome.

However, because a pattern of such incidents may be unlawful, it is important to report such conduct before it becomes a serious problem.

The Company encourages prompt reporting of complaints so that swift and appropriate action may be taken.

However, due to the sensitive nature of sexual harassment, the Company does not impose a time limit for reporting sexual harassment.

Employees should recognize, however, that the more time that passes after an incident, the more difficult it becomes for the Company to perform a complete, accurate and thorough investigation and take effective action.

All employees have the right at any time to report sexual harassment to the Equal Employment Opportunity Commission or its state and local counterparts.

PROTECTION AGAINST RETALIATION
**HARASSMEN