NONDISCRIMINATION and NONHARASSMENT

We have a zero-tolerance policy for discrimination, harassment or violence. Guests, staff members, and applicants will not be discriminated against or harassed because of race, national origin, religion, disability, sex, age, family, or on any other basis prohibited by law.

Further, we will not tolerate harassment of or violence toward any staff member or guest.

As an example of harassment that will not be tolerated, sexual harassment includes any sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature when:

1. Submission to the requests or advances is explicitly or implicitly a term or condition of an individual's employment.  For example, a supervisor requires a staff member to give sexual favors in order to keep their job.
2. Submission to or rejection of the requests or advances is used as the basis for employment decisions affecting the harassed individual.  For example, a staff member’s refusal to go out with a supervisor results in a loss of promotion for that staff member.

Such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile or offensive working and vacationing environment.  This kind of harassment can occur at all levels.

Harassment may include, but is not limited to, off-color language, offensive jokes, propositions or threats, remarks about anatomy, inappropriate touching, or derogatory comments about gender, race, religion, disability, national origin, and other protected categories.  Harassment may also be nonverbal or physical, and can include distribution of written or graphic offensive materials, magazines, or posters, displays of nude or offensive pictures, or touching, invading personal privacy, and threats.

Consistent with this policy, threats or acts of physical violence, including intimidation, harassment, and/or coercion involving staff will not be tolerated.

Prohibited violence includes, but is not limited to:

1. Hitting or shoving an individual.
2. Threatening to harm an individual or his/her family, friends, associates, or their property.
3. Making harassing or threatening phone calls, or sending harassing or threatening letters or other forms of written, verbal or electronic communications.
4. Intimidating or attempting to coerce a staff member or guest to do wrongful acts, as defined by applicable law, administrative rule, policy, or work rule that would affect the business interests.
5. Unauthorized possession or inappropriate use of firearms, weapons, or any other dangerous devices.

Staff and guests should promptly report to management any instances of discrimination, including sexual or other forms of harassment.  If a staff member's complaint involves a supervisor or a manager, the staff member may report the incident or situation to any member of management.  We recognize that complaints such as these may be difficult to make.  However, we urge all staff to report discrimination and harassment, even if the employee is not the target.  We will promptly investigate the complaints and take appropriate action.

We will not tolerate retaliation of any kind against staff based upon their reports of employment discrimination or harassment.  If staff or supervisors engage in harassment or discrimination, they will be subject to immediate discipline, including possible termination.  If the offending person is a customer, supplier, or other non-employee, they may be subject to actions up to and including being barred from the premises.

Staff should keep in mind that these allegations of harassment and discrimination are potentially very serious to the person charged; and while such allegations should be made whenever warranted, they should be made with accuracy and veracity.