HOSPITALITY HUMAN
RESOURCES
MANAGEMENT AND
SUPERVISION
Copyright © 2013 by The National Restaurant Association Educational Foundation. Published by Pearson. All rights reserved.
Chapter 10
MANAGING A SAFE
AND HEALTHY
WORKPLACE
Copyright © 2013 by The National Restaurant Association Educational Foundation. Published by Pearson. All rights reserved.
Learning Objectives
1. Explain how to maintain a zero-tolerance
sexual harassment policy and
responsibilities regarding nonsexual types
of harassment
2. Review the procedures for ensuring the
rights of employees who are pregnant,
disabled or a younger worker
Copyright © 2013 by The National Restaurant Association Educational Foundation. Published by Pearson. All rights reserved.
Learning Objectives
3. Indicate how OSHA impacts foodservice
operations, explain procedures for
establishing and maintaining OSHAmandated programs, explain participation
in OSHA investigations
4. Identify the compliance posters that
operations are required to post
5. Describe the procedures for preventing
workplace violence
Copyright © 2013 by The National Restaurant Association Educational Foundation. Published by Pearson. All rights reserved.
Learning Objectives
6. Develop the procedures for developing
emergency management programs
7. Explain the basic procedures for balancing
food safety, employee rights, and the law
8. Provide an overview of employee assistance
and employee wellness programs
Copyright © 2013 by The National Restaurant Association Educational Foundation. Published by Pearson. All rights reserved.
The Need For a Safe and Healthy Workplace
• A legal and professional obligation
• Employees cannot be endangered or distracted
by issues managers have a responsibility to
control
• Potential for and fear of:
– Blood borne pathogens
– Workplace hazards
– Violence
• Issues of:
– Employees’ personal lives
– Health and wellness concerns
Copyright © 2013 by The National Restaurant Association Educational Foundation. Published by Pearson. All rights reserved.
Sexual Harassment
• Unwelcome conduct
• A form of sex discrimination
• Title VII of the Civil Rights Act requires
employers to protect employees
• Two Types
– Quid pro quo
– Hostile Environment
Copyright © 2013 by The National Restaurant Association Educational Foundation. Published by Pearson. All rights reserved.
Sexual Harassment
• Sexual Harassment Policies
– Acknowledge mutual respect
– Zero-tolerance
– All responsible for stopping harassment whenever it
occurs
– Should be reported immediately
• Preventing a Hostile Environment
– Follow and enforce policies
– Help employees understand what it is, how to avoid it,
how to deal with it
– Encourage open communication
– Set a good example
– Watch for signs
Copyright © 2013 by The National Restaurant Association Educational Foundation. Published by Pearson. All rights reserved.
Sexual Harassment
• Addressing Harassment Claims-Guidelines
–
–
–
–
–
Be investigated thoroughly
Collect any evidence: notes, text messages, or emails
Interview any witnesses
Include a third person when interviewing the accused
Action taken should be reasonably related to the severity
of the situation
– Appropriate disciplinary procedures; possible termination
– Focus on the behavior not the personalities of the people
involved
– Watch for signs
Copyright © 2013 by The National Restaurant Association Educational Foundation. Published by Pearson. All rights reserved.
Other Forms of Harassment
• Due to race, religion, pregnancy, age, disability,
(federal laws) and sexual orientation (state and
local laws)
• Conduct becomes unlawful when a condition of
employment or creates a hostile atmosphere
• Unlawful to harass someone because a harassment
charge has been filed
• Employer can only avoid liability if two conditions
are met:
–
Prove a reasonable effort was made to prevent and
promptly correct the behavior
– The victim unreasonably failed to take advantage of any
preventive or corrective opportunities provided
Copyright © 2013 by The National Restaurant Association Educational Foundation. Published by Pearson. All rights reserved.
Ensuring Employees’ Rights
• The Pregnancy Discrimination Act:
Cannot discriminate based on pregnancy,
childbirth, or related medical conditions
• Americans with Disabilities Act:
Can perform the essential functions of a job
with or without reasonable accommodation
• Rights of Younger Workers:
FLSA provisions for child labor
Copyright © 2013 by The National Restaurant Association Educational Foundation. Published by Pearson. All rights reserved.
Occupational Safety and Hazard Administration (OSHA)
• Bloodborne Pathogen Standard
–
–
–
–
–
Exposure control plan
Vaccinations
Training
Personal Protective Equipment
If exposure occurs
• Hazard Communication Standard
– Physical and health hazards
– Material Safety Data Sheets (MSDA)
• Investigations
• Compliance Posters
Copyright © 2013 by The National Restaurant Association Educational Foundation. Published by Pearson. All rights reserved.
Occupational Safety and Hazard Administration (OSHA)
•
•
Provided by the manufacturer
Must be accessible and knowledgeable to the
employee
– Mandated records
•
•
•
•
Maintained by HAZCOM coordinator for the
establishment
Develop a written plan describing how they will
meet regulations
A list of chemicals
Employees should be trained how to properly
use
Copyright © 2013 by The National Restaurant Association Educational Foundation. Published by Pearson. All rights reserved.
Preventing Workplace Violence
• Can occur at or outside the workplace
• Threats/verbal abuse to physical assaults and homicide
• One of the leading causes of job-related deaths
• Risks: money, delivery of products and services, work
alone or in small groups, late night or early morning
• Provide safety education, secure the workplace, use
drop safes, develop “buddy system”
• Learn to recognize, avoid, or defuse violent situations
• Record all incidents and threats
• Report to police as appropriate
Copyright © 2013 by The National Restaurant Association Educational Foundation. Published by Pearson. All rights reserved.
Emergency Management Programs
• Basics
–
–
–
–
Written plan reviewed and available to all
Procedures for reporting, evacuation
Have and maintain an alarm system
Designate and train employees
• Fires
• Bomb Scares
• Others: weather-related, floods, earthquakes
Copyright © 2013 by The National Restaurant Association Educational Foundation. Published by Pearson. All rights reserved.
Balancing Food Safety, Employee Rights and the Law
• Guidelines (Exhibit 10.10, p. 320)
• Maintain confidentiality; notify others they
may have been exposed; report to local health
department
• Considered disability under ADA: HIV/AIDS;
Hepatitis B and C; Tuberculosis
• Normal precautions for safe foodhandling,
sanitation and first aid
Copyright © 2013 by The National Restaurant Association Educational Foundation. Published by Pearson. All rights reserved.
Employee Assistance and Wellness Programs
• Assistance Programs
– Worksite-based or beneficial resources
– Help employee identify and resolve personal
concerns
• Wellness Programs
– Planning: Identify interests and needs
– Implementing: internal or outsource
– Evaluating: whether or how it is helping employees;
necessary changes and improvements
Copyright © 2013 by The National Restaurant Association Educational Foundation. Published by Pearson. All rights reserved.