Employee Portal

Employee Anti Harassment Training

Preventing and addressing discrimination and harassment in the workplace. Please click on each tab and read through the training process. When you are done, please fill out the form at the end. 

Policies Against Discrimination and Harassment

No Discrimination

Tavern On The Point is committed to providing equal employment opportunities to all applicants and employees regardless of an individual’s race, color, sex, age, gender, gender identity, sexual orientation, religion, creed, ancestry, national origin,physical or mental disability, veteran status, pregnancy and pregnancy related medical condition. This applies to employment decisions involving hiring,promotions,compensation, benefits and termination.

Examples of Prohibited Discrimination

  • Refusing to hire or promote an individual on this basis of his or her race.
  • Compensating employees differently because of their race.
  • Assigning employees to particular job on the basis of race.
  • Demoting or terminating an employee on the basis of his or her race.
  • Otherwise treating an individual unfavorably in any term or condition of employment, on the basis of race.

No Harassment

Tavern On The Point’s policy is to maintain a work environment that is free of unlawful harassment based on an individual’s race,color,sex,age,gender,gender identity, sexual orientation, religion, creed, ancestry,national origin, physical or mental disability, veteran status,pregnancy and pregnancy-related medical condition. Harassment can take many forms,including, but not limited to: words, symbols, signs,images, jokes, pranks, taunting, intimidation, physical contact, or violence.

Examples of Unlawful Harassment

Whether any particular behavior constitutes harassment depends on both the nature and context of the behavior, as well as its severity and frequency. In general, harassing behavior includes any personally offensive and/or unwelcome behavior that threatens, intimidates, or coerces another individual, or that negatively impacts an individual’s work performance,or otherwise creates a hostile,intimidating, or offensive work environment, as well as any behavior intended to threaten, intimidate, negatively impact work performance, or create a hostile work environment,whether or not the harassment.

Reporting Discrimination or Harassment

Employees who believe that they have been subjected to discrimination or harassment, or any other inappropriate or offensive conduct, should report the conduct immediately to one or more of the following (in no particular order)

  • The employee’s immediate supervisor; or
  • Any other member of management with whom employees feels comfortable; or
  • Human Resources by calling (773)325-9700 or by e-mail at
  • team@tavernonthepoint.com

You should also report conduct that you believe or witness that violates the policies prohibiting discrimination or harassment even if the conduct is not directed at you.

No Retaliation

Tavern On The Point does not retaliate against any employee because he/she makes a report of discrimination or harassment, or participates in an investigation.

If you believe that you were subject to retaliation, you should report it using the same complaint procedure for reporting discrimination or harassment.

What is Discrimination?

Discrimination is an employment decision that is made because of an applicant’s or employee’s race, color, sex, age, gender,gender identity, sexual orientation, religion, creed, ancestry,national origin, physical or mental disability, veteran status,pregnancy and pregnancy-related medical condition.

Specifically, it is unlawful to refuse to hire an applicant because of his or her race.

Other examples of employment decisions include:firing,promotion, compensation, benefits and discipline.These types of employment decisions must be based on job performance,qualifications, merit and other legitimate reasons.

Scenario No. 1

Ann is White. Ann hears that the restaurant is looking to hire servers.Ann refers her friend to the manager.The manager asks what is her friend’s race. Ann says African-American. The manager tells Ann that the restaurant does not hire African-Americans.

Is this discrimination?

  • Answer: Yes

If so, based on what?

  • Answer: Race and/or Color

Scenario No. 2

Hiring Manager Steve is White. Steve does not want to hire African-Americans because he thinks that customers would not like seeing African-Americans in the restaurant.

Is this discrimination?

  • Answer: Yes

Does it matter that Steve is only doing what the customers want?

  • Answer: No

Scenario No. 3

Liz is African-American.She was suspended for poor attendance by Manager Heather. Liz believes that another employee, Bob, has the same attendance record and she believes that Manager Heather has not suspended Bob. Bob is a male and Caucasian. Liz believes that Manager Heather is treating her differently because of her race and gender.

Can Manager Heather treat Liz differently than Bob because of her race?

  • Answer: No

Can Manager Heather treat Liz differently than Bob because of her gender?

  • Answer: No

What should Liz do?

  • Answer: Liz can report it to another Manager, the General Manager or HR

What Is Harassment?

Harassment occurs whenever unwelcome conduct because of an employee’s race, color, gender, age, etc.that affects a person’s job.

Harassment can create a hostile work environment.

A hostile work environment occurs when a harasser,through words or conduct, creates severe and/or pervasive offensive conditions that alter the conditions of an employee’s employment and creates an abusive working environment. A hostile work environment can be created by anyone in the workplace–a supervisor, a member of management, a co-worker, a subordinate, a customer, a vendor, etc.

Sexual Harassment

Sexual harassment is defined by the Equal Employment Opportunity Commission as “unwelcome sexual advances,requests for sexual favors, and other verbal or physical conduct of a sexual nature when:

1. submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment;

2. submission to or rejection of such conduct by an individual is used as a basis for an employment decision affecting that individual; or

3. such conduct has the purpose or the effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive work environment.”

When is a Work Environment Hostile?

There is no single factor that determines whether behavior creates a hostile environment. The following factors into consideration:

  • the frequency and severity of the conduct;
  • whether the conduct was physical or verbal;
  • whether the conduct was humiliating or embarrassing;
  • whether the conduct unreasonably interfered with an employee’s work performance;
  • what were the employee’s actions and reactions;
  • whether the behavior involved race, color, gender, age, etc.;
  • whether there is unequal power between the parties (e.g., a supervisor and a subordinate); and
  • whether the conduct was “unwelcome.”

What is Unwelcome Behavior?

Only behavior that is unwelcome is unlawful. This means that consensual dating, joking, etc., is not harassment.

However, it is not easy to tell whether the other person “welcomes” this type of behavior.

If someone tells you to stop, or indicates either through words or actions that he/she is offended by your behavior, you should assume that it is unwelcome and stop immediately. This is why you should always act professional at work.

  • Don’t think that just because someone has not complained that he/she welcomes the behavior, but that does not mean that the behavior is “welcome.”
  • If you have any doubt about your own behavior, don’t do it. If you are not sure, ask yourself how you would feel if this behavior were directed at you,your spouse, your child, or any other member of your family.

Verbal Conduct

  • Using a racial slur
  • Making negative statements about a person’s
  • race, color gender, disability, national origin, ancestry, religion, or age
  • Asking a person about their sex life, or sexual fantasies,
  • preferences, or history
  • Making comments about a person’s body
  • Telling sexual or dirty jokes
  • Repeatedly asking for a date when the person is not
  • interested

Non-Verbal Conduct

  • Bringing articles into the workplace, such as hats, t-shirts,
  • mugs, etc. that contain or display comments or pictures
  • that are sexual or racial in nature
  • Drawing or posting a picture of a swastika
  • Sexual gestures with hands and/or body movements, or
  • throwing kisses
  • Staring at someone, or looking him/her up and down
  • Standing closer than appropriate or necessary – invading a person’s “space”

Physical Conduct

  • Hugging, kissing, patting, or stroking or brushing up
  • against a person
  • Grabbing someone’s breasts or butt
  • Touching or rubbing oneself sexually around, or in view of another person
  • Exposing oneself
  • Sexual assault

What If You Feel Like You Are Being Harassed?

If you are comfortable,tell the person that you are offended by the behavior and ask that he or she stop.

  • Do not encourage the behavior by participating in it, laughing at it, or socializing with the offensive person.
  • Immediately report the unwelcome behavior by using the complaint procedure explained above.
  • Cooperate fully in the Company’s investigation by providing a full and detailed description of the unwelcome behavior and identify any witnesses.
  • Report any conduct that you feel is retaliatory by using the same complaint procedure explained above.

What If You Witness Harassment?

You are encouraged to take action if you see conduct that might be harassment, even if it is not directed at you or if you are not offended. You can:

  • Ask the employee receiving such behavior if it is offensive or welcome.
  • If you are comfortable, tell the person that his or her conduct is offensive and ask that he or she stop.
  • Report the issue using the same complaint procedure explained above.

Scenario No. 4

What if the White kitchen employee is friendly with his African-American co-workers. All of the co-workers laugh at the comments.

Would the conduct still violate the Policy even if no one complained and everyone laughed?

  • Answer: Yes

Scenario No. 5

True or False: An employee cannot report a complaint of discrimination or harassment directly to HR; the employee must go to his/her manager first.

  • Answer: False

Scenario No. 6

An African-American employee complained to a manager about the White Kitchen employee’s comments.

Can the employee’s manager fire the African-American employee for complaining?

  • Answer: No.

Is this retaliation?

  • Answer: Yes.

Congratulations!

This is the end of the training.

Contact your manager or Human Resources if you have any questions. Please fill out the following form to complete your training.   

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    I have completed training, and I understand that failure to comply with the terms of this training may jeopardize my employment and may involve legal action against me.