YOUR RESPONSIBILITY AS A MANAGER
OF ANY KIND.
ONE WORD SUMMARY:
MANAGERS MUST FUNCTION ON A HIGHER LEVEL OF CONDUCT AND COMMUNICATION, YOU ARE NOT ALLOWED AN ISOLATED INCIDENT OF MISJUDGMENT!
If employees, during an isolated incident of misjudgment loose their cool with another employee, you must discipline and restore a non-hostile work environment. It is your responsibility to schedule people and the flow of food and goods to the public to keep things running smoothly so that if employees loose their cool, the incidents are rare.
WHAT IS DISCRIMINATION?
Discrimination says you cannot terminate, demote, lower the pay, or in any way single someone out because of race (culture), creed (political or religious beliefs), color (skin color), national origin (country), sex (male, female, sexual preference), handicap (physical or mental impairment which limits one or more major life experience), or age (over 40).
If you do need to discipline, terminate, demote, lower the pay, or in any way single someone out who fits into any one of these areas, you need to be able to prove you had good cause to do what you did.
Discrimination includes slurs, jokes and other verbal, graphic, or physical conduct relating to an individual's race, color, sex, religion, national origin, age or physical or mental handicap.
Discrimination due to race, creed, color, sex, religion, national origin or handicap will not be tolerated. Action to halt the behavior will be initiated and disciplinary action toward the offending party may be taken up to and including termination.
Discrimination may be seen in the manager who has written warnings in the file for only one race of employees, and no documentation of warnings for the others. It may be seen as you walk into the store, are all the cooks in the back one race and all the counter help another? It can be found in nick names that have a racial connotation given to employees.
© Copyright Shaw Employee Management, Inc. 2014