Mission: SuccessThe Path to Maintaining ProtocolShanequa Williams | Vics on the River

Thank you for attending this urgent meeting. I want to start by introducing myself for those of you unfamiliar with who I am. I'm Shay Williams VP of Human Resources and on this fine day well be discussing todays company mission, success. We strive for success essentially everyday in all we do and through our company vision, but today I want to emphasize how important is to achieve success through the course of upholding the law in our facility and preventing legal action. Were going to discuss four essential laws I want all of you to focus on in the everyday work environment, the consequences of not enforcing or violating them, and how to enforce or monitor that law is being followed.1

Four Essential Laws:Age DiscriminationOccupational Safety and HealthFair Pay ActUnpaid Wages

I want to preface the discussion of these essential laws by stating that these arent the only laws our company follows. There are many laws our company must uphold but these are specific to your management duties that can also be carried out and monitored by you. It is up to you to report anything illegal outside of these laws and ensure our company maintains good moral and ethical behavior. Here presented in front of you is the major focus of this presentation.2

Age Discrimination in Employment Act (ADEA)Description:A law which prevents a member is treated unfavorable because of their age Exampled of unlawful practice:Harassing (both verbal and physical) a person in regards to ageMaking conditions in regards to age in the hiring, firing, pay, assignments, lay offs, and benefitsEnforcing a law to everyone that can have a negative impact on employees 40 and up

( U.S Equal Employment Opportunity Commission,2016)

Age discrimination may not be seen as an issue in our establishment because we have mostly younger members, but a common misconception is that age discrimination only applies to members who are 40 and up. Age discrimination can happen to anyone. Treating a younger employee as if they are inferior and not giving them equal treatment to other employees is age discrimination. All employees must be spoken to in a manner that is consistent throughout. Younger employees should not be spoken to as if they are children and older employees shouldnt be treated as if they are frail and incapable of work. Those thoughts align with stereotypes and should be avoided at all costs.3

(Fleck, 2014)

Age discrimination is common and essentially affects more than half of workers in establishments.4

(AARP, 2014)

As of almost three years ago, which is pretty recent, two-thirds faced discrimination and almost 20% werent even hired because of their age. We want to avoid being a statistic by not looking at workers by age, but as people and their level of productivity.5

Occupational Safety and Health Administration (OSHA)Description:Under the law it is up to us to provide a safe workplace and reduce work related injuries and illnesses(OSHA, 2016)Examples of unlawful practice:Not using warning signs or posters to tell about hazardous materialsNot updating procedures and communicating new procedures with employeesNot keeping record of work related illnesses

Safety is one of the biggest concerns in the food industry, not just for our workers, but for our consumers as well. Not having this protocol being followed results in damages to the health of our customer base and besides the consequence of lawsuits our customer base will begin to dwindle down. We can easily prevent this by the key of communication. By using the multiple facets of communication we can alert and make all aware in the workplace to ensure the safety of everyone. Our main focus should be on our kitchen and ensuring all chefs and prep cooks properly use the right procedure in the kitchen at all times, then ensuring servers and bussers handle the food properly from there, and making sure the work environment does not endanger anyone by monitoring all hazardous materials that exist in the establishment. 6

Safety Reporting Hierarchy

If there ever is a problem in the workplace in regards to safety inform, employees to speak to their shift lead first, then report it to the assistant manager, if those arent effective, then it should be reported to one of the two shift managers on duty, and then the general manager. I should be contacted if and only if all else fails, but if it reaches me there will be an in depth discussion in regards to safety and we will have to take more safety reporting classes to ensure that safety matters are taken care of immediately.7

(Morrison, 2014)

The safety reporting procedure is quite self explanatory when visualizing it, but its important to take a mental note of it and always remember that even if there no injury that may lead to hospitalization always document it down just to be safe. 8

(CDC ,2015)

As mentioned previously, one of our major concerns in regards to safety is food safety. This is defining something we want to focus on especially in the kitchen. A good acronym to remember the process is Can Charlie Consume this Steak? We want to make sure everything is cooked properly, cleaned properly, stored in the proper temperatures, and separated to reduce cross contamination. If we can reduce food borne illnesses by reprimanding breaches in protocol and encouraging regular attendance to quarter annually food safety training programs, then I believe we accomplish a lot.

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Fair Pay ActDescription:This is an act in which pay can not be unequal for any employees. Pay can not discriminatory in any way shape or form against race, religion, nationality, age, gender, disability, or creed (Doyle, The Fair Pay Act,2016)Examples of unlawful practice:Giving women more pay than menGiving more hours to Christian employees than atheists

We as a staff have more women servers than male servers ,so it is of importance to monitor the pay between servers especially hour wise. While the servers do make $2.13 an hour and their pay is variable via tips, it is important to ensure that there arent too many distinguishable differences that would make it look like a gender gap. We want to ensure that all servers are given the same amount of hours based on their schedule availability. When making cuts during slow season ensure that the people you let off arent typically the same people so not one person is always losing hours. Make sure to be fair and distribute hours evenly. 10

(U.S Department of Labor, 2016)

In just the food service industry alone women typically earn less than men. While we are trying to close that gap by hiring more mothers in the workplace and younger female students, we need to ensure that men are still treated equally and everyone gets essentially the same pay. We dont want any gender discrepancies and want everyone to have fair opportunities to make the same wages. The only time pay should be different is via promotion to a position with more responsibility. 11

Unpaid WagesDescription:This act falls underneath The Fair Labor Standards Act, but is quite important. This act seeks to ensure that all employees are paid for the time they worked and none of those wages are garnished by the employer(Doyle, Unpaid Wages, 2016)Examples of unlawful practice:Not paying employees for overtime Miscalculating a paycheck and not distributing back pay

It is important to monitor wages with servers because they receive tips to supplement their income. If we miscalculate their pay it can be the difference in them making a living and not being able to provide for themselves. In addition we will have to pay them their wages earned as the government will ensure that if we do not. It is essential that we check the credit card tips in the system to the printed copies to ensure they get the correct amount of tips and to ensure they receive the proper amount of cash tips as well.12

Family and Medical Leave Act:An act in which are legally protected to take unpaid job protected leave in regards to family and medical events (U.S Department of Labor, 2016)Equal Employment Opportunity: Title VIIJust like The Fair Pay Act, our hiring practices can not discriminate anyone based on race, creed, national origin, religion, and gender (EEOC, 2016)Americans with Disabilities Act:Does not allow discrimination on the basis of a disability. (U.S Department of Justice, 2016)Upcoming PresentationMission Success: Above and Beyond

Here are some additional laws we should be aware of in the meantime and some quick notes regarding them. We will be having a continuation series to touch up on some more laws so we are fully educated on just more than the essentials throughout the year. In regards to the FMLA act take into account requests off and their reasoning. Allow employees extended time off in case of emergencies. In regards to Title VII envision the people who are applying as billboards of qualifications not stereotypical animations. The same applies for the disabilities act, there is a position that can suit anyone and accommodations can easily be made. We dont want our establishment to be a setback to our current or future employees so lets strive to make it the best.13

Not utilizing the laws can cause major legal problems but affect our consumer base as wellCommunication is key to avoiding conflict in regards to unlawful practicesIf you are unsure of something askReport illegal activityConclusion

As stated before, there are several laws we actually have to abide by so it is important to report any unlawful activity and not let it go under the radar just because you believe only four laws are your responsibility. The consequences can be severe if the law is broken and preventative measures arent taken. If you are unsure whether something is unlawful and what to do in regards of it, please ask upper management or me and we will be happy to guide you. Copies of this powerpoint will be distributed to reference for future use. We will also distribute a calendar of training classes in regards to these particular laws so we can emphasize and test your knowledge. All in all thank you for attending this meeting and if you have any questions regarding this presentation, I will be around after the presentation to answer. Thank you.14

ReferencesAARP. (2014). Infographic: Protect Older Workers Against Discrimination - AARP. RetrievedMarch8, 2016, from http://www.aarp.org/politics-society/advocacy/financial-security/info-2014/protect-older-workers-infographic.html

Center for Disease and Control. (2015). Information for Consumers| Information for Specific Groups | Food Safety | CDC. RetrievedMarch8, 2016, from http://www.cdc.gov/foodsafety/groups/consumers.html

Doyle,A. (n.d.). How to Collect Unpaid Wages. Retrieved from http://jobsearch.about.com/od/salaryinformatio1/g/unpaidwages.htm

Doyle,A. (n.d.). The Fair Pay Act. RetrievedMarch8, 2016, from http://jobsearch.about.com/od/laborlaws/g/fair-pay-act.htm

EEOC. (n.d.). Title VII of the Civil Rights Act of 1964. RetrievedMarch14, 2016, from http://www.eeoc.gov/laws/statutes/titlevii.cfm

Fleck,C. (2014). Job Ageism and Labor Law Disputes in the Workplace - AARP. Retrieved from http://www.aarp.org/work/on-the-job/info-2014/workplace-age-discrimination-infographic.html

Morrison,K. (2014, September 18). Flowchart: What injuries must be reported to OSHA? | 2014-09-18 | Safety+Health Magazine. RetrievedMarch8, 2016, from http://www.safetyandhealthmagazine.com/blogs/1-on-safety/post/11151-flowchart-what-injuries-must-be-reported-to-osha

References ContinuedOSHA. (n.d.). OSHA - Employer Responsibilities. RetrievedMarch8, 2016, from https://www.osha.gov/as/opa/worker/employer-responsibility.htmlU.S Department of Justice. (n.d.). A Guide to Disability Rights Laws. RetrievedMarch14, 2016, from http://www.ada.gov/cguide.htmU.S Department of Labor.Retrieved2016, from http://www.dol.gov/wb/images/EqualPay_infographic.pdfU.S Department of Labor. (n.d.). Family and Medical Leave Act - Wage and Hour Division (WHD) - U.S. Department of Labor. RetrievedMarch14, 2016, from http://www.dol.gov/whd/fmla/U.S Equal Employment Opportunity Commission. (n.d.). Age Discrimination. Retrieved from http://www.eeoc.gov/laws/types/age.cfm