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Guidance for filing a complaint when something goes wrong
Our views on harassment: We want to create a working environment where team members, diners and any visitors can feel safe and at ease. Our anti-harassment policy expresses that we will not tolerate behavior that intimidates, humiliates, or discriminates against others based on age, sexual orientation, ethnicity, race, religion or disability.
As a management team, it is important to us that all team members feel safe and comfortable in the work environment, and a formalized complaint system plays an important part in correcting for any ambiguity in our response to harassment.


What is considered harassment

The definition of harassment includes: bullying, intimidation, direct insults, malicious gossip, victimization and unwanted sexual advances.

Parties involved

Who does our policy apply to?

Team member → team member: We encourage any team member to report harassment between colleagues that is experienced or witnessed so we can take action to address it.
External party (customer, vendor) → team member: We will not hesitate to take legal action where applicable, and at a minimum will remove and/or ban customers that make any team members feel like they are working in an unsafe environment. This situation applies to anyone who experiences any form of harassment while performing work duties or on location during working hours.
Team member → external party: We will accept complaints from customers, vendors and other external parties about team members and investigate & respond as appropriate.

Witnessing harassment

It is important to report harassment when it is witnessed. If you witness someone being harassed you can confront the harasser directly or cause a distraction to avoid further harassment from occurring at that moment. Please note that submitting a complaint about harassment will never result in retaliatory actions by the management team.

List of Actions Constituting Harassment

We use the definition of harassment set forth by the Equal Employment Opportunity Commission:
Offensive conduct may include, but is not limited to, offensive jokes, slurs, epithets or name calling, physical assaults or threats, intimidation, ridicule or mockery, insults or put-downs, offensive objects or pictures, and interference with work performance. * Harassment can occur in a variety of circumstances, including, but not limited to, the following:
- The harasser can be the victim's supervisor, a supervisor in another area, an agent of the employer, a co-worker, or a non-employee.
- The victim does not have to be the person harassed, but can be anyone affected by the offensive conduct.
- Unlawful harassment may occur without economic injury to, or discharge of, the victim.
For more information on what actions are legally considered harassment, please see .
Behaviors that do not fall under this definition but cause discomfort to other team members can also be reported directly to the management team so that they can be addressed.

Reporting harassment

All official complaints of harassment as defined above can be submitted through the form below. If you are comfortable, please feel free to directly notify your supervisor as well.

Actions following a harassment report

The management team will hold a meeting to review a complaint within one week of it being filed. Punishment depends on the severity of the offence and can include verbal warnings, formal written reprimands, suspension or termination. Sexual harassment will not be tolerated and will result in termination.
I acknowledge Restaurant's complaint process


Form Results
Employee Name
Date of Complaint
Filing Complaint Against
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