Política contra el acoso y procedimientos para denunciarlo
Hamra es un lugar agradable para trabajar y queremos que todos se sientan cómodos dentro de nuestras instalaciones. Si por alguna razón no te sientes cómodo, por favor habla con tu gerente. Si no puedes hablar con él o ella, siempre puedes llamar a Recursos Humanos.
Nos tomamos muy en serio el bienestar de nuestros empleados, así que no hagas bromas ni comentarios que puedan ofender a otros. Tal y como nos enseñaron desde el principio, no hables de religión, política, raza/género o dinero con tus compañeros de trabajo. Estos temas pueden generar malestar y meter a alguien en problemas. ¡Lo mejor es ceñirse a temas ligeros o centrarse en el servicio positivo del restaurante!
Haga clic en el ícono para ver la política completa.
Title VII Equal Employment Opportunity, Anti‑Discrimination, and Anti‑Harassment Policy
- Policy Statement
Hamra Enterprises is committed to maintaining a workplace that is free from unlawful discrimination, harassment, and retaliation. In compliance with Title VII of the Civil Rights Act of 1964, the Company prohibits discrimination or harassment against any employee, applicant, customer, vendor, or contractor based on a legally protected characteristic.
This policy applies to all employees, including management, supervisors, team members, temporary employees, and applicants, at all Company locations.
- Equal Employment Opportunity (EEO)
Hamra Enterprises provides equal employment opportunities to all individuals. Employment decisions—including recruitment, hiring, training, promotion, compensation, discipline, scheduling, and termination—are made without regard to:
- Race
- Color
- Religion or sincerely held religious beliefs
- Sex (including pregnancy, sexual orientation, and gender identity)
- National origin
- Any other status protected by applicable federal, state, or local law
- Prohibition of Harassment
Harassment based on any protected characteristic is strictly prohibited.
Harassment may include, but is not limited to:
- Offensive comments, slurs, jokes, or gestures
- Unwelcome sexual advances or requests for sexual favors
- Physical conduct, intimidation, or threats
- Display of inappropriate images, symbols, or messages
- Interference with an employee’s work performance or creation of a hostile work environment
Harassment may occur:
- Between employees
- Between a supervisor and subordinate
- Between employees and customers, vendors, or guests
Any prohibited conduct is unacceptable regardless of intent.
- Prohibition of Retaliation
Hamra Enterprises strictly prohibits retaliation against any individual who:
- Reports discrimination or harassment in good faith
- Participates in an investigation
- Requests a reasonable accommodation
- Exercises rights under Title VII or related laws
Retaliation is a serious violation of Company policy and will result in disciplinary action, up to and including termination.
- Procedimientos de notificación
Employees are encouraged to report concerns as soon as possible, even if they are unsure whether the behavior violates policy.
Reports may be made through any of the following channels:
- Immediate Supervisor or Manager
- Any Manager within the organization
- Human Resources Department, 1-800-685-0385
- Speak Up Line, 1-417-986-0654, or email speakup@teamhamra.com
Employees are not required to report concerns to a supervisor who is the subject of the complaint.
All reports will be taken seriously and handled as promptly as possible.
- Investigation Process
Upon receiving a complaint:
- The Company will conduct a prompt, impartial, and thorough investigation
- Investigations may include interviews, document review, and fact‑finding
- Confidentiality will be maintained to the extent possible, consistent with conducting a fair investigation
- All parties involved are expected to cooperate fully
The Company may implement interim measures (e.g., schedule changes) during the investigation when appropriate.
- Corrective Action
If a violation of this policy is found, Hamra Enterprises will take immediate and appropriate corrective action, which may include:
- Coaching or counseling
- Written warnings
- Mandatory training
- Suspension
- Termination of employment
Corrective action will be determined based on the severity and circumstances of the conduct.
- Responsibilities of Managers and Supervisors
Managers and supervisors have a heightened responsibility to:
- Prevent discrimination and harassment
- Act immediately upon observing or receiving reports of prohibited conduct
- Report concerns to Human Resources, even if the employee requests no action
Failure to fulfill these responsibilities may result in disciplinary action.
- Employee Responsibilities
All employees are expected to:
- Treat others with dignity and respect
- Comply with this policy
- Promptly report violations or concerns
- Participate honestly in investigations
- Questions and Additional Information
Employees with questions about this policy or their rights under Title VII may contact Human Resources or Corporate HR at any time.