Restaurant Employee Handbook Policy Hiring Practices

RestaurantEmployee Handbook Policy: Hiring Practices

RestaurantEmployee Handbook Policy: Hiring Practices

Thehiring process in any organization determines the efficiency of thetaskforce in the execution of duties in the production process. Therestaurants are not exempt from this condition they ought to becareful with their hiring strategies to enhance efficacy. Besidesconsiderations such as knowledge, abilities and skills of prospectiveemployees, restaurants ought to be mindful about the hiringregulations that have been put in place by either the federal orstate governments.

Compliancewith such policies ensures that the restaurants avoid being intologgerheads with the law and its enforcers (Adler, 2012). The cost ofengaging in lawsuits is also avoided as well as eventualities such asclosure of the venture by a court order. It is also noteworthy thatrestaurants that are adherent to all hiring policies createconfidence in not only their taskforce, but also in their customers.This paper looks into some of the most important considerations inthe creation of an employee handbook policy for a restaurant kind ofbusiness.

TheEqual Employment Opportunity policy ought to be a crucialconsideration for restaurants just like it is for any other firm. Thehiring process should not involve any actions of discrimination orprejudice of any citizen based on their sexual orientation, skincolor, age, political affiliation, national origin, race, veteranstatus or disability. This policy should be consistently adhered toby the restaurant during the advertisement of job opportunities andsubsequent recruitment exercises (Staleup, 2005). For instance, it iswrong for a restaurant to advertise for cook jobs and use the BlackAmericans to advertise it then later it is found that the Blackswere favored against other people of other ethnic origins at therecruitment stage. The disabled have their rights too they ought tobe availed with all means of achievable resources and assistances toaid them in expressing themselves during the hiring process. Forinstance, a deaf person would require to use sign language and thehuman resource department should have adequate measures to have itinterpreted. The American law prohibits any kind of discriminationthat could ensue in any aspect or stage of the employment process.

TheI-9 form is requisite during the hiring process. It is a documentthat is used to verify the employees’ eligibility to work in theU.S and to ascertain their identity by the employers. The first partof the form is filled out before employment is offered while the restis done later. This particular practice has led to various loopholesthat foster discrimination. Consequentially, the Immigration Reformand Control Act was put in place to cater for the grievances ofapplicants who complained about discrimination during theirverification stage. The act provides that no US citizen, asylee ortemporary resident, permanent resident or refugee should bediscriminated against on the basis of their citizenship or country oforigin. It is therefore important that the restaurant is conscious ofthe provisions of this act to avoid possible lawsuits that may occurfrom such discrimination (Richmond, 2014).

Inthe formulation of the restaurant employee handbook policy, themanagement ought to be considerate of all government policies thatimpact on the hiring activities. The Equal Employment Policychampions equality for all people regardless of their varied traitsand backgrounds. Equality is also echoed by the Immigration Reformand Control Act, and this has, especially, to do with discriminationbased on origin and citizenship of applicants. The management shoulduphold these values as virtues to complement compliance to the law.

References

Adler,L. (2012). Hire With Your Head: Using Performance-Based Hiring toBuild Great Teams. John Wiley &amp Sons

Richmond,C. (2014). The Hiring Process: Why it`s more dangerous than youthink. Restaurant Insider.

Staleup,G. (2005). Equal Employment Opportunity: The Policy Framework inthe Federal Workplace and the Roles of EEOC and OPM. DIANEPublishing