Policy and Procedure Template

SITXGLC001 Research and Comply with
Regulatory Requirement
POLICY AND PROCEDURE TEMPLATE TASK 3.1
CA City Hotel Policy and Procedure
Date 10-20-2021
Policy number 1
Policy and Procedures for Recruitment and Selection
Name
The purpose of the Staff Recruitment Policy is to guarantee that BEACH CAFE
Purpose attracts the best potential employees and contractors for all open jobs.
This policy applies to all employees and contractors..
Additional N/A
authority
BEACH CAFE is dedicated to serving our community with high-

quality programs and services. To help us achieve this goal, we
understand how critical it is to hire the highest qualified
candidate for every open position.
BEACH CAFE will guarantee that it has the best chance of
attracting the best available employees by posting all open
positions widely.
BEACH CAFE will take all reasonable steps to guarantee that
applicants may be safely entrusted with their job responsibilities.
All open roles at BEACH CAFE will be advertised internally to
Scope current employees to encourage career growth and involvement.
BEACH CAFE is an equal opportunity employer committed to
providing a harassment-free and discrimination-free work
environment.
BEACH CAFE's commitment to ensuring equal opportunity will
be reflected in all recruitment and selection methods and
decisions, which will analyse all possible candidates based on
their skills, knowledge, qualifications, and capabilities.
BEACH CAFE does not discriminate based on age, gender,
marital status, race, religion, physical disability, or political
beliefs.
The CEO is in charge of putting this policy in place and keeping

track of its effectiveness.
Managers and supervisors are responsible for ensuring that:
they are familiar with and follow the recruitment policies and
procedures; staffing levels for their department are determined
Responsibility and authorized; and all roles have current position descriptions
that specify role requirements and selection criteria.
The Human Resources Team is responsible for ensuring that: all
managers are aware of their roles in the recruiting and selection
process; managers are given ongoing support and guidance on
recruitment and selection issues
Audit and 10-27-2021

inspection
Procedure
Pre-Recruitment Programs
The Recruiting Manager must obtain approval from the CEO for the posts before
beginning the recruitment process.
Managers should include specific requirements for the role when defining recruitment
requirements, such as:
Timelines for the position holder to be in place: when does the position holder need to
be in place?
Where will the person holding the role be based?
Managers must also stipulate where the College's name must be omitted from the
recruitment campaign in order to keep the organization's recruitment plans a
secret.Internal Promotions and Direct Appointments
When a Manager desires to promote an employee who fits the precise selection criteria
for a vacant internal job, the appointment must be approved by the CEO, and the
approval must be given to the Human Resources Team.
BEACH CAFE will ensure that all individuals who have indicated interest in the role and
hold the necessary abilities have been considered.
Internal Publicity
BEACH CAFE will post all job openings internally if necessary.
There are some exceptions to this rule, such as when:
The role is extremely specialized, and the necessary abilities are not available within
the company.
There is a requirement for a direct appointment or promotion into the empty position
inside the organization.
Human Resources will publicize the available post internally once the empty position
has been approved. The following should be included in internal advertisements:
 Position title
 Job description
 Required qualifications for the position
 Application deadline.
For acknowledgement, consideration, and processing, all internal applicants should
provide a current copy of their CV, together with a cover letter, to the appropriate
manager.
Internal applicants with the appropriate abilities, credentials, and work-related
experience shall be interviewed for the post by the relevant Manager or Supervisor, as
mentioned in the internal advertisement.
External Publicity
When a post cannot be filled internally or when conducting concurrent internal and
external recruitment campaigns is suitable, the open position should be publicized
externally.
All of these roles will be marketed through appropriate networks, websites, or
recruitment consultancies.
The Human Resources Team will draft a suitable job advertisement for the position and
send it to the appropriate Manager, as well as the CEO, for assessment and approval.
The Human Resources Department will oversee the advertisement's placement as well
as the monitoring and compiling of applications received.

Applicant Selection
The HR team will forward all applications to managers for shortlisting once they have
been received.
Resumes must be reviewed against the job description in order to determine their fit for
the specific post. Applicants who are found to be suitable for an interview will be
notified in writing of the date and time of the interview.
Candidates who do not receive a response will be notified in writing.
Interviewing Techniques
The interview process is overseen by a selection panel that includes the CEO or their
nominee, as well as the position's appropriate manager or supervisor.
If necessary, the selection panel may additionally include the Human Resources
Manager or Human Resources Officer.
Prior to the interviews, a list of questions based on the job requirements must be
created. This is something that the HR department can help with.
All candidates are questioned, and based on their responses to the questions; the
selection panel selects the best candidate.
Checking references
Managers must perform at least two reference checks before making an offer of
employment to a candidate, if at all possible.
For future reference, the results of the reference checks should be added to the
candidate's application.
Such records held by an organization are subject to the Federal Privacy Legislation.
New Paperwork for Beginners
If an internal candidate is chosen, the Manager must inform the successful candidate
as well as their manager. If an external candidate is chosen, the Manager must make
the candidate a verbal offer. The Recruiting Manager must notify the Human
Resources Team and provide confirmation of the CEO's consent before starting or
transferring an inside employee. All recruitment documentation should be completed
and returned to the Human Resources Team for filing by the Recruiting Manager.
The successful candidate will receive a written offer letter from the Human Resources
Department. All job offers will be confirmed with a standard letter of offer, which will
include the employee's start date, pay, position, and terms and conditions of
employment. All rejected candidates will be notified once the Human Resources Team
has received the candidate's signed letter of offer. If an external recruitment agency
was used, the HR department will inform the agency, which will then inform the rejected
candidates.
The Recruiting Manager is in charge of working with Human Resources to ensure that
the new employee has all of the appropriate paperwork, equipment, and access
privileges.
The Human Resources Department will provide the new employee an induction
package to complete.
Word/Term Definition (with examples if required)
All inquiries about the position should be sent to reception, and

all applications should be marked "Confidential" and sent to the
HR Team.
The basic records of the hiring procedure must be kept.
Information on position descriptions given, applications received
(including applicants' names, addresses, and phone numbers), a
Communication list of candidates who were short-listed and interviewed, and a
and access record that applicants were notified of the results should all be
kept in the records. Prior to the short-listing of final qualified
applications, letters or emails of acknowledgement should be
sent to all applicants.
All applications will be filed in the Staff Recruitment File at the
CEO's officer once the recruitment process is completed for a
period of five years..
Review 10-28-2021
Version Control and Change History
Version Control Date effective Review date Approved by

1 11-01-2021 10-28-2021 Filip Bailey
Date 10-20-2021
Policy number 1
REQUIREMENTS FOR A LIQUOR LICENSE
Name
Compliance with the law is the goal. We follow all mandatory laws, such as:
Purpose We follow all laws that allow us to engage in ethical business operations.
Additional N/A
authority
In everyday business, management and staff continually

reinforce Responsible Service of Alcohol concepts and
Scope practices.
Staffs who practice and enforce Responsible Service of Alcohol
are backed up by management.
Responsibility All of our employees have received alcohol service training.

inspection
Procedure
Management keeps a copy of the Statements of Attainments in a registry.

Minors will not be served alcohol or permitted near the bar areas unless accompanied
by a parent or legal guardian (that person must be of parental age – minimum 30
years); all minors must be accompanied by a parent or legal guardian (that person
must be of parental age – minimum 30 years); all minors must be accompanied by a
parent or legal guardian (that person must be of parental age – minimum 30 years); all
minors must be accompanied by a parent or legal
Patrons must show photo identification as proof of age (anyone under the age of 18
must show proof of age).
persons under the age of 25 may be required to provide evidence of age at any time);
anybody purchasing or selling alcohol to a minor
Any minor who presents false identification will be asked to leave the premises; any
minor who presents false identification will be asked to leave.
Acceptable forms of identification include:
 a valid driver's license,
 a valid passport,
 a valid 18+ card, and
 a Victorian key pass.
Patrons who are too inebriated and disorderly
All staff are trained to recognize signs of undue intoxication; unduly intoxicated
patrons will not be served; management will support staff who refuse to serve
unduly intoxicated patrons; unduly intoxicated patrons will be asked to leave the
premises; management and staff will make every effort to ensure that unduly
intoxicated patrons receive a safe mode of transportation from the premises,
such as a taxi; all staff actively monitor levels of undue intoxication of all patrons;
Patrons who are too inebriated and disorderly
Only licensed crowd controllers are employed by Security Management; a
register and copy of current licenses are kept by management; crowd controllers
will ask unduly intoxicated patrons to leave the premises if necessary; crowd
controllers will assist unduly intoxicated patrons in obtaining a safe mode of
transportation from the premises; and all crowd controllers will treat patrons with
respect at all times.
Management encourages employees to be taught efficiently and effectively for
their jobs and to keep their skills up to date as the sector evolves.
Management ensures that all employees are trained in responsible alcohol
service.
This policy has been signed by all employees, and they agree to follow it.
A registration is kept to ensure that all employees have read and comprehended
the policy.
Regular staff meetings are held to keep employees informed of industry
changes, and all meetings, including attendance, are recorded.
Staffing levels behind the bar will be closely monitored at all times to ensure that
alcohol is served responsibly.
enforced, as well as the removal of empty cans, bottles, and glasses, in order to
provide a safe environment for all clients.
Practices of Responsible Hospitality
 We give free water to all guests through drinking fountains positioned
around the Club or bars, as well as reasonably priced bottled water.
 We offer non-alcoholic and low-alcohol beverages.
 We raise awareness about the dangers of alcohol spiking.
 We encourage patrons to keep track of and limit their alcohol
consumption.
 We will provide booze in standardized quantities that patrons will
recognize.
 On request, we will serve half-measures of alcohol.
 We shall discourage clients from consuming large amounts of alcohol in a
short period of time.
 Shots and cocktails will be available for purchase.
 At closing time or during Happy Hours, we will not allow the sale of jugs of
spirits, nor will bulk ordering of booze be permitted. Amenity and Noise
 When entering or departing the premises, we respect our neighbors and
ask that our customers do the same.
 We will monitor entertainment and patron noise to ensure that all noise
levels are met.

 We keep an eye on what goes on in and around the premises.
 We keep track of any incidents that occur on and around the premises in
an incident log. If necessary, we can arrange for taxis (or a courtesy bus if
one is available) to take you.
 For your comfort and safety, we have supplied suitable lighting
throughout the area. We have a fire safety evacuation strategy in place
that is regularly updated and evaluated. Participation of the Community
 Clubs Queensland is an active member of our organization.
 We stay informed about issues involving the responsible service of
alcohol in our community.
 Management attends local licensee forums and meetings on a regular
basis.
 We get updates from the Liquor Licensing Division on matters related to
safe alcohol service on a regular basis.
 We are proud of our reputation as a conscientious community citizen on a
local level.
Communication It is the responsibility of all employees to interact with

and access management and attend all scheduled meetings.
Review 10-28-2021
1 11-01-2021 10-28-2021 Filip Bailey

Date 10-20-2021
Policy number 3
Name ANTI-DISCRIMINATION
Managers and supervisors must also:

• model appropriate standards of behavior;
• take steps to educate and inform employees about their
responsibilities under this policy and the law;
• intervene quickly and appropriately when they become
aware of inappropriate behavior;
• act fairly to resolve issues and enforce workplace
behavioural standards, ensuring that all parties are heard;
Purpose • assist employees in resolving complaints informally; and
• refer formal complaints about breaches of the policy and the
law to the appropriate authorities.
 Ensure that employees who raise an issue or file a
complaint are not treated unfairly.
 Ensure that hiring decisions are made on the basis of
merit and that no discriminatory information requests are
made. Requests for flexible work arrangements should be
taken carefully.
Additional N/A
authority
• how BEACH CAFE provides services to clients and interacts

with other members of the public • all aspects of employment,
recruitment and selection; conditions and benefits; training and
promotion; task allocation; shifts;
Scope • on-site, off-site, or after-hours work; work-related social
activities; conferences — anywhere and whenever employees
are required to be as a result of their jobs. In the course of their
BEACH CAFE duties, staff treats other staff, clients, and other
members of the public with respect.
All employees are entitled to:

• merit-based recruitment and selection decisions that are not
influenced by irrelevant personal characteristics; work free of
discrimination, bullying, and sexual harassment; the right to
raise concerns, make inquiries, or file complaints in a
reasonable and respectful manner without fear of retaliation; and
reasonable flexibility in working arrangements, particularly
where needed to accommodate family responsibilities, disability,
or religious beliefs.
Responsibility
All employees must:
• adhere to the policy's standards of conduct;
• provide support to people who are victims of discrimination,
bullying, or sexual harassment, including information on how to
file a complaint;
• avoid gossip and maintain the confidentiality of complaint
resolution procedures; and
• treat everyone with dignity, courtesy, and respect.

inspection
Procedure
Discrimination (4.1)
Discrimination is when someone is treated unfairly because of a legally protected
personal attribute, such as sex, age, race, or handicap.
Discrimination can take the following forms:
Directly, when one person or group is treated less favorably than another in a similar
scenario because to a legally protected personal feature (see list below).
For instance, a worker may be bullied and humiliated at work because of their race or
ethnicity.
Because they are 'too elderly,' a worker is denied promotion.
Indirectly, when an arbitrary requirement, condition, or practice is imposed that has, or
is likely to have, the effect of disadvantaging someone who have a legally protected
personal feature (see list below).
For example, rather than merit, redundancy decisions are made based on people who
have filed a workers' compensation claim.
Personal qualities that are protected under federal discrimination law include:
a physical or mental impairment, disease, or injury, such as a work-related injury
• race, color, descent, national origin, or ethnic background
• age, whether young or old, or because of age in general
• sex
• industrial activity, including being a member of an industrial organization like a
trade union or participating in industrial activity, or deciding not to join a union
• religion
• pregnancy and breastfeeding
• • political opinion
• social origin
• medical record
• an association with someone who has, or is presumed to have, one of these
qualities, such as being the parent of a disabled kid
• • political opinion • social origin
• medical record
• an association with someone who has, or is presumed to have, one of these
qualities, such as being the parent of a disabled kid
• It is also illegal to treat someone unfavorably because you believe they have or will
have a personal characteristic in the future.
4.2 Harassment
• It constitutes discrimination if someone is bullied because of a personal attribute
protected by equal opportunity law.
• Jokes, mocking, nicknames, emails, photographs, text messages, social isolation or
ignoring someone, and unfair work practices are all examples of bullying.
• This behaviour does not have to be repeated to be discriminatory under federal law;
it could be a one-time occurrence.
• Among the behaviors that may be considered bullying are:
• It is also illegal to treat someone unfavorably because you believe they have or will
have a personal characteristic in the future.
4.2 Harassment
• It constitutes discrimination if someone is bullied because of a personal attribute
protected by equal opportunity law.
• Jokes, mocking, nicknames, emails, photographs, text messages, social isolation or
ignoring someone, and unfair work practices are all examples of bullying.
• This behavior does not have to be repeated to be discriminatory under federal law;
it could be a one-time occurrence.
• Among the behaviors that may be considered bullying are:
Threats, abuse, or shouting
• coercion
• isolation
• inappropriate blaming
• ganging up
• constant unconstructive criticism
• intentionally withholding information or equipment that a person needs to do their
job or access their entitlements
• unreasonable refusal of requests for leave, training, or other workplace benefits
Bullying is not tolerated at BEACH CAFE and may be illegal under occupational
health and safety regulations.
4.3 Harassment of women
Sexual harassment is a type of harassment that is distinct and serious. It is a form
of uninvited sexual behavior.
is likely to make someone feel offended, embarrassed, or intimidated Sexual

harassment is a serious issue.
Physical, verbal, or written communication It may consist of the following:
• remarks concerning a person's personal life or appearance
• leering or staring, which are sexually provocative behaviors
• pressing up against, stroking, fondling, or cuddling another person
• jokes or statements that are sexually suggestive
• showing indecent screen savers, photographs, calendars, or other items
• • unwelcome requests made repeatedly

• sexually explicit posts on social networking sites • solicitations for sex
• sexually oriented insults or taunts
• inquiries or statements concerning a person's private life that are intrusive
• sending obscenely sexually explicit emails or texts
• advancements made on social networking platforms that aren't acceptable
• visiting sexually explicit websites on the internet

• conduct that could be deemed a criminal offense, such as violent violence
Assault, indecent exposure, sexual assault, stalking, or obscene messages are

all considered criminal offenses.
Just because someone does not object to inappropriate behaviour in the

workplace at the time does not mean they will not object in the future imply that
they are okay with the behaviour.
Sexual harassment in the workplace is included when it occurs at work, at
work-related events, between co-workers, or between co-workers outside of
work.
In terms of sexual harassment, both employees and volunteers have the same
rights and obligations.
Sexual harassment can be defined as a single incidence that does not need to
be repeated.
Employers and managers must respond immediately and responsibly to all
allegations of sexual harassment, regardless of how big or minor the
occurrence is or who is involved.
BEACH CAFE understands that remarks and actions that might not offend one
person may offend another. This policy demands all employees and volunteers
to treat others with respect.
Victimization (4.4)
Victimization is when someone is punished or threatened with punishment
because they have made a claim.
they used their equal opportunity rights, filed a complaint, assisted another in
filing a complaint, or
Because it would be discrimination, sexual harassment, or victimization, I

declined to do something.
Victimization is prohibited by law.
Threatening someone (such as a witness) who may be implicated in an

investigation is also victimization.
Equally valid cause for concern or complaint.
Victimization is a major policy violation that is likely to be prosecuted

(depending on the severity and circumstances).
As a result of the circumstances, the perpetrator will be subjected to official

discipline.
Victimization is treated with zero tolerance at BEACH CAFE.
Gossip gets a 4.5 on a scale of one to five.
It is not acceptable for BEACH CAFE employees to discuss any discrimination
or harassment complaints with other employees, clients, or suppliers.
Breaching the confidentiality of a formal complaint inquiry or exposing personal
information gained in a professional function (for example, as a manager) is a
significant violation of this policy that may result in formal discipline.
BEACH CAFE EXCELLENCE
All recruiting and job selection decisions at BEACH CAFE will be made on
merit - the candidate's skills and abilities compared to the position's intrinsic
criteria – independent of personal characteristics. It is inappropriate and
possibly illegal to ask job candidates questions about their personal traits, or to
obtain information about them in any other way, unless this can be
demonstrated to be directly linked to a real requirement of the employment.
Troubleshooting at BEACH CAFE
BEACH CAFE firmly encourages any employee who believes they have been
treated unfairly to speak up should take appropriate action if they have been
bullied, sexually harassed, or victimized.Staff who do not feel safe or confident
enough to take such action might seek guidance and assistance from In order
to help them, you must either support them or take action on their behalf.
Other BEACH CAFE rules that are relevant
This policy should be read in conjunction with other applicable BEACH CAFE
rules by all employees, including managers and supervisors.
Occupational health and safety policy • Workplace sexual harassment policy •
Flexible work arrangements policy • Pregnancy and work procedure and policy
• Workplace complaint resolution policy and procedure
• Procedures for discipline
• Statements of mission, vision, and values
In the event that discrimination arises, all employees must

communicate with management. Prior to the short-listing of final
Communication qualified applications, letters or emails of acknowledgement
and access should be sent to all applicants.. All applications will be filed in
the Staff Recruitment File at the CEO's officer once the
recruitment process is completed for a period of five years.
Review 10-28-2021
1 11-05-2021 10-28-2021 Filip Bailey

Date 10-20-2021
Policy number 4
Name World health safety
) The approach's scope includes all of the organization's

workers.
b) The strategy's motivation is to provide the rules and headings

to
While working for the company, the laborers must remain solid
and safe. Organization.
Purpose
d) This strategy applies to everyone who enters or uses
OFFICEHELP.
premises or any other activity related to the OFFICEHELP

movement,
d) This Policy should apply to all Office help employees in
Australia to be investigated in relation to various OHS/WHS
techniques to consent to administrative requirements within the
scope of the company's operations.
Additional N/A
authority
Scope  Last but not least, the individual in charge of the business
or undertaking (PCBU), executives, and the board of
directors are responsible for ensuring health and safety.
Laborers also have substantial responsibilities in terms of
their own health and safety at work.
 We are committed to adhering to the Work Health and
Safety Act of 2011, the Work Health and Safety

Regulations of 2011, codes of training, and other security
directives.
The following are the broad roles and responsibilities pertinent

to this policy, as defined by the WHSMS:
The WHS Policy will be developed in cooperation with
management or their representatives.
Managing Directors
In conjunction with employees or their representatives, develop,
implement, and monitor the WHS policy.
Supervisors / Managers
Responsibility
Workers who report to them are consulted about the WHS policy
and made aware of the policy's substance; and Adherence to
the WHS policy's obligations.
Employee accountability
To be aware of the policy's requirements and to adhere to them.
Based on the level of risk recognized, WHS goals, targets, and
supporting plans are designed and managed, with appropriate
remedial measures and timelines..

inspection
Procedure
Inspections of workplace health and safety
Steps Responsibility
Inspections of the workplace on an annual Health and Safety

basis. Representative
Inspections at the workplace prior to the start of Operations manager and

the operation Department heads
Inspections of the workplace on a regular basis Operations manager and

Department heads
Inspections of the home office Health and Safety

Representative
Hazards should be avoided. Health and Safety

Representative
Identify and control hazards
Steps responsibility
• Any hazards discovered during normal Operations manager and

operations must be notified to the Department heads
appropriate manager.
• If a hazard requires more investigation
and the sourcing of risk controls, the
manager or reporting staff member
within the company should record this
and the proposed risk controls identified
in consultation with the Health and
Safety Representative.
Workplace indicators
Steps responsibility
Reporting of Near Misses and Incidents Workers

The management or the reporting staff
member should record all near misses /
events in the WHS records.

If someone has been hurt, the necessity
for first aid should be determined and
proper action taken. The Early
Intervention Guide should be followed by
managers.
If the near miss or incident is regarded
serious, the management should seek
advice from the WHS team. The WHS
team will provide guidance on reporting
the event to Work Safe.
If the incident resulted in any of the
following, it is considered a "Notifiable
Incident" and must be reported to Work
Safe.
If the incident resulted in any of the
following, it is considered a "Notifiable
Incident" and must be reported to Work
Safe.
The death of an individual or;
A individual who requires medical

attention within 48 hours of being
exposed to a
or substance
The inability to perform a physical function

or
Serious cuts and abrasions
Reporting of Injuries
Any injury to employees or visitors should

be documented in WHS.
manager or a member of the reporting

staff
If someone has been hurt, the necessity

for first assistance should be determined.
action taken as necessary. If an employee

is unable to work due to an injury, the
manager should be notified follow the
Early Intervention and Rehabilitation
(EI&R) procedure.
Reporting of Injuries
• Any injury to employees or visitors

should be documented by the manager or
the reporting staff member in WHS.
• If someone has been hurt, the need for

first aid should be examined and
necessary action performed.
• If a worker is injured and misses work,

the management should follow the
procedures indicated in the Early

Intervention and Rehabilitation - Work
Related Injury procedure.
The Operations Manager reviews this policy once a year to

ensure that it is still relevant to Office help's current and planned
Communication operations and that it is aligned with the proper strategic
and access direction.
The WHS representative is responsible for keeping track of the
records.
Review 10-28-2021
1 11-05-2021 10-28-2021 Filip Bailey

Policy and Procedure Template

Uploaded by

Copyright:

Available Formats

You might also like

Policy and Procedure Template

Uploaded by

Document Information

Original Description:

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Policy and Procedure Template

Uploaded by

Copyright:

Available Formats

SITXGLC001 Research and Comply with

CA City Hotel Policy and Procedure

BEACH CAFE is dedicated to serving our community with high-

The CEO is in charge of putting this policy in place and keeping

Audit and 10-27-2021

as the monitoring and compiling of applications received.

Word/Term Definition (with examples if required)

All inquiries about the position should be sent to reception, and

Version Control and Change History

Version Control Date effective Review date Approved by

1 11-01-2021 10-28-2021 Filip Bailey

CA City Hotel Policy and Procedure

In everyday business, management and staff continually

Responsibility All of our employees have received alcohol service training.

Audit and 10-27-2021

Management keeps a copy of the Statements of Attainments in a registry.

levels are met.

Word/Term Definition (with examples if required)

Communication It is the responsibility of all employees to interact with

Version Control and Change History

Version Control Date effective Review date Approved by

1 11-01-2021 10-28-2021 Filip Bailey

CA City Hotel Policy and Procedure

Managers and supervisors must also:

• how BEACH CAFE provides services to clients and interacts

All employees are entitled to:

Audit and 10-27-2021

is likely to make someone feel offended, embarrassed, or intimidated Sexual

harassment is a serious issue.

Physical, verbal, or written communication It may consist of the following:

• remarks concerning a person's personal life or appearance

• leering or staring, which are sexually provocative behaviors

• pressing up against, stroking, fondling, or cuddling another person

• jokes or statements that are sexually suggestive

• showing indecent screen savers, photographs, calendars, or other items

• • unwelcome requests made repeatedly

• sexually oriented insults or taunts

• inquiries or statements concerning a person's private life that are intrusive

• sending obscenely sexually explicit emails or texts

• advancements made on social networking platforms that aren't acceptable

• visiting sexually explicit websites on the internet

• conduct that could be deemed a criminal offense, such as violent violence

Assault, indecent exposure, sexual assault, stalking, or obscene messages are

Just because someone does not object to inappropriate behaviour in the

Because it would be discrimination, sexual harassment, or victimization, I

Victimization is prohibited by law.

Threatening someone (such as a witness) who may be implicated in an

Equally valid cause for concern or complaint.

Victimization is a major policy violation that is likely to be prosecuted

As a result of the circumstances, the perpetrator will be subjected to official

Troubleshooting at BEACH CAFE

Word/Term Definition (with examples if required)

In the event that discrimination arises, all employees must

Version Control and Change History

Version Control Date effective Review date Approved by

1 11-05-2021 10-28-2021 Filip Bailey

CA City Hotel Policy and Procedure