The food service industry is very high-pressure at times. You have to meet high bars for customer satisfaction and restaurant security. That’s why you need good employees working for you. The better the workplace environment, the more likely you will be to retain talent.
Employers, including restaurant owners, have to abide by certain workplace standards. This can help them ensure that they treat their employees fairly. Employees often have legal retaliatory measures if their employer treats them wrongly.
Why Employers Have Legal Responsibilities to Employees
The employer/employee relationship is very important in the workplace. While acting as a boss does give the employer authority, it does not give them unlimited power.
Workers’ rights remain an important protection in everyday life. A myriad of workplace laws ensure that employers treat all workers in a fair manner. Employers usually must hire, fire, supervise and protect their employees in ethical ways.
Employee Rights for Workplace Mistreatment
Should an employer commit a breach of employment law or other unethical action, the employee might have recourse.
For example, sexual harassment in the workplace is a hot topic in the news at the moment. An employee might allege that their employer harassed and then fired them. The employee might have grounds for a wrongful termination or sexual harassment lawsuit.
Poor employment practices can arise in any business, including restaurants. Therefore, restauranteurs should always do their best to prevent any employment-related problems. Should one arise, the employer might need financial help and protection to fight it. They should get employment practices liability insurance (EPLI) for protection.
EPLI protection can help employers fight back against allegations of poor employment practices. This protection might help cover legal costs, settlements and adjustments related to claims. While every policy is different, EPLI coverage usually provides protection against claims of:
· Discrimination based on age, race, gender or other factors
· Wrongful termination, demotion or discipline
· Sexual harassment
· Breach of contract
· Failure to promote
· Privacy violations
Or other allegations. However, EPLI protection will usually not protect businesses from intentional acts that violate workplace law. For example, it may not protect the business if it purposefully does not hire someone based on their race.
Given the pressure and diverse staffing needs of most restaurants, they cannot afford to be without EPLI protection. However, restaurant owners should talk to their insurer before enrolling in coverage. You will need protection for your specific restaurant.