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Anti-Harassment Policy

We are committed to a work environment in which all individuals are treated with respect and dignity and are free from all forms of harassment and discrimination. Any form of harassment, even when not unlawful or directed at a protected category, is prohibited and will not be tolerated. All employees are expected to adhere to this policy.

This Policy applies in the workplace as well as in work-related settings outside the workplace or outside the regular business day, such as business trips, business meetings and conferences, and Company-sponsored or authorized social events or other functions. This Policy protects our employees from inappropriate conduct from other employees, as well as from unacceptable behavior by third parties with whom the employees interact with or encounter as part of their employment with or service to the Company (such as Company’s customers, partners, vendors, suppliers, and distributors).

What is Prohibited Harassment

Under the law, workplace harassment is any unwelcome verbal or physical contact when such conduct is discriminatory (i.e., pertains to or is motivated by a characteristic protected by law) and unreasonably interferes with the person’s work performance or creates an intimidating, hostile or offensive work environment.

This policy prohibits conduct that may not be sufficient to establish a claim of harassment or discrimination in a court of law. We established this policy to deter conduct that is inappropriate for the workplace, to create a positive culture where all team members can reach their potential, and to proactively prevent any legal claim of harassment or discrimination.

While it is not easy to define what is harassment, examples include verbal (including offensive joking or teasing) or physical conduct that denigrates or shows hostility toward any employee because of his or her protected status. Examples of prohibited harassment can include:

• Verbal actions such as slurs, derogatory comments or jokes and epithets;

• Unwanted sexual invitations, advances or comments;

• Visual conduct such as sexually-oriented and/or derogatory photographs, posters, drawings, cartoons, gestures, emails or websites;

• Physical actions such as unwanted touching, assault, blocking another’s way or interfering with work because of a protected category;

• Threats or demands to submit to sexual advances or requests as a condition of continued employment, offers of employment benefits in return for sexual favors or to avoid some other negative employment action; and

• Retaliation against any employee for making an allegation of harassment or for participating in such an investigation.

This portion of the handbook is not a comprehensive list but rather examples of behavior that are against Company policy. This information is meant to educate employees on what may constitute harassment with the goal that these situations do not occur.

Complaint Procedure

We sincerely hope that no one ever encounters any of the behaviors or situations described above. However, an employee who experiences inappropriate, offensive, or other unwelcome behavior by another person should let the person know that the conduct is unacceptable and then notify their supervisor or any member of the Company’s People team.

If the employee is not comfortable speaking up to the person engaging in the unacceptable behavior, the employee should bring the matter directly to their supervisor or any member of the Company’s People team.

No one should assume that conduct is acceptable simply because a complaint isn’t lodged. Moreover, it is important to remember that the Company prohibits all inappropriate conduct, regardless of whether it is welcome or unwelcome, regardless of whether anyone complains about it and regardless of whether it rises to the level of unlawful harassment or discrimination.

Supervisors and managers who experience, witness, or learn of any alleged harassment, discrimination, or inappropriate conduct must immediately report it to the Company’s People Team or any other member of the Company’s executive management team, irrespective of how they learned about it, whether they think it has merit, or whether the employees involved want it reported.

When a report of harassment or discrimination is made, we will promptly, thoroughly, and impartially investigate it, and where appropriate, take prompt, corrective action. Special privacy safeguards will be applied to the investigation and complaints will be handled on a confidential “need to know” basis. Please note, although these safeguards are in place, confidentiality cannot be guaranteed to any employee.

No Retaliation

No one will be subject to, and The Cellar Bar & Grille prohibits, any form of discipline, reprisal, intimidation, or retaliation for good faith reporting of incidents of harassment of any kind, pursuing any harassment claim or cooperating in related investigations.

The Cellar Bar & Grille is committed to enforcing this policy against all forms of harassment. However, the effectiveness of our efforts depends largely on employees telling us about inappropriate workplace conduct. If employees feel that they or someone else may have been subjected to conduct that violates this policy, they should report it immediately. If employees do not report harassing conduct, The Cellar Bar & Grille may not become aware of a possible violation of this policy and may not be able to take appropriate corrective action.

Preventing Violence and Bullying

We strictly prohibit employees from behaving in a violent, physically aggressive or threatening manner on Company premises or in any work-related settings outside the workplace. Nor do we tolerate abusive conduct, bullying, or other intimidating or aggressive behavior towards other employees. If an employee would like to report behavior that he/she believes is bullying, the employee may use the same reporting procedures outlined in the Anti-Harassment policy above. With respect to any instances of violence or threats of violence, employees must immediately report these matters to the People Team. If an employee is found to have violated this policy, we will take appropriate action to address such violations, up to and including termination of employment.

Workplace Dating

Workplace dating or romantic relationships are discouraged and The Cellar Bar & Grille's management reserves the right to address any such relationships in management’s sole discretion. Employees engaged in a romantic or dating relationship are required to promptly notify The Cellar Bar & Grille's Chief Human Resources Officer of the existence of the relationship.

Learn more about sexual harassment in the workplace here.

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