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www.ohiorestaurant.org 9 Summer 2012 Issue

training related to important business and practical skills, as well as opportunities for career exploration and higher education.

The two-year curriculum for eleventh and twelfth grade students was developed by the National Restaurant Association Educational Foundation (NRAEF). This state-driven and industry-backed curriculum, coupled with relevant work-based experience, enriches, enhances and reinforces what students learn in the classroom and provides students with opportunities to develop and practice skills critical to their future success. These skills serve as a foundation for building professional, trained and educated employees in your operations.

So what does this mean for you? As a restaurant operator in the state of Ohio who wants to strengthen her team with qualifed individuals, you should consider employing an Ohio ProStart

student. Currently, more than 50 schools throughout Ohio work with the Ohio Restaurant Association Education Foundation (ORAEF) to prepare students for an exciting and rewarding career in the foodservice industry. These young people not only care about the industry, they arrive at your restaurant with the basics under their belt and a desire to learn more.

“These students are committed to making their mark and improving the caliber of talent in your concepts,” said Sharon K.M. Fish, the ORAEF’s Executive Director. “They not only possess hands-on experience, they are driven individuals who want to experience greater challenges than your average employee.”

To learn more about strengthening your team by employing Ohio ProStart students, visit: www.oraef.org.

Be Mindful of Employment Practices to Avoid Claims of Discrimination

When staffng your crew, don’t forget the EEOC is watching you

In today’s job market, there are many obstacles to hiring. Due to the recovering economic climate, many candidates seeking employment are under-qualifed or simply not the “right ft” for your culture. Additionally, the hiring process is time-consuming and expensive. How often have you sat through an interview, made a job offer, observed the new employee in front-of-the-house situations and then realized that the same zest and commitment they expressed during the interview seemed to have disappeared?

Small business owners cannot take hiring lightly. There are many different elements that have to be considered when flling a position. First of all, is there really a need or do you have another employee who is underperforming that could be fulflling the role? Then you have to weigh the time and expense of training a new staff person. Of course, there is always the candidate’s attitude and determining whether the individual possesses the right qualities to work well with your team. If the individual isn’t familiar with foodservice and its pay structure, you have to consider whether the person will last under all the stresses that foodservice can exert. Lastly, you have to be aware of all of the local, state and federal laws that impact job hiring.

If your company employs more than 15 individuals, one important party you cannot forget is the U.S. Equal Employment Opportunity Commission (EEOC), the federal agency that polices employers’ hiring practices to ensure that discrimination is not occurring. Discriminatory practices range from denying employment to a candidate based on age, disabilities, gender, ethnicity, origin, race and religious beliefs. If you were to deny someone employment based on any of these factors, you are behaving unethically and the EEOC could launch an investigation into your hiring practices. In addition to prohibiting

discriminatory practices, the EEOC also protects those who fle discrimination complaints to guard them from unfair treatment.

It’s important to understand that the EEOC’s powers can be applied to various situations, including: on-boarding (hiring); access to benefts and job-training opportunities; job promotions; harassment; wage and salary decisions and, lastly, off-boarding (fring).

According to the EEOC’s website, the agency has the authority to investigate charges of discrimination against employers who are covered by the law. Its role in an investigation is to fairly and accurately assess the allegations in the charge and then make a fnding. Should the EEOC determine that discrimination has occurred, it will try to settle the charge. However, if unsuccessful, the commission has the “authority to fle a lawsuit to protect the rights of individuals and the interests of the public.” The commission also works to prevent discrimination before it occurs through outreach, education and technical assistance programs. The EEOC carries out its work through its national headquarters in Washington, D.C. and through 53 feld offces throughout the country.

What Should You Do to Avoid be Targeted by the EEOC?

First and foremost, hire ethically. Don’t practice any of the above mentioned practices, and the EEOC will have no reason to investigate your company. Should an aggrieved candidate or former employee fle a claim against you, your employment practices will stand up to investigation.

Unfortunately, we live in a society that often time displaces blame and refuses to admit wrongdoing so you cannot always protect yourself from the allegations of a wayward person.