Code of Conduct
At Bluegrass Hospitality Group, we have built our reputation on our success at serving the very best food prepared exactly as ordered, and served by a friendly, professional staff. Our primary concern is to provide the highest standards of quality, value and hospitality to each and every guest. We strive for 100% Guest Satisfaction, 100% of the Time and we realize we cannot continue to be successful and grow in the industry without our team members.
It is also our mission to provide our team members with a professional and congenial work environment. We will take necessary steps to ensure that the work environment remains pleasant for all who work here.
The company will not tolerate harassment of any employee by any other employee, supervisor, or third party for any reason. In addition, harassment for any discriminatory reason, such as race, sex, national origin, disability, age, or religion is prohibited by state and federal laws. Bluegrass Hospitality Group prohibits not only unlawful harassment but also other unprofessional and discourteous actions that affect the professional and congenial work environment and the effectiveness and efficiency of our employees. For this reason, derogatory or other inappropriate remarks, slurs, or jokes will not be tolerated. Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:
- Submission to such conduct is made either explicitly or implicitly in term or condition of an individual’s employment;
- Submission to or rejection of such conduct by an individual is used as a basis for employment decision affecting such individual; or
- Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment.
Each employee must exercise his or her own good judgment to avoid engaging in conduct that may be perceived by others as harassment. Such conduct can include, but is not limited to:
- Verbal conduct: repeated sexual innuendos, racial or sexual epithets, derogatory slurs, off-color jokes, propositions, threats, or suggestive or insulting sounds;
- Visual/Nonverbal: derogatory posters, cartoons or drawings; suggestive objects or pictures; graphic commentary; leering; obscene gestures;
- Physical: unwanted physical contact including touching, interference with an individual’s normal work movement or assault; and
- Other: making or threatening reprisals as a result of a negative response to harassment.
Any employee who believes that he or she has been subjected to harassment or objectionable conduct under this policy must report such conduct immediately to his or her supervisor or the Human Resources Department. DO NOT ALLOW AN INAPPROPRIATE SITUATION TO CONTINUE BY NOT REPORTING IT, REGARDLESS OF WHO IS CREATING THAT SITUATION.
All reported incidents will be promptly and thoroughly investigated, and corrective or preventative action will be taken where necessary. State and federal law prohibits any type of retaliation against a person for making good faith, legitimate complaints of harassment or for assisting in the investigation of such complaints. The terms and conditions of any employee’s employment will not be affected by the fact that he or she has brought a good faith complaint of harassment or assisted in the investigation of such a complaint. Any employee who engages in objectionable conduct under this policy is subject to discipline up to and including termination.