
Fostering a respectful work environment requires a commitment to consistently promoting and maintaining a workplace free of abusive conduct, harassment, and discrimination.

Team members are counting on you to be there when conduct does not match our commitment.

What happens when an employee, vendor, or guest files a complaint about conduct, only to be ostracized, punished, or even fired for doing so?

Did you know that the most frequent charge filed with the Equal Employment Opportunity Commission (EEOC) is retaliation?

This means a complaint was filed and addressed then reported again due to some type of adverse employment action or behavior.

Such behavior is counterproductive to our commitment and does not positively reflect who we are to our guests, clients, and stakeholders.

With remedies ranging from fines to personal liability and other penalties, the question is, are you prepared to do what it takes to help stop retaliation in our organization?