What Causes People to Act So Sexual in Hotels
five Ways Hotels Can Protect Employees from Sexual Harassment
February 19, 2019
America's largest hotel brands banded together last fall in a collective endeavour to protect workers from assault and sexual harassment.
The lawsuits filed by housekeepers and other hotel workers, however, have continued, with allegations that their employers simply haven't done enough to protect them from invitee misconduct and, as a consequence, creating a hostile piece of work environs.
Hotel workers are specially vulnerable to sexual and workplace harassment. An assay of claims filed with the U.S. Equal Employment Opportunity Commission past the Heart for American Progress constitute that more than a quarter of complaints came from industries with large numbers of service-sector workers.
There'south no doubt that deterring and combating harassment of any kind is in everyone's best interest. And there's no disputing that hotels and municipalities have taken steps to protect employees, including the passage of laws requiring hotels to provide panic buttons to employees who work solitary in guest rooms. In fact, the manufacture expects to spend tens of millions of dollars in coming years every bit information technology rolls out new technologies to keep employees – and guests – safe.
Applied science alone, however, won't be enough. What follows are v safety tips that hotel management tin follow to assistance their employees fight sexual harassment and other threatening situations, while also minimizing your hotel's legal liability:
- Make sure they know the hotel's safety procedures
Brand sure your employees know the layout of your hotel, including exits. If you don't provide panic buttons, make sure they know how to contact security. Talk to them nigh who they should report to if a guest harasses them.
- Train them to get to know their surroundings
Employees should know that, before entering a guest'due south room, they should knock and denote that they are there. They need to glance around the room and check that no 1 is in the bath or behind a closet door. Surveying their surround prevents guests from surprising an employee and may ward off potential harassers who might sneak upwardly on a victim.
- Teach them to exist believing
While in that location is no behavior that will ever prevent harassment, someone who appears uncertain and afraid is an easier target than someone who is confident and believing. Train your employees to stand up straight, and make middle contact with a guest who is speaking to them or walking toward them. If a guest uses sexually explicit linguistic communication or tries to touch them, they need to know they can firmly tell him to terminate.
- Leaving dangerous situations
The usual focus of hospitality is to make guests happy and requite them what they want, but if a guest is harassing or threatening, safety must take priority. Remind employees that, if they feel unsafe, they should exit the room, even if they haven't completed their work. And let them know not to return to the room earlier security addresses the situation.
- Report harassment
People may feel reluctant to written report harassment because they believe it won't deter the harasser or considering they don't desire to talk about a painful experience. Those are valid concerns, just it'south necessary to report harassment so that hotels can ban calumniating guests from their properties; for serious incidents like assault, you should call the police and press charges. Reporting corruption sends a message to all would-be calumniating guests that their deportment won't be tolerated.
One more important bespeak:
Any discussion on this topic would be incomplete without acknowledging that some owners and direction are reluctant to put programs in identify to educate employees about sexual harassment.
Their rationale goes something similar this: "I don't want to train my employees because if I train them, then I'm educating them how they can come subsequently us (east.g., legal action) because I know this stuff is going on.'"
That, of course, is no strategy at all.
Showtime, it suggests your organization cares more about its customers than it does about your employees, and, secondly, it does nothing to forestall the inevitable lawsuits.
Under the police force, an employer can be constitute liable if it knew or should have known of the harassment and then failed to have prompt and effective remedial activity. Moreover, the employer may face tort liability for such harassment if it knew in accelerate or should accept known that a guest posed a adventure.
Just enquire whatsoever of the hotels, large and small, that have been sued.
Brian Parks is CCIG's Commercial Lines VP of Sales. Reach him at 720-330-7923 or BrianP@thinkccig.com.
CCIG is a Denver-area insurance brokerage with the full-service capabilities of a national brokerage. Nosotros do more than than make sure you have the right policy. We also assist you manage your long-term cost of risk with our take chances and claims management expertise and a commitment to service excellence.
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