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  • Food Policy California

    I had a simple question on how we should address a certain situation.
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    We are a private small business that employs about 18 employees. This is a office/warehouse environment where we assemble computers. We are located in the Alameda county.
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    Basically, we want to enforce that employees cannot bring Meat Products to the workplace due to the smells, etc... Some individuals are bothered by the smells, etc...
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    We would like to enforce a "No Meat Products" policy, however, the employees have not signed anything stating to agree. How can we tackle this situation peacefully? Do we have to do a "No Food" policy then? If so, how would we implement this, can we still have a fridge in the lunch/break room for drinks? What do we do with employees that disagree with this and are fired or dismissed and are looking to claim unemployment? Also, we currently have a 30 min non-paid lunch and the employees work no more than 8.5hours per day. Some are part time.
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    Regards,
    Alex

  • #2
    Originally posted by harjizzle View Post
    I had a simple question on how we should address a certain situation.
    *
    We are a private small business that employs about 18 employees. This is a office/warehouse environment where we assemble computers. We are located in the Alameda county.
    *
    Basically, we want to enforce that employees cannot bring Meat Products to the workplace due to the smells, etc... Some individuals are bothered by the smells, etc...
    *
    We would like to enforce a "No Meat Products" policy, however, the employees have not signed anything stating to agree. How can we tackle this situation peacefully? Do we have to do a "No Food" policy then? If so, how would we implement this, can we still have a fridge in the lunch/break room for drinks? What do we do with employees that disagree with this and are fired or dismissed and are looking to claim unemployment? Also, we currently have a 30 min non-paid lunch and the employees work no more than 8.5hours per day. Some are part time.
    *
    Regards,
    Alex
    You can have such a policy. You can fire any employee that will not comply with such a policy.
    Senior Professional in Human Resources and Certified Staffing Professional with over 30 years experience. Any advice provided is based upon experience and education, but does not constitute legal advice.

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    • #3
      Are you sure... Any references on this type of enforcement?

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      • #4
        Originally posted by harjizzle View Post
        Are you sure... Any references on this type of enforcement?
        There can be no references for a law that does not exist.

        It is not illegal to have such a policy. I have clients (hospitals) that have a policy against fragrances. That is legal because it is not illegal.
        Last edited by ScottB; 02-12-2008, 04:26 PM.
        Senior Professional in Human Resources and Certified Staffing Professional with over 30 years experience. Any advice provided is based upon experience and education, but does not constitute legal advice.

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        • #5
          As a final question, we can add this into our employee agreement and have employees sign it? If they don't agree we can fire them and they can't fight it?

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          • #6
            Originally posted by harjizzle View Post
            As a final question, we can add this into our employee agreement and have employees sign it? If they don't agree we can fire them and they can't fight it?
            You can fire them.

            They can fight it (I assume you mean for unemployment purposes). I seriously doubt that UI would find that the conditions of employment had changed so much as to warrant them getting benefits. I could be wrong, but the costs of unemployment insurance is really insignificant.
            Senior Professional in Human Resources and Certified Staffing Professional with over 30 years experience. Any advice provided is based upon experience and education, but does not constitute legal advice.

            Comment

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