• by Aaron Paquette , Columnist, May 10, 2018

As schools let out across the country, spring is quickly turning to summer, which heralds the start of the teen employment season. It’s a unique summer: the first one of the #MeToo era.

According to a recent Wall Street Journal article, parents are increasingly concerned about the well-being of their children “on the job,” particularly in the food preparation and service industry. This field represents about a quarter of teen employment (more than any other) but, according to one management professor, potentially two-thirds of all EEOC sexual-harassment cases involve teens.

The food service industry has some unique dangers that make harassment more prevalent. Typically, there’s not a human resources office directly governing workplace conduct. Many eateries are either “mom and pop” shops, or franchises with corporate management far, far away. Often the shift managers aren’t much older than the teens they’re supervising. Customers can be harassing, sometimes trying to use tips as leverage.

At many establishments, there’s drinking involved. The environment can be a literal and figurative pressure-cooker, with an “anything-goes” culture among the older staff. And the hours can be late, and teens might be invited to hang out with older colleagues after their shift, or after closing.

While these dangers are particularly acute in the restaurant industry, they’re by no means unique to it. Some of these same challenging dynamics arise in retail stores, movie theaters, amusement parks, water parks, hotels and personal care/services businesses such as babysitting and elder care. As a result, some parents (remembering their own #MeToo moments as teens and young adults) are trying to steer their kids into what they perceive to be lower-risk jobs, such as working at a doctor’s office or in a corporate internship.

The potential losses to companies are numerous. If something horrible happens to a teen on the job, the company is legally liable. If teens post their #MeToo moments on social media, they can create a public relations nightmare for the brand (not to mention a potential class-action lawsuit). The fallout could result in a boycott led by teens, but embraced by the entire public. And the company will suffer “brain drain” and lose access to the smart, capable employees of today and tomorrow.

These concerns should also extend to guns and workplace violence. Teens will no more stand for unsafe workplaces than they will unsafe schools, so employers should safeguard teens’ physical and emotional well-being in every way that they can. How can they accomplish this?

• Implement companywide training. While states such as California mandate training, not all do. And even in California, training is a yearly requirement that might not include seasonal workers. As part of the standard onboarding process, every employee should be required to take a two-hour class laying out the legal definitions of harassment, and the company’s policies to prevent, investigate and punish it.

• Communicate a “zero tolerance” policy. Let there be no confusion about what your company stands for, especially if some might misinterpret its “fun,” “open” or “customer-centric” culture as a license to harass. Clearly communicate that every employee, customer and vendor has the right to enjoy a harassment-free environment, and your company has zero tolerance for any transgressions. 

• Set up an anonymous, secure tip line. Workers at any site should be able to report inappropriate conduct or any other serious concerns to a corporate human resources officer. Every employee should be given a toll-free hotline, a website and an app to report not only harassment but also fraud, paycheck theft and unsafe working conditions. 

This year, make sure your company doesn’t take a summer holiday when it comes to safeguarding the youngest members of your team.