SAFER NIGHTLIFE STANDARDS
15 Point Guidelines
Has a current business license and approved occupancy permit
Has Property damage insurance (all risks): coverage on material damage (all risks), the property valuation should reflect the cost of rebuilding or replacing the buildings and trade contents as new and stock should be valued at cost, careful of market values.
Public liability insurance: covers claims by your customers or damage to the bar arising through the negligence or through the employees
Alcohol Service Training
Have all employees currently trained and certified in an ANA approved Responsible Alcohol Service training program. The current ANA approved Responsible Alcohol Service training programs are; TiPS, TAMS, Serve Safe, Learn2Serve
Other Responsible Alcohol Service training programs may be submitted for review and added to this current list as needed.
Any state Alcohol Beverage Control Agency or equivalent agency that has a state created and or mandated Responsible Alcohol Service training program will receive an automatic approval for use and acceptance in that state.
Have all security employees trained, certified and or licensed in an acceptable (ANA) security-training program. Any state or municipality with a security guard training program specifically mandated for security employees of alcohol establishments that is “generic” in nature WILL NOT be acceptable for this point. ANA is aware that nearly all state mandated security-training programs are “generic” in nature and fall below the hospitality industry standard of care when examined during a civil lawsuit.
Any state or municipality with a security guard training program specifically mandated for security employees of alcohol establishments that is “job specific” in nature WILL be acceptable for this point. Currently ANA is aware of the following jurisdictions with mandatory “job specific” training.
This point applies to any employee whose primary duty is protecting the property and related licenses, the guests or other employees AND whose duties may include screening guests as they wait in line, enter the property, exit the property, monitoring the interior and exterior of the property for any violation of policy or law.
This point applies to any employee whose job title is security, door host, doorman, floor man, bouncer or any other name that is reasonably recognized as a “Security” employee.
Responsible Alcohol Service Policy
Have a written venue specific policy surrounding responsible alcohol service. In additional to Responsible Alcohol Service training, each venue should have a written policy for employees covering, at a minimum; Signs and symptoms of being over-intoxicated.
Instructions on slowing or stopping alcohol service to a guest.
Instructions on dealing with guests who want to leave while intoxicated.
Instructions on non-alcoholic drinks for guests.
Instructions on the venue Designated Driver Program.
Designated Driver Program
Have a venue specific Designated Driver Program. This policy is used to provide guests no cost or very low cost non-alcoholic drinks. Through the use of wristbands, hand stamps or other means, an employee should attempt to identify a non-drinker in a group and be sure they understand the venue’s Designated Driver Program.
Acceptable Identification Policy
Have a written venue specific policy surrounding what identification is acceptable for guests to use to enter and / or purchase alcoholic beverages. This policy should incorporate regional trends, industry standards and ideas surrounding confiscation of any bad identification. It is strongly suggested that this policy be stricter than what your jurisdiction may have listed as acceptable.
Narcotics Awareness Policy
Have a venue specific policy related to educating the employees on the potential possession or use of legal or illicit narcotics in the venue. This policy should be in writing and delivered to all employees. This policy should outline, at a minimum, what to do if narcotics are discovered on the premise along with names and contact information of agencies who might offer assistance to those with an abuse issue.
Sexual Assault Awareness Policy
Have a venue specific policy related to educating the employees on Alcohol and Crowd Induced Sexual Assault. This policy should be in writing and delivered to all employees. This policy should outline, at a minimum, what the signs or symptoms for employees to watch for, what actions to take to address a possible victim or potential victim and what procedures to take should a suspected assault occur.
Occupancy Control Policy
Have a written venue specific policy outlining what the exact occupancy load (capacity) for the premise is, or, if applicable, the exact capacities for any divided portions of premise.
Have the listed capacity conspicuously and visibly posted in compliance with all applicable requirements and laws.
Have a written policy surrounding the method(s) used to accurately capture capacity as guests enter and exit.
Have a written policy surrounding the manner of documenting the venue capacity to allow for hourly recognition of venue capacity.
Emergency Procedure Policy
Have a venue specific plan of action for the most common types of nightlife emergencies. It is suggested that, at a minimum, the following points are covered; Large or small fires, Natural disasters (region specific), Major or minor injuries in or on property, Active shooter events and other major violent crime(s).
Posted Venue Evacuation Plan
Have a venue specific floor plan indicating, at minimum, all exits, all fire extinguishers, gas main shut off locations, any first aid kits and an off site evacuation reunion location.
Safety Inspection Guide & Schedule
Have a venue specific guide for employee(s) to conduct venue specific inspections for standard safety points, at minimum, exit lighting, emergency doors, blocked exits, fire extinguishers, first aid kits and more. This venue inspection should be documented on a daily or nightly basis.
Security Specific Policy & Procedure Manual
Have a venue specific Security Policy & Procedure Manual. This is not a generic human resources employee manual, but a dedicated security and safety manual for all employees to use as a reference to security and safety issues.
This manual should, at a minimum, detail the following points; Responsible Alcohol Service Policy, Designated Driver Program, Acceptable Identification Policy, Acceptable Use of Force Policy, Citizen’s Detention or Private Person’s Arrest Policy, Narcotics Awareness Policy, Sexual Assault Awareness Policy, Designated Driver Program, Occupancy Control Policy, Emergency Procedure Policy, Daily or Nightly Safety Inspection Policy.
It should be noted that this Security Policy & Procedure Manual is different from what some jurisdictions call a “Security Plan”.
Certified Venue / Staff Inspection