Media
James has been featured or utilized as an expert source in the following:
April 2020
"11 Ways To Help Small Businesses Affected by Coronavirus Right Now”
by Nicole Spector, NBC News View
June 2018
"Red Hen owner had legal right to tell Sarah Sanders to leave, but it's bad for business, experts say”
by Michael Bartiromo, Fox News View
June 2018
"Q&A: James Henry Dunne, Esq., on The Red Hen and Sarah Huckabee Sanders”
Interview edited and condensed by Bessie Nestoras Knoblauch, The Box View
February 2018
"Liquor Liability Insurance Cost, Coverage & Who Needs It”
by Kent Then, Fit Small Business
"A little class, some fun in a glass"
by Jerry Zezima "Beer 101" by Jerry Zezima Nationally syndicated articles |
"Eyewitness News This Morning"
with Michele Charlesworth Morning show interview - Play Video ABC News -- New York |
"Slicing, Dicing and Much More"
by Florence Fabricant "Intro To Wine (Short or Long)" by Florence Fabricant "Back to School, for Wine Lovers" by Florence Fabricant "Restaurants Are Letting Consultants Into the Mix" - View by Stacy Albin |
James as a featured guest on "Ticket" - Play Video
WLIW -- Long Island 
Vino U. preview during telecast
News 55 - Play Video |
"Wine Without Fear"
by Peter M. Gianotti "Rain Is Not Fine For Wine" by Mark Harrington "VinoU, A Spirited Class" by Mark Harrington "Grape Expectations" by Staff Writer "Head For Huge Portions" by Joan Reminick |
Vino U. preview during telecast
LI News Tonight - Play Video 
"The Grapevine" hosted by Gabe Saglie
Radio interview (Pt 1) - Play Audio Radio interview (Pt 2) - Play Audio KZBN Radio 1290AM -- Santa Barbara |
"Wine Secrets Get Uncorked"
by Richard Weir |
"Profumi D'Italia" hosted by Rita Monte
Radio interview - Play Audio WHPC Radio 90.3FM - Garden City |
|
"Wedded Bliss: Chocolate & Wine"
by Lyn Dobrin "Wine Wisdom with James Dunne" by Lyn Dobrin |
"Passing the Taste Test"
by Staff Writer |
Preview of Vino U.
by Andrew J. Sheahan |
"Wine Expert Announces Vino U."
by Staff Writer "Wine Expert Launches Vino U." by Staff Writer |
James has also been featured in:
American Express 'Briefing' Country Club Quarterly eRobertParker.com Floral Park Dispatch Hamptons Cottages & Gardens Magazine LI Pulse Mark Squires Wine Board |
Publication
Reprint or reproduction of any materials by the author, James H. Dunne, is strictly prohibited. All Rights Reserved. © Copyright 2000 - 2022
Keynote & Guest Speaking Engagements
International Vino U. Engagements
Book
Wine & Hospitality Articles
Refereed Research Publications and Proceedings
March 2023
J. Dunne, P. Harris, K. Kinkela
“Case Study: Impact of Regulatory Restrictions and Tax Policy on Breakeven and Risk Management”
Journal of Risk and Financial Management (ABDC “B” Rank)
Click to see article
October 2022
B. Mutharaj, R. Chaudhary, J. Dunne
“Green supply chain management: A theoretical framework and research directions”
Computers & Industrial Engineering, Volume 172, Part A (ABDC “A” Rank)
Click to see article
September 2021
J. Dunne, P. Harris, T. Jalbert
“Mitigating Risk Amidst Catastrophic Events: A focus on shareholder and operating agreements”
Review of Business and Finance Studies (25% acceptance rate | double-blind peer review)
Click to see article
May 2021
J. Dunne, P. Harris, T. Jalbert
“Mitigating Risk Amidst Catastrophic Events: A focus on shareholder and operating agreements”
The Institute for Business and Finance Research, May 25-28, 2021, Costa Rica.
May 2021
J. Dunne, P. Harris, R. Koenig
“Main Street Retailer Response to Government Restrictions on Operations”
The Institute for Business and Finance Research, May 25-28, 2021, Costa Rica.
February 2021
J. Dunne, P. Harris
“Risk Management and COVID-19: Business Resiliency Recommendations”
Internal Auditing
October 2017
V. Vaccaro, V. Yucetepe, D. Cohn, J. Dunne.
“Pleasant music’s relationship to congruence, consumer behavioral intentions, unplanned purchase, and time spent in retail and service environments”
Journal of International Management Studies. 17(2), 35-48.
International Academy of Business and Economics 2017 Annual Conference, New York.
January 2011
P. Harris, J. Dunne, R. Koenig, J. Murdy.
“The Implications of LIFO Repeal on the Entertainment Industry”
Las Vegas, Nevada
May 2011
P. Harris, A. Deerson, J. Dunne, N. Hayes.
“The Role of Credit Agencies in the Financial Crisis: Their Defenses and Recommendations”
The Institute of Business and Finance Research, Costa Rica
August 2011
S. Kohn, P. Harris, L. Washington Arnold, J. Dunne.
“Telecommunications Pricing Tactics and Strategies- A Practitioner’s Perspective for Innovators and Disruptors”
Academy of Taiwan Business Management Review
Refereed Research (in progress)
2024
“Impact of transformational leadership on supplier responsiveness”
Legal Topic Articles
Click to see trending legal topics written by James Henry Dunne, Esq.
June 2020
"COVID-19 Reopening Guidelines for New York Restaurateurs”
by James Henry Dunne, Esq.
Click to see the article
April 2020
"11 Ways To Help Small Businesses Affected by Coronavirus Right Now”
by Nicole Spector
Click to see the article
October 2019
"Is Your Website ADA Compliant?
10 Steps To Avoid Joining the Long List of Restaurants and Hotels Embroiled in Costly ADA Lawsuits"
by James Henry Dunne, Esq.
Click to see the article
February 2019
"Avoiding Costly Wage & Hour Claims and Litigation"
by James Henry Dunne, Esq.
Click to see the article
October 2018
"Implications of Refusing to Serve a Customer"
by James Henry Dunne, Esq.
Click to see the article
August 2018
"Expert Advice: Can I Refuse Service Based on Differing Views?"
by James Henry Dunne, Esq., Business News, Queens Chamber of Commerce, Vol. 14, Issue 8
Click to see Q&A with James Henry Dunne, Esq.
June 2018
"Red Hen owner had legal right to tell Sarah Sanders to leave, but it's bad for business, experts say”
by Michael Bartiromo, FoxNews.com
Click to see interview of James Henry Dunne, Esq.
June 2018
"Q&A: James Henry Dunne, Esq., on The Red Hen and Sarah Huckabee Sanders”
Edited and condensed by Bessie Nestoras Knoblauch, The Box
Click to see text of interview of James Henry Dunne, Esq.
March 2018
"Liquor Liability Insurance Cost, Coverage & Who Needs It"
by Kent Thune, FitSmallBusiness.com
Article citing James Henry Dunne, Esq. as an Expert Source
May 2018
"10 Steps Your Business Should Take to Eliminate Claims of Sexual Harassment"
by James Henry Dunne, Esq.
We are all well aware of the recent sexual harassment claims in Hollywood, the tech sector, politics and more. Remember that more sexual harassment claims in the United States are filed in hospitality than in any other industry, where as many as 80+% of women and 50+% of men in low-level positions report experiencing some type of harassment. From managers, to coworkers, to guests, all are far too frequently accused of harassing hospitality staff.
Why is the issue so pervasive in our industry? With most service employees being female (71% of servers), working in an alcohol charged and 'social' atmosphere, and working primarily for gratuities, these employees tend to feel the need to accept harassment as an unfortunate part of the job.
Remember that your business is responsible for cultivating a harassment-free environment; free from harassment by managers, coworkers and customers. Customer-based sexual harassment is the biggest challenge operators face. In a Unite Here Local 1 survey of 500 female hotel and casino employees in April 2016, 58% of hotel workers reported being sexually harassed by a guest. 33% of those reported the harassment to a supervisor, and just 19% said they had been trained how to handle harassment by guests. Managers tend not to want to confront a guest when such issues arise. If you do not address the matter, you are potentially legally culpable for condoning and promoting harassment.
Suits against a business can be filed under the Title VII of the Civil Rights Act, NYS Human Rights Law, and the EEOC. Sexual Harassment refers to sexually directed actions which are unwanted and subject the worker to adverse employment conditions or create a hostile work environment.
The critical term that you need to note is "unwanted". Flattery is acceptable, if it is welcomed. A proposition for a date is acceptable, if it is welcomed. Off-color jokes, comments and vulgarities are acceptable, if they are welcomed. Flirting is acceptable, if it is welcomed. But the moment an employee expresses their uneasiness, it potentially becomes an issue of sexual harassment the next instance any of these words are stated or actions taken. For years, the way I have explained this is to say that, "Harassment is in the eyes of the beholder." What you feel or perceive as appropriate does not matter, because what constitutes harassment lies in the eyes of the employee, not in you or the alleged harasser or employer addressing the matter.
Sexual Harassment comes in two forms: Quid Pro Quo and Hostile Work Environment
Quid Pro Quo (this for that) is harassment where a supervisor or employer links specific employment outcomes to an employee granting sexual favors. In other words, submission is made a condition of employment. For example, a manager linking sexual requests to hiring, a promotion, keeping one's job, a raise, a better work schedule, a better evaluation, or a better work station all fall under Quid Pro Quo. The link between sex and the specific outcome does not have to be explicit, it can be subtle, and simply hinted at or merely implied.
Hostile Work Environment is harassment which unreasonably interferes with an employee's work performance, or creates a hostile, intimidating or offensive work environment. This type of harassment is not as clear cut. An employee does not necessarily have to feel physically threatened. Instead, they might feel uncomfortable working in a climate where they are offended and uncomfortable with foul language, persistent flirtation, suggestive gestures, touching and groping, off-color jokes, a pin-up in the office, comments about their appearance or attire, comments about gender, or repeated requests to go out with them after work. Such a climate makes it difficult for a reasonable person to do the job they were hired for. They might dread coming to work each day because of what they must face from their co-workers and/or management and/or guests.
Here are 10 steps you should take to eliminate claims of sexual harassment:
1- Be proactive and have a clearly articulated anti-harassment policy;
2- Implement a periodic training program for staff and management (required in many states — though not in New York — but highly recommended to establish that you are making reasonable efforts to eliminate such issues);
3- As an owner or manager, set the tone, lead by example, and have a zero-tolerance policy;
4- Refuse service to intoxicated patrons;
5- If a guest harasses an employee, offer to have another employee (or a manager) serve that guest. If the guest asks why, tell them as tactfully as possible;
6- Since managers are often the alleged harassers, be sure to provide your staff with a third party outside of day-to-day operations to report issues to;
7- Train staff on how to be effective and observant bystanders so that witnesses know how to identify harassment and support preventing it;
8- Take all such matters seriously;
9- Do not ever retaliate against an employee who claims harassment;
10- Investigate, document, and take action.
Remember that the reputation of your business is at stake. Monetary loss, reputational capital, and lowered employee morale can all cripple a business. When you cultivate a rewarding and positive place to work, where staff feel that you are there to support them, turnover is reduced, and liability is limited, both improving your bottom line.
James Henry Dunne can review your current practices and customize a training program for your organization.
- INTERNATIONAL HOTEL/MOTEL & RESTAURANT SHOW, "Right to refuse service: Legal foundations vs. principles of hospitality," Jacob J. Javitz Convention Center • Manhattan, March 2019
- LONG ISLAND HOSPITALITY ASSOCIATION, "Implications of refusing to serve a guest," Fall Conference, St. Joseph's College • Patchogue, November 2018
- LONG ISLAND HOTEL & LODGING ASSOCIATION, "Wine tasting basics," Annual Conference • Long Island Marriott Hotel, Spring 2006
- LONG ISLAND WINE EVENT, "Wine tasting basics," Nassau Veteran's Memorial Coliseum • Hempstead, Fall 2005
- HAMPTONS WINE & FOOD FESTIVAL, "Wine tasting basics," Food & Wine Celebrity Event • East Hampton, August 2005
- INTERNATIONAL RESTAURANT & FOODSERVICE SHOW, "Best-practice menu marketing," Jacob J. Javitz Convention Center • Manhattan
- NATIONAL BAKER's ASSOCIATION, "Managing Generation Y," Annual National Conference • Atlantic City, NJ
- NEW YORK STATE RESTAURANT ASSOCIATION, "Recruiting today's youth," L.I. Chapter Conference • Central Islip
International Vino U. Engagements
- HOTEL INSTITUTE MONTREUX • Montreux, Switzerland
- IHTTI SCHOOL OF HOTEL MANAGEMENT • Neuchâtel, Switzerland
- SOMO • Paris, France
- UNIVERSITY OF NEVADA LAS VEGAS • Tasting guide through 10+ European countries
Book
- "Service Dynamics - Profitable Hospitality for the New Millennium" Kendall-Hunt Publishing, ISBN # 0-7872-7391-0 ©2000
Wine & Hospitality Articles
- Training Generation X, Restaurant Report and <www.restaurantreport.com>, September 2000
- Training Gen-Xers Takes Understanding and Fairness, Not a Traditional Iron Fist, Nation's Restaurant News, Vol. 34, No. 49, December 4, 2000
- Sexual Harassment: Can you be held accountable for the actions of others? Restaurant Report and <www.restaurantreport.com>, May 2000
- Your Telephone Might Be More Costly Than You Think, Restaurant Report and <www.restaurantreport.com>, March 2001
- Training Gen X and Gen Y: Part 1, Food and Service News, Volume 3, Number 4, April 2001
- Training Gen X and Gen Y: Part 2, Food and Service News, Volume 3, Number 5, May/June 2001
- Personnel Matters: Sexual Harassment, Food and Service News, Volume 3, Number 6, July 2001
- Profit Is Born at the Pre-Shift Gathering, Restaurant Report and <www.restaurantreport.com>, February 2002
- Downtime: Vino 101, Financial Advisor, Volume 6, Number 11, June 2006
- Round 1: Chardonnay, Financial Advisor, Vol. 6, No. 11, June 2006
- Round 2: Sauvignon Blanc, Financial Advisor, Vol. 7, No. 3, November 2006
- Round 3: Entertaining with Wine, Financial Advisor, Vol. 8, No. 1, December 2006
- Round 4: Riesling, Financial Advisor, Vol. 9, No. 1, December 2007
- Round 5: Wine Myths Uncorked, Financial Advisor, Vol. 9, No. 3, February 2008
- Food For Thought: Preparation Prevents Poor Performance, New York State Restaurant Association, L.I. Chapter Newsletter, January 2011
- Pleasant Music's Relationship to Congruence, Consumer Behavioral Intentions, Unplanned Purchase, and Time Spent in Retail and Service Environments, by Vaccaro, Yucetepe, Cohn and Dunne. Journal of International Management Studies, Vol. 17, Issue 2, page 35-48, October 2017
Refereed Research Publications and Proceedings
March 2023
J. Dunne, P. Harris, K. Kinkela
“Case Study: Impact of Regulatory Restrictions and Tax Policy on Breakeven and Risk Management”
Journal of Risk and Financial Management (ABDC “B” Rank)
Click to see article
October 2022
B. Mutharaj, R. Chaudhary, J. Dunne
“Green supply chain management: A theoretical framework and research directions”
Computers & Industrial Engineering, Volume 172, Part A (ABDC “A” Rank)
Click to see article
September 2021
J. Dunne, P. Harris, T. Jalbert
“Mitigating Risk Amidst Catastrophic Events: A focus on shareholder and operating agreements”
Review of Business and Finance Studies (25% acceptance rate | double-blind peer review)
Click to see article
May 2021
J. Dunne, P. Harris, T. Jalbert
“Mitigating Risk Amidst Catastrophic Events: A focus on shareholder and operating agreements”
The Institute for Business and Finance Research, May 25-28, 2021, Costa Rica.
May 2021
J. Dunne, P. Harris, R. Koenig
“Main Street Retailer Response to Government Restrictions on Operations”
The Institute for Business and Finance Research, May 25-28, 2021, Costa Rica.
February 2021
J. Dunne, P. Harris
“Risk Management and COVID-19: Business Resiliency Recommendations”
Internal Auditing
October 2017
V. Vaccaro, V. Yucetepe, D. Cohn, J. Dunne.
“Pleasant music’s relationship to congruence, consumer behavioral intentions, unplanned purchase, and time spent in retail and service environments”
Journal of International Management Studies. 17(2), 35-48.
International Academy of Business and Economics 2017 Annual Conference, New York.
January 2011
P. Harris, J. Dunne, R. Koenig, J. Murdy.
“The Implications of LIFO Repeal on the Entertainment Industry”
Las Vegas, Nevada
May 2011
P. Harris, A. Deerson, J. Dunne, N. Hayes.
“The Role of Credit Agencies in the Financial Crisis: Their Defenses and Recommendations”
The Institute of Business and Finance Research, Costa Rica
August 2011
S. Kohn, P. Harris, L. Washington Arnold, J. Dunne.
“Telecommunications Pricing Tactics and Strategies- A Practitioner’s Perspective for Innovators and Disruptors”
Academy of Taiwan Business Management Review
Refereed Research (in progress)
2024
“Impact of transformational leadership on supplier responsiveness”
Legal Topic Articles
Click to see trending legal topics written by James Henry Dunne, Esq.
June 2020
"COVID-19 Reopening Guidelines for New York Restaurateurs”
by James Henry Dunne, Esq.
Click to see the article
April 2020
"11 Ways To Help Small Businesses Affected by Coronavirus Right Now”
by Nicole Spector
Click to see the article
October 2019
"Is Your Website ADA Compliant?
10 Steps To Avoid Joining the Long List of Restaurants and Hotels Embroiled in Costly ADA Lawsuits"
by James Henry Dunne, Esq.
Click to see the article
February 2019
"Avoiding Costly Wage & Hour Claims and Litigation"
by James Henry Dunne, Esq.
Click to see the article
October 2018
"Implications of Refusing to Serve a Customer"
by James Henry Dunne, Esq.
Click to see the article
August 2018
"Expert Advice: Can I Refuse Service Based on Differing Views?"
by James Henry Dunne, Esq., Business News, Queens Chamber of Commerce, Vol. 14, Issue 8
Click to see Q&A with James Henry Dunne, Esq.
June 2018
"Red Hen owner had legal right to tell Sarah Sanders to leave, but it's bad for business, experts say”
by Michael Bartiromo, FoxNews.com
Click to see interview of James Henry Dunne, Esq.
June 2018
"Q&A: James Henry Dunne, Esq., on The Red Hen and Sarah Huckabee Sanders”
Edited and condensed by Bessie Nestoras Knoblauch, The Box
Click to see text of interview of James Henry Dunne, Esq.
March 2018
"Liquor Liability Insurance Cost, Coverage & Who Needs It"
by Kent Thune, FitSmallBusiness.com
Article citing James Henry Dunne, Esq. as an Expert Source
May 2018
"10 Steps Your Business Should Take to Eliminate Claims of Sexual Harassment"
by James Henry Dunne, Esq.
We are all well aware of the recent sexual harassment claims in Hollywood, the tech sector, politics and more. Remember that more sexual harassment claims in the United States are filed in hospitality than in any other industry, where as many as 80+% of women and 50+% of men in low-level positions report experiencing some type of harassment. From managers, to coworkers, to guests, all are far too frequently accused of harassing hospitality staff.
Why is the issue so pervasive in our industry? With most service employees being female (71% of servers), working in an alcohol charged and 'social' atmosphere, and working primarily for gratuities, these employees tend to feel the need to accept harassment as an unfortunate part of the job.
Remember that your business is responsible for cultivating a harassment-free environment; free from harassment by managers, coworkers and customers. Customer-based sexual harassment is the biggest challenge operators face. In a Unite Here Local 1 survey of 500 female hotel and casino employees in April 2016, 58% of hotel workers reported being sexually harassed by a guest. 33% of those reported the harassment to a supervisor, and just 19% said they had been trained how to handle harassment by guests. Managers tend not to want to confront a guest when such issues arise. If you do not address the matter, you are potentially legally culpable for condoning and promoting harassment.
Suits against a business can be filed under the Title VII of the Civil Rights Act, NYS Human Rights Law, and the EEOC. Sexual Harassment refers to sexually directed actions which are unwanted and subject the worker to adverse employment conditions or create a hostile work environment.
The critical term that you need to note is "unwanted". Flattery is acceptable, if it is welcomed. A proposition for a date is acceptable, if it is welcomed. Off-color jokes, comments and vulgarities are acceptable, if they are welcomed. Flirting is acceptable, if it is welcomed. But the moment an employee expresses their uneasiness, it potentially becomes an issue of sexual harassment the next instance any of these words are stated or actions taken. For years, the way I have explained this is to say that, "Harassment is in the eyes of the beholder." What you feel or perceive as appropriate does not matter, because what constitutes harassment lies in the eyes of the employee, not in you or the alleged harasser or employer addressing the matter.
Sexual Harassment comes in two forms: Quid Pro Quo and Hostile Work Environment
Quid Pro Quo (this for that) is harassment where a supervisor or employer links specific employment outcomes to an employee granting sexual favors. In other words, submission is made a condition of employment. For example, a manager linking sexual requests to hiring, a promotion, keeping one's job, a raise, a better work schedule, a better evaluation, or a better work station all fall under Quid Pro Quo. The link between sex and the specific outcome does not have to be explicit, it can be subtle, and simply hinted at or merely implied.
Hostile Work Environment is harassment which unreasonably interferes with an employee's work performance, or creates a hostile, intimidating or offensive work environment. This type of harassment is not as clear cut. An employee does not necessarily have to feel physically threatened. Instead, they might feel uncomfortable working in a climate where they are offended and uncomfortable with foul language, persistent flirtation, suggestive gestures, touching and groping, off-color jokes, a pin-up in the office, comments about their appearance or attire, comments about gender, or repeated requests to go out with them after work. Such a climate makes it difficult for a reasonable person to do the job they were hired for. They might dread coming to work each day because of what they must face from their co-workers and/or management and/or guests.
Here are 10 steps you should take to eliminate claims of sexual harassment:
1- Be proactive and have a clearly articulated anti-harassment policy;
2- Implement a periodic training program for staff and management (required in many states — though not in New York — but highly recommended to establish that you are making reasonable efforts to eliminate such issues);
3- As an owner or manager, set the tone, lead by example, and have a zero-tolerance policy;
4- Refuse service to intoxicated patrons;
5- If a guest harasses an employee, offer to have another employee (or a manager) serve that guest. If the guest asks why, tell them as tactfully as possible;
6- Since managers are often the alleged harassers, be sure to provide your staff with a third party outside of day-to-day operations to report issues to;
7- Train staff on how to be effective and observant bystanders so that witnesses know how to identify harassment and support preventing it;
8- Take all such matters seriously;
9- Do not ever retaliate against an employee who claims harassment;
10- Investigate, document, and take action.
Remember that the reputation of your business is at stake. Monetary loss, reputational capital, and lowered employee morale can all cripple a business. When you cultivate a rewarding and positive place to work, where staff feel that you are there to support them, turnover is reduced, and liability is limited, both improving your bottom line.
James Henry Dunne can review your current practices and customize a training program for your organization.
