Chef Geoff's Policies PDF

Chef Geoff’s Policies (Updated 6/13/24) CG 311 If you have a question about a company policy or decision or practice, or if you have a brilliant idea for a new drink or a new way to market our restaurants or anything else, we encourage you to bring it up with your supervisor. We love feedback of a...

Chef Geoff’s Policies (Updated 6/13/24) CG 311 If you have a question about a company policy or decision or practice, or if you have a brilliant idea for a new drink or a new way to market our restaurants or anything else, we encourage you to bring it up with your supervisor. We love feedback of all kinds and we are a small, nimble company that is open to all new ideas. We've built this company by listening to our teams (and our guests:). If you don't feel comfortable speaking to your supervisor, reach out to a member of the corporate team or email Chris ([email protected]) or Geoff ([email protected]) directly. Or if you prefer to submit feedback anonymously, use this form! Chef Geoff's 311 (office.com) This form goes to Chris who will then distribute from there. The one thing we ask that you NOT do is do nothing. Sitting on frustrations or good ideas or only sharing them with colleagues who aren't in a position to address properly is bad for everyone. Speak up! Be part of making this company get better each day! Code of Conduct In order to assist employees in understanding exactly what the Company expects from them, the following Code of Conduct has been established. While it would be impossible to compile a complete list of all possible actions that might result in disciplinary measures, the following set of guidelines are examples of misconduct that may subject an employee to disciplinary action up to and including termination. In general, conduct that is inhospitable, immoral, unethical, or illegal will not be tolerated. Theft of any nature is a terminable offense and may also include prosecution. Circumstances may arise where it is best to put an employee under suspension for a period of time before taking the ultimate step of discharge. The following list is in no particular order of importance: 1. Engaging in any form of Sexual Harassment, or other unlawful harassment, such as harassment based on race, religion, disability, gender identity, sexual orientation, etc. 2. Interfering with the work of other employees, abusing or intimidating them. 3. Engaging in conduct that is detrimental to a cooperative “team” environment or otherwise disrupting harmonious working relationships. 4. Insubordination or other disrespectful conduct toward supervisors or guests. 5. Refusal to perform assigned tasks by your supervisor or other management, including normal job duties or other work assignments. Includes loafing, restricting work output, and wasting time on the job. 6. Unsatisfactory job performance. 7. Using abusive, disrespectful, or profane language in the workplace (in any language). 8. Serving alcohol to a minor or failing to practice safe & responsible alcohol service. 9. Lack of courtesy to guests. Examples include: a. Not presenting a guest complaint to management. b. Arguing with, challenging, being rude or insulting a guest. c. Being overly friendly or inappropriately personal with a guest. d. Approaching a guest concerning a tip or adding an unauthorized tip to a guest check. 10. Physical assault, threatening or provoking physical assault on employees or others on Company property. This includes: fighting, horseplay, or roughhousing on Company property. 11. Use, consumption, possession or being under the influence of alcoholic beverages or illicit drugs on Company property. 12. Distributing, selling, transferring, or discussing illegal drugs on Company property or while operating Company-owned vehicles or equipment. 13. Gambling on Company premises. 14. Wearing or carrying dangerous materials, explosives, or weapons of any type on Company premises or threatening others with a weapon(s). 15. Failing to report to work without a legitimate reason or without calling in. 16. Excessive tardiness or absenteeism or giving false information regarding your tardiness or absenteeism. 17. Conviction of a felony or being imprisoned and therefore unable to report to work. 18. Sleeping on the job or absence from your work area, other than an authorized break during work hours. 19. Falsifying personnel records, applications, or other business records. 20. Failing to punch or record your time; attempting to alter your time or record or alter the time of another employee. 21. Failure to comply with the terms of a Leave of Absence. This would also include submitting fraudulent claims for sick pay. 22. Failing to report dishonest acts of others to management or their failure to comply with Company policies. 23. Violating safety or health rules. Creating, or contributing to, unsanitary or hazardous conditions on the property, either through gross negligence or carelessness. Failure to report an injury or accident on the job. 24. Theft or fraud: Removal from the premises of any Company property, or the property of another employee or guest without approval. This includes copying, reproducing, or distributing any Company materials, such as training manuals and recipes. 25. Failing to charge for food or beverage items, whether employee meals or for a guest. 26. Tampering with or altering credit card vouchers. 27. Misusing, destroying, defacing or damaging any Company property or the property of another employee or guest. 28. Failure to comply with Company security procedures; leaving security doors open/unlocked; allowing entry to unauthorized people; or not properly securing the building. 29. Violating the Company’s no-solicitation and no-distribution rules. 30. Smoking or eating other than in designated areas. Eating off of the line or guests’ plates. 31. Using telephones, including personal cell phones, for personal reasons during working hours without management approval, other than emergencies. 32. Irresponsible or negligent money handling. 33. Violating the privacy of VIPs, politicians and celebrities. 34. Hourly employees signing for deliveries. 35. Any other violation of Company policies or procedures, as applied by management in specific situations. The Company’s right to terminate an employee is not limited to the above list nor does the Company require “just cause” or any other reason. Employment with Chef Geoff's is at the mutual consent of Chef Geoff's and the employee, and either party may terminate that relationship at any time, with or without cause, and with or without advance notice. Employees will receive their final pay in accordance with applicable state law. Nature of Employment This handbook is intended to provide employees with a general understanding of our personnel policies. Employees are expected to familiarize themselves with the contents of this handbook, for it will answer many common questions concerning employment with Chef Geoff's. This handbook is not an employment contract and is not intended to create contractual obligations of any kind. Neither the employee nor Chef Geoff's is bound to continue the employment relationship if either chooses, at its will, to end the relationship at any time. In order to retain necessary flexibility in the administration of policies and procedures, Chef Geoff's reserves the right to change, revise, or eliminate any of the policies and/or benefits described in this handbook. Probationary Period All employees are hired on a 90-day probationary period, during which time management has the chance to determine whether an employee is satisfying job requirements. At any time DURING the 90-day probationary period, if management feels the job requirements are not being satisfied, the employment relationship may be terminated. It is the policy of Chef Geoff's to always maintain an at-will employment relationship with all employees during and after the probationary period. Equal Employment Opportunity In order to provide equal employment and advancement opportunities to all individuals, employment decisions at Chef Geoff's will be based on merit, qualifications, and abilities. Chef Geoff's does not discriminate in employment opportunities or practices on the basis of race, color, religion, sex, national origin, age, disability, or any other characteristic protected by law. Chef Geoff's will make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in an undue hardship. This policy governs all aspects of employment, including selection, job assignment, compensation, discipline, termination, and access to benefits and training. Any employees with questions or concerns about any type of discrimination in the workplace are encouraged to bring these issues to the attention of their immediate supervisor. Business Ethics and Conduct The successful business operation and reputation of Chef Geoff's is built upon the principles of fair dealing and ethical conduct of our employees. Our reputation for integrity and excellence requires that we comply with all applicable laws and regulations. Chef Geoff's expects its managers, office staff and employees to conduct business in accordance with all relevant laws and to refrain from any illegal, dishonest, or unethical conduct. If a situation arises where it is difficult to determine the proper course of action, the matter should be discussed openly and promptly with your immediate supervisor. If further assistance is necessary, talk with Human Resources for advice and consultation. Failing to comply with these standards of conduct could lead to disciplinary action, up to and including termination of employment. Immigration Law Compliance Chef Geoff's is committed to employing only United States citizens and aliens who are authorized to work in the United States and does not unlawfully discriminate based on citizenship or national origin. In compliance with the Immigration Reform and Control Act of 1986, each new employee, as a condition of employment, must complete the Employment Eligibility Verification Form I-9 and present documentation establishing identity and employment eligibility. Former employees who are rehired must also complete a new I-9 with proper and valid identification for Chef Geoff's. Employees with questions or seeking more information on immigration law issues are encouraged to contact the Business Office. Employees may raise questions or complaints about immigration law compliance without fear of reprisal. Non-Disclosure of Confidential Information The protection of confidential business information and trade secrets is vital to the interests and the success of Chef Geoff's. Such confidential information includes, but is not limited to, the following examples: * Compensation Data * Financial Information * Recipes * Company Manuals & Forms Employees who improperly use or disclose trade secrets or confidential business information will be subject to disciplinary action, up to and including termination of employment, even if they do not actually benefit from the disclosed information. Employment Categories Each employee is designated as either NONEXEMPT or EXEMPT from federal and state wage and hour laws. NONEXEMPT employees are entitled to overtime pay under the specific provisions of federal and state laws. EXEMPT employees are excluded from specific provisions of federal and state wage and hour laws. An employee's EXEMPT or NONEXEMPT classification may be changed only upon written notification by Chef Geoff's management. In addition to the above categories, hourly employees will belong to one other employment category: Variable-Hour – all non-exempt Chef Geoff's employees are hired as variable hour employees due to business volume fluctuations. It is uncertain if an employee will or will not average 32.5 or more hours per week. Full-Time - on average, works 32.5 or more hours per week. Part-Time - on average, works less than 32.5 hours per week. Job Applications Chef Geoff's relies upon the accuracy of information contained in the employment application, as well as the accuracy of other data presented throughout the hiring process and employment. Any misrepresentations, falsifications, or material omissions in any of this information or data may result in the exclusion of the individual from further consideration for employment or, if the person has been hired, termination of employment, regardless of when the false information or failure to disclose is discovered by the company. A criminal background report may be obtained after a conditional job offer is made. Employment with Chef Geoff's is contingent on the results of such investigations. Conviction of a crime does not necessarily disqualify you from employment. The above policy will be applied in compliance with the federal Fair Credit Reporting Act and state equivalents, if applicable. Employment Reference Checks To ensure that individuals who join Chef Geoff's are well qualified and have a strong potential to be productive and successful, it is the policy of Chef Geoff's to check the employment references of all applicants. Any inquiries about past or present Chef Geoff's employees must be forwarded directly to the Business Office. This includes Reference Checks, Credit Checks, and any other kind of employment related inquiry. ONLY the Business Office is authorized to discuss these types of matters. This applies to both written and verbal references. Certifications and Licenses Professional certifications and/or licenses are sometimes required by law. It is the responsibility of the employee to maintain any required license. Failure to do so will result in suspension without pay until the license requirement is fulfilled. All FOH managers are required to have proper alcohol-related manager licensing as required by the local government. Licenses must be posted in a public place as chosen by the GM. If the restaurant is fined for violation of this policy, it will be the responsibility of the GM to pay the fine in its entirety. Access to Personnel Files Chef Geoff's maintains a personnel file on each employee. The personnel file includes such information as the employee's job application, resume, training, documentation of performance appraisals and salary increases, and other employment records. Personnel files are the property of Chef Geoff's, and access to the information they contain is restricted. Generally, only supervisors and management personnel of Chef Geoff's who have a legitimate reason to review information in a file are allowed to do so. Employees who wish to review their own file should contact the General Manager. With reasonable advance notice and the pre-approval of the Business Office, employees may review their own personnel files in the office and in the presence of the General Manager. Personal Data Changes It is the responsibility of each employee to promptly notify Chef Geoff's of any changes in personal data. Personal mailing addresses, telephone numbers, number and names of dependents, individuals to be contacted in the event of emergency, educational accomplishments, and other such status reports should be accurate and current at all times. If any personal data has changed, update the information in Toast in your employee profile and 7Shifts. Required Payroll Information A formal program of salary administration is used by Chef Geoff's to maintain a just and fair relationship in the wages paid for the many types of work performed for Chef Geoff's, and to provide for a fair and equitable relationship to the rates of similar jobs in the community. THE FOLLOWING INFO IS REQUIRED for payroll purposes: * Full Name * Correct Address * Date of Birth * Social Security Number * Telephone number * Correct Number of Deductions (W-4) * Verification of Eligibility (I-9) It is your responsibility to immediately report any changes to your Supervisor, who will forward the info to the Business Office. Failure to do so may result in a delay of issuing your paycheck. Pay Periods Our payroll is bi-weekly. Paychecks are issued and can be picked up every other Thursday between 2:30 – 4:30 pm. Here is link to the Employee Self Service Portal training: Paycom Timekeeping Accurately recording time worked is the responsibility of every employee. Federal and state laws require Chef Geoff's to keep an accurate record of time worked in order to calculate employee pay and benefits. Time worked is all the time actually spent on the job performing assigned duties. * All employees and managers are expected to clock-in at your scheduled time, in uniform and ready to work. * When your shift is over, clock out (before changing clothes) and leave “Off-Limit” areas. *DO NOT punch in or out for another employee. *DO NOT work while off the clock. Altering, falsifying, tampering with time records, or recording time on another employee's time record may result in disciplinary action, up to and including termination of employment. It is the employees' responsibility to make sure that their paychecks reflect the accurate amount of time worked. It is also the employee’s responsibility to notify the General Manager of any discrepancies. Overtime When operating requirements cannot be met during regular working hours, employees may be scheduled to work overtime hours. When possible, advance notification of these mandatory assignments will be provided. All overtime work must receive the manager's prior authorization. Overtime compensation is paid to all nonexempt employees in accordance with federal and state wage and hour restrictions. Time off on sick leave, vacation leave, or any leave of absence will not be considered hours worked for purposes of calculating overtime. Safe Harbor/ Pay Corrections It is our policy and practice to accurately compensate employees and to do so in compliance with all applicable local, state, and federal laws. To ensure that you are paid properly for all time worked and that no improper deductions are made, you must record correctly all work time and review your paychecks promptly to identify and to report all errors. Review your Pay Stub We make every effort to ensure our employees are paid correctly. Occasionally, however, inadvertent mistakes can happen. When mistakes do happen and are called to our attention, we will promptly make any corrections necessary. Please review your pay stub when you receive it to make sure it is correct. If you believe a mistake has occurred or if you have any questions, please use the reporting procedure outlined below. To Report Concerns or Obtain More Information If you believe there have been any improper deductions or your pay does not accurately reflect your hours worked, you should immediately report the matter to your supervisor. If the supervisor is unavailable or if you believe it would be inappropriate to contact that person (or if you have not received a prompt and fully acceptable reply), you should immediately contact Human Resources. Pay Deductions and Setoffs The law requires that the employer make certain deductions from every employee’s compensation. All applicable federal, state and local taxes as well as Social Security taxes up to the specified limit or “wage base” will be deducted as per employee declaration. Chef Geoff's is not responsible for the accuracy of the exemptions that you declare. It is your responsibility to check the accuracy of your status and exemptions on your paycheck. Pay Advances Chef Geoff's does not make loans or provide pay advances on earned or unearned wages to employees. In addition, we do not cash checks (payroll or personal). A Pay Advance may be available through partners of our POS Software. Chef Geoff's shares these details and encourages staff to make smart choices for their needs when determining the best method to receive wages. We do not endorse any method of Pay other than Direct Deposit and Pay Cards. Lost / Stolen Paychecks Once received, your paycheck is your responsibility. Should you lose your paycheck, contact Human Resources. A “stop payment” fee of $25 will be taken out of the replacement check to cover the bank fees incurred. Performance Evaluations Managers and employees are strongly encouraged to discuss job performance and goals on an informal, day-to-day basis. In addition, semi-annual performance evaluations are conducted to provide both Managers and employees the opportunity to discuss job tasks, identify and correct weaknesses, encourage and recognize strengths, and discuss positive, purposeful approaches for meeting goals. Pay for Performance Chef Geoff's is committed to a merit-based pay system. Pay raises will be considered annually for non-tipped employees. Only employees and departments performing at an excellent level will be considered for pay increases. Performance will be measured based on quality of work, job performance, attendance, safety record, guest satisfaction/ food quality, and the ability to work well with others. Annual increases are not guaranteed. Promotions Promotions within the company will be based on such factors as quality of work, prior job performance, experience, educational background, attendance, safety record, and the ability to work well with others. Our company policy is to promote from within when we have personnel fully qualified to perform the duties of the position. Speak with your manager about advancement opportunities. Work Schedules All employees must be available to work holidays, weekends and a minimum of three (3) shifts a week. The assignment of shifts is based upon the following criteria: Performance, schedule requests, and holidays / business demands. Staffing needs may necessitate variations in start / end times, as well as variations in the total hours that may be scheduled each day and week. Our scheduling method also provides the opportunity for an employee's personal needs to be a priority. We try to give you as much advance notice as possible with the schedule and finalize the schedule to the best of our ability on Friday for the following week. Schedule Requests / Time Off If you need extended time off, notify the manager through 7Shifts, at least two weeks in advance. There is no guarantee that you will receive this time off, especially on or around holidays. If we are unable to accommodate your preference, it is your responsibility to find a replacement. In the event you are unable to work for any reason – even an emergency – it is your responsibility to find an equal replacement. No schedule changes will be made without a manager’s approval through 7Shifts. You are responsible for all scheduled shifts and attending scheduled staff meetings and you are responsible for correctly reading your schedule. Training Schedules Training schedules are set and cannot be changed without the consent of your department manager. The training pay rate is equal to the current minimum wage. Attendance, Tardiness & Punctuality Chef Geoff's expects employees to be reliable and punctual in reporting for scheduled work. Poor attendance and excessive tardiness are disruptive and will lead to disciplinary action, up to & including termination. An employee is considered tardy/late for a shift if they are not clocked in and ready to work for their scheduled shift at the scheduled time. There is no grace period. We rely on our employees to start on time. In the rare instances when employees cannot avoid being late to work or are unable to work as scheduled, call your manager as soon as possible in advance of the anticipated tardiness or absence. You must speak to a manager. Do not text, call or leave a message with another employee. You must call. Do not have someone else call in for you. * Tardiness may result in your shift being eliminated for that day. * If you have an emergency absence, notify a manager ASAP, preferably the day or night before your scheduled shift. * Chef Geoff's reserves the right to request a written note from a medical provider in the event of an absence where a medical cause is referenced. * Failure to contact us within 24 hours of a missed shift is considered Job Abandon If Chef Geoff's is experiencing problems with an employee, it may elect to attempt to correct the situation rather than simply dismissing the employee, as it is entitled to do under its employment at will policy. Corrective Action Corrective action may take one of the following forms: coach and counsel, verbal warning, written warning, suspension with or without pay, letter of commitment, or termination of employment – depending on the severity of the problem and the number of occurrences. Managers also have the discretion of reducing shifts or section size for poor employee performance. All of the aforementioned actions should be documented by the Manager in the personnel file in 7Shifts. There may be circumstances when one or more steps are bypassed *There are certain types of employee problems that are serious enough to justify either a suspension, or, in extreme situations, termination of employment, without going through the usual progressive discipline steps. *Termination or suspension may also occur when an employee has multiple violations of company policy within a short time period. General Managers and Executive Chefs have the right to terminate hourly employees. There are two reasons why hourly employees should be fired: Lack of Performance and Gross Misconduct Lack of Performance: Employee consistently fails to meet objectives (i.e. demonstrates inability to properly follow SOS, employee is frequently tardy, employee has difficulty getting along with team, etc.) Employees terminated for Lack of Performance are welcome as guests. Rehire status should be determined by managers and indicated on the employee folder. Gross Misconduct: Employee conducts themselves in an extremely inappropriate or illegal manner (i.e. violence, drugs, theft, verbal abuse, harassment, gross neglect of hospitality, etc.) Employees terminated for Gross Misconduct are not welcome in our restaurants as guests and may not be rehired Transfers Employees are welcome to apply for a transfer to another location whenever they wish. To do so, simply alert your General Manager. A few things to keep in mind: A properly trained replacement must be hired prior to a transfer occurring. Employees should expect a typical transfer to take approximately 15-45 days. If the GM of the current restaurant grants approval to the employee to interview at another location, the current GM/EC will contact the GM/EC of their desired location via email to alert them to the employee’s interest in transferring. The email should be sent within one week of approving the interview. If the GM/EC of the desired location is interested in considering the staff member for a position, he/she will interview the staff member. If, after the interview, the new GM want to move forward, the GMs/ECs involved will work together to determine the timing of the approved transfer that is best for both restaurants. Once a date is selected, if any extenuating circumstances arise with staffing levels that could potentially delay the transfer, the current GM must communicate this to the employee & the other GM via email and compromise on a new date or come up with a plan share the employee between both locations for a reasonable period of time. Employees are not allowed to resign from one location and then reapply to another without receiving proper consent from their current General Manager. Employees who resign and then want to return within 90 days to an alternate location must first seek the approval of their most recent GM. If the GM is no longer working with us, the employee must receive approval from the HR Director. Salaried employees who desire to transfer should speak to their current GM and the Director of Operations about their options. If your reasons for transferring involve dissatisfaction with your current position, we will want to address those concerns prior to approving the request to transfer. Salaried employees may also be asked to transfer to an alternate location after training, during their tenure based off the general staffing needs of the company and/or upon promotion. Salaried employee transfers must be approved by the current GM, the new GM & the DO. The DO will make a recommendation to the owners for final approval. The timing of an approved salaried employee transfer request may take between 1-6 months to complete. Chef Geoff's cannot guarantee that all transfer requests will be granted. We will do our best to accommodate the needs and preferences of all team members while ensuring our restaurants are equally staffed to provide service for our guests. Resignation Resignation is a voluntary act initiated by the employee to terminate employment with Chef Geoff's. Chef Geoff's requests at least 2 weeks' written resignation notice from all employees. For salaried managers, we greatly appreciate four weeks’ notice wherever possible so that we can transition without significantly impacting your fellow team members or guests. If an employee does not provide advance notice as requested, the employee may be considered ineligible for rehire and the action will impact our willingness to provide positive references. Return of Property All Chef Geoff's property must be returned by employees on or before their last day of work including keys, any paper copies of manuals or recipes and uniforms (that weren’t purchased by the employee). Where permitted by applicable laws, Chef Geoff's may withhold from the employee's check or final paycheck the cost of any items that are not returned when required. Chef Geoff's may also take all action deemed appropriate to recover or protect Company property. Social Media Employees of Chef Geoff's are prohibited from using social media outlets to post or display comments about coworkers or supervisors or Chef Geoff's that are vulgar, obscene, threatening, intimidating, harassing, or a violation of our workplace policies against discrimination, harassment, or hostility on account of age, race, religion, sex, ethnicity, nationality, disability, or other protected class, status, or characteristic. Employees are discouraged from speaking poorly about the company on social media. If you have concerns, please use the proper steps for voicing those concerns by speaking to your manager. Employees are also prohibited from sharing confidential and proprietary information online. Social networking between supervisors and subordinates should be used cautiously. To prevent unwelcome outside communication, we have one simple rule for social networking, employees may “friend” their peers or supervisors, but a supervisor may not “friend” an employee. Sexual & Other Unlawful Harassment All employees and managers, both male and female, are strictly prohibited from making improper advances towards or harassing (sexually or otherwise) other employees, supervisors, managers, guests, or purveyors. Sexual harassment includes unwelcome or unsolicited verbal, physical or sexual conduct that is made a term or condition of employment, is used as the basis of employment or advancement decisions or has the purpose or effect of unreasonably interfering with work or creating an intimidating, hostile or offensive work environment. Seemingly innocent behavior such as off color or sexual jokes, name calling, and physical signs of affection may be considered sexual harassment. Although implicit behavior is implied and not as obvious as explicit conduct, neither form of harassment will be tolerated. Anyone who violates this policy will be subject to appropriate disciplinary action, including discharge. Specific examples of conduct that may offend or make another person uncomfortable will not be tolerated including the following: o Sexist or racial slurs, comments, or jokes. Derogatory or crude remarks. o Comments about someone’s gender identity or not respecting someone’s choice of self-identification. o Flirting, staring, suggestive remarks, or physical advances. Touching or bumping, intentional or pretending to be accidental. o Intimidating remarks about an individual's employment status and which may be considered as a threat to employment by that person. o Preferential treatment to an employee because of affectionate feelings or social relationships. Employees who experience sexual harassment of any kind are encouraged to report it to their supervisor directly, email the company 311 mailto:[email protected] Employees can also use the Company 311 form https://forms.office.com/r/7SuG4m72zx if they prefer to submit the complaint anonymously. The form can be accessed via posters provided in your restaurant. Any employee, supervisor or manager who becomes aware of possible sexual or other unlawful harassment must immediately advise the Director of Operations or HR Administrator so it can be investigated in a timely and confidential manner. Employees should also be aware that the DC Office of Human Rights is a resource for filing complaints (File A Discrimination Complaint | ohr (dc.gov)) (202.727.4559) or for submitting an anonymous tip ([email protected].) Do not allow an inappropriate situation to continue by not reporting it, regardless of who is creating that situation. No employee in this Company is exempt from this policy. In response to every complaint, the Company will conduct an immediate, thorough, and objective investigation. The Company will, to the extent possible, protect the confidentiality of the harassment complaints. All investigations will be conducted with the utmost attention to the confidentiality of all parties involved. Once a complaint is received, a manager will promptly conduct a thorough and complete investigation. Once the facts surrounding the claim have been established, the appropriate disciplinary action will be determined. If the incident is not handled to your complete satisfaction, or, if the harassment is being caused by a manager, contact Human Resources at the Business Office immediately. No one will be retaliated against for filing a complaint. We strictly prohibit retaliation against any person by another employee for using this complaint procedure, reporting harassment, or for filing, testifying, assisting or participant in any manner in an investigation, proceeding or hearing. Please review our full "Anti-Sexual Harassment Training found in Jolt. Sexual or Intimate Relationships Managers are strictly prohibited from having sexual or intimate relationships with members of the staff. If a relationship occurs, it must be immediately brought to the attention of HR and we retain absolute discretion in addressing the issue. Steps we may take to address the issue may include, but are not limited to: transferring location, docking vacation days and/or termination from employment. Decisions will be made according to the best interests of the restaurant. All relationships between managers and staff must be disclosed immediately to a supervisor so any detrimental impact of the romantic involvement on the business can be mitigated. Sexual and intimate relationships between hourly employees are strongly discouraged as are sexual and intimate relationships between salaried employees. If these relationships do occur and, in any way, create an unprofessional working environment or otherwise hinder the successful operation of the restaurants, we retain absolute discretion in addressing the issue. Steps we may take to address the issue may include, but are not limited to: changing shifts, transferring locations and/or termination from employment. Decisions will be made according to the best interests of the restaurant. It is highly recommended that all relationships be disclosed immediately to a supervisor so any detrimental impact of the romantic involvement on the business can be mitigated. If you witness what you consider to be favoritism or unprofessional conduct relating to this kind of behavior, please notify Human Resources immediately. Drug & Alcohol Use While on Chef Geoff’s premises and while conducting business-related activities off Chef Geoff's premises, no employee may use, possess, distribute, sell, or be under the influence of alcohol or illegal drugs. Further, drugs should not be discussed or joked about inside the restaurant. The legal use of prescribed drugs is permitted on the job only if it does not impair an employee's ability to perform the essential functions of the job effectively and in a safe manner that does not endanger other individuals in the workplace. Employees who exhibit signs of intoxication from any legal or illegal substance, such as slow movement, glassy eyes, inability to focus, poor coordinator and poor judgement are ‘unfit for work’ either in the FOH or BOH and will be sent home. Violations of this policy may lead to disciplinary action, up to and including termination. Smoking Employees are not permitted to smoke at the restaurant or the area immediately surrounding it (patio, sidewalk, alley) before, during, or after your scheduled shift. There are no smoking breaks. Do not carry cigarettes with you during work. If you smoke before coming to work, please brush your teeth and thoroughly wash your hands before beginning work. Eating “On-going” drinks are not allowed. If you need a quick glass of water, soda, and coffee (no cappuccino or espresso), take it into the kitchen and drink it there, then put your glass in the glass rack. Employees may bring in a plastic cup with a lid and straw or a sport’s bottle with a drink spout to use during the shift. Bottles that require the removal of a cap in order to drink are not permitted. Service stations in sight of guests should never have drink cups of any kind in view. Except for specials tastings before each shift, there is no eating or snacking during the shift, including bread/chips, candy, guest leftovers, or chewing gum/toothpicks. For sanitary reasons, wash your hands after the shift tasting. If you bring food into the restaurant before work, it must be thrown away before clocking in. If the kitchen or bar has an extra plate of food or an extra drink made by accident or that wasn’t made properly the first time, give the “extra” to the MOD or Chef – NEVER give an “extra” or “mistake” to a guest. Employees may not eat “mistakes” or “extra” food. Money Handling All servers and bartenders bear great responsibility with regards to money handling and must ensure that all transactions are handled with care and caution. Cash, credit card slips, traveler’s checks, and gift certificates that you collect as payment are your responsibility until they are turned in at the end of the shift. Any shortages are your responsibility. Money Handling Policy for Bartenders It is the BARTENDER’S responsibility to ensure that cash transactions in and out of the bar drawer are handled correctly. Bartenders are responsible for COUNTING THEIR DRAWER at the BEGINNING of every shift. It is the MANAGER ON DUTY’S responsibility to ensure that the bartender’s cash-out is correct after each shift. * The bartender counts their drawer at the end of the shift BEFORE seeing the POS report. * The bartender separates all cash over the “bank” and gives it to the manager on duty, with a calculator tape detailing the cash amount. * The manager on duty compares the cash “drop” to the amount due on the POS report. * If the bartender’s drawer is “over or short” LESS THAN $5, the manager will counsel the bartender if necessary, and make a note of the shortage. * If the bartender’s drawer is over or short $5 or MORE, the bartender will receive a formal written warning If the bartender receives 3 such write-ups in a 6-month period, that bartender shall be suspended for a minimum 1-week period, and may be terminated, per the GM’s discretion. Cell Phones Employees are not permitted to carry or use cell phones or other handheld devices while working. These devices should be left at home, locked in your car, or locked in a locker during the shift (with ringer off). Texting or talking on a personal phone during your shift is forbidden and will result in disciplinary action. Solicitations and Postings The restaurant does not display outside materials including leaflets, credit card brochures, community newspapers, charity events, etc. Politely refuse any materials that are dropped off and throw away any materials that are left without explanation. Authorized areas for "bulletin boards" are provided for posting company-approved business memos and announcements ONLY. Employees are responsible for being aware of business info posted on bulletin boards. The collection of funds, pledges, etc. and distribution/posting of any non-company literature, petitions, letters or other written materials is not permitted in the restaurant. We do not allow outsiders to come in our restaurant selling, promoting, or giving away items such as flowers, pamphlets, newspapers, flyers, etc. Nor do we allow “live entertainment” into our restaurants, such as singing telegrams. If a company calls or shows up at the door, have them wait and get a manager immediately. Company Vehicle Prior to driving a company vehicle, employees or managers must provide their supervisor with a copy of a valid driver’s license, DMV driving records, participate in a driver training session and pass a driving test. Drivers may be held responsible for paying tra ic violations or parking ticket costs that are incurred while operating the vehicle. Violations, accidents in the vehicle, or tickets that are a result of unsafe driving practices are grounds for suspension and possible termination.