THE STAFF HANDBOOK
PARAGRAPH | SUBJECT
2 Eligibility for Employment
3 Equal Opportunities Policy
4 Code of Conduct
5 Disciplinary and Grievance Procedure
6 Change of Personal Details
7 Trial Period
8 Holiday Arrangements
10 Statutory Leave and Flexible Working
13 Duties after Termination
18 Staff Meals
19 Company Telephones
20 Mobile Phones
21 Friends & Relatives
22 Company Rules
23 Lifestyle Benefits
- This statement sets out a number of requirements and procedures for all members of LETO CAFFE GROUP (“the Company”).
- It is a term of employment of all members of staff of the Company that they will comply with the procedures and requirements set out in this statement. The statement is updated from time to time, either by the addition of further pages and the replacement of existing pages, or by the issue of a new statement.
- References to Duty Manager in this statement mean the person in charge of the shift and can be the Manager, Assistant Manager or Shift Supervisor.
- ELIGIBILITY FOR EMPLOYEMENT
- Before commencing employment with the Company, you will have been asked to provide adequate documentation to substantiate your right to work in the United Kingdom. Should you require a work permit or visa, it is your responsibility to that these documents are up-to date and any further applications to support your employment with the Company are submitted to the home office at least six months before expiry of the permit.
- Anyone who learns that any non-U.K. national is working at the Company without proper work authorisations should immediately notify their manager.
- EQUAL OPPORTUNITIES POLICY
- The Company is committed to a policy of equal opportunity and aims to ensure that no job applicant or employee receives less favourable treatment on grounds of race, age, sex, sexual orientation, colour, ethnic or national origin, marital status, disability or religion/belief. We also believe that all employees have a right to work in an environment, which is free from discrimination, harassment, victimisation or bullying.
- Breaches of our Equal Opportunities policy and practice will be regarded as a disciplinary offence and could lead to disciplinary action. The Company will therefore take disciplinary action against any staff whose actions are unsatisfactory in these aspects.
Discrimination is when unfair treatment is given to a person or group of people on grounds of their race, religion, gender, sexual orientation, marital status, age, disability, colour or national and ethnic origins. The Company is opposed to all forms of discrimination. All full-time and part-time employees and job applicants (actual or prospective) will be treated fairly and selection for employment, promotion, training or any other benefit will be on the basis of aptitude and ability.
The European Commission Code of Practice defines Sexual Harassment as “unwanted conduct of a sexual nature or other conduct based on sex affecting the dignity of men and women at work”. This can include physical conduct, verbal conduct and non-verbal or written conduct.
It can involve a single incident and may be directed toward one or more individuals. In addition to sexual harassment, harassment can also be on the basis of:
- Social class
- Membership or non membership of a trade union
- Sexual preference
- National origin
- Employment status
- Employees who believe they have been discriminated against or harassed may take up their complaint through the normal grievance procedure. All complaints will be treated seriously and confidentially by the Company and will be fully examined. Depending on the nature of the complaint there are a number of possible outcomes:
- If a complaint is upheld, action will be taken to resolve the situation immediately and will be primarily aimed at preventing the repetition of offensive behaviour.
- If following the investigation, it has been proven that harassment has taken place, then the individual(s) involved will be subject to the disciplinary procedure.
- If an individual makes a malicious or false allegation, he or she could face disciplinary action.
3.7 The Company will not tolerate harassment or discrimination of employees, in whatever form. Every individual deserves to be treated the same, it is important that you understand your personal responsibility in achieving this and that you support the Company’s effort into putting this into practice.
- CODE OF CONDUCT
- In any organisation it is necessary to have established standards of discipline, attendance, performance and conduct to protect the well being of both the employee and the employer.
- Standards of discipline and conduct have been established under three headings covering minor offences, serious
offences and gross misconduct. These lists are not exhaustive or exclusive and offences of a similar nature will be dealt with in the same way.
Minor Offences – these include the following:
- Wasting time
- Improper dress and untidy appearance
- Minor cases of bad negligent work
- Speaking any other languages but English front of the customers while performing your duties (unless a customer has specifically
requested you to speak that language)
Serious Offences – these include the following:
- Absence from work without permission or valid explanation
- Repetition of minor offences
- Persistent bad time keeping
- Rudeness to customers
Gross Misconduct – this covers any action by an employee done deliberately, recklessly or carelessly, which could injure, damage or interfere with the running of the Company’s business or the property of the Company or other employees or customers. Without prejudice to any other rights the Company may have, the Company shall have the right to terminate your employment without any notice or payment in lieu of notice if you commit an act of gross misconduct.
Gross Misconduct includes, but is not limited to:-
- Deliberate damage to the Company’s or colleagues property.
- Deliberate falsification of office records.
- Drunkenness or being under the influence of drugs.
- Fighting in Company premises (or disorderly or indecent behaviour).
- Theft of property or money belonging to customers or the Company or to any employee of the Company (including borrowing money from the till).
- Failure to observe hygiene, safety or fire regulations or any wilfully negligent or reckless behaviour likely to cause injury to others or likely to cause damage to Company property.
- Wilful refusal to obey instructions and/or Company rules or gross insubordination.
- Failure to safeguard and account for monies of the Company for which you will be liable.
- Any conduct which, in the opinion of the Company, may have the effect of bringing the integrity and reputation of the Company into disrepute.
- Disclosure to any person (subject to the provisions of the Public Interests Disclosure Act) of any information as to the practices, business, dealings or affairs of the Company or of any associated Company or with regard to any of its customers or clients or as to any matters which are secret or confidential and which may come to your knowledge by reason of your employment.
- Harassment or discriminatory behaviour towards customers or colleagues.
- Removal of any records of the Company without authorisation.
- Undertaking work other than for the Company during your normal working hours or undertaking any work competing or potentially competing with the Company’s business or against its interests generally.
- Contravention of any licensing laws or failure to comply with any Company regulations relating to licensing.
- Conviction of a work related offence.
- Failure to comply with any policies, procedures or rules regarding cash handling and security.
- Delay in opening and/or early closing of a restaurant, without a substantial and good reason and authority from the Managing Director or General Manager.
4.3 In the instance of the discovery of illegal drugs, theft, fraud or deliberate damage to property, the Company reserves the right to inform the police whereby you may be liable for prosecution.
5. DISCIPLINARY & GRIEVANCE PROCEDURE
A Grievance Procedure
- If you are aggrieved about any aspect of your employment, you should initially consult your immediate Manager or the next level of management. If you have a complaint of sexual harassment, you are entitled to initially consult a Manager of the same gender as yourself. At any stage of the grievance procedure you have the right to be heard and may be accompanied by a work colleague or Trade Union Representative.
(a) Your grievance must be set out in writing and sent to the appropriate Manager.
(b) Once we have had a reasonable opportunity to consider your grievance, you will then be invited to attend a meeting to discuss it.
(c) It is important that you take all reasonable steps to attend the meeting. After the meeting we will inform you of our decision and you will be notified of your right to appeal against the decision if you are not satisfied with it.
(d) If you do not wish to appeal, you should inform us of that fact. If you do wish to appeal, then you should appeal in writing within 7 days and a meeting will be arranged to discuss your appeal. Again, you must take all reasonable steps to attend the meeting.
(e) After the appeal meeting you will be informed of our decision, and that decision will be final.
- Disciplinary Procedure
- This section lays down the procedure applying to all employees, which will normally be followed except in cases of gross misconduct when immediate action may be taken to suspend or dismiss, in order to ensure consistent and fair treatment for all employees.
- The Company reserves the right to demote an employee whose conduct or capability is found after consideration under the disciplinary procedure to fall below the standard expected of an employee in the particular role or grade of the disciplined employee. Demotion may in certain circumstances be utilised by the Company as an alternative to dismissal or other disciplinary sanction.
- The power to demote an employee further to the disciplinary procedure lies entirely at the discretion of the Company. An employee subject to the disciplinary procedure may not of their own accord elect to be demoted or seek demotion as an alternative sanction to dismissal or any form of disciplinary sanction. Demotion will entail changes to an employee’s terms and conditions of employment. Where the Company seeks to demote an employee in accordance with the above, the employee agrees to accept the sanction of demotion and the consequential changes to their terms and conditions of employment.
- If an employee refuses demotion and/or the variation of their terms and conditions of employment, the Company may take further disciplinary action. The employee’s right to appeal is not affected by the Company seeking to demote such persons.
- At any stage of the disciplinary procedure, you have the right to be heard and may be accompanied by a work colleague or Trade Union Representative. The seriousness of the offence will dictate at which stage action is initiated.
- Stage 1 – You may be given an informal verbal warning by your immediate supervisor who will inform you of the nature of the disciplinary breach, request an improvement and specify a time for improvement. You will be given time to approve. You will be offered reasonable help and support you request, to help you improve your performance/capability.
- Stage 2 – A second failure to remedy the disciplinary breach or a more serious first offence will justify a formal warning by the Manager to you. The warning will be recorded in your personnel file and a written copy issued to you. Again, where appropriate, you will be given a time in which to improve. You will be given time to approve. You will be offered reasonable help and support you request, to help you improve your performance/capability.
- Stage 3 – The repetition of offences or a more serious offence will be dealt with by a final written warning which will be given by the Manager or other senior executive after full investigation of the circumstances. A written copy of the final warning will be issued to the employee. You will be given time to approve. You will be offered reasonable help and support you request, to help you improve your performance/capability.
- Stage 4 – If there is no improvement in your conduct, or further offences are committed or you have committed serious misconduct, disciplinary action will be taken which may take the form of dismissal (including summary dismissal) or suspension without pay for up to 15 working days.
- Gross Misconduct
In circumstances of gross misconduct, the Company will not normally implement stages 1, 2 or 3 of the disciplinary procedure but will proceed directly to stage 4.
12. Procedure for Stages 2, 3 and 4
(a) The disciplinary problem will be set out in writing and given to you. You will be given a reasonable time to consider your response and then you will be invited to attend a disciplinary meeting to discuss the matter.
(b) After the meeting has taken place you will be informed of the decision and you will be notified of your right to appeal to a more senior Manager if you are not satisfied with the decision.
(c) If you wish to appeal, you must within 7 days notify us in writing and an appeal meeting will be arranged.
(d) After the appeal meeting, you will be informed of the decision, which will be final.
- In the event of an investigation having to be carried out the Company may suspend you with pay for the time taken to complete the investigation.
- Verbal warnings will expire after 6 months and written warnings after 12 months or more according to the circumstances.
- After any meeting held as part of the procedure, you will be given a written record of the meeting for your
- CHANGE OF PERSONAL DETAILS
6.1 You must inform your Manager in writing as soon as possible of changes to any personal details.
7.1 At the start of the employment you will be subject to three months initial trial period..
- HOLIDAY ARRANGEMENTS
- The holiday year runs from 1st January to 31st Any holiday not taken in the relevant holiday year may not be carried over. No payment will be given for holiday not taken.
- Holiday entitlement may not be taken in the first 13 weeks of employment or during any Trial (probation) period (extended or otherwise). Holidays may only be taken when accrued, with the advance agreement of your Manager and in blocks of one week. Staff working on a part time basis will be entitled to pro-rated holiday in accordance to the amount of days worked. Holiday pay is calculated on your average total wages over the period of accrual.
- A maximum of two working weeks may be taken at any time (except in special circumstances) and advance notice
must be given. You must give a minimum of 2.5 times notice. The Company can require you to take all or any of
your holiday entitlement at any specified time, so long as the notice periods as above are given.
- Staff who leave the Company will have their current leave entitlement calculated and the appropriate adjustment
made to their final salary payment. Staff leaving within three months of their start date will not be entitled to any paid
holiday nor will staff leaving without giving the relevant notice.
- There is no statutory entitlement to UK public and bank holidays. If you are required to work on a Public holiday then you will be paid at your normal rate of pay only. There is no entitlement to pay for Public Holidays when you are not required to work.
- 9. SICKNESS
- If you are unable to attend for work because of sickness or any other reason you must inform your Manager, by phone and in writing (i.e. by text or email) and not later than 2 hours before your appointed start time for any given day.
- It is your responsibility to keep LETO CAFFE GROUP fully advised of circumstances which are preventing you from attending work and of your likely date of return.
- The Company will require a doctor’s certificate for all periods of absence and may take disciplinary or other actions if it is considered that there is any abuse of misinterpretation or if the absence procedure is not followed. Full written reasons for all absence must be provided. Unauthorized absence will be treated as unpaid leave and will lead to disciplinary action including dismissal.
- At any stage you may be asked for your permission for the Company to contact your own doctor or be required to undergo a medical examination with a Company appointed doctor.
- Persistent absences may lead to discussion or investigation by your General Manager.
- If your absence shall aggregate 13 weeks in any 52 consecutive weeks, the Company may terminate your employment by giving you not less than the statutory period of notice, provided that the Company shall withdraw any such notice if during the currency of the notice you return to full time duties and provide a medical practitioner’s certificate satisfactory to the Company to the effect that you have fully recovered your health and that no recurrence of your illness or incapacity can reasonably by anticipated.
- Statutory Sick Pay
This is a legal entitlement for all staff and is paid in accordance with government rules, which is currently payable for the fourth day of sickness and up to a maximum of 28 weeks subject to the correct Company notification procedures. Statutory Sick Pay is paid in the normal way and is subject to Tax and National Insurance deductions.
- STATUTORY LEAVE & FLEXIBLE WORKING
The Company will comply with its statutory obligations relating to Statutory Leave and Flexible Working. Entitlement to Maternity and Parental leave is dependant upon length of service and prompt notification and you should therefore advise your Manager as soon as possible. Please ask your Manager for further information.
The Company operates a bonus scheme. Your manager shall advise you of the details of such bonus scheme. The company reserves remove/ change the bonus scheme at any time.
Starting from April 2017 you will be enrolled into the workplace pension scheme. You have an option to opt out of the pension scheme. In order to do so you have to contact a pension provider. If an employee has decided to opt out of the pension scheme the employer has a right not to opt back in for the next 12 months.
- DUTIES AFTER TERMINATION
- Upon termination of the employment for whatsoever reason, you shall without prejudice to any claim for damages or other remedy which either party might have against the other immediately deliver up to the Company (and confirm the same in writing), all property belonging to the Company. This includes (but is not limited to) uniforms, EPOS swipe cards, keys and access door fobs, Company manuals, correspondence, documents, specifications, papers, magnetic discs, tapes or other software storage media which may be in your possession or under your control and you shall not without the written consent of the Company retain any copies thereof. Failure to do so may result in an automatic deduction from your final pay.
- Your uniform will be provided on your first day at work and suitable clothes to be worn with it detailed by the Branch Manager. You may also be asked to sign a ‘Uniform Deduction Agreement ‘ to enable a refundable deduction of £10.00 to be taken from your first week’s wages.
- You must wear a clean neat uniform every day. For kitchen persons this includes an apron, all the buttons/press-studs fastened on the chef’s jacket and a hat. Uniforms must not be worn outside the restaurant.
- Protective Footwear – Wearing the right shoes is an important part of safety at work. While you are at work you must wear black, rubber soled sturdy shoes with no heels. Trainers, plimsolls, open toe sandals, high heeled or canvas shoes must not be worn. However kitchen staff may wear trainers provided they have a good grip. Additionally, these shoes must be clean.
14.4 Protective Clothing – Gloves, goggles and masks for cleaning with chemicals are issued free of charge and must be worn on the instruction of the Duty Manager and as instructed in your COSHH training, both to protect you and to maintain our high standards of safety and hygiene in the handling of food.
15.1 Appearance, Health and Hygiene – are particularly important because we run a restaurant business. The Company is committed to maintaining high standards of hygiene and food safety in all of our restaurants. This can be achieved with the help of all our employees. Therefore, you are asked to observe the following:
- Have a neat and tidy hairstyle, hair must be kept away from the face and styled so that it is close to the head. Hairnets will be required for hair not complying with this. Avoid pushing back with fingers.
- Male staff must be clean-shaven. Moustaches and beards are permitted provided they are neat, clean and tidy.
- Nails must be short and nail varnish must not be worn.
- Personal hygiene must include regular bathing, shampooing hair, use of deodorant and keeping hands and fingernails clean.
- No watches, small badges or jewellery, with the exception of plain wedding rings and sleeper earrings, are to be worn.
- You must wash and dry your hands before commencing a shift, returning from a break, after smoking, after using the toilet, after carrying out cleaning work, after taking deliveries and after handling rubbish. Hands must never be wiped on aprons.
- Cuts and sores must be covered with a blue waterproof plaster. All accidents, including bumps, bruises and cuts must be reported to the Duty Manager and an Incident Report Form completed.
- Never cough or sneeze near food.
- Eating is only allowed during break times.
- Avoid unnecessary handling of food – use clean utensils whenever practicable.
- Gum must not be chewed whilst on duty.
15.2 Illness Reporting - Good personal hygiene prevents our customers from becoming ill with sickness, diarrhoea, stomachache or fever. Hand washing is very important and therefore you must regularly wash your hands thoroughly using warm water and soap at the washbasin, and dry them thoroughly using the paper towelling or hot air dryer.
Don’t work with food if you are suffering from vomiting, diarrhoea, fever or nausea. You must inform your Duty Manager immediately who will deal with the matter sensitively and confidentially only telling those people who need to know. Your Duty Manager will advise you whether to come to work.
Don’t work if you are suffering from infected, scaling, weeping or discharging wounds, skin infections, eye or ear infections or sores, especially in exposed parts of your skin. You must inform the Branch Manager so that he/she can decide if the affected area can be effectively covered.
Do tell the Branch Manager if anyone in the same household as you or who is in very close contact with you is suffering with vomiting, diarrhoea or food poisoning.
Do report to the Branch Manager on returning from holiday if you are or have suffered with diarrhoea, vomiting or food poisoning.
PLEASE REMEMBER TO TELL THE DUTY MANAGER IF YOU ARE SUFFERING WITH ANY OF THESE CONDITIONS. IF YOU FAIL TO TELL THE DUTY MANAGER ABOUT YOUR ILLNESS YOU COULD BE PROSECUTED BY THE LOCAL AUTHORITY AND DISMISSED UNDER THE COMPANY’S DISCIPLINARY PROCEDURES.
15.3 Smoking – Smoking whilst at work is permitted only in designated areas of the restaurant and at times as advised by your manager. You must wash and dry your hands after smoking.
The Company considers the prevention of accidents and property damage to be of the utmost importance for the well being of its employees, customers, and visitors and for the production and efficiency of its operation. To ensure the continued good health and safety of all, please read this section carefully, we all have a responsibility to make each restaurant a safe and healthy environment in which to work and eat. There are a number of essential items of information and rules, as detailed below, which will be used as the starting point for all the subsequent training. Therefore you are asked to observe the following:
16.1 Use of equipment - Although there is some complex and dangerous equipment in the restaurants, training will always be provided before you are required to use it. The correct operating and cleaning instructions for each item of machinery must be followed at all times. If you find damaged equipment do not use it and report it to the Duty Manager. To use damaged equipment may injure you or someone else or part of it could fall into food and injure a customer.
16.2 Chemical Safety – The Company ensures that the chemicals provided are of the lowest risk to carry out the task safely. Always follow the training given and wear the appropriate protective equipment. Never decant chemicals into an unmarked container.
- Wet floors - Clean up spillages immediately to leave the floor as dry and grease-free as possible; always use the ‘Caution Wet Floor’ sign. Floors should always be cleaned when the restaurant is closed using a well rung mop. Excessive quantities of water must not be used. Kitchen floors must be swept throughout the day and mopped between shifts. You must not run in the restaurants.
- Knives – Always use a sharp knife. Carry knives by the handle, held by your side, pointing downwards. As soon as you finish using a knife, clean it and return it to the knife rack. When using a knife always watch what you are chopping.
- Lifting and Reaching – To prevent injury to your back it is important to adopt the correct posture when lifting heavy objects. You should not attempt too heavy a weight. In these circumstances you must get help. The following must always be observed when lifting:
- Safe grip – use as much of the palms of the hands as possible
- Straight back – avoid strain on the ligaments
- Knees bent – utilise strong muscles in the thighs and buttocks
- Arms close to the body and elbows flexed – minimise effort
- Feet apart, one in front of the other – increase the base of support
- Seek help if necessary
- Electrical Equipment – The Company ensures that electrical equipment is maintained in a safe condition. No Company employee is allowed to carry out any repair or maintenance unless they have received training.
- Accident Reporting – Although we have an excellent safety record, accidents do occasionally happen. If you have an accident, you must report it to the Duty Manager of your restaurant and together record it on an Incident Report Form. These records are reviewed regularly to prevent similar accidents happening in the future. You should remember that an accident is now defined to include any act of violence on people at work, for example arising from an assault by a customer, shoplifter or colleague.
PLEASE REMEMBER THAT ALL ACCIDENTS, INCLUDING ACTS OF VIOLENCE AT WORK MUST BE REPORTED AND RECORDED ON AN INCIDENT REPORT FORM.
- First Aid – Your Duty Manager is the person responsible for ensuring that there are first aid materials in the restaurant and will advise you where the first aid box is kept. You must inform the Duty Manager when you use any of the first aid equipment.
16.9 Fire Regulations/ Bomb Alerts – You will be given training about the Company’s fire procedures and action to be taken if a bomb is suspected to be in the restaurant. The following aspects are particularly important.
- Fire Alarms – Fire can happen without warning. You should therefore make sure you know exactly what to do if one breaks out, and the location of the fire alarms. If a fire cannot be immediately put out without risk to you, SOUND THE ALARM.
- Fire Equipment – You should know where the fire extinguishers are kept and how they are used. However you must not use them if to use them would put you at risk. If in doubt, SOUND THE ALARM.
- Fire Exits – You should make sure you know where all the FIRE EXITS are and ensure that they are kept clear at all times. You should also know where the assembly points are (where you have to go in case of a fire).
- Fire Instruction Notices – all of these points will be explained on the Fire Instruction notices posted throughout the restaurant. Ensure you know what they say as they could save your life. In addition, you should ask your Restaurant Manager to explain any instructions you do not understand.
17.1 Personal Safety With Customers- It is emphasised that employee safety is our first priority. If a customer threatens you with assault you should avoid putting yourself at risk and call for immediate assistance.
17.2 If you see a customer try to leave the restaurant without paying you should immediately inform any member of the Management team. Once again, you must not put yourself at risk in apprehending the individual.
17.3 Physical assaults by customers are extremely rare. But if you are involved in an assault, however minor, you must report it to the Duty Manager who will then decide what further action needs to be taken and ensure that you receive any advice or support that is necessary.
17.4 Be aware of what goes on around you. If you notice any suspicious packages, persons or actions by other members of staff, report them immediately to the Duty Manager. Any items of lost property must be handed to the Duty Manager immediately. We cannot accept responsibility for your clothing or personal property whilst on Company premises. Do not bring large sums of money / valuables to work. Please use the locker provided or ask the Duty Manager to lock away valuables if no room in locker – do not just leave lying around.
17.5 The Company has the right to carry out searches at any time. Two members of the same sex as the person being searched will carry out personal searches. However, bag and locker searches may take place by members of different sex. Refusal to allow a search to be carried out may lead to dismissal or referral of the matter to the police.
- STAFF MEALS AND BREAKS
An unpaid meal break is allowed for shifts of 4 hours or more (shift of up to 6 hours – 20 min break; shift of 8 hours – 30 min break; shift of 10 hours – 40 min break; shift of 12 hours and more – 1 hour break), during which time a free meal is not provided. Your Duty Manager will advise you of the menu items available for Staff Discount and agree the timing and place where the meal will be taken.
- COMPANY TELEPHONES
Staff and Managers are not permitted to either make or take personal telephone calls, other than in an emergency, without the approval of the Duty Manager.
- MOBILE PHONES
Neither Managers nor Staff are allowed to use mobile phones in the restaurant.
- FRIENDS AND RELATIVES
Any friends or relatives dining in the restaurant should be treated as any other customers and you should inform the Duty Manager as soon as they arrive. They should not be served by you or allowed access to any part of the restaurant that is for staff use only.
- COMPANY RULES
You should observe any special rules and procedures from time to time relating to your section and the equipment etc, being used by you. You must be aware in particular of rules relating to serious and gross misconduct and the right of the Company to issue warnings or dismiss summarily in certain circumstances. The following are general Company rules that apply to everyone:
- If you are unable to attend for work because of sickness or any other reason you must inform your Manager, by phone and in writing (i.e. by text or email) and not later than 2 hours before your appointed start time for any given day.
- Complete clean uniform must be worn.
- Telephone calls are not allowed at work unless in an emergency.
- Never serve any item before entering it in the till first – failure to comply with this rule will be deemed gross misconduct.
- Under no circumstances are friends, boyfriends/girlfriends or family allowed to visit you in the restaurant or to meet you in the restaurant at the end of your shift.
- You cannot consume alcohol, take unlawful drugs or gamble at any time while you are on the Company premises. You must also not arrive for work intoxicated following the consumption of alcohol or unlawful drugs. Failure to comply with this rule will be deemed gross misconduct.
- We are glad to see our employees thanked by customers in the form of tips, but will not tolerate any suggestion that a tip is required or expected. It is not permitted to add a service charge to a bill, except in particular circumstances when authorised by the Duty Manager. Credit card tips may not be taken as cash, but must be processed in accordance with the payroll procedure.
- Cashing of cheques or credit cards or the personal use of Company money i.e. IOU’s is not permitted. If found doing this, it will be deemed gross misconduct.
- Smoking and eating whilst at work is permitted only during meal breaks and only in designated areas.
- You are not allowed to leave the premises during your shift without permission.
- Injuries/ accidents at work, however minor, must be reported and entered on an Incident Report Form.
- You must follow the policy and procedures laid out in the Hygiene and Safety Manual.
- Staff meals not consumed in the restaurant must not be taken home.
- You are not permitted to take food, leftover or otherwise, out of the restaurant. This includes garbage or any other item.
- If you are charged or convicted of any criminal offence you must notify your Duty Manager on your next working day.
- Any property found within the restaurant premises should be handed immediately to the Duty Manager.
- The Company reserves the right to request all employees to undergo a security search before leaving the premises. This search may include any vehicle, locker, parcel, bag or briefcase in the employee’s possession.
- Previous employees may not return to the restaurant to make social visits without prior authority.
- LIFESTYLE BENEFITS
You may be eligible for other benefits that are designed to both reward loyalty and service, and to ensure that employees are able to enjoy a healthy and happy life outside work.
I confirm I have received a copy of this statement and I have read and understand the content and agree to abide by its terms:
Signed by (Employee) Signed by Sasha Debenko (Manager)
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