EMPLOYMENT POLICIES

(Part Two)


TERMS OF CONDUCT

Consistent with our mission and values, it is important for all employees to be fully aware of the rules, which govern our conduct and behavior. In order to work together as a team and maintain an orderly, productive and positive working environment, everyone must adhere to standards of reasonable conduct and policies of the Restaurant. An employee involved in any of the following conduct may result in disciplinary action up to and including immediate termination without a written warning. Deduction of payroll may be made for any theft or destroyed equipment or property 

       1.    Invalid Work Authorization (I-9 form)

       2.    Supplying false or misleading information to the restaurant, including information at the time of application for employment or leave of absence.

       3.    Not showing up for a shift without notifying the manager on duty. (No call, no show = no job)

       4.    Clocking another employee “in” or “out” on the restaurant timekeeping system or having another employee clock you “in” or “out.”

       5.    Leaving your job before the scheduled time without the permission of the manager on duty.  A manager may not leave the restaurant unless a shift manager or key employee is present. 

       6.    Arrest or conviction of a felony offense.

       7.    Use of foul language in front of guests. 

       8.    Not following instructions or disorderly or indecent conduct.

       9.    Insubordination or disrespect toward a supervisor, staff member or guest.

    10.    Theft of customer property or damage to restaurant property.  This includes ALL items found on restaurant premises. 

    11.    Theft or misappropriation of restaurant funds. Failure to follow cash, guest check or credit card processing procedures.

    12.    Engaging in harassment, actions or threats of violence of any kind toward another employee or customer.

    13.    Failure to consistently perform job responsibilities in a satisfactory manner.  

    14.    Adding gratuity to a guest check without the expressed request of the guest.  Knowingly overcharging/undercharging for food and beverages OR knowingly shortchanging a guest or co-worker.

    15.    Any solicitation of the guest or accommodation for the express purpose of getting a tip – this is strictly forbidden.

    16.    Use, distribution or possession of illegal drugs on restaurant property or being under the influence of these substances when reporting to work or during work hours.

    17.    Closing the restaurant early OR leaving work areas / stations during work hours without the knowledge or consent of the general manager or owner.

    18.    Excessive tardiness.

    19.    Habitual failure to punch in or out.

    20.    Disclosing confidential information including policies, procedures, recipes, manuals or any propriety information to anyone outside the restaurant. 

    21.    Smoking or eating in unapproved areas or during unauthorized breaks.

    22.    Not parking in employee designated parking area.

    23.    Failure to comply with restaurant’s personal cleanliness and dress code standards.

    24.    Unauthorized operation, repair or attempt to repair machines, tools or equipment.  This includes unauthorized use of all company property including, but not limited to computers, phones, and iPads. 

    25.    Failure to report safety hazards, equipment defects, accidents or injuries immediately to management.

    26.    Unapproved use of newspapers, books and/or cell phones during work hours.  Cell phones must be on silent and out of view of customers during work hours.


HARASSMENT

All of our employees have a right to be free from sexual harassment. Wild Kitchen + Bar does not condone actions, words, jokes or comments that a reasonable person would regard as sexually harassing or coercive.  

Definition of Sexual Harassment

Sexual harassment encompasses any sexual attention, from either gender, that is unwanted and is defined as unwelcome advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature when:

·      Submission is made an express or implied term or condition of employment or status in a class, program or activity. 

·      Submission to or rejection of the behavior is used to make an employment or educational decision (such as hiring, promotion or grading a course). 

·      The conduct has the purpose or effect of unreasonably interfering with a person’s work or educational performance or creates an intimidating, hostile or offensive environment for work or learning, including harassment in the workplace from an outside party, such as a vendor. 

Sexual harassment may take many forms, for example:

·      Physical assault. 

·      Direct or implied threats that submission to sexual advances will be a condition of employment, work schedule, promotion, job assignments, evaluation, wages or any other condition of employment. 

·      Direct propositions of a sexual nature. 

·      Comments of a sexual nature. 

·      Sexually explicit statements, questions, jokes or anecdotes. 

·      Unnecessary touching, patting, hugging or brushing against a person’s body. 

·      Remarks of a sexual nature about a person’s clothing, body, sexual activity or previous sexual experience. 

·      Employees need to be concerned not only with the intent of their actions of this kind but also the effects; while sexual harassment involves repeated, unwanted sexual attention, persons involved in isolated or inadvertent incidents demonstrate insensitivity toward others. Repeated occurrences will be considered intentional violations of the policy.


Anyone who feels it necessary to discuss what may appear to be sexual harassment should report the harassment promptly to at least two people who are in a supervisory or management capacity. Your report will be kept as confidential as possible. A prompt and thorough investigation will be made. If a claim is substantiated, the Company will take immediate and appropriate action, including discipline and possible termination.


FRATERNIZATION

Consider any possible conflict of interest before you enter into a relationship with a coworker. Inform HR when entering into a romantic relationship with a colleague. Keep discussions of personal issues out of the workplace. Maintain professionalism despite the status of the relationship and seek advice from their managers or HR to solve any issues.


SOCIAL MEDIA GUIDELINES

We encourage our employees to use social media to share and promote the values of Wild Kitchen + Bar. Employees should protect the privacy, integrity, and values of Wild Kitchen + Bar and must adhere to these guidelines:

·      Employees are welcome to participate in social media to promote Wild Kitchen + Bar’s service, products, brands, and workplace.  It is a great venue to reach current and future customers, improve our customer service and strengthen our presence in the community. Employees should be respectful, knowledgeable and courteous when discussing Wild Kitchen + Bar, our customers, and our vendors.

·      Employees are prohibited from engaging in any communication that pertains to discrimination, sexual harassment, and confidential business practices of Wild Kitchen + Bar.

·      Employees are prohibited from participating in any communication that belittles or ridicules the value of Wild Kitchen + Bar’s products or services and any name-calling or negative behavior that damages the employee, other employees, the Restaurant, our vendors, or our customers.

·      Since there is no privacy in the social media arena, employees should be aware that Wild Kitchen + Bar follows communications about the Restaurant through various social media monitoring programs.

It is important to remember that these guidelines must be followed both at work and during the employee’s own personal time.  Wild Kitchen + Bar must protect our brand and values, so failure to follow these guidelines may result in termination of employment.


ABSENCES

All employees are expected to work on a regular, consistent basis and complete their regularly scheduled hours per week. Excessive absenteeism may result in disciplinary action, up to and including termination. Disciplinary action taken because of absenteeism will be considered on an individual basis, following a review of the employee’s absentee and overall work record.

·      If you are going to be late or miss work, employees are expected to call and talk to the manager at least 3 hours before they are scheduled to work.

·      Any employee who does not call or report to work will be considered to have voluntarily resigned their employment.

·       To return to work from an accident or medical leave, employees may be asked to present a doctor’s release for repetition of similar complaints and / or after 3 consecutives days off. 


TARDINESS

Employees must be prepared to start work promptly at the beginning of the shift. Always arrive at the Restaurant 10 to 15 minutes before your shift. Your scheduled time is the time you are expected to be on your job, not arrive at Wild Kitchen + Bar. Repeated tardiness is grounds for termination. If it is not possible for you to begin work at your scheduled time, call the Manager on duty at the restaurant.


RESIGNATIONS

You are requested to give a two-week notice of your plans to leave the restaurant. A notice is important so that we have time to hire someone to take your place. Giving a two-week notice is a professional courtesy and assures that you are eligible for re-hire and will not have a “left without resignation notice” on your employment record.