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| > April 23, 2005 | ID: 6534 |
| Translate from: | English |
| To: | Spanish |
| Specialization: | Any |
| Service Type: | Any |
| Service Type: | Any |
| Description | MATADOR EMPLOYEE HANDBOOK Welcome to the team. As with any team, we strive towards a common goal, and the goal is: - To be the best restaurant on the planet - 100% customer service 100% of the time - Improve upon our success - As good as our product/service is, we as a team strive to be better - Team work all the time Our products are Food, Drinks, Service, and Music. Our purpose is to serve the public and be financially successful doing it. Like any business, our restaurant will only prosper based on the performance of its staff. The only way in which anyone can maintain consistency in the achievement of any goal is through commitment towards the goal. At Matador we will achieve our goal (and have fun doing it) through: - Commitment to SERVICE 100% of the time - Commitment to FOOD QUALITY 100% of the time - Commitment to DRINK QUALITY 100% of the time - Commitment to CLEANLINESS 100% of the time - Commitment to MUSIC 100% of the time - Commitment to HOSPITALITY 100% of the time - Commitment to CUSTOMER SAFETY 100% of the time EQUAL OPPORTUNITY EMPLOYER In order to provide equal employment and advanced opportunities to all individuals employment decisions at Matador will be based on merit, qualifications, and abilities. Matador does not discriminate against race, color, religion, sex, national origin, age, disability, or any other characteristic by law. If you have any questions or concerns regarding discrimination in the workplace, we encourage you to bring this issue to the attention of a manager. Anyone found engaging in any type of unlawful discrimination will be subject to disciplinary action, up to and including termination of employment. PROBATIONARY PERIOD The probationary period is intended to give new employees the chance to demonstrate their ability to achieve a satisfactory level of performance and whether their new position meets their qualifications. Matador will use this period to evaluate employees capabilities, work habits, and overall performance. Either the employee or Matador may end this relationship at any time during or after the probationary period, with or without cause or advance notice. All new and rehired employees will work on a probationary period for the first 90 calendar days after their hire date. Upon satisfactory completion of the probationary period, employees will enter the “regular” employee classification. All new hires are required to show the required documents to the manager by law within 3 days of being hired. TEAMWORK Staff members perform better are more efficient, receive higher pay and/or tips, and have more fun when they feel strongly about the goals and purpose of the company being achieved. When staff members are ethical, work hard towards these common goals and purposes, and have good communication, we have a TEAM! This results in higher morale, satisfied customers, expansion, and more money for everyone. It is something we all need to work towards all the time. SCHEDULES AND TIMEKEEPING Work schedules begin on Monday and end on Sunday. They will be made available at least 3 days prior to the beginning of the work week. It is your responsibility to find out your schedule after being posted. Once the schedule has been posted, the shift is your responsibility. If you need to change your shift, you must find someone qualified to cover your shift. Shift changes must be approved by a manager. When you are hired, Matador will hold you to the days you agreed you will be available for work. ATTENDANCE & PUNCTUALITY To maintain a safe and productive work environment, Matador expects employees to be reliable and to be punctual in reporting for scheduled work. Absenteeism and tardiness place a burden on other employees and Matador. If an employee is going to be late or unable to work, the employee is responsible to call at least 3 (or whatever amount applies) people to cover the shift. If unsuccessful, the employee must call a manager atleast 8 hours prior to the scheduled shift with the names of the employees that the individual called to cover. The owner can be reached by cell phone; Alexis Fernandez, 201.923.9417, and Miriam Fernandez, 201.401.7696. ALL EMPLOYEES MUST SPEAK DIRECTLY TO A MANAGER. DO NOT LEAVE A MESSAGE!!! FAILURE TO COMPLY WITH ALL SCHEDULING PROCEDURES WILL RESULT IN SUSPENSION OR TERMINATION!!! -------NO SHOW--------NO CALL-------NO JOB--------- REQUESTS All vacation requests must be made at least 3 weeks in advance. Remember that a request is only that and must be approved by a manager. TIMEKEEPING Accurately recording time worked is the responsibility of every staff employee upon entering and exiting the building during the shift. If you fail to sign in or out, you will not be paid. Federal and state laws require Matador to keep an accurate record of time worked in order to calculate employee pay. MEETINGS Twice every month, there will be a meeting to discuss any issues with policies, procedures, supplies, food and drink specials, entertainment, and new ideas, etc. These meetings are mandatory and are considered the same as a scheduled shift. Meetings will be open for discussion on any subject. Matador will be open for new ideas and suggestions. Communication is essential to Matador, and goes a long way. DRESS AND APPEARANCE AND CLEANLINESS The purpose of having a dress code and appearance and cleanliness policy is to help create the proper and clean atmosphere required for Matador. Staff members should all be dressed professionally for their position or in costume when appropriate and should always maintain a high degree of personal hygiene. We want you to be comfortable, have fun, and look GREAT!!! MEALS All meals should be eaten in the area designated by management prior to or right after your shift. Meals will consistently be served between the “Lunch” and “Dinner” shifts, between 4:00-4:30 PM; it is your responsibility to be on time for “family meals”. Tardiness on your behalf will result in not having a “family meal”, it is your responsibility. SMOKING AND DRINKING ALCOHOL There will be no smoking allowed during a shift. Matador is a smoke-free environment and is prohibited to drink alcohol before or after your shift.. HARRASSMENT/ DISCRIMINATION FREE ENVIRONMENT Matador is committed to a work environment in which all individuals are treated with respect and dignity. Each individual has the right to work in a professional environment that promotes equal employment opportunities and prohibits discriminatory practices, including harassment. Matador prohibits any retaliation against employees that reports discrimination or harassment. DEFINITIONS OF HARRASSMENT Sexual harassment constitutes discrimination and is illegal under federal, state, and local laws. For purposes of this policy, sexual harassment is defined in the Equal Opportunity Commission Guidelines as unwelcome sexual advances, request for sexual favors and other verbal or physical conduct of a sexual nature. Harassment on the basis of any other protected characteristic is also strictly prohibited. Under this policy, harassment is verbal or physical conduct that denigrates or shows hostility or aversion towards an individual because of his/her race, color, religion, sex, sexual orientation, national origin, age, disability, marital status, citizenship, or any other characteristic of law. Harassing conduct includes, but is not limited to: epithets, slurs or negative stereotyping, threatening acts, denigrating jokes, and written or graphic material that denigrates or shows hostility or adversion towards an individual group and that is placed on walls or elsewhere on the employer’s premises or circulated in the workplace. REPORTING AN INCIDENT Matador encourages reporting of all perceived incidents of harassment, discrimination, or retaliation, regardless of the offender’s identity or position. In addition, Matador encourages individuals who believe they are being subjected to such conduct promptly to advise the offender that the behavior is unwelcome and request that it cease. Often this action alone will resolve the problem. Matador recognizes that an individual may prefer to pursue the matter through a formal complaint. CONCLUSION Matador has developed this policy to ensure that all of its employees can work in an environment free from harassment, discrimination, and retaliation. Matador will make every reasonable effort to ensure that all concerned are familiar with these policies and aware that any complaint will be investigated and resolved appropriately. Any employee that has any questions regarding these policies should speak with the manager on duty. DRUG & ALCOHOL ABUSE Matador desire is to provide a drug-free environment, healthful, and safe workplace. To promote this goal, you are required to report to work in appropriate mental and physical condition to perform your job in a satisfactory manner. While on Matador premises or conducting Matador business off premises no employee may use, possess, distribute, sell, or be under the influence of drugs or alcohol. Violation of this policy will lead to disciplinary action and up and including termination of employment and/or required participation in a treatment program. Such violations will also have legal consequences. NON-DISCLOSURE/CONFIDENTIALITY The protection of confidential business information and trade secrets is vital to the interest and the success of Matador. Such information includes, but is not limited to, the following examples: -Compensation Data -Customer Lists -Customer Preferences -Financial Information -Marketing Strategies -Pending project and proposals -Research and Development Strategies Each employee agrees that he or she will not use, copy, or disclose or imitate CONFIDENTIAL INFORMATION. Employees who improperly use or disclose trade secrets or confidential business information will be subject to disciplinary and legal action, which can include termination and monetary compensation even if they do not actually benefit from the disclosed information. CUSTOMER RELATIONS Customers are among our organizations most valuable assets. Every employee represents Matador to our customers and the public. The way we do our jobs presents an image of our entire organization. Customers judge all of us by the way they are treated by each employee. Nothing is more important than being courteous, friendly, helpful, and prompt in the attention you give the customers. Remember they are paying customers. EMPLOYEE RELATIONS It is important that each staff member support and keep good relations with other staff members. If there is a problem between employees the manager will intervene and see that any difficulties are worked out without either party being penalized. If it continues, employees will be subject to SUSPENSION AND/OR TERMINATION. Matador is a friendly environment and bad attitudes will not be tolerated. GRATUITIES We assume that in the service industry, hard work and good service will be recognized with a fair tip. Sometimes this is not the case and you may feel under compensated for your service. Remember the customer has the final assessment. If you feel a gross injustice has been done refer the issue to a manager to handle. It is against Matador policy for any server/employee to criticize or indicate to a customer that they are dissatisfied with their tip. ANY EMPLOYEE WHO CRITICIZES OR DISCUSSES A GUESTS GRATUITY IS SUBJECT TO TERMINATION!!! CAMERAS Matador is under 24 hour surveillance with cameras in the dining room, kitchen, office, basement, and outside. MUTUALLY AGREED UPON RULES AND POLICIES Rules protect both our employees and Matador, and prevent misunderstandings. Violations of Company rules and policies will result in disciplinary action up to and including termination (as well in extreme cases, possible arrest and prosecution). Violation and Company rules such as, but not limited to, those involving any form of dishonesty, discourtesy to customers, harassment or illegal activities, alcoholic beverages or illegal substances will be considered cause for termination on the first offense. EMPLOYEE ACKNOWLEDGEMENT FORM The manual describes important information about Matador and I understand if I have any questions about anything not covered in the manual I should contact management. I have entered into my employment with Matador voluntarily and acknowledge that there is no specified length of employment. Accordingly, either I or Matador can terminate the relationship at will or without cause, at any time, so long that there is no violation applicable to federal or state law. I understand that Matador is a harassment free and bias free work environment. Matador encourages reporting of all incidents. Matador will investigate all reports and take appropriate action. I acknowledge that this manual is neither a contract of employment or legal document. I have received the manual and I understand that this is my responsibility to read and comply with the policies contained in this manual and revisions made to it. EMPLOYEE NAME (PRINT): ___________________________________ EMPLOYEE SIGNATURE: ____________________________________ DATE: _____________________________________ |
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