Madison Park Restaurant Employee Handbook

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EMPLOYEE

HANDBOOK

EMPLOYMENT POLICIES AND PROCEDURES

Madison Park Restaurant

Effective 9-1-2020

Employment Policies and Procedures

This document is a sample of an employee handbook based on a template prepared for restaurant

owners by the PA Restaurant & Lodging Association.

Employment Policies and Procedures

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Welcome Letter

Welcome To Our Team!!

We welcome you to Madison Park Restaurant. We look forward to

the opportunity to work with you and want you to know that we

recognize our employees as our most valuable resource. Our

continued success in providing the highest quality of food,

beverages and service to our customers depends on having quality

people like yourself and your fellow employees. We want you to

enjoy your time here and are committed to helping you succeed in

your new job.

We have prepared this handbook to answer some of the questions

that you may have

concerning Madison Park

Restaurant and its policies.

This handbook is intended

solely as a guide. Read it

thoroughly. If you have

questions about anything,

contact your (trainers,

managers, owner) for

assistance.

We hope you find your time

with us to be an enjoyable

and rewarding experience.

Once again, welcome to

Madison Avenue

Restaurant!

Sincerely,

Rick and Kathy Parks

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Employment Policies and Procedures 
1   
 
Table of Contents 
WELCOME LETTER 
OUR MISSION 
OUR WAY OF DOING BUSINESS 
 ABOUT THIS HANDBOOK 
 EMPLOYMENT POLICIES 
  Hiring 
STANDARDS OF CONDUCT 
DRUG AND ALCOHOL POLICY 
HARASSMENT 
  Sexual Harassment 
ABSENCES 
  Tardiness 
  Resignations 
PAYMENT PROCEDURES 
  Time Clock Procedures 
  Tip Reporting 
  Payroll Checks 
  Payroll Deductions 
  Change of Address 
  Lost Paychecks 
BENEFITS 
  Health Insurance 
  Family and Medical Leave 
  Holidays 
  Vacations 
  Worker’s Compensation 
  Employee Meals 
EMPLOYEE USE OF SOCIAL MEDIA WEBSITES 
RESTAURANT POLICIES & PRACTICES 
  Customer Service 
  Management / Employee Relations 

 
Employment Policies and Procedures 
2   
 
SAFETY 
SANITATION 
DRESS CODE 
  Dining Room Dress Code 
  Kitchen Dress Code 
ACCIDENTS AND EMERGENCY SITUATIONS 
  Crime and Robbery 
  Fire Protection 
ALCOHOL SERVING POLICY 
PROPRIETARY & CONFIDENTIAL INFORMATION 
  Solicitation 
CELLULAR PHONE USE POLICY 
  Cell Phone Use for Business While Driving is Prohibited 
  Cell Phones in the Restaurant - Management 
  Cell Phones in the Restaurant - Staff 
  Emergency Use of Cell Phones – Staff 
  Violation of Policy is Cause for Disciplinary Action 
SAMPLE POLICY REGARDING SUPPLIER GIFTS AND KICKBACKS 
  INTRODUCTION 
  DEFINITION 
  RELATIONSHIPS WITH VENDORS/SUPPLIERS 
  KICKBACKS FROM VENDORS/SUPPLIERS 
  GIFTS AND GRATUITIES 
HANDBOOK RECEIPT 
   

Employment Policies and Procedures

Our Mission

Madison Park Restaurant's mission is

to enrich the lives of our guests, our

employees and owners. We do this

through superior quality food and

beverages, legendary customer

service, sales growth, cost controls

and treating our employees like family.

We believe that our employees are

our most important resource and our

success depends upon creating and

retaining a staff capable of delivering

an exceptional dining experience to

every customer, every time.

Employment Policies and Procedures

Our Way of Doing Business

Madison Park Restaurants’s success depends on our people. Our restaurant can only prosper and provide

opportunities for employment and growth when we continually improve ourselves, and the work we do.

We recognize however, that success is not measured by sales; guest counts, and numbers alone. We are

measured as much by the way in which we achieve our goals, as we are by the actual achievements

themselves. We believe that a commitment to uncompromising values and integrity should always guide

our decisions and actions as we pursue our goals. Following are the core values that form the

foundation of our measurement of success:

We believe in providing legendary service. Our goal is to provide the kind of unique and genuine sort of

personal care and attention that our customers tell stories about.

We believe that good enough isn’t. We never stop trying to do it better, no matter how good we are.

We constantly strive to "raise the bar.”

We believe in honesty and trust. We work to build trust with others in each and every transaction and

interaction. We recognize that honesty and trust form the bond that holds organizations and

relationships together.

We believe in the ongoing training and development of our people. We see it as a worthy investment in

the future of the restaurant and as a way of enabling our people to achieve their potential in whatever

they do.

We believe our continued success depends on teamwork. We know that great achievements are only

possible from helping and respecting each other.

We believe in doing business in a professional and orderly

manner. We take great pride in having good systems,

standardized procedures and being organized.

We believe in being responsible to others and to ourselves. We

do what we say we are going to do when we say we are going to

do it. We believe in personal accountability and avoid blaming

others when things don’t turn out as planned.

Employment Policies and Procedures

About this Handbook

This handbook is designed to help you get familiarized with Madison Park Restaurant. We want you to

understand how we do business and how important you and every employee is in helping us take care

of our guests and making this a fun and rewarding place to work.

The policies stated in this handbook may change from time to time. It isn’t flawless either. We’ve done

our best to include as much information as possible in an easy-to-understand manner.

This handbook is not a contract, which guarantees your employment for any specific time. Either you or

Madison Park Restaurant may terminate your employment at any time, for any reason, with notice.

Understand that no supervisor, manager, or representative of Madison Park Restaurant, other than the

(president, owner) of Madison Park Restaurant has

the authority to enter into any agreement with

you for employment for any specified period or to

make any such promises or commitments.

We wish you the best of luck in your position and

hope that your employment with Madison Park

Restaurant and as we expressed earlier in this

handbook, will be a very enjoyable and

rewarding experience.

Employment Policies and Procedures

Employment Policies

HIRING

It is Madison Park Restaurant's policy to hire only United States citizens and aliens who are authorized

to work in this country. As required by law, employees will be required to provide original documents

that establish this authorization within three days of their date of hire. If the documents are not

provided within the three day period, we have no choice, under the law, but to terminate the employee

until the appropriate documents are provided. Employees and employers are both required to complete

a form furnished by the Department of Labor, form I-9. In Section 1 of form I-9, the information

provided by the employee must be valid and authentic. If at any time during an employee’s

employment, it is discovered that any document used was invalid or not authentic, the employee must,

by law, be immediately terminated.

NON-DISCRIMINATION

Madison Park Restaurant is an equal opportunity employer. We will not tolerate discrimination based

on race, sex, age, national origin, religion, sexual orientation, or disability. Employment decisions,

such as hiring, promotion, compensation, training and discipline will be made only for legitimate

business reasons based upon qualifications and other nondiscriminatory factors.

AGE REQUIREMENTS

All servers and bartenders, as per the law, must be at least 18 years

of age. Employees under the age of 18 must comply with all federal

wage and hour guidelines, no exceptions. The required work permits

much be supplied when applicable. No employees under the age of

18 years can take orders for or serve alcoholic beverages.

ORIENTATION PERIOD

You have been through our employee selection process, have been

selected for employment and appear to have the potential to

develop into a successful employee. However, we want the

opportunity to begin the training period, get to know you, see how

you fit in with your co-workers and determine if you are willing and

able to carry out the responsibilities for the position in which you

were hired. It’s also important for you to get to know us and become familiar with how we operate to

find out if this job is a We, therefore, have a 30 day Orientation Period for that purpose referred to

Employment Policies and Procedures

above. The 30 day period allows both you and the Company to see whether or not it’s a good fit and if

not, part company as friends. During the Orientation Period you will begin your training and be observed

by management. Also, during this time if you feel you do not understand what’s expected of you or that

you need additional training, we encourage you to ask questions and seek additional help from our

management staff.

TRAINING

To help you be successful in your job you will receive adequate training. You will not be expected to be

on your own until you are ready. You will participate in detailed training programs and receive training

materials to help you perform your job the right way. Your trainers are

considered our “best” and have been certified to train for that

position. We spend considerable time and money educating our

trainers to prepare each new employee for their job. We want you to

be a knowledgeable and productive member of our staff.

EVALUATIONS

All employees receive written and verbal performance evaluations

twice a year, in January and June. The evaluation process is intended

to let you know how well you’re performing and help you be more

effective and productive. The evaluation also gives you the

opportunity to share your thoughts about your performance and

future goals with your manager.

The evaluation process is an opportunity to identify accomplishments

and strengths as well openly discuss areas and goals for any

improvement. Depending on your position and performance, you may

be eligible for a pay increase. Pay increases are not guaranteed.

Rewards are based solely on a person’s job performance and results.

SCHEDULES

Schedules are prepared to meet the work demands of the restaurant.

As the work demands change, management reserves the right to

adjust working hours and shifts. Schedules are posted weekly (day of

week / time). Each employee is responsible for working their shifts.

Employment Policies and Procedures

You should arrive for your shift with enough time to make sure you’re ready to work when your shift

begins. We suggest that you arrive 10 to 15 minutes before your shift begins so that you have time to

get settled and ready for your shift. You should clock in when your shift begins and be ready to start

work immediately. Employees must enter and exit through the front door during business hours – not

the back door.

Schedule changes may be allowed only if you find a replacement and get a manager’s approval. To be

valid, the manager must indicate and

initial the change on the posted

schedule. The restaurant usually

requires high levels of staff on or

around holidays, sporting and other

special events. We understand that

you have a life outside of the

restaurant and will always try to find a

way to work with you on your

schedule requests. We do, however,

ask you to remember just how crucial

each position is to the proper

functioning of the restaurant. Please

remember that even though we will

try to comply with your requests,

there is no assurance that you will get

the requested time off.

OVERTIME

In accordance with Federal Minimum

Wage Law, employees are paid overtime when they work more than 40 hours in one week. Hourly

employees are paid at one and one-half times their basic straight time rate for all overtime hours

worked. Tip credit will be factored into the hourly rate for tipped employees.

Employment Policies and Procedures

Standards 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 conform 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.

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, leave of absence or sick pay.

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 either “in” or “out.”

5. Leaving your job before the scheduled time without

the permission of the Manager on duty.

6. Arrest or conviction of a felony offense.

7. Use of foul or abusive language.

8. Disorderly or indecent conduct.

9. Gambling on Restaurant property.

10. Theft of customer, employee or Restaurant property

including items found on Restaurant premises.

11. Theft, dishonesty or mishandling of Restaurant funds. Failure to follow cash, guest check or

credit card processing procedures.

12. Refusal to follow instructions.

13. Engaging in harassment of any kind toward another employee or customer.

Employment Policies and Procedures

14. Failure to consistently perform job responsibilities in a satisfactory manner within the 30 day

orientation period.

15. 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.

16. Waste or destruction of Restaurant property.

17. Actions or threats of violence or abusive language directed toward a customer or another staff

member.

18. Excessive tardiness.

19. Habitual failure to punch in or out.

20. Disclosing confidential information including policies, procedures, recipes, manuals or any

proprietary information to anyone outside the Restaurant.

21. Rude or improper behavior with customers including the discussion of tips.

22. Smoking or eating in unapproved areas or during

unauthorized breaks.

23. Not parking in employee designated parking area.

24. Not entering and exiting the restaurant through approved

entrance.

25. Failure to comply with Restaurant’s personal cleanliness

and grooming standards.

26. Failure to comply with Restaurant’s uniform and dress

requirements.

27. Unauthorized operation, repair or attempt to repair

machines, tools or equipment.

28. Failure to report safety hazards, equipment defects,

accidents or injuries immediately to management.

Employment Policies and Procedures

Drug and Alcohol Policy

Madison Park Restaurant is committed to providing a safe and productive work environment for its

employees and patrons. Alcohol and drug abuse pose a threat to the health and safety of fellow

employees, patrons and to the security of our equipment and facilities. For these reasons, Madison Park

Restaurant is committed to the elimination of drug and/or alcohol use and abuse in the workplace.

This policy outlines the practice and procedure designed to correct instances of identified alcohol and/or

drug use in the workplace. For the purpose of this policy and its enforcement, ‘drugs’ are classified as

any drug that’s illegal under federal, state or local law and / or any drug that is illegal under the federal

Controlled Substances Act. This policy applies to all employees and all applicants for employment of

Madison Park Restaurant.

DRUG-FREE AND ALCOHOL FREE WORKPLACE

Employees should report to work fit for duty and free of any adverse effects of illegal drugs or alcohol.

This policy does not prohibit employees from the lawful use and possession of prescribed medications.

Employees must, however, consult with their doctors about the medications’ effect on their fitness for

duty and ability to work safely and promptly disclose any work restrictions to their supervisor.

Employees should not, however, disclose underlying medical conditions unless directed to do so.

WORK RULES

The following work rules apply to all employees:

◼ Illegal drugs are defined in this policy to include: cocaine,

ecstasy, hallucinogens, amphetamines, steroids, heroine, PCP,

marijuana and other substances that are illegal in

Pennsylvania.

◼ Whenever employees are working, are operating any company

vehicle, are present on company premises, or are conducting

related work off-site, they are prohibited from:

o Using, possessing, buying, selling, manufacturing or dispensing an illegal drug (to include

possession of drug paraphernalia).

o Being under the influence of alcohol or an illegal drug as defined in this policy.

◼ The presence of any detectable amount of any illegal drug or illegal controlled substance in an

employee’s body while performing company business or while in a company facility is

prohibited.

Employment Policies and Procedures

◼ Madison Park Restaurant will not allow any employee to perform their duties while taking

prescribed drugs that are adversely affecting the employee’s ability to safely and effectively

perform their job duties. Employees taking a prescribed medication must carry it in the

container labeled by a licensed pharmacist or be prepared to produce it if asked.

◼ Any illegal drugs or drug paraphernalia will be turned over to an appropriate

law enforcement agency and may result in criminal prosecution.

REQUIRED TESTING

The company retains the right to require the following tests:

◼ Reasonable suspicion: Employees may be subjected to testing based on

observations by a supervisor of apparent workplace use, possession or

impairment.

◼ Post-accident: Employees may be subjected to testing when they cause or contribute to

accidents that seriously damage a company vehicle, machinery, equipment or property and/or

result in an injury to themselves or another employee requiring off-site medical attention. In any

of these instances, the investigation and subsequent testing may be scheduled within two (2)

hours following the accident, if not sooner.

INSPECTIONS

Madison Park Restaurant reserves the right to inspect all portions of its premises for drugs, alcohol or

other contraband. All employees and visitors may be asked to cooperate in inspections of their

persons, work areas and property that might conceal a drug, alcohol or other contraband. Employees

who possess such contraband or refuse to cooperate in such inspections are subject to appropriate

discipline up to and including discharge.

CRIMES INVOLVING DRUGS

Madison Park Restaurant prohibits all employees from manufacturing, distributing, dispensing,

possessing or using an illegal drug in or on company premises or while conducting company business.

Employees are also prohibited from misusing legally prescribed or over-the-counter (OTC) drugs. Law

enforcement personnel shall be notified, as appropriate, when criminal activity is suspected.

Employment Policies and Procedures

Harassment

It is this Restaurant’s policy to treat all personnel with dignity and respect and make personnel decisions

without regard to race, sex, age, color, national origin, religion or disability. We strive to provide

everyone a workplace that is free of harassment of any kind. Employees are encouraged to promptly

report incidences of harassment.

SEXUAL HARASSMENT

All of our employees have a right to be free from sexual harassment. Madison Park Restaurant 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.

Employment Policies and Procedures

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.

Employment Policies and Procedures

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 (immediate

supervisor, a manager, GM, owner) at least 2 hours before they are scheduled to work.

◼ Any employee who does not call or report to work for two consecutive shifts will be considered

to have voluntarily resigned employment at Madison Park Restaurant.

◼ Prior to taking a leave of absence for purposes of vacation, personal leave, military or jury duty,

or other planned absence, an Employee Leave Request Form, available from your Manager or

Supervisor, should be submitted to and approved by the (immediate supervisor, a manager, GM,

owner).

◼ Employee Leave Requests should be submitted

at least two weeks prior to the scheduled leave

date, unless the request is due to an unexpected

emergency. The nature of the emergency should

then be shared with the (immediate supervisor, a

manager, GM, owner).

◼ To return to work from an accident or medical

leave, all employees must present a doctor’s

release.

◼ Any employee who fails to return to work at the

expiration of a personal leave of absence will be

deemed to have abandoned their job, unless

Madison Park Restaurant is notified of a reason,

satisfactory to management, for not returning to

work at the end of the leave of absence.

Employment Policies and Procedures

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 the Restaurant. Repeated tardiness is grounds for termination. If it is not

possible for you to begin work at your scheduled time, call the Restaurant and speak to the Manager on

duty.

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.

Employment Policies and Procedures

Payment Procedures

TIME CLOCK PROCEDURES

You should arrive at the restaurant 10 to 15 minutes before you are scheduled to start work. Notify the

Manager on duty that you have arrived for your shift. You may clock in within 5 minutes of the start of

your shift. All hourly employees are given an employee ID number to clock in and out on the

Restaurant’s timekeeping system.

Tampering, altering, or falsifying time records or recording time on another employee’s ID number is not

allowed and may result in disciplinary action, up to and including termination.

TIP REPORTING

As an employee of a Restaurant, all the tips you receive, whether in cash or included in a credit card

transaction, is taxable income to you. You are required, by federal law, to report and record your actual

tips for each shift.

At the end of each shift, tipped employees must disclose

on the Server Check-Out form, the amount of credit card

tips and total tips less any tips shared with any other

employees. Your tips will be recorded and reflected in

total on your paycheck stub. Endorsement of your

paycheck indicates that you acknowledge that your tip

information on the stub is accurate and correct.

It is the employee’s responsibility to comply with IRS

requirements of reporting all your tip income. While you

are responsible for reporting all of your tip income, the

Restaurant may be required to allocate additional tip

income to any tipped employee that does not declare at

least 8% of their gross sales as tip income.

We strongly encourage you to accurately report your tip

income. This will reduce the chances of you being audited

by the IRS and allows you to qualify for greater social

security, unemployment and worker’s compensation benefits.

Employment Policies and Procedures

PAYROLL CHECKS

Paychecks are available at the Restaurant every other (your pay day) between the hours of (insert your

time). After payday, you may pick up your paycheck during the same hours. Please understand that it

may be difficult for anyone to be available to obtain your paycheck during peak business hours.

PAYROLL DEDUCTIONS

Your paycheck will indicate your gross earnings as well as deductions for federal and state withholding

taxes and social security and Medicare taxes. Federal and state withholding taxes are authorized by you

based on the information you furnished to us on form W-4. If you want an explanation of your

deductions or if you wish to change them in any way please see (manager, owner, administrative

assistant).

As per state law, the Restaurant complies with court orders in connection to garnishments from

employee paychecks as directed by the proper authorities. You will be notified of any court-ordered

payroll deductions.

CHANGE OF ADDRESS

We ask that you report any address changes to (manager,

owner, administrative assistant) as soon as possible so your

year-end statement of income and deductions, form W-2,

will be mailed to the correct address.

LOST PAYCHECKS

Report lost paychecks to (manager, owner, administrative

assistant). We will stop payment on the lost check and

reissue you another check on the next payroll cycle. The

reissued check will incur a deduction equal to the bank stop

payment charge.

Employment Policies and Procedures

Benefits

HEALTH INSURANCE

Madison Park Restaurant offers health insurance coverage options through a Health Maintenance

Organization (HMO). After you have completed your orientation period, we will pay $100 a month

toward part-time employees’ insurance and $250 a month toward full-time employees’ insurance.

FAMILY AND MEDICAL LEAVE

An employee who has been employed for at least 12 months and for at least 1,250 hours of service

during the previous 12 months, may be granted unpaid leave for one or more of the following reasons:

◼ Birth of son/daughter and in order to care for such son/daughter.

◼ Placement of son/daughter with the employee for adoption or foster

care.

◼ To care for a spouse, son, daughter or parent who has a serious health

condition.

◼ A serious health condition that renders the employee incapable of

performing the functions of his/her position.

A total of 12 workweeks of leave during any 12-month period may be granted

under this policy. Such leave must be taken on a sustained or uninterrupted

basis, except that intermittent leave may be taken for serious health care of the

employee, child, spouse or parent. You must provide as much prior notice as

reasonably possible.

HOLIDAYS

Due to the nature of the restaurant business you may be required to work

holidays. It is currently our policy to close the Restaurant for business on the

following holidays: Thanksgiving Day, Christmas Day and Easter Day.

Employment Policies and Procedures

VACATIONS

Vacations are provided by the Restaurant to enable employees to leave their work environment for a

period of time and must be taken within the year in which they are earned.

All full-time employees who have been with the Restaurant for a consecutive 12 month period is eligible

for a one week, paid vacation. Employees are considered full-time if they averaged over 30 hours of

work per week the previous year.

Request forms (Employee Leave Request) for vacation are available from the (manager, owner,

administrative assistant) and are to be submitted to the employee’s immediate supervisor and approved

prior to granting vacation leave. Employees are asked to submit requests for vacation at least one

month prior to the scheduled vacation date, unless the request is due to an unexpected situation.

Efforts will be made to grant vacation time as requested, but business needs may require an employee

to adjust his or her vacation time.

WORKER’S COMPENSATION

Worker’s compensation provides benefits for employees who suffer personal injury from accidents or

illnesses arising out of, and in the course of, their employment with the Restaurant. An employee who is

injured on the job, regardless of the severity of the injury or illness, should:

◼ Report the occurrence to the manager on duty.

◼ The manager on duty will need to obtain information as to exactly what happened, how the

injury or illness occurred, the exact time and location, as well as any witnesses to the

occurrence.

If an employee experiences a disabling work

injury, the nature of which necessitates an

absence from work, the (general manager, owner,

administrative assistant), will provide the

employee with information concerning his or her

lawful benefits.

EMPLOYEE MEALS

Employees receive a 60% discount off the regular

price of all menu items during each shift.

Employee meals can be purchased either before

or after your shift or on a scheduled break.

Employment Policies and Procedures

Employee Use of Social Media Websites

While Madison Park Restaurant encourages its employees to enjoy and make good use of their off‐duty

time, certain activities on the part of employees may become a problem if they have the effect of

impairing the work of any employee; harassing, demeaning, or creating a hostile working

environment for any employee; disrupting the smooth and orderly flow of work within the

company; directly or indirectly disclosing confidential or proprietary information; or harming

the goodwill and reputation of Madison Park Restaurant among its customers or in the community

at large. In the area of social media (print, broadcast, digital, and online), employees may use

such media in any way they choose as long as such use does not produce the adverse

consequences noted above. For this reason, Madison Park Restaurant reminds its employees

that the following guidelines apply in their use of social media, both on and off duty:

1. If an employee publishes any personal information about themselves, another

employee of Madison Park Restaurant, a client, or a customer in any public medium

(print, broadcast, digital, or on-line) that:

a. has the potential or effect of involving the employee, their co‐workers, or

Madison Park Restaurant in any kind of dispute or conflict with other employees

or third parties;

b. interferes with the work of any employee;

c. creates a harassing, demeaning, or hostile working environment for any

employee;

d. disrupts the smooth and orderly flow of work within the office, or the delivery

of services to the company’s clients or customers;

e. harms the goodwill and reputation of Madison Park Restaurant among its customers or

in the community at large;

f. tends to place in doubt the reliability, trustworthiness, or sound judgment of the person

who is the subject of the information; or

g. reveals proprietary information or Madison Park Restaurant trade secrets;

Employment Policies and Procedures

2. the employee(s) responsible for such problems will be subject to counseling and/or disciplinary

action, up to and potentially including termination of employment, depending upon the

circumstances.

3. No employee of Madison Park Restaurant may use company equipment or facilities for

furtherance of non‐work‐related activities or relationships without the express advance

permission of the owners or manager.

4. Employees who conduct themselves in such a way that their actions and relationships with each

other could become the object of gossip among others in the office, or cause unfavorable

publicity for Madison Park Restaurant in the community, should be concerned that their

conduct may be inconsistent with one or more of the above guidelines. In such a situation, the

employees involved should request guidance from (a designated member of management) to

discuss the possibility of a resolution that would avoid such problems. Depending upon the

circumstances, failure to seek such guidance may be considered evidence of intent to conceal a

violation of the policy and to hinder an investigation into the matter.

5. Should you decide to create a personal blog, be sure to provide a clear disclaimer that the views

expressed in the blog are the author’s alone, and do not represent the views of Madison Park

Restaurant.

6. All information published on any employee blog(s) should

comply with Madison Park Restaurant’s confidentiality and

disclosure of proprietary data policies. This also applies to

comments posted on other social networking sites, blogs and

forums.

7. Be respectful to Madison Park Restaurant, co‐workers, customers,

clients, partners and competitors, and be mindful of your

physical safety when posting information about yourself or

others on any forum. Describing intimate details of your

personal and social life, or providing information about your

detailed comings and goings might be interpreted as an

invitation for further communication ‐--or even stalking and

harassment that could prove dangerous to your physical safety.

8. Social media activities should never interfere with work

commitments.

Employment Policies and Procedures

9. Your on-line presence can reflect on Madison Park Restaurant. Be aware that your comments,

posts, or actions captured via digital or film images can affect the image of Madison Park

Restaurant.

10. Do not discuss company clients, customers or partners without their express consent to do so.

11. Do not ignore copyright laws, and cite or reference sources accurately. Remember that the

prohibition again plagiarism applies on-line.

12. Do not use any Madison Park Restaurant logos or trademarks without written consent. The

absence of explicit reference to a particular site does not limit the extent of the application of

this policy. If no policy or guideline exists, Madison Park Restaurant employees should use their

professional judgment and follow the most prudent course of action. If you are uncertain,

consult your supervisor or manager before proceeding.

Employment Policies and Procedures

Restaurant Policies & Practices

CUSTOMER SERVICE

Our restaurant exists only because of customers, and in particular repeat customers who voluntarily

choose to return here and spend their money on our food and beverages. Without the customer we

don’t have a restaurant, they are the only reason we are here. As a result, taking care of our

customers is our highest priority, in fact a privilege, never an interruption. At Madison Park Restaurant

the customer always comes first!

CUSTOMER COMPLAINTS

Nobody enjoys being the recipient of customer complaints, but complaints are to be expected as part of

being in the hospitality business. Complaints

can even be viewed in a positive light if they

are handled properly. Complaints can give

us insights as to how to make our

Restaurant better, demanding customers

force us to be our best and resolving

complaints satisfactorily can even increase

customer loyalty IF they are handled

properly.

When faced with a customer complaint:

◼ Don’t get defensive and try to

explain.

◼ Remove the offending item immediately.

◼ Apologize for the problem and tell the customer you will take care of the problem.

◼ If you need the assistance of a manager, don’t hesitate to ask.

Do everything you can to let the customer you care and that this isn’t the kind of experience you want

them to have at our restaurant.

Employment Policies and Procedures

TELEPHONE COURTESY

It is everyone’s responsibility to answer the phone.

Always answer the phone promptly, within two rings.

Always answer in a friendly, polite manner: “Good

(morning, afternoon, evening), Madison Park Restaurant,

may I help you?

Respond to any questions that you are absolutely

certain. If you are uncertain, ask the person if you may

put them on hold for a moment and quickly refer the call

to a manager. Always thank the person for calling.

Always ask the caller for their name when they ask to

speak to a manager or customer.

MANAGEMENT / EMPLOYEE RELATIONS

Our managers are committed and trained to provide you with the tools and positive working

environment for you to do your job to the best of your ability with minimal distractions. You will be

treated with respect and dignity by all of our management personnel and we will try our best to

recognize and reward your hard work and accomplishments.

We recognize there may be occasions for misunderstandings and problems to come up. We want to

clear up these types of situations in a fair and timely manner and in order to do this we need your help

in bringing them to our attention. We want you to know that “management is never too busy to be

informed of work-related problems, complaints or disputes of any employee.”

If you have such a problem, you should promptly talk to your (manager, GM). They will listen in an open,

objective and courteous manner. We want to understand and solve if the problem is not resolved to

your satisfaction, you should take up the matter with the (owner, president).

Every necessary action will be taken to resolve a problem or settle a dispute in a fair and equitable

manner. As we said in the “Welcome Letter,” we recognize our employees as our most valuable

resource and we take all employee problems and complaints very seriously. No problem is too small or

insignificant and each issue will be given the utmost attention and consideration.

Employment Policies and Procedures

MEETINGS

Staff meeting are held on a regular basis for your benefit as well as for the Restaurant. Meetings are

held for a variety of reasons and can include new menu offerings, upcoming promotions and events,

training, policies, etc. Such meetings are treated as a shift and attendance is mandatory. Only

management-approved absences will be accepted. Most meetings offer employees the opportunity to

provide valuable input for feedback and provide suggestions to enhance our working environment and

the operation of the Restaurant.

TEAMWORK

We cannot achieve our goals and provide the highest levels of service to our customers without working

together as a team. Teamwork basically boils down to common courtesy and common sense. If a co-

worker is overloaded and you’re not, help them in any way you can. It’s only a matter of time before

they will return the favor. Pitch in to help a

customer whether they are technically yours

or not. If another employee hasn’t quite

caught on to something and you have, ask if

you may suggest another way to do it. Genuine

teamwork makes for a much more enjoyable

and satisfying work experience and results in

happier (and more generous) customers.

COMMUNICATION

It is important for every employee to have a

good sense of “what’s going on” in the

Restaurant. It is management’s responsibility

to keep everyone informed of ongoing changes

and news affecting the Restaurant and our

people. Such communication takes place

primarily in pre-shift meetings, general

meetings and by posting notices and

information to the “bulletin board” located

(next to managers’ office, north kitchen wall).

Employment Policies and Procedures

Safety

Madison Park Restaurant is committed to maintaining a safe workplace for all of our employees. The

time to be conscious about safety is before an accident happens. Safety is everyone’s responsibility

and is a regular, ongoing part of everyone’s job.

You will receive more specific, detailed information and training on safety issues as an ongoing part of

your employment. However, here are some basic guidelines and safety rules to always keep in mind:

◼ Wipe up spills immediately.

◼ Never run in hallways or the kitchen, always walk carefully. Even when it’s busy, take small steps

and pay attention.

◼ Wear shoes with non-slip soles. They cost no more that standard shoes. Ask your manager

about where to purchase them.

◼ Report defective equipment or tools to a manager immediately.

◼ Never operate equipment unless

you have been trained how to use

it properly.

◼ Pay special attention when using

slicers. They are very sharp and

move very fast.

◼ Wear nylon, no-cut gloves when

cleaning slicers. If you don’t have

a pair, see a manager.

◼ Never try to catch a falling knife.

Knives are easier to replace than

fingers.

◼ Let people know when you’re

carrying anything hot. Don’t be shy, yell out something like, “HOT STUFF COMING THROUGH.”

Employment Policies and Procedures

◼ Don’t put hot food or plates in front of small children.

◼ Use proper lifting techniques. Never lift too much. If it’s uncomfortable, make two trips or get

some help. Remember to always bend at the knees, lift with your legs, not your back.

Employment Policies and Procedures

Sanitation

We are obsessed with sanitation and food safety! Due to the nature of the restaurant business, it is

ABSOLUTELY ESSENTIAL that EVERYONE follows safe food handling procedures. This is one area of the

Restaurant where there is absolutely no compromise. NEVER take shortcuts on food safety and

handling. Every day we are entrusted with the health and even lives of our customers. This is a huge

responsibility, one that we must never take lightly.

While you will receive additional and ongoing training on food safety issues following are some of the

basic rules we ALWAYS follow and enforce:

Keep your hands washed. Always wash your hands after using the restroom, smoking, touching your

hair, eating, sneezing or coughing. If you use latex gloves, change them frequently.

Sanitize everything. Besides clean hands, use sanitizing solution to constantly keep counters, cutting

surfaces, and utensils. This helps to keep food handling areas and preparation tools free of bacteria.

Prevent cross-contamination. Cross-contamination occurs when raw meat comes in contact with other

food that will be served without further cooking. For example, never place raw chicken on a cutting

board and then cut vegetables for an uncooked product on the cutting board without first washing and

sanitizing it first. The same for utensils like knives and portioning tools, always wash and sanitize them

after every use.

Keep food at the proper temperatures. Potentially hazardous foods like meat, poultry, dairy and fish

should always be stored below 45º. Food that is

cooking or in holding should always be above

140º. Bacteria count on food grows rapidly

between 45º and 140º so it’s imperative that our

food products spend a minimum amount of time

in the “temperature danger zone.”

Store food correctly. Raw meat should always be

stored below cooked or prepared food. Raw

poultry is always placed on the bottom shelf of

the walk-in. Keep chemicals and cleaning

products away from food products.

Employment Policies and Procedures

Dress Code

To maintain our image as an exceptional, high quality restaurant we need to dress the part. Following

are detailed descriptions of dress for both the dining room and kitchen positions. If you have any

questions regarding our dress code please ask

the (manager-on-duty, general manager,

owner).

DINING ROOM DRESS CODE

Shoes - Black shoes only with non-slip soles

that permit walking safely on wet or greasy

floors. Shoes must be clean. Socks must be

dark, preferably black.

Pants & Belts - Kaki pants only. Pants must be

long enough to touch the top of the shoe. Solid

color brown belts must be worn with pants that

have belt loops.

Shirts - Oxford style, long sleeve navy blue or

black dress shirts. Shirts must be in good

condition, not soiled or stained. Shirts must fit

at the sleeve.

Appearance - Clean and well groomed hair.

Hair pulled back off the shoulder. Well

groomed hands, fingernails and fingernail

polish. Facial hair should be neat and well

trimmed.

Accessories - No excessive cologne, perfume,

make-up or jewelry. No earrings longer than 1

inch. No hat or unauthorized buttons can be

worn.

Employment Policies and Procedures

KITCHEN DRESS CODE

Shoes - Black work shoes with non-slip soles that

permit walking safely on wet or greasy floors. No

tennis shoes.

Pants - Madison Park Restaurant-issued kitchen

pants only. They must always be worn to work

clean and well maintained.

Shirts - Madison Park Restaurant-issued Chef

jackets only. They must always be worn to work

clean and well maintained.

Appearance - Clean, well groomed hair, hands

and fingernails. Facial hair should be neat and

well-trimmed.

Accessories - No excessive cologne, perfume,

make-up or jewelry. Hair restraints must be neat

and in good taste.

Employment Policies and Procedures

Accidents and Emergency Situations

Report all accidents, no matter how minor they seem, to the manager on duty. In the event of an

emergency, like an apparent injury or choking situation, notify a manager immediately. Managers are

responsible for administering CPR, choking procedures or appropriate first aid.

CRIME AND ROBBERY

If you are ever involved in a robbery, DO NOT RESIST. Statistics show that people, who resist, are three

times more likely to be injured than people who do not resist. The safety of you, your fellow employees

and customers are our highest priority. Don’t be a hero, always cooperate fully and do not resist!

FIRE PROTECTION

All employees must know the specific location

and operation of fire protection in the

Restaurant. The Restaurant is equipped with

many fire-extinguishing systems in the ducts,

hood, over the stoves and other cooking

equipment that contains a dry chemical. They

can be set off immediately by pulling the ring

attached to each system. We also maintain

hand held CO² systems (behind the bar, in the

kitchen, etc.) Be very specific before setting off

a fire alarm or notifying someone to take

action.

If the fire alarm sounds, assist guests to the

nearest fire exit and out of the building

immediately. Tell them the restaurant is under

“Fire Alarm Status” and it is their responsibility

to leave the restaurant through the nearest

exit.

Employment Policies and Procedures

Alcohol Serving Policy

As a Restaurant that sells alcoholic beverages, we are committed to sensible, socially responsible

consumption of alcohol. We help to ensure our customers’ and other members of the community’s

safety by educating our employees on responsible service and management of alcohol. We want our

customers to enjoy alcoholic beverages in moderation, but if a customer shows signs of drinking too

much, a manager should become informed immediately.

Employees who serve customers, must abide by the Restaurant’s policies on alcoholic beverage service:

1. We will not knowingly allow anyone on our staff that is under the legal drinking age to serve

or dispense alcoholic beverages.

2. We will not serve alcoholic beverages to an intoxicated person.

3. We will not knowingly serve a person alcoholic beverages to a person under the legal

drinking age. It is our policy to card anyone who appears to be under 30 years old.

4. We will offer nonalcoholic

alternatives such as soft drinks,

coffee, juice, etc.

5. The Restaurant will provide free

taxi service for intoxicated

customers.

Employment Policies and Procedures

Proprietary & Confidential Information

It is illegal to steal, copy or communicate or transmit a former employer’s confidential or proprietary

information. Proprietary information is defined as “the whole or any part of any scientific or technical

information, design, process, procedure, formula, or improvement that has value and that the owner

has taken measures to prevent from becoming available to persons other than those selected by the

owner to have access for limited purposes.” Our internal business practices, procedures and recipes

are of great value to Madison Park Restaurant. Employees are not to disclose any proprietary processes

or recipes to any person unless directed to by Madison Park Restaurant's management or owners.

Madison Park Restaurant will institute civil action against anyone who violates this policy.

SOLICITATION

EMPLOYEES

There should be no solicitation or distribution of

literature of any kind by any employee during actual

working time of the employee soliciting or the

employee being solicited. Working time does not

include lunch and rest breaks. Any employee who

violates any part of this policy will be subject to

counseling and disciplinary action up to and

including dismissal.

NON-EMPLOYEES

Non-employees are prohibited from soliciting and

distributing literature at all times anywhere on

Company property. Non-employees have no right

of access to any area of the premises other than

areas open to the public, and then only in

conjunction with the area’s public use.

Employment Policies and Procedures

Cellular Phone Use Policy

Madison Park Restaurant has adopted the following cellular phone use policy. This usage applies to any

personally owned device capable of placing or receiving phone calls, messages, text or video messages,

or with access to the internet or email.

CELL PHONE USE FOR BUSINESS WHILE DRIVING IS PROHIBITED

Madison Park Restaurant is aware that some employees use their cell phones for business purposes

while driving in their personal or company vehicle. It is the opinion of Madison Park Restaurant that cell

phone use while driving is dangerous, therefore, the company prohibits employee use of any cellular

phone, either hands on or hands free, for business purposes related in any way to our company, while

driving. This prohibition includes receiving or placing calls, text messaging, surfing the Internet, receiving

or responding to email, checking for phone messages, or any other purpose related to your

employment; the business; our customers; our vendors; volunteer activities, meetings, or civic

responsibilities performed for or attended in the name of the company; or any other company or

personally related activities not named here while driving. When use of a cell phone is necessary, the

employee shall park the vehicle in a manner consistent with traffic safety standards before placing or

answering calls.

CELL PHONES IN THE RESTAURANT - MANAGEMENT

Madison Park Restaurant is aware that certain management level employees utilize their personal or

company-supplied cellular phones for business purposes. At the same time, cell phones can be a

distraction in the restaurant. To ensure the effectiveness of day-to-day management tasks such as

directing employees, customer interaction, staff meetings and other job-related activities, management

employees are asked to leave cell phones in the office unless

otherwise permitted in this policy. Or, on the

unusual occasion of an emergency or

anticipated emergency that requires

immediate attention, the cell phone may be

carried in the restaurant as long as it is on

vibrate mode.

The office is the preferred location for

cellular phone use. Other acceptable areas

are food, beverage and supply storage areas

if necessary when placing vendor orders, or,

Employment Policies and Procedures

outside the restaurant. Use of cell phones is prohibited in the dining room, bar or any place that is in

view of the customer.

The recognized management level job positions

for which the business use of cell phones is

permitted for Madison Park Restaurant are as

follows:

◼ General Manager

◼ Dining Room Manager

◼ Kitchen Manager

◼ Bar Manager

◼ Event Manager

CELL PHONES IN THE RESTAURANT -

STAFF

Non-management level employees are prohibited

from cell phone use while at work. This prohibition includes receiving or placing calls, text messaging,

surfing the Internet, receiving or responding to email or checking for phone messages. Cell phones are

to be turned off upon arriving at the workplace unless otherwise permitted elsewhere in this policy.

The recognized staff level job positions for which cell phone usage is prohibited for Madison Park

Restaurant are as follows:

◼ Kitchen workers

◼ Servers

◼ Bartenders

◼ Bussers

◼ Hosts

◼ Dishwashers

Employment Policies and Procedures

EMERGENCY USE OF CELL PHONES – STAFF

Madison Park Restaurant recognizes the fact many of their employees use a cell phone as a means for

emergency notification by family, schools, hospitals and other persons or organizations for which

emergency contact is necessary. Limited emergency use of cell phones is permitted under the following

conditions

1. Employees must obtain permission from management prior to use.

2. Cell phones must be in vibrate-only mode.

3. Cell phones must be left in the office or employee locker unless otherwise permitted by

management.

VIOLATION OF POLICY IS CAUSE FOR DISCIPLINARY ACTION

Employees who violate this policy will be subject to disciplinary actions, up to and including employment

termination.

Employment Policies and Procedures

Policy Regarding Supplier Gifts and Kickbacks

INTRODUCTION

Honesty and fairness are two components of Madison Park Restaurant values—customer satisfaction,

integrity and people. Our values, and company policies each require employees to make a committed

effort to doing the right thing at all times, and to be honest and fair in all of their business dealings.

Compromising those values and standards by offering or soliciting gifts or kickbacks is prohibited.

DEFINITION

A kickback is ANY money, fee, commission, credit, gift, gratuity, any item of value or compensation of

any kind that is provided directly or indirectly, from an existing or prospective supplier for the purpose

of obtaining or rewarding favorable treatment in the bidding, awarding or continuation of business

with Madison Park Restaurant.

RELATIONSHIPS WITH VENDORS/SUPPLIERS

Relationships with suppliers of all goods and services to

Madison Park Restaurant must be on an “arms-length”

basis, reflecting a willing buyer and willing seller. Whenever

possible, competitive bidding should be used, with vendor

and supplier decisions made on the basis of quality, price,

availability and service.

If the employee making the purchasing decision is a friend

or relative of the supplier, the employee should disclose

this information to the [OWNER, GM] before effecting the

transaction.

Neither employees nor members of their immediate

families may use a Madison Park Restaurant supplier for

personal needs on other than an “arms-length” basis.

Employment Policies and Procedures

KICKBACKS FROM VENDORS/SUPPLIERS

Employees of Madison Park Restaurant are never to accept personal favors from existing or potential

suppliers in exchange for our business. This would include items such as cash, loans, travel, lodging,

invitations to attend sporting events, hunting trips, shows or other excursions in return for our business.

Travel and lodging offered by vendors and suppliers may not be used for personal purposes, and under

normal circumstances, employees should not accept invitations to attend major sporting or public

events if the employee’s attendance is at substantial cost to suppliers and there is no significant

business-related reason to attend.

Certain gifts and/or gratuities may be permissible in limited circumstances provided that they meet the

criteria covered below.

GIFTS AND GRATUITIES

Meetings with vendors and suppliers may include some aspect of entertainment, provided the

entertainment is of reasonable value and occasional frequency. The nature of meetings and

entertainment should always be in good taste and not in conflict our values.

Participation in supplier-sponsored seminars, meetings or activities at vendor-owned or supplied

facilities and attendance at other smaller sporting events may be permitted with prior approval by the

manager or owners.

Handbook Receipt

This Employee Handbook does not constitute a contract of employment either in whole or in part. The

Company, reserves the right to add, delete, or change any portion of the Employee Handbook with or

without notice.

Full Time

Part Time

FOR THE EMPLOYEE’S INFORMATION:

Your employment status:

Your position title:

General Manager’s Name:

Your starting date:

I acknowledge receipt of, and have read, the Employee Handbook that outlines my benefits and

obligations as an employee of Madison Park Restaurant, I understand the Standards of Conduct and

each of the rules and regulations which I am expected to follow, as well as the additional policies. I

agree to abide by all of them.

All employees are expected to conform their conduct to the rules and regulations as set out in this

handbook, and understand that they are at-will employees. The contents of any Employee Handbook,

including this one, that may be distributed during the course of their employment shall not be construed

to be a contract or in any way binding. The Company reserves the right to change, at its discretion, the

contents of this handbook.

POLICY STATEMENT

This handbook is a general guide and provisions of this handbook do not constitute an employment

agreement (contract) or a guarantee of continued employment. It is simply intended to outline the

benefits and work requirements for all employees. It is further understood that the Company reserves

the right to change the provisions in this handbook at any time. It is policy of the Company that

employment and compensation of any employee is at will and can be terminated with or without cause,

at any time, at the option of the employee or at the option of the Company.

Manager’s Signature

Date

Employee’s Signature

Date

Employment Policies and Procedures