carambola employee handbook

Employee Handbook

Welcome To Our Team!!!!

We welcome you to CARAMBOLA BEACH CLUB. We look forward to the opportunity to work with you, and want you to know that we recognize out employees as our most valuable resource. Our continued success in providing the highest quality of food, beverage and services 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 CARAMBOLA BEACH CLUB and its policies. This handbook is intended solely as a guide. Read it thoroughly. If you have any questions, contact one of our managers for assistance.

We hope your time with us will be enjoyable and rewarding.

Once again, welcome to CARAMBOLA BEACH CLUB!!!

Sincerely,

The Carambola Management Team

2CARAMBOLA BEACH CLUB

Employee Handbook

Welcome Letter

Our Mission………………………………………………………………………………………..

Who is who at Carambola Beach Club………………………………………………………….

General Information……………………………………………………………………………...

Our Business Philosophy…………………………………………………………………………

About Our Handbook…………………………………………………………………………….

Employment Policies………………………………………………………………………………

Hiring

Probation

Training

Evaluations

Schedules

Holidays & Overtime

Standards of Conduct

Harassment

Absences

Tardiness

Resignations

Disciplinary Rules & Procedures

Payment Procedures

Benefits

Restaurant Policies and Procedures

Telephone Courtesy

Cell Phone and Telephone Calls

Management/Employee Relations

Safety

Sanitation

Dress Code

Accidents

Alcohol Service Policy

Solicitation

Handbook Receipt3

CARAMBOLA BEACH CLUBEmployee Handbook

Table of Contents

CARAMBOLA BEACH CLUB’s mission is to enrich the lives of its guests, employees and owners. This is achieved through providing superior quality food and beverages, legendary customer service, sales growth, cost controls and by treating our employees like family. We believe that our employees are our most important resource. Our success depends upon creating and retaining staff capable of delivering an exceptional dining experience to every customer, every time.

Owners, Carambola Beach Club/Beaumont Park: Mr. & Mrs. Arthur Sharpe

Business Partners & Owners Beaumont Park: Mr. & Mrs. Michael Martin

Chief Operations Officer/General Manager: Christopher Evelyn

Executive Chef: Dean Butler

Executive Pastry Chef: Cameron Steele

Executive Sous Chef: Keith Johnston

Assistant Manager: Samuel Anthony

Assistant Manager: Tania Butler

Restaurant Supervisor:

Head bartender:

Address: South Friars Bay, St. Kitts

Telephone: 869-465-9090

Fax: 869-465-4328

E-mail: [email protected]

Website: www.carambolabeachclub.com

Business Hours: Monday thru Sunday 11:30am – 11pm

Dining room will be open from 11:30am to 2:30pm for lunch and from 6:30pm to 10pm for dinner. Last order will be at 10pm. The Bar & Lounge will be open till 11pm.


Employee Handbook

Our Mission

Who is who at Carambola Beach Club

General Information

CARAMBOLA BEACH CLUB’s success depends on our people. Our restaurant can only prosper and provide opportunities for employment and growth if we continually improve ourselves and the work we do. We recognize however, that success is not measured in 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 our 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 will tell stories about.

We believe that good isn’t enough. 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 honestly and trust form the bond that holds organizations and relationships together.

We believe in the ongoing training and development of our people. We believe that it is worth the investment, and beneficial to the future of our business, as we enable 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 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 we avoid blaming others when things don’t turn out as planned.


Employee Handbook

Our Business Philosophy

This Handbook is designed to help you get familiarized with CARAMBOLA BEACH CLUB. We want you to understand how we do business and how important you and every employee are in helping us take care of our guests, and making this a fun and rewarding place to work.

The policies in this handbook are subject to change at any time. It isn’t flawless either. We have 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 CARAMBOLA BEACH CLUB may terminate your employment at any time, for any reason, with or without cause or notice. Understand that no supervisor, manager or representative of CARAMBOLA BEACH CLUB other than the owner 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 CARAMBOLA BEACH CLUB will be a very enjoyable and rewarding experience.

HiringIt is CARAMBOLA BEACH CLUB’s policy to hire only citizens and aliens who are authorized to work in St. Kitts & Nevis. 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 say period, we have no choice but to terminate said employee until the appropriate documents are provided. If at any time during an employee’s tenure it is discovered that any document used is invalid or not authentic, that employee will be immediately terminated.

Non-Discrimination

CARAMBOLA BEACH CLUB is an equal opportunity employer. We will not tolerate discriminations 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 for legitimate business reasons based upon qualifications and other non-discriminatory factors.


Employee Handbook

About this Handbook

Employment Policies

Age Requirements

All servers and Bartenders must be at least 18 years of age. Employees under the age of 18 must comply with all wage and hour guidelines, no exceptions. The required work permits must be supplied when applicable. No employees under the age of 18 years can take orders for or serve alcoholic beverages.

Probation Each employee will undergo a three month probationary period at which time their performance will be continuously reviewed by management.

Training PeriodTo assist you in becoming successful in your job, you will receive adequate training. You will not be expected to function on your own until we feel you are ready. You will participate in a detailed training program and will receive training materials to assist you in performing your job the right way.

EvaluationsAll employees will receive written and verbal performance evaluations bi-annually in January and June. The evaluation process is intended to let you know how well your performance has been and to help you become 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 also an opportunity to identify accomplishments and strengths and openly discuss areas and goals for any improvement. Depending on your position and performance, you may be eligible for a pay increase. Increases are not guaranteed and rewards are based solely on an individual’s job performance and results.

SchedulesSchedules are prepared by management only and are done in accordance with the work requirements of the restaurant. As these demands change, management reserves the right to adjust working hours and shifts. Schedules are posted weekly on Thursdays. Each employee is responsible for working their shifts.

It is the employee’s responsibility to arrive for your shift with enough time to ensure that you are ready to work when your shift starts. You should clock in when your shift begins and be ready to start work immediately. Employees must enter and exit through the designated employee entrance during business hours.


Employee Handbook

Schedule changes may be allowed only if you find a replacement and get a manager’s approval only. This change must be initialed by a manger on the posted schedule in order to be valid. The restaurant usually requires high staff levels on or around holidays, sporting and other special events. We understand that you have a life outside of the restaurant and we will always try to find a way to work with you on your schedule requests. We do, however, ask you to remember how crucial each position is to the proper operation of the restaurant. Please remember that even though we will try to comply with your requests, there is no guarantee that you will get the requested time off.

Holidays & OvertimeIn accordance with the St. Kitts & Nevis Labour Code, hourly employees are paid overtime when they work more than 40 hours in one week and one and a half times their basic hourly wage for regular overtime hours worked. Employees will be paid double time on holidays and two and a half time their basic hourly wage for overtime hours worked on a holiday.

Standards of ConductIt is important for all employees to be fully aware of the rules which govern conduct and behavior. In order to work as a team and maintain an orderly, productive and positive working environment, everyone must conform to standards of reasonable conduct.

ANY EMPLOYEE INVOLVED IN ANY OF THE FOLLOWING CONDUCT MAY BE SUBJECT TO DISCIPINARY ACTION INCLUDING, BUT NOT LIMITED TO, IMMEDIATE TERMINATION WITHOUT A WRITTEN WARNING.

1. Supplying false or misleading information to the management, including information at the time of application for employment, leave of absence or sick pay.

2. Not showing up for a shift without notifying the Manager on duty. (No call, No show, No job)

3. Clocking another employee ‘in’ or ‘out’ or having another employee clock you ‘in’ or ‘out’.

4. Leaving your job before the scheduled time without the permission of the Manager on duty.

5. Arrest or conviction of a criminal offence.

6. Use of foul or abusive language.

7. Disorderly or indecent conduct.


Employee Handbook

8. Gambling on Restaurant property.

9. Theft of customer, employee or Restaurant property including items found on Restaurant premises.

10. Theft, dishonesty or mishandling of restaurant funds, failure to follow cash, guest check or credit card processing procedures.

11. Refusal to follow instructions.

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

13. Failure to consistently perform job responsibilities in a satisfactory manner within the 30 work day orientation period.

14. Use, distribution or possession of illegal drugs on Restaurant property, or being under the influence of any illegal substance when reporting to work or during work hours.

15. Waste or destruction of Restaurant property.

16. Un-authorized possession of any Restaurant property.

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

18. Excessive tardiness.

19. Habitual failure to punch in or out.

20. Disclosing confidential information, including policies, procedure, recipes, manuals or any proprietary information to anyone not in the employ of Carambola.

21. Rude or improper behavior with.

22. Smoking on the Restaurant property at any time.

23. Eating in un-approved areas or during un-authorized breaks.

24. Not parking in employee designated parking lot.

25. Not entering and exiting the Restaurant through approved entrance.


Employee Handbook

26. Failure to comply with Restaurant’s personal cleanliness and grooming standards.

27. Failure to comply with Restaurants uniform and dress code requirements.

28. Un-authorized operation, repair or attempt to repair, machines, tools or equipment.

29. Fighting or assaulting guests or other members of staff.

30. Arguing with a guest.

31. Failure to report safety hazards, equipment defects, accidents of injuries immediately to management.

32. We welcome all friends and family members of staff to Carambola to dine, but they are not allowed to loiter or visit staff members while they are on duty.

HarassmentIt is the Restaurant’s policy to treat all personnel with dignity and respect and make personnel decisions without regard to race, sex, age, colour, national origin, religion or disability. We strive to provide everyone a workplace that is free or harassment of any kind. Employees are encouraged to promptly report incidences of harassment.

Racial Harassment

Definition of Racial Harassment:

A racist incident is any incident which is perceived to be racist by the victim or any other person, which may include words, phrases, physical bodily harm or any other acts that are deemed offensive, degrading or humiliating by the victim.

Sexual Harassment

All of our employees have a right to be free from sexual harassment. CARAMBOLA BEACH CLUB does not condone actions, words, jokes or comments that would reasonably be regarded as sexually coercive.

Definition of Sexual Harassment:

Sexual harassment includes any sexual attention from either gender that is unwanted and is defined as an un-welcome advance, request for sexual favours, or other verbal or physical conduct of a sexual nature when:


Employee Handbook

Submission to or rejection of the behavior is used to make an employment or educational decision in a class, program or activity.

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.

Sexual harassment may take many forms, for example;

Physical Assault

Directed 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 or 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 but also the effects. While sexual harassment involves repeated, unwanted sexual attention, persons involved in isolated or inadvertent incidents demonstrate insensitivity towards 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 persons who are in supervisory or management positions. Your report will be kept as confidential as possible. A prompt and thorough investigation will be made. If a claim is substantiated, management will take immediate and appropriate action including discipline and possibly termination.


Employee Handbook

AbsencesAll employees are expected to work on a regularly consistent basis and complete their regularly scheduled hours per week. Excessive absenteeism may result in disciplinary action including, but not limited to, termination. Disciplinary action taken as a result of absenteeism will be considered individually following a review of the employee’ absences and overall work record.

Employees are expected to inform the Manager on Duty at least 2 hours before they are scheduled to work.

Any employee who fails to call or report to work for 2 consecutive shifts will be considered to have voluntarily resigned employment at CARAMBOLA BEACH CLUB.

Employees must complete a Leave of Absence Request Form prior to taking vacation, personal leave, military or jury duty or other planned absence. Leave must also be approved by the Restaurant Manager.

All leave requests must be submitted at least two weeks prior to leave date unless the request is due to an unexpected emergency. The nature of the emergency must be stated clearly on the request form.

All employees must present a doctor’s release upon return to work from an accident or medical leave.

Any employee who fails to return to work at the expiration of a personal leave of absence would be considered to have abandoned their job unless prior notification is given to management as to a satisfactory reason.

TardinessEmployees must be prepared to start work promptly at the beginning of the shift. Always arrive at the Restaurant at least 10 to 15 minutes before your shift. Your scheduled time is the time that you are expected to be on the job, not arriving at the restaurant. Repeated tardiness is grounds for termination. If it is not possible for you to begin work at your scheduled time, the Manager on Duty must be notified prior.

Disciplinary Rules and ProceduresA disciplinary procedure is necessary in order to clarify the rights and responsibilities of employees and management in an effort achieve fair and equal treatment for all concerned. Before any disciplinary hearing in convened, the employee concerned shall be issued a formal charge of the alleged breach.

In all cases of a breach of company rules you will be subject to the company’s disciplinary procedure which consists of a verbal and two written warnings. The procedure is outlined below and is used to ensure that the standards of conduct are maintained.


Employee Handbook

It is impossible to categorize every set of circumstances which warrant disciplinary action, but some examples are shown below, indicating the type of disciplinary action which is likely to follow. A full investigation and consideration of all the circumstances will be given at each stage of warning. Although each stage of warning will be followed, there are some offences which are sufficient to warrant a more serious penalty immediately.

1. First Written Warning: Minor first offences i.e. unauthorized absence, lateness, poor work standards, constant breakage and similar misconduct.

2. Second Written Warning: Repetition of the above recorded offence, failure to carry out a reasonable instruction, irresponsible behavior leading to injury and/or similar serious offence may result in a formal written warning.

3. Final Written Warning: Repeat of any of the above offence will result in a final warning. Further repetition of the offence will result in dismissal. All warnings will be null and void after 12 months.

The manager will ask you to sign a copy of the warning which will be kept in your personnel file. However if you refuse to sign, the warning will be read to you in the presence of a witness and co-signed by a manager.

Continued failure to meet standards will result in either suspension or dismissal.

ResignationsA two week notice is required if plans are made to terminate your employment with CARAMBOLA BEACH CLUB. This is a professional courtesy which assures that you will be eligible for re-hire if the opportunity arises.

Payment Procedures

Time Clock proceduresYou may clack in within 5 minutes of the start of your shift. All hourly employees will be given a swipe card or an employee number to clock in via the Restaurant’s POS 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.

Pay StubsPay stubs will be available every other Friday at our Corporate Office in Basseterre. The pay period starts on Monday and ends on Sunday.


Employee Handbook

Pay PeriodsStaff will be paid on a bi-weekly basis.

Payroll DeductionsYour pay stubs will indicate your gross earnings as well as deductions for social levy and social security. As per the law, the Restaurant will comply with court orders in connection to garnishments from employee pay checks as directed by the proper authorities. You will be notified of any court ordered payroll deductions.

Benefits

Health InsuranceCARAMBOLA BEACH CLUB offers health insurance coverage to all full time employees upon the completion of your three month probation period.

HolidaysDue to the nature or the restaurant business you may be required to work on holidays. It is currently our policy to close the restaurant on Christmas Day only.

Vacation and Vacation PayCARAMBOLA BEACH CLUB will be closed during the month of September. During this time all employees will take their annual vacation. Vacation Pay will be calculated based on the employee’s hourly wage and total hours worked from their last vacation period to the present one.

Staff MealsAll employees are entitled to one staff meal per shift.

Employee DiscountAll employees will receive a 50% discount on all food and non-alcoholic beverage items which they pay for when dining in the restaurant. Restaurant employees will be required to make dining reservations. These reservations must be approved my management.


Employee Handbook

Telephone Courtesy

It is everyone’s responsibility to answer the phone. The phone must be answered promptly within three rings. Always answer in a friendly and polite manner and say: “Good (morning, afternoon, evening) CARAMBOLA BEACH CLUB, how may I help you?”

Respond to any questions that the caller may have. If the call must be referred to a manager, kindly ask the caller to hold and notify a manager immediately. Always ask the caller for their name if they wish to speak to a manager or a customer.

Cell Phones & Telephone Calls

Cell phones are strictly prohibited in the restaurant unless they are company issued. All cell phones should be kept in the employee’s locker or with their personal belongings in the employee locker room. Employees will only be able to use their cell phones in the staff canteen area when they are on break or when they have been given special permission by supervisor of manager. Incoming telephone calls (except emergency calls) will not be transferred while on duty.

Management/Employee RelationsOur 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 abilities with minimal distractions. You will be treated with respect and dignity by all of our management personnel and we will try out best to recognize and reward your hard work and accomplishments.

Staff Complaints

We recognize that there may be occasions where misunderstandings and problems will arise. It is our sincere desire to deal with these situations in a fair and timely manner. Management is never too busy to address work related problems, complaints of disputes.

If such a problem does arise, it should be brought to the attention of the Supervisor or Manager on Duty immediately. Every necessary action will be taken to resolve the issue in a fair and equitable manner. Each issue will be given the utmost attention and consideration.


Employee Handbook

Carambola Beach Club Policies & Procedures

Meetings

Staff meetings will be held regularly for your benefit as well as the benefit of management. Meetings will be called for a variety of reasons including introducing new menu items, upcoming promotions and events, training etc. Such meetings are mandatory. Only pre-approved absences by management will be accepted.

Teamwork

We cannot achieve our goals and provide the highest levels of service to our customers without working together as a team. Team work basically boils down to common courtesy and common sense. If a co-worker is overloaded and you’re not, assist them in any way you can. Pitch in and help a customer in need whether they are yours or not. Genuine teamwork makes for a more enjoyable and satisfying work experience and results in happier customers and better tips.

Communication

It is important for every employee to have a good sense of “what is going on” in the Restaurant. It is management’s responsibility to keep everyone informed of ongoing changes and news affecting the Restaurant. Such communication will take place primarily in staff briefings, general staff meetings and by posting notices on the staff bulletin board located in the staff canteen area.

SafetyCARAMBOLA BEACH CLUB is committed to maintaining a safe workplace for all our employees. It is important to be conscious about safety before an accident happens. Safety is everyone’s responsibility and is an integral part of every employee’s job.

Here are some basic guidelines and safety rules to always keep in mind.

Wipe up spills immediately. Never run in hallways or in the kitchen. Always walk carefully. Wear shoes with non-slip soles. Report defective equipment of tools to a manager immediately Never operate equipment unless you have been trained on how to use it properly. Pay special attention when operating and cleaning slicers. Never try to catch a falling knife. Knives are easier to replace than fingers. Let people know when you are carrying anything hot. Don’t be shy about it; yell

out something like “Hot Stuff Coming Through”. Do not put hot food or plates in front of children. Use proper lifting techniques. Never lift too much. Feel free to make two trips

and get some help. Remember to always bend the knees and lift with your legs and not your back.


Employee Handbook

SanitationWe 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 the one area of the restaurant where there is no compromise. Never take shortcuts on food safety.

Here are some basic rules we ALWAYS follow and enforce:

Wash your hands – Always wash your hands after using the restroom, touchingyour hair, eating, sneezing or coughing.

Sanitize everything – Use sanitizing solution to constantly keep counters, cutting services and utensils clean. This helps to keep food handling areas and prep tools free of bacteria.

Prevent cross contamination – Cross contamination occurs when raw meat comes into contact with other food that will be served without further cooking.

Keep food at the proper temperature – Potentially hazardous foods like meat, poultry, fish and dairy should always be stored below 40°. Food that is cooking or in holding should always be above 140 °. Bacteria grow on food most rapidly between 40 ° – 140 °. As a result it is 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 should always be stored; on the bottom shelf or away from other food items. Chemicals should never be stored in the same area with food.

Dress CodeTo maintain our image as an exceptional, high quality restaurant, we need to look and dress the part.

Dining Room Dress Code

Shoes – Shoes must be clean regularly polished and dark in colour, Socks must be dark, preferably black. No open toed shoes allowed.

Pants, Skirts & Belts – CARAMBOLA BEACH CLUB issued uniform pants only. Belts must be a black or dark brown and must be a solid colour.

Shirts – CARAMBOLA BEACH CLUB issued uniform shirts only.

Appearance and Accessories

Males must be clean shaven at all times; no goatees will be permitted for male service staff. Hair must be cut low and neatly groomed at all times. Male staff with braided hair must keep their hair neat and tidy at all times. Braided hair must never fall below the ear or on the collar. Males are not permitted to wear earrings while on duty. Fingernails must be kept low. Males are not permitted to wear fingernail polish.


Employee Handbook

Females hair must be neatly done up away from the face or in a pony tail. No offensive hair colour or styles will be permitted. Fingernails must be cut low and only a single neutral colour nail polish will be acceptable. Only two stud earrings per ear or small hoops will be allowed. No other excessive jewelry will be allowed. Makeup and perfume must be work moderately.

This information is discussed in more detail in the Carambola Professional Waiter Training Manual.

Kitchen Dress Code

Shoes – Black work shoes with non-slip soles that permit walking safely on wet or greasy floors. No tennis shoes.

Pants - CARAMBOLA BEACH CLUB issued kitchen uniform pants only.

Shirts - CARAMBOLA BEACH CLUB issued Chef Jackets only.

Appearance – Clean, well groomed hair hands and fingernails. Hair must be covered, in a pony tail or pulled up away from the face. Facial hair must be neat and well trimmed.

Accessories – No excessive cologne, perfume, make-up or jewelry. Hair restraints must be neat and in good taste.

Accidents and Emergency SituationsReport all accidents, no matter how minor they seem to the Manager on Duty. In the event of an emergency such as an apparent injury or choking situation, notify a manager immediately. Managers are responsible for administering CPR, choking procedures or appropriate first aid.

Crime & 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 our employees and customers is our highest priority. Do not be a hero, always cooperate fully and again DO NOT RESIST.

Fire Protection

All employees must know the specific location and operation of the fire protection system controls for the restaurant. The kitchen is equipped with a fire extinguishing system located in the ducts, hoods, over all the stoves and other kitchen equipment. These systems can be triggered by pulling the fire alarm rings that are located throughout the kitchen.


Employee Handbook

If the fire alarm sounds, assist guests to the nearest exit and then out of the building. The restaurant is now under “Fire Alarm Status”.

Alcohol Service PolicyAs an alcohol beverage service outlet we are committed to sensible, socially responsible consumption of alcohol. It is our responsibility to ensure the safety of our customers by properly education our employees about proper service and management of alcohol. We want our customers to enjoy alcoholic beverages in moderation, but if a customer shows sign of drinking too much, a manager should be informed immediately.

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

1. We will not knowingly allow anyone on our staff that is under the age of 18 to serve or dispense alcohol.

2. We will not serve alcoholic beverages to an openly intoxicated person.3. We will not serve alcoholic beverages to anyone under the age of 18.4. Taxi service is available for intoxicated customers at their own expense.

Proprietary & Confidential InformationIt is prohibited to steal, copy, communicate or transmit an 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 in which the owner had taken measures to prevent from becoming public knowledge other than to specific persons selected by the owner for limited purposes.” Our internal practices, procedures and recipes are of great value to CARAMBOLA BEACH CLUB. Employees are prohibited from disclosing any proprietary information unless directed to by management. CARAMBOLA BEACH CLUB will institute civil action against anyone who violates this policy.

SolicitationEmployees – There should be no solicitation or distribution of literature of any kind by an employee during actual working hours. Working time does not include lunch breaks. Any employee who violates any part of this policy will be subject to counseling and disciplinary action including, but not limited to dismissal.

Non-Employees – Non employees are prohibited from soliciting and distributing literature at any time on the Restaurant premises. Non-employees are prohibited from accessing any areas of the Restaurant other than those open to the public.


Employee Handbook

FOR THE EMPLOYEES’S INFORMATION

Employment status: _________ Full Time _________Part Time

Position: ______________________________________________

Manager’s Name: _______________________________________

Start Date: ____________________________________________

I acknowledge the receipt of and have read the Employee Handbook that outlines my benefits and obligations as an employee of CARAMBOLA BEACH CLUB. I understand the Standards of Conduct and each of the rules and regulations set forth in this document as well as the additional policies. I agree to abide by them to the best of my ability.

POLICY STATEMENT

This Employee Handbook does not constitute a contract of employment either in whole or part. CARAMBOLA BEACH CLUB reserves the right to add, delete or change any portion of the Employee Handbook with or without notice. It is the policy of CARAMBOLA BEACH CLUB 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 management.

__________________________________ __________________________________

Manager’s Signature Date Employee’s Signature Date


Employee Handbook

Handbook Receipt

carambola employee handbook

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