employeemanual 2012 semi-updated

Kravings Employee Manual of 24

Employee Manual


Table of Contents Section 1: The Kravings Philosophy and “the Company” ........................................................................ 5

1.1 The Team Philosophy at Kravings ...................................................................................................... 5 1.2 Equal Employment Opportunity Policy ............................................................................................... 5 1.3 Sexual And Other Unlawful Harassment ............................................................................................. 5

1. Sexual Harassment Defined. ............................................................................................................... 6

2. The Company 's Complaint Procedure. ............................................................................................... 6

3. Protection Against Retaliation. ............................................................................................................ 6

4. Liability For Unlawful Harassment. ................................................................................................... 7

5. Additional Endorsement Information. ................................................................................................ 7

1.4 Smoking ................................................................................................................................................ 7 1.5 Company Computer Usage, Opentable System, Internet and E-Mail .................................................. 7

Communications: ..................................................................................................................................... 7

Violations: ............................................................................................................................................... 8

1.6 Service: .................................................................................................................................................. 8

1. Consistency ......................................................................................................................................... 8

2. Customer Relations Philosophy .......................................................................................................... 8

3. Teamwork ............................................................................................................................................ 8

4. Communication: ................................................................................................................................. 8

1.7 PAYROLL AND PERSONNEL POLICIES ........................................................................................ 9

Absence from Work ................................................................................................................................ 9

Employees as Guests ............................................................................................................................... 9

Employees on Premises ........................................................................................................................... 9

Overtime .................................................................................................................................................. 9

Cooperation: ............................................................................................................................................ 9

Commitment: ........................................................................................................................................... 9

Quality, Service and Cleanliness: ............................................................................................................ 9

Quality: .................................................................................................................................................. 10

Service: .................................................................................................................................................. 10

Cleanliness: ........................................................................................................................................... 10

Paychecks .............................................................................................................................................. 10

Probationary Periods ............................................................................................................................. 10

All new employees are on a 90 day probationary period. Any current employee who moves into a

different job classification will be placed on a 90 day probationary period. Probationary periods may

be extended upon written notice stating the reasons. If management concludes within those 90 days

that your performance is not satisfactory, a termination may result. .................................................... 10

Reviews ................................................................................................................................................. 10

Salary Advances .................................................................................................................................... 10

Tardiness ............................................................................................................................................... 10

Theft ...................................................................................................................................................... 11

Time Cards ............................................................................................................................................ 11

Tip Declaring ......................................................................................................................................... 11

Transfers ................................................................................................................................................ 11

Telephone Use ....................................................................................................................................... 11

Uniforms: ............................................................................................................................................... 11


Lockers .................................................................................................................................................. 12

Violation of Policies .............................................................................................................................. 12

Work Breaks .......................................................................................................................................... 12

1.8 General Work Policies ......................................................................................................................... 12

Kitchen Hours ........................................................................................................................................ 12

Accidents and Injuries ........................................................................................................................... 12

Cashing Checks ..................................................................................................................................... 13

Complaints or Dissatisfaction ............................................................................................................... 13

1.9 Employee and Management meetings: ................................................................................................ 13

1.10 Lost & Found ..................................................................................................................................... 13 1.11 General Grooming: ............................................................................................................................ 13 1.12 Employee meals: ............................................................................................................................... 14 1.13 Leave of Absence: ............................................................................................................................. 14

Section 2: Employment Procedures .......................................................................................................... 15 2.1 Immigration and Naturalization ........................................................................................................ 15

2.2 Employment Status - At Will ............................................................................................................. 15 2.3 Categories of Employees ................................................................................................................... 15

2.4 Nonexempt from Wage and Hour Laws ............................................................................................. 15 2.5 Exempt from Wage and Hour Laws ................................................................................................... 15 2.6 Benefit Eligibility (KRAVINGS CURRENTLY DOES NOT OFFER ANY BENEFITS) .............. 16

2.7 Continuous Service Date .................................................................................................................... 16 2.8 Employment of Minors ...................................................................................................................... 16

2.9 Personnel Records .............................................................................................................................. 16 2.10 Security Checks ................................................................................................................................. 16 Section 3 - Work Schedules ...................................................................................................................... 16

Section 4 -Additional Pay and Compensation Issues ................................................................................ 17

4.1 Time Records .................................................................................................................................... 17 4.2 Pay Period and Payment .................................................................................................................... 17 4.3 Payroll Deductions ............................................................................................................................ 17

4.4 Overtime ............................................................................................................................................. 17 4.5 Garnishment of Employee Wages ...................................................................................................... 17

4.6 Authorized Check Pickup .................................................................................................................. 17 Section 5 – Attendance and Leave Policies ............................................................................................... 17

5.1 Attendance ......................................................................................................................................... 17 5.2 Sick Leave Policy .............................................................................................................................. 17 5.3 Bereavement Leave ........................................................................................................................... 17 5.4 Civic Leave ........................................................................................................................................ 18 5.5 Voting ................................................................................................................................................ 18

5.6 Military Leave ................................................................................................................................... 18 5.7 Pregnancy Disability Leave ............................................................................................................... 18

5.8 Discretionary Leave of Absence ....................................................................................................... 18 5.9 School Visits ........................................................................................................................................ 19 5.10 School Leave of a Suspended Pupil .................................................................................................. 19 5.11 Domestic Violence / Sexual Assault Leave ...................................................................................... 19 5.12 Leave of Absence For Crime Victims and Their Families ................................................................ 19 5.13 Family and Medical Leave Act / California Family Rights Act ....................................................... 19


Section 6 - Medical Insurance: .................................................................................................................. 20

Section 7 - Vacation Policies ..................................................................................................................... 20 7.1 Vacation Eligibility ........................................................................................................................... 20 7.2 Vacation Schedules ........................................................................................................................... 20

Section 8: Separation from Employment .................................................................................................. 21 8.1 Separation of Employment ................................................................................................................ 21 8.2 Pay on Separation from Employment ................................................................................................ 21 Section 9: Work Policies and Regulations ................................................................................................ 21 9.1 Care of Equipment and Facilities ........................................................................................................ 21

9.2 Personal Appearance/Clothing ............................................................................................................ 21 9.3 Personal Belongings ............................................................................................................................ 21 9.4 Solicitation and/or Distribution ........................................................................................................... 21 9.6 Moonlighting ....................................................................................................................................... 22

9.7 Alcohol and Drugs ............................................................................................................................... 22 9.8 Lactation Support Policy ..................................................................................................................... 22

Section 10: Safety ...................................................................................................................................... 22 10.1 Safety Policy; Reporting Injuries and Accidents .............................................................................. 22

10.2 Workplace Violence Prevention ........................................................................................................ 22 Section 11 – Business Expenses ................................................................................................................ 22 Section 12: Conflicts of Interest, Confidentiality, and Intellectual Property ............................................ 23

12.1 Conflicts of Interest ........................................................................................................................... 23 12.2 Confidentiality ................................................................................................................................... 23

12.3 Copyrights ......................................................................................................................................... 23


Section 1: The Kravings Philosophy and “the Company”

1.1 The Team Philosophy at Kravings (hereinafter referred to as "the Company")

The concerns of all employees are very important to the success of Kravings. Understanding and acceptance of this

fundamental principle is essential to building long lasting business relationships. It is the intention of Kravings to encourage a

working environment, based on mutual trust and confidence. Every employee is considered a member of the Company team.

The Company's success is built on the recognition of the skills and efforts made by each employee. Financial success is our

reward.

Overall, the Company will expect everyone to devote their best efforts to conduct an expanding, well functioning, financially

successful, and service-oriented business within a fun, team atmosphere where, ultimately, harmony will always prevail.

1.2 Equal Employment Opportunity Policy

The Company is built upon teamwork and equal opportunity and is committed to develop and implement a program of

nondiscrimination. The Company subscribes to the principles of an equal opportunity employer and will recruit, interview,

hire, classify, select for training, promotion, demotion, discipline, rates of pay or other compensation, transfer, termination,

and recall on the basis of merit and qualification without regard to race, religion, creed, color, national origin, physical or

mental disability, medical condition, gender identity, gender, sexual orientation, marital status, pregnancy, age, military

service, or any other legally protected characteristic.

To comply with the applicable laws ensuring equal employment opportunities to qualified individuals with a disability, the

Company will make reasonable accommodations for the known physical and mental limitations of an otherwise qualified

individual with a disability or medical condition who is an applicant or an employee unless undue hardship will result. Any

applicant or employee who requires an accommodation in order to perform essential functions of the job should request an

accommodation from a Company officer. The individual with the disability should specify what accommodation he or she

needs to per form the job. The Company then will conduct an investigation to identify the barriers that make it difficult for

the applicant or employee to have an equal opportunity to perform his or her job. The Company will identify possible

accommodations, if any that will help eliminate the limitation. If the accommodation is reasonable and will not impose an

undue hardship, the Company will make the accommodation. If you believe you have been subjected to any form of unlawful

discrimination, provide a written complaint to Company management. Your complaint should be specific and should include

the names of the individuals involved and any witnesses. The Company will immediately undertake an effective, thorough and

objective investigation and attempt to resolve the situation. If the Company determines that unlawful discrimination has

occurred, effective remedial action will be taken commensurate with the severity of the offense. Appropriate action will also

be taken to deter any future discrimination. The Company will not retaliate against any employee for filing a complaint and

will not knowingly permit retaliation by management, employees or co-workers.

1.3 Sexual And Other Unlawful Harassment

Unlawful Harassment Policy

The Company, as your employer, must take all reasonable steps to prevent discrimination and harassment from occurring. In

addition to prohibiting other forms of unlawful discrimination, the Company maintains a strict policy prohibiting sexual

harassment and harassment because of race, color, national origin, ancestry, religion, creed, physical or mental disability,

medical condition, marital status, sexual orientation, gender identity, military status, pregnancy and age,


or any other basis protected by federal, state or local law. All such harassment is unlawful and will not be tolerated. The

Company is committed to taking all reasonable steps to prevent discrimination and harassment from occurring.

1. Sexual Harassment Defined. Federal law defines sexual harassment as unwanted sexual advances, requests for sexual favors or visual, verbal or physical

conduct of a sexual nature when:

(1) submission to such conduct is made a term or condition of employment; or

(2) submission to or rejection of such conduct is used as a basis for employment decisions affecting the individual; or

(3) such conduct has the purpose or effect of unreasonably interfering with an employee's work performance or creating an

intimidating, hostile or offensive working environment.

California law defines sexual harassment as unwanted sexual advances or visual, verbal or physical conduct of a sexual

nature. This definition includes many forms of offensive behavior.

The following is a partial list:

Unwanted sexual advances.

Offering employment benefits in exchange for sexual favors.

Making or threatening reprisals after a negative response to sexual advance.

Visual conduct: leering, making sexual gestures, displaying of sexually suggestive objects or pictures, cartoons or posters.

Verbal conduct: making or using derogatory comments, epithets, slurs, sexually explicit jokes, comments about an

employee's body or dress.

Verbal sexual advances or propositions.

Verbal abuse of a sexual nature, graphic verbal commentary about an individual's body, sexually degrading words to describe

an individual, suggestive or obscene letters, notes or invitations.

Physical conduct: touching, assault, impeding or blocking movements.

It is unlawful for males to sexually harass females or other males, and for females to sexually harass males or other females.

Sexual harassment on the job is unlawful whether it involves coworker harassment, harassment by a supervisor or manager,

or by persons doing business with or for the Company.

Harassment of our employees in connection with their work by non-employees may also be a violation of this policy. Any

employee who experiences harassment by a non-employee, or who observes harassment of an employee by a non-employee

should report such harassment to a Company officer or director. Appropriate action will be taken immediately against

violation of this policy by any non-employee.

2. The Company 's Complaint Procedure. The Company's complaint procedure provides for an immediate, thorough and objective investigation of any sexual or other

harassment claim, appropriate disciplinary action against one found to have engaged in prohibited sexual or other harassment,

and appropriate remedies to any victim of harassment. An employee may have a claim of harassment even if he or she has

not lost a job or some economic benefit.

Employees who believe they have been harassed on the job, or who are aware of the harassment of others, should provide a

written or verbal complaint to any Company manager or owner as soon as possible. The complaint should include details of

the incident(s), names of individuals involved, and the names of any witnesses. All incidents of sexual or other harassment

that are reported will be investigated. If the Company determines that sexual or other unlawful harassment has occurred, the

Company will take remedial action commensurate with the circumstances. Appropriate action will also be taken to deter any

future harassment. If a complaint of sexual or other unlawful harassment is substantiated, appropriate disciplinary action, up

to and including discharge, will be taken.

3. Protection Against Retaliation. The Company's policy and California law prohibit retaliation against any employee by another employee or by the Company

for using this complaint procedure or for filing, testifying, assisting or participating in any manner in any investigation,

proceeding or hearing conducted by a federal or state enforcement agency. Additionally, the Company will not knowingly

permit any retaliation against any employee who complains of sexual or other unlawful harassment or who participates in an

investigation. The Company policy and California law prohibit retaliation against any employee who opposes sexual or other

unlawful harassment. Any report of retaliation by the one accused of harassment, or by coworkers, supervisors or managers,


will also be immediately, effectively and thoroughly investigated in accordance with the Company's investigation procedure

outlined above. If a complaint of retaliation is substantiated, appropriate disciplinary action, up to and including discharge,

will be taken.

4. Liability For Unlawful Harassment. Any employee of the Company, whether coworker, supervisor or manager, who is found to have engaged in unlawful

harassment is subject to disciplinary action up to and including discharge from employment. An employee who engages in

unlawful harassment may be held personally liable for monetary damages. The Company will not pay damages assessed

personally against an employee.

5. Additional Endorsement Information. In addition to the Company's internal complaint procedure, employees should also be aware that the Federal Equal

Employment Opportunity Commission (EEOC) and the California Department of Fair Employment and Housing (DFEH)

investigate and prosecute complaints of sexual and other unlawful harassment in employment. Employees who believe that

they have been unlawfully harassed may file a complaint with either of these agencies. Both the EEOC and the DFEH serve

as neutral fact finders and attempt to help the parties voluntarily resolve disputes.

For more information, contact the president of the Company. You may also contact the nearest

office of the EEOC or DFEH, as listed in the telephone directory.

The above complaint procedure is applicable to all other forms of harassment and all forms of discrimination.

1.4 Smoking

There is no smoking allowed on employee's working hours on the property of Kravings.

1.5 Company Computer Usage, Opentable System, Internet and E-Mail

Company computers, Opentable System, Internet and e-mail may only be used for official Company business. Only software

applications approved by the Company may be used on Company computers and then only if properly licensed.

Acceptable uses of the Internet and the Company e-mail:

The Company provided Internet and e-mail access is intended for business and other related needs. The Company encourages

the use of the Internet and e-mail because they make communication more efficient and effective; however, Internet service

and e-mail are Company property, and their purpose is to facilitate the Company business. Management and every staff

member has a responsibility to maintain and enhance the Company's public image and to use the Company e-mail and access

to the Internet in a productive manner. To ensure that all employees are responsible, the following guidelines have been

established for using e-mail and the Internet. Any improper use of the Internet or e-mail is not acceptable and will not be

permitted. Unacceptable uses of the Internet, Opentable System and the Company e-mail:

The Company e-mail and Internet access may not be used for transmitting, retrieving or storage of any communications of a

discriminatory or harassing nature. Harassment of any kind is prohibited. No messages with derogatory or inflammatory

remarks about race, age, disability, religion, national origin, physical attributes or sexual preference shall be transmitted. No

abusive language is to be transmitted through the Company's e-mail or Internet system. Electronic media may not be used for

any purpose that is illegal or against the Company policy or contrary to the Company's best interest. Solicitation of non-

Company business or any use of the Company e-mail or Internet for personal gain is prohibited.

Communications: Management and approved employee is responsible for the content of all text, audio or images that they place or send over

the Company's e-mail/Internet system. No e-mail or other electronic communication may be sent which hides the identity of


the sender or represents the sender as someone else. All messages communicated on the Company's e-mail/Internet system

should contain the employee's name. Any messages or information sent by an employee to another individual outside of the

Company via an electronic network (e.g., bulletin board, on-line service or Internet) are statements that reflect on the

Company. While some users include personal "disclaimers" in electronic messages, there is still a connection to the

Company, and the statements may be tied to the Company.

All communications sent by employees via the Company's e-mail/Internet system must comply with this and other Company

policies and may not disclose any confidential or proprietary Company information. The Company shall monitor all

employee Internet and e-mail usage, and shall, in the Company's discretion access on an as needed basis the Company's

employees' computers, computer systems, and e-mail. The Company shall keep copies of all Internet and e-mail passwords,

and thus, the existence of such passwords is not an assurance of the confidentiality of the communications. In fact, no

communications, documents or files on or through the Company's computer system, including e-mail communications, are

private. Employees should have no expectation of privacy in such communications, documents or files. The Company shall

review all such communications, documents or files, and, in the Company's discretion, disclose such messages or files to

authorized persons or third parties when appropriate.

Violations: Any employee who abuses the privilege of Company facilitated access to e-mail or the Internet will be subject to disciplinary

action up to and including termination. If necessary, the Company also reserves the right to advise appropriate legal officials

of any illegal violations.

1.6 Service:

1. Consistency It is important that the public's perception of Kravings be consistent. We rely on return guests to build sales and increase

profits. Our guests deserve the same clean restaurant, fine food and friendly service every time they visit.

2. Customer Relations Philosophy All of us at Kravings depend on the guest for the attainment of our objectives. Thus, customer service is the most important

element of our operation. Customers may be attracted to Kravings by our name and concept, but our reputation is built upon

PRODUCT QUALITY and EXCELLENT SERVICE/GUEST RELATIONS. Each member of our team is responsible in

some way for customer satisfaction, and a successful member of our team will make a genuine attempt to meet every need of

our valued guest.

3. Teamwork The success of any restaurant ultimately depends on the management and service staff, who maintain day-to-day operations.

Kravings management is committed to creating a working environment in which all staff members act as a team to provide

the best possible food and service for our guests.

Working as a team involves these important factors:

1. Communication

2. Cooperation

3. Commitment

4. Communication: We believe that effective working relations are developed and maintained through mutual trust and open communication.

Therefore, we will make every effort to keep you informed of company goals, special events and any other issues that affect

the staff. In turn, we ask that you come to us with your concerns and suggestions. Here at Kravings, we maintain an "open

door policy", which means the door is always open for communication with the staff. Management wants to assist you in

every way possible. By working together, with the lines of communication open, we can prevent possible misunderstandings

or confusion.

• Be certain that the dining area, patio, bar and restrooms are spotless


• Make sure that you are clean, well-groomed and wearing the proper uniform

• Follow all of the recommended cleanliness and sanitation guidelines

• Mention any faulty equipment to a manager

1.7 PAYROLL AND PERSONNEL POLICIES

Absence from Work It is your responsibility to get your shifts covered if the need arises. These changes then need to be made with a manager and

changed on the MASTER schedule. In case of sickness, call a manager as soon as possible. It should be at least four hours

before your scheduled shift. Absences of more than one day must be reported to a manager daily unless other arrangements

are made. Be prepared to provide management with a doctors "permission to return to work" form. Failure to report to work

three consecutive scheduled shifts without prior notice and approval is considered voluntary termination.

Employees as Guests Employees are welcome as guests at Kravings when not on duty. You must first receive management approval. All full time

employees and up to 4 guests are given a 30% discount for food and beverage(Alcohol not included). As a guest, you are not

allowed in any employee area, host stand, bus station, break room' kitchen, etc. To receive the employee discount,

Employee(s) must dine with their guests and not on duty. Any variation in this policy is subject to a manager's approval. If

you are using a gift certificate in addition to your employee discount, the discount takes effect AFTER the amount of the gift

certificate has been spent.

Employees on Premises Employees present in the restaurant before or following a shift are allowed only in the employee area. Employees may not be

present in the restaurant during open hours when not in uniform.

• It is EXPECTED that all employees come and go dressed in uniform.

• The office is for Kravings related business only, there is to be no employee in the office unless a manager is present

• No personal belongings may be stored in the office

• No personal phone calls may be made in the office

• No changing of uniforms in the office

• Lockers are available. Please see a manager

Overtime If you work more than 40 hours from a Monday to a Sunday (a normal work week) you will be paid at the rate of one and a

half times your regular rate for all hours worked as overtime. No employee will be allowed to work overtime without the

prior approval of a manager. A manager must initial all overtime hours separately on the schedule.

Cooperation: Because we work so closely together every day, it is essential that we establish an atmosphere of cooperation. By providing

support and lending a hand when others need help we can make our work more efficient and pleasant. Cooperation also

includes going above and beyond your duties as an employee. For example, don't wait to be asked to do something... take

initiative and assist in any way possible. We will do our best to recognize your needs and your efforts and ask that you

approach your work with an open mind and a spirit of cooperation.

Commitment: In order for any of us to achieve our goals, whether corporate or personal, we must make a commitment to Kravings and the

service we provide our guests. Commitment involves both your everyday work habits and your attitude towards your work.

We ask that you share our commitment to a positive and friendly working environment and the continued success of this

establishment.

Quality, Service and Cleanliness:


The success of Kravings depends on the QUALITY of its food products, the SERVICE provided to customers and the

CLEANLINESS of the facility. Each employee is responsible for contributing to the success of Kravings and must make

every effort to serve our customers quality food in a pleasant and clean atmosphere.

Quality: Quality and consistency must be maintained in all food items served to the customer. To achieve high standards of quality:

All menu items are prepared according to Kravings’ product guidelines.

It is your responsibility to be aware of all ingredients and accompaniments.

Make management aware when items are not up to standard

Service:

We will use guests first names if possible. Good service will keep the guest coming back again and again. Nothing

pleases the customer more than experiencing personalized welcoming service.

Acknowledge the table within 30 sec. of the guests being seated. Approach the table within 2 min.

Greet the guest by name pleasantly with a smile. Introduce yourself and ask for unknown guests names. Remember

these names and write them in your book. It is your job to pass on the names to the grill masters/managers.

Remember: Our guests are the most important people in the restaurant.

Deal with complaints courteously. Immediately get a manager involved when appropriate

Be pleasant and courteous always

Encourage the guest to return

Never deal with an irate guest yourself. Managers are here to help you during those unfortunate situations

Cleanliness: The total appearance of Kravings and its employees will make a lasting impression on our guests. We must provide a sanitary

dining atmosphere as a service to our guests.

Make sure that all indoor and outdoor areas are clean

Paychecks You will be paid after 3:00pm on every other Thursday. The payroll department observes all rules and regulations of Federal

and State laws. Anytime you have a question as to whether your wages were computed properly, notify a manager, who will

investigate the matter for you with the payroll department.

Probationary Periods

All new employees are on a 90 day probationary period. Any current employee who moves into a different job

classification will be placed on a 90 day probationary period. Probationary periods may be extended upon written

notice stating the reasons. If management concludes within those 90 days that your performance is not

satisfactory, a termination may result.

Reviews All employees will be given reviews periodically, before a promotion or raise, or every 12 months, whichever comes first.

Reviews will rate job performance, knowledge, skills and cooperation.

Salary Advances Salary advances cannot be granted

Tardiness If you are going to be late for work, notify the M.O.D. immediately, even if it means it will cause additional delay. Excessive

tardiness will result in suspension or termination.


Theft Anything taken from the building that belongs to Kravings (including leftovers) is considered theft and will result in

immediate dismissal. Food or beverage consumed without paying for them or without manager approval (except bread,

coffee, tea and soda) is also considered theft.

"Discounts" or "giveaways" to friends are considered theft and a termination or suspension will result.

Time Cards Each employee should punch in not more than ten minutes before the start of his/her shift and

punch out immediately upon completion of the shift. Employees should handle only their own

time cards and should never punch in or out for other employees.

Please remember to:

• Report to manager immediately upon arrival

• Inform a manager when leaving work for any reason

• Inform the M.O.D. before leaving at the end of your shift

• Punch in after changing into your uniform

• Punch out before changing out of your uniform

Tip Declaring *Tip declaring is required by law for all employees receiving tips and must be declared daily.

Transfers Transfers between departments are possible, with the approval of the current department

manager and the General Manager. Experience, job knowledge, skill, past performance and

seniority will all be considered when deciding transfers.

Telephone Use

ABSOLUTELY NO CELL PHONE USE DURING YOUR SHIFT (INCLUDING TEXT MASSAGING AND WEB

BROWSING) Cell phones should be turned off. Employees may never use the phone in the office, kitchen or host stand for

personal calls. Personal calls are not allowed unless approved by a manager. Payphone is only for the use of our guests.

Violation of this policy will result in disciplinary action, which may Include immediate termination.

Uniforms:

Servers/Bartenders: 1. Clean, Black long sleeved oxford cloth dress shirt (pressed) with collar.

2. Clean, Black straight leg dress pants

3. Clean, Black leather shoes with black shoelaces. Black socks.

4. Clean, Black belt

5. Clean, Black apron (issued by Kravings (2)) (servers)

6. Clean, Tie of your choice, using RED as the theme color.

7. Men can wear 2 small earrings only(No stretches). Women can wear up to 4

small hoops.

Bussers and barbacks: Same as above. Substitute: BLACK TIE

Host: Conservative, business attire black in color. Touches of white ok. High hills recommended.

Grill Masters/Kitchen:


Kravings issued chef coats and Clean, Black straight leg dress pants or black straight chef pants. Clean, Black long apron

(issued by Kravings). Clean, Black shoes with black shoelaces. Black socks.

Management reserve the right to judge your attire appropriate or not. (all positions) as long as these procedures do not

violate any existing laws.

All Staff: Sunglasses are not allowed during service. If the sun bothers you, ask to be stationed in another section.

Note:

Restrooms may be used to change into or out of your uniform only before and after the restaurant is open for business.

However, we encourage you to arrive at work dressed in uniform.

Lockers Lockers are provided for employees during each shift. Contents are to be emptied following EVERY SHIFT. Lockers are

property of Kravings and are subject to random searches by management.

Violation of Policies Any violation of the following general policies will result in disciplinary action, which may Include termination:

• Refusing to obey any legitimate order of a manager (insubordination)

• Coercion, intimidation or threat of any kind toward a guest, employee, manager or vendor

• Gambling or fighting on company premises or off company premises in performance of company duties

• Using vulgarity, giving verbal abuse or showing discourteous conduct to guests, other employees, managers or

vendors. Sexual harassment, be it verbal or physical in nature, will not be tolerated, (please see sexual

harassment section)

• Soliciting gratuities from guests or commenting in any manner to guests or other employees as to the amount of the

gratuity given

• Abusing, defacing or destroying company property, the property of guests or other employees

• Failure to perform work of job assignments satisfactorily, safety and efficiently and in accordance with the

establishment policies and procedures

• Loitering or sleeping on the job

• Entering or leaving the building through any entrance other than the employee or designated entrance

• Fundraising, selling lottery tickets or merchandise, soliciting donations or any other type of money raising on

company premises, unless specifically authorized by a manger

• You must receive a manager's approval before signing out.

Work Breaks Employees working a shift of six hours or more are entitled to a one-half hour meal break. Employees working shifts less

then six hours, but at least four hours are entitled to a one fifteen minute break. Employees must punch out on the time clock

when beginning their break and punch in when returning to work. Employees may not start work late or leave work early

instead of taking a break. Consult with the manager about when to take your break. All meals must be consumed in the

employee meal area, off the clock. Eating in the kitchen is prohibited.

1.8 General Work Policies

Kitchen Hours Kravings will take orders up to the time of closing. If customers do walk in after closing, check with a manager. Reservations

may be taken up to 30 minutes before established closing time for the requested day.

Accidents and Injuries

Guest:


If a guest is injured on the property, call the manager on duty immediately. The manager is responsible for obtaining all of

the guests information. Write down all details of the incident as soon as possible. Do not in any way admit guilt. An accident,

injury, property damage or loss report form should be filled out by the manager.

Employee: If you are injured on the job, notify a manager immediately and obtain necessary medical attention. A first report of injury

form must be filled out before you return to work for OSHA records.

Bulletin Board

Read the bulletin board regularly for any new messages or memos. If you have an announcement you would like to make,

have a manager approve and initial it before posting.

Cashing Checks We cannot cash personal or payroll checks. If a customer is using a check to pay (if no other means of paying is available)

you must have a managers signature and all vital information from guest, including driver's license number, phone number,

etc...

Complaints or Dissatisfaction We encourage communication between Geoffrey's personnel at all levels. If you are unhappy with a particular situation

within the establishment, please take your concern to a manager immediately. Do not rely on the company grapevine to get

your message across. Problems will be resolved more quickly and efficiently when discussed with a manager.

1.9 Employee and Management meetings: In the interest of insuring strong lines of communication, an informal employee/management meeting will be scheduled by

management time to time. The purpose of these meetings will be to keep employees informed of any upcoming policy or

procedure changes. For example price changes, product changes, additions to the menu, etc.

The General Manager will attend these meetings and review his observations with employees.

Your manager will inform you in advance when these meetings will take place. All personnel are expected to attend.

Employee Paid Meetings

Employees will receive their hourly wage for attendance at a mandatory employee meeting.

1.10 Lost & Found Lost and found articles are to be turned into a manager immediately. Articles are kept in the safe at all times. Credit cards left

by customers are also kept in the safe.

1.11 General Grooming:

Personal Grooming

The way you look is very important. Customers expect to see clean, well-groomed employees and a clean restaurant. Dress

and appearance standards must be closely followed. Sanitation is essential in all food service operations and all employees

who prepare food must meet the highest standards of neatness, cleanliness and grooming. Kravings willingly complies with

applicable state and local health department regulations. Your manager is the final authority on questions concerning

grooming standards.

• Bathe daily and shampoo often

• Use scentless deodorant

• Brush your teeth and if necessary carry breath mints or mouth wash

• Keep hands and fingernails clean

• Clothing must be clean, neat and fit properly

• Keep hair trimmed to a fashionable length and clean, tie back if long

• If fingernail polish is used, keep to a neutral color

• Uniforms must be clean, pressed and in good repair before beginning your shift. Stains

incurred during your shift should be taken care of immediately


• Wear designated leather shoes and keep them looking clean and new

• Use no cologne or after shave (if you do, use a slight application)

Uniform

Old uniforms may be exchanged for new ones each year if necessary. It is the responsibility of each employee to keep his/her

uniform clean and pressed at all times. White shirts must be starched and pressed.

Hair

Hair must be clean and arranged neatly, (extreme hairstyles are discouraged). Hair longer than collar length must be pulled

back and/or worn with a hair net. Hats or caps appropriate to the employee's position should be worn at all times. No beards

will be grown while working at Kravings. Facial hair must be neatly trimmed.

Secured Areas

Being in a secured area (i.e. office, storage room, safe, cash register, etc...) without permission may result in immediate

dismissal.

Only managers and bartenders are to use the cash registers.

Solicitation and Distributing Rules In the interest of maintaining production and organization in the restaurant, the soliciting

of financial contributions, selling of merchandise or conduct of any other solicitations during an employee work time is

prohibited. Distribution of literature by an employee during his/her work time and posting notices, signs or writings of any

kind anywhere on company property is strictly prohibited. Any employee who is in doubt concerning the application of these

rules while on company premises should consult with a manger.

1.12 Employee meals:

Lunch/dinner:

An employee meal will be provided at no charge for employees at the end of the shift. The employee meal is: one trip to the

salad bar. Employees can enjoy everything on the salad bar except shrimp and Salmon. Please take dirty dishes to the

dishwasher. Keep your meal area clean.

MEATS ARE NOT INCLUDED IN THE FREE EMPLOYEE MEALS UNLESS THEY ARE PLACED IN THE

DESIGNATED CONTAINER BY THE CHEFS. EMPLOYEES ARE NOT ALLOWED TO ASK THE GRILL MASTERS

FOR MEATS FROM THE GRILL.

EMPLOYEE MEALS CAN NOT BE TAKEN TO GO.

EATING AND DRINKING IN FRONT OF A GUEST IS ABSOLUTELY PROHIBITED!!!

NO ADDITIONAL FOOD ORDERING DURING YOUR SHIFT WILL BE ALLOWED UNLESS CERTAIN

CIRCUMSTANCES ARE APPROVED BY A MANAGER.

Bread, coffee and dispenser sodas are always available to employees free of charge.

*Styrofoam cups with lids marked with your name must be used at all times for drinks! All cups must be kept at

designated area by the manager. (currently, the shelf under kitchen computer terminal)

1.13 Leave of Absence: A. Death in the Family

An employee may take up to three consecutive days leave of absence in the event of a death of an immediate family member,

spouse, child, mother, father, sister, etc... Employees should notify a manager immediately to request a leave.

B. Jury Duty

A copy of the official court notice must be shown to a manager who will approve the request. Compensation for jury duty

will be made according to state and federal laws.


C. Personal Leave

Personal leaves of absence without payment may be granted for cases of emergency medical treatment or extended illness.

Employees are eligible for personal leave only after six months of employment. Maximum personal leave available is thirty

days. Special consideration for leave up to sixty days may be given under extreme circumstances. Personal leave should be

made in advance with a manger or General Manager.

Section 2: Employment Procedures

2.1 Immigration and Naturalization The U.S. Immigration and Naturalization Service requires that the Company and candidates for employment provide specific

information within three (3) days of commencing employment. Candidates for employment must complete Section 1 of Form

I - 9 and provide the Company with specific documents to establish their identity and employment eligibility.

Identity can be established by providing a state-issued driver's license, a document such as a school I.D. with photograph,

voter's registration card or military service record.

An employment eligibility document is a Social Security card, a birth certificate or an immigration document or a US

Passport.

Employees will not be allowed to continue employment without providing these identification documents.

2.2 Employment Status - At Will All employment and compensation with the Company is "at will". Neither the Company, nor any of the FOH staff, BOH

staff, Management and Chefs can guarantee a specific duration of employment. Employees may leave employment at any

time with or without a reason, with or without notice. Likewise, the Company may terminate any employee at any time for

any reason or no reason at all with or without notice. This at will status may not be modified or amended, except in a writing

signed by the General Manager & Owner of the Company. This at will status cannot be changed by oral or implied

agreement.

2.3 Categories of Employees Company policies apply to all categories of employees; however, employees are divided into the following categories for the

purpose of compensation and benefits. Regular Full-Time: Employees hired full time (40 hours a week) on a full workweek

basis for continuous and indefinite period of time are considered regular full-time employees for compensation and benefit

purposes.

Full Time Employees: 32 hours or more per week

Regular Part-Time:

Employees whose work schedule is less than full time (less than 32 hours a week) on a full work week basis for a continuous

and indefinite period are considered regular part-time employees for all compensation and benefit purposes.

NOTE: Regular part-time employees are eligible for benefits by specific reference only.

Temporary Part-Time: Employees hired as temporary replacement for regular full-time or regular part-time employees, or for short periods of

employment such as summer month, peak periods and vacations are considered temporary employees.

NOTE: Temporary employees are not eligible for benefits regardless of the number of hours or weeks worked.

2.4 Nonexempt from Wage and Hour Laws Hourly paid and some salaried/commissioned employees are expected to confine their work to the normal workday and

workweek unless a Company manager authorizes overtime in advance. Non-exempt employees will be paid overtime for all

authorized hours worked in excess of forty (40) hours in a workweek and eight (8) hours in a workday.

2.5 Exempt from Wage and Hour Laws


The hours worked by some salaried/commissioned employees are often irregular and begin and end beyond the normal

workday. Some salaried/commissioned employees are exempt from the overtime provisions of the federal and California

wage and hour laws and thus do not receive overtime pay.

2.6 Benefit Eligibility (KRAVINGS CURRENTLY DOES NOT OFFER ANY BENEFITS) The term "eligible employee(s)" used in the following sections of this handbook refers to regular full time employee(s) unless

otherwise designated. Employees will be advised of the status of their position when they are hired. Regular full-time

employees are entitled to the benefits stated in this handbook provided they qualify for each individual benefit.

Regular part-time employees are entitled to those employee benefits specifically designated. Temporary employees are not

eligible for benefits.

2.7 Continuous Service Date In order to have a record of an employee's benefits, a continuous service date will be maintained for each regular full time

employee. The continuous service date will be the employee's first day of employment and will continue uninterrupted as

long as the employee remains a regular fulltime employee.

2.8 Employment of Minors The following provisions apply with respect to the Company's employment age requirements:

The Company will fully comply with the Child Labor provisions of the Fair labor Standards Act and applicable state statutes,

which govern the employment of minors.

2.9 Personnel Records The Company will maintain a file on each employee. From time to time information will be added to this personnel record

regarding an individual's employment status with the Company. Personnel records are the property of the Company and will

be treated the same as any other confidential Company information.

The following provisions apply with respect to the Company's standards for establishing, maintaining and handling employee

personnel records:

All official records concerning an employee will be kept up to date and all employees shall promptly report all pertinent

personal information and data changes to the Company. Only the following individuals may have access to the file: An

employee or authorized representative may be permitted to inspect the employee's personnel file at a reasonable time, but in

no event later than twenty-one (21) days after a request for inspection is made. The inspection shall take place in the presence

of an authorized representative of the Company. An employee may request copies of materials within his or her personnel

file, but such requests will be granted or denied in the sole discretion of the company (but see below). An employee may

not, however, remove materials from the file. An employee shall not have access to personnel records relating to the

investigation of a possible criminal offense. Upon reasonable notice, an employee will be entitled to copy payroll records and

documents in the personnel file that the employee has signed.

2.10 Security Checks The Company may exercise its right to inspect all packages and parcels that enter and leave the premises. Employees should

have no expectation of privacy for any parcel or item they bring onto Company premises. If an employee desires to keep the

contents of a parcel or container or handbag private or confidential, the same should not be taken onto Company premises.

Section 3 - Work Schedules 3.1 Working Hours

The Company's regular workweek begins on Monday and ends on Sunday. Regular working hours shall be determined by the

Company from time to time. Each employee is expected to complete a normal workday/workshift and workweek and work

whatever reasonable additional hours required to meet the needs of the Company. Non-exempt employees working five (5) or

more hours per day will take an unpaid meal period for one-half (1/2) hour between the fourth (4th) and the sixth (6th) hour

of each workday. A ten (10) minute paid break or rest period will be scheduled for each four (4) hour work shift, or


major fraction thereof, and will be taken reasonably close to the middle of such shift. Non- exempt employees are expected

back at their workstation ready to start work at the end of each scheduled break and meal period. If overtime is required by

the Company, non-exempt employees will be expected to work the additional time necessary.

Section 4 -Additional Pay and Compensation Issues

4.1 Time Records Government regulations require that the Company keep an accurate record of hours worked by non-exempt employees. Non-

exempt employees are required to submit time sheets to employer on at least a monthly basis, or utilize the Company's time-

clock system, and such employees are required to attest to meal and break periods on appropriate Company documentation. If

employee feels there are any issues or discrepancies regarding hours worked or breaks/meal periods taken, he or she should

notify a Company manager immediately in writing.

4.2 Pay Period and Payment Employees are normally paid on a bi-weekly basis.

4.3 Payroll Deductions The Company will deduct amounts authorized by federal and state law or by employee.

4.4 Overtime Non-exempt employees may be expected to work overtime in case of emergency or whenever necessary in the best interests

of the Company. If determined necessary, overtime work will be authorized by a Company manager for time spent beyond an

employee's standard workday and/or workweek. Non-exempt employees will be paid one and one-half (1.5) their normal

hourly rate of pay for approved overtime hours worked in excess of forty (40) hours per week, eight (8) hours per day, or,

first eight (8) hours on the seventh consecutive day. Non-exempt employees will be paid double time for more than twelve

(12) hours worked on any one day, or, for more than eight (8) hours worked on the seventh consecutive day.

Exempt employees are not entitled to overtime.

4.5 Garnishment of Employee Wages State law requires the Company to honor garnishments of employee wages (including child support) as a court or other legal

judgment may instruct. The law also provides for an administrative fee to be charged when a garnishment occurs.

4.6 Authorized Check Pickup If an employee is absent on payday and instructs someone to pick up his or her paycheck, a note signed by the employee

authorizing the person must be provided before the check can be released. The person picking up the paycheck must show

proper identification and sign for the check. This policy protects the employee and the Company.

Section 5 – Attendance and Leave Policies

5.1 Attendance Attendance is of vital importance. Excessive absences or late arrivals shall subject the employee to discipline, up to and

including termination.

5.2 Sick Leave Policy To notify Management at all times - days off to be determined by physician and shift rescheduling to be revised by

Management.

5.3 Bereavement Leave


The Company will, when satisfied by evidence presented, grant an employee time off without pay for up to three days for

each occurrence in the case of death in employee's immediate family.

For the purpose of this rule, immediate family is defined as and limited to the employees spouse, children, registered

domestic partners, grandchildren, foster children, step children, legal wards, parents, grandparents, foster parents, step

parents, brothers, foster brothers, step brothers, in-laws, nieces, nephews, corresponding relatives of the employees spouse or

registered domestic partner and other persons who are members of the employees household.

5.4 Civic Leave The Company does not compensate employees for jury duty or witness duty. Should the employee's work duties with the

Company be vital to its operation, the court may be asked to excuse the employee from jury duty. If necessary, the Company

will grant employees time off without pay for jury duty or witness duty.

5.5 Voting Employees should make arrangements to vote prior to or following normal work hours. If this is impossible, limited time off

without pay will be granted for voting.

5.6 Military Leave The Company does not compensate employees for military leave, however, the Company complies with all state and federal

requirements on this issue.

5.7 Pregnancy Disability Leave As long as the Company employs five (5) or more full time or part time employees at the time leave is requested, the

Company will grant up to four (4) months of medically related leave for time during which an employee is physically unable

to work because of temporary disability caused or contributed to by pregnancy, miscarriage, abortion, childbirth, and

recovery there from. Such leave will be granted for such time only when certified by an employee's physician as indicated on

a special request for pregnancy disability leave ("PDL "). The following steps should be followed when PDL is requested:

The employee's doctor should determine the period of disability. The doctor should document such determination in written

form.

If employee's request for PDL is foreseeable, employee should give the Company at least thirty (30) days notice of such a

request. If employee's request is not foreseeable, the employee must notify the Company as soon as possible.

Employee shall use accumulated sick leave during PDL. Employee shall be entitled to use accumulated vacation leave during

PDL at employee's option. With these exceptions, PDL shall be without pay.

Employee is entitled to continue group insurance benefits during PDL, but only at the employee's expense.

An employee may not be terminated because of pregnancy. The employee's job will be held open for the period of PDL

unless doing so would substantially undermine the Company's ability to operate its business safely and efficiently. To be fair

to the Company, an employee not intending to return to work after childbirth should notify the Company as soon as possible

so that a permanent employee may be hired.

5.8 Discretionary Leave of Absence An employee may ask for a leave of absence without pay from the Company which shall only be granted in the Company's

complete and unrestricted discretion. The Company cannot guarantee to hold any position. Any request for a leave of absence

must be made in writing and must be approved (in advance) by the General Manager.

During any approved leave of absence the following provisions apply: The employee is responsible for the payment of all

insurance premiums for his or her individual coverage and dependent health insurance coverage (if applicable). This money

should be paid to the Company by the first day of each month that the employee is on an approved leave of

absence. The employee will retain his or her original employment date showing no interruption in service. Credit for paid

vacation or sick leave cannot be accrued during an approved leave of absence. If an employee accepts employment with

another employer while employed at Kravings and wants to continue but limits the availability, the company has the choice

to remove such employee from certain schedule shift to ensure better combined scheduling for other or new

fulltime employees, all his or her Company benefits will be terminated, and the Company may choose to terminate

employee's employment altogether. Any leave of absence is without pay.


5.9 School Visits Under certain circumstances, eligible employees may be entitled to take time off to participate in activities of their child's

school or a licensed day care facility. In order to be eligible for this time off under this policy, an employee must be the

parent, guardian, or grandparent of a child who is in kindergarten or a grade between one and twelve, inclusive, or attending a

licensed child day care facility. In addition, the employee must provide reasonable notice of the planned absence to the

Company before taking the time off. The employee may not take more than forty (40) hours off for this purpose in any single

year or more than eight hours off in any calendar month of the year.

If both parents of a child are employed by the Company at the same work site, only one parent may take time off at a time

under this policy. The parent who first gives appropriate notice of the need for time off under this policy will have preference

for the time off. In some cases, the Company may agree to provide both parents the opportunity to take time off at the same

time.

However, this may occur only with advanced discretionary approval of the Company. Any employee who takes time off

under this policy must utilize any existing vacation. If the employee does not have enough vacation time to cover the time

taken off, the time off taken will be without pay.

Any employee who takes time off under this policy must provide documentation from the child's school or licensed child day

care facility to substantiate the fact that the employee participated in a school activity or day care facility activity. The

documentation must verify that the employee participated in the activity on a specific date and at a particular time.

5.10 School Leave of a Suspended Pupil An employee who receives written notification that he or she is required to attend his or her child's school due to that child's

suspension will be granted an unpaid leave of absence for that purpose. The employee must give the Company reasonable

notice of the necessity of the leave and must provide a copy of the written notification from the school. The employee may

elect to use accrued vacation time during this period.

5.11 Domestic Violence / Sexual Assault Leave If an employee is the victim of domestic violence or sexual assault, time off may be necessary to seek judicial relief to help

ensure the health, safety, or welfare of the employee or a child. This may include efforts to obtain a temporary restraining

order, a restraining order, or other injunctive relief from a court. For this purpose, the Company provides its employees with

reasonable unpaid time off.

If an employee needs time off from work for this purpose, reasonable notice must be provided to the Company in writing. If

an unscheduled or emergency court appearance is required for the health, safety or welfare of the domestic violence or sexual

assault victim or a child, the employee must provide evidence from the court or prosecuting attorney that he or she has

appeared in court within a reasonable time after the court appearance.

5.12 Leave of Absence For Crime Victims and Their Families Employees who are victims of a serious crime, or employees who are immediate family members of such crime victims, may

be absent from work, without pay, in order to attend judicial proceedings related to the crime. The employee may use accrued

paid vacation or sick time during this leave at the employee's option.

5.13 Family and Medical Leave Act / California Family Rights Act Under the Family and Medical Leave Act of 1993 and the California Family Rights Act (together, FMLA), you are eligible

for up to twelve (12) work weeks of unpaid Family and Medical Leave (FML) during a twelve month period if the Company

has fifty (50) or more employees working at your work site, and if you:

Have worked for the employer for a total of at least 12 months;

Have worked at least 1,250 hours during the 12-month period preceding the date the family and medical leave is to

begin;

Have a qualifying reason; and

Have a remaining FMLA balance.

You are required to provide 30 days advance written notice to your manager when possible. If the leave is unexpected, you

must provide as much notice as possible. You may apply for leave for the following reasons:


The birth of your child and the care of such child (must be taken within one year

of the child's birth);

The placement of a child with you for adoption or foster care;

The care of your spouse, child, or parent/parent-in-law who has a serious health condition; or

Your own serious health condition that prevents you from performing the essential functions of your position.

A serious health condition is one that would involve hospitalization, in-patient care in a residential healthcare facility, or

continuing treatment or supervision by a healthcare provider. The Company may require you to obtain a written certification

from a health care provider regarding the medical condition necessitating the leave. Under some circumstances, you may take

FML intermittently by reducing your normal weekly schedule or daily work hours or by taking the leave in blocks of time.

An example of a need for intermittent leave would be if you needed to attend rehabilitation therapy two mornings per week

or if you needed to take a child for medical treatment on a regular schedule. Under certain conditions, you may also qualify

for disability benefits in addition to FML benefits. Those disability benefits run concurrently with FML. Personal and

vacation leave benefits may also run concurrent.

During the leave period your health and welfare benefits will remain intact as long as you continue to pay the employee

portion of these monthly benefits on the first of each month. If the premiums are more than 30 days late, your benefits may

be terminated. Upon return to work, your benefits will be immediately restored.

If you choose to voluntarily terminate your employment for reasons other than the continuation of the medical condition, you

may be required to reimburse the Company for the full amount of insurance premiums paid on your behalf during the FML.

The FMLA prohibits any employee or manager from interfering with, restraining or denying the exercise of any right

provided under the law. Those parties are also prohibited from discharging or discriminating against any person for opposing

any practice made unlawful by FMLA or for involvement in any proceedings related to FMLA.

All California-based employees eligible for FML may be entitled, through the California State Disability Fund, to up to six

(6) weeks of paid (or partially paid) family care leave (PFCL), under the provisions of the California Paid Family Care Leave

Act. This PFCL must be taken concurrently with any existing FML. PFCL is only available if the leave is to care for a

"seriously ill child, parent or domestic partner, or to bond with a new child. " Seriously ill is defined as "illness, injury,

impairment, or physical or mental condition that involves inpatient care in a hospital, hospice, or residential health care

facility, or continuing treatment or continuing supervision by a health care provider. . . ." There is a seven (7) day waiting

period before paid benefits commence. You cannot receive pay for any day you also receive unemployment compensation or

state disability insurance benefits, or for "any day another family member is able and available for the same period of time

that the individual is providing the required care. " You must use up to two weeks of accrued but unused vacation time, if

any, during your PFCL, before you can receive paid leave benefits.

Section 6 - Medical Insurance: The company does not provide health insurance for employees.

Section 7 - Vacation Policies

7.1 Vacation Eligibility The Company recognizes that employees need a scheduled time away from normal work duties for their personal well-being.

7.2 Vacation Schedules

Employees are allowed a maximum 10 day vacation period per year. Please be reminded that your request is not a

guarantee.

No more than 2 employees are allowed the same time vacation period.

Your vacation request must be in writing. Should you request more than 10 days, you must provide the General

Manager with a written request to be discussed with the owner. You will be notified within 3 business days of the

outcome.

The following holidays are indeed our busiest days of the year. Please be informed that no vacation requests will be honored -

all staff is to be available for these very busy holidays.


Most of Month of December

New Years Eve

Valentines Day

Mother’s Day

Father’s Day

Easter Sunday

Section 8: Separation from Employment

8.1 Separation of Employment All employment at the Company is "at will," and therefore the Company or the employee can terminate the employment

relationship at any time, for any reason or no reason at all, with or without notice.

8.2 Pay on Separation from Employment Voluntary quit "with 2 weeks notice" - check issued last date of employment. Voluntary quit "with no notice" - check issued

within 72 hours. Dismissed - check issued at time of dismissal. Employees are not entitled to severance pay unless by written

agreement with The Company. Any accrued vacation time will also be paid upon separation at the designated time for salary

staff only.

Section 9: Work Policies and Regulations

9.1 Care of Equipment and Facilities All employees should be concerned with the care and safe use of Company-owned equipment and facilities. Good

housekeeping is expected from everyone.

9.2 Personal Appearance/Clothing Personal appearance, proper hygiene and appropriate attire are important to the work environment. Guest/ Patrons may gauge

the quality of the Company by the attention the Company employees show to personal appearance and attire.

Employees are expected to report to work wearing clean clothing appropriate to their position. A neat, well-groomed

appearance, in accordance with employee's gender identity, is important to the employee, their fellow workers and to the

Company's clients.

9.3 Personal Belongings The Company recognizes an employee's desire to display mementos pertaining to their family or other personal items. While

the Company can take no responsibility for the safekeeping of these items, it welcomes its employees to personalize their

work areas for added comfort or pleasantness. However, several guidelines must be observed. They are as follows:

Nothing can be displayed that (in the opinion of the Company) is derogatory to any person or system of beliefs.

Objects (in the opinion of the Company) that are inappropriate or hinder work efforts will not be allowed and must be

removed upon request.

9.4 Solicitation and/or Distribution Solicitation and/or distribution should be kept to a minimum and must be approved by the Company. If the process of

distributing materials, goods, contest promotions, requests for donations or any other solicitation and/or distribution interferes

with the work schedules of employees, it will be prohibited. No employee should ever feel pressured into participating in

any promotional effort or action.

9.5 Security


All doors, files, desks, and any other equipment with locks must be kept locked securely when not in direct use and at the end

of each day, whenever practicable.

9.6 Moonlighting If an employee chooses to work outside of his or her job and the outside work competes with what is expected of him or her

as a Company employee, opportunities for promotion and advancement with the Company may be limited by his or her

decision. Also, disciplinary action, up to and including termination, could result if the outside activity interferes with work

performance, creates a conflict of interest and/or is in direct conflict with the essential enterprise related interests of the

Company.

9.7 Alcohol and Drugs Consumption of, possession of, or being under the influence of alcoholic beverages or illegal drugs on Company premises or

on Company business is strictly prohibited. Violation of this policy is cause for immediate termination of employment.

The Company reserves the right to have employees tested, screened and/or searched on Company property for drug and

alcohol use, as it deems necessary as long as these procedures do not violate any existing laws. Employees may purchase and

consume alcoholic beverages on premises when on free time (not on duty) and not scheduled to work for at least 12 hours

(limits apply). There is no employee discount on alcoholic beverages. No alcoholic beverages may be brought to the

premises.

9.8 Lactation Support Policy In accordance with California law, the Company will reasonably accommodate employees who wish to express breast milk at

work, including providing increased break time if necessary and providing a private room for this purpose which is not a

toilet stall.

Section 10: Safety

10.1 Safety Policy; Reporting Injuries and Accidents The Company is committed to the safety of its employees and its property and equipment. Employee's decisions should

always be guided by the Company 's commitment to safety. Should a hazardous situation or condition exist, safety concerns

should always take precedence over business concerns.

Employees must advise the Company of all accidents, injuries or illnesses that occur while at work and that they must be

reported immediately, no matter how slight they may appear.

The Company will provide the proper forms for reporting job related accidents, injuries and illnesses. Failure to report these

occurrences may be cause for disciplinary action.

10.2 Workplace Violence Prevention The Company is committed to providing a safe work environment that is free of violence or the threat of violence. Threats,

threatening behavior, or acts of violence against employees, visitors, or other individuals will not be tolerated. This policy

applies to all employees. Violation of this policy may result in disciplinary action, up to and including termination, and may

include arrest and prosecution.

Employees must report any incident involving violence or a threat of violence immediately to the Company. Any employee

who (i) makes a good faith report of violence or the threat of violence or (^participates in the investigation of such a report

will be protected from retaliatory action. If an employee is attacked, the employee should retreat whenever possible. When

retreat is possible, self defense is prohibited, and could subject the victim of the violence to discipline up to and including

termination. Self defense may only be utilized as a last resort.

Section 11 – Business Expenses Employees shall be reimbursed for reasonable, pre-approved, and properly documented business expenses. No expenses

should be incurred without prior approval from the Company. All expenses must be supported by proper receipts and any

requests for reimbursement must be submitted within 30 days of the occurrence of the expense. Any expense reimbursement


request not submitted within this time frame, or not submitted with property pre-approval or documented support, will be

denied.

Section 12: Conflicts of Interest, Confidentiality, and Intellectual Property

12.1 Conflicts of Interest Conflicts of interest must be avoided, and may subject an employee to discipline, up to and including termination. A conflict

of interest can arise in dealings with anyone with whom the Company transacts business, including clients, owners, buyers,

suppliers, banks, insurance companies, and people in other organizations with whom we contact and make agreements.

Conflicts of interest include the following examples:

Working for any of the groups mentioned above for personal gain.

Engaging in part-time activity for profit or gain in any field in which the Company in engaged.

Borrowing from, or lending money to, individuals representing organizations with whom business dealings are

conducted.

It may also be considered a conflicts of interest if a romantic or dating relationships transpire between Kravings’

employees. If the participating employees work closely together or are in a supervisor - subordinate relationship,

such romantic or dating relationships must be disclosed to the Company immediately, so that the Company can

prevent any conflict of interest from arising by any reasonable means, up to and including termination of

employment of one or both of the participating employees.

12.2 Confidentiality The nature of the Company's business requires that a strict code of confidentiality of information be maintained. No

employee will store information outside of the Company (either written or electronic form) about any matter pertaining to the

conduct of the Company's business.

Any employee who compromises Company information may be subject to dismissal. In addition, idle gossip or dissemination

of confidential information within the Company, such as personal information, customer or vendor information, payroll

information, financial information, etc. will subject the responsible employee to disciplinary action, possible termination, and

liability under the California Trade Secrets Act.

Employees may not disclose any Company information to third parties, nor may employees use such information, directly or

indirectly.

12.3 Copyrights Any copyright developed by an employee of and for the Company is work for hire and is the property of the Company. Any

information pertaining to such patent or copyright must remain on Company premises.


This part is intentionally left blank.

Please make sure you read and understand all policies and procedures in the

Kravings manual & handbook.

By signing this form you agree to abide and follow all said policies and procedures

contained herein.

Signature: ___________________________

Name: (Print) ________________________

Date: _____________________________

Supervisor Signature: _________________

employeemanual 2012 semi-updated

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