PBGBP Employee Handbook
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Patton Block Grill and Brew Pub; aka PBGBP
- Chris Gavin, owner/business manager
- Lisa Gavin, owner/payroll
- Steve Murmann, owner/brewing operations
- Brad Sturgeon, owner/brewing operations
- Kevin Cerar, restaurant manager
INTRODUCTION
Company Overview
- Use this opportunity to welcome your new hires and get them excited about working for you! Give a brief overview on the history of the company. You may want to write this section from your point of view or as a welcome letter. If this is a franchised location, explain what makes working at this location so. It’s best to start things off on a positive, welcoming note; you’ll have plenty of time for the more official policies!
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(BES) The management of the PBGBP welcomes you to our business family. We understand that other employment opportunities exist and we appreciate your decision to help us provide a quality dining experience for our guests. We are a locally owned and operated small business started by community members interested in providing additional dining opportunities for the citizens of Monmouth and the surrounding communities. We have built this business with community input and will continue to listen and make changes to our business as needed. You input is critical in this process of providing a quality dining experience. Not only will you be interacting directly with business operations, we highly value your observations and input directed at making the PBGBP a place where we are all excited to work. If at any time you have concerns, please talk directly with any of the management.
Handbook Overview
- Give a quick overview of the contents in this handbook. There’s no need to be repetitive of the Table of Contents, but hit some of the key points that you’ll want to serve as the major takeaways. Aim to get across the two or three main takeaways about behavior, punctuality, and anything else you deem important. Additionally, because you do want every new hire to read this handbook, send one last reminder to please read this handbook in its entirety and come to you with any questions.
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(BES) This handbook is an evolving document where we aim to collect a set of operating procedures/processes as a means of clearly communicating with all levels of the PBGBP operations. We feel the handbook needs to be the first place to go when any question regarding the business is raised. If the question is not answered in the handbook, the handbook will be edited to contain this information. As stated above, the handbook is an evolving document and it is important that all PBGBP partners work towards making this handbook a positive part of business operation.
Disclaimer
- Your handbook is not a legal contract. Make that clear in this section and that employment is at-will. You should consult with an attorney when writing this section as well as applicable local, state, and federal law. Don’t forget to remind readers to come to you with any questions about this handbook and its contents.
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(BES) It is the responsibility of all PBGBP employes to read this handbook, familiarize yourself with its contents, and adhere to all of the policies and procedures of the Patton Block Grill and Brew Pub, LLC (PBGBP) set forth in this handbook.
The policies, procedures, and standard practices described in this manual are not conditions of employment, meaning that if for some reason you do not follow items listed, your employment is not in jeopardy. We ask that in the case that you do not follow items in the handbook, you share this information with management to discuss/alter the handbook contents. This handbook is an evolving document and will be edited as a result of all PBGPB employee input.
SECTION 1: Mission Statement and Core Values
- Following up on your company overview, state your restaurant’s core values and mission statement. Explain why you decided on these and how you expect all employees in your restaurant to embody these core values when they work.
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Mission Statement
(BES)The Patton Block Grill and Brew Pub exists to provide Monmouth and the surrounding communities with a quality dining experience. Key aspects of this quality dining experience include, locally sourced meats, fish, vegetables, and craft beer. We provide a full service restaurant serving lunch and dinner supported by a 1.5 bbl brewhouse and a full service bar.
Core Values
(BES)
- quality product
- quality service
- respect for others
- fair treatment of all
- acceptance of others differing points of view
- openness to criticism
- following policies
- understanding of others situations
SECTION 2: Presentation & Workplace Behavior
- This section is one of the most important. Here, you’ll explain everything from required attire to suggested behavior, fireable offenses, and discrimination policy.
- In this section, reinforce the core values of your restaurant and that every action your employees take - be it in the back of the house or in the front of the house, while working - should reflect those core values. These individuals will serve as the face of your restaurant to everyone who walks through your door. Once again, remind new hires to approach you with any and all questions that arise in this section as there will be little room for misunderstanding in the future.
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Conduct & Behavior
- Here is where your restaurant’s conduct code should be explained. How should staff behave at work? If you operate a casual family grill, chances are your servers can be a bit more relaxed and informal than in one of the city’s finest dining establishments. Use this section to remind readers that they are representing your brand and should carry themselves with while working at your restaurant.
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Attire
- Do you require a uniform or a dress code? Will you be providing this attire or will employees be asked to purchase this on their own? Are there different uniform requirements for dinner versus lunch? Private events versus normal shifts? Answer all of these questions clearly. Additionally, if there are different uniform requirements for those in different positions, make these clear as well. Further, you can remind employees to use good judgment regarding their clothing and to maintain a clean and neat appearance in the workplace to accurately represent your restaurant’s image to guests.
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Staff Conflict Policy
- Conflict in the workplace happens, no matter what. Would you prefer employees attempt to resolve problems themselves first, or should they go to their managers with any issues immediately? Answer this question while reminding them that no conflict should impact the guest experience unless it’s an emergency. Remind employees of their rights under applicable local, state, and federal law, and consult an attorney for guidance.
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Guest Conflict Policy
- You can’t control an unruly guest, but you can control how you respond. What’s your policy for how employees interact with guests when there is a disagreement or conflict? What should employees do if the conflict escalates? When should they go to a manager for help? This is a touchy subject, so make sure you’re clear here by providing relevant examples!
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Anti-Harassment & Anti-Discrimination Policies
- Explain that harassment or discrimination of any kind will not be tolerated. If this gets out of hand, your staff members may not be the only ones who suffer; these issues can quickly escalate to a legal problem that could impact your business. Consult an attorney when writing these policies as well as applicable local, state, and federal law. State and/or local laws may recognize protected classes beyond those protected under federal law. Outline a complaint procedure for employees who believe they have been subject to discrimination or harassment.
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Alcohol Consumption Policy
- If your restaurant has a bar or hosts staff parties, use this section to remind employees to behave responsibly in the presence of alcohol. Let them know any rule violation at these events will reflect on them professionally. Even if your restaurant does not have a bar, reinforce that employees should show up to work in the proper state of mind and sober.
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Cell Phone Policy
- Some restaurants take a more informal approach to cell phone rules. Other restaurants have a strict no-phone policy and require cell phones to be kept in the back room at all times. Whatever your policy is, make it clear in this section.
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Strike Policy & Fireable Offenses
- Explain your restaurant’s strike/warning policy and distinguish which actions result in instant termination/suspension instead of a warning. Details and examples are very important in this section, and it would be wise to clarify that strikes and fireable offenses are not limited to what you have listed in this handbook.
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End of Employment
- Explain your requests when it comes to employees resigning or quitting. Do you ask for a two-week notice? Will they need to return anything to the business? Also, use this opportunity to remind employees that their employment at your restaurant is at-will and may be ended by them or you at any time either party chooses. Consult an attorney for guidance when drafting this policy as well as applicable local, state, and federal law.
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SECTION 3: Procedures and Emergencies
- Here is the instructional section of your handbook. Employees will read about the proper way to set a table and how to react when someone is choking. When giving these instructions, be as detailed as possible. Because there are legal implications, particularly for the health and safety sections, consult an attorney and reference applicable local, state, or federal law.
Pre-Shift Meetings
- If you host pre-shift meetings, explain how they will be conducted and when staff should show up for these meetings.
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Health Procedures
- How should staff handle allergy warnings? What about a policy for when someone is choking or is having a medical emergency? In case of emergency, 9-1-1 is the number to call.
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Setting the Table
- What goes on the right? The left? Here would be a fitting time to include an image or a photo for employees to reference.
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Opening & Closing
- Include checklists explaining who is responsible for which tasks during opening and closing. Emphasize the areas of security, such as locking up and securing valuables.
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Kitchen Safety & Sanitation
- Remind back-of-house workers to follow all guidelines and regulations that ensure safety in the kitchen. This should cover the steps taken to keep employees safe from harm and customers safe from improperly handled food. Hand washing, glove wearing, food cleaning, and dishwashing should all be reviewed. Review legal requirements, including applicable local law, and consult an attorney for guidance.
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Alcohol Serving Policy
- Ensure all IDs are checked before serving alcohol. Also, what employees are able to handle alcohol in any capacity? Review applicable federal law, and be sure to check local and state laws for specific requirements. Consult an attorney for guidance drafting this policy.
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Sceduling
- Which software should employees use for scheduling, if any? When will they be given their schedule for the week? Do you have an on-call policy? Review applicable local, state, and federal law and consult an attorney for guidance.
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Requesting Time Off
- How soon do employees need to request time off? Do you allow employees to switch shifts?
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Missing a Shift
- Do you allow or require absences for weather, sickness, family emergencies, etc.? When someone misses a shift, will it count against their record? Should they call management and alert them or are they responsible for finding coverage on their own? Review applicable local, state, and federal law and consult an attorney for guidance.
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Comping/Voiding Checks
- Are employees allowed to comp/void tabs on their own, or do they need approval? If they can do this themselves, how do they go about this on the point of sale system?
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Theft/Robbery Policy
- In the event of a robbery, give employees guidance to protect their safety. In case of emergency, 911 is the number to call.
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(BES) Nothing in this business is as valuable as it's people. In the unfortunate event of an active intruder/robbery, yield to all demands related to product and money. It is highly undesirable for anyone to leave the establishment with the intruder. It should be the goal in this situation to do anything to end the conflict by having the intruder leave the establishment. Please ask the intruder, what can i do to get you to leave? (repeat frequently)
Asking for Help
- Remind employees to ask for help when needed, especially for menu-specific issues, health/allergy concerns, or even proper pouring methods. To not ask for help could impact the guest’s experience in a negative way.
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SECTION 4: Pay & Benefits
The moment most people have been waiting for! While specific wages may be disclosed elsewhere, use this section to highlight the other benefits employees will receive working in your restaurant. Review applicable local, state, and federal law and consult an attorney for guidance
PAY
Mention the policy on declaring/pooling tips, when staff will be paid, and how they will receive their paychecks (direct deposit, check, etc.). [Start Here]
OVERTIME
Cover your restaurant’s overtime policy and policy and provide notice to your employees of their legal rights. [Start Here]
BREAKS
How often do employees receive breaks, how long do those last, and where should they take these breaks? [Start Here]
EMPLOYEE MEALS
What is the meal break policy, and can employees eat food from the restaurant? If so, is it available for free, is there a discount, or will they be asked to pay full price? Finally, if there is a discount, does that apply when they are not working? [Start Here]
HOLIDAYS & VACATIONS
Which days of the year is your business closed? Are these paid holidays? Do your employees receive paid time off? If so, is it accrued? Does it roll over yearly? [Start Here]
FAMILY/SICK LEAVE
Explain your policy for maternal/paternal leave, family emergencies, serious illnesses, or any other occurrence that may result in an extended absence. [Start Here]
INSURANCE
If you offer insurance, explain your policy here. [Start Here]
FEEDBACK AND SUGGESTIONS
Being able to speak openly to management, make suggestions, and leave feedback are perks not every place of work encourages. If you do encourage this, reassure new hires that their ideas, concerns, and recommendations are always welcome. [Start Here]
SECTION 5: Ant-Harassment Policy & Complaint Procedure
The restaurant industry has been under a microscope following the surge of sexual harassment accusations. Because of this, we suggest using this section to reinforce your restaurant’s policy on harassment, how someone can go about reporting harassment or an assault, and how the complaint will be handled. Given the extreme sensitivity of this section and its legal implications, you should review applicable local, state, and federal law and consult an attorney for guidance.
LIST OF ACTIONS CONSTITUTING HARASSMENT
List out any behavior or actions that would be construed as harassment. Be sure to use the phrase “including but not limited to” in the introduction to this section so that readers know fireable offenses are not just listed in this section and best judgment should always be exercised. [Start Here]
REPORTING HARASSMENT
Anyone who has been harassed or feels they were subjected to abuse of any kind should have an outlet to report the behavior. List out the best way for an employee to seek the help they need and ensure they are heard. [Start Here]
ACTIONS FOLLOWING A HARASSMENT REPORT
Limit ambiguity by outlining what will happen after a complaint is filed. What exactly will management do following a harassment claim? This is the time to let a new hire know their voice and story will always be heard and respected. [Start Here]
SECTION 6: Conclusion
Wrap up your handbook by reminding employees to always act professionally, represent your brand well, and to be excited about coming to work every day! [Start Here]