A basic outlay of your Employees’ Manual should have at least the following chapters:
1. A statement to acknowledge an Equal Opportunity Employer
2. Background check notification (including a police check.)
3. Employee Classifications (be specific as how they will be employed, prep-cook, line-cook, sous-chef, dishwasher, hostess, bartender, back bar, etc..) You also need a complete job description for each position.
4. Workdays, Payday, and Pay Advances if allowed by the restaurant.
5. General wages and salary information
6. Hours of work and attendance
7. Meal periods and Rest Periods.
8. Payroll Deductions [do you retain any amount for meals / check your State Laws.]
9. Vacations, when, how, who is entitled?
10. Holidays? (Do employees get paid over-time? (check State Laws)
11. Sick-Personal leaves
12. Performance evaluation
13. Termination Policy
14. Internet Policy
15. E-mail Policy
16. Reward Programs
17. Employees’ profit participation if available
You can combine some of the topics into a same policy: 4, 5 and 6 could be addressed under one policy.
The Employee Handbook would include a brief statement about:
the Management and your Company
The Employee Handbook remains a statement of the relationship between employee and
the employer. Have your handbook reviewed by your attorney. It might be wise to start with a minimum number of policies and add new as needs arise. Whenever you add to your manual, make sure that every employee get a new copy. You can also get rid of obsolete policies. At least 2 times a year you should review the content of your Restaurant Red Book and determine if there is need for updates, changes or deletions. Keeping your Restaurant Red Book current it of the utmost importance for you the staff and the management everybody’s job will be easier. The manager’s job will be improved and every employee likes to feel that the people they are working for understand how to steer the ship in the right direction. Remember undefined policies and inconsistencies consume a great deal of time from management and office and become a hidden cost of the restaurant.
The Mission Statement of your restaurant should be printed as a banner and
posted in your office. Look at it everyday to remind you why you are in this
business. Is the mission statement consistent with the company’s management or business philosophy?
What have we done in the past to solve issues related to this mission statement?
Does this mission statement strike a proper balance between management flexibility and fairness to employees and serves the guests?
Is the cost, the manpower and time justified to the administration of this mission
Is this why we are in business?
Is this a procedure that we can implement?
Remember it is as bad not to enforce your Mission Statement than not to have any?
Enjoy and good sailing with your new tool to success.
“Hang on to your panties,” we will have an Employees Manual ready for you guys in a little while.
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