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HomeMy WebLinkAboutAgenda Item 10, Exhibit 1 - Boulder Broker Inn Manual and Diagram 1 Table of Contents WELCOME LETTER OUR MISSION OUR WAY OF DOING BUSINESS ABOUT THIS HANDBOOK EMPLOYMENT POLICIES • Hiring STANDARDS OF CONDUCT HARASSMENT • Sexual Harassment ABSENCES • Tardiness • Resignations PAYMENT PROCEDURES • Time Clock Procedures • Tip Reporting • Payroll Checks • Payroll Deductions • Change of Address • Lost Paychecks BENEFITS • Health Insurance • Family and Medical Leave • Holidays • Vacations • Worker’s Compensation • Employee Meals EMPLOYEE USE OF SOCIAL MEDIA WEBSITES RESTAURANT POLICIES & PRACTICES • Customer Service • Service vs Hospitality • Management / Employee Relations SAFETY SANITATION DRESS CODE • Dining Room Dress Code • Kitchen Dress Code ACCIDENTS AND EMERGENCY SITUATIONS • Crime and Robbery • Fire Protection ALCOHOL & SAFETY SERVICE POLICY PROPRIETARY & CONFIDENTIAL INFORMATION • Solicitation 2 CELLULAR PHONE USE POLICY • Cell Phone Use for Business While Driving is Prohibited • Cell Phones in the Restaurant - Management • Cell Phones in the Restaurant - Staff • Emergency Use of Cell Phones – Staff • Violation of Policy is Cause for Disciplinary Action SAMPLE POLICY REGARDING SUPPLIER GIFTS AND KICKBACKS • INTRODUCTION • DEFINITION • RELATIONSHIPS WITH VENDORS/SUPPLIERS • KICKBACKS FROM VENDORS/SUPPLIERS • GIFTS AND GRATUITIES HANDBOOK RECEIPT 3 About this Handbook This handbook is designed to help you get familiarized with The Boulder Broker, LLC. We want you to understand how we do business and how important you and every employee are in helping us take care of our guests and making this a fun and rewarding place to work. The policies stated in this handbook may change from time to time. It isn’t flawless either. We’ve done our best to include as much information as possible in an easy-to-understand manner. This handbook is not a contract, which guarantees your employment for any specific time. Either you or The Boulder Broker, LLC may terminate your employment at any time, for any reason, with or without cause or notice. Understand that no supervisor, manager, or representative of The Boulder Broker, LLC (other than the owner) has the authority to enter into any agreement with you for employment for any specified period or to make any such promises or commitments. However, please understand that by reviewing and signing these documents you are acknowledging that you have been informed and that you understand and agree to all the policies and procedures outlined within. We wish you the best of luck in your position and hope that your employment with The Boulder Broker, LLC will be a very enjoyable and rewarding experience! 4 Employment Policies HIRING It is The Boulder Broker, LLC’s policy to hire only United States citizens and aliens who are authorized to work in this country. As required by law, employees will be required to provide original documents that establish this authorization within three days of their date of hire. If the documents are not provided within the three-day period, we have no choice, under the law, but to terminate the employee until the appropriate documents are provided. Employees and employers are both required to complete a form furnished by the Department of Labor, form I-9. In Section 1 of form I- 9, the information provided by the employee must be valid and authentic. If at any time during an employee’s employment, it is discovered that any document used was invalid or not authentic, the employee must, by law, be immediately terminated. NON-DISCRIMINATION The Boulder Broker, LLC is an equal opportunity employer. We will not tolerate discrimination based on race, sex, age, national origin, religion, sexual orientation, or disability. Employment decisions, such as hiring, promotion, compensation, training and discipline will be made only for legitimate business reasons based upon qualifications and other nondiscriminatory factors. AGE REQUIREMENTS All servers and bartenders, as per the law, must be at least 18 years of age. Employees under the age of 18 must comply with all federal wage and hour guidelines, no exceptions. The required work permits must be supplied when applicable. No employee under the age of 18 years can take orders for, or serve, alcoholic beverages. ORIENTATION PERIOD You have been through our employee selection process, have been selected for employment and appear to have the potential to develop into a successful employee. However, we want the opportunity to begin the training period, get to know you, see how you fit in with your co-workers and determine if you are willing and able to carry out the responsibilities for the position for which you were hired. It’s also important for you to get to know us and become familiar with how we operate to find out if this job is a fit, therefore, we have a 30-day Orientation Period for those purposes referred to above. The 30-day period allows both you and the company to see whether it’s a good fit and if not, part company as friends. During the Orientation Period you will begin your training and be observed by management. Also, during this time if you feel you do not understand what’s expected of you or that you need additional training, we encourage you to ask questions and seek additional help from our management staff. TRAINING To help you be successful in your job you will receive adequate training. You will not be expected to be on your own until you are ready. You will participate in detailed training programs and receive training materials to help you perform your job the right way. Your trainers are considered our “best” and have been certified to train for that position. We spend considerable time and money educating our trainers to prepare each new employee for their job. We want you to be a knowledgeable and productive member of our staff. EVALUATIONS AND ASSESSMENTS All employees will receive written and verbal performance evaluations at least once a year. The evaluation process is intended to let you know how well you’re performing and help you be more effective and productive. The evaluation also gives you the opportunity to share your thoughts about your performance and future goals with your manager. 5 The evaluation process is an opportunity to identify accomplishments and strengths as well as openly discuss areas and goals for any improvement. Depending on your position and performance, you may be eligible for a pay increase. Pay increases are not guaranteed. Rewards are based solely on a person’s job performance and results. SCHEDULES All Schedules for The Boulder Broker, LLC will be posted a minimum of 2 weeks out (current plus two weeks). These schedules are subject to change, but a posted schedule will never be altered without the express knowledge of all affected parties. It is your responsibility to know your schedule. Any and all shift coverages must be done using the proper procedures and all shift coverages must be approved by your scheduling manager (if you are the scheduling manager, your shift coverages must be approved by your direct supervisor). No exceptions. Without proper managerial approval, the shift remains the responsibility of the originally scheduled employee. Any disciplinary actions for missing the shift will be levied accordingly. Scheduled meetings, maintenance, or inventory shifts are, by definition, scheduled shifts and are subject to the same terms as any other scheduled shift. From the first such offense and forward, missing a scheduled shift is grounds for disciplinary action up to and including termination of employment with The Boulder Broker, LLC. Timeliness is paramount at The Boulder Broker, LLC. Unless instructed by a manager you may not punch in for your shift more than 5 minutes before your posted in-time. Conversely, starting your shift ANY time after your posted in-time and you will be considered late. In order for you to be counted as present for your shift you must be in full and proper uniform and on station. Lateness for a shift is grounds for disciplinary action up to and including suspension without pay and/or the use of a write -up or strike sheet. Any employee with 3 write-ups for related or unrelated infractions will be terminated from employment with You should arrive for your shift with enough time to make sure you’re ready to work when your shift begins. We suggest that you arrive 10 to 15 minutes before your shift begins so that you have time to get settled and ready for your shift. You should clock in when your shift begins and be ready to start work immediately. Employees must enter and exit through the back during business hours – not the front door. The restaurant usually requires high levels of staff on or around holidays, sporting events, and other special occasions. We understand that you have a life outside of the restaurant and we will always try to find a way to work with you on your schedule requests. Please remember that we will try to accommodate schedule requests, but until the scheduling manager confirms that you can have the requested time off, there is no guarantee. OVERTIME In accordance with Federal Minimum Wage Law, employees are paid overtime when they work more than 40 hours in one week or more than 12 hours in one day. Hourly employees are paid at one and one-half times their basic straight time rate for all overtime hours worked. 6 I have read, understand, and agree to the Employment Policies and I know that failure to adhere to them will result in disciplinary action up to and including termination of employment with The Boulder Broker, LLC. Employee name: Employee signature: Date: 7 Standards of Conduct Consistent with our Mission and values, it is important for all employees to be fully aware of the rules, which govern our conduct and behavior. In order to work together as a team and maintain an orderly, productive and positive working environment, everyone must conform to standards of reasonable conduct and policies of the Restaurant. AN EMPLOYEE INVOLVED IN ANY OF THE FOLLOWING CONDUCT MAY RESULT IN DISCIPLINARY ACTION UP TO AND INCLUDING IMMEDIATE TERMINATION WITHOUT A WRITTEN WARNING. 1. Invalid Work Authorization (I-9 form) 2. Supplying false or misleading information to the restaurant, including information at the time of application for employment, leave of absence or sick pay. 3. Not showing up for a shift. Notifying a manager is required but does not absolve you of responsibility. (No call, no show, no job) 4. Clocking another employee “in” or “out” on the restaurant timekeeping system or having another employee clock you either “in” or “out.” 5. Leaving your job before the scheduled time without the permission of the Manager on duty. 6. Arrest or conviction of a felony offense. 7. Use of foul or abusive language. 8. Disorderly or indecent conduct. 9. Gambling on restaurant property. 10. Theft of customer, employee or restaurant property including items found on restaurant premises. 11. Theft, dishonesty or mishandling of restaurant funds. Failure to follow cash, guest check or credit card processing procedures. 12. Refusal to follow instructions. 13. Engaging in harassment of any kind toward another employee or customer. 14. Failure to consistently perform job responsibilities in a satisfactory manner within the 90-day orientation period. 15. Use, distribution or possession of illegal drugs on restaurant property or being under the influence of these substances when reporting to work or during work hours. 16. Waste or destruction of restaurant property. 17. Actions or threats of violence or abusive language directed toward a customer or another staff member. 18. Excessive tardiness. 19. Habitual failure to punch in or out. 20. Disclosing confidential information including policies, procedures, recipes, manuals or any propriety information to anyone outside the restaurant. 8 21. Rude or improper behavior with customers including the discussion of tips. 22. Smoking or eating in unapproved areas or during unauthorized breaks. 23. Not entering and exiting the restaurant through approved entrance. 24. Failure to comply with restaurant’s personal cleanliness and grooming standards. 25. Failure to comply with restaurant’s uniform and dress requirements. 26. Unauthorized operation, repair or attempt to repair machines, tools or equipment. 27. Failure to report safety hazards, equipment defects, accidents or injuries immediately to management. 28. Intoxication of any kind on or before your shift. 9 I have read, understand, and agree to the Standards of Conduct and I know that failure to adhere to them will result in disciplinary action up to and including termination of employment with The Boulder Broker, LLC. Employee name: Employee signature: Date: 10 Drug and Alcohol Policy The Boulder Broker, LLC is committed to providing a safe and productive work environment for its employees and patrons. Alcohol and drug abuse pose a threat to the health and safety of fellow employees, patrons and to the security of our equipment and facilities. For these reasons The Boulder Broker, LLC is committed to the elimination of drug and/or alcohol use and abuse in the workplace. This policy outlines the practice and procedure designed to correct instances of identified alcohol and/or drug use in the workplace. For the purpose of this policy and its enforcement, ‘drugs’ are classified as any drug that’s illegal under federal, state or local law and / or any drug that is illegal under the federal Controlled Substances Act. This policy applies to all employees and all applicants for employment. DRUG-FREE AND ALCOHOL FREE WORKPLACE Employees should report to work fit for duty and free of any adverse effects of illegal drugs or alcohol. This policy does not prohibit employees from the lawful use and possession of prescribed medications. Employees must, however, consult with their doctors about the medications’ effect on their fitness for duty and ability to work safely and promptly disclose any work restrictions to their supervisor. Employees should not, however, disclose underlying medical conditions unless directed to do so. WORK RULES The following work rules apply to all employees: 1. Illegal drugs are defined in this policy to include: cocaine, ecstasy, hallucinogens, amphetamines, steroids, heroine, PCP and other substances that are illegal in Boulder, CO. 2. Whenever employees are working, are operating any company vehicle, are present on company premises, or are conducting related work off-site, they are prohibited from using, possessing, buying, selling, manufacturing or dispensing an illegal drug (including possession of drug paraphernalia) or from being under the influence of alcohol or an illegal drug as defined above. 3. The presence of any detectable amount of any illegal drug or illegal controlled substance in an employee’s body while performing company business or while in a company facility is prohibited. 4. The Boulder Broker, LLC will not allow any employee to perform their duties while taking prescribed drugs that are adversely affecting the employee’s ability to safely and effectively perform their job duties. Employees taking a prescribed medication must carry it in the container labeled by a licensed pharmacist or be prepared to produce it if asked. 5. Any illegal drugs or drug paraphernalia will be turned over to an appropriate law enforcement agency and may result in criminal prosecution. 11 REQUIRED TESTING The company retains the right to require the following tests: Reasonable suspicion: Employees may be subjected to testing based on observations by a supervisor of apparent workplace use, possession or impairment. Post-accident: Employees may be subjected to testing when they cause or contribute to accidents that seriously damage a company vehicle, machinery, equipment or property and/or result in an injury to themselves or another employee requiring off-site medical attention. In any of these instances, the investigation and subsequent testing may be scheduled within two (2) hours following the accident, if not sooner. INSPECTIONS The Boulder Broker, LLC reserves the right to inspect all portions of its premises for drugs, alcohol or other contraband. All employees and visitors may be asked to cooperate in inspections of their persons, work areas and property that might conceal a drug, alcohol or other contraband. Employees who possess such contraband or refuse to cooperate in such inspections are subject to appropriate discipline up to and including termination. CRIMES INVOLVING DRUGS The Boulder Broker, LLC prohibits all employees from manufacturing, distributing, dispensing, possessing or using an illegal drug in or on company premises or while conducting company business. Employees are also prohibited from misusing legally prescribed or over-the-counter (OTC) drugs. Law enforcement personnel shall be notified, as appropriate, when criminal activity is suspected. 12 I have read, understand, and agree to the Drug and Alcohol Policy, and I know that failure to adhere to this policy will result in disciplinary action up to and including termination of employment with The Boulder Broker, LLC. Employee name: Employee signature: Date: 13 Harassment It is The Boulder Broker, LLC’s policy to treat all personnel with dignity and respect and make personnel decisions without regard to race, sex, age, color, national origin, religion or disability. We strive to provide everyone a workplace that is free of harassment of any kind. Employees are encouraged to promptly report incidences of harassment. SEXUAL HARASSMENT All of our employees have a right to be free from sexual harassment. The Boulder Broker, LLC does not condone actions, words, jokes or comments that a reasonable person would regard as sexually harassing or coercive. DEFINITION OF SEXUAL HARASSMENT Sexual harassment encompasses any sexual attention, from either gender, that is unwanted and is defined as unwelcome advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature when: § Submission is made an express or implied term or condition of employment or status in a class, program or activity. § Submission to or rejection of the behavior is used to make an employment or educational decision (such as hiring, promotion or grading a course). § The conduct has the purpose or effect of unreasonably interfering with a person’s work or educational performance or creates an intimidating, hostile or offensive environment for work or learning, including harassment in the workplace from an outside party, such as a vendor. Sexual harassment may take many forms, for example: § Physical assault. § Direct or implied threats that submission to sexual advances will be a condition of employment, work schedule, promotion, job assignments, evaluation, wages or any other condition of employment. § Direct propositions of a sexual nature. § Comments of a sexual nature. § Sexually explicit statements, questions, jokes or anecdotes. § Unnecessary touching, patting, hugging or brushing against a person’s body. § Remarks of a sexual nature about a person’s clothing, body, sexual activity or previous sexual experience. § Employees need to be concerned not only with the intent of their actions of this kind but also the effects; while sexual harassment involves repeated, unwanted sexual attention, persons involved in isolated or inadvertent incidents demonstrate insensitivity toward others. Repeated occurrences will be considered intentional violations of the policy. Anyone who feels it necessary to discuss what may appear to be sexual harassment should report the harassment immediately to at least two people who are in a supervisory or management capacity. Your report will be kept as confidential as possible. A prompt and thorough investigation will be made. If a claim is substantiated, The Boulder Broker, LLC will take immediate and appropriate action, up to and including termination. 14 I have read, understand, and agree to the Harassment Policy and I know that failure to adhere to it will result in disciplinary action up to and including termination of employment with The Boulder Broker, LLC. Employee name: Employee signature: Date: 15 Absences All employees are expected to work on a regular, consistent basis and complete their regularly scheduled hours per week. Excessive absenteeism may result in disciplinary action, up to and including termination. Disciplinary action taken because of absenteeism will be considered on an individual basis, following a review of the employee’s absentee and overall work record. § If you are going to be late or miss work, employees are expected to call (no texting) and talk to a manager AT LEAST 2 hours before they are scheduled to work. § Any employee who does not call or report to work a shift will be considered to have voluntarily resigned employment at The Boulder Broker, LLC. Alerting management to an absence does not necessarily mean the absence will be excused. § Prior to taking a leave of absence for purposes of vacation, personal leave, military or jury duty, or other planned absence, an Employee Leave Request Form, available from your Manager or Supervisor, should be submitted to and approved by the General Manager. § Employee Leave Requests should be submitted at least two weeks prior to the scheduled leave date, unless the request is due to an unexpected emergency. The nature of the emergency should then be shared with management. § To return to work from an accident or medical leave, all employees must present a doctor’s release. § Any employee who fails to return to work at the expiration of a personal leave of absence will be deemed to have abandoned their job, unless The Boulder Broker, LLC is notified of a reason satisfactory to management for not returning to work. TARDINESS Employees must be prepared to start work promptly at the beginning of the shift. Always arrive at the restaurant 10 to 15 minutes before your shift. Your scheduled time is the time you are expected to be on your job, not arrive at the restaurant. Repeated tardiness is grounds for termination. If it is not possible for you to begin work at your scheduled time, call the restaurant and speak to the Manager on duty. RESIGNATIONS You are requested to give a two-week notice of your plans to leave the restaurant. A notice is important so that we have time to hire someone to take your place. Giving a two-week notice is a professional courtesy and assures that you are eligible for re-hire and will not have a “left without resignation notice” on your employment record. 16 I have read, understand, and agree to the Absence Policy and I know that failure to adhere to it will result in disciplinary action up to and including termination of employment with The Boulder Broker, LLC. Employee name: Employee signature: Date: 17 Payment Procedures TIME CLOCK PROCEDURES You should arrive at the restaurant 10 to 15 minutes before you are scheduled to start work. Notify the manager on duty that you have arrived for your shift. You may clock in within 5 minutes of the start of your shift. Clocking in late will be counted as tardy. All hourly employees are given an employee ID number to clock in and out on the restaurant’s timekeeping system. Tampering, altering, or falsifying time records or recording time on another employee’s ID number is not allowed and may result in disciplinary action, up to and including termination. TIP REPORTING Because The Boulder Broker, LLC operates on a tip pool system, all tips will be paid out on an employee’s paycheck and are subject to all state and federal withholding taxes, social security, and Medicare taxes as dictated by law. PAYROLL CHECKS Paychecks are available at the restaurant every Friday between the hours of 12pm-4pm. After payday, you may pick up your paycheck during the same hours. Please understand that it may be difficult for anyone to be available to obtain your paycheck during peak business hours. Direct deposit will also be available. PAYROLL DEDUCTIONS Your paycheck will indicate your gross earnings as well as deductions for federal and state withholding taxes and social security and Medicare taxes. Federal and state withholding taxes are authorized by you based on the information you furnished to us on form W-4. If you want an explanation of your deductions or if you wish to change them in any way, please see a manager. As per state law, the restaurant complies with court orders in connection to garnishments from employee paychecks as directed by the proper authorities. You will be notified of any court-ordered payroll deductions. CHANGE OF ADDRESS We ask that you report any address changes to management as soon as possible so your year-end statement of income and deductions, form W-2, will be mailed to the correct address. LOST PAYCHECKS Report lost paychecks to a manager. We will stop payment on the lost check and reissue you another check on the next payroll cycle, or a new check can be written but will cost you $20. The reissued check will incur a deduction equal to the bank stop payment charge. 18 Benefits FAMILY AND MEDICAL LEAVE An employee who has been employed for at least 12 months and for at least 1,250 hours of service during the previous 12 months, may be granted unpaid leave for one or more of the following reasons: § Birth of a child in order to care for them. § Placement of a child with the employee for adoption or foster care. § To care for a spouse, child, or parent who has a serious health condition. § A serious health condition that renders the employee incapable of performing the functions of their position. A total of 12 work weeks of leave during any 12-month period may be granted under this policy. Such leave must be taken on a sustained or uninterrupted basis, except that intermittent leave may be taken for serious health care of the employee, child, spouse, or parent. You must provide as much prior notice as reasonably possible. HOLIDAYS Due to the nature of the restaurant business, you may be required to work holidays. It is currently our policy to close the restaurant for business on the following holidays: Thanksgiving Day, Christmas Eve and Day, New Year’s Day. VACATIONS Hourly Employees are not eligible for paid vacation. Salaried employees may qualify for paid vacation. Paid vacation means you will receive your salary even during the time you are on vacation up to but not exceeding the amount of time agreed to in your employment package. Note that quitting or termination DOES NOT give you any type on financial compensation for days ‘owed’ or not taken. Vacations are provided by the restaurant to enable employees to leave their work environment for a period of time and must be taken within the year in which they are earned. Request forms (Employee Leave Request) for vacation are available from the managers and are to be submitted to the employee’s immediate supervisor and approved prior to granting vacation leave. Employees are asked to submit requests for vacation at least one month prior to the scheduled vacation date, unless the request is due to an unexpected situation. Efforts will be made to grant vacation time as requested, but business needs may require an employee to adjust his or her vacation time. WORKER’S COMPENSATION Worker’s compensation provides benefits for employees who suffer personal injury from accidents or illnesses arising out of, and in the course of, their employment with the restaurant. An employee who is injured on the job, regardless of the severity of the injury or illness, should: § Report the occurrence to the manager on duty. § The manager on duty will need to obtain information as to exactly what happened, how the injury or illness occurred, the exact time and location, as well as any witnesses to the occurrence. If an employee experiences a disabling work injury, the nature of which necessitates an absence from work, management will provide the employee with information concerning his or her lawful benefits. 19 EMPLOYEE MEALS No employee meals will be available during service. When employees are dining off the clock, they receive 33% off of all food items for their party (up to 4 people, including the employee). 20 I have read, understand, and agree to the Payment and Benefits policy and I know that failure to adhere to it will result in disciplinary action up to and including termination of employment with The Boulder Broker, LLC. Employee name: Employee signature: Date: 21 Employee Use of Social Media Websites While The Boulder Broker, LLC encourages its employees to enjoy and make good use of their off-duty time, certain activities on the part of employees may become a problem if they have the effect of impairing the work of any employee; harassing, demeaning, or creating a hostile working environment for any employee; disrupting the smooth and orderly flow of work within the company; directly or indirectly disclosing confidential or proprietary information; or harming the goodwill and reputation of The Boulder Broker, LLC among its customers or in the community at large. In the area of social media (print, broadcast, digital, and online), employees may use such media in any way they choose as long as such use does not produce the adverse consequences noted above. For this reason, The Boulder Broker, LLC reminds its employees that the following guidelines apply in their use of social media, both on and off duty: 1. If an employee publishes any personal information about themselves, another employee of The Boulder Broker, LLC, a client, or a customer in any public medium (print, broadcast, digital, or online) that: 1. has the potential or effect of involving the employee, their co-workers, or The Boulder Broker, LLC in any kind of dispute or conflict with other employees or third parties; 2. interferes with the work of any employee; 3. creates a harassing, demeaning, or hostile working environment for any employee; 4. disrupts the smooth and orderly flow of work within the office, or the delivery of services to the company’s clients or customers; 5. harms the goodwill and reputation of The Boulder Broker, LLC among its customers or in the community at large; 6. tends to place in doubt the reliability, trustworthiness, or sound judgment of the person who is the subject of the information; or 7. reveals proprietary information or The Boulder Broker, LLC’s trade secrets; 2. The employee(s) responsible for such problems will be subject to counseling and/or disciplinary action, up to and potentially including termination of employment, depending upon the circumstances. 3. No employee of The Boulder Broker, LLC may use company equipment or facilities for furtherance of non-work- related activities or relationships without the express advance permission of Chef or General Manager. 4. Employees who conduct themselves in such a way that their actions and relationships with each other could become the object of gossip among others in the office, or cause unfavorable publicity for The Boulder Broker, LLC in the community, should be concerned that their conduct may be inconsistent with one or more of the above guidelines. In such a situation, the employees involved should request guidance from Chef or General Manager to discuss the possibility of a resolution that would avoid such problems. Depending upon the circumstances, failure to seek such guidance may be considered evidence of intent to conceal a violation of the policy and to hinder an investigation into the matter. 5. Should you decide to create a personal blog, be sure to provide a clear disclaimer that the views expressed in the blog are the author’s alone, and do not represent the views of The Boulder Broker, LLC. 6. All information published on any employee blog(s) should comply with The Boulder Broker, LLC confidentiality and disclosure of proprietary data policies. This also applies to comments posted on other social networking sites, blogs and forums. 22 7. Be respectful to The Boulder Broker, LLC, co-workers, customers, clients, partners and competitors, and be mindful of your physical safety when posting information about yourself or others on any forum. Describing intimate details of your personal and social life, or providing information about your detailed comings and goings might be interpreted as an invitation for further communication ---or even stalking and harassment that could prove dangerous to your physical safety. 8. Social media activities should never interfere with work commitments. 9. Your online presence can reflect on The Boulder Broker, LLC. Be aware that your comments, posts, or actions captured via digital or film images can affect the image of The Boulder Broker, LLC. 10. Do not discuss company clients, guests, or partners without their consent to do so. 11. Do not ignore copyright laws, and always cite or reference sources accurately. Remember that the prohibition against plagiarism applies online. 12. Do not use any The Boulder Broker, LLC logos or trademarks without written consent from the General Manager. The absence of explicit reference to a particular site does not limit the extent of the application of this policy. If no policy or guideline exists, The Boulder Broker, LLC employees should use their professional judgment and follow the most prudent course of action. If you are uncertain, consult your supervisor or manager before proceeding. 23 I have read, understand, and agree to the Social Media Policy and I know that failure to adhere to it will result in disciplinary action up to and including termination of employment with The Boulder Broker, LLC. Employee name: Employee signature: Date: 24 Restaurant Policies & Practices GUEST SERVICE Our restaurant exists only because of our guests, and in particular repeat guests who voluntarily choose to return here and spend their money on our food and beverages. Without the customer we don’t have a restaurant, they are the only reason we are here. As a result, taking care of our guests is our highest priority, in fact a privilege, never an interruption. At The Boulder Broker, LLC the guest always comes first! GUEST COMPLAINTS Nobody enjoys being the recipient of guest complaints, but complaints are to be expected as part of being in the hospitality business. Complaints can even be viewed in a positive light if they are handled properly. Complaints can give us insights as to how we can make our restaurant better, demanding guests force us to be our best and resolving complaints satisfactorily can even increase guest loyalty IF they are handled properly. When faced with a guest complaint: § Don’t get defensive and try to explain. § Remove the offending item immediately. § Apologize for the problem and tell the customer you will take care of the problem. § Notify a manager as soon as possible. Do everything you can to let the guest know that you care and that this isn’t the kind of experience you want them to have at our restaurant. TELEPHONE COURTESY It is everyone’s responsibility to answer the phone. Always answer the phone promptly, within two rings. Always answer in a friendly, polite manner: “Hello, thank you for calling The Boulder Broker, LLC, this is_________, how may I help you?” Respond to any questions that you are absolutely certain. If you are uncertain, ask the person if you may put them on hold for a moment and quickly refer the call to a manager. Always thank the person for calling. Always ask the caller for their name when they ask to speak to a manager or guest. MANAGEMENT / EMPLOYEE RELATIONS Our managers are committed and trained to provide you with the tools and positive working environment for you to do your job to the best of your ability with minimal distractions. You will be treated with respect and dignity by all of our management personnel, and we will try our best to recognize and reward your hard work and accomplishments. We recognize there may be occasions when misunderstandings and problems arise. We want to clear up these types of situations in a fair and timely manner, in order for us to do this we need your help in bringing them to our attention. We want you to know that “management is never too busy to be informed of work-related problems, complaints, or disputes of any employee.” If you have such a problem, you should promptly talk to a manager. They will listen in an open, objective and courteous manner. We want to understand and solve the problem. 25 Every necessary action will be taken to resolve a problem or settle a dispute in a fair and equitable manner. As we said in the Welcome Letter, we recognize our employees as our most valuable resource, and we take all employee problems and complaints very seriously. No problem is too small or insignificant and each issue will be given the utmost attention and consideration. MEETINGS Staff meeting are held on a regular basis for your benefit as well as for the restaurant. Meetings are held for a variety of reasons and can include new menu offerings, upcoming promotions and events, training, policies, etc. Such meetings are treated as a shift and attendance is mandatory. Only management-approved absences will be accepted. Most meetings offer employees the opportunity to provide valuable input for feedback and provide suggestions to enhance our working environment and the operation of the restaurant. TEAMWORK We cannot achieve our goals and provide the highest levels of service and hospitality to our customers without working together as a team. Teamwork basically boils down to common courtesy and common sense. If a co-worker is overloaded and you’re not, help them in any way you can. It’s only a matter of time before they will return the favor. Pitch in to help a guest whether they are in your section or not. If another employee hasn’t quite caught on to something and you have, ask if you may suggest another way to do it. Genuine teamwork makes for a much more enjoyable and satisfying work experience and results in happier (and more generous) guests. COMMUNICATION It is important for every employee to have a good sense of “what’s going on” in the restaurant. It is management’s responsibility to keep everyone informed of ongoing changes and news affecting the restaurant and our team. Such communication takes place primarily in pre-shift meetings, general meetings and by posting notices and information to the bulletin board. 26 Alcohol & Safety Service Policy We at the Boulder Broker Inn, LLC recognize that it is a privilege to buy and sell alcoholic beverages. Further we realize that it is our legal and social responsibility to comply with all laws, rules and regulations, and follow Best Practices as they pertain to the sale and service of alcoholic beverages. We are committed to the safe and responsible sale of all alcoholic beverages to only those patrons who are 21 years of age or older and to refuse service of alcoholic beverages to those individuals that are visibly intoxicated or, in those cases where we deem it necessary, to prevent a person from becoming visibly intoxicated. To achieve these goals, we strictly adhere to the following: 1. All of our employees are TIPS certified and have demonstrated a clear understanding of laws, rules, regulations and best practices of the sale and service of alcohol products. ALL SERVERS, BARTENDERS, AND MANAGERS MUST BE TIPS CERTIFIED TO SELL OR HANDLE ALCOHOL. Without this valid certification they will not be allowed to work until such time as they are certified in good standing. 2. Employees will have their certifications uploaded to a virtual employee profile. This profile will alert both the employee and managers when their certification is within 60 days of expiration. 3. In addition, periodic staff meetings will be held to ensure staff are aware of current policies and practices. 4. No consumption of intoxicants of any kind will be tolerated while on shift at our location. Employees will report for work sober and will not have consumed any alcoholic beverages prior to arriving or consume any alcohol while on duty. 5. All guests, regardless of initial identification, will be age-verified in each new area of the Swim Club they enter. 6. All questionable incidents involving patrons will be written down in a log, noting the date, time, name of employees involved and brief statement of 4 facts of the incident. It will be the responsibility of the Manager on duty to log these incidents. 7. These policies will be communicated and enforced both at the beginning and throughout an employee’s tenure with our company. These procedures and policies apply to any and all staff members involved with alcohol service and sales at The Boulder Broker, LLC. Responsible alcohol service is a grave responsibility with potentially dire consequences if mishandled. It must be understood by all employed here that we as a company give this matter our highest attention and priority. Overconsumption: Bartenders and wait-staff, it is a fundamental part of your job to monitor the alcohol consumption of any and all guests you are in contact with. Managers, bartenders and servers will make verbal and visual contact with all customers wishing to purchase alcohol. They will pay special attention to the facial characteristics, including general appearance and behavior, as well as the patron’s rate of consumption of alcohol in conjunction with any food the patron has consumed while on the premises. Note any odor of liquor on the patron’s breath and any signs of slurring. If the person has even the slightest concern no alcohol will be served to the patron and the staff member will report this information to the manager on duty without exception. - Take the patron’s order, but do not serve the patron another drop of alcohol. -Do not verbally “cut off” the patron, this interaction will be handled BY MANAGERS ONLY. -Do not confront, question, or “kick out” the patron, this interaction will be handled BY MANAGERS ONLY. The manager will speak to the patron explaining that both the law and restaurant policy prohibit them from serving the patron any alcohol at this time. The manager will attempt to invite the patron to continue their dining experience without an alcoholic beverage and advise the patron of their concern for the patron’s safety and offer to call alternate transportation if the patron decides to leave. All restaurant staff will continuously appraise the sobriety of patrons 27 within the premises who appear to be purchasing alcoholic beverages and when observation of visible intoxication is made, bring them to the attention of management. Underage Drinking and Invalid or Insufficient Proof of Legal Age: You must be 21 or older to legally consume alcohol in the state of Colorado. Underage drinking will not be tolerated in our organization, and employees must be extra vigilant about validating acceptable forms of ID given the proximity of the premises to the University of Colorado. No employee shall sell, furnish, give or deliver liquor or any alcohol product to anyone unless the employee verifies the person is not a minor by means of a valid photographic identification card containing that person’s date of birth (acceptable forms of ID are state driver’s license, state non-driver identification card or Passport). Our policy is to card anyone that orders liquor or any alcohol product regardless of age. No employee will accept an expired identification card or vertical ID of any type. All out of state driver’s licenses or identification cards will be verified with the Driver’s License Guide by the manager on duty. IDs with poor photocopy quality, blurred imagery, digitized lettering or disclaimers like “non-government ID” or “non-transferable ID card, unusual thickness or unevenly cut edges or corners and bumpy surfaces will not be accepted as valid ID. The server will verify that the information and picture on the identification match the person presenting it paying special attention to the date of birth in order to confirm that the individual is old enough to purchase and that the DOB has not been altered. In the event any patron fails to show proper identification or if there is doubt by the server of the validity of an ID, the sale will be refused. When a patron displays an identification card that is obviously false, the server will refuse sale of liquor or alcohol product and report it to a manager and/or the police. Otherwise, whenever there is even the slightest question about the validity of a patron’s proof of age documentation, all employees must immediately and without exception bring the situation to a trained and titled manager’s attention. This includes but is not limited to: -Expired ID’s, vertical ID’s, foreign ID’s, ID’s with no photo, ID’s without a current photo, anyone presenting two forms of ID, paper (not laminated) ID’s. -Whenever a guest orders an alcoholic beverage for an individual not physically present. Since Swim Club only serves one drink per guest per valid ID, a manager must be alerted in this situation – no exceptions. Failure to do any of the above can result in the employee involved being arrested and incarcerated as well incurring hefty personal city mandated fees and fines. This is also grounds for termination of employment. General Monitoring and Event Specific Training All employees will receive training on employee and vendor staging and patron capacity levels in the attached diagram to further enforce the above policies and maintain safe operations on the premises. For events and high-volume evenings, employees will receive further training on the following: -Use of materials and equipment that will assist in enforcing the above policies for events and high-volume evenings, such as the use of non-transferable, one-time unique wristbands for patrons who are over the age of 21 and telecommunication devices for efficient communication among employees and vendors. -Coordination with third-party security vendors who will be present in areas located on the attached diagram for events and high-volume evenings. -Best practices on ensuring appropriate and compliant volume levels for events with acoustic or amplified music, such as trivia nights or CU gameday watch events. Employees further acknowledge that the foregoing Alcohol & Safety Service Policy and attached diagram may be subject to change based on upgrades or modifications to the same and will be part of ongoing training requirements in general. 28 I have read, understand, and agree to the Alcohol Serving Policy and I know that failure to adhere to it will result in disciplinary action up to and including termination of employment with The Boulder Broker, LLC. Employee name: Employee signature: Date: 29 Safety The Boulder Broker, LLC is committed to maintaining a safe workplace for all of our employees. The time to be conscious about safety is before an accident happens. Safety is everyone’s responsibility and is a regular, ongoing part of everyone’s job. You will receive more specific, detailed information and training on safety issues as an ongoing part of your employment. However, here are some basic guidelines and safety rules to always keep in mind: § Clean up spills immediately. § Never run in the hallways or the kitchen, always walk carefully. Even when it’s busy, take small steps and pay attention. § Wear shoes with non-slip soles. They cost no more that standard shoes. Ask your manager about where to purchase them. § Report defective equipment or tools to a manager immediately. § Never operate equipment unless you have been trained how to use it properly. § Pay special attention when using slicers. They are very sharp and move very fast. § Wear nylon, no-cut gloves when cleaning slicers. If you don’t have a pair, see a manager. § Never try to catch a falling knife. Knives are easier to replace than fingers. § Let others know when you’re carrying anything hot. Don’t be shy, courteously say “Hot, behind”. § Don’t put hot food or plates in front of small children. § Use proper lifting techniques. Never lift too much. If it’s uncomfortable, make two trips or get some help. Remember to always bend at the knees, lift with your legs, not your back. 30 Sanitation We are obsessed with sanitation and food safety! Due to the nature of the restaurant business, it is ABSOLUTELY ESSENTIAL that EVERYONE follows safe food handling procedures. This is one area of the Restaurant where there is absolutely no compromise. NEVER take shortcuts on food safety and handling. Every day we are entrusted with the health and even lives of our customers. This is a huge responsibility, one that must never be taken lightly. While you will receive additional and ongoing training on food safety issues, here are some of the basic rules we ALWAYS follow and enforce: Keep your hands washed. Always wash your hands after using the restroom, smoking, touching your face or hair, eating, sneezing, or coughing. If you use latex gloves, change them frequently and wash hands between usage. Rewash frequently. Sanitize everything. Besides clean hands, use sanitizing solution to constantly keep counters, cutting surfaces, and utensils sanitary. This helps to keep food handling areas and preparation tools bacteria free. Prevent cross-contamination. Cross-contamination occurs when raw meat comes in contact with other food that will be served without further cooking. For example, never place raw chicken on a cutting board and then cut vegetables for an uncooked product on the cutting board without first washing and sanitizing it. The same goes for utensils such as knives and portioning tools, always wash and sanitize them after every use. Keep food at the proper temperatures. Potentially hazardous foods like meat, poultry, dairy and fish should always be stored below 41ºF. Food that is cooking or in holding should always be above 140ºF. Bacteria count on food grows rapidly between 41ºF and 140ºF, so it’s imperative that our food products spend a minimum amount of time in the “temperature danger zone.” Store food correctly. Raw meat should always be stored below cooked or prepared food. Raw poultry is always placed on the bottom shelf of the walk-in. Keep chemicals and cleaning products away from food products. 31 Dress Code To maintain our image as an exceptional, high-quality restaurant we need to dress the part. Following are detailed descriptions of dress for both the dining room and kitchen positions. If you have any questions regarding our dress code please, ask a manager. DINING ROOM DRESS CODE Shoes - Comfortable close-toed black shoes only with non-slip soles that permit walking safely on wet or greasy floors. Shoes must be kept clean. Pants – Dark bottoms – jeans with no rips/holes Shirts – The Boulder Broker, LLC will provide 2 button downs to be worn on shift. Servers/Bartenders in dark navy and support staff (excluding hosts) in white. All are required to wear these as a part of their uniform. Sleeves may be rolled. Aprons – one will be provided as applicable. Please keep them clean and wrinkle free. Appearance - Clean and well-groomed hair. Hair pulled back off the shoulder. Well-groomed hands, fingernails and fingernail polish. Facial hair should be neat and well-trimmed. Accessories - No excessive cologne, perfume, make-up or jewelry. KITCHEN DRESS CODE Shoes - Black close-toed work shoes with non-slip soles that permit walking safely on wet or greasy floors and dark or (preferably) black socks. No tennis shoes. Pants – Black or dark colored, must be clean and pressed. Chef pants are acceptable. Shirts – Chef coats provided by The Boulder Broker, LLC. Appearance - Clean, well-groomed hair, hands, and fingernails. Facial hair should be neat and well-trimmed and no longer than 1 inch from the skin. Accessories - No excessive cologne, perfume, make-up or jewelry. Hair restraints must be neat and in good taste. One The Boulder Broker, LLC logo hat will be provided and must be worn. 32 I have read, understand, and agree to the Restaurant Policies & Practices and I know that failure to adhere to them will result in disciplinary action up to and including termination of employment with The Boulder Broker, LLC. Employee name: Employee signature: Date: 33 Accidents and Emergency Situations Report all accidents, no matter how minor they seem, to the manager on duty. In the event of an emergency, like an apparent injury or choking situation, notify a manager immediately. Managers are responsible for administering CPR, choking procedures or appropriate first aid. CRIME AND ROBBERY If you are ever involved in a robbery, DO NOT RESIST. Statistics show that people who resist are three times more likely to be injured than people who do not resist. The safety of you, your fellow employees, and guests are our highest priority. Don’t be a hero, always cooperate fully and do not resist! FIRE PROTECTION All employees must know the specific location and operation of fire protection in the restaurant. The restaurant is equipped with many fire-extinguishing systems in the ducts, hood, over the stoves and other cooking equipment that contains a dry chemical. They can be set off immediately by pulling the ring attached to each system. We also maintain handheld CO² systems (behind the bar, in the kitchen, etc.) Be very specific before setting off a fire alarm or notifying someone to take action. If the fire alarm sounds, assist guests to the nearest fire exit and out of the building immediately. Tell them the restaurant is under “Fire Alarm Status” and it is their responsibility to leave the restaurant through the nearest exit. 34 Proprietary & Confidential Information It is illegal to steal, copy or communicate or transmit a former employer’s confidential or proprietary information. Proprietary information is defined as “the whole or any part of any scientific or technical information, design, process, procedure, formula, or improvement that has value and that the owner has taken measures to prevent from becoming available to persons other than those selected by the owner to have access for limited purposes.” Our internal business practices, procedures and recipes are of great value to The Boulder Broker, LLC. Employees are not to disclose any proprietary processes or recipes to any person unless directed to by The Boulder Broker, LLC’s Chef or General Manager. The Boulder Broker, LLC will institute civil action against anyone who violates this policy. SOLICITATION EMPLOYEES There should be no solicitation or distribution of literature of any kind by any employee during actual working time of the employee soliciting or the employee being solicited. Working time does not include lunch and rest breaks. Any employee who violates any part of this policy will be subject to counseling and disciplinary action up to and including dismissal. NON-EMPLOYEES Non-employees are prohibited from soliciting and distributing literature at all times anywhere on company property. Non-employees have no right of access to any area of the premises other than areas open to the public, and then only in conjunction with the area’s public use. Cellular Phone Use Policy The Boulder Broker, LLC has adopted the following cellular phone use policy. This usage applies to any personally owned device capable of placing or receiving phone calls, messages, text or video messages, or with access to the internet or email. CELL PHONES IN THE RESTAURANT - MANAGEMENT At The Boulder Broker, LLC management level employees can sparingly utilize their personal or company-supplied cellular phones for business purposes. At the same time, cell phones are a distraction in the restaurant. To ensure the effectiveness of day-to-day management tasks such as directing employees, guest interaction, staff meetings and other job-related activities, management employees must leave cell phones in the office unless otherwise permitted in this policy. Or, on the unusual occasion of an emergency or anticipated emergency that requires immediate attention, the cell phone may be carried in the restaurant as long as it is on vibrate mode. The office is the preferred location for normal cellular phone use. Other acceptable areas are food, beverage and supply storage areas if necessary, when placing vendor orders, or outside the restaurant. Use of cell phones is prohibited in the dining room, bar or any place that is in view of the guest. 35 The recognized management level job positions for which the business use of cell phones is permitted for The Boulder Broker, LLC are as follows: § Chef, General Manager, Beverage Director CELL PHONES IN THE RESTAURANT - STAFF Non-management level employees are prohibited from cell phone use while at work, period. This includes setup and breakdown even if guests are not present. This prohibition includes receiving or placing calls, text messaging, surfing the Internet, receiving or responding to email or checking for phone messages. Cell phones are to be turned off upon arriving at the workplace unless otherwise permitted elsewhere in this policy. You may use the house phone if necessary to make and receive calls, within reason. The recognized staff level job positions for which cell phone usage is prohibited for The Boulder Broker, LLC are as follows: § Kitchen workers, Servers, Bartenders, Bussers, Hosts, Dishwashers, any and all hourly employees EMERGENCY USE OF CELL PHONES – STAFF The Boulder Broker, LLC recognizes the fact many of their employees use a cell phone as a means for emergency notification by family, schools, hospitals and other persons or organizations for which emergency contact is necessary. Limited emergency use of cell phones is permitted under the following conditions. 1. Employees must obtain permission from management prior to use. 2. Cell phones must be in vibrate-only mode. 3. Cell phones must be left in the office or employee locker unless otherwise permitted by management. VIOLATION OF POLICY IS CAUSE FOR TERMINATION Employees who violate this policy will be subject to disciplinary actions, up to and including termination of employment. This is a very silly reason to get fired, so please do not put us, or yourself, in that situation. 36 I have read, understand, and agree to the Standards of Conduct and I know that failure to adhere to them will result in disciplinary action up to and including termination of employment with The Boulder Broker, LLC. Employee name: Employee signature: Date: 37 Policy Regarding Supplier Gifts and Kickbacks INTRODUCTION Honesty and fairness are two components of The Boulder Broker, LLC’s values—guest satisfaction, integrity and people. Our values, and company policies each require employees to make a committed effort to doing the right thing at all times, and to be honest and fair in all of their business dealings. Compromising those values and standards by offering or soliciting gifts or kickbacks is prohibited. DEFINITION A kickback is ANY money, fee, commission, credit, gift, gratuity, any item of value or compensation of any kind that is provided directly or indirectly, from an existing or prospective supplier for the purpose of obtaining or rewarding favorable treatment in the bidding, awarding or continuation of business with The Boulder Broker, LLC. RELATIONSHIPS WITH VENDORS/SUPPLIERS Relationships with suppliers of all goods and services to The Boulder Broker, LLC must be on an “arms-length” basis, reflecting a willing buyer and willing seller. Whenever possible, competitive bidding should be used, with vendor and supplier decisions made on the basis of quality, price, availability and service. If the employee making the purchasing decision is a friend or relative of the supplier, the employee should disclose this information to the General Manager before affecting the transaction. Neither employees nor members of their immediate families may use a The Boulder Broker, LLC supplier for personal needs on other than an “arms-length” basis. KICKBACKS FROM VENDORS/SUPPLIERS Employees of The Boulder Broker, LLC are never to accept personal favors from existing or potential suppliers in exchange for our business. This would include items such as cash, loans, travel, lodging, invitations to attend sporting events, hunting trips, shows or other excursions in return for our business. Travel and lodging offered by vendors and suppliers may not be used for personal purposes, and under normal circumstances, employees should not accept invitations to attend major sporting or public events if the employee’s attendance is at substantial cost to suppliers and there is no significant business-related reason to attend. Certain gifts and/or gratuities may be permissible in limited circumstances provided that they meet the criteria covered below. GIFTS AND GRATUITIES Meetings with vendors and suppliers may include some aspect of entertainment, provided the entertainment is of reasonable value and occasional frequency. The nature of meetings and entertainment should always be in good taste and not in conflict our values. Participation in supplier-sponsored seminars, meetings or activities at vendor-owned or supplied facilities and attendance at other smaller sporting events may be permitted with prior approval by the General Manager. 38 Handbook Receipt This Employee Handbook does not constitute a contract of employment either in whole or in part. The Boulder Broker, LLC reserves the right to add, delete, or change any portion of the Employee Handbook with or without notice. FOR THE EMPLOYEE’S INFORMATION Your employment status: Full Time Part Time Your position title: General Manager’s Name: Your starting date: I acknowledge receipt of, and have read, the Employee Handbook that outlines my benefits and obligations as an employee of The Boulder Broker, LLC. I understand the Standards of Conduct and each of the rules and regulations which I am expected to follow, as well as the additional policies. I agree to abide by all of them. All employees are expected to conform their conduct to the rules and regulations as set out in this handbook and understand that they are at-will employees. The contents of any Employee Handbook, including this one, that may be distributed during the course of their employment shall not be construed to be a contract or in any way binding. The Boulder Broker, LLC reserves the right to change, at its discretion, the contents of this handbook. POLICY STATEMENT This handbook is a general guide and provisions of this handbook do not constitute an employment agreement (contract) or a guarantee of continued employment. It is simply intended to outline the benefits and work requirements for all employees. It is further understood that The Boulder Broker, LLC reserves the right to change the provisions in this handbook at any time. It is policy of The Boulder Broker, LLC that employment and compensation of any employee is at will and can be terminated with or without cause, at any time, at the option of the employee or at the option of The Boulder Broker, LLC. Employee name: Employee signature: Date: Manager name: Manager signature: Date: 39 WRITE-UP OR STRIKE SHEET POLICY As a form of warning or discipline a supervisor may choose to use a write-up or strike sheet. In addition to recording the event this sheet is to inform and alert an offending employee of an infraction or behavior that is against established company procedure or policy. In order to be valid this sheet will have the date and time of the infraction, a description of the infraction, and the signatures of both the employee and the supervisor involved. If applicable, the employee has the right to dispute the infraction in written form and have this dispute filed in conjunction with the write up sheet. An employee signing this sheet is not an admission of guilt but an acknowledgement by the employee that he or she has been informed of the infraction. Not signing a write up sheet is grounds for disciplinary action up to and including termination of employment with The Boulder Broker, LLC. Any employee with 3 write-ups for related or unrelated infractions will be terminated from employment with The Boulder Broker, LLC. I, ________________________ have read, understand, and agree to the terms, conditions and consequences as outlined above. ___________________________________ ____/____/_____ Employee Signature Date 40 DATING AND RELATIONSHIP AGREEMENT AND ACKNOWLEDGEMENT OF HARASSMENT-FREE WORKPLACE POLICY It is The Boulder Broker, LLC’s policy to provide an equal opportunity in hiring, employment, promotion, compensation and all other employment-related decisions without regard to race, color, being over the age of 40, religion, sex, marital status, national origin, citizenship, veteran status, sexual orientation, being a qualified person with a disability; or any other basis set forth in the application laws or regulations relating to discrimination in employment. The Boulder Broker, LLC does not tolerate unwelcome or offensive conduct or conduct that creates a hostile work environment that is in any way based upon or related to a person having any of the characteristics described above. In addition, The Boulder Broker, LLC does not tolerate sexual harassment, which is a form of unlawful discrimination. Unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature constitute sexual harassment when: a. Submission to such conduct is made, explicitly or implicitly, a condition of an individual’s employment or advancement; b. Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or c. Such unreasonable conduct interferes with an individual’s work performance or creates an intimidating, hostile or offensive working environment. We, the undersigned employees, have entered into a personal relationship with each other. We have read and understand The Boulder Broker, LLC’s Harassment-Free Workplace Policy, part of which is outlined above and also attached, and we agree as follows: 1. Our relationship is entirely voluntary; 2. Our relationship will not have a negative impact on our work; 3. We will not engage in any public displays of affection or other behavior that creates a hostile work environment for others, or that makes others uncomfortable; 4. We will act professionally towards each other at all times, even after the relationship has ended; 5. We will not participate in any company decision-making processes that could affect directly the terms or conditions of the other employee including pay, promotional opportunities, performance reviews, or hours; 6. We will inform Human Resources immediately if the relationship ends, or if the conduct or advances of the other person are no longer welcome and follow the Sexual Harassment Complaint Procedure in the Employee Handbook; 7. We agree that, if the relationship ends, we will respect the other person’s decision to end the relationship and not pursue that person or seek to resume the relationship or engage in any other conduct towards the other person that could violate the Harassment-Free Workplace Policy. Dated this _____________ day of ___________________________, 20_____. Employee Signature: X______________________________ 41 Supplemental Information Family and Medical Leave Act Basic Leave Entitlement The Family and Medical Leave Act (FMLA) provides up to 12 weeks of unpaid, job-protected leave to eligible employees for the following reasons: • For incapacity due to pregnancy, prenatal medical care or childbirth • To care for the employee’s child after birth, or placement for adoption or foster care • To care for the employee’s spouse, son or daughter, or parent, who has a serious health condition or for a serious health condition that makes the employee unable to perform his/her job. • Qualifying exigency (described below) related to military leave of an employee’s immediate family member • Caregiver leave (see below) for injured service member if employee is immediate/next of kin. Military Leave Entitlements Qualifying Exigency Eligible employees with a spouse, son, daughter, or parent on active duty or impending call or order to active-duty status in any regular component of the Armed Forces may use their 12-week leave entitlement to address certain qualifying exigencies. Qualifying exigencies may include attending certain 6 military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, and attending post-deployment reintegration briefings. Employees may be required to provide a copy of the family member’s active- duty orders or other reasonable documentation supporting the need for this leave. Caregiver Leave FMLA also includes a special leave entitlement that permits eligible employees to take up to 26 weeks of leave in a single 12-month period to care for a spouse, son, daughter, parent, or next of kin who is a covered service member with a serious illness or injury for which the service member is undergoing medical treatment, recuperation, or therapy; or is in outpatient status; or is on the temporary disability retired list. A covered service member includes an active member of the Armed Forces, including a member of the National Guard or Reserves, as well as a veteran who was a member of the Armed Forces at any point in time within the five years preceding the date on which the veteran undergoes medical treatment, recuperation, or therapy for a serious illness or injury. A serious illness or injury is an illness or injury which either was incurred in the line of active duty or existed before the service member served on active duty in the Armed Forces but was aggravated by such service and that may render the member medically unfit to perform the duties of the member’s office, grade, rank, or rating. For veterans, a serious illness or injury is an illness or injury which was incurred by the service member in the line of duty on active duty in the Armed Forces (or existed before the beginning of the service member’s active duty and was aggravated by service in line of duty on active duty in the Armed Forces) and that manifested itself before or after the service member became a veteran. Eligibility Requirements Employees are eligible if they have worked for a covered employer for at least one year, for 1,250 hours over the twelve- month period immediately before the date when the leave is requested to commence, and if at least 50 employees are employed by the employer within 75 miles. Definition of Serious Health Condition A serious health condition is an illness, injury, impairment, or physical or mental condition that involves either an overnight stay in a medical care facility, or continuing treatment by a health care provider for a condition that either prevents the employee from performing the functions of his/her job, or prevents the qualified family member from participating in school or other activities. 42 Employee Responsibilities Employees must provide 30 days’ advance notice of the need to take FMLA leave when the need is foreseeable. When 30 days’ notice is not possible, employees must provide notice as soon as practicable and generally must comply with the company’s normal call-in procedures. Military Leave Unpaid military leave is granted if you must miss work to fulfill military obligations. By law, qualified individuals are eligible for job and benefit protection under specific circumstances. If you are called to active duty, please give your team leader as much advance notice as possible. The company will comply with all federal and state laws regulating military leave. Designated Medical Providers for Work-Related Injuries and Illnesses In case of emergency go to nearest possible emergency room otherwise all employees must obtain treatment for work- related injuries from approved service providers. A complete and accurate list of approved service providers as well as our workman’s compensation provider contact information and policy number will always be conspicuously posted in the employee room. If ever you cannot readily find this information, contact your general manager who will provide it to you. In the event of a non-emergency, after-hours injury, contact one of the approved providers at the non-emergency numbers provided. In the unfortunate event of a life-or-limb-threatening emergency, you will certainly be sent to the nearest emergency medical facility. However, one of the approved medical providers must provide all follow-up care. If an unauthorized medical provider treats an employee, the employee will be responsible for payment of said treatment. All employees must sign below, acknowledging this company policy. I have read and am fully aware of the organization's policy regarding medical treatment for work-related injuries and illnesses. I further understand I must immediately report any work-related injury to my supervisor. 43 I _________________________ have read, understand, and agree to all terms and conditions outlined in the Designated Medical Providers for Work-Related Injuries and Illnesses __________________________ ___/___/_____ Employee Signature Date 44 Employee Illness Reporting Agreement The purpose of this agreement is to ensure that food service employees notify the person in charge when they experience any of the following conditions. The person in charge should then take appropriate steps to prevent the transmission of food borne illness, as per Colorado Retail Food Establishment Rules and Regulations, Section 2-2 Employee Health. I agree to report to the person in charge if I ever have any of the following: • Symptoms of: o Diarrhea o Vomiting o Jaundice o Sore throat with fever o Lesions containing pus on the hand, wrist, or any exposed body part, such as boils and infected wounds, no matter how small they are o Persistent coughing, sneezing, or runny nose that causes discharges from the eyes, nose, or mouth • Medical diagnosis of: o Ill with typhoid fever (Salmonella Typhi) o Even if previously diagnosed with this illness within the past three months o Shigellosis (Shigella spp.) o Enterohemorrhagic or Shiga Toxin-producing Escherichia coli infection (E. coli o157:H7) o Hepatitis A virus o Norovirus o Other enteric bacterial pathogens such as Salmonella or Campylobacter • High-risk condition of: 1. Exposure to or suspicion of causing any confirmed outbreak of typhoid fever, shigellosis, E. coli O157:H7 infection, Norovirus, or hepatitis A. 2. Exposure to a household member diagnosed with typhoid fever, shigellosis, E. coli O157:H7 illness, Norovirus, or hepatitis A. I have read or had explained to me and understand my responsibility to comply with: • Reporting any of the above conditions, symptoms, or medical diagnoses. • Work restrictions or exclusions which may be imposed upon me to prevent the transmission of food borne illness. • Good hygienic practices (e.g. washing hands after using the restroom; upon re-entering the kitchen; whenever touching face, hair, etc.; and whenever hands may be contaminated; proper use of gloves when handling ready- to-eat foods). 45 I understand that failure to comply with the terms of this agreement could lead to action by the food establishment or by Boulder County Public Health. Employee Name (please print) _______________________________________ Signature of Employee ______________________________________ Date__________________ 46 The Boulder Broker, LLC’s Accident Prevention Program Overview Workplace injuries create a no-win situation for everyone involved. Employees experience pain, suffering and incapacitation while the company suffers from the loss of the injured person's contributions. This document is designed to assist all personnel in assuring that such an undesirable situation will not develop in this company. It provides information and guidance for the establishment and maintenance of an injury-free work environment. Procedures This document contains guidance for safety procedures to be followed and forms to be used. Supervisors are expected to integrate the procedures into the appropriate work activity and employees are expected to apply them on the job. The sample forms are to be used if they apply to the job concerned. SAFETY AND HEALTH POLICY FOR THE BOULDER BROKER, LLC The purpose of this policy is to develop a high standard of safety throughout all operations of The Boulder Broker, LLC and to ensure that no employee is required to work under any conditions which are hazardous or unsanitary. We believe that the individual employee has the right to derive personal satisfaction from his/her job and the prevention of occupational injury or illness is of such consequence to this belief that it will be given top priority at all times. It is our intention here at The Boulder Broker, LLC to initiate and maintain complete accident prevention and safety training programs. Each individual from top management to the working person is responsible for the safety and health of those persons in their charge and coworkers around them. By accepting mutual responsibility to operate safely, we will all contribute to the wellbeing of personnel. Responsibilities for safety and health include the establishment and maintenance of an effective communication system between workers, supervisors and management officials. To this end, all personnel are responsible to assure that their messages are received and understood by the intended receiver. Specific safety and health responsibilities for company personnel are as follows: • Management Officials: Active participation in and support of safety and health programs is essential. Management officials will display their interest in safety and health matters at every opportunity. At least one manager (as designated) will participate in project safety and health meetings, accident investigations and jobsite inspections. Each manager will establish realistic goals for injury reduction in his/her area of responsibility and will establish the necessary implementing instructions for meeting the goals. Goals and implementing instructions shall be within the framework established by this document. Incentives will be included as a part of implementing instructions. • Supervisors & Departmental Safety Monitors: Safety and health of the employees they supervise is a primary responsibility of the supervisors. To accomplish this obligation, supervisors will: • Assure that all safety and health rules, regulations, policies and procedures are understood by conducting pre-job safety orientations with all workers and reviewing rules as the job or conditions change or when individual workers show a specific need. • Inform and train all employees on the hazardous chemicals or conditions they MAY encounter under normal working conditions or during an emergency situation. 47 • Identify and eliminate job hazards expeditiously through monthly walk-around self-safety inspections. • Require the proper care and use of all needed protective equipment. • Conduct crew / leader monthly meetings or establish a safety committee. • Receive and take initial action on employee suggestions, awards or disciplinary measures. • Train all employees in the safe and efficient methods of accomplishing each job or task as necessary. • Review injury trends and establish prevention measures. • Attend safety meetings and actively participate in the proceedings. • Participate in investigations and inspections on safety and health related matters. • Promote employee participation in the safety and health program. • Actively follow the progress of injured workers and display an interest in their rapid recovery and return to work. The Department of Labor & Industries can assist you in developing a program to effectively follow and manage injury claims. • Employees: Observe the items of responsibility established in this document as well as job safety rules which may apply to specific task assignments. The Boulder Broker, LLC believes that a safety and health accident prevention program is unenforceable without some type of disciplinary policies. Our company believes that in order to maintain a safe and healthy workplace that the employees must be cognizant and aware of all company, State, and Federal safety and health regulations as they apply to the specific job duties required. The following disciplinary policy is in effect and will be applied to all safety or health violations: The following steps will be followed unless in the unlikely event that the seriousness of the violation would dictate going directly to Step 2 or Step 3. 1. A first-time violation will be discussed orally between company supervision and the employee. This will be done as soon as possible. 2. A second time offense will be followed up in written form and a copy of this written documentation entered into the employee's personnel folder. 3. A third time violation will result in time off or possible termination, depending upon the seriousness of the violation. 48 Restaurant Employee Safety Orientation Checklist Instructions: Each employee will receive a safety orientation during their initial training and as necessary throughout their tenure with The Boulder Broker, LLC. Please check each item that was covered in the orientation. Employees will sign this form once all items have been covered and all questions have been answered satisfactorily. The employee (name)_______________________________________________________ has been: • Informed about the elements of the written safety program that outlines the company’s safety efforts. • Informed about quarterly crew safety meetings (Departmental Safety Monitors only). • Told to report all injuries and shown how to do this. • Told to report all hazards to her/his supervisor and shown how to do this. • Informed about all machinery hazards and if < 18 years of age, instructed about prohibited duties. • Informed about all other hazards and ways to protect themselves (i.e., chemicals, use of ladders, slippery floors, etc.) • Shown where the first aid supplies are located and who to call for first aid. • Told what to do during any emergencies that could be expected to occur. • Shown how to operate a fire extinguisher. • Informed of and trained on chemical hazards according to the Hazardous Chemical Communication Program training requirements including how to read a label and precautions to take when using them. • Trained on the safe methods to perform the specific job the employee was assigned including any hazards associated with that job. • Provided any formal training required to do his/her job, such as proper lifting, use of knives, grill and fryer operation, spill clean-up etc. Date initial formal training given by: ________________________________________________________ The signatures below document that the above orientation was completed. Both parties accept responsibility for maintaining a safe and healthful work environment. Date: _______________ Supervisor: ________________________________________________ Date: _______________ Employee: _____________________________________________ 49 Employee Safety Rules & Responsibilities 1. Report every injury, no matter how slight, to your supervisor immediately. 2. Horseplay, fighting, gambling, possession of firearms and possession or use of alcoholic beverages or drugs, except as prescribed by a qualified health care provider, are strictly forbidden. 3. Wear clothing suitable for the weather and your work. Torn, loose clothing, cuffs, sleeves, etc. are hazardous and could cause injuries. 4. Jewelry (rings, bracelets, neck chains, etc.) should not be worn. 5. Proper eye protection must be worn where you are exposed to flying objects, dust, harmful rays, chemicals, flying particles, etc. 6. Proper footwear must be worn. This means: slip-resistant soles with good tread; shoes that are laced and tightly tied; no leather or smooth soles; no open-toed shoes; no platform or high-heeled shoes; no dress shoes and no porous fabrics such as canvas (because they cannot protect against burns or chemicals). 7. Always use gloves, aprons or other protective clothing when handling chemicals and hot or cold objects. 8. Never remove a guard while machinery is in operation. For example, guards on industrial mixers, meat slicers and baking machines. 9. Special safety equipment is for your protection. Use it when required. Keep it in good condition and report loss or damage of it immediately. 10. Report all on the job injuries promptly. 11. Report all equipment damage to your supervisor immediately. 12. Don't take chances - use your safety equipment as directed. 13. Follow instructions - ask questions of your supervisor when in doubt about any phase of your operation. 14. Observe and comply with all safety signs and regulations. 15. Report all unsafe conditions or situations that are potentially hazardous. 16. Operate only equipment you are qualified to operate. When in doubt, ask for directions. 17. Talk to management at any reasonable time about problems that affect your safety or work conditions. The most important part of this program is the individual employee - You! Without your cooperation, even the most stringent program can be ineffective. Protect yourself and your fellow worker by following the rules. Don't take chances - SAFETY FIRST - THINK! 50 General Safety Rules 1. Always store materials in a safe manner. Tie down or support stacks of materials, if necessary, to prevent falling, rolling or shifting. 2. Do not block aisles, traffic lanes, fire exits, ramps or stairs. 3. Avoid shortcuts - use ramps, stairs, walkways, ladders, etc. 4. Do not use tools with split, broken or loose handles, burred or mushroomed heads. Keep cutting tools sharp and carry all tools in a container. 5. All electrical power knives and other cutting tools, extension cords and equipment shall be properly grounded. 6. All electrical equipment and cords shall be properly insulated. Damaged cords shall be replaced. 7. Know the location and use of fire extinguishing equipment and the procedure for sounding a fire alarm. 8. Flammable liquids shall be used only in small amounts at the job location and in approved safety cans. 9. Proper guards or shields must be installed on all power tools and equipment before use. Do not use any power tools and equipment without the guards in their proper working condition. 10. Do not operate any power tool or equipment unless you are trained in its operation and authorized by your firm to do so. Employees under 18 years old cannot operate such equipment. 11. Use tools only for their designed purpose. 12. Do not remove, deface or destroy any warning, danger sign or barricade, or interfere with any form of protective device or practice provided for your use or which other workers are using. 51 I have been informed of and agree to meet all of the employee safety rules & responsibilities as outlined above. Date: __________ Employee: ______________________________________________ 52 CUT PREVENTION TRAINING Employee's name_______________________________________ Date_________________ Employer______________________________________ Trainer______________________ Cuts can be caused by any of these: • Knives • Furniture • Equipment • Counters • Utensils • Glassware • Preparation areas • Cleaning equipment • Dishes You must observe the following safety rules to prevent cuts: • For safe cutting and chopping, use only designated cutting areas. • Follow all proper training procedures when operating equipment. • Make sure cutting blades are sharp. • Discard broken or chipped glassware. • Stay off slopes too steep for safe operation • After cleaning, make sure all guards and safety devices are back in place. • Place a tag on any defective or unsafe equipment and immediately inform your supervisor. • Manufacturer’s instruction manuals are available for review by all employees. • Do not operate equipment if you feel sick or drowsy. (Remember, some cold remedies can make people feel sleepy.) • Do not place hands near the edge of cutting blades. Make sure you can always see both hands and all fingers and the cutting blades. • Do not try to catch falling objects, especially knives. • Do not place knives in soapy dishwater and make sure they are always visible. • Do not try to clean or “just brush something off” a moving part, such as cutting blades or beaters in mixers. • Do not try to cut anything in a slicer once it becomes too thin. Use a knife to finish cutting. • Do not wear loose or frayed clothing, gloves or jewelry that can become caught in the moving machine. • When in doubt, always ask your supervisor. Date: _______________ Supervisor: _____________________________________________ Date: _______________ Employee : _____________________________________________ 53 BURN PREVENTION TRAINING Employee's name _______________________________ Date _________________________ Employer______________________________________ Trainer _______________________ Burns and scalds can be caused by any of these: • Stoves • Toasters • Toaster ovens • Ovens • Hot utensils • Boiling hot liquids • Pressure cookers • Cooking pots • Hot dishwashers • Hot foods • Microwaves You must observe the following safety rules to prevent burns and scalds: • Turn off stoves when not in use. • Assume all pots and metal handles are hot. Touch only when you are sure they are not hot or when wearing proper gloves. • Organize your work area to prevent contact with hot objects and flames. • Keep pot handles away from hot burners. • Make sure handles of pots and pans do not stick out from counter or cooking stove. • Use oven mitts that are provided and long gloves for deep ovens. • Use only recommended temperature settings for each type of cooking. • Follow manufacturer’s operating instructions. Manuals are available through your supervisor. • Open hot water and hot liquid faucet slowly to avoid splashes. • Lift lids by opening away from you. • Wear long-sleeved cotton shirts and cotton pants. • Report any faulty equipment to your supervisor. • Food items for frying should be placed in the basket first, then lowered into hot oil, rather than dropping food directly into the oil. • Use rollers for moving large vats. • Allow grease to cool before transporting, filtering or disposing. • Two people are to be used for changing and disposing of grease, due to heavy lifting. • Do not stand on hot fryer to clean ventilation components or filters. Use a ladder or stepstool. • Do not overfill pots, pans or fryers. • Do not leave metals spoons in pots and pans while cooking. • Do not spill ice or water in hot oil. • Do not overstretch to reach an uncomfortable distance. • Do not open cookers and steam ovens while they are under pressure. • Do not lean over pots of boiling liquids. • Do not leave a not electric element or gas flame of stove “on” when not in use. • Remember, foods removed from the microwave continue to cook. • When in doubt, always ask your supervisor. 54 Date: _______________ Supervisor: _____________________________________________ Date: _______________ Employee : ______________________________________________ 55 SLIP AND FALL PREVENTION TRAINING Employee's name _______________________________ Date _________________________ Employer______________________________________ Trainer _______________________ Slips and falls can be caused by any of these: • Slippery and cluttered floors and stairs • Loose or bumpy carpets and floor mats • Defective ladders and foot stool • Poor visibility • Improper shoes You must observe the following safety rules to prevent slips and trips: • Report any tripping or slipping hazards to your supervisor immediately. • Keep floors and stairs clean, dry and non-slippery. • Keep floors and stairs clear of debris and obstructions. • Report any lighting inadequacies and replace any burned out bulbs and fluorescent tubes as soon as possible. • Make sure mats and carpeting are free of holes and bumps that may cause tripping. • Use warning signs for wet floors and other obstacles. • Make sure stepladders are in good repair and have non-skid feet. • Never stand on the top step of a stepladder. • Do not use defective ladders. • Do not use chairs, boxes or tables as substitutes for ladders. • Do not leave oven, dishwasher or cupboards doors open. These may present a tripping hazard for you or your co-workers. • Follow shoe policy. • When in doubt, always ask your supervisor. Date: _______________ Supervisor: _____________________________________________ Date: _______________ Employee: ______________________________________________ 56 FIRST AID TRAINING, KITS, AND POSTER Purpose: To make sure that immediate and effective medical attention is available should an injury result. 1. To meet the above objectives, the following procedures will be followed: The General Manager of each location will ensure that a person(s) trained in first aid will be readily available (unless there is an infirmary, clinic or hospital in near proximity to the workplace). 2. First aid kits will be in accordance with the requirements of the city and county of Boulder and any and all applicable State and Federal requirements. *****The First Aid Kit can be found by the rear kitchen entrance***** The General Manager of each location is designated to ensure that the first aid kits are properly maintained and stocked. Posters listing emergency numbers, procedures, etc., are strategically located, such as on the first aid kit, at telephones etc. But, WHEN IN DOUBT PLEASE DIAL 911! I, ____________________ have read, understand, and will comply with all safety procedures, protocols and policies as outlined in this Accident Prevention Document. Please sign below. Date: _______________ Employee: ___________________________________________ 57 To be completed by The Boulder Broker, LLC Employee I, (print name) _____________________ hereby certify and attest that I have read, understand, and agree to all policies and procedures as outlined in this employee handbook document. Further I certify and attest that I have completed, understand and will adhere to all preliminary training as outlined in this employee handbook document. Employee Signature_______________________ Date____/____/______ sink espresso machine display case ice wellfridge Storage/POS