PVA Member Employee Handbook Disclaimer This publication is intended to be a guideline for PVA Members as they produce their company’s Employee Handbooks This publication should not be used as the exclusive source for all employee issues for Passenger Vessel Association Members in all situations. . This manual is not complete. Your company should edit this manual to accurately reflect your company’s specific operational realities before distributing it to your staff and crew. Trusting that this publication will prove helpful; this manual makes no representation as to its sufficiency in satisfying all local, state and federal laws to which the user may be subject. PVA also recommends that your company’s legal counsel approves this manual before your company begins to use it.
Transcript
PVA Member Employee Handbook Disclaimer
This publication is intended to be a guideline for PVA Members as they produce their company’s Employee Handbooks
This publication should not be used as the exclusive source for all employee issues for Passenger Vessel Association Members in all
situations. .
This manual is not complete. Your company should edit this manual to accurately reflect your company’s specific operational
realities before distributing it to your staff and crew.
Trusting that this publication will prove helpful; this manual makes no representation as to its sufficiency in satisfying all local,
state and federal laws to which the user may be subject.
PVA also recommends that your company’s legal counsel approves this manual before your company begins to use it.
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YOUR COMPANY LOGO
EMPLOYEE HANDBOOK
YOUR COMPANY NAME
DATE
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YOUR COMPANY NAME AND LOGO
Dear NAME OF COMPANY Employee:
Welcome to NAME OF COMPANY. We look forward to working together.
With hard work, and a focus on customer-first service, you are joining a company with a proud and growing tradition.
Our expectations are straightforward. Each employee must join in our commitment to customer-first service. We seek your best efforts, and require that you be responsible in your dealings with guests, supervisors and each other. In return, we are committed to the fair treatment of all employees.
I urge you to review this handbook and our policies carefully and to bring any questions you may have to our attention. Thank you and again, welcome!
Sincerely, NAME OF COMPANY
NAME OF COMPANY REP.
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YOUR COMPANY NAME AND LOGO
Table of Contents
I. EMPLOYMENT AT YOUR COMPANY NAME
History Of YOUR COMPANY NAME............................................................................ 1Equal Employment Opportunity Pledge............................................................................. 1Sexual Harassment/Harassment Based On Protected Class Status..................................... 2About This Employee Handbook........................................................................................ 2Employment Understanding............................................................................................... 2Probationary Period for New Employees........................................................................... 2
II. WAGES, HOURS AND SCHEDULING
Work Schedule.................................................................................................................... 3Pay Week, Pay Day and Pay Check.................................................................................... 3Payroll Deductions.............................................................................................................. 3Address Changes – Personal Status Change....................................................................... 3Time Clock Operation and Time Records.......................................................................... 3Direct Deposit..................................................................................................................... 3Overtime............................................................................................................................. 4
III. OUR ATTENDANCE EXPECTATIONS (Lateness and Absence)
Commitment to Good Attendance...................................................................................... 5Reporting To Work............................................................................................................. 5Employee’s Call-In Responsibility..................................................................................... 5Accountability During Work Shift...................................................................................... 5Off-Duty Expectations........................................................................................................ 5Accountability While Absent/On-Leave............................................................................. 5
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IV. OUR PROFESSIONAL STANDARDS (Guest Care)
Guest-Directed Hospitality And Courtesy: A Smile Goes A Long Way!.......................... 6Personal Appearance Guidelines........................................................................................ 6Special Attention To Our Disabled Guests......................................................................... 7Smoking.............................................................................................................................. 7Guest or Passenger Injuries/Emergencies........................................................................... 7
The Special Staffing Needs Of Our Industry...................................................................... 9Vacations............................................................................................................................. 9Family and Medical Leave.................................................................................................. 9Jury Duty Leave.................................................................................................................. 10
VII. COMPANY PROCEDURES AND PRACTICES
Employee Benefits: Patronage Of YOUR COMPANY NAME......................................... 11Attention to Safety.............................................................................................................. 11Accident Reporting............................................................................................................. 11Material Handling and Lifting............................................................................................ 11Solicitation Prohibited........................................................................................................ 11Our Computer Systems....................................................................................................... 12Use of the Internet............................................................................................................... 12Proper Use of Company Vehicles....................................................................................... 12Medical Examinations........................................................................................................ 12Inspection Rights................................................................................................................ 12Problem Solving Procedure................................................................................................ 13
VIII. EMPLOYEE CONDUCT GUIDE
Alcohol and Drugs.............................................................................................................. 14Substance Abuse Testing.................................................................................................... 14Employee Rules.................................................................................................................. 14
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YOUR COMPANY NAME AND LOGO
I. EMPLOYMENT AT YOUR COMPANY
History Of YOUR COMPANY NAME HERE
Please type a few paragraphs about the history of your company, number of employees, etc.
Equal Employment Opportunity Pledge
YOUR COMPANY HERE bases all employment decisions on merit, qualifications, and abilities. We do not discriminate in employment opportunities or practices on the basis of race, color, citizenship status, religion, creed, gender, sexual orientation, national origin, ancestry, age, physical or mental disability, marital status, veteran status, or any other protected class status. YOUR COMPANY NAME HERE will also make reasonable accommodations for qualified individuals with known disabilities, unless doing so would result in an undue hardship. With or without accommodation, each employee must be able to perform the essential functions of the job, including regular and reliable attendance.
Any employee with knowledge, questions, complaints or concerns about any type of discrimination in the workplace is expressly directed to bring these issues, immediately, to the attention of CONTACT NAME HERE or the Director of Personnel, at YOUR PHONE NUMBER HERE. Every claim brought to the attention of CONTACT NAME or the Director of Personnel will be immediately investigated, and if appropriate, will be the basis for discipline, up to and including immediate termination.
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Sexual Harassment/Harassment Based On Protected Class Status
Sexual harassment, in any manner, form or degree, by any supervisory or non-supervisory employee of YOUR COMPANY NAME is strictly prohibited. Sexual harassment includes any unwelcome sexual advances, touching, or gestures, as well as sexually offensive conduct, such as sex-based “joking,” innuendo, comments, pictures or e-mails.
Also prohibited is any manner of harassment based on Protected Class Status (e.g., age, race, religion, national origin, sexual orientation or disability). This includes any communications or act, if such conduct or communication has the purpose or effect of interfering with an employee’s work performance or creates an intimidating, hostile or otherwise offensive work environment.
Any employee, who believes he or she has experienced sexual harassment or harassment by anyone, including a supervisor, co-worker or by persons doing business with or for YOUR COMPANY NAME, should report the conduct, immediately, to the attention of COMPANY CONTACT HERE or the Director of Personnel, at YOUR PHONE NUMBER HERE.
All incidents of prohibited harassment that are reported will be investigated. No person will be retaliated against for making a good faith report of harassment. If a complaint of prohibited harassment is substantiated, appropriate corrective action, up to and including discharge, will be taken.
About This Employee Handbook
This Handbook provides a general introduction to COMPANY NAME HERE and is not intended to be the “final word” for all situations and is thus not to be construed as a contract.
It is impossible in any guide to anticipate all situations. Accordingly, COMPANY NAME HERE reserves the right to respond in any particular situation in the manner which it believes will best promote fairness, equity and the efficient operation of the Company.
Employment Understanding
All employment at COMPANY NAME HERE during probation and thereafter, is employment “at will.” This means that you have a right to terminate the employment relationship at any time for whatever reason you feel appropriate, and that the Company enjoys a similar right. COMPANY NAME HERE hopes, however, that the employment relationship proves to be successful for all involved.
Probationary Period For New Employees
For the first 90 days of employment at COMPANY NAME HERE employees are “probationary.” This means that work and work habits are closely reviewed. At the end of the 90-day period, if progress has been satisfactory, employment may be allowed to continue. Probationary employees may also be terminated before the end of the 90-day period if, in the opinion of COMPANY NAME HERE, progress is unsatisfactory. So too, after the first 90-days, if performance is unsatisfactory, the employment relationship may be terminated.
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II. WAGES, HOURS AND SCHEDULING
Work Schedule
Each employee’s schedule depends upon the shift to which the employee is assigned, which depends upon public demand and event scheduling. Each employee is responsible to personally review the posted work schedule, and remembering the employee’s assigned times. Employees should not disrupt the office by calling in for schedule information. The schedule will be posted before the beginning of each work week. Employees who are not available to work during a workweek must notify the office at least one week in advance.
The normal hours for our business office are YOUR BUSINESS OFFICE HOURS HERE.Pay Week, Pay Day And Pay Check
The pay week runs from Monday through Sunday, with pay day being every second Friday, following the end of the two-week pay period. Paychecks may be picked up after 2:00 pm on payday.
Payroll Deductions
As required by law, COMPANY NAME HERE will deduct Federal Social Security and income tax from your payroll check each pay period. Costs for uniforms or insurance, if applicable, are deducted from payroll checks each pay period, once the employee completes the appropriate authorization forms.
Address Changes - Personal Status Change
It is important that COMPANY NAME HERE personnel records be accurate at all times. Employees must immediately notify COMPANY NAME HERE of any change in name, home address, emergency contact numbers, telephone number, marital status, number of dependents, or any other pertinent information which may change.
Time Clock Operation And Time Records
Employees must maintain accurate time records. Employees must punch in, and punch out, before and after shifts. Punching should occur within 10 minutes before the assigned starting time.
Our time clocks only allow punching according to your assigned shift. Any other punching (for example, due to emergency leaving, short-notice changes in schedules, or the exchange of shift assignments) must be pre-approved by a supervisor, including a missed punch form. Any missed punch, unaccompanied by a supervisor’s initial, will be unexcused.
No employee may sign in for another employee, or have any other employee punch that employee’s timecard. Any violation of time keeping rules may subject employees to disciplinary action including immediate termination.
Direct Deposit
COMPANY NAME HERE offers, and encourages, direct deposit of paychecks. This saves you time and provides added security, as each paycheck will be automatically deposited to your checking or savings account as you direct. Each payday, you still receive a pay stub with all the same information that would appear on your regular check.
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Overtime
Overtime work is only performed when necessary and only if approved in advance by a supervisor. You are expected to work necessary overtime when requested. Hourly-paid employees will receive time and one-half pay for time worked exceeding 40 hours in any single work week. Marine employees, under law, are overtime-exempt, as explained in Article V. Thank you for your cooperation.
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III. OUR ATTENDANCE EXPECTATIONS(Lateness and Absence)
Commitment To Good Attendance
Our business relies on a team effort—each employee helping every co-worker to provide a first-rate guest experience. Each employee must report at the scheduled time to make this happen. Lateness or absence, for whatever reason, makes it difficult to provide the first-rate service we must provide our guests. If you do not have the ability or commitment to maintain good, on-time attendance, you should not work at COMPANY NAME HERE.
Reporting To Work
Each employee is required to review the posted work schedule before the beginning of each week. Employees are expected to arrive at work properly dressed when scheduled to start and be at their workstation productively engaged in COMPANY NAME HERE business by the scheduled start time. Employees are not to report to work and then engage in socializing or other non-work activity.
Employee's Call-In Responsibility
Any employee who will be late or absent is required to call in before the start of the shift and speak, in person, with the employee’s direct supervisor. In the case of known absence, the call should be made at least 4 hours before the start of the work shift, so that alternate staffing can be arranged. A call must be placed each day the absence or lateness occurs. An employee’s call-in responsibility can only be satisfied by the employee calling in person to a supervisory person.
In the event an employee fails to call in as required by these guidelines, the absence or lateness will be considered unexcused, regardless of reason. Failure to call in on two days during any two week period will be considered a resignation and grounds for automatic termination effective the start of the shift of the second day.
Accountability During Work Shift
Employees are required to remain accountable and available at all times when clocked-in. Employees are prohibited from leaving the immediate known work area without the knowledge and approval of the employee’s supervisor. During working hours, employees are not to engage in non-emergency telephone conversations, personal business, or private socializing.
Off-Duty Expectations
At the end of the shift, employees are asked and expected not to loiter on the premises, including the area between the boats and the flood wall. Neither should off-duty employees socialize or otherwise engage on-duty employees. Employees who are off-duty should not enter non-public areas of any YOUR COMPANY NAME facility.
Accountability While Absent/On-Leave
Employees on leave, whether due to injury, workers compensation, sick leave or FMLA leave, are required to remain accountable so that YOUR COMPANY NAME may plan for its staffing needs. Employees are expected to call in and provide leave documentation as directed by YOUR COMPANY NAME, and to return to service immediately upon the conclusion of authorized leave.
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IV. OUR PROFESSIONAL STANDARDS(Guest Care)
Guest-Directed Hospitality And Courtesy: A Smile Goes A Long Way!
Ours is the hospitality business. A positive attitude and a friendly smile are necessary when dealing with the public, to make each guest’s experience enjoyable. Each COMPANY NAME HERE employee is indispensable in contributing to the over-all positive experience of our guests. SMILE!
All customers must be treated with the highest level of courtesy. Conflict with any customer is to be avoided at all costs as we are committed to a positive experience with each guest we serve.
We want to present a professional, clean and efficient image. All employees are expected to be adult and professional in their dealings with each other and with our guests. Unprofessional conduct, such as improper language, offensive comments or inattentive service, must be avoided if we are to remain a hospitality leader.
Personal Appearance Guidelines
Each Bensons employee is required to be in proper dress uniform before coming on board any COMPANY NAME HERE vessel, or before reporting to any catering site. The following standards apply to all employees in public areas.
Uniform: Clean and pressed before each shift.
Name Tags: Worn clearly displayed on shirt, or by lanyard of solid color.
Hair: Hair must be worn up, away from the employee’s face and off the shoulder, using clips, barrette or hair net.
Facial Hair: All facial hair (beards, goatees, mustaches) must be neatly trimmed. Employees are not to display a “5-o’clock shadow” appearance, or to grow any facial hair, during employment, that appears unkempt.
Jewelry: Employees are to keep the wearing of jewelry to a minimum, and should not wear jewelry of significant value, or of controversial character, including any facial piercing other than ear piercing.
Earrings: Large or dangle earrings are prohibited, as are earrings exceeding two in any one ear. Insertion tapers must be minimal and flesh colored.
Shirts: Clean and pressed with no undershirts showing outside of short sleeve shirts. Only white undershirts are to be worn. No colored undershirts under uniform shirt.
Socks: (Food service personnel) Black socks or black or neutral nylons.
Shoes: (Food service personnel) Solid black with black laces, and no other color showing. Rubber soled, and close-toed.
Personal Grooming/Hygiene: Hands clean and fingernails trimmed and neat. No excessive personal body odor, perfumes or colognes. Deodorant properly used, and hair neat and combed or brushed.
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COMPANY NAME HERE, in its sole and absolute discretion, will determine whether any employee is, or is not, in compliance with these appearance and grooming expectations in the workplace. Employees who fail to comply with appearance expectations may be directed to leave the premises, and return in proper attire.
Special Attention For Our Disabled Guests
Employees of COMPANY NAME HERE are expected to ask any guest with special needs if we can assist in boarding the vessel, reading menu options, or the provision of any service provided to our guests. Employees should be careful to listen to the requests of our disabled guests closely, and to seek supervisory assistance as necessary.
Onboard, employees should pay special attention to assure that services, such as counter-service and buffet access, are provided in a manner which is both timely and respectful of our guests’ needs and wishes.
Smoking
COMPANY NAME HERE prohibits any form of tobacco consumed in company buildings or at any worksite, except in designated smoking areas, that are out of public view. Smoking is prohibited at any time, or in any area, where food is being prepared or served. At catering venues, employees must conform with all requirements established by our host. Smoking is prohibited inside any boat.
Guest Or Passenger Injuries/Emergencies
We must care for our guests both in their enjoyment of our services, as well as in the event of emergency or injury. Any employee witnessing a guest injury or other emergency should act immediately, with first focus on the care and needs of our guest. These guidelines should be followed:
Remain composed: set the tone of professional competence. Call 911 immediately if a serious injury has occurred.
Do not leave the guest unattended.
Immediately send a co-worker to notify a management official.
Calmly provide aid and comfort as the condition may require.
Encourage the guest, in the event of a fall or injury, not to move until a supervisor or medical professional arrives.
To avoid guest embarrassment, endeavor to control congestion or excessive public rubber-necking.
Obtain the identity information of the individual, and the names and addressees, and telephone numbers, of members in the party.
Provide supervisors with any information as to the occurrence or as to witnesses to any occurrence.
Do not make assurances of what specific actions will be taken by the Company, but do assure the guest that COMPANY NAME HERE regards any injury as a serious matter. Do not express any opinion as to cause or fault, as the first and only on-site concern should be the rendering of appropriate care.
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V. OUR BOATS: OUR MARITIME BUSINESS
Our Boats
Over the years, COMPANY NAME HERE has strived to acquire vessels that can provide a first-rate marine experience for our guests. These now include:
Name of Vessel xxx feet x decks xxx Passenger Capacity Name of Vessel xx feet x decks xxx Passenger Capacity Name of Vessel xx feet x decks xxx Passenger Capacity Name of Vessel xx feet x deck xxx Passenger Capacity
Keeping Our Vessels Ship-Shape
Every employee on-board has an obligation to keep our vessel ship-shape. This includes the obligation to make sure that all areas are free from trash and debris, and that all public areas have a pleasant and professional appearance. Captains and supervisors may call upon any NAME OF COMPANY team member at any time to participate in maintaining the superior appearance and presentation of any NAME OF COMPANY vessel and dock area.
This obligation also includes a responsibility of each crew member to report and correct any unsafe condition that may be observed, such as items dropped on any deck, or irregularity in any path of travel.
Maintaining Vessel Security
Each NAME OF COMPANY employee is an important player in assuring that our vessels, and our dock area, are not the target of improper activity. Unfortunately, our high visibility on the waterfront makes this a necessary concern for our operations.
Each employee must observe all persons in the area of our vessels, and report any strange or unusual presence. Non-employees, and employees that are off-duty, are not allowed on our vessels or in non-public area. Persons not identified as NAME OF COMPANY employees should have their presence challenged, and should be reported immediately. Non-employees are not allowed in private areas of vessels at any time.
Special Marine Employment Terms / Wages
The employment terms of marine employees (captains, deck crew, oilers and mechanics) are regulated by laws which differ from laws applicable to land-based employees and employees not involved directly in vessel operation. By example, under United States Coast Guard law, marine employees are subject to mandatory substance abuse testing, and certain security responsibilities.
Also, marine employees are paid under the “seaman” exemption to the federal overtime laws, which does not provide for the mandatory payment of overtime. In setting marine employee compensation rates, NAME OF COMPANY does consider each employee’s work hours, so that overtime-exempt maritime employees are still fairly compensated for overall service.
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VI. LEAVE TIME
The Special Staffing Needs Of Our Industry
The unique nature of our business requires that we work on weekends, evenings and holidays, when most other people are enjoying recreational time. Employees should expect to work during these hours and days, and should not expect time-off during these critical periods. We know no other way to provide services within our industry to our customers.
Vacations
After one year of service, full-time employees (employees designated by NAME OF COMPANY as available to work full-time, and assigned an average of at least 20 hours/week) are eligible for vacation. NAME OF COMPANY vacation program is based upon each employee’s anniversary, meaning that vacation entitlement is determined at each employment anniversary, starting with the first anniversary. Vacation must be used before the end of the anniversary year, or forfeited. Eligible employees will be credited with vacation according to the following formula:
Completion of one year service: 1 week of vacation Completion of two years service: 2 weeks of vacation Completion of five years service: 3 weeks of vacation
The pay which an employee will receive for a week of vacation shall be determined by dividing 52 weeks into the total number of hours worked in the previous year, with the resulting average hours (not to exceed 40) multiplied by the wage rate in the employee’s primary work classification.
All vacation must be scheduled and approved at least seven days in advance, and COMPANY NAME HERE reserves the right to refuse vacation scheduling during peak periods or at times deemed disruptive to operations. Unused vacation, at the end of the anniversary year, or upon termination of employment for any reason, will be forfeited.
Family And Medical Leave (This only legally only applies to company who have over 50 employees)
NAME OF COMPANY complies with The Family and Medical Leave Act of 1993 (FMLA), if applicable to the employee’s employment. FMLA rights may extend to employees employed over one year, who have worked more than 1250 hours during the rolling year period prior to the date of request.
FMLA leave provides up to 12 weeks unpaid leave in the event of:
The birth or adoption of a child, The need to care for a child, spouse or parent with a “serious medical condition,” or The “serious health condition” of the requesting employee.
Upon return to NAME OF COMPANY at the end of the leave, the employee will be restored to his or her former position or to an equivalent position. Employees may be required to provide appropriate medical certification of the need for leave, as well as certification from a health care provider that the employee is able to return to work and perform all essential functions of the job.
This is only a general description of FMLA leave rights. Employees may learn more by consulting the U.S. Department of Labor poster at each location, or by contacting the Director of Personnel. Jury Duty Leave
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If called to serve jury duty, please immediately provide a copy of your jury summons. When you return to work, you should provide your immediate supervisor with verification from the court of the number of days you served on the jury.
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VII. COMPANY PROCEDURES AND PRACTICES
Employee Benefits: Patronage Of Bensons Properties
NAME OF COMAPNY is proud to welcome employees to patronize any NAME OF COMPANY property when off-duty. Employees of NAME OF COMPANY enjoy a 25% discount on food, beverages (exclusive of alcoholic beverages) and entertainment, for the employee and one guest. The following guidelines apply:
Proper attire and exemplary conduct is always required.
Non-public areas may not be entered during off-duty hours.
Do not disrupt or interfere with on-duty staff.
Alcohol consumption must be moderate.
If patronizing a location where the employee normally works, managerial approval is required.
Attention To Safety
Safety is a joint partnership at NAME OF COMPANY. NAME OF COMPANY endeavors to provide a clean, healthy and safe environment in which to work. As an employee, you are expected to take an active part in maintaining this environment. You should observe all posted safety rules, adhere to all safety instructions provided by your supervisor and use safety equipment where required. Your work place should be kept neat, clean and orderly.
Accident Reporting
All accidents must be reported immediately. The supervisor must be immediately notified of any accident. Do not wait until the next day or shift. Also, seek medical care as soon as possible.
All accidents will be investigated to determine the cause as well as possible steps that can be taken to avoid any future accidents. An accident report should be completed in conjunction with your supervisor. All employees are expected to cooperate in any investigation.
Material Handling And Lifting
Great care should be exercised in lifting or moving large or heavy materials. Use as much assistance as needed, including any mechanical aids that may be necessary. If in doubt, seek assistance. Any lifting should be done with the employee's back as straight as possible.
Solicitation Prohibited
As a courtesy to coworkers, COMPANY NAME HERE does not permit employees to solicit other employees on NAME OF COMPANY property during working time. This policy is intended to prevent the social and economic pressure that can be placed upon employees to associate with causes, or to buy services or goods from coworkers or outsiders.
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Employees are prohibited from soliciting other employees while either employee is on the clock. Further, no employee may distribute any manner of literature in the workplace. The posting of notices on Company-maintained official bulletin boards is prohibited. We urge and require all employees to abide by these non-solicitation rules.
Our Computer Systems
Our computer systems, including our e-mail and voice mail systems, are intended for business purposes only. All information contained on any of these systems is the property of NAME OF COMPANY, and employees should have no expectation of privacy with respect to any stored information or system usage.
Use Of The Internet
NAME OF COMPANY allows limited work-related Internet and e-mail access to all desktop operating systems. Sites that are strictly prohibited include any pornographic, gambling sites, clicking on free coupon and win prizes advertisements, and opening any e-mail that is from an unknown sender.
There are many viruses, worms, and spyware waiting to destroy a computer system. Therefore, any employee using the Internet or e-mail for anything other than work related reasons puts the entire NAME OF COMPANY network at risk. Any employee improperly accessing or using the internet, resulting in damage to our computer network, will be responsible for payment of the cost of repair for any damage caused. Any employee who violates this policy is also subject to discipline up to and including termination.
Proper Use Of Company Vehicles
Employees operating NAME OF COMPANY vehicles are required to operate them in a safe and courteous manner. Employees are required to possess a valid license, to obey all traffic laws, and to report any accident, no matter how small, immediately. Any damage to vehicles should be reported immediately to supervisor.
The use of NAME OF COMPANY vehicles is strictly limited to business use for transportation of NAME OF COMPANY employees and products, and no other purpose. Seat belts shall be used at all times. Vehicles will be kept clean and neat, free of trash or equipment at the end of work day. Vehicles will be parked in safe locations, and locked.
In the event of an accident, the driver shall immediately contact a supervisory representative of NAME OF COMPANY, following the provision of any emergency aid. The driver should provide police and emergency rescue officials any assistance immediately necessary to currently preserve life, health or property. Employees should not render an opinion as to legal “fault” or legal “cause” of the accident, unless directed to do so by NAME OF COMPANY officials.
Medical Examinations
For safety purposes, NAME OF COMPANY expressly reserves the right to require that employees be examined by a medical professional to determine the employee's ability to perform the essential functions of the employee’s job, including physical limitations, recovery from injury or illness, driving qualification, substance (drug or alcohol) abuse, or job-related pre-employment physicals.
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Inspection Rights
NAME OF COMPANY reserves the right to control all areas of its property and in its vehicles, including lockers, employee vehicles and handbags.
NAME OF COMPANY recognizes that some employees may have concern for personal privacy, so we urge employees to keep all private items off our work site or NAME OF COMPANY property. Unfortunately, circumstances do arise when responsible employers must conduct reasonable inspections. We will only conduct inspections with two managerial employees present. Thank you for your cooperation.
Problem Solving Procedure
From time to time, in any organization, misunderstanding may arise. You are encouraged to first discuss any concern you may have with your immediate supervisor. If your concern continues, you should ask to meet with the Director of Personnel. All concerns pursued in this matter will be reviewed and discussed personally and confidentially with the employee involved.
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VIII. EMPLOYEE CONDUCT GUIDE
Alcohol And Drugs
NAME OF COMPANY is firmly committed to a workplace free from alcohol abuse or unlawful drugs. Substance abuse creates unnecessary safety risks to you and your co-workers, and deprives COMPANY NAME HERE of your full capacity and capabilities.
No employee, except as necessary to providing guest services relating to the serving of alcohol, is allowed to consume, possess, sell or purchase any alcoholic beverage or unlawful drugs (or prescription medications without medical authorization) on any property owned by or leased on behalf of NAME OF YOUR COMPANY, including any parking lot, catering site, or in any vehicle owned or leased on behalf of NAME OF YOUR COMPANY. No employee may use, possess, sell, transfer or purchase, or report to work under the influence of any non-prescribed prescription drug, controlled substance, or illegal substance.
Violation of this policy is strictly prohibited and is cause for immediate termination. THIS IS YOUR LAST AND FINAL WARNING.
Substance Abuse Testing
All employees, as a condition of employment, are subject to substance abuse testing upon demand. Failure to comply, or delay in complying, with a testing directive will be basis for termination. While NAME OF YOUR COMPANY appreciates that testing may be offensive to some people, we know of no other way to assure a safe workplace, free from the dangers of substance abuse.
Employee Rules
All employees are expected to be responsible, fair, honest and cooperative in their conduct. In furtherance of this policy, it is impossible to list every manner of conduct which is inappropriate. The following, however, is a partial list of prohibited conduct which can give rise to appropriate discipline, including immediate termination:
Failure To Provide Hospitable Service:
Neglect Of Guest Needs Delay In Attending To Guest Needs Failure To Accommodate Reasonable Guest Requests Rude Or Surly Conduct Relative To A Guest Arguing With Any Guest Failure To Maintain A Positive Disposition On Public Duty Morose Or Negative Presentation To Guests Slow Or Bad Service Unhealthy Or Unclean Product Handling
Dishonesty Or Theft Of Any Nature Or Degree:
Removal Or Taking Of Company Property Removal Or Taking Property Of Any Person Misrepresenting The Reason For Absence Falsification Of Time Records
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Falsification Of Work Application Falsification Of Driving Record Falsified Injury Reports Failure To Charge For Products Improper Money Or Transaction Management
Attendance/Lateness:
Excessive Lateness Excessive Absenteeism Failure To Timely Call In Before The Workday Failure To Call-In In Person Misrepresenting The Need For Leave Leaving The Worksite Early Without Permission
Violation Of Company's Substance Abuse Policy:
Possession Or Use Of Prohibited Substances Reporting To Work Under The Influence Of Prohibited Substances Delay Or Refusal To Take A Substance Abuse Test
Failure To Comply With Company Performance/Conduct Expectations:
Loafing Or Sleeping On The Job Failure To Keep Work Areas Clean Failure To Adhere To Uniform And Appearance Directives Rude, Disrespectful Or Insubordinate Conduct Improper Use Of Company Telephones Or Personal Cell Phones Fighting Or Combative Conduct Or Threats Possession Of Firearms Or Weapons Smoking In Any Building Or At Any Work Site, Or In Public View Unnecessary Wastage Of Products
Unsafe Work Practices:
Failure To Properly Handle Food Failure To Immediately Report An Injury Failure To Follow Safety Directions Unauthorized Use Of Equipment Failure To Remove Debris On Floors Unsafe Driving Practices Creation Of Fire Hazards
Time Falsification:
Falsifying Any Time Entry Delay In Reporting To A Worksite Punching Time Records For Another Employee Allowing Another To Falsify Your Time Records Or Punch For You
Failure To Protect Vessel Security Interests
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Providing Access To Unauthorized Individuals Failure To Challenge The Presence Of Strangers Allowing Public Access To Private Areas Failure To Maintain And Display Proper Identification
Driving Infractions:
Reckless Or Negligent Driving Failure To Immediately Report Any Accident Failure To Report Any Ticket Received In A Company Vehicle, Including
Parking Tickets. Driving Without A Valid Drivers License Failure To Attend To The Maintenance Needs Of Company Vehicle Personal Use Of Company Vehicles
Improper Use Of Technology:
Unauthorized Downloading Of Information Onto Company Computers Improper Use Of Computer Systems Use Of Computers To Access Sites Unrelated To Work Tasks
Any Other Conduct Deemed By The Company To Be Adverse To The Interests Or Welfare Of The Company, Its Customers Or The Employee’s Co-Workers
Receipt of Employee Handbook
I understand this handbook is not all-inclusive, and that the company or an individual department may establish additional policies and procedures necessary for the orderly fulfillment of its responsibilities,
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which do not appear in this handbook, and that I am also responsible for learning and following those policies and procedures.
I recognize that NAME OF COMPANY may at its discretion terminate, suspend, revoke, amend, modify, interpret or change its various policies, procedures, rules and regulations, in whole or in part, at any time, retroactively or prospectively, and without notice, and that I have the responsibility to keep appraised of any changes as they occur.
If I have any questions, I will bring them to the attention of my manager or the Personnel office.
I UNDERSTAND THIS HANDBOOK IS NOT A CONTRACT OR GUARANTEE OF EMPLOYMENT, EXPRESS OR IMPLIED, AND THAT IN THE ABSENCE OF A SPECIFIC WRITTEN EMPLOYMENT AGREEMENT SIGNED BY THE PRESIDENT OF THE COMPANY, I AM EMPLOYED AT WILL AND THE COMPANY OR I MAY TERMINATE THE EMPLOYMENT RELATIONSHIP AT ANY TIME FOR ANY REASON WITHOUT NOTICE.
I understand that this Employee Handbook supersedes and replaces all other general handbooks issues by NAME OF COMPANY.
Name (Please Print)____________________________________________________________
