Restaurant Policies And Procedures Pdf

restaurant policies and procedures pdf

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Published: 11.06.2021

Use this template to develop one of the most important documents in any restaurant. Put your own unique set of employee policies, procedures and practices in writing so that everyone on your staff knows the rules and what to expect.

Every business needs standards and repercussions for breaking the standards. When a business is in the food service industry, various state and federal regulations for safety are in effect. Rules for employees at restaurants become the bedrock of its success.

Employee Handbook

Download PDF. Acknowledgement of Receipt. Our guests are our business. Our deli however is only as good as its employees. By our employees making our guests feel special, they will return to dine at Mrs. This requires courtesy, attention to detail and teamwork. In order to help us work together to reach these goals, we have prepared this Employee Handbook, applicable to all personnel. It is important that you review the Handbook and comply with the standards that we have established.

The Deli expects honesty, a safe working environment, and open communications. If you have any questions concerning any provision of the Handbook, please contact a Manager for an explanation. It is not possible to attempt to anticipate every situation that may arise in the workplace or how conditions may change, so the Deli in its discretion may from time to time supplement, modify, revise, or delete provisions of the Handbook, and any new or changed provisions will, going forward, become part of our agreement with our employees.

This Handbook supersedes all previously issued policies or handbook topics and any inconsistent policy or benefit statements or memoranda. Welcome to Mrs. The contents of this employee handbook summarize present programs and policies intended as guidelines only for Mrs.

No one other than the Owners of Mrs. As our business depends on providing each guest with a special, pleasant and memorable dinning experience, it is essential that employees be positive, courteous, and helpful. If you have any questions concerning how to handle a discourteous guest, you are to immediately notify a manager for assistance.

No circumstances will justify your being sarcastic, rude, short with, raising your voice to, mimicking, or otherwise perpetrating or escalating unpleasantness to, with, or by a guest-such will not be tolerated and will be grounds for discipline, up to and including termination.

When confronted with a difficult situation with a guest, not only will any relationship with that guest be impacted but likely that of our other guests who will likely not know or appreciate the circumstances, including any unpleasantness to which you were first subjected.

If you feel you cannot cheerfully deal with a situation, excuse yourself and ask a manager for assistance. If there is ever a complaint where you do not know a proper solution, immediately consult a manager, do not simply ignore the guest. It should be the goal of all employees to provide our guests with the best service the Deli can with respect to health quality, timeliness, and effectiveness, to help ensure that our guests have a good time and will return and recommend us to others.

Although each employee will have specifically assigned job responsibilities, it is the overall job duty of all employees to work well together to help assure excellent service to our guests. Stun our guests with a good attitude and they will return. To this end, bickering, sarcasm, or rudeness in front of guests will not be tolerated.

The main responsibility of every employee is to help ensure that every guest enjoys his or her time at the Deli. For the benefit of our guests and co-workers, it is essential to maintain an environment where food preparation is safe and free from contamination and where strict adherence is made for safe food maintenance and preparation practices.

All employees are required to follow applicable law concerning food safety. Employees involved in food preparation and storage are expected to help assure that stored food products are cooled in compliance with health regulations. Similarly, all eating and cooking utensils, dishware, glassware, pots and pans, and other containers are to be sterilized and maintained in a safe condition. It is essential for both our guests and co-workers that the restaurant be maintained free of hazards and risks of injury or harm.

Accordingly, it is essential that all employees follow all applicable safety rules and regulations and strive to eliminate any potential for an accident, especially by reporting any potentially dangerous conditions. Accidents and emergencies must be brought to the attention of a manager without delay, as they have been trained to take specific steps to help ensure the safety and well-being of our guests while protecting the interests of the Deli.

You may be required to fill out appropriate incident reports. If there is any potential liability to a guest, only managers may volunteer information to or answer questions of a guest.

Unless an employee is certified to do so, he or she should not attempt to perform first aid. In the event of a robbery or other dangerous situation, employees should not attempt to be heroes — your physical well-being and that of others is far more important than any property or monetary loss. In the event of a robbery or other dangerous situations, employees should make exiting the restaurant their first priority.

In addition, any unusual or awkward situations should be referred to a Manager immediately, such as:. It is the policy of the Deli that no employee shall be subjected to any form of harassment, discrimination, or retaliation by any other employee, supervisor, guest, vendor, or other visitors to our workplace. This includes harassment, discrimination, or retaliation on the basis of sex, race, color, national origin, sexual orientation, marital or veteran status, religion, physical condition or handicap, mental condition, age or other characteristic protected by law.

While the Deli cannot regulate private thoughts or preferences, it cannot and will not permit any form of conduct, verbal, physical, written or visual, which violates the rights of other employees to work in a harassment-free and discrimination-free environment. The Deli does not tolerate any form of harassment, discrimination, or retaliation, even when it does not rise to the level of a violation of law. This policy applies to any employee, supervisor, manager, co-worker, professional, customer, contractor, vendor, client, or any non-employee who conducts business with the Deli.

As to the prohibition against sexual harassment, this policy is formulated to protect all employees, both male and female, against unsolicited and unwelcome sexual overtures and conduct, whether physical, verbal, written, or visual in nature.

Unlawful discrimination may be based on race, color, national origin, sexual orientation, physical disability or handicap, mental disability or marital or veteran status or age, whether or not it involves harassment, and any form of retaliation for reporting discrimination on any such basis. Any employee who believes he or she is a victim of a form of unlawful harassment, discrimination, or retaliation is to report the matter to a manager, general manager, or other restaurant owners as soon as possible after an incident occurs.

The employee is not required to report through any particular chain of command, and certainly is not required to report or discuss the matter with any supervisor engaging in improper conduct. The Deli shall promptly and thoroughly investigate all claims of unlawful harassment discrimination, or retaliation. The confidentiality and privacy of employees will be respected during the investigation, with efforts made to avoid any unwarranted publicity or invasions of privacy.

The Deli strictly forbids retaliation against anyone who reports harassment or participates in any resulting investigation. Retaliation in the context of this policy, is any adverse employment action against an employee because the employee made of complaint of harassment or participated in the Deli investigation of a complaint.

Such conduct will itself give rise to appropriate corrective action which typically results in termination. Examples of strictly prohibited retaliatory action include but are not limited to:. Depending on the results of the investigation of a claim of unlawful harassment, discrimination, or retaliation, disciplinary action up to and including termination will be taken against any employee the Deli believes, in its sole discretion, to have violated this policy against unlawful harassment, discrimination, or retaliation.

The deli believes that all employees are entitled to Equal Employment Opportunity, and that the success of the Deli is primarily dependent on you, our employees. This policy applies to all employment practices of the Deli including, but not limited to, recruiting, hiring or failure to hire , placement, promotions, transfers, training, compensation, fringe benefits, demotions, layoffs and harassment, sexual or otherwise, in the workplace. Similarly, the Deli believes that all patrons are equally entitled to a courteous, prompt and enjoyable dining experience.

As such, the Deli does not in any way discriminate, nor allow its employees or others to in any way discriminate, against patrons based upon the above-described legally protected characteristics.

In support of this policy, the Deli will not permit the use of racial, religious, age-related, sexual or ethnic epithets, innuendoes, slurs or jokes. Accordingly, epithets, innuendoes, slurs or jokes related to membership in any of the above listed categories are prohibited, even though that conduct may not itself be unlawful.

All employees shall conduct themselves in a professional manner and shall refrain from sexual advances, verbal or physical conduct of a sexual nature, or requests for sexual favors.

Any employee who violates this policy and our commitment to equal employment opportunity shall be subject to discipline up to and including an unpaid suspension or termination of employment. Employees can also bring the issue to the attention of the owner. It is the policy of the Deli to deal with those doing business with it in a fair and objective manner, without favor or preference based on personal considerations. Accordingly, employees are to avoid becoming involved in any situation in which dual loyalties or self interest exist or appear to exist.

This includes, but is not limited to, seeking or accepting payments or other benefits from any guest, except tips without a reasonable range, or from any person or firm as a condition or a result of doing business with the Deli; without express written consent of a manager or the owner, doing business with a close relative or business associate on behalf of the corporation an owner of which is a competitor of the Deli and supervisor-subordinate romantic relationships.

Regular, full-time employees must, in any event, obtain authorization to engage in employment outside of the Deli, which authorization may be revoked at any time if believed to be in the interest of the Deli to do so.

Knowingly engaging in a transaction which constitutes a conflict of interest or failing to timely disclose the facts of any such actual or potential conflict is cause for disciplinary action, up to and including termination. If any doubts arise concerning whether or not a current or proposed transaction constitutes a conflict of interest, an employee should contact his or her manager or owner for determination of whether a potential or actual conflict may exist and a determination of what corrective action, if any, should be taken.

To protect the safety and well-being of our guests and employees, the Deli strictly prohibits the use, sale, possession, distribution, or being under the influence of alcohol or controlled substances while on duty.

Such searches will be conducted in a discretionary manner. Employees refusing to cooperate with a search conducted under this policy will be subject to discipline up to any including discharge.

Managers who have been informed of an employee or have any such belief about any employee, whether or not in their department, should immediately notify the owner. The protection of confidential business information is vital to the interests of the Deli. Confidential information should not be disclosed to unauthorized persons outside the Deli or to persons within the Deli other than those with a need to know it. Confidential information includes, but is not limited to, the following information of or relating to the Deli:.

Financial information, including, without limitation, sales volume, costs of food AND beverages, or labor, gross or net margins or losses, and assets or liabilities. Employees who have regular access to confidential information may be required to sign a non-disclosure agreement as a condition of employment or continuing employment.

Any employee who discloses confidential business information to unauthorized persons will be subject to disciplinary action up to and including immediate termination. If any doubts arise concerning whether or not specific information should be disclosed, an employee should contact his or her supervisor or the owner.

The work week for payroll purposes will commence at a. Friday and ends at midnight the following Thursday. All non-exempt hourly employees are required to clock in and out for each day or portion thereof worked.

Time records must reflect time actually spent on the job, not just scheduled hours. Employees are to punch out on the time clock or otherwise reflect on their time records any time taken for meal breaks, but need. Absence and tardiness for any reason is harmful to the Deli, disruptive of your own work, and places an added burden on your co-workers. Accordingly, each employee should make every effort to avoid unnecessary absences. To do this, you must first recognize that parental responsibilities, recreational needs, and pressing personal business do not absolve you of your responsibilities to your job and your co-workers.

The Deli reserves the right, in its sole discretion, to determine what constitutes a compelling reason. Absences and tardiness may lead to discipline up to and including termination. All unscheduled absences, including absences due to illness or injury, and tardiness shall be reported by the employee to a manager or owner as far in advance as possible in order that a replacement may be located.

Unless due to proven incapacity, absences should not be reported by fellow employees, relatives, friends, neighbors, or others. The employee has the responsibility to obtain the name of the manager or owner to whom the absence was reported. Hence, in no event shall an employee fail to call in to report such an absence or lateness less than three 3 hours before a scheduled start time.

Any employee who leaves the premises for personal reasons must clock out when he or she leaves and clock in when he or she returns to work. Non-exempt employee must clock in and out as well. An employee returning from an absence must report to his or her manager before beginning work. As reasonably practicable, work schedules shall be posted by the Deli in advance.

Get the Job

Download PDF. Acknowledgement of Receipt. Our guests are our business. Our deli however is only as good as its employees. By our employees making our guests feel special, they will return to dine at Mrs. This requires courtesy, attention to detail and teamwork. In order to help us work together to reach these goals, we have prepared this Employee Handbook, applicable to all personnel.

Employee Handbook

Food safety is one of the most important tasks given to a restaurant manager and staff; policies and procedures must be followed in order to ensure that food-borne illnesses are not allowed to spread. The most important policy to follow is proper handwashing procedures. Hang a handwashing poster over each sink, and ensure that all team members follow it religiously. Newer food is to be stored behind or on the bottom of the stacks, leaving older food more likely to be used first.

Restaurant Forms If you plan to operate a new or previously licensed restaurant, a Restaurant License Application must be submitted to the Local Public Health Authority in your area. Facilities that are being constructed or remodeled must complete the plan review process locally prior to construction. The license and plan review fees may vary, so contact your Local Public Health Authority for details.

How to Write a Restaurant Employee Handbook

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Running a professional and successful restaurant requires that you set real policies and stick with the enforcement procedures. Employees must be made clear of all the responsibilities that go with their jobs. Management needs to make regular practice of checking on employees and taking the appropriate action to correct any discrepancies. This clear communication of the restaurant rules and policies will make the work place a better environment for customers and employees. Traditionally the general manager is responsible for the keys and security codes. Restaurants with assistant or part-time managers often have a second key holder to open and close the restaurant in the general managers absence. Key holders are responsible for ensuring that all doors are locked and engaging the alarm system.

When ashtrays have more than 2 butts in them. When salads are at room temperature. When water glasses are not automatically refilled. When hotel food and beverage is served on cold plates or in old cups. When hot food is not hot and when cold food is not cold. When a guest gets put on hold for more than 30 seconds.

 Дэвид? - сказала Сьюзан.  - Ты, наверное, не понял.

Он все рассказал, нажал клавишу PRINT и застрелился. Хейл поклялся, что никогда больше не переступит порога тюрьмы, и сдержал слово, предпочтя смерть. - Дэвид… - всхлипывала.  - Дэвид. В этот момент в нескольких метрах под помещением шифровалки Стратмор сошел с лестницы на площадку.

За восемь месяцев работы в лаборатории Фил Чатрукьян никогда не видел цифр в графе отсчета часов на мониторе ТРАНСТЕКСТА что-либо иное, кроме двух нулей. Сегодня это случилось впервые. ИСТЕКШЕЕ ВРЕМЯ: 15:17:21 - Пятнадцать часов семнадцать минут? - Он не верил своим глазам.  - Это невозможно. Он перезагрузил монитор, надеясь, что все дело в каком-то мелком сбое.

2 COMMENTS

Brandon D.

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Failing to report policy or rule violations. Failure to cooperate in an investigation. Violation of Food Safety Policies and Procedures. CASH CONTROL.

Sophia U.

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