Staff Handbook

INTRODUCTION.

Welcome to (Name of your business), we hope that your time with us is fun, friendly
and fulfilling.

(Name of business) has been open for (length of time in business) and was set up by
(your name). Many changes have happened along the way, but our commitment to
quality and service have always remained the same.

We pride ourselves on our value for money and this is why our customers return
time and time again.

Our training programme is second to none and as a part of the team here at (name
of business) you will receive all the training you require to become an efficient
professional, because we believe in investing in our employees.

We promote a friendly team atmosphere and our door is always open to you, we
want you to enjoy working here for many years to come and forge strong friendships
with the rest of the team.

This handbook is intended as your terms and conditions of employment and should
be read thoroughly because it contains some important information.

Good luck in your new position.

Heres to the future.

(Your Name)

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Staff Handbook

WORKING HOURS.

Your hours and days of work will be (insert agreed hours and days).
Due to the nature of the business your hours of work may include working unsocial
hours, including evenings, weekends and Bank Holidays. Unless you have signed an
opt out agreement, and subject to your personal circumstances, you may be required
to work more than 48 hours in any one week, as set out in the Working Time
Directive.

PAY.

You will be paid the agreed salary/rate of pay as is included in your contract of
employment. You will be paid on a (insert day) every (week/month) into your bank
or building society.
If your personal details change please inform your immediate supervisor as soon as
possible.

HOLIDAYS.

You are entitled to 20 days holiday each year plus all normal Bank Holidays and
Public Holidays. The holiday period runs from 1st April to 31st March. All holidays must
be taken before this date; otherwise you will automatically lose any holidays not
taken. For those people on a reduced hours contract this figure will be reduced on a
pro-rata basis.

Your holidays will be calculated on the number of hours you work each week, and
paid based on your average earnings.

The following days are recognised as Bank/Public holidays:

(Delete according to your location)

England & Wales Scotland

New Years Day New Years Day
Good Friday Good Friday
Easter Monday Easter Monday
May Day May Holiday
Late May July Holiday
August Bank Holiday October Holiday
Christmas Day Christmas Day
Boxing Day Boxing Day

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Staff Handbook

ABSENCES FROM WORK.

Should you be unable to come to work for whatever reason you must inform us at
your earliest convenience, we do however require at least one hours notice of your
intended absence so we can arrange cover. When informing us of your intended
absence you must inform us of the reason and likely duration of the absence.

ABSENCES THROUGH SICKNESS.

Should you be absent from work due to illness then for ant duration of time up to
one week you must complete a self-certificate, if you are absent for more than one
week we require a doctors certificate to verify your illness and to enable us to make
payment to you of Statutory Sick Pay (SSP).

SICK PAY.

You are entitled to Statutory Sick Pay in accordance with the law. The days
qualifying for SSP are contracted days when you would normally work.

MATERNITY PAY.

Any of our female employees who are pregnant will have their statutory rights to
antenatal care, maternity pay and maternity leave met, according to the legislation at
the time.

COMPANY PROPERTY.

You are required to take care of and correctly operate all property of the company.
Where training is required we will provide this, you are expected to handle all
company property correctly and should you cause loss or damage to company
property through neglect or misuse we will take the necessary disciplinary action
against you. Should you misuse company property and it causes harm to another
employee the appropriate disciplinary action will be taken against you also.
DATA PROTECTION.

The company will hold personal information about you that will include details such
as your name, date of birth, address, bank details and your emergency contact
details. Also we may hold personal information such as health and sickness
information, criminal records and membership of trade unions. This information is for
the use of the company and payroll, however this information can be disclosed to the
Inland Revenue, Employment Service and the Benefits Agency. We will not disclose
your personal details to any other organisation without your written consent.

CONFIDENTIALITY.

You should not disclose any information regarding the company at any time during
or after your employment without the express consent of (your name).

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Staff Handbook

HEALTH & SAFETY.

It is our responsibility to provide (and maintain) you with a safe and secure and
healthy working environment, it is your responsibility to ensure you always act in a
safe and secure manner, as to not cause harm or illness to any other person whilst
you are on the premises. We will provide all relevant training and information
regarding Health and Safety. It is vital that you report any hazard to a member of
management immediately so that it can be remedied.

EQUAL OPPORTUNITIES.

We are an equal opportunities employer and we will not discriminate against any
person. We will hire, train, promote and offer incentives on merit and capability
alone.

RACISM & BULLYING STATEMENT.

(Your business name) does not tolerate bullying or racism in any way, shape or form
and we regard this type of behaviour as serious misconduct.

NOTICE PERIOD.

After one months continuous service you are required to inform us of your intention
to leave our employment no later then one week before the date of your last shift.

Should we require to terminate your employment for reasons other than gross-
misconduct then we will give you one weeks notice during your probationary period,
after this we will give you two weeks written notice.

Should the termination of employment be due to gross-misconduct the notice period

will not apply.

RETIREMENT.

The compulsory age for employees to retire from (your business name) will be (age).
Although should you wish you can continue to work for us, however this must be
with the consent of (your name) and a new set of terms and conditions may apply to
your employment, these will be discussed at the time.

REDUNDANCY.

Where every effort will be made by (your business name) to avoid redundancies,
when this is not possible we will pay severance payments in line with the statutory
guidelines in force at the time of termination.

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Staff Handbook

VARIATION OF TERMS & CONDITIONS OF EMPLOYMENT.

(Your business name) reserves the right to make reasonable changes to your terms
and conditions of employment. Procedures in our policies may change from time to
time and a notice to all employees will introduce these minor alterations. Any
changes we make will be deemed acceptable by (your business name) to ensure the
continued effectiveness of the business.

UNIFORMS & APPEARANCE.

It is vital that all of our employees are smart and clean whilst on duty for the level of
customer care and service we provide. We will provide you with a uniform, but we
insist this uniform is looked after, as any damage caused by negligence will be met
by you.

Uniform/Appearance Standard Required

Shirt Your required standard
Trousers/Skirt Your required standard
Hair Your required standard
Facial Hair Your required standard
Make-Up Your required standard
Shoes Your required standard
Apron Your required standard
Name Badge Your required standard
Personal Hygiene Your required standard
Any other area you want to include Your required standard
Any other area you want to include Your required standard
Any other area you want to include Your required standard

SECURITY.

In order to maintain a secure environment we reserve the right to ask any employee
to submit to a search of their outer clothing, bags or purses or motor vehicle, in the
presence of a witness of their choice. Refusal to co-operate will be deemed by (your
business name), as an act of insubordination and the appropriate disciplinary action
will be taken.

ACCIDENT REPORTING.

It is your responsibility to ensure any incident or accident (however insignificant or

small) is recorded in the accident book.

ALCOHOL & DRUGS.

We do not tolerate the use of, sale or supply or possession of your own alcohol or
illegal drugs whilst you are on duty.
Any instance of this will be treated as Gross-Misconduct.

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Staff Handbook

TRAINING.

It is our policy to provide you with all the relevant training and information you
require to full fill your tasks effectively.

We are dedicated to developing our employees as best we can. You are required to
attend all training sessions and meetings and should this be outside your normal
contracted hours of work then you will either receive time off in lieu or additional
payment.

Should your personal circumstances prevent you from attending training sessions
please inform us at your earliest convenience and we will endeavour to arrange a
separate session for you.

www.restaurantdoctoruk.co.uk 2007-2011
Staff Handbook

DISCIPLINARY & GRIEVANCE PROCEDURES.

The disciplinary procedure may be entered into at any stage depending upon the
seriousness of the misconduct or behaviour.

Examples of actions that can be deemed appropriate for disciplinary action being
taken against you are outlined below, although this list is not definitive, it is merely
for illustration purposes.

The management reserve the right to decide upon the appropriate action to take for
any form of misconduct as and when it occurs.

Contents of warnings.

Any warning regardless of scale will contain the following:

1. The reason for the warning.

2. The action required for improvement/remedy.
3. The timescale required for improvement/remedy.
4. The consequences of further offences.
5. The right to appeal.

Verbal Warnings.

These will be issued for minor first offences/faults, with a view of agreeing on an
appropriate course of action for improvement. You may be accompanied by the
witness of your choice at this hearing.

Examples of the offences/incidents meriting a verbal warning are:

Poor attendance.
Poor work performance.
Poor time keeping.
Poor appearance.

Verbal warnings will be kept in your personal file for a period of 6 months, subject to
improvement, after which they will be regarded as spent.

1st Written Warnings.

These will be issued if further offences are carried out or for continued faults. The
first written warning will be issued after a disciplinary hearing, and you can have a
witness of your choice accompany you at this hearing also.

Examples of the offences/incidents meriting a 1st written warning are:

Continued poor attendance/work performance/appearance & time keeping.

Any incident considered too serious for a verbal warning, such as damage to
company property, insubordination, unauthorised absences.

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Staff Handbook

1st Written Warnings will be kept in your personal files for a period of 6 months,
subject to improvement, after which they will be regarded as spent.
Final Written Warnings.

These will be issued if further offences are carried out or for continued faults. The
final written warning will be issued after a disciplinary hearing, and you can have a
witness of your choice accompany you at this hearing also.

Examples of the offences/incidents meriting a final written warning are:

Continued or excessive poor attendance/work performance/appearance &

time keeping.
Any incident deemed to be a serious first offence, which falls short of being
classed as gross misconduct.

Final Written Warnings will be kept in your personal files for a period of 12 months,
subject to improvement, after which they will be regarded as spent.

Gross Misconduct.

If an employee is found guilty of an offence which is deemed as gross misconduct

then the management will have to decide on the appropriate course of action, in
most cases this will be termination of the employment following an investigation, all
employees subject to an investigation will be suspended on full pay.

Examples of offences that are classed as gross misconduct are:

Theft of company property.
Fraud.
Serious insubordination.
Endangering the safety of another employee.
Physical violence.
Being under the influence of drink or drugs whilst on duty.
Serious negligence, which causes the loss, theft or damage to company property.
Serious breach of health and safety regulations.
Arson.
Bullying, harassment or discrimination of colleagues/customers.

Dismissal.

Where there has been continued misconduct or failure to improve on poor

performance/appearance/attendance and the disciplinary procedure has been
followed, with relevant warnings being given up to final written warning then you will
be dismissed following a disciplinary hearing. You are permitted to have a witness of
your choice accompany you to this hearing.

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Staff Handbook

Appeals.

You have the right to appeal against any disciplinary action taken against you, except
for suspension. If you do wish to appeal against action taken against you, you should
do so in writing no later than 7 days after you have received your disciplinary letter.
Any appeals made after 7 days will not be accepted.

The appeal letter should include the grounds on which the disciplinary penalty should
be reviewed, and the areas requiring further investigation or consideration. The
letter should be sent to the person who sent you the original disciplinary letter.

At the appeal hearing you may be accompanied by a person of your choice, however
a member of management may also be present to act as a witness/note-taker for the
company.

Unless no new evidence is brought up at the appeal hearing to significantly alter the
circumstances then the original penalty will remain in force.

Grievance Procedure.

If you have any need for concern about your employment you may raise it with your
immediate supervisor at the earliest time convenient. You are welcome to have
somebody accompany you at any stage in the grievance procedure.

If you are unhappy with the outcome of the decision regarding your grievance then
you can raise the matter with (your name) in writing within 7 days and a decision will
be made after a grievance hearing.

Once this matter has been resolved one way or another the decision is final.

Use this space for any other information you feel is important that your employees
are made aware of.

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Staff Handbook

I have read and understand the information contained in this handbook, and I will
ensure I comply with all legislation and company policies relating to my employment,
and I understand the consequences of any misconduct.

Signed

Name..

Date.

(A copy of the handbook and the signature page must be given to the employee and
the original must be kept in the employees personal file for legal purposes)

www.restaurantdoctoruk.co.uk 2007-2011