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Employee Handbook for Park Avenue Catering & Park Avenue Gourmet FoodsPlease review this information and contact us with any questions or comments you might have |
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Employee Handbook Park Avenue Catering Co _______________________________________
Revised 7/22/2008 Required Policies ........... 4 At-Will Employment Status ........ 5 Equal Employment Opportunity (5 or More Employees) ........ 5 Introductory Statement ........ 6 Right to Revise ........ 6 Unlawful Harassment ........ 7 Hiring ........... 9 Temporary Employees ........ 10 Regular Employees ........ 10 Regular Employees ........ 10 Part-Time Employees ........ 10 New Hires ........ 10 Job Duties ........ 11 Inactive Status ........ 11 Full-Time Employees ........ 11 Leaves of Absence ........... 12 Volunteer Civil Service Personnel ........ 13 Victims of Crime Leave ........ 13 Vacation ........ 13 Time Off for Voting ........ 14 Personal Leave ........ 15 Military Leave ........ 15 Leaves of Absence ........ 15 Extended Medical Leave ........ 16 Domestic Violence Leave ........ 17 Bereavement Leave ........ 17 Coordination of PDL with Family/Medical Leave (50 or More Employees) ........ 17 Family/Medical Leave (50 or More Employees) ........ 18 Pregnancy Disability Leave (5 or More Employees) ........ 21 School Activities ........ 22 Vacation ........ 23 Benefits ........... 25 External Employee Education ........ 26 Holidays ........ 26 Insurance Benefits ........ 27 Workers' Compensation ........ 28 Management ........... 30 Telecommuting ........ 31 Personnel Records ........ 32 Performance Evaluations ........ 32 Open-Door ........ 32 Names and Addresses ........ 33 Employment of Relatives ........ 33 Employee Property ........ 33 Company Property ........... 34 Use of Electronic Media ........ 35 Solicitation and Distribution of Literature ........ 36 Smoking ........ 36 Prohibited Use of Company Cell Phone While Driving ........ 36 Personal Use of Company Cell Phone ........ 37 Parking ........ 37 Off-Duty Use of Facilities ........ 37 Housekeeping ........ 37 Employer Property ........ 37 Employee Conduct ........... 39 Punctuality and Attendance ........ 40 Prohibited Conduct ........ 40 Prohibited Camera Phone ........ 41 Off-Duty Conduct ........ 41 News Media Contacts ........ 42 Drug and Alcohol Abuse ........ 42 Dress Code and Other Personal Standards ........ 43 Customer Relations ........ 44 Conflicts of Interest ........ 44 Confidentiality ........ 45 Conducting Personal Business ........ 45 Wages ........... 46 Advances ........ 47 Call-In Pay ........ 47 Deductions for Salaried Employees ........ 47 Makeup Time ........ 48 Meal and Rest Periods ........ 49 Overtime for Non-Exempt Employees ........ 49 Payment of Wages ........ 49 Timekeeping Requirements ........ 50 Work Schedules ........ 50 Safety and Health ........... 51 Employees Who Are Required to Drive ........ 52 Ergonomics ........ 52 Health and Safety ........ 52 Inclement Weather/Natural Disasters ........ 53 Recreational Activities and Programs ........ 53 Security/Workplace Violence ........ 53 Termination ........... 55 Employee References ........ 56 Involuntary Termination and Progressive Discipline ........ 56 Reductions in Force ........ 56 Voluntary Termination ........ 56
Required Policies_______________________________________
At-Will Employment Status
Park Avenue Catering Co personnel are employed on an at-will basis. Employment at-will may be terminated with or without cause and with or without notice at any time by the employee or the Company. Nothing in this handbook shall limit the right to terminate at-will employment. No manager, supervisor, or employee of the Company has any authority to enter into an agreement for employment for any specified period of time or to make an agreement for employment on other than at-will terms. Only the President of Park Avenue Catering Co has the authority to make any such agreement, which is binding only if it is in writing.
Equal Employment Opportunity (5 or More Employees)
Park Avenue Catering Co., Inc is an equal opportunity employer and makes employment decisions on the basis of merit. We want to have the best available persons in every job. Company policy prohibits unlawful discrimination based on race, color, creed, gender, religion, marital status, registered domestic partner status, age, national origin or ancestry, physical or mental disability, medical condition including genetic characteristics, sexual orientation, or any other consideration made unlawful by federal, state, or local laws. It also prohibits unlawful discrimination based on the perception that anyone has any of those characteristics, or is associated with a person who has or is perceived as having any of those characteristics. All such discrimination is unlawful. The Company is committed to compliance with all applicable laws providing equal employment opportunities. This commitment applies to all persons involved in Company operations and prohibits unlawful discrimination by any employee of the Company, including supervisors and coworkers. To comply with applicable laws ensuring equal employment opportunities to qualified individuals with a disability, the Company will make reasonable accommodations for the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or an employee unless undue hardship would result. Any applicant or employee who requires an accommodation in order to perform the essential functions of the job should contact a Company representative with day-to-day personnel responsibilities and request such an accommodation. The individual with the disability should specify what accommodation he or she needs to perform the job. The Company then will conduct an investigation to identify the barriers that interfere with the equal opportunity of the applicant or employee to perform his or her job. The Company will identify possible accommodations, if any, that will help eliminate the limitation. If the accommodation is reasonable and will not impose an undue hardship, the Company will make the accommodation. If you believe you have been subjected to any form of unlawful discrimination, submit a written complaint to your supervisor or the individual with day-to-day personnel responsibilities. Your complaint should be specific and should include the names of the individuals involved and the names of any witnesses. If you need assistance with your complaint, or if you prefer to make a complaint in person, contact Human Resources Department. The Company will immediately undertake an effective, thorough, and objective investigation and attempt to resolve the situation. If the Company determines that unlawful discrimination has occurred, effective remedial action will be taken commensurate with the severity of the offense. Appropriate action also will be taken to deter any future discrimination. The Company will not retaliate against you for filing a complaint and will not knowingly permit retaliation by management employees or your coworkers.
Introductory Statement
Welcome! As an employee of Park Avenue Catering Co., Inc (the “Company”), you are an important member of a team effort. We hope that you will find your position with the Company rewarding, challenging, and productive. Because our success depends upon the dedication of our employees, we are highly selective in choosing new members of our team. We look to you and the other employees to contribute to the success of the Company. This employee handbook is intended to explain the terms and conditions of employment of all full- and part-time employees and supervisors. Written employment contracts between Park Avenue Catering Co., Inc and some individuals may supersede some of the provisions of this handbook. This handbook summarizes the policies and practices in effect at the time of publication. This handbook supersedes all previously issued handbooks and any policy or benefit statements or memoranda that are inconsistent with the policies described here. Your supervisor or manager will be happy to answer any questions you may have.
Right to Revise
This employee handbook contains the employment policies and practices of Park Avenue Catering Co., Inc in effect at the time of publication. All previously issued handbooks and any inconsistent policy statements or memoranda are superseded. Park Avenue Catering Co., Inc reserves the right to revise, modify, delete, or add to any and all policies, procedures, work rules, or benefits stated in this handbook or in any other document, except for the policy of at-will employment. However, any such changes must be in writing and must be signed by the president of Park Avenue Catering Co., Inc. Any written changes to this handbook will be distributed to all employees so that employees will be aware of the new policies or procedures. No oral statements or representations can in any way alter the provisions of this handbook. This handbook sets forth the entire agreement between you and Park Avenue Catering Co., Inc as to the duration of employment and the circumstances under which employment may be terminated. Nothing in this employee handbook or in any other personnel document, including benefit plan descriptions, creates or is intended to create a promise or representation of continued employment for any employee.
Unlawful Harassment
Park Avenue Catering Co., Inc is committed to providing a work environment free of unlawful harassment. Company policy prohibits sexual harassment and harassment based on pregnancy, childbirth or related medical conditions, race, religious creed, color, gender, national origin or ancestry, physical or mental disability, medical condition, marital status, registered domestic partner status, age, sexual orientation or any other basis protected by federal, state or local law or ordinance or regulation. All such harassment is unlawful. The Company’s anti-harassment policy applies to all persons involved in the operation of the Company and prohibits unlawful harassment by any employee of the Company, including supervisors and managers, as well as vendors, customers, and any other persons. It also prohibits unlawful harassment based on the perception that anyone has any of those characteristics, or is associated with a person who has or is perceived as having any of those characteristics. Prohibited unlawful harassment includes, but is not limited to, the following behavior:
If you believe that you have been unlawfully harassed, submit a written complaint to your own or any other Company supervisor, the president or the personnel administrator of the Company as soon as possible after the incident. You will be asked to provide details of the incident or incidents, names of individuals involved and names of any witnesses. Supervisors will refer all harassment complaints to the personnel administrator, investigative officer or the president of the Company. The Company will immediately undertake an effective, thorough and objective investigation of the harassment allegations. If the Company determines that unlawful harassment has occurred, effective remedial action will be taken in accordance with the circumstances involved. Any employee determined by the Company to be responsible for unlawful harassment will be subject to appropriate disciplinary action, up to, and including termination. A Company representative will advise all parties concerned of the results of the investigation. The Company will not retaliate against you for filing a complaint and will not tolerate or permit retaliation by management, employees or co-workers. The Company encourages all employees to report any incidents of harassment forbidden by this policy immediately so that complaints can be quickly and fairly resolved. You also should be aware that the Federal Equal Employment Opportunity Commission and the California Department of Fair Employment and Housing investigate and prosecute complaints of prohibited harassment in employment. If you think you have been harassed or that you have been retaliated against for resisting or complaining, you may file a complaint with the appropriate agency. The nearest office is listed in the telephone book. Hiring_______________________________________
Temporary Employees
Temporary or seasonal employees are those employed for short-term assignments. Short-term assignments generally are periods of seven months or fewer; however, such assignments may be extended. Due to the seasonal nature of our business, temporary employees are not eligible for employee benefits except those mandated by applicable law.
Regular Employees
Regular employees are those who are hired to work on a regular schedule. Regular employees may be classified as full-time or part-time.
Regular Employees
Regular employees are those who are hired to work on a regular schedule. Regular employees may be classified as full-time or part-time.
Part-Time Employees
Part-time employees are those who are scheduled for and do work fewer than an average of 30 hours per week year-round, but not fewer than 20 hours. Part-time employees are not eligible for benefits
New Hires
The first 90 days of continuous employment at Park Avenue Catering Co., Inc is considered an introductory period. During this time you will learn your responsibilities, get acquainted with fellow employees, and determine whether or not you are happy with your job. Your supervisor will closely monitor your performance. Upon completion of the introductory period, Park Avenue Catering Co., Inc will review your performance. If the Company finds your performance satisfactory and decides to continue your employment, it will advise you of any improvements expected from you. At that time, you may express suggestions to improve the Company’s efficiency and operations. Completion of the introductory period does not entitle you to remain employed by Park Avenue Catering Co., Inc for any definite period of time, but rather allows both you and the Company to evaluate whether or not you are right for the position. After completion of the trial period, eligible employees will receive the benefits described in this handbook.
Job Duties
During the introductory period, your supervisor will explain your job responsibilities and the performance standards expected of you. Be aware that your job responsibilities may change at any time during your employment. From time to time, you may be asked to work on special projects, or to assist with other work necessary or important to the operation of your department or Park Avenue Catering Co., Inc. Your cooperation and assistance in performing such additional work is expected. Park Avenue Catering Co., Inc reserves the right, at any time, with or without notice, to alter or change job responsibilities, reassign or transfer job positions, or assign additional job responsibilities.
Inactive Status
Employees who are on any type of leave of absence, work-related or non-work-related, that exceeds four months will be placed on inactive status. During the time the employee is on inactive status, benefits such as vacation time will not be earned and seniority will not continue to accrue.
Full-Time Employees
Regular full-time employees are those who are scheduled for and do work 30 hours per week. Following the completion of the introductory period, regular full-time employees are eligible for most employee benefits described in this handbook. Leaves of Absence_______________________________________
Volunteer Civil Service Personnel
No employee shall be disciplined for taking time off to perform emergency duty as a volunteer firefighter, peace officer, or emergency rescue personnel. You are also eligible for unpaid leave for required training. If you are an official volunteer firefighter, please alert your supervisor that you may have to take time off for emergency duty. When taking time off for emergency duty, please alert your supervisor before doing so when possible.
Victims of Crime Leave
An employee who is themselves a victim or who is the family member of a victim of a violent felony or serious felony may take time off from work under the following circumstances:
An immediate family member is defined as: a spouse, child, stepchild, brother, stepbrother, sister, stepsister, mother, stepmother, father or stepfather. A registered domestic partner means a domestic partner who is registered in accordance with California state law. The absence from work must be in order to attend judicial proceedings related to a crime listed above. Before you are absent for such a reason, you must provide documentation of the scheduled proceeding. Such notice is typically given to the victim of the crime by a court or government agency setting the hearing, a district attorney or prosecuting attorney's office or a victim/witness office. If advance notice is not possible, you must provide appropriate documentation within a reasonable time after the absence. Any absence from work to attend judicial proceedings will be unpaid, unless you choose to take paid time off, such as accrued vacation.
Vacation
Vacation Accrual after Three Months Regular full-time employees accrue paid vacations in accordance with the following policy: 0-3 months no accrual 3 months–2 years 5 days 3–5 years 10 days per year 6–10 years 15 days per year 10 years and thereafter 20 days per year Temporary and part-time employees do not accrue paid vacation time. Regular full-time employees do not accrue vacation time during the first six months of employment. No vacation time may be taken until after completion of the first year of employment. After completion of the initial three months of continuous employment, full-time employees begin to accrue vacation time at the rate of .0385 hours per hour worked. An employee who is scheduled to and does work 40 hours per week will normally accrue five working days or 40 hours of vacation in the second six months of continuous employment. In the third, fourth and fifth years of continuous employment, full-time employees will accrue vacation time at the rate of .0385 hours per hour worked. An employee who is scheduled to and does work 40 hours per week will normally accrue 10 working days or 80 hours vacation time in the third, fourth and fifth years of employment. Beginning with the sixth year of continuous employment, full-time employees begin to accrue vacation time at the rate of .0575 hours per hour worked. An employee who is scheduled to and does work an average of 40 hours per week will normally accrue 15 working days or 120 hours of vacation beginning in the sixth year of employment. Park Avenue Catering Co., Inc encourages employees to take vacation annually. Vacation time must be taken within the year following accrual. Earned vacation time accrues to a maximum of 20 working days in the second through fourth years of employment; 30 working days in the fifth through 14th years of employment; and 40 working days in the 15th and following years of employment. No additional vacation will be earned until accrued vacation time is used. Employees are responsible for tracking their accrued vacation time. Vacations shall be scheduled to provide adequate coverage of job responsibilities and staffing requirements. The Office Manager or Staffing Coordinator will make final determinations and must approve your vacation schedule in advance.
Time Off for Voting
If an employee does not have sufficient time outside of working hours to vote in an official state-sanctioned election, the employee may take off enough working time to vote. Such time off shall be taken at the beginning or the end of the regular working shift, whichever allows for more free time, and the time taken off shall be combined with the voting time available outside of working hours to a maximum of two hours combined. Under these circumstances, an employee will be allowed a maximum of two hours of time off during an election day without loss of pay. When possible, an employee requesting time off to vote shall give his or her supervisor at least two days notice.
Personal Leave
A personal leave of absence without pay may be granted at the discretion of Park Avenue Catering Co., Inc. Requests for personal leave should be limited to unusual circumstances requiring an absence of longer than two weeks. Approved personal absences of shorter duration are not normally treated as leaves, but rather as excused absences without pay. Option: Concurrent Personal and Family/Medical Leave Any leave taken under this provision that qualifies as leave under the state and/or federal Family and Medical Leave Acts will be counted as family/medical leave and charged to your entitlement of 12 workweeks of family/medical leave in a 12-month period.
Military Leave
Employees who wish to serve in the military and take military leave should contact Human Resources Department for information about their rights before and after such leave. You are entitled to reinstatement upon completion of military service, provided you return or apply for reinstatement within the time allowed by law.
Leaves of Absence
Park Avenue Catering Co., Inc may grant leaves of absence to employees in certain circumstances. Request any leave in writing as far in advance as possible, keep in touch with your supervisor or the personnel manager during your leave, and give prompt notice of any change in your anticipated return date. If your leave expires and you fail to return to work without contacting your supervisor or the personnel office, the Company will assume that you do not plan to return and that you have terminated your employment. Upon return from a leave of absence, you will resume all aspects of your employment status that existed prior to the start of your leave. Option: Health Insurance Premium
Option: Family/Medical Leave Any leave taken under this provision that qualifies as leave under the state and/or federal Family and Medical Leave Acts will be counted as family/medical leave and charged to your entitlement of 12 workweeks of family/medical leave in a 12-month period. Option: Paid Family Leave If you take a leave under this provision that qualifies you for payments for Paid Family Leave, you will be required to use any accrued and unused vacation or PTO, up to a maximum of two weeks.
Extended Medical Leave
A medical leave of absence may be granted for non-work-related temporary medical disabilities (other than pregnancy, childbirth, and related medical conditions) for up to four months with a doctor’s written certificate of disability. Employees should request any leave in writing as far in advance as possible. If you are granted a medical leave, you also may use any paid vacation time previously accrued. A medical leave begins on the first day your doctor certifies that you are unable to work, and ends when your doctor certifies that you are able to return to work or after a total of four months of leave, whichever occurs first. Your supervisor will supply you with a form for your doctor to complete, showing the date you were disabled and the estimated date you will be able to return to work. An employee returning from a medical disability leave must present a doctor’s certificate declaring fitness to return to work. If returning from a non-work-related medical leave, you will be offered the same position you held at the time your leave began, if available. If your former position is not available, a comparable position will be offered. If neither the same nor a comparable position is available, your return to work will depend on job openings existing at the time of your scheduled return. Park Avenue Catering Co., Inc makes no guarantees of reinstatement, and your return will depend on your qualifications for existing openings. California workers’ compensation laws govern work-related injuries and illnesses. California pregnancy disability laws govern leaves taken because of pregnancy, childbirth, and related medical conditions. Option: Family/Medical Leave Any leave taken under this provision qualifying as leave under the state and/or federal Family and Medical Leave Acts will be counted as family/medical leave and charged to your entitlement of 12 workweeks of family/medical leave in a 12-month period.
Domestic Violence Leave
Employees who are victims of domestic violence are eligible for unpaid leave. You may request leave if you are involved in a judicial action, such as obtaining restraining orders, or appearing in court to obtain relief to ensure your health, safety, or welfare, or that of your child. You should provide notice and certification of your need to take leave under this policy. Certification may be sufficiently provided by any of the following:
Park Avenue Catering Co., Inc will, to the extent allowed by law, maintain the confidentiality of an employee requesting leave under this provision. The length of unpaid leave an employee may take is limited to 12 weeks provided for in the federal Family and Medical Leave Act of 1993.
Bereavement Leave
Park Avenue Catering Co., Inc grants leave of absence to employees in the event of the death of the employee’s current spouse, registered domestic partner, child, parent, legal guardian, brother, sister, grandparent, or grandchild; or mother-, father-, sister-, brother-, son-, or daughter-in-law. An employee with such a death in the family may take up to 10 consecutive scheduled workdays off without pay with the approval of the Company. The employee’s supervisor may approve additional unpaid time off.
Coordination of PDL with Family/Medical Leave (50 or More Employees)
If you take pregnancy disability leave and are eligible under the federal or state family and medical leave laws, Park Avenue Catering Co., Inc will maintain group health insurance coverage for up to a maximum of 12 workweeks (if such insurance was provided before the leave was taken) on the same terms as if you had continued to work. Leave taken under the pregnancy disability policy runs concurrently with family and medical leave under federal law, but not family and medical leave under California Law. If you are ineligible under the federal and state family and medical leave laws, while on pregnancy disability you will receive continued paid coverage on the same basis as other medical leave that the Company may provide and for which you are eligible. In some instances, the Company may recover premiums it paid to maintain health coverage for you if you fail to return to work following pregnancy disability leave. If you are on pregnancy disability leave and are not eligible for continued paid coverage, or if paid coverage ceases after 12 workweeks, you may continue your group health insurance coverage through Park Avenue Catering Co., Inc in conjunction with federal COBRA guidelines by making monthly payments to Park Avenue Catering Co., Inc for the amount of the relevant premium. Contact the personnel manager for further information.
Family/Medical Leave (50 or More Employees)
State and federal family and medical leave laws provide up to 12 workweeks of unpaid family/medical leave within a 12-month period, under the following conditions:
Leave may be taken for one or more of the following reasons:
For purposes of calculating the 12-month period during which 12 weeks of leave may be taken, Park Avenue Catering Co., Inc uses calendar year. Under most circumstances, leave under federal and state law will run at the same time and the eligible employee will be entitled to a total of 12 weeks of family and medical leave in the designated 12-month period. However, leave because of the employee’s disability for pregnancy, childbirth or related medical condition is not counted as time used under California law (the California Family Rights Act). Time off because of pregnancy disability, childbirth or related medical condition does count as family and medical leave under federal law (the Family and Medical Leave Act). Employees who take time off for pregnancy disability and who are eligible for family and medical leave will also be placed on family and medical leave that runs at the same time as their pregnancy disability leave. Once the pregnant employee is no longer disabled, she may apply for leave under the California Family Rights Act, for purposes of baby bonding. Any leave taken for the birth, adoption, or foster care placement of a child does not have to be taken in one continuous period of time. California Family Rights Act leave taken for the birth or placement of a child will be granted in minimum amounts of two weeks. However, Park Avenue Catering Co., Inc will grant a request for a California Family Rights Act leave (for birth/placement of a child) of less than two weeks’ duration on any two occasions. Any leave taken must be concluded within one year of the birth or placement of the child with the employee. The following procedures shall apply when an employee requests family leave: Please contact Human Resources Department as soon as you realize the need for family/medical leave. If the leave is based on the expected birth, placement for adoption or foster care, or planned medical treatment for a serious health condition of the employee or a family member, the employee must notify the Company at least 30 days before leave is to begin. The employee must consult with his or her supervisor regarding scheduling of any planned medical treatment or supervision in order to minimize disruption to Company operations. Any such scheduling is subject to the approval of the health care provider of the employee or the health care provider of the employee’s child, parent, or spouse. If the employee cannot provide 30 days’ notice, the Company must be informed as soon as is practical. If the Family and Medical Leave Act/California Family Rights Act request is made because of the employee’s own serious health condition, Park Avenue Catering Co., Inc may require, at its expense, a second opinion from a health care provider that the Company chooses. The health care provider designated to give a second opinion will not be one who is employed on a regular basis by the Company. If the second opinion differs from the first opinion, Park Avenue Catering Co., Inc may require, at its expense, the employee to obtain the opinion of a third health care provider designated or approved jointly by the employer and the employee. The opinion of the third health care provider shall be considered final and binding on Park Avenue Catering Co., Inc and the employee. Park Avenue Catering Co., Inc requires the employee to provide certification within 15 days of any request for family and medical leave under state and federal law, unless it is not practicable to do so. Park Avenue Catering Co., Inc may require recertification from the health care provider if additional leave is required. If the leave is needed for to care for a sick child, spouse, or parent, the employee must provide a certification from the health care provider stating:
When both parents are employed by Park Avenue Catering Co., Inc, and request simultaneous leave for the birth or placement for adoption or foster care of a child, the Company will not grant more than a total of 12 workweeks of family/medical leave for this reason. If an employee cites his/her own serious health condition as a reason for leave, the employee must provide a certification from the health care provider stating:
Park Avenue Catering Co., Inc will require certification by the employee’s health care provider that the employee is fit to return to his or her job. Failure to provide certification by the health care provider of the employee’s fitness to return to work will result in denial of reinstatement for the employee until the certificate is obtained. An employee taking family medical leave will be allowed to continue participating in any health and welfare benefit plans in which he/she was enrolled before the first day of the leave (for a maximum of 12 workweeks) at the level and under the conditions of coverage as if the employee had continued in employment for the duration of such leave. Park Avenue Catering Co., Inc will continue to make the same premium contribution as if the employee had continued working. The continued participation in health benefits begins on the date leave first begins under Family and Medical Leave Act (for pregnancy disability leaves) or under the Family and Medical Leave Act/California Family Rights Act (for all other family care and medical leaves). In some instances, the Company may recover from an employee premiums paid to maintain health coverage if the employee fails to return to work following family/medical leave. Employees on family/medical leave who are not eligible for continued paid coverage may continue their group health insurance coverage through Park Avenue Catering Co., Inc in conjunction with the federal COBRA guidelines by making monthly payments to Park Avenue Catering Co., Inc for the amount of the applicable premium. Employees should contact their supervisor for further information. Payment is due when it would be made by payroll deduction. Under most circumstances, upon return from family/medical leave, an employee will be reinstated to his or her original job or to an equivalent job with equivalent pay, benefits, and other employment terms and conditions. However, an employee has no greater right to reinstatement than if he or she had been continuously employed rather than on leave. For example, if an employee on family/medical leave would have been laid off had he or she not gone on leave, or if the employee’s job is eliminated during the leave and no equivalent or comparable job is available, then the employee would not be entitled to reinstatement. In addition, an employee’s use of family/medical leave will not result in the loss of any employment benefit that the employee earned before using family/medical leave. Reinstatement after family/medical leave may be denied to certain salaried “key” employees under the following conditions:
For additional information about eligibility for family/medical leave, contact Human Resources Department Option: Time Accrual Employees on Family and Medical Leave Act/California Family Rights Act leave will not continue to accrue vacation during unpaid Family and Medical Leave Act/California Family Rights Act leave. Option: Carryover Leave granted under any of the reasons provided by state and federal law will be counted as family/medical leave and will be considered as part of the 12-workweek entitlement in a 12-month period. The 12-month period is measured forward from the date any employee’s first Family and Medical Leave Act leave begins. Successive 12-month periods commence on the date of an employee’s first use of such leave after the preceding 12-month period has ended. No carryover of unused leave from one 12-month period to the next 12-month period is permitted. Option: Intermittent Leave Employees may take Family and Medical Leave Act/California Family Rights Act leave intermittently (in blocks of time, or by reducing their normal weekly or daily work schedule) if the leave is for the serious health condition of the employee’s child, parent, or spouse, or of the employee, and the reduced leave schedule is medically necessary as determined by the health care provider of the person with the serious health condition.
Pregnancy Disability Leave (5 or More Employees)
Pregnancy, childbirth, or related medical conditions will be treated like any other disability, and an employee on leave will be eligible for temporary disability benefits in the same amount and degree as any other employee on leave. Any female employee planning to take pregnancy disability leave should advise the personnel department as early as possible. The individual should make an appointment with the personnel manager to discuss the following conditions:
Leave does not need to be taken in one continuous period of time and may be taken intermittently, as needed. Under most circumstances, upon submission of a medical certification that an employee is able to return to work from a pregnancy disability leave, an employee will be reinstated to her same position held at the time the leave began or to an equivalent position, if available. An employee returning from a pregnancy disability leave has no greater right to reinstatement than if the employee had been continuously employed.
School Activities
Employees are encouraged to participate in the school activities of their child(ren). The absence is subject to all of the following conditions:
Option: Suspension If an employee who is the parent or guardian of a child facing suspension from school is summoned to the school to discuss the matter, the employee should alert his or her supervisor as soon as possible before leaving work. In agreement with California Labor Code Section 230.7, no discriminatory action will be taken against an employee who takes time off for this purpose.
Vacation
Regular full-time employees accrue paid vacations in accordance with the following policy: 0–3 months no accrual 3 months–1 year 5 days 2–4 years 10 days per year 5–10 years 15 days per year 10 years and thereafter 20 days per year Temporary and part-time employees do not accrue paid vacation time. Regular full-time employees do not accrue vacation time during the first three months of employment. No vacation time may be taken until after completion of the first year of employment. After completion of the initial six months of continuous employment, full-time employees begin to accrue vacation time at the rate of .0385 hours per hour worked. An employee who is scheduled to and does work 40 hours per week will normally accrue five working days or 40 hours of vacation in the second six months of continuous employment. Our payroll system computes this on a monthly basis that is automatically adjusted after the first day of each month. the date your paycheck is written will effect when the accrual takes place. In the second, third, and fourth years of continuous employment, full-time employees will accrue vacation time at the rate of .0385 hours per hour worked. An employee who is scheduled to and does work 40 hours per week will normally accrue 10 working days or 80 hours vacation time in the second, third, and fourth years of employment. Beginning with the fifth year of continuous employment, full-time employees begin to accrue vacation time at the rate of .0575 hours per hour worked. An employee who is scheduled to and does work an average of 40 hours per week will normally accrue 15 working days or 120 hours of vacation beginning in the fifth year of employment. Park Avenue Catering Co., Inc encourages employees to take vacation annually. Vacation time must be taken within the year following accrual. Earned vacation time accrues to a maximum of 20 working days in the second through fourth years of employment; 30 working days in the fifth through 10th years of employment; and 40 working days in the 10th and following years of employment. No additional vacation will be earned until accrued vacation time is used. Employees are responsible for tracking their accrued vacation time. Vacations shall be scheduled to provide adequate coverage of job responsibilities and staffing requirements. The Office administrator or Staffing Coordinator will make final determinations and must approve your vacation schedule in advance. Benefits_______________________________________
External Employee Education
Some employees may need to attend training programs, seminars, conferences, lectures, meetings, or other outside activities for the benefit of Park Avenue Catering Co., Inc or the individual employees. Attendance at such activities, whether required by the Company or requested by individual employees, requires the written approval of the general manager. To obtain approval, any employee wishing to attend an activity must submit a written request detailing all relevant information, including date, hours, location, cost, expenses, and the nature, purpose, and justification for attendance. Attendance at any such event is subject to the following policies on reimbursement and compensation. For attendance at events required or authorized by the Company, customary and reasonable expenses will be reimbursed upon submission of proper receipts. Acceptable expenses generally include registration fees, materials, meals, transportation, and parking. Reimbursement policies regarding these expenses should be discussed with the general manager in advance. Employee attendance at authorized outside activities will be considered hours worked for non-exempt employees and will be compensated in accordance with normal payroll practices. This policy does not apply to an employee’s voluntary attendance, outside of normal working hours, at formal or informal educational sessions, even if such sessions generally may lead to improved job performance. While Park Avenue Catering Co., Inc generally encourages all employees to improve their knowledge, job skills, and promotional qualifications, such activities do not qualify for reimbursement or compensation under this policy unless prior written approval is obtained as described previously.
Holidays
Park Avenue Catering Co., Inc observes the following paid holidays ONLY if the holiday falls on a day you are normally scheduled to work AND only if business does not require your presence that day. Since Park Avenue Catering Co., Inc operates all days of the year, and since holidays are an important time for business, you may be required to work any of the above mentioned holidays at your regular rate of pay :
Each non-exempt employee’s eligibility for holiday pay begins after completion of his or her trial period. To be eligible for holiday pay, you must be regularly scheduled to work (PAC only) on the day on which the holiday is observed and must work your regularly scheduled working days immediately preceding and immediately following the holiday, unless an absence on either day is approved in advance by your supervisor. If you are required to work on a paid scheduled holiday you will receive straight time pay. Only PAC sales and accounting departments are eligible.
Insurance Benefits
Option: Medical Insurance Park Avenue Catering Co., Inc provides a comprehensive medical insurance plan and a spearate dental insurance plan for eligible employees and their dependents. Only employees who work an average of 30 hours per week (or greater) year-round are eligible. Eligibilty begins 90 days after full-time work has begun, provided Park Avenue Catering Co., Inc agrees that this is year round work at over 30 hours per week. Park Avenue Catering Co., Inc will pay 50% of employee only medical and dental benefits and 0% of dependent medical and dental benefits. In the event of an increase in medical insurance premium rates, all employees will be required to contribute to the cost of increased premiums to retain coverage. Details about medical insurance coverage are available in a separate publication distributed by the personnel office. Option: Disability Insurance Each employee contributes through payroll tax to California’s state disability insurance programs. Disability insurance is mandated by the California Unemployment Insurance Code and administered by the Employment Development Department. Disability insurance is payable when you cannot work because of illness or injury not caused by employment at the Company. An additional tax funds the state’s Paid Family Leave program, and provides partial wage replacement for absences related to care of a family member, or bonding with a new child. Specific rules and regulations governing disability are available from the personnel manager. Option: Unemployment Compensation Park Avenue Catering Co., Inc contributes thousands of dollars each year to the California Unemployment Insurance Fund on behalf of its employees. Option: Social Security Social Security is an important part of every employee’s retirement benefit. Park Avenue Catering Co., Inc pays a matching contribution to each employee’s Social Security taxes. Option: Workers’ Compensation You are protected by the Company’s workers’ compensation insurance policy while employed by Park Avenue Catering Co, at no cost to you. The policy covers you in case of occupational injury or illness. Option: Retirement Plan Park Avenue Catering Co., Inc provides a SIMPLE IRA plan for eligible employees in order to assist in planning for their retirement. For information regarding eligibility, contributions, benefits, and tax status, contact the personnel manager. All eligible participants receive a summary plan description.
Workers' Compensation
Park Avenue Catering Co., Inc, in accordance with state law, provides insurance coverage for employees in case of work-related injury. The workers’ compensation benefits provided to injured employees may include:
To ensure you receive any workers’ compensation benefits which you are entitled, you will need to:
Upon submission of a medical certification that an employee is able to return to work after a workers’ compensation leave, the employee under most circumstances will be reinstated to his or her same position held at the time the leave began, or to an equivalent position, if available. An employee returning from a workers’ compensation leave has no greater right to reinstatement than if the employee had been continuously employed rather than on leave. For example, if the employee on workers’ compensation leave would have been laid off had he or she not gone on leave, or if the employee’s position has been eliminated or filled in order to avoid undermining the Company’s ability to operate safely and efficiently during the leave, and no equivalent or comparable positions are available, then the employee would not be entitled to reinstatement. An employee’s return depends on his or her qualifications for any existing openings. If, after returning from a workers’ compensation disability leave, an employee is unable to perform the essential functions of his or her job because of a physical or mental disability, the Company’s obligations to the employee may include reasonable accommodation, as governed by the Americans with Disabilities Act. Company-Provided Physician Park Avenue Catering Co., Inc provides medical treatment for work-related injuries through a medical provider network, Kaiser Permenente which the company has chosen to provide medical care to injured employees because of their experience in treating work-related injuries. The law requires Park Avenue Catering Co., Inc to notify the workers’ compensation insurance company of any concerns of false or fraudulent claims. Workers’ Compensation and FMLA/CFRA Employees who are ill or injured as a result of a work-related incident, and who are eligible for family and medical leave under state and federal law (Family Medical Leave Act (FMLA) and the California Family Rights Act (CFRA)), will be placed on FMLA/CFRA during the time they are disabled and not released to return to work. The leave under these laws runs concurrently, and eligible employees will be on FMLA/CFRA for a maximum of 12 weeks in a 12-month period based on the calendar year. Management_______________________________________
Telecommuting
Park Avenue Catering Co., Inc permits some employees to telecommute. All costs for equipment associated with telecommuting are the responsibility of employee and Park Avenue Catering Co., Inc, depending on the specific arrangement. Costs include purchase price, maintenance, and insurance coverage for all necessary equipment. Employees who telecommute still may be required to attend meetings at the office or other designated location. Telecommuting does not change the employee’s work location and employees are still responsible for all costs associated with travel to and from the office, when they are required to report to their work location. Employees who telecommute will not conduct meetings with customers or clients in their home nor will they perform any manufacturing work at home. Employees are responsible for contacting local governmental agencies for required licenses (if any) needed to maintain a home office. Employees are responsible for any costs of obtaining tax advice about a tax deduction for a home office. Employees are responsible for any tax liability should they claim such an expense and it is later disallowed by the Internal Revenue Service. Employees who telecommute must maintain the security of all confidential and/or sensitive information and other proprietary information, as if they were working in the office. All security procedures apply, regardless of whether the employee is in the workplace or telecommuting. Employees who telecommute are responsible for following all safety rules. Park Avenue Catering Co., Inc may conduct unannounced visits to telecommuting worksites, including to employees who telecommute from home, to ensure that all safety and security procedures are being followed. The ability to telecommute does not change the performance level expected from an employee. Employees who are subject to overtime laws still are required to adhere to their beginning and ending work times, break times, and meal breaks. Telecommuting employees must continue to maintain required time records. Park Avenue Catering Co., Inc retains the right to require telecommuters to report to the office to work. Violation of any telecommuting policies may result in the loss of an employee’s telecommuting privileges.
Personnel Records
You have a right to inspect certain documents in your personnel file, as provided by law, in the presence of a Company representative at a mutually convenient time. No copies of documents in your file may be made, with the exception of documents that you have previously signed. You may add your comments to any disputed item in the file. Park Avenue Catering Co., Inc will restrict disclosure of your personnel file to authorized individuals within the Company. Any request for information contained in personnel files must be directed to the personnel manager. Only the personnel manager is authorized to release information about current or former employees. Disclosure of personnel information to outside sources will be limited. However, Park Avenue Catering Co., Inc will cooperate with requests from authorized law enforcement or local, state, or federal agencies conducting official investigations and as otherwise legally required.
Performance Evaluations
Each full-time employee will receive periodic performance reviews conducted by his or her supervisor. Your first performance evaluation will take place after your introductory period. Subsequent performance evaluations will be conducted annually. The frequency of performance evaluations may vary depending upon length of service, job position, past performance, changes in job duties, or recurring performance problems. Your performance evaluations may review factors such as the quality and quantity of the work you perform, your knowledge of the job, your initiative, your work attitude, and your attitude toward others. The performance evaluations are intended to make you aware of your progress, areas for improvement, and objectives or goals for future work performance. Favorable performance evaluations do not guarantee increases in salary or promotions. Salary increases and promotions are solely within the discretion of Park Avenue Catering Co., Inc and depend upon many factors in addition to performance. After the review, you will be required to sign the evaluation report simply to acknowledge that it has been presented to you, that you have discussed it with your supervisor, and that you are aware of its contents.
Open-Door
Suggestions for improving Park Avenue Catering Co., Inc are always welcome. At some time, you may have a complaint, suggestion, or question about your job, your working conditions, or the treatment you are receiving. Your good-faith complaints, questions, and suggestions also are of concern to the Company. We ask you to first discuss your concerns with your supervisor, following these steps:
This procedure, which we believe is important for both you and the Company, cannot guarantee that every problem will be resolved to your satisfaction. However, Park Avenue Catering Co., Inc values your observations and you should feel free to raise issues of concern, in good faith, without the fear of retaliation.
Names and Addresses
Park Avenue Catering Co., Inc is required by law to keep current all employees’ names and addresses. Employees are responsible for notifying the Company in the event of a name or address change.
Employment of Relatives
General Relatives of employees may be eligible for employment with Park Avenue Catering Co., Inc only if individuals involved do not work in a direct supervisory relationship, or in job positions in which a conflict of interest could arise. The Company defines “relatives” as spouses, registered domestic partners, children, siblings, parents, in-laws, and step-relatives. Present employees who marry or become registered domestic partners will be permitted to continue working in the job position held only if they do not work in a direct supervisory relationship with one another or in job positions involving conflict of interest.
Employee Property
An employee’s personal property, including but not limited to lockers, packages, purses, and backpacks, may be inspected upon reasonable suspicion of unauthorized possession of Park Avenue Catering Co., Inc property.
Company Property_______________________________________
Use of Electronic Media
Park Avenue Catering Co., Inc uses various forms of electronic communication including, but not limited to computers, e-mail, cell phones, telephones, Internet, PDA's. All electronic communications, including all software, databases, hardware, and digital files, remain the sole property of Park Avenue Catering Co., Inc and are to be used only for Company business and not for any personal use. Electronic communication and media may not be used in any manner that would be discriminatory, harassing, or obscene, or for any other purpose that is illegal, against Company policy, or not in the best interest of the Company. Employees who misuse electronic communications and engage in defamation, copyright or trademark infringement, misappropriation of trade secrets, discrimination, harassment, or related actions will be subject to discipline and/or immediate termination. Employees may not install personal software on Company computer systems. All electronic information created by any employee using any means of electronic communication is the property of Park Avenue Catering Co., Inc and remains the property of Park Avenue Catering Co., Inc. Personal passwords may be used for purposes of security, but the use of a personal password does not affect the Company’s ownership of the electronic information. Park Avenue Catering Co., Inc will override all personal passwords if necessary for any reason. Park Avenue Catering Co., Inc reserves the right to access and review electronic files, messages, mail, and other digital archives, and to monitor the use of electronic communications as necessary to ensure that no misuse or violation of Company policy or any law occurs. Employees are not permitted to access the electronic communications of other employees or third parties unless directed to do so by Company management. No employee may install or use anonymous e-mail transmission programs or encryption of e-mail communications, except as specifically authorized by the President. Employees who use devices on which information may be received and/or stored, including but not limited to cell phones, cordless phones, portable computers, fax machines, and voice mail communications are required to use these methods in strict compliance with the trade secrets and confidential communication policy established by the Company. These communications tools should not be used for communicating confidential or sensitive information or any trade secrets. Access to the Internet, websites, and other types of Company-paid computer access are to be used for Company-related business only. Any information about Park Avenue Catering Co., Inc, its products or services, or other types of information that will appear in the electronic media about the Company must be approved by Office Manager or the President before the information is placed on an electronic information resource that is accessible to others. Questions about access to electronic communications or issues relating to security should be addressed to Office Manager or the President.
Solicitation and Distribution of Literature
In order to ensure efficient operation of the Company’s business and to prevent disruption to employees, we have established control of solicitations and distribution of literature on Company property. Park Avenue Catering Co., Inc has enacted rules applicable to all employees governing solicitation, distribution of written material, and entry onto the premises and work areas. All employees are expected to comply strictly with these rules. Any employee who is in doubt concerning the application of these rules should consult with his or her supervisor. No employee shall solicit or promote support for any cause or organization during his or her working time or during the working time of the employee or employees at whom such activity is directed. No employee shall distribute or circulate any written or printed material in work areas at any time, or during his or her working time or during the working time of the employee or employees at whom such activity is directed. Under no circumstances will non-employees be permitted to solicit or to distribute written material for any purpose on Company property.
Smoking
General Language Smoking is not allowed in any enclosed area of the facility.
Prohibited Use of Company Cell Phone While Driving
In the interest of the safety of our employees and other drivers, Park Avenue Catering Co., Inc employees are prohibited from using cell phones while driving on Company business and/or Company time. If your job requires that you keep your cell phone turned on while you are driving, you must use a hands-free device and safely pull off the road before conducting Company business. Under no circumstances should employees place phone calls while operating a motor vehicle while driving on Company business and/or Company time.
Personal Use of Company Cell Phone
Employees who are provided a Company cell phone willbe provided with an agreement for time limits of business and personal use. Employees are responsible for paying for additional time. Employees are prohibited from using any other Park Avenue Catering Co., Inc property to conduct personal business.
Parking
Employees must park in permissible public areas in the vicinity of Park Avenue Catering Co., Inc property. Employees may not use parking areas specifically designated for customers, vendors, Company vehicles, or reserved for managers. Park Avenue Catering Co., Inc is not responsible for any loss or damage to employee vehicles or contents while parked on Company property.
Off-Duty Use of Facilities
Employees are prohibited from remaining on Park Avenue Catering Co., Inc premises or making use of Company facilities while not on duty. Employees are expressly prohibited from using Company facilities, Company property, or Company equipment for personal use.
Housekeeping
All employees are expected to keep their work areas clean and organized. People using common areas such as lunch rooms, locker rooms, and restrooms are expected to keep them sanitary. Please clean up after meals and dispose of trash properly.
Employer Property
Lockers, desks, computers, vehicles, and all other company owned items are Park Avenue Catering Co., Inc property and must be maintained according to Company rules and regulations. They must be kept clean and are to be used only for work-related purposes. Park Avenue Catering Co., Inc reserves the right to inspect all Company property to ensure compliance with its rules and regulations, without notice to the employee and at any time, not necessarily in the employee’s presence. Company voice mail and/or electronic mail (e-mail) are to be used for business purposes only. Park Avenue Catering Co., Inc reserves the right to monitor voice mail messages and e-mail messages to ensure compliance with this rule, without notice to the employee and at any time, not necessarily in the employee’s presence. No personal locks may be used on Company-provided lockers unless the employee furnishes a copy of the key or the combination to the lock. Unauthorized use of a personal lock by an employee may result in losing the right to use a Company locker. Park Avenue Catering Co., Inc may periodically need to assign and/or change “passwords” and personal codes forvoice mail, e-mail, computers and alarms. These communication technologies and related storage media and databases are to be used only for Company business and they remain the property of Park Avenue Catering Co., Inc. Park Avenue Catering Co., Inc reserves the right to keep a record of all passwords and codes used and/or may be able to override any such password system. Prior authorization must be obtained before any Company property may be removed from the premises. For security reasons, employees should not leave personal belongings of value in the workplace. Personal items are subject to inspection and search, with or without notice, with or without the employee’s prior consent. Terminated employees should remove any personal items at the time they leave Park Avenue Catering Co., Inc. Personal items left in the workplace are subject to disposal if not claimed at the time of an employee’s termination.
Employee Conduct_______________________________________
Punctuality and Attendance
As an employee of Park Avenue Catering Co., Inc, you are expected to be punctual and regular in attendance. Any tardiness or absence causes problems for your fellow employees and your supervisor. When you are absent, your assigned work must be performed by others. Employees are expected to report to work as scheduled, on time, and prepared to start work. Employees also are expected to remain at work for their entire work schedule, except for meal periods or when required to leave on authorized Company business. Late arrival, early departure, or other unanticipated and unapproved absences from scheduled hours are disruptive and must be avoided. If you are unable to report for work on any particular day, you must under all but the most extenuating circumstances call your supervisor at least one hour before the time you are scheduled to begin working for that day. If you call less than one hour before your scheduled time to begin work and do not arrive in time for your assigned shift, you will be considered tardy for that day. In all cases of absence or tardiness, employees must provide their supervisor with an honest reason or explanation. Employees also must inform their supervisor of the expected duration of any absence. Excessive absenteeism or tardiness, whether excused or not, will not be tolerated. Park Avenue Catering Co., Inc defines excessive absenteeism as more than three days absence in a one-month period. If you fail to report for work without any notification to your supervisor and your absence continues for a period of three days, Park Avenue Catering Co., Inc will consider that you have abandoned your employment.
Prohibited Conduct
The following conduct is prohibited and will not be tolerated by Park Avenue Catering Co., Inc. This list of prohibited conduct is illustrative only; other types of conduct that threaten security, personal safety, employee welfare and Company operations also may be prohibited.
This statement of prohibited conduct does not alter the Company’s policy of at-will employment. Either you or Park Avenue Catering Co., Inc remain free to terminate the employment relationship at any time, with or without reason or advance notice.
Prohibited Camera Phone
Park Avenue Catering Co., Inc prohibits the use of the camera feature of personal cell phones unless this has been fully disclosed to the subjects of the camera and all subjects have agreed.
Off-Duty Conduct
While Park Avenue Catering Co., Inc does not seek to interfere with the off-duty and personal conduct of its employees, certain types of off-duty conduct may interfere with the Company’s legitimate business interests. For this reason, employees are expected to conduct their personal affairs in a manner that does not adversely affect the Company’s or their own integrity, reputation or credibility. Illegal or immoral off-duty conduct by an employee that adversely affects the Company’s legitimate business interests or the employee's ability to perform his or her job will not be tolerated. While employed by Park Avenue Catering Co., Inc, employees are expected to devote their energies to their jobs with the Company. The following types of employment elsewhere are strictly prohibited:
Employees who wish to engage in additional employment that may create a real or apparent conflict of interest must submit a written request to Park Avenue Catering Co., Inc explaining the details of the additional employment. If the additional employment is authorized, Park Avenue Catering Co., Inc assumes no responsibility for it. Park Avenue Catering Co., Inc shall not provide workers’ compensation coverage or any other benefit for injuries occurring from or arising out of additional employment. Authorization to engage in additional employment can be revoked at any time.
News Media Contacts
Employees may be approached for interviews or comments by the news media. Only contact people designated by the CEO may comment to news reporters on Park Avenue Catering Co., Inc policy or events relevant to Park Avenue Catering Co., Inc.
Drug and Alcohol Abuse
Park Avenue Catering Co., Inc is concerned about the use of alcohol, illegal drugs, or controlled substances as it affects the workplace. Use of these substances, whether on or off the job can detract from an employee’s work performance, efficiency, safety, and health, and therefore seriously impair the employee’s value to the Company. In addition, the use or possession of these substances on the job constitutes a potential danger to the welfare and safety of other employees and exposes the Company to the risks of property loss or damage, or injury to other persons. Furthermore, the use of prescription drugs and/or over-the-counter drugs also may affect an employee’s job performance and may seriously impair the employee’s value to the Company. The following rules and standards of conduct apply to all employees either on Company property or during the workday (including meals and rest periods). Behavior that violates Company policy includes:
Violation of these rules and standards of conduct will not be tolerated. Park Avenue Catering Co., Inc also may bring the matter to the attention of appropriate law enforcement authorities. In order to enforce this policy, Park Avenue Catering Co., Inc reserves the right to conduct searches of Company property or employees and/or their personal property, and to implement other measures necessary to deter and detect abuse of this policy. An employee’s conviction on a charge of illegal sale or possession of any controlled substance while off Company property will not be tolerated because such conduct, even though off duty, reflects adversely on Park Avenue Catering Co., Inc. In addition, the Company must keep people who sell or possess controlled substances off Company premises in order to keep the controlled substances themselves off the premises. Any employee who is using prescription or over-the-counter drugs that may impair the employee’s ability to safely perform the job, or affect the safety or well-being of others, must notify a supervisor of such use immediately before starting or resuming work. Park Avenue Catering Co., Inc will encourage and reasonably accommodate employees with alcohol or drug dependencies to seek treatment and/or rehabilitation. Employees desiring such assistance should request a treatment or rehabilitation leave. The Company is not obligated, however, to continue to employ any person whose performance of essential job duties is impaired because of drug or alcohol use, nor is the Company obligated to re-employ any person who has participated in treatment and/or rehabilitation if that person’s job performance remains impaired as a result of dependency. Additionally, employees who are given the opportunity to seek treatment and/or rehabilitation, but fail to successfully overcome their dependency or problem, will not automatically be given a second opportunity to seek treatment and/or rehabilitation. This policy on treatment and rehabilitation is not intended to affect the Company’s treatment of employees who violate the regulations described previously. Rather, rehabilitation is an option for an employee who acknowledges a chemical dependency and voluntarily seeks treatment to end that dependency.
Dress Code and Other Personal Standards
Option: General Language Employees are expected to wear clothing appropriate for the nature of our business and the type of work performed. Clothing should be neat, clean and tasteful. Avoid clothing that can create a safety hazard. Department managers may issue more specific guidelines.
Customer Relations
Employees are expected to be polite, courteous, prompt, and attentive to every customer. When an employee encounters an uncomfortable situation that he or she does not feel capable of handling, the general manager should be called immediately. Ours is a service business and all of us must remember that the customer always comes first. Our customers ultimately pay all of our wages. Remember, while the customer is not always right, the customer is never wrong. Customers are to be treated courteously and given proper attention at all times. Never regard a customer's question or concern as an interruption or an annoyance. You must respond to inquiries from customers, whether in person or by telephone, promptly and professionally. Never place a telephone caller on hold for an extended period. Direct incoming calls to the appropriate person and make sure the call is received. Through your conduct, show your desire to assist the customer in obtaining the help he or she needs. If you are unable to help a customer, find someone who can. All correspondence and documents, whether to customers or others, must be neatly prepared and error-free. Attention to accuracy and detail in all paperwork demonstrates your commitment to those with whom we do business. Never argue with a customer. If a problem develops or if a customer remains dissatisfied, ask your supervisor or the general manager to intervene.
Conflicts of Interest
All employees must avoid situations involving actual or potential conflict of interest. Personal or romantic involvement with a competitor, supplier, or subordinate employee of Park Avenue Catering Co., Inc, which impairs an employee's ability to exercise good judgment on behalf of the Company, creates an actual or potential conflict of interest. Supervisor-subordinate romantic or personal relationships also can lead to supervisory problems, possible claims of sexual harassment, and morale problems. Notice An employee involved in any of the types of relationships or situations described in this policy should immediately and fully disclose the relevant circumstances to his or her immediate supervisor, or any other appropriate supervisor, for a determination about whether a potential or actual conflict exists. If an actual or potential conflict is determined, Park Avenue Catering Co., Inc may take whatever corrective action appears appropriate according to the circumstances. Failure to disclose facts shall constitute grounds for disciplinary action.
Confidentiality
Each employee is responsible for safeguarding the confidential information obtained during employment. In the course of your work, you may have access to confidential information regarding Park Avenue Catering Co., Inc, its suppliers, its customers, or perhaps even fellow employees. You have a responsibility to prevent revealing or divulging any such information unless it is necessary for you to do so in the performance of your duties. Access to confidential information should be on a “need-to-know” basis and must be authorized by your supervisor. Any breach of this policy will not be tolerated and legal action may be taken by the Company.
Conducting Personal Business
Employees are to conduct only Park Avenue Catering Co., Inc business while at work. Employees may not conduct personal business or business for another employer during their scheduled working hours. Wages_______________________________________
Advances
Park Avenue Catering Co., Inc does not permit advances against paychecks or against unaccrued vacation.
Call-In Pay
Reporting to Work Pay Park Avenue Catering Co., Inc will pay employees for a mimnimum of four hoursif employees report to work as scheduled but no work is available or their shift is less than four hours or if their shift is cancelled with 24 hours of the arranged start time. Park Avenue Catering Co., Inc will not pay employees for reporting under the following circumstances:
Deductions for Salaried Employees
Employees paid on a “salary basis” regularly receive a predetermined amount of compensation each pay period. Subject to the exceptions listed below, a salaried employee will receive his/her full salary for any workweek in which he/she performs any work, regardless of the number of days or hours worked. A salaried employee may not be paid for any workday or workweek in which he/she performs no work, subject to Park Avenue Catering Co., Inc benefits programs and policies. No deductions from salary may be made for time when work is not available, provided the salaried employee is ready, willing, and able to work. If not apparent work is available, employee MUST discuss with President to determine if there is any work within the employee's skills that can be done. Deductions from pay are permissible when a salaried employee:
It is Company policy to comply with these salary basis requirements. Therefore, Park Avenue Catering Co., Inc prohibits all Company managers from making any improper deductions from the salaries of exempt employees. The Company wants employees to be aware of this policy and know that the Company does not allow deductions that violate federal or state law. If you believe that an improper deduction from your salary has been made, you should immediately report this information to your direct supervisor, or to Human Resources Department. Reports of improper deductions will be investigated promptly. If it is determined that an improper deduction has occurred, you will be promptly reimbursed for any improper deduction made.
Makeup Time
Park Avenue Catering Co., Inc allows the use of makeup time when non-exempt employees need time off to tend to personal obligations. Makeup time worked will not be paid at an overtime rate. Employees may take time off and then make up the time later in the same workweek, or may work extra hours earlier in the workweek to make up for time that will be taken off later in the workweek. Makeup time requests must be submitted in writing to your supervisor, with your signature, on the Company-provided form. Requests will be considered for approval based on the legitimate business needs of the Company at the time the request is submitted. A separate written request is required for each occasion the employee requests makeup time. If you request time off that you will make up later in the week, you must submit your request at least 24 hours in advance of the desired time off. If you request to work makeup time first in order to take time off later in the week, you must submit your request at least 24 hours before working the makeup time. Your makeup time request must be approved in writing before you take the requested time off or work makeup time, whichever is first. All makeup time must be worked in the same workweek as the time taken off. The Company’s seven-day workweek is Sunday through Saturday. Employees may not work more than 11 hours in a day or 40 hours in a workweek as a result of making up time that was or would be lost due to a personal obligation. If you take time off and are unable to work the scheduled makeup time for any reason, the hours missed will normally be unpaid. However, your supervisor may arrange with you another day to make up the time if possible, based on scheduling needs. If you work makeup time in advance of time you plan to take off, you must take that time off, even if you no longer need the time off for any reason. An employee’s use of makeup time is completely voluntary. Park Avenue Catering Co., Inc does not encourage, discourage, or solicit the use of makeup time.
Meal and Rest Periods
Employees are provided with a 30 minute meal period, to be taken approximately in the middle of the workday. Employees are allowed a 10-minute rest period for every four hours of work or major portion thereof. Your supervisor will schedule your meal and rest periods. You are expected to observe your assigned working hours and the time allowed for meal and rest periods. Do not leave the premises during your rest period and do not take more than 10 minutes for each rest period. You may leave the premises during your meal period.
Overtime for Non-Exempt Employees
Employees may be required to work overtime as necessary. Only actual hours worked in a given workday or workweek can apply in calculating overtime. Park Avenue Catering Co., Inc will attempt to distribute overtime evenly and accommodate individual schedules. All overtime work must be previously authorized by a supervisor. Park Avenue Catering Co., Inc provides compensation for all overtime hours worked by non-exempt employees in accordance with state and federal law as follows:
Payment of Wages
Paychecks are normally available by 4p.m. at the main office. If you observe an error on your check, please report it immediately to your supervisor. Biweekly Payments All employees of Park Avenue Catering Co., Inc are paid every other Friday for work performed during the previous two-week pay period.
Timekeeping Requirements
All employees are required to use a time clock to record time worked for payroll purposes if they work at the main location. Employees who work on event sites, must ask the on-site supervisor to recird their hours on the event sheet provided. Employees must record their own time at the start and at the end of each work period, including before and after the lunch break. Employees also must record their time whenever they leave the building for any reason other than Park Avenue Catering Co., Inc business. Any handwritten marks or changes on the timecard must be initialed by a supervisor. Punching another employee’s timecard, allowing another employee to punch your timecard, or altering a timecard is not permissible and is subject to disciplinary action. Any errors on your timecard should be reported immediately to your supervisor.
Work Schedules
Park Avenue Catering Co., Inc is a seven day per week business with office hours Monday through Friday and occasional Saturdays. Your supervisor will assign your individual work schedule. All employees are expected to be at their desks or workstations at the start of their scheduled shifts, ready to work. If an employee expects to be 10 minutes or more late for their assigned start time, they must call and report this BEFORE their assigned start time if at all possible. Exchanging work schedules with other employees is not allowed. However, if you need to exchange schedules, notify your supervisor, who may authorize an exchange if possible. Work schedule exchanges will not be approved for the mere convenience of an employee or if the exchange interferes with normal operations or results in excessive overtime. The workweek begins at 12:01 a.m. Sunday and ends at midnight on Saturday.
Safety and Health_______________________________________
Employees Who Are Required to Drive
Employees who are required to drive a Company vehicle or their own vehicles on Company business will be required to show proof of current valid driving licenses and current effective insurance coverage before the first day of employment. Park Avenue Catering Co., Inc participates in a system that regularly checks state Department of Motor Vehicles (DMV) records of all employees who drive as part of their job. Park Avenue Catering Co., Inc retains the right to transfer to an alternative position, suspend, or terminate an employee whose license is revoked, or who fails to maintain personal automobile insurance coverage or who is uninsurable under the Company’s policy. Employees who drive their own vehicles on Company business will be reimbursed at the rate of 38 cents per mile.
Ergonomics
Park Avenue Catering Co., Inc is subject to Cal/OSHA ergonomics standards for minimizing workplace repetitive motion injuries. The Company will make necessary adjustments to reduce exposure to ergonomic hazards through modifications to equipment and processes and employee training. The Company encourages safe and proper work procedures and requires all employees to follow safety instructions and guidelines. Park Avenue Catering Co., Inc believes that reduction of ergonomic risk is instrumental in maintaining an environment of personal safety and well-being, and is essential to our business. We intend to provide appropriate resources to create a risk-free environment. If you have any questions about ergonomics, please contact Human Resources Department.
Health and Safety
All employees are responsible for their own safety, as well as that of others in the workplace. To help us maintain a safe workplace, everyone must be safety-conscious at all times. Report all work-related injuries or illnesses immediately to your supervisor or to the human resources department. In compliance with California law, and to promote the concept of a safe workplace, Park Avenue Catering Co., Inc maintains an Injury and Illness Prevention Program. The Injury and Illness Prevention Program is available for review by employees and/or employee representatives in the general manager’s office. In compliance with Proposition 65, Park Avenue Catering Co., Inc will inform employees of any known exposure to a chemical known to cause cancer or reproductive toxicity.
Inclement Weather/Natural Disasters
In the event of severe weather or a natural disaster that prevents employees from safely traveling to and from work, the following leave policies will apply:
Recreational Activities and Programs
Park Avenue Catering Co., Inc or its insurer will not be liable for payment of workers’ compensation benefits for any injury that arises out of an employee’s voluntary participation in any off-duty recreational, social, or athletic activity that is not part of the employee’s work-related duties.
Security/Workplace Violence
Park Avenue Catering Co., Inc has developed guidelines to help maintain a secure workplace. Be aware of persons loitering for no apparent reason in parking areas, walkways, entrances and exits, and service areas. Report any suspicious persons or activities to security personnel. Secure your desk or office at the end of the day. When called away from your work area for an extended length of time, do not leave valuable and/or personal articles in or around your workstation that may be accessible. The security of facilities as well as the welfare of our employees depends upon the alertness and sensitivity of every individual to potential security risks. You should immediately notify your supervisor when unknown persons are acting in a suspicious manner in or around the facilities, or when keys, security passes, or identification badges are missing. IIPP Reference, Security The Company’s workplace security program is described in detail in the Company’s Illness and Injury Prevention Program (IIPP). IIPP Reference, Workplace Violence The Company’s workplace violence program is described in detail in the Company’s Illness and Injury Prevention Program (IIPP).
Termination_______________________________________
Employee References
All requests for references must be directed to the personnel manager. No other manager, supervisor, or employee is authorized to release references for current or former employees. By policy, Park Avenue Catering Co., Inc discloses only the dates of employment and the title of the last position held of former employees. If you authorize the disclosure in writing, Park Avenue Catering Co., Inc also will inform prospective employers of the amount of salary or wage you last earned.
Involuntary Termination and Progressive Discipline
Violation of Park Avenue Catering Co., Inc policies and rules may warrant disciplinary action. The Company has established a system of progressive discipline that includes verbal warnings, written warnings, and suspension. The system is not formal and Park Avenue Catering Co., Inc may, in its sole discretion, utilize whatever form of discipline is deemed appropriate under the circumstances, up to, and including, termination of employment. The Company’s policy of progressive discipline in no way limits or alters the at-will employment relationship.
Reductions in Force
Under some circumstances, Park Avenue Catering Co., Inc may need to restructure or reduce its workforce. If restructuring our operations or reducing the number of employees becomes necessary, the Company will attempt to provide advance notice, if possible, to help prepare affected individuals. If possible, employees subject to layoff will be informed of the nature of the layoff and the foreseeable duration of the layoff, whether short-term or indefinite. In determining which employees will be subject to layoff, Park Avenue Catering Co., Inc will take into account, among other things, operation and requirements, the skill, productivity, ability, and past performance of those involved, and also, when feasible, the employee’s length of service.
Voluntary Termination
Voluntary termination results when an employee voluntarily resigns his or her employment at Park Avenue Catering Co., Inc, or fails to report to work for three consecutively scheduled workdays without notice to, or approval by, his or her supervisor. All Company-owned property, including vehicles, keys, uniforms, identification badges, and credit cards, must be returned immediately upon termination of employment.
Confirmation of Receipt
I have received my copy of the Company’s employee handbook. I understand and agree that it is my responsibility to read and familiarize myself with the policies and procedures contained in the handbook. I understand that except for employment at-will status, any and all policies or practices can be changed at any time by the Company. Park Avenue Catering Co reserves the right to change my hours, wages, and working conditions at any time. I understand and agree that other than the president of Park Avenue Catering Co, no manager, supervisor, or representative of the Company has authority to enter into any agreement, express or implied, for employment for any specific period of time, or to make any agreement for employment other than at-will; only the president has the authority to make any such agreement and then only in writing, signed by the president. I understand and agree that nothing in the employee handbook creates or is intended to create a promise or representation of continued employment and that employment at Park Avenue Catering Co is employment at-will; employment may be terminated at the will of either the Company or myself. My signature certifies that I understand that the foregoing agreement on at-will status is the sole and entire agreement between Park Avenue Catering Co and myself concerning the duration of my employment and the circumstances under which my employment may be terminated. It supersedes all prior agreements, understandings, and representations concerning my employment with Park Avenue Catering Co. Employee’s Signature______________________________________________ Date ____________________________
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