ST. Mary's Supper Club
Cover

ST. Mary’s Supper Club

& Catering

 

Employee Handbook

 

2007

 
Table of Contents

Table of Contents

1.    Introduction

2.    New employees

3.    Dress and Appearance

4.    Scheduling and Punctuality

1.       Rules for Scheduling

2.       Schedules

3.       Rules for Punctuality and Attendance

4.       Clocking In an Clocking Out

5.       Missed Punches

6.       Late Punches

7.       Schedule Changes

5.    Misc Rules

1.       Breaks & Smoking

2.       Eating and Drinking

3.       Solicitation

4.       Telephone Calls

5.       Visitors

6.       Discounts

6.    Positions and Duties

1.     Server

2.     Host/Hostess

3.     KP

4.     SR KP

7.    Pay and Taxes

1.       Pay

2.       Taxes

3.       Scale

8.    Time in Service (TIS) and Bonus Calculations

1.      TIS

2.      Bonuses

9.    Releases or Reduction

1.      Release

2.      Reduction

 

 
 

10.  Voluntary Employment Termination

11.  Point System

.................................................

 
Introduction

1. Introduction

 

 

Welcome to the ST. Mary’s Supper Club & Catering. This handbook is designed to help new and established employees know and understand the benefits and rules of employment. It is important and required that every employee read and understand the information in this handbook. All employees will be required to sign paperwork stating they have received a copy of this handbook and understand its contents.

 

The St. Mary’s Supper Club is owned and operated by Chuck and Bernie Stevenson. It is our goal to provide superior food and service to customers in a casual quiet atmosphere. We want this to become a customer’s favorite place to come, because they receive personalized service, as well as, food and drinks prepared especially for them the way they like it. Employees that serve customers are not only expected to be on time and do their job, but are also expected to learn customers by name and how they like their meals and drinks. It is our desire to find every way possible to satisfy our customer’s needs without using the phrase “Sorry we cannot do that” as much as possible. It is the extra mile that will keep customers returning.

 

It is also important that employees all work as a team. It requires fewer people to do the amount of work required when everyone works together. And since the success of this business requires operating with as few employees as possible, teamwork is not only a desire, but also a requirement. It is also beneficial to employees to work together because the fewer the employees the more hours available to each. This; however, does not mean the business can or will operate with less employees than required to maintain its high level of service to customers. 

 

Regardless of the position you hold, you are an important part of the operation of this business. The better this business does the more hours and opportunities available to everyone.

 
New Employees

2. New Employees

 

Although personnel are hired through application and interview, it is impossible to know how an individual will perform and fit into a system until they have actually worked. For this reason, all new employees work a probation period to determine if they are suited for the position for which they are hired and are able to work with the current employees.

 

Kitchen Help positions have a maximum 90 day probationary period; Host/Hostess and Server positions have a maximum 30 day probationary period.

 

Employees found not to be what they appeared during their application or interview, or are determined unable to fit into current system may be released without reason or notice.

 

No TIS time is accrued during probation period.

 

New employees may purchase uniforms and have the money taken out of their first paycheck. Otherwise uniforms purchased may be paid for over two pay periods. Uniforms purchased become the property of the employee.

 

In the event an employee is released during the first 30 days of their probationary period, uniforms that are not stained, faded, torn or shrunk will be purchased back by the business for not more than 75% of purchase price if so desired by released employee.
 
Dress Code

3. Dress and Appearance

 

It is an employee’s responsibility to come to work in appropriate dress and appearance. While an employee of the business you represent the business.

 

All employees are required to wear an approved shirt with the business name on it when working (except when working on days the business is closed). The shirt must be clean and serviceable without holes or stains. It is the responsibility of the employee to have an appropriate amount of shirts to meet this requirement. Employees coming to work out of uniform will be supplied with a shirt and the cost of that shirt will be taken in full out of their next paycheck.

 

Employees showing up for work inappropriately dressed will be sent home and considered tardy for work if unable to return prior to scheduled work time.

 

The following is considered inappropriate dress:

   Open toes shoes.

   Shoes with heels more than ½ inch.

   Sleeveless shirts

   Pants that drag on the floor.(The entire sole of shoe should be visible when worn)

   Pants that do not fit properly or are cut or styled to appear they fit improperly.

   Any clothing that allows underwear to show.

   Any clothing having offensive words or pictures.

   Dirty, soiled or torn clothing.

 

The following is considered to be inappropriate appearance:

   Performing poor hygiene, needing a shower or comb.

   Any employee working in or entering the dining areas, or any area where being seen by customers, must remove all piercing and cover any offensive tattoos prior to entering those areas when customers are present. These areas also include restrooms, break areas and parking lots.

         Wearing makeup in an unnatural manner.
 
Positions

4. Scheduling and Punctuality

 

4.1 Rules for Scheduling

The nature of our business requires personnel be punctual and able to work all of the days they are scheduled to work. In an effort to maximize hours for employees the business will maintain the minimum amount of employees necessary to provide the service required; however, when the employees on staff are not able to fulfill the businesses needs, additions or replacements to the staff will be made as needed.

 

Employees that can only work limited hours, or require excessive amounts of time off, will require the business to hire more employees or replace that employee to insure all hours on the schedule are filled.

 

Seniority will be considered some when scheduling; however, no employee will receive an unfair amount of hours unless they put restrictions on their scheduling. Those employees that are able to work all available hours will not be penalized for lack of seniority, but will receive priority in scheduling. Employees with restrictions on times they can work, or requiring frequent days off will not receive any special consideration for scheduling regardless of seniority.

 

Because there are considerable differences in weekday and weekend sales, servers that work the most weekday hours will be considered first for available weekend hours. The exception to this rule is the hostess position, because there are no hostess weekday hours.

 

4.2 Schedules

Schedules will be made out by the management a minimum of two weeks in advance and made available to employees for review. Management will schedule employees as needed based on predicted business and expects employees to work the days they are scheduled. Employees must make management aware of any scheduling conflicts as soon as they are known and a minimum of 7 days in advance to receive proper consideration for change. Schedules will be posted in the employees work areas and on line. Schedule changes within the 7-day window can still be made but must follow guidelines as listed in Para 4.7 of this handbook.

 

4.3 Rules for Punctuality and Attendance

Anyone reporting for work or punching in after scheduled time, is considered tardy regardless of the reason. Absences with notice will be handled on a one for one basis to determine whether any action is needed. Absences without notice will warrant immediate release unless notification was impossible. All pay periods with absences, even when notice is given, will not accrue TIS or Bonus time regardless of reason.

 

Employees are given ample notice of their schedule. It is the responsibility of the employee to notify management of a scheduling conflict. Management will be responsible for scheduling changes 7 or more days in advance. Scheduling changes made within 7 days are the responsibility of the employee. Employees not working a scheduled day will be given points unless they find an approved replacement to work in their absence. Management must be made aware of all changes as soon as possible.

 

There will be some days all employees are needed. On these days any approved absence will be considered an excused unexcused. Bonus and TIS time will not accrue and time will be lost as stated in TIS and Bonus Section Points will also be given for listed days not worked.

 

4.4 Clocking In and Clocking Out

It is the responsibility of employees to remember their own badge number and to punch in and out appropriately. The management will not be responsible for any time lost for failing to punch in or out. Employees will not for any reason punch in or out another employee.

 

4.5 Missed Punches

Missed punches must be reported to the management as soon as possible. A missed punch will be estimated by the management and will be not earlier than 15 minutes after scheduled start time when punch in is missed, and not later than the last time minus 15 minutes the management feels you ended your shift. Missed punches and times assigned by the management are not debatable. Being prompt and remembering to punch in and out is the only way to insure you maximize your TIS and Bonus time and that you will be paid for all the time you work.

 

4.6 Late Punches

Scheduled time is reporting time. Late punches are any punches after scheduled start times. The time clock is set to round to 15 minutes after 6 minutes, so punching in more than 5 minutes late will have start time rounded to 15 minutes late. This allows employees to be up to 5 minutes late without penalty.

 

4.7 Schedule Changes

Employees scheduled for a date and time are responsible for working that period until officially changed or removed from the schedule by the manager of that employee’s section. Schedule changes will only be made if and when another employee is available to work.

 

Managers will make schedule changes when possible without penalty when notified of need for change 7 days prior to date needed to be changed. This change will only be official when, the employee requesting the change is notified by management a replacement is available and scheduled. In the event a suitable replacement is not available to work, the scheduled employee will be responsible for that scheduled period and will be penalized if they do not work.

 

Schedule changes needed within seven days of desired change must be coordinated by the employee. The following procedure must be followed for this change to be official and to release the initially scheduled employee from responsibility and penalty:

 

1.     The employee must first call the section manager and notify him/her that a change is requested. Once the manager agrees a change can be made, the employee can proceed to step 2.

2.     The employee then must coordinate with another employee currently on payroll or approved by the manager to work that exact same schedule. Once an employee is found and agrees to work, proceed to step 3.

3.     The employee that has agreed to work then must call the manager and inform him/her that they agree to work the same scheduled shift.  This call must be made by the employee working the shift. Calls from anyone other than the person actually working the shift will not be accepted.

4.     Once a call from the replacement employee is received by the manager, he/she will notify the employee requesting the change that they have been officially replaced and released from responsibility and penalty.

 

Schedule changes made other than by the above listed procedures will not be recognized and the original employee scheduled will be responsible for any shift missed and penalized accordingly.

 

 
Misc Rules

5. Misc Rules

5.1 Breaks and Smoking

All employees are entitled to periodic breaks. The nature of the business does not always allow breaks to be taken on a regular schedule. Breaks should be taken during periods of lull and total break time for a shift should not exceed an amount of time greater than the equivalent of 5 minutes per hour worked.

 

Breaks longer than the equivalent of 5 minutes per hour worked are allowed only when all duties are completed and management has determined there is nothing more to do. It is the employee’s responsibility to ask what can be done prior to taking an extended break. Employees found taking unauthorized extended breaks or extended breaks when there is work that needs to be done will not accrue TIS and Bonus time for that pay period.

 

Employees are not allowed to leave the work premises during break unless management is first made aware and the employee clocks out before leaving.

 

Smoking by employees is allowed only in designated break areas. Employees will not smoke in any area customers use whether a smoking area or not. Smoking must be done during an employee’s normal break. No additional break time is allowed for smokers.

Smokers are expected to police their own butts and empty all butt cans daily. Any areas not properly policed will lose smoking privileges.

 

All employees will wash their hands first when returning from all breaks.

 

5.2 Eating and Drinking

Employees may purchase food from the kitchen to be consumed on premises at a predetermined cost rate. Employees should only order food when there is ample time to consume it before opening, during a break or during a period of lull. Eating is not allowed in any areas food is being prepared or served. The exception to this rule is food may be consumed in dining areas before customers arrive at the beginning of the night and after closing. Servers will not eat while attending to customer and must wash hands after eating and before working with any food that will be served. All drinks in kitchen are must be covered and disposed of when finished.

 

All food ordered by employees must be put on a ticket prior to ordering it, and the ticket provided to cashier for payment. Payment for food in rare instances may be taken out of the employee’s next pay check; however, this amount will never exceed the amount of $20 and will be deducted in its entirety the first pay period after it being charged and will include a 20% surcharge.

 

No employee shall consume any alcoholic beverage while on the clock. Complimentary drinks or drinks purchased may only be consumed after clocking out at the end of the night. Employees under 21 may not consume alcohol for any reason or at any time

 

 

 

 

5.3 Solicitation

Employees are not permitted to solicit or distribute any item or literature of any kind without prior approval of the management. Management reserves the right to change approval at any time.

5.4 Telephone Calls

Employees shall be courteous whenever answering the telephone. All calls of importance should be directed to the management.

 

Employees will not make or receive excessive phone calls during business hours. It is the employee’s responsibility to inform family members and other potential callers that all calls, incoming or outgoing, should be restricted to emergencies only. All incoming and outgoing calls are limited to 30 seconds unless an emergency situation dictates it be longer. An emergency situation is defined as one affecting life or death.

 

5.5 Visitors

Visitation should be kept at a minimum during work hours. All visitors are restricted to the dining areas and should in no way interfere with the performance of an employee’s work.

 

It is against the law for anyone under the age of 21 to be in any dining area of a restaurant that serves alcohol for any purpose other than to eat. Minors may not remain any longer than it takes for them to consume their food unless accompanied by a parent.

 

Off duty employees are considered visitors. They are allowed in break areas as long as their presents does not deter from the working employees duties.

 

Additional breaks are not authorized for employees with visitors. Visitors found to interfere with an on duty employees performance in any way will be asked to leave and not allowed to return in the future.

 

5.6 Discounts

Employees are entitled to purchase food and drink consumed while on duty and on premises at cost. This discount is intended for employees while working, but not for anyone that is not an employee on duty. Only left over food and carryout alcohol can be purchased at cost when not consumed on premises. All other food may be purchased a 20% discount.

 

Off duty employees and family members of employees may eat at the restaurant and will receive a 20% discount. Family members will only receive this discount if employee is present or on duty.

 

 
Position And Duty

6. Positions and Duties

 

Currently there are positions at the St. Mary’s Supper Club that are not filled by Owners, but filled by qualified employees. The following pages will describe each position and that position’s qualification requirements.

 

All position requirements are subject to change and positions may be added or dropped as the business requirements change.

 

Employees are not expected to learn everything they need to know immediately upon being hired; however, are expected to learn and progress at an acceptable rate for their position.

 

6.1 Server

3 positions

 

Servers are the liaisons between the business owners and the customers. They are the one person who will see the customer every time they frequent our business. All servers must be personable and polite, as well as, be able to obtain a good report with customers. Servers will be responsible for some food preparation, linen folding, table cleaning, dinning area cleaning, and police of their areas and equipment. Servers will contribute a minimum of 2% of sales when a hostess or busier is employed. Servers will be required to purchase shirts and uniforms as required.

 

Server positions vary only in requirements for the position and hours worked; otherwise, all server position will be expected to perform the same duties at the same standard. Specific duties for this position can be found in appendix A.

 

   Server Position 1 & 2

1.     Must be 21 years of age and posses a current alcohol employee permit.

2.     Must be able to work a minimum of 20-25 hrs per week and available all days of the week the restaurant is open.

3.     Must be available to work non-business hour events, whether on premises or catered off premises.

4.     This position is a full time position and may be scheduled every night the restaurant is open.

 

   Server Position 3

1.     Must be minimum of 19 years of age and posses a current alcohol employee permit.

2.     Must be available to work weekdays, weekends and holidays, and other days as needed.

3.     Must be available to work non-business hour events, whether on premises or catered off premises.

4.     This position will be used anytime 3 servers are needed and to fill in when other servers are unable to work. Although this position will work mostly on weekends, it is not a weekend only position. This position must be able to fill in on all days the restaurant is open.

 

6.2 Host/Hostess

1 position

 

Host/hostesses work primarily on weekends and holidays, but may be scheduled to work on any day thought to be busy. The host/hostess has two primary purposes. First to assist the bartender prepare and operate the bar; and second to assist the servers by seating and clearing tables. The host/hostess may also assist waitresses in other duties as time allows and when it does not interfere with primary duties. May also be used on occasion as a server. Specific duties for this position can be found in appendix A.

 

   Host/Hostess position

1.     Must be 21 years old and posses a current alcohol employee's permit.

2.     Must be able to work a minimum of weekends and holidays, and when available to work other days as needed.

3.     May be asked to work as a server when needed.

 

6.3 KP

2 Positions

 

KP positions all share and are required to perform the same duties. The only differences between the three KP positions are each position’s requirements.

 

KPs are primarily responsible for washing dishes and cleaning the kitchen; however, KPs will also be responsible for emptying bus tubs, some food preparation, stocking, trash removal, breaking down boxes, daily maintenance of refrigeration, and other duties as needed. A list of all KP duties is in appendix A.

 

Ø     KP Primary

1.     Must be a minimum of 18 years old.

2.     Must be able to work 14-18 hours per week and available all days the restaurant is open, including prescheduled events and holidays.

3.     This position is the alternate for the SR KP, so must be willing to work all dates SR KP is off and learn SR KP duties.

 

Ø     KP Secondary

1.     Must be a minimum of 16 years old.

2.     Must be able to obtain a work permit when needed.

3.     Must have letter from parent or guardian allowing them to work scheduled hours when under 17.

4.     Must be able to work 14-18 hours per week when needed and available all days the restaurant is open, including prescheduled events and holidays.

 

 

 

 

 

 

6.4 SR KP

1 Position

 

The primary duty of the SR KP is to assist the Chef in preparation of meals and cleanup. They will also be responsible for cleaning all equipment that minors cannot operate or clean. When not fully employed in these duties the SR KP will assist the other KPs.

 

Ø     SR KP Position

1.     Must be a minimum of 18 years old.

2.     Must be able to work 15-20 hours per week and available all days the restaurant is open, including prescheduled events and holidays.


 
Pay & Taxes

7. Pay and Taxes

7.1 Pay

The current pay period runs from Monday to Sunday. Payday is on the Wednesday following the end of the pay period. Paychecks can be picked up after 3:00PM on payday.

 

No paychecks will be cut for less than $1.00. When pay due is less than $1.00, cash will be paid out of cash drawer or amount will accrue to next paycheck.

 

All employees will start at minimum wage for their position and age. Pay raises will come at intervals based on time in service and performance. Time will accrue for hours worked; however, no time will accrue during pay periods that employees are late or fail to perform duties to standard. The pay scale is based on employees performing their minimum required duties. Early raises in pay can be awarded when it is determined employees are performing above their minimum required duties. Employees can also lose TIS hours and have pay rate reduced for performance shortcomings and tardiness (explained in reasons for reduction or release).

 

Pay scales are subject to change based on changes in minimum pay rates or other changes in laws or company policies.

 

7.2 Taxes

All employees on the payroll will have taxes withheld from their paycheck IAW state and federal regulations. The following taxes at listed rates will be withheld from all employees:

 

Ø     Federal withholding-based on filing status and any extra withheld

Ø     Social Security Tax-         6.20%

Ø     Medicare Tax-                  1.45%

Ø     Indiana State withholding-based on filing status and any extra withheld  

Ø     County Tax-Vigo residents 1.25%/Non Residents .75%

 

Servers and other positions receiving tips will also have taxes withheld from their tips. Since it is impossible to know how many tips an individual makes, it is the responsibility of the individual to accurately report their tips each night on the tip report sheet. The company will not be responsible for any late fees or penalties from failing to report tips or income. Taxes will be withheld only on the amount of tips reported, or an amount equal to 10% of individual sales, whichever is greater.

 

All bonuses paid will be paid in a paycheck and will be paid on the first paycheck received after bonus is due. Bonuses will have taxes withheld at the same above listed rates.


7.3 Scale

Position                 Rate                TIS________________

KP Yth      $4.25               90 days Max

KP 1          $5.15               Beginning Rate

KP 2          $5.25               10 TIS hrs

KP 3          $5.35               25 TIS hours

KP 4          $5.50               50 TIS hours

KP 5          $5.75               75 TIS hours

KP 6          $6.00               100 TIS hours

 

Note: Primary KP will receive and additional $25 per hour after probationary period is completed.

 

SR KP 1    $5.25               Beginning Rate

SR KP 2    $5.35               5 TIS hrs

SR KP 3    $5.50               15 TIS hours

SR KP 4    $5.75               25 TIS hours

SR KP 5    $6.00               40 TIS hours

SR KP 6    $6.25               50 TIS hours

SR KP 7    $6.50               75 TIS hours

SR KP 8    $6.75               100 TIS hours

 

Server 1    $2.13               Beginning Rate

Server 2    $2.25               10 TIS hrs

Server 3    $2.50               20 TIS hours

Server 4    $2.60               35 TIS hours

Server 5    $2.75               50 TIS hours

Server 6    $2.90               75 TIS hours

Server 7    $3.05               100 TIS hours

Server 8    $3.25               125 TIS hours

 

Host/Hostess 1      $5.13/5.00($10.13/hr) Beginning Rate

Host/Hostess 2      $5.25/5.25 plus 1%     90 days

Host/Hostess 3      $5.50/5.50 plus 1%     5 TIS hours     

Host/Hostess 4      $5.75/5.75 plus 1%     10 TIS hours

Host/Hostess 5      $6.00/6.00 plus 1%     15 TIS hours

 
TIS & Bonus

 

8. Time in Service (TIS) and Bonus Calculations

8.1 TIS

Time in service is calculated from the time probation period ends. Probation period for employees is 30-90 days depending on position. TIS time is accumulated at a 1 minute per hour worked. No time is accumulated during pay periods where there are performance shortcomings or tardiness.

 

TIS time is used only to determine seniority and eligibility for raises in pay and does not earn any bonus payment what so ever.

 

TIS time accrues only during consecutive periods of service. TIS time starts over after any break in service. A break in service is defined as any period an employee has been dropped from payroll. An approved period of absence an employee is continued to be carried, as an employee, is not considered a break in service.

 

TIS hours are lost whenever bonus hours are lost at a one for one ratio.

 

8.2 Bonuses

An annual bonus will be paid to employees who earn bonus time. All employees earn bonus time at a rate of 1 minute per hour. No bonus time is earned during pay periods where there are performance shortcomings or tardiness. Bonuses are not just paid for showing up, but are rewards for employees who are at work on time and perform all required duties each and every day.

 

Although bonus time is earned only when TIS time is accrued, bonus time is not always forfeited when TIS time is lost.

 

Bonus time is accrued between January 1 and December 31 of the year to be paid in the pay period that includes December 31. A maximum of 20 bonus hours can be earned in a single year. Bonus hours begin at zero for all employees on January 1. Bonus hours cannot be carried over to another year.

 

Only employees employed on December 31 will receive bonuses. Employees receiving bonuses will be paid their bonus hours at the pay rate held on October 1 or their current pay rate whichever is lower. Servers will be paid at a rate of between $6.50 and $7.50. Maximum bonus paid will not exceed $150. Employees who are released or voluntarily terminate their employment are not eligible to receive annual bonuses.

 

Employees are expected to work scheduled holidays, weekends and pre-scheduled dates when the restaurant will be very busy. In addition to not accruing bonus time, failure to work any of these days may result in a loss of earned bonus time. These times include but are not limited to:

 

Ø     Valentines Day                                          3 hrs lost/5 hrs when on Friday or Saturday

Ø     Mothers Day                                              3 hrs lost

Ø     New Years Eve                                         greater of 50% of annual bonus or 5 hrs

Ø     All weekends after Thanksgiving              3 hrs lost each occurrence

Ø     All other days                                            2 hrs lost each occurrence

 

Lost time can be waved, but only when ample help is available.

 

In addition to the above reasons, bonus time will not accrue or may be lost for but not limited to the following reasons:

 

Bonus time will not accrue for a pay period when:

Ø     More than 10 minutes or 2 occurrences of being late during that pay period.

Ø     Failing to work a scheduled day regardless of reason unless arrangements are made by the employee for a substitute and approved prior to start of business.

Ø     Any unexcused absence.

Ø     Failing to perform all duties required by job position.

Ø     Showing up to work in inappropriate dressed or appearance.

 

Bonus time will be lost when:

Ø     Accumulating over 30 minutes of tardy time during a single pay period. Time will be lost at 5 TIS minutes each time tardy plus 1 TIS minute per minute over 30 accumulated minutes tardy.

Ø     Unexcused absence: Failing to work a scheduled day without valid approved reason and no arrangements are made or substitute found. 1 hour will be lost per occurrence. A scheduled day is any day an employee is notified a minimum of 7 days in advance their presence is necessary for the adequate operation of the business.

 

 
Release & Reduction

9. Release or Reduction

9.1 Release

Employees will be immediately released without notice for one or more of the following reasons:

   Stealing from business regardless of amount.

   Failing to show up for work without calling.

   Being more than 1 hour late without calling.

   Punching in or out another employee before or after they are at work.

   Being disrespectful to a customer for any reason.

   Showing up for work intoxicated or under the influence of any substance that impairs the ability of an employee to perform their duties safe and adequate.

   Any act that endangers an employee or customer by putting them at risk of injury or illness.

   Bringing any illegal substance or weapon on premises while on or off the clock. Premises include any part of the business property and any area used for parking by the business whether owned by the business or not.

 

Employees may be released without notice for one or more of the following reasons:

   Accumulating more than the allotted amount of points.

   Punching in or out another employee.

   Excessive customer complaints.

   Unable to work the days and hours required for the position hired.

   Excessive short notice absences (under 24 hours notice is considered short notice).

   Mistakes costly to business. These mistakes include but are not limited to excessive ticket errors causing incorrect orders or missed charges, excessive service errors causing refund or discounts to customers, any actions leading to the excessive loss of food, supplies or equipment.

   For any reason previously counseled about and informed continuing actions of that nature will lead to release for cause.

   Losing ability to perform requirement of position because of injury or illness.

   Losing alcohol server permit. (Only when required to perform duties of position.)

   If found to have given false information on application or other official paperwork.

           

9.2 Reduction

Employee’s pay rate may be reduced in lieu of being released for one or more of the following reasons:

   Excessively counseled for poor performance or disregard to policy.

   After not correcting any action or issue being made aware of in writing more than two times.

   Accumulating more than the allotted amount of points.

           

Employees released for negative reasons are not eligible for any part of bonus accrued or severance pay of any kind. Employees released because of employment reduction or non-negative reasons are eligible for severance the same as employees voluntarily terminating employment.

 
Voluntary Termination

10. Voluntary Employment Termination

 

Employees may terminate their employment at any time; however, because sudden termination can leave the business short handed and cause a hardship, those employees that give notice of a minimum two full pay periods will have severance pay included in their final paycheck.  Severance pay will be equal to 50% of bonus accrued for two weeks notice, 75% for three weeks notice and 100% for four or more weeks notice. Notice must be in writing and will determine severance pay eligibility by the date it is received. Notice must include the date of desired termination, reason for termination, and an address to mail final check and W2 if different than current address on file.

 

Employees not giving a termination notice in writing a minimum of two weeks in advance will not be eligible for severance pay.

 

Employees not giving termination notice will have their final paycheck held at business until termination paperwork is filled out.

 

 
Point System

11.Point System

St. Mary’s Supper Club will use a point system to allow employees and management to know when an employee is excessively tardy or absent. Employees will be allowed to accumulate up to 12 points in a 12-month period, but not more than 4 points in any one quarter (90 days). Employees receiving points will receive them in addition to not accumulating TIS and Bonus time, not in place of. Any pay period an employee receives points they will not accumulate TIS or Bonus time. The following are reasons for receiving points and the number of points received for each reason:

 

Ø     Tardy in pay period (Over 10 Minutes)                            1pt

Ø     Additional occurrence of tardy in pay

 period (1 Minute)                                                                   1pt

Ø     Not working a scheduled shift where a

Replacement is unavailable with 7 days notice                       1pt

Ø     Not working a scheduled shift where a

Replacement is unavailable 48 hours notice                           2pts

Ø     Tardy over 1 hour                                                             2pts

Ø     Not working a scheduled shift where a

Replacement is unavailable less than 48 hours notice

(Sick Day)                                                                               3pts

Ø     Not working any of the following days when needed:

o      Valentines Day

o      Mothers Day

o      New Years Eve                                               3pts

Ø     Failing to show up for a scheduled shift

without notice (within 30 minutes of shift start)                      4pts

 

Points can be waived when ample justification or proof of legitimate unavoidable incident or illness is provided, i.e.… accident reports, doctors slips etc…. Points will not be waived for incidents or situations caused by improper or poor planning on the part of the employee. For example, being stopped for speeding because you were running behind.

 

Any employee accumulating more than the allotted amount of points will be subject to immediate release or reduction.