The NUTS & BOLTS

A full time employee is one who regularly works at least thirty (30) hours per week.  A part-time employee is one who is regularly scheduled to work less than thirty (30) hours per week. 

The first 60 days of your employment is an introductory training and evaluation period.  We will give you feedback throughout this time, and we encourage you to offer your own feedback. It takes time to know if an employee can handle the workload. 

To ensure every guest can experience the same level of service, we require you to have satisfactory knowledge and skill before you can be finished with your training. The completion of your training is at the managers discretion. 

After two weeks a partial tip pool will be applied for employees who need longer to master the components of our service. We are willing to work with you as long as you show a burning desire to learn and improve. If you do not meet the standards we are striving to achieve during the 100 day introductory period, we will remove you from the schedule and discuss with you if we are the best fit for your skill set.

If there is a “parting of the ways” and the decision to leave is yours, we ask that you take the time to explain your reasons for leaving and offer any suggestions you might have for improving our restaurants.  When the decision is ours, we accept some measure of responsibility as well, and we would still like to talk to you about your experiences or other issues you may wish to discuss.

At our restaurants, all employees participate in a tip pool that is based on the tips received during a two week pay period. Then distributed based on the number of hours each employee works during that pay period. Management is responsible for keeping track of the tip pool and reporting this information to our payroll company.  The tips for all the shifts you work from the tip pool are included in your paycheck. 

As a fully tip pooled restaurant until we feel you have reached the appropriate level of hospitality, service, and require no more extra training from your fellow servers, you will receive a 70% share of the tip pool. The remaining 30% will be added back to the tip pool. There is no time limit set. You will receive 100% of the tip pool as soon as you are fully capable of offering the high level of hospitality and service, we as a restaurant expect and you have passed any and all tests and requirements for your position. If at any time you have any questions, please speak with your General Manager or the owner. 

We want you to continue to learn even after your introductory training period.  To that end, we will review you formally and informally with both positive and constructive feedback on your performance. 

Management strives to deal fairly with all employees and employee grievances.  When you as an employee have a grievance, please try to resolve it by addressing the issue with the people involved. If you feel it would be uncomfortable or inappropriate to discuss the problem directly with the other individual(s) involved, you should speak to a manager or the owner. We are 100% committed to an open door policy to deal with any and all issues that arise in the restaurants. 

To keep a professional environment and to avoid favoritism or abuse of authority, we strictly prohibit management from dating their subordinate team members. This includes inter-department dating (FOH/BOH). 

 Any harassment of employees or applicants based on any of the protected characteristics listed above is prohibited. This policy against harassment also applies to harassment committed by a third party whom employees of Eat, Drink encounter while on the job, such as customers or vendors.  Accordingly, we prohibit any officer or employee of the company from making unwelcome and unsolicited sexual advances or engaging in other verbal or physical conduct of a sexual or gender biased nature, when an individual’s submission to that conduct is made explicitly or implicitly a term or condition of that individual’s employment, or when that conduct creates an intimidating, hostile or offensive working environment.  Termination is the option if harassment is deemed to have occurred. 

If you are the victim of any type of discriminatory conduct, including sexual or other forms of harassment, or you are aware that another employee of the company has been the subject of discrimination, promptly advise a manager or owner. The company strictly prohibits any kind of retaliatory act against an individual who has complained about discrimination or assisted in the investigation of a discrimination complaint. 

We know you will perform your duties effectively and efficiently; that you will follow company rules and the manager’s directives, and display loyalty and integrity. We expect you to avoid conduct that is illegal, improper, or otherwise brings discredit on the Company or interferes with our ability to operate efficiently.  Situations warranting immediate termination include, but are not limited to, dishonesty, illegal conduct, insubordination, falsification of time or other company records, and threatening or causing harm to a guest or employee. 

We understand that you have responsibilities outside of work. However, when you are clocked in, we expect you to be present for your colleagues and your guests. If you need to step away, talk to your Manager before doing so. Since we work as a team the expectation is your coworkers and guests have your full attention while you are there. If you need to step off, ask a coworker to keep an eye on your guests or project. We treat you with respect and in turn expect you to treat our request to keep your cell phones out of sight with respect.  

You will know your guests best. If you feel that we should buy food or beverages for a guest, address the manager on duty to recommend what should be done. Whether you think the table needs some TLC, is celebrating, or it is their first time with us, take initiative in making their experience exceptional. Always see a manager promptly when a situation arises that warrants their attention and may call for something to be comped.  Please be clear and concise in your explanation so that the situation can be remedied as quickly and smoothly as possible. 

While the Front of the House uniform varies for each location and season there are a few constants: No keys should be on your belt and your phone should not be visible on your person (this includes in your back pocket), you should wear restaurant appropriate shoes (black, closed-toe, non-slip), and the apron for your position. Your Manager will review the proper uniform for each position during your training. At our restaurants, we have casual uniforms, however, we still expect our employees to always act professionally in and out of uniform. If you have any doubts regarding a particular item, ask your Manager.

For our Kitchen coworkers your Chef will cover the appropriate uniform for back of the house.

As a general rule, ask yourself:  Would I wear this to a job interview? Is my uniform clean, without stains, ironed properly and completely? Am I showered, shaven and groomed appropriately?  Have I taken pride in my appearance? If you look good, you feel good.

We expect all Front of the House and Back of the House employees to be impeccably dressed and groomed at all times. We all know that first impressions are important. Exercise good professional judgment in your personal appearance. If you wouldn’t wear it to visit Grandma, don’t wear it to work. We want your personality to shine. Individual style is encouraged and celebrated so long as it follows a few guidelines:

•   Hair must be clean, groomed, and pulled off the shoulders. Kitchen staff is r required to wear hats.

•   Nails must be clean and functional.

•   Facial hair should be clean and trimmed.

•   No perfume or cologne should ever be worn.

Washing hands literally saves lives. Customer illness from instances of food poisoning can destroy a restaurant company.  During your server or kitchen training, we will discuss our sanitation standards and practices. Follow them. These are some basics:

• Be a hero-wash your hands
• Eat breath mints (not gum).
• Make sure service trays are wiped.
• Replace soiled service and bar towels.
• Sanitize door handles and pens regularly

In regards to mask wearing, we follow CDC guidelines and State mandates. We  make choices based on what is happening in our communities.  We also retain the right to implement mask mandates whenever we deem necessary. Hopefully this can and will help prevent widespread shutdowns and other more restrictive measures in difficult times.

Cheers to you! ...when you are off. While we may taste wine for education purposes, drinking alcohol or using drugs before or during your shift will result in immediate dismissal. There will be no use, possession, distribution, or sale of illegal drugs on the premises of our restaurants. Violation of this policy will result in severe disciplinary action, up to and including discharge at the sole discretion of the owner and management. 

A certain decorum if you please.  When you come into the restaurant as a guest, you are expected to be both a model customer and conscientious employee. This means considering the interests of other guests. We should feel at home in our restaurant, but please refrain from any disorderly behavior. You should not expect or demand preferential seating or service. You must not display drunken or disorderly behavior. 

It’s bad for you. Please stop. But if you must, then ask a manger’s permission before leaving the building to take a smoke break.  All smoke breaks must be taken totally out of sight of any guests and when appropriate out of uniform.  After a smoke break, the employee must wash their hands and eat some type of mint or otherwise ensure that the smoke smell will not affect our guests. Again, it is poisonous and we know you can kick it! 

You should only clock in when you are at your station, dressed and ready to go!  Please do not clock in when you walk in the door prior to changing, eating, etc.  Likewise, you should clock out when your “official” assigned duties are completed. 

Have respect for your colleagues and your job. Show up on time for your shift. Being late puts unnecessary stress on all your co-workers and is a bad way to start your workday.  Habitual tardiness will result in disciplinary action. 

Employees who fall into the administrative, executive, professional and outside salesperson exemptions to The Fair Labor Standards Act (FLSA) do not qualify for overtime pay.  An exempt employee’s salary compensates them for all the hours they work. Employees who are not exempt from FLSA are compensated for authorized overtime work at a rate of one and a half times that employee’s base hourly rate for all hours worked in excess of the maximum hours allowed for regular pay by the State or other governing authority. For computing overtime hours, leave hours are not counted as hours “actually worked”. 

There are three criteria that will determine the schedule and may result in changes from week to week:

Operational needs of the restaurant

Performance

Personal schedule requests

When you have a schedule request you must let the manager know in writing two weeks prior to the posting of the schedule.  Any shift exchange and all schedule changes must be approved by a manager. We will try to accommodate all special scheduling needs, but the needs of the restaurant take priority.

The pay period runs from the 1st day of each month through the 15th day of each month and from the 16th day of the month through the last day of the month.  Pay checks are distributed on the 5th and the 20th day of the month unless these days fall on a weekend or holiday then checks will be available on the first available previous business day. We pay you two times a month for a total of 24 checks in a year. All timekeeping is done on the POS.  If you forgot to clock in or clock out, please speak to a manager and they will make the necessary adjustments.  If there is a discrepancy with your paycheck, please speak to the owner or your General Manager immediately.