Human Resources at a Restaurant

Deja Food In general, the handbook is good. It contains most of the relevant categories and for the most part offers a reasonable amount of specificity and clarity on critical issues. There are some things that need to be fixed, as noted below. The objective of such a document is first to provide insight to new employees as to what they can expect in terms of rights, benefits, terms of employment and other aspects that pertain to the job.

In addition, the document does an excellent job of explaining what the nature of the restaurants are, and the overall service philosophies that guide the company. The second objective of a document such as this is to provide a reference for employees and managers alike when the issues covered in this handbook inevitably arise.

The signed handbook is evidence that the human resource manager has covered the book and its contents with the employee, providing protection for the company in the event of dispute over certain aspects and terms of employment. The first thing to consider when evaluating the policies and procedures of Deja Food is whether all of the relevant categories have been outlined. The workplace guidelines contain the following categories: employment policies, new hire procedures, wages, benefits, dining discounts, scheduling, dress codes, health and safety guidelines and other.

While this document is reasonably comprehensive, there are some gaps here. These gaps include things like the performance review procedure and advancement pathways, both of which are important human resource policies that directly affect the employees. There are certain other elements that probably should receive attention, and more detail should be given to providing specific examples with respect to how employees are expected to deal with clients.

It is important that the document have substantial specificity, with examples, on critical points so that there are no grey areas that can lead to problems directly with the customers. In the opening statement, it should be elaborated who is responsible for producing the handbook, and who is responsible for its enforcement. In particular, employees should know whom to contact if there are any questions about what is written in the handbook, or if there is need for dispute resolution based on elements of the handbook.

Some clarification is needed with respect to the delineation between full-time and part-time. Is part-time defined by working an average of 30 hours or less per week for a quarter, or working less than 30 hours in a week once per quarter. Noting the start and end times for each quarter would also provide greater clarity. Employees need to know into which category that they fall, as these delineations affect certain aspects of their employment, including eligibility for benefits. This information is noted later, on page 13.

When mentioned earlier, reference should be made to page 13 for clarity. The wording of the drug policy needs to be amended to include legal drugs that have not been prescribed for the person, or for which there is no legitimate medical value. The policy as written implies that it is perfectly acceptable for someone to have an oxycodone addiction and still maintain employment -- this is absurd, and places the rest of the workforce at significant risk.

The company should have means available to, at the very least, assist employees with prescription drug addictions. Ideally, drug and alcohol policies, and remedies, will be written with the same level of specificity as the violence policies are. On page 9, the employee need not state their reason for resignation. That is not relevant, and none of the company's business. On page 11, I am unsure what the point of the introductory employment period is, given that the employees are subject to employment-at-will.

This should be explained better, what the ramifications of this introductory employment period are. On page 21, it should be elaborated what happens to an employee's hours should their shift be cancelled due to inclement weather. Such closures could affect the employee's ability reach the 30-hour threshold needed for benefits, so this detail is important. The company should have a clear policy on this, and communicate that policy in this document. A note should be added to Section 14 about discretion.

It should outline something to the effect that employees are to maintain full and complete discretion with respect to guests. This especially includes celebrities, athletes, politicians and others in the public eye. Such individuals are entitled to their privacy and that is the atmosphere that the Restaurant wishes to provide. Maintaining that privacy means no gossip or social media posts regarding such individuals either when they are at the establishment, or afterwards either.

Pursuant to this, the document is not complete without a comprehensive social media policy, outlining what sorts of posts are appropriate with respect to the Restaurant. Guidelines should be set, and explicit, along with remedies for violations of those guidelines. In 2015, a comprehensive social media is a must. A special section should be added for those who.