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,...
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…
