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Get a new car and you get an owner’s manual. Get drafted into the NBA or NFL and they’ll give you a playbook. Get hired as a bartender or food server and you’ll likely get a handshake, three training shifts and photocopies of house policies. Is that all you give to your employees? Employing someone is fraught with legal ramifications. Make a mistake and you could find yourself on the wrong end of a civil lawsuit or in front of the National Labor Relations Board, where nine out of ten employees leave victorious. Suits for wrongful discharge, sexual harassment and racial discrimination are among the most prevalent employment-related litigation with judgments averaging in the six-figure range. The first line of legal defense is a comprehensive, well-structured employee handbook, one that clearly defines the employees’ job descriptions, areas of responsibilities and the operation’s policies and procedures. Without it, legally holding employees accountable for their actions is practically impossible. Drafting an employee handbook is similar to creating an employment contract, which is how the courts typically view the document. Employees are usually asked to sign a statement that they have received the handbook, read it thoroughly and agree to abide by all of its provisions. There are excellent reference material and seminars available to help you draft an employee handbook from, among others, the National Restaurant Association and the American Hotel and Motel Association. While an employee handbook should not be filled with legalese, it does need to deal with each item in a thorough and comprehensive manner. For example, it is not enough to state that sexual harassment on-the-job will not be tolerated. Define specifically what actions constitute sexual harassment. Employees need to be advised how they should respond if sexually harassed by a customer, co-worker, supervisor or by the owner. Finally, you should detail what disciplinary actions will be taken in the event of sexual harassment. Handbook Considerations The handbook should cover the operation’s policies and procedures beginning with the conditions of employment. For example, employment is usually considered an “at will” relationship, meaning that it is for an indefinite period of time, that either the employee or you may terminate the relationship with or without cause, without previous notice and without liability. You should also state if you are an equal opportunity employer. Every business has general operating policies such as how soon before a shift can an employee punch-in, how are employees to report their tipped income, what constitutes full-time employment, what policies govern overtime and how much advance notice is required if an employee is sick and cannot cover a shift. Do you allow your employees to frequent your establishment when they’re not on-duty? Do you permit smoking or eating on-duty? Drinking alcohol? When can employees give customers a complimentary drink? Do you allow co-workers dating? After stating in the handbook how these situations, and numerous others, are to be handled, how will you respond if employees fail to comply? You must explain your company’s disciplinary policies clearly. Moreover, you should list what you consider grounds for verbal reprimands or written warnings and what their cumulative effects will be. What do you consider gross misconduct? What consequences can someone abusing alcohol or drugs on-the-job expect? Is it company policy to make employees pay for shortages in the cash drawer? What is your policy regarding cash overages in the drawer? What do you consider grounds for immediate termination? Is it your company’s policy to periodically evaluate employee performance? If so, what factors will you use to assess their on-the-job effectiveness? Considerations for promotion and salary increases, such as job performance, work Don’t presume your employees know or understand anything regarding the operation of your business. Inevitably the presumption will wind up costing you. If it’s important, write it down. Then personally go over the material with your employees and hold them accountable for what it says. You’ll reduce the risk of misunderstanding and ultimately get a more professional, cohesive staff.  Successful Beverage Management Forms CDAuthor Robert Plotkin coined the phrase, "If you don't measure it, you can't manage it".Here's the tool to get it done, a complete CD of master forms in a print only PDF format for improving profits and reducing costs. Includes instructions on usage and all of the forms necessary to implement your customized program. When used in conjunction with the Successful Beverage Management book it provides you with all the answers to achieve the maximum results of a profitable beverage program. ~ by Robert Plotkin ~ Over 30 Master Forms ~ 8.5" x 11" Item# SBM521 ~ $24.95 ~
Successful Beverage Management Forms Booklet - Downloadable
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