Necessary calls should be made during the break and lunch periods whenever possible. Employees are expected not to abuse this priveledge.

 

EMPLOYEE DISCIPLINE

Cesar's has specific procedures when employee misconduct occurs, verbal and written warnings are issued to employees if such misconduct takes place. These warnings constitute a formal record of the discussion between employee and supervisor regarding the employee's misconduct and the consequences of the employee's failure to correct the misconduct. Serious misconduct can result in immediate termination without any prior warning. Serious misconduct includes, but is not limited to, unauthorized removal of property, theft, insubordination, intoxication, fighting, etc.

 

When verbal warnings are given they are noted in the employee's personnel file. When written warnings are given it is placed in the employee's personnel file. Written warnings must be signed by both the supervisor and the employee. While employee's should take both verbal and written warnings seriously, written warnings usually constitute a final warning to the employee that he or she may be suspended or terminated if there is any further violation of any Cesar's rule or policy.

 

MISUNDERSTANDINGS AND GRIEVANCES

Any time people work together there is bound to be occasional misunderstandings or grievances. While we certainly hope that they will be infrequent, we recognize that they do occur. Employees should discuss the situation with their immediate supervisor and attempt to resolve the problem at this level. If this is not possible, the employee should write a brief description of the problem and submit it to the secretary or a designated representative for a final resolution.

 

In the event that the problem cannot be resolved by the secretary and/or a designated representative, the problem will be submitted to arbitration. Arbitration means that an outside evaluator will hear both sides of the problem and make a decision that will be binding for both the employee and Cesar's, either an employee or Cesar's may request arbitration.

 Cesar's pledges to arbitrate in consideration for the employee's agreement to submit to an outside, impartial evaluation when a problem cannot be resolved by the secretary and/or a designated 

4. No falsification of any written reports or records, including your employment application and time.

 

5. No reporting for work in an unfit condition, including being under the influence of alcohol or other drugs which impairs your ability to perform your regular duties and responsibilities and/or                                    which is a hazard to the safety or welfare of yourself or others.

 

6. No interference with the work performance of any employee delaying or otherwise impeding                             work performance or influencing or attempting to influence others to interfere.

 

C. Accident prevention

 

1. No failures to observe known or posted safety rules.

 

2. No failures to report an injury immediately to your supervisor regardless of how minor it appears        to be. There is a first aid kit and professional treatment is available when needed.

 

3. No horseplay, practical jokes or other activities that may present a hazard to the safety or welfare      of yourself or others.

 

D. Personal Misconduct

 

1. No insubordination or uncooperative conduct, including refusing to follow a supervisor's request,       instructions, or orders, or refusing to abide my any Cesar's rule or policy.

 

2. No gambling, engaging or involvement in any activity connected with unapproved gambling, including lotteries or games of chance while on Cesar's premises, or while engaged in Cesar's business away from Cesar's. The terms "engaging" and "involvement" include the use of Cesar's property, materials or company time, as well as the collection and dispensing of money. Cesar's premises include the property immediately surrounding the office location.

 

3. No fighting, threatening bodily harm or provoking such misconduct.

 

4. No bringing or possessing firearms or other weapons while on Cesar's premises.

 

5. No carrying, storing, using drugs, alcohol or other substance which may be detrimental to the health or safety of yourself or others while on Cesar's premises or while engaging in Cesar's business away from Cesar's premises.

 

6. No theft or deliberate abuse or destruction of Cesar's property or equipment. Repair of Cesar's           property or equipment, which is damaged as a result of willful abuse or destruction, shall be at the expense of the person or persons responsible for the damage.

 

7. No violations of Cesar's policies concerning security, unauthorized disclosure of confidential information, including Cesar's policy concerning credit limits and operational authority to any person, or unauthorized removal of Cesar's property.

 

8. No theft, unauthorized removal, deliberate abuse or destruction of any property of another employee or of Cesar's customers, suppliers, guests, or invitees.

 

9. No immoral behavior or gross misconduct including the use of abusive or provocative language while on Cesar's premises or while engaged in Cesar's business away from Cesar's premises.

 

10. No violations of the Cesar's proprietary agreement.

 

USE OF CESAR'S TELEPHONE

Employees are requested to keep all personal phone calls to an absolute minimum. Under no circumstances should an employee make or charge a long distance call to Cesar's unless it is work related and approved by the employee's supervisor.roved gambling, including lotteries or games of chance while on Cesar's premises, or while engaged in Cesar's business away from Cesar's. The terms "engaging" and "involvement" include the use of Cesar's property, materials or company time, as well as the collection and dispensing of money. Cesar's premises include the property immediately surrounding the office location.