If an employee notices another employee or an outsider of the company endeavoring to solicit or distribute, the employee is expected to inform the individual of the company's policy and report the incident to the secretary or supervisor.

 

Employees who violate the company's policy on solicitation and distribution will be subject to disciplinary action up to, and including, termination.

 

DISMISSAL PAY

It is Cesar's policy that no dismissal pay or severanceallowance of any kind is to be granted.

 

MISCELLANEOUS RULES

Clean and wash your hands throughout your shift.

Always practice teamwork and assist other employees as needed.

No horseplay is allowed on Cesar's premises.

No verbal abuse shall be tolerated at any time.

Any bill over $20.00 shall be confirmed as authentic by a counterfeit marker test, any employee who accepts counterfeit money shall be held responsible.

Any discounts, credits, or voids will require management approval.

Never leave your work area unattended.

Cashiers are responsible for their cash drawers, any money lost or missing will be their responsibility.

Foul language is not permitted.

 

PRODUCTION/INVENTORY LIST

Employees shall obtain approval for disposal of any items belonging to Cesar's. This includes hospitality items, prepared food, kitchen equipment, office equipment, etc.

 

EMPLOYEE MEALS/DISCOUNT

environment. All employees are immediately to report any health or safety hazards to their supervisor who, in turn, will report it to the director of human resources.

 

Employees are required to keep their work area free of dirt, paper, or other material that could creat a health and/or safety hazard. All on the job injuries or illnesses, regardless of how small or insignificant, must be reported immediately to your supervisor and the director of human resources. Your supervisor will instruct you as to the particular hazards and safety precautions that are specific to your job. All employees are expected to obey the code of safe practices.

 

 Part of the company's injury and illness prevention program will include safety meetings, training programs, posting safety notices and safety tips, and providing periodic written communcations to employees regarding safety matters. The director of human resources and designated representatives of Cesar's may also conduct periodic inspections to identify unsafe or unhealthy conditions, work practices, or procedures in a timely manner. It is therefore essential that all employees cooperate in acheiving these objectives and assist the company to provide a safe workplace for everyone. All employees are expected to obey the code of safe practices.

 

NO SMOKING RULE

Cesar's is a non-smoking facility. Smoking, if necessary, must be done outside the premises and on break and lunch periods only. No additional time is to be taken from the employee's workday for smoking.

 

HOUSEKEEPING

We strive to provide a clean, orderly and comfortable working environment for all employees. Your comments and suggestions for improving our working environment are encouraged and should be communicated to management through your supervisor. Your efforts to help our establishment clean and well maintained will be greatly appreciated and will enhance our ability to grow and prosper.

 

 

DRESS CODEAll employees are to be clean and tidy when reporting for work. Work clothes are mostly left to the discretion of the employee as long as the clothes worn do not interfere with work performance. However, when guests are expected to tour the premises, appropriate professional attire must be worn. 

Your supervisor will inform you when guests are expected and what is required as far as appropriate attire.

 

Shoes must be worn at all times. No sandals of any kind, open-back or open-toe shoes, and/or the wearing of socks only, are permitted. This is in accordance with CAL/OSHA regulations and is a protection for your safety.

 

All employees dealing with customers will wear a provided Cesar's shirt. No spaghetti strap, sleeveless, or see through shirts will be allowed.

 

Failure to comply with this dress code shall result in being sent home.

 

SOLICITATION POLICY

It is the practice of the company to regulate solicitation and distribution of literature so as to minimize disruption of work and to provide a safe and sanitary workplace. For purposes of clarification, the following terms are defined:

 

Solicitation is the act of approaching a person with a request or plea, or asking a person to sign any non-work related document or support any non-work related ideas.

 

Distribution is the act of passing out handbills, circulars, petitions, or other printed matter.

 

Working time is time when the employee is actually working or scheduled to be working. Working time doesn't include rest periods, break periods, meal periods, or the time before and after an employee is scheduled to be at work.

 

Solicitation and distribution is not permitted in work areas at any time, and is not permitted in non-working areas during the working time of either the employee who is distributing or to the employees of whom the material is sought to be distributed.

shment clean and well maintained will be greatly appreciated and will enhance our ability to grow and prosper.

 

 

DRESS CODEAll employees are to be clean and tidy when reporting for work. Work clothes are mostly left to the discretion of the employee as long as the clothes worn do not interfere with work performance. However, when guests are expected to tour the premises, appropriate professional attire must be worn. 

representative. All employees are required to sign arbitration agreeing to arbitration as a condition of employment.

 

COMMUNICATION POLICY/OPEN DOOR POLICY

The successful operation of Cesar's and satisfied employees go hand in hand. Most of us have a job related question or problem from time to time. If you do, remember that the only way we can answer your question or help you resolve a problem is if you tell us about it and talk it over with us.

 

If you have a question or a complaint, talk to your supervisor about it. Your supervisor knows more about you and your job than any other member of management and is in the best position to handle your situation properly and satisfactorily. Should the problem not be resolved, again it should be brought to the attention of the secretary.

 

SEPARATIONS/TERMINATIONS

A. Voluntary Termination (Resignation)

Voluntary termination occurs when an employee chooses to leave Cesar's. Cesar's encourages (as a courtesy to the employer) that the employee provide at least two weeks written notice. It is not required, but is recommended.

 

B. Involuntary Termination

Involuntary termination occurs when Cesar's chooses to discharge the employee for any reason.

 

C. Layoff for Lack of Work

When business considerations require a reduction in staff, Cesar's reserves the right to layoff employees. Such layoffs will be determined by Cesar's needs, seniority, merit, and ability.

 

RETURN OF COMPANY PROPERTY

Employees are expected to return all company property in their possession or control immediately upon termination of employment for any reason. This includes any keys, tools, equipment, or manual they have received.

utside 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 

Employees receive a 20% discount for meals and drinks during a shift. Discount is to be applied to the employees meal only, not to their guest's meals. Discount is allowed once per day, and only on days that the employee is working.

Employees are allowed a thirty minute or one hour break when working at Cesar's. The time and length of your break will be determined by your supervisor and the business needs of the company.

TARDINESS
It is essential to be on time for your shift. Once an employee has clocked in they must be ready to work. Personal preparation shall be done before clocking in.

CONFIDENTIAL INFORMATION
There are many aspects of the company's business operations and activities that are confidential, because the success of Cesar's depends on its competitive edge and efforts to safeguard confidential and sensitive information, employees must take all necessary steps to protect the company's interests and those of its customers regarding confidential and sensitive data. It is imperative that such information never be divulged or otherwise used by employees. Release or disclosure of any such information will result in disciplinary action, up to and including discharge.

All employees are required to sign Cesar's confidentiality agreement as a condition of employment. This agreement will continue and remain in full force and effect even upon termination.

SAFETY POLICY
Every employee should understand the impotance of safety in the workplace. By remaining safety conscious, employees can protect their own interests as well as those of their co-workers. Accordingly, Cesar's emphasizes "safety first" and expects all employees to take steps to promote safety in the workplace. Every employee is responsible for practicing safe work habits in conjunction with CAL/OSHA regulations to assure the safety of everyone.

In keeping with this commitment, Cesar's has established an "Injury and Illness Prevention Program" as a part of its safety program. The director of human resources has been delegated the responsibility for administering and implementing this program.

Employees must understand that compliance with safety requirements is a condition of employment and will be evaluated, together with other aspects of an employee's performance, as a part of the performance appraisal process. Due to the importance of safety considerations to Cesar's, employees who violate safety standards, who cause hazardous or dangerous situation, or who allow such conditions to remain when they could be effectively remedied, may be subject to disciplinary action, up to and, including termination.

It is therefore essential that all employees comply fully with the injury and illness prevention program and the standards and practices of Cesar's that are designed to promote a safe and healthy working