CAVALEN CHOICES

RESTAURANT
Employees Handbook
 Introduction

The Cavalen Choices Employee Handbook has been developed to provide general
guidelines, policies, practices, and procedures for employees. This handbook is designed to assist
the employees in becoming familiar with the policies, provide general guidelines, benefits, and
other issues that is related to the employment. It will help to answer some questions about the
employment but if there are any questions concerning the policies, benefits, and guidelines
outlined herein, please notify immediately the management about it. All of the information that
this Handbook contains applies to all employees of the Restaurant. Any policies, procedures,
benefits, and practices whether included in this Handbook, may be changed, modified, or
discontinued by the restaurant depending at any time and situation. It is rest assured that the
employees will be notified with such changes immediately. And, this Employee Handbook is not
a contract of employment between the restaurant and any of its employee. All employees will be
provided an individual copy of this Handbook and are expected to abide to it. The employee is
the responsible for reading, understanding, and complying with the provisions if this Handbook.

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Message from the Restaurant

Welcome to our Team!

Cavalens Choices look forward to the opportunity to work with you. We believe that each
employee like yourself will contribute to Cavalens Choices growth and success. We are pleased
to share the experience of hard work that will result to many achievements of our restaurant.

We hope that your experience here will be valuable, enjoyable, and challenging but
rewarding. Again, welcome!

Mission

“To serve excellent quality of food and services that will bring smile on our guests and to
provide the quality employment in every employee”

Vision

“To be the best local-based restaurant”

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TABLE OF CONTENTS

 INTRODUCTION -------‐‐----‐------------------------------------------------------- PAGE

 WELCOME STATEMENT ----------------------------------------------------------PAGE
 MISSION AND VISION---------------------------------------------------------------PAGE

 I. GENERAL EMPLOYMENT POLICIES

 Equal Employment Opportunity---------------------------------------------------- ‐PAGE

 Employment Classification, Policies and Practices-------------------------------PAGE
 Exempt Employee-----------------------------------------------------------------------PAGE
 Non-Exempt Employee-----------------------------------------------------------------PAGE
 Full time Employee
 Part-time Employee
 Temporary Employee
 Orientation and Training

I.I Hours of work

1. Work Schedules

2. Meal and Rest breaks

3. Overtime

 Attendance and Punctuality

Absences

Tardiness

 Schedule and Schedule Changes

 Team meetings
 Emergency Closings/ Severe Weather Conditions
 Personnel Records/ Files
 Outside Employment
 Dress Code

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  Treatment of Guests
 Performance Review, Salary Reviews
 Payroll Practices
 Tips
 Compensation Policy
 Promotion and transfer
 ANTI-DISCRIMINATION AND HARASSMENT
 Prohibited Conduct
 Retaliation Prohibited
 Discrimination is Prohibited

 Disabilities act
 Reasonable Accommodation
 Workplace harassment
 Sexual Harassment
 Procedures for Reporting and Investigating Harassment
 Penalties for Violation of Anti-Harassment Policy
 RESTAURANT STANDARD OF CONDUCT
 Code of Conduct
 Confidential information and Trade secrets
 Telephone, cell phone, and smartphone use
 Drug free Workplace
 Smoking
 Substance Abuse
 Alcohol Service
 Safety and Accident Rules
 Social media Policy
 Sanitation
 Hygiene and Personal Appearance Standards
 Employee Theft/ Crime and Robbery

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  Customer Complaints
 Off-duty Conduct
 SOLICITATION
 BENEFITS, HOLIDAYS, VACATION AND OTHER LEAVES
 Health insurance
 Worker’s Compensation Insurance
 Personal Leave
 Sick Leave
 Parental or Family leave
 Extended personal leave
 Holidays
 Vacation
 Procedures in Requesting Vacation:
 Separation from Employment
 Policy briefs and purpose
 Scope
 Policy elements
 Consistently flouts restaurant policy
 Procedure
 Resignation
 Final pay check
 Re-employment
 Return of company property
 MISCELLANEOUS POLICIES
 Employee discount policy
 Counterfeit money
 Company vehicles
 Dispute resolution
 Acknowledgement Receipt of the Employee Handbook

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  HRM GROUP 5 MEMBERS

I. GENERAL EMPLOYMENT POLICIES

EQUAL EMPLOYMENT OPPORTUNITY

The Restaurant intends to provide equal employment opportunity and will not tolerate
discrimination against the employees or any applicants regardless of race, color, religion, sex,
age, gender orientation, marital status, disability, or any other basis or characteristic protected by
the law and this policy. The Restaurant is also committed to complying with applicable disability
discrimination laws to ensure that this policy exists for qualified persons with disabilities. In
general, employment practices and activities are carried out on a non-discriminatory basis. Any
unlawful discrimination will not be tolerated, the employees are expected to cooperate in this
policy. Thus, any employee who believes that his/her co-employee may have violated this policy
should report it to the Executive Director. Moreover, this policy will take appropriate and lawful
disciplinary action towards any violation against the offending party. This may include warning,
counselling, suspension, and termination. Employees who make accurate reports and employees
who cooperates with the investigation towards the violation of this policy will not be subjected
into retaliation. After the completion of the investigation, the restaurant will tell the result of the
investigation to the employee who made the complaint. Each employee is evaluated base on their
skill and merit. Also, this equal employment policy applies to all aspects of employment such as
hiring, recruitment, promotions, wage and salary, benefits, scheduling, working condition, job
assignments, disciplinary action, and termination.

EMPLOYMENT CLASSIFICATION, POLICIES AND PRACTICES

In compliance with federal and state laws and regulation, the company may employ
different types of employees and they are classified as Exempt and Non-Exempt employees.
Each employee is informed of his or her specific responsibilities at the time of hire, exempt or
non-exempt status and compensation category.

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EXEMPT EMPLOYEE

An employee who is paid on a salary basis and meets the criteria for being exempt from
overtime restrictions of the Fair Labor Standard Act (Fair Labor Standard Act)

NON-EXEMPT EMPLOYEE

An employee who is paid base on hourly rate and does not meet the criteria for being
exempt from overtime restrictions of the Fair Labor Standard Act (Fair Labor Standard Act).
Accurate record of hours worked must be maintained and the company will compensate non-
exempt employees base with applicable state law and regulations.

FULL TIME EMPLOYEE

Regularly works at least 35 hours per week.

PART TIME EMPLOYEE

Regularly works less than 35 hours week but not less than 17 ½ hours per week.

TEMPORARY EMPLOYEE

An employee either full-time or part-time basis, for a specific period of time less than six
months.

ORIENTATION AND TRAINING

The Restaurant will an provide orientation and training sessions within the first few days
after the beginning of the work. The content of the sessions will depend by the nature of your
obligation, while other contents will be applicable to all employees. Additionally, the restaurant
may periodically offer additional training sessions or programs especially in terms of customer
service. Some programs will be optional, while others will be mandatory.

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HOURS OF WORK

1. WORK SCHEDULES

The Restaurant is open daily and the normal work week consists of five (5), seven (7)
hour a day. There are 2 regular schedule shifts for employees depending on the Restaurant’s
need. Working hours through Monday to Friday, for morning shifts 7am to 2pm and for
afternoon shifts 2pm to 9pm. Employees may request their desire shifts to accommodate better
their personal responsibilities but the restaurant cannot always accommodate the preferences.
When the request is granted by the executive director, the employee’s supervisor will determine
the hours of employment that best suits the needs of the work to be done by the employee.

2. MEAL AND REAST BREAKS

Non-exempt employees working more than 5 hours per day are permitted a 30-minute
unpaid meal break. Also, non-exempt employees are also permitted to take 10 min compensable
rest break every 3 hours. The employees must remain on the restaurant premises during the
break. Employees may not take break, nevertheless, if the break will leave a guest unattended or
get involved in the preparation and serving of the food and beverages.

3.OVERTIME

The Restaurant may periodically require overtime work because of the nature of the
business. The restaurant will give advance notice as possible if the employee is required to do
overtime work. The employee is prohibited to work overtime without prior approval by the
manager in charge. The employees working the last shift of the day specifically the afternoon
shifts may be asked to do side work like cleaning up the restaurant for the next day. The
restaurant will pay overtime at a rate of one-half times to non-exempt employees who work more
than 40 hours. However, any unauthorized overtime shall be paid for the time worked but it will
be subjected to disciplinary actions for failing to secure prior approval from the manager or
management.

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ATTENDANCE AND PUNCTUALITY

The Restaurant requires the employees to work on time and to avoid unnecessary
absences. The restaurant understands that illness or other unforeseen reasons that beyond the
control of the employees may force to cause absence from work. The restaurant expects the
employees to work on time and as scheduled because punctuality and regular attendance are
expected to all of the employees. Excessive absences whether excused or unexcused, tardiness,
or leaving early will be grounds for disciplinary actions and including termination. It may
depend on the circumstances which includes the employee’s length of employment, the
restaurant may counsel employees prior to termination for excessive absences, tardiness, and
leaving early. The employees must notify and provide valid reason to the manager or the
management in advance as possible to arrive late no later than one hour before the start of your
scheduled work day or leaving early in the restaurant. However, in event of emergencies, the
employees are required to notify the manager as soon as possible.

In reporting the absence, the employee should indicate the nature of the problem or the
reason of absence and the expected return-to-work date. An employee who misses more than 2
consecutive days at work for injury or illness must provide physicians note or statement to prove
the absence and as proof of the need for any illness-related absence regardless of the length of
the absence. Also, an employee who is absent from work for 3 consecutive days without any
notice for the absence on the manager or management will be considered to have voluntary
termination in the employment.

1. ABSENCES

Not having absences is a key factor in job performance. An absence of one employee will
create a burden on all the employee’s co-workers because the employees are carefully scheduled
by shifts. Every employee is expected to work as scheduled, and reporting to the management in
advance for any anticipated absence. However, it is possible to exchange shifts with a co-worker
if the employee is going to be absent provided that each of the employee involve are responsible
for advising the manager or management so that it will know who will be working each shift.

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 2. TARDINESS

The restaurant expects the employees to at their workstation promptly at the beginning of
the designated shift. Being late may impose an undue burden on employee’s co-workers that can
negatively impact the service that the restaurant provides to the guests. The employees are
required to report immediately to state the reason of the delay. Additionally, the continuous
execution of tardiness in reporting to work will result in disciplinary action up to and including
termination.

SCHEDULE AND SCHEDULE CHANGES

The Restaurant will post schedules and schedule changes in advance. Changes in
schedule cannot be avoided, so the employees are expected to be always informed of the changes
in the schedule to work. Even so, if the employee is unable to attend his/her assigned shift, the
employee is required to notify the manager or management to find coverage. Any shifting of
assigned shifts must be provided with the prior approval in advance by the manager.

TEAM MEETINGS

The Restaurant will hold pre and post shift meetings periodically especially on special
occasions where guest are plenty. Attendance in these meetings is mandatory. Also, these
meetings will help the team's overall performance as well as individual employee’s productivity.
Team meetings are an excellent method to learn more about working within the management and
how to enhance each individual employee’s performance.

EMERGENCY CLOSINGS/ SEVERE WEATHER CONDITIONS

Emergency are inevitable in any organization such as severe weather, fire, or power
interruption can disrupt the restaurant’s operations. There may be times when the restaurant will
delay opening, and on rare occasions or events. The manager on duty will be the one to decide to
close the restaurant and the employees will be informed. However, since the closing is due to

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emergency or severe weather conditions, and the decision is made by management to close
before regular closing time, the employees will be compensated if they have worked to the end
of the regular scheduled hours for that day.

PERSONNEL RWCORDS/ FILES

The Restaurant maintains a personal records/files on each employee that includes

information such as employee’s job application, copy of the letter of employment and position
description, performance reviews, records of training, disciplinary records, record of salary
increase, and other employment records. Thus, these personal records are restricted only for the
restaurant for the reason they are confidential and only authorized personnel only can review the
information in the records and files. Tampering, altering, or falsifying time records on other
employees with or without reason may result in disciplinary action up to including termination.
Any changes in information of employee’s name, address, telephone number, marital status,
emergency contact information, and other relevant information must be reported to the
restaurant. Contact information are important for they will be used when the restaurant will
announce sudden changes in schedules or events.

OUTSIDE EMPLOYMENT

The Restaurant will permit employees to hold outside jobs as long as the employee will
meet the performance standards of their job. Employees will be subject to the Company's
scheduling demands unless an alternative work schedule is approved by the Company, regardless
of any current outside job assignments. Also, employees are not allowed to use the restaurant
supplies work space, or other materials when engaged in outside employment. Furthermore,
employees should consider the impact that outside employment may have in performing their
duties at the restaurant. All employees will be equally evaluated in performance standard and
will subject to the restaurant to scheduling demands no matter what outside work requirements.
Additionally, if the restaurant spots that outside employment interferes with the job performance
of the employee, the employee will be asked if he or she wishes to stay employed in the
restaurant or terminate the outside employment.

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DRESS CODE

Given the nature of the business, the employees are required to present a clean and
professional appearance at all times. The restaurant will provide the uniforms but the employees
will have to provide their own shoes. It is the employee’s responsibility to keep their uniform
neat and clean at all times. Personal hygiene is also a must because clean uniform will not
impress the guests enough if the appearance is not appropriate.

Clean and professional appearance may include:

 Clean and well-groomed hair

 Men may wear mustaches or beards but with the right length and is well-trimmed
and cared for.
 It is allowed to wear jewelry but not wearing any dangling or long jewelry that
might cause conflicts in guests and co-workers. Keeping it simple and not
distractive as possible.
 Fingernails must be well trimmed and nail polish is not permitted especially to the
employees handling the food or beverages.
 Tattoos are allowed but the employee must make sure that it will not be visible or
seen when wearing the uniform.
 All employees must regularly wash their hands as this is a organization that
involves food to ensure health safety of the employee, co-workers, and especially
the guests.

This dress code policy intents to comply with applicable local laws prohibiting
discrimination on the basis of race, sex, gender, age, religion, origin, disability, and any other
status are protected under such laws. The employee may require an accommodation to the dress
code for any reason, the employee should speak with the manager or management.

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TREATMENT OF GUESTS

Since it is a restaurant, the restaurant expects the employee to make the guests feel
welcome in serving and talking with them. A positive attitude is essential to give off a great
customer service and exceptional quality. Also, having positive attitude can be extend to co-
workers.

PERFORMANCE REVIEW, SALARY REVIEWS

The restaurant will periodically conduct a performance review annually. For new
employees, they will be reviewed at their first 3 months of employment with the restaurant. The
factors that are considered in the performance review are the quality of job performance,
attendance, meeting the standards of the job description, any disciplinary actions, attitude in the
workplace, cooperation, and year-to-year improvement in overall performance. The manager
assigned in the restaurant will be the one to conduct the performance review. The restaurant may
give compensation increase in consideration of the performance review.

PAYROLL PRACTICES

The restaurant will pay the employees semi-monthly, on or about the 15th day or 30th
day of each month. The regular scheduled payroll date falls on Saturday, therefore the restaurant
will deliver the pay checks on Friday. However, when the payroll date falls on holiday, the
employees will be paid as possible before the holiday.

TIPS

The restaurant requires all employees who received tips to report it to the management.
Failure to report it will result issues with the Internal Revenue Service and may result to
disciplinary action up to and including termination of employment.

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COMPENSATIO POLICY

Compensations may influence by factors such as performance quality, attitude in the

restaurant, cooperation, ability to follow and carry out the instruction, initiative, and customer
satisfaction.

PROMOTION AND TRANSFER

The restaurant promotion and transfer, in every employee are extended at all cause of
services, the restaurant gives opportunities to the employees to be promoted on their job as a
reward in excellent service and job performance to the restaurant. Transfer of employees is
mandated by the supervision of the head of office but the employee will be given an opportunity
to decide on its own will. The restaurant also expands its power to maintain it employees’
number to provide its good quality services

The conditions for Promotion are the following:

 Having a good job performance

 Always following the established restaurant policies and procedure
 Works accurately
 Shows initiative and is dependable
 Gets along well with co-worker especially to the customers.
 Shows loyalty to the restaurant
 3-5 years of employment in the restaurant but depending on the skills and job
performance in the workplace.

In any follow up question, the employee may seek to the supervisor or manager.

 ANTI-DISCRIMINATION AND HARASSMENT

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PROHIBITED CONDUCT

The Restaurant prohibits discrimination and harassment by any employees against other
employee and especially to the customers. Everyone has the right to work equality even though
the employees differ with age, race, gender, social status, religion, ethnicity, culture, and other
basis prohibited by local, state, or law. The restaurant promotes culture diversity meaning the
employees need to work professionally.

Prohibited Conduct may include. but not necessarily limited to, the following:

 Stereotyping
 Mocking and mimicking another’s language, culture, appearance, and etc.
Intentionally or non-intentionally.
 Verbal abuse. Statements, comments, gestures based on individual’s well being.
 The act of sexual behavior such as groping , rubbing, pinching, and other
sexually suggestive actions and languages.
 Actions that interferes with job performance or creates an offensive working
environment.

The Restaurant is strictly prohibiting such actions whether illegal or unethical conduct of
any type is prohibited. If such conduct is committed such as being asked or instructed to commit
unethical act, or being retaliated for refusing to do so, the employees are required to report
immediately as possible. The Restaurant forbids any employee from associating from such
illegal and unethical activities. However, if the initiator of the illegal and unethical conduct
happens to be the customer or any third party, the employees are also required to report it
immediately.

RETALIATION PROHIBITED

The Restaurant prohibit employers in taking an adverse action against an employee, he or

she engaged in a protected activity. Workplace retaliation as the boss harming the employee
because he or she believes that the employee somehow harmed but legally that is not good

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enough for the retaliation to be unlawful the boss or co worker was harming other employees
because of doing something protected by law.

DISCRIMINATION IS PROHIBITED

The Restaurant is open in having employees with different races, color, gender, and
culture. The Restaurant provide opportunities to all people, giving everyone a chance to make
decisions without basing on the physical appearance. This policy hands-on terms and conditions
of employment, job responsibilities, transfer, compensation, and training.

1.Disabilities act

Cavalen Choices prohibits employers discriminating against applicants or employees

with disabilities in all aspect. A disability is defined by the act as a physical or mental
impairment that has a significant long-term negative impact on your capacity to carry out daily
activities. Not only to the employees, but also discriminating the valued guests is strictly
prohibited. All guests or any third party should be treated and be welcome fairly regardless of
their disabilities.

2. Reasonable Accommodation

Replacement of a job or work environment as a result of a search that will enable a

disabled employee to take part in the application process or perform key job functions. The
disabled employees should request reasonable accommodation it is to assign the disabled
employee to work that they can do accurately. Work environment or the process of things are
typically done that allows a disabled person to meet the requirements to have equivalent
employment opportunities.

WORKPLACE HARASSMENT

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 The restaurant provides a work environment that values equality, respect, and decency for
all employees. Establishing a zero-tolerance policy clearly stating that no sort of harassment will
be tolerated at the restaurant is one way to prevent harassment. This includes harassment based
on race, religion, ethnicity, age, and handicap, as well as sexual harassment.

SEXUAL HARASSMENT

The Restaurant is recommending employees training in how to recognize harassment.

The restaurant makes sure that all employees know what types of activities and behaviors
constitute sexual harassment and what things do not represent sexual harassment. Undesirable
sexual advances, demands for sexual indulgences, or other verbal or substantial conduct of a
sexual nature that clearly or indirectly influences an individual’s work. Unreasonably hinders
with an individual's work performance, creates an intimidating, hostile, or offensive work
setting.

PROCEDURES FOE REPORTING AND INVESTIGATING HARASSENT

The employees should report the scene or the incident and if the employee feels that
he/she been harass by the other employees, customers or any third party inside the restaurant.
The employee must report it to supervisor or manager as soon as possible after the occurrence.
However, if the harassment is done by the manager or the supervisor, the employee should report
it to the Human Resource Department. Regarding to the harassment incident, all employees are
expected to fully cooperate with the ongoing investigation. The restaurant will investigate all
reports of harassments as confidentially as possible. The employee who made the report will be
privately interviewed alongside also with the accused individual and others who might have
information regarding the said harassment incident.

PENALTIES FOR VIOLATION OF ANTI-HARASSMENT POLICY

If the Restaurant determined that any harassment or improper behavior have occurred, the
restaurant will take an action immediately to the accused individual will be probably under

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appropriate disciplinary action such as counselling, warnings, suspension and termination of
employment. The restaurant will take for appropriate actions to perform under the circumstances
and in accordance with applicable law.

III. RESTAURANT STANDARD OF CONDUCT

CODE OF CONDUCT

The Restaurant is committed to maintain and well manage a pleasant employment that
will be experience of all the employees. The purpose of the Code of Conduct is to guide
employees to understand the conduct expected to all the employees, also conduct that is
inappropriate to the work environment will be in the code to seen. In addition, this Code of
Conduct is not intended to extended, but rather; it is deliberate to provide full guidance to every
employees, and more exactly its the restaurant expectations to all employees to.

 Providing outstanding customer service and a greater quality of experience to our

customers that we provide.
 The knowledge and understanding that this handbook and all the restaurant
policies, procedures, and its act of discrimination, harassment and other related
policy that includes in the restaurant handbook.
 Observe and understand all the policies, conduct and safety practices that will
provide good working environment.
 Observe to all the food safety practices to maintain clean and good quality
product that will serves to customers.
 Workplace injuries are all immediately reported to your manager or supervisor
 Maintain confidentiality of the restaurant information, any action that will lead to
the problem of the restaurant such as business strategies, and recipes.
 Maintain the quality and wholeness of the food and beverages we serve and the
quality of the outstanding customer service we provide.

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Misconduct that includes, but not necessarily limited to, the following:

 Unauthorized removal or possession of money or property of the restaurant,

customers, and or others.
 Fail to report any tips received
 Fail to accurately came in time of the assign schedule
 Fail to report accurately all time worked
 Falsifying of the information contained in restaurant records. (All records are
included)
 Fail to properly record sales
 Failing to cooperating in any workplace investigation
 Sleeping in working hours.
 Smoking and eating the food serving or preparation area and other non-designated
location
 Using, possessing, or distributing of illegal drugs or any drinking alcoholic
beverages inside the restaurant premises or in the influence of alcohol or illegal
drugs inside the workplace
 Fail to report destroyed food items
 Engage in violence or threatening towards any employees, customers or other
individual
 Tampering in any food or beverages in the restaurant
 Failing to pay your own meal and beverages in the restaurant
 Damage, theft, vandalism of the company property, employee, customers or even
equipment
 Absenteeism is not tolerated specially when unexcused
 Fail to comply with the health and safety regulation, including sanitation rules and
standards
 Job performance as by the company standards
 Personal business during worktime
 Using phone in time of work including texting, calling, except emergency
 Failing to give immediate report to the management of absence from work

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  Failing to notify the management from trading shifts with the other employees.
 Failing to report unsafe work environment, including fighting.

Failure to comply to the Code of Conduct may result to a disciplinary action, and will
result 30 days of suspensions including termination of employment. The Restaurant make a sole
discretion, or to   suspend anyone with regards in any unreasonable action.

Confidential information and Trade secrets

In the performance of your job duties, the employees may have the access to the
confidential information that belongs to the restaurant properties, in by using this to perform the
job duties assign to every employee. The confidential information and trade secrets is protected
by vital and be the success of the restaurant.

In such confidential information of the restaurant and trade secrets are all included, but
are not limited to the following

 Recipes
 financial report
 marketing strategy
 Pricing
 sale management
 Future project and products, and also the budget

All employees are expected and no one can be exempted in maintaining the
confidentiality of information of the restaurant. The employees who are unprofessional and
engage to violation in maintaining the confidentiality of the information of the restaurant will be
subject in disciplinary action, and will be include termination of employment, and be potentially
take in legal action.

All Employees are prohibited to use the confidential information of the restaurant in there
own benefit or the benefits of other individual or groups, any employees who engage in this
unreasonable action will be subjected to 30 days of suspension of work and will take disciplinary

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action, the restaurant may pursue all legal action against any current or former employee who
violated this policy.

Telephone, cell phone, and smartphone use

Restaurant telephone are only be used in restaurant services only except in emergencies
purpose only. Personal use of restaurant telephone is prohibited, phone of every employees or
personal phone including old and modern models of phone are prohibited to used during working
hours, except in case of emergencies. After any employee who are subjected in using there phone
they are required to wash and sanitize their hands properly to avoid insanitation workplace  and
even customers foods and food preparation. Any violation of this policy may lead in disciplinary
action, and up to termination of employment.

Drug free Workplace

This Restaurant policy is applicable to all employees. The Restaurant acknowledges the
problem of abuse of this substance including, alcohol abuse, in the society. In which can be split
in workplace; the restaurant policies over this substance abuse are a battle of seriousness that will
lead to the employees’ performances and threats and other customers services and in general
public issue and in the success of the restaurant itself. The purpose of this “Drug Free “policy is
to have drug free workplace and safety measures in our environment, in preventing the misused
of substances and lead to be abuse.

The restaurant will never discriminate against any applicant that in there past may have
encounter the used of the substances abuse including, alcohol abuse, and illegal drugs, but only
those employees engage under the workplace in using or abusing the said  substances, was
prohibited and not tolerated by the restaurant.

Any employees who are taking mediation drugs that been prescribe by their doctors or
over the counter medicine are allowed by the permission required of the manager, and will not be
subjected in any policy actions.

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 Any employees who are under the influences of alcoholic beverages at the time of work
will be subject to disciplinary action and may given first offense as a punishment  

The Restaurant will not tolerate any of those issue, any employees engage in this action
and forget there obligation, will be subject in 30 days suspension, including termination of
employment and may lead in legal action.

Smoking

The Restaurant maintains a safe working environment to the employees and dining place
to the guests. The employees must have manager approval before using any forms of cigarettes
or tobacco products, including those in advances technology in this time, prohibited in using in
the workplace and it will only be used outside the restaurant’s premises.

Substance Abuse

The Restaurant expects the employees to maintain a safe working environment that is
free from effects of alcohol, drugs, and other substance that can be form of abuse. Failing to
comply with the substance use policy may lead to taking disciplinary actions, up to termination
of employment. All employees are prohibited from taking part in any illegal and unethical
possession or purchase of drugs, alcohol or other substance, as well as misuse of medical
prescribed drugs. The restaurant cannot control and monitor the behavior of employees so the
employees are expected to behave responsibly at all times.

Alcohol Service

The Restaurant limits the used of alcoholic beverages under 21 and up by adult age of the
customers, to maintain peace inside the restaurant. Employees have a task to know the age of the
customers by asking the customer their valid ID or any kinds of ID to confirm, and it is only
applicable in alcoholic beverages only. The employee must not take alcoholic beverages during

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working hours, any violation of this policy including not asking of ID of the customers to verify
will be subjected to first offense.

A customer that not show any kinds of ID will not be serve any alcoholic beverages to
ensure the promotion of good conduct.

Safety and Accident Rules

The Restaurant ensure the safety of every individual inside of the premises, employees
and costumers health procedure of preparing the food of the customers will always be supervise,
the company apply the safety-first policy to secure the employees of our restaurant and ensure
the best quality of services.

Any form of accident may engage under the premises will be charge to the restaurant
including medicine assistance, any claim of accident inside the premises of the restaurant is
being false will be subject to disciplinary action and may lead to termination of employment.

Accidents that are included in the workplace are the following:

 Being cut any parts of the body, in unwanted situation will be the company
responsibility.
 Sickness during working hours is not included but only given first aid and sick
leave to ensure its safety.
 Natural hazard is included in the responsibility of the restaurant if under the
working hours.

Accident that are not covered by the restaurant are the following:

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  Employees engage in violence toward co- workers or customers in any form of
action that the employee will make it his/her responsibility that will lead to
disciplinary action and legal action.
 Employees engage accident outside workplace.
 Unsafety practices and not following rules of the restaurant.

Social media Policy

The restaurant is fully understood that social media is a entertainment to our modern
society and a rewarding form of happiness to share your life, opinions, and ideas to family and
friends and even co-workers. Social media is a big platform that includes risk and violence to
others observing your post and comment and certain action is your responsibility.

This Policy may include the rights of every employee. Rules of using social media in the
workplace are the following:

 Social media using ate only allowed if your work time is done, including break
time.
 Posting of respectful comment toward the restaurant may subject in disciplinary
action and will be subject to legal action.

Rules and knowledge that include in social media are the following:

 Know and follow the policy of those platform.

 Always observe respect
 Honesty is one of our policies
 Appropriate post

Social media – is a platform that can access by all, the only responsibility you have is to know
your limit

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 The policy in social media action of every employee may not be subjected towards the
restaurant, any forms of violation of the employee, outside the restaurant and by personal
intention, the restaurant will not be included, and only the employee will be the one who
responsible in his/her own action and will be the only one will encounter his/her consequence’s.

Sanitation

Given the nature of environment of the restaurant, proper sanitation is strictly

implemented. The restaurant expects the employees to do extraordinary care to be clean at all
time. Such as washing hands frequently before and after handling the food with accordance to
the procedures provided by the restaurant. The awareness in cleanliness and sanitation in the
working environment is a great contribution to the restaurant in protecting employee’s own
health as well as co-workers and especially guests.

Hygiene and Personal Appearance Standards

The restaurant engages in total cleanliness of the area, including the hygiene of every
employee to maintain, personal hygiene will be always observed, dress code, proper grooming
will be all standardize. Professional appearance that meets the expectation of the company
policy, using of strong substance are not allowed may it cause of irritation to other individual.

 Wearing bulgur clothing is not allow

 Only working uniform are allowed
 Excessive or over make up is not allowed
 Hair must be always had hairnet to ensure cleanliness
 Proper grooming must be observed
 PPE or Personal Protective Equipment are provided by the restaurant to secure
and ensure safety and healthy employees

Any employee failure to do or engage in this policy may subjected to first offences of the
disciplinary action to control the bad habit of employees.

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Employee Theft/ Crime and Robbery

 Any act of crime, included rubbery and theft will not be tolerated, any employee
violates these policies may lead to termination of employment and up to legal
action.
 This policy includes, but not limited to:
 Theft of restaurant property, goods and personal belongings of others.
 Goods and drinks that is being consume without paying.
 Misplace money and not being record in sale.

Customer Complaints

The restaurant does the best to provide the quality service in our guests with an
outstanding overview. Complaints are part of everyday events in a restaurant whether with a
good cause or not. Generally, the customer is always right and if any employee received any
complaints, the employee is expected to remain polite, and respectful to the customers. A
complaint must be immediately consult with your manager. The restaurant may offer
compensation for poor service but only with approval of the manager of the management. All
action of employees must serve as a good model and not an, unmannered, the company expect to
employee to make action according to the policy made by the head of the restaurant.

 Off-duty Conduct

The following to be comply by the employee during off-duty conduct rules.

 Only allowed to consume a amount of goods or beverages if granted a permission

by the manager on duty.
 Employees may not consume more than the amount of 500 pesos in food in a per
day basis as a grant of reward in good service job.
 Employees may not interfere with other employees that is on the time of working
hours.

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  Solicitation

The Restaurant prohibits any form of solicitation such as requesting of funds and
donation, support, petitions, selling of products or merchandise, participating in groups,
organizations and or any unrelated matters inside the restaurants premises that may cause work
disruption to the employees and guests unless authorized by the management. Additionally, the
restaurant will take disciplinary actions ranging from reprimand to termination against
employees who will not comply to this policy.

Situations that may trigger disciplinary actions include bur are not limited to:

 Soliciting inside the restaurants premises during scheduled working hours for
unlawful reasons.
 Making co-workers, guests, and other staffs of the restaurant by being overly
persistent.
 Distributing materials that contains inappropriate or other offensive speech and
languages.

Any solicitation occurrence must be report immediately to the manager and the
management to stop the future problems to occur and disciplinary actions to take with the
solicitation occurrence.

 Benefits, Holiday, Vacation and other Leaves

 Health insurance

The Restaurant give all the employee a health or medical insurance, this is the plan for
every employee to protect and support the health and wellbeing of staff so they can remain active
and productive members of the Restaurant

Health insurance includes the following:

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  The employee must have 6 months of employment in the restaurant to grant the said
benefits.
 Employee how have achieved good performance within 3 to 4 months of employment.

Worker’s Compensation Insurance

The Restaurant solely provides compensation for the expenses of the employee with
regards of the event of a work-related accident based on state regulations.

Conditions in worker’s compensation insurance are the following:

 The amount of the benefits the employee can get depends upon the nature of the injury or
illness.
 The employee must report immediately the illness or injury he/she got from the job to the
manager or the management.
 Failure to report the incident may cause to not to obtain or received the said benefit.

Personal Leave

The Restaurant provides 3 days of personal leave for employees. Personal leave may be
used for the following:

 Attending a doctor’s appointment

 Dealing with family affairs/problems
 Family emergency
 Attend a wedding, religious ceremony/ events, funerals
 Personal matters
 Taking Mental Health Day

Sick Leave

The Restaurant allow the employee 4-7 days to leave until they recover from illness and
of their health but their salary will not be deducted.

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Sick leave must include the following rules:

 Employees under the sick leave must provide evidences or papers form the doctor or any
hospital to grant no salary deduction.
 Employees who are under the sick leave must Immediately seek to manager attention to
provide the process of sick leave.

If you have following question you may ask to the manager.

Parental or Family leave

The restaurant allows parental or family leave to the employees that may include the
following:

 Maternity Leave

The restaurant grants a maternity leave according to the R.A No. 11210, an act increasing
the maternity leave to 105 days for female employees with an option to extend for an additional
30 days without pay and granting an additional 15 days for solo mothers, and for other purposes.

 Paternity Leave

The restaurant grants a paternity leave according to the R. A No. 8187: Paternity Leave
Act of 1996, an act granting paternity leave for 7 days with full pay for the first 4 deliveries of
the legitimate spouse with whom he is cohabiting.

Extended personal leave

The restaurant permits the employee for the request of extension in their personal leave
provided that the employee must be employed for at least 1 year. The restaurant will consider
some factors such as the employee’s length of service, job performance, attendance, and the
purpose of the extension of the personal leave. Employee’s who fail to report after the said leave

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will be considered to voluntary leave the restaurant. Note that Personal leaves are generally
unpaid.

Holidays

The restaurant provides paid day off full day of holiday time for Full-time employees.
However, for part-time and temporary employees will be pro-rated in accordance with the hours
regularly worked by the employee. The restaurant is open for business on all other holidays.

The restaurant observes the following holidays:

 Christmas Day
 Thanks giving Day
 Election Day
 All Saint’s Day

Vacation

The Restaurant recognizes the need and importance of vacation in every employee that
will provide personal enrichment, rest, and other things that employees can get from vacation.
All workers need a rest on their works.

Vacation time is based on the years of employment of the employee as follows:

 1-2 years of employment- 1 week

 3-5 years of employment- 12 days
 5-10 years of employment – 2 weeks

Procedures in Requesting Vacation:

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 The employees must submit request for vacation time on their supervisor as soon as
possible in no event less than two weeks prior to the time requested. It is also to inform when
will the employee wish to schedule to take the vacation. The request for vacation are granted
base on first-request, first-served basis. But the employee should consider that the restaurant
needs staff during the relevant period in which their wished schedule of vacation occurred.

 Separation from Employment

Policy briefs and purpose

When an employee leaves the restaurant workforce, The restaurant has a

Termination/Separation of Employment policy in place. The job separation procedure should be
as clear as possible for all sides to minimize misunderstandings and distrust between the
employee and the organization. The corporation is required by law to handle all situations of
employment termination with discretion, professionalism, and formal documentation.

Scope

In the event of a probable separation of employment, this termination/separation of

employment policy applies to all prospective or current workers of the restaurant.

Policy elements

The organization shall follow all legal requirements for employment

termination/separation and will prevent "implied contracts" and unnecessary terminations.

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What is the definition of job termination?

When an employee's contract is terminated owing to their or the restaurant's actions, it is

known as termination of employment. An employee's removal from their job tasks might be
classified as voluntary or involuntary.

The following are examples of voluntary dismissal:

 Resignation
 Retirement
 Failure to appear for a set period of time without prior warning
 Contract expiration or completion

The following are examples of involuntary dismissal:

 Discharge for good reason

 Unjustified discharge

Discharge for cause refers to an employee's instant discharge owing to wrongdoing. "For
cause" can refer to any disciplinary action or progressive discipline that leads to termination.
Other improper acts or behaviors that result in prompt dismissal are likewise classified as "for
cause." Employees can be fired in a variety of situations, including when they:

Defaults on their job contract

 Is found to have committed fraud, embezzlement, or other criminal acts against

the restaurant.
 Is a victim of discrimination or harassment?
 Is guilty of illegal or immoral workplace behavior
 Is guilty of intentional disregard for job duties
 Is found to have purposefully damaged the restaurant's assets.

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Consistently flouts restaurant policy

Because the list is not exhaustive, the organization has the right to discharge for cause. It
must, however, always reflect an inappropriate conduct or activity that breaches legal or
company norms and has the potential to cause financial and non-financial harm to the
organization, other employees, or society.

When a firm decides that an employee's services are no longer required, they might be
fired without cause. This does not, in general, refer to an employee's behavior. Layoffs,
departmental reorganization, or role redefinition are all possible reasons for termination without
cause. If an employee must be fired without cause, the employer is required to give notice a
certain period of time before the termination date, based on the length of service and the age of
the employee.

When appropriate, the employer may reimburse the terminated employee for unused
vacation time. Severance compensation may be available in cases of dismissal without cause but
not for cause.

The corporation is required by law to refrain from firing employees without cause. Instances of
wrongful dismissal include:

 An employee is fired for no good reason.

 An employee is fired without cause and without advance notice.
 A constructive dismissal is imposed on an employee.

The organization expects all workers having the authority to fire subordinates to closely
adhere to the policy of not firing someone without good reason or notice. Such an incidence
could jeopardize the restaurant's reputation and lead to disciplinary action. Dismissal due to
discrimination or health and safety issues is an illegal termination that is forbidden by law.

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Procedure

When retiring, the employee must submit a formal resignation to the line manager.
Employee retirement is expected according to the minimum notification requirements to allow
the restaurant to agree on alternatives to meet the remaining workload of the position. The
dismissal notice must be copied and submitted to the personnel.

In case of unwilling retirement, the HR manager must present a retirement certificate

from the employee at or before leaving the job. Dismissal for good reason justifies an immediate
suspension until the documents required for dismissal have been submitted. In some cases, we
can arrange retirement interviews with employees, managers, and HR managers.

If dismissed without good reason, the employer must notify the employee of the dismissal
ex officio with a period of notice in advance. If the severance pay is appropriate, it will be
formally determined in writing.

Resignation

If the employee wishes to resign in the job, the restaurant requires the employee to give at
least 2 weeks of written notice before the resignation. The resignation letter must include the
reason/s for resigning and should be turn in immediately to the supervisor. Failure to give 2
weeks of written notice may disqualify or decrease the chance of the restaurant in re-hiring the
employee. The employees are voluntarily to find replacement and train it but this only apply
when the employee reach his/ her seniority of 5-10 years of employment.

Final Pay checks

Employees are not paid severance compensation when they leave their jobs. Employees
who voluntarily quit or leave their jobs will be paid their final salary on the next regularly

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scheduled payday following the effective date of their departure. Employees who are fired will
receive their final pay check within six calendar days of their termination.

Re-employment

If the employee resigned under favorable conditions, the employee may re-employ at the
restaurant provided that the employee will not receive any credits in his/ her previous
employment for the purposes of seniority to the restaurant or eligibility for the benefits unless
otherwise required by the law.

Return of Company Property

Resigning employees are required to turn in all restaurant property including, without
limitations:

 Document, files
 Vehicles
 Equipment

Failure to return such restaurant property can decrease the chance of re-
employment to the restaurant.

 MISCELLANEOUS POLICIES

EMPLOYEE DISCOUNT POLICY

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 Employees are given a 25% discount in any kinds of food items in terms of 5 kinds only,
any time during their employment. This discount policy is limited only to employee and not
transferable, and not refundable or being exchange in any form of changing. Employees may also
given 25% discount to any beverages in terms of 5 beverages only that we serve in the restaurant,
including a whole bottle of wine, like in the food the discount is only limited to employees only.

Any action off the employee to the given opportunities on its own will the restaurant will
not be included in his decision making. The restaurant policy will no longer extend its power to
mandates the employees rights and privilege.

COUNTERFEIT MONEY

In the continues policies of the restaurant and the training that provide all the
information, the employees need to make all the effort and action to identify or verify the
counterfeit money during their shift to prevent its circulation of those fake money. In accordance
to this policy any employee who fail to comply and make action in this situation the employee
may subject to disciplinary action, and suspension including termination of employment.

COMPANY VEHICLES

The employee who drives the restaurant vehicles must follow the rules apply to less the
factor of problems.

Any form of damage, accident or traffic violation must be immediately reported to

management.

 Vehicles must be maintained in good condition

 Vehicles of restaurant must be use only in restaurant purpose only
 Employee must maintain a valid drivers license
 Employee must maintain good health status
 Employee drivers must report to the management what ever happen or what ever
maintenance service is need in the vehicles.

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  Employee must be only focus on driving while in work, no phone is allowed in
working hours.

DISPUTE RESOLUTION

 Employees evolves in dispute to other employees/ co-worker and or customer shall take
the responsibility. In accordance of working ethics, the restaurant builds a team of organization
that have the power of unity and peace to create harmony in work place. Any action will lead to
misunderstanding is the problem we eliminate in these working methods. Any action will be
having a disciplinary action and included to termination of employment if necessary.

The above mention rules are the action of every employee, misinterpretation of
information will lead to any form of violence is prohibited, and the restaurant will not tolerate
this form of action and make a necessary decision in maintaining harmonious working
environment.  

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 ACKNOWLEDGEMENT RECEIPT OF THE EMPLOYEE HANDBOOK

I acknowledge that I have received a copy of Cavalens Choices Employee Handbook. I

understand that I am responsible to read and understand the policies and procedures in this
Handbook. I understand that this Handbook is subject to revise at any time for any reason
confirm necessarily by the management. I also agree and understand that the Employee
Handbook is not for purpose of employment contract, but to inform me with the policies and
procedures. That any violations of the policies and procedures may result to disciplinary actions,
including termination of the employment.

I have read and understand to all of the above and have had an opportunity to ask any
questions I may have. I agree to return this Employee Handbook upon the termination of my
employment at the restaurant.

______________________________________

Employees Name (Full Name)

______________________________________

Signature over printed name

___________________________________

Date

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 Human Resource Management

GROUP 5

Bulanandi, Amiel C.

Laxamana, Christian Heart M.

Mallari, Kim Ira Monique O.

Navarro, Raymark B.

Sarmiento, Katrina Paulo E.

Mark Edmon C. Navarro I

Teacher

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