Welcome to SCP Inc.
Welcome to SCP Inc.! We’re very glad to have you with us. You have now joined a group of SCP Inc. team members who share a common bond and objective – to build SCP Inc. into a nationally respected and admired restaurant concept and company with exceptional quality, differentiation and value for our guests.
There are only three types of team members at SCP Inc.: (1) those that serve our
guests, (2) those that prepare and supply those who serve our guests, and (3) those that make it possible for us to serve even more guests. Wherever we work at SCP Inc. — serving our customers, cooking in the kitchen’s or in the office — we are all linked together in our process of guest service. The only reason that SCP Inc. exists is to serve our guests. Accordingly, we have a mindset of absolute guest satisfaction at our Company.
At SCP Inc., we’re also working very hard not to be just another Wing joint or Burger place. There are literally thousands of casual dining chain restaurants in America today. Many of these “cookie cutter” restaurants have gradually become tired and worn out over the years. They’ve lost much of their energy, their points of differentiation and their overall relevance for the consumer. Their food and beverages have not remained current with the latest trends. Nor have they maintained good levels of quality in their recipes and ingredients. Their facilities have not evolved to remain contemporary. Their service levels are generally inattentive, slow and mediocre. In short, many of these restaurants have drifted “out of warranty” with today’s consumer. Maybe you previously worked at one of these restaurants and experienced this first-hand.
Now you are at SCP Inc.! We want you to think differently here at SCP Inc.. Think quality…quality…quality at SCP Inc. in every detail. Our restaurant concept is fresh and contemporary, with high energy, and is designed to fill a missing link in the communities that we serve. Our food and beverages are of high quality and are offered in a unique creative way. Our signature dishes are well known and admired by the devoted customers we serve. Our restaurant facilities are funky and meant to be welcoming to every possible customer from a five year old to our community’s eldest member. We aim to use more technology in our restaurants than any of our competitors to help us deliver a “gold standard” dining experience to every guest. Order by mobile phone, free wifi, online ordering, you name it. We want our guests to believe they are always receiving an unreal value! If our guests believe that about SCP Inc., we’ll have a line of guests waiting when we open our doors every day.
At SCP Inc., we also feel strongly about integrity, respect and accountability. We must be honest at all times, treat others with respect and dignity, and honor our commitments and obligations to each other. Our word is our bond. High ethical and professional standards will drive every decision that we make and every action that we take. We are held to higher standards at SCP Inc., and we will live up to them.
At SCP Inc., always remember that we’re sales builders – first and foremost. Some restaurant concepts try to save their way to success or price their way to success. At SCP Inc., we will grow our way to success by building sales in a productive and efficient manner. We want all of our team members to have a sales-building mentality when they come to work with us. If we err, we will always err on the side of building sales. As long as we have the sales, we’ll have the opportunity to provide even more productive and efficient service to our guests.
This handbook was developed to describe many of our expectations for team members at SCP Inc. and to outline the key policies, programs and guidelines that we utilize to effectively operate our restaurants and Company. It is the latest and most complete written expression of our key philosophies, principles and practices. Please take the time to familiarize yourself with all of the information in this handbook. Again, welcome to SCP Inc.. We’re glad that you are on our team!
– SCP Inc. Senior Leadership Team
This handbook provides you with important information about your employment with SCP Inc. You are expected to be familiar with its contents.
Every effort has been made to make this handbook a general reference guide to our policies, procedures and benefits. Although everything could not be included in this one handbook, we have summarized some of the most important information for your reference. Please feel free to ask your immediate supervisor, your General Manager, or your Director of Operations, questions you may have regarding your employment, any procedures, or policies.
This handbook contains information about SCP Inc. employment policies and practices in effect at the time of publication. The Company reserves the right to revise, modify, delete or add to any policies, procedures, work rules or benefits stated in this handbook. All such revisions, modifications, deletions or additions will be made in writing and communicated to Company team members. No verbal statements or conduct can change or alter provisions of this handbook.
This handbook supplements the provisions of the Arbitration Agreement, Confidentiality Agreement and Code of Integrity, Ethics and Conduct which every team member must sign as a condition of employment. All previously-issued handbooks and any contrary Company documents are superseded, except for the Arbitration Agreement, Confidentiality Agreement and Code of Integrity, Ethics and Conduct you sign. This handbook and those agreements set forth the entire agreement between the team member (that’s you!) and the Company as to duration of your employment and the circumstances in which your employment may be terminated. In the case of any contradiction between this handbook and any Employment, Arbitration, Confidentiality Agreement(s), or the Code of Integrity, Ethics and Conduct entered into by a team member and the Company, the terms of the written and executed Agreement will prevail.
Nothing in this employment handbook, or any other personnel document, including any benefit plan descriptions, creates or is intended to create a promise or representation of continued employment for any team member. As set forth in the Employment At Will policy, all employment at the Company is on an at-will basis.
Please keep this handbook in a safe and convenient place so that you can
refer to it at a later date. If you lose your copy, you may ask your General Manager for access to a copy kept in the Managers’ office.
SCP Inc. History
Our passionate desire to provide extraordinary value for our guests in a high energy, fun, friendly environment, along with a sincere commitment to support the communities in which we do business, goes to the heart of what differentiates SCP Inc. from other restaurants.
Our success is maintained with careful attention to outstanding quality and service. We believe that every detail makes the difference in providing a great experience for our guests. As a member of the team, it is essential that you understand and maintain these standards. We will provide you with all the information, training and development that we believe you need to be successful at your job. In return, we ask you to have the right attitude, work hard and take pride in everything that you do each and every day with every team member and guest with whom you come in contact.
Once again, welcome to our Company, and just think…soon you will be making history with legendary stories about your service at our Company!
SCP Inc. Gold Standard of Operational Excellence
Our genuine commitment is to take pride in passionately connecting with every guest, on every visit, through flawless and relentless execution of every detail during every shift. To create and keep fanatical fans of the SCP Inc. concept and brand.
Quality is Our Compass to Create The “WOW” Concept
SCP Inc. is very excited that you have chosen to be part of our growing team. You are joining a company that has very high standards for food quality, team member performance, and, most importantly, guest service. We pride ourselves on serving superior food and (in some locations) craft beers in a casual and lively environment that makes our guests leave saying, “WOW, I love this place!”
SCP Inc. Brand Vision
To be the very definition of “Wow” for the casual dining experience.
SCP Inc. Seven C’s
Seven C’s that define our operation. We strive to say “yes” to every request from our guests. We make a sincere commitment to provide a hassle-free, personalized and totally enjoyable dining experience. We invite our guests to enjoy anything they want, prepared and served exactly the way they want it. We have the courage to put quality and guest satisfaction ahead of cost. If our food and beverages are not right or don’t look right, we don’t serve them. We want to create an emotional connection with our guests to earn their loyalty and trust. SCP Inc. is a welcoming, caring, dependable, high-energy and fun casual restaurant. But, we never confuse a casual restaurant with casual operation of the
restaurant. We do whatever it takes to consistently and correctly serve high quality food and beverages in a high-quality environment for our guests, and we always do our best to control what we can control. We are also unwavering in the support of the communities that support our restaurants.
SCP Inc.’s 5 Principles of Professional Service
A warm and sincere welcome
Positive eye contact and smiles – you are on stage
Anticipate the needs and concerns of every guest
A warm and sincere goodbye and thank you
We never lose a guest
SCP Inc. Principles of World Class Restaurant Support
Our Kitchen and Office team members are committed to providing exceptional support to our restaurant team members and will abide by these principles:
1. We will respond promptly and sincerely to your needs and continuously strive to be service-minded in everything we do. We will never be satisfied with just satisfactory service.
2. We will respect your time by not interrupting you during your peak business times and will effectively communicate with you in a clear, concise and consistent way.
3. Whenever possible, we will address any issues you have in person, answer your calls, and strive to respond efficiently and courteously to all questions in a timely manner.
4. We will work as a team so that each Kitchen and Home Office employee understands the support that is required and that each team member is knowledgeable and accountable about his or her area of expertise. Our focus will be on constantly improving this team development resulting in continued better service to our restaurant team members.
5. We will correct support issues or concerns evidenced by listening and responding to your points of view.
6. We will always be respectful and reliable when it comes to your support needs and will always honor our commitments to our restaurants and to our colleagues.
7. Each Home Office and Kitchen team member will participate in an Operations
Exchange where we will spend time with you in your restaurants to better understand your operational challenges.
8. We will effectively prioritize all of our support activities so that answers to questions or resolutions of problems are done in a timely manner.
9. We will carefully manage all necessary changes and new item rollouts to our restaurants so as not to waste time, energy or resources.
10. We will remember at all times that we share a common goal to exceed our guests’ expectations at a Gold Standard of Operational Excellence.
Employment At Will
“Employment at will” means that when you accept employment with our Company, there is no contract of continued employment. You have the right to quit at any time and for any reason if you want. Likewise, the Company can terminate your employment at any time with or without cause or advance notice.
“Employment at will” also means that the Company may modify the terms and conditions of your employment at any time with or without cause or advanced notice. The terms and conditions that are subject to change by the Company include, but are not limited to, termination, demotion, promotion, transfer, compensation, benefits, duties and locations of work.
Only the President of the Company has the authority to alter this arrangement of “employment at will” or to make any agreement limiting the Company’s discretion to terminate employment or modify the terms and conditions of employment. Any understanding or agreement of employment other than “at will” as provided above must be in writing and signed by both the team member and the President of the Company. This policy is not subject to change by any other manner.
Appearance and Dress Code Standards
It is important that your appearance reflects the high level of professionalism that our Company expects of all team members. You should take pride in your appearance and in your personal hygiene. Each team member is expected to report for work looking sharp, professional and clean.
Your managers will provide you with current attire and appearance standards that apply to the position for which you were hired. However, the Company does have some standard guidelines that all team members are asked to comply with when working to ensure a high level of safety and professionalism.
• Jewelry: Customer Service/ Restaurant team members may wear one necklace inside your shirt, one bracelet and one ring on each hand. Holiday pins, earrings, and necklaces will be allowed with your manager’s approval.
For food safety reasons, kitchen team members may not wear any jewelry other than a wedding ring.
• Watches: One watch may be worn. Fabric watchbands must be clean.
• Body piercings: No visible body piercings or tattoos are allowed including but not limited to nose rings, eyebrow rings, tongue studs and earlobe spacers. Tattoos are accepted unless they are of offensive content.
• Band-aids may not be worn to cover jewelry, piercings or tattoos that do not meet our standards.
Female Appearance Standards
• Hair must be secured in a neat, conservative ponytail or braid if it touches the shoulders. Wild or messy-looking hair is not permitted.
• Makeup must be natural, not overpowering. Only subtle colors of lipstick and eye shadow are allowed. No excessive perfume or cologne is permitted.
• Nails must be clean and trimmed, no longer than ¼ inch. Nail polish must be maintained without chips. Glue on Nail ornaments are not permitted
• Earrings may be no larger than a quarter in size.
Male Appearance Standards
• Hair must be cut above the shoulders, be neat in style and appropriate for the food service industry. Kitchen team members may have hair longer than the collar as long as it is in a ponytail and either tucked underneath a hat or hair net.
• Facial hair must be clean-shaven when you arrive at work. Moustaches and goatees must consist of a traditional moustache only, neatly trimmed and not extending below the corner of your mouth, or consist of a traditional goatee only, Van Dyke style, neatly trimmed, “full” around chin with no shaved gaps. All other styles of beards are not permitted.
• Nails must be clean and trimmed at all times without polish.
• No apparent makeup is allowed. No excessive cologne is permitted.
When in doubt about something you are going to wear to work, it is recommended you bring it to work and seek approval from your Manager. Management reserves the right to give final approval on a team member’s appearance while at work. Repeated violations of guidelines may result in disciplinary action up to and including termination.
If a team member requires an accommodation relating to the appearance standards for any reason including but not limited to disability, religion, or gender identity, the team member should notify their manager, operating director, or president.
Due to the nature of our business, personal hygiene is integral to our success and an important part of our personal responsibility. People are the most dangerous threat to food safety and sanitation. In addition to the specifics in the dress and appearance guidelines for your specific job duties, please incorporate the following best practices as well:
• Hair should be washed and well groomed. Oily, dirty hair attracts bacteria and dandruff that could fall into the food.
• Any hair that touches the shoulders must be restrained.
• Team members who work in the kitchen must wear hats at all times.
• You should bathe daily or more often if the job requires it. Body odor is offensive to both guests and co-workers, and the skin is a prime breeding ground for bacteria.
• Do not use an excessive amount of cologne or perfume as it can distract from the aroma of our food and can be offensive to both guests and coworkers.
• The most important aspect of personal cleanliness is frequent and thorough hand washing. Dirty hands can transmit contaminants to food.
• Hand washing should follow any activity that offers even a remote possibility that the hands may have picked up contaminants including:
• Using the restrooms.
• Touching areas of the body such as ears, mouth, nose or hair.
• Touching unclean equipment or work areas.
• Handling raw food, particularly meat and poultry.
• Handling money.
• Using any tobacco products.
• Cleaning and scraping dishes and utensils.
• At the beginning and end of each job function.
• Fingernails should be trimmed, clean, and well groomed.
• No kitchen team members or team members preparing food may wear nail polish.
Cuts and Abrasions
• All wounds and open sores must be aseptically bandaged, and the bandage must be covered with a waterproof protector.
Please avoid bringing valuables to work. If that is not possible, bring a lock to secure your belongings in the lockers (if available). All lockers must be emptied and locks removed at the end of each shift. The Company is not responsible for any loss, theft or damage of a team member’s personal property. In addition, the Company reserves the right to inspect all contents of offices, lockers, desks, backpacks, purses, etc. and any other areas where team member belongings are located throughout the restaurant. Please understand that team members should have no expectation of privacy in these areas subject to search. Clear bags must be used to bring in personal belongings, those not in plastic bags must be inspected by a manager prior to leaving the premesis.
Attendance and Punctuality
All team members are expected to be regular and punctual in attendance. Any unexcused tardiness or absences cause problems for your fellow team members and managers and affect your restaurant’s ability to execute its functions. Please notify your immediate supervisor as early as possible if you are unable to work or if you will be late.
Excessive absenteeism or tardiness (unless excused by law) will not be tolerated. Continuing patterns of absences or tardiness, regardless of the exact number of days, may warrant disciplinary action, up to and including termination of employment, in the discretion of the Company. Please contact your supervisor for specific information regarding call-in procedures at your restaurant.
No call No Show is cause for immediate termination.
Unapproved departure in the middle of a scheduled shift is cause for immediate termination.
Team Member Meals While on Duty
• Always check with a manager prior to ordering food.
• All non-tipped team members receive one free meal per shift from the team member menu.
• All such meals should be eaten in an area designated for breaks and/or a dining area designated by the restaurant managers.
Discounts When Not Working
We want you to take advantage of eating at our restaurants when you are not working. Therefore, the following discount is provided as a benefit:
• 50% discount for food and non-alcoholic beverages for you and up to 3 guests.
• Please provide a copy of your paycheck stub to receive your benefit.
• Restaurant team members are not allowed to sit at the bar top, on or off the
clock, at their home restaurant or at any other location.
Bulletin boards are reserved for the exclusive use of the Company for posting authorized work-related notices or for notices which must be posted pursuant to federal, state and local law. From time to time, special notices and information for team members will be posted by the Company on the bulletin boards or in team member break areas. Bulletin boards are not to be used for materials other than described above. Please check the boards and team member break areas regularly for such notices.
Company’s Right to Team Members’ Work
During your employment you may be asked to participate in a process to create and/or participate in a contest that results in the Company utilizing your “work.” If such an occurrence should happen, the Company exclusively owns all rights, title and interest in the creation. This is inclusive of all property and intellectual property rights therein, including, but not limited to, all trademarks, service marks, copyrights, patents, recipes, software applications, and processes (whether tangible or intangible) therein and thereto (“Intellectual Property”) for the life of the Intellectual Property including all extensions and renewals.
In addition, by accepting employment subject to the terms of this handbook and any other agreement entered into, you agree to irrevocably and perpetually assign to the Company all right, title and interest of any kind or nature (including any and all copyrights therein), throughout the universe, to the extent the Company does not otherwise own such rights. All such material may be exploited and otherwise used by the Company, the Company’s assigns and/or licensees in any manner now known or hereafter devised, throughout the universe in perpetuity, without restriction of any kind and without payment, compensation, or any other liability or obligation whatsoever to team members. You expressly waive all rights, if any, including all “moral rights” in connection therewith.
Company property, including but not limited to documents, electronic records, office supplies and clothing, may be used only in connection with Company business.
Company property, including anything in waste containers, may not be removed from the Company premises without written approval by your immediate supervisor. A team member who fails to maintain Company property with care and in good repair or who loses Company property is subject to disciplinary action.
When a team member leaves or is separated from the Company, the Management will account for and obtain all property, including Company documents that are in the team member’s possession. Team members must reimburse the Company for any property not returned.
The unauthorized possession, use, or duplication of Company keys is prohibited. Team members must return Company keys upon demand by the Company and upon separation of employment. If a team member no longer has use for a key issued to him or her, the team member must return it to his/her immediate supervisor.
Team members may not use or disclose Company proprietary or confidential information for their personal or non-Company purposes. Allowing access to any proprietary or confidential Company data by anyone without a legitimate business need to know is prohibited. Any unauthorized disclosure of confidential team member information, including but not limited to the disclosure of a team member’s telephone numbers, home addresses, and email addresses, is prohibited unless required by law. Any disclosure of proprietary vendor information to anyone who does not have a need to know is prohibited.
Team members may not answer questions from, or speak on behalf of the Company to, the press or third parties except when specifically authorized to do so. Any such requests from the press or other third parties should be directed to the President of the Company at firstname.lastname@example.org
SCP Inc. trademark names or other identifying symbols (including stationery materials bearing such Company names or symbols) and other intellectual property may only be used with authorization in connection with official, authorized company business and may not be used by anyone to imply that the Company sponsors, endorses or is connected with any business, program, product, service, club or organization not part of or directly related to the Company’s business activities.
Company marks, logos, stationery and corporate names must be used consistently and precisely only for standard, authorized, and commonly accepted business activity. No Company logo, mark, or corporate name may be used on any Company material without prior approval in writing. This applies without exception to all uses of Company logos, marks and names, including, for example, on stationery (such as letterhead, envelopes, business cards and note paper), reports, presentations materials, memoranda, websites, social media sites, blogs, Facebook, Twitter, email messages, fax cover sheets, articles of clothing, and other items.
Please contact the Marketing Department at the Home Office to obtain advanced approval to use any Company logos or marks or new or existing Company names for anything other than authorized standard and commonly accepted business activities.
The following is not permitted:
• The use of a logo different from those that have already been approved by the Company.
• The use of Company logos, marks or names in conjunction with logos, marks, or names of non-Company entities or businesses.
• Alteration of Company logos, marks and names in any manner.
The Company expects the highest quality of work from its team members. If disciplinary action is necessary, the Company may, at management’s discretion, issue a verbal warning notice, a written warning notice, a suspension, a demotion, a termination, or any other means of discipline deemed appropriate by the Company under the circumstances. The Company may endeavor, in its discretion, to provide team members with reasonable opportunity to correct performance deficiencies, depending upon the circumstances. However, there are no standard or required disciplinary steps that the Company must follow. Conduct that is deemed inappropriate may lead to immediate termination without advance notice. Further, employment with the Company is at the mutual consent of the Company and the team member, and either party may terminate the “at-will” relationship at any time, with or without cause or advance notice. The Company’s use of various disciplinary measures is not meant to imply anything that might conflict with the “employment at will” status of all Company team members.
In order to assure orderly operations and provide the best possible work environment, the Company expects team members to follow rules of conduct that will protect the interests and safety of all personnel and the Company. It is not possible to list all the forms of behavior that are considered unacceptable in the work place, but the following are examples of conduct that may, in the discretion of the Company, result in disciplinary action, up to and including immediate termination of employment:
• Any act of discrimination or harassment, including but not limited to telling sexist, racist or otherwise discriminatory, inappropriate or offensive jokes; making racial, ethnic, sexist, ageist or otherwise demeaning slurs or comments; engaging in abusive or disrespectful conduct; posting, displaying or disseminating pornographic or otherwise offensive materials or e-mails in the workplace; and viewing offensive or inappropriate films or written material in the workplace.
• Dishonesty, falsification, alteration, or misrepresentation of information on Company records including but not limited to on our application for employment, a request for leave of absence, time records, or other information or data requested by the Company.
• Violating a confidentiality agreement made with the Company including but not limited to giving confidential or proprietary Company information to competitors, other organizations, or to unauthorized Company team members or others or breaching confidentiality of personnel information.
• Malicious gossip and/or spreading rumors, engaging in behavior designed to create discord and lack of harmony, interfering with another team member on the job, or restricting work output or encouraging others to do the same.
• Insubordination or refusing to obey instructions properly issued by your supervisor pertaining to your work or a special assignment.
• Producing unsatisfactory or careless work, failing to meet the Company’s production or quality standards, making mistakes due to carelessness or failure to obtain and follow necessary instructions, or unsatisfactory effort or performance.
• Engaging in an act of sabotage or violence or causing the destruction or damage of Company property or the property of fellow team members, suppliers, or visitors in any manner.
• Threatening, intimidating, or coercing fellow team members on or off the premises.
• Failing to cooperate during an investigation.
• Acting in a negligent or careless manner which endangers the life or safety of another person.
• Being intoxicated or under the influence of an unauthorized or illegal substance or drugs while at work.
• Using, possessing or selling a controlled substance or unlawful drugs in any quantity while on Company premises with the exception of use or possession of authorized medications prescribed by physicians which do not impair work performance or pose a safety risk at work.
• Theft of Company property or the property of fellow team members or other unauthorized possession or removal of any Company property – including documents – from the premises without prior permission from management.
• Unauthorized use of Company equipment or property for personal reasons or personal profit.
• Using obscene, foul, inappropriate or abusive language or disorderly/antagonistic conduct toward any co-worker, client, guest or team member on Company premises.
• Violating the Company’s Electronic Communications Systems or Social Media Policy including but not limited to misuse of a Company electronic communication device, including the Internet and Worldwide Web.
• Exhibiting an inappropriate attitude at work.
• Unauthorized use of fire alarms.
• Violation of any other Company rule or policy.
• Any other conduct at work deemed inappropriate by the Company that is not otherwise protected by law.
Driver Safety and Rules of the Road
The following information applies to anyone who is driving while on the clock for SCP Inc.
• Drivers must comply with all laws including but not limited to: traffic lights/signs, turning/ merging/ yielding, speed limits, direction of traffic, and parking.
• Seatbelts must be worn at all times when the vehicle is in operation.
• No driver shall drive a car when his/her ability may be impaired, affected or influenced by alcohol, illegal drugs, fatigue, injury or prescribed/over-thecounter medication.
• Drivers must abide by all federal, state and local motor vehicle laws and ordinances regarding registration, licensing and operation.
• The driver’s vehicle must be maintained in safe driving conditions. A pre-trip inspection should be conducted prior to departing to ensure the safety of the vehicle.
• Drivers are encouraged to drive vehicles with air bags and ABS brakes.
• Cellular phones, pagers and other communication devices should only be used when the vehicle is parked.
• Hands free devices for cell phones are required when using cellular phones.
• Texting or sending email messages is prohibited.
• Drivers are responsible for all Company property.
• Keep the doors locked when not in the vehicle. The Company will not reimburse drivers for any stolen personal property.
• All tickets and violations are the responsibility of the driver and not SCP Inc..
• Be safe at all times. Avoid tailgating and excessive lane changing. Be aware of changes in weather and how it affects driving. Utilize mirrors and double-check windows to avoid blind spots.
• In the event you have a flat tire, please utilize flares or reflective triangles so you are safe when changing the tire.
Safe Food Handling Procedures for Drivers
Drivers must practice the same food safety practices that are required of all team members in the restaurant. These include, but are not limited to:
• Keep hot and cold foods separate. In addition, carefully pack food to reduce the possibility of spillage and/or cross contamination.
• Keep food out of the temperature danger zone of 41-141 degrees. Utilize thermometers to perform a quality check of temperature.
• Utilize food handler gloves when touching all food to avoid cross contamination. Disregard gloves after a single use.
• Keep food out of direct sunlight.
• At the end of the shift and prior to using again, make sure all coolers and equipment are clean and sanitized.
Drug and Alcohol Free Workplace
Use of alcohol, illegal drugs or controlled substances, whether on or off the job, can adversely affect a team member’s work performance, efficiency, safety and health and therefore seriously impair the team member’s value to the Company. Furthermore, the use or possession of these substances on the job constitutes a potential danger to the welfare and safety of other team members and exposes the Company to the risks of property loss or damage or injury to other persons.
The following are strictly prohibited by the Company either on the Company property or during the workday (including meal and rest periods):
• Possessing, using, selling, distributing or being under the influence of alcohol or an illegal or controlled substance while on the job or on Company premises.
• Driving a Company vehicle while under the influence of alcohol or an illegal or controlled substance.
• Distribution, sale or offer to sell or purchase an illegal or controlled substance while on the job or on Company premises.
In order to enforce this policy, the Company reserves the right to conduct searches of Company property. Team members should only bring a clear bag with possessions needed for their shift into the building. In the even that excessive bags are brought inside the Company reserves the right to search team members and/or their personal property and to implement other measures necessary to deter and detect abuse of this policy.
The use of prescription drugs and/or over-the-counter drugs may also affect a team member’s job performance and seriously impair the team member’s value to the Company. Any team member who is using prescription or over the-counter drugs which may impair his or her ability to safely perform the job or may affect the safety or well-being of others must notify a restaurant manager of such use immediately before starting or resuming work.
No Expectation of Privacy When Using Company ECS
Team members should expect that all information, communications and data that are created, transmitted, downloaded, accessed, received or stored on the Company’s ECS are not private and confidential and may be accessed by the Company at any time without prior notice. Team members should have no expectation of privacy or confidentiality in such messages or information stored on the Company’s ECS (whether or not such messages, information, or attachments are password-protected or relate to Company or personal use). Team member usage of ECS may be reviewed and/or monitored. Team members should understand that deleted information, communications and data are not necessarily removed from the system and may also be accessed and reviewed. For example, the Company may, in its sole discretion, access, record, or disclose any voicemail, email or text message left on Company ECS.
Use of ECS
The Company’s ECS is provided for work-related use. Only Company related business files and data should be stored on the Company’s ECS. Do not load personal files in or on the Company’s ECS without the prior authorization of the President. Team members must remember that the equipment, services and other resources provided by the Company are Company property and their purpose is to facilitate and support company business. All equipment, services and resources must be used in a professional, ethical and lawful manner and must not be used to negatively interfere with team member job performance.
The Company’s Code of Conduct, anti-harassment, non-discrimination and solicitation policies all extend to the use of ECS. Team members must not, for example, use sexually-suggestive or racially derogatory or discriminatory screen savers, download or disseminate pornographic materials, or transmit/receive e-mail messages that contain offensive or objectionable material. Sharing inappropriate, offensive, or explicit material over the Internet or sending such material via e-mail will not be tolerated.
If any such material is received by a team member, it should be immediately deleted from the respective ECS platform, and the sender should be notified that such material is prohibited at the Company. If such material continues to be received, the team member should notify his/her manager.
• The use of any of the Company’s ECS that is not directly for the benefit of the Company, such as for commercial, personal religious or political agendas, is prohibited. The Company recognizes that team members may occasionally use ECS for personal use. Nonetheless, all uses of ECS, whether business or personal, are subject to and must be strictly in accordance with this policy and all other Company policies specifically including, but not limited to, the Company’s policies prohibiting harassment and discrimination.
• No ECS, including the Internet and World Wide Web, may be used in a manner that infringes upon or damages the patents, copyrights, trademarks, licenses or the rights of the Company or others to proprietary, confidential or trade secret information. This includes the downloading or installation of software and/or equipment without prior authorization from the Company’s President.
• Company ECS may not be used for any purpose that creates an actual, potential or apparent conflict of interest.
• Company ECS may not be used in a manner that is disruptive to others, offensive to others, or harmful to morale. Company ECS cannot be used for knowingly accessing, transmitting, retrieving, or storing any message, image, or communication that is illegal or contrary to the Company policy or business interest, discriminatory, harassing, an invasion of privacy, derogatory, sexually explicit, obscene, pornographic, defamatory, threatening, virus propagating, damaging to the Company’s confidential or trade secrets and damaging to the reputation of the Company, its team members or guests.
• Team members may not use other team members’ log-ins or passwords.
• Under no circumstances are team members allowed to keep copies of proprietary information, data or programs when they leave the Company. Team members may not duplicate software programs or keep any backup copies of work done for the Company when they leave the Company.
• Team members may not monitor or intercept the files or electronic communications of other team members or third parties without proper authorization. All proposed monitoring or interception of any team member ECS communications can only be authorized by the Company’s Chief Executive Officer.
• Company property such as cellular telephones, office telephones, modems, pagers, PDAs, and beepers are not to be used for illegal or unauthorized activities.
• Team members are prohibited from downloading, copying and/or sending Company files, information, and programs to any unauthorized destination, including to the team member’s own computer.
Hours Worked and Overtime
Non-exempt team members must correctly record all hours worked. You must be ready to work at your scheduled start time and must clock in immediately prior to starting work. You will have an automatic 30 minute meal break on shifts of 6 hours or more factored into your hours worked. You must be “on the clock” any time that you are performing job duties. It is unacceptable to work “off the clock.” Failing to record all hours worked, falsifying hours worked, or recording time for another team member is prohibited and will lead to disciplinary action up to and including termination. If a team member believes that the Company is not providing meal or rest periods where required by law or that he/she is being prevented from taking meal and rest periods, it is the team member’s obligation to promptly notify Restaurant Management and/or the President (email@example.com 917-771-7773) so that the matter can be investigated and resolved
If you forget to clock in or out, your manager can adjust the time for you. If a manager adjusts your time records for any reason, you will be required to review and either approve or deny any adjustment. Ensure that you review any time adjustments for accuracy. Do not approve a time adjustment if it is not correct.
If any manager directs you not to record all hours worked or adjusts your hours to reflect fewer hours than those actually worked, or if you believe you have not been accurately paid for all hours worked, you should immediately report this to your General Manager. If the issue is not resolved, you should call the President at 1-917-771-7773, or via email firstname.lastname@example.org at any time, day or night.
Occasionally, due to business needs, a team member may be directed to work overtime. All non-exempt team members (team members who are paid by the hour) will be compensated in accordance with applicable federal and state laws when they work overtime. Overtime must be approved by the team member’s immediate supervisor in advance of the overtime work being performed. Repeated failure to seek advance approval may lead to disciplinary action. That said, any overtime worked must be recorded and will be compensated in accordance with applicable law.
Medical leaves, vacation, holidays not worked, jury duty and other leaves of absence taken by a team member are not considered time worked for purposes of computing overtime.
The Company reserves the right, at any time, with or without notice, to alter or change job responsibilities, reassign or transfer job positions, or assign additional job responsibilities. In addition to your regularly assigned job responsibilities, you may be asked to work on special projects or assist with other work important to the operation of your restaurant or the Company. In addition, from time to time, the Company may request that team members work additional or different hours than those previously scheduled. Your cooperation and assistance in performing additional work is expected.
Failure or refusal to work on special projects or additional hours when requested by the Company may result in disciplinary action up to and including termination.
Leaves of Absence
SCP Inc. takes its obligations under the Family and Medical Leave Act and all applicable federal and state leave laws very seriously. The Company will grant leaves of absence to eligible team members as required by applicable federal, state, or local law or otherwise in the Company’s discretion. It is important to request any leave in writing as far in advance as possible, to keep in touch with your General Manager during your leave, and to give prompt notice if there is any change in your return date.
Team members may not obtain other employment or apply for unemployment insurance while on a leave of absence. Acceptance of other employment, without notice and authorization, while on leave may be treated as a voluntary resignation from employment at the Company.
SCP Inc. recognizes that the serving of alcohol is a privilege granted to it by the community in which it operates, and with this privilege comes the responsibility to take positive steps to prevent over-consumption and the risk associated with driving under the influence.
No manager or team member shall serve alcohol to a person who is (1) a minor, (2) visibly intoxicated, (3) known to be a habitual drunkard, or (4) without proper identification or verification of age. It is the responsibility of every team member involved with the serving of alcoholic beverages to be familiar with the signs of intoxication and the Company’s Liquor Liability Policies. Violations of this policy are grounds for disciplinary action up to and including immediate termination.
The Company believes that a prompt and fair resolution of any employment related dispute is in the best interests of both SCP Inc. and each team member. Accordingly, as a condition of, and as consideration for the offer of employment, team members and SCP Inc. agree to participate in binding arbitration of disputes – as provided below and in the binding arbitration agreement (“Arbitration Agreement”) with each team member – as the exclusive means of resolving almost all employment disputes.
With the exception of workers’ compensation claims, claims for unemployment insurance compensation, and claims for injunctive relief, legal claims of any kind or description arising out of or relating to employment with the Company or termination from employment with the Company, including claims for harassment, discrimination, and/or wages and penalties, shall be subject to the Mutual Arbitration Agreement between each team member and the Company and exclusively resolved in accordance with the current arbitration rules of JAMS or the American Arbitration Association applicable to employment disputes (as set forth in the Arbitration Agreement), pursuant to the laws of the state in which you work.
The terms governing this policy and the agreement to arbitrate disputes between the team member and the Company are specifically set forth in the Arbitration Agreement that must be signed by the team member on the first day of employment.
THE SUBMISSION TO FINAL AND BINDING ARBITRATION IS AN EFFECTIVE WAIVER BY THE COMPANY AND THE TEAM MEMBER OF ANY RIGHT TO A JURY TRIAL AND/OR TO FILE A LAWSUIT OR OTHER CIVIL ACTION TO RESOLVE EMPLOYMENT DISPUTES.
Equal Employment Opportunity
SCP Inc. is firmly committed to the practice of equal opportunity employment and makes employment decisions based on merit. It is our policy to prohibit discrimination against anyone because of race, color, religion, sex, sexual orientation, gender identity, marital status, age, national origin or ancestry, physical or mental disability, medical condition, genetic characteristics, pregnancy, protected veteran status or any other legally protected status under federal, state, or local laws. This policy extends, but is not limited to, recruitment and employment, promotion, demotion, transfer, layoff, termination, rates of pay and other forms of compensation, education, and training.
This policy also prohibits team members from harassing any other team member, guest, or other person in the course of the Company’s business for any reason including, but not limited to, race, color, religion, sex, sexual orientation, gender identity, marital status, age, national origin or ancestry, physical or mental disability, medical condition, genetic characteristics, pregnancy, protected veteran status or any other basis prohibited by federal, state, or local laws.
All members of Management are responsible for the administration of this policy by abiding by the following guidelines:
1. All personnel decisions must be made without prejudice or discrimination in accordance with the principles of equal opportunity summarized above.
2. Retaliation against a team member who has made a reasonable, good faith complaint about the violation of discrimination/harassment law, or any other law, or has cooperated with an investigation of such a complaint is strictly prohibited.
3. Team members who reasonably believe that they have been harassed, discriminated, or retaliated against in violation of this policy or any applicable law have an obligation to promptly report the facts of the incident and the name(s) of the person(s) involved to the President of the company email@example.com, phone 917-771-7773. Every report will be investigated.
4. Team members who believe they have observed harassment, discrimination, or retaliation directed at others have an obligation to promptly report the facts of the incident and the name(s) of the person(s)involved to the President of the firstname.lastname@example.org, phone 917-771-7773. Every report will be investigated.
We take discrimination and allegations of discrimination very seriously. Disciplinary action, up to and including termination, will be warranted if a team member fails to adhere to the provisions of this policy.
Prohibition of Discrimination, Harassment, and Retaliation
The Company forbids any unwelcome conduct that is based on an individual’s race, color, religion, sex, sexual orientation, gender identity, marital status, age, national origin or ancestry, physical or mental disability, medical condition, genetic characteristics, pregnancy, protected veteran status or any other legally protected status of an individual or that individual’s associates or relatives. The Company is committed to providing a work environment that is free of unlawful discrimination, including harassment that is based on any legally protected status. The Company will not tolerate any form of harassment that violates this policy.
This anti-discrimination and anti-harassment policy applies to all team members involved in the operation of the Company and prohibits harassment by any team member of the Company, including supervisors and co-workers. In addition, these policies also extend to protect our team members from the harassment by guests, vendors or others doing business with the Company. If harassment occurs on the job by someone not employed by the Company, the procedures in this policy should be followed as if the harasser were a team member of the Company.
Definition of Sexual Harassment
Federal and state laws define sexual harassment as unwanted sexual advances, requests for sexual favors or visual, verbal or physical conduct of a sexual nature when submission to such conduct is made a term or condition of employment, or rejection of such conduct is used as a basis for an employment decision affecting the individual, or such conduct has the purpose or effect of unreasonably interfering with a team member’s work performance or creating an intimidating, hostile or offensive working environment.
The following is a partial list of sexually harassing behaviors:
• Unwanted sexual advances.
• Offering employment benefits in exchange for sexual favors.
• Withholding employment benefits due to a refusal to participate in sexual activity.
• Making or threatening retaliation after a negative response to sexual advances.
• Sending or forwarding e-mail messages, text messages, tweets, etc. of a sexual or inappropriate nature.
• Visual conduct of a harassing nature including but not limited to leering, making sexual gestures, displaying sexually suggestive objects or pictures, cartoons, posters, internet web pages or screen savers.
• Verbal conduct of a harassing nature including but not limited to making or using derogatory sexual comments, slurs, sexually explicit comments or jokes, inappropriate comments about a team member’s body or dress.
• Verbal sexual advances or propositions.
• Verbal abuse of a sexual nature, graphic verbal commentary about an individual’s body, sexually degrading words to describe an individual, suggestive or obscene letters, notes, invitations or e-mail messages.
• Physical conduct of a sexual nature including touching, assaulting, impeding or blocking movements.
• Retaliation for reporting harassment or threatening to report harassment. It is unlawful for males to sexually harass females or other males and for females to sexually harass males or other females. Harassment is prohibited whether it involves co-worker harassment, harassment by a supervisor, or harassment by persons doing business with or for the Company.
Discrimination And Harassment Complaint Procedure
SCP Inc. will take all reasonable steps to attempt to prevent discrimination and/or harassment from occurring in the workplace. The complaint procedure provides for an immediate, thorough and objective investigation of any discrimination and/or harassment claim, appropriate disciplinary action against anyone found to have engaged in prohibited discrimination and/or harassment, and appropriate remedies to any victim of harassment.
Team members who believe they have been harassed on the job, including by persons doing business with or for the Company, should provide a written or verbal complaint to their the president in person or via email email@example.com. Team Members may also submit a written complaint to the SCP Inc. Team Member Relations at 19 Essex Street Andover Ma 01810.
The Complaint should include:
• Details of the incident(s)
• Names of individuals involved
• Names of any witnesses or other persons with knowledge of the incident(s)
Every manager who learns of any team member’s concern about harassment, whether in a formal complaint or informally, must immediately report the issues raised to his or her own manager, the Director of Operations or the President of the company.
Handbook Acknowledgment and Agreement
I hereby acknowledge that I received and have read a copy of the SCP Inc. Restaurants, Team Member Handbook. I understand that, except for the employment-at-will policy, the information in the handbook is subject to change at any time at the sole discretion of SCP Inc. and that such changes may supersede, revise, or eliminate one or more policies, benefits and practices described in this handbook.
In consideration for my employment and continued employment, I agree that my employment is subject to and I am bound by all of the procedures, standards, and regulations contained in this handbook. I understand this handbook in no way creates any rights, contract, or guarantee of continued employment, benefits, or working conditions for me.
I understand and agree that my employment with SCP Inc. is “at-will” and may be terminated with or without cause and without notice, at any time, at the option of either SCP Inc. or myself. I also understand that any dispute regarding my employment must be resolved through the mandatory and exclusive arbitration procedure described in this handbook and/or in my Arbitration Agreement.
I further understand that no management representative, other than the Chief Executive Officer, has any authority to enter into any agreement that would limit either my right or SCP Inc. right to terminate our employment relationship at-will at any time, as provided above, or to make any other agreement contrary to the foregoing. Any such agreement must be in a writing signed by me and the President or Chief Executive Officer of SCP Inc.. This represents an integrated agreement with respect to the at-will nature of the employment relationship.
I agree to treat everyone I interact with while working for SCP Inc. with dignity and respect and to comply with all policies and laws regarding equal opportunity employment practices and prohibiting unlawful harassment, discrimination, and retaliation.
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