Welcome To Our Family!

We welcome you to PEARL’S PLACE. We look forward to the opportunity to work with you and want you to know that we recognize our employees as our most valuable resource. Our continued success in providing the highest quality of food, beverages and service to our guests depends on having quality people like yourself and your fellow employees. We want you to enjoy your time here and are committed to helping you succeed in your new job.

We have prepared this handbook to answer some of the questions that you may have concerning PEARL’S PLACE and its policies. This handbook is intended solely as a guide. Read it thoroughly. If you have questions about anything, contact a Manager for assistance.

We hope you find your time with us to be an enjoyable and rewarding experience.

Once again, welcome to PEARL’S PLACE!


Policy Statement

All employees are expected to conform to the rules and regulations as set out in this handbook, and understand that they are at-will employees. The contents of any Employee Handbook, including this one, that may be distributed during the course of their employment shall not be construed to be a contract or in any way binding. PEARL’S PLACE reserves the right to change, at its discretion, the contents of this handbook.

This handbook is a general guide and provisions of this handbook do not constitute an employment agreement (contract) or a guarantee of continued employment. It is simply intended to outline the benefits and work requirements for all employees. It is further understood that PEARL’S PLACE reserves the right to change the provisions in this handbook at any time. It is policy of PEARL’S PLACE that employment and compensation of any employee is at will and can be terminated with or without cause, at any time, at the option of the employee or at PEARL’S PLACE option.


Our Mission Statement

At Pearl's Place Restaurant, we are dedicated to providing a warm, friendly and family-oriented atmosphere where our guests always feel welcomed and to serving delicious Southern/Homestyle Foods. To assure our success:

  • We train all staff to consistently greet and serve all of our guests in a friendly and courteous, yet professional and efficient manner.
  • We strive to maintain an environment wherein our guests have a feeling of being served as family, in our own home.
  • We prepare and serve fresh foods daily, prepared with ingredients from reliable, licensed (whenever possible, local) suppliers.
  • We frequently evaluate and adjust our menu to assure it's fresh and appealing.
  • We recruit and, whenever possible, hire from within our local community, adhering to federal and local laws governing equal opportunity in employment.
  • We operate in compliance with local laws, including, but not limited to, the safe and proper handling of food.
  • We manage the various aspects of our daily business in a cost-effective manner in order to assure profitability

Our Way of Doing Business

PEARL’S PLACE’s success depends on our people. Our restaurant can only prosper and provide opportunities for employment and growth when we continually improve ourselves, and the work we do. We recognize however, that success is not measured by sales; guest counts, and numbers alone. We are measured as much by the way in which we achieve our goals, as we are by the actual achievements themselves. We believe that a commitment to uncompromising values and integrity should always guide our decisions and actions as we pursue our goals. Following are the core values that form the foundation of our measurement of success:

  • We believe in providing legendary service. Our goal is to provide the kind of unique and genuine sort of personal care and attention that our guests tell stories about.
  • We believe that good enough isn’t. We never stop trying to do it better, no matter how good we are. We constantly strive to "raise the bar.”
  • We believe in honesty and trust. We work to build trust with others in each and every transaction and interaction. We recognize that honesty and trust form the bond that holds organizations and relationships together.
  • We believe in the ongoing training and development of our people. We see it as a worthy investment in the future of the restaurant and as a way of enabling our people to achieve their potential in whatever they do.
  • We believe our continued success depends on teamwork. We know that great achievements are only possible from helping and respecting each other.
  • We believe in doing business in a professional and orderly manner. We take great pride in having good systems, standardized procedures and being organized.
  • We believe in being responsible to others and to ourselves. We do what we say we are going to do when we say we are going to do it. We believe in personal accountability and avoid blaming others when things don’t turn out as planned. 

This handbook is designed to help you get familiarized with PEARL’S PLACE. We want you to understand how we do business and how important you and every employee is in helping us take care of our guests and making this a fun and rewarding place to work.

The policies stated in this handbook may change from time to time. It isn’t flawless either. We’ve done our best to include as much information as possible in an easy-to-understand manner.

This handbook is not a contract, which guarantees your employment for any specific time. Either you or PEARL’S PLACE may terminate your employment at any time, for any reason, with or without cause or notice

We wish you the best of success in your position and hope that your employment with PEARL’S PLACE, as we expressed earlier in this handbook, will be a very enjoyable and rewarding experience.


EMPLOYMENT POLICIES


Hiring                        

Non-Discrimination 

PEARL’S PLACE is an equal opportunity employer. We will not tolerate discrimination based on race, sex, age, national origin, religion, sexual orientation, or disability. Employment decisions, such as hiring, promotion, compensation, training and discipline will be made only for legitimate business reasons based upon qualifications and other nondiscriminatory factors. 

Age Requirements   

All servers and bartenders, as per the law, much be at least 16 years of age. Employees under the age of 18 must comply with all federal wage and hour guidelines, no exceptions. The required work permits much be supplied when applicable. No employees under the age of 21 years can take orders for or serve alcoholic beverages.

Orientation Period  

You have been through our employee selection process, have been selected for employment and appear to have the potential to develop into a successful employee. However, we want the opportunity to begin the training period, get to know you, see how you fit in with your co-workers and determine if you are willing and able to carry out the responsibilities for the position in which you were hired. It’s also important for you to get to know us and become familiar with how we operate to find out if this job is a good fir for you. We provide a brief Orientation Period that allows both you and the restaurant to see whether or not it’s a good fit and if not, part company as friends. During the Orientation Period you will begin your training and be observed by management. Also, during this time if you feel you do not understand what’s expected of you or that you need additional training, we encourage you to ask questions and seek additional help from our management staff. 

Training                      

To help you be successful in your job you will receive adequate training. Your trainers are considered amongst our “best” and have experience in that position. We want you to be a knowledgeable and productive member of our staff.

Schedules

Schedules are prepared to meet the work demands of the restaurant. As the work demands change, management reserves the right to adjust working hours and shifts. Schedules are posted weekly on or before Saturday afternoon, via our online scheduling application/website www.shiftnote.com. You will be provided with information for registering with this application when you begin orientation. Whenever possible, a printed version of the general schedule will be posted in the kitchen area as a reference.

  • Each employee is responsible for assuring they are aware of their shifts and for following their posted schedule.
  • You should arrive for your shift with enough time to make sure you’re ready to work when your shift begins. We suggest that you arrive 10 to 15 minutes before your shift begins so that you have time to get settled and ready for your shift. You should clock in when your shift begins and be ready to start work immediately.
  • Employees must enter and exit through the front door during business hours – not the back door.

The scheduling Manager must approve all schedule changes.

All requests for changes, including variation in days and times, requests for time off for school, childcare considerations, family events, medical appointments, legal matters, etc., must be submitted online via www.shiftnote.com. This web-based app allows you to swap your shift with another employee or release your shift, which notifies other qualified and available employees that you would like to give up your assigned shift. In either case, you are responsible for working your shift until your absence has been approved by the scheduling manager, regardless of whether or not another employee has replied that he/she is willing to work your shift. The www.shiftnote.com app allows easy communication with managers and co-workers.

Once you register with www.shiftnote.com you should choose to receive schedule notifications and request changes via regular cellphone text messages and/or email.  If you do not have access to the internet for www.shiftnote.com, ask a manager for assistance.

To be valid, the scheduling manager must approve any changes to your schedule.

The restaurant usually requires high levels of staff on or around holidays, sporting and other special events. We understand that you have a life outside of the restaurant and will always try to find a way to work with you on your schedule requests. We do, however, ask you to remember just how crucial each position is to the proper functioning of the restaurant.

Please remember that even though we will try to comply with your requests, there is no assurance that you will get the requested time off.

Overtime

In accordance with Federal Minimum Wage Law, employees are paid overtime when they work more than 40 hours in one week. Hourly employees are paid at one and one-half times their basic straight time rate for all overtime hours worked. Tip credit will be factored into the hourly rate for tipped employees.

Standards of Conduct

Consistent with our Mission and values, it is important for all employees to be fully aware of the rules that govern our conduct and behavior. In order to work together as a team and maintain an orderly, productive and positive working environment, everyone must conform to standards of reasonable conduct and policies of the Restaurant. ANY EMPLOYEE INVOLVED IN ANY OF THE FOLLOWING CONDUCT MAY RESULT IN DISCIPLINARY ACTION UP TO AND INCLUDING IMMEDIATE TERMINATION WITHOUT A WRITTEN WARNING AND/OR FULL PROSECUTION OF LAW FOR APPLICABLE OFFENSES.

  • Supplying false or misleading information to the Restaurant, including information at the time of application for employment, leave of absence or sick pay.
  • Not showing up for a shift without notifying the Manager on duty. (No call, no show, no job)
  • Clocking another employee “in” or “out” on the Restaurant timekeeping system or having another employee clock you either “in” or “out.”
  • Leaving your job before the scheduled time without the permission of the Manager on duty.
  • Arrest or conviction of a felony offense.
  • Use of foul or abusive language.
  • Disorderly or indecent conduct.
  • Gambling on Restaurant property.
  • Theft of guest, employee or Restaurant property including items found on Restaurant premises.
  • Theft, dishonesty or mishandling of Restaurant funds. Failure to follow cash, guest check or credit card processing procedures.
  • Refusal to follow instructions.
  • Engaging in harassment of any kind toward another employee or guest.
  • Failure to consistently perform job responsibilities in a satisfactory manner within the 30 day orientation period.
  • Use, distribution or possession of alcohol or illegal drugs on Restaurant property or being under the influence of these substances when reporting to work or during work hours.
  • Waste or destruction of Restaurant property.
  • Actions or threats of violence or abusive language directed toward a guest or another staff member.
  • Excessive tardiness.
  • Habitual failure to punch in or out.
  • Disclosing confidential information including policies, procedures, recipes, manuals or any propriety information to anyone outside the Restaurant.
  • Rude or improper behavior with guests including the discussion of tips.
  • Smoking or eating in unapproved areas or during unauthorized breaks.
  • Not entering and exiting the restaurant through approved entrance.
  • Failure to comply with Restaurant’s personal cleanliness and grooming standards.
  • Failure to comply with Restaurant’s uniform and dress requirements.
  • Company telephones are for company business only. You may not use the telephones for personal business without express permission from Management. Employees are discouraged from receiving personal calls at work. Within reason, we will forward telephone messages to you. If the message requires attention, you may reply during your breaks.
  • Personal items, including cell phones, music players and similar electronic devices must be put away at the beginning of your shift. These devices are not to be used at anytime during your shift or a manager will lock them up until the end of your shift.  Use your devices during your break and away from view or hearing by our guests. Be certain ringers and alerts are silenced. Advise your family in case of emergency to contact you via the manager on duty.

 

Personal Belongings: Employees are generally discouraged from bringing personal items into the building; however, space is, provided in the employee break room for coats, purses and similar items. In keeping with our policies regarding theft, drugs and alcohol, personal items brought into the building are subject to inspection. Pearl's Place is not liable for damaged, lost or stolen personal belongings. Do not bring valuables into the restaurant.  Do not leave personal items after your shift.

 

Alcohol and Drugs: Do not report to work under the influence - or residual influence - of alcohol or drugs. Legal use of prescription drugs may require documentation from the prescribing physician. Coworkers and management are required to report suspected violations. Violation of this policy is grounds for disciplinary action including termination and Police will Be Notified.

Employee Smoking: Employees may smoke away from the Restaurant during breaks or lunch. Never smoke in the presence of any guest. Always wash your hands after smoking and before returning to work and take care not to bring any offensive odors in the presence of our guests.

Theft:  Pearl's Place will terminate and aggressively prosecute any person who commits, conceals, abets or otherwise participates in theft of any nature that harms this company, its guests or employees.

Firearms and Weapons: In accordance with law and our policy, no person may possess a firearm or weapon on the premises. Possession of firearms on the premises may lead to arrest and will result in termination of employment.

Employee Patronage:  To maintain an image of professionalism, employees may not remain as a guest while in uniform.


Harassment

It is this Restaurant’s policy to treat all personnel with dignity and respect and make personnel decisions without regard to race, sex, age, color, national origin, religion or disability. We strive to provide everyone a workplace that is free of harassment of any kind. Employees are encouraged to promptly report incidences of harassment.

Sexual Harassment

All of our employees have a right to be free from sexual harassment. PEARL’S PLACE does not condone actions, words, jokes or comments that a reasonable person would regard as sexually harassing or coercive. 

Definition of Sexual Harassment

  • Sexual harassment encompasses any sexual attention, from either gender, that is unwanted and is defined as unwelcome advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature when:
  • Submission is made an express or implied term or condition of employment or status in a class, program or activity.
  • Submission to or rejection of the behavior is used to make an employment or educational decision (such as hiring, promotion or grading a course).
  • The conduct has the purpose or effect of unreasonably interfering with a person’s work or educational performance or creates an intimidating, hostile or offensive environment for work or learning, including harassment in the workplace from an outside party, such as a vendor.

Sexual harassment may take many forms, for example:

  • Physical assault.
  • Direct or implied threats that submission to sexual advances will be a condition of employment, work schedule, promotion, job assignments, evaluation, wages or any other condition of employment.
  • Direct propositions of a sexual nature.
  • Comments of a sexual nature.
  • Sexually explicit statements, questions, jokes or anecdotes.
  • Unnecessary touching, patting, hugging or brushing against a person’s body.
  • Remarks of a sexual nature about a person’s clothing, body, sexual activity or previous sexual experience.

Employees need to be concerned not only with the intent of their actions of this kind but also the effects; while sexual harassment involves repeated, unwanted sexual attention, persons involved in isolated or inadvertent incidents demonstrate insensitivity toward others. Repeated occurrences will be considered intentional violations of the policy.

Anyone who feels it necessary to discuss what may appear to be sexual harassment should report the harassment promptly to a manager. Your report will be kept as confidential as possible. A prompt and thorough investigation will be made. If a claim is substantiated, we will take immediate and appropriate action, including discipline and possible termination.

Absences 

All employees are expected to work on a regular, consistent basis and complete their regularly scheduled hours per week. Excessive absenteeism may result in disciplinary action, up to and including termination. Disciplinary action taken because of absenteeism will be considered on an individual basis, following a review of the employee’s absentee and overall work record.

  • If you are going to be late or are too ill to work on the day you have been scheduled, you must call and speak to a Manager at least 4 hours before your scheduled shift.
  • Any employee who has prior knowledge of a need to be absent must submit their request via www.shiftnote.com, at least 2 days in advance. Such requests are subject to approval based on current staffing needs.
  • Prior to taking a leave of absence for purposes of vacation, personal leave, military or jury duty, or other planned absence, a request must be submitted at least 2 weeks in advance and approved by the scheduling Manager in writing and/or via www.shiftnote.com.
  • Any employee who does not call or report to work for two consecutive shifts will be considered to have voluntarily resigned employment at PEARL’S PLACE.
  • Employee Leave Requests should be submitted at least two weeks prior to the scheduled leave date, unless the request is due to an unexpected emergency. The nature of the emergency should then be shared with the Manager on Duty.
  • To return to work from an accident or medical leave, all employees must present a doctor’s release.
  • Any employee who fails to return to work at the expiration of a personal leave of absence will be deemed to have abandoned their job, unless PEARL’S PLACE is notified of a reason, satisfactory to management, for not returning to work at the end of the leave of absence.

Tardiness

Employees must be prepared to start work promptly at the beginning of the shift. Always arrive at the Restaurant 10 to 15 minutes before your shift. Your scheduled time is the time you are expected to be on your job, not arrive at the Restaurant. Repeated tardiness is grounds for termination. If it is not possible for you to begin work at your scheduled time, call the Restaurant and speak to the Manager on duty

Resignations

You are required to give a two-week notice of your plans to leave the restaurant. A notice is important so that we have time to hire someone to take your place. Giving a two-week notice is a professional courtesy and assures that you are eligible for re-hire and will not have a “left without resignation notice” on your employment record


Handling Money


Cash Payments - Bring cash payments to the cashier for tendering, and then promptly return all change to your guest.

Credit Card Payments - Servers may swipe and process credit cards, assuring to have the guest sign the "Merchant Copy" form, and then bring the form to the cashier.

Any other form of payment requires processing directly by a manager.

Employees Family & Friends - Employee’s family members are welcome to dine in with us. However, Pearl’s Place employees are not allowed to personally serve their family members and/or comp meals unless approved by a manager.


PAYROLL POLICIES


Time Clock Procedures

You should arrive at the restaurant 10 to 15 minutes before you are scheduled to start work. Notify the Manager on duty that you have arrived for your shift. You may clock in within 5 minutes of the start of your shift, unless you directed otherwise by the Manager on duty.

During your orientation, you will be assigned a login ID number for the Restaurant’s time clock system and trained on its proper use.

Tampering, altering, or falsifying time records or recording time on another employee’s ID number is not allowed and may result in disciplinary action, up to and including termination.

Tip Reporting

As an employee of a Restaurant, all the tips you receive, whether in cash or included in a credit card transaction, is taxable income to you. You are required, by federal law, to report and record your actual tips for each shift.

At the end of each shift, tipped employees must disclose on, the amount of credit card tips and total tips less any tips shared with any other employees.

It is the employee’s responsibility to comply with IRS requirements of reporting all your tip income. While you are responsible for reporting all of your tip income, the Restaurant may be required to allocate additional tip income to any tipped employee that does not declare their tip income.

We strongly encourage you to accurately report your tip income. This will reduce the chances of you being audited by the IRS and allows you to qualify for greater social security, unemployment and worker’s compensation benefits.

Payroll Checks

Paychecks are available at the Restaurant every Friday after 2:00pm. Please understand that it may be difficult for anyone to be available to obtain your paycheck during peak business hours. Paychecks aregiven only the the named employee, unless authorized via notarized letter. Identification may be requested from time to time for verification.

Payroll Deductions

Your paycheck will indicate your gross earnings as well as deductions for federal and state withholding taxes and social security and Medicare taxes. Federal and state withholding taxes are authorized by you based on the information you furnished to us on form W-4. If you want an explanation of your deductions or if you wish to change them in any way please the Manager on duty

As per state law, the Restaurant complies with court orders in connection to garnishments from employee paychecks as directed by the proper authorities. You will be notified of any court-ordered payroll deductions.

Change of Address

We ask that you report any address changes a Manager as soon as possible so your year end statement of income and deductions, form W-2, will be mailed to the correct address. Forms and documents will be mailed only to the most current address you provide in writing.

Lost Paychecks

Report lost paychecks to the Manager on duty. We will stop payment on the lost check and reissue you another check on the next payroll cycle. The reissued check will incur a deduction equal to the bank stop payment charge plus any accounting fees. Additional processes to procure needed documentation may also incur fees.

Holidays

Due to the nature of the restaurant business you may be required to work holidays. It is currently our policy to close the Restaurant for business on Christmas Day.

Worker’s Compensation

Worker’s compensation provides benefits for employees who suffer personal injury from accidents or illnesses arising out of, and in the course of, their employment with the Restaurant. An employee who is injured on the job, regardless of the severity of the injury or illness, should:

  • Report the occurrence to the manager on duty immediately.

The manager on duty will need to obtain information as to exactly what happened, how the injury or illness occurred, the exact time and location, as well as any witnesses to the occurrence.

If an employee experiences a disabling work injury, the nature of which necessitates an absence from work, the Restaurant will provide the employee with information concerning his or her lawful benefits.

Employee Meals

Employees receive a 50% discount off the regular price of all menu items during each shift (no discount on buffet meals). Employee meals can be purchased either before or after your shift or on a scheduled break.

  • All employees must punch-out for breaks & meals.
  • The Manager on duty must approve any food consumed in the restaurant.
  • Employees may eat only during their approved break/meal periods.
  • No food may be consumed at your workstation or any food prep or food service areas; all employee meals must be eaten in the designated area.
  • Violators of this policy will be subject to disciplinary action and charged full price for the food items.
  • Employees who take food from the premises without authorization will be terminated.

Dress Code


To maintain our image as an exceptional, high quality restaurant we need to dress the part. Following are detailed descriptions of dress for both the dining room and buffet positions. If you have any questions regarding our dress code please ask a manager.

Wait Staff Dress Code (All Black Uniform)

Shoes - Black shoes only with non-slip soles that permit walking safely on wet or greasy floors. Shoes must be clean. Socks or hosery must be dark, preferably black.

Pants – Black dress pants only (no jeans or stretch pants).

Hosery – Black socks or stocking

Skirts – Black skirt must be below the knee, neat and loose fitting, without excessive accesories.

Shirts - Oxford style, long sleeve black dress shirts. Shirts must be in good condition, not soiled or stained. Shirts must fit at the sleeve.

General Appearance - Clean and well groomed hair. Hair pulled back off the shoulder or in an approved restraint. Well groomed hands, fingernails and fingernail polish. Facial hair should be neat and well trimmed. No exposed body skin or tattoos, cleavage or waistlines.

Accessories - No excessive cologne, perfume, make-up or jewelry. No earrings longer than 1 inch. No hat or unauthorized buttons can be worn. Clean black aprons.

Buffet Servers

Shoes - Black shoes only with non-slip soles that permit walking safely on wet or greasy floors. Socks or hosery must be dark, preferably black.

Pants – Dark pants or checkered chef pants only (no jeans or stretch pants).

Coats and Aprons – Chefs coat and/or apron must be white and kept as neat as possible.

General Appearance - Clean and well groomed hair. Hair pulled back off the shoulder, under a chef’s hat, hairnet or other approved headcovering. Well groomed hands, fingernails and fingernail polish. Facial hair should be neat and well trimmed. No exposed body skin or tattoos, cleavage or waistlines.

Accessories - No cologne, perfume, make-up or jewelry.

Protective Garments – Gloves must be worn at all times when serving and during food prep. Cut-resistant gloves when using cutlery and machinery. Oven mits must be worn when handling hot foods.

Kitchen, Bakery and Production Staff

Shoes - Black shoes only with non-slip soles that permit walking safely on wet or greasy floors. Socks or hosery must be dark, preferably black.

Pants – Dark pants or checkered chef pants only (no jeans or stretch pants).

Coats and Aprons – Chefs coat and/or apron must be white and kept as neat as possible.

General Appearance - Clean and well groomed hair. Hair pulled back off the shoulder, under a chef’s hat, hairnet or other approved headcovering. Well groomed hands, fingernails and fingernail polish. Facial hair should be neat and well trimmed. No exposed body skin or tattoos, cleavage or waistlines.

Accessories - No cologne, perfume, make-up or jewelry.

Protective Garments – Gloves must be worn at all times when serving and during food prep. Cut-resistant gloves when using cutlery and machinery. Oven mits when handling hot foods.

Dishwashers and Support Staff

Shoes – Safe shoes with non-slip soles that permit walking safely on wet or greasy floors.

Pants – Clean black pants or neat jeans

General Appearance - Clean and well groomed hair. Hair pulled back off the shoulder, under a chef’s hat, hairnet or other approved headcovering. Neat appearance must be maintained at all times in view of guests. No exposed body skin or tattoos, cleavage or waistlines.

Protective Garments – Rubber and/or chemical resistent gloves be worn at all times.


Our General Policies and Procedures


Our restaurant exists only because of our guests, and in particular repeat guests who voluntarily choose to return here and spend their money on our food and beverages. Without the guest we don’t have a restaurant, they are the only reason we are here. As a result, taking care of our guests is our highest priority, in fact a privilege, never an interruption. At PEARL’S PLACE the guest always comes first!

  • You are expected to treat all guests with the utmost respect in all circumstances.
  • Come to work prepared to serve.
  • Demonstrate patience, even when on a busy day.
  • Try to anticipate your guest’s needs and make every effort to meet, or even better, exceed their expectations.
  • Make every effort to recognize and remedy all guest concerns, to assure their satisfaction.
  • Servers must remain available to their guest until they leave the restaurant, regardless of the length of their stay.

Guest Complaints

Nobody enjoys being the recipient of guest complaints, but complaints are to be expected as part of being in the hospitality business. Complaints can even be viewed in a positive light if they are handled properly. Complaints can give us insights as to how to make our Restaurant better, demanding guests force us to be our best and resolving complaints satisfactorily can even increase guest loyalty IF they are handled properly.

When faced with a guest complaint:

  • Don’t get defensive and try to explain.
  • Remove the offending item immediately.
  • Apologize for the problem and tell the guest you will take care of the problem.
  • If you need the assistance of a manager, don’t hesitate to ask.

Do everything you can to let the guest know you care and that this isn’t the kind of experience you want them to have at our restaurant.

Telephone Courtesy

It is everyone’s responsibility to answer the phone. Always answer the phone promptly, within two rings. Always answer in a friendly, polite manner: “Good (morning, afternoon, evening), thank you for calling PEARL’S PLACE, may I help you?

Respond to any questions about which you are absolutely certain. If you are uncertain, ask the person if you may put them on hold for a moment and quickly refer the call to a manager. Always thank the person for calling. Always ask the caller for their name when they ask to speak to a manager or guest.


Management / Employee Relations


Our managers are committed and trained to provide you with the tools and positive working environment for you to do your job to the best of your ability with minimal distractions. You will be treated with respect and dignity by all of our management personnel and we will try our best to recognize and reward your hard work and accomplishments.

We recognize there may be occasions for misunderstandings and problems to come up. We want to clear up these types of situations in a fair and timely manner and in order to do this we need your help in bringing them to our attention. We want you to know that “management is never too busy to be informed of work-related problems, complaints or disputes of any employee.”

If you have such a problem, you should promptly talk to the Manager on duty. They will listen in an open, objective and courteous manner. We want to understand and solve the problem.

Every necessary action will be taken to resolve a problem or settle a dispute in a fair and equitable manner. As we said in the “Welcome Letter,” we recognize our employees as our most valuable resource and we take all employee problems and complaints very seriously. No problem is too small or insignificant and each issue will be given the utmost attention and consideration.

 Teamwork

We cannot achieve our goals and provide the highest levels of service to our guests without working together as a team. Teamwork basically boils down to common courtesy and common sense. If a co-worker is overloaded and you’re not, help them in any way you can. It’s only a matter of time before they will return the favor. Pitch in to help a guest whether they are technically yours or not. If another employee hasn’t quite caught on to something and you have, ask if you may suggest another way to do it. Genuine teamwork makes for a much more enjoyable and satisfying work experience and results in happier (and more generous) guests.


Safety


PEARL’S PLACE is committed to maintaining a safe workplace for all of our employees. The time to be conscious about safety is before an accident happens. Safety is everyone’s responsibility and is a regular, ongoing part of everyone’s job.

Here are some basic guidelines and safety rules to always keep in mind:

  • Wipe up spills immediately.
  • Never run in hallways or the kitchen, always walk carefully. Even when it’s busy, take small steps and pay attention.
  • Wear shoes with non-slip soles. They cost no more that standard shoes.
  • Report defective equipment or tools to a manager immediately.
  • Never operate equipment unless you have been trained how to use it properly.
  • Pay special attention when using slicers. They are very sharp and move very fast.
  • Wear nylon, no-cut gloves when using cutlery or slicing machines.
  • Never try to catch a falling knife. Knives are easier to replace than fingers.
  • Let people know when you’re carrying anything hot. Don’t be shy, yell out something like, “HOT STUFF COMING THROUGH.”
  • Don’t put hot food or plates in front of small children.
  • Use proper lifting techniques. Never lift too much. If it’s uncomfortable, make two trips or get some help. Remember to always bend at the knees, lift with you legs, not your back.

Accidents and Emergency Situations


Report all accidents, no matter how minor they seem, to the manager on duty. In the event of an emergency, like an apparent injury or choking situation, notify a manager immediately.

Crime and Robbery

If you are ever involved in a robbery, DO NOT RESIST. Statistics show that people, who resist, are three times more likely to be injured than people who do not resist. The safety of you, your fellow employees and guests are our highest priority. Don’t be a hero, always cooperate fully and do not resist!

Fire Protection

All employees must know the specific location and operation of fire protection in the Restaurant. The Restaurant is equipped with many fire-extinguishing systems in the ducts, hood, over the stoves and other cooking equipment that contains a dry chemical. They can be set off immediately by pulling the ring attached to each system. Be very specific before setting off a fire alarm or notifying someone to take action.

If the fire alarm sounds, assist guests to the nearest fire exit and out of the building immediately. Tell them the restaurant is under “Fire Alarm Status” and it is their responsibility to leave the restaurant through the nearest exit. 

Sanitation


We are obsessed with sanitation and food safety! Due to the nature of the restaurant business, it is ABSOLUTELY ESSENTIAL that EVERYONE follows safe food handling procedures. This is one area of the Restaurant where there is absolutely no compromise. NEVER take shortcuts on food safety and handling. Every day we are entrusted with the health and even lives of our guests. This is a huge responsibility, one that we must never take lightly.

While you will receive additional and ongoing training on food safety issues following are some of the basic rules we ALWAYS follow and enforce:

  • Keep your hands washed. Always wash your hands after using the restroom, smoking, touching your hair, eating, sneezing or coughing. If you use latex gloves, change them frequently.
  • Sanitize everything. Besides clean hands, use sanitizing solution to constantly keep counters, cutting surfaces, and utensils. This helps to keep food handling areas and preparation tools free of bacteria.
  • Prevent cross-contamination. Cross-contamination occurs when raw meat comes in contact with other food that will be served without further cooking. For example, never place raw chicken on a cutting board and then cut vegetables for an uncooked product on the cutting board without first washing and sanitizing it first. The same for utensils like knives and portioning tools, always wash and sanitize them after every use.
  • Keep food at the proper temperatures. Potentially hazardous foods like meat, poultry, dairy and fish should always be stored below 45º. Food that is cooking or in holding should always be above 140º. Bacteria count on food grows rapidly between 45º and 140º so it’s imperative that our food products spend a minimum amount of time in the “temperature danger zone.” 
  • Store food correctly. Raw meat should always be stored below cooked or prepared food. Raw poultry is always placed on the bottom shelf of the walk-in. Keep chemicals and cleaning products away from food products. 


Proprietary and Confidential Information


 It is illegal to steal, copy, communicate, or transmit a former employer’s confidential or proprietary information. Proprietary information is defined as “the whole or any part of any scientific or technical information, design, process, procedure, formula, or improvement that has value and that the owner has taken measures to prevent from becoming available to persons other than those selected by the owner to have access for limited purposes.” Our internal business practices, procedures and recipes are of great value to PEARL’S PLACE. Employees are not to disclose any proprietary processes or recipes to any person unless directed to by PEARL’S PLACE’ Manager. PEARL’S PLACE will institute civil action against anyone who violates this policy. 


Solicitation


Employees - There should be no solicitation or distribution of literature of any kind by any employee during actual working time of the employee soliciting or the employee being solicited.  Any employee who violates any part of this policy will be subject to counseling and disciplinary action up to and including dismissal.

Non-Employees - Non-employees are prohibited from soliciting and distributing literature at all times anywhere on Company property.  Non-employees have no right of access to any area of the premises other than areas open to the public, and then only in conjunction with the area’s public use.


HANDBOOK RECEIPT


This Employee Handbook does not constitute a contract of employment either in whole or in part. The Company, reserves the right to add, delete, or change any portion of the Employee Handbook with or without notice.

I acknowledge receipt of, and have read, the Employee Handbook that outlines my benefits and obligations as an employee of PEARL’S PLACE. I understand the Standards of Conduct and each of the rules and regulations which I am expected to follow, as well as the additional policies. I agree to abide by all of them.

I Have Read At Least the Following Sections From This Handbook (Check All That You Have Read)
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