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 of the position for 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 fit for you as well. We, therefore, have a 90-Day Orientation Period for that purpose. This 90-day period allows both you and Joey & McFinn to see whether or not it's a good fit and if not, part company as friends.

Questions show that you want to do the job the right way

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 strongly encourage you to ask questions and seek additional help.

To help you be successful in your job you will receive adequate training. You will not be expected to be on your own until you are ready. You will participate in detailed training and receive training materials to help you perform your job the right way. We want you to be a knowledgeable and productive member of our staff. Again, questions are strongly encouraged and show that you want to perform the job the right way.

Managing Your Schedule

Schedules are prepared to meet the work demands of Joey & McFinn. As the work demands change, management reserves the right to adjust working hours and shifts. Schedules are posted weekly. Each employee is responsible for working their shifts.

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 be ready to start work immediately when your scheduled shift begins.

Schedule changes may be allowed only if you find a suitable replacement for your position and get a manager's approval. To be valid, the manager must indicate and initial the change on the posted schedule. It is the employee's responsibility requesting the shift change to make sure that this happens. Shift changes must be documented on the master schedule by the manager's changes and initials. Requests for substantial time off (more than two days) should be made as far in advance as is possible. We feel it is important to follow these procedures in order to eliminate possible misunderstandings or miscommunication.

Remember just how crucial each position is to the proper functioning of the restaurant

Joey & McFinn usually requires high levels of staffing on and around holidays, sporting and other special events. We place a high value on family and personal time, and we understand that you have a life outside of the restaurant. We 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 there is no assurance that you will get the requested time off, although we will make every effort to accommodate requests.

In accordance with Federal Minimum Wage Law, employees are paid overtime when they work more than 40 hours in one work week. Joey & McFinn's work week begins on Monday and ends on Sunday. Hourly employees are paid at one and one-half times their basic straight time rate for all overtime hours worked. Holidays worked will be paid at the normal straight time rate, unless doing so falls into overtime.

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 absences and overall work record.

If you are going to be late or miss work, employees are expected to call and talk to the manager on duty at least 2 hours before they are scheduled to work.

Any employee who does not call or report to work will be considered to have voluntarily resigned employment.

Prior to taking a leave of absence for purposes of vacation, personal leave, military or jury duty, or other planned absence longer than three days, an Employee Leave Request Form, available in the office, should be submitted to and approved by management.

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/event. The nature of the emergency should then be shared with management.

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 Joey & McFinn is notified of a reason, satisfactory to management, for not returning to work at the end of the leave of absence.

Social Media Usage

While Joey & McFinn encourages its employees to enjoy and make good use of their off‐duty time, certain activities on the part of employees may become a problem if they have the effect of impairing the work of any employee; harassing, demeaning, or creating a hostile working environment for any employee; disrupting the smooth and orderly flow of work within the company; directly or indirectly disclosing confidential or proprietary information; or harming the goodwill and reputation of Joey & McFinn among its customers or in the community at large.

In the area of social media (print, broadcast, digital, and online), employees may use such media in any way they choose as long as such use does not produce the adverse consequences noted above. For this reason, Joey & McFinn reminds its employees that the following guidelines apply in their use of social media, both on and off duty:

1. If an employee publishes any personal information about themselves, another employee of Joey & McFinn, a client, or a customer in any public medium (print, broadcast, digital, or online) that:
   
   1. Has the potential or effect of involving the employee, their co‐workers, or Joey & McFinn in any kind of dispute or conflict with other employees or third parties;
   2. interferes with the work of any employee;
   3. creates a harassing, demeaning, or hostile working environment for any employee;
   4. disrupts the smooth and orderly flow of work within the office, or the delivery of services to the company's clients or customers;
   5. harms the goodwill and reputation of Joey & McFinn among its customers or in the community at large;
   6. tends to place in doubt the reliability, trustworthiness, or sound judgment of the person who is the subject of the information; or
   7. reveals proprietary information or Joey & McFinn trade secrets;

the employee(s) responsible for such problems will be subject to counselling and/or disciplinary action, up to and potentially including termination of employment, depending upon the circumstances.

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 POS system total tips, less any tips shared with any other employees. The POS system automatically records credit card tips. You must alter the amount you received in cash or paid out to others on your daily report.

Your tips, as you have reported them, will be recorded and reflected in total on your paycheck stub. Endorsement of your paycheck indicates that you acknowledge that your tip information on the stub is accurate and correct.

It is the employee's responsibility to comply with IRS requirements of reporting all of your tip income. While you are responsible for reporting all of your tip income, Joey & McFinn may be required to allocate additional tip income to any tipped employee that does not declare at least 8% of their gross sales as 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. 

Serving The Customer

Our restaurant exists only because of customers, and, in particular, repeat customers who voluntarily choose to return here and spend their hard-earned money on our food and beverages.

Without customers, we don't have a restaurant.  They are the only reason we are here.

As a result, taking care of our customers is our highest priority. It is, in fact, a privilege, never an interruption, to serve our customers. 

Serving Alcohol

As a restaurant that sells alcoholic beverages, we are committed to sensible, socially responsible consumption of alcohol. We help to ensure our customers' and other members of the community's safety by educating our employees on responsible service and management of alcohol. We want our customers to enjoy alcoholic beverages in moderation, but if a customer shows signs of drinking too much, whether served by us or not, a manager should be informed immediately.

Employees who serve customers alcohol must abide by the restaurant's policies on alcoholic beverage service:

1. We will not knowingly allow anyone on our staff that is under the legal drinking age of 21 to dispense alcoholic beverages. We will also not knowingly allow anyone on our staff that is under the age of 18 to bring alcoholic beverages to a table.
2. We will not serve alcoholic beverages to an obviously intoxicated person.
3. We will not knowingly serve alcoholic beverages to a person under the legal drinking age.
4. It is our policy to card anyone who appears to be under 30 years old.
5. We will offer non alcoholic alternatives such as soft drinks, coffee, juice, etc. 
6. It is our policy to get a sober family member or friend of someone appearing to be intoxicated to drive them home safely, or to call them a taxi. 

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 Front of the House (FOH) and Back of the House (BOH) positions. If you have any questions regarding our dress code, please talk to management.

Front of the House (FOH) Employees

A black shirt, ¾ sleeve length or shorter sleeve length, or a Joey & McFinn tshirt. Shirts must be in good condition (not soiled, stained, ripped, or faded). Shirts must fit at the sleeve, whether short- or long-sleeved. Sleeveless shirts are not allowed. Black or khaki pants (pants must be long enough to touch the top of the shoes), skirt, capris, or shorts. (No short skirts or shorts...if they're too short, you will be sent home to change. Too short is four or more inches above the knee. When in doubt, choose other attire.)

All clothing is to be neat, clean, and relatively wrinkle-free (in other words, if it looks like you wore your clothing to bed, we'll send you home to change into something less wrinkled). Black or khaki socks and black or khaki shoes, with non-skid soles for your safety. Only shoes with non-slip soles that permit walking safely on wet or greasy floors should be worn. Shoes must be clean. Health code states that open-toed shoes are not allowed. Absolutely no high heels! High heels are not safe in a restaurant environment. Employees who are dressed inappropriately will be clocked out and sent home to change.

Back of the House (BOH) Employees

Same as FOH employees, but BOH employees may wear jeans, khakis, or other pants/shorts, so long as they are not ripped, stained, etc. BOH employees may also wear any type of closed-toed shoes with non-skid safety soles (i.e., black socks and shoes are not required). BOH employees may also wear chef coats and hats, bandanas, baseball caps. 

Employee Handbook Receipt

This Employee Handbook does not constitute a contract of employment either in whole or in part. Joey & McFinn 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 Joey & McFinn. 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.

All employees are expected to abide by 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. Joey & McFinn reserves the right to change, at its discretion, the contents of this handbook.