redmond location / revised may 15 , 2015...redmond location / revised may 15th, 2015 15740 redmond...

REDMOND LOCATION / Revised May 15th, 2015

15740 Redmond Way Phone 425.556.1390 [email protected]

Redmond, WA 98052 Fax 425.556.1389 www.canyonsrestaurant.com

TABLE OF CONTENTS

INTRODUCTION

I. Company History & Philosophy .…………………….….. 01

II. Mission Statement & Brand ………...…………………… 01

TRAINING I. Employee Orientation ……..………….…………………. 04

II. Knowledge & Testing Requirements ………………….. 04

III. Performance Standards ...………………………………. 05

IV. Work Permits ……………………………………………….. 06

RESTAURANT PROCEDURES I. Preparing for Your Shift ………………………………...… 08

II. Clocking In & Out …………………………………….…… 09

III. Checkout Procedures ………………………………….… 11

IV. Guest Interactions ………………………………………… 12

V. Paychecks & Tips ……………………………………..…… 14

VI. Breaks & Employee Meals ……………………………….. 15

VII. Scheduling & Time Off ……………………...………...…… 16

OPERATIONS I. Appearance Standards …………………………………. 18

II. Personal Conduct ………………………………………… 20

III. Mistakes & Service Issues ……………………………….... 21

IV. Performance Feedback ……………………….………… 22

V. Employee Meetings ………………………………………. 23

VI. Human Resource Concerns …………………………….. 23

VII. Terms of Employment …………………………………….. 24

HEALTH & SAFETY I. Cleanliness & Health ……………………………………… 25

II. Alarms & Security Measures …………………………….. 26

III. Safety & Accidents ……………………………………….. 26

IV. Workers Compensation ………………………………….. 27

V. Employee Drug/Alcohol Use .……………………………. 28

REFERENCE MATERIAL

I. Restaurant Seating Maps ……………………....………… 29

II. Restaurant Glossary ……………………………...………. 31

INTRODUCTION 1

INTRODUCTION

Welcome to Canyons! You have been selected from a group of well-qualified

applicants because we believe you possess the talent, intelligence, attitude, energy

and enthusiasm necessary for the growth and success of our restaurant organization.

You have the opportunity to pursue a long and rewarding association with Canyons.

Your progress and advancement are contingent upon your ongoing performance.

We need and expect 100% from you. To this end, we ask that you read the following

information carefully and abide by its suggestions and guidelines. Welcome, again,

to Canyons!

The intention of the handbook is to provide you with information regarding Canyons’

policies and guidelines, and it do not constitute a contract of employment or alter

the at will employment relationship

I. Company History & Philosophy

HISTORY:

Canyons Restaurant was founded in March 1993 by Scott Perry. In May of 1998 we

opened our second Canyons (Canyons-Mountlake), operating in the Mountlake 9

Theater complex located in the city of Mountlake Terrace. In October 2003 Canyons

opened their third restaurant (Canyons-Redmond) in the Redmond Center shopping mall

located in downtown Redmond next to Staples, Ben Franklin and QFC. A fourth Canyons

(Canyons-Monroe) opened in March 2005 near Fred Meyer and the Galaxy Theater

Complex located in the city of Monroe.

Conceived and re-launched by Gunner Thind in 2012, the new Canyons franchise &

concept was developed in light of a singular vision: to do more…with less. Canyons

did not develop through data analysis, but rather from experience and intuition.

Driven by extremely high expectations of the franchisor, the Thind Group of

Companies put franchisees front-and-center, knowing that each franchise could set

and support their own “bar”.... that the franchisees are who truly deliver the goods to

Guests.

II. Mission Statement & Brand

MISSION:

The basic Canyons Mission Statement is to “exceed our guests’ expectations for food,

beverages and service, providing an engaging and memorable atmosphere.”

However our entire mission is much more. We set out to offer an environment that is

more social, recognizes specific market trends, offers real career opportunities, and

offers individuals opportunity for advancement.

INTRODUCTION 2

BEEING SOCIAL… Canyons offer Guests a hybrid experience that bridges the gap

between “upscale casual dining” and a friendly “neighborhood pub.” Buzzwords

aside, we make each of our restaurants a great place to meet, eat, and have a

drink in spaces that promote socializing.

The bar area is central to our concept; it brings energy to the entire operation by

focusing on Guests that desire a fun, stylish place to sip refreshing drinks, while

enjoying delicious appetizers ...and of course socializing! We strive for an atmosphere

that welcomes every social encounter, from planned business discussions &

meetings, to spontaneous get-togethers between friends. Let's meet at canyons!!

TRENDING… The bar area is central to our concept; it brings energy to the entire

operation by focusing on Guests that desire a fun, stylish place to sip refreshing

drinks, while enjoying delicious appetizers ...and of course socializing! We strive for an

atmosphere that welcomes every social encounter, from planned business

discussions & meetings, to spontaneous get-togethers between friends. Let's meet at

canyons!!

Canyons will go places others haven’t been while paying tribute to mainstream

practices. We like to think of our brand as timeless yet contemporary, fun yet serious,

in delivering great experiences… and, more than anything, being Social! This

includes the development of promotions, social media, and an online presence that

is appropriate for given locations

“There’s no finish line.” As simple as it might seem on the surface, tweaking and

evolving our core menu and has a great benefit. Constantly offering Guests year-

round satisfaction, we keep watch for our customers' satisfaction and desires in a

unique manner that suits the changing local marketplace; continually seizing

opportunities to delight and engage.

CAREER OPPORTUNITY… The people we’re looking for are OUTGOING and FUN,

HARD-WORKING and SPONTANEOUS. We work hard and have fun. People will always

be our most important competitive advantage; we hire and retain the best. We are

a collection of positive, passionate, ambitious, vibrant, and spirited leaders. We

surround ourselves with like-minded people, and as a result we love coming to work.

As a part of the Canyons Team, you are the driver in your own race to success.

Attitude Determines Your Altitude!! Canyons wants every team member to realize

their potential and experience personal growth within our team. Some will gain

knowledge and experience to pursue a career in the service industry, while others

may use their tenure at Canyons as a stepping stone down a different path; we

encourage every member of our team to seek their path and strive to excel.

ADVANCEMENT… The sky is the limit at Canyons! Proud of our roots with a strong brand

identity, we are dedicated to our team and maintain exponential growth plans. If your

goal is to acquire the skills and knowledge to become a Service Professional, Canyons

is a great place to launch your career. Simply put, working in a restaurant is a “real” job,

which can turn into an incredibly lucrative future. You will be working alongside some of

the most passionate and experienced people in the business. We emphasize the

importance of engaging guests and focus on building dynamic skill-sets so that our

team members learn how to excel in all areas of the hospitality industry.

INTRODUCTION 3

At Canyons we look at existing team members FIRST when considering lead and

management positions. When team members work hard, expand their service

knowledge, and go the extra mile to satisfy guests it doesn't go unnoticed. Canyons

takes pride in exceptional staff members, who take pride in Canyons.

OUR SUCCESSES:

The most significant reason for our company’s successes in such a fiercely

competitive business is our people; we recognize them as our number one asset.

Canyons has restaurant managers who consistently demonstrate their abilities,

and unwavering commitment to our company’s success. Our entire staff is carefully

chosen, well trained and clearly understand our concept and philosophies, as well as

share the drive to be the best in our industry. To this end we exude a high level of

care and continually demonstrate genuine interest in the guest experience.

The second reason for our success is our casual theme. Canyons is a great place for

everyone to meet and share a delicious meal, or enjoy one of our craft beers,

specialty cocktails or a glass of wine. W i t h H andcrafted beers on tap, a variety of

wines, a proud selection of spirits, and the best environment for sports with our

numerous large screen TVs throughout the restaurant and bar.

OUR BRAND:

The Canyons brand has evolved since 1993 to what it is today. We continually strive

to improve in all aspects of our restaurant operations as well as keep our brand fresh

and identity vibrant with updates to match trends in the restaurant industry. This is

especially true since the inception of Canyons 2.0 under Gunner Thind. We recognize

it is imperative to be leaders in this aspect, because the followers are never first

across the finish lines. Canyons prides itself on always being out in front of the pack.

Canyons has many people to thank for where we are today. As previously

mentioned, our people continue to be our number one asset and this includes

a l l o f the professionals that we have enlisted over the years.

TRAINING 4

TRAINING

After passing our application process, and once you’ve impressed us in your

interview, you’re on your way to joining the team. The next step is to establish yourself

as a serious team member, and start training!

Canyons believes that every new employee is an investment, and as our newest

asset we want to start off on the right foot. If you’ve received this employee

handbook, we plan on preparing you for a better future. We place a very high value

on training and results at Canyons. Depending on your position, you will probably

spend roughly 30 to 40 hours within a training capacity. It is important to remember

that no matter how good our trainers and training programs are, they will only be as

good as the amount of effort you put into them.

Training is a very costly process….costly to Canyons, costly to our guests, and costly to

you. At any time during your training if you determine that Canyons and you are not

a fit for employment, please be sure to let us know. All training materials are the

property of Canyons Restaurant and are confidential and should not be shared with

anyone.

I. Employee Orientation

NEW HIRE ORIENTATION:

The first step of training is the New Hire Orientation. This is an introduction to the

restaurant facility, to the crew, and to the individual roles employees maintain within

the company. During the orientation new hires are given an introduction to job

descriptions, learn about scheduling procedures, take a tour of the building, and

receive study guides to prepare for Canyons’ knowledge tests.

STUDY GUIDES:

During the first day at canyons the company will provide you with the first set of tools

to begin your insight into our standards, our practices, and the knowledge Canyons’

team members utilize in providing better than average service. You’ll receive the first

test key, so you can begin studying for the General Knowledge Test.

II. Knowledge & Testing Requirements

Every employee starts out taking the Canyons General Knowledge Test. However, to

maintain or advance your position there are additional tests you may be required to

pass. You will receive a study guide for the General Knowledge Test in your

orientation, and must pass the test within the first two weeks of employment.

After passing the General Knowledge Test you will receive a study guide for the Operations &

Procedures Test, and any additional tests you require. Failure to pass tests, verbal or

TRAINING 5

written, with less than a 90% passing score can constitute dismissal and/or suspension

from your present job. The following are the additional tests and job requirements:

OPERATIONS & PROCEDURES TEST: This test covers basic procedures, and description/pricing for food and drink items.

Passing the test is required within one month of your first shift to maintain a front-of-

house position.

WAIT STAFF FINAL TEST: This test covers in-depth procedural topics, presentation, and sales technique.

Passing the test is required for all full-time servers.

BEER & LIQUOR TEST: This test covers basic cocktail and beer descriptions, alcohol strength and portioning,

product brands, and upselling. Passing the test is required for all full-time cocktail

servers & bartenders

III. Performance Standards

Employees are expected to meet specific measurable performance standards

related to their position. Although there are tasks specific to each position, everyone

at Canyons is part of a team; therefore when another team member needs help with

their own tasks, and you have the ability and opportunity to help, help is expected of

you. Failing to help the team when you can is considered a poor performance

measure at any position.

No organization can run effectively and efficiently without the combined energies and

talents of all employees. Always respectful and positive toward your peers. Offer

assistance without being asked. Remember that no one position is more important

than another. Our guests will return if they can enjoy delicious food, great service and

a warm, friendly environment. Further, a cohesive group of professionals, such as we

strive to be at Canyons, will ensure their return.

Canyons employees are expected to maintain their skill sets, and encouraged to

excel in their positions. The following standards will be expected of each position,

they will be measured periodically throughout your employment, and they will help

determine your advancement opportunities:

HOST & EXPEDITOR:

- Greeting guests within 30 seconds of entry

- Monitor and correctly distribute guests within servers’ sections

- Notify servers of new tables within their sections

- Expediting meals properly with their corresponding tickets

- Preparing meals with correct garnishes and silverware for service

- Completing all side work and cleaning projects

TRAINING 6

RESTAURANT SERVER:

- Greeting guests within 60 seconds of seating

- Monitoring food satisfaction and notifying M.O.D. of complications

- Refilling and re-ordering beverages and condiments

- Paying attention to service timing and standards

- Following check presentation and payment procedures


COCKTAIL SERVER:


- Monitoring food satisfaction and notifying M.O.D. of complications



- Notifying bartender of intoxication or over service



BARTENDER:


- Monitoring food satisfaction and complications



- Notifying M.O.D. and controlling for intoxication or over service



- Performing security and alarm procedures for opening/closing

MANAGER ON DUTY:

- Overseeing correct store opening/closing procedures

- Dealing with customer satisfaction issues

- Addressing employee complaints and HR issues

- Conserving labor costs and overseeing employee checkouts

- Responding in timely manner to interoffice correspondence

- Conveying upper-management policy and concern

IV. Work Permits

HEALTH, LIQUOR, & MINOR WORK PERMITS:

You must have a current Food Worker’s Permit and Washington State Liquor Server

Permit to work in the food service industry. The Food Worker’s Permit is available by

successfully completing a food handlers’ class at your local health department, or

through the Washington State Health Dept. website. The Washington State Liquor

TRAINING 7

permit is obtained by successfully completing a class offered by numerous private

organizations. Your manager can assist in providing information regarding classes

necessary to obtain these permits. These permits must be obtained prior to

becoming a regularly scheduled employee.

Both permits will be on file in the restaurant and can be returned upon your leaving

the company. Remember: You cannot be put into the payroll system or become a

regularly scheduled employee until you obtain these cards. Not obtaining permits in

a timely fashion can constitute dismissal and/or suspension from your present job.

Minor Parent/School Authorization Forms – Under WAC 296-125, minors that are 16-17

years old in the State of Washington are allowed to work 4 hours each day during the

school week. Minors are allowed to work 8 hours per day, Friday through Sunday.

They may work up to 10:00 pm during the week and until 12:00 midnight on Friday

and Saturday nights.

If you are hired as a minor at Canyons Restaurants, you must obtain a “Minor Parent”

School Authorization Form”. You need to have a completely filled out and signed

form returned to your hiring manager before you can begin working in your

respective restaurant as a regularly scheduled employee.

RESTAURANT PROCEDURES 8

RESTAURANT PROCEDURES

You have the opportunity to pursue a long and rewarding association with Canyons.

Your progress and advancement are contingent upon your ongoing performance.

We need and expect 100% from you. We ask that you read the following information

carefully and abide by its suggestions and guidelines. Welcome, again, to Canyons!

The intention of the handbook is to provide you with information regarding Canyons’

policies and guidelines, and it does not constitute a contract of employment or alter

the at will employment relationship.

I. Preparing for Your Shift

PARKING:

Canyons provides free off-site parking for its employees. This creates more space in

the parking lot directly in front the restaurant, and better accommodates customers.

Your vehicle information must be provided on your first day, and once you’ve received

a parking pass, you must park in the designated employee parking lot. The parking lot

is located behind the QFC building, with entrances on NE 83rd ST and 160th Ave NE.


PERSONAL BELONGINGS:

You are encouraged to leave any personal belongings of great value at home. If

you wish to store personal articles while you work there are lockers available for

employee use. These lockers are located in the back of the restaurant near the

employee restroom and break area. As the number of lockers are limited, you may

be required to share a locker, and locks are not supplied by canyons. Canyons is

ultimately not responsible for any items left in the restaurants at any time, and if you

wish to store items you must arrive early enough to do so prior to beginning your shift.

II. Clocking In & Out

STATE LAW:

The following is an excerpt from Washington State Department of Labor and

Industries Employment Standards and Regulations (WAC-296-126-002-8):

“Hours worked shall be considered to mean all hours during which the employee is

authorized or required by the employer to be on duty on the employer’s premises or at a

prescribed work place.

If an employee is authorized or required to remain on the premises until business

necessitates their presence, all time is considered “hours worked” and must be paid. An

employee cannot legally be required to wait on the premises for business to increase

without being paid for that time. If the employer exercises his/her prerogative to send

the employee away from the premises until he/she is needed, then no pay is required.”

CLOCKING IN & OUT PROCEDURES:

To be in compliance with Washington State Department of Labor and Industries

Employment Standards Regulations, Canyons Restaurant has the following clock-

in/clock-out procedures:

All Canyons employees are required to be ready and in uniform to start their

scheduled shift prior to clocking-in. However due to the nature of the restaurant

business, employees are asked to be flexible. If at the time of their scheduled clock-

in, there is a lack of business then the employee has two options at their sole

discretion.

1) The first option is to clock-in at their regularly scheduled start time and perform

light cleaning duties in their normal work area that have been assigned by the

manager-on-duty. These assigned cleaning duties must be performed until there

is an adequate flow of business that would allow the employee to begin their

other pre-assigned functions.

2) The second option for the employee is to not clock-in at their regularly

scheduled start time thus avoiding the requirement to perform manager-assigned

cleaning duties. If the employee chooses the second option, the employee is

welcome to remain on premises should there be an increased flow of business


during their scheduled shift. The employee may also return to their own activities,

including going home, running errands, etc. If the employee wishes to remain

considered for work should there be an increased flow of business during their

schedule shift, the employee should call management at least every hour to

determine if they are needed to work.

The employee has the right to change their mind and exercise option one at any

time. If this occurs, the employee must: (1) inform the Manager-on-Duty, (2)

clock-in, and (3) begin to perform assigned tasks.

It is important to remember that the employee always has the choice to choose

option one or two as stated above. At no time will an employee be required to

remain on the premise and off the clock while waiting for our business to

increase, unless that employee has chosen to do so. The employee will be

allowed to remain on the premise if they so choose.

Employees should not clock-in prior to scheduled start times unless requested to do so

by the manager-on-duty. The employee must remember to clock-out at the end of

their shift.

You are the only one allowed to clock yourself in or out. If you make a mistake

clocking-in or out, immediately bring it to the attention of the manager-on-duty for

correction. If you clock another employee in or out, this will be regarded as “payroll

theft” from the company and can constitute dismissal and or suspension from your

present job.

You are not paid for the time spent eating an employee meal. Employee-discount

meals must be eaten before or after your scheduled shift.

PUNCTUALITY:

You are expected to be at work, dressed and ready to begin your shift at your

scheduled time (Refer to “Clocking In & Out” section above). Punctuality and

dependability are very important at Canyons. You must show up for work ON TIME.

Allow yourself enough time for the following:

Eat your employee meal & bus your dishes.

Check your appearance.

Check your work area.

Review the employee notice board.

Check-in with the Manager-on-Duty

Put personal belongings put away.

If you choose to eat at Canyons before a shift, you need to arrive 30 minutes early to

allow enough time for ordering, preparation and eating of employee meals before

your shift begins. There is no eating while on duty unless you have manager

approval. You are welcome to eat after you have finished your side work duties and

have clocked-out.


III. Checkout Procedures

SIDEWORK:

Every front of the house position has tasks that must be performed before clocking

out. There are general cleaning and rotation tasks which are outlined and posted

throughout the restaurant. These tasks must be performed in timely manner, and it is

you responsibility to be aware of your side work, or ask for clarification. Side work

must be signed off by MOD or bartender before clocking off and leaving the

building.

TIP REPORTING:

The U.S. Supreme Court has determined that it is the employer, not the employee

that is responsible for the accurate reporting of employee tip income. Tips are a

source of income and as such are subject to taxation. Therefore, underreporting or

inaccurately reporting tips is the same as tax evasion and may subject the restaurant

and the employee to a tax audit. To this end, Canyons requests that every tipped

employee declare 100% of their tips. As further proof of tipped income, employees

should keep a daily journal of their tips, including notes that explain why tips may be

less than or greater than usual. We strongly encourage good record keeping and

personal responsibility in this area to alleviate stress and problems should you ever be

subject to an audit.

Every tippable position at Canyons is required to declare tips when checking out in

the P.O.S. system. When clocking out, you are prompted to enter the amount of tips

you will have received for your shift, and should enter the correct amount.

CHECKOUTS:

All positions such as servers and bartenders which collect revenue for the restaurant

must perform a checkout in the P.O.S. system. The checkout summary includes

important sales data and revenue information. This checkout should be folded with

the employee’s name, void amounts, and net cash owed presented on top. All

credit slips should be placed behind the checkout, and any void or comp slips

behind those. All paperwork should then be placed in an envelope with any cash

that is owed to the restaurant as per the Net Cash number on the checkout.


Paperwork must be prepared in proper order and dropped in the safe, located on

the wall outside of the manager’s office.

IV. Guest Interaction

GREETING GUESTS:

Guests entering the front doors should be greeted within 30 seconds with a consistent

and friendly greeting. A greeting of “welcome to canyons,” or “welcome back”

should be stated before asking how many are in the party, and where they would

like to sit. When asking about seating preference you should only ask if they prefer to

sit inside vs. outside, or in the restaurant vs. the bar.

Guests may have a specific table preference or request a particular server. These

requests will honored, with consideration for reservations and the current amount of

tables a server has in their section.

If staff members notice an impaired or handicapped guest entering with a

wheelchair or walking aid, they must assist the guest with the doors. Handicapped

guests and/or guests that require high chairs or child seating may be asked about

specific table preferences and seated accordingly.

PHONECALLS & MESSAGES:

At Canyons, everyone participates in answering the phones. Hosts and M.O.D.’s

should be first to answer phones if they are available, as servers and bartenders risk

lesser service when taking phone calls. If circumstances dictate that you need to

answer the telephone, please use the following procedures: Answer the phone within

three rings. Please say, "Thank you for calling Canyons in [location], this is [name]. How may I

help you?"

If the call is for a manager, ask for the caller's name and company. Ask the

folded with empoyee

name, voids, and total

cash owed showing on

top

Checkout

all signed credit slips,

grouped together by

card type (Visa, Amex,

etc.

CreditAny

comped, discounted,

or voided checks

Voids PLACE IN

ENVELOPE WITH CASH OWED

DROP IN SAFE


caller if it is ok to place him/her on hold (i.e. “May I please put you on hold?”),

place the caller on hold, and inform the appropriate manager.

If the call is a guest complaint, follow above and notify a manager

immediately. If no management person is in the restaurant, as politely as

possible, take a message--including name, phone number and day the guest

visited the restaurant. It is important to let the guest know that you are

concerned, but never make any judgment on the guest’s complaint.

If the call is a general guest inquiry, answer their question. If you do not know

the answer, direct the question to the appropriate person. NEVER answer a

question if you are not sure of the correct answer. This can ultimately lead to

guest dissatisfaction or confusion.

If the call is for an employee and it is not an emergency, take a message and

give the message to the employee. The message should include the caller's

name, phone number, time of call, and a brief message.

Only managers are authorized to conduct business on Canyons’ behalf. Any

solicitation or any other form of business must be referred to the M.O.D.

ALWAYS take a message in the case of solicitors, as well as ANY calls for the

owner, and inform them they will be called back at a convenient time.

Please be polite, professional, and courteous on the phone as guests often judge a

restaurant by the response they receive when they call. A missed phone call or a

rude or apathetic response over the phone can costs any restaurant future business.

If a guest is calling to make a reservation be sure to take down as much information

as possible and never forget to

LARGE PARTIES AND GROUPS:

Canyons has specific policies for large parties of 7 or more people. Large parties are

subject to an automatic 18% gratuity on their total bill, and parties without a

reservation are presented only one check at the table, and are not allowed to split

the bill between individuals.

The 18% gratuity can be waived at any time by a server, if they choose to do so.

However the one-check policy can ONLY be modified or waived by the M.O.D. for

that shift. It can be waived by the M.O.D. when the server feels comfortable enough

splitting without losing attention to their other tables, or when the flow of restaurant

business allows the time to do so; also if it has been pre-arranged for a reservation.

Our split check policy is in place to encourage reservations at least 24 hours in

advance. Large parties that arrive without a reservation put a great burden on the

restaurant, since we schedule our serving & kitchen staff for the business that is

expected for the day. It also hurts our customers by overloading servers and taking

away from the service and food timing of every other table in the restaurant.

The form below is available for taking down group reservations. It should be filled out

when taking the call. After it is completed the form should be given to the M.O.D. for

confirmation, and the reservation should be entered into Open Table.


Make sure all fields are

filled out correctly

Be sure to get as much

detail as possible

Note any preferred

tables or patio seating

Always turn in form to

A manager

MANAGEMENT:

For each lunch and dinner shift, there will be at least one manager on duty who has

total responsibility for the operations of the restaurant during that shift. The Canyons

management Team must be informed of any of the following situations, and will be

responsible for addressing related concerns:

Requests for large party reservations of 7 or more.

ANY complaint received from guests. Never allow a guest who has expressed

concerns to leave the restaurant without speaking to the floor manager. A guest complaint may be a verbal complaint or an untouched entrée pushed to the

side of the table along with numerous of other signals.

Handling of any lost and found items.

Personal problems which may affect your job performance. Don't be afraid to

discuss matters, and managers should exercise as much discretion as possible.

Any questions concerning security, theft, harassment or safety.

V. Paychecks and Tips

PAYCHECKS:

Pay periods run from Monday through Sunday for a 14-day period. Paychecks are

distributed after 3:00 p.m. every other Friday, following the last day of each pay

period. Be sure that a current employee I9 form and a W-4 form are always in your

file. W-2 forms are mailed out by the end of January. It is essential that we have your

current address on file. If you leave the company, it will be your responsibility to

inform us of any address changes.

TIP POOL AND DUE-BACKS:

Canyons will always try to have cash tips owed to servers (also called due-backs) by

the next work day. However, this ability to provide them is determined by the

number of cash payments the restaurant receives during the week. Therefore

amounts are only guaranteed by the following pay day.


All Servers pay 3% of their net sales into a Tip Pool Fund. These funds are used to tip

out the front-of-the-house support staff. Every two weeks on Pay Day, the total

dollars paid into the Tip Pool Fund are divided and distributed to the support staff

based on the total number of hours each individual has worked. These funds are

taxed accordingly when distributed on individual paychecks.

The total Tip Pool generated in a two week period is a direct correlation to the

revenue generated by the restaurant. Employees who receive Tip Pool funds can

generally expect an additional $1.00 to $4.00 per hour in addition to their hourly

wage. The range depends on many factors including, but not limited to, punctuality,

personal appearance, attitude, productivity and product knowledge.

PAY DEDUCTIONS:

Money can be deducted from your paycheck to help cover your shortage due to

walk-outs, breakage, and errors on guest checks (errors on your department

checkout). It is not our intent to penalize, our intent is to prevent losses from occurring.

However, if you are found to be responsible for any of the losses listed, we may have

the amount deducted from your paycheck, or collected at the end of the shift:

A guest walks out on a bill due to your neglect or willful act. Management

must be notified immediately when a walkout occurs.

You willfully fail to follow established procedures for accepting credit cards and

thereby accept an expired credit card, fail to obtain authorization for a

charge, or fail to use the electronic data capture system properly.

You willfully add a guest check incorrectly or undercharge a customer.

You deliberately break or damage any restaurant equipment or property.

You accept a personal check or traveler’s (neither are accepted).

You incorrectly complete a department check out and your drop is short.

KITCHEN TIPPING:

Servers are allowed to contribute to a general kitchen fund that is distributed to

kitchen staff members accordingly on a bi-weekly basis.

VI. Breaks and Employee Meals

EMPLOYEE BREAK TIMES:

Canyons break policy is in accordance with all Washington State and Federal labor

laws. All breaks must be management approved. Taking a break without prior

approval from a manager can result in dismissal and/or suspension from your present

job. When taking a break, you must begin and end either a paid or unpaid break on

the POS. Employees are not permitted to be anywhere visible to guests while taking

their breaks. There is an employee break area, located in the back of the kitchen

where you may sit for your break, and cell phone use is permitted.


SMOKING:

Smoking during a regularly scheduled shift of 4 or more hours is only permitted during

an authorized break and must be done outside of the restaurant, away from the view

of guests, and in accordance with all state laws regarding smoking. Canyons does

not allow its employees to smoke anywhere on the premises including the parking lot.

Smoking affects your personal appearance and hygiene and gives an odor that is

often offensive to guests. After smoking during a manager-approved designated

break, we require that you wash your hands, ask that you use breath freshener or a

breath mint, and do whatever else is necessary to remove the offensive cigarette

odor. Remember, we are all here for the guest.

EMPLOYEE MEALS:

Only the Bartender M.O.D. may order and discount food for an employee. Before

the food order takes place, the employee must have a form of payment in their

possession and the food must be paid for immediately after it has been ordered.

Employees who are scheduled to work a shift that day can purchase all menu items

at 50% off, except for discounted items or items from the Happy Hour Menu. Meals

should be eaten immediately before or immediately after your work shift on your own

time. You may eat in the designated employee area or outside of the restaurant

away from the view of guests. You must bus your own dishes when finished.

While off duty on a day off, you are entitled to receive a 25% discount of the total food bill

(up to 8 guests).

Absolutely no snacking of food during your shift is allowed. Drinking non-alcoholic

beverages is permitted, but only in designated areas. While soda, juice and coffee

are available for free during your shift, energy drinks and other premium beverages

must be purchased at a 50% discount.

“Garbage mouthing” (eating restaurant food you didn’t pay for like a French fry off

the expo line) can result in a loss of all employee meal privileges, including all

discounts, for a period of one month. Continuous garbage mouthing can constitute

dismissal and/or suspension from your current job.

VII. Scheduling & Time Off

WORK SCHEDULES:

Once you are hired you will be given log-in information to set up your HotSchedules

account. The HotSchedules program will allow you to view your schedule and make

requests for days off online. If you do not have access to a computer or smartphone

to view schedules and messages, please let management know immediately. We

will allow you to access your account using the staff computer whenever necessary.


Schedules are posted on Wednesdays prior to the schedule week. Time-off requests

and availability must be updated by 8 p.m. every TUESDAY for consideration on the

next week’s schedule. Please remember that the earlier your requests are submitted,

the higher the chance your request is granted. Also keep in mind that no request is

guaranteed. If your availability is not up-to-date it will be YOUR responsibility to cover

shifts you cannot work. When any date or shift is not blocked in HotSchedules it is

assumed that you can be scheduled during those times.

If you are the last person to request time off you will have the lowest priority, and

remember that you are not guaranteed time off. Even if you have made plans

management is not obligated to cover your shift. All requests for time off, all

scheduling changes, and all shift trades MUST be approved by a manager. If a

change is time sensitive, or affects a previously posted schedule, you must speak

DIRECTLY to a manager over the phone or face-to-face.

All employees must maintain current contact info with management, including

phone numbers. Having accurate contact numbers allows the best communication

in our scheduling process, and also allows more flexibility for yourselves in the event

that you may need shift coverage.

Because of the nature of the restaurant business, Holidays can be some of the busiest

days of the year. We are closed on Thanksgiving, Christmas Day, and Independence

Day. However near these holidays, or during many others we often experience high

volumes of business. Despite employee requests you may be scheduled to work

holidays. This is the nature of the food service industry, and refusing to work a

scheduled shift on a holiday will result in disciplinary warnings or termination.

EMERGENCY OR ILLNESS:

If you cannot be present for a shift due to an emergency or illness you will not be

excused for the absence unless you contact a manager DIRECTLY. You must inform

a manager over the phone or face to face, and proof of illness or emergency may

be required (i.e. a doctor’s note).

LEAVE OF ABSENSE:

You may apply to your general manager for a leave of absence. If approved, every

effort will be made to rehire you. However, re-employment at the same job, shift,

and rate of pay is subject to availability. A leave of 30 days is given to any full-time

employees once approved, however a leave beyond 30 days will require you to

petition for your salary and position with General Manager or equivalent. Extended

personal leaves beyond 60 days will REQUIRE a written petition to management.

Unpaid maternity leave is extended for up to 30 days to female employees & 7 days

for male employees after giving birth to a child, and Canyons will allow for

unconditional re-hire at previous position and rate. Beyond these timeframes

employees will have to petition for re-hire at previous position and rate.

OPERATIONS 18

OPERATIONS

A restaurant can be a fun and lucrative place to work. However like any business

there must be guidelines in place to maintain our success, and avoid uncomfortable

situations for guests and employees. Although some actions or behaviors may seem

trivial to an individual, there are many instances where a small concern can result in

large consequence for our restaurant.

The following are the operational guidelines for all employees meant to keep

everyone safe, and maintain an ideal atmosphere to serve all of our guests.

I. Appearance Standards

We take our appearance and uniforms very seriously. Shirts, skirts and pants must

always be clean and presentable.

Shirts are to be tucked-in. Shirts do not need to tuck-in but should not expose any skin

when reaching for plates with one or both hands. It is suggested that shirts not be

100% cotton as they will fade sooner, require more ironing and maintenance, and

therefore will likely need to be replaced sooner. So if you have any doubt and are

not sure about your uniform components, save the receipt, ask the MOD for their

approval prior to wearing it in to work a scheduled shift, as there is a possibility of

being sent home.

Again, the MOD will be the final decision maker on whether a shirt, shoes, skirt, pants,

jewelry, or any other part of your uniform is acceptable and up to Canyons Uniform

Standards!

PERSONAL APPEARANCE

Canyons is a ‘mainstream concept’, not an ‘edge concept’. Therefore we expect

our crewmembers to dress and groom themselves accordingly. We must maintain a

mainstream look with broad appeal for the business person, families with young

children, and people of all ages. Prior to making any dramatic image or style

changes, please consult your General Manager, as he/she will be the final arbiter of

Canyons Personal Appearance standards. The management team at your

restaurant will not allow you to work your scheduled shift if you arrive to work out of

compliance with the following standards.

1. Hair: Your hair should be neat, clean, naturally or subtlety colored, trimmed

and styled. Employees with longer hair need to have it pulled back, as any

haircut that contradicts local health standards is not suitable for food service.

2. Facial Hair: Men are expected to be clean-shaven for every shift they work.

However beards, sideburns, mustaches, and goatees are allowed but need to

be kept trimmed and must be grown while on vacation.

OPERATIONS 19

3. Finger Nails: Nails must be kept clean and well-manicured. Unusual nail polish is

not acceptable. Natural colors (or red or pink) are best.

4. Scent: Employees should refrain from using heavy colognes or perfumes. If

employees wish to use cologne to cover up tobacco smell after a break we

suggest bringing a jacket to wear while on break, and to wash hands and face

thoroughly with soap after returning.

5. Makeup: Cosmetics should be worn in good taste, but should not be excessive,

using subtle, non-offensive color and style choices.

6. Jewelry for Men: Earring hoops that do not exceed ½ inch in size are allowed.

Studs in the ear are acceptable but do not exceed more than two per ear.

Unacceptable jewelry for men includes anything that involves the nose, lips,

eyebrows or chin. Bracelets and wrist bands are acceptable as long as they

are not offensive, and do not contradict local health standards or effect

employee performance.

7. Jewelry for Women: A simple necklace that co-ordinates with the designated

uniform is allowed. Earrings are acceptable as long as the hoops do not

exceed 2 inches in size. Studs in the ear are acceptable but do not exceed

more than two per ear. Bracelets and wrist bands are acceptable as long as

they are not offensive, and do not contradict local health standards or effect

employee performance.

Unacceptable jewelry for men or women includes anything that involves the nose,

lips, eyebrows or chin.

UNIFORM STANDARDS

There are two sets of style guidelines in the uniforms allowed for front of house staff:

MEN

Black Shirt with a collar, buttoned down front ( no preference on pockets)

Black Pants

Black Shoes, not open toed, open heeled, clog style, or overtly ‘sneaker’ styled

(excessive stripes, colors, etc.)

Black Shorts (you are allowed to wear standard running cross training or tennis

shoes with shorts when allowed by the General Manager)

Black undershirt (no white or colored undershirts)

WOMEN

Black Shirt to match the styles approved by the managers ( i.e. no exposed

midriff or see-thru)

Black Pants or Skirt (in accordance with health code, socks, nylons, or tights

must always be worn)

Black Shoes, not open toed, open heeled, clog style, or overtly ‘sneaker’ styled

(excessive stripes, colors, etc.), or soles so thick as to be unsafe.

Black Shorts (you are allowed to wear standard running cross training or tennis

shoes with shorts when allowed by the General Manager)

OPERATIONS 20

DRESS CODE:

Employees must arrive to work in appropriate attire, ready to work, or arrive early

enough to be ready at the time of their scheduled shift. Clothes and accessories must

be clean, pressed and presentable, adhering to the Uniform Standards listed above.

Employee uniforms should be form fitting (not baggy) to avoid being caught in

equipment or touching any food products. Uniforms must be clean with no stains,

holes or tears when starting a shift.

In any instance where male employees wish to dress to female standards, or female

employees to male standards, this may be allowed with the approval of the General

Manager. However employee appearance should remain professional and consistent,

and employees must adhere to one or the other.

Canyons recognizes the importance of individually held religious beliefs to all

employees. We will reasonably accommodate a staff member’s religious beliefs in

terms of appearance and uniform standards unless the accommodation creates an

undue hardship. Accommodation of religious beliefs may be difficult in light of safety

issues for staff members. Those requesting a workplace attire accommodation based

on religious beliefs should address any necessary accommodations with the General

Manager.

GROOMING & HYGEINE:

Employees are the most important link in preventing foodborne illness. Good personal

hygiene, including proper and frequent handwashing is the best way to prevent

foodborne illness. This also includes arriving to work having properly cleaned your

uniform, as well as any exposed hair or body parts.

Employee hygiene should not affect the work of other employees or the experience

of any guests. Having noticeably poor hygiene or grooming could increase the

chance of contaminating food, spreading illness to others, or preventing a guest

from returning. If an employee has poor hygiene on multiple occasions they may be

removed from the schedule or ultimately terminated.

II. Personal Conduct

WORKPLACE BEHAVIOR:

Any time an employee is on the premises they should represent themselves as a

professional. Canyons will not tolerate any behaviors or attitudes which may

compromise the brand, undermine our customers, or create an uncomfortable

environment for other staff members. We make it a priority to create a safe and

relaxing environment for all customers, and we depend on every employee to help

maintain a positive atmosphere.

OPERATIONS 21

PERSONAL CONDUCT:

Immediate termination can result, without any previous warning, written or verbal, as

a result of, but not limited to, the following:

Acts of violence, theft, or dishonesty, either toward guests or fellow employees of

Canyons.

Drinking or drug use before or during your shift.

Drug possession or use in the restaurants or parking lots.

Inappropriate conduct, including sexual harassment, stalking, sexual references or

innuendoes, inappropriate physical contact, inappropriate language,

inappropriate touching, etc.

Failure to report to work without previously notifying a manager.

A negative discussion of tips with guests.

Giving or receiving a free drink or meal. Deliberately not charging or

undercharging a guest for an item, or not ringing up the item at the point of sale.

Over-portioning any food or beverage item for a guest.

Misuse of a guest discount or promotion or misuse of employee discount.

Alteration of a credit card voucher in any way.

Verbal abuse of guests, fellow employees, or managers.

Failure to follow a direct instruction from a manager or other acts of

insubordination.

Removing any products or items from the restaurants without management

approval. Removing any item from the restaurants owned by a guest or

employee.

PERSONAL PHONE USE:

Restaurant phones cannot be used to receive incoming calls or to place calls for

personal business, except in an emergency. If any employee receives a personal

call, a message will be taken, and the employee must have M.O.D. approval to

return a call.

Employee cell phones are to remain off, or in the Employee Break Area or lockers

while the employee is on the clock. Cell phones may be used during approved

breaks or at management’s discretion but personal cell phone conversations should

not be visible to guests at any time.

SOCIAL MEDIA

Social media can be a great tool to engage employees and customers with our

brand. Positive interactions are encouraged to help create enthusiasm and

connection with the restaurant, however no employees are required to interact with

Canyons Restaurants through online platforms. Any interactions are considered a

reflection of overall employee conduct. As an employee you are responsible for all

statements made online. An employee’s attitude and conduct are considerations

In the designation of shifts, raises, and promotions.

OPERATIONS 22

Every employee has the right under the National Labor Relations Act to discuss

(positively or negatively) their experience and concerns in the work place. However

any harassment, discrimination, or slander of the business can result in disciplinary

measures or termination. Please bring issues or complaints to management before

making any online statements.

OFF THE CLOCK:

Canyons wants you to enjoy our restaurants socially after your shift or on your day off.

Please do not abuse this privilege. There are several guidelines for any employees

who wish to drink or dine in the restaurant

1. When off duty and using the restaurants for personal enjoyment, please dress

suitably and remember that you represent Canyons even when off duty.

2. Do not discuss tips, guests, or any problems that occurred during your shift.

Guests may overhear these discussions.

3. Please do not interfere with the duties of working employees. When off duty,

do not loiter in the working areas of the restaurants.

4. Do not expect any special privileges or services.

5. Obey the state liquor laws. Do not compromise a working employee with

excessive drinking or unsuitable behavior.

6. An employee may only be in the restaurant as a guest on a day which they

have not worked, and must be out of uniform.

III. Mistakes & Service Issues

There are times when a guest is brought an incorrect dish or sends back food they

are not satisfied with. As soon as this happens the server should bring the dish to the

back line of the restaurant, and it should be brought to the M.O.D.’s attention

immediately. They Manager will approach the guest and decide how to address

the situation.

The Manager will also determine whether employees may eat any discarded food

or kitchen mistakes; do not start eating it, assuming it's going to be thrown away. If

employees are permitted to eat a mistake it should be taken to break areas away

from food preparation and service stations, and eaten when time is allowed.

Any discounts or comps for guests as a result of service issues will be determined by

the Manager. Only they may determine and apply discounts or comps. Any

employee discounting guest checks without authorization may be forced to pay

back the amount as well as face disciplinary action.

IV. Performance Feedback

Employees can, depending on the circumstances, be the recipients of either positive

feedback or constructive criticism. These are used as instructional and directional

tools so an employee can learn and improve their service. This will be done on an as-

OPERATIONS 23

needed basis and should never be taken as a personal attack. Employees are

encouraged to pass on to management any ideas, observations, or thoughts you

might have regarding restaurant operations, conservation, personal matters, etc.

Constructive feedback is always welcome at Canyons so long as it is done

professionally at the appropriate time.

V. Employee Meetings

Periodically, mandatory general meetings will be held to discuss restaurant business.

In addition, departmental meetings will be held at the discretion of the

management. Scheduled meetings are the same as a regular work shift; you must

be there on time. Failure to attend a meeting without previously being excused can

result in a written warning or termination.

VI. Human Resource Concerns

EMPLOYEE COUSELLING:

If a manager has a specific behavior to address with a Team Member, a manager

will generally sit down in the restaurant and meet with the employee. These meetings

are not necessarily going to be a negative experience. Remember . . .”I need to talk

to you” can mean many things. Any problems you may have can be handled on a

one-to-one basis with any manager in the company. One aspect of management

philosophy is approachability. This policy extends all the way to the owners of the

company.

HARASSMENT POLICY:

We expect all employees to work in a professional and business-like manner.

Canyons is committed to provide a work environment free of discrimination or

harassment of any kind. Our ability to keep that commitment depends upon your

cooperation.

Harassment of any employee by fellow employees is unlawful and discriminatory and

is not permitted regardless of the employee’s position, working situation or

relationship. Harassment of a sexual, religious, racial, or ethnic nature is expressly

forbidden. Harassment includes unsolicited remarks, gestures, or physical contact as

well as displays or circulation of written materials or pictures derogatory to either

gender or to racial, ethnic, or religious groups; or basing personnel decisions on an

employee’s response to sexually-oriented requests.

Engaging in any act which discriminates against another employee because of race,

color, national origin, sex, religious, creed, marital or veteran’s status, age, the

presence of a disability, or any other basis prohibited by local, state, or federal laws

will not be tolerated. Sexual harassment is improper, illegal and grounds for

immediate termination.

OPERATIONS 24

Any team member who experiences conduct of this sort or feels that their work

environment has become a hostile or offensive place to work, should immediately

bring the matter to the attention of the Manager on Duty, or if the manager is

involved, should bring the concern to the restaurant owner or any other person in

General Management.

EMPLOYEE RELATIONSHIPS:

Employees may develop friendships and relationships both inside and outside of the

workplace. If any relationship arises which interferes with the productivity of

employees, creates adverse workplace behavior, or creates a perception of

favoritism cannot be allowed.

Any employee in a managerial or supervisory role who enters into a personal

relationships with employees who report to him or her are almost always perceived as

granting favoritism, of misusing authority, or potentially of sexual harassment.

Even if no improper conduct occurs, the relationship may cause negative

perceptions, dissatisfaction, and distraction among other employees in the

workplace. The relationship may appear to other employees as an inappropriate use

of position power, and will not be permitted. In any such instance one of the

involved employees will have a chance to change locations within the organization,

otherwise the employee in the supervisory position may be terminated.

Additionally, any fraternization with any employee who reports to the manager or

whose terms and conditions of employment such as pay raises, promotions, and

advancement are potentially affected by the manager, is prohibited. The

fraternization that is prohibited by this policy includes dating, romantic involvement,

and sexual relations.

VII. Terms of Employment

INVOLUNTARY TERMINATION:

Canyons Restaurants or its employees are free to terminate the employment

relationship at any time, without notice or cause. Any alteration to this ‘at will’

employment relationship between Canyons and an employee must be in writing,

executed by the employee and the Owner.

http://humanresources.about.com/od/glossarys/a/sexualharassdef.htm

http://humanresources.about.com/od/managementandleadership/qt/power_b3.htm

http://humanresources.about.com/od/glossaryr/g/raise.htm

http://humanresources.about.com/od/glossaryp/g/promotion.htm

HEALTH & SAFETY 25

HEALTH & SAFETY At Canyons we recognize that people are the most important asset of our business.

As our most valuable resource employee safety is always a priority. Canyons team

members must all work together in providing a safe work surrounding, and follow

procedures to protect everyone’s health and safety. It is responsibility of all

employees to perform his or her duties in a safe manner in order to prevent injury to

themselves and others.

I. Cleanliness & Health

WORKING HEALTHY:

As required practice, these guidelines are fundamental in the operation of any food

service establishment, and should be adhered to by all Canyons employees at all

times. While cleaning and maintenance tasks may seem tedious or at times or even

unnecessary, they can prevent conditions that lead to unsafe conditions or

accidents.

HOUSEKEEPING:

The level of cleanliness in our restaurants will have a bearing on whether our guests

will return. Be conscious of keeping the workplace neat and tidy – Pick up that piece

of paper, wipe down that surface, mop up after spilling. Take pride in yourself, your

job, and your environment. “Sweep, scour, and scrub" restaurant clean-ups will be

held at regular intervals.

A couple of housekeeping reminders:

Bleach towels are to be carried on trays and are not to be stored/carried in

aprons at any time.

Use a tray when bussing glassware. Picking up glasses with your fingers inside a

glass is not acceptable.

Sidework duties are a function of all team members’ jobs and are assigned to all

employees. Failure to follow your specific sidework duties and failure to have those

duties approved and signed-off so that you may clock-off and leave the workplace

can constitute dismissal and/or suspension from your present job.

EQUIPMENT CARE:

Please take care of all equipment, dishes, glassware, and utensils. Repairs and

replacements are expensive, and a resulting accident can be even more costly.

When equipment is defective or breaks down, report it to your manager

immediately. Most breakage of serviceware is due to carelessness or improper

handling. Follow the following guidelines when handling restaurant dishware.

HEALTH & SAFETY 26

1. Do not overload bus tubs or carry too heavy a load.

2. Watch where you are going and pass on the right.

3. Place dishes and glasses carefully in the appropriate tubs and racks.

II. Alarms & Security Measures

ALARMS & SECURITY SYSTEM:

Canyons Restaurants utilizes many systems in each of its restaurants – fire alarms,

burglar alarms, smoke detectors, emergency lighting and camera security systems.

We employ these systems for the safety and security of our employees and patrons.

Be sure to notify a manager if you become aware of any malfunctions in any of these

systems.

ROBBERY:

If you are ever involved in a robbery situation and threatened with bodily harm, BE

COOPERATIVE and DO WHATEVER IS ASKED OF YOU. MONEY CAN BE REPLACED, BUT

YOU CAN'T!

III. Safety and Accidents

GUEST ACCIDENTS:

At Canyons, we provide our guests with an enjoyable, safe restaurant. Should a

guest accident occur however, provide prompt assistance, regardless of who is at

fault or which area of the restaurant the accident occurred. Call 911 if appropriate

and always get a manager immediately.

GENERAL SAFETY & ACCIDENTS:

Severe accidents can be caused by oversights and carelessness. Be aware of these

safety steps:

1. Spills and broken dishes must be cleaned up immediately to avoid potential

injury.

2. Keep aisles and walkways clear of boxes, bus tubs, etc.

3. Be familiar with the proper procedures for using, cleaning, and storing knives and

other sharp utensils.

4. Take broken glassware to the bar and place in the proper bucket. Give broken

and chipped plate ware to the M.O.D. or K.M.O.D., as we receive credit for all

chipped and some broken plate ware.

5. Refrain from horseplay or safety compromising antics while in the workplace.

6. It is imperative that all employees wear only rubber sole shoes. Canyons

Restaurant assumes no liability for falls and slips in the restaurants when improper

footwear is worn.

HEALTH & SAFETY 27

IV. Workers Compensation

WORKER’S COMPENSATION INSURANCE:

You are covered by Workman's Compensation Insurance, which takes care of

accidents on the job. If you are injured at work, you are required to inform the floor

manager immediately. If the proper insurance forms are completed, all of your

medical bills will be paid by Workman's Compensation Insurance. Loss of time will

also be paid after a waiting period. The length of the waiting period and the

percentage of your salary that will be paid for lost time are established by state law.

UNEMPLOYMENT COMPENSATION:

If is often the belief that people are entitled to unemployment compensation

because they have “paid” into it. Unemployment benefits are paid for by businesses

so this is not true. Canyons general rule is that we will dispute any unemployment

claim.

V. Employee Drug/Alcohol Use

Every employee should report to their shift ready to work. Use of drugs or alcohol

before or during a shift creates a dangerous work environment for all customers

and staff. Immediate termination can result, without any previous warning,

written or verbal, as a result of, but not limited to, the following:

• Drinking or drug use before or during your shift.

• Drug possession or use in the restaurants or parking lots.

Any narcotics or intoxicants used in the workplace, without a doctor’s prescription

and express permission from management, is against policy as well as state and

federal law. This includes the use of recreational or medicinal marijuana, which

despite legalization, is still 100% illegal when consumed in public spaces or in private

employment settings. If at any time management reasonably believes an employee

to be under the influence of a controlled substance, they can and will be asked to

take a urine analysis at that time. The following are reasons an employee would be

reasonably suspected:

• Direct observation of drug use or its physical symptoms, including slurred

speech, agitated or lethargic demeanor, uncoordinated movement, and

inappropriate responses to questions

• Abnormal conduct or erratic behavior while at work, or significant

deterioration in work performance

• A report of drug use provided by a reliable and credible source that has

been independently corroborated

• Evidence that the employee has tampered with current drug test results

HEALTH & SAFETY 28

• Information that the employee has caused or contributed to an accident at

work, or

• Evidence that the employee has used, possessed, sold, solicited, or

transferred drugs while working or at work.

If an employee is suspected of using substances, failure of a urinalysis, or refusal to

take one before leaving the premises will result in immediate termination and

removal from the property; there will be no exceptions. Intoxication in the workplace

endangers the employee, their co-workers, and our customers, and ABSOLUTELY

cannot be tolerated as it risks the health and safety of everyone at Canyons.

REFERENCE MATERIAL 29

REFERENCE MATERIAL

After passing our application process, and once you’ve impressed us in your

interview, you’re on your way to joining the team. The next step is to establish yourself

as a serious team member, and start training!–

Canyons believes that every new employee is an investment, and as our newest

asset we want to start off on the right foot. If you’ve received this employee

handbook, we plan on preparing you for a better future.

I. Restaurant Maps

BAR AND LOUNGE:


RESTAURANT:


II. Restaurant Glossary

RESTAURANT LINGO:

The following is a list of common terms you can expect to hear while working the

restaurant floor or the expo line. These are standard restaurant terms used throughout

the Food & Beverage Industry, and It is beneficial for every employee to be familiar with

their meanings.

ALL DAY - Restaurant jargon meaning, “total needed” or “total on hand”. For

example, “I need 4 down, 10 all day!” means put four patties on the broiler. There

should be a total of ten patties on the broiler altogether.

BEHIND - Term used by a fellow employee as a forewarning that they are coming

up in back of you and you should not back up.

CORNER - Term used by a fellow employee as a forewarning that they are

approaching a corner possibly with a full tray of food so beware.

EIGHTY-SIX’D - “86” is a term used when we are out of any item (i.e. if the special is

86’d, we are no longer serving the special of the day)

FIRED - A term used to describe a menu item that has begun to be prepared.

GARBAGE MOUTHING - The act of eating any food item that has not been paid for

(i.e. eating French Fries off a plate waiting on the food line or a crouton from the

salad line.

KITCHEN WAIT - A term used when even though there may be open tables in the

restaurant, we have people wait before we seat them until the kitchen can catch

up with the tickets they have on the line.

MOD/KMOD - The abbreviations for “Manager On Duty” and “Kitchen Manager

On Duty”

ON THE FLY - A term used to describe a rush order or immediate correction of a

wait or kitchen error. It expresses the urgent need of a menu item.

PRE-BUS - The act of removing all unused glassware, plate ware, paper napkins,

etc. from a table while the guests are still at the table.

RING IN - A term used to describe the process of ordering menu items on the

computer system.

ROTATION - A process for moving the oldest food product to the front or top of a

container or storage area to ensure it is used first. A process for maintaining food

quality by always using the oldest product first. A simple rule of thumb for

rotation: left to right, top to bottom and front to back.


SANITIZING - A process using very hot temperatures or chemicals to kill bacteria

during the cleaning process.

SAUTÉ - A method of cooking menu items very quickly over an open gas flame in

a pan. This process cooks the food quickly and seals in the flavor and juices of the

food.

SELL - A term used to describe the process of giving a completed order and ticket

to a server to deliver to the guest at the table.

SOLD - A term used to describe an order that has been completed and ready to

deliver to the guest at the table.

STOCKING - A procedure for bringing up product levels at a station. A procedure

that occurs in preparation for peak rush periods.

TOP – As in “4-top” or “big top.” Refers to the number of people seated at a table,

in these examples; a four-person table and a table with many people.

RESTAURANT AREAS, TOOLS & EQUIPMENT:

The following are terms for items and areas found throughout the restaurant. You

may encounter several terms for the same equipment or area, so it is beneficial to

know these common terms, and also ask for clarification whenever there is confusion.

BLEACH SOLUTION - A solution of 1 capful of bleach per 5 gallons of warm water.

Hot water only allows the bleach to evaporate. Cold water is not effective for

cleaning greasy items.

CATCH TRAY - A tray that is found below equipment such as the broiler or

starburners that catches ashes and overflow from items being heated on these

pieces of equipment.

CONDIMENTS - Sauces, dressings, or ingredients used to prepare or assemble

menu items in the kitchen.

DUMPSTER - A large garbage receptacle found outside of the restaurant. Usually

enclosed in a separate area near the rear of the building.

EXPO STATION - the area where foods are garnish and prepared for final

presentation to guests.

FLAT RACK - A rack used in the dish machine that is flat and has no supports for

stacking dishes upright. It allows the silverware to be spread out for proper

cleaning.

FREEZER - A piece of equipment used to keep food products in a frozen state.

The temperature should be 0 degrees or less.


GLASSWARE - A term used to describe all types of glasses and mugs used to serve

beverages in the restaurant.

GRATES - The surface on the broiler where the food items sit while cooking.

HEATLAMPS - Equipment used to keep menu items hot as they are being delivered

to the guest at the table. They are located in the pass through window.

LADLES - Ladles are used to measure specific amounts of food product and

transfer into dishware for service or preparation. Ladles are often left stored in the

food product for which they are intended and should not transfer to other foods.

MICROWAVE - A piece of equipment used to heat and cook food by warming up

the water molecules in the food using microwaves. Metal or foil should not be

used in the microwave.

PASS-THROUGH WINDOW - The area located between the kitchen and the expo

station. This is where the completed orders are held prior to being delivered to the

guest at the table.

PRE-SOAK SOLUTION - A mixture of pre-soaking chemical and hot water in a

container, which can be found in the dish station. This solution is used to prepare

silverware for washing. It removes food items from the silverware and allows the

machine to do a more effective cleaning job.

PVC FILM - A clear plastic wrap used to cover food product and keep it fresh

during storage.

REACH IN - A piece of equipment used to refrigerate food product. The

temperature should be 40°F or less. These are usually located under food

preparation and expo counters.

RINSE AID - A chemical used during the cleaning process to help dishes and

glassware air-dry effectively and quickly.

SANITIZER - A chemical used in the process of killing bacteria during the cleaning

process.

SILVERWARE - A term used to describe all pieces of utensils used by the guest in

the restaurant.

SILVERWARE TUBE - A plastic or metal tube used to store silverware in an upright

position. The tube is used to clean silverware in the dish machine during the

second washing. The tubes allow the silverware to air dry after washing. They also

allow the silverware to be transported without the surfaces being touched by the

dish machine operator’s hands.


SOAK TANK - A large container filled with a chemical to treat metal pieces of

equipment. This treatment loosens and removes carbon build up and allows the

items to be cleaned completely. No aluminum items should ever be placed in this

container. The chemical that is used in the soak tank will permanently stain the

aluminum and damage it.

SPRAY ARM - A part in the dishwashing machine that distributes the water

throughout the machine to ensure the cleaning process.

STARBURNER - A piece of equipment use to sauté or heat food products using an

open gas flame.

STEAM TABLE/WELL - A piece of equipment used to hold soups and sauces for

service. It uses wells filled with hot water to maintain the temperature of the items

that are held in the wells

TICKET - The print out of menu items that have been ordered on the computer

system. They arrive directly to the kitchen via a printer usually located on both

sides of the kitchen. Also sometimes called a “chit”.

TICKET RAIL - A piece of equipment located on both sides of the Pass Through

Window used to hang tickets as they are being prepared. The tickets are

organized in the order they are received.

TO-GO BOXES/CONTAINERS - Cardboard boxes used to package menu items and

condiments for orders ordered to-go.

TOASTER - A piece of equipment used to cook the hamburger buns and bread. It

browns the surface of the buns and heats the buns throughout. It cooks the sugar

in the buns turning the bun brown and seals in moisture and seals out dressings

and condiments. This keeps the buns from becoming soggy during the

preparation procedures.

WALK-IN (freezer or fridge) - The area in the kitchen used to store product under

refrigeration. It is large enough to physically walk into. The temperature in the

walk-in should be 40°F or less.

WALK-IN (customers) – Customers who either walks in and seats themselves, or

come in to dine without a reservation.

redmond location / revised may 15 , 2015...redmond location / revised may 15th, 2015 15740 redmond...

Documents