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The document provides onboarding information for a new hire at a restaurant, including: - An overview of the company's mission to provide exceptional customer service and prioritize associate satisfaction and growth. - Details about payroll, benefits, PTO accrual, holidays, discounts, and public transit benefits. - Explanations of policies regarding accurately reporting tip income, health insurance eligibility, and using paid time off for absences like family and medical leave. - Instructions for completing new hire paperwork and reviewing documents with the new hire's manager.
Presentation updated first part
- 4. Our mission is to be the restaurant of choice for travelers by providing comfort, superior quality products and exceptional service to our guests. Through our integrity, leadership and dedication, we strive to enrich the lives of our associates.
- 5. Our success depends on you and all of our associates. We will succeed and provide opportunities and growth for our associates only when we continually improve ourselves. We recognize, however, that success is not measured by sales, guest counts and bottom line alone; it also is measured as much by the way we achieve our goals and by our people. We believe that a commitment to uncompromising values and integrity should always guide our decisions and actions as we pursue our goals. The following are the core values that form the foundation of how we measure success:
- 6. •Associate Satisfaction. Your Success is very important to us and we want you to succeed in everything you do. We believe that your continued training and development is an important investment in our future and a part of you achieving the highest potential in whatever you do. •Customer Satisfaction. Our goal is to provide unique and genuine personal care and attention that our customers always remember. We must provide each customer with the care and comfort of home while they are away from home. •Relationships. 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.
- 7. •Operational Excellence. We know that great results are possible only by helping and encouraging each other. We take great pride in having a professional environment with good systems and procedures that will enable us to run productive and efficient operations. •Financial Performance. We have an obligation to be financially responsible to ourselves, our associates, our partners and our clients. Achieving our financial goals requires each of us to accept personal accountability.
- 8. We take great pride in providing superior quality products and services to our customers. To that end, we believe that: •We are committed to the health, well being and careers of our associates. We will strive to promote from within and create advancement, career development and training opportunities for our associates. •Every associate must use their skills and knowledge to produce superior quality products and services to our customers. •Every associate is expected to act and treat each other and the Company with fairness and respect. In the performance of their duties, associates should fulfill their obligations under the Company's Equal Employment Opportunity and No Harassment Policies.
- 9. Your Manager will go over and review all the following documents. 1. Completed Employment Application 13. Direct Deposit 2. Emergency Contact 14. Tip Credit Notice (Maryland) 3. Volunteer Self-Identification Form 15. Issued and Returned 4. Security Badge Application 16. Handbook Amendment 5. Scheduling information 17. Confidentiality Agreement 6. Handbook-Uniform Agreement (Managers Only) 7. Parking Pass ( optional) 18. DOL Group Health Notice 8. Federal W-4 19. Transit Pass (optional) 9. Form I-9 10. Federal Form 8850 (WOTC) 11. MW 507 State Tax Form (Maryland Only) 12. IOWA W-4 Tax Form (Iowa Only)
- 12. If you receive tips or gratuity( whether in cash or in credit card transaction), it is taxable income to you. You are required, by federal and state law, to report and record your actual tips received from each shift. At the end of your shift, you must disclose on our reporting system the amount of CASH TIPS you received. Your tips will be recorded and reflected on your paycheck stub. By accurately reporting all your tip income, you will reduce the chances of being audited by the Internal Revenue Service.
- 13. Credit Card Tips All credit card tips will be paid to you on the next payroll in our schedule Only credit card tips will be paid on paychecks, you keep all your cash tips. Tip Credit If you work in a tip credit state, you will be paid the applicable tip credit wage.
- 14. Clock in and out on the Micros POS System Payroll is Bi-Weekly Pay day is every other Wednesday Direct Deposit: Up to three accounts
- 15. . REVIEW YOUR PAY STUB We make every effort to ensure our associates are paid correctly. Occasionally, however, inadvertent mistakes can happen. When mistakes do happen and are called to our attention, we promptly will make any correction that is necessary.
- 16. Health Insurance (30 hour average) Variable Employee – Variable employees are associates whose hours cannot be reasonably determined to be at least 30 hours per week upon hire. Variable Associates are eligible to enroll in the Company’s sponsored Group Health Plan after their initial measurement and administrative periods. To qualify for Aero Service Group’s Health Plan, employees must work an average of at least 30 hours per week. The effective date of coverage can be no longer than 13 months from the first day of the calendar month following the employee's start date. Human Resources will contact employees directly if they are eligible for benefits.
- 17. Health Insurance (30 hour average) Non-Variable Employees - Non-Variable associates are associates whose hours can be reasonably determined to be at least 30 hours per week upon hire. Non-Variable employees are eligible to participate in the Company’s sponsored Group Health Plan after their 30 day orientation period, and 60 day waiting period. Coverage will begin at the 1st of the following month. Human Resources will contact employees directly if they are eligible for benefits.
- 18. Health Savings Account (HSA) Available to anyone who participates in the Company Health Plan With a Health Saving Account you can have money taken out of your check TAX FREE. It will be placed in a separate account that is owned by you. This money can be used to pay for qualifying medical expenses.
- 19. We believe that it is important for associates to have time away from work for rest and relaxation or for any other personal reason!! Regular Full-time associates receive PTO based on their service with the Company when eligible.
- 20. How is Paid Time off Calculated? PTO will be calculated at the end of a fiscal quarter based on actual hours worked during the prior quarter. Associates who work an average of 35 hours or more during that quarter, and have been employed for (6) full months of continuous employment, will qualify for PTO during the next quarter. PTO will start accruing only upon qualifying and eligibility will be reviewed at the end of each fiscal quarter. How much time do I earn if I qualify? If you qualify you will earn 3.077 hours of PTO per pay period. All Associates will be paid there normal rate of pay. Example: a server would get paid $3.63 an hour. Can I Carryover PTO Time? Unless state law provides otherwise, you can carry over 40 hours of PTO time at the end of calendar year. Any PTO over 40 hours will be lost at the end of the calendar year.
- 21. We recognize holidays are important to everyone. Since airports are open 365 days a year there will be associates who must work on holidays. We pay all hourly associates 1.5 times there regular hourly rate for working the following holidays. New Year’s Day Memorial Day Independence Day Labor Day Thanksgiving Day Christmas day
- 22. When working, associates may receive a discount off the price of food they purchase from the Company. FOH – Receive 50% off a menu item for an employee meal while working, per 5 hours shift. BOH – Receive one complimentary food item, per 5 hour shift. Beverages vary by location, ask manager what is the beverage policy for your store.
- 23. We offer a low cost option for metro transit. The cost can be deducted PRE-TAX directly from your pay check. Your manager will explain your airports benefit.
- 25. 10 Minute Break
- 27. Family, Medical and Military Family Leave (FMLA) What is FMLA: The Company complies with federal and applicable state leave laws. The federal FMLA requires covered employers to provide up to twelve (12) weeks of unpaid, job-protected leave to eligible associates for the following reasons: •For incapacity due to pregnancy, prenatal medical care or child birth; •To care for the associate’s child after birth, or placement for adoption or foster care; •To care for the associate’s spouse, son or daughter, or parent who has a serious health condition; or •For a serious health condition that makes the associate unable to perform the associate’s job. •Military Family Leave Who is Eligible? Associates are eligible if they have worked for the Company for at least one (1) year, for 1,250 hours over the previous twelve (12) months, and if at least fifty (50) associates are employed by the Company within seventy-five (75) miles.
- 28. Family, Medical and Military Family Leave (FMLA) Substitution of Paid Leave for Unpaid Leave Associates must use accrued PTO while taking FMLA Leave. In order to use paid leave for FMLA leave, associates must comply with the Company’s Normal leave policies. Associate Responsibilities Associates must provide thirty (30) days’ advance notice of the need to take FMLA leave when the need is foreseeable. When thirty (30) days’ notice is not possible, the associate must provide notice as soon as practicable and generally must comply with our normal call-in procedures. Company’s Responsibilities The Company must inform associates requesting leave whether they are eligible under FMLA. If they are, the notice must specify any additional information required as well as the associates’ rights and responsibilities. If they are not eligible, the Company must provide a reason for ineligibility. Please Contact Human Resources if you have any questions
- 29. Bereavement Leave What is Bereavement Pay: Bereavement pay is paid time off, for qualifying full time associates, that can be used if there is a death to a family member. •In the Event of an immediate family member, not to exceed three (3) days. Associate’s parents, spouse, domestic partner, children, siblings, grandparents, grandchildren, step- parents, step-children and step-siblings. •In the event of the death of any other family member, not to exceed one (1) day. Associate’s current mother-in-law, father-in-law, brother-in-law, sister-in-law, daughter-in-law, son-in-law, aunt, uncle, niece, nephew or cousin. Associate may request additional time off without pay or use PTO time if a longer leave is wanted.
- 30. Military Leave: If you are called to active military duty or you enlist, you are eligible for an unpaid military leave of absence in accordance with state and federal law. Jury Duty Leave: All associates will be granted unpaid leave to attend jury duty in accordance with their legal obligations to do so. Associates will not be discharged because of job time lost. Witness Leave: All associates are permitted leave if you are subpoenaed to appear as a witness in a civil or criminal proceeding, or if you are required to attend a criminal or juvenile processing as a victim or a victim’s representative. Associated will not be discharged because of job lost time. Leave of Absence Without Pay: Leave of absence without pay may be granted at the Company’s discretion or as required by law to eligible employees. Please contact Human Resources with any questions