Final Policy Manual

POLICY MANUALAND

REFERENCE GUIDEFOR HOURLY EMPLOYEES

Haley Rinzel/Jordan Gutzman/Jacob Pientok

TABLE OF CONTENTSINTRODUCTION....................................................................................................3WELCOME TO THE COLLOSEUM!..............................................................................................................4INTRODUCTION AND MISSION STATEMENT.....................................................................................4

TEAMWORK.............................................................................................................................................................. 5

EMPLOYMENT POLICIES...................................................................................6AGE REQUIREMENTS........................................................................................................................................ 7CLAIMING TIPS....................................................................................................................................................... 7EMPLOYEE SAFETY............................................................................................................................................. 7

First Aid:...............................................................................................................8EQUAL EMPLOYMENT OPPORTUNITY (EEO)..................................................................................8FOOD SAFETY......................................................................................................................................................... 9GUEST PAYMENT PROCEDURES............................................................................................................. 9HOLIDAYS.................................................................................................................................................................. 9NOTICE FOR TIPPED EMPLOYEES.......................................................................................................... 9PAY PERIODS.......................................................................................................................................................... 9PERFORMANCE EVALUATIONS.............................................................................................................. 10PERMITS................................................................................................................................................................... 10REHIRES................................................................................................................................................................... 10TRAINING................................................................................................................................................................. 10WORK HOURS...................................................................................................................................................... 11

EMPLOYEE CONDUCT......................................................................................12ALCOHOL................................................................................................................................................................. 13ATTENDANCE....................................................................................................................................................... 13CONFLICT RESOLUTION.............................................................................................................................. 14DISHONESTY......................................................................................................................................................... 14ELECTRONIC COMMUNICATIONS........................................................................................................ 14GUIDELINES TO BEHAVIOR AND ATTITUDE...............................................................................15EMPLOYEE MEALS AND DISCOUNTS................................................................................................15EMPLOYEE BREAKS......................................................................................................................................... 15PERSONAL APPEARANCE........................................................................................................................... 15ANTI-HARASSMENT POLICY..................................................................................................................... 16TERMINATION OF EMPLOYMENT.......................................................................................................... 16THEFT......................................................................................................................................................................... 17VIOLATION OF POLICIES............................................................................................................................. 17

EMPLOYEE BENEFITS......................................................................................18401 (k) RETIREMENT PLAN....................................................................................................................... 19EMPLOYEE ASSISTANCE PROGRAMS...............................................................................................19FAMILY AND MEDICAL LEAVES OF ABSENCE (FMLA)........................................................19 INSURANCE............................................................................................................................................................ 20MILITARY LEAVE................................................................................................................................................ 20PAID VACATION.................................................................................................................................................. 20UNPAID PERSONAL LEAVE........................................................................................................................ 21

Rinzel, Gutzman, PientokHourly Employee Policy Manual and Reference Guide

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CUSTOMER RELATIONS..................................................................................22CONFIDENTIALITY OF COMPANY INFORMATION....................................................................23CONFIDENTIALITY OF EMPLOYEE INFORMATION...................................................................23CUSTOMER SERVICE...................................................................................................................................... 23GUEST APPEARANCE..................................................................................................................................... 24IDENTIFICATION OF MINORS................................................................................................................... 24PARKING................................................................................................................................................................... 24PERSONAL PROPERTY.................................................................................................................................. 24VISITORS.................................................................................................................................................................. 25

WORK ENVIRONMENT.....................................................................................26BAR AREA................................................................................................................................................................ 27DRUG-FREE WORKPLACE.......................................................................................................................... 27SMOKING................................................................................................................................................................. 27WEAPONS FREE WORKPLACE................................................................................................................ 27WORKERS COMPENSATION..................................................................................................................... 28WORKPLACE SEARCHES............................................................................................................................. 28WORKPLACE VIOLENCE POLICY........................................................................................................... 28

TERMS OF AGREEMENT..................................................................................30EMPLOYEE HANDBOOK ACKNOWLEDGEMENT FORM........................................................31REFERENCES........................................................................................................................................................ 32


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INTRODUCTION


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WELCOME TO THE COLLOSEUM!

Welcome and congratulations on joining The Colosseum team!

It is our belief that each and every member is key to the growth and overall success of the company. We hope that you also share this belief and take pride in being a member of the team.

This policy manual was designed as a reference to the guidelines, policies, programs, and benefits that are available to our hourly employees. It is important to familiarize yourself with this guide as it contains information crucial to being successful within the company.

INTRODUCTION AND MISSION STATEMENT

At The Colosseum, we strive to provide a dining experience that is incredible to each and every customer. In efforts to stay true to our deep Italian roots, we promise to maintain a comfortable, family-friendly atmosphere with a welcoming team that is always eager to make the customer’s experience a magnificent one. Most importantly, we promise to have a selection of divine, authentic Italian fares that will leave customers satisfied.

Keeping our mission statement in mind, this policy manual will familiarize you with every piece of information necessary to stay true to our mission. Understanding this policy guide means understanding the roles and responsibilities of your position within our company, as well as the positions of your surrounding team members. The Colosseum takes pride in developing our employees and work environment to be as proactive and conducive as possible.

While these policies and guidelines are beneficial to you, they are by no means to be construed as a guarantee of employment for any amount of time or for any specific work. Your employment here at The Colosseum is known as an employment at will. This means that you have the absolute freedom to terminate your employment at The Colosseum at any given time, with or without reason, and with or without notice. The Colosseum holds these same freedoms to


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terminate your employment at any given time, with or without reason, and with or without notice.

The Colosseum cannot predict every circumstance or change that may happen in the future. For this reason, The Colosseum reserves the right to revise any portion of this Policy Manual and Reference Guide when deemed necessary or appropriate. Employees will be notified of said changes as they occur.

TEAMWORK

The Colosseum prides itself on its fun, fast paced atmosphere. While it is enjoyable, there are times when it will be a high stress environment. We believe that utilizing your co-workers can be one of your best tools during those challenging times. Every team member respects their team, and they deserve respect in return. The Colosseum feeds off of the energy and attitudes of its employees. This is why it is important to take pride in the people you work with and follow these simple rules to ensure an enjoyable and productive work environment:● Respect your team members and treat one another with dignity

and appreciation● Avoid gossip ● Recognize that each team member has a different area of

expertise and respect your differences. ● Be tolerant of other employees. There will be times when

conflicts will arise, but keeping a professional and calm demeanor will help end the situation.

● Respect the privacy of team members.● It is unacceptable to discriminate or treat team members

differently in regards to race, religious beliefs, gender, national origin, color, marital status, disability, or age.

● Don’t be afraid to ask for help! That’s what being part of a team is for!

While working as a team is important for you, it is also essential for the customer. Using teamwork to deliver great service to the customer will benefit you and the company as a whole.


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EMPLOYMENT POLICIES


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AGE REQUIREMENTS

In the state of Wisconsin, you must be at least 18 years of age in order to take orders of and serve alcohol. Employees will only be considered for hire if they are of age 16 or older. If hired at age 16, The Colosseum will obey state child labor laws and work with said employee to determine a work schedule fit to the requirements of the law. Employees must be of age 21 to consume alcoholic beverages.

CLAIMING TIPS

If hired as a bartender or server, you are eligible to receive and accept tips in addition to your base rate of pay. Hosts/hostesses and bartenders will receive tip share of 2% of each server’s individual sales per shift worked.

As an employee of The Colosseum, the tips you receive are considered taxable income, and are required to be claimed in full throughout the entirety of your shift. In addition, forging a customer signature on any unsigned credit card receipt is considered forgery and results in termination. If you have any questions about how to claim tips or how much to claim, please ask the general manager.

EMPLOYEE SAFETY

At The Colosseum, safety comes first. We care deeply about our employees and will remain committed to your safety within the workplace. We are excited and proud to be active in The Voluntary Protection Program (VPP) available by the Occupational Safety and Health Administration (OSHA). This means that we go above and beyond in our safety and health management systems, and have put in outstanding efforts to make sure you, as our employees, are safe and working in a healthy environment. In order to prevent accidents and injuries, and to maintain an overall safe workplace, all employees are required to use all safety equipment, tools, and devices AT ALL TIMES. Failure to use these tools, equipment, and devices will result in disciplinary action up to termination. Always remember to report all work related injuries or accidents to your manager IMMEDIATELY. Rinzel, Gutzman, PientokHourly Employee Policy Manual and Reference Guide

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Fire protection:There are fire extinguishers located over each station in the kitchen, near the host stand, and behind the bar. Please memorize these locations and the proper use of this equipment, which will be demonstrated during your training.

Sanitation:Sanitation is of utmost importance when working with food and customers. Washing your hands after handling food, sneezing, coughing, touching hair or skin, or smoking is mandatory. Sanitation solution will be available in a dispenser in the kitchen by the sinks, and will be tested using pH strips hourly. Sanitation buckets will be on the expo line, back of the kitchen, at the bar, at the host stand, and at every side station in the front of the house and will be changed hourly. Please use the sanitation solution often and thoroughly.

First Aid: It is your duty as an employee of The Colosseum to know how to handle situations that require first aid. Please report any and all incidents to a manager immediately. Below are the rules to follow when dealing with first aid situations:

➔ Burns : Apply ice or cold water.➔ Cuts : Wash the cuts, apply pressure, and cover the wound. If the

bleeding does not stop, notify a manager and they will assist you in going to a medical center. ALWAYS use a biohazard kit available in the manager’s office when dealing with blood or bodily fluids.

➔ Chemicals : DO NOT TREAT CHEMICAL ISSUES BEFORE READING LABEL DIRECTIONS. If this situation should arise, management will transport you to the nearest hospital emergency room. Material safety data sheets will be located in the side station of the kitchen and also in the management office for reference to any chemical.


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EQUAL EMPLOYMENT OPPORTUNITY (EEO)

The Colosseum takes pride in considering all applicants for hire with equal opportunity regardless of race, religion, gender, national origin, color, disability, marital status or any other characteristic that is protected by law. This same equal opportunity will extend from hire to rates of pay, daily operations, benefits, transfers, discipline, and termination.

Employees and guests are both to be treated with respect and without discrimination especially in regards to the characteristics stated above.

FOOD SAFETY

Ensuring food safety is ultimately the responsibility of your supervisor. The Colosseum has developed industry leading food safety standards. All employees are required to complete our training for safe food handling prior to being placed on the floor.

GUEST PAYMENT PROCEDURES

To ensure that our guests are satisfied and happy upon completion of their dining experience, it is essential to take precautions when closing out their payments. Under no circumstances should guests be charged for the wrong items or given back the wrong credit card. This will result in a written warning.

Should a guest leave without first paying for the food and/or beverages served, the employee responsible for serving that guest will be held responsible. Employees should be dividing their attention directly and fully to the customer and meeting their needs. Walkouts are absolutely unacceptable.

HOLIDAYS

The Colosseum recognizes that holidays are an important time to spend with family and those close to you. For this reason, The Colosseum is closed on the following holidays:

➔ New Years Day


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➔ Easter➔ Thanksgiving Day➔ Christmas Day

NOTICE FOR TIPPED EMPLOYEES

It is required by law in Wisconsin under the Fair Labor Standards Act (FLSA) that The Colosseum is required to pay employees who receive tips a minimum of $2.33 per hour as a base rate. If an employee’s wage rate is less than the minimum wage rate required by law, The Colosseum will make up the difference to that employee.

PAY PERIODS

Our pay weeks begin on Wednesday and end on Tuesdays, running bi-weekly. Paychecks can be picked up in house during slow hours. There is also a direct deposit option for those interested. You as the employee are the only person allowed to pick up your paycheck, in best interest of you and your safety, unless you prefer otherwise. Should the employment come to an end, your final paycheck will be available for pickup up to two weeks after the last pay date. Should you fail to collect it before then, it will be mailed to your address on file.

PERFORMANCE EVALUATIONS

At The Colosseum, we believe it is very important to give and receive feedback to/from our employees. Communication is often the key to a successful and happy career. We will give employees performance evaluations every three months and set up meeting times upon request to discuss performance successes and issues. These reviews will be viewed as a constructive and positive tool to help meet our goals.

PERMITS

If you are in a position requiring a permit, you must show proof of that current permit upon hire and maintain a current permit for the entirety of your employment in that position. Should your permit become out of


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date or invalid for any reason, you are not allowed to work a shift until an up to date permit is in our files.

REHIRES

Employees who leave The Colosseum under good circumstances and have filed a two-week notice for termination of employment are eligible for rehire. If you were involuntarily terminated from The Colosseum you are no longer eligible for rehire.

TRAINING

As a new employee of The Colosseum, we understand it will take a little time to become comfortable and knowledgeable about your new position. For this reason, we require an orientation day along with 5 training days to help you succeed and become accustomed to your work environment and tasks. Please refer to this manual or the general manager for any further questions after training.

Should any employee not feel comfortable or confident about starting on their own after the orientation day and 5 training days, that employee will be able to request additional training days within reasonable means until they are able to begin on their own.

WORK HOURS

The Colosseum is open seven days a week from 11:00 AM - 10:00 PM, with exceptions to holidays or emergency closings. Employee work schedules will be posted as far in advance as possible, usually a week in advance. Knowing your work schedule is entirely your duty; The Colosseum is not responsible for personal events or conflicts outside of the workplace and will continue to schedule each employee according to their submitted availability until requested otherwise. Traded or swapped shifts need to be approved by a manager prior to the shift.

Clocking in at an inaccurate time or for another employee will result in a written warning and/or termination depending on the number and degree of offenses.


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EMPLOYEE CONDUCT


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ALCOHOL

Alcohol orders may only be taken and served by employees ages 18+. If a guest requests an alcoholic beverage and you are under the age of 18, tell a manager or a co-worker who fits the age requirement of legal alcohol sales.

Employees age 21 or over are allowed to purchase and consume alcoholic beverages at The Colosseum as long as said employee is OFF the clock and not in work uniform. Employees are not allowed to consume alcoholic beverages before his/her shift. Off duty employees who consume alcoholic beverages at The Colosseum must have a valid ID present and pay in full amount just like any other guest would. Over pouring for fellow employees by the on duty bartender is unacceptable and will result in disciplinary action leading to termination.

Employees handling customers who consume alcohol must be aware of the customer’s alcoholic beverage count; any customer who orders more than 3 drinks within one hour must be offered a taxi or asked if they have a sober person who can drive them after leaving the restaurant. We reserve the right to ask any customer or off duty employee with rude or obnoxious behavior or behavior that distracts or offends any other patrons in the restaurant due to alcohol to leave the premises at any time.

ATTENDANCE

Coming to work on time and prepared is mandatory. Being prepared means being clocked in, with proper work attire on, ready to begin. If you are going to be late or absent due to an unexpected emergency, please notify an employee or manager as soon as possible. This helps management to find a replacement or make necessary changes to accommodate for your absence. Should you find yourself sick or medically unfit to come to work, please notify management at least 4 hours before your scheduled shift (2 hours for those scheduled for a morning shift) and bring proof of any medical office or clinic visited to your next shift.

Being tardy or absent repeatedly and habitually will result in disciplinary action including potential termination.


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Two consecutive shifts of not calling in a notification and not showing up to your scheduled shift is considered a voluntary resignation and will be considered the end of your employment here at The Colosseum.

CONFLICT RESOLUTION

Any and all work related conflicts, problems, or complaints are the concern of supervisors and management. Open, courteous discussion with a supervisor in relation to a conflict is encouraged for all employees. Employees will not be punished for carrying out respectful conversation with his/her supervisor in regards to a conflict or complaint.

DISHONESTY

Be honest in applications or any other document submitted within the workplace! Dishonesty or fabrications on any work records, or lying about being sick or having an emergency are grounds for disciplinary action up to termination of employment. This is a safe space here at The Colosseum and the truth is honored far more than any lie.

ELECTRONIC COMMUNICATIONS

We are aware that in today’s world, electronics have become commonplace in daily operations. We do not, however, condone the use of electronic devices during work hours for personal use with exceptions to emergency situations. This policy applies to cell phones, iPods, tablets, laptops, smart watches. Communication on work property during your scheduled work hours are unacceptable and include but is not limited to, texting, calling, tweeting, blogging, IM’ing, e-mailing, using any app, using sites such as Facebook, etc.

Should any employee be found using an electronic device for any of the above reasons, we reserve the right to confiscate the device for the remainder of the employee’s scheduled shift. It will be returned upon clock-out of the employee.

Please use good judgment when using electronic communication outside of the workplace. Below is a list of guidelines to consider following when using electronic communication in any situation: Rinzel, Gutzman, PientokHourly Employee Policy Manual and Reference Guide

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● What you say can often be seen by employers or employees within your workplace. Think before you post.

● Protect the privacy of others when posting or writing online. Do not disclose any confidential information of The Colosseum or any other person without direct permission.

● You are responsible for what you post.

GUIDELINES TO BEHAVIOR AND ATTITUDE

There is an expectation that comes along with being a member of the Colosseum team. You are expected to conduct yourself in a courteous, friendly, and professional manner. On or off duty, your behavior, attitude, and conduct represent your workplace and is expected to remain professional and appropriate.

EMPLOYEE MEALS AND DISCOUNTS

Employees are allowed a discounted meal of their choice for each shift that they work. Currently, the discount for non-appetizer meal items is 40% and appetizers are 60%. If substitutes are added in with meals the employee must pay the full price. Bottled drinks must also be paid in full retail. This policy is for items eaten while on duty only. Failure to follow this is considered theft. These discounted meals may not be held over for another shift. If they are not used during the current shift, the employee will forfeit the discount.

All employees of the Colosseum are eligible for a 25% discount on all food purchases during off shift hours that are not previously discounts through meal deals or coupons. This discount is for the employee only. Failure to adhere to this discount policy will be considered theft of company property and will be grounds for immediate termination.

EMPLOYEE BREAKS

Employees under the age of 18 working 6 or more hours will be allowed a half-hour break. During your break, you will be relieved of all of your duties but you must be ready to resume your normal duties at the end of 30 minutes. Late returns on breaks will be considered and handled as showing up tardy to a shift.


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PERSONAL APPEARANCE

Maintaining a professional cleanliness standard is mandatory when working at The Colloseum. You are expected to be well groomed and wear a clean and properly prepared uniform for each shift. If your manager feels your personal appearance is inappropriate, you may be asked to leave the workplace until you are properly groomed or dressed. In this situation you will not be compensated for this time away from work.

One set of uniform shirts will be supplied to our employees and a replacement will be given when necessary or upon request. You are required to wear black non-slip shoes and black dress pants. Open toe shoes are not to be worn by employees while on the premises.

ANTI-HARASSMENT POLICY

It is The Colosseum's policy to prohibit all forms of harassment. ➔ Prohibited forms of harassment and discrimination include that

based on: race, color, national origin, religion, age, sex, physical or mental condition or disability, or any other reason protected under law.

Harassment includes Quid Pro Quo harassment situations, hostile work environment situations, and favoritism among other things. Examples of harassment include: rude or humiliating behavior, suggestive statements, demeaning language or jokes, offensive photographs, cartoons, comments, ridicule, rudeness, verbal or physical abuse, innuendos, offensive or upsetting oral or electronic messages particularly of sexual nature, advances, requests for favors and similar behavior, or anything that does not encourage a positive work environment.

➔ It is everyone’s job to make sure that harassment does not take place at The Colloseum. Should any incident involving harassment occur, please report the activity including names and details of the incident directly to the manager on duty or the general manager. If any of these figures of authority are the offenders of the harassment, please contact HR.

➔ These cases are taken extremely seriously and are not tolerated. When a report is made about a harassment case, both the


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offender and the victim will have the opportunity to tell their side of the incident before any disciplinary actions are made.

➔ There will be no retaliated actions made against the person who reported the harassment incident. If anything, The Colloseum encourages employees to come forward if hearing about or witnessing these acts.

TERMINATION OF EMPLOYMENT

Employees of The Colloseum may terminate their employment voluntarily through a formal resignation by submitting a two-week notice, or through an extended absence (two absent shifts without notice). Please mind that employees who choose to terminate their employment through extended absences will not be eligible for rehire. Similarly, involuntary termination of employment is also applicable at The Colloseum by discretion of upper management.

THEFT

Theft of company property, employee’s property, or unauthorized use of company equipment for personal reasons will not be tolerated and will result in discipline up to and including termination of employment.

VIOLATION OF POLICIES

All employees of The Colosseum are expected to follow the policies presented in this manual. Failure to do so will lead to appropriate disciplinary action, up to and including termination of employment. A written record of all policy violations is maintained in each individual's personnel file.

Employees who do not follow company rules and procedures will be disciplined using the system below:

➔ 1st offense: Verbal warning➔ 2nd offense: Written warning➔ 3rd offense: 2nd/final written warning and/or suspension

depending on severity of offense➔ 4th offense: Termination of employment


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Behavior or actions that are illegal are not included in this disciplinary process and will result in immediate termination.


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EMPLOYEE BENEFITS


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401 (k) RETIREMENT PLAN

Hourly employees are eligible to participate in the company’s 401(k) Retirement Plan after two years of service. You will be notified when you are eligible based on date of hire.

Employee 401 (k) contribution will be matched up to a maximum employer contribution of $1000 per year.

EMPLOYEE ASSISTANCE PROGRAMS

The Colloseum cares about its employees. Confidential and voluntary assistance is available to all employees and their family members facing challenges with alcohol or drug use, financial troubles, marital problems, illnesses, emotional issues, or any related troubles through its Employee Assistance Program. For the success of its employees both in a professional setting and out, The Colloseum strongly encourages employees to utilize these resources if need be. Employee Assistance Programs are always free of charge.

FAMILY AND MEDICAL LEAVES OF ABSENCE (FMLA)

In order to comply with the federal Family and Medical Leave Act (FMLA), The Colosseum provides eligible employees up to 12 weeks of unpaid leave within any 12-month period for certain family and medical reasons, or for any other qualifying emergency. Wisconsin FMLA requires that 6 weeks be given for the birth or adoption of a child, 2 weeks for care of a child, spouse, or immediate family member, and an additional 2 weeks for personal care. Employees are eligible in Wisconsin if they have been employed with The Colloseum for 12 months or more, and have worked 1000 hours or more. If any employee decides to use FMLA for any reason, their position will be reserved for the amount of FMLA days used by the employee.


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➔ Requesting Leave◆ Employees that wish to take leave must provide a verbal

notice of the need for leave. Ideally, employees would need to give at least 14 days notice of leave, unless the situation is unforeseeable. In this situation the employee needs to provide notice of leave as soon as possible.

➔ Continuation of Benefits◆ Employees’ health coverage under the group health plan

as well as benefits will be maintained while using FMLA. While on paid leave, The Colosseum will continue to make payroll deductions to collect the employee’s share of the premiums for insurance. The employee will be responsible for premium payments while on unpaid leave. Insurance will be cancelled if the payments are not made while on unpaid leave.

➔ Return to Work from FMLA Leave◆ Notice of employees returning to work must be given at

least 14 days prior to the expected return date from leave of absence. Upon return, the employee will be reinstated to his/her original position or to an equivalent position with equivalent pay, benefits and other employment terms.

When returning to work from FMLA leave related to the employee’s own personal health issues, that employee is expected to provide valid documentation from their healthcare provider. Employees will not be able to return to work until they provide certification allowing them to return to work. If an employee fails to return to work on the day indicated on the FMLA application, or within three days of release by the employee’s doctor, the employee will be considered to have voluntarily resigned.

INSURANCE

Full time hourly employees are eligible for group health, dental and voluntary life insurance. Coverage starts the first day of the pay period following 30 days of employment provided the forms have been completed, signed, and turned in.


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MILITARY LEAVE

A military leave of absence will be granted to employees who are absent from work because of service in the U.S. Uniformed services.

PAID VACATION

Eligibility for Paid Vacation:➔ Employees must have one year of continuous service with The

Colosseum to qualify ➔ Employees must keep track of their employment dates➔ Vacation days must be used within one year from the date of

eligibility➔ Employees must be employed and actively working➔ It is required that requests for vacation be submitted 30 days in

advance ➔ Employees must return and work at least one day following their

vacation➔ Vacation will not be paid out, it must be used

UNPAID PERSONAL LEAVE

The Colosseum may provide a personal leave of absence without pay. Personal leaves may be granted for extreme situations or emergencies directly affecting the employee. As soon as employees become aware of the need for a personal leave of absence, they should request a leave from their manager. The general manager must approve requests for a personal leave in advance.

Any available vacation days during this period of absence must be used. All benefits, and applicable FMLA leave must be used before taking any unpaid personal leave.


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CUSTOMER RELATIONS


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CONFIDENTIALITY OF COMPANY INFORMATION

In the event that you are asked to represent The Colosseum through television, radio, newspaper or other sources of media. We ask that you first request permission to do so through your manager. Daily sales and other financial data are confidential. Employees who leak confidential information or have discussions with competitors, organizations or other outsiders will result in disciplinary action up to and including termination of employment.

CONFIDENTIALITY OF EMPLOYEE INFORMATION

Personnel files and records are confidential. They are the property of The Colosseum and access to them is restricted. Certain management of The Colosseum has access to them on a need-to-know basis only. Information about performance, corrective action or other job-related situations may not be released to outside companies without proper authorization.

Discussion of tips, wages, work schedule and/or company business with co-workers either before or after your shift has begun is considered unprofessional. Solicitation and or discussion of tips with customers will result in disciplinary action up to and including termination of employment.

CUSTOMER SERVICE

We expect that all of our guests in The Colosseum be treated with respect, dignity, and in a courteous manner. The Colosseum is represented through all of our employees. We ask that you help represent The Colosseum in a positive way. That being said, representing The Colosseum is included in every interaction with the customer. Our first business of priority is to assist any customer with what they may need.

In the event that a guest is unhappy with anything in The Colosseum a manager should be notified immediately. Always handle complaints in Rinzel, Gutzman, PientokHourly Employee Policy Manual and Reference Guide

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a positive and professional manner, and remember to remain calm at all time. Always ask what you can do to correct the situation, and ALWAYS ensure the customer is satisfied upon leaving the restaurant.

GUEST APPEARANCE

Management should be notified immediately of any unusual or offensive dress on the part of a guest. Pants, shirt and footwear required by law. We want every patron to feel comfortable!

IDENTIFICATION OF MINORS

It is every employee's responsibility and duty to check for proper identification. State laws prohibit us from selling alcoholic beverages to any person less than 21 years of age. If a guest does not clearly appear to be at least 30, you must ask for identification and take it to the manager on duty for verification if there is any doubt about the validity of the identification provided. The manager on duty will be responsible for giving approval for guests to be served alcohol. Disciplinary action will be taken for not bringing identification up to the managers for verification of guests that do not appear to be 30. Disciplinary action includes action up to and including termination of employment. Acceptable forms of identification include: driver's license, a state identification card, a passport, or a military identification card. Serving alcohol to a minor will result in immediate termination of employment.

PARKING

Specific parking details will be discussed at new employee orientation. Employees are strongly discouraged from parking in areas that are reserved for guests.

PERSONAL PROPERTY

The Colosseum cannot guarantee the protection of your personal property while on company property. Employees are encouraged to not


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bring personal property to the workplace, but we do hope that you as our employees respect your co-workers enough to avoid theft or tampering of any property not belonging to you. Bringing personal property to the workplace is done so at the risk of the employee. No legal obligation is assumed by the organization in the event of loss or damage to personal property.

The Colosseum will prosecute anyone caught in the act of theft or destruction of such property to the full extent of the law.

VISITORS

Employees on duty may not have visitors at any time, unless those visitors are customers of The Colloseum. Loitering of off-duty employees is prohibited. No visitors, previous employees, or off-duty employees may enter the back of the house unless accompanied by a manager.


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WORK ENVIRONMENT


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BAR AREA

Bartenders and managers who are on-duty are the only individuals who are allowed behind the bar. Hourly employees are prohibited from sitting at the bar when clocked in, or before any shift.

DRUG-FREE WORKPLACE

The Colosseum expects you to report to work capable of doing your job. Drugs and alcohol in the workplace limits The Colosseum’s ability to provide high quality service to our customers. We do not tolerate the use of drugs and/or alcohol in the workplace or on company time. Any employee who engages in reporting to work under the influence of any drugs or alcohol, engages in manufacturing, distributing, selling, possessing, or using illegal drugs at any time on company premises may be subject to discipline, up to and including termination. Drug or alcohol testing will be carried out in the event that any incident resulting in reportable illness or injury happens on company property. Employees who fail their drug test will be terminated upon received test results. Refusal to take said drug screening will result in suspension or disciplinary action up to and including termination.

Employees having disabilities that interfere with taking a drug test will be given reasonable accommodations including but not limited to an alternate testing site, alternate testing methods, and alternate testing time.

SMOKING

Smoking tobacco is prohibited inside the premises. Employees are allowed to smoke in designated smoking areas in the back of the restaurant. Smoke breaks will be allowed upon request to management, and only during slow hours of business.


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WEAPONS FREE WORKPLACE

To ensure that The Colloseum remains a fun, safe, and comfortable environment for all employees and patrons, the company prohibits the possession and use of dangerous weapons on company property. All employees and guests must adhere to this policy at all times, including those who are have a license to carry weapons. Failure to comply with this rule will result in termination of employment.

WORKERS COMPENSATION

All employees of The Colloseum are covered by worker’s compensation insurance, which ensures that employees are compensated for medical expenses, lost time, loss of life or dismemberment resulted from an injury that took place in the course of work. Please report any incident to a manager IMMEDIATELY.

WORKPLACE SEARCHES

The Colloseum reserves the right, when deemed appropriate or necessary by management, to search company property and personal property including vehicles on company property. Employee refusal to cooperate with these searches is grounds for disciplinary action up to and including termination of employment. Searches will be documented for records.

WORKPLACE VIOLENCE POLICY

The Colosseum aims to provide a safe workplace for all customers and employees. Each employee must understand and comply with all provisions of this workplace violence policy in order to ensure a safe workplace.

Any type of workplace violence committed by or against employees will not be tolerated. Employees of The Colosseum are prohibited from making threats and/or engaging in violent activities. This list of


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behaviors provides examples of conduct that is prohibited at The Colosseum.

1. Inflicting any physical injury to another person

2. Making threatening comments or remarks

3. Behavior that leads to a reasonable fear of injury to an individual

4. Behavior that leads to emotional distress of another individual

5. Intentional damage the property of The Colosseum or another employee.

6. Possession of a weapon on The Colosseum property

7. Any act of sexual harassment or domestic violence

Dangerous situations or situations that have the potential to be dangerous must be immediately reported to a manager. Reported incidents will be investigated and may be made anonymously. All persons involved in a reported situation will be contacted. The results of all investigations will be discussed with the individuals involved.


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TERMS OF AGREEMENT


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EMPLOYEE HANDBOOK ACKNOWLEDGEMENT FORM

This employee handbook includes important information about The Colosseum, and I understand that I should contact my immediate supervisor with any questions and concerns that are not covered in this handbook.

All information, benefits, and policies described in this handbook may be subject to change, and I understand that those changes may be made. Any change to the information, benefits, and policies in this handbook will be communicated through official notice. The president of the company is the only individual who has the authority to adopt revisions to the information in this handbook.

I acknowledge that this handbook is not an employment contract or legal document. I received this handbook, and understand that I am responsible for the reading and compliance of the policies contained in this handbook and revisions made to it.

__________________________________ _______________________EMPLOYEE’S SIGNATURE DATE

__________________________________EMPLOYEE’S NAME

__________________________________ _______________________MANAGER’S SIGNATURE DATE

__________________________________MANAGER’S NAME


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REFERENCES

"Child Labor." Wisconsin Department of Workforce Development. Web. 11 May 2015.

"Employee Assistance Program (EAP) Policy: For Employees and Family

Members."

Society for Human Resource Management. SHRM, 2 July 2014.

Web. 11 May

2015.

Guerin, J.D., Lisa. "State Laws on Drug Testing | Nolo.com." Nolo.com.

Web. 11 May

2015.

"Harassment." U.S. Equal Employment Opportunity Commission. Web.

11 May 2015.

Izzi, Matthew. "Refusal to Take a Drug Test." Legal Match. Web. 11 May

2015.

"OSHA Voluntary Protection Programs All About VPP." United States

Department of

Labor. Web. 11 May 2015.

"Privacy: Search, Inspection & Investigation Policy." Society for Human

Resource

Management. SHRM, 18 June 2014. Web. 11 May 2015.


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"Title VII of the Civil Rights Act of 1964." U.S. Equal Employment

Opportunity

Commission. Web. 11 May 2015.

"Weapon-Free Workplace Policy." Society for Human Resource

Management. SHRM,

10 July 2014. Web. 11 May 2015.

"What Is the Minimum Wage for Workers Who Receive Tips?" United

States

Department of Labor. Web. 11 May 2015.

"Wisconsin Family And Medical Leave Act." Department of Workforce

Development.

Web. 11 May 2015.

"Workers’ Compensation Policy: General." Society for Human Resource

Management.

SHRM, 20 Mar. 2014. Web. 11 May 2015.


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Final Policy Manual

Documents

colosseum team

policy guide

guarantee of employment

welcoming team

surrounding team members

information crucial

specific work

given time