MAXS RESTAURANT Team 2 Dina Am Alshawwa Diana

MAX’S RESTAURANT Team 2 Dina Am Alshawwa Diana Gonzalez Michael Malligan Michael Pohyar Jamie Stotler

Statement of Values OUR EMPLOYEES ARE CRITICAL TO OUR SUCCESS We value their proficiency, expertise, knowledge and vision. We are committed to treating all employees with the utmost respect, trust, and compassion. We foster leadership through competence, creativity and teamwork. We protect and encourage the freedom of thought and expression. We are committed to sustain a healthy work environment all the times. OUR CUSTOMERS ARE CRITICAL TO OUR SUCCESS We are customer-focused and responsive, sensitive to cultural realities and driven to exceed our customers’ expectations. We treat all of our customers with the utmost respect and care that they deserve. Customer satisfaction is our number priority, therefore we only deliver the best quality service. OUR PRODUCTS AND SERVICES ARE CRITICAL TO OUR SUCCESS Quality is defined and emphasized of all facets of who we are and how we conduct ourselves. We will adhere to the Department of Health’s food and safety guidelines at all times. OUR COMMITMENT TO STAKEHOLDERS, THE COMMUNITY, AND THE ENVIRONMENT Uphold the highest standards ethical standards, including honesty, fairness, and integrity in all aspects of our work and relationships. We act transparently and fulfill our commitments as responsible citizens and team members. We are dedicated towards serving our community by being active volunteers, and supporting local charitable organizations and educational programs. We remain devoted to upholding our social responsibility. Our environment is critical to our future as a people.

Our Values The values that we will incorporate into our statement as to ensure our success, include: Respect ü Quality ü Integrity ü Compassion ü Social Responsibility ü Sustainability ü

Our Community Max’s Restaurant volunteer efforts include, but are not limited to: Community Involvement § § § Earth Day Childhood Obesity Initiatives Fundraisers Meals § Food Banks Donations § § Old Uniforms Monetary Donations Employee Volunteering Efforts § Signup Sheet

Workforce Diversity Max’s Restaurant Diverse Workforce Equal Employment Opportunity (EEO) Company Max’s Restaurant will prohibit discrimination of any kind based on the following: Color Religion Sexual orientation National origin Age Handicap Follow the laws, regulations and statutes set forth: Equal Pay Act of 1963 Age Discrimination in Employment Act Americans with Disabilities Act of 1990 Civil Rights Bill of 1968 Perform a job analysis Determine skills, duties and knowledge required for performing various jobs within Max’s Restaurant. Implement a company-wide diversity campaign Education and training on diversity Employee resource groups Internal awards program Regular audits on our practices Diversity management system ensuring our guidelines are followed

Recruitment Max’s Restaurant recruitment efforts will encompass an array of techniques that will align with our diversity management plan. These methods comprise of: Creating a Diverse Workforce Job fairs at colleges High school career days Posting job openings publicly Interviewing candidates based on specific work-related qualifications Diverse panel conducting interviews Obliging by EEO laws and participating in Affirmative Action programs Placing ads through multiple sources monster. com, careerbuilder. com, local newspapers, magazines, different radio stations Highlighting the diverse work environment

Disciplinary Action Process Disciplinary Action Plan for Max’s Restaurant 1 - Setting Organizational Goals 2 - Establishing Rule 3 -Communication to All Employees 4 -Observing Performance 5 -Comparing Performance 6 -Taking Appropriate Disciplinary Action Managers shall ensure that despite the specified outcome (documented warning, suspension, transfer, demotion, termination) , the following documents are prepared and filed : Statement of facts concerning the offense Identification of the rule that was violated Statement of what resulted or could have resulted because of the violation. Identification of any previous similar violations by the same individual. Statement of possible future consequences should the violation occur again. Signature and date Employees have the right to appeal any disciplinary action taken against them within five days of receiving a warning letter. The appeal has to be written letter and hand delivered to the Human Resources.

Employee Complaints Complaint: A dissatisfaction or feeling of personal injustice relating a person's employment. These complaints should be handled immediately, privately, and with respect to the employees of our restaurant. o Steps for handling an employee complaint: 1. 2. 3. 4. 5. Complaint from employee Establish the facts Put it in writing Investigate Resolution o Employee Complaint Form o. Who is responsible for filling this out? o. Who do you turn the complaint form in to?

Staffing Max’s Restaurant Staff Size 14 employees across 3 shifts 2 salaried management staff, 4 hourly and one salaried position each shift Workday hours: 6 a. m. to 7 p. m. Shift 1 – 6 am to 10 am One (1) Supervisor (Person A – Salary) One (1) Dishwasher (Person B – Hourly) Two (2) Prep Cooks (Person C and Person D – Both Hourly) One (1) Order Taker (Person E – Hourly) Shift 2 - 10 am to 2 pm One (1) Supervisor (Person A – Salary) One (1) Dishwasher (Person F – Hourly) Two (2) Prep Cooks (Person C and Person D – Both Hourly) One (1) Order Taker (Person G – Hourly) Shift 3 – 2 pm to 7 pm One (1) Supervisor (Person H - Salary) One (1) Dishwasher (Person I - Hourly) Two (2) Prep Cooks (Person J and Person K

Employee Recruitment Efforts Include: Employee Referrals Print Ads (College newspapers, flyers) Signage in Restaurant to attract potential employees Social Networking Sites

Recruitment Sample Print Ad Max's wants YOU!!! Become a privileged member of our dynamic team at our newest facility where energy and passion are served on tap, daily. From the patio to the kitchen, see if you have what it takes to join one of the most exciting and employee rich companies in the United States. Applications are being accepted now, so don't delay and miss out on your opportunity! Looking forward to meeting you -The Crew @ Max's

Hourly Employee Selection Process Review Phone In-Person Screening Selection Offer

Sample Structured Interview Questions 1. Tell me about yourself 2. Why are you leaving/ did you leave your previous job? 3. What experience do you have in this field? 4. Are you a team player? 5. Why do you want to work for this organization? 6. Have you ever had to fire anyone? How did you deal with it? 7. What are your strengths? 8. Do you handle conflict well? 9. What are your career 10. Are you will to work 11. How long would goals? Where do you see overtime, weekends, you plan on working yourself in 3/5/10 years? evenings? for our business? 12. What makes you a better fit for the position over the other qualified candidates? 13. What are a few qualities that you could improve on? 14. If there were any reason why you wouldn't hire yourself, what would that be? 15. What about your character makes you a good candidate for this job? 16. Why did you become a restaurant/hospitality manager? 17. What do you think sets us apart from our competitors? 18. What do you think is a manager’s role? What qualities should they possess? 19. How would you describe your management style? Your personality? 20. What motivates you? How do you motivate others?

Training Process: Order Takers ü Orientation § ü Basics of Selling § ü § Observing experienced order taker Learning the ropes (cash register, table maintenance, customer service, safety) Test Run § ü Learn about the menu, taste test Mentoring § ü Brief about the organization, staff introductions, roles and responsibilities Trial order taking with employees Working Independently § § Supervisor mentors employee On-Going Training, pre-shift meetings

Performance Management Appraisal Supervisor Facilitate positional instructions & responsibilities to subordinates. Oversee & ensure the productivity and actions of employees. Observe subordinates & assess subordinate conduct. Identify analyze any potential problems and/or weaknesses. Communicate expectations & evaluate subordinate performances Administer praise, constructive criticism, and discipline. Provocatively govern his/hers subordinates in order to preserve our core values, policies, standards, and practices.

Performance Management Appraisal Prep Cooks Prepare various food items in accordance with approved recipe cards. Perform a variety of butchering tasks including cutting, trimming, and other kitchen duties as needed. Comply with OSHA regulations, state & federal laws, FDA guidelines, and company standards, practices, policy, and values. Report defective equipment, products, or violations. Maintain a clean and safe working environment. Prioritize, communication, organize, and perform tasks in accordance with company objectives relative to costs, efficiency, and quality assurance.

Performance Management Appraisal CRITICAL INCIDENTS Order Taker Unprepared, employee becomes uncomfortable, anxious, and fearful. Customer’s personality may necessitate patience, compassion, and personal traits needed to overcome hostility. Interpretations of work ethic may dictate a deviation from practices, standards, and values of company that result in disciplinary action. Personal bias may result in differentiation in services, resulting in customer dissatisfaction.

Direct Financial Compensation The Labor Market General Manager Position Open to All With previous experience within or outside the geographic area The wage rate is within the market rate that will be determined based on cost of living, expediency, and the restaurant ability to pay. Relocation assistance and yearly bonus are to be offered. Promote from within Max’s Selecting qualified employees with experience should be easy through this route.

Direct Financial Compensation The Labor Market Hourly Employee Positions The hourly employee positions are to be hired locally within the geographic area of the restaurant. The Management will seek individuals who are semiskilled and/or unskilled workers that can perform job-related tasks according to the restaurant’s standards. A research will be conducted to determine the minimum wage rate of the state and the market pay range to come up with the most appropriate compensation package for these workers.

Direct Financial Compensation Job evaluation ranking method Evaluating Hourly Employees The ranking system is the simplest and oldest technique of job evaluation that can be done in three steps: Step One List all the job titles available for hourly employees Conduct job analysis Write job description for each position Step Two Rank the positions from highest to lowest based on the importance of a job or the difficulty of a job Step Three Group the job according to their ranking to determine the best salary ranges for each category.

Indirect Compensation Indirect Financial Benefits Health Insurance Dental Care Eye Care Optional Life Insurance Retirement Plan (401 K) Vacation Time Flex-spending Accounts Transportation Reimbursements

Indirect Compensation Indirect Legal Benefits Unemployment Compensation Indirect Legal Benefits Famil y and Medi cal Leav e Socia l Secu rity Worker’s Compensation

Indirect Compensation Non-Financial Compensation Employee Assistance Programs Large Skill Variety Safe Working Conditions Sense of Autonomy or Independence

Labor Unions What steps will you take to ensure that your employees do not join a labor union? We will ensure that the pay scale of our employees is comparable to both industry standards and measurements against the living standards in the communities that our employees reside. We will seek means of advancing the welfare of our workers, their families, and the communities that we serve. We will adhere to OSHA standards and create mutually beneficial policies for both employees and our business enterprise. We will organize meetings where employees can bestow management with their insight, thoughts, and creativity.

Labor Unions con’t We will provide a process for grievances and resolutions. We will treat our employees as valued team members whose work and opinions are respected and encouraged. We will provide opportunities for leadership demonstration and socializing. We will train supervisors to deal effectively with employees and on how to respond to questions about unionization We will maintain effective communication with employees We will monitor employee satisfaction

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