Maxs Restaurant Team 3 MGMT 341 Team 3

Max’s Restaurant Team 3 MGMT 341

Team 3 Members Rainelle Martin Lissa Lange Liverman

Introduction • Max’s Restaurant – Values, Mission & Community – Workforce Diversity – Disciplinary Action Process – Employees Needed Including Fluctuations – Employee Recruitment – Employee Selection and Orientation – Training and Development – Performance Appraisal – Labor Market & Ranking – Indirect Financial Compensation – Labor Unions

Values, Mission & Community Values Leadership, Collaboration, Integrity, Accountability, Passion, Diversity, and Quality Mission Satisfy our customers, associates, and stakeholders 100% of the time by providing a pleasurable dining experience while remaining profitable Community Involvement & Relations Integrate ourselves within the community üFundraising üFood Services üVolunteer Events

Workforce Diversity We strive to create and maintain an environment that is accepting of value and culture. We are an equal opportunity employer that provides fair and equal treatment to all. Tasks -Announce job openings by: diverse social clubs, job fairs media, employee referrals, town boards and community centers -Equip leadership with the training and development tools needed for planning and implementing diversity activities for associates -Incorporate time to review the company’s diversity policies -Sign statement of understanding -Semi-annual diversity training Having a strong Diversity Management program will: - Create an inclusive culture - Cultivate more satisfied workers - Increase our competitive advantage - Increase productivity, creativity, and innovation - Create an environment that caters to each customer

Disciplinary Action Process All employees are expected to sign off that they have received, understand, and agree to abide by Max’s corporate policies. Coaching Written Warning Verbal Warning Medium Performance Issues: failure to report to work two days (consecutive or nonconsecutive), negligent use of property, acting in an unsafe manner to self or others, sleeping on the job or verbal conflict with customers. Written Warning Immediate Termination: Theft, Intentional tampering with products, physical conflict, falsifying hours, use of drugs or alcohol within work hours, failure to report to work for 3 consecutive days. Immediate Termination Minor Performance Issues: Inefficiencies in performance, negligence in performance, or unauthorized absence

Employees Needed Including Fluctuations Scheduling §Students= bulk of customers & staff §Overlapping shifts §Hourly employees allow for flexibility Salary Managers, 3 Hourly Supervisor, 1 Hourly Order Takers, 7 Hourly Dishwashers, 7 Hourly Prep Cooks, 13 Flexibility §Student Internship Program §HR forecasts & availability: Zerobased §Shortages: creative recruiting, compensation incentives, training programs & overtime §Surplus: restrict hiring, reduce hours & job share

Employee Recruitment • On-Campus Recruiting Stations • Career Fairs • Newspaper Ads • Flyers • Radio • Campus TV • Social Media • Non-Traditional Recruiting • Employee Incentives • Senior Centers

Employee Selection and Orientation

Training and Development Orientation • Expectations & Company Atmosphere • Questions & Concerns Shadowing • Job Related Duties • Role Play Operation • Back up Employee • Senior Employees offer techniques & tactics Review Training & Development • 30 days, 90 days, 6 months, annually • Determine personal goals & potential advancement • Customer Service & Motivational • Leadership, Marketing & Management

Performance Appraisal Supervisor §Compliance with company safety policies Performance §Respond to complaints & Concerns Objectives §Ensure department goals are communicated, understood & met. Prep Cook §Safe food handling & preparation Performance §Properly maintain food station Objectives §Comply with portion sizes, cooking methods, quality & hygiene standards, policies & procedures Order Taker Critical Incidents §Angry/dissatisfied customer(s) §Customer & register cash discrepancies §Improper or dirty uniform

Labor Market & Ranking General Manager Position White-collar worker potentially willing to perform blue-collar work Hourly Employee Positions Blue-collar/Pink-collar workers Supervisor Prep Cook Order Taker Dishwasher

Indirect Financial Compensation • Full Time (30+ Hours) • Nonfinancial – Medical – Dental – Vision – 401 K – Group Life Insurance – Short-Term Disability – PTO – Tuition Reimbursement • Meal Discounts • Uniforms All Employees will sign acknowledging compensation options

Labor Unions • Steps to ensure employees do not unionize: – Maintaining open lines of communication – Be considerate of employees’ suggestions, questions, and issues – Train management and supervisors on interacting with employees – Enforce company policies – Invest in our employees by providing future opportunities and fair compensation – Provide coaching for minor infractions that do not require formal discipline – Employees will have the opportunity to provide feedback

Conclusion Max’s new concept restaurant: Out with the old, in with the new!! Questions or concerns? Please contact Team 3 via Communicate tab for MGMT 341