Welcome Letter

Welcome To Our Team!

We welcome you to KELLARI TAVERNA. We look forward to the opportunity to work with you and want you to know that we recognize our employees as our most valuable resource. Our continued success in providing the highest quality of food, beverages and service to our customers depends on having quality people like yourself and your fellow employees. We want you to enjoy your time here and are committed to helping you succeed in your new job.

We have prepared this handbook to answer some of the questions that you may have concerning KELLARI TAVERNA and its policies. This handbook is intended solely as a guide. Read it thoroughly. If you have questions about anything, contact your manager or General Manager for assistance.

We hope you find your time with us to be an enjoyable and rewarding experience.

Once again, welcome to KELLARI TAVERNA!

Sincerely,

Stavros Aktipis

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About this Handbook

This handbook is designed to help you get familiarized with KELLARI TAVERNA. We want you to understand how we do business and how important you and every employee is in helping us take care of our guests and making this a fun, exciting and rewarding place to work.

The policies stated in this handbook may change from time to time. This handbook also does not detail every work issue; however, we’ve done our best to include as much information as possible in an easy-to-understand manner.

Neither this handbook nor any other document is a contract. All employees are employed at-will. Either you or KELLARI TAVERNA may terminate your employment at any time, for any reason, with or without cause or notice. Similarly, KELLARI TAVERNA can modify any term and condition of employment at any time. Understand that no supervisor, manager, or representative of KELLARI TAVERNA, other than the President or Principal of KELLARI TAVERNA has the authority to enter into any agreement with you for employment for any specified period or to make any such promises or commitments.

Employees also must adhere to the performance standards and guidance contained in all other KELLARI TAVERNA documents such as position manuals and the Safety and Sanitation manual.

We wish you the best of luck in your position and hope that your employment with KELLARI TAVERNA will be a very enjoyable and rewarding experience.

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Our Mission

The mission of KELLARI TAVERNA is to enrich the lives of our guests and our employees. We can accomplish this through superior quality, food and beverages, exceptional customer service, sales growth, cost controls and treating our employees like family. We believe that our employees are our most important resource and our success depends upon creating and retaining a staff capable of delivering an exceptional dining experience to every customer, every time.

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Our Business Philosophy

KELLARI TAVERNA’S success depends on our people. Our restaurant can only prosper and provide opportunities for employment and growth when we continually improve our products and services, ourselves, and the work we do. We recognize however, that success is not measured by sales, guest counts, and numbers alone. We are measured as much by the way in which we achieve our goals, as we are by the actual achievements themselves. We believe that a commitment to uncompromising values and integrity should always guide our decisions and actions as we pursue our goals. Following are the core values that form the foundation of our measurement of success:

We believe in providing exceptional service. Our goal is to provide the kind of unique and genuine sort of personal care and attention that our customers will tell stories about. Over time, our customer service should become legendary.

We believe that good enough is not enough. We never stop trying to do it better, no matter how good we are. We constantly strive to "raise the bar."

We believe in honesty and trust. 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.

We believe in the ongoing training and development of our people. We see it as a worthy investment in the future of the restaurant and as a way of enabling our people to achieve their potential in whatever they do.

We believe our continued success depends on teamwork. We know that great achievements are only possible from helping and respecting each other.

We believe in doing business in a professional and orderly manner. We take great pride in having good systems, standardized procedures, and being organized.

We believe in being responsible to others and to ourselves. We do what we say we are going to do when we say we are going to do it. We believe in personal accountability and avoid blaming others when things don’t turn out as planned.

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Employment Policies

Hiring

It is KELLARI TAVERNA’S policy to hire only United States citizens and others who are authorized to work in the United States. As required by law, employees will be required to provide original documents that establish this authorization within three days of their date of hire. If the documents are not provided within the three-day period, we have no choice under the law but to terminate the employee.

If at any time during an employee’s employment, it is discovered that any information provided in an Employment Application or other document or verbally is inaccurate, the employee will be immediately terminated.

Non-Discrimination

KELLARI TAVERNA is an equal opportunity employer. We will not discriminate based on race, sex, age, national origin, religion, sexual orientation, disability or any other classification protected by law. Employment decisions, such as hiring, promotion, compensation, training, and discipline will be made only for legitimate business reasons based upon qualifications and other nondiscriminatory factors.

KELLARI TAVERNA also endeavors to accommodate employees with physical or mental disabilities to the extent such accommodation does not pose an undue hardship on our business. If you believe you need such an accommodation, please speak to management.

Age Requirements

All minors must produce required work permits and only may work during hours authorized by law.

All servers and bartenders must be at least 18 years of age. No employees under the age of 18 years can take orders for or serve alcoholic beverages.

Orientation Period

You have been through our employee selection process, have been selected for employment, and appear to have the potential to develop into a successful employee. However, we want the opportunity to get to know you, see how you fit in with your co-workers, and determine if you are willing and able to carry out the responsibilities for the position in which you were hired.

It’s also important for you to get to know us and become familiar with how we operate and to assess if this job is one you can perform exceptionally well. We, therefore, have a 60-day Orientation Period for this purpose. The Orientation Period allows both you and the Company to determine whether or not the position for which you were hired and your capabilities are a good fit and if not, part company as friends.

During the Orientation Period you will be observed by management. Also, during this time if you feel you do not understand what’s expected of you or that you need additional training, we encourage you to ask questions and seek additional help from our management staff.

We may extend your orientation period at our discretion.

Completion of the orientation period does not alter at-will status.

Training

To help you be successful in your job you will receive appropriate training. We want you to be a knowledgeable and productive member of our staff.

Evaluations

All employees generally will receive written and verbal performance evaluations approximately every six months. The evaluation process is intended to let you know how well you’re performing and help you be more effective and productive. The evaluation also gives you the opportunity to share your thoughts about your performance and future goals with your manager.

The evaluation process is an opportunity to identify your accomplishments and strengths, as well as to openly discuss areas and goals for any improvement. Depending on your position and performance, you may be eligible for a pay increase. Pay increases are not guaranteed. Rewards are based solely on a person’s job performance and results and the company’s performance.

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Schedules

Schedules are prepared to meet the work demands of the restaurant. As the work demands change, management reserves the right to adjust working hours and shifts. Schedules are posted weekly, on Friday afternoon. Each employee is responsible for checking the posted schedules and to work their assigned shifts.

You should arrive for your shift with enough time to make sure you’re ready to work when your shift begins. We suggest that you arrive 10 to 15 minutes before your shift begins so that you have time to get settled and ready for your shift. You should clock in when your shift begins and be ready to start work immediately. You also should clock out promptly at the end of your shift when you complete all of your job duties. Employees must enter and exit through the front door during business hours – not the basement door or any of the fire/emergency exits.

Schedule changes may be permitted only if you find a replacement and obtain the appropriate manager’s approval. To be valid, the manager must indicate and initial the change on the posted schedule. The restaurant usually requires high levels of staff on or around holidays, sporting and other special events. We understand that you have a life outside of the restaurant and will try to find a way to work with you on your schedule requests. We do, however, ask you to remember just how crucial each position is to the proper functioning of the restaurant. Please remember that even though we will try to comply with your request's), there is no assurance that you will get the requested time off.

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Overtime

Non-exempt employees are paid overtime when they work more than 40 hours in one week at the rate of one and one-half times their basic straight time rate for all overtime hours worked. All customarily tipped employees will have a tip credit applied to the hourly wage.

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Standards of Conduct

Consistent with our Mission and values, it is important for all employees to be fully aware of the rules that govern our conduct and behavior. In order to work together as a team and maintain an orderly, productive and positive working environment, everyone must conform to standards of reasonable conduct and the policies of the Restaurant. Violation of any of these standards or any of the standards set forth in other documents will result in discipline up to and including termination as determined by the Restaurant in its sole discretion.

Invalid Work Authorization (Form I-9)

Supplying false or misleading information to the Company, including information at the time of application for employment, leave of absence or sick pay.

Not showing up for a shift without notifying the Manager on duty.

Clocking another employee "in" or "out" on the Restaurant timekeeping system or having another employee clock you either "in" or "out."

Leaving your job before the scheduled time without the permission of the Manager on duty.

Arrest or conviction of a job-related criminal offense.

Use of foul or abusive language.

Disorderly or indecent conduct.

Gambling on Restaurant property.

Theft of customer, employee, or Restaurant property including items found on Restaurant premises.

Theft, dishonesty, or mishandling of Restaurant funds. Failure to follow cash, guest check, or credit card processing procedures.

Refusal to follow lawful instructions.

Engaging in harassment of any kind toward another employee or customer.

Failure to consistently perform job responsibilities in a satisfactory manner.

Use, distribution or possession of illegal drugs on Restaurant property or being under the influence of these substances when reporting to work or during work hours.

Waste or destruction of Restaurant property.

Actions or threats of violence or abusive language directed toward a customer or another staff member.

Excessive tardiness.

Failure to timely and properly punch in or out.

Disclosing confidential information including policies, procedures, recipes, manuals, or any proprietary information to anyone outside the Restaurant.

Rude or improper behavior with customers including the discussion of tips.

Smoking on premises.

Eating or drinking in unapproved areas or during unauthorized breaks.

Not entering and exiting the restaurant through approved entrance.

Failure to comply with Restaurant’s personal cleanliness and grooming standards.

Failure to comply with Restaurant’s uniform and dress requirements.

Unauthorized operation, repair, or attempt to repair machines, tools, or equipment.

Failure to report safety hazards, equipment defects, accidents, or injuries immediately to management.

Any other violation of Restaurant policy or practice.

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Harassment

We strive to provide everyone a workplace that is free of harassment of any kind. Employees are encouraged to promptly report incidences of harassment from a manager, co-worker or guest to the General Manager or President.

Sexual Harassment

All of our employees have a right to be free from sexual harassment. KELLARI TAVERNA does not condone actions, words, jokes, or comments that a reasonable person would regard as sexually harassing or coercive.

Definition of Sexual Harassment

Sexual harassment means unwelcome advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature when:

Submission is made an express or implied term or condition of employment or status in a class, program or activity.

Submission to or rejection of the behavior is used to make an employment or educational decision (such as hiring, promotion or grading a course).

The conduct has the purpose or effect of unreasonably interfering with a person’s work or educational performance or creates an intimidating, hostile, or offensive environment for work or learning, including harassment in the workplace from an outside party, such as a vendor.

Sexual harassment may take many forms, for example:

Physical assault.

Direct or implied threats that submission to sexual advances will be a condition of employment, work schedule, promotion, job assignments, evaluation, wages, or any other condition of employment.

Direct propositions of a sexual nature.

Comments of a sexual nature.

Sexually explicit statements, questions, jokes, or anecdotes.

Unnecessary touching, patting, hugging, or brushing against a person’s body.

Remarks of a sexual nature about a person’s clothing, body, sexual activity, or previous sexual experience.

Employees need to be concerned not only with the intent of their actions of this kind but also the effects; while sexual harassment involves repeated, unwanted sexual attention, persons involved in isolated or inadvertent incidents demonstrate insensitivity toward others.

Anyone who feels it necessary to discuss what may appear to be sexual harassment should report the harassment promptly to the General Manager or President. Your report will be kept as confidential as possible. A prompt and thorough investigation will be made. If a claim is substantiated, the Company will take immediate and appropriate action, including discipline and possible termination. Employees who report perceived harassment in good faith will not be subject to any retaliation.

THESE SAME PRINCIPLES APPLY TO HARASSMENT BASED ON ANY OTHER PROTECTED CLASSIFICATION.

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Absence

All employees are expected to work on a regular, consistent basis and complete their regularly scheduled hours per week. Excessive absenteeism will result in disciplinary action, up to and including termination. Disciplinary action taken because of absenteeism will be considered on an individual basis, following a review of the employee’s absentee and overall work record.

If you are going to be late or miss work, employees must call and talk to their immediate supervisor, a manager, or the General Manager at least 2 hours before they are scheduled to start work.

Any employee who does not call or report to work for two consecutive shifts will be considered to have voluntarily resigned employment at KELLARI TAVERNA.

Leaves of Absence

Prior to taking a leave of absence for purposes of vacation, personal or medical needs, military or jury duty, or other planned absence, an Employee Leave Request Form, available from your manager or supervisor, should be submitted to and approved by the immediate supervising manager or the General Manager.

Employee Leave Requests must be submitted at least two weeks before the desired leave date, unless the request is due to an unexpected emergency. The nature of the emergency should then be shared with the immediate supervisor, a manager, or the General Manager.

To return to work from a medical leave, all employees must present a doctor’s release.

Any employee who fails to return to work at the expiration of a personal leave of absence will be deemed to have abandoned their job, unless KELLARI TAVERNA is notified of a reason, satisfactory to management, for not returning to work at the end of the leave of absence.

Reinstatement is not guaranteed upon return from a leave of absence except as required by law.

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Tardiness

Employees must be prepared to start work promptly at the beginning of the shift. Always arrive at the Restaurant 10 to 15 minutes before your shift. Your scheduled time is the time you are expected to be on your job, not arrive at the Restaurant. Repeated tardiness is grounds for termination. If it is not possible for you to begin work at your scheduled time, call the Restaurant and speak to the Manager on duty.

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Resignations

You are requested to give a two-week notice of your plans to leave the restaurant. A notice is important so that we have time to hire someone to take your place. Giving a two-week notice is a professional courtesy and assures that you are eligible for re-hire and will not have a "left without resignation notice" on your employment record.

Payroll Procedures

Time Clock Procedures

You should arrive at the restaurant 10 to 15 minutes before you are scheduled to start work. Notify the Manager on duty that you have arrived for your shift. You may clock in within 5 minutes of the start of your shift. All hourly employees are given an employee ID number to clock in and out on the Restaurant’s timekeeping system. Do not work before your scheduled start time.

Clock out promptly when you complete your work for the day.

Tampering, altering, or falsifying time records or recording time on another employee’s ID number is not allowed and will result in disciplinary action, up to and including termination.

Tip Reporting

As an employee of a restaurant, all the tips you receive, whether in cash or included in a credit card transaction, is taxable income to you. You are required, by federal tax code, to report and record your actual tips for each shift.

At the end of each shift, tipped employees must disclose on the "Waiter Cash-Out" form, the amount of credit card tips and total tips less any tips voluntarily shared with any other employees. Your tips will be recorded and reflected in total on your paycheck stub. Endorsement of your paycheck indicates that you acknowledge that your tip information on the stub is accurate and correct.

It is the employee’s responsibility to comply with IRS requirements of reporting all your tip income. While you are responsible for reporting all of your tip income, the Restaurant may be required to allocate additional tip income to any tipped employee that does not declare at least 8% of their gross sales as tip income.

We strongly encourage you to accurately report your tip income. This will reduce the chances of you being audited by the IRS and allows you to qualify for greater social security and unemployment benefits.

Payroll Checks

Paychecks are available at the Restaurant every Thursday between the hours of 3 pm and 5 pm. After payday, you may pick up your paycheck during the same hours. Please understand that it may be difficult for someone to be available to obtain your paycheck during peak business hours.

Payroll Deductions

Your paycheck will indicate your gross earnings as well as deductions for federal and state withholding taxes and social security and Medicare taxes. Federal, state, and local withholding taxes are authorized by you, and calculated based on the exemptions information you furnished to us on forms W-4 and IT-2104. If you want an explanation of your exemption deductions or if you wish to change them in any way please see the Bookkeeper.

As per applicable law, the Restaurant complies with court orders in connection to garnishments from employee paychecks as directed by the proper authorities. You will be notified of any court-ordered payroll deductions.

Change of Address

We ask that you report any address changes to the Manager and/or the Bookkeeper as soon as possible so your year-end statement of income and deductions, Form W-2, will be mailed to the correct address.

Lost Paychecks

Report lost paychecks to the Book-keeper. We will stop payment on the lost check and reissue you another check on the next payroll cycle. The reissued check generally will include a deduction equal to the bank stop payment charge.

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Benefits and Leaves of Absence

Leaves of Absence

Prior to taking a leave of absence for purposes of vacation, personal or medical needs, military or jury duty, or other planned absence, an Employee Leave Request Form, available from your manager or supervisor, should be submitted to and approved by the immediate supervising manager or the General Manager. See specific rules below if your leave is covered by the Family and Medical Leave Act.

Employee Leave Requests must be submitted at least two weeks before the desired leave date, unless the request is due to an unexpected emergency. The nature of the emergency should then be shared with the immediate supervisor, a manager, or the General Manager.

To return to work from a medical leave, all employees must present a doctor’s release.

Any employee who fails to return to work at the expiration of a personal leave of absence will be deemed to have abandoned their job, unless KELLARI TAVERNA is notified of a reason, satisfactory to management, for not returning to work at the end of the leave of absence.

Reinstatement is not guaranteed upon return from a leave of absence except as required by law.

Vacation accrual is pro-rated if you are on a leave of absence. Employees are required to use any accrued vacation during any leave, to the extent permitted by law.

Family and Medical Leave

An employee, who has been employed for at least 12 months and for at least 1,250 hours of service during the previous 12 months, may be granted unpaid leave for one or more of the following reasons if he or she is one of 50 employees within a 75 mile radius:

• Birth of son/daughter and in order to care for such son/daughter.

• Placement of son/daughter with the employee for adoption or foster care.

• To care for a spouse, son, daughter or parent who has a serious health condition.

• A serious health condition that renders the employee incapable of performing the functions of his/her position.

A total of 12 workweeks of leave during any 12-month period may be granted under this policy. Leave is calculated on a rolling backward basis. Such leave must be taken on a sustained or uninterrupted basis, except that intermittent leave may be taken for the serious health care of the employee, child, spouse or parent. You must provide at least 15 days notice if reasonably possible. Medical certification is required if the leave is due to the serious health care of the employee, child, spouse or parent.

Holidays

Due to the nature of the restaurant business you may be required to work holidays. It is currently our policy not to close the Restaurant for business on any day, even on the major holidays.

Vacations

Vacations are provided by the Restaurant to enable employees to leave their work environment for a period of time and must be taken within the year in which they are earned.

All full-time employees who have been with the Restaurant for a consecutive 12-month period are eligible for a one week, paid vacation. Employees are considered to be full-time if they averaged over 30 hours of work per week the previous year.

Request forms (Employee Leave Request) for vacation are available from the General Manager and are to be submitted to the employee’s immediate supervisor and approved prior to granting vacation leave. Employees are asked to submit requests for vacation at least one month prior to the scheduled vacation date, unless the request is due to an unexpected situation. Efforts will be made to grant vacation time as requested, but business needs may require an employee to adjust his or her vacation time. Vacation Time can not be carried over from year to year!

Worker’s Compensation

Worker’s compensation provides benefits for employees who suffer personal injury from accidents or illnesses arising out of, and in the course of, their employment with the Restaurant. An employee who is injured on the job, regardless of the severity of the injury or illness, must:

Report the occurrence to the manager on duty.

The manager on duty will need to obtain information as to exactly what happened, how the injury or illness occurred, the exact time and location, as well as any witnesses to the occurrence.

If an employee experiences a disabling work injury, the nature of which necessitates an absence from work, the General Manager will provide the employee with information concerning his or her lawful benefits.

If an employee experiences a disabling work injury, the nature of which necessitates an absence from work, the General Manager will provide the employee with information concerning his or her lawful benefits.

Short-Term Disability

Employees also may be entitled to monetary statutory short-term disability benefits for non-work injuries.

Employee Meals

Employees will receive one meal, without charge, during each work shift. Employees will receive a 30% discount off the regular price of all menu items, excluding alcoholic beverages, when dining at the Restaurant off-shift. Discounted employee meals may be purchased either before, or after a work shift.

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Restaurant Policies & Practices

Customer Service

Our restaurant exists only because of guests, and in particular repeat guests who voluntarily choose to return here and spend their money on our food and beverages. Without the guest, we don’t have a restaurant; they are the only reason we are here. As a result, taking care of our guest is our highest priority, in fact a privilege, never an interruption. At KELLARI TAVERNA, the guest always comes first! See your position manuals for further guidance on how to keep guests happy.

Guest Complaints

Nobody enjoys being the recipient of guest complaints, but complaints are to be expected as part of being in the hospitality business. Complaints can even be viewed in a positive light if they are handled properly. Complaints can give us insights as to how to make our Restaurant better. Demanding guest force us to be at our best, and resolving their complaints satisfactorily can even increase customer loyalty IF they are handled properly.

When faced with a guest complaint:

• Don’t get defensive and try to explain.

• Remove the offending item immediately.

• Apologize for the problem and tell the guest you will take care of the problem.

• If you need the assistance of a manager, don’t hesitate to ask.

Do everything you can to let the customer you care and that this isn’t the kind of experience you want them to have at our restaurant.

Telephone Courtesy

It is everyone’s responsibility to answer the phone. Always answer the phone promptly, within two rings. Always answer in a friendly, polite manner: "Good (morning, afternoon, evening), KELLARI TAVERNA, may I help you?

Respond to any questions that you are absolutely certain. If you are uncertain, ask the caller if you may put them on hold for a moment and quickly refer the call to a manager. Always thank the person for calling. Always ask the caller for their name when they ask to speak to a manager or guest.

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Management / Employee Relations

Our managers are committed and trained to provide you with the tools and positive working environment for you to do your job to the best of your ability with minimal distractions. You will be treated with respect and dignity by all of our management personnel and we will try our best to recognize and reward your hard work and accomplishments.

We recognize there may be occasions for misunderstandings and problems to come up. We want to clear up these types of situations in a fair and timely manner, and in order to do this we need your help in bringing them to our attention. We want you to know that Management is never too busy to be informed of work-related problems, complaints or disputes of any employee.

If you have such a problem, you should promptly talk to your managers. They will listen in an open, objective, and courteous manner. If the problem is not resolved to your satisfaction, you should take up the matter with the General Manager.

Every appropriate action will be taken to resolve a problem or settle a dispute in a fair and equitable manner. As we said in the "Welcome Letter," we recognize our employees as our most valuable resource and we take all employee problems and complaints very seriously. No problem is too small or insignificant and each issue will be given the utmost attention and consideration.

Meetings

Staff meetings are held on a regular basis for your benefit as well as for the constant improvement of the Restaurant. Meetings are held for a variety of reasons and can include new menu offerings, upcoming promotions and events, training, policies, etc. Such meetings are treated as part of a regular work shift; attendance is mandatory and the time is paid. Only management-approved absences will be accepted. Most meetings offer employees the opportunity to provide valuable input for feedback and provide suggestions to enhance our working environment and the operation of the Restaurant.

Teamwork

We cannot achieve our goals and provide the highest levels of service to our guests without working together as a team. Teamwork basically boils down to following Restaurant procedures, common courtesy and common sense.

If a co-worker is overloaded and you’re not, help them in any way you can. It’s only a matter of time before they will return the favor. Pitch in to help a guest whether they are in your section or not.

If another employee hasn’t quite caught on to something and you have, ask her/him if you may suggest another way to do it. Genuine teamwork makes for a much more enjoyable and satisfying work experience and results in happier (and more generous) guests.

Communication

It is important for every employee to have a good sense of "what’s going on" in the Restaurant. It is management’s responsibility to keep everyone informed of ongoing changes and news affecting the Restaurant and our people. Such communication takes place primarily in staff meetings, general meetings and by posting notices and information to the Bulletin Board located in the ground floor kitchen. Only management can post items on the bulletin board.

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Safety and Sanitation

KELLARI TAVERNA is committed to maintaining a safe and sanitary workplace for all of our employees. The time to be conscious about safety is before an accident happens. Safety is everyone’s responsibility and is a regular, ongoing part of everyone’s job. Further,

 we are obsessed with sanitation since due to the nature of the restaurant business, it is ABSOLUTELY ESSENTIAL that EVERYONE follows safe food handling procedures. This is one area of the Restaurant where there is absolutely no compromise. NEVER take shortcuts on food safety and handling. Every day we are entrusted with the health and even lives of our guests. This is a huge responsibility, one that we must never take lightly.

These areas are addressed in more detail in the Safety and Sanitation Manual. However, here are some basic guidelines to always keep in mind:

Safety

Wipe up spills immediately.

Never run in hallways or the kitchen, always walk carefully. Even when it’s busy, take small steps and pay attention.

Wear shoes with non-slip soles. They cost no more that standard shoes. Ask your manager about where to purchase them.

Report defective equipment or tools to a manager immediately.

Never operate equipment unless you have been trained how to use it properly.

Pay special attention when using slicers. They are very sharp and move very fast.

Wear nylon, no-cut gloves when cleaning slicers. If you don’t have a pair, see a manager.

Never try to catch a falling knife. Knives are easier to replace than fingers.

Let people know when you’re carrying anything hot. Don’t be shy, yell out something like, "HOT STUFF COMING THROUGH."

Don’t put hot food or plates in front of small children.

Use proper lifting techniques. Never lift too much. If it’s uncomfortable, make two trips or get some help. Remember to always bend at the knees, lift with you legs, not your back.

Sanitation

Keep your hands clean. Always wash your hands after using the restroom, smoking, touching your hair, eating, sneezing or coughing. If you use latex gloves, change them frequently.

Sanitize everything. Besides clean hands, use sanitizing solution to constantly keep counters, cutting surfaces, and utensils clean and sanitized. This helps to keep food handling areas and preparation tools free of bacteria.

Prevent cross-contamination. Cross-contamination occurs when raw meat comes in contact with other food that will be served without further cooking. For example, never place raw chicken on a cutting board and then cut any other food on the cutting board without first washing and sanitizing it. The same applies to utensils like knives and portioning tools; always wash and sanitize them after every use.

Keep food at the proper temperatures. Foods like meat, poultry, dairy, and fish should always be stored below 45º. Food that is cooking or in holding should always be above 140º. Bacteria count on food grows rapidly between 45º and 140º so it’s imperative that our food products spend a minimum amount of time in this "temperature danger zone."

Store food correctly. Raw meat should always be stored below cooked or prepared food. Raw poultry is always placed on the bottom shelf of the walk-in. Keep chemicals and cleaning products away from food products and food storage areas.

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Dress Code

To maintain our image as an exceptional, high quality restaurant we need to dress the part. Following are detailed descriptions of dress for both the dining room and kitchen positions. If you have any questions regarding our dress code please ask the immediate supervisor or manager on duty.

Dining Room Dress Code

Shoes - Black shoes only with non-slip soles that permit walking safely on wet or greasy floors. Shoes must be clean. Socks must be dark, preferably black.

Pants & Belts - Black pants only. Pants must be long enough to touch the top of the shoe. Solid color black belts must be worn with pants that have belt loops.

Shirts - All floor service personnel except bussers: Long sleeve white dress shirts (specifications will be provided) that must be in good condition, not soiled or stained. Shirts must fit at the sleeve. Busser shirts will be made available for these positions.

Vests - Servers and bartenders will wear a vest that is made available for their staff members.

Tie – All floor service personnel except bussers will wear a KELLARI fabricated tie.

Appearance - Clean and well groomed hair. Hair pulled back off the shoulder. Well-groomed hands, fingernails, and fingernail polish. Facial hair should be neat and well trimmed.

Accessories - No excessive cologne, perfume, make-up, or jewelry. No earrings longer than 1 inch. No hats or unauthorized buttons or decals can be worn.

Kitchen Dress Code

Shoes - Black work shoes with non-slip soles that permit walking safely on wet or greasy floors. No tennis shoes.

Pants - KELLARI TAVERNA issued kitchen pants only. They must always be worn clean and well maintained at the beginning of every shift.

Shirts - KELLARI TAVERNA issued chef jackets or kitchen shirts only. They must always be worn to work clean and well maintained.

Appearance - Clean, well groomed hair, hands, and fingernails. Facial hair should be neat and well trimmed.

Accessories - No excessive cologne, perfume, make-up, or jewelry. Hair restraints must be neat and in good taste. No unauthorized buttons or decals can be worn.

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Accidents and Emergency Situations

Report all accidents, no matter how minor they seem, to the manager on duty. In the event of an emergency, like an apparent injury or choking situation, notify a manager immediately. Managers are responsible for administering CPR, choking procedures or appropriate first aid.

Crime and Robbery

If you are ever involved in a robbery, DO NOT RESIST. Statistics show that people, who resist, are three times more likely to be injured than people who do not resist. The safety of yourself, your fellow employees, and our customers are our highest priority. Don’t be a hero, always cooperate fully and do not resist!

Fire Protection

All employees must know the specific location and operation of fire protection in the Restaurant. The Restaurant is equipped with fire-extinguishing systems in the ducts, hood, over the stoves and other cooking equipment that contain a dry chemical. They can be set off immediately by pulling the ring attached to each system. We also maintain hand held fire extinguishers that are conspicuously located throughout the premises. Be very specific before setting off a fire alarm or notifying someone to take action.

If the fire alarm sounds, assist guests to the nearest fire exit and out of the building immediately. Tell them the restaurant is under "Fire Alarm Status" and it is their responsibility to leave the restaurant through the nearest exit.

Fire preparedness test are conducted on a regular basis in compliance with regulations.

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Alcohol Serving Policy

As an establishment that sells alcoholic beverages, the restaurant is committed to sensible, socially responsible consumption of alcohol. We help to ensure our customers’ and other members of the community’s safety by educating our employees on responsible service and management of alcohol. We want our customers to enjoy alcoholic beverages in moderation, but if a customer shows signs of drinking too much, a manager should be informed immediately.

Employees who serve customers, must abide by the Restaurant’s policies on alcoholic beverage service:

We will not knowingly allow anyone on our staff that is under the legal drinking age of 21 to serve or dispense alcoholic beverages.

Alcohol Serving Policy

We will not serve alcoholic beverages to an intoxicated person.

We will not knowingly serve a person alcoholic beverages to alas an Establishment that sells alcoholic beverages, the Restaurant is committed to sensible, socially responsible consumption of alcohol. We help to ensure the safety of our guests and other members of the community, by educating our employees on responsible service and management of alcohol. We want our customers to enjoy alcoholic beverages in moderation, but if a customer shows signs of drinking too much, a manager should be informed immediately.

Employees who serve customers must abide by the Restaurant’s policies on alcoholic beverage service;

We will not knowingly allow anyone on our staff that is under legal drinking age of 21 to serve or dispense alcoholic beverages.

We will not serve alcoholic beverages to an intoxicated person.

We will not knowingly serve a person alcoholic beverages to a person under the legal drinking age. It is our policy to ask anyone who appears to be under 30 years old for proof of age.

We will offer nonalcoholic alternatives such as soft drinks, coffee, juice, etc.

The restaurant will assist in calling taxi or car service for intoxicated guests.

person under the legal drinking age. It is our policy to ask anyone who appears to be under 30 years old for proof of age.

We will offer nonalcoholic alternative.

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Proprietary and Confidential Information

It is illegal and against our policies to steal, copy, communicate or transmit the Company’s confidential or proprietary information. Proprietary information is defined as "the whole or any part of any scientific or technical information, design, process, procedure, formula, or improvement that has value and that the owner has taken measures to prevent from becoming available to persons other than those selected by the owner to have access for limited purposes." Our internal business practices, procedures, and recipes are of great value to KELLARI TAVERNA. Employees are not to disclose any proprietary processes or recipes to any person unless directed by KELLARI TAVERNA’s General Manager or Owner/Principal.

KELLARI TAVERNA will institute civil action against anyone who violates this policy.

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Solicitation and Distribution

To avoid distractions, solicitation by an employee of another employee is prohibited while either employee is on working time. "Working time" is the time an employee is engaged, or should be engaged, in performing his/her work tasks for the Restaurant. Solicitation is also prohibited at all times in customer service areas. Solicitation of any kind by non-employees on Company premises is prohibited at all times.

Distribution of advertising material, handbills, printed or written literature of any kind in working areas of the Company is prohibited at all times. Distribution of literature by non-employees on Company premises is prohibited at all times.

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Workplace Violence

We are strongly committed to providing a safe workplace. The purpose of this policy is to minimize the risk of personal injury to employees and damage to Company and personal property.

PROHIBITED CONDUCT

Threats, threatening language or any other acts of aggression or violence made toward or by any Company employee WILL NOT BE TOLERATED. For purposes of this policy, a threat includes any verbal or physical harassment or abuse, any attempt at intimidating or instilling fear in others, menacing gestures, flashing of weapons, stalking or any other hostile, aggressive, injurious or destructive action undertaken for the purpose of domination or intimidation. Firearms and other weapons are prohibited on Restaurant premises.

PROCEDURES FOR REPORTING A THREAT

All potentially dangerous situations, including threats by co-workers, should be reported immediately to any member of management with whom you feel comfortable. Reports of threats may be maintained confidential to the extent maintaining confidentiality does not impede our ability to investigate and respond to the complaints. All threats will be promptly investigated. No employee will be subjected to retaliation, intimidation or disciplinary action as a result of reporting a threat in good faith under this policy.

If an investigation confirms that threat of a violent act or violence itself has occurred, the Company will take swift and appropriate corrective action.

If you are the recipient of a threat made by an outside party, please follow the steps detailed in this section. It is important for us to be aware of any potential danger in our offices. Indeed, we want to take effective measures to protect everyone from the threat of a violent act by an employee or by anyone else.

Inspections

Management reserves the right to require employees while on Company property, or on client property, to agree to the inspection of their persons, personal possessions and property, personal vehicles parked on Company or client property, and work areas. This includes lockers, vehicles, desks, cabinets, work stations, packages, handbags, briefcases and other personal possessions or places of concealment, as well as personal mail sent to the Company or to its clients. Employees are expected to cooperate in the conduct of any search or inspection.

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HANDBOOK RECEIPT

This Employee Handbook does not constitute a contract of employment either in whole or in part. The Company, reserves the right to add, delete, or change any portion of the Employee Handbook with or without notice.

FOR THE EMPLOYEE’S INFORMATION:

Your employment status: _____________ Full Time ______________ Part Time

Your position / title: _____________________________________________

Your starting date: ______________________________________________

Immediate Supervisor / Manager:

Name ______________________________Title: ______________________

Employee’s Name: _________________________________________

(please print)

I acknowledge receipt of, and have read, the Employee Handbook that outlines my benefits and obligations as an employee of KELLARI TAVERNA. I understand the Standards of Conduct and each of the rules and regulations that I am expected to follow., as well job descriptions, responsibilities, and additional policies that may be implemented in time. I agree to abide by all of them.

I understand that All employees are expected to conform their conduct to the rules and regulations as set out in this handbook, and understand that they are I am an at-will employees. I further understand that no supervisor, manager, or representative of KELLARI TAVERNA, other than the President or Principal of KELLARI TAVERNA has the authority to enter into any agreement with you for employment for any specified period or to make any such promises or commitments. The contents of any Employee Handbook, including this one, or any other company document, that may be distributed during the course of their employment shall not be construed to be a contract or in any way binding. The Company reserves the right to change, at its discretion, the contents of this handbook.

In addition, I have read and understand the Harassment Policy on pages

10 through 12 of this handbook, and agree to promptly report any incidents of this nature to the General Manager or President.

POLICY STATEMENT

This handbook is a general guide and provisions of this handbook do not constitute an employment agreement (contract) or a guarantee of continued employment. It is simply intended to outline the benefits and work requirements for all employees. It is further understood that the Company reserves the right to change the provisions in this handbook at any time. It is policy of the Company that employment and compensation of any employee is at will and can be terminated with or without cause, at any time, at the option of the employee or at the option of the Company.

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