Team Member Manual
Welcome New Team Member!
On behalf of your colleagues, I welcome you to Roland's Seafood Grill & Iron Landing and wish you every success here.
We believe that each team member contributes directly to Roland's Seafood Grill & Iron Landing's growth and success, and we hope you will take pride in being a member of our team.
This handbook was developed to describe some of the expectations from our team members and to outline the policies, programs and benefits available to eligible team members. Team members should familiarize themselves with the contents of the team member handbook as soon as possible, for it will answer many questions about employment here at Roland's Seafood Grill and Iron Landing.
We hope that your experience here will be challenging, enjoyable and rewarding. Again, welcome!
Sincerely,
Paul Carrozzi
Introductory Statement
This handbook is designed to acquaint you with Roland's Seafood Grill and Iron Landing and provide you with information about working conditions, team member benefits, and some of the policies affecting your employment. You should read, understand and comply with all the provisions of the handbook. It describes many of your responsibilities as a team member and outlines programs developed by Roland's Seafood Grill and Iron Landing to benefit you. One of our objectives is to provide a work environment that is conducive to both personal and professional growth.
No team member handbook can anticipate every circumstance or question about policy. As Roland's Seafood Grill and Iron Landing continues to grow, the need may arise to amend the team member handbook. Roland's Seafood Grill and Iron Landing reserves the right to revise, supplement or rescind any policies or portion of the handbook as it deems appropriate in its sole and absolute discretion. Team members will be notified of such changes as they occur via the team member memo board located in the main server station. This is also where the schedule and all important notices will be posted.
History
From the beginning, Roland's has been built on the foundation of pride. Pride in what you do, pride in where you come from, and pride in the community you are a member of, and while times have changed, menus have been adapted and buildings have come and gone, the basic belief in a good meal at a good price with some good company has persisted through.
In the early 1940s when Roland Chelini opened his first location, The Rail Restaurant on 28th and Penn, the Strip was exactly as our friends and family members love to describe: strips of stores and produce lined the streets, supplying a work force to feed, as The Rail Restaurant opened its doors at 2am to welcome the day. With nightly specials and a warm Italian feel, truck drivers, steel workers, families and friends were always welcomed. As Richard Carrozzi says, "Roland would never turn down a hungry person." True to his Italian roots, there was always enough food to go around. While the Rail Restaurant got its start further down the strip, eventually Roland decided to move. July 1st, 1957 the original Roland's opened on 17thSt and finally, in 1959 Roland's as we know it, at 1904 Penn Ave. was established.
Roland and his wife Helen, ran and managed the business until he finally retired and sold the restaurant to his son, current owner, Paul Carrozzi in 1974. The old Roland's, though still visible to those who re-member it, was very different then the Roland's we know today. Originally, Roland's restaurant and bar accommodated, what is now, our downstairs dining room and was primarily a breakfast spot for truckers and produce workers open from 3:30am until 2pm. After changing the hours, opening on Saturdays, and transforming the menu Roland's became a Cajun grill.
With the first expansion in 1984, we opened the second area where the bar was located. Still reminiscent of the old Roland's, the brick wall that cuts down the middle of our current downstairs main bar was originally the back splash of the first major expansion. Following construction in 1984, which opened our banquet rooms on the second floor, our next major expansion introduced Roland's Iron Landing in 1996. Its signature Iron Landing balcony provided a great place to watch the comings and goings of the Strip. Along with our building changes in 1996, the company as a whole changed from Roland's in the Strip to Roland's Seafood Grill. With new patio seating, relaxed atmosphere and energetic staff, Iron Landing made a great addition to the building, but Paul wasn't done yet. With the help and devotion of general manager Rick Carrozzi, and Paul's wife Lauren Carrozzi, the raw bar and wood fired cooking area became a reality in 2004. This addition almost doubled our size giving us a whole new facility. Finally, in 2007 the addition of the game room on the first floor put the final piece in place for what is now known as Roland's Seafood Grill and Iron Landing.
While Roland's has changed location, style, size and menu numerous times, one thing has never changed: the idea that this is a family run business whose staff takes as much pride in what they do today as Roland Chelini did so many years ago.
Roland's Seafood Grill and Iron Landing's Corporate Culture
Mission Statement
Roland's Seafood Grill and Iron Landing is a unique bar and seafood grill that is dedicated to giving our guests friendly, professional and prompt service while creating a comfortable, clean and inviting environment. We are a casual family dining establishment that is committed to serving guests with excellent food, beverages and service. Through our fair prices and expedient service we aim to delight our guests upon every visit.
Core Values
To treat all guests and coworkers with respect and dignity
To conduct ourselves within legal, moral and ethical boundaries
To project a positive and friendly demeanor to make all guests feel welcome and improve the workplace
Equal Opportunity Employment
In order to provide equal employment and advancement opportunities to all individuals, employment decision at Roland's Seafood Grill and Iron Landing will be based on merit, contributions and ability. Roland's Seafood Grill and Iron Landing does not discriminate in employment opportunities or practices on the basis of race, color, religion, sex, national origin, age, disability or any other characteristic protected by law.
Roland's Seafood Grill and Iron Landing will make reasonable accommodations for qualified individuals with known disabilities unless doing so would present an undue hardship. This policy governs all aspects of employment including selection, job assignment, compensation, discipline, termination and access to benefits and training.
Any team members with questions or concerns about any type of discrimination in the workplace are encouraged to bring these issues to the immediate attention of their immediate supervisor or the owner, Paul Carrozzi. Team members can share concerns and make reports without fear of reprisal. Anyone engaging in any type of unlawful discrimination will be subject to disciplinary action, up to and including termination of employment.
Employment Policies
Nature of Employment
This handbook is intended to provide team members with a general understanding of our personnel policies. Team members are encouraged to familiarize themselves with the contents of this handbook, for it will answer many common questions concerning employment with Roland's Seafood Grill and Iron Landing.
However, this handbook cannot anticipate every situation or answer every question of employment. It is not an employment contract and is not intended to create contractual obligations of any kind. Neither the team member nor Roland's Seafood Grill and Iron Landing is bound to continue the employment relationship if either chooses, at its will, to end the relationship at any time.
In order to retain necessary flexibility in the administration of policies and procedures, Roland's Seafood Grill and Iron Landing reserves the right to change, revise or eliminate any of the policies and/or benefits described in this handbook, except for its policy of employment-at-will. The only recognized deviations from the stated policies are those authorized and signed by the chief executive officer of Roland's Sea-food Grill and Iron Landing.
Team Member Relations
Roland’s Seafood Grill and Iron Landing believes that the work conditions, wages and benefits it offers to its team members are competitive with those offered by other employers in this area in this industry. If team members have concerns about work conditions or compensation, they are strongly encouraged to voice these concerns openly and directly to their supervisors.
Our experience has shown that when team members deal openly and directly with their supervisors, the work environment can be excellent, communications can be clearer, and attitudes can be positive. We believe that Roland’s Seafood Grill and Iron Landing amply demonstrates its commitment to team members by responding effectively to team member concerns.
Successful communication for the betterment of the restaurant is a two-way street. The team members must communicate dissatisfaction with their job to the management, not the coworkers, and the managers must be willing to listen.
Introductory Period
The introductory period is intended to give new team members the opportunity to demonstrate their ability to achieve a satisfactory level of performance and to determine whether the new position meets their expectations. Roland's Seafood Grill and Iron Landing uses this period to evaluate team member capabilities, work habits and overall work performance. Either the team member or Roland’s Seafood Grill and Iron Landing may end the relationship at will at any time during or after the introductory period with or without cause. Although not mandatory, Roland’s Seafood Grill and Iron Landing requests a two-week notice in writing if the team member intends to terminate employment.
All new and rehired team members work on an introductory basis for the first thirty calendar days after their date of hire. Any significant absence will automatically extend the introductory period for the length of that absence. If Roland’s Seafood Grill and Iron Landing determines that the introductory period does not allow sufficient time to thoroughly evaluate a team member's performance, the introductory period may be extended for a specified period of time.
Employment Applications
Roland's Seafood Grill and Iron Landing relies on the accuracy of the information contained in the employment application, as well as the accuracy of other data presented throughout the hiring process and employment. Any misrepresentations, falsifications, or material omissions in any of this information or data may result in denying or termination of employment.
Outside Employment
A team member may hold a job with an outside organization if he or she satisfactorily performs his of her responsibilities with Roland’s Seafood Grill and Iron Landing. All team members will be judged by the same performance standards and will be subject to Roland’s Seafood Grill and Iron Landing’s scheduling demands, regardless of outside work requirements. Roland’s Seafood Grill and Iron Landing will not schedule around an outside employer’s schedule.
If Roland’s Seafood Grill and Iron Landing determines that a team member’s outside work interferes with the performance or ability to meet the requirements of Roland’s Seafood Grill and Iron Landing as they are modified from time to time, the team member might be asked to terminate the outside employment if he or she wishes to remain with Roland’s Seafood Grill and Iron Landing.
Outside employment will present a conflict of interest if it has an adverse impact on Roland’s Seafood Grill and Iron Landing.
Work Schedules
Work schedules for team members vary throughout our organization. Supervisors will advise team members of their work schedules. Please give at least one-week notice of requested days off. Any less than one-week notification may result in the inability to fill requests at the discretion of the supervisor.
Also, one-week notice does not necessarily imply consent.
Harassment in the Workplace
All team members of Roland's Seafood Grill and Iron Landing including administrative, supervisory, and management are strictly prohibited from engaging in any form of harassment.
Harassment includes but is not limited to unsolicited comments that are:
•Racial
•Ethnic
•Religious
•Sexually oriented
•or conduct that interferes with work or creates a hostile, or offensive work environment.
Sexual Harassment Policy
Roland's Seafood Grill and Iron Landing prohibits harassment on the basis of sex. Sexual harassment can occur in a variety of situations. These are examples of sexual harassment, not intended to be all inclusive.
•Unwanted jokes, gestures, offensive words on clothing, and unwelcome comments and repartee.
•Touching and any other bodily contact such as scratching or patting a coworker's back, grabbing a team member around the waist, or interfering with a team member’s ability to move.
•Repeated requests for dates that are turned down or unwanted flirting.
•Transmitting or posting emails or pictures of a sexual or other harassment-related nature.
•Displaying sexually suggestive objects, pictures, or posters.
•Playing sexually suggestive music.
Any incidents of harassment should be reported directly to the Manager, General Manager or Owner of Roland's Seafood Grill and Iron Landing. An investigation of the alleged harassment will be conducted, and appropriate corrective action will be taken. However, no disciplinary action will be taken without a written statement from the team member and a thorough investigation of the details and facts surrounding the charge are completed.
Payroll
Time Keeping
Accurately recording time worked is the responsibility of every team member. Federal and state laws require Roland's Seafood Grill and Iron Landing to keep accurate record of time worked in order to calculate team member pay and benefits. Time worked is all the time actually spent on the job performing assigned duties.
Team members should accurately record the time they begin and end their work. They should also record the beginning and ending of any shift.
Altering, falsifying, tampering with time records, or recording time on another team member’s time record may result in disciplinary action, up to and including termination of employment.
All tips must be declared to comply with the law.
Paid Sick Leave
Roland’s Provides Paid Sick Time
All Employees who work within Pittsburgh city limits at least thirty-five (35) hours per calendar year have the right to Paid Sick Time. Roland’s provides [at least forty (40)] hours of Paid Sick Time in accordance with the Paid Sick Days Act, Pittsburgh City Code Chapter 626.
Employees Accumulate Paid Sick Time
Accrual of Paid Sick Time: Employees accrue forty (40) hours of Paid Sick Time in a calendar year. Employees accrue one (1) hour of Paid Sick Time for every thirty-five (35) hours worked within Pittsburgh city limits. Employees begin to accrue Paid Sick Time at the start of employment and may use accrued Paid Sick Time beginning ninety (90) days after hire. Paid Sick Time is accrued in one-hour increments. Unused Paid Sick Time carries over to the following year.
Employees May Use Paid Sick Time For:
Employee's or Employee’s family member’s care for a mental or physical illness, injury or health condition; Employee's or Employee’s family member’s need for medical diagnosis, care, or treatment of a mental or physical illness, injury, or health condition; or Employee's or Employee’s family member’s need for preventive medical care. Employees may also use paid sick time for closures, caregiving, or quarantine required by public health authorities or personal healthcare provider.
Using Paid Sick Time
Employees must make oral requests for Paid Sick Time at least one (1) hour before their shift starts whenever possible. Employees must make a good faith effort to notify their Manager at (412) 261-3401 as soon as possible regarding the need to use Paid Sick Time. Employees may also notify their Manager in writing at Luke@RolandsPittsburgh.com. Employees may use accrued Paid Sick Time in .25-hour increments. Paid Sick Time is paid at the Employee’s regular rate for time worked, not including tips/commissions. Payment for Paid Sick Time will be paid in the same pay period as if the time was worked. An Employee using Paid Sick Time is not responsible for finding a replacement worker to cover their shift.
Form of Paid Sick Time Requests
Employee requests to use Paid Sick Time must include the expected duration of the absence when possible. If needed Paid Sick Time is not predictable, the Employee must make a good faith effort to notify Roland’s management as soon as possible. Roland’s requires seven (7) days’ advance notice if Employee uses Paid Sick Time for reasonably predictable reasons (like a doctor’s appointment scheduled in advance). The Employee must make a reasonable effort to schedule the use of Paid Sick Time so that it is not unduly disruptive.
Doctor’s Note & Confidential Health Information
Roland’s does require a doctor’s note for absences three (3) consecutive days or longer. A doctor’s note does not need to include specific medical information; a note saying that Sick Time is necessary is enough. Roland’s will not disclose Employee health information and will protect its confidentiality.
Recordkeeping
Roland’s will regularly inform Employees of their Paid Sick Time balance on pay stubs. These records will be retained by Roland’s for two (2) years.
Changes in Employment
Transfer to another unit within Roland’s does not affect accrued Paid Sick Time. Paid Sick Time has no monetary value upon separation from employment. If Roland’s rehires an employee less than six months after separation, previously accrued and unused Paid Sick Time will be reinstated.
Denials, Retaliation & Other Complaints
Roland’s will not retaliate against employees who request or use Paid Sick Time. Retaliation includes: considering use of Paid Sick Time in performance reviews or setting wages, disciplining or terminating employees for using accrued Paid Sick Time, reporting or threatening to report an Employee or Employee’s family member to law enforcement in connection with the use of Paid Sick Time, or discouraging or denying Employees from using Paid Sick Time.
Employees have the right to file a complaint with the Mayor’s Office of Equal Protection over retaliation or denial of sick time required by the Paid Sick Days Act. Complaint forms can be downloaded at https://apps.pittsburghpa.gov/redtail/images/12592_Complaint_Form1.pdf and emailed, once completed, to paidsickleave@pittsburghpa.gov. Complaints may also be mailed or delivered to the Office of the Mayor, Office of Equal Protection, City-County Building, 414 Grant Street, 5th Floor, Pittsburgh PA 15219.
Pay Periods
Pay periods are on a weekly basis. The work week runs Sunday to Saturday. Pay day will be the following Wednesday after the end of the previous pay period. If you feel that an error has been made on your paycheck, or require clarification, you should see you manager immediately. If an error has indeed occurred, the correction will be reflected on the following check. Roland's Seafood Grill and Iron Landing has a policy forbidding check cashing or pay advances.
W-2
Each January Roland's Seafood Grill and Iron Landing will distribute W-2 earning statements for the prior year. Please be sure that your address is up to date to ensure timely delivery of your W-2.
Social Security
Roland's Seafood Grill and Iron Landing is required by law to deduct a certain percentage from your wages each week for social security benefits. This deduction is listed on your paycheck as F.I.C.A. For every dollar a team member contributes Roland's Sea-food Grill and Iron Landing contributes an equal amount on their behalf.
Worker's Compensation
As a team member of Roland's Seafood Grill and Iron Landing you are insured for on-the-job injuries, as required by law, under a workman's compensation policy. Please report any injury, no matter how slight, to a manager immediately. Failure to report may result in delay in processing or possible loss of benefits.
Unemployment Insurance
As required by the state of Pennsylvania unemployment insurance program, Roland's Seafood Grill and Iron Landing pays taxes quarterly to finance unemployment benefits for those persons who were employed by the company who became unemployed and qualified for such benefits.
Under commonwealth law, the company must report the reason for termination of the team member who files for unemployment benefits so that the commonwealth can determine whether the claim is valid. It is the Commonwealth of Pennsylvania, not Roland's Seafood Grill and Iron Landing, that determines the eligibility of benefits, even though Roland's Seafood Grill and Iron Landing pays the full cost of those benefits.
Advancement Policy
Roland's Seafood Grill and Iron Landing has a policy of promoting from within and is firm in its belief that this practice is beneficial to both the growth of the team member and the growth of the organization. Advancement is based on job performance, ability, management evaluation and position availability, not seniority.
Team Member Meals
All team members are entitled to one team member meal per shift offered between 3:30pm and 4:30pm daily while on the clock. Soft drinks, tea and coffee are provided free of charge for team members while working. All other food or beverage must be purchased at the full price. Team members must remove or cover their uniform while eating in the restaurant.
Leaves of Absence
Any team member who is summoned for jury duty during a scheduled shift will be excused for the shift when the jury summons is presented to a manager.
A leave of absence is an approved absence that is taken without pay. An approved leave does not break employment. Benefits will not, however, continue to accrue while on leave. A team member must not seek or obtain outside employment while on leave.
Holidays
Roland's Seafood Grill and Iron Landing is closed on New Year’s Day, Christmas Day, Thanksgiving Day and Easter Sunday. These holidays are subject to a restricted schedule at the discretion of the owner.
Time off to Vote
If you are a registered voter and do not have enough time outside of work to vote, you may have up to 2 hours to vote without loss of pay. A team member must request off two days prior to election day and must prove that there is a real need for the time off.
Military Leave
A military leave from work will be granted for a team member serving in the United States Armed Forces in accordance with the Uniformed Service Employment and Reemployment Rights Act. Advanced notice of service is required, unless military necessity prevents such notice.
This leave will be unpaid. However, Continuation of health benefits provided while employed will continue as required by Uniformed Service Employment and Reemployment Rights Act.
Team members on military leave lasting less than thirty days will be reinstated at the first available shift after their return. Leaves lasting longer than 30 days will require a reapplication to obtain work.
Team members returning will be placed in the position they would have achieved if there were no military leave and at a commensurate pay rate.
The Americans with Disabilities Act
Roland's Seafood Grill and Iron Landing supports the Americans with Disabilities Act. This act prohibits discrimination on the basis of disability. The employment procedures in place at Roland's Seafood Grill and Iron Landing ensure that no such discrimination exists in our employment procedures.
Personal Appearance
Dress, grooming, and personal cleanliness standards contribute to the morale of all team members and affect the business image Roland's Seafood Grill and Iron Landing presents to customers and visitors.
During business hours team members are expected to present a clean and neat appearance and to dress in accordance with the requirements of their positions. Team members who appear for work inappropriately dressed will be sent home and directed to return to work in proper attire. Under such circumstances, team members will not be compensated for the time away from work.
Consult your supervisor if you have questions about appropriate attire.
Examples of appropriate attire include but are not limited to:
•Appropriate uniform shirt neatly pressed
•Black pants or black shorts that end just above the knee
•Uniform shirt should be tucked in with a black belt
•Non-slip shoes
•No denim jeans
For Men: clean shaven face or a neatly trimmed beard or mustache
Cleanliness is another important aspect of good service. Team Members are required to uphold personal hygiene standards that meet Roland's Seafood Grill and Iron Landing's approval.
Please follow these guidelines
Hands should always be clean, and fingernails trimmed and free of dirt.
Hair styles should be appropriate for business. Long hair should be neatly trimmed and contained and restrained to avoid shedding in food service or preparation.
Makeup should be in good taste and natural looking. Never extreme.
Bathe frequently and use deodorant.
Smoking in the restaurant is strictly prohibited.
All clothing must be clean and pressed
Any team member in violation of these rules will not be permitted to work until they are corrected.
Smoking
In keeping with Roland's Seafood Grill and Iron Landing's intent to provide a safe and healthful work environment, smoking is prohibited in the building. Smoke breaks are to be taken in designated areas and times when appropriate as deemed by management.
Use of Phones
Cell Phones
Use of cell phones during working hours is not permitted, unless in the case of an emergency. The use of bluetooth headsets is also limited while working. Back-of-House employees may wear one ear headset at the discretion of the management. Front-of-House employees may not wear any bluetooth audio devices. Use of a cell phone while working is punishable by corrective action up to and including termination for multiple violations. The use of cellphones is stealing time that you are being compensated for and is treated just as seriously.
Personal Use of Telephones
The use of Roland's Seafood Grill and Iron Landing's phones are for business use only. Personal use of phones for outgoing calls is prohibited. To ensure effective telephone communications, team members should always use an approved greeting when answering the phone and use a courteous and professional manner. Please confirm information received from a caller and hang up only after they do. Please answer the phone promptly and take an accurate message in written form.
Drug and Alcohol Policy
It is Roland's Seafood Grill and Iron Landing's desire to provide a drug free, healthful and safe work environment. To promote this goal, Team members are required to report to work in an appropriate mental and physical condition to perform their jobs in a satisfactory manner.
While on Roland's Seafood Grill and Iron Landing's premises and while conducting business-related activities off Roland's Seafood Grill and Iron Landing's premises, no team member may use, possess, distribute, sell, or be under the influence of alcohol or illegal drugs. The legal use of prescribed drugs is permitted on the job only if it does not impair the team members from performing essential functions of their job effectively and in a safe manner.
Violations of this policy may lead to disciplinary action, up to and including immediate termination. Such violations may also have legal consequences.
Alcohol Policy
Roland's Seafood Grill and Iron Landing has a responsibility to our guests and our community to serve alcohol responsibly. We are not responsible for the actions of an intoxicated person; however we are responsible to serve alcohol in a responsible manner. We never serve a visibly intoxicated guest.
Our managers, servers and bartenders are always aware of the signs of intoxication and monitor our guests . We will immediately cut off alcohol service to anyone management judges to be intoxicated.
We never allow a guest who appears to be intoxicated to drive. If necessary, a manager will call the police to handle a situation.
We offer to call a cab or a friend to drive a guest who appears to be impaired
We never serve alcohol to a minor under the age of 21
Team members should always get a manager to observe a guest that a team member feels is intoxicated. The manager will handle the situation
Age Verification
The legal age to consume alcohol in the United States is 21. Valid forms of identification include valid photo state identification or Drivers license, Passport or military identification. The id must clearly show the picture and birthday. Duplicated licenses are unacceptable. All guests that appear under the age of 30 must show id before alcohol is served.
Any guest refusing or unable to show identification will be denied sale of alcohol.
When checking a guest’s identification, it must be removed from a wallet and handed to you. This prevents some fake identifications from being accepted inadvertently. If the identification appears altered of false in any way it is to be rejected and no alcohol may be served. If you accept fraudulent or altered identification, both you and Roland's Seafood Grill and Iron Landing are subject to fines and prosecution. We want you to take this seriously and will support a decision to not serve a guest with questionable identification. We offer to call a cab or a friend to drive a guest who appears to be impaired
We never allow a guest who appears to be intoxicated to drive. If necessary, a manager will call the police to handle a situation.
Team members should always get a manager to observe a guest that a team member feels is intoxicated. The manager will handle the situation
Safety
It is very important that all team members follow the set of safety guidelines.
Operation of Equipment
Team members under the age of 18 are prohibited from operating heavy equipment like automatic slicers or cutting machines at any time or for any reason.
Hazard Communication
Team members are required to inform guests and other team members of dangerous conditions such as wet floors and broken glass. The Occupational Safety and Health Act requires team members to report accidents that involve injuries to a manager immediately after they happen. If an accident or injury occurs involving a guest, management must be notified immediately. The manager will write up all incidents in the form of an incident report.
•Do not attempt to move an injured person
•Call 911 or a doctor if there is one present in the restaurant if necessary
•If breathing is impaired inform management immediately
•Do not make any comment on the injury, how it was sustained or its extent
•Do not place blame on anyone or thing for the accident
•Never make any statement implying or stating present or past problems associated with injuries.
Roland’s Sanitization for guest and team member safety
Part of your responsibility is to follow the safety and sanitation rules of Roland's Seafood Grill and Iron Landing. These rules include but are not limited to:
•Washing your hands with soap and hot water for at least 20 seconds (or the time it takes to sing happy birthday twice) after eating, smoking, using the lavatory, combing your hair, and any other activity that may cause food contamination.
•Frequently washing hands and using available hand sanitizer between interactions with all guests
•Wearing provided gloves when preparing all food and beverages for guests
•Not touching your face, hair, nose or mouth while serving or preparing food
•Disinfect all seating areas in between guest seatings
•Fully sanitize table (above and below) and seats/booths with provided sanitizer spray and a single use disposable towel
•Perform this sanitization in front of the customer as they are being seated
•Reporting unsafe or unhealthy work conditions to your manager immediately
•Covering all open cuts scratches and wounds with bandages
If you feel you are too sick to be working DO NOT COME IN TO WORK
•Call Roland's Seafood Grill and Iron Landing before your shift and inform a manager.
•Dial (412) 261-3401. Option 3.
•If no one is available to answer contact Luke directly at (412) 261-3426 and leave a message
•Missing a shift without calling ahead of time may result in termination of employment
•See a doctor to receive a note clearing you to return to work
•Any team member that looks ill or has a fever will not be permitted to work and will be isolated until they can safely leave the building
If you have been exposed to Covid-19 or feel you may have been:
•DO NOT COME IN TO THE RESTAURANT
•Call Justin (412) 261-5592 or Luke (412) 261-3426
•For your privacy do not call the restaurant
•Ryan and Paul will work out an individualized plan to address all team members health and safety
Attendance and Punctuality
To maintain a safe and productive work environment, Roland's Seafood Grill and Iron Landing expects its to be reliable and punctual in their reporting time. Absenteeism and lateness place an undue burden on the other team members and on Roland's Seafood Grill and Iron Landing. In the rare occurrences where a team member cannot avoid being late or are unavailable to work, they should notify their supervisor as soon as possible and in advance of the anticipated lateness or absence. Poor attendance and tardiness are disruptive and unfair to your coworkers and may lead to corrective action up to and including termination of employment.
Personal Belongings
Roland's Seafood Grill and Iron Landing will attempt to provide storage for personal items; however, we request that any item not needed to perform your duties be kept to a minimum to protect the items from being stolen or lost. Roland's Seafood Grill and Iron Landing is not responsible for lost, damaged or stolen items on the premises.
Weapons
Possession of any weapon by a team member on company property or while on company business outside of the premises is strictly forbidden. This includes parking areas and immediately adjacent areas. Violation of this policy is punishable by immediate termination of employment and possible police involvement.
Team Member Meetings
Periodic departmental and full staff meetings may be called and are required to be attended by team members. Management will make every effort to make the meeting at an appropriate time and give enough notice to plan to attend. No one will be excused without a necessitous reason.
Lost and Found
All items found on company property should be turned into the manager and placed in the lost and found in the office
Solicitation
Conducting of non-company business on company property or time is prohibited. The solicitation of business on company property is prohibited. Solicitation by non team members is strictly forbidden and should be reported to a manager immediately.
Records
It is the responsibility of Roland's Seafood Grill and Iron Landing to keep current and accurate records of all team members addresses, phone numbers and number of dependents. It is the responsibility of the team member to keep management abreast of any changes.
Team Members as Guests
We understand that team members may also wish to be guests of Roland's Seafood Grill and Iron Landing. To that end we have developed a few guidelines to help shape this relationship.
A manager must approve your presence as a guest before or after your shift.
You must be in personal clothes and out of uniform to attend Roland's Seafood Grill and Iron Landing as a guest
If you attend Roland's Seafood Grill and Iron Landing as a guest before your shift you are prohibited from having alcoholic beverages
Team Members Conduct
To ensure orderly operations and provide the best possible work environment, Roland’s Seafood Grill and Iron Landing expects its team members to follow rules of conduct that will protect the interests and safety of all team members and the organization.
It is not possible to list all forms of behavior that are considered unacceptable in the workplace. The following are examples of infractions of the rules of conduct that may result in disciplinary action, up to and including termination of employment:
•Theft or inappropriate removal or possession of another team member’s or Roland’s property. This includes offering complimentary food or beverages to anyone without consent of the General Manager.
•Working under the influence of alcohol or illegal drugs.
•Possession, distribution, sale transfer, or use of alcohol or illegal drugs in the workplace, while on duty or while operating employer owned vehicles or equipment.
•Negligence or improper conduct leading to damage to employer owned or customer owned property
•Insubordination or other disrespectful conduct
•Sexual or other unlawful or unwelcome harassment
•Possession of dangerous or unauthorized materials, including but not exclusive to, explosives and firearms
•Absenteeism without properly informing management by speaking to a manager and receiving authorization for the absenteeism
•Tardiness without properly informing management by speaking to a manager and receiving authorization for the tardiness
•Violation of personnel policies
•Use of a cell phone during working hours unless there is an emergency
•Unsatisfactory performance or conduct
•Disorderly conduct, including fighting, “rough-housing”, “Playing Around” or attempting bodily harm to another team member or guest.
Disciplinary action may call for any of the following steps: verbal warning, written warning, suspension, or termination. The action taken will reflect the severity of the issue and the number of occurrences. Certain circumstances may require steps to be bypassed.
In Case of Emergency
First, remain calm… The customers will look to the staff to know what to do. A calm face and attitude allows the customers to know that we have thought this through and are prepared for it.
Secondly; it is important for everyone’s safety that we all are accounted for in the case of an emergency. If it is safe to remain in the building, everyone is to meet as soon as possible in the main kitchen to receive further instruction. This is for two reasons. The first being that we need to make sure that everyone here is ok, and no one needs medical attention. The second is to assure that we are all on the same page as to what is to follow.
Third; we need to calm the customers down and control the situation. Before anyone leaves, we need to close the tabs and make sure it is safe to leave. The quick and calm closing needs to take place.
Important things to remember…
The irate customers are looking for a reason to start problems
•DO NOT ANTAGONIZE ANYONE
•ALLOW ANYONE TO USE THE BATHROOM
•IF YOU HAPPEN TO DISAGREE WITH ANY OF THE POLITICS, ANTICS OR LOOKS OF A CUSTOMER – KEEP IT TO YOURSELF.
Customers will not like overhearing the gossip and the more it is discussed, the more likely it is that someone will get angry and we do not want anyone angry.
•If there are any problems, get a manager immediately. No matter how small the problem with a customer or a protester happens to be we need to know immediately for the safety of all.
•Do not discuss any opinions or political views to anyone. You don’t know which ones are loony and which ones are not. Even if they profess similar attitudes, they may be baiting you to cause a problem.
Servers and Bartenders…
In the possibility of a power failure, do not hit send when you add to a check, hit print. This will send the order and provide you with an up to date bill to present if the computers go down.
If the computers go down the rules from above stand… Meet with a manager and we will provide you with bundles of guest checks with which to work. We will imprint credit cards on carbon copy sheets and record the security codes from the back of the card to ensure a transaction.
By keeping calm and informed any issue can be easier to resolve.
Additional Information
The following conditions warrant a report to a manager immediately:
•There is a personal injury to a customer or a team member
•There is an intoxicated or abusive customer
•There is property damage to Roland’s Seafood Grill and Iron Landing or a customer
•There is a request by a customer to speak to a manager
•There is a customer unable or unwilling to pay their bill
Acceptable forms of payment
•Cash
•Visa
•Mastercard
•American Express
•Travelers checks
•Discover
Gift Certificates
Reservations
Roland’s Seafood Grill and Iron Landing does not accept reservations. Politely inform guests that everyone is seated fairly according to arrival time and table availability.
Schedule Substitutions
Any team member wishing to change or switch a shift on the schedule must seek a manager’s approval before doing so. Altering the schedule in any way without consulting a manager may result in disciplinary action.
Daily Duties and Obligations
Posted departure times on a schedule are estimated and the MOD will determine the actual departure time for any team member working.
Closing
We hope that by reading this manual, you realize that the intent of the manual is to protect all team members and Roland’s Seafood Grill and Iron Landing. We work hard to provide a safe, clean and enjoyable work environment. We trust in your ability and dedication for the satisfaction of our guests. We are happy to welcome you as a member of Roland’s Seafood Grill and Iron Landing and thank you for your time reading over this manual.
Team Member Acknowledgement Form
The team member handbook describes important information about Roland’s Seafood Grill and Iron Landing, and I understand that I should consult management regarding any questions about employment at Roland’s Seafood Grill and Iron Landing not answered by the handbook. I have entered into my employment relationship with Roland’s Seafood Grill and Iron Landing voluntarily and acknowledge that there is no specified length of employment. Accordingly, either I or Roland’s Seafood Grill and Iron Landing can terminate the relationship at any time and with or without cause, if there is no violation of state, federal or local law.
Since the information, policies, and benefits described here are necessarily subject to change, I acknowledge that revisions to the handbook may occur, except to Roland’s Seafood Grill and Iron Landing’s policy of employment-at-will. All such changes will be communicated to me through official notices, and I understand that revised information may supersede, modify or eliminate existing policies. Only the Owner of Roland’s Seafood Grill and Iron Landing has the ability to adopt any revisions to the policies outlined in this handbook.
Furthermore, I acknowledge that this handbook is neither a contract of employment nor a legal document. I have received the handbook and understand that it is my responsibility to read and comply with the policies contained in this handbook and any revisions made to it.