Application No.: 21ENT-0065 CITY OF SANTA MONICA – CITY PLANNING DIVISION ALCOHOL EXEMPTION PERMIT APPLICATION (THIRD STREET PROMENADE AREA)
Applications must be submitted at the City Planning public counter, Room 111 at City Hall. City Hall is located at 1685 Main Street, Santa Monica, CA 90401. If you have any questions completing this application you may call City Planning at (310) 458-8341.
316 Santa Monica Blvd Beer & Wine PROJECT ADDRESS: ______ABC LICENSE TYPE: ___Type__ 41_
APPLICANT (Note: All correspondences will be sent to the contact person) Name: Michelle M. Cardiel Address: 2633 Lincoln Blvd #326 Zip: 90405 Phone: 310-913-8711 Email: [email protected]
CONTACT PERSON (if different) Name: Address: Zip: Phone: Email: Relation to Applicant:
PROPERTY OWNER Name: Debra Moini Address: 2328 27th Street Santa Monica Zip: 90405 Phone: Email:
I hereby certify that I am the owner of the subject property and that I have reviewed the subject application and authorize the applicant or applicant’s representative (contact person) to make decisions that may affect my property as it pertains to this application. GENERAL INFORMATION GENERAL
Debra Moini Property Owner’s Name (PRINT) Property Owner’s Signature / Date
Ash Shah
Operator’s Name (PRINT) Operator’s Signature / Date
This part completed by City staff: Received By: Scott Albright Is the Project Site Listed on the HRI? Yes X No Amount Paid: Date Received: 03/16/2021 $1,013.87
Assigned Planner: Date Approved:
PLANNING APPLICATION – SUBMITTAL REQUIREMENTS
Application Form
X One original application form. All the information requested on the application must be provided.
Project Plans
X One (1) full size (not to exceed 11"x 17") sets of plans of the following, as applicable:
1.Project plans must include: Seating and square footage chart showing*: Number of restaurant seats (separation of indoor and outdoor) Number of bar seats
Number of customer waiting seats Total number of seats Square footage of customer seating and dining areas Square footage of separate bar area Square footage of kitchen, storage, restrooms, office, and other support areas Total square footage* Number each individual seat on the plans If entertainment is proposed, floor plans must show area devoted to such uses and the hours of such use.
*Please see Page 6 for a sample seating chart to include on the plans.
SUBMITTAL REQUIREMENTS SUBMITTAL Supplemental Application Materials for Alcohol Application
X Proposed hours of operation and description of business operations.
X Copies of any previous approvals relating to food service and/or alcohol use at the site.
X Copy of any existing alcohol license(s) for the premises.
X Photographs of the interior and exterior of the premises.
PERMIT APPLICATION X Copy of proposed Alcohol Awareness Server Training Policies
X Copy of Security Plan, approved by the Santa Monica Police (see attached template).
X Copy of proposed Designated Driver Program.
Application Fees
X The payment of an application fee is required. Please see current list of fees in Room 111 of City Hall. A check payable to the City of Santa Monica or credit card will be required at the time of submittal of all planning permit applications to the Permit Coordinator.
Administrative Permit Application Page 2
CRITERIA AND CONDITIONS OF APPROVAL
I hereby certify that the restaurant, ______Trejos Tacos _, located at ______316 Santa Monica Blvd ____ will operate in compliance with Ordinance Number 2636 (CCS), and that I, ______Ash Shah the applicant, agree to the following criteria and conditions as part of the approval of the alcohol exemption permit, and that failure to comply with the criteria and conditions shall constitute grounds for potential revocation of the exemption approval:
Conditions of Approval Does the Premises Comply? 1. The permitted hours of alcoholic beverage service shall be 8:00 a.m. to 2:00 a.m. daily. X Yes No 2. From 8:00 am until at least 10:00 p.m., food service shall be available at all times when X Yes No alcohol is being served. 3. Sale of alcoholic beverages for consumption beyond the premises shall be permitted if X Yes No authorized by the premises’ California Alcoholic Beverage Control (“ABC”) license. 4. Window or other signage visible from the public right of-way that advertises beer or X Yes No alcohol shall not be permitted. 5. Except as may be permitted by a Temporary Use Permit issued in accordance with Santa Monica Municipal Code Chapter 9.44, Yes No Temporary Use Permits, alcohol shall not be X served in any disposable containers such as disposable plastic or paper cups. 6. The premises shall at all times conduct operations in a manner not detrimental to surrounding properties by reason of lights, 16 Yes No noise, activities or other actions. The operator X of the premises shall control noisy patrons leaving the premises.
Administrative Permit Application Page 3
Conditions of Approval Does the Premises Comply? 7. Liquor bottle service shall be prohibited. Wine and beer bottle service shall not be available to patrons unless food service is provided concurrent with the bottle service. For purposes of this paragraph, “bottle service” means the service of any full bottle of liquor, X Yes No wine, or beer of more than 375 ml, along with glass ware, mixers, garnishes, or other items used for the mixing of drinks, which patrons are able to then use to make their own drinks or pour their own wine or beer. 8. The premises shall not organize or participate in organized “pub-crawl” events where participants or customers prepurchase tickets X Yes No or tokens to be exchanged for alcoholic beverages at the premises. 9. Premises with amplified music shall be required to comply with Chapter 4.12, Noise, X Yes No of the Santa Monica Municipal Code. 10. Prior to occupancy, a security plan for the premises shall be submitted to the Chief of Police for review and approval. The plan shall X Yes No address both physical and operational security issues. 11. Prior to occupancy, the operator of the premises shall submit a plan for approval by the Director regarding employee alcohol awareness training programs and policies. The plan shall 17 outline a mandatory alcohol-awareness training program for all employees having contact with the public and shall state management’s policies addressing alcohol consumption and inebriation. The program shall require all employees having contact with the public to X Yes No complete an ABC-sponsored alcohol awareness training program within 90 days of the effective date of the exemption determination. In the case of new employees, the plan shall require all such new employees to attend an ABC-sponsored alcohol awareness training program within 90 days of hiring. In the event the ABC no longer sponsors an alcohol awareness training program, all employees having contact with the public shall complete an
Administrative Permit Application Page 4
Conditions of Approval Does the Premises Comply? alternative program approved by the Director. The operator of the premises shall provide the City with an annual report regarding compliance with this requirement. The operator of the premises shall be subject to any future Citywide alcohol awareness training program affecting similar establishments. 12. Within 30 days from the date of approval of this exemption, the applicant shall provide a X Yes No copy of the signed exemption to the local office of the ABC. 13. Prior to occupancy, the operator of the premises shall submit a plan describing the premises’ designated driver program, which shall be offered by the operator to the premises’ patrons. The plan shall specify X Yes No how the operator will inform patrons of the 18 program, such as by offering on the menu a free non-alcoholic drink for every party of two or more ordering alcoholic beverages. 14. Notices shall be prominently displayed urging patrons to leave the premises and neighborhood in a quiet, peaceful, and X Yes No orderly fashion and to not litter or block driveways in the neighborhood. 15. Employees of the premises shall walk a 100- foot radius from the premises at some point prior to 30 minutes after closing and shall X Yes No pick up and dispose of any discarded beverage containers and other trash left by patrons. 16. The exemption shall apply to approved and dated plans, a copy of which shall be maintained in the files of the City Planning Division. Project development shall be X Yes No consistent with such plans, except as otherwise specified in these conditions of approval. Minor amendments to the plans shall be subject to approval by the Director. 17. In the event of a conflict between the regulations of this Section and regulations issued by the ABC, the ABC regulations X Yes No shall control and be deemed to have modified contrary provisions of this Section.
Administrative Permit Application Page 5
APPLICANT NOTICE
This determination shall be effective for a period of two and a half (2 ½) years from its effective date, after which time, a new determination is required if relevant State Alcoholic Beverage Control permits have not been obtained or if alcohol service is not actively pursued.
Commencement of operations on the premises under this exemption shall constitute Owner’s and Operator’s acknowledgement and acceptance of all conditions contained herein and that failure to comply with any and all conditions shall constitute grounds for potential revocation of the exemption approval.
This part completed by City staff:
______5/4/2021______STAFF NAME Date Acting Zoning Administrator
Administrative Permit Application Page 6
SAMPLE SEATING CHART TO INCLUDE ON PLANS
Customer Seating Number of Indoor Seats Number of Outdoor Seats Number of Bar Seats Number of Customer Waiting Seats TOTAL NUMBER OF SEATS Restaurant Floor Area Indoor Seating Area (SF) Outdoor Seating Area (SF) Bar Seating Area (SF) Back of House Area (Kitchen, office, storage, etc) (SF) Support Area (Restrooms, waiting area, etc.) (SF) TOTAL FLOOR AREA (SF)
Administrative Permit Application Page 7
SAMPLE SECURITY PLAN
BUSINESS NAME ADDRESS TELEPHONE
DATE
Chief of Police Cynthia Renaud City of Santa Monica 333 Olympic Drive Santa Monica, CA 90401
RE: ADDRESS OF BUSINESS ALCOHOL EXEMPTION CASE NUMBER
Dear Chief Renaud:
In accordance with a proposed ownership change for an existing alcohol license we are submitting a security plan which addresses both physical and operational security issues for your review and approval. The following areas will be provided for in our operations:
PHYSICAL SECURITY A security system will be installed that will combine motion detectors, contacts at doors, hold up buttons strategically located, and an audio alarm to secure the premises. All doors and windows will be secured and locked at the end of business each day.
OPERATIONAL SECURITY Cash Control—Receipts will be deposited daily such that minimal cash will be maintained on the premises. Cash on the premises will be kept in a safe.
Outdoor Areas—The outdoor enclosed areas are constructed in a manner that does not readily allow ingress or egress other than via our normal entrances which are monitored by our staff.
We appreciate your review and approval of this security plan.
Sincerely,
______BUSINESS OPERATOR NAME
______BUSINESS OPERATOR SIGNATURE
Administrative Permit Application Page 8
Trejo’s Tacos, Cantina, Donuts & Catering New Hire Checklist INFORMATION Location Name: Employee First & Last Name: All forms must be completely filled out and signed. Scan and email all documents to [email protected] All forms must be kept inside Employee personnel file. Employee Information
Offer of Employment
Work Schedules Acknowledgement
W-4
I-9
Notice to Employee – Labor Code 2810.5/ Worker’s Compensation/Paid Sick Leave
Non-Disclosure & Confidentiality Agreement
Confirmation of Harassment Discrimination and Retaliation Prevention Policy
Prevention & Remedy of Sexual Harassment Training & Acknowledgment
Meal Break Waiver
Alcohol Service & Consumption Acknowledgement
Cash Handling & Security Information Acknowledgement
Employee Illness Reporting Agreement
Waiver of Insurance/Insurance Enrollment
Service Charge vs Gratuity
Manager & Employee Meal Discounts
Trejo’s California Consumer Privacy Act Notice
Covid-19 Acknowledgement
CCPA Temp Notice
Agreement to Use Personal Vehicles (Managers Only)
Direct Deposit Form (Managers Only)
Trejo’s TacosÓ 7/13/2020
Employee Information Form
Date of Hire: ______
Employee First & Last Name: ______
Birthdate: ______
Social Security Number: ______
Position: ______
Employee ID: ______
Home Address: ______
______
Cell Phone Number: ______
Email Address: ______
Emergency Contact Information
Emergency Contact Name: ______
Cell Phone Number: ______
Relationship to Employee: ______
Offer of Employment Welcome to Trejo’s Tacos. Please read this offer letter carefully as it contains important information about your employment with the Company, including certain conditions that you must agree to if you accept this offer of employment. 1. At-Will Employment. Trejo's personnel are employed on an at-will basis. Employment at-will means that the employment relationship may be terminated, with or without cause and with or without advance notice at any time by the employee or Trejo’s. Nothing in the Trejo’s employee handbook or any other Trejo’s correspondence, policy or statement shall limit the right to terminate at-will employment. No manager, supervisor, or employee of Trejo’s has any authority to enter into an agreement for employment for any specified period of time or to make an agreement for employment on other than at-will terms. Only the Owners of Trejo's have the authority to make any such agreement, which is binding only if it is in writing. Nothing in this at-will statement is intended to interfere with an employee's rights to communicate or work with others toward altering the terms and conditions of his or her employment.
2. Handbook Acknowledgement. You acknowledge and, understand that a copy of the Company’s Handbook is available at each location to review and a copy can be given to you at any time, upon request. The handbook contains important information regarding the Company’s rules and policies. You acknowledge that you are expected to read, understand, and adhere to Company rules and will familiarize yourself with the information in the Handbook. You understand that, except for the “Employment at Will” provision, the policies stated in the Handbook are general guidelines and that the Company may change, rescind or add to any policies, benefits or practices explained in the Handbook, in its sole and absolute discretion, with or without prior notice.
3. Drug & Alcohol Screening. You are prohibited from reporting to work with the presence of intoxicants in your body while working. Intoxicants include alcohol and mind-altering substances, including illegal drugs. If you suffer an on-the-job injury in which medical treatment is necessary beyond first-aid, you may be required to submit to drug and alcohol screening. If a test confirms the presence of 0.05% alcohol, or the presence of other intoxicants, illegal drugs or mind-altering substances in your body, you will be subject to termination of employment, subject to all applicable federal, state, and local laws. Your refusal to undergo any of these tests or examinations may also result in termination of your employment.
4. Confidential Information. You acknowledge and agree that the sale, unauthorized use, or disclosure of any confidential Company information constitutes “unfair competition,” which includes any information obtained by you during the course of your employment relating to ingredients, recipes and presentations, naming of menu items, all current products of the Company, any future or proposed products, services, business plans, methods of operation, past, present or future and any descriptions or features of any of the foregoing. “Confidential information” also includes customer lists/files, personnel files, computer records, financial/marketing data, process descriptions, policies and procedures, research plans, training materials and job aids. You promise and agree that you will not engage in any “unfair competition” with the Company, either during your employment with the Company or at any time thereafter. The Company may seek immediate injunctive relief for any breach of this agreement.
5. Non-Solicitation. For a period of one year after your employment with the Company ends, neither you nor any person, firm, or other legal entity affiliated with you, may solicit, either directly or indirectly, any employee of the Company to leave his or her employment. The Company may seek immediate injunctive relief for all breaches of this agreement.
6. Severability. If any provision of this offer letter is held invalid, the invalidity shall not affect other provisions of the offer letter which can be given effect without the invalid provisions and to this end the provisions of this offer letter are declared to be severable.
Your signature below acknowledges that you have been given sufficient time to read and understand the conditions of employment and will comply with these standards.
Employee’s Printed Name: ______
Employee’s Signature: ______
Location: ______
Date: ______Work Schedules Acknowledgement • Work schedules and honoring of schedule requests will be based, in part, on performance, productivity and business needs. • Schedules are generally posted by Friday morning for the following week. • Always check your schedule. Don't make assumptions about when you're working. • It is your responsibility to write down your schedule. Please refrain from calling in to check your schedule unless you have been scheduled off. • Last minute schedule changes may be necessary from time to time. Your cooperation with any such changes is both expected and appreciated. • Depending on the needs of the business, you may be asked to leave early or work longer than originally scheduled or will be required to assist a different location when business requires additional support.
Schedule Requests • Schedule requests cannot be guaranteed and will be considered based on a number of factors. The primary factor will be business need. Secondary factors will include employee performance and dependability, number of requests under consideration, and the amount of advance notice provided. • All schedule requests should be in writing (or via our scheduling tool) and given to the Manager as far in advance as possible (a minimum of one week in advance of when the schedule is posted). • As a privilege and convenience, employees who hold the same job may change shifts with prior written management approval, providing no overtime will result from the shift change.
Working Holidays & Weekends • All employees should be prepared to work holidays and weekends. A major portion of our business occurs during these peak periods and maximum staff support is needed in order to maintain our high standards of service. • Your Manager will be able to tell you what days, if any, your restaurant is closed. Although the Company does not offer premium pay for working on holidays, your Manager will try to keep work shifts as short as business allows.
Employee Name: ______
Employee Signature: ______
Date Signed: ______
Employment Eligibility Verification USCIS Department of Homeland Security Form I-9 OMB No. 1615-0047 U.S. Citizenship and Immigration Services Expires 10/31/2022
►START HERE: Read instructions carefully before completing this form. The instructions must be available, either in paper or electronically, during completion of this form. Employers are liable for errors in the completion of this form. ANTI-DISCRIMINATION NOTICE: It is illegal to discriminate against work-authorized individuals. Employers CANNOT specify which document(s) an employee may present to establish employment authorization and identity. The refusal to hire or continue to employ an individual because the documentation presented has a future expiration date may also constitute illegal discrimination. Section 1. Employee Information and Attestation (Employees must complete and sign Section 1 of Form I-9 no later than the first day of employment, but not before accepting a job offer.) Last Name (Family Name) First Name (Given Name) Middle Initial Other Last Names Used (if any)
Address (Street Number and Name) Apt. Number City or Town State ZIP Code
Date of Birth (mm/dd/yyyy) U.S. Social Security Number Employee's E-mail Address Employee's Telephone Number - -
I am aware that federal law provides for imprisonment and/or fines for false statements or use of false documents in connection with the completion of this form.
I attest, under penalty of perjury, that I am (check one of the following boxes):
1. A citizen of the United States
2. A noncitizen national of the United States (See instructions)
3. A lawful permanent resident (Alien Registration Number/USCIS Number):
4. An alien authorized to work until (expiration date, if applicable, mm/dd/yyyy): Some aliens may write "N/A" in the expiration date field. (See instructions) QR Code - Section 1 Aliens authorized to work must provide only one of the following document numbers to complete Form I-9: Do Not Write In This Space An Alien Registration Number/USCIS Number OR Form I-94 Admission Number OR Foreign Passport Number.
1. Alien Registration Number/USCIS Number: OR 2. Form I-94 Admission Number: OR 3. Foreign Passport Number: Country of Issuance:
Signature of Employee Today's Date (mm/dd/yyyy)
Preparer and/or Translator Certification (check one): I did not use a preparer or translator. A preparer(s) and/or translator(s) assisted the employee in completing Section 1. (Fields below must be completed and signed when preparers and/or translators assist an employee in completing Section 1.) I attest, under penalty of perjury, that I have assisted in the completion of Section 1 of this form and that to the best of my knowledge the information is true and correct. Signature of Preparer or Translator Today's Date (mm/dd/yyyy)
Last Name (Family Name) First Name (Given Name)
Address (Street Number and Name) City or Town State ZIP Code
Employer Completes Next Page
Form I-9 10/21/2019 Page 1 of 3 Employment Eligibility Verification USCIS Department of Homeland Security Form I-9 OMB No. 1615-0047 U.S. Citizenship and Immigration Services Expires 10/31/2022
Section 2. Employer or Authorized Representative Review and Verification (Employers or their authorized representative must complete and sign Section 2 within 3 business days of the employee's first day of employment. You must physically examine one document from List A OR a combination of one document from List B and one document from List C as listed on the "Lists of Acceptable Documents.") Last Name (Family Name) First Name (Given Name) M.I. Citizenship/Immigration Status Employee Info from Section 1
List A OR List B AND List C Identity and Employment Authorization Identity Employment Authorization Document Title Document Title Document Title
Issuing Authority Issuing Authority Issuing Authority
Document Number Document Number Document Number
Expiration Date (if any) (mm/dd/yyyy) Expiration Date (if any) (mm/dd/yyyy) Expiration Date (if any) (mm/dd/yyyy)
Document Title
QR Code - Sections 2 & 3 Issuing Authority Additional Information Do Not Write In This Space
Document Number
Expiration Date (if any) (mm/dd/yyyy)
Document Title
Issuing Authority
Document Number
Expiration Date (if any) (mm/dd/yyyy)
Certification: I attest, under penalty of perjury, that (1) I have examined the document(s) presented by the above-named employee, (2) the above-listed document(s) appear to be genuine and to relate to the employee named, and (3) to the best of my knowledge the employee is authorized to work in the United States. The employee's first day of employment (mm/dd/yyyy): (See instructions for exemptions)
Signature of Employer or Authorized Representative Today's Date (mm/dd/yyyy) Title of Employer or Authorized Representative
Last Name of Employer or Authorized Representative First Name of Employer or Authorized Representative Employer's Business or Organization Name
Employer's Business or Organization Address (Street Number and Name) City or Town State ZIP Code
Section 3. Reverification and Rehires (To be completed and signed by employer or authorized representative.) A. New Name (if applicable) B. Date of Rehire (if applicable) Last Name (Family Name) First Name (Given Name) Middle Initial Date (mm/dd/yyyy)
C. If the employee's previous grant of employment authorization has expired, provide the information for the document or receipt that establishes continuing employment authorization in the space provided below. Document Title Document Number Expiration Date (if any) (mm/dd/yyyy)
I attest, under penalty of perjury, that to the best of my knowledge, this employee is authorized to work in the United States, and if the employee presented document(s), the document(s) I have examined appear to be genuine and to relate to the individual. Signature of Employer or Authorized Representative Today's Date (mm/dd/yyyy) Name of Employer or Authorized Representative
Form I-9 10/21/2019 Page 2 of 3 LISTS OF ACCEPTABLE DOCUMENTS All documents must be UNEXPIRED
Employees may present one selection from List A or a combination of one selection from List B and one selection from List C.
LIST A LIST B LIST C Documents that Establish Documents that Establish Documents that Establish Both Identity and Identity Employment Authorization Employment Authorization OR AND
1. U.S. Passport or U.S. Passport Card 1. Driver's license or ID card issued by a 1. A Social Security Account Number State or outlying possession of the card, unless the card includes one of 2. Permanent Resident Card or Alien United States provided it contains a the following restrictions: Registration Receipt Card (Form I-551) photograph or information such as (1) NOT VALID FOR EMPLOYMENT name, date of birth, gender, height, eye 3. Foreign passport that contains a color, and address (2) VALID FOR WORK ONLY WITH temporary I-551 stamp or temporary INS AUTHORIZATION I-551 printed notation on a machine- 2. ID card issued by federal, state or local (3) VALID FOR WORK ONLY WITH readable immigrant visa government agencies or entities, DHS AUTHORIZATION provided it contains a photograph or 4. Employment Authorization Document information such as name, date of birth, 2. Certification of report of birth issued that contains a photograph (Form gender, height, eye color, and address by the Department of State (Forms I-766) DS-1350, FS-545, FS-240) 3. School ID card with a photograph 5. For a nonimmigrant alien authorized 3. Original or certified copy of birth to work for a specific employer 4. Voter's registration card certificate issued by a State, because of his or her status: county, municipal authority, or 5. U.S. Military card or draft record territory of the United States a. Foreign passport; and bearing an official seal b. Form I-94 or Form I-94A that has 6. Military dependent's ID card the following: 7. U.S. Coast Guard Merchant Mariner 4. Native American tribal document Card (1) The same name as the passport; 5. U.S. Citizen ID Card (Form I-197) and 8. Native American tribal document (2) An endorsement of the alien's 6. Identification Card for Use of nonimmigrant status as long as 9. Driver's license issued by a Canadian Resident Citizen in the United that period of endorsement has government authority States (Form I-179) not yet expired and the proposed employment is not in For persons under age 18 who are 7. Employment authorization conflict with any restrictions or unable to present a document document issued by the Department of Homeland Security limitations identified on the form. listed above: 6. Passport from the Federated States 10. School record or report card of Micronesia (FSM) or the Republic of the Marshall Islands (RMI) with 11. Clinic, doctor, or hospital record Form I-94 or Form I-94A indicating nonimmigrant admission under the 12. Day-care or nursery school record Compact of Free Association Between the United States and the FSM or RMI
Examples of many of these documents appear in the Handbook for Employers (M-274).
Refer to the instructions for more information about acceptable receipts.
Form I-9 10/21/2019 Page 3 of 3
NOTICE TO EMPLOYEE Labor Code section 2810.5
EMPLOYEE
Employee First & Last Name: ______Start Date:______
EMPLOYER Legal Name of Hiring Employer – Check One Box: □ LA BREA - G6 Concepts LLC □ HOLLYWOOD - 1556 Cahuenga Partners LLC □ WOODLAND HILLS - Trejos Cantina Woodland Hills LLC □ USC VILLAGE - Trejos Jefferson LLC □ DONUTS - 6775 Santa Monica Partners LLC □ TREJO’S CATERING LLC □ TREJOS TACOS FARMERS MARKET LLC □ TREJO’S TACOS WESTSIDE LLC Other Names Hiring Employer is “Doing Business As” – Check One Box: □ La Brea: Trejo’s Tacos □ Hollywood: Trejo’s Cantina □ Woodland Hills: Trejo’s Cantina-Woodland Hills □ USC Village: Trejo’s Tacos □ Coffee and Donuts: Trejo’s Coffee & Donuts □ Catering: Trejo’s Catering □ Farmers Market: Trejo’s Tacos Farmers Market □ Westside: Trejo’s Tacos Westside Physical Address of Hiring Employer’s Main Office – Check One Box: □ La Brea - 1048 South La Brea Ave, Los Angeles, CA 90019 □ Hollywood - 1556 N Cahuenga Blvd, Los Angeles, CA 90028 □ Woodland Hills - 21550 Oxnard St Suite 125, Woodland Hills, CA 91367 □ USC Village - 835 W Jefferson Blvd #1735, Los Angeles, CA 90089 □ Coffee & Donuts - 6785 Santa Monica Blvd, Los Angeles, CA 90038 □ Catering – 611 N Virgil Avenue, Los Angeles CA 90004 □ Farmers Market - 6333 W 3rd St #322, Los Angeles, CA 90036 □ Westside – 11419 Santa Monica Blvd, Los Angeles CA 90025 Hiring Employer’s Mailing Address Main Office: 631 N Larchmont Blvd #2, Los Angeles, CA 90004
WAGE INFORMATION
Rate(s) of Pay: ______Overtime Rate(s) of Pay: ______
Rate by (check box): □ Hour □ Shift □ Day □ Week □ Salary □ Piece rate □ Commission
Other (provide specifics): ______(If the employee has signed the acknowledgment of receipt below, it does not constitute a “voluntary written agreement” as required under the law between the employer and employee in order to credit any meals or lodging against the minimum wage. Any such voluntary written agreement must be evidenced by a separate document.) Regular Payday: Friday – Bi-Weekly
DLSE-NTE (Revised: 12-02-2019 WORKERS’ COMPENSATION Insurance Carrier’s Name: State Farm Address: PO Box 853925, Richardson TX 75085 Telephone Number: 855-264-2229 Policy Numbers – Check One Box: □ LA BREA - 92-EC-I150-2 □ Hollywood - 92-EQ-Y131-7 □ Woodland Hills - 92-EY-T978-8 □ USC Village - 92-EX-K939-3 □ Donuts & Coffee - 92-EV-D375-4 □ Trejo’s Catering - 92-ES-A746-2 □ Farmers Market – 92-GJ-D484-7 □ Westside – 92-GR-Q441-8 □ Self-Insured (Labor Code 3700) and Certificate Number for Consent to Self-Insure: ______
PAID SICK LEAVE Unless exempt, the employee identified on this notice is entitled to minimum requirements for paid sick leave under state law which provides that an employee: a. May accrue paid sick leave and may request and use up to 3 days or 24 hours of accrued paid sick leave per year; b. May not be terminated or retaliated against for using or requesting the use of accrued paid sick leave; and c. Has the right to file a complaint against an employer who retaliates or discriminates against an employee for 1. requesting or using accrued sick days; 2. attempting to exercise the right to use accrued paid sick days; 3. filing a complaint or alleging a violation of Article 1.5 section 245 et seq. of the California Labor Code; 4. cooperating in an investigation or prosecution of an alleged violation of this Article or opposing any policy or practice or act that is prohibited by Article 1.5 section 245 et seq. of the California Labor Code. The following applies to the employee identified on this notice: (Check one box) ü Accrues paid sick leave only pursuant to the minimum requirements stated in Labor Code §245 et seq. with no other employer policy providing additional or different terms for accrual and use of paid sick leave. □ Accrues paid sick leave pursuant to the employer’s policy which satisfies or exceeds the accrual, carryover, and use requirements of Labor Code 246. □ 3. Employer provides no less than 24 hours (or 3 days) of paid sick leave at the beginning of each 12-month period. □ 4. The employee is exempt from paid sick leave protection by Labor Code 245.5. (State exemption and specific subsection for exemption): ______
Acknowledgement of Receipt
______Name of Employer Name of Employee
______Signature of Employer Signature of Employee
The employee’s signature on this notice merely constitutes acknowledgement of receipt.
Labor Code section 2810.5(b) requires that the employer notify you in writing of any changes to the information set forth in this Notice within seven calendar days after the time of the changes, unless one of the following applies: (a) All changes are reflected on a timely wage statement furnished in accordance with Labor Code section 226; (b) Notice of all changes is provided in another writing required by law within seven days of the changes.
DLSE-NTE (Revised: 12-02-2019 Non-Disclosure Agreement
FOR GOOD AND VALUABLE CONSIDERATION, receipt of which is hereby acknowledged by Trejo’s Taco’s, Cantina and Donuts that the undersigned person hereby agrees and acknowledges:
That there may be disclosed to me certain Trejo’s trade secrets consisting but not limited to: technical information including methods, processes, formulae, compositions, systems, techniques, inventions, machines, computer programs and research projects, and business information including costumer lists, pricing data, sources of supply, financial data and marketing, production, or merchandising systems or plans.
I agree that I shall not during, or after interviewing with Trejo’s, disclose or divulge to others including future employers, any trade secrets, recipes, confidential information, or any other proprietary data of Trejo’s in violation of this agreement.
That upon the culmination of the interviewing process, should Trejo’s peruse different avenues: I shall return to Trejo’s all documents and property of Trejo’s, including but not necessarily limited to: Recipes, drawings, blueprints, reports, manuals, correspondence, customer lists, computer programs, and all other materials and copies thereof relating in any way to Trejo’s business, or in any way obtained by me during the course of employment.
I further agree that I shall not retain copies, notes or abstracts of the foregoing.
Trejo’s may notify any future or prospective employer or third party of the existence of this agreement, and shall be entitled to full injunctive relief, and any other legal remedies available for any breach.
This agreement shall be binding upon me and my personal representatives and successors in interest, and shall insure to the benefit of Trejo’s Cantina, its successors and assign.
Print Name: ______
Signature: ______
Date: ______
Prevention & Remedy of Sexual Harassment Study Guide & Acknowledgement
Revised: 11/13/2017 Preventing Sexual Harassment 1. Determine whether the following actions would be a violation of Company Policy and/or could be described as sexual harassment.
Circle Yes or No
• Yes or No - Two hourly employees dating. • Yes or No - One employee repeatedly asks a co-worker to go on a date after he/she has said no. • Yes or No - Suzie tells Jose she likes his new haircut. • Yes or No - A guest flips up the skirt of a server. • Yes or No - Two employees are in a small work area during a busy shift. One accidentally bumps into the other. • Yes or No - A group of employees are telling sexual jokes in the break-room. Everyone is laughing and no one seems to mind. • Yes or No - The cooks make sexual jokes and gestures with a vegetable. • Yes or No - Employees giving each other shoulder massages. • Yes or No - One employee is obviously upset as a result of some bad news she’s just received. A co-worker and friend gives her a hug. • Yes or No - John and Mary had been dating. John tells Mary he wants to end the relationship. Mary starts rumors about John to “get even.” • Yes or No - A manager promises an employee a better schedule if he goes out with her. • Yes or No - An employee makes kissing sounds and whistles when he sees a co-worker.
2. Whose responsibility is it to recognize and report sexual harassment? A) Employees B) Managers C) Everyone
3. Sexual harassment can occur in which of the following? A) Male to female and female to male B) Male to male and female to female C) All of the above 4. When you feel uncomfortable with sexual joking or unwanted advances from a coworker, you should... A) Pretend like it’s no big deal and hope that it stops B) Tell him/her to stop and inform a manager if the behavior continues C) Complain to your friends
5. When you realize you have done or said something that makes another employee feel uncomfortable, you should... A) Walk away and pretend not to notice B) Continue joking with the employee C) Stop the behavior immediately and apologize
6. When a guest says or does something that you feel is inappropriate, you should... A) Ignore it and assume the guest is always right B) Hope it doesn’t happen again C) Remain professional and tell a manager
7. If you want to complain about inappropriate behavior in the restaurant and you don’t feel comfortable going to your manager, you should... A) Remain silent and not make any waves B) Figure that it’s never going to change and just put up with it C) Call the Director of Operations and/or the Human Resources department or tell any Manager in the chain of command, without fear of retaliation.
8. An employee or manager, who engages in inappropriate behaviors of a sexual nature, if substantiated in an investigation, will be subject to disciplinary action up to and including discharge. a) True b) False Procedures for Handling Sexual Harassment Incidents and Complaints
Step 1:
Tell the person to stop the behavior that you feel is inappropriate. Many times, when a person realizes that they have done something that offends someone else, they will stop the inappropriate behavior. If the problem involves a guest or vendor, notify the manager or Human Resources department as indicated below.
Step 2:
If the problem continues or is serious, report it to the manager on duty immediately. If you feel uncomfortable going to the manager on duty, go to any supervisor in the chain of command (General Manager, Director of Operations, HR Director, etc.)
Sexual Harassment Training Acknowledgement
Trejo’s is committed to providing a work environment for its employees that is safe and comfortable and free from any kind of sexual harassment.
A signed copy of this acknowledgement is required to be kept in every employee’s personnel file.
I have received training on what sexual harassment is and how to prevent it.
• I have received training on procedures for reporting sexual harassment incidents and complaints. • I understand what sexual harassment is, how to prevent it, and what to do if I experience or observe sexual harassment while working in the restaurant.
Employee Name: ______
Employee Signature: ______
Date Signed: ______Trejo’s Non-Exempt Employee Short Day Meal Period Waiver Form
I understand that:
• When I work more than five (5) hours in a workday, the Company must provide me with a 30 minute, unpaid, uninterrupted meal period, which must start before the conclusion of the fifth hour of work.
• I am permitted to waive that 30 minute, unpaid, uninterrupted meal period on days when six (6) or fewer hours will complete the day’s work.
• I understand that by signing this Short Day Meal Period Waiver Form I am giving up my right to a meal period whenever I work a shift that is more than five (5) hours but not more than six (6) hours. This Form will remain in effect until I revoke it in writing as indicated below.
• As long as this Short Day Meal Period Waiver Form remains in effect, when I work more than five (5) hours but not more than six (6) hours in a work day, I may remain clocked in through my entire workday.
By signing below, I am telling the Company that I choose to give up my unpaid meal period and to remain on the clock for the entire day when six (6) or fewer hours will complete the day’s work. I may revoke this waiver at any time by providing a signed written note to my General Manager stating that I wish to revoke it. Thereafter, if I choose to waive my meals in the future, I will need to complete another Short Day Meal Period Waiver Form.
______Employee Name (Print) Date
______Employee Signature Date
______Supervisor/Manager Name (Print) Date
______Supervisor/Manager Signature Date
Alcohol Service & Consumption Acknowledgement
All employees must uphold state laws regulating the sale and service of alcoholic beverages. Failure to follow the law may result in the restaurant losing its liquor license and the server and/or bartender being arrested. In addition, an employee who violates any law will be subject to termination. Accordingly, and in the interest of our guests’ well-being and the safety of the general public, the Company follows these operational procedures when selling and serving all wines, beers, and spirits:
1. NO alcoholic beverages will be sold or given to a minor at any time. 2. All guests who order an alcoholic beverage and look under 35 years of age will be required to present a valid identification. State regulations regarding acceptable forms of identification will be followed. Birth certificates, temporary driver’s licenses, college cards and employment ID’s are not acceptable. 3. Before starting your shift, calculate the minimum date that needs to appear on the ID (exactly 21 years ago). Miscalculation of the birthday is no excuse for serving minors. Verify that the I.D. states that the guest is of legal age. A guest may show you an I.D. when they are underage with the hope that you will not read or calculate the date correctly. WHEN IN DOUBT ABOUT AN ID, CHECK WITH THE MANAGER. 4. Never serve a cocktail to a guest that is not present at the table or bar. 5. Never allow a minor to drink from someone else’s glass. 6. You are responsible for the cocktails at your assigned tables even if they were purchased from another server or from the bar. 7. Patrons must be carded on EACH visit to the restaurant, even in the event that the patron has been carded in the past. 8. No doubles or ‘back up’ drinks will be sold, even at last call. 9. No alcoholic beverages will be served to anyone who exhibits any sign of intoxication. 10. The Company is committed to not permitting an intoxicated guest to leave our restaurants with the intention of driving. When a guest is refused service, management will help the guest find alternative means of transportation. 11. No alcoholic beverages are to be sold, served, or consumed after the restaurant has closed. 12. No employee is to consume alcoholic beverages while working. 13. All front of the house team members will review and strictly follow procedures governing the service of alcohol as provided for in our training manuals and employee handbook, including the “Drug and Alcohol” and “Employee Conduct as Guest” policies.
By signing this notice, I acknowledge that I have read and understand the Company’s expectations regarding the sale, service, and consumption of Alcoholic Beverages. I understand that if I fail to follow these rules and guidelines, I will face disciplinary action up to and including termination.
Your signature below acknowledges that you have been given sufficient time to read and understand the conditions of employment above and that you agree to comply with these standards.
Print First & Last Name: ______
Employee Signature: ______
Date: ______Location: ______Cash Handling & Security Information Acknowledgement
The Company has specific procedures for cash handling, credit card transactions, and information security. We ensure conformity with these procedures by providing training to new employees and periodic reminders and remedial training as necessary to current employees. All personnel are expected to meet the letter and spirit of these procedures as a condition of employment. Key procedures include the following:
Employee Clock-IN ID Numbers: All employees will be issued an “employee ID number” for the point of sale (POS) system, which is used for all POS transactions and time record entries. Employees will be responsible for all transactions processed with their ID number. Never give your POS ID number to a co-worker.
Food and Drink Orders: All food and drink orders must be rung into the POS system and will require a “chit” or receipt before orders will be made. No verbal orders from hourly employees are permitted, except for meals consumed by the following “on-duty” employees: Managers and kitchen employees.
Cash Drops: All employees should periodically make cash drops with the manager when they have approximately $400. (Bartenders $400 over their bank). This will minimize exposure to theft or robbery.
Gift Cards/Gift Certificates or Coupons: No employee is permitted to have Gift Cards, Gift Certificates or Coupons (signed or unsigned) in their possession, give to a guest, or bring into the restaurant. When a guest presents to the server, the Gift Certificates/Gift Cards or Coupons are to remain on the table and the manager is to be notified. The manager will pick up at the table, discount the check, and present it to the guest.
Tips and Gratuities: Generally, 18% gratuities are added only to parties of 8 or more and can only be added by the manager on duty. In no case will a gratuity be added to a party of less than eight, even if the original reservation was over eight. Gratuities added to a guest check require specific management approval in advance of presenting the check to the guest. This will ensure that the check that is presented to the guest shows that the gratuity has been added and is reflected in the total. If a guest pays with a credit card, the server is to write the word “included” on the tip line of the credit card voucher before it is returned to the guest for signature.
Manual Entry of Credit Cards: Only when the magnetic strip on the credit card is not working will it be entered manually. If it still cannot be authorized, a different card or means of payment is to be politely and diplomatically requested from the guest. If the guest has no other means of payment, the credit card should be imprinted on a manual charge voucher (or handwritten if the imprint is not legible). All other cardholder information is to be destroyed.
Guest Calculation Errors on Credit Card Vouchers: If a guest makes a calculation error, give the voucher to the manager on duty to correct and approve for processing. Similarly, if the guest forgets to write in the total, give it to the manager on duty. The guest’s original tip and total should never be altered.
Tendering Transactions in the Dining Room, at the Conclusion of the Meal:
Cash: The check is presented, and cash is collected at the end of the meal. Change is made out of the guests’ view. Change and the receipt are quickly returned to the Guest and the check is to be closed immediately. Credit Card: The check is presented, and a credit card or other form of non-cash payment is collected. The credit card or other form of non-cash payment will be authorized through the POS system. The card is then quickly returned to the Guest and the voucher is signed and totaled. Receipt and Guest’s copy of the voucher is issued to the Guest and the check is closed within two minutes.
Tendering Beverage Transactions in the Cantina by the Server:
At the time of taking the order, ask if the guest will be paying with cash or credit card.
Cash: Order drinks and simultaneously close the check on the POS system. Deliver drinks, along with the closed check receipt. Collect cash owed and give change.
Credit Card: The check is presented, and a credit card or other form of non-cash payment is collected. Ask guests if they would like to run a tab. If they are running a tab, please see “Running a Tab in the Cantina”. If no tab is requested, the credit card or other form of non-cash payment is authorized through the POS system. The card is then returned to the Guest and the voucher is signed and totaled. Receipt and Guest’s copy of the voucher is issued to the Guest and the check is closed.
Food Transactions: If a guest orders food in the Cantina, handle like a Dining Room transaction (see above).
Tendering Beverage Transactions in the Cantina by the Bartender:
After serving the beverage to the guest, the first move by the bartender should be to ring the sale into the POS register within 1-2 minutes, quote the amount due and present the receipt to the guest.
NOTE: New orders are not to be started until the previous orders have been rung.
Cash: Immediately collect money due, close the check, and return the “closed check receipt” with any change that is due. (Do not assume the change is a tip.)
Credit Card: The check is presented, and a credit card or other form of non-cash payment is collected. Ask guests if they would like to run a tab. If they are running a tab, please see “Running a Tab in the Cantina”. If no tab is requested the credit card or other form of non-cash payment is authorized through the POS system. The card is then returned to the Guest and the voucher is signed and totaled. Receipt and Guest’s copy of the voucher is issued to the Guest and the check is closed.
Food Transactions: If a guest orders food in the Cantina, handle like a Dining Room transaction (see above).
Running a Tab in the Cantina:
When a guest requests to “run a tab,” the following sequence must be followed:
1. When the guest requests to run a tab, you must politely ask for a credit card. 2. The sale must be rung on the POS register immediately. The credit card is to be “swiped” and authorized. The card is then returned to the guest. It is not our practice to hold credit cards. 3. Let the guest know that their tab is open. 4. Bartender: If the guest is sitting at the bar, you must place the tab receipt(s) in a holder (or the guest check) in front of them. If the guest is not seated at the bar, place the tab (or check) on the back bar in a holder. Server: Hold onto the receipts until the guests request to close out their tab. 5. Bartender: IMMEDIATELY, after each drink(s) is served, it must be rung into the POS register, onto the Guest’s tab, within 1 minute and the updated tab receipt returned as required in #4 above. Server: Ring drinks in as they are ordered. Print a new receipt as required in #4 above. 6. When the guest requests to close the tab; NEVER assume that they will pay with a credit card – always ask if they would like to pay with the credit card or cash. 7. Always thank the guest by name: “Thank you Mr./ Mrs./ Ms. Jones and please come again.” 8. Always give a receipt. 9. Close the check within two minutes of collecting the signed voucher from the guest.
[Exceptions to this standard will occasionally be made for “regulars” but must be approved on an individual basis in advance by the manager. Otherwise, cash tabs are not permitted.]
Bartender Procedures:
The bar register drawer is to be kept closed when not in use and the register display is to be kept unobstructed and lighted at all times. The bartender is not to permit any coworker (excluding management) access to the cash drawer. “Spills” or drinks made by mistake are to be either resold immediately (within 30 seconds) or thrown away—do not hold behind the bar or in the service station. Bartender’s drawers will be subject to cash audits. Excessive variances will result in disciplinary action, including termination.
Bartender Procedures Continued:
Promo Privileges: Only managers are permitted to provide a drink to a guest free of charge. In such a case, the drink must be rung into the POS register according to the procedures herein and then the manager will discount the check. Bartenders are not permitted to give away complimentary drinks at any time.
Tip Jar Procedures: Bartenders are required to use the Super Globe for all cash tips. It must be placed a minimum of three feet away from the register. No money may be removed from the tip jar during the shift (while the cash drawer is in the register) or for any reason (making change, counting tips, etc.). Additionally, no money may be placed in or removed from the employee’s pocket during the shift.
Discounts and Voids:
All adjustments to sales are to be made by managers only. The following procedures are particularly important to keep in mind.
• Any food or beverage item that has been prepared but needs to be deleted from a guest check should be discounted, not voided, by the manager. • Voids are to be completed as soon as possible but no more than 15 minutes after the guest has left. • Promos and Discounts must be properly identified and processed on the POS system. For example, we have specific discounts set up for Danny, Executive Team (Ash & Jeff), Police, Military, etc., and each has its own key. • Managers are required to write an explanation on the Micros Check for all discounts involving Guest Relations, Guest Complaints, and Open $ Discounts.
Cash Out Procedures:
Servers and bartenders are expected to consistently follow company procedures for cashing out at the end of their shift. In addition, we would like to emphasize the following:
• Bartenders are required to count their own drawer, with the manager present. • Bartenders are never to be given their closing report prior to first counting their drawer. • Ensure that all credit card vouchers are stapled to the Micros check and turned in. • Arrange credit card vouchers by credit card type and in the order they appear on the Daily Detail Report. • NO cash receipts, banquet deposits, or credit card transactions/information may be removed from the premises. • NO personal checks cashed (checks will be accepted from a guest only and only when they have no other form of payment). • NO payroll checks cashed. • NO credit card fraud will be tolerated. Any evidence of fraud, including but not limited to the alteration of a tip, credit card advances, and/or involvement in the falsification or theft of credit card information will result in termination of employment. • NO coupons (signed or unsigned) may be in the possession of an hourly employee at any time. • NO hourly team member is permitted to pay for “walk-outs,” breakage, or bartender cash shortages. • NEVER change the tip or total on a credit card voucher that has been written by the guest. If a guest makes a calculation error, give the voucher to the manager on duty to correct and approve for processing. Similarly, if the guest forgets to write in the total, give it to the manager on duty.
Information Security:
It is the responsibility of all employees to protect confidential information that this stored electronically, including but not limited to credit card information. Therefore, any employee who becomes aware of possible violation of the company’s cash handling or credit card procedures is required to notify any person in the chain of command or the Human Resources Department. Issues brought to the company’s attention will be handled discreetly and the company will protect employees from any possible retaliation. Specific precautions to protect information include the following:
• No unauthorized person(s) will be allowed to enter any secured areas of restaurants or offices. • Point of Sale (POS) Back office equipment must be kept in a secure room and access is restricted to authorized personnel only. • Only computer equipment issued and approved by corporate may be connected to the company network and POS equipment. • No non-approved software may be loaded onto any POS, laptop, or desktop computer. • Internet access is strictly limited to company approved sites. Any attempt to circumvent the Company’s security protocols is prohibited. • User IDs and passwords are to be kept confidential and never shared with another person. • Employees are to always log-in and out whenever using company systems. • When an employee is discharged, the user account and password will be revoked immediately.
Credit Card Security:
The Company takes many precautions to maintain the confidentiality of credit card information and all employees play a key role in this effort. Any employee who suspects that a co-worker may be misusing credit card information or otherwise violating company policies is to notify Director of Operations or HR immediately, without the fear of retaliation.
• Credit card holder information may only be used to process current transactions. The information may not be written down, copied, emailed, faxed or otherwise retained or communicated except as defined herein. Guests calling about a transaction are to be referred to the manager. • Telephone Transactions: Occasionally, cardholder information may be provided over the phone (Event Deposit). Once the credit card information has been processed and authorized by the carrier, the cardholder information must be destroyed. • Manual Processing: Occasionally credit cards may not be able to be processed automatically due to a system problem. In such cases, the manager must be notified so manual processing can be approved. The credit card should be imprinted on a manual charge voucher (or handwritten if the imprint is not legible). All other cardholder information is to be destroyed. • Credit Cards left by guests in restaurants are to be kept in the safe for no more than 48 hours. If the guest does not claim the credit card within this period, the manager is to destroy it by cutting it up.
Acknowledgement:
I have read and understand the cash handling and information security procedures herein. I understand that failure to comply with these procedures will lead to disciplinary action, which could include termination of my employment.
Your signature below acknowledges that you have been given sufficient time to read/understand this acknowledgement.
Print First & Last Name: ______
Employee Signature: ______
Location: ______
Date: ______
Employee Illness Reporting Agreement
Trejo’s Tacos is committed to the safety of our guests and employees. Restaurant safety starts with good food preparation and handing practices. We actively take precautions to prevent the transmission of diseases through food by infected employees. Illnesses due to infectious diseases (Salmonella Typhi, Shigella spp., Shiga toxin-producing Escherichia Coli, Hepatitis A Virus, Tuberculosis, Norovirus, Avian Influenza (Bird Flu), and others) are airborne and can cause serious health-related illnesses in our guests and employees.
Therefore, in an effort to protect your co-workers and guests, the Company requires you to immediately notify your manager if you experience any of the following symptoms or conditions:
• Diarrhea • Fever, cough, sore throat, and/or muscle aches • Vomiting • Jaundice (yellowing of the skin) • Eye infections, pneumonia, severe respiratory diseases • Lesions containing pus on the hand, wrist or an exposed body part • Whenever diagnosed as being ill with Typhoid Fever (Salmonella Typhi), Shigellosis (Shigella spp.), Shiga toxin-producing Escherichia Coli infection (Escherichia Coli 0157:H7), Hepatitis A Virus, Norovirus, or Avian Influenza (Bird Flu). • Exposure or suspicion of causing any confirmed outbreak of typhoid fever, shigellosis, Shiga toxin- producing Escherichia coli infection, Hepatitis A, Norovirus, or Avian Influenza (Bird Flu). • A household member diagnosed with thyroid fever, shigellosis, illness due to Shiga toxin- producing Escherichia coli infection, Hepatitis A, Norovirus or Avian Influenza (Bird Flu). • A household member attending or working in a setting experiencing a confirmed outbreak of thyroid fever, shigellosis, Shiga toxin-producing Escherichia coli infection, Hepatitis A, Norovirus or Avian Influenza (Bird Flu).
ACKNOWLEDGEMENT: I have read and discussed this agreement with my manager and understand that I am responsible for the following:
1. Immediately reporting any of the conditions specified above, including symptoms, diagnosis and other potential high-risk situations. 2. Following good hygiene practices including proper hand-washing procedures as instructed by the company.
I understand that I am not to work when experiencing any of the symptoms or conditions described herein and that I am expected to follow company procedures for providing advance notice of expected absence.
I have read and understand the above procedures. I understand that failure to comply with these procedures will lead to disciplinary action, which could include termination of my employment.
Print Employee First & Last Name: ______
Employee Signature: ______Date: ______WAIVER OF HEALTH COVERAGE
I acknowledge receipt of Trejo’s Employer Sponsored Health Insurance Company Policy.
I further acknowledge that Trejo’s offers a United Health Care HMO plan to all full time (30 hours per week or more) employees and dependents. If I choose to enroll, coverage will become effective the first of the month following 60 days of employment. The exact plan details will be provided to those interested in enrollment, through the location manager.
I hereby acknowledge that once I meet the the eligibility requirements, I will be offered the opportunity to enroll in health coverage offered by Trejo’s.
However, I hereby decline or waive coverage. I acknowledge that by waiving coverage for myself, I may not cover dependents under the Trejo’s plan.
Note that if you waive coverage considered affordable and minimum essential under the Patient Protection and Affordable Care Act (ACA), you will not qualify for government credits and subsidies to purchase individual health insurance on the Marketplace.
The decision to waive coverage has consequences for you. For example:
• If you waive this coverage and do not obtain coverage on your own, you will be subject to a penalty under the individual responsibility requirement of the ACA. • If you waive coverage, you cannot enroll in Trejo’s health plan until the next open enrollment, unless you experience a qualified change in status. Examples include if you are covered under another plan but that coverage is lost, or if you gain a new dependent through birth, adoption, or marriage. However, you must request to enroll in your plan within 30 days of the qualified change in status. If you miss the 30-day enrollment deadline, you must wait until open enrollment.
I acknowledge that Trejo’s has offered me affordable minimum essential coverage, as defined under the ACA. I have read the above and I understand the consequences of my waiver of coverage.
______
First & Last Name of Employee
______
Signature of Employee Date
** If you do not wish to waive coverage and wish to enroll in the Trejo’s plan, please complete the next page and submit with your New Hire Packet. **
ONLY COMPLETE THE ENROLLMENT FORM ON THE NEXT PAGE IF YOU WISH TO ENROLL IN HEALTH INSURANCE AFTER 60 DAYS OF FULL TIME EMPLOYMENT. Trejo’s Tacos Service Charge vs Gratuity (Tips) Policy Catering Events
Trejo’s Tacos Service Charge vs Gratuity Policy
Trejo’s Tacos policy for all Catering events, without a gratuity fee (i.e. non-tipped events) which may have a Service Charge fee, is to, at our discretion, pay employees their hourly minimum wage (varies per employee) + an additional amount in “service fees” to generate approximately $20/hourly in pay. For example, if an employee/s rate of pay is $14.25/hour and they are working a private catering event where a gratuity is not part of the invoice or bill, service charge fees from the event will be distributed, at Trejo’s discretion, and the employee working will receive approximately an additional $5.75 in compensation.
This policy does not cover “drop offs” catering orders which will be reviewed on a case by case basis.
This policy is subject to change without notification. Distribution of service fees to employees is at our discretion and we have no obligation to distribute any portion of service fees to employees.
ACKNOWLEDGMENT OF RECEIPT
I, hereby acknowledge that I ______received a copy of:
1. Trejo’s Tacos Service Charge vs Gratuity Policy
I have received the requirements for Service Charges vs Gratuity policies and understand that the materials I received may be revised or updated from time to time.
______Print Name
______Signature Date Manager & Employee Meal Discounts
Field Management, Shift Leads & Corporate Staff: The Company encourages its Managers and hourly employees to relax and have a balanced meal during their workday. On duty restaurant Managers and Shift Leads are provided up to one free meal while working each day (restrictions apply). This should be viewed as both a privilege and responsibility, as it gives Managers a chance to learn flavor profiles, check recipe compliance, and plate presentations. Restaurant Manager meals must be rung in and closed to “Manager Meal” discount immediately after ordering.
Field Hourly: When an hourly employee eats at any company owned restaurant as a regular guest, the employee and family and friends (up to six people), will receive a 30% discount on all food and non-alcoholic beverages (not including Aguas Frescas) served in the restaurant. Discounts for parties of more than six (6) require the pre-approval of the individual Restaurant Manager. The 30% off discount is not available in conjunction with any promotional pricing including Taco Tuesday and Happy Hour.
BOH on-duty employees will receive a free shift meal. All FOH hourly employees will receive 50% off food and non- alcoholic beverages (not including Aguas Frescas) during their breaks. The 50% off discount is only for the employee and not to take out or for “others” after their shift.
Meals are to be prepared by someone other than the employee and rung in the POS with a member of management applying the discount.
Exceptions to the Above Referenced Meal Policies – Not Free – Discounted at 50% - BOH & Shift Leads: • Steak • Shrimp • Baja Fish or Salmon • Guacamole • Bottled Drinks – Jarritos, Mexican Coke, Aguas Frecas
After Work Drinks: Employees may only consume two (2) drinks if desired after a working shift. Alcohol is not to be discounted and to be paid in full. Employee may not sit at the bar top and cannot ring in their own drinks. Drinks must be consumed in the dining room and ordered through a server. Employee must be out of uniform and clocked out.
ACKNOWLEDGMENT OF RECEIPT
I, hereby acknowledge that I ______received a copy of: Trejo’s Manager & Employee Meal Discount Policy
I have received the requirements for Trejo’s Manager & Employee Meal Policy and understand that the materials I received may be revised or updated from time to time.
______
Print Name
______
Signature Date Trejo’s California Consumer Privacy Act Notice We collect information that identifies, relates to, describes, references, is capable of being associated with, or could reasonably be linked, directly or indirectly, with a particular consumer or household (“personal information”). We have collected the following categories of personal information from consumers and/or employees within the last twelve (12) months:
Category Examples of Data Collected
A real name, Internet Protocol address, email address, or A. Identifiers. Yes other similar identifiers.
A name, signature, Social Security number, physical characteristics or description, address, telephone number, B. Personal passport number, driver’s license or state identification information card number, insurance policy number, education, categories listed in employment, employment history, bank account number, the California YES credit card number, debit card number, or any other Customer Records financial information, medical information, or health statute (Cal. Civ. Code insurance information. Some personal information § 1798.80(e)). included in this category may overlap with other categories.
C. Protected Age, race, citizenship, marital status, medical condition, classification physical or mental disability, sex (including gender, gender characteristics under YES identity, gender expression, pregnancy or childbirth and California or federal related medical conditions), veteran or military status. law.
Records of personal property, products or services D. Commercial purchased, obtained, or considered, or other purchasing or NO information. consuming histories or tendencies.
Genetic, physiological, behavioral, and biological characteristics, or activity patterns used to extract a E. Biometric template or other identifier or identifying information, NO information. such as, fingerprints, faceprints, and voiceprints, iris or retina scans, keystroke, gait, or other physical patterns, and sleep, health, or exercise data. F. Internet or other Browsing history, search history, information on a similar network consumer's interaction with a website, application, or NO activity. advertisement.
G. Geolocation data. Physical location or movements. NO
Audio, electronic, visual, thermal, olfactory, or similar H. Sensory data. NO information.
I. Professional or employment-related Current or past job history or performance evaluations. YES information.
J. Non-public education information Education records directly related to a student maintained (per the Family by an educational institution or party acting on its behalf, Educational Rights such as grades, transcripts, class lists, student schedules, NO and Privacy Act (20 student identification codes, student financial information, U.S.C. Section 1232g, or student disciplinary records. 34 C.F.R. Part 99)).
K. Inferences drawn Profile reflecting a person's preferences, characteristics, from other personal psychological trends, predispositions, behavior, attitudes, NO information. intelligence, abilities, and aptitudes.
ACKNOWLEDGMENT OF RECEIPT
I, hereby acknowledge that I ______received a copy of:
1. Trejo’s California Consumer Privacy Act Notice
I have received the requirements for Trejo’s California Consumer Privacy Act Notice and understand that the materials I received may be revised or updated from time to time.
______Print Name
______Signature Date Covid-19 Acknowledgement - Reminders & Guidance
• Stay home if you are sick, except to get medical care. • Inform you supervisor if you have a sick family member at home with COVID-19. • Wash your hands often with soap and water for at least 20 seconds. • Key times for employees to clean their hands include: o Before and after work shifts o Before and after work breaks o After blowing their nose, coughing, or sneezing o After using the restroom o Before eating or preparing food o After putting on, touching, or removing cloth face coverings • Avoid touching your eyes, nose, and mouth with unwashed hands. • Cover your mouth and nose with a tissue when you cough or sneeze or use the inside of your elbow. Throw used tissues into no-touch trash cans and immediately wash hands with soap and water for at least 20 seconds. • Wear a face covering at all times while at work. • Face coverings should be washed after each shift. • If you have any questions about how to limit the spread of COVID 19, you should contact Karla Moreno or Hugo Escobedo.
ACKNOWLEDGMENT OF RECEIPT
I, hereby acknowledge that I ______received a copy of: Covid-19 – Reminders & Guidance
I have received the requirements for Covid-19 Reminders and Guidance Policy and understand that the materials I received may be revised or updated from time to time.
______
Print Name
______
Signature Date
NOTICE PURSUANT TO THE CALIFORNIA CONSUMER PRIVACY ACT (CCPA)
To reduce the risk of spreading the COVID-19 virus in and through the workplace and protect our employees and guests, Trejo’s Tacos/Donuts is implementing procedures for measuring the temperature of all employees working at a Trejo’s facility and inquiring and observing whether any employee working at a Trejo’s facility has any symptoms of COVID-19 or related illness. Any employee whose temperature is measured to indicate a fever, who reports having or is observed to have any such symptoms, or who has recently been in contact with symptomatic individuals will not be permitted to remain or enter a Trejo’s facility.
Pursuant to the CCPA, we are notifying you that we are collecting the following category of Personal Information: Medical and health information, specifically your body temperature and whether you have or display certain symptoms such as fatigue, cough, sneezing, aches and pains, runny or stuffy nose, sore throat, diarrhea, headaches, or shortness of breath, whether you have recently been in close contact with anyone who has exhibited any of these symptoms, whether you have recently been in contact with anyone who has tested positive for COVID-19, and whether you have recently traveled to a restricted area that is under a Level 2, 3, or 4 Travel Advisory according to the U.S. State Department (including China, Italy, Iran, and most of Europe).
Trejo’s will maintain this information under conditions of confidentiality. We are collecting this information for purposes of reducing the risk of spreading the COVID-19 virus in and through the workplace and protecting our employees and guests.
By signing below, I acknowledge and confirm that I have received and read and understand this disclosure.
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Signature Date
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Print Your Full Name Agreement to Use Personal Vehicle On Company Business
This agreement will assist all Trejo’s Tacos (“company”) in maintaining a successful relationship with our customers, employees, and the general public by expressly stating the nature and scope of all employee’s obligations while using their personal vehicle to conduct company business. This Agreement also operates to provide express limits to circumstances under which an employee has the company’s consent and permission to act as the company’s agent/employee while operating a motor vehicle for company business. This vehicle policy will cover all employees who operate a personal vehicle and use that vehicle for company business. Employees are required to read this agreement to ensure proper knowledge of these policies.
I acknowledge and agree to use my personal vehicle for business purposes. As a condition to the scope of my employment, I affirm that I meet and will continue to meet the following requirements:
1. I have a valid, non-expired driver’s license in good standing, issued by the state in which I live. I also agree to have my driving record confirmed through the state motor vehicle system annually. 2. I will immediately report to my direct supervisor and to the Director of Operations and Human Resources any change in status of my driving record (e.g.; citations, accidents, suspensions, revocations, or court orders.) 3. I agree to immediately notify my supervisor and stop all business-related driving if my license becomes restricted, suspended, or revoked or if my insurance is terminated and not replaced by comparable coverage that meets the minimums stated in number 4 below. 4. I have auto liability insurance with minimum limits of $50,000/$100,000 for bodily injury and $10,000 for property damage through a carrier “admitted” by state insurance commissioner to do business in the states in which the employee travels. I understand the Company reimburses me for business related expenses according to policy, including those to cover costs of operating my vehicle. 5. I have an acceptable motor vehicle report that meets the polices set by Trejo’s Tacos and authorize the company to order my motor vehicle report on an annual basis or when any subsequent citations, accidents, suspensions, revocations, court orders, or any other action is taken against my driving privilege during my employment. 6. I will maintain my vehicle in safe operating condition when driven on company business and (1) conduct reasonable inspections required as a licensed driver in the state; (2) conduct a personal vehicle inspection every six (6) months and forward the report to Human Resources. 7. I understand if my driving record contains two moving violations within a one-year period, my record will be brought up before the company to review for consideration and that my privileges provided under this Agreement may be revoked. 8. I agree to the following driving restrictions while operating my personal vehicle for company purposes: o I will not allow any unauthorized passengers to ride in my personal vehicle while I am conducting company business or commuting to or from any stops made on behalf of the company. o When I am conducting company business, I will not make any unauthorized stops unless absolutely necessary (e.g., for gas, etc.) including during the commute to and from the authorized stops to be made on behalf of the company. I understand that unauthorized stops place the company at greater risk and any such stops are considered a substantial deviation from the consent and authority provided to me to act within the course and scope of my employment under this Agreement. If, upon conducting company business, I am commuting to/from home, I will not make any unreasonable, unauthorized stops until I arrive at my destination.
o I will obey all traffic laws and regulations and drive courteously, safely, and defensively. § I will wear my seat belt at all times and require any authorized passengers to be seated in a vehicle seat and wear their seat belt while on company business. I am responsible for ensuring passengers wear their safety belts and that those passengers comply with all safety rules and regulations of the road. o I will never use my cell phone or electronic devices while driving unless I have a hands-free device. If a cell phone or electronic device must be used, the vehicle must be stopped in a safe and lawful area before using such device. o I will never text while driving. o I will never drive while under the influence alcohol, illegal drugs, prescribed or over the counter medication, illness, fatigue or injury. I will not consume drugs, alcohol, or any other illegal or controlled substances during working time or non-working time to the extent that it may impair my ability to perform by job safely under this Agreement, and/or jeopardize the safety of others. I am expressly aware that I do not have consent or permission to act within the course and scope of my employment or as an agent of the company under these conditions and that I will be personally responsible for all damages or costs related to any dishonest or willful act or gross negligence, including but not limited to driving under the influence of any and all drugs or alcohol. o I will never pick-up any hitch-hiker/rider while conducting company business.
9. I agree to hold the Company harmless in the event of any loss arising from the use of the personal vehicle while conducting company business.
10. I will keep accurate records and reports as required by company policy, including reimbursements, inspections, maintenance, and motor vehicle records. 11. I agree to report any accidents involving the vehicle as soon as possible, and no later than 24 hours after the accident, to an authorized company manager and the employee-driver’s Insurance Carrier.
12. I agree to ensure that my insurance policy will cover and any all claims for damages that may be incurred while I am conducting company business using my personal vehicle. This obligation includes ensuring my insurance policy contains no exclusions for using the vehicle for business purposes, which I acknowledge I will be doing. 13. In the event of an incident which has been determined to be my fault by citation, traffic court conviction, by my own admission, or determination by management, I agree to reimburse the company for damages done to this vehicle because of my negligence, which the company was required to pay. 14. I understand that my insurance is meant to be primary in the event I am involved in a vehicle collision while I am operating my personal vehicle on company business and that I am responsible for liability arising out of the operation of my vehicle. 15. I understand that I must report any lost or damages company property to my supervisor immediately, and definitely within 24 hours of the occurrence, if such loss or damage arises from conduct set forth in this Agreement and that my insurance is meant to be primary in the event of such losses and is meant to reimburse the company for such losses or damage. 16. The company, in its discretion, may terminate this Agreement or change the conditions at any time with or without advance notice.
The violation of any provisions of this Agreement may result in disciplinary action including, without limitation, discontinuation of the ability to operate your personal vehicle for company business, suspension, or termination of employment. The above is not intended to cover each and every circumstance related to the use of your vehicle, but it meant to provide a broad understanding between the parties of the employee’s duties and obligations that give rise to a limited and revocable scope of employment while conducting company.
Print First & Last Name on Driver’s License: ______
Driver’s License Number: ______
Driver’s License Expiration Date: ______
(Supervisor visual examination required)
I have attached proof of insurance which matches the vehicle that I will be driving (to be verified by the supervisor).
By signing below, the person listed above ("employee-driver" is granted the privilege to use their own vehicle for business purposes and will be reimbursed accordingly per Company policy.
The Company reserves the right to deny/revoke this agreement based upon employee-drivers inability to: provide/maintain a valid driver’s license, inability to provide/maintain personal automobile liability insurance, poor driving record history, or any other reason at the discretion of the Company.
By signing below, you confirm that you have been given sufficient time to read and understand this acknowledgement and agree to the conditions set forth herein.
Employee Signature: ______
Date: ______
Supervisor Signature: ______
Date: ______
CALIFORNIA SMALL GROUP
SignatureValueTM Alliance HMO Offered by UnitedHealthcare of California HMO Deductible Schedule of Benefits HSA-Qualified Deductible Health Plan SIGNATUREVALUE ALLIANCE HMO BRONZE HSA 0%/6500 DED These services are covered as indicated when authorized through your Primary Care Physician in your Network Medical Group. General Features Calendar Year Deductible(Combined Medical and Pharmacy) $6,500/individual Covered Services will not be covered until you meet the Calendar Year $13,000/family Deductible. Only amounts incurred for Covered Services that are subject to the Deductible will count toward the Deductible. The Deductible applies to the Annual Out-of-Pocket Limit. The amounts applied to the Deductible are based upon UnitedHealthcare’s contracted rates. The Family Deductible is an embedded deductible. When an individual member of a family unit satisfies the Individual Deductible for the Calendar Year, no further Deductible will be required for that individual member for the remainder of the Calendar Year. The remaining family members will continue to pay full member charges for services that are subject to the deductible until the member satisfies the Individual Deductible or until the family, as a whole, meets the Family Deductible. Maximum Benefits Unlimited
Annual Out-of-Pocket Limit(Combined Medical and Pharmacy) $6,500/individual Annual Out-of-Pocket Limit includes Co-payments for UnitedHealthcare benefits $13,000/family including pediatric vision, pediatric dental, behavioral health, prescription drug, chiropractic, and acupuncture benefits. It does not include standalone, separate and independent Dental and Vision benefit plans or infertility benefit, if purchased by the employer group. When an individual member of a family unit satisfies the individual out of pocket limit for the calendar year, no further co- payments will be required for that individual member for the remainder of the calendar year. The remaining family members will continue to pay co-payments until a member satisfies the individual out-of-pocket limit or the family as a whole meets the family out of pocket limit. PCP/ Other Practitioner Office Visits No charge after Deductible
Specialist No charge after Deductible (Member required to obtain referral to specialists, except for OB/GYN Physician services and Emergency/Urgently Needed Services) Hospital Benefits No charge after Deductible
Emergency Services No charge after Deductible
Urgently Needed Services Urgent care services – services provided within the geographic area served by No charge after Deductible your medical group Urgent care services – services provided outside of the geographic area served No charge after Deductible by your medical group Please consult your EOC for additional details. Consult your physician website or office for available urgent care facilities within the geographic area served by your medical group.
CA_2019_Alliance_HSA_2 (Eff 1-1-2019) (5/2018) Benefits Available While Hospitalized as an Inpatient Bone Marrow Transplants No charge after Deductible
Clinical Trials Paid at negotiated rate after Deductible Clinical Trial services require Prior Authorization by Balance (if any) is the UnitedHealthcare. If you participate in a Cancer Clinical Trial provided responsibility of the Member by a Out-of-Network Provider that does not agree to perform these services at the rate UnitedHealthcare negotiates with Network Providers, you will be responsible for payment of the difference between the Out-of-Network Providers billed charges and the rate negotiated by UnitedHealthcare with Network Providers, in addition to any applicable Co-payments or deductibles. Hospice Services No charge after Deductible (Prognosis of life expectancy of one year or less) Hospital Benefits No charge after Deductible
Mastectomy/Breast Reconstruction No charge after Deductible (After mastectomy and complications from mastectomy) Maternity Care No charge after Deductible Preventive tests/screenings/counseling as recommended by the U.S. Preventive Services Task Force, AAP (Bright Futures Recommendations for pediatric preventive health care) and the Health Resources and Services Administration as preventive care services will be covered as No charge. There may be a separate co- payment for the office visit and other additional charges for services rendered. Please call the number on your Health Plan ID card. Mental Health Services including, but not limited to, Residential No charge after Deductible Treatment Centers Please refer to your UnitedHealthcare of California Combined Evidence of Coverage and Disclosure Form for a complete description of this coverage. Newborn Care No charge after Deductible The inpatient hospital benefits Co-payment does not apply to newborns when the newborn is discharged with the mother within 48 hours of the normal vaginal delivery or 96 hours of the cesarean delivery. Please see the Combined Evidence of Coverage and Disclosure Form for more details. Physician Care No charge after Deductible
Reconstructive Surgery No charge after Deductible
Rehabilitation and Habilitation Care No charge after Deductible (Including physical, occupational and speech therapy) Severe Mental Illness Benefit and No charge after Deductible Serious Emotional Disturbances of a Child Inpatient and Residential Treatment Unlimited days Please refer to your UnitedHealthcare of California Combined Evidence of Coverage and Disclosure Form for a complete description of this coverage. Skilled Nursing Facility Care No charge after Deductible (Up to 100 days per benefit period) Substance Related and Addictive Disorder including, but not limited to, Inpatient No charge after Deductible Medical Detoxification and Residential Treatment Centers Please refer to your UnitedHealthcare of California Combined Evidence of Coverage and Disclosure Form for a complete description of this coverage. Termination of Pregnancy No charge after Deductible (Medical/medication and surgical)
CA_2019_Alliance_HSA_2 (Eff 1-1-2019) (5/2018) Benefits Available on an Outpatient Basis Acupuncture No charge after Deductible Please refer to your Acupuncture Supplement to the Combined Evidence of Coverage and Disclosure Form for a complete description of this coverage. Allergy Testing/Treatment (Serum is covered) PCP Office Visit No charge after Deductible Specialist No charge after Deductible Ambulance No charge after Deductible (Only one ambulance Co-payment per trip may be applicable. If a subsequent ambulance transfer to another facility is necessary, you are not responsible for the additional ambulance Co-payment) Chiropractic Care No charge after Deductible (20-visit maximum per calendar year) Please refer to your Chiropractic Supplement to the Combined Evidence of Coverage and Disclosure Form for a complete description of this coverage. Clinical Trials Paid at negotiated rate after Deductible Clinical Trial services require Prior Authorization by UnitedHealthcare. If you Balance (if any) is the responsibility participate in a Cancer Clinical Trial provided by an Out-of-Network Provider of the Member that does not agree to perform these services at the rate UnitedHealthcare negotiates with Network Providers, you will be responsible for payment of the difference between the Out-of-Network Providers billed charges and the rate negotiated by UnitedHealthcare with Network Providers, in addition to any applicable Co-payments or deductibles. Cochlear Implant Devices No charge after Deductible (Additional Co-payment for outpatient surgery or inpatient hospital benefits and outpatient rehabilitation/habilitation therapy may apply.) Dental Treatment Anesthesia No charge after Deductible (Additional Co-payment for outpatient surgery or inpatient hospital benefits may apply. Please refer to your Dental Supplement to the Combined Evidence of Coverage and Disclosure Form for pediatric dental benefits.) Dialysis No charge after Deductible (Physician office visit Co-payment may apply) Durable Medical Equipment No charge after Deductible
Durable Medical Equipment for the Treatment of Pediatric Asthma No charge after Deductible (Includes nebulizers, peak flow meters, face masks and tubing for the Medically Necessary treatment of pediatric asthma of Dependent children who are covered until at least the end of the month in which Member turns 19 years of age.) Family Planning (Non-Preventive Care) FDA-approved contraceptive methods and procedures recommended by the Health Resources and Services Administration as preventive care services will be 100% covered. Co-payment applies to contraceptive methods and procedures that are NOT defined as Covered Services under the Preventive Care Services and Family Planning benefit as specified in the Combined Evidence of Coverage and Disclosure Form Vasectomy No charge after Deductible Depo-Provera Injection – (other than contraception) PCP/ Practitioner Office Visit No charge after Deductible Specialist No charge after Deductible Depo-Provera Medication – (other than contraception) No charge after Deductible (Limited to one Depo-Provera injection every 90 days.) Termination of Pregnancy No charge after Deductible (Medical/medication and surgical)
CA_2019_Alliance_HSA_2 (Eff 1-1-2019) (5/2018) Benefits Available on an Outpatient Basis (Continued) Hearing Aid – Standard No charge after Deductible ($2,000 annual benefit maximum per calendar year. Limited to one hearing aid (including repair/replacement) per hearing-impaired ear every three years.) Hearing Aid – Bone-Anchored (Repairs and/or replacement are not covered, except for malfunctions. Depending upon where the covered health Deluxe model and upgrades that are not medically necessary are not service is provided, benefits for bone- covered.) anchored hearing aid will be the same as Bone anchored hearing aid will be subject to applicable medical/surgical those stated under each covered health categories (.e.g. inpatient hospital, physician fees) only for members service category in this Schedule of Benefits who meet the medical criteria specified in the Combined Evidence of Coverage and Disclosure Form. Repairs and/or replacement for a bone anchored hearing aid are not covered, except for malfunctions. Deluxe model and upgrades that are not medically necessary are not covered. Hearing Exam PCP Office Visit/ Nonphysician Health Care Practitioner Office Visit No charge after Deductible Specialist No charge after Deductible Home Health Care Visits No charge after Deductible Home Health visits up to a maximum of 100 visits per year for services other than rehabilitation or habilitation. Home Health visits for rehabilitation up to a maximum of 100 visits per year. Home Health visits for habilitation up to a maximum of 100 visits per year. For covered rehabilitation and habilitative services other than home health visits, please refer to “Outpatient Habilitative Services and Outpatient Therapy" and "Outpatient Rehabilitation and Outpatient Therapy" in this schedule. For Infusion Therapy, a separate Infusion Therapy Co-payment applies per 30 days. Hospice Services No charge after Deductible (Prognosis of life expectancy of one year or less) Infertility Services Not covered (If purchased by your employer, please refer to your Infertility Supplement to the UnitedHealthcare of California Combined Evidence of Coverage and Disclosure Form for a description of this coverage.) Infusion Therapy No charge per medication after Deductible (Infusion Therapy is a separate Co-payment in addition to an office visit co-payment.) Injectable Drugs (Co-payment not applicable to injectable immunizations, birth control, Infertility and insulin. If injectable drugs are administered in a physician’s office, office visit Co-payment may also apply.) FDA-approved contraceptive methods and procedures recommended by the Health Resources and Services Administration as preventive care services will be 100% covered. Co-payment applies to contraceptive methods and procedures that are NOT defined as Covered Services under the Preventive Care Services and Family Planning benefit as specified in the Combined Evidence of Coverage and Disclosure Form. Outpatient Injectable Medication No charge per medication after Deductible Self-Injectable Medication No charge per medication after Deductible Laboratory Services No charge after Deductible (When available through or authorized by your Network Medical Group. Additional Co-payment for office visits may apply.)
CA_2019_Alliance_HSA_2 (Eff 1-1-2019) (5/2018) Benefits Available on an Outpatient Basis (Continued) Maternity Care, Tests and Procedures Preventive tests/screenings/counseling as recommended by the U.S. Preventive Services Task Force, AAP (Bright Futures Recommendations for pediatric preventive health care) and the Health Resources and Services Administration as preventive care services will be covered as No charge. There may be a separate co-payment for the office visit and other additional charges for services rendered. Please call the number on your Health Plan ID card. PCP Office Visit No charge after Deductible Specialist No charge after Deductible Mental Health Services (including Severe Mental Illness and Serious Emotional Disturbances of Child) Outpatient Office Visits include: No charge after Deductible Diagnostic evaluations, assessment, treatment planning, treatment and/or procedures, individual/group counseling, individual/group evaluations and treatment, referral services, and medication management All Other Outpatient Treatment include: No charge after Deductible Partial Hospitalization/ Day Treatment, Intensive Outpatient Treatment, crisis intervention, electro-convulsive therapy, psychological testing, facility charges for day treatment centers, Behavioral Health Treatment for pervasive developmental disorder or Autism Spectrum Disorders, laboratory charges, or other medical Partial Hospitalization/ Day Treatment and Intensive Outpatient Treatment, and psychiatric observation. Please refer to your UnitedHealthcare of California Combined Evidence of Coverage and Disclosure Form for a complete description of this coverage. Oral Surgery Services No charge after Deductible
Outpatient Habilitative Services and Outpatient Therapy No charge after Deductible
Outpatient Prescription Drug Benefit Refer to your Supplement to the Combined Evidence of Coverage and Disclosure Form and Pharmacy Schedule of Benefits for Outpatient Prescription Drug Coverage details. (Co-payment applies per Prescription Unit or up to 30 days) Tier 1 No charge after Deductible Tier 2 No charge after Deductible Tier 3 No charge after Deductible Tier 4 No charge after Deductible Outpatient Rehabilitation Services and Outpatient Therapy No charge after Deductible
Outpatient Surgery at a network Free-Standing or Outpatient No charge after Deductible Surgery Facility Outpatient Surgery Physician Care No charge after Deductible Pediatric Dental Services See your Supplement to the UnitedHealthcare of Please refer to your Supplement to the UnitedHealthcare of California for pediatric dental benefits. California Combined Evidence of Coverage and Disclosure Form for a complete description of this coverage. Pediatric Vision Services See your Supplement to the UnitedHealthcare of Please refer to your Supplement to the UnitedHealthcare of California for pediatric vision benefits. California Combined Evidence of Coverage and Disclosure Form for a complete description of this coverage. Physician Care PCP Office Visit/ Nonphysician Health Care Practitioner Office Visit No charge after Deductible Specialist No charge after Deductible
CA_2019_Alliance_HSA_2 (Eff 1-1-2019) (5/2018) Benefits Available on an Outpatient Basis (Continued) Preventive Care Services No charge Preventive tests/screenings/counseling as recommended by the U.S. Preventive Deductible waived Services Task Force, AAP (Bright Futures Recommendations for pediatric preventive health care) and the Health Resources and Services Administration as preventive care services will be covered as No charge. There may be a separate co-payment for the office visit and other additional charges for services rendered. Please call the number on your Health Plan ID card. FDA-approved contraceptive methods and procedures recommended by the Health Resources and Services Administration as preventive care services will be 100% covered. Co-payment applies to contraceptive methods and procedures that are NOT defined as Covered Services under the Preventive Care Services and Family Planning benefit as specified in the Combined Evidence of Coverage and Disclosure Form. (Services as recommended by the American Academy of Pediatrics (AAP) including the Bright Futures Recommendations for pediatric preventive health care, the U.S. Preventive Services Task Force with an “A” or “B” recommended rating, the Advisory Committee on Immunization Practices and the Health Resources and Services Administration (HRSA), and HRSA-supported preventive care guidelines for women, and as authorized by your Primary Care Physician in your Network Medical Group.) Covered Services will include, but are not limited to, the following: Colorectal Screening Hearing Screening Human Immunodeficiency Virus (HIV) Screening Immunizations Newborn Testing Prostate Screening Vision Screening Well-Baby/Child/Adolescent Well-Woman, including routine prenatal obstetrical office visits Please refer to your UnitedHealthcare of California Combined Evidence of Coverage and Disclosure Form. Prosthetics and Corrective Appliances No charge after Deductible
Radiation Therapy Standard: No charge after Deductible (Photon beam radiation therapy) Complex: No charge after Deductible (Examples include, but are not limited to, brachytherapy, radioactive implants, and conformal photon beam; Co-payment applies per 30 days or treatment plan, whichever is shorter. Gamma Knife and stereotactic procedures are covered as outpatient surgery. Please refer to outpatient surgery for Co-payment amount, if any.) Radiology Services Standard: No charge after Deductible (Additional Co-payment for office visits may apply) Specialized scanning and imaging procedures: No charge after Deductible (Examples include, but are not limited to, CT, SPECT, PET, MRA and MRI – with or without contrast media) A separate Co-payment will be charged for each part of the body scanned as part of an imaging procedure. Severe Mental Illness (SMI) and Serious Emotional Disturbances of a Child (SME) Please see outpatient “Mental Health Services” section for cost sharing and services that apply to SMI and SED. Please refer to your UnitedHealthcare of California Combined Evidence of Coverage and Disclosure Form for a complete description of this coverage.
CA_2019_Alliance_HSA_2 (Eff 1-1-2019) (5/2018) Benefits Available on an Outpatient Basis (Continued) Specialized Footwear for Foot Disfigurement No charge after Deductible
Substance Related and Addictive Disorder Outpatient Office Visits include, but are not limited to: No charge after Deductible Diagnostic evaluations, assessment, treatment planning, treatment and/or procedures, individual/group evaluations and treatment, individual/group counseling and detoxifications, referral services, and medication management All Other Outpatient Treatment includes, but are not limited to: No charge after Deductible Partial Hospitalization/ Day Treatment, Intensive Outpatient Treatment, crisis intervention, facility charges for day treatment centers, laboratory charges. and methadone maintenance treatment Please refer to your UnitedHealthcare of California Combined Evidence of Coverage and Disclosure Form for a complete description of this coverage. Virtual Visits No charge after Deductible Benefits are available only when services are delivered through a Designated Virtual Network Provider. You can find a Designated Virtual Network Provider by going to www.myuhc.com or by calling the telephone number on your ID card. Vision Refractions (For pediatric vision, please refer to your Vision Services Supplement to the No charge after Deductible Combined Evidence of Coverage and Disclosure Form for a description of this coverage.) Note: Benefits with Percentage Co-payment amounts are based upon the UnitedHealthcare negotiated rate.
EACH OF THE ABOVE NOTED BENEFITS IS COVERED WHEN AUTHORIZED BY YOUR NETWORK MEDICAL GROUP OR UNITEDHEALTHCARE, EXCEPT IN THE CASE OF A MEDICALLY NECESSARY EMERGENCY OR URGENTLY NEEDED SERVICE. A UTILIZATION REVIEW COMMITTEE MAY REVIEW THE REQUEST FOR SERVICES.
Note: This is not a contract. This is a Schedule of Benefits and its enclosures constitute only a summary of the Health Plan.
THE MEDICAL AND HOSPITAL GROUP SUBSCRIBER AGREEMENT AND THE UNITEDHEALTHCARE OF CALIFORNIA COMBINED EVIDENCE OF COVERAGE AND DISCLOSURE FORM AND ADDITIONAL BENEFIT MATERIALS MUST BE CONSULTED TO DETERMINE THE EXACT TERMS AND CONDITIONS OF COVERAGE. A SPECIMEN COPY OF THE CONTRACT WILL BE FURNISHED UPON REQUEST AND IS AVAILABLE AT THE UNITEDHEALTHCARE OFFICE AND YOUR EMPLOYER’S PERSONNEL OFFICE. UNITEDHEALTHCARE’S MOST RECENT AUDITED FINANCIAL INFORMATION IS ALSO AVAILABLE UPON REQUEST.
CA_2019_Alliance_HSA_2 (Eff 1-1-2019) (5/2018) (DO NOT STAPLE) CALIFORNIA Small Business Employee Enrollment Form UnitedHealthcare Insurance Company To speed the enrollment process, please be thorough UnitedHealthcare of California and fill out all sections that apply. To Be Completed by Employer Group Name/Number Requested Effective Date of Reason for Application Employee Type (check all that apply) Insurance / Health Plan Coverage / New Group Plan New Hire Active Union Non-Union Retired Date of Change Dependent Add/Delete Annual Open Hourly Salary Other ______Enrollment / / COBRA Cal-COBRA Change Name/Address Late Enrollee Start Date ___/___/_____ End Date___/___/_____ Termination Date:______/______/______Date of Hire / / Waiving Coverage (Complete Sections A and E) Indicate Qualifying Event______Life Event/Date______Position/Title Status Change______Original Qualifying Event Date Other______Start Date ___/___/_____ End Date___/___/_____ Hours Worked Per Week ______
Complete All Sections A. Employee Information If you are waiving coverage, please complete only Sections A and E Last Name First Name MI Social Security Number Home Phone/Cell Work Phone Address Apt # City State ZIP Code Email Address
Date of Birth Sex Marital Status Single Married Divorced / / M F Widowed Domestic Partner Preferred Language: English Spanish Chinese Vietnamese Korean Other ______
Primary Care Physician1 Name: ______Primary Care Dentist2 Name: ______Address ______ID#: ______ID# Existing Patient Medical Yes No Existing Patient Dental Yes No
B. Dependent Information List All Enrolling (attach sheet if necessary) Name (Last, First, M) Sex Relationship3 Birth Date Spouse/ M Domestic F Social Security Number – – Partner ___/___/______Address (if different from Employee) Preferred Language English Spanish Chinese Vietnamese Korean Other ______Primary Care Physician1 Name: ______Primary Care Dentist2 Name: ______Address: ______ID#: ______ID# Existing Patient Medical Yes No Existing Patient Dental Yes No Name (Last, First, M) Sex Relationship3 Birth Date
M Dependent Social Security Number – – F ___/___/______Address (if different from Employee) Please check box when selecting HMO health plan coverage: Permanently disabled and age 26 or older4 Yes No Preferred Language English Spanish Chinese Vietnamese Korean Other ______Primary Care Physician1 Name: ______Primary Care Dentist2 Name: ______Address: ______ID#: ______ID# Existing Patient Medical Yes No Existing Patient Dental Yes No IMPORTANT: (1) Please use the UnitedHealthcare Provider Directory to select a Primary Care Physician for yourself and each of your covered dependents for products requiring a Primary Care Physician designation. (2) Please use the Dental Directory to select a Primary Care Dentist for yourself and each of your covered dependents for products requiring a Primary Care Dentist designation. (3) For court-ordered dependent, legal documentation must be attached. (4) Applicable to HMO health plan coverage selection: If you answered “Yes” for Disabled and the dependent child is 26 years of age or older, unmarried, chiefly dependent upon subscriber for support and is not able to be self-supporting because of a physically or mentally disabling injury, illness or condition, please attach a medical certification of disability. SG.EE.14.CA 6/13 400-3688 2/15 Subscriber Last, First Name______SSN______
B. Dependent Information (continued) Name (Last, First, M) Sex Relationship3 Birth Date
M Dependent Social Security Number – – F ___/___/______Address (if different from Employee) Please check box when selecting HMO health plan coverage: Permanently disabled and age 26 or older4 Yes No Preferred Language English Spanish Chinese Vietnamese Korean Other ______Primary Care Physician1 Name: ______Primary Care Dentist2 Name: ______Address: ______ID#: ______ID# Existing Patient Medical Yes No Existing Patient Dental Yes No Name (Last, First, M) Sex Relationship3 Birth Date
M Dependent Social Security Number – – F ___/___/______Address (if different from Employee) Please check box when selecting HMO health plan coverage: Permanently disabled and age 26 or older4 Yes No Preferred Language English Spanish Chinese Vietnamese Korean Other ______Primary Care Physician1 Name: ______Primary Care Dentist2 Name: ______Address: ______ID#: ______ID# Existing Patient Medical Yes No Existing Patient Dental Yes No
Check the box for each plan you or your dependents are enrolling in. Benefit offerings are C. Product Selection dependent on employer selections. Person Medical Dental Vision Medical Plan and Dental Plan Selection – Write in the Plan Code or Description of the Medical and Dental plan in which you wish to enroll.
Employee Medical Plan Code/Description: ______Spouse/Domestic Partner Dental Plan Code/Description: Dependents ______
This section must be completed. D. Other Medical Insurance/Health Plan Coverage Information (Attach sheet if necessary.) On the day this insurance/health plan coverage begins, will you, your spouse/domestic partner or any of your dependents be covered under any other medical insurance/health plan coverage, including another UnitedHealthcare plan or Medicare? YES (continue completing this section) NO (If NO, then skip the rest of the Other Medical Insurance/Health Plan Coverage section.) Name of other carrier ______
Other Group Medical Insurance/Health Plan Coverage Type Effective Date End Date Name and date of birth of policyholder/covered Information (only list those covered by other plan) (B/S/F)† MM/DD/YY MM/DD/YY employee for other insurance/health plan coverage Employee: / / / / Spouse/Domestic Partner Name: / / / / Dependent: / / / / Dependent: / / / / Dependent: / / / / †B. Enter ‘B’ when this dependent is covered under both you and your spouse’s insurance/health plan coverage (married). S. Enter ‘S’ if you are the parent awarded custody of this dependent and no other individual is required to pay for this dependent’s medical expenses. F. Enter ‘F’ if this dependent is covered by another individual (not a member of your household) required to pay for this dependent’s medical expenses.
Coverage provided by “UnitedHealthcare and Affiliates”: Check appropriate box(s) for coverage(s) selected: Medical UnitedHealthcare Insurance Company (Insurance Products: Select, Select Plus, Non-Differential PPO) Medical UnitedHealthcare of California (HMO) Dental UnitedHealthcare Insurance Company or Dental Benefit Providers of California, Inc. Vision UnitedHealthcare Insurance Company Administrative services provided by United Healthcare Services, Inc., OptumRx, Inc. or OptumHealth Care Solutions, Inc. Behavioral health products by U.S. Behavioral Health Plan, California (USBHPC) or United Behavioral Health (UBH).
SG.EE.14.CA 6/13 Subscriber Last, First Name______SSN______
D. Other Medical Insurance/Health Plan Coverage Information (continued) If you and/or an enrolling dependent are enrolled in Medicare, complete this section (attach additional sheets if necessary): Medicare – Employee/Spouse/Domestic Partner/Dependent Name:______
Medicare ID# ______(Please attach a copy of your Medicare ID card.)
Enrolled in Part A: Effective Date _____ /_____ /_____ Ineligible for Part A* Not Enrolled in Part A (chose not to enroll) Enrolled in Part B: Effective Date _____/_____/______ Ineligible for Part B* Not Enrolled in Part B (chose not to enroll) Enrolled in Part D: Effective Date _____/_____/______ Ineligible for Part D* Not Enrolled in Part D (chose not to enroll) Disabled Disabled but actively at work Reason for Medicare eligibility: Over 65 Kidney Disease Disabled Disabled but actively at work Are you receiving Social Security Disability Insurance (SSDI)? YES NO Start Date_____/_____/_____ *Only check “Ineligible” if you have received documentation from your Social Security benefits that indicate that you are not eligible for Medicare.
E. Waiver of Coverage Complete only if you are waiving coverage for yourself and/or any family member. I decline coverage for: Declining coverage reason: Medical Dental Vision Spouse’s Employer’s Plan Individual Plan COBRA/Cal-COBRA/AB-1401 Myself California Health Benefit Exchange from Prior Employer Spouse/Domestic Partner Covered by Medicare Medicaid I (we) have no other coverage at this time Dependent Children Tri-Care VA Eligibility Other ______Myself and all dependents
I acknowledge that the available coverages have been explained to me by my employer and I know that I have been given the right and have been given the chance to apply for coverage. I have decided not to enroll myself and/or my dependent(s), if any. I now decline to enroll myself, my spouse/domestic partner and/or my dependent(s) in my employer health plan. I have made this decision voluntarily, and no one has tried to influence me or put any pressure on me to decline coverage. I ACKNOWLEDGE THAT MY DEPENDENTS AND I MAY HAVE TO WAIT UP TO TWELVE (12) MONTHS TO BE ENROLLED IN THE GROUP MEDICAL PLAN. THE WAIT OF UP TO TWELVE (12) MONTHS WILL NOT APPLY IF I AND/OR MY DEPENDENTS ARE ENTITLED TO AN OFF-CYCLE ENROLLMENT PERIOD DUE TO CERTAIN CHANGED CIRCUMSTANCES (E.G., ACQUISITION OF A DEPENDENT OR LOSS OF OTHER COVERAGE THROUGH A DEPENDENT.) The wait of up to twelve (12) months will not apply if: 1. I certify at the time of initial enrollment that the coverage under another employer health benefit plan, Healthy Families Program, or no share-of-cost Medi-Cal coverage was the reason for declining enrollment, and I lose coverage under that employer health benefit plan, Healthy Families Program, Access for Infants and Mothers (AIM) Program, Covered California, California’s Health Benefit Exchange; or no share-of-cost Medi-Cal; 2. My employer offers multiple health benefit plans and I elected a different plan during an open enrollment period; 3. A court orders that I provide coverage under this plan for a spouse or child; 4. I have a new dependent as a result of marriage, domestic partnership, birth, adoption or placement for adoption and if enrollment is requested within 30 days after the marriage, domestic partnership, birth, adoption or placement for adoption; 5. I or my eligible dependents lose health care coverage due to a qualifying event such as loss of employment for any reason other than gross misconduct, reduction of employment hours, death or entitlement to Medicare. If I am declining enrollment for myself and/or my dependent(s) (including my spouse/domestic partner) because of other health insurance or group health plan coverage, I must request enrollment within 30 days after the other coverage ends (or after the employer stops contributing toward the other coverage). Please examine your options carefully before declining this coverage.
Employee Signature (only if waiving coverage for self and/or dependents) Date ______/______/______
SG.EE.14.CA 6/13 Subscriber Last, First Name______SSN______
F. Application Signature I understand that I am completing a health application and, to the best of my knowledge, that each response is complete and accurate. I (we) request the indicated group medical coverage. I authorize any required premium contributions to be deducted from my earnings. I (we) understand that UnitedHealthcare is not bound by any statements I (we) have made to any agent or to any other persons, if those statements are not written or printed on this application and any attachments. Please maintain a copy of this authorization for your records. Please note that if UnitedHealthcare can demonstrate you committed an act or practice that constituted fraud, or an intentional misrepresentation of a material fact, UnitedHealthcare may rescind your coverage. UnitedHealthcare will issue a written notice via regular certified mail at least 30 days prior to the effective date of the rescission explaining the basis for the decision of rescission and your appeal rights. No agreement /policy will be rescinded after 24 months following the issuance of the agreement/policy. In addition, in the event it is found you committed an act or practice that constituted fraud, or an intentional misrepresentation of a material fact, UnitedHealthcare may cancel your coverage, as permitted by law.
Employee Signature (if applying for coverage) Employee Name (please print) Date ______/______/______G. Binding Arbitration Applicable to UnitedHealthcare of California (HMO) Enrollees Only I AGREE AND UNDERSTAND THAT ANY AND ALL DISPUTES, INCLUDING CLAIMS RELATING TO THE DELIVERY OF SERVICES UNDER THE PLAN AND CLAIMS OF MEDICAL MALPRACTICE (THAT IS, AS TO WHETHER ANY MEDICAL SERVICES RENDERED UNDER THE HEALTH PLAN WERE UNNECESSARY OR UNAUTHORIZED OR WERE IMPROPERLY, NEGLIGENTLY OR INCOMPETENTLY RENDERED), EXCEPT FOR CLAIMS SUBJECT TO ERISA, BETWEEN MYSELF AND MY DEPENDENTS ENROLLED IN THE PLAN (INCLUDING ANY HEIRS OR ASSIGNS) AND UNITEDHEATHCARE OF CALIFORNIA, UNITEDHEALTHCARE OR ANY OF ITS PARENTS, SUBSIDIARIES OR AFFILIATES, SHALL BE DETERMINED BY SUBMISSION TO BINDING ARBITRATION. ANY SUCH DISPUTE WILL NOT BE RESOLVED BY A LAWSUIT OR RESORT TO COURT PROCESS, EXCEPT AS THE FEDERAL ARBITRATION ACT PROVIDES FOR JUDICIAL REVIEW OF ARBITRATION PROCEEDINGS. ALL PARTIES TO THIS AGREEMENT ARE GIVING UP THEIR CONSTITUTIONAL RIGHTS TO HAVE ANY SUCH DISPUTE DECIDED IN A COURT OF LAW BEFORE A JURY, AND INSTEAD ARE ACCEPTING THE USE OF BINDING ARBITRATION IN ACCORDANCE WITH CALIFORNIA ARBITRATION LAW (TITLE 9 OF THE CALIFORNIA CODE OF CIVIL PROCEDURE § 1280 ET SEQ.) EXCEPT WHERE SUCH LAWS MAY BE PREEMPTED BY FEDERAL LAW INCLUDING, BUT NOT LIMITED TO, THE FEDERAL ARBITRATION ACT, 9 U.S.C. SEC. 1, ET SEQ.
Employee Signature (required) Employee Name (please print) (required) Date (required) ______/______/______H. Census Information NOTE: Data collected in this section will be used only to help communicate with enrollees and inform them of specific programs to enhance their well-being. This information will not be used in the eligibility process.
1. Race, check all that apply: White Black, African-American Native Hawaiian/Pacific Islander Hispanic/Latino American Indian/Alaska Native Asian Other Race, please specify______CALIFORNIA LAW PROHIBITS AN HIV TEST FROM BEING REQUIRED OR USED BY HEALTH CARE SERVICE PLANS AND INSURANCE COMPANIES AS A CONDITION OF OBTAINING COVERAGE.
PCA731266-000 SG.EE.14.CA 6/13 Rev 2/15 The Labor Commissioner’s Office
EMPLOYERS MUST PROVIDE THIS INFORMATION TO NEW WORKERS WHEN HIRED AND TO OTHER WORKERS WHO ASK FOR IT RIGHTS OF VICTIMS OF DOMESTIC VIOLENCE, SEXUAL ASSAULT AND STALKING Your Right to Take Time Off: You have the right to take time off from work to get help to protect you and your children’s health, safety or welfare. You can take time off to get a restraining order or other court order. If your company has 25 or more workers, you can take time off from work to get medical attention or services from a domestic violence shelter, program or rape crisis center, psychological counseling, or receive safety planning related to domestic violence, sexual assault, or stalking. You may use available vacation, personal leave, accrued paid sick leave or compensatory time off for your leave unless you are covered by a union agreement that says something different. Even if you don’t have paid leave, you still have the right to time off. In general, you don’t have to give your employer proof to use leave for these reasons. If you can, you should tell your employer before you take time off. Even if you cannot tell your employer before, your employer cannot discipline you if you give proof explaining the reason for your absence within a reasonable time. Proof can be a police report, court order or doctor’s or counselor’s note or similar document. Your Right to Reasonable Accommodation: You have the right to ask your employer for help or changes in your workplace to make sure you are safe at work. Your employer must work with you to see what changes can be made. Changes in the workplace may include putting in locks, changing your shift or phone number, transferring or reassigning you, or help with keeping a record of what happened to you. Your employer can ask you for a signed statement certifying that your request is for a proper purpose, and may also request proof showing your need for an accommodation. Your employer cannot tell your coworkers or anyone else about your request. Your Right to Be Free from Retaliation and Discrimination: Your employer cannot treat you differently or fire you because: You are a victim of domestic violence, sexual assault, or stalking. You asked for leave time to get help. You asked your employer for help or changes in the workplace to make sure you are safe at work.
You can file a complaint with the Labor Commissioner’s Office against your employer if he/she retaliates or discriminates against you.
For more information, contact the California Labor Commissioner’s Office. We can help you by phone at 213-897-6595, or you can find a local office on our website: www.dir.ca.gov/dlse/DistrictOffices.htm. If you do not speak English, we will provide an interpreter in your language at no cost to you. This Notice explains rights contained in California Labor Code sections 230 and 230.1. Employers may use this Notice or one substantially similar in content and clarity. Labor Commissioner’s Office Victims of Domestic Violence, Sexual Assault and Stalking Notice 5/2017 DEPARTMENT OF FAIR EMPLOYMENT AND HOUSING SEXUAL HARASSMENT INCLUDES MANY THE MISSION OF THE DEPARTMENT OF FAIR FORMS OF OFFENSIVE BEHAVIORS EMPLOYMENT AND HOUSING IS TO PROTECT THE PEOPLE OF CALIFORNIA FROM UNLAWFUL DISCRIMINATION IN EMPLOYMENT, HOUSING AND BEHAVIORS THAT MAY BE PUBLIC ACCOMMODATIONS, AND FROM THE SEXUAL PERPETRATION OF ACTS OF HATE VIOLENCE AND SEXUAL HARASSMENT: HUMAN TRAFFICKING. HARASSMENT
1 Unwanted sexual advances FOR MORE INFORMATION THE FACTS 2 Offering employment benefits Department of Fair Employment and Housing in exchange for sexual favors Toll Free: (800) 884-1684 Sexual harassment is a form of discrimination based on TTY: (800) 700-2320 sex/gender (including pregnancy, childbirth, or related 3 Leering; gestures; or displaying sexually Online: www.dfeh.ca.gov medical conditions), gender identity, gender expression, suggestive objects, pictures, cartoons, or sexual orientation. Individuals of any gender can be or posters Also find us on: the target of sexual harassment. Unlawful sexual 4 Derogatory comments, epithets, slurs, harassment does not have to be motivated by sexual or jokes desire. Sexual harassment may involve harassment of a person of the same gender as the harasser, regardless 5 Graphic comments, sexually degrading words, or suggestive or obscene messages of either person’s sexual orientation or gender identity. or invitations
6 Physical touching or assault, as well as If you have a disability that prevents you from impeding or blocking movements THERE ARE TWO TYPES OF submitting a written intake form on-line, by mail, SEXUAL HARASSMENT or email, the DFEH can assist you by scribing your intake by phone or, for individuals who are Deaf or Actual or threatened retaliation for rejecting advances Hard of Hearing or have speech disabilities, through 1 “Quid pro quo” (Latin for “this for that”) sexual or complaining about harassment is also unlawful. the California Relay Service (711), or call us through harassment is when someone conditions a your VRS at (800) 884-1684 (voice). job, promotion, or other work benefit on your Employees or job applicants who believe that they have submission to sexual advances or other conduct been sexually harassed or retaliated against may file a To schedule an appointment, contact based on sex. complaint of discrimination with DFEH within one year the Communication Center at (800) 884-1684 (voice or via relay operator 711) of the last act of harassment or retaliation. DFEH serves 2 “Hostile work environment” sexual harassment as a neutral fact-finder and attempts to help the parties or (800) 700-2320 (TTY) occurs when unwelcome comments or conduct voluntarily resolve disputes. If DFEH finds sufficient or by email at [email protected]. based on sex unreasonably interfere with your evidence to establish that discrimination occurred and work performance or create an intimidating, settlement efforts fail, the Department may file a civil The DFEH is committed to providing access to our materials in hostile, or offensive work environment. You may complaint in state or federal court to address the causes an alternative format as a reasonable accommodation experience sexual harassment even if the of the discrimination and on behalf of the complaining for people with disabilities when requested. offensive conduct was not aimed directly at you. party. DFEH may seek court orders changing the Contact the DFEH at (800) 884-1684 (voice or via employer’s policies and practices, punitive damages, relay operator 711), TTY (800) 700-2320, or The harassment must be severe or pervasive to be and attorney’s fees and costs if it prevails in litigation. [email protected] to discuss your preferred unlawful. That means that it alters the conditions format to access our materials or webpages. Employees can also pursue the matter through a private of your employment and creates an abusive work lawsuit in civil court after a complaint has been filed environment. A single act of harassment may be with DFEH and a Right-to-Sue Notice has been issued. DFEH-185-ENG / December 2018 sufficiently severe to be unlawful. ALL EMPLOYERS MUST TAKE Indicate that when the employer receives THE FOLLOWING ACTIONS TO allegations of misconduct, it will conduct a fair, CIVIL timely, and thorough investigation that provides PREVENT HARASSMENT AND all parties appropriate due process and reaches REMEDIES: CORRECT IT WHEN IT OCCURS: reasonable conclusions based on the evidence collected. Make clear that employees shall not be retaliated against as a result of making a 1 Damages for emotional distress from each 1 Distribute copies of this brochure or an alternative complaint or participating in an investigation. employer or person in violation of the law writing that complies with Government Code 12950. This pamphlet may be duplicated in any quantity. 4 Distribute its harassment, discrimination, and 2 Hiring or reinstatement retaliation prevention policy by doing one or 2 Post a copy of the Department’s employment more of the following: 3 Back pay or promotion poster entitled “California Law Prohibits Workplace Discrimination and Harassment.” Printing the policy and providing a copy to 4 Changes in the policies or practices employees with an acknowledgement form for 3 Develop a harassment, discrimination, and of the employer retaliation prevention policy in accordance with 2 employees to sign and return. CCR 11023. The policy must: Sending the policy via email with an acknowledgment return form. EMPLOYER RESPONSIBILITY & LIABILITY Be in writing. Posting the current version of the policy on List all protected groups under the FEHA. a company intranet with a tracking system All employers, regardless of the number of employees, Indicate that the law prohibits coworkers and third to ensure all employees have read and are covered by the harassment provisions of California parties, as well as supervisors and managers with acknowledged receipt of the policy. law. Employers are liable for harassment by their whom the employee comes into contact, from Discussing policies upon hire and/or during a supervisors or agents. All harassers, including both engaging in prohibited harassment. new hire orientation session. supervisory and non-supervisory personnel, may be Create a complaint process that ensures Using any other method that ensures held personally liable for harassment or for aiding and confidentiality to the extent possible; a timely employees received and understand the policy. abetting harassment. The law requires employers to response; an impartial and timely investigation by qualified personnel; documentation and tracking take reasonable steps to prevent harassment. If an 5 If the employer’s workforce at any facility or for reasonable progress; appropriate options establishment contains ten percent or more of employer fails to take such steps, that employer can be for remedial actions and resolutions; and timely held liable for the harassment. In addition, an employer persons who speak a language other than closures. English as their spoken language, that employer may be liable for the harassment by a non-employee Provide a complaint mechanism that does not shall translate the harassment, discrimination, (for example, a client or customer) of an employee, require an employee to complain directly to their and retaliation policy into every language applicant, or person providing services for the immediate supervisor. That complaint mechanism spoken by at least ten percent of the workforce. employer. An employer will only be liable for this must include, but is not limited to including: 6 In addition, employers who do business in form of harassment if it knew or should have known provisions for direct communication, either California and employ 5 or more part-time or of the harassment, and failed to take immediate and orally or in writing, with a designated company full-time employees must provide at least one representative; and/or a complaint hotline; and/or appropriate corrective action. hour of training regarding the prevention of access to an ombudsperson; and/or identification sexual harassment, including harassment based Employers have an affirmative duty to take reasonable of DFEH and the United States Equal Employment on gender identity, gender expression, and Opportunity Commission as additional avenues for sexual orientation, to each non-supervisory steps to prevent and promptly correct discriminatory employees to lodge complaints. and harassing conduct, and to create a workplace free employee; and two hours of such training to each supervisory employee. Training must of harassment. Instruct supervisors to report any complaints of misconduct to a designated company be provided within six months of assumption representative, such as a human resources of employment. Employees must be trained A program to eliminate sexual harassment from the during calendar year 2019, and, after January workplace is not only required by law, but it is the most manager, so that the company can try to resolve the claim internally. Employers with 50 or more 1, 2020, training must be provided again every practical way for an employer to avoid or limit liability if employees are required to include this as a topic in two years. Please see Gov. Code 12950.1 and 2 harassment occurs. mandated sexual harassment prevention training CCR 11024 for further information. (see 2 CCR 11024).
Team Member Journal Service Training
Contents Training Agendas ...... 5 Service Training – Day 1 Orientation (2 Hours) ...... 6 Service Training – Day 2 ...... 7 Service Training – Day 3 ...... 9 Service Training – Day 4 ...... 11 Service Training – Day 5 ...... 13 Training Schedule ...... 15
Our Vision ...... 16 Welcome to the Team ...... 17 Hedgehogs ...... 17 The 3 Key Components of a Guest Experience ...... 18 Vision ...... 19 Passion ...... 19 Who’s Who In The Company? ...... 20 Appearance & Grooming Standards ...... 21 Hair ...... 21 Trejo’s Tacos Uniform Guidelines ...... 23 Food Handler Cards ...... 24 Sick Leave Policies ...... 24 Tip Reporting Policies ...... 25 Clocking In and Clocking Out ...... 25 Meal Period Rules ...... 25 Employee Meal Discount ...... 26 Merchandise ...... 26 Cell Phone Policy ...... 26 Employee Locker Policy ...... 27 Schedule Shift Requests ...... 27 Work Schedules ...... 27
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Working Holidays & Weekends ...... 27 Attendance & Punctuality ...... 28 Payday ...... 28
Hospitality & Service ...... 29 Training Expectations ...... 30 Read the Guest ...... 31 Anticipating The Guest’s Needs ...... 32 Paint A Picture ...... 33 Appeal to the Senses ...... 33 Table Set-Ups ...... 34
Beverage ...... 35 Non-Alcoholic Beverages ...... 36 Signature Margaritas ...... 37 Beer ...... 38 Wine ...... 38 Tequila & Mezcal ...... 39 Tequila vs Mezcal ...... 40 Tequila Flights ...... 41
Safety ...... 45 Working Safely – Safety Rules ...... 46 Chemical Hazard Communication ...... 47 Safety Data Sheets – SDSs ...... 48 Fire Safety ...... 49 Safer Lifting & Carrying ...... 50 Knife Safety ...... 51 Machine Guarding ...... 52 Handwashing ...... 53 Basics of Food Safety ...... 54 Wet Floors ...... 55
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Slips, Trips and Falls ...... 55 Clean-Up Safety ...... 56 Handling Broken Glass ...... 57 Handling Plates & Glassware ...... 58 Sanitizer Bucket ...... 58 Dish Station ...... 59 Traffic Patterns ...... 60 Preventing Burns ...... 61 Electrical Safety ...... 62 Ladder Safety ...... 63 General Safety Procedures for Walk-in Freezers ...... 64 General Safety Procedures for Fryers ...... 64
Serving Alcohol Responsibly ...... 65 Steps to Serving Alcohol Responsibly ...... 66 Criminal Liability ...... 66 Laws Restricting Alcohol Service ...... 67 Carding Guests ...... 67 Observing Guests for Signs of Intoxication ...... 68
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Training Agendas
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Service Training – Day 1 Orientation (2 Hours) Manager is to review with new Employee the following items, prior to the start of training.
Time Workbook Tab Topic/Task Resources
10 min. Manager c Introductions • Sign-In Sheet
60 min. Manager c New Hire Packet – Fill out Paperwork • New Hire c Review Discrimination & Harassment Retaliation Paperwork Prevention Policies • Employee c Food Handler Cards –Verify, Collect & Make Copy Handbook c Serving Alcohol Responsibly c Review Trejo’s Employer Sponsored Health Insurance Policy – Eligibility & Who to Contact c Review Sick Leave Policies & Procedures c Review Tip Reporting Policies & Procedures 10 min. Agendas c Training Expectations • Training c Review Training Agendas in Service Training Workbook Hospitality & Workbook Service c Agendas Must Be Signed-Off After Each Day of Training – GM & Trainee Signatures c Agendas Placed in Personnel Files c Review Training Evaluation – Must Pass to Graduate from Training 30 min. Our Vision c Our Vision • Training c Who We Are Workbook c Hedgehogs c The 3 Key Components of a Guest Experience c Defining Vision & Passion c Who’s Who In The Company c Appearance & Grooming Standards c Trejo’s Uniform Guidelines 30 min. Hospitality & c Service vs Hospitality • Training Service c Read The Guest Workbook
I certify that I have successfully completed the above training objectives.
______Trainee Signature General Manager Signature
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Service Training – Day 2 Trainer /Manager is to teach and demonstrate all Topics/Tasks to the Trainee then have the Trainee demonstrate Topics/Tasks back to them to validate understanding.
Time Workbook Tab Topic/Task Resources
5 min. See Manager c Introduction to POS – “Clocking In and Out” • POS
5 min See Manager c Attend a Pre-Shift Meeting w/Staff • Manager
30 min. See Manager c Restaurant Walkthrough • Restaurant c Kitchen Location • Training Workbook c Stewarding Location c Merchandise Location c Beverage/Bar Location c Floor Plan Layout/Open Table
c Valet Location/Parking c Storage Location c Smoking/Meal Break Location 60 min. Hospitality & c Anticipating the Guest’s Needs • Training Workbook Service c Individualize the Experience c Organization & Proactive Service c Review and Act Out Steps of Service 30 min. Safety c Working Safely – Safety Rules • Safety Data Sheets c Chemical Hazard Communication • Fire Extinguisher c Safety Data Sheets c Fire Safety 60 min. Food c Review & Taste Appetizers • Training Workbook c Empanadas • Food c Guacamole (Not full portions only c Cheesy Bean Dip tastes of each item) c Chips & Salsa c Street Corn c Chicharron c Nachos c Review Quesadillas c Steak Asada/Grilled Chicken/Fried Chicken c Three-Cheese
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Time Workbook Tab Topic/Task Resources
30 min. Beverage c Non-Alcoholic Beverages • Glassware c Review all Non-Alcoholic Beverages • Garnishes c Review Juices, Aguas Frescas, Soft Drinks, • Non-Alcoholic Coffee, Kombucha Beverages c Review Refill Policies – Which Drinks Get • Tray FREE Refills? c Review Glassware and Garnishes c Review Proper Glass Handling Procedures c Review & Practice Carrying Beverages on a Tray 30 min. See Manager c Stewarding • Dish Machine c Learn How to Operate Dish Machine • Sanitizer Bucket c Lean How to Change Sanitizer in Sanitizer • Test Strips Buckets & Test with Test Strips • Oil Dumping Station c Locate all Cleaning Products/Where Are • Garbage They Stored? • Cleaning Products c Locate Where to Dump Oil c Locate Garbage Are – How to Dump Trash 60 min. Expo c Expo Line • Manager c Observe Expo Line for Menu Items, Plating & Communication between FOH and BOH c Work on Expo Line & Learn the Flow and How to Read Tickets & Communicate on the Line While Controlling the Flow of Food to Tables 10 min. See Manager c Opening & Closing Checklists • Opening & Closing c Review Opening & Closing Procedures from Checklist Checklists • Bathroom Checklist c Review Bathroom Checklist 60 min. Trainer/Shift c Shadow Shift Lead c Shadow Corresponding Position (Bartender, Food Server, Food Runner) 10 min. See Manager c Verbal Food & Drink Testing c Manager to Quiz Trainee on Food and Drink Items Learned I certify that I have successfully completed the above training objectives.
______
Trainee Signature General Manager Signature
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Service Training – Day 3 Trainer /Manager is to teach and demonstrate all Topics/Tasks to the Trainee then have the Trainee demonstrate Topics/Tasks back to them to validate understanding.
Time Workbook Tab Topic/Task Resources
5 min See Manager c Attend a Pre-Shift Meeting w/Staff • Manager
60 min. Hospitality & c Paint a Picture • Training Workbook Service c Appeal to the Senses c Review and Act Out Steps of Service
30 min. Safety c Safer Lifting & Carrying • Safety Data Sheets c Knife Safety • Fire Extinguisher c Machine Guarding • Handwashing Poster c Handwashing Procedures c Hygienic Hand Practices & Hand Maintenance 60 min. Food c Review & Taste Soup & Salad • Training Workbook c El Jefe Salad – Review Protein Options • Food c Tortilla Soup (Street Taco Size) c Review Tacos c Steak Asada Taco c Carnitas Taco c Grilled Chicken Taco c Fried Chicken Taco c Blackened Salmon Taco c Spicy Shrimp Taco c Roasted Cauliflower Taco c Jackfruit Taco c Mushroom Taco c Chicken Tikka Taco c Monthly Special Taco: ______60 min. Beverage/Bar c Bar Setup • Bar c Shadow and Learn how to Setup the Bar • Glassware c Learn how to properly gather and cut all • Garnishes Garnishes • Bar Recipes c Study all Margaritas & Handcrafted • Training Workbook Cocktails and learn how to properly pour, • Bar Menu serve and garnish all beverage items with their proper Glassware
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Time Workbook Tab Topic/Task Resources
60 min. Beverage c Review Signature Margaritas & Cocktails • Bar Recipes
30 min. Serving c Steps to Serving Alcohol Responsibly • Training Workbook Alcohol c Laws Restricting Alcohol Service Responsibly c Carding Guests c Observing Guests for Signs of Intoxication 10 min. Merchandise c Review Merchandise Policies & Procedures • POS c Review Merchandise POS buttons • Menu c Review Merchandise Prices
10 min. See Manager c Opening & Closing Checklists • Opening & Closing c Review Opening & Closing Procedures from Checklist Checklists • Bathroom Checklist c Review Bathroom Checklist 60 min. Trainer/Shift c Shadow Shift Lead c Shadow Corresponding Position (Bartender, Food Server, Food Runner) c Learn Clover/Menu Descriptions/Trouble Shooting/Menu Modifiers 10 min. See Manager c Verbal Food & Drink Testing c Manager to Quiz Trainee on Food and Drink Items Learned I certify that I have successfully completed the above training objectives.
______
Trainee Signature General Manager Signature
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Service Training – Day 4 Trainer /Manager is to teach and demonstrate all Topics/Tasks to the Trainee then have the Trainee demonstrate Topics/Tasks back to them to validate understanding.
Time Workbook Tab Topic/Task Resources
5 min See Manager c Attend a Pre-Shift Meeting w/Staff • Manager
60 min. Hospitality & c Answering the Phone • Training Workbook Service c Table Setups c Review and Act Out Steps of Service c Quality Checks c Guest Recovery c Clearing Dirty Plates c Thanking the Guest c Discounts/Manager Approval 30 min. Safety c Basics of Food Safety • Wet Floor Sign c Cross-Contamination c Time Temperature Abuse c Wet Floors c Slips, Trips & Falls c Clean-Up Safety c Handling Broken Glass 60 min. Expo c Expo Line for Lunch Service – Under Supervision of the Expo run the Expo Line and Communicate with the Kitchen during live service, properly plating & garnishing 60 min. Food c Review Tacos • Training Workbook c Steak Asada Taco • Food c Carnitas Taco c Grilled Chicken Taco c Fried Chicken Taco c Blackened Salmon Taco c Spicy Shrimp Taco c Roasted Cauliflower Taco c Jackfruit Taco c Mushroom Taco c Chicken Tikka Taco c Monthly Special Taco ______
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Time Workbook Tab Topic/Task Resources
60 min. Beverage/Bar c Bar Setup • Bar c Under the Supervision of the Bartender • Glassware server all drinks and apps, garnishing and • Garnishes building items to spec • Bar Recipes c Properly pour, serve and garnish all • Training Workbook beverage items into their proper glassware • Bar Menu c Ensure sanitizer buckets, dish machine and overall cleanliness is followed 30 min. Beverage c Review Cerveza (Varies by Location) • Training Workbook c Review Wine By The Glass (Menu) • Bar Recipes c Review Tequila/Mezcal List (Menu) • Bar Menu
10 min. See Manager c Opening & Closing Checklists • Opening & Closing c Review Opening & Closing Procedures from Checklist Checklists • Bathroom Checklist c Review Bathroom Checklist 60 min. Trainer/Shift c Shadow Shift Lead c Shadow Corresponding Position (Bartender, Food Server, Food Runner) c Learn Clover/Menu Descriptions/Trouble Shooting/Menu Modifiers 10 min. See Manager c Verbal Food & Drink Testing c Manager to Quiz Trainee on Food and Drink Items Learned I certify that I have successfully completed the above training objectives.
______
Trainee Signature General Manager Signature
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Service Training – Day 5 Trainer /Manager is to teach and demonstrate all Topics/Tasks to the Trainee then have the Trainee demonstrate Topics/Tasks back to them to validate understanding.
Time Workbook Tab Topic/Task Resources
5 min See Manager c Attend a Pre-Shift Meeting w/Staff • Manager
30 min. Safety c Handling Plates & Glassware • Sanitizer Bucket c Sanitizer Bucket • Test Strips c Dish Station c Traffic Patterns c Preventing Burns c Electrical Safety c Ladder Safety c General Safety Procedures for Walk-In Freezers c General Safety Procedures for Fryers 60 min. Expo c Expo Line for Dinner Service – Under Supervision of the Expo run the expo line and communicate with the kitchen during live service, properly plating and garnishing all plates. 60 min. Food c Review Burritos • Training Workbook c Mushroom Burrito • Food c Carnitas Burrito c Fried Chicken Burrito c Steak Asada Burrito c Breakfast Burrito c Review “Sides To Share” c Street Corn c Frijoles c Spanish Rice c Review “Desserts” c Churros c Dulce de Leche Cheesecake 60 min. Bar/Beverage c Bar Setup c Under the Supervision of the Bartender server all drinks and apps, garnishing and building items to spec c Properly pour, serve and garnish all beverage items into their proper glassware c Ensure sanitizer buckets, dish machine and overall cleanliness in the bar is being followed
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Time Workbook Tab Topic/Task Resources
60 min. Beverage/Bar c Bar Setup • Bar c Under the Supervision of the Bartender • Glassware server all drinks and apps, garnishing and • Garnishes building items to spec • Bar Recipes c Properly pour, serve and garnish all • Training Workbook beverage items into their proper glassware • Bar Menu c Ensure sanitizer buckets, dish machine and overall cleanliness in the bar is being followed 10 min. See Manager c Opening & Closing Checklists • Opening & Closing c Review Opening & Closing Procedures from Checklist Checklists • Bathroom Checklist c Review Bathroom Checklist 60 min. Trainer/Shift c Shadow Shift Lead c Shadow Corresponding Position (Bartender, Food Server, Food Runner) c Learn Clover/Menu Descriptions/Trouble Shooting/Menu Modifiers 60 min. See Manager c Restaurant Test • Restaurant Test c Complete and pass the restaurant test that consists of questions regarding all menu-items including food, beverage and position specific questions c Must pass test with a 90% or better I certify that I have successfully completed the above training objectives.
______
Trainee Signature General Manager Signature
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Training Schedule Below fill in your training schedule per the direction of your General Manager.
Day Date Time Trainer/Manager
Orientation
Day 2
Day 3
Day 4
Day 5
Test
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Our Vision
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Welcome to the Team Congratulations and welcome to Trejo’s Tacos & Cantina! Your decision to join our company has the potential to create numerous career opportunities for you and can provide you with excellent personal growth and satisfaction. We are glad that you have chosen to join us and we look forward to your contributions to our team.
Trejo’s is committed to the highest restaurant experience and is dedicated to serving the freshest Mexican food with excellent service in a clean, comfortable, and friendly environment.
Founded in 2016, Trejo’s Tacos is a destination for delicious Mexican food that’s both healthy for you and aligned with your values. We source local, organic unprocessed ingredients, food and beverages from partners we trust, supporting our communities and creating meaningful relationships with those around us. We exist to create places where people can come experience great food, enjoy their friends and family in a comfortable, safe, clean environment.
Hedgehogs We needn’t look any further than our Hedgehogs, our Promises, to keep us focused and successfully executing every segment of our Management Cycles:
• Engaging Service • Great Food & Drink • Clean & Stimulating Environment
Hedgehogs are what we do better than everyone else:
• Based on an old, Greek fable, the fox is a cunning animal that is always trying to outwit his prey, the hedgehog. The hedgehog has one great skill, curling up in a ball with his spikes sticking out • The fox knows many things, but the hedgehog knows one big thing, which makes him pretty unstoppable • No matter what complex plan the fox puts together, the hedgehog does what he does best, and the fox can’t beat him (i.e., the roadrunner and coyote cartoon) • We chose to be like hedgehogs • Hedgehogs are the things you can do better than anyone else The Hedgehog concept is not a goal to be the best. It is an understanding of what we are best at and doing that flawlessly
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The 3 Key Components of a Guest Experience
Clean & Stimulating
Environment
Great Food & Drinks
Engaging Service
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Vision
• True Hospitality - While many companies speak the words, we truly treat the people that visit our restaurants as guests in our home. They come into our home and we want to impress them with our hospitality and with the best that we have to offer them. • Everyone has to be fully Engaged - You can't go through the motions, say the same things over and over, treat all guests alike and expect to delight them and exceed their expectations. • Intuitive Service - We work hard at reading our guests. Listening carefully to their cues and have dialogs, not monologs. We ask questions and then offer them food and drinks. Always the best we have to offer and we don’t try to sell them anything. • Service Intelligence - We don't care how the industry does it. We don't care about the typical role of staff. We focus on the guests’ experience. We think about how people really want to be treated. We envision what we want the guests to see, to hear, to taste, and most importantly how we want them to feel and then design restaurants and roles to make that happen. • The guest experience is ultimately your vision as an employee of this company and can be as great as you want it to be. • The level of detail is what raises the vision and ultimately the guest experience from good to great.
Passion Our passion for your vision is what determines whether you make it happen or not.
• When a staff member fails to deliver on your vision, are you willing to let it go or are you going to make it happen? • Everything you see in the restaurant either matches our vision or it does not. Either case requires a response. • If you are seeing things being done or failing to be done which compromise our vision and you fail to act upon them, you need to reevaluate your role and desire. • If you are not fired up about developing your focus on guest obsession, our vision and developing your passion, you are in the wrong business. • We are building a culture based on guest obsession. Where we really do constantly think about the guest, what they want, how we can serve them better and connect with them emotionally at every opportunity.
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Who’s Who In The Company?
Trejo’s Tacos Group Partners • Danny Trejo • Ash Shah • Jeff Georgino
Executive Management Team
Training & People Operations: ______
Operations Manager: ______
Marketing: ______
Catering Manager: ______
Restaurant Managers
General Manager: ______
Head Chef: ______
Kitchen Lead: ______
Assistant General Manager: ______
Shift Lead: ______
Shift Lead: ______
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Appearance & Grooming Standards
It is important that your appearance, while at work, reflects the professional image that the Company wants to project to the community. In addition, your appearance is an important component in our commitment to comply with local health department regulations and ensure a safe dining experience for our guests. Your own sense of style while outside work is encouraged. However, while at work, your appearance must agree with the guidelines below. When these standards are not met, you may not work. Please keep in mind that Management is responsible for maintaining the Company's image and therefore reserves the right to define whether or not an employee’s appearance meets the spirit of these guidelines.
Hair • Clean, neat, and pulled back. • For any food handling position, long hair must be pulled back and restrained off the shoulders using neutral hair accessories that blend with the appearance of your uniform. • Anyone who prepares food is required to wear company provided hats or hairnets. Beards/Facial Hair • Mustaches and sideburns are permitted but must be neatly groomed. • Mustaches may not extend below the upper lip. • Beards/Goatees are permitted, but, like all facial hair, must be neatly groomed and fully-grown in prior to working a shift. Hands and Nails • Hands should be washed at the beginning of the shift and kept clean throughout the shift according to HACCP standards. • Fingernails must be kept clean. • Nail polish or acrylic-type nails are prohibited for any employee who prepares food (unless food-handling gloves are always worn). • When nail polish is used, it must be appropriately colored, well maintained, and not chipped. Makeup • Makeup should appear natural and conservative without being excessive.
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Earrings/Jewelry
• Men and women may wear up to two stud-type or hoop earrings (dime size or smaller) in each ear. • Hoops and dangling jewelry, including bracelets, watches, earrings, and necklaces present a safety hazard and are not permitted for any person in a food-preparation position. • Up to one ring per hand, one bracelet, one watch, and one gold or silver gold chain necklace are permitted. Tattoos
• Visible tattoos are permitted if in good taste. Tattoos that are in poor taste, project any type of gang affiliation, or have a sexual or violent theme may not be visible. Shoes
• Shoes should be closed heel/toe and clean. • Heel height may not exceed one inch. • Socks or hose are required.
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Trejo’s Tacos Uniform Guidelines
Here at Trejo’s Tacos we take pride in our uniform and in the way we present ourselves to our guests. “I didn’t have time to do laundry” is not an excuse for not having a clean and pressed uniform. You will be sent home for violating the uniform guidelines if not followed.
Cashier/Host/Server/Bartender /Drink & Food Runner/Expo • Clean Sneakers • Dark Blue Jeans • Buttoned Up Gingham Shirt o Must be tucked in o Sleeves may be rolled up • Hadley and Bennet Bistro Apron o Properly tied in the front with flap rolled over bow • Trejo’s Baseball Cap (Optional)
Line Cooks • Clean Sensible Shoes • Dark Blue Jeans • Trejo’s T-Shirt w/Logo on the Back • Hadley and Bennet Full Apron • Hair Net • Trejo’s Baseball Cap
Dishwasher • Clean Sensible Shoes • Dark Blue Jeans • Trejo’s T-Shirt w/Logo on the back • Hadley and Bennet Waterproof Full Apron • Hair Net • Trejo’s Baseball Cap
I have read and understand the uniform guidelines. Please print and sign your name below.
______Print Name Signature
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Food Handler Cards State law and Trejo’s Tacos require that all Food Handlers pass a statewide standard (test) for safe food handling. The intent of the law is to ensure that food handlers gain and exhibit basic food safety knowledge. All employees are required to have their card available whenever they are working.
Once obtained, the Food Handler card is valid for 3 years, and each restaurant is required to maintain record of a current card for each employee. Local health departments will enforce the mandate during the inspection process.
As a new employee of Trejo’s Tacos, you are required to provide a valid copy of your Food Handlers card upon being hired. If you do not have one, you must obtain one within 72 hours of being hired. If a valid card is not submitted, you will be ineligible for continued employment with Trejo’s.
Sick Leave Policies All employees who have worked in California for the same employer for 30 or more days within a year from the start of their employment will be entitled to paid sick time. However, employees are not eligible to take paid sick time until they have worked for the company for 90 days from their date of hire.
Eligible employees earn sick leave at the rate of forty-eight (48) hours of sick leave at the beginning of each calendar year (January 1st). New employees earn forty-eight (48 hours) of sick leave on their 30th day of employment in their first year and then move to the calendar year accrual.
After an employee has reached this maximum amount, no additional paid sick time will be earned until some or all of the employee’s accrued paid sick time is used.
If the need for paid sick leave is foreseeable, employees shall provide advance oral or written notification to their General Manager. If the need for paid sick is not foreseeable, employees shall provide notice to their General Manager as soon as practicable.
Absence Request Form must be completely filled out and submitted to your General Manager.
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Tip Reporting Policies It is the policy of Trejo’s Cantina (Hollywood, Pasadena & Woodland Hills) to follow all tip-reporting laws of the State and Federal Government. Individuals who hold positions that receive tips (either directly or indirectly) must report 100% of all daily tips (you may deduct the amount you “tip out” to others from the total you claim). Managers of individuals who receive tips are also responsible to oversee and uphold the company policy and tip reporting laws.
As a Trejo’s employee, by law you are required to report 100% of your tips. Failure to accurately report tips is a violation of company policy and Internal Revenue Service Tip Reporting laws. Such violations are a serious offense and may result in disciplinary action, up to and including termination as well as payment of any and all penalties assessed by the IRS for misreporting tipped earnings.
Clocking In and Clocking Out
All hourly employees are required to use the time clock system to record their hours worked. Employees should clock in no sooner than 5 minutes before or after the scheduled shift and clock out no later than 5 minutes before or after their scheduled shift. If you miss the window for clocking into the timekeeping system, notify the Manager on duty immediately. Employees may not use another employee’s number to clock in or out for another employee.
Meal Period Rules You cannot employ someone for a work period of more than five hours without providing an unpaid, off-duty meal period of at least 30 minutes. The first meal period must be provided no later than the end of the employee's fifth hour of work.
• The employer satisfies its legal obligation to provide an off-duty meal period to its employees if it: • Relieves its employees of all duty. • Relinquishes control over their activities. • Permits them a reasonable opportunity to take an uninterrupted, 30-minute break. • Does not impede or discourage them from doing so. • A meal break can be unpaid only if all of the above conditions are met. • When a work period of not more than six hours will complete the day's work, the meal period may be waived by mutual consent of the employer and the employee.
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Second 30-Minute Meal Break • Employers must provide a second meal break of no fewer than 30 minutes for all workdays on which an employee works more than 10 hours. The second meal break must be provided no later than the end of an employee's 10th hour of work. • •An employee can waive the second meal period only if all of the following conditions are met: • •The total hours worked on that workday are not more than 12. • •You and the employee mutually consent. • •The first meal break of the workday was not waived. Employee Meal Discount When an hourly employee eats at any company-owned restaurant as a regular guest, the employee and family and friends (up to six people) will receive a 30% discount on all food and non-alcoholic beverages. Discounts for parties of more than six (6) require the pre-approval of the individual restaurant General Manager. The 30% off discount is not available in conjunction with any promotional pricing, including Taco Tuesday and Happy Hour.
On-duty FOH employees receive 50% off food and non-alcoholic beverages during their 30 minute breaks. The 50% off discount is only for the employee and not to take out or for “others” after their shift. BOH employees receive free meals during their 30-minute break, General Manager to use discretion and monitor food cost while doing so. All BOH employee meals must be logged on Restaurant BOH Meal Sheet.
Merchandise Employees receive 40% off on all Trejo’s merchandise. General Manager must approve the sale and items must be rung in through the POS and discounted. Employees are not to shuffle through the merchandise. If you would like to purchase any merchandise, please communicate to your General Manager and coordinate the purchase. All sales are final and cannot be returned.
Cell Phone Policy Cell phones are not allowed while working. If an employee gets caught with their cell phone, the employee may become subject to disciplinary action per company policy. Only emergency texts/phone calls will be allowed, ensuring that the MOD is made aware of the situation. Employees are not allowed to have their cell phones on them during their working shift. This includes anywhere visible, such as their back pockets in their jeans or inside of their aprons. They must be stored away in their purse/backpack in the employee lockers. If they need to use their phones because of an emergency, they must notify a Manager. They can access their phones during their 10-minute or 30 minute breaks. Company WIFI is not for personal use. Our restaurants depend on WIFI to run a smooth operation, only our guests and the Managers are allowed to use the WIFI in the restaurant.
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Employee Locker Policy The company provides lockers on a space available basis. These lockers are for temporary storage of your clothes, purses/backpacks and should not be used to store perishable foods. The company cannot be responsible for any personal property left in the lockers. In the interest of safety, the company also reserves the right to inspect these lockers at any time. Employee lockers must be cleared out daily. Employees can store their belongings in them but must take everything out as soon as their shift is over. Employee belongings cannot and should not be stored inside the Manager’s office. Management has the right to search lockers at any given time.
Schedule Shift Requests Schedule requests cannot be guaranteed and will be considered based on a number of factors. The primary factor will be business need. Secondary factors will include employee performance and dependability, number of requests under consideration, and the amount of advance notice provided. All schedule requests should be in writing (or via our scheduling tool), and given to the Manager as far in advance as possible (a minimum of one week in advance of when the schedule is posted). As a privilege and convenience, employees who hold the same job may change shifts with prior written management approval, providing no overtime will result from the shift change. Work schedules and honoring of schedule requests will be based, in part, on performance, productivity and business needs.
Work Schedules • Schedules are posted by Friday mornings for the following week. • Always check your schedule. Don't make assumptions about when you're working. • It is your responsibility to write down your schedule. Please refrain from calling in to check your schedule unless you have been scheduled off. • Last minute schedule changes may be necessary from time to time. Your cooperation with any such changes is both expected and appreciated. • Depending on the needs of the business, you may be asked to leave early or work longer than originally scheduled.
Working Holidays & Weekends All employees should be prepared to work holidays and weekends. A major portion of our business occurs during these peak periods and maximum staff support is needed in order to maintain our high standards of service. Your Manager will be able to tell you what days, if any, your restaurant is closed. Although the Company does not offer premium pay for working on holidays, your Manager will try to keep work shifts as short as business allows.
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Attendance & Punctuality The Company views each employee’s attendance and punctuality as critical to the efficient operation of its business. In addition, tardiness and absenteeism place a burden on fellow workers and management. While the Company understands that employees become ill and are sometimes late for reasons beyond their control, repeated incidents of tardiness, leaving work early and/or absenteeism will result in disciplinary action, which could include termination.
Please keep the following guidelines in Mind: • Call your Supervisor if you are detained and know that you will be late for your shift. You must provide an accurate estimated arrival time. However, calling does not excuse repeated tardiness. • If you are unable to work, call your Manager at least four (4) hours before the start of your scheduled shift, unless work hours make it impossible to do so. In such cases, the employee is to provide as much notice as possible, preferably before closing time on the previous day. You will be expected to indicate the general reason and probable duration of the absence. • When calling in, it is required that you speak with your Manager personally. Do not leave a message and do not have someone call for you unless you are totally incapacitated. • Employees who are unable to work, we request that you cover your shift, unless there are extenuating circumstances (i.e., accident or other emergency) and inform the manager of your absence. Shift changes must be approved by Managers. You need to advise your Manager immediately if an emergency makes it necessary for you to leave work prior to the end of your scheduled shift. Leaving work, ending your shift early without Management authorization will be considered a voluntary resignation. Never leave with company funds, as doing so will result in disciplinary action up to and including discharge. • Failing to call or report to work for two (2) consecutive days will be considered a voluntary resignation.
Payday See your Manager for pay periods and pay dates specific to your location. Pay weeks run Monday through Sunday and pay periods are generally comprised of two (2) weeks. Payday will generally be seven days following the close of the pay period. Employees in the restaurant may pick up their checks during non-peak hours – typically on Friday’s after 2:00 PM. Neither payroll checks nor personal checks can be cashed in the restaurant. If you have any questions about your paycheck, please contact your Manager.
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Hospitality &
Service
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Training Expectations
It’s your first day of training - are you feeling nervous? Don’t worry! We all felt that way on our first day. Please understand that everyone knows what it feels like to begin a new job. Each member of this team has been through training so we are all willing to help. Don’t worry about making mistakes or asking questions. A member of the team will always be there for you. With what we call “Team Service,” you will be asked to learn about each position in the restaurant.
This type of training is called “Cross-Training” and will enable you to assist other employees in serving our Guests. Every Guest is your Guest and every table is your table. A Guest may not be sitting at the table you are responsible for, but if we do not take care of them (regardless of where they sit), they will not be sitting in our restaurant at all!
Whether this is your first time working in a restaurant or you have previous experience, your training is very important. If this is your first time working in a restaurant, you have just begun a real adventure. You will learn new skills and meet new employees and Guests. You will develop skills that will help you to be successful, even if you do not make the restaurant business your career. One thing we can promise is that this is not a boring job!
Your personality and genuine care for the Guest is of great value to us. We want to hire people who have a genuine desire to serve others. As with any new venture, it is important to keep an open mind. There will be times during the training when you may already know how to do certain tasks, but you will be learning the Trejo’s way. You will be surprised at how much there is to learn when you open your mind and enjoy the training process.
With your Trainer and Manager discuss what your training expectations are during training and list them below.
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Read the Guest We’ve covered hospitality; now let’s talk about another very important part of service: Entertainment. When Guests are at your home, you talk, laugh, enjoy their company, and perhaps show off just a little. That is to say, you put on a show to keep your Guests entertained. We do the same thing in the restaurant. We like to keep our Guests entertained. • Our Guests want more than a meal. They’re looking for a dining experience. We have incredible food and beautiful restaurants. We also have entertaining servers who understand hospitality and what it means to our Guests. Our servers know their food and beverages, and they know how to prepare and present our food with flare. • Just like the great entertainers, we adapt to our audience. Because each group of Guests you serve will be different, it is important that we are able to play the right role when serving our Guests. Some Guests love to interact with us and want us to spend lots of time with them. Other Guests prefer to spend the time with each other and do not want a lot of interaction with you.
• As you develop your skills, you will learn to read your audience and adapt your script to fit your Guests.
• We want our Guests to give us rave reviews. We do this by letting you direct the show. After you have been trained, we put our trust in you to make our Guests happy.
• Acknowledge our Guests with a smile. • Care about our Guests’ dining experience. • Tell our Guests about our great products.
What are some ways that you read your Guests/Customize the Experience?
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Anticipating The Guest’s Needs By suggesting the best to our Guests, we provide customized service to meet their needs. When we make specific suggestions, we help our Guests make the right choice so that they enjoy their meal.
Making suggestions also shows the Guest that you care about them and want to provide the best dining experience possible. This increases Guest satisfaction, which will increase your satisfaction – happy Guests are pleasant to serve and they leave bigger tips!
Here are a few Examples:
• When the Guest does decide on a menu item, always offer positive reinforcement. “I love the Mexican White Shrimp Tacos, great choice! You’ll love them!”
• Plant the seed for dessert. “Are you enjoying your tacos? Great! Make sure to leave some room for our Hose-made Churros! They are delicious!”
• Always check back on the Guest within two minutes or two bites. Make sure that the Guests are enjoying their meal and that they have everything they need.
• Don’t wait for a Guest to ask for refills or napkins. Throughout the dining experience, check back on them for drink refills, extra napkins, etc.
• Remove dirty plates, glasses, napkins. If you are not sure if a Guest is finished with their plate, ask, “Are you still enjoying your tacos?”
• Read the Guest. If they appear to want privacy or if they seem to be in a hurry, keep your conversation short. If they are celebrating something special, pay special attention.
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Paint A Picture Highlight special qualities of food and drinks by using words to describe how the food is prepared to help give the Guest a mental image of what the food/drink will look, taste, and smell like.
List food preparation and descriptive words:
Appeal to the Senses While keeping descriptions short when talking about food and drinks, try to include as many of the five senses as you can. Using words that appeal to the five senses will help Guests to get a mental image of the food/drink will look, taste, and smell like.
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Table Set-Ups When our Guests walk into our restaurant, the first thing they notice is that big, bright smile coming from our hosts. As they’re guided to their table, their second observation is the ambiance and cleanliness of the restaurant.
The music, the temperature, the floors, the smiles, the walls, the aromas…everything. Clean is clean. As they walk by each table, we need to make sure there is a stimulating sense of order. Everything is where it is for a reason, and that all stems from us creating the perfect environment for our Guests. A huge part of this is the setup for our tables.
• The metal buckets should be placed in the middle of the tables if they are free-standing tables not against the wall. • 6 Knives and 6 Forks in each bucket (Some tables are larger than others and require more) • Silverware must be polished • Napkins neatly places inside (About 20 napkins pet bucket)
• Napkins should not be shoved inside the bucket to look
like they are bulging out – must be neatly placed inside • Trejo’s Hot Sauce and Corona bottle filled with salt facing the entrance of the restaurant (door) • Trejo’s Hot Sauce and Corona Salt Shaker must always be wiped down to prevent stickiness
• For tables against a wall, all metal buckets should be placed at the edge/end of the table.
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Beverage
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Non-Alcoholic Beverages • Ring it before you bring it. • Never place the tray on the table when serving drinks. In the box to the right, list the type glassware, garnish and straw standard for each non-alcoholic drink.
Soda
Diet Soda
Iced Tea /Hot Tea
Flavored Iced Tea
Lemonade
Mineral/Sparkling Water
Agua Fresca/Juice
Coffee
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Signature Margaritas • Ring it before you bring it. • Never place the tray on the table when serving drinks.
In the box to the left, list the name of the signature margarita/drink and in the box on the left list the ingredients and the glassware for each margarita/drink.
Signature Margarita/Drink Glassware/Ingredients
•
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Beer
List all of the beers available in your restaurant.
Draft
Imported
Domestic
Wine
List all of the wine available in your restaurant.
Red
White
Other
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Tequila & Mezcal Agave plants have these long spear-like leaves. At harvest, the leaves are sheared off by the Jimador (the person doing the harvesting) who uses a coa, a long-handled stick with a sharp, flat blade at the end. Once the leaves are off, what is left is called the “pina” because it looks like a large pineapple.
Up until this point, a tequila harvest and a mezcal harvest is essentially the same (with different varieties of agave). How the pina is cooked is where the process differs dramatically.
With tequila, the pinas are cooked in large industrial ovens, known as autoclaves, which are large, stainless-steel industrial pressure cookers. (Note: there are other methods of cooking and crushing the pinas but this is the most common). Then the cooked agave is shredded and fermented.
With artisanal mezcal, the process is much more handcrafted and follows the process that has been used for hundreds of years. The pinas are cooked in an underground, earthen pit. The pit is typically about ten feet wide and ten feet deep, and cone shaped down to the bottom. It is lined with volcanic rock. A fire is started in the bottom with wood. This fire burns to the embers heating the volcanic rocks to extreme heat. The pinas are then piled into the pit and covered with about a foot of earth. This underground “oven” now smokes, cooks and caramelizes the pina over a multi-day cooking process. The picture on the right shows a covered pit and the pinas are cooking beneath the earthen mound. It is largely this underground baking process that imparts the smoky flavor to a mezcal.
The artisanal mezcal process continues once the pinas are cooked and unearthed. The crushing process for the agave is traditionally done with a tahona (pictured here). It is a horse or donkey pulling a large stone wheel around in a circle. You see the cooked agave being crushed in the center of the wheel. This is cool, hand-crafted stuff! This entire process basically happens on a farm (or “palenque”) and is overseen by a Master Mezcalero.
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Tequila vs Mezcal
All Tequilas are Mezcals, but not all Mezcals are Tequilas. Tequila is a type of mezcal, much like how scotch and bourbon are types of whiskey. Mezcal is defined as any agave-based liquor. This includes tequila, which is made in specific regions of Mexico and must be made from only blue agave (agave tequilana).
They're made with different kinds of agave. Mezcal can be made from more than 30 varieties of agave. The most common varieties of agave used for mezcal are tobalá, tobaziche, tepeztate, arroqueño and espadín, which is the most common agave and accounts for up to 90% of mezcal.
They're produced in different regions. While there is some geographical overlap, tequila and mezcal primarily come from different regions of Mexico. Tequila is produced in five places: Michoacán, Guanajuato, Nayarit, Tamaulipas and Jalisco, which is where the actual town of Tequila is located. Mezcal is produced in nine different areas of Mexico. They include Durango, Guanajuato, Guerrero, San Luis Potosi, Tamaulipas, Zacatecas, Michoacán, Puebla and Oaxaca, which is where upwards of 85 percent of all mezcal is made. They're distilled differently. Both tequila and mezcal are made from the harvested core of the agave plant, otherwise known as the “piña.” However, that’s where the similarities in production end. Tequila is typically produced by steaming the agave inside industrial ovens before being distilled two or three times in copper pots. Mezcal, on the other hand, is cooked inside earthen pits that are lined with lava rocks and filled with wood and charcoal before being distilled in clay pots. While some large-scale mezcal producers have adopted modern methods, artisanal mezcal makers continue to use this more traditional method, which is the source of the smokiness commonly associated with mezcal. They're labeled differently. Once the distillation process is over, both tequila and mezcal are aged inside oak barrels. However, the different aging categories of the two spirits are defined slightly differently. For instance, tequila comes in three varieties: blanco (silver or plato/0-2 months), reposado (2-12 months) and anejo (1-3 years). Mezcal is also grouped into three categories by age, including joven (blanco or abacado/0-2 months), reposado (2-12 months) and anejo (at least one year).
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Tequila Flights
Drinking Tequila or Agave products in a flight is a great way to sample multiple products at one sitting. Flight Standards
• 1 oz Pour for each Tequila • Explain the tequila flight brand and tasting notes for each tequila to the guest • Ask the guest if they would like their flight served with lime wedges – do not bring them automatically • Guest cannot mix and match • Placement of tequila flights should be: Blanco, Reposado and Añejo (lightest to darkest)
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Fortaleza Flight $28 Service Training
Tapatio Flight $20
Tapatio – Blanco • Brilliant hand-crafted white Tequila, from Tapatio. This is a world away from your salt and lemon, burn and grun nightmares. This silver tequila is left to settle in steel tanks for one month after distillation. Spicy, with a delicious 100% agave grilled-pepper flavor. Tapatio – Reposado • This is a fine example of a reposado that represents the perfect transition between blanco and añejo. The vegetal notes of the blanco are still present, with more of a caramelized texture and a good amount of spice, but still retaining vibrant fruit flavors. It is very subtle and easy to sip, without being over-oaked. Tapatio – Añejo • Aged 18 months in ex-first-fill Bourbon barrels. Hints of both agave and creme brulee, but both are very light. A mysterious nosing leads to a moderate wallop on the body: Agave hits you first, then red and black pepper. • The silky smooth caramel notes come on after that, washing down the heat. Nice balance — though the finish lacks much secondary character — a definite anejo for the blanco lover
Siete Leguas $23 Siete Leguas – Blanco • A slight sharpness on the nose, with light, fragrant agave scent. Sharp on the palate that softens. Lots of agave, pepper and slight vanilla flavors blend well to create a long finish. Siete Leguas – Reposado • Aged for 8 months. Light notes of vanilla with some citrus and short hints of pepper on the nose. Vegetal flavours on the palate, with some hints of oak and caramel coming through. Produces a warm finish with a slight and dry end. Siete Leguas – Añejo • Aged for 24 months. Sweet agave on the nose with as spice following slowly. A creamy texture on the palate, with a light nut offering. Flavours of oak come through on a warm finish.
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Fortaleza Flight $28
Fortaleza – Blanco • Aromas of citrus, and rich cooked agave fill your nose in this unique and very special blanco tequila. Also present: butter, olive, earth, black pepper, and a deep inviting vegetal complexity. • Flavors include citrus, cooked agave, vanilla, basil, olive, and lime. The finish is long and deep, complex yet easy to drink. • Fortaleza Blanco is a true aficionado’s tequila. Fortaleza – Reposado • Aromas of citrus, caramel, butter, cooked agave, and sage are the beginning of a pleasingly balanced and very unique tasting experience. Fortaleza Reposado has it’s own distinct character, and is not like any other tequila. • Flavors include cooked agave, citrus, vanilla, apple, earth, and cinnamon. The finish is long and rich, delicately spicy, and it has an oily texture that make this a joy to drink. • You simply cannot go wrong with Fortaleza Reposado. It’s popular with beginners and experienced tequila drinkers alike. Fortaleza – Añejo • Caramel, vanilla, butterscotch and cooked agave aromas practically jump from the glass in this highly-praised and perfectly-aged añejo. This tequila is so rich and complex that some people are even able to detect pineapple, peach, orange blossom, nutmeg, and raisin in the nose. • Once in your mouth, the full cooked agave experience continues with a thick and oily texture that coats your mouth in a very soothing way. Butterscotch, caramel, toffee, citrus, and hazelnuts are common flavors that people identify. • Fortaleza Añejo is a prized treat for any tequila lover.
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Safety
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Working Safely – Safety Rules 1. All work-related injuries MUST be reported immediately to your Manager. 2. Immediately report all safety hazards and defective equipment that can potentially cause an accident to your Manager. 3. Unplug all electrical appliances before cleaning. Never have water near electrical plugs. 4. Never turn on an empty fryer. 5. Use dry cloths, potholders, gloves and mitts, for handling hot utensils and hot plates. 6. Use personal protective equipment when working with chemicals. 7. Use a knife only for its intended purpose. Carry knives with the point down and the cutting edge away from your body. 8. Pay attention while using sharp utensils. 9. Employees must use cutting glove at all times when cutting. 10. Return working utensils to their proper place. “Clean as you go.” 11. Remove broken glass particles with a broom. Do not pick them up by hand! 12. Handle glassware properly. Toss any glassware that has chips, cracks, etc. 13. Always keep glassware out of food areas. 14. Discard ice immediately if glass is broken in ice bin. 15. Lift with your leg muscles, not with your back. 16. Place heavier and bulkier materials on lower shelves. 17. Never carry excessive quantities of plates, cups, glasses, etc. 18. Keep stairways and aisle ways free of obstructions. 19. Always use ‘Wet Floor Sign’ anytime you have water/debris on floors. Promptly clean up spills. 20. Always keep floors clean and dry. 21. Walk, do not run! Wear slip resistant shoes. 22. Never stand on chairs or equipment. Use safe ladders. 23. Avoid having water near hot grease.
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Chemical Hazard Communication In order to ensure chemical safety in the workplace, information about the identities and hazards of the chemicals must be available and understandable to workers. OSHA's Hazard Communication Standard (HCS) requires the development and dissemination of such information: • Chemical manufacturers and importers are required to evaluate the hazards of the chemicals they produce or import, and prepare labels and safety data sheets to convey the hazard information. • All employers with hazardous chemicals in their workplaces must have labels and safety data sheets for their exposed workers, and train them to handle the chemicals appropriately.
Hazard Communication Standards
• Hazard Classification: Provides specific criteria for classification of health and physical hazards, as well as classification of mixtures. • Labels: Chemical manufacturers and importers will be required to provide a label that includes a harmonized signal word, pictogram, and hazard statement for each hazard class and category. Precautionary statements must also be provided. • Safety Data Sheets: Will now have a specified 16-section format.
Chemical Hazard Communication is very important in keeping the workplace safe for workers. Chemical hazards may cause a minor or major injury or even injuries leading to death if chemicals are used improperly. Cleaning tasks in restaurants are designed to protect customers from food-borne illnesses. Below are some Do’s and Don’ts for working safely with chemicals.
Do’s Don’t
ü Be informed and make sure you understand the û Use hazardous chemicals if a less hazards of the chemicals you work with. hazardous one is available. ü Know where MSDSs are located. û Use chemicals until trained on the ü Follow instructions in SDS whenever you use chemical hazards and how to protect chemicals. yourself. ü Label secondary containers, such as spray bottles, û Use chemicals in unlabeled containers. with product name and hazard warnings. Mix incompatible chemicals. ü Wear appropriate personal protective equipment û Use empty water bottles or food such as gloves, face shields, splash goggles, and containers for chemicals. respirators etc.
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Safety Data Sheets – SDSs The Hazard Communication Standard (HCS) revised in 2012, requires that the chemical manufacturer, distributor, or importer provide Safety Data Sheets (SDSs) (formerly MSDSs or Material Safety Data Sheets) for each hazardous chemical to downstream users to communicate information on these hazards. The information contained in the SDS is largely the same as the MSDS, except now the SDSs are required to be presented in a consistent user-friendly, 16-section format. This brief provides guidance to help workers who handle hazardous chemicals to become familiar with the format and understand the contents of the SDSs. The SDS includes information such as the properties of each chemical; the physical, health, and environmental health hazards; protective measures; and safety precautions for handling, storing, and transporting the chemical. The information contained in the SDS must be in English (although it may be in other languages as well).
Safety Data Sheets Binder • Each restaurant should have a Safety Data Sheets Binder posted with signage and current Safety Data Sheets for all chemicals in the restaurant, visible for employees to access if needed.
Where is your Safety Data Sheets Binder located?
______
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Fire Safety Employees, who have been designated to use fire extinguishers as part of the emergency action plan, must be trained on how to use the fire extinguishers appropriately in the workplace. This training is a specialized form of education that focuses on developing or improving skills and it must be provided annually and when employees are first assigned these duties. Using a Fire Extinguisher The following steps should be followed when responding to incipient stage fire:
• Sound the fire alarm and call the fire department, if appropriate. • Identify a safe evacuation path before approaching the fire. Do not allow the fire, heat, or smoke to come between you and your evacuation path. • Discharge the extinguisher within its effective range using the P.A.S.S. technique (pull, aim, squeeze, sweep). • Back away from an extinguished fire in case it flames up again. • Evacuate immediately if the extinguisher is empty and the fire is not out. • Evacuate immediately if the fire progresses beyond the incipient stage.
Most fire extinguishers operate using the following P.A.S.S. technique:
1. PULL... Pull the pin. This will also break the tamper seal. 2. AIM... Aim low, pointing the extinguisher nozzle (or its horn or hose) at the base of the fire.
NOTE: Do not touch the plastic discharge horn on CO2 extinguishers, it gets very cold and may damage skin.
3. SQUEEZE... Squeeze the handle to release the extinguishing agent. 4. SWEEP... Sweep from side to side at the base of the fire until it appears to be out. Watch the area. If the fire re-ignites, repeat steps 2 - 4.
If you have the slightest doubt about your ability to fight a fire. EVACUATE IMMEDIATELY!
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Safer Lifting & Carrying Lifting and lowering heavy products, holding pots while using awkward body postures, grasping large bags, emptying containers, and carrying objects are common tasks in the restaurant industry. Continued and repeated performing of these tasks can cause fatigue, discomfort, back pain, shoulder and neck problems, decreased range of motion in the joints, decreased grip strength, and so on. Employers and employees can help in reducing or eliminating these problems by improving the fit between the worker’s capabilities, the task, and the equipment used.
Some improvement options include rearranging workstations, providing carts, training employees, limiting the moving of heavy loads, calling a coworker for help, and using better tools. Good lighting in work areas also helps in preventing accidents and injuries.
Do’s Don’t ü Use mechanical devices and carts to lift û Lift/carry heavy, bulky or uneven loads and move heavy loads or get help. Limit without help. lifting by hand. û Get help or use a cart. ü Keep your head up, your back straight û Rely on back belts. and lift with your legs not your back. û Reach out to lift a load. ü Bring the load as close to you as possible û Reach to the side or lift while twisting. before lifting. Stock heavy items on upper shelves. ü Keep the load directly in front of your û Obstruct your view by carrying body. Move feet to turn so you don’t large/bulky items. twist your back. û Carry stacks of plates or boxes above ü Perform lifts at waist height with your the shoulder level. Doing this puts elbows in and close to your body. undue strain on your neck, shoulders ü Limit lifting materials above shoulder and lower back. level. ü Stay fit to help avoid injury.
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Knife Safety
Having the knowledge of properly handling knives and other cutting tools will help create a safer workplace. Maintenance and Usage of Knives: • Knives should be visually clean before use. • Always use a cutting glove when using a knife. • Carry knives with the point down and the cutting edge away from your body. • Always communicate with other employees when holding a knife near them, by saying, “Knife Behind You!” • Make sure the knife is sharp (dull knives bounce off the item you are cutting). • Never leave a knife lying on a counter or in a sink. • At all times, be in control of your knife blade, your body, and the food you are cutting. • Always clean immediately and return knives to the proper storage area.
Cutting Glove
• Cover the cut glove with a regular plastic glove for sanitation purposes. o Typically, a larger size plastic glove will need to be used to fit over the cut glove.
Single-Use Disposable Gloves
• Use single-use disposable gloves when handling ready-to-eat foods. Change the plastic glove as soon as: o They become soiled or torn. o Before beginning a different task. o At least every four hours during continual use, and more often when necessary. o After handling raw meat and before handling cooked or ready-to-eat food. o One pair of gloves may only be used for one task, used for no other purpose. o Gloves must be changed every time hands are washed.
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Machine Guarding Restaurants use many types of equipment that have machine guarding. Food processors, choppers, slicers, grinders, mixers, compactors have moving parts that must be guarded because of their hazardous motions. Workers can be injured by the lack of guards, intentional removal of the guards, or improper guarding. Machine guarding related injuries in restaurants include cuts, bruises, burns, amputations and strangulation.
Employers can protect their workers from such injuries by: • Checking and maintaining all machine guards in the equipment according to manufacturer’s instructions. • Having Core employees follow the safe operating procedures that are put in place to safeguard them against machine guarding hazards, and not letting them take risky short cuts. • Training workers on machine guarding safety as frequently as needed. Trainings should include practical demonstrations on how to operate the equipment properly and how to avoid injuries and accidents.
Do’s Don’t ü Use caution while working with all û Remove parts of equipment that expose moving equipment, especially with the cutting or moving parts. power-driven ones. û Use unguarded equipment. ü Guard hazardous parts of equipment, û Bypass manufacturer’s safeguards. such as dough rollers, slicer blades, and û Unjam equipment without following mixer hooks/paddles. lockout procedures for that particular ü Keep hair, clothing, jewelry, fingers, equipment. hands, and gloves away from dangerous û Use equipment unless trained. moving/cutting parts. ü Use extension tools as required. ü Contact supervisor if a guard is damaged or missing. ü Follow manufacturer’s instructions on the operation, cleaning and maintenance of the equipment.
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Handwashing Handwashing is the most critical aspect of personal hygiene. While it may appear fundamental, many people fail to wash their hands properly and as often as needed. Never take this simple action for granted. Washing your hands properly is one of the most important things you can do to keep microorganisms from contaminating food
You should wash your hands before you start work and after the following activities • Using the restroom • Handling raw meat, fish, or poultry (before and after) • Touching your hair, face, or body • Sneezing, coughing, or using a tissue • Smoking, eating, drinking, or chewing gum or tobacco • Handling chemicals that might affect the safety of the food • Taking out garbage • Clearing tables or bussing dirty dishes • Touching clothing or aprons • Touching anything else that may contaminate hands such as un-sanitized equipment, work surfaces or washcloths
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Basics of Food Safety Foodborne Illness A foodborne illness is a disease carried or transmitted to people by food. A foodborne illness is confirmed when laboratory analysis shows that a specific food is the source of the illness. Each year millions of people are affected by foodborne illness. Keeping food safe starts with understanding what illness you can contract during the food preparation process.
• The symptoms of the common cold simply do not stop at a common virus. • The ways the foods we consume are prepared play a major role. • The #1 way to prevent foodborne illness is to wash your hands. • The human hand is the largest carrier of bacteria. • In the U.S., foodborne illness cause approximately 76 million illnesses, 325,000 hospitalizations and 5,000 deaths each year. Shigellosis • Is invisible to the human eye • Most commonly found bacteria on human hands Symptoms • Fever, diarrhea, nausea • Cramps, dehydration To Prevent an Outbreak • Wash your hands every 20 minutes • Cook food at the right temperature • Clean and sanitize all prep and cooking surfaces Sources of the Bacteria • Human intestinal tract • Water polluted with feces • Flies Foods that have been found in an Outbreak • Chicken, shrimp • Vegetables • Milk
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Wet Floors • When a spill happens, STOP and STAY where the spill is. • Ask an employee to get a “Wet Floor” sign, broom, dustpan and mop. • Clean and dry the area. • Leave the “Wet Floor” sign in a highly visible area.
Slips, Trips and Falls Slips, trips and falls in the restaurant may cause a minor or major injury or even injuries leading to death.
Do Don’t ü Wear closed-toe shoes with slip resistant û Move too quickly or run. soles and low heels. û Carry items too tall for you to see over. ü Have a regular cleaning schedule and û Store items on the floor that might be tripped on, especially hot items such as clean up spills and splashes immediately. oil. ü Place caution signs when mopping or û Wear clothing that is oversized, baggy, when floors are wet. or extended below shoe level causing a ü Use non-slip floor matting. Keep mats potential trip hazard. clean and secured in place, if in the û Wear leather soles, open toe platform, restaurant. high heels, or canvas shoes. ü Eliminate cluttered or obstructed work û Do not overfill bus tubs, since items may fall out and cause a trip hazard. areas. ü Report to your Manager any blind corners, problem floor surfaces, or hazardous areas. ü Use clean mops so they are not spreading grease. ü Keep work areas well lit.
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Clean-Up Safety Restaurant workers performing cleaning up activities are exposed to many potential hazards in the workplace. The use of chemicals such as soaps, detergents, and other caustic cleaning solutions may cause skin, nose, and eye irritation, allergic reactions, skin burns, and other negative effects including occupational asthma. Cleaning up machinery, sharp objects, hot and slippery surfaces expose workers to other dangers. Shortage of time and pressures to get the job done quickly often lead to unsafe behavior.
Employees tend to work fast in a disorganized manner and pay little attention to safety. Carelessness can lead to injury. Managers and employees have the primary responsibility of protecting the safety and health of their employees. This can be achieved by instructing employees on work organization, how to perform tasks safely, the health hazards of chemicals (SDS), and the need for workers to use appropriate personal protective equipment such as aprons, gloves and goggles, etc. Training must include special measures to take in the event of emergencies. Employees are responsible for following safe work practices and alerting employers of safety issues they discover.
Do’s Don’t ü Be aware of hot equipment and steam. û Overfill carts or containers. ü Wipe spills immediately. û Mix incompatible chemicals (such as ü Wear appropriate waterproof non-slip bleach and ammonia). footwear. û Handle broken glass/dishware without ü Use signs to warn of slip hazards. protective gloves. ü Know the hazards and proper use of the û Remove garbage disposal guards. Clean cleaning chemicals. machinery (such as dough mixers) when ü Use personal protective equipment plugged in or operating. when working with corrosive and û Use unlabeled cleaning bottles. irritating substances. û Allow liquids to come in contact with ü Have all Safety Data Sheets (SDS) readily electrical outlets and appliances. available. û Pickup of move large mats without help. ü Have emergency eyewash readily available.
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Handling Broken Glass If glass breaks, it is critical that proper procedures be followed to prevent injuries, such as a cut finger or hand, or possibly someone swallowing glass fragments.
• Any glassware found to be chipped or defective is to be immediately discarded. • In the event that glass is found in a beverage with ice, the ice is emptied from the ice machines; the bin is cleaned and replenished with new ice. • Ice is to be scooped out from the ice machine with an ice scooper and never with a glass. • When glass is found in food or beverage the evidence is saved and bagged, photographed alongside side another object for reference (like a coin – depending upon the size of the foreign object) and forwarded to the risk manager for investigation with staff as to the source of the glass and root cause of the incident. Ice Bin – Contaminated Ice In the event broken glass has contaminated or may have contaminated ice, if in doubt, assume the ice has been contaminated – do not take chances with the safety of our Guests.
Melting the Ice • If you must leave a contaminated bin for any reason, put ketchup or salsa on the ice to prevent other employees from using the ice. • Remove as much ice as possible from the bin by scooping it in a dish tub. • Transfer the ice to the mop sink or trash receptacle. • Melt (“burn”) the ice by running hot water over it.
Cleaning the Ice Bin • Melt any ice remaining in the ice bin by running hot water over it. • Remove any removable pieces, the divider, and bottom plate. Wash, rinse, and sanitize the divider and bottom plate and air dry. • Elevate the cold plate so it can be cleaned underneath. • Use a folded towel (for protection of the hands) to wipe down all surfaces of the ice bin, the hoses and the cold plate. • Thoroughly rinse all surfaces; finally sanitize all surfaces with sanitizer solution. Replace the cleaned and sanitized bottom plate, cold plate and divider.
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Handling Plates & Glassware • Always use a clean linen napkin to serve plates (never use a damp towel). • Handle plates and bowls by the outer rim. • Always tell a Guest when the plate is hot. • Never serve the child’s meal on a hot plate. • When serving fajitas, let the Guest know that the skillet is hot. Never place the fajita skillet in front of a child. This can cause severe injury. • Do not overload service trays or double-stack any glassware. • Wash glassware separately from other utensils and plateware. • Never drink from a glass container in the kitchen. • Never carry glasses by sticking your fingers inside of them. Handle glassware by the base, not by the rim. • Never use a glass to scoop ice; this can cause glass to break in the ice.
Sanitizer Bucket Maintenance of the proper usage of all items, such as towels is a key step in delivering a safe and wholesome meal to our Guests.
Maintenance and Usage • Towels should be visually clean before use. • Towels used to clean food contact surfaces must be stored red buckets with sanitizer before use. • The sanitizer should be a company approved Quaternary Ammonium with strength of 200 PPM. • The sanitizer towels should be kept in buckets with sanitizer when not in use. • Towels should be kept in good condition without rips, tears, shredded lining, etc. • Towels should be regularly laundered to maintain them in good and clean condition. • Change the sanitizer every two hours or when dirty during each shift. • Always label containers where sanitizers are stored.
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Dish Station The Dishwasher is one of the most important positions in the restaurant. Without them, the restaurant would not be able to operate. It is important to spend time working with the Dishwasher.
Proper Dish Area Maintenance
• Proper Placement of cups above dish area. • Plastic tumblers separated • Coffee cups separated • Glass beverages separated • Scrape all dishes clean into the trash can and with like dishes. • Sort all utensils in designated color bins. • Sort all salsa dishes, ramekins in separate tub. • Ensure drains are clean of debris. • No straws • No limes, lemons or garnishes
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Traffic Patterns • Employees carrying loaded trays have the right-of-way. • When walking through the restaurant, give the Guest the right-of-way. • If you think the Guest can’t see you, politely say, “Excuse Me,” so the Guest knows that you are near them. • Never seat highchairs or baby carriers in main walk ways. • Always keep the busy walk ways clear of chairs and tables. This can cause a fire-hazard. • Always keep exit doors unblocked. • Never assume that another team member can see you. • When passing near or directly behind another team member always say the following: o “Behind You!” o “Above You!” o “Hot Food Coming Through!” o “Coming Through!” – When passing through a hallway that is t-shaped or a corner.
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Preventing Burns All employees that work around hot equipment or material are in danger of suffering severe burns. It is important that restaurant employees and Managers understand the dangers and take steps towards minimizing burns in restaurant works.
An employee working around heating equipment, like fryers, ovens, microwaves, ranges etc. can potentially be burned. Burns may specifically come from hot oil, open flame, steam and hot plates. Servers can be burned while carrying hot plates or picking up plates that were under a heat lamp.
Do’s Don’t ü Wear long sleeves and long pants when û Leave hot oil unattended. cooking. û Lean over pots of boiling liquids. ü Use dry potholders, gloves and mitts. û Spill water into hot oil. ü Adjust burner flames to cover only the û Allow pot handles or cooking utensils to bottom of the pan. stick out from counters or stove fronts. ü Check hot food on stoves carefully. û Use metal containers, foil or utensils in ü Avoid steam - it can burn. Open lids microwave ovens. away from you. û Allow oil to build up on cooking ü Use caution when removing items from surfaces, pots and pans. the microwave. û Allow pan handles to be over another ü Wear sturdy footwear that protects your burner. feet. ü Keep pot handles away from burners.
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Electrical Safety With all electrical equipment operations there is the threat of electrocution. Restaurant employees face the danger of electrocution, or even death when working around electrical equipment particularly in commercial kitchens. The hazardous conditions which pose the greatest threat are: • Worn electrical cords. • Wet cleaning practices. • Faulty wiring or equipment. • Damaged outlets or connectors. • Improperly used or damaged extension cords.
Do’s Don’t ü Know procedures for electrical û Use faulty or damaged equipment, emergencies. receptacles or connectors. ü Know how to shut off power in case of û Plug in electrical equipment with wet an emergency. hands or while touching a wet or damp ü Use ground fault circuit (GFCIs) surface. receptacles. û Pull on cords to unplug them. ü Keep the power cord away from the û Use extension cords except for liquids and equipment when in use. temporary use. û Use metal ladders when doing electrical work. û Put fingers on the prongs when inserting into outlets.
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Ladder Safety With all uses of ladders and steps, there is always the danger of falls. Restaurant employees face the danger of falls when working around the kitchen and storage shelves, and other elevated places that need to be reached using ladders or steps.
Employers can prevent employees from falling from ladders and steps by:
• Providing ladders and steps in good working condition. • The ladders and steps should also suitable be for the specific job. • Providing training on inspection, use and maintenance of ladders and steps.
Do’s Don’t ü Routinely check the condition of ladders û Access elevated locations without a for damage, defects and slippery proper ladder. conditions. û Use ladders that appear to have ü Check your shoes for oil, grease, etc. damaged or defective components. before climbing the ladder and steps. û Use metal ladders when doing electrical ü Only use proper ladders for the job to be work such as changing lights. performed. û Use unless trained. ü Only use ladders that can be properly û Use chairs, buckets anything else used within the space provided. instead of a ladder. ü Always position the ladder in such a way û Step on the top two steps. that you do not have to over-reach. û Try to handle overloads. ü Always maintain 3 points of contact. û Know your strength. Get help as ü Climb or come down facing the steps. needed. ü Protect against surrounding hazards such as hot liquids when you are on the ladder.
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General Safety Procedures for Walk-in Freezers
Walk-In Freezers
When you are in the freezers, you are often “alone” in that room, even during regular work hours. You should be aware of this and take the necessary precautions to reduce your risk. Basic precautions for working in the freezer are:
• Try always to work with a buddy. There is safety in numbers and an immediate support system in the event of an emergency. • Be aware! Cold temperatures affect you both mentally and physically. • Tell someone, your supervisor or another co-worker that you are going to work in the walk-in freezer and when you will return. • If you are going to be in the freezer for an extended period, timed checks are advised. Do not forget to report back to that contact person at the agreed upon time(s)! • You should be aware that cell phones might not work well in the walk-in freezer. Before relying on this as a communications device, check to see if it will work in that space. Remember that frozen batteries might disable the phone. • There is an emergency button/mushroom plunger/ HASP release located in the inside of the freezer and walk in, once you push it opens the door. General Safety Procedures for Fryers Do’s Don’t ü Gently raise or lower fryer basket while û Overfill fryer baskets. cooking to avoid splashing. û Stand too close or lean over hot oil. ü Keep liquid and beverages away from û Carry hot oil. Wait until it is cool! hot oil. û Strain hot oil. Wait until it is cool! ü Wear any safety equipment employers û Store hot oil on floors by grill area. provide while working with hot oil. û Pour excess ice crystals into the oil
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Serving Alcohol Responsibly
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Steps to Serving Alcohol Responsibly As a member of the service staff, you must understand your liability regarding alcohol service. Being liable means you have legal responsibilities. If you break liquor laws, you could face:
• Law suits • Criminal charges • Fines • Imprisonment • Closure of your restaurant Criminal Liability Anyone who sells and serves alcohol for any of the reasons below may face criminal charges if state, county, or municipal laws are broken:
• Serving alcohol to a minor. • Serving a Guest who is or appears to be intoxicated. • Possess, sell, or allow the sale of drugs on the premises.
Notes
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Laws Restricting Alcohol Service You must become familiar with the liquor laws that apply to your establishment. These may include:
1. The legal age to drink. In all 50 states, a person must be 21-years-old to purchase alcohol. In some states, it is legal for a parent or legal guardian to purchase alcohol and serve it to a minor. 2. The legal age to serve. In general, you must be 21-years-old to serve alcohol. However, this law varies. Some states allow underage servers to: a. Bring alcohol to the table, but not to pour it. b. Take the order and payment for the drink, but not to serve the order. c. Serve alcohol if they have applied for permission from the liquor authority. 3. The legal age to enter the establishment. In some areas, the law does not allow minors to enter a tavern or a restaurant bar area. Some establishments may require Guests to be older than the age allowed by law to enter the bar. 4. Serving intoxicated Guests. It is illegal to serve a Guest who is intoxicated or who shows signs of intoxication. 5. Serving a pregnant Guest. It is illegal to deny alcohol service to a woman because she is pregnant. This would be considered discrimination. Many states, however, require establishments to post signs warning about the effects of alcohol on a fetus. 6. Hours of service. The legal hours for the sale and service of alcohol are listed on the establishment’s liquor license. 7. Happy hours and other drink promotions. Some states, counties, and municipalities restrict or forbid “happy hours” and other drink promotions.
These laws may prohibit serving a Guest:
• Two or more drinks at a time. • An unlimited number of drinks for fixed price. • Reduced-priced drinks for a specific period of time. • Drinks containing additional alcohol without an increase price. • Drinks as a price for a game or contest conducted at the establishment. Carding Guests • We must card all Guests who appear to be 35 years of age or under. • Ask for their ID when they have ordered an alcoholic beverage. • Ask the Guest to remove their ID from their wallet. • Make sure that you have enough light to clearly read the ID.
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Service Training
Observing Guests for Signs of Intoxication When large amounts of alcohol reach the brain, it can no longer function normally. This causes physical and behavioral changes, including relaxed inhibitions, impaired judgment, slowed reaction time, and impaired motor coordination.
Relaxed inhibitions – people say or do things that may be unacceptable to others • Be overly friendly • Be unfriendly, depressed or quiet • Use foul language • Become loud • Make rude comments
Impaired judgment • Complain about the strength of a drink • Begin drinking faster or switch to larger or stronger drinks • Make irrational or argumentative statements • Become careless with money (ex: buying drinks for strangers)
Slowed reaction time • Talk or move slowly • Be unable to concentrate • Become drowsy • Become glassy eyed, lose eye contact, become unable to focus
Impaired motor coordination • Stagger, stumble, fall down, bump objects, or sway when sitting or standing • Be unable to pick up objects or may drop them • Spill drinks • Slur the speech • Having difficulty lighting a cigarette
68 Version Date: 04/01/2019| ©Trejo’s Tacos
Service Training
69 Version Date: 04/01/2019| ©Trejo’s Tacos