“Our single, most valuable asset and greatest competitive edge lies in the ability of our team members to consistently execute at a high level, sharing our commitment to providing a superior guest experience. This is evidenced by the quality of work each and every one of our team members delivers on a daily basis.”
President,
KYLE GREENE
Welcome to Kyle G’s Oyster and Wine Bar, where our principals and promises define us. Our passion is fueled by our genuine love of people.
We strive for continuous excellence in restauranteur-ship and its traditions in culinary art, innovation, and extraordinary hospitality.
TEAM SERVICE GOAL
PRINCIPLE VALUES
1. Honesty in Speaking: We treat everyone with Dignity, Honesty, Respect, and Integrity.
2. Being of Service: We are committed to treating people as special and giving of ourselves, doing more than expected, anticipating needs, and making a difference.
3. Great People: We hire great people, we set clear expectations, we provide regular feedback, and we celebrate great performances.
4. We Function as a Team: We all look good together, we all look bad together.
TEAM MEMBER PROMISE
1. Citizenship: Getting to work on time, dressed and ready to work. Doing my job to our high standards, and asking questions when I am unsure.
2. Consistent Growth: We are committed to continuous improvement, getting better day by day, shift by shift, Best today, better tomorrow.
3. Doing the Right Thing: Do it right the first time with integrity in your work.
WE PROMISE YOU
1. Clear Direction: Communicating what we stand for and what we will not stand for, how your job contributes to the success of the restaurant, and clear and timely communication of change and how it affects you.
2. Teaching: Standard setting training that gives you a complete understanding of the skills you need to be successful in your position, and enjoy what you do, and where you work.
3. Belonging: You are immediately welcomed as a member of the team, know that you are valued, and are held accountable for your behavior, and results. We help in times of personal need, provide opportunities to prepare for more responsibility, and invite you to share in the celebrations of the team.
EXPECTATIONS
Throughout Your Training And Beyond, We Will Rely On A Firm Agreement Of Expectations Between Kyle g’s oyster and wine bar And You.
What we will expect from you:
A constant positive attitude.
105% effort toward your own development.
To be open-minded.
To follow and learn our Principle Values and Promises.
To provide solutions with problems.
To be yourself and have fun!
What you should expect from us:
We will present the knowledge and skills needed for success.
We will coach and evaluate your performance.
We will provide honest feedback.
We will provide the tools necessary for you to be successful.
LOCAL INFORMATION
Management Team:
Owner: Kyle Greene
Vice President: Matthew Saur
Executive Chef: Shane Johnson
Cocktail and Beverage Director: Dave Lovett
Service Manager: Lillian Richardson
Bar Manager: Hillary Perez
Sous Chef: Justin Archambo
Office Administrator: Francine Peach
Address: 1724 SW St Lucie West Blvd Port Saint Lucie, FL 34986
Website: https://kylegoysterandwinebar.com/
Phone Number: 772-807-1220
Hours Of Operations:
Monday – Friday: 3pm - 12 pm
Saturday and Sunday: 3pm - 12pm
Happy Hour
Monday – Sunday: 3pm - 12pm (Bar and Lounge Only)
Restaurant Policies
Employee Smoking: None
Team Member Parking Area: Where available just not in front of the restaurant
Team Member Meal Policy: Selected discounted employee menu during shift – 25% discount on food as a guest.
Personal Phone Calls: We do not accept personal calls for team members. If it is an emergency, a manager will take a message and relay it to you.
Cell Phones: While working, team members are not allowed to use their personal cell phones on the work floor.
General: Please leave large bags and back packs at home or in your car. May bring a clear, see though bag arrive dressed for work and ready to go. We aren’t responsible for lost or stolen articles.
Tip$
100% of Tips are Taxable
All tips are considered income that you owe federal taxes on. This includes cash tips, charge card tips, and any tips you receive from team members. If you earn $20 or more in a month in tips, you must report them.
The value of non-cash tips, such as tickets, passes, or other items of value, is also income and subject to tax. Do not report these types of tips to Kyle G’s Prime Seafood & Steaks, report them on your tax return.
The IRS Requires You to Report Tips
Reporting your tip income correctly is not difficult. You must do three things.
Keep a daily tip record.
Report tips to your employer.
Report all of your tips on your income tax return.
You Must Keep a Daily Tip Record
The IRS requires you to keep a daily tip diary or other evidence to prove your tip income. This daily record is for your protection in the event of an audit. It’s easiest to buy a small, portable calendar to keep track in. Your daily record must show:
Cash tips you get directly from customers or from other employees.
Tips from credit and debit card charge customers that your employer pays you.
The value of any non-cash tips you get, such as tickets, passes, or other items of value.
The amount of tips you paid out to other employees through tip pools or tip splitting, or other arrangements, and the names of the employees to whom you paid the tips.
Service Charges
Do not write in your tip diary the amount of any service charge that is added to a customer's bill and then paid to you and treated as wages. A service charge is part of your wages, not a tip. A service charge is differentiated from a tip when a guest does not have an unrestricted right to determine the amount on the tip line. Examples include “a party of 6 or more”, “catered events”, and/or “large business meetings”.
What are Allocated Tips
These are tips assigned to you in addition to the tips you reported for the year. If your reported tips were less than your share of 8% of food and drink sales, you will be allocated tips.
These tips are shown separately in box 8 of your Form W-2 at the end of the year. They are not included in box 1 with your wages and reported tips. No income, social security, Medicare, or railroad retirement taxes are withheld on allocated tips. These taxes are assessed and paid by you at the end of the year.
See IRS Publication 531, Reporting Tip Income for help and more detailed information.
SAFETY & SECURITY
Team Member Safety
Practicing safety on the job is the responsibility of everyone in the restaurant. We care about your safety and the safety of others. Team member negligence or mishandling of equipment causes most accidents and injuries.
Basic Guideline For Practicing Safety
Safe Storage of Items
Proper Lifting Technique
Tool & Equipment Safety
Chemical Safety
General Restaurant Safety
Safe Storage Of Items
Store and stack items at a safe height.
Place heavier items on the bottom storage shelves.
Properly label and date all items before putting away.
Always rotate any food you are putting away.
Safe Lifting Technique
Ask for help with heavy loads.
Never carry an item that obstructs your view of where you’re going.
Keep your arms and elbows close to your body when lifting.
Lift with your legs – not your back.
To keep your balance and protect your back from injury when you turn with a load, turn your whole body at once.
Tools & Equipment Safety
Use the right tool for the right job.
Make sure the tool is in good repair and has all of its parts in place.
Make sure all electrical equipment is properly grounded and all cords are in good repair.
Always wear a cutting glove when using or cleaning sharp tools, knives, or equipment.
Turn off and unplug any machinery or equipment before cleaning it and after use.
TEAM MEMBER SAFETY
General Safety
Always sweep up glass – don’t use your hands.
Wipe up spills as soon as you see them.
Never use your hands or feet to compress trash.
Always use an ice scoop to scoop ice.
Be careful around the grill and fryer stations.
Wear proper safety equipment such as oven mitts, goggles, gloves, etc.
Let a manager know of any unsafe or broken equipment.
Use a ladder. DO not climb on racks or counters.
Never run or horseplay.
Keep aisles and exits clear and free of debris.
Be careful around guests. They may have no idea where you are going!
TEAM MEMBER SECURITY
The safety and security of our team members is very important to us! Increasing awareness is the key to safety.
Be aware of your surroundings.
Never leave the restaurant wearing your apron.
Leave in pairs if it’s late at night.
Keep your keys in your hand with a key pointing out.
Carry mace.
Park in a well-lit area.
Do not discuss money in front of guests.
Do not count tips in front of guests.
Never tell a guest what time you will be coming to or leaving work.
Keep the rear doors locked at ALL times. It should never be opened after dark.
EMERGENCY PROCEDURES
Choking
Stay Calm
Ask the Person “Are You Choking”?
If they respond verbally, let them try to cough it out.
Notify a manager ASAP.
If they cannot speak, cough or breathe, have someone call 911 while you administer first aid.
Robbery Procedures
Stay calm.
Quickly obey any demands.
Do not chase or follow.
Call the Police as soon as possible.
Give a detailed description.
Fire Procedures
Evacuate the building immediately through the closest door or fire exit.
Escort guests out calmly.
Check the restrooms for guests & team members.
Do not let anyone reenter the building.
Move to the flag area of the parking lot.
Gather for a roll call to account for everyone.
Sanitation
Because of the large amount of hands on preparation that we do, personal hygiene plays a major role in the prevention of food contamination. By failing to follow health codes, we could face some very serious consequences which include:
Spread of illness or disease
Poor public image
Health Department violations & fines
Loss of income
Here are a few simple things we can do to prevent the spread of germs and food contamination.
Always wear a clean uniform.
Report any cuts, sores or illnesses to your manager.
Discard any food that touches the floor.
Do not eat while working with food.
Wear gloves.
Rinse your towel often in a sanitizer solution.
Wash hands frequently. Always wash your hands after sneezing, coughing, smoking, eating, using the restroom, blowing your nose, or brushing or touching your hair.
PROPER HAND WASHING
It is very important that every team member executes proper hand washing to prevent the spread of germs and cross contamination. The proper way to wash your hands:
Team Appearance
General Appearance Standards
Hair – Hair must be neat and clean. No extreme styles, or designs. Hair must be pulled back from face and off shoulders. No hats, bandanas or scarves.
Facial Hair - Men must be clean shaven or with a beard, goatee, or mustache that is neatly trimmed and fully grown in.
Hygiene – Teeth must be brushed, deodorant must be worn, chewing gum not permitted.
Jewelry – Keep it to a minimum. Jewelry must be clean and in good taste with no hanging or dangling pieces that could interfere with proper food handling sanitation or safety. Earrings are acceptable if they are smaller than a nickel. No gauges. Any piece of jewelry that may be a safety or hygiene concern is not permitted. Facial piercings, including rings through nose, eyelid, tongue, and other visible body part, other than ear lobes, are not acceptable.
Nail Polish – If worn it should be a neutral color.
Perfume / Cologne – Mild and in good taste.
Personal Appearance – Clean and groomed. Makeup should be natural and applied in a tasteful manner.
Uniform – Pressed and Ironed.
Team Member Shoes
Shoes – Slip resistant Black Shoes. These are available online as well as locally. Any brand of shoe is okay as long as they are slip resistant and Black.
Here are a few brands that manufacture slip resistant shoes:
Shoes for Crews
New Balance
Sketchers
Tread Safe
Team Member Pants
Dress Slacks no Jeans
No Holes, Rips, Tears or Designs
Not Faded
Color – Grey
BARTENDER UNIFORMS
Items Supplied By Kyle G’s Oyster and Wine Bar steakhouse
Tools
Business cards
Three pens
Name Tag
Table crumber
Polishing rag
Items Supplied By Team Member
Pants – Approved Grey Dickies
Shirt - Approved Blue Chef Works Short Sleeve Button Up
Belt – Black Belt
Shoes – Slip resistant, Black shoes
Socks – Black
Extra Uniforms Must be Purchased
Tools
Wine Key
Bottle Opener
Lighter
Flash light
SERVER uniforms
Items Supplied By Kyle G’s Oyster and Wine Bar steakhouse
Tools
Business cards
Three pens
Name Tag
Table crumber
Polishing rag
Items Supplied By Team Member
Pants – Approved Grey Dickies
Shirt - Approved Chef Works Blue Short Sleeve Button Up
Belt – Black Belt
Shoes – Slip resistant, Black shoes
Socks – Black
Extra Uniforms Must be Purchased
Tools
Wine Key
Bottle Opener
Lighter
Flash light
HOST UNIFORM
The customer's first impression of Kyle G’s Oyster and Wine Bar is you. You are the first person our guests see; always greet them with a sincere smile.
Your professional attire should reflect cleanliness and wholesomeness at all times.
Inside Uniform- Black Dress - free of stains, rips, non faded, in good taste. Black pantyhose, black non slip shoes without laces
Items Supplied By Team Member
Black Dress - free of stains, rips, non faded, in good taste. Black pantyhose, black non slip shoes without laces
Items Supplied By Oak and Ember Steakhouse
Name Tag
Orientation Handbook
Table of Contents
NO. POLICY TITLE EFFECTIVE DATE
1. INTRODUCTION
1.1 Handbook Disclaimer 08-07-2017
1.2 Welcome Message 08-07-2017
1.3 Changes of Policy 08-07-2017
2. GENERAL EMPLOYMENT
2.1 At-Will Employment 08-07-2017
2.2 Immigration Law Compliance 08-07-2017
2.3 Equal Employment Opportunity (Florida Employees) 08-07-2017
2.4 Equal Employment Opportunity (Florida Employees) 08-07-2017
2.5 Employees Grievances 08-07-2017
2.6 Outside Employment 08-07-2017
2.7 Anti-Retaliation and Whistleblower Policy 08-07-2017
3. EMPLOYMENT STATUS & RECORDKEEPING
3.1 Employment Classifications 08-07-2017
3.2 Personnel Date Changes 08-07-2017
3.3 Termination of Employment 08-07-2017
4. WORKING CONDITIONS & HOURS
4.1 Company Hours 08-07-2017
4.2 Emergency Closing 08-07-2017
4.3 Parking 08-07-2017
4.4 Workplace Safety 08-07-2017
4.5 Meal & Break Periods 08-07-2017
4.6 Break Time For Nursing Mothers 08-07-2017
5. EMPLOYEE BENEFITS
5.1 Health Insurance Continuation 08-07-2017
5.2 Family & Medical Leave 08-07-2017
5.3 Military Leave 08-07-2017
5.4 Jury Duty 08-07-2017
5.5 Workers’ Compensation 08-07-2017
5.6 Domestic Violence Leave (Florida Employees) 08-07-2017
5.7 Civil Air Patrol Leave (Florida Employees) 08-07-2017
6. EMPLOYEE CONDUCT
6.1 Standards of Conduct 08-07-2017
6.2 Disciplinary Action 08-07-2017
6.3 Confidentiality 08-07-2017
6.4 Personal Appearance 08-07-2017
6.5 Workplace Violence 08-07-2017
6.6 Drug & Alcohol Use 08-07-2017
6.7 Sexual & Other Unlawful Harassment 08-07-2017
6.8 Telephone Usage 08-07-2017
6.9 Personal Property 08-07-2017
6.10 Use of Company Property 08-07-2017
6.11 Smoking 08-07-2017
6.12 Computer, Email & Internet Usage 08-07-2017
6.13 Company Supplies 08-07-2017 7. TIMEKEEPING & PAYROLL
7.1 Attendance & Punctuality 08-07-2017
7.2 Timekeeping 08-07-2017
7.3 Paydays 08-07-2017
7.4 Payroll Deductions 08-07-2017
1. INTRODUCTIONS
1.1 HandBook Disclaimer
The contents of this handbook serve only as guidelines and supersede any prior handbook. Neither this handbook, nor any other policy or practice, creates an employment contract, or an implied or express promise of continued employment with the Company. Employment with Kyle G’s is “AT-WILL.” This means employees of Kyle G’s may terminate the employment relationship at any time, for any reason, with or without cause or advance notice. As an at-will employee, it is not guaranteed, in any manner, that you will be employed with Kyle G’s for any set period of time.
The Company has the right, with or without notice, in an individual case or generally, to change any of the policies in this handbook, or any of its guidelines, policies, practices, working conditions or benefits at any time. No one is authorized to provide any employee with an employment contact or special arrangement concerning terms or conditions of employment unless the contract or arrangement is in writing and signed by the president and the employee.
1.2 Welcome Message
Dear Valued Employee,
Welcome to Kyle G’s! We are pleased with your decision to join our team.
Kyle G’s is committed to providing superior quality and unparalleled customer service in all aspects of our business. We believe each employee contributes to the success and growth of our Company.
This employee handbook contains information in our policies, practices, and benefits. Please read it carefully. If you have questions regarding the handbook, please discuss them with your supervisor or department manager. Welcome aboard. We look forward to working with you!
Sincerely,
Kyle Greene, President
1.3 Changes of Policy
Change at Kyle G’s is inevitable. Therefore, we expressly reserve the right to interpret, modify, suspend, cancel, or dispute, with or without notice, all or any part of our policies, procedures, and benefits at any time with or without prior notice. Changes will be effective on the dates determined by Kyle G’s, and after those dates all superseded policies will be null and voided.
No individual supervisor or manager has the authority to alter the foregoing. Any employee who is unclear on any policy or procedure should consult a supervisor or the Assistant Managing Partner.
2. General Employment
2.1 At-Will employment
Employment at Kyle G’s is “At-Will.” This means employees are free to resign at any time, with or without cause, and Kyle G’s may terminate the employment relationship at any time, with or without cause or advance notice. As an at-will employee, it is not guaranteed, in any manner, that you will be employed with Kyle G’s for any set period of time.
The policies set forth in this employee handbooks are the policies that are in effect at the time of publication. They may have amended, modified, or terminated at any time by Kyle G’s, except for the policy on at-will employment, which may be modified only by a signed, written agreement between the President and the employee at issue. Nothing in this handbook may be construed as creating a promise of future benefits or a binding contract between Kyle G’s.
2.2 Immigration Law Compliance
Kyle G’s is committed to employing only United States citizens and aliens who are authorized to work in the United States.
In compliance with the Immigration Reform and Control Act of 1986, as amended, each new employee, as a condition of employment, must complete the Employment Eligibility Verification Form 1-9 and present documentation establishing identity and employment eligibility. Former employees who are rehired must also complete the form if they have not completed an 1-9 with Kyle G’s within the past three years, or if their previous 1-9 is no longer retained or valid.
Kyle G’s may participate in the federal government's electronic employment verification system, known as “E-Verify.” Pursuant to E-Verify, Kyle G’s provides the Social Security Administration, and if necessary, the Department of Homeland with information from each new employee’s Form 1-9 to confirm work authorization.
2.3 Equal Employment Opportunity
Kyle G’s is an Equal Opportunity Employer. Employment opportunities at Kyle G’s are based upon one’s qualifications and capabilities to perform the essential functions of a particular job. All employment opportunities are provided without regard to race, religion, sex, pregnancy, childbirth or related medical conditions, national origin, age, veteran status, disability, genetic information, or any other characteristic protected by the law.
This Equal Employment Opportunity policy governs all aspects of employment, including, but not limited to, recruitment, hiring, selection, job assignments, promotions, transfers, compensation, discipline, termination, layoff, access to benefits and training, and all other conditions and privileges of employment.
The Company will provide you with reasonable accommodations as necessary and were required by law so long as the accommodation does not pose an undue hardship on the business. This policy is not intended to afford employees with any greater protection then those which exist under federal, state or local law.
Kyle G’s strongly urges the reporting of all instances of discrimination and harassment, and prohibits retaliation against any individual who reports discrimination, harassment, or participates in an investigation of such report. Kyle G’s Prime Seafood will take appropriate disciplinary action, up to and including immediate termination, against any employee who violates this policy.
2.4 Equal Employment Opportunity (Florida employees)
Kyle G’s is an equal opportunity employer. Employment opportunities at Kyle G‘s are based upon one’s qualifications and compatibility used to perform the essential functions of a particular job. All employment opportunities are provided without regard to:
● Race
● Color
● Religion
● Sex
● Pregnancy, childbirth or related medical condition
● National origin
● Age
● Veteran status
● Disability
● Sickle cell trait
● Marital status
● Any other characteristic protected by law
This equal employment opportunity policy governs all aspects of employment, including, but not limited to, recruitment, hiring, selection, job assignments, promotions, transfers, compensation, discipline, termination, layoffs, access to benefits and training, and all other conditions and privileges of employment.
Kyle G’s strongly urges the reporting of all instances of discrimination and harassment, and prohibits retaliation against any individual who reports discrimination, harassment, or participates in an investigation of such report. Kyle G’s Prime Seafood will take appropriate disciplinary action, up to and including immediate termination, against any employee who violates this policy.
2.5 Employee Grievances
It is the policy of Kyle G’s to maintain a harmonize workplace environment. Kyle G’s encourages its employees to express concerns about work related issues, including workplace, communication, interpersonal conflict, and other working conditions.
Employees are encouraged to raise concerns with their supervisors. If not resolved at this level, and employee may submit, in writing, a signed grievance to the Assistant Managing Partner.
After receiving a written grievance, Kyle G’s may hold a meeting with the employee, the immediate supervisor, and any other individuals who may assist in the investigation or resolution of the issue. All discussions related to the grievance will be limited to those involved with, and who can assist with, resolving the issue.
Complaints involving alleged discriminatory practices shall be processed in accordance with Kyle G’s Sexual and other Unlawful Harassment Policy.
Kyle G’s assure is that all employees filing a grievance or complaint can do so without fear of retaliation or reprisal.
2.6 Outside Employment
Employees may hold outside jobs as long as the employee meets the performance standards with Kyle G’s.
Unless an alternative work schedule has been approved by Kyle G’s, employees will be subject to the Company scheduling demands, regardless of any existing outside work assignments; this includes availability for overtime when necessary.
Kyle G’s property, office space, equipment, materials, trade secrets, and any other confidential information may not be used by any purposes relating to outside employment.
2.7 Anti-Retaliation and Whistleblower Policy
This policy is designed to protect employees and address Kyle G’s commitment to integrity and ethical behavior. In accordance with anti-retaliation and whistleblower protection regulations, Kyle G’s will not tolerate any retaliation an employee who:
● Makes a good faith complaint, or threatens to make a good faith complaint regarding the suspected company or employee violations of the law, including discriminatory or other unfair employment practices.
● Makes a good faith complaint, or threatens to make a good faith complaint, regarding accounting, internal accounting controls, or auditing matters that may lead to incorrect, or misrepresentation in financial accounting.
● Makes a good faith report, or threatens to make a good faith report, a violation that endangers the health or safety of an employee, patient, client or customer, environment or general public.
● Objects to, or refuses to participate in, any activity, policy or practice which the employee reasonably believes is a violation of the law.
● Provides information to assist in an investigation regarding violations of the law; or
● Files, testifies, participates or assists in a proceeding, action or hearing in relation to a ledge and violations of the law.
Retaliation is defined as any adverse employment action against an employee, including, but not related to, refusal to hire, failure to promote, demotion , suspension, harassment, denial of training opportunities, termination, or discrimination in any manner in the terms and conditions of employment.
Anyone found to have engaged in retaliation or in violation of the law, policy or practice will be subject to discipline, up to and including termination of employment. Employees who knowingly make a false report of a violation will be subject to disciplinary action, up to and including termination.
Employees who wish to report a violation should contact their supervisor or Darren Thorson directly. Employees should always review their state and local requirements for any additional reporting guidelines.
Kyle G’s will promptly and thoroughly investigate and, if necessary, address any reported violation.
Employees who have any questions or concerns regarding this policy and related reporting requirements should contact their supervisor, the Assistant Managing Partner or any state or local agency responsible for investigating alleged violations.
3. Employment Status & Recording
3.1 Employment Classifications
For purposes of salary administration and eligibility for overtime payments and employee benefits, Kyle G’s classifies employees as either exempt or non-exempt. Nonexempt employees are entitled to overtime pay in accordance with federal and state overtime provisions. Exempt employees are exempt from federal and state overtime laws and, but for a few narrow exceptions, are generally paid a fixed amount of pay for each work week in which work is performed.
If you change positions during your appointment with Kyle G’s or if your job responsibilities change, you will be informed by the Assistant Managing Partner of any change in your exam status.
In addition to your designation of either exempt or nonexempt, you also belong to one of the following employment categories:
Full-Time:
Full-time employees are regularly scheduled to work greater or equal to 40 hours per week. Generally, regular full-time employees are eligible for Kyle G’s benefits, subject to the terms, conditions, and limitations of each benefit program.
Part time:
Part time employees are regularly scheduled to work less than 40 hours per week. Regular part time employees may be eligible for some Kyle G‘s benefit programs, subject to the terms, conditions, and limitations of each benefit program.
Temporary:
Temporary employees include those hired for a limited time to assist in a specific function or in the completion of a specific project. Employment beyond any initially stated period does not in anyway imply a change in employment status or classification. Temporary employees retain temporary status unless or until they are notified by Kyle G‘s Management, of the change.
3.2 Personal Data Changes
It is the responsibility of each employee to promptly notify their supervisor or the Assistant Managing Partner of any changes in personal data. Such changes may affect your eligibility for benefits, the amount you pay for benefit premiums, and your receipt of important company information.
If any of the following have changed or will change in the coming future, contact your supervisor or the Assistant Managing Partner as soon as possible:
● Legal names
● Mailing address
● Telephone number(s)
● Change of beneficiary
● Exemptions on your tax forms
● Emergency contact(s)
● Training start certificates
● Professional licenses
3.3 Termination of Employment
Termination of employment is an inevitable part of personnel activity within any organization, and many of the reasons for termination are routine. Common circumstances under which employment is terminated include the following:
● Resignation- voluntary employment termination initiated by an employee.
● Termination- involuntary employment termination initiated by Kyle G‘s. In most cases, Kyle G’s will use the progressive disciplinary actions before dismissing an employee. However, certain actions warrant immediate termination.
● Lay-off- involuntary employment termination initiated by Kyle G‘s for non-disciplinary reasons.
● Retirement- voluntary employee termination upon eligibility for retirement.
Employees who intend to terminate employment with Kyle G‘s, shall provide Kyle G‘s with at least two weeks of written notice. Such notice is intended to allow the company time to adjust the employees departure without placing undue burden on those employees who may be required to fill in before a replacement can be found.
Sense employment with Kyle G‘s is based on mutual consent, both the employee and Kyle G‘s have the right to terminate employment at will, with or without cause, at any time.
In the case of employee termination, the employee will receive their accrued paid in accordance with our federal, state and local laws.
Any employee who terminates employment with Kyle G’s shall return all files, records, keys, and any other materials that are the property of Kyle G’s. Employee benefits will be affected by employment termination in the following manner:
● All accrued vested benefits that are due and payable at termination will be paid in accordance with applicable federal, state and local laws.
● Some benefits may be continued at the employee's expense, if the employee elects to do so, such as healthcare coverage.
● The employee will be notified of the benefits that may be continued and of the terms, conditions, and limitations of such continuation.
If you have any questions or concerns regarding this policy, direct them to the Assistant Managing Partner.
4. Working conditions & hours
4.1 Company Hours
Kyle G’s is open for business from:
● Monday
● Tuesday
● Wednesday
● Thursday
● Friday
● Saturday
● Sunday
This excludes holidays recognized by Kyle G’s . The standard work week is 40 hours. We are closed, Christmas Day and New Years Day.
Supervisors will advise employees of their schedules shift, including starting and ending times. Business needs may necessitate a variation in your starting and ending times as well as in the total hours you may be scheduled to work each day and each week.
4.2 Emergency Closing
At times, emergencies such as severe weather, fires, or power failures can disrupt Company operations. In extreme cases, these circumstances may require the closing of a work facility. The decision to close or delay regular operations will be made by Kyle G’s Management.
When a decision is made to close the office, employees will receive official notification from their supervisor.
4.3 Parking
Kyle G’s provides parking for employees in the employee parking lot. There should be ample space for all employees. Employees may only park in open spaces designated for use by Kyle G’s employees. Vehicles parked in space is designated for customers use or private use will be towed at the owner's expense.
4.4 Workplace Safety
Kyle G’s is committed to providing a clean, safe, and healthful Work environment for its employees. Maintaining a safe work environment, however, requires that Kyle G’s and all employees must comply with all occupational safety and health standards and regulations established by the Occupational Safety and Health Act and state and local regulations. In addition, all employees are expected to obey safety rules and exercise caution and common sense and all work activities.
Complaint and Reporting Procedure:
Employees should immediately report any unsafe conditions to their supervisor without fear of reprisal. In the case of an accident that resulted in injury, regardless of how
seemingly inefficient the injury may appear, employees must notify their supervisor. If you believe it would be inappropriate to report the matter to your supervisor, you can report it directly to:
General Manager
10900 South Ocean Drive Jensen Beach, Florida 34957 772-361-2920
Employees who violate safety standards, cause hazardous or dangerous situations, or fail to report or, where appropriate, remedy such situations may be subject to disciplinary action, up to and including termination of employment.
Retaliation Prohibited:
Kyle G’s expressly prohibits retaliation against anyone who reports unsafe working conditions or work related accidents, injuries or illnesses. Any form of retaliation will be subject to disciplinary action, up to and including termination of employment.
4.5 Meal and Break Periods
In accordance with state and local news, nonexempt employees will be provided with meal and break period. Break periods of less than 20 minutes will be paid. Break periods lasting longer than 20 minutes will be unpaid.
Non-exempt employees must be fully relieved of their job responsibilities and are not permitted to work during unpaid break and meal periods for more than 20 minutes. If for any reason and non-exempt employee does not take the applicable meal and rest period that they are provided, the employee must notify his or her supervisor immediately.
Kyle G’s will schedule meal and break periods in order to accommodate Company operating requirements.
4.6 Breaktime for Nursing Mothers
Kyle G’s accommodates employees who wish to express breast milk during the workday by providing reasonable break times to do so. The Company will provide a designated room, other than a bathroom, that is shielded from view and free from intrusion from coworkers and the public and is in compliance with all other applicable laws for this purpose.
Employees who use regularly scheduled rest breaks to express breast milk will be paid for the break time. If the lactation break does not run concurrently with the employees regular schedule compensated break, the lactation break time will be unpaid.
For questions related to this policy, please contact the Assistant Managing Partner.
5. Employee benefits
5.1 Health insurance continuation
The Consolidated Omnibus Budget Reconciliation Act (COBRA) is a federal law that requires most employers sponsoring group health plans to offer a temporary continuation of group health coverage when coverage would otherwise be lost due to certain specific events.
Through COBRA, employees and their qualified beneficiaries have the right to continue group health insurance coverage after a “qualifying event.” The following are qualifying events:
● Resignation or termination of the employment
● Death of the covered employee
● A reduction in the employees hours
● For spouses and eligible dependents, the employees entitlement to Medicare
● Divorce or legal separation of the covered employee and his or her spouse
● A dependent child no longer meeting eligibility requirements under the group health plan
Under COBRA, the employee or beneficiary pays the full cost of health insurance coverage at Kyle G’s Prime Seafood’s group rates plus an administration fee.
Notification requirements:
The employee, or family member, has the responsibility to inform the Assistant Managing Partner of a divorce, legal separation, or a child losing dependent status within 60 days of the event. Kyle G’s has the responsibility to notify the Plan Administrator of the employees death, termination of employment, or reduction in hours.
Once a notification has been made to the Plan Administrator, the Plan Administrator will inform the employee that he or she has the right to choose continuation of coverage. If employees choose to continue coverage, Kyle G’s is required to provide coverage that is identical to the coverage provided under the plan to similarly situated employees or family members
Period of Coverage:
Continuation of coverage is extended from the date of the qualifying event for a period of 18 to 36 months. The length of time for which continuation coverage is made available (I.E., the “maximum period” of continuation coverage) depends on the type of qualifying event that gave rise to the employee's COBRA rights.
And employees continuation of coverage may be cut short for any of the following reasons:
● Kyle G’s no longer provides group health coverage to any of its employees.
● The premium for the employees continuation coverage is not paid in full on a timely basis.
● Employee becomes covered under another group health plan that does not contain any exclusion or limitation with respect to any pre-existing condition.
● Employee becomes entitled to Medicare.
This policy provides a summary of health insurance continuation of benefits. Actual coverage is determined by the express terms of the plan documents. We encourage both you and your family to review the plan Summary Plan Description (SPD) materials carefully.
If there are any conflicts between the handbook or summaries providing and the plan documents, the plan documents will control. The company reserves the right to amend,
interpret, modify or terminate any of its employees benefits programs without prior notice to the extent allowed by the law.
For further details on health insurance continuation available through Kyle G’s, as well as copies of the plan documents, contact the Assistant Managing Partner.
5.2 Family and Medical Leave
Employees may be entitled to a leave of absence under the Family and Medical Leave Act (FMLA). This policy provides information regarding FMLA eligibility and administration. Questions regarding FMLA should be directed to the Assistant Managing Partner.
Eligibility Requirements:
Employees eligible for leave under the FMLA are those who:
1. Have worked at least 12 months for Kyle G’s.
2. Have worked for at least 1,250 hours during the 12 month. Immediately
preceding the start date of request to leave.
3. Are employed at a worksite where 50 or more employees are located within 75 miles of the worksite.
Basic FMLA Leave Entitlement:
The FMLA grants up to 12 weeks of unpaid leave to eligible employees for the following reasons.
1. To care for the employees child following birth or placement for adoption or foster
care.
2. To care for the employee spouse, son, daughter or parent (but not in-laws) who
has a serious health condition.
3. For the employee’s own serious health condition(Including any period of income of incapacity due to pregnancy, prenatal medical care, or childbirth) that makes the employee unable to perform one or more of the essential functions of the employees job.
4. Or because of any qualifying exigency arising out of the fact that in employee’s spouse, son, daughter, or parent is a covered military member who is a member of a regular component of the Armed Forces on active duty or who has been notified of an impending call or order to active duty status for deployment to any foreign country in the regular or reserve components of the Arm Forces, including the National Guard or Reserves.
A serious health condition is an illness, injury, impairment, or physical or mental condition that involves either an overnight stay in a medical care facility, or continuing treatment by a healthcare provider for a condition that either prevents the employee from performing the functions of the employee’s job, or provides the qualified family member from participating in school or other daily activities. Subject to certain conditions, the continuing treatment requirement may be met by a period of incapacity of more than three consecutive calendar days combined with at least two visits to a healthcare provider or one visit and a regimen of continuing treatment, or incapacity due to pregnancy, or incapacity due to a chronic condition. Other conditions may meet the definition of continuing treatment.
Qualifying emergencies may include attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, and attending post deployment reach your reintegration briefings.
Additional Military Family Leave Entitlement:
In addition to the basic FMLA leave entitlement discussed above, and eligible employee who is the spouse, son, daughter, parent or next of kin of a covered servicemember is entitled to take up to 26 weeks of leave during a single 12 month period to care for the servicemember with a serious injury or illness. Leave to care for service member shall only be available during a single 12 month period and, when combined with other FMLA qualifying leave, may not exceed 26 weeks during the single 12 month period. The single 12 month period begins on the first day and eligible employee takes leave to care for an injured service member.
A covered service member means a member of the Armed Forces, including a member of the national guard or reserves, and/or veteran of the Armed Forces, including a veteran of the National Guard or reserve, who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is on the temporary retired list, for a serious injury or illness. Such a veteran is considered a covered service member if he/she was a member; of the Armed Forces, including the National Guard or Reserve, at any time during the five-year period preceding the date on which the
veteran undergoes medical treatment, recuperation or therapy. A covered service member of the Armed Forces would have a serious injury or illness if he/she has incurred an injury or illness in the line of duty on active duty in the Armed Forces or if he/she hasn’t injury or illness that was incurred before the covered service members active duty and was aggravated by service in the line of duty while on active duty; Provided that the injury or illness may render the servicemember medically unfit to perform the duties of the member's office, grade, rank or rating. A serious injury or illness of a veteran is further defined to encompass an injury or illness incurred in the line of duty while on active duty, or which existed prior to active duty but was aggravated by service in the line of duty while on active duty, and that manifested itself either before or after the covered service member became a veteran.
Intermittent Leave and Reduce Leave Schedules:
FMLA leave usually will be taken for a period of consecutive days, weeks or months. However, employees also are entitled to take FMLA leave intermittently or on a reduced level schedule when medically necessary due to a serious health condition of the employee or covered family member or the serious injury or illness of a covered service member.
Protection of Group Health Insurance Benefits:
During FMLA leave, eligible employees are entitled to receive group health plan coverage on the same terms and conditions as if they had continued to work.
Restoration of Employment and Benefits:
At the end of FMLA leave, subject to some exceptions including situations where job restoration of “key employees” will cause the Company substantial and grievous economic injury, employees generally have a right to return to the same or equivalent positions with equivalent pay, benefits and other employment terms. The Company will notify employees if they qualify as “key employees”, if it intends to deny receipt reinstatement, and of their rights in such instances. Use of FMLA leave will not result in the loss of an employment benefit that accrued prior to the start of an eligible employees FMLA leave.
Notice of Eligibility For, and Designation of, FMLA Leave:
Employees requesting FMLA leave are entitled to receive written notice from Kyle G‘s Prime Seafood telling them whether they are eligible for FMLA leave and, if not eligible, the reasons why they are not eligible. When eligible for FMLA leave, employees are entitled to receive written notice of:
1. Their rights and responsibilities in connection with such a leave.
2. The Company’s designation of leave as FMLA-qualifying or non-qualifying, if not
FMLA-qualifying, the reasons why.
3. The amount of leave, if known, that will be counted against the employees leave entitlement. Kyle G’s Prime Seafood may retroactively designate leave as FMLA leave with an appropriate written notice to employees provided the Company’s failure to designate leave as FMLA-qualifying at an earlier date did not cause harm or injury to the employee. In all cases were leaves qualify for FMLA protection, Kyle G’s Prime Seafood and the employee can mutually agree that leave be retroactively doesn’t need it as FMLA leave.
Notice of The Need for Leave:
Employees to take FMLA leave most timely notify Kyle G’s of their need for FMLA leave. The following describes the content and timing of such employee notices.
Content of Employee Notice:
To trigger FMLA leave protections, employees must inform the assistant managing partner of the need for FMLA qualifying leave and the anticipated timing and duration of the leave, if known. Employees may do this by either requesting FMLA leave specifically, or explaining the reasons for leave so as to allow the company to determine that the leave is FMLA qualifying.
Calling in sick, without providing the reasons for the needed leave, will not be considered sufficient notice for FMLA leave under this policy. Employees must respond to the companies questions to determine if absences are potentially FMLA qualifying.
If employees fail to explain the reasons for FMLA leave, the leave may be denied. When employees sick leave due to FMLA qualifying reasons for which the company has previously provided FMLA protected leave, they must specifically reference the qualifying reason for leave or the need for FMLA leave.
Timing of Employee Notice:
Employees must provide 30 days advance notice to the need to take FMLA leave when the need is foreseeable. When 30 days notice is not possible, or the approximate timing of the need for a leave is not foreseeable, employees must provide the company notice of the need for leave as soon as practicable under the facts and circumstances of the particular case. Employees who failed to give 30 days notice for foreseeable leave without a reasonable excuse for the delay, or otherwise failed to satisfy FMLA notice obligations, may have FMLA leave delayed or denied.
Medical Certifications:
Depending on the nature of FMLA leave site, employees may be required to submit medical certification supporting their need for FMLA qualifying leave. It is the employees responsibility to provide Kyle G‘s prime seafood with timely, complete insufficient medical certifications. Employees must provide the requested certifications within 15 calendar days following the companies request, unless it is not practicable to do so. Kyle G’s prime seafood made and I FMLA leave two employees who failed to timely cure deficiencies or otherwise failed to timely submit requested medical certifications.
Certification Supporting Need for Military Family Leave:
Upon request, the first time employees sick leave due to qualifying exigencies arising out of the active-duty or called to active duty status of a covered military member, the company may require employees to provide:
1. A copy of the covered military members active duty orders or other documentation to issue by the military indicating the covered military member is on active duty or called to active duty status on the dates of the covered military members active duty service;
2. A certification from the employee setting forth information concerning the nature of the qualifying exigency for which leave as requested. Employee shall provide a copy of new active duty orders or other documentation issued by the military for leaves arising out of qualifying exigency arising out of a different active duty or called to active duty status of the same or a different cover the military member.
When leaving taken to care for a covered service member with a serious injury or illness, Kyle G’s may require employees to obtain certification completed by An authorized healthcare provider of the covered service member.
Substitution of Paid Leave For Unpaid FMLA Leave:
Employees must use an accrued pay time while taking unpaid FMLA leave. The substitution of paid time for unpaid FMLA leave time does not extend the length of FMLA leaves; the paid time will run concurrently with an employee’s FMLA entitlement.
Leaves of absence taken in connection with a disability leave plan or Worker’s Compensation injury/illness shall run concurrently with any FMLA leave entitlement.
Coordination of FMLA Leave With Other Leave Policies:
The FMLA does not affect any federal, state or local law prohibiting discrimination, or supersede any state or local law which provides greater family or medical leave rights. For additional information concerning leave entitlements and obligations that might arise when FMLA leave is either not available or exhaustive, please contact the assistant managing partner.
5.3 Military Leave
Kyle G’s grants employees time off for service training and other obligations in the uniformed service in accordance with the uniformed services employment and Reemployment Rights Act (USERRA) and any other applicable state law.
All employees requesting time off for military service must provide advanced notice to their immediate supervisor, Unless military necessity prevents such notice or it is otherwise impracticable. Continuation of health insurance benefits is available during military leave subject to the terms and conditions of the group health plan and applicable law.
Employees are eligible for reemployment for up to five years from the date they are military leave begins. The period an individual has to apply for reemployment or report back to work after military service is based on time spent on military duty and on applicable law.
Employees who qualify for reemployment will return to work at a pay level and status equal to that which they would have attained had they not taken military leave. They will be treated as though they were continuously employed for purposes of determining benefits based on length of service.
Kyle G’s complies with all rights and protections under all applicable state laws granting time off for service, training and other obligations in the uniform service. This includes, but is not limited to, benefits entitlement and continuation, notice and recertification requirements, and re-employment application requirements.
5.4 Jury Duty
Kyle G‘s encourages employees to for fill their civic responsibilities when called upon to serve as a juror. Employees must provide their immediate supervisor with a copy of their jury summons as soon as possible so that the supervisor may make arrangements to accommodate their absence. Employees on jury duty must report to work on workdays, or part of workdays, when they are not required to serve. Either Kyle G‘s or the employee may request an excuse from jury duty if it is determined that the employees absence would create serious operational difficulties.
Jury duty will be paid if required by applicable state law. If paid, jury duty pay will be calculated on the employee’s base pay rate times the number of hours that employee would otherwise have worked on the day of absence.
5.5 Workers Compensation
Employees who are injured on the job at Kyle G’s or eligible for Worker’s Compensation benefits. Such benefits are provided at no cost to employee and cover any injury or illness of steame employees who are injured on the job at Kyle G‘s or eligible for Worker’s Compensation benefits. Such benefits are provided at no cost to employee and cover any injury or illness sustained in the course of employment that requires medical treatment.
Employees who sustain work related injuries or illnesses must notify their supervisor immediately so that Kyle G’s can notify the workers compensation insurance carrier as soon as possible.
Lost time or medical expenses incurred as a result of an accident or injury which occurred while an employee was on the job will be compensated for in accordance with Worker’s Compensation laws. This protection is paid for in full by Kyle G‘s. No premium is charge for this coverage and no individual enrollment is required. Kyle G’s will provide medical care and a portion of lost wages through our insurance carrier.
All job related accidents or illnesses must be reported to an employee supervisor immediately upon occurrence. Supervisors will then immediately contact the Assistant Managing Partner to obtain the required claim forms and instructions.
5.6 Domestic Violence Leave (Florida Employees)
An employee may be entitled to up to three days of leave and any 12 month. If the employee, or a member of his or her family or household, it’s a victim of domestic violence or sexual violence. To be eligible for domestic violence leave, the employer must be employed by Kyle G‘s for at least three months.
This leave may be used to:
● Seek an injunction for protection against domestic violence or sexual violence;
● Obtain medical care or/or mental health counseling for the employee or a family or household member to address physical or psychological injuries resulting from the act of the domestic violence or sexual violence;
● Obtain services from a victim services organization, including, but not limited to, a domestic violence shelter or program or a rape crisis center as a result of the act of domestic violence or sexual violence;
● Make the employees home security or to seek new housing to escape the perpetrator; or
● Seek legal assistance or attend and to prepare for court related proceedings arising from the act of domestic violence or sexual violence.
Except in cases of immediate danger to the health or safety of the employee or his or her family or household member, and employee requesting domestic violence leave must inform his or her supervisor of the need for as soon as practical.
Employees must be prepared to provide Kyle G‘s with certification to verify the employees eligibility for the leave requested, such as copies of restraining orders, police reports, court orders, or documentation from attorney, law-enforcement officer, healthcare professional, or member of the clergy, or victim services provider.
Domestic violence leave is unpaid; However, employees must use available, accrued paid time off for this purpose prior to being eligible for domestic violence leave.
5.7 Civil Air Patrol leave (Florida Employees)
Members of the Civil Air Patrol with at least an emergency services qualification may be allowed up to 15 days of leave each year for training or a mission. To be eligible, the employer must have been employed by for at least a 90 day period immediately preceding the commencement of leave.
Employees requesting time off must notify their direct supervisor as soon as possible after learning the intended date upon which such a leave will begin and end. Employees must be prepared to provide Kyle G’s with certification to verify the employees eligibility for the leave requested.
Upon expiration of the leave, an employee will generally be reinstated to his or her position with seniority, benefits, paid in other terms and conditions of employment equal to that of which he or she would have attained had he or she not taken such leave.
Civil Air Patrol leave is unpaid; however, employees may elect to use accrued paid time off for this purpose.
Employees who are interested in any additional information about this leave should contact the Assistant Managing Partner.
6. Employee Conduct
6.1 Standards of Conduct
Kyle G’s rules and standards of conduct are essential to a productive work environment. As such, employees must familiarize themselves with, and be prepared to follow, the companies rules and standards.
While not intended to be an all inclusive list, the examples below represent behavior that is considered unacceptable in the workplace. Behavior such as these as well as other forms of misconduct, may result in disciplinary action, up to and including termination of employment:
● Theft or inappropriate removal/possession of property
● Falsification of timekeeping records
● Possession, distribution, sale, transfer, manufacture or use of alcohol or illegal drugs in the workplace
● Fighting or threatening violence in the workplace
● Making maliciously false statements about coworkers
● Threatening, intimidating, coercing, or otherwise interfering with the job performance of fellow employees are visitors
● Negligence or improper conduct leading to damage a company owned or customer owned property
● Violation of safety or health rules
● Smoking in the workplace
● Sexual or other unlawful or unwelcome harassment
● Excessive absenteeism
● On authorize use of telephones, computers, or other company owned equipment on working time. Working time does not include breaks, meal times, or other specified periods during the workday when employees are not to engage in performing their work tasks.
● On authorized disclosure of any business secrets or other confidential or non-public property information relating to the company’s products, services, customer or processes. Wages and other conditions of employment are not considered to be confidential information.
This policy is not intended to restrict employees right to discuss, or act together to improve wages, benefits and working conditions with coworkers or in any restrict employees rights under the National Labour relations act.
Other forms of misconduct not listed above may also result in disciplinary action, up to and including termination of employment. If you have questions regarding Kyle G‘s standards of conduct, please direct them to your supervisor or the assistant managing partner.
6.2 Disciplinary Action
Disciplinary action at Kyle G’s is intended to fairly and impartially correct behavior and perform problems early on and to prevent reoccurrence.
Disciplinary action may involve any of the following:
● Verbal warning
● Written warning
● Suspension with or without pay
● Termination of employment (depending on the severity of the problem and the frequency of occurrence.)
Kyle G’s reserves the right to administer disciplinary action at its discretion and based upon the circumstances.
Kyle G’s recognizes that certain types of employee behavior are serious enough to justify termination of employment, without observing other disciplinary action first.
These violations include but are not limited to:
● Workplace violence
● Harassment
● Theft of any kind
● Insubordinate behavior
● Vandalism or destruction of company property
● Presence on company property during non-business hours
● Use of company equipment and/or company vehicles without any prior authorization
● Indiscretion regarding personal work history, skills, or training
● Divulging Kyle G’s Business practices or any other confidential information
● Any misrepresentation of Kyle G’s to a customer, prospective customer, the general public, or an employee
6.3 Confidentiality
Kyle G’s takes the protection of confidential information very seriously. Confidential information includes, but is not limited to, computer processes, Computer programs and codes, customer list, customer preferences, proprietary production processes, research and development strategies, pricing information, business and marketing plans, vendor information, software, databases, and information concerning the creation, acquisition or disposition of products and services.
Confidential information also includes the Company’s intellectual property and information that is not otherwise public. Intellectual property includes, but is not limited to, trade secrets, ideas, discoveries, writings, trademarks, and inventions developed through the course of your appointment with Kyle G’s. Wages and other conditions of employment are not considered to be confidential information.
To protect such information, employees may not disclose any confidential or non-public proprietary information about the company to any unauthorized individual. If you receive a request for Confidential Information, you should immediately refer the request to your supervisor.
The unauthorized disclosure of Confidential Information belonging to the Company, and not otherwise available to the persons or companies outside of Kyle G’s, may result in disciplinary action, up to and including termination of employment. If you leave the company, you may not disclose or misuse any confidential information.
This policy is not intended to restrict any employee rights to discuss, or act together to improve wages, benefits and working conditions with coworkers or in any way restrict employees rights under the national labor relations act.
Questions regarding this policy should be directed to the Assistant Managing Partner.
6.4 Personal Appearance
The purpose of Kyle G’s personal appearance policy is to ensure they are safe and sanitary workplace for all employees. Kyle G’s strive to maintain a professional working environment that promotes efficiency, positive employee morale and promotes a professional image. During business hours or when representing Kyle G’s, employees are expected to use common sense and good judgment in order to meet the goals of this policy.
Generally, employees should wear appropriate clothing, observe high standards of personal hygiene, and dressed and groomed themselves according to the requirements of the position. While not intended to be an all inclusive list, the examples below are considered appropriate workplace attire: ● Only company approved uniforms
If management designates “casual days,” An employee’s casual dress must still be clean, neat and project a professional image.
Generally, employees should maintain a clean and neat appearance and should refrain from wearing stained, wrinkled, frayed, or revealing clothing to the workplace. Employees are urged to use their discretion when determining what is appropriate to wear to work. Employees who wear an appropriate attire to work may be sent home to change their clothing.
Kyle G’s understands that in certain situations, the Company may need to make exceptions to this policy based on an employee’s religion, disability, or other characteristic protected under federal, state or local law. In accordance with all applicable laws, the company will make every effort to provide reasonable accommodation as necessary unless doing so would cause and into hardship on Kyle G’s.
Questions regarding appropriate workplace attire should be directed to your supervisor or the Assistant Managing Partner.
6.5 Workplace Violence
Kyle G’s strictly prohibits workplace violence, including any act of intimidation, threat, harassment, physical violence, verbal abuse, aggression or coercion against a coworker, vendor, customer, or visitor.
Prohibited actions, include, but are not limited to the following examples:
● Physically injuring another person
● Threatening to injure another person
● Engaging in behavior that subjects another person to emotional distress
● Using obscene, abusive or threatening language or gestures
● Bringing in an authorized firearm or other weapon onto company property
● Threatening to use or using a weapon while on company premises, on company related business, or during job related functions
● Intentionally damaging property
All threats or acts of violence should be reported immediately to your supervisor or security personnel. Employees should warn their supervisors or security personnel of any suspicious workplace activity that they observe or that appears problematic. Employee reports made pursuant to this policy will be kept confidential to the maximum extent possible. Kyle G’s will not tolerate any form of retaliation against any employee for making a report under this policy.
Kyle G’s will take prompt remedial action, up to and including immediate termination, against any employee found to have engaged in threatening behavior or ask a violence.
6.6 Drugs & Alcohol Use
Kyle G’s is committed to maintaining a workplace free of substance abuse. No employee is allowed to consume, possess, sell, purchase, or be under the influence of alcohol or illegal drugs, as defined by federal law, on any property owned by or released on behalf of Kyle G’s, or in any vehicle owned or leased on behalf of Kyle G’s.
The use of over-the-counter drugs and legally prescribed drugs is permitted as long as they are used in the manner of which they are prescribed and provided that such use does not hinder a employees ability to safely perform his or her job. Employees should inform their supervisor if they believe their medication will impair their job performance, safety or the safety of others, or if they believe they need a reasonable accommodation when using such medication.
Kyle G’s will not tolerate employees who report for duty while impaired by the use of alcohol or drugs. All employees should report evidence of alcohol or drug abuse to their supervisor or the assistant managing partner immediately. In cases in which the use of alcohol or drugs creates an imminent threat to the safety of persons or property, employees are required to report the violation. Failure to do so may result in disciplinary action, up to and including termination of employment.
6.7 Sexual & Other Unlawful Harassment
Kyle G’s is committed to a work environment in which all individuals are treated with respect. Kyle G’s expressly prohibits discrimination and all forms of employee harassment based on race, color, religion, sex, national origin, age, disability, military or veteran status, or status in any group protected by state or local law.
Sexual-harassment is a form of discrimination and is prohibited by law. For purposes of this policy sexual-harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when this conduct explicitly or implicitly affects and individuals employment, unreasonably interferes with an individual's work performance, or creates an intimidating, hostile, or offensive work environment. Unwelcome sexual advances (either verbal or physical), request for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when
1. Submission to such conduct is made either implicitly or explicitly a term or
condition of employment
2. Submission to rejection of the conduct is used as a basis For making
employment decisions; or
3. The contact has the purpose or effect of interfering with work performance or effect of an intimidating, hostile, or offensive work environment.
Sexual and unlawful harassment may include a range of behaviors and may involve individuals of the same or different gender. Please behaviors include, but are not limited to:
● Unwanted sexual advances or requests for sexual favors.
● Sexual or derogatory jokes, comments, or innuendo.
● Unwelcome physical interaction
● Insulting or obscene comments or gestures
● Offensive email, voicemail, or text messages
● Suggestive or sexually explicit posters, calendars, photographs, graffiti, or cartoons
● Making her threatening reprisals after a negative response to sexual advances
● Visual contact that includes leering, making sexual gestures, or displaying of sexually suggestive objects or pictures, cartoons or posters
● Verbal sexual advances or proposition
● Physical conduct that includes touching, assaulting, or impeding or blocking movements
● Abusive or malicious conduct that a reasonable person would find hostile, offensive, and unrelated to the companies legitimate business interests
● Any other visual, verbal, or physical conduct or behavior deemed inappropriate by the company
Harassment on the basis of any other protected characteristic is also strictly prohibited.
Complaint Procedure:
Kyle G’s strongly encourages that reporting of all instances of discrimination, harassment, or retaliation. If you believe you have experienced or witnessed harassment or discrimination based on sex, race, national origin, disability, or another factor, promptly reported the incident to your supervisor. If you believe it would be inappropriate to discuss the matter with your supervisor, you may bypass your supervisor and reported directly to:
General Manager
10900 South Ocean Drive Jensen Beach, Florida 34957
772-361-2920
Any reported allegations of harassment or discrimination will be investigated promptly, thoroughly, and impartially.
Any employee found to be engaged in any form of sexual or other unlawful harassment may be subject to disciplinary action, up to and including termination of employment.
Retaliation Prohibited:
Kyle G’s expressly prohibits retaliation against any individual who reports discrimination or harassment, or assist in investigating such charges. Any form of retaliation is considered a direct violation of this policy and, like discrimination or harassment itself, will be subject to disciplinary action, up to and including termination of employment.
6.8 Telephone Usage
Kyle G’s telephones are intended for the sole use of conducting company business. Personal use of the companies telephones and individually owned cell phones during business hours is prohibited except in emergencies. In addition, long-distance phone calls which are not strictly business related are expressly prohibited.
Any employee found in violation of this policy will be subject to disciplinary action, up to and including termination of employment.
6.9 Personal Property
Employees should use their discretion when bringing personal property into the workplace. Kyle G‘s assumes no rest for any loss or damage to personal property.
Additionally, employees may not possess or display any property that may be viewed as inappropriate or offensive on Kyle G’s Prime Seafood premises.
6.10 Use of Company Property
Company property or first to anything owned by the company: Physical, electronic, intellectual, or otherwise.The use of company property is for business necessity only.
When materials or equipment are assigned to an employee for business, it is the employees responsibility to see that the equipment is used properly and cared for properly. However, at all times, equipment assigned to the employee remains the property of the company, and is subject to reassignment and/or use by the company without prior notice or approval of the employee. This includes, but is not limited to, computer equipment and data stored thereon, voicemail, records, and employee files.
Kyle G’s Prime Seafood has created specific guidelines regarding the use of Company equipment. Below is a list of employee responsibilities and limitations with regards to company property.
Personal Use of Company Property:
Company property is not permitted to be taken from the premises without proper written authority from company management.
Company Tools:
All necessary tools are furnished to employees in order to assist them in their required duties. Each employee is, intern, responsible for these tools. Tools damaged or stolen as a result of an employees negligence well, to the extent permitted by federal, state and local law, be charged to the employees.
Care of Company Property:
Office areas should be kept neat and orderly and all equipment should be well-maintained. The theft, misappropriation, or unauthorized removal, possession, or use of company property or equipment is expressly prohibited. Any action in contradiction to the guidelines set herein may result in disciplinary action, up to and including termination of employment.
6.11 Smoking
Kyle G’s provides a smoke free environment for its employees, customers, and visitors. Smoking is prohibited throughout the workplace. We have adopted this policy because we have a sincere interest in the health of our employees and in maintaining pleasant working conditions.
6.12 Computer, Email & Internet Usage
Computers, email, and the Internet allow Kyle G’s employees to be more productive. However, it is important that all employees use good business judgment when using Kyle G’s Electronic Communication System.(ECS)
Standards of Conduct & Ethics Compliance Standards:
Kyle G’s strives to maintain a workplace free of discrimination and harassment. Therefore, Kyle G’s prohibits the use of the Company’s ECS for bullying, harassing, discriminating, or engaging and other online for misconduct, in violation of the company’s policy against discrimination and harassment.
Copyright and Other Intellectual Property:
Respect all copyright and other intellectual property laws. For the Company’s protection as well as your own, it is critical that you show proper respect for the laws governing copyright, Fair use of copyrighted material owned by others, trademarks and other intellectual property, including the Company's own copyrights, trademarks and brands. Employees are also responsible for ensuring that, when sending any material over the Internet, they have the appropriate distribution rights.
Kyle G’s purchases and licenses the use of various computer software for business purposes and does not own the copyright to this software or it’s related documentation. Unless authorized by the software developer, Kyle G’s does not have the right to reproduce such software for use on more than one computer. Employees may only use software according to the software license agreement. And Kyle G’s prohibits the illegal duplication of software and its related documentation.
ECS Guidelines:
The following behaviors are examples of previously stated or additional actions and activities under this policy that are prohibited:
● Sending or posting discriminatory , harassing, or threatening messages or images about coworkers, supervisors or the company that violate the company‘s policy against discrimination and harassment.
● Stealing, using, or disclosing someone else’s code or password without authorization.
● Pirating or downloading Company-owned software without permission.
● Sending or posting the Company’s confidential material,trade secrets, or non-public proprietary information outside of the Company. Wages and other conditions of employment are not considered confidential material.
● Violating copyright laws and failing to observe licensing agreements.
● Participating in the viewing or exchange of pornography or obscene materials.
● Sending or posting messages that threaten, intimidate, coerce, or otherwise interfere with the job performance of fellow employees.
● Attempting to break into the computer system of another organization or person.
● Refusing to cooperate with a security investigation.
● Using the Internet for gambling or any illegal activities.
● Sending or posting messages that disparage another organization’s products or services.
● Passing off personal views as representing those of Kyle G’s.
Privacy and Monitoring:
Computer hardware, software, email, internet connections, and all other computer, data storage or ECS provided by Kyle G’s are the property of Kyle G’s. Employees have no right of personal privacy when using Kyle G’s ECS. To ensure productivity of employees, compliance with this policy and with all applicable laws, including harassment and anti-discrimination laws, computer, email and internet usage may be monitored. This policy is not intended to restrict an employee’s right to discuss, or act together to improve,wages, benefits and working conditions with co-workers or in any way restrict employee’s right under the National Labor Relations Act.
Violations of this policy may result in disciplinary action, up to and including termination of employment. Questions or concerns related to this policy should be directed to your supervisor or the Assistant Managing Partner.
6.13 Company Supplies
Only authorized persons may purchase supplies in the name of Kyle G’s. No employee whose regular duties do not include purchasing shall incur any expenses on behalf of Kyle G’s or behind Kyle G’s by any promise or representation without express written approval.
7. Timekeeping & Payroll
7.1 Attendance & Punctuality
Absenteeism and tardiness place an undue burden on other employees and on the Company. Kyle G’s expects regular attendance and punctuality from all employees. This means being in the workplace, ready to work, at your scheduled start time each day and completing your entire shift. Employees are also expected to return from scheduled meals and break periods on time.
All time off must be requested in writing, in advance, as outlined in the Company’s Paid Time Off (PTO) policy. If an employee is unexpectedly unable to report for work for any reason, he or she must directly notify their supervisor as early as possible, and preferably prior to their scheduled starting time. It is not acceptable to leave a voicemail message with a supervisor, except in extreme emergencies. Incase’s that warrant leaving a voicemail message or when an employee's direct supervisor is unavailable, a follow-up call must be made later that day.
If an illness or emergency occurs during work hours, employees should notify their supervisor as soon as possible.
Employees, who are going to be absent for more than one day, should contact their supervisor on each day of their absence. Kyle G’s reserves the right to ask for a physician’s statement in the event of a long-term illness (three consecutive days), or multiple illnesses or injuries.
If an employee fails to notify their supervisor after three consecutive days of absence, Kyle G’s will presume that the employee has voluntarily resigned. Kyle G’s will review any extenuating circumstances that may have prevented him or her from calling in before the employee is removed from payroll.
Should undue or recurrent absence and tardiness become apparent, the employee will be subject to disciplinary action, up to and including termination of employment.
This policy is not intended to restrict an employee’s right to discuss, or act together to improve wages, benefits and working conditions with co-workers or in any way restricts employees’ right under the National Labor Relations Act.
7.2 Timekeeping
It is the Company’s policy to comply with applicable laws that require records to be maintained or the hours worked by our employees. Every employee is responsible for accurately recording time worked.
In addition to recording arrival and departure time, non-exempt employees are required to accurately record the start and end of each meal period as well as any departure for non-work related reasons.
Kyle G’s strictly prohibits non-exempt employees from working off the clock of any reason. All time spent working must be logged and accounted for; this includes time spent using electronic devices for work-related purposes.
Vacation days, sick days, holidays, and absences for jury duty, funeral leave or military training must be specifically recorded by all employees.
It is the responsibility of all employees to submit and approve their time records each day they work.
Altering, falsifying, tampering with time records, or recording time on another employee’s time record may result in disciplinary action up to and including termination of employment.
7.3 Paydays
Kyle G’s employees are paid on a Weekly basis. In the event that a regularly scheduled payday falls on a holiday, employees will be paid on the day preceding the holiday, unless otherwise required by state law.
In the event of employee termination, the employee will receive their accrued pay in accordance with applicable federal, state and local laws.
7.4 Payroll Deductions
Kyle G’s makes deductions from employee pay only in circumstances permitted by applicable law. This includes, but is not limited to, mandatory deductions for income tax withholding and Social Security and Medicare contributions as well as voluntary deductions for health insurance premiums and other related contributions.
If you believe that an improper deduction has been made from your pay, raise the issues with the Assistant Managing Partner immediately. Kyle G’s will promptly investigate. If the investigation reveals that you were subjected to an improper deduction from pay, you will be reimbursed promptly.
7.5 Paid Time Off Policy
Paid time off will be accrued on an annual basis. A non tipped employee who works an average of 40 hours per week annually, will receive 1 week of paid time off OR may elect to work and receive a 40 hour bonus check after 1 year of employment.