employee handbook
Disclaimer
Shio hires most employees “at will,” meaning that you may leave your employment with us at any time for any reason, and Shio may terminate your employment at any time for any lawful reason. This employee handbook is not a contract. It does not create any agreement, expressed or implied, guaranteeing you any specific terms or conditions of employment. Nothing contained in this Handbook should be construed as creating a contract guaranteeing employment for any specific duration, nor does this Handbook obligate you to continue your employment for a specific period of time. Unless you have entered into a written employment agreement that supersedes this Handbook, either you or the Restaurant may terminate the employment relationship at any time. The Handbook does not guarantee any prescribed process for discipline and discharge. No representative of the Restaurant, other than the Restaurant owners, has the authority to enter into any agreement guaranteeing employment for any specific period. No such agreement shall be enforceable unless it is in writing and signed by Alex Chon, Frank Chon, and the employee.
front of house dress code
All front of house employees will maintain a neat and professional appearance as advised by the management team.
hair
Clean and stylish. Long hair (to the shoulder or longer) needs to be pulled back and secure.
shirts
Black buttoned down, short sleeve, 3/4 or long sleeves with a collar that are a proper fit with no patterns and always pressed. No more than two buttons may be undone. Men’s shirts must be tucked in always and worn with a black belt.
apron
Clean and pressed.
pants
Black jeans or slacks only. They should be an appropriate fit (straight or slim) and not faded, nor have visible holes or fraying. Cargo or stretch pants are not acceptable. Legs should be properly hemmed to not drag on the ground or frayed.
Women have the option to wear black skirts.
back of house dress code
Chef coats must be presentable, clean and pressed. B.O.H. employees may not wear these coats to any other paid function that is not sponsored by or affiliated with Shio. Any staff involved in food preparation may have exposed tattoos on their forearms. Hair will be neat, clean and presentable. Fingernails are to be kept clean and trimmed. No excessive jewelry. Every B.O.H. employee is required to wear solid colored slacks (no jeans), as well as approved kitchen shoes. Pants should be neat, clean and free of any rips or holes. Shio hats or headbands must be worn during both food prep and service. Hats must be worn with the bill facing forward.
front of house uniform requirements
team lead | server | server assistant | bartenders | bartender assistant
all front of house employees will maintain a neat, crisp and professional appearance as advised by the management team.
hair
Clean and stylish. Long hair (to the shoulder or longer) needs to be pulled back and secure.
shirts
Black buttoned down, short sleeve, 3/4 or long sleeves with a collar that are a proper fit with no patterns and always pressed. No more than two buttons may be undone. Men’s shirts must be tucked in always and worn with a black belt.
Bartenders will wear a black or gray vest (subtle prints are allowed). The goal here is to avoid untucked, messy looking shirts.
apron
Clean and pressed.
pants
Black jeans or slacks only. They should be an appropriate fit (straight or slim) and not faded, nor have visible holes or fraying. Cargo or stretch pants are not acceptable. Legs should be properly hemmed to not drag on the ground or frayed.
Women have the option to wear black skirts.
shoes
Black work shoes or black boots. Low profile lifestyle sneakers are allowed if primary color is black. Any trim on sneakers should be either black, grey, or white.
All shoes must be in good condition, maintained, not scuffed, worn or have holes with laces to match (if laced). Non-slip shoes are required.
jewelry
Should be minimal and tasteful. This includes facial piercings, which will be allowed at management discretion.
host(ess)
the host(ess) team does not have specific uniform requirements, but we do ask that everyone working a host shift be dressed in a professional and appropriate manner. Shoes, for safety reasons, must be closed toe and have a back. Clothing must be clean, neat and presentable. We love seeing personality at the host stand. Please talk to your management team about what is and is not appropriate.
wages
standard wages
Shio is committed to following all Federal and State mandates for wages and earnings. If an hourly employee works over forty (40) hours in one business week, they shall be paid at a minimum one and one-half times their regular wage. Shio will pay wages and earnings according to all applicable state or local law. If there is a problem regarding your check, please contact your Manager.
pay periods
Schedule for pay is processed and will be in your possession, every 1st and 15th day of the month. Paychecks will be available for pick up or can be set up as direct deposit with your bank. Should the pay period fall on a holiday, paychecks will be available on the next regular business day.
tip split
All tips are subject to income tax. Therefore, you must report your tips to the restaurant using the tip reporting sheet that we provide. Failure to report tips could subject you to penalties from the Internal Revenue Service.
We believe that every hand has a part in making the customer experience stellar. 15% of tips for each shift will be put into a pool where it will be divided accordingly with the hostess, kitchen, and dishwasher. This tip pol will be paid out every week.
Servers will keep 85% of your own tips every shift.
conduct & behavior
We take pride in the fact that you represent our brand. We want you to be your own quirky self while also maintaining the professionalism to support our fine dining establishment. We hope you feel the same sense of pride when working here, not because we ask it of you, but because you understand the values we represent. Your growth is essential to our growth.
drug and alcohol policy
Shio has implemented the following policy as part of our overall program to maintain the health and safety of employee’s customers, and the public; and to prevent civil and criminal liability. It covers the possession, use, distribution or sale of drugs and drug paraphernalia. The term ‘drugs’ refers to those substances regulated under the Texas Controlled Substance Act and it includes inhalants alcoholic beverages and prescription drugs. The sale and reasonable consumption of alcoholic beverages in the ordinary course of business and the use of prescription drugs when taken as directed by a doctor are excluded from coverage under this policy. In those cases where an employee is using prescription drugs that could impair the employee, the employee should inform the manager.
It is the policy of Shio that we maintain a drug-free workplace. No drugs or drug use is allowed on the company premises. In order to implement this policy, the company may monitor employees for drug use, conduct drug screenings, and search the premises, including employees’ personal possessions, for drugs and/or drug paraphernalia. Failure to submit to a search may result in the company’s refusal to hire or to continue employment, or any other action in conformity with the company’s usual disciplinary procedures.
Monitoring of employees may include direct observation and third-party reporting of drug possession or use. Observation of inconsistent work quality or performance, carelessness or the taking of needless risks, disregarding for the safety of others, mood swings, and other indication of drug use may also constitute grounds for further inquiry including testing for drug use. An employee may report concerns or observations to any supervisory personnel.
Employees who violate any aspect of this policy may be subject to disciplinary action up to and including termination.
Anti-Harassment & Discrimination Policy
All staff members have the right to work in an environment free from all forms of discrimination and conduct that can be considered harassing, coercive or disruptive. Shio strictly prohibits sexual harassment of any kind. No employee, either female or male, should be subject to unsolicited sexual overtures or conduct, either verbal or physical.
Title VII of the Civil Rights of 1964 strictly prohibits sexual harassment. Title VII defines Sexual harassment as "unwelcome sexual advances or conduct," and classifies sexual harassment claims into two categories: "quid pro quo" and "hostile work environment."
Quid pro quo sexual harassment takes place when a supervisor or someone with authority over your job demands sexual favors from you in exchange for his / her assistance in promoting, hiring, or retaining you. The demand for sexual favors can be expressed, e.g., "If you go to bed with me, I will make sure you keep your job or get a raise," or it can be implied from unwelcome physical conduct such as touching, grabbing or fondling.
Hostile Work environment: As an employee, you have a right to work in an environment that is free of discrimination, intimidation, insult, and ridicule. You have a potential claim for a hostile work environment if someone’s behavior unreasonably interferes with your work performance or creates an offensive or intimidating work environment.
Some specific examples of sexual harassment include verbal harassment (i.e., derogatory comments or dirty jokes), visual harassment (i.e., derogatory or embarrassing posters, cartoons, drawing, etc.), physical harassment, and sexual favors (i.e., sexual advances, confrontation with sexual demands). Whether overt or subtle, any behavior that interferes with your ability to perform your job may be considered harassment.
Any staff person should immediately bring any such behavior to the attention of his/her supervisor or the business owner. All such matters will be treated with confidentiality. The company will investigate complaints to determine whether sexual harassment has occurred. Any person found to violate the company's policies will be subject to disciplinary action, which may include immediate discharge.
No member of management or staff will be allowed to discriminate against any staff person based on sex, race, color, creed or age. Any staff person who feels they have been discriminated against or harassed by a manager or another staff person for any of the reasons above are advised to contact in writing and by phone to Alex Chon or Frank Chon.
Dealing with Conflict
Staff Conflict Policy
Conflict in the workplace happens. Never argue or disagree in front of guests. Never raise an issue on the floor. Bringing up an issue at the wrong time may create another issue and is grounds for termination. We ask that you reach out to Alex Chon or Frank Chon to speak privately at an appropriate time .No conflict should impact the guest experience unless it’s an emergency.
Guest Conflict Policy
You can’t control an unruly guest, but you can control how you respond. When a conflict arises, assess the situation calmly and speak in a normal tone. If a disagreement is still at hand or it begins to escalate, let the guest know that you can better serve him/her by getting a Manager to help them. You are part of the team, and we are by your side. Let us know if any of your guests are displeased, no matter how big or small. We want to make it up for them and turn a sour situation into a pleasant experience.
Examples
When a guest is upset with an incorrect order, kindly apologize and let them know that we can fire up the correct order right away.
If a guest is demanding a comped meal just let Alex Chon or Frank Chon know of the situation and we can help mitigate the situation and, comp the meal.
If a guest is upset about a reservation or seating, kindly let them know that you can help them out and grab Alex Chon or Frank Chon to help mitigate the situation.
Pre-Shift meetings
Our goal is to run, consistently, great shifts every day. We have a mandatory meeting 15 minutes prior to service to discuss daily agendas, share updates, answer questions, assign server side work, and address any other housekeeping tasks.
Tardiness
Tardiness is not acceptable. Please be sure to allow ample time for traffic, weather, detours, natural disasters, or any other inclement driving conditions. If for some reason you are running late, call the manager on duty immediately and let them know. Be sure to speak directly with the manager, rather than leaving a message. Notification doesn’t excuse your tardiness; it is merely a courtesy to the manager who may be wondering where you are. You may still be subject to written documentation or other disciplinary action due to your lateness. Excessive tardiness will result in termination of employment. You are expected to not only be at work when scheduled but be ready to work (i.e. dressed in uniform, equipped with all necessary items.
Absences
If you cannot work due to illness, injury, or unforeseeable circumstances, you must contact a manager as early as possible so that they can resume the responsibility of your scheduled shift. If possible, you should get your own shift covered by another employee. Missing a scheduled shift may result in termination of employment. If you are picking up for a fellow employee, and you have agreed to work the shift on the scheduling platform, this is now your shift and your responsibility. Failure to appear for a scheduled or otherwise assigned shift may result in immediate termination.
Smoking
Smoking is not allowed while working. Staff persons are permitted to smoke during breaks in a manager-designated area (outside) with the manager’s permission. All opening or closing duties must be completed before smoking. Employees will not be allowed to smoke at all during service times. Wash your hands before returning to work.
Cell Phones
There will be no personal telephone calls taken or made by employees on the business line at the store unless an emergency exists. Cell phone use (including text messaging) while at work is only allowed in the case of an emergency, with the permission of the Manager-on-Duty, or for work-related matters. Any time a cell phone is being used with permission, an effort should be made to do so out of sight of guests. Failure to follow these guidelines may result in disciplinary action.
Headphone/Airpod usage is not permitted. This applies to all staff; both front and back of house, whether before, during or after service.
Disciplinary Actions and Reciprocity
Under no circumstances is your employment guaranteed. Warnings may come in verbal or written form. An accumulation of verbal or written warnings can lead to your dismissal. An outright dismissal or termination may be the result of any infraction deemed serious enough by management.
Social Media Responsibility
As a representative of our company, we ask that you take certain considerations when representing yourself and your employment - both in person and in all digital forums. Any representation on Social Media which negatively reflects upon the restaurant or is otherwise offensive is subject to investigation and action by management. Examples of online behaviors which are discouraging are:
Speaking negatively about any of our guests or employees, whether mentioning them by name or not.
Mentioning your income from the restaurant in any way (specific gratuities, whether large or small).
Revealing information which is not, and should not, yet be released to the public.
Any other statement which can be perceived as “hate speech” or derogatory in any way. Hate speech is defined as: *speech or language that attacks a person or group on the basis of ethnicity, gender identity, language, nationality, physical appearance, religion, or sexual orientation.”
Under no circumstances may you take or post pictures of guests during service.
Responsible Alcohol Service
Shio is committed to the responsible service of alcoholic beverages. In accordance with this commitment, all employees are required to follow the procedures listed below:
1
No employee will serve an alcoholic beverage to anyone under the age of 21.
2
All employees will carefully check identification of anyone who appears to be under 30 years of age.
3
No employee will serve an alcoholic beverage to anyone who is intoxicated.
It is the employee’s responsibility to notify a manager when a guest shows signs of intoxication or is requesting alcoholic beverages above the limits of responsible beverage service.
Any intoxicated guest wishing to leave the establishment will be urged to use alternative transportation. This can be a cab service, designated driver, etc. Incentives may also be suggested for the designated driver, such as free non-alcoholic beverages, free appetizers, a discount on a meal or non-alcoholic beverages.
No employee will drink before or during a shift. Violation of this policy is grounds for suspension and/or termination.
Employees will make every reasonable effort to track a guest’s alcohol consumption, both in quantity of beverages consumed and how quickly they are consumed.
All employees who serve/sell alcoholic beverages will successfully complete a Texas Alcoholic Beverage Commission certified Seller/Server training course when beginning employment, and keep it current throughout employment. Failure to do so may result in loss of shifts until re-certified.
Safety Policy
Shio’s objective is a safety and health program that will reduce the number of injuries and illness to an absolute minimum, not merely in keeping with, but surpassing, the best experience of operations like ours. Our goal is zero accidents and injuries.
Safe Floors
Floors must always be kept clean and dry. If you drop something, pick it up. If you spill something, clean it up. If you come across a spill or mess, it is your responsibility to clean it up or have it cleaned up immediately.
Safe Behavior
Work calmly. Frantic behavior, even in a rush, is unsafe and counterproductive. Make it look easy. Staff will pay attention to their work and actions always. No running. Do not throw anything. Watch out when you are going around a corner. Check your path and announce to everyone if you are carrying a hot, dangerous or heavy load from one place to another. Practice proper lifting procedures and care with knives or other dangerous equipment.
Safety Violations
If you witness a violation of any of these regulations or standard practices, immediately inform the manager on duty. They will handle the issue and investigate any possibility of future problems.
Injuries
If an accident does occur, immediately notify the manager. The customer or employee who is injured and any witness will be asked to give a statement to the manager on duty. All employee injuries will be immediately treated either in house or by emergency service personnel, depending on the need.
Emergency Policy | Staff or Guest
Dial 911 and report immediately for professional assistance.
Fire
If a small, non-life-threatening fire occurs, try to put it out with the fire extinguisher. Otherwise direct guests and staff calmly and quickly to the exit(s) furthest from the source of the fire and vacate the premises. Go to a nearby safe phone and call the fire department (911). Call your manager. If a fire occurs in/on/ near any of our kitchen equipment, we have a coolant system which will automatically spray the fire. If for some reason, this system does not activate, there is a manual release for it – look for it on a wall nearby to the hotline.
Unannounced State Agency (TABC) Protocol
In the event a representative from the Texas Alcoholic Beverage Commission (TABC) arrives unannounced in relation to an investigation regarding an employee or guest, please direct the agent to contact Alex Chon or Frank Chon. An agent may be requesting verbal responses to questions, payroll information, access to sales receipts or other records, or access to security video. All management (as well as all employees) are advised to not release any of the above information, verbal or otherwise, to the agent. The standard protocol for a response should be that you would like to help but are not authorized to release any information, and to direct the agent to contact Alex Chon or Frank Chon.
Guidelines for physically challenged guests
In the instance of a guest who is challenged or impaired in some way, you will make all reasonable efforts to accommodate and make this person comfortable. This may include guests who utilize a wheelchair, are visually or hearing impaired, or other considerations.
Physically challenged guests may be accompanied by service animals such as seeing eye dogs, hearing ear dogs, and support animals. These animals, typically dogs, are not pets and are permitted in the restaurant. In general, think of people with disabilities as guests first, with the disability being secondary, and let your consistent quality service follow.
Responding to telephone inquiries
When a customer calls and indicates the nature of their disability and asks whether we provide accommodations, do not simply respond “yes” or “no.” Be sure to accurately describe the extent of accessible features and physical barriers. For example, “There is a ramp up to the door and most of the tables can reached by persons who use wheelchairs.”
Tips for accommodating physically challenged guests
Always establish friendly eye contact and be prepared to offer help but wait until they ask for assistance for things like getting through the door, getting into line, getting to a table, getting their food or drink. Remember, be prepared to spring into action but allow a challenged person to do for themselves if they choose to. If asked for assistance, do only what is asked and offer assistance. Physically challenged does not mean unable to fend for themselves. If asked to assist someone to a table, always choose a table that has chairs, never a booth unless requested. It should also never include a space where a wheelchair would have to be in the middle of a busy aisle.
If the guest has hearing disabilities
Do not talk loudly or exaggerate your speech for a person who is speech reading - it only distorts your speech. A person with a hearing or speech disability may wish to order by pointing at the menu item, or someone may communicate their order for them. If the guest indicates that they can read lips, you may perform your functions as usual. In the case of a guest who does not read lips, you may show them your written order to confirm that you understood their order, and you may choose to utilize printed cards in order to offer menu descriptions.
If the guest has vision disabilities
Ask a person who has visual impairments if they would like assistance walking to their seats, if so, do not grab them by the arm or hand but allow them to take your arm at the elbow. Describe the path of travel with cues such as “There is a ramp coming up.” Ask if he or she would like you to describe what is on the table. A staff person should be ready and available to read the menu for blind customers. Start by suggesting board categories and then guide them into the details. When food is delivered to guests who have visual impairments, warn them if anything is hot.
We cant wait to get to know you more!
We’re excited to have you join our team at Shio and hope that you feel excited about coming into work with us as well!