Sapa Investment Group

New Hire Orientation
Employee Handbook

You are here because you are an anomaly, a rarity, an outlier. Originally, Sapa set out to make great Asian cuisine and today we set out to make great individuals. Together, we will be molding the entrepreneur to compete in the market against others knowing their biggest competitor is their self. Within this booklet is the summation of what Sapa Investment Group stands for today in the hope that it will be passed down to the entrepreneur and team member we seek to inspire. As we continue to grow together, we hope these principles serve you well and act as a guide for your path to success. However, it is ultimately your ideas, talent, and ambition that will propel you forward. Welcome to the team.
Welcome to the Team!
Our Culture
Sapa Investment Group didn’t originally set out to be a company. Creating an atmosphere with personality and quality food was our prime focus for the past two decades. We knew back then that in order to create a great restaurant experience, we had to create a place designed to foster greatness. This greatness manifests from the incredibly talented individuals that are empowered to put their best foot forward every day. Breaking the boundaries and pushing the limit are fluid patterns in our working environment. We aspire to create a holistic and electrifying reputation among clients, employees, partners, and acquaintances. None of this is possible without the insightful people that live our culture and pass it on. Our core values reflect the company culture we have chosen to develop, and we expect all employees to represent Sapa Investment Group by living these three traits.
Employees are expected to celebrate over wins and take ownership over losses and mistakes. Employee credibility and responsibility keeps us in our customer’s limelight
Dedication and respect for the bottom line and brand promises. Employees are fully committed and perform to the full extent of their duties as well as above and beyond expectations
Confidence in all coworkers manifests a vibrant working environment that will pass onto our customer’s experience. We want our employees to cooperate and build bonded working relationships.
Sapa Investment Group understands that scaling a business requires the scaling of the individual which is why our investment each person is paramount. We consider every entrepreneur and team member that grows under us as our business partner, but every relationship is a two-way street therefore we expect nothing less than their best effort.
Profit Sharing
Sapa Investment Group’s success depends on that of the entrepreneur we invest in. Our entire structure is built on this concept. We weave our web of entrepreneurs through profit sharing and portioning ownership percentages in the hope that in time, our entrepreneurs will buy us out. Those holding leadership roles will be expected to learn all duties – front and back of house – as well as govern their own business. Sapa Investment Group will provide the training, infrastructure, and support in order to build the general “know-how” of each entrepreneur we take under our wing. The individuals who want to be included in our profit-sharing structure must be approved initially by Sapa Investment Group’s Board of Directors. Our approval ensures a symbiotic working relationship that will remain constant between the managers and chefs as well as any other position held by a Sapa Investment Group employee.
Rules and Regulations
Restaurants Template
[Your Restaurant Name], LLC is an equal opportunity employer. We adhere to a non-discrimination policy giving equal treatment, respect, service, and support for all regardless of race, sex, color, handicap, religion, or national origin. Guidelines • The customer is always right. • Employees are not allowed to eat while clocked in. • Required side work must be completed and signed off by a Manager prior to clocking out. • Smoking is not permitted. • Cell phones are not permitted while working. Any use of cell phones in the restaurant will result in appropriate disciplinary action. • No gossiping or loud talking between employees permitted in dining area. • Employees are not allowed to speak of customers or tips with other employees in the dining area. • Kitchen employees are not permitted in dining area in apron or work clothes. • Always announce your presence when passing other employees by saying, “behind you” or “coming through”. • Keep to the right when rounding corners. • Always give the guest the right of way. • Lift heavier loads properly; with your legs bent, back straight and the load close to your body. Responsibility for Safety Sapa Investment Group understands the importance of creating a safe and healthy environment. This company and its management team strive to prevent and eliminate all safety and health risks. The company, however, also feels that each individual employee must share in this responsibility, especially: • Employees are responsible for the safe execution of their jobs. • Report any unsafe or potentially hazardous conditions, such as broken or splintered chairs or tables, defective equipment, uneven floors, loose rails, unsafe tools or knives, or broken glass to a Manager. Managers shall investigate and take the necessary steps to correct the situation as soon as possible. • Mechanical safeguards on cooking and food prep equipment must be in place at all times. Employees who in any way attempt to defeat a mechanical safeguard will be subject to disciplinary action. • Aisles and passageways must be kept clean and free from obstructions. Do not permit brooms, pails, mops, cans, boxes or any other objects to remain where someone may obstruct someone’s path, which could result in injury. • Wipe up any spills immediately. If you cannot wipe up a spill when first noticed, place a napkin or towel on the floor area to alert others. Do not assume that someone else will clean up the spill - take responsibility to wipe it up yourself or notify a Manager right away. • Employees must immediately report all accidents, injuries, exposures and close call incidents, regardless of how small, to their Manager. • In the case of any major injuries, you must see a doctor. When you are ready to return to work, you must receive a written authorization from the doctor allowing you to return to work. Sapa Investment Group will not, under any circumstance, tolerate unsafe acts by employees. Employees violating company safety and/or health policies, or not performing their jobs in a safe manner, will be subject to appropriate disciplinary action that may result in termination. Guest Accidents and Illness It is absolutely critical that you always act in a professional and compassionate manner, and that you follow these guidelines. If you have any questions about how to handle a situation, don’t hesitate - ask a Manager. • In any situation where a guest reports an injury or illness, get the Manager immediately, but don’t make a scene. • Comfort and care for the guest when necessary. Be compassionate and professional in all cases. • Never discuss possible causes of a reported accident or illness with a guest. Apologize to our guest for the inconvenience and get the Manager to investigate the situation. Do not apologize for any condition that the guest says caused the accident, as that would be an admission before we know for sure what happened. • Never discuss insurance matters with guests. Never offer or imply that you or Sapa Investment Group will pay for damage, injury or illness. • If you ever receive any phone calls from, or are contacted by, anyone (including insurance companies or attorneys), be polite and professional, but do not give out any information. Get a phone number and notify the Manager to return the call. Emergency Procedures • Know the location and operation of fire extinguishers and the kitchen fire system. • In case of a fire, alert a Manager immediately. • In case of electrical problems, unplug equipment (if possible), move away quickly and notify a Manager immediately. • Be familiar with the location of emergency exits. • If a guest reports an emergency to you, notify your Manager immediately. • If the determination to evacuate guests has been made, calmly move to each table or group of guests and advise each party to exit the building. Alcohol and Drug Policy • Illegal use, sale, or possession of narcotics, drugs, or controlled substances while on the job or on company property will result in termination of employment. • If employees are found, or suspected of being, under the influence of alcohol or drugs during work hours will be terminated immediately. • The appropriate level of discipline will be determined on a case-by-case basis by the discretion of Bucket O’ Crawfish, LLC. Sexual Harassment • Sapa Investment Group does not condone, permit, or encourage sexual harassment in any form. • Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, or other conduct of a sexual nature when: 1) submission to such conduct is made, either explicitly or implicitly, a term or condition of employment, 2) submission or rejection of harassment is used as a basis for employment decisions affecting an individual, or 3) the harassment has a purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive work environment. • Harassment includes, but is not limited to, verbal harassment (epithets, derogatory, statements, slurs) physical harassment (assault, physical interference with normal work or unwelcome touching of any kind), visual harassment (posters, cartoons, drawings), and innuendo. Sexual Harassment Complaint Procedure • Confront the harasser and inform him/her that their actions were offensive to you and you want him/her to stop immediately. • Report the incident to your Manager (or to another Manager if the complaint is against your immediate Manager). • Document your complaint in writing. Include all relevant details of the incident, names of individuals involved and names of any witnesses. • If we find that harassment has occurred, we will take appropriate remedial actions to correct the situation. Any employee(s) who have been found to violate Sapa Investment Group’s policy on sexual harassment will be subject to disciplinary action and/or immediate termination. • A representative of Sapa Investment Group will keep you apprised of the investigation. The results of the investigation will be communicated to you and, if appropriate, to all others directly involved in the complaint. Policy Against Retaliation Sapa Investment Group prohibits retaliation against any employee who files a complaint alleging discrimination or harassment or who participates in the investigation of a complaint. Sapa Investment Group has developed this policy to ensure that all of its employees can work in an environment free from harassment, discrimination and retaliation. Broken Glass or Wares • Handle broken glass with care. Use a dustpan and broom to sweep up broken pieces. • Discard chipped or broken wares immediately into a trash bin designated by the Manager. • Always discard food that may have been contaminated by broken glass. • Be careful to avoid glass breakage near ice. If it occurs, all ice in the bin must be disposed of and the receptacle thoroughly cleaned. Food Handling All employees are required to obtain and maintain an active Utah food handler permit. Ask the Manager for more details on obtaining the license and testing. We expect all employees to follow these guidelines in order to lower the risk of transmitting food-borne illnesses to customers and keeping the kitchen a safe environment for employees. Food Storage • All perishable foods shall be kept covered, refrigerated at proper temperatures, dated upon arrival and rotated so that the oldest products are used first. • Packaged food, once opened, should be stored in readable containers and labeled. Do not leave canned products in the original cans after opening; transfer the contents to new containers. • All frozen foods must be kept covered to avoid freezer burns. Food Preparation • Always wash your hands with warm water and soap before handling or preparing food. • Wash all fruits and vegetables with tap water before using. • Avoid cross-contamination from one product to another. • Marinades used for raw products should not be used for cooked products, as you might reintroduce bacteria to a product that has already been cooked enough to eliminate any bacteria. • Thaw meats and poultry using only the following methods: continuous running water, refrigeration, continuous cooking. • Use a thermometer when checking meat, poultry and fish items. • Be conscious of foul odors or other evidence of spoilage. Report any spoilage to a Manager immediately. • Do no use any canned product from a swollen, dented or leaking can. Report this to a Manager immediately. • Do not allow perishable items to sit out of refrigeration longer than is necessary. Obtain items as they are needed and return them to refrigeration immediately after use. Use ice baths whenever appropriate. Food Contamination and Foreign Objects • Use a scoop when dispensing ice for beverages and return scoop to its holder. Do not leave scoops inside ice machines or storage bins. Do not scoop ice with glasses. • Immediately report any food item you suspect is improperly stored, spoiled or contaminated. Do not assume that someone else is taking care of it. Operating Equipment • Never use a piece of equipment until you have been properly trained in its use. • Never leave a piece of equipment unattended while in operation. • Always sanitize equipment thoroughly after each use. • Unplug slicer and food processors before cleaning. Do not clean or remove food particles from the cutting blades of a chopper or slicer when it is plugged in or running. Be sure machinery is turned off before it is plugged in. • Closely follow the manufacturer’s instructions and warnings printed on the equipment. Use proper required safety devices and proper personal protective equipment and safety equipment when operating machinery (guards, etc.). • When using food processors, use plunger, not hands, to push food into feeds. • Report any equipment problems or malfunctions to the Manager immediately. • Do not touch or handle any electrical switches or equipment unless it is your job to do so. Do not use any cables or cords with damaged insulation or wiring. Using Knives • Be sure knives are clean and sharp before using. • Do not use broken or chipped knives. Return them to the Manager immediately. • When chopping or dicing never cut toward your fingers, hand or body; cut away from you. • When wiping off knives, be sure the blade faces away from the palm of your hand. • Always sanitize knives between uses. Operating Ovens / Stoves / Fryers • When working on the cooking line; no loose clothing, towels, paper or other objects should be near flames. • When moving hot pots or pans, announce your presence to others nearby, who may unexpectedly bump you, by saying “hot pan”. • Use an arm length glove, long sleeve shirt or industrial sleeved apron specifically designed to prevent contact with splattering oil when working at the wok station. Do not wrap forearms with material, which can come loose and ignite. • Frequent cleanup of clutter, spills and misplaced items must be practiced throughout your shift. Do not wait until the end of the shift to start cleaning up. • Keep water and ice away from and out of hot fryers. These will cause a violent reaction with hot oil. • When cleaning hot equipment, always use gloves or management authorized suitable protection. No exceptions. • Report frayed electrical cords and plugs immediately. Schedule and Attendance Policy • Employees are responsible for obtaining their own schedules. • Schedules will be posted one (1) week in advance. • Employees are expected to make their own arrangements for shift changes. All changes must be approved and signed by management or changes will not be valid. • Two (2) weeks advance notice is required for any requested time off – no exceptions. Note that management will do their best to accommodate your needs, but a request does not guarantee time off. • Requests will be granted in the order that they are submitted. • All employees will be considered late for work if punched in any later than scheduled starting time. Three (3) late punches are equivalent to one (1) missed shift. • A missed shift will result in appropriate disciplinary action and may result in termination of employment. Tips and Payroll • Punch in no earlier than five (5) minutes prior to scheduled starting time. • Employees are responsible for punching in and out correctly. If you forget, or neglect, to punch in or out, you will be responsible for any errors made in computing your total hours. • Any “write ins” must be approved and initialed by management on the day it occurs. • Employees must clock out for breaks, lunch and dinner. • Payroll period ends on the 15th and the last day of every month. Checks will be distributed on the 5th and 20th of each month. • Servers are required to tip out 4% of total sales to distribute to support staff. *This is subject to change depending on business. • Servers must report all cash tips made during a shift. Dress Code and Grooming [Your Restaurant] t-shirt, pants, shoes with appropriate soles and nametag. • Spandex are not permitted. • Uniform must be ironed. • No baggy or loose clothing. • Hair must be neat, clean, and groomed. • Long flowing hair is a personal choice, but potentially dangerous and unsanitary in a restaurant environment. Long hair must be worn up or secured and tucked. • Growing beards or mustaches is not permitted for males. • Established facial hair must be neat and closely trimmed. • No visible, or exposed, tattoos or body piercing.
This guide is intended to inform employees of Sapa Investment Group, LLC and Sapa Investment Group’s personal policies. These policies do not create an employment contract and should not be interpreted or considered as such. Employment with Sapa Investment Group, LLC and Sapa Investment Group is at will, either you or Sapa Investment Group, LLC and Sapa Investment Group can end your employment at any time for any reason and/or without prior notice. In order to retain necessary flexibility in the administration of policies and procedures, Sapa Investment Group, LLC and Sapa Investment Group reserve the right to change, revise or eliminate any of the policies and/or any of the benefits described in the guide. The only recognizable deviations from the stated policies are those authorized in writing by the members of the Sapa Investment Group LLC board.
Name *