Setting Restaurant Ground Rules – Why an Employee Handbook is a Vital Document for Any Business

While we wish that employee turnover in our business was lower, many restaurants have a constant stream of new hires. Well-drafted, easy-to-understand work rules are imperative to getting your people up to speed with your restaurant's culture. Good communication and documentation often increase employee retention, as it fosters trust and builds employee confidence that you know what you are doing.

Effectively communicating information to employees will ensure they get your message. The process is less daunting than you might think when accomplished by a single medium – the employee handbook. A properly drafted and disseminated employee handbook is the "bible" of your restaurant employee communication and employment liability risk management program. Every business — large or small — needs one. Here are some pointers on drafting yours.

One size does not necessarily fit all. While an “off-the-shelf” employee handbook template can save time drafting and help you overlook important details, you need to ensure the final version is right for your restaurant. For example, an employee handbook template that includes information on Family and Medical Leave Act rights will not apply to concepts with less than 50 employees unless your state’s law covers smaller businesses.

If you don’t give people information, they make up something to fill the void.
– Carla O’Dell

The first page of the restaurant employee handbook should be a disclaimer, which provides that the handbook is merely a guideline and not a contract of employment. Some states have very specific statutes, such as South Carolina, regarding how the disclaimer must be written.

Every handbook should include a brief outline of the restaurant's equal employment policy.The equal employment opportunity policy serves to put employees and managers on notice that discrimination will not be tolerated. In addition, the absence of an equal employment policy could send an unintended message to the employees, i.e., that the employer is not concerned with diversity or nondiscrimination.

Attendance policies are a vital part of any employee handbook.They can be especially important in the service industry, as excessive absenteeism can be especially harmful to your ability to serve customers. All operations should follow this employee handbook best practice to ensure they don’t face serious attendance issues in their restaurants.

An employee handbook includes a statement that harassment is illegal and will not be tolerated by the employer.This would include definitions and descriptions of conduct that is prohibited under the policy, disciplinary action that will be taken against harassers, a complaint procedure, assurance that all complaints will be confidential and will be promptly investigated, and assurance that there will be no retaliation against a person who files a complaint.

These are just a few key points on what should be included in your restaurant employee handbook. Complex documentation, such as the employee handbook, is often the most daunting aspect of management, particularly if multiple pages of seemingly endless text cause your eyes to glaze. While you will want to lean on consultants, attorneys, and software for much of the legwork, do not be afraid to get involved in the process of developing an employee handbook. You will feel more in control of your business, have a deeper understanding of common employee rules and regulations, and a better final product.

If you’re looking to write up or revamp your restaurant employee handbook, download our Employee Handbook Templates (also available in Spanish) to get started.

Have a profitable week!

The RestaurantOwner.com Team