Food & Drink International - Winter 2017, Volume 2 - 123
to approach these expanses; how to
maintain them safely so the possibility of accidents is lessened.
Safety policies should cover company procedures for extreme weather events like hurricanes, blizzards
and other situations that could potentially be hazardous for employees.
An employee handbook should explicitly state that any employee who
commits an act of violence against
another person while at work will be
terminated. Violent behavior outside
of work and procedures for reporting
violent acts or threats should also be
a strong focus.
6. Confidentiality and
Conflicts of Interest
Put policies in place to protect your
restaurant or facility's intellectual
property, trade secrets and other confidential information.
These policies apply to every company and the leisure and hospitality
industry is no exception.
The employee handbook should
provide specific examples of conflicts
of interest, confidential information
and trade secrets. Address disciplinary action for employees who
violate the company's confidentiality
rules, which may include termination
or legal action.
7. Time-off and
Most people think about policies for
sick time, vacation and holidays, but
employees may need to use leave for
many other reasons. Companies with
fewer than 50 employees are not
>> Employee handbooks should be updated annually to remain compliant with legal changes.
likely to be subject to federal laws
that govern how employers handle
leave for family and medical reasons, bereavement, military leave,
jury duty, court cases and voting.
Still, even a small bed-and-breakfast
can have a handful of employees and
should consider policies for these
types of leave.
8. Pay and
Employers in the hospitality industry should clearly state their pay and
timekeeping practices. The employee
handbook should also provide employees with written notice of a transparent process to report wage and
hour issues to their employer.
Additionally, owners, managers,
HR and general employers are best
serviced if there are written policies to ensure compliance with the
tip credit requirements of the FLSA.
For example, employers should make
clear waiters, waitresses, bellhops,
bussers and service bartenders who
customarily and regularly receive tips
shall not include employees who do
not customarily and regularly receive
tips such as dishwashers, cooks,
chefs, and janitors in tip pooling or tip
Employee handbooks should be
updated annually to remain compliant with legal changes.
Consider enlisting experienced
employment counsel to assist your
business as it grows.
Brett Owens is an associate attorney
in the Tampa, Fla., office of Fisher
Phillips. The national labor and employment law firm is committed to
providing practical business solutions
for employers' workplace legal problems. Visit
www.FisherPhillips.com for more information
or you may reach Owens at (813) 769-7500 or
food & drink international * winter 2017 volume 2 * www.fooddrink-magazine.com