EMPLOYEE
HANDBOOK
V 2.0
For Hourly and Salaried Non-Exempt Employees
And Exempt Refreshment Services Route Sales Representatives
LOCATION: Boston University Student Handbook
DATE ISSUED: August 2013
OUR MISSION
Deliver experiences that enrich and nourish lives
IMPORTANT NOTICE
YOUR EMPLOYMENT IS AT WILL. THIS MEANS THAT YOU ARE NOT
GUARANTEED EMPLOYMENT OR ANY PARTICULAR JOB OR TYPE OF WORK
FOR ANY SPECIFIED PERIOD OF TIME. MORE SPECIFICALLY, BECAUSE YOUR
EMPLOYMENT IS AT WILL, BOTH YOU AND ARAMARK HAVE THE RIGHT TO
TERMINATE YOUR EMPLOYMENT AT ANY TIME AND FOR ANY OR NO REASON
AND WITH OR WITHOUT PRIOR NOTICE. WHILE ARAMARK MAY FOLLOW A
DISCIPLINARY PROCESS FROM TIME TO TIME, NOTHING IN THIS HANDBOOK
OR ITS APPLICATION SHALL RESTRICT ARAMARK’S RIGHT TO TERMINATE
EMPLOYEES AT WILL AND WITH OR WITHOUT PRIOR NOTICE. ANY ORAL OR
WRITTEN STATEMENTS TO THE CONTRARY ARE HEREBY EXPRESSLY
DISAVOWED AND SHOULD NOT BE RELIED UPON UNLESS IN WRITING AND
SIGNED BY THE LINE OF BUSINESS VICE PRESIDENT OF HUMAN RESOURCES
OR HIS OR HER DESIGNEE. THE FOREGOING PROVISION SHALL NOT APPLY
TO EMPLOYEES WHO WORK AT LOCATIONS IN MONTANA.
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Table of Contents
WELCOME ...........................................................................................................................................5
ARAMARK’S MISSION, VALUES AND FOCUS ...........................................................................6
EMPLOYMENT POLICIES AND PRACTICES .............................................................................7
DRUG-FREE WORKPLACE ACT POLICY ................................................................................................... 7
EMPLOYMENT OF MINORS POLICY .......................................................................................................... 7
EMPLOYMENT OF RELATIVES ................................................................................................................... 7
EQUAL EMPLOYMENT OPPORTUNITY AND AFFIRMATIVE ACTION POLICY ................................ 7
IMMIGRATION REFORM AND CONTROL ACT/FORM I-9/E-VERIFY ................................................... 8
PERSONAL RELATIONSHIPS BETWEEN MANAGERS AND SUBORDINATES ................................... 8
PRE-EMPLOYMENT SCREENING AND EMPLOYMENT BACKGROUND CHECK POLICY ............... 8
POLICY AGAINST SEXUAL HARASSMENT AND OTHER WORKPLACE HARASSMENT ................. 8
POLICY REGARDING VIOLENCE IN THE WORKPLACE ........................................................................ 9
REASONABLE ACCOMMODATIONS ......................................................................................................... 9
SOCIAL NETWORKING POLICY ................................................................................................................. 9
WAGE & HOUR POLICY ................................................................................................................................ 9
ATTENDANCE.....................................................................................................................................9
ATTENDANCE AND PUNCTUALITY .......................................................................................................... 9
CALL OUT PROCEDURE FOR UNPLANNED ABSENCES ........................................................................ 9
TARDINESS AND EARLY DEPARTURES ................................................................................................. 10
JOB ABANDONMENT .................................................................................................................................. 10
TIME AWAY FROM WORK ...........................................................................................................10
LEAVES OF ABSENCE GENERALLY ........................................................................................................ 10
FAMILY AND MEDICAL LEAVE ACT (FMLA) ........................................................................................ 10
MILITARY LEAVE ....................................................................................................................................... 11
BEREAVEMENT LEAVE ............................................................................................................................. 11
JURY DUTY ................................................................................................................................................... 11
EMPLOYEE CONDUCT ..................................................................................................................12
BUSINESS CONDUCT .................................................................................................................................. 12
STANDARDS OF CONDUCT ....................................................................................................................... 12
CONFIDENTIALITY ..................................................................................................................................... 13
SOLICITATION AND DISTRIBUTION ....................................................................................................... 13
PROFESSIONAL APPEARANCE AND WORK ATTIRE ........................................................................... 13
ID BADGES .................................................................................................................................................... 14
SOUND AND IMAGE RECORDING IN THE WORKPLACE .................................................................... 14
MEDIA INQUIRIES ....................................................................................................................................... 14
PROGRESSIVE DISCIPLINE........................................................................................................................ 14
ADMITTANCE TO BUILDING .................................................................................................................... 14
WORKPLACE SEARCHES ........................................................................................................................... 15
ALCOHOL SERVICE POLICY ..................................................................................................................... 15
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EMPLOYEE INVOLVEMENT ........................................................................................................15
PERSONNEL RECORDS ............................................................................................................................... 15
EMPLOYEE HOTLINE PROGRAM ............................................................................................................. 15
WAGE AND HOUR/PAY ..................................................................................................................16
WORK WEEK/PAY DAY/PAYCHECK ....................................................................................................... 16
EPAY (ELECTRONIC PAYROLL) ............................................................................................................... 16
OVERTIME .................................................................................................................................................... 16
TIMEKEEPING .............................................................................................................................................. 16
EMPLOYEE RIGHTS AND RESPONSIBILITIES ....................................................................................... 17
BENEFITS ...........................................................................................................................................17
BENEFITS OVERVIEW ................................................................................................................................ 17
WORKERS’ COMPENSATION .................................................................................................................... 17
SAFETY ...............................................................................................................................................18
SAFETY RULES APPLY TO EVERYONE .................................................................................................. 18
JOB SEPARATION............................................................................................................................19
SEPARATION OF EMPLOYMENT.............................................................................................................. 19
RETURN OF PROPERTY .............................................................................................................................. 19
LOCATION GUIDE ...........................................................................................................................20
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WELCOME
Welcome to ARAMARK!
This Employee Handbook will let you know what to expect from ARAMARK and what will be expected
of you. The Handbook has two sections. The first section (Section 1) applies to all locations across the
United States. The second section (Section 2) includes specific information applicable to your location.
This second section is referred to as the Location Guide. The information included in the Location Guide
is intended to supplement the information in Section 1 and the two sections should be read together. This
Handbook is in addition to any client-required work rules and/or policies.
The Handbook is not meant to cover everything and it is not intended to create a contract of employment.
From time to time we may make changes to this Handbook. This Handbook supersedes and replaces all
prior versions as well as any other policies related to the subjects addressed in this Handbook. The
Handbook is intended to comply with all applicable laws. In the event any provision conflicts with
applicable law, it will be applied in accordance with the law. Nothing in this Handbook is meant to
restrict or otherwise chill employees from engaging in the rights afforded to them under Section 7 of the
National Labor Relations Act.
Please read your Handbook carefully and keep it for future reference. If you have any questions about the
Handbook, your job or ARAMARK, ask your manager.
We hope that you will find ARAMARK a great place to work.
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ARAMARK’S MISSION, VALUES AND FOCUS
To align our work with the strategy, it’s important that everyone at ARAMARK understands how
our Mission, Values and Focus connect with their own responsibilities and daily work.
Our Mission
For any business to succeed, it needs a clear and commonly shared understanding of where it’s
headed and the ultimate destination. For ARAMARK, that starts with our Mission:
Deliver Experiences that Enrich and Nourish Lives
This means that each of us must consider what we can do to deliver an enriching and nourishing
impact on people’s lives everyday and everywhere. We encourage you to embrace this Mission
and live it through your daily work.
Our Values
Our values at ARAMARK reflect what we stand for as a company. They guide us in our behaviors
and how we relate to each other and our constituents that matter most. We should demonstrate
these values in everything we do.
The following values personify how we conduct ourselves and prioritize our actions.
1.
2.
3.
4.
Sell and Serve with Passion
Front Line First
Set Goals. Act. Win.
Integrity and Respect Always
Our Focus
Every organization needs a clear sense of what matters most. For us, these are the constituents
who rely on us to deliver and build what they care about most. Our focus will build…
1.
2.
3.
4.
5.
Consumer Advocacy
Client Success
Employee Engagement
Shareholder Value; and
Local Communities
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SECTION 1
EMPLOYMENT POLICIES AND PRACTICES
DRUG-FREE WORKPLACE ACT POLICY
ARAMARK is committed to the maintenance of a drug-free workplace and to ensuring compliance with
the Drug-Free Workplace Act of 1988.
ARAMARK’s Drug-Free Workplace Act Policy applies to all ARAMARK employees. Check the
workplace postings at your location for this Policy. If you would like a copy, please see your manager.
In accordance with ARAMARK’s Drug-Free Workplace Act Policy, ARAMARK may conduct drug
and/or alcohol testing of prospective or current employees. Employees who test positive for alcohol or
controlled substances will be subject to disciplinary action up to and including termination.
EMPLOYMENT OF MINORS POLICY
To preclude unintentional violation of the Fair Labor Standards Act as well as any state or local child
labor and/or fair labor legislation, ARAMARK will not employ minors under the age of 16 under any
circumstances.
ARAMARK will abide by the regulations set forth in the Fair Labor Standards Act and all applicable
state and local child labor and/or fair labor laws, including, but not limited to the need for working papers,
providing alcohol service and any applicable hazard restrictions. Restrictions may also apply to
employees who are not minors but are less than 21 years of age.
EMPLOYMENT OF RELATIVES
ARAMARK permits the employment of qualified relatives of employees as long as such employment
does not, in the opinion of ARAMARK, create actual or perceived conflicts of interest. For purposes of
this policy, “relative” is defined as a spouse, domestic partner, child, parent, sibling, grandparent,
grandchild, aunt, uncle, first cousin, or corresponding in-law or “step” relation. ARAMARK will
exercise sound business judgment in the placement of related employees in accordance with the following
guidelines:

No employee is permitted to work in the “chain of command” of a relative so that one relative’s
work responsibilities, salary, or career progress could be influenced by the other relative.

No relatives are permitted to work in the same department or in any other positions in which
ARAMARK believes an inherent conflict of interest may exist.
In the event that a relationship prohibited by this policy exists or develops, the manager or supervisor
must immediately inform his or her manager and the appropriate human resources professional of the
existence of such relationship.
EQUAL EMPLOYMENT OPPORTUNITY AND AFFIRMATIVE ACTION POLICY
ARAMARK is committed to equal employment opportunity, and it is ARAMARK’s policy to ensure that
employment-related decisions are made without regard to any classification protected by applicable
federal, state or local law.
ARAMARK’s Equal Employment Opportunity and Affirmative Action Policy applies to all ARAMARK
employees. Check the workplace postings at your location for this Policy. If you would like a copy,
please see your manager.
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IMMIGRATION REFORM AND CONTROL ACT/FORM I-9/E-VERIFY
ARAMARK complies with the Immigration Reform and Control Act (IRCA), which requires that
employers verify the identity and work eligibility of all employees hired after November 6, 1986. A
Form I-9 must be completed for all such employees. Employees are required to cooperate with
ARAMARK, providing proof of identity and work eligibility within three business days of an employee’s
first day of work.
ARAMARK participates in E-Verify, which is an Internet-based system that compares information from
an employee's Form I-9 to data from U.S. Department of Homeland Security and Social Security
Administration records to confirm employment eligibility.
PERSONAL RELATIONSHIPS BETWEEN MANAGERS AND SUBORDINATES
ARAMARK discourages dating or intimate relationships between managers and subordinates. Even when
the relationship is voluntary and welcome on the part of both parties, a manager may not maintain a
dating or intimate relationship with an ARAMARK employee when:
1.
The employee works directly or indirectly for the manager; or
2.
The manager has compensation, performance review, or promotional input with respect to the
employee.
In the event that a manager enters into (or, in the case of a relationship predating this policy, continues) a
dating or intimate relationship with a subordinate, the manager must immediately inform his or her
manager and the appropriate human resources professional of the existence of such relationship.
The human resources professional will then consider the appropriate steps to end the reporting
relationship between the manager and the employee. These steps may include transfer of the manager or
employee to another position within ARAMARK, or a decision that one or both of the individuals should
seek employment with another company. A manager’s failure to notify ARAMARK of the existence of
such a relationship may result in disciplinary action for the manager up to and including termination.
PRE-EMPLOYMENT SCREENING AND EMPLOYMENT BACKGROUND CHECK
POLICY
ARAMARK is committed to the safety and security of its employees, clients and customers. Consistent
with this commitment, ARAMARK conducts employment-related background checks. The type and
frequency of background checks that are required for new hires, rehires and current employees is
described in ARAMARK’s Pre-Employment Screening and Employee Background Check Policy and is
based on a number of factors, including position, work location, client requests, legal requirements and
other risk factors. To request a copy of the Policy, see your manager.
POLICY AGAINST SEXUAL HARASSMENT AND OTHER WORKPLACE
HARASSMENT
It is the policy of ARAMARK that sexual harassment and other workplace harassment, in any form, is
strictly prohibited and will not be tolerated in the workplace.
ARAMARK’s Policy Against Sexual Harassment and Other Workplace Harassment applies to all
ARAMARK employees. Check the workplace postings at your location for this Policy. If you would like
a copy, please see your manager.
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POLICY REGARDING VIOLENCE IN THE WORKPLACE
ARAMARK’s Policy Regarding Violence in the Workplace applies to all ARAMARK employees and
prohibits violence, threats of violence, intimidation, or other disruptive conduct. If you would like a copy
of the Policy, please see your manager.
REASONABLE ACCOMMODATIONS
It is ARAMARK’s policy to comply with the Americans with Disabilities Act (ADA) and similar
applicable state and local law by providing reasonable accommodations to individuals with disabilities,
where doing so will not impose an undue hardship on the company.
It is also ARAMARK’s policy to provide reasonable accommodations to individuals who need them for
religious reasons, where doing so will not impose an undue hardship on the company.
ARAMARK will consider all reasonable accommodation requests – whether for medical or religious
reasons - that are brought to its attention. If you would like to request a reasonable accommodation,
please speak with your manager or human resources professional.
SOCIAL NETWORKING POLICY
ARAMARK’s Social Networking Policy applies to all ARAMARK employees and addresses employees’
use of social network sites for business purposes, as well as employees’ use of social network sites for
personal reasons (i.e., not on ARAMARK’s behalf). ARAMARK has summarized its expectations for
employees using social network sites for personal reasons in a document titled Do’s and Don’ts for U.S.based Employees Using Social Network Sites for Personal Reasons (i.e., NOT on ARAMARK’s behalf).
Check the workplace postings at your location for these Do’s and Don’ts. If you would like a copy of
these Do’s and Don’ts or the Social Networking Policy, please see your manager.
WAGE & HOUR POLICY
It is ARAMARK’s policy to pay employees for all hours worked and to comply with all applicable wage
and hour requirements under federal, state and local law. If you would like a copy of the wage and hour
policies applicable to your location, please see your manager.
ATTENDANCE
ATTENDANCE AND PUNCTUALITY
It is the responsibility of every employee to report to work on time, unless otherwise approved by your
manager.
All instances of unplanned absences, tardiness and/or leaving early (including those for which an
employee receives PTO, sick or vacation pay) will be recorded.
Failure to comply with these requirements may result in disciplinary action up to and including
termination.
Note: An employee will not be subject to discipline for any absence, tardiness, or early departure
protected under the Family and Medical Leave Act (FMLA), the Americans with Disabilities Act (ADA)
or other applicable law, provided the employee complies with the procedures described in this Handbook
(both Section 1 and the Location Guide (Section 2)).
CALL OUT PROCEDURE FOR UNPLANNED ABSENCES
If you are unable to report to work on a day you are scheduled to work, you must follow the appropriate
call out procedures. The call out procedure is included in the Location Guide.
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Failure to follow the call out procedures for your location or excessive unplanned absences may subject
you to disciplinary action up to and including termination.
TARDINESS AND EARLY DEPARTURES
If you are going to be tardy, you must notify your location by following the call out procedure included in
the Location Guide, and indicate the approximate time of arrival. Repeated tardiness may lead to
disciplinary action up to and including termination.
Employees who leave before their scheduled end time should report their early departure according to the
process provided in the Location Guide. Repeated early departures may lead to disciplinary action up to
and including termination. If you leave before the end of your scheduled shift, without approval, you may
be subject to disciplinary action up to and including termination.
JOB ABANDONMENT
An employee may be deemed to have voluntarily resigned from employment with ARAMARK should
he/she fail to report to work and fail to notify management of the absence (No Call/No Show) for
consecutively scheduled work shifts. The Location Guide contains the number of consecutive No Call/No
Shows that constitute job abandonment.
TIME AWAY FROM WORK
LEAVES OF ABSENCE GENERALLY
ARAMARK recognizes that certain circumstances may require absence from work for medical, family, or
civic reasons. The two primary categories of leave are: protected leave (e.g., covered under the Family
and Medical Leave Act, the Americans with Disabilities Act or other applicable law) and unprotected
leave (e.g., when leave pursuant to the Family and Medical Leave Act, the Americans with Disabilities
Act or other applicable law is exhausted or not appropriate). Examples of unprotected leave include leave
for non-medically related personal reasons or educational pursuits.
FAMILY AND MEDICAL LEAVE ACT (FMLA)
An employee with at least 12 months of company service who has worked 1,250 hours or more for
ARAMARK in the past 12 months may request protected unpaid leave under our Family and Medical
Leave Act (FMLA) Policy. In addition, ARAMARK will comply with any similar applicable state and
local laws regarding leave. Where applicable, leave under the ARAMARK FMLA policy will run
concurrently with similar leave under applicable state or local law.
Requests for FMLA leave may be made for the following reasons:
 The birth of a child, or the placement of a child with you for adoption or foster care;
 A serious health condition that makes you unable to perform the essential functions of your job;
 A serious health condition affecting your spouse, domestic partner, parent or child for whom you
are needed to provide care;
 A qualifying exigency arising out of the fact that your spouse, domestic partner, child, or parent is
on active duty or has been notified of an impending call or order to active duty in the armed
forces in support of a contingency operation; and
 To care for a covered service member in the armed forces who incurred a serious injury or illness
in the line of duty, if you are the covered service member’s spouse, domestic partner, child,
parent or next of kin.
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For the first four reasons listed above, an employee may take up to 12 weeks of FMLA leave in a rolling
12-month period measured backward from the date the employee uses any FMLA leave for these
purposes.
For the last reason listed above, an employee may take up to 26 weeks of FMLA leave in a 12-month
period that is measured forward from the date the employee’s first leave for this purpose begins. The 26
weeks available includes up to 12 weeks of leave taken for the first four reasons listed above.
If you would like to request FMLA leave, you must provide verbal or written notice sufficient to make
your manager or the appropriate human resources professional aware of your need for FMLA leave, as
well as the anticipated timing and duration of the leave.
Check the workplace postings at your location for a copy of the “Employee Rights and Responsibilities
under the Family and Medical Leave Act.” ARAMARK’s Family and Medical Leave Act Policy covers
the details of FMLA-protected leave in much greater detail. To request a complete copy of
ARAMARK’s Family and Medical Leave Act Policy or a copy of the Rights and Responsibilities Poster,
please contact your manager or human resources professional.
MILITARY LEAVE
All employees are eligible for military leave for voluntary or involuntary military service consistent with
all applicable federal and state laws, including the Uniformed Services Employment and Reemployment
Rights Act (USERRA). An employee on military leave will be reinstated in accordance with applicable
federal and state laws.
Employees must notify their manager or human resources professional as soon as possible after learning
of their need for military leave. If the employee's order to report for duty is in writing, the employee
should provide his/her manager or human resources professional with a copy of the order as soon as
possible.
ARAMARK’s Military Leave Policy applies to all ARAMARK employees. To request a copy of the
Policy, please see your manager.
BEREAVEMENT LEAVE
Bereavement leave is intended to allow employees time off to attend the funeral/services and for related
matters due to the death of an immediate family member. Unless otherwise provided in your Location
Guide, an immediate family member is defined as: a parent, legal guardian, sibling, spouse/domestic
partner, child, grandparent or grandchild, as well as his/her spouse/domestic partner’s parent, legal
guardian, sibling, child, grandparent or grandchild.
When the need for bereavement leave arises it is the responsibility of the employee to notify his/her
manager or human resources professional immediately. Employees may be asked to furnish proof of their
relationship to the deceased and/or their attendance at the funeral/services.
JURY DUTY
ARAMARK grants time off for jury duty. Employees must notify their manager as soon as they are
called for jury duty so that arrangements may be made to cover work assignments. Please contact your
manager or human resources professional if you have been summoned to jury duty.
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EMPLOYEE CONDUCT
BUSINESS CONDUCT
It is the continuing commitment of ARAMARK to conduct all company business with the utmost
integrity. ARAMARK’s policy is to comply with all domestic and foreign laws and to conduct its
business in an ethical manner. Employees may not engage in any conduct or transaction in the course of
their employment with ARAMARK that would violate any applicable law.
STANDARDS OF CONDUCT
It is ARAMARK’s expectation that its employees will conduct themselves in compliance with our
policies and procedures.
The following list is not intended to be all-inclusive, but merely illustrates certain types of conduct
ARAMARK deems unacceptable, and which may result in disciplinary action up to and including
termination, with or without any written warnings. Nothing in this list is intended to restrict or otherwise
discourage employees from engaging in protected concerted activity as described in Section 7 of the
National Labor Relations Act.

Violation of any ARAMARK policy.

Violation of any provision included in this handbook.

Willful or negligent destruction of company and/or client property.

Carrying or possession of weapons, or use, or distribution of weapons on company and/or client
property or premises.

Unauthorized use, waste, removal or attempted removal of company/client/or employee material
or property (e.g., funds, food, records, documents, tools, or equipment) from company and/or
client premises without proper authorization. This includes any items that have been discarded.

Falsification or unauthorized alteration of any employment-related documents including, but not
limited to, employment applications, personnel records and time records.

Insubordination such as refusal to perform any job or work assignment given by an employee's
supervisor or by management.

Use of profanity or harassing or abusive language or conduct.

Gambling or conducting a lottery while on duty or on client/company premises.

Sleeping or dozing on the job.

Violation of any safety rule or practice, or engaging in conduct which tends to create a safety
hazard. This includes fighting, disorderly conduct, horseplay, or throwing objects.

Failure to report an accident that results in or may result in injury to yourself or others or damage
of property.

Leaving your work area during work time without a job assignment or a job-related task without
management’s authorization.

Failure to accurately record your work time and meal periods.

Failure to take required meal periods and rest breaks.

Clocking in or out for another employee.

Allowing unauthorized personnel to enter non-public work areas.
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
Non-incidental time spent working on personal projects on client/company property, machines or
time.

Eating or drinking other than during designated rest breaks and meal periods and in designated
areas, unless approved by your manager.

Working unauthorized overtime.

Unauthorized access of personnel files or confidential information.
CONFIDENTIALITY
Employees must maintain the confidentiality of confidential information entrusted to them by
ARAMARK or its suppliers, clients and customers.
Confidential information includes all non-public information that might be of use to competitors, or
harmful to ARAMARK or its clients or customers if disclosed. It also includes confidential information
that suppliers, clients and customers have entrusted to us. Confidential information does not include
information regarding wages, hours or other terms and conditions of employment and also does not
include other employees’ contact information. Employees should contact their manager or human
resource professional if any uncertainty exists as to whether certain information is, in fact, confidential
information.
Violation of this policy may result in disciplinary action up to and including termination.
SOLICITATION AND DISTRIBUTION
In order to avoid interference with work, ARAMARK has adopted the following procedure with respect
to solicitation and distribution.
Solicitation of one employee by another employee for membership, contributions, funds or other
purposes, while either employee is on working time is prohibited. Working time refers to that portion of
the workday in which the employee is performing actual job duties. It does not include paid or unpaid
meal periods or other breaks.
Distribution of printed or written literature of any kind on company or client property is prohibited,
except in non-working areas during non-working time. Working areas refer to where work is actually
performed and does not include employee meal rooms or break rooms.
PROFESSIONAL APPEARANCE AND WORK ATTIRE
It is important that our employees maintain a professional appearance that reflects well on themselves, our
clients and ARAMARK.
The following is a non-exhaustive list of ARAMARK’s expectations:
•
Employees must present a neat and clean appearance with no strong smells, including due to
perfume, cologne or body odor.
•
Jewelry should be kept to a minimum; you may be asked to remove jewelry deemed
excessive or inappropriate by your manager.
•
Employees must comply with all applicable safety, health and sanitation guidelines, including
those established by ARAMARK Safety & Risk Control.
In addition to the above, your manager may ask you to cover visible tattoos or assign you to a particular
location or task that does not require direct client or guest contact as a result of visible tattoos.
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Failure to present a professional appearance may result in disciplinary action up to and including
termination.
ID BADGES
If you are required to wear an ID badge, it must be worn at all times. ID badges must be worn on the
outside of your clothing or uniform where they are visible to guests, client, and other ARAMARK
personnel. An ID badge cannot be transferred from one person to another person for any reason. Your
ID badge must be surrendered upon request by an authorized ARAMARK manager or client
representative. If your ID badge is lost or stolen, it must be reported immediately to your manager.
Violation of this policy may result in disciplinary action up to and including termination.
SOUND AND IMAGE RECORDING IN THE WORKPLACE
Employees are prohibited from recording and/or assisting others (including employees and nonemployees) in recording conversations, phone calls or other activities in the workplace. This includes both
sound and image recording. Failure to comply with this section may result in disciplinary action up to
and including termination. Nothing in this section is intended to restrict or otherwise discourage
employees from engaging in protected concerted activity as described in Section 7 of the National Labor
Relations Act.
Under certain limited circumstances, ARAMARK may authorize the use of visual recording devices and
sound recording devices by employees for specific business purposes. In such instances, ARAMARK
will ensure that any necessary consent to the recordings has been obtained. If you have any questions,
please contact your manager.
MEDIA INQUIRIES
Hourly and salaried non-exempt employees are not authorized to speak on ARAMARK’s behalf in
response to any media inquiries. Any ARAMARK hourly or salaried non-exempt employee who receives
a media inquiry looking for a statement by or on behalf of ARAMARK should forward the inquiry to his
or her manager. Hourly and salaried non-exempt employees are not prohibited from speaking to the
media on their own behalf but, in doing so, must make clear that they are not speaking on ARAMARK’s
behalf.
PROGRESSIVE DISCIPLINE
It is ARAMARK’s practice generally to advise employees of performance or disciplinary issues and
provide them the opportunity to correct the issue. However, ARAMARK reserves the right to deviate
from this general practice at any time at its sole discretion and with or without advance notice – for
example, due to the severity of the offense, the circumstances under which it occurred, and the
employee’s duties.
ADMITTANCE TO BUILDING
Employees must enter/exit the building through designated entrances and exits. If you have any questions
about appropriate entrances or exits, please ask your manager.
Employees may not enter any unauthorized area at any time without prior permission from a manager.
With the exception of public areas, employees may not be present at a work location outside of working
hours.
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WORKPLACE SEARCHES
In order to maintain safety and to comply with applicable security policies and procedures, ARAMARK
reserves the right to monitor employee activities in the workplace. This includes use of company or client
property such as vehicles, desks, lockers, toolboxes, cabinets, telephones, computers, or other similar
items. All ARAMARK- or client-provided offices, desks, files, lockers, telephones, computers, etc., are
the property of the company or the client, and are issued for employment-related purposes.
ARAMARK reserves the right to question employees entering and leaving the company’s or client’s
premises, and to inspect any packages, parcels, purses, handbags, briefcases, lunchboxes, or any other
possessions or articles carried to and from the company’s or client’s property. In addition, the company
reserves the right to search any employee’s office, desk, files, locker, telephone, computer, or any other
area or article on the company’s or client’s premises. Employees should have no expectation of privacy
with regard to any of these items or areas. Inspections may be conducted at any time at the discretion of
the company or the client.
Employees working in, entering or leaving the premises who refuse to cooperate in an inspection, as well
as employees who, after the inspection, are believed to be in possession of stolen property, alcohol, illegal
drugs, or other prohibited items, or who are found to be in violation of ARAMARK’s Drug-Free
Workplace Act Policy or other applicable policies, will be subject to disciplinary action up to and
including termination, as well as potential legal action.
ALCOHOL SERVICE POLICY
If alcohol is served at your location, employees are required to comply with the applicable ARAMARK
Alcohol Service Policy and state and local law regarding service of alcohol. Failure to do so may result in
disciplinary action up to and including termination.
EMPLOYEE INVOLVEMENT
PERSONNEL RECORDS
ARAMARK permits its employees to review their personnel records in accordance with the law. Please
contact your manager if you have questions about your personnel record.
EMPLOYEE HOTLINE PROGRAM
ARAMARK encourages employees to speak with a member of management or human resources about
any issues of concern. However, the Employee Hotline is another resource available to employees.
The Employee Hotline can be used to report numerous types of concerns including but not limited to:
•
•
•
•
•
•
Concerns related to ARAMARK’s Business Conduct Policy
Workplace safety concerns
Equal employment opportunity concerns
Sexual or other workplace harassment
Concerns about violence in the workplace
Pay or wage and hour concerns
The Employee Hotline can be reached by calling 877-224-0411, or a report can be filed electronically at
www.aramarkhotline.com. All reports are received by a third party hotline administrator. Employees
may remain anonymous if they wish.
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All complaints and investigations made through a manager, human resources professional, or the
Employee Hotline, will be handled in a confidential manner to the fullest extent possible. However,
employees must recognize that certain disclosures may be necessary to conduct a complete and thorough
investigation, and to achieve an appropriate resolution. Moreover, each employee is expected to cooperate
fully with any investigation, even where the employee did not make the complaint.
An employee’s failure to cooperate with an investigation, including providing truthful information when
questioned, may result in disciplinary action up to and including termination.
WAGE AND HOUR/PAY
WORK WEEK/PAY DAY/PAYCHECK
Information regarding your location’s work week and pay day are included in the Location Guide.
ARAMARK is obligated, by law, to withhold Federal, State and Local Income Tax and Social Security
deductions and any federal/state/local authorized wage garnishments. Where permitted by law, other
payroll deductions may be taken. If you have any questions about your payroll deductions, please ask
your manager.
ePAY (ELECTRONIC PAYROLL)
ARAMARK offers the following electronic payroll options:
1.
Direct Deposit - When you enroll in ARAMARK Direct Deposit, your pay is electronically
transferred to your checking or savings account at your financial institution on your payday.
2.
Paycard – With a Pay Card, which works similar to a debit card, your pay is electronically
transferred to your Pay Card on your payday. You do not need a bank account. The funds are
FDIC insured and can be conveniently accessed surcharge free at any participating ATM, or,
over-the-counter cash withdrawal at any VISA Member bank.
For more information and/or to sign up, please see your manager.
OVERTIME
Non-exempt employees (i.e., hourly employees and salaried non-exempt employees) will be paid
overtime, at a rate of 1.5 times the employee’s regular rate of pay, for all hours worked in excess of 40
hours in the employee’s work week. In the event that overtime is required in other situations,
ARAMARK will comply with such requirements.
Overtime must be authorized by the appropriate manager before it is worked. If you work unauthorized
overtime, you will be paid for the time worked but you may be subject to disciplinary action up to and
including termination.
TIMEKEEPING
ARAMARK is committed to complying with federal, state and local wage and hour laws, including those
pertaining to timekeeping. You are responsible for accurately recording all of your work time using the
timekeeping system at your location. You are also responsible for reviewing your time records and
paycheck each pay period and reporting any errors to your manager as soon possible so that they may be
corrected.
Some timekeeping systems prevent employees from punching in more than five or ten minutes prior to
the scheduled start time of the shift. These systems also prevent employees from punching in if they are
not scheduled to work. You are prohibited from performing any work while locked out of the
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timekeeping system, unless you have the express permission of your manager to perform work and you
accurately report such time. If you work when you are unable to punch in, you must report this work time
to your manager so that it can be paid. You will be paid for unauthorized work time; however, you may
be subject to disciplinary action.
EMPLOYEE RIGHTS AND RESPONSIBILITIES
As an ARAMARK employee, you have the following rights and responsibilities regarding wage and hour
matters:
1.
You are required to record and report all of your working time to your manager.
2.
It is your responsibility to take all required meal periods and rest breaks. Contact your manager if
you have questions about the meal periods and/or rest breaks that are provided at your location.
If you believe that you will be unable to take a required meal period or rest break, you must
speak to your manager immediately. If your location provides 30-minute meal periods, you must
take the entire 30 minutes and not perform any work.
3.
You must not perform any work (a) before clocking in, (b) after clocking out, or (c) during
unpaid meal periods. If any ARAMARK manager or supervisor requires, suggests or tolerates
you doing so, you must immediately report the incident to the ARAMARK Employee Hotline.
4.
If you do perform work while off-the-clock, you must tell your manager so that you can get paid
for the time. However, you may be subject to discipline.
5.
You must promptly notify your manager if you forget to clock in or otherwise miss any time
punches.
6.
If you are an hourly or salaried non-exempt employee, you must follow the overtime approval
process explained by your manager. At all ARAMARK locations, if employees work
unapproved overtime, they will be paid for the time but may also be subject to discipline.
7.
You must review your time record and pay check each pay period and report any errors to your
manager right away. If you still have questions or concerns, you must contact the ARAMARK
Employee Hotline.
8.
If you believe that there has been a violation of ARAMARK policy or the law, you must
immediately contact the ARAMARK Employee Hotline.
Retaliation against any employee who reports a concern about his/her wage payments, or who alleges a
violation of federal, state or local wage and hour laws is prohibited. Reports of suspected retaliation
should be made to the ARAMARK Employee Hotline.
BENEFITS
BENEFITS OVERVIEW
See the Location Guide for information about Benefits.
WORKERS’ COMPENSATION
Employees who have an accident or injury while on the job must notify their manager immediately. If
medical care is needed, your manager can provide you with the name(s) of ARAMARK’s preferred
provider(s) in those states that give the employer the right to select the treating physician. In states where
the employer does not have the right to select the treating physician, your manager may provide you with
a list of physicians suggested by ARAMARK who are trained in treating occupational injuries and
illnesses.
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If the injury is deemed to be work-related and you are unable to earn your full pay due to your injury, you
may receive workers’ compensation benefits related to lost wages. Time away from work due to a workrelated injury will be deemed to run concurrently with leave under the FMLA and similar state or local
law, if applicable.
SAFETY
SAFETY RULES APPLY TO EVERYONE
It is every employee’s responsibility to know and understand the safety rules of your operation. The
following general safety practices have been established to protect all employees. Additional information
is available on the ARAMARK SAFE Portal on www.aramark.net or through your manager.
No One Gets Hurt
1.
2.
3.
4.
5.
6.
1.
2.
3.
4.
Inspect your work area(s) before you start working and report any hazards, accidents or incidents to
your manager.
Keep aisles and fire exits clear at all times.
Clean your work area as you work and if spills or other hazards occur that could lead to an accident.
Provide suggestion on how to improve safety and participate in safety training, huddles and meetings.
Use tools only for their designed purpose. Never tamper or remove any warning sign or interfere with
any form of safety/protective device provided.
Learn the right way to do your job. Only operate machines and/or equipment if you are trained and
authorized to do so. If you are not sure you thoroughly understand the job, ask your Manager for
help.
Safety footwear (e.g., slip resistant shoes, steel toe, etc.) may be required for certain jobs as part of your
uniform.
Personal protective equipment may be required for certain jobs (e.g., gloves, safety footwear, eye
protection, etc.). Your manager will give you additional direction for those instances.
You are the best judge of what you can lift. Never try to lift what you know you can’t.
Read and be familiar with the label on every container of material you handle to ensure you understand
how to protect yourself from chemical hazards.
In addition to these general workplace safety practices that apply to everyone, additional practices may
apply depending on your specific role at ARAMARK. This information will be provided to you during
the course of your employment with ARAMARK, as appropriate.
General Emergency Evacuation Procedures
Ensure you know the following:
1. Recognize the emergency evacuation signal. This will be an audible alarm, or an announcement
signaling an evacuation.
2. Know the location of emergency exits in your area. Evacuate your work area through the nearest
emergency exit. Remember to always know the alternate route planned in case the primary route is
blocked.
3. When clear of the facility, all employees need to gather at their assigned primary or alternate gathering
or staging area.
4. A head count may be taken to ensure that all employees/visitors are safely out of the facility.
5. Remain in the staging area until you are notified to do otherwise. It is important for everyone to stay
accounted for during a time of emergency.
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JOB SEPARATION
SEPARATION OF EMPLOYMENT
In the event you wish to end your employment with ARAMARK, please notify your manager. Written
notification is preferred, and it is customary to give at least two weeks notice so that ARAMARK can
make arrangements to adjust schedules and find a replacement. Final paychecks will be issued according
to state law.
RETURN OF PROPERTY
Upon separation, employees are responsible for returning all property, materials, or written information
issued to them or in their possession or control due to their employment with ARAMARK. ARAMARK
may take all action deemed appropriate to recover or protect its property.
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SECTION 2
Location Guide
This Location Guide is for Boston University Dining Services-STUDENT EMPLOYEES. The Location
Guide is intended to supplement the information in Section 1 of the Employee Handbook. Please read
this Location Guide in conjunction with Section 1.
Pay
Student’s pay week is from Monday 12AM to Sunday night 11:59PM. Paychecks will be distributed
every Friday at the Student Employment Office. The paycheck that you receive on Friday will be for the
hours you worked during the previous week -- not for the schedule posted. The schedule posted is
Thursday to Wednesday.
The University has required that students complete their Direct Deposit enrollment via the Student Link
found on www.bu.edu/studentlink. Please speak with your supervisor for instructions.
Enrolling in direct deposit is beneficial for students in that it eliminates the need to pick up a physical pay
stub. This becomes particularly convenient when you are not scheduled to your designated pay day. It is
also helpful during periods when dining locations are closed and you cannot pick up your check.
Students with direct deposit will not receive a physical pay stub.
For more information, please visit the student employment website at www.bu.edu/seo
Schedule
Work schedules are based on the requirements of the operation. Every effort will be made to post a
schedule of hours at least one week in advance.
Attendance
Call out/report tardiness to the person at your location who holds the following position: Manager or
Supervisor
When calling out, it is not acceptable to only leave a message rather than speaking directly to the person
listed above. You may leave a message in addition to speaking to your supervisor directly .
Call out timing:
At least 3 hours before shift starts, if an emergency/unplanned.
The student employee will need to notify managers 3 days in advanced if not able to work the scheduled
shift. If after the 3 day window the employee will need to work to find his her coverage and communicate
that with your direct manager.
Report early departures to:
Manager or Supervisor
Unplanned absences and tardiness are disruptive, threaten the safety of the entire operation, place an
unfair burden on other employees and jeopardize the service level we strive to provide to our clients and
customers. It is the personal responsibility of every employee to report to work on time, for all scheduled
work hours. It is the responsibility of each Component Manager to ensure each employee is aware of the
policy, to maintain accurate records of employees’ absences and tardiness, and to apply company
standards in a consistent fashion.
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TARDINESS is coming to work after the employee’s scheduled start time. If the employee is going to be
late, a telephone call should be made to the Component Manager prior to the scheduled shift. The reason
for the tardiness needs to be stated and the approximate time of arrival indicated.
PLANNED ABSENCE includes time off that has been scheduled and approved in advance by the
employee's Component Manager. The following absences from work are considered planned absences for
purposes of this policy: personal days, jury duty, and approved leaves of absence.
UNPLANNED ABSENCE is a day, or series of days as a result of the same unplanned absence, which are
not previously approved or scheduled where an employee does not come to work.
An employee MUST report his or her own absence, unless it is impossible to do so and the reason is
verifiable through documentation. Documentation may be required for any unplanned absence upon
request of the Component Manager. An employee who experiences an unplanned absence and does not
notify his or her Component Manager, or does not call and does not show up for the scheduled time
worked, may be subject to disciplinary action, up to and including termination.
When an employee is absent, management may request medical certification of the illness or injury and
the employee’s fitness to return to duty.
Occurrence Based Attendance Policy
Discipline for attendance violations at our location is based on the number of occurrences. Below are the
steps our location generally uses in administering discipline in connection with attendance issues.
However, under certain circumstances, ARAMARK may deviate from one or more of the steps or
consider absences outside of the specific timeframe.

4th occurrence of absence and/ or tardiness or early departure in a rolling one-year period – verbal
warning.

5th occurrence of absence and/ or tardiness or early departure in a rolling one-year period – written
warning.

6th occurrence of absence and/ or tardiness or early departure in a rolling one-year period – final
written warning.

7th occurrence of absence and/ or tardiness or early departure in a rolling one-year period –
termination.
Note: An employee will not be subject to discipline for any absence, tardiness, or early departure
protected under the FMLA, the ADA or other applicable law, provided the employee complies with
the appropriate call out procedures.
Job Abandonment
An employee may be deemed to have voluntarily resigned from employment with ARAMARK should
he/she fail to report to work and fail to notify management of the absence (No Call/No Show) for 3
consecutively scheduled work shifts or 3 non-consecutive work shifts within a rolling twelve-month
calendar. Additionally, an employee who “walks off” the job without authorization will also be assumed
to have resigned.
Component Down Time
The Component Manager and/or the District Manager will communicate to the employees the
component’s Policy regarding the various “downtime” periods that occur throughout the year. Due to the
nature of our business, there will be periods in which there will not be shifts available to all employees
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(ie. summer, winter break). Downtime is defined as time where the University/College is not holding
classes and where our facilities are closed to customers. The determination of who will work during these
periods will be based on the following criteria; skill level required
for positions, performance and ability of employees’ and employees’ length of time with the company
Snow Days
Due to extreme inclement weather, the University may cancel classes as well as shut down any nonessential departments on campus. Since Dining Services is considered an essential service on campus, all
employees will be required to report to work at their regularly scheduled times unless otherwise informed
by their manager. If driving conditions are bad we recommend you take public transportation. If an
employee does not come to work and does not speak to a manager it will be considered a no-call/no-show
and he-she will receive disciplinary action up to and including termination. Employees who do not report
to work for their scheduled shift in cases of inclement weather are not eligible to receive pay for the day.
A doctor’s note may be required for employees who call out sick in the event of inclement weather.
Progressive Discipline
In most cases ARAMARK follows a four step progressive discipline process:

Verbal Counseling

Written Warning

Final Written Warning

Termination
Please keep in mind that ARAMARK has no obligation to use any one or more of these steps of discipline
prior to discharging an employee. Any or all of these steps can be omitted, as ARAMARK deems
appropriate, in its sole discretion.
CONDUCT THAT WILL RESULT IN DISCIPLINE
A. Serious offenses that may result in immediate discharge of the employee are:
1. Fighting on Company time or on Company and/or client premises
2. Willful destruction of property
3. Immoral conduct or indecency on Company time
4. Encouraging others, or taking part in an unlawful work stoppage or slowdown
5. Smoking in hazardous areas
6. Misrepresentation of facts in seeking employment
7. Falsifying any reports or records
8. Falsification of time card or time record, or punching another employee’s time card or time record
9. Using another person’s Company pass or badge or other Company identification material
10. Giving your Company pass or badge or other Company identification material to another
person/employee
11. Carrying concealed weapons, illegal drugs or intoxicants on Company and/or client property or
premises
12. Consumption of any type of alcoholic beverage or intoxicant or illegal drug or narcotic on client or
Company premises or on Company time
13. Misuse, deliberate waste, removing or trying to remove Company, client and/or government material
(records, documents, property, tools, equipment, etc.) from Company and/or client premises without
proper
authorization
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14. Removal of any food or beverage item without approval from a manager. This includes food that is
prepared but not used for service and will be discarded.
15. Removal of property of another employee or a resident or customer without permission
16. Use without authorization of Company or client cash or merchandise regardless of intent.
CONDUCT THAT WILL RESULT IN DISCIPLINE
A. Serious offenses that may result in immediate discharge of the employee are:
1. Fighting on Company time or on Company and/or client premises
2. Willful destruction of property
3. Immoral conduct or indecency on Company time
4. Encouraging others, or taking part in an unlawful work stoppage or slowdown
5. Smoking in hazardous areas
6. Misrepresentation of facts in seeking employment
7. Falsifying any reports or records
8. Falsification of time card or time record, or punching another employee’s time card or time record
9. Using another person’s Company pass or badge or other Company identification material
10. Giving your Company pass or badge or other Company identification material to another
person/employee
11. Carrying concealed weapons, illegal drugs or intoxicants on Company and/or client property or
premises
12. Consumption of any type of alcoholic beverage or intoxicant or illegal drug or narcotic on client or
Company premises or on Company time
13. Misuse, deliberate waste, removing or trying to remove Company, client and/or government material
(records, documents, property, tools, equipment, etc.) from Company and/or client premises without
proper authorization
14. Removal of any food or beverage item without approval from a manager. This includes food that is
prepared but not used for service and will be discarded.
15. Removal of property of another employee or a resident or customer without permission
16. Use without authorization of Company or client cash or merchandise regardless of intent.
17. Giving away food or beverages to Boston University staff members without receiving compensation.
B. Serious offenses which call for strong disciplinary action and possibly discharge:
1. Reporting for work in an intoxicated condition or under the influence of illegal substances
2. Insubordination (refusal to perform any job or work assignment given by an employee’s supervisor or
by management)
3. Disorderly conduct, horseplay, scuffling, throwing things, excessive noise on Company time, etc.
4. Violating any safety rules or practices, or engaging in any conduct which tends to create a safety
hazard. (The degree of seriousness with which this offense will be treated will vary depending upon the
nature of the offense.)
5. Conducting yourself during non-working hours in such a manner that the conduct would be detrimental
to the interest or reputation of the Company/client
6. Conducting yourself during working hours in such a manner that the conduct would be detrimental to
the interest or reputation of the Company/client
7. Profane or abusive language
8. Making false, vicious, or malicious statements concerning any Company or client employee, the
Company, or its products
9. Gross neglect of duty
10. Attempting to enter, entering, or assisting any person to enter or attempt to enter the Company’s
and/or client’s premises or restricted areas without proper authority
11. Being in work area while off duty and without express permission from supervisor
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12. Taking or giving bribes
13. Sleeping on the job
14. Gambling on the job
15. Mixing or exchanging your personal money with Company or client funds
16. Violating security procedures (Note: The seriousness of this type of offense may vary depending on
the circumstances and nature of the violation.)
17. Failing to report an accident
18. Absence without prior notification to the Company or without reasonable excuse
19. Threatening, intimidating, coercing, or interfering with fellow employees on Company and/or client
premises
20. There shall be no solicitation or distribution of written material of any kind by employees or others,
except when both the person doing the soliciting or distributing, and the person receiving the solicitation
or distribution, are on break, on mealtime, or are otherwise properly not performing the tasks of their job.
21. Distribution of written material is prohibited in working areas at any time.
22. Employees are expected to properly use and care for the property, equipment and supplies that are
assigned for use in their work. Deliberate misuse, abuse or damage to property, equipment or supplies
may be grounds for disciplinary action.
C. Less serious offenses which, when repeated or when made in conjunction with other less serious
offenses, may result in progressive discipline.
1. Leaving your job or your regular working place during working hours for any reason without
authorization.
2. Tardiness without notifying your supervisor or without reasonable excuse
3. Excessive tardiness or absenteeism
4. Failure to inform your supervisor 3 hours before your shift if you are going to be absent.
5. Incompetence or failure to meet reasonable standards of efficiency
6. Neglect of duties and responsibilities (where gross neglect is not involved)
7. Smoking in other than authorized areas
8. Failing to keep accurate records (where falsification is not involved)
9. Improper use of Company and/or client telephones
10. Failure to comply with the code of dress, uniform policy, cleanliness, personal hygiene, personal
habit, safety, or other requirements established by government agencies or by the Company.
11. Unauthorized use of cell phones while not on a break.
12. Chewing gum while working.
13. Employees are not authorized to receive visitors during scheduled work hours.
Meal Allotment
Residence Halls and Retail Operations: You will receive the meals for which you work. Your meals will
consist of the same menu that is available to the students, guests, and ARAMARK employees.
Appropriate menu limitations may be outlined by the unit manager. A designated area will be assigned in
which you may eat, and you are expected to keep it clean. You will have an unpaid thirty-minute meal
period if you work 6 hours or more. You will be required to punch out and in for your break. Appropriate
break periods will be scheduled by the manager. Eating, drinking or smoking is permitted only during
authorized break and meal periods in specified area. Employees are not allowed to prepare special meals
and if so this will be considered a violation of work rules.
George Sherman Union: Each ARAMARK employee will receive an identification card with a daily
allotment of $8.85 to pay for meals while working. Any amount over $8.85 must be paid with cash. This
identification card must be presented at the designated cash register during each break period in order to
purchase a meal during working hours. This allotment is nontransferable.
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All Retail Location: Each ARAMARK employee will receive a daily allotment for meals while working
at their assigned locations. This allotment must be approved by manager on duty. This allotment is
nontransferable.
At no time are employees permitted to create their own meals; this includes helping yourself to leftovers
from catering events. Portion sizes for employee meals will remain consistent with the menu offered for
the day. Convenience or high-priced pre-packaged items such as bottled beverages, pre-packaged sushi
and salads are prohibited for employee meal breaks, as well as items from Panda Express, Pinkberry,
specialty drinks from Starbucks and Richardson’s Ice Cream from Rhett’s. Employees are able to
purchase these items, but must have a receipt for proof of purchase. Meals may be eaten in the main
dining room during your scheduled break. Food may not be taken out of the building “to go” by any
employee.
Meal must be eaten from the component at which you work unless authorized by your component manger
to each at another location on campus. If you forget to swipe in or out for any rest break and/or meal
period, you and your Manager must record this error.
You and your Manager must also initial the time record. Time card or time sheet errors must be reported
immediately to your Manager. You and your Manager must initial any changes. You must sign your time
sheet each week. Upon signing the time record, you are verifying that your hours are correct.
Boston University Staff Meal Policy
It is the policy of Boston University Dining Services to receive payment or compensation for any food or
beverage that is consumed by any member of the Boston University staff. This includes the employees of
Buildings and Grounds, the Office of Residence Life and the Office of Residential Safety. Any employee
who is found to be giving away food or beverages will be disciplined for their actions.
Smoking
Employees are permitted to smoke at this location only in the following designated areas outlines by the
component manager.
Professional Appearance, Work Attire, and ID Badges
It is very important that all employees present a professional appearance to our clients. It is imperative
that all employees arrive to work in a clean and pressed uniform issued by the unit manager. An attractive
uniform that is neat and clean is an important part of presenting an appropriate image in the workplace.
Employees that are responsible for laundering their own uniform are required to punch in on time for the
schedule shift. Employees who are required to change at work will be allotted a 5 minute grace period at
the beginning and end of shift but at their station at the schedule time in uniform. The following policy
reflects fair and consistent treatment for all employees.
 All employees are responsible for cleaning and maintaining their uniforms.
 Employees are responsible for uniforms that are lost, stolen, or damaged due to neglect
 Replacement uniforms will be issued as needed. There will be a replacement fee of $7.00 for lost
cut gloves and $25-30 for lost chef jackets. Cost based on current pricing.
 Sweaters, sweatshirts and jeans are not a part of the uniform.
 Safety regulations require that you wear any safety footwear at all times. You are required to
wear slip resistant shoes or the slip covers available at your location.
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

If an ID Badge is part of the ARAMARK uniform, it MUST BE WORN AT ALL TIMES. ID
Badges must be worn on the outside of the uniform where they are visible to guests, clients, and
other ARAMARK personnel.
Your ID badge cannot be transferred from one person to another for any reason. Your badge must
be surrendered if asked by authorized ARAMARK Manager or Building Manager.
Please note that a uniform company will be laundering these aprons. Each employee will be responsible
for ensuring they are arriving to work with the appropriate clean, washed and ironed uniform. All Dining
Services employees are required to wear comfortable, black, slip resistant non-skid shoes or slip covers.





Be clean and properly groomed. Be free from objectionable odors (including excessive
perfume/cologne).
Wear a clean uniform (and apron) every day.
Change into a clean uniform at work.
Hand Hygiene: Short fingernails (no longer than end of fingertips).
No artificial nails. No nail polish or nail adornments.
Hair Hygiene: Men and women will wear at least one of the following:
 Hair net
 Hat
 Shoulder length hair must be in pony tail (using elastic band hair tie) and restrained using 1
or 2 listed above.
 Pony tails more than 12 inches must be rolled up, secured in a bun and worn with 1, 2, or 3
listed above.
Jewelry: Single, plain ring with no stones
 Stud earrings (maximum ¼ inch in diameter)
 Necklaces (including medical info tags) secured below uniform
 No wrist or arm jewelry (including bracelets, watches, or medical tags
 No exposed necklaces
 No exposed body piercings
 No hoop earrings or decorated earrings
 No pins or brooches
 No decorative hair pins or hat pins
 No non-prescription glasses/sunglasses (except for external catering)
Lockers
Lockers and standard issue combination locks are required for all lockers. Lockers or secure locations will
be assigned to employees by the component manager.
Key Control
Employees who are given keys to ARAMARK and/or client spaces in conjunction with their job duties
are expected to comply with the following:
 Employees should have access only to those keys necessary to perform their daily duties. If you
have unnecessary keys in your possession, please return them to your manager.
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
Do not leave keys unsecured.

Keys may only be carried and used by the individual to whom they are issued, unless prior
approval has been given by the appropriate manager.

Do not utilize key chains (nor mark the key chain) that identify the building to which they
provide access.

Do not mark any keys with insignias or initials that describe what the key opens.

Duplication of keys is forbidden.

Loss of keys may result in disciplinary action, up to and including termination.
Public Figures
Approaching public figures while you are working for reasons other than as assigned by your manager is
prohibited.
Telephone / Personal Electronic Use
ARAMARK's regular telephone lines are maintained and operated for Company business and are not for
personal calls, except in cases of emergency. Employees who need to make personal phone calls should
use a public telephone or their cell phone during their scheduled break(s). Cell phones are strictly
prohibited during working hours, except in cases of emergency.
Personal cell telephones, pagers and iPods cannot be worn or used during working hours
and must be left, turned off, in your locker. You may use your personal electronic devices during your
scheduled meal period or rest break in designated break areas.
Personal Relationships between Managers and Subordinates
It is in the best interest of ARAMARK and its employees that all individuals employed in a managerial
capacity adhere to the highest professional standards, which include maintaining appropriate personal
relationships with subordinates.
This policy is intended to express ARAMARK’s preference that managers not engage in dating or
intimate relationships with subordinates, and to create an obligation on the part of a manager to report
immediately a dating or intimate relationship with a subordinate.
ARAMARK does not condone, and in fact discourages, dating or intimate relationships between
managers and subordinates. Even when the relationship is voluntary and welcome on the part of both
parties, a manager may not maintain a dating or intimate relationship with an ARAMARK employee
when:
• the employee works directly or indirectly for the manager; or
• the manager has compensation, performance review, or promotional input with respect to the
employee.
In the event that a manager enters into (or, in the case of a relationship predating this policy, continues) a
dating or intimate relationship with a subordinate, the manager must immediately inform his or her
manager and the appropriate Human Resources Manager of the existence of such relationship.
The Human Resources Department will then consider the appropriate steps to end the reporting
relationship between the manager and the employee. These steps may include transfer of the manager or
employee to another position within ARAMARK, or a decision that one or both of the individuals should
seek employment with another company.
ARAMARK considers the impact of a dating or intimate relationship between a manager and his or her
subordinate to have many potential negative consequences in the workplace. As a result, ARAMARK will
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treat violations of this policy seriously, and impose discipline up to and including termination of
employment for a manger’s failure to notify ARAMARK of the existence of such a relationship.
It is in the best interest of ARAMARK and its employees that all individuals employed in a managerial
capacity adhere to the highest professional standards, which include maintaining appropriate personal
relationships with subordinates. ARAMARK reserves the right to eliminate reporting relationships in
situations where a personal relationship may create a conflict of interest in the workplace, e.g., employees
who are dating, roommates, etc.
Student Relationships
As an employee of ARAMARK Higher Education at Boston University Dining Services we are here to
serve the student population of the campus. Given the nature of our environment we are obligated to
uphold a high level of professionalism at all times. At no time is it appropriate for any Dining Services
employee and any student on campus to proposition or engage eachother (not limited to dating) outside
our working environment. Any instance of such behavior will be subject to disciplinary action up to and
including termination.
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ACKNOWLEDGMENT OF RECEIPT
I have received a copy of the Employee Handbook as of the date written below.
If I have any questions, I will ask my manager.
_________________________________
Employee’s Name
______________________
Location Name
_________________________________
Employee’s Signature
______________________
Date
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