Hiring & Onboarding Toolkit

Hiring & Onboarding

Toolkit

Updated: October-13

Hiring & Onboarding Tool Kit

About this kit

The purpose of this toolkit is to provide structure of your Barista Search & Onboarding.

Within this kit, you will find resources for every step of the hiring and onboarding process:

Hiring

Process Resources

Barista Search

Interviews

Sample Job Posting

Use this resource as a guide to for any job postings on employment sites, newspapers, etc. A modifiable version should be available on Café Connection.

Application for Employment

Use this form to collect information on individuals who are interested in applying for a job, on top of their resume.

Barista Attributes

These are the attributes to look for in a successful candidate.

Interview Guide

This is a quick guide on how to hold an interview.

Interview Template

Use this form to take down notes as you go through each interview.

Job Description

Use this guideline to outline to the applicant the role and expectations of the job that they are applying for.

Reference Check form

Once your interviews are complete, use this guide to perform reference checks on applicants that have passed the interview.

Hiring

Employment Offer Letter Template

You’ve picked the successful candidate, and you’re ready to offer the job! Use this letter template to inform the candidate of the good news.

Onboarding

Process

Collecting New Hire

Information

Resources

Employee Start Form

Use this form to collect important information such as availabilities, payroll details, contact details, emergency details.

Discuss Roles &

Expectations

Job Performance Review

Go through this performance review template in order to further clarify with your new hire, the role and its expectations.

Café Policies

Use this as a guide for a discussion on the variety of policies that

Second Cup and specifically your café has in place.

Confidentiality Agreement

Cash Handling Agreement

Store Key Handling Agreement

Have a Cup on Us.

Are you passionate about coffee?

Are you looking for a friendly working environment?

Do you want to develop your professional career?

We

’ re a neighbourhood specialty coffee house looking for passionate individuals like you. Our commitment is in creating an inviting and comfortable atmosphere not only for our guests, but for our staff. In fact, we

’ re a second home to hundreds of guests and our own talented Baristas, every day.

So, if you

’ re looking for a new opportunity (or, a change), and the specialty coffee business

“ smells good

” to you, call us at xxx xxx-xxxx

A Warm Welcome.

Are you passionate about coffee?

Are you looking for a friendly atmosphere where people matter?

Second Cup is not your ordinary specialty coffee house.

Our 358 locations across Canada are a second home to hundreds of guests every day.

When you join our team of coffee experts, you become a large part of that inviting and familiar space we create for our guests. Our staff

’ s passion for coffee and love of people makes them integral to our success

– and Second Cup is committed to the personal growth of each and every one of our valued team members.

Warming-up to the idea?

We hope so, because we

’ re always looking for more great talent.

Let

’ s have a coffee to talk about your goals.

Call us at xxx xxx-xxxx.

APPLICATION FOR EMPLOYMENT

Café #: Last Name:

Address:

Phone:

First Name:

Date:

Home Address

Street City Province

Telephone

Position

Home

Full Time Barista

Date Available dd/mm/yy

Expected Salary

Availability Weekday per hour

MON

From (time)

To (time)

Have you worked for

Second Cup before?

Y Location:

N Location:

Employment

Background (please submit resume with application, if available.)

Employer Name:

Position:

Supervisor Name:

Responsibilities:

Cell

Part Time Barista

TUES

E-mail Address

Other

Are you legally eligible to work in Canada?

Are you available on Statutory Holidays?

WED THURS FRI

Dates:

Dates:

Phone:

Salary:

Employed from:

Employed to:

SAT

Postal Code

Y

Y

SUN

N

N

Reason for leaving:

May we contact your employer?

Y N

Employer Name:

Position:

Supervisor Name:

Responsibilities:

Reason for leaving:

Phone:

Salary:

Employed from:

Employed to:

References

May we contact your employer?

Name:

Name:

Name:

Phone:

Phone:

Phone:

Y N

As a condition of my application of employment, I authorize investigation of all statements in this application. I understand that Second Cup's decision will be based on nondiscriminatory consideration and that misrepresentation or omission of facts called for is just cause for the rejection of my application or dismissal.

Signature Date

Please email, mail or drop your application off to the café(s) of your choice. Thank you for your interest in Second Cup!

Barista Attributes: Second Cup Values

Integrity “I do the right thing” o

I am honest and fair o

I am genuine o

I treat people the way I want to be treated

Accountability “I do what I say” o

I am responsible for my actions o

I deliver on promises o

I don’t over-promise o

I focus on solutions

Team “We respect each other” o

We have common goals o

We support each other o

We respect differences and value relationships

Passion “I make a difference” o

I am passionate about the Second

Cup brand o

I am optimistic and enthusiastic o

I drive towards our goals o

I show a sense of urgency o

I take pride in what I do

Caring “I genuinely care” o

I care about the quality of my work o

I care about our partners and each other’s’ success o

I truly care about people o

I consider our guests in everything I do

Fun “We share our successes” o

We celebrate our wins together o

We take our work seriously, not ourselves o

We recognize each other’s’ efforts and results o

We find opportunities to laugh with each other

Innovation “I encourage new ideas” o

I am open to new ideas o

I gather facts and test out my new ideas o

I learn from my mistakes o

I do what it takes to get the best results o

I am prepared to take calculated risks

Updated 09/10/2013

Barista Interview Guide

The Barista Interview Template is designed to guide you through the interview and is a system for gathering the information you need to make a decision about the suitability of a candidate.

There are 7 sections to the template:

1.

Contact Information

Transfer this information from the candidates Job Application or Resume.

2.

Position Availability

Transfer this information from the candidates Job Application

3.

Skills Evident from Resume

This area will evaluate the candidate’s previous knowledge and experience in the areas of

Cash Handling, Team Work, Guest Service, Product Knowledge and Selling Skills.

Review the resume and score each component. (Note this will be worth 20% of the candidates final evaluation score.)

4.

Rating Scale

(Assign a score of 1 – 4 to each area as outlined below)

1 – Below Average

2 – Average

The skills in this area are not present

The skills in this area are average

Ex. Never worked with cash

3 – Advanced

4 – Expert

The skills in this area are strong; barista could be a coach in this area

The skills in this area are very strong; people often seek out this person for guidance.

Ex. Completed simple transactions on a cash register

Ex. Completed voids, often teaches new Sales Associates how to ring in sales.

Ex. Completed open/ close of cash register, prepares bank deposits, prepares cash floats.

5.

Building Rapport

This section is designed to build relationship and encourage the interviewee to be forthcoming with information about their past job behaviour and results.

Begin the interview with these questions which will immediately establish the interviewer as someone who is generous and caring and creates a “safe” space for the interviewee to speak.

Page 1 of 6

Updated 09/10/2013

6.

Set Interview Agenda

This portion of the interview allows you to communicate the flow of the next hour and sets the tone and expectations for the interview process and gets agreement from the interviewee.

Let the candidate know you will: a) Ask a series of questions related to the position, previous job experience, volunteer work, and questions about skills and behaviours b) Give a brief overview of Second Cup c) Review details of the position (wage, hours, training) d) Allow the candidate to ask questions e) Provide next steps. (Number of interviews remaining, decision dates)

7.

Interview Questions

This segment of the interview allows you to identify strengths and weaknesses of the candidate. Information you gather here will help you predict how a candidate will perform on the job.

The types of interview questions we’ll be asking are behavioural-based questions. o

Behavioural-based questions solicit specific information about past experiences.

They will tell you what the candidate has actually done in situations in the past and whether they’ve used the skills you’re looking for or not. o

Past experiences are the best indicator of how the candidate will act in the future in a specific job if you hire them. o

The behavioural based questions are related specifically to the competencies that indicate the knowledge/skills, behaviours and motivators associated with success in this position. o

Behavioural based questions are designed to get people talking about experiences from their past. To ensure that you have all the information you need to evaluate their answer, your job as an interviewer is to get a complete STAR.

Page 2 of 6

Updated 09/10/2013

STAR Components

Situation or Task, Action and Results

By looking at each of these components in the candidates answer, the interviewer gets a complete picture of the situation including the action that the person took and how it turned out.

Situation or Task Action Result

What was the circumstance, context, background?

What did the person do? What was the end result?

Example: Tell me about a new skill you had to learn. How did you learn it?


In my previous position at the local book store I had to learn how to use a cash register.

My trainer set me up with an e-learning module on the basics of the register. I then had a 3 hour shift where he reviewed key components of the register, showed me what to do and then allowed me to practice.

I also came in a half hour prior to my first working shift to review the register and practice some of the trickier procedures.

My first shift I felt fairly comfortable working the register. I was able to complete most orders, but needed clarification on how to reload the gift card. I asked one of the Sales

Associates for help; he showed me how to add money to the card, watched me reload to ensure I didn’t make any errors.

Most candidates are not used to being asked behavioural questions. They do not know that you are looking for a Situation/Task, Action, Result in that order. Candidates will often provide information out of order and in pieces – the Situation/Task and Result but fail to provide the details for what action they took; the Action and Result but not the Situation/Task or context for the action taken.

Other times candidates provide you with vague responses leaving you to interpret the answer.

A way to recognize a vague response is when you hear words like “always”, “would”, “usually” or statements in the present tense.

Candidates who provide vague or incomplete STARS are not trying to be difficult or dishonest.

They think they are telling you what you want to hear. Some candidates have a difficult time thinking of specific examples or details in an interview. Your job as an interviewer is to ask the right follow-up question(s) to get a complete STAR.

Page 3 of 6

Updated 09/10/2013

Here are some examples of follow-up questions you can ask to extract the missing components of a STAR.


Tell me about a specific initiative when you….

What was the actual situation- give me more details please.

What else can you tell me about this situation?

Why don’t you give me a little more detail on the problem?

What did you do next?

What steps did you take?

What was your role?

How did you handle that?

What did you say?

What did you do after the incident?

So what happened?

How did you feel about that?

What was the impact on the project?

What did your boss say about?

How did your team react?

Page 4 of 6

Updated 09/10/2013

Interview Assessment

Once the interview is over, you need to organize and evaluate the STARs you have gathered.

The results will give you an idea of the impact the candidate will have on the job.

When scoring take the following into consideration:

How closely do the behaviours in the candidate’s responses match the behaviours you expect?

The similarity of the example to the target job (e.g. level of responsibility, complexity of tasks)

How recent was the example

The number of times the candidate demonstrated the behaviour(s)

Assign each value a score ranging from 1 – 4 using the following scale:

1 – Below Average

2 – Average

3 – Advanced

The behaviours demonstrated in this value are not present

The behaviours demonstrated in this value are average

The behaviours demonstrated in this value are strong; barista could be a coach in this area

The behaviours demonstrated in this value are very strong; people

4 – Expert often seek out this person for guidance.

Once you have scored each value, transfer these numbers to the last page under ‘Summary of

Rating’. From page 1 transfer the ‘Skills Evident from Resume’ to this section.

80% of the final score will be based on the interview and the remaining 20% on the candidate’s previous experience (skills).

Total Score = Total Skills Score x 0.20 + Total Value Score x 0.80

Use the final score as a guideline to compare candidates and to select the most qualified candidate for the position.

Page 5 of 6

Updated 09/10/2013

Interviewing Tips

As an interviewer you need to encourage the candidate to keep talking. This is often difficult for the candidate as you have asked them to talk about situations they may not have flourished in.

Hide your reaction

Show empathy

As they tell you their stories, respond positively and encouragingly.

Empathize with feelings the candidate shares by restating the situation and the feeling.

Using silence

E.g. “You must have been really frustrated when your colleague didn’t complete his duties.”

Remember that you are trying to get the candidates to talk about themselves and give you the elements of STAR. If they get off track, you can redirect them

Candidates may not have experienced a behavioural interview before. They might comment that this is the first time they are being asked such questions. If this happens, be empathetic and encouraging.

If the candidate can’t think of an answer, you can give them a couple of minutes to think through the question.

Redirection

Explaining the process

Page 6 of 6

Updated 09/10/2013

Candidate Name

Phone

Address

City

Cell

Prov

BARISTA INTERVIEW TEMPLATE

Interviewer

Email

PC

Position Applied For:

□

Other __________________

□

FT Barista

□

PT Barista

□

Manager

Skills Evident from Resume

Rating Scale 1 - Below Average, 2 - Average, 3 Advanced, 4

Expert

Score

Cash Handling

Team Work

Guest Service

Product Knowledge

Selling Skills

Date Available: dd/mm/yy

Availability

From (time) To (time) Café Hours

Monday

Tuesday

Wednesday

Thursday

Friday

Saturday

Sunday

Interview

Building Rapport Questions

Hi there! Welcome to Second Cup!

Comments:

Did you find the place ok?

How long did it take you to get here?

Can I offer you a cup of coffee? Something else?

Explain interview process

Total Interview time will be _______

Interview process will be:

I'll ask a series of questions related to the job.

→ I'll give you background on the position and

Second Cup.

→

You'll have the opportunity to ask any questions you may have.

→

Wrap up - I'll explain what the next steps are.

I'll be taking notes throughout the interview to ensure I capture all the details and may ask you to repeat your answer so I can fully understand you.

Integrity

Rating Scale 1 - Below Average, 2 - Average, 3 Advanced, 4 Expert

Score ______

1. What personal weakness/strength has caused you the greatest difficulty/success in school or on the job?

Situation / Task Action / What did they do?

Result / Outcome ?

2. Tell me about a time when you had to take responsibility for something that didn't go as planned. What would you have done differently if you had the opportunity to?



3



Accountability


Score ______

1. Sometimes it is easy to get in "over your head." Describe a situation where you had to request help or assistance on a project or assignment.



2. Tell me about a time when you voluntarily stepped in for someone on short notice.



3



Team


Score ______

1. Describe a situation in which you played a key role in helping your team succeed. What did you contribute? What was the outcome?



2. Tell me about a time when you put your needs aside to help a co-worker or classmate complete a task. How did you assist him or her? What was the result?



3



Passion


Score ______

1. What is a goal you set for yourself in the last year? Did you meet this goal and how?



2. Tell me about a time you had to learn something new that you found difficult. Did you approach this experience any differently than past learning experiences?



3



Caring


Score ______

1. Share an experience when you had to go above and beyond the call of duty for a guest. Ow would you deliver a great guest experience if you were to become part of our team?



2. Compare and contrast the times when you did work which was above the standard with times your work was below the standard.



3



Additional Questions


1. I’m going to give you a customer scenario, walk me through what you would do/say to help create a great guest experience.

Example: I am a middle-aged guest, you’ve never seen me before, you greet me, and I order a small coffee…..



2. Describe what you believe defines a great guest experience and tell me what strengths you have to help you deliver a this experience?



3



Outstanding Attributes:

Challenges / Limitations:

Summary of Rating

Attitude/Value

Integrity /4

Accountability

Team

Passion

Caring

/4

/4

/4

/4

Skill

Cash Handling

Team Work

Customer Service

/4

/4

Product Knowledge /4

Selling Skills

/4

/4

Other Comments:

Total Score

____________ ____________ ______

(Attitude score x 0.80) + (Skill score x 0.20) = Total Score

Rating Scale (assign score of 1 - 4 as outlined below)

1 - Below Average - skills are not present

2 - Average - skills are average 3 -

Advanced - skills are strong; associate could be a coach in this area 4 -

Expert - skills are very strong; people often seek out this person for guidance

Recommendation:

□

Recommended for Hire

□

Not a Match

□

No Decision Yet

Interviewers Signature Date

Barista Job Description

Reports to: Franchise Partner or Café Manager

Purpose

To interact with and create lasting, genuine relationships with every guest, encouraging and earning their loyalty and repeat business

Key Responsibilities:

Product Preparation & Knowledge

• Providing product information to guests

Providing product information to guests

Selling

• Seeks opportunity to enhance the guest experience by providing recommendations for complementary and new products (e.g., food, merchandise, café cards etc.)

• Making drinks, including blender and espresso based beverages

• Serving food

• Creating merchandise gifts

• Preparing whole and ground bean packages

Cleaning and Organizing

• Cleaning the facilities (condiment stand, floors, counters, washrooms, tables etc)

• Re-stocking product (e.g. beans, cups, merchandise)

• Equipment maintenance and calibration (espresso machine, grinders, syrup dispensers)

Cash Handling

• Completing sales with guests using cash, debit/credit, givex

• Follow business procedures for handling voids and cash handling mistakes

• End of shift reconciliation of cash and register records

Experience Delivery

• Providing consistent, individualized guest attention

• Acting in a friendly, approachable manner

• Demonstrating passion and confidence for Second Cup brand

Job Requirements

• Understanding features and benefits of all Second Cup products

• Memorizing drink recipes

• Face to face guest complaint issues

Page 1 of 2

Updated 09/10/2013

• Equipment breakdowns

• Maintaining coffee freshness standards while also controlling waste

• Suggestive selling

• Multi-tasking (e.g. cleaning, restocking, deliveries with constant guest interactions)

• Use of multiple electronic payment systems

• Story-telling

Knowledge and Skills Required

• Guest service skills (i.e. positive, caring attitude)

• Strong teamwork skills

• Cash handling, retail or food service experience preferred

• Product knowledge

• Selling Skills

• Story-telling

Working Conditions

• Standing for extended period of time

• Some lifting required (between 5 lbs to 25 lbs)

• Exposure to noise (blenders, espresso machine), heat (steam from espresso machine

Page 2 of 2

Updated 09/10/2013

Date: ______________

OFFER OF EMPLOYMENT

Dear ________________,

Congratulations! I am pleased to offer you the position of (part time/ full time) Barista with

Second Cup, commencing on __________________at an hourly rate of $_______.

Your employment is dependent on successful completion of a three month probationary period.

Your performance will be discussed with you on a continuing basis and you will receive a performance evaluation at the end of three months of continuous employment.

As a member of our family, you are going to play a critical role in helping us achieve our goals and we are going to assist you each step of the way. You will be enrolled in our Café

Fundamentals Training program, a combination of E-learning modules, In-Café learning and

In-Café practice, which will guide you through the learning process at a reasonable rate, providing you with the knowledge and skills you need to be a successful Barista.

Please sign and return one copy of this letter by __________________ indicating your acceptance of this opportunity. Congratulations on your new position. I am confident you will be an excellent addition to our Second Cup team.

Sincerely,

_____________________

Franchise Partner, Second Cup Café #________

I accept the conditions of employment as described above.

Candidate Date

Candidates Name Reference #1 Reference # 2

REFERENCE CHECK

Reference #3

Proposed opening script

I'm calling on behalf of Second Cup and I would like to take a few moments of your time to complete a reference for

Reference Name

He / She has provided your name as a reference. I would like to assure you that this conversation is confidential and will not be discussed in any way with the candidate.

Opening Questions

Did you know you were a reference for

_________________________ (candidate's name)

What was / is your relationship to them?

What were / are the dates of employment?

□

Yes

□

No from:__________ to: __________ dd/mm/yr dd/mm/yr

Job Related Questions

Area of concern

________________ is applying for the Barista position.

1

2

Assess abilities in the following areas using the scale below:

3

1 2 3 4

1 2 3 4

3 - avg, 4 - outstanding

Poor →→→→ Outstanding

1 2 3 4

1 2 3 4

5

Comments:

Reference Name

Contact Information

□

Yes

□



1 2 3 4

1 2 3 4

1 2 3 4

1 2 3 4

Reference Name

Contact Information

□

Yes

□



1 2 3 4

1 2 3 4

1 2 3 4

1 2 3 4

Final Questions

Is there anything I should know about _______________'s work habits (punctuality, attendance, etc.)?

Is there anything else you would like to tell me about them?

If the reference is / was the boss of the candidate, ask the following questions:

What was / is their salary?

Would you rehire _______________________?

□

Yes

□

No

Check #1 performed by:

Date:

□

Yes

□

No


Date:

□

Yes

□

No


Date:

Employee Starting Form

Last Name

First Name

Starting Date

3 Month Probation Date

Social Insurance No.:

Position

Home Address Street dd/mm/yy Date of Birth: dd/mm/yy

Starting Wage:

City

Telephone

Emergency Contact

Home

Name

Relation:

Phone:

Availability

Uniform

Cell

Week Day

Café Hours

MON

From (time)

To (time)

Shirt Description

TUES WED

Name

Relation:

Phone:

THURS

Size

Sex:

Student: dd/mm/yy

□

M

□

F

□

Y

□

N

Hours: /week

Province Postal Code

E-mail Address

FRI

Qty.

SAT SUN

Price Each Total Price

I, _____________________________ (name of employee) acknowledge receipt of all uniforms noted. I agree to have $______ deducted from my first paycheque and $ ______ deducted from my second paycheque. The t-shirt(s) will become my own property and will not be refundable.

As a an employee of Second Cup, I will have the responsibility to handle cash transactions on behalf of the company and understand the importance of accuracy and integrity in this role. I agree to administer cash handling with the utmost care and honesty and I understand that theft or repeated cash errors will be cause for termination of my employment without notice. In addition I will have access to Second Cup methods and systems which I will not disclose to anyone for the duration and any time subsequent to my empoyment.

As a condition of my employment, I authorize investigation of all statements in this application. I understand that Second Cup's decision is based on non-discriminatory consideration and that misrepresentation or omission of facts called for is just cause for immediate dismissal.

Employee Signature

Manager / Franchise Partner Signature

Date

Date

EMPLOYEE PERFORMANCE REVIEW

Name

Job Title

Date

Manager

Café Review Period to

Knowledge and Skills

Rating Scale - Job Requirements

1 Needs Development, 2 Meets Expectation, 3 Consistently Exceeds Expectation, 4 Significantly Exceeds Expectations

Customer Service

* Acknowledges each guest upon entrance * Reads guest cues and responds appropriately

Expectations * Consistently delivers beverages as per standard- 1 drink in less than 90 sec, 2 drinks in 2 mins, 5 drinks in 3 mins 30 sec

* Creates meaningful conversation, leaving a positive impression

Rating

Results

Product Knowledge

Expectations

* Follows all product and process standards (Recipes, Freshness)

* Knows our product * Educates guest about products

Results

Rating

Selling Skills

Expectations

* Educates guest about products and recommends appropriate items

* Listens and asks questions to uncover guest's hidden needs * Uses features and benefits to sell effectively

Rating

Results

Cash Handling

* Efficiently and accurately completes sales with guests using cash, debit, credit, givex

Expectations * Follow business procedures for handling voids and cash handling mistakes

* End of shift reconciliation of cash and register records

Results

Rating

Team Work

Expectations

* Eager about being part of an energetic team and working with others towards common goals

* Balances team and individual responsibilities * Exhibits objectivity and openness to others' views

Rating

Results

Goals for Next Review Period

Goal 1

Goal 2

Goal 3

Personal Development / Recognition

My Career Aspirations

What is most important to me

Strengths I hope to develop

Types of recognition and awards

I appreciate

Recognition Ideas

Summary

Overall Performance Rating

□

1 Needs Development

□

2 Meets Expectation

□

3 Consistently Exceeds Expectation

□

4 Significantly Exceeds Expectations

Manager's Comments Employee's Comments

Signature Date Signature Date

Second Cup Policies

Barista Dress Code

In order to maintain a consistent and professional image throughout our café’s, it is mandatory that all Franchise Partners and employees wear the complete Second Cup uniform.

The Second Cup Uniform consists of:



Black non-slip shoes



Black Socks or Nylons



Black pants (excluding tights), black skirt, or walking shorts. (Skirts and shorts are to be no higher than 5 inches above the knee.)



Second Cup logo shirt



Second Cup apron



Hair longer than shoulder length must be tied back



All uniform components must be clean and presentable at all times.



Current Second Cup logo on all uniform components

Schedules

The Schedule is created for the week beginning ___________ and ending _____________ based on your availability form and will be posted every _______________. Requests for time off should be sent to _______________ by _______________ morning.

If you require a shift change after the schedule has been posted:

Contact Scheduling Manager

1.

Manager will identify which Barista are available/suitable and provide you with contact information.

2.

Connect with Sales Associates and find someone you can switch with.

3.

Communicate shift change with manager.

4.

Manager will make final change to schedule.

Note: For shift changes, your replacement should have the same or a more advanced skill level as you do.

Payroll schedule

Payroll is be paid on ________________ every ___________________.

Page 1 of 3

Updated 09/10/2013

Breaks

All employees are entitled to a ____ break after ____ of work. [Please note all breaks will be

______ (paid/unpaid).]

Training

All new colleagues are required to complete the Café Fundamentals training program (elearning modules and in-café training) during their first _______ days of employment. (All training will be paid at rate of hire.)

Warning System

Unless an infraction is so serious that your manager feels it warrants immediate dismissal, infractions of company policies will be handled in the following manner:

1 st Infraction Verbal and written warning

2 nd infraction

3 rd Infraction

Verbal and written warning

Dismissal

All warnings will be kept on file. If you complete a 6 month period following the date of your 2 nd notice without further infractions, the warnings will become void and your slate wiped clean.

Employee Discounts

All employees are entitled to the following discount:

For Baristas on duty:

Beverages are available at _____ off with the exception of bottled beverages.

Bottled beverages are available at _____ off.

All food is available at ____ off.

For Baristas off duty:

All beverages are available at _____ off

All food is available at ____ off.

Merchandise is available to all baristas at _____ off.

(Note all discounts are only applicable to you and will not be extended to family or friends)

Page 2 of 3

Updated 09/10/2013

Employee Evaluations

The employee performance review will set objectives and expectations of each employee.

Each employee will be subject to a performance review every _________. Merit increases will be based on results of this performance review.

Other Policies:

Tips

Vacation

Smoking

Café Telephone

Mobile Phone

Page 3 of 3

Updated 09/10/2013

Covenant Not To Divulge Information

To: The Second Cup Café #__________

WHEREAS I ___________________________ desire to be employed by Second Cup Café #________

(employee’s printed full name)

AND WHEREAS I understand that as an employee of Second Cup Café#________ I will have access to secret recipes, and to other business information of The Second Cup Café #_____________.

AND WHEREAS I understand the necessity that such recipes and other information be kept secret and confidential;

IN CONSIDERATION OF SECOND CUP CAFÉ #________ agreeing to employ me, I hereby agree that neither during my employment by you or at any time subsequent to my employment, will I use for my own purposes or otherwise [either directly or indirectly] divulge or give out to any persons, any recipes or methods which may be developed by you or any other secret or confidential information concerning any aspects of your systems or business. Any discoveries or suggestions relating to your business discovered or made by me in my capacity as an employee shall be held in trust for your benefits.

DATED AT _____________________ THIS __________ DAY OF ____________, _______.

(city / town)

______________________

(Employee’s Signature)

Updated 09/10/2013

Cash Handling Agreement

WHEREAS I ___________________________, as an employee of Second Cup Café #_______ will

(employee’s printed full name) have responsibility to handle cash transactions on behalf of the Company;

AND WHEREAS I understand the importance of accuracy and integrity in this fiduciary role;

I hereby agree to administer cash handling with the utmost care and honesty and I understand that theft or repeated cash errors will be cause for termination of my employment, without notice.

DATED AT _____________________ THIS __________ DAY OF ____________, _______.

(city / town)

______________________


Updated 09/10/2013

Store Key Handling Agreement

WHEREAS I _____________________, as an employee of Second Cup Café #____ will

(employee’s printed full name) have responsibility to handle the store key on behalf of the Company;

AND WHEREAS I understand the importance of accuracy and integrity in this fiduciary role;

I hereby agree to administer the store key (#______) with the utmost care and honesty and I understand that the loss of the store key could lead to written warning.

DATED AT _________________ THIS __________ DAY OF ____________, _______.

(city / town)

______________________


Updated 09/10/2013

Hiring & Onboarding Toolkit

Hiring & Onboarding

Toolkit