Winegars Supermarkets Inc.
Team Manual, 2013
WINEGARS
SUPERMARKETS,
INC.
TEAM
MANUAL
Updated August, 2013
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Team Manual, 2013
CONTENTS
INTRODUCTION
Welcome to Winegars ........................................................................................3
Mission Statement ..............................................................................................4
The History of Winegars .....................................................................................5
The Benefits of Being Part of an ESOP ..............................................................6
Importance of Customer Service ........................................................................7
How to Succeed ..................................................................................................8
Orientation Period ......................................................................................... 9-10
GENERAL RULES
Attendance and Punctuality/Lunch and Breaks ......................................... 11-12
Hours of work ....................................................................................................13
Dress Code ................................................................................................ 14-15
Medical Insurance .............................................................................................16
Flex Benefit/Sick pay ........................................................................................17
Holidays ............................................................................................................18
Vacation ...................................................................................................... 19-20
401K/Flex Benefit ..............................................................................................21
Your Records ....................................................................................................22
Governments Regulations ................................................................................23
Customer complaints/Team member complaints .............................................24
Shoplifters .........................................................................................................25
Hold-ups ............................................................................................................26
Broken merchandise and spills/spoils ..............................................................27
Workers Compensation ....................................................................................28
Safety Tips .................................................................................................. 29-31
COMPANY RULES
Loyalty / Absenteeism or Tardiness .................................................................32
Adherence to rules ...........................................................................................33
Dishonesty / Pilferage /No Smoking Policy ......................................................34
Company Drug and Alcohol Testing Policy ................................................ 35-38
Team member conduct ............................................................................... 39-41
Transfers/Re-employment/Leave ............................................................... 42-43
Jury duty/Sexual Harassment ...........................................................................44
Workplace Violence/Termination .............................................................. 45-46
Ideas and suggestions ......................................................................................47
WINNERS .........................................................................................................48
Conclusion ........................................................................................................49
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Welcome to the Winegars Team.
This manual is designed to make
clear the policies and procedures you
will need to know during your
employment with us
Reading this carefully will give you a
jump start in your experience as a
team member. If you want more
information, just ask your Store
Manager or Team Leader.
Nothing in this manual is intended, nor does it serve as a contract for employment or
give you any employment rights expressed or implied. Although we hope our
relationship is long-term, either you or the company may terminate this relationship at
any time, for any reason, with or without cause or notice.
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WINEGARS MISSION
STATEMENT
To provide the freshest
products at competitive
prices, while creating an
atmosphere that
promotes friendly and
personalized customer
service and fosters
employee pride in the
workplace.
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Past……….to….….Present
In 1917 Thomas E. Winegar was a school teacher and worked part time for the Red
& White Store. The owners of the Red & White approached Thomas and offered him
an opportunity to purchase the store. He bought the store with the goals to provide a
service to the community and jobs for his family. He named the business TE
Winegar & Sons.
Thomas’s sons Stuart, Dick & Wayne grew up in the grocery business as partners
during the early years of their careers and later managed their own stores. Stuart
maintained and grew Winegars Supermarkets, Inc., Dick started Dicks Market (now
owned by Associated Food Stores), and Wayne’s son Tom started Tom Winegars
(now owned by Associated Food Stores).
Winegars’ second generation grocer, Stuart, was astonishing with numbers and knew
the cost and price of every item in the store. He was passionate about providing low
prices to his customers, saving money, and working with his family.
Stuart’s sons and son-in-law, Phil, Dee, Dirk, Bill and Rock, became Winegars third
generation grocers. They brought Winegars into the 21st century and converted the
stores from a warehouse concept to a conventional format. Dee and Bill later bought
out the other brothers and introduced many upscale concepts, including a food court.
Dee was passionate about freshness, recognized the need to differentiate, and
introduced signature products including our donuts that we are known for today. Bill
advocated fiscal responsibility by managing our expenses and debt, being
competitively priced, and promoting the Independent Spirit.
Weston Winegar, Winegars’ fourth generation grocer, introduced a change to
Winegars family ownership model and implemented an Employee Stock Option Plan
(ESOP). He emphasizes that employees need to have ownership and perform the
best when given transparency of information and empowerment to make ownership
decisions.
You are now part of the newest generation of grocers – this is YOUR store.
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Understanding ESOP
(Employee Stock Ownership Plan)
As an employee of Winegars you are part-owner of the company you work for. This
is a retirement plan for eligible employees. You are owners of Winegars and will enjoy
the rewards of ownership. This benefit is measured in long-term goals and
accomplishments. Control of the future is yours. The value of the company is what
you make of it. When we say this is your store, we mean “IT’S YOUR STORE.”
WHY IS WINEGARS AN ESOP?
The ESOP provides a market for departing owners so they can plan for retirement.
Team members share the benefits of growth and profitability. It recognizes the team
member contributions to the successful operations of the company. Winegars
encourages teamwork and aligns the interests of the owners and team members.
The ESOP helps attract and retain a skilled workforce.
HOW IS ESOP FUNDED? DO I HAVE TO PAY INTO IT?
Contributions are made by Winegars into the ESOP trust each year. No participants
are required or permitted to make contributions into the plan.
WHAT IS REQUIRED TO BECOME AN ESOP PARTICIPANT?
Eligibility is calculated from July 1 – June 30. Eligible team members become plan
participants on July 1 following eligibility. You can become a plan participant when
you have been with the company for at least one year, are 21 years or older, and
have worked over 1,000 hours in the previous year.
WHAT PORTION OF THE CONTRIBUTIONS WILL I GET?
Remember this is a long-term retirement account based on the stock of Winegars.
Each year the contributions made to the ESOP are allocated to eligible participants.
The amount for each person is allocated by a percentage equal to an individual’s
wage for the plan year divided by the combined wages of all eligible participants for
the plan year. You will become vested based on how long you have worked with the
company. After six years you will be 100% vested. Distributions from stock acquired
by the Winegars loan will not begin until the plan year after the loan is paid in full,
except for distributions upon death, disability and retirement. Distributions to
terminated participants will begin by the end of the 6th plan year after separation and
are paid in 5 equal payments annually. Distributions to retired, disabled, or
beneficiaries of deceased participants begin by the end of the following plan year and
are paid in 5 equal payments annually.
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CUSTOMER SERVICE
Every day we have hundreds of customers come through our stores. Most people
judge the store by the treatment they receive while shopping. It is vital to our success
that each team member makes a special impression on every customer. Make an
effort to remember names and faces of the customers.
We use what is called the “Ten Foot Rule” for customer service. If you are within ten
feet of a customer you should make eye contact and acknowledge them. A few
examples of how you can do this include:
Ten Foot
Rule
Always acknowledge customers within ten feet of you
“How are you today?
“Do you need help finding anything?”
“May I help you?”
“Thank you for shopping with us”
Never, ever underestimate the power of a smile
When customers have a problem, it is critical to not only fix the problem, but to build
the relationship with the customer in the process. Remember that it is not the
mistake we make, it’s the recovery. Recovery is everything. With this in mind, we
use the following while handling a problem with a customer:
Do’s of Customer
Service
Don’ts of Customer
Service
“Oh, that’s horrible.”
“I apologize.”
“You’re in luck.”
“Consider it done.”
“I think we can solve…”
“That’s my favorite problem.”
“I’m glad you brought this to my attention.”
“It’s our policy.”
“It’s not my department.”
“That offer ended yesterday.”
“I’m just doing my job.”
“It’s your fault.”
“We don’t. We can’t.”
“Sorry. We’re closed.”
“You’ll have to…”
“There’s no way…”
“What seems to be the problem?”
“It is so much easier to be nice, to be respectful, to put yourself in
your customers' shoes and try to understand how you might help them
before they ask for help, than it is to try to mend a broken customer
relationship.”
Mark Cuban
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How to Succeed
This handbook outlines what is expected from all employees and
gives you an outline of how to succeed in your responsibilities. This
handbook will guide you and explain the dress code, rules of conduct,
and practical standards for operations. Understanding this manual
and applying it to your job will enable you to maximize your success.
Reading this carefully will help you be informed so you can avoid
doing something that could harm yourself or the company, threatens
your job, or endanger your fellow team members.
“Act, look, feel successful, conduct yourself accordingly,
and you will be amazed at the positive results.”
William James
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TRAINING
Winegars is dedicated to helping you to do your best and succeed in your job. We
have a two-tier training program for employees to help master all aspects of the
grocery business. There are two kinds of employees: Acceptable and Exceptional.
Acceptable employees finish the required training, perform their job, and adhere to
the policies and procedures in this manual. Exceptional employees go above and
beyond the basic requirements. They show self-motivation and a desire to succeed
and progress in the company. We believe that each team member should make their
own choice of what they want to accomplish while here. The following trainings
reflect that commitment:
Tier 1 (Acceptable) – These are basic training classes to orient you in the basics of
the company. Training meetings are mandatory. They cover topics such as
“Customer WOW training,” job specific training, bagger training, and Dress Code and
Professionalism. You will sign off after completing each course, which will be kept in
your employee records.
After six weeks you will have an evaluation interview with your supervisor. This
interview will go over what you have learned and answer any questions you may
have. You will set goals for improvement and celebrate what you have achieved.
Winegars believes that all persons are entitled to equal employment opportunities
and does not discriminate against its team members or applicants because of race,
creed, national origin, age, sex or disability, provided they are qualified. THE TIER
ONE CLASSES ARE REQUIRED FOR FULL TIME, PART TIME, AND
TEMPORARY TEAM MEMBERS.
Tier 2 (Exceptional) – These are advanced courses which are optional. They
include online courses, cross merchandising courses, computational proficiency
courses, War College, Supermarket Math, loss prevention, leadership training, etc.
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EMPLOYEE REVIEW
It is the policy of Winegars to periodically evaluate the performance of all team
members. Raises and promotions within the company will be determined to a large
extent by the employee review.
AFTER 60 DAYS OF HIRE:




Check to make sure all the Tier 1 training has been completed
Set goals for further progress
Celebrate success
Answer questions
AFTER SIX MONTHS:



Check to make sure the goals set in the last meeting were completed
Performance Review
Make goals for improvement and personal success
AFTER ONE YEAR



Check to make sure the goals set in the last meeting were completed
Performance Review
Set goals for improvement
Your evaluation will be discussed confidentially and will include assessment of
your technical knowledge, quality of work, attitude, attendance, punctuality,
and work initiative.
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DEFINITION OF EMPLOYEES
Full Time Team Members:
Those team members who have completed their orientation period and have been
assigned to positions where they are "regularly scheduled" and work at least 37 hours
per week will be considered full time Teams. If a part time team member is
scheduled and works more than 37 hours per week average for a period of 12
consecutive weeks, they will be reclassified as full time beginning the next week.
Part Time Team Members:
Part time team members can be scheduled to work up to 28 hours per week. Hours
worked in a pay period exceeding 28 hours will require an adjustment to scheduled
hours the following pay period. Reclassification of part time employees to full time
must be offered by the store director and a full time classification form must be filled
out and signed by the team member, the direct supervisor, and the store director.
Temporary Team Members:
Those team members who are employed for a limited period only will be considered
temporary team members.
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ATTENDANCE AND PUNCTUALITY
Your job in the store is an important one. You are part of a team. If you find that you
must be absent from work for any reason, please notify your department manager at
once so that they can find a substitute for you. Your store cannot operate efficiently
unless each team member reports to work on time for each scheduled shift. A good
record of attendance and punctuality is critical.
FEDERAL WAGE AND HOUR LAW
The procedures set forth below are designed to comply with the Federal Wage and
Hour Law. Strict adherence is required of all hourly-rated team members. Make them
a part of your normal work routine.
 Team members must not clock in until they are ready to commence work
 Team members must clock out when they leave their work stations for lunch,
and clock in when they are ready to return to work.
 Team members must clock out immediately after the completion of their day’s
work
CLOCKING IN/OUT




No work shall be performed by team members prior to clocking in at the start
of the shift, during their lunch hour when they are clocked out, or after they
have clocked out at the end of their shift.
Team members forgetting to clock in or out or having made an error in the
recording of their time, must report it to the person in charge of the store at
that time.
Work only your posted schedule, unless your Store Manager or department
manager authorizes you for additional work. Additional work performed must
be recorded.
Team members clocking another team member in or out, having another team
member clock their time in or out, falsifying or tampering with any time keeping
record device will be subject to immediate discharge and legal action.
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HOURS OF WORK
Work schedules will fluctuate. Your work hours may require you to occasionally work
later than scheduled, leave early, or work a few more hours to enable
accommodation for the fluctuations in the store. You will be given complete
information on your work schedule as needed. The necessity of providing customer
service may require you to work overtime. Whenever such an occasion occurs, it is
expected that you will share this responsibility. When required to work over a (40)
hour week, you will be paid overtime at the rate of time and one half your base rate of
pay.
SWITCHING HOURS
Always obtain permission from your Store Manager or department head before
switching hours with other team members to arrange for unexpected events or
emergencies.
For record keeping purposes, the pay period starts on Monday at 12:01 A.M. and
ends on the second consecutive Sunday at midnight. Should your workday
encompass two calendar days, it is treated as worked on the day your shift began.
Payday falls on the Friday following the pay period ending the previous Saturday.
DIRECT DEPOSIT
You are required to participate in direct deposit (money deposited directly into your
bank account). Employees who do not participate in Direct Deposit will be charged a
$5.00 fee for a paper check. Pay stubs are available online. You will be charged
$1.00 to receive a paper pay stub through the office. If you have any questions
concerning your paycheck, please contact your Store Manager.
LUNCH AND BREAKS
 If you are scheduled more than six hours you can take an unpaid lunch near
the middle of your shift. The lunch period is thirty or sixty minutes.
 If you are under eighteen, youth employment standards require that a five
hour or longer shift designates a thirty minute lunch.
 Breaks and lunch periods are scheduled by the department manager when
they will least interfere with store operation.
 Store magazines are not allowed in the break room or any other area unless
accompanied by a sales slip. Any product consumed on company premises
must have a sales slip attached to it. This includes drinks and deli items.
 If you are on a break or lunch, you are to be in the designated employee
areas or leave the store. You are not to disrupt the work in other
departments during these times.
 Employees must clock out to take a smoking break.
Contact your Store Manager before you start work if you have questions.
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WINEGARS DRESS CODE
Traditional grocery store employees wore dresses or full suits, ties, and dress shoes
to work. They were viewed as businessmen/women and were highly esteemed in the
community. In today’s society we recognize that the styles and trends have changed
in the last 100 years. We live in a more casual world. This is your store. What you
choose to do with your job at Winegars is your choice. This is the difference between
being and Acceptable or Exceptional employee. Effective July 1, 2013, we have two
standards of dress at Winegars – Acceptable and Exceptional. Always remember that
our ultimate goal is to maintain a professional atmosphere in all our stores and
uniformity throughout the system. REMEMBER THAT OUR CUSTOMERS MUST
PERCEIVE YOUR CONDUCT AND DRESS FAVORABLY. YOU MUST MEET AT
LEAST THE ACCEPTABLE REQUIREMENTS FOR THE DRESS CODE.
ALL TEAM MEMBERS
PERSONAL HYGIENE...Use deodorant every day. Keep your hair clean and
combed. Clean and wash your hands and nails often. You may not chew gum while
working.
NAME BADGE….Wear your badge proudly. Your name badge is required when
on duty; it is part of your uniform. Customers like to know your name, so they can
respond to your friendly greeting...and you will enjoy having regular customers know
you by name when they come in. You will be issued a name badge that must be
worn at all times. If you lose your name badge you will be charged for a new one.
APRON AND HATS... We provide you with an apron. It must be kept clean and
pressed. A hat will also be provided free of charge.
SHIRTS… When you are hired you will be given one shirt. You may
choose between a T-shirt and a polo.
ACCEPTABLE: A black Winegars T-shirt may be worn for employees other
than department managers. They will remain clean, unwrinkled, and the name
badge must be visible.
EXCEPTIONAL: Winegars has tan, black, and white polo shirts with collars.
These also need to be clean, unwrinkled, with the name badge visible.
Managers are encouraged to wear button up dress shirts during special
events (such as a reopening, public promotion, etc.). See your store manager
for details.
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WINEGARS DRESS CODE (cont.)
PANTS…Pants length must come to the top of your shoes. Stretch pants, sweat
pants, spandex, or excessively baggy pants are not permitted. Underwear should
NEVER show above the waistline.
ACCEPTABLE: Dark colored Levi’s or denim style pants may be worn. They
must be clean and in good repair. No patches, rips, frayed hems or seams,
or baggy pockets (such as cargo pants) are acceptable. Pants must fit at the
waist. Low hanging or baggy jeans are unacceptable. In the summer months
the front end may wear shorts or capris. Shorts must be no more than 2”
above the knee. Anything shorter is unacceptable. Shorts must be a dark
denim, black, or navy blue.
EXCEPTIONAL: Black, khaki, or navy blue dress pants may be worn. They
must be wrinkle and rip free. The pant length must come to the top of your
shoes.
HAIR… Must be clean and neatly combed, and moderately styled. Extreme
hairstyles or colors are not permitted. Contact Management if you have questions.
SHOES… No sandals or open-toed shoes are permitted. Tennis shoes are
permissible as long as they are solid black, in good repair, and fully laced and tied.
Socks are required and must cover the ankle.
TATTOOS… No facial tattoos are permitted. Cosmetic tattoos (such as eyebrows or
eyeliner) are not considered a facial tattoo. Small tattoos that do not draw attention are
permitted. If they are larger than 2” they must be covered while working.
SWEATERS/OVERGARMENT… During cold weather or working in extreme
conditions a conservative, color-coordinated sweater or vest (preferably black) may
be worn over the shirt. The apron must be on the outside of the sweater or over
garment. The name badge must be worn and must be easily seen.
FOOD SERVICE… You will be required to wear a hat and/or hair restraint at all
times. If for any reason the hat is lost there will be a charge for a replacement.
Disposable gloves and non slip shoes must be worn while working.
PIERCINGS… Two earrings are permitted for each ear. One stud may be worn in
a nose, but may not be a ring. The stud may not exceed .25 centimeter in diameter.
All other piercings must be removed prior to working, including tongue piercings.
Gauges must be removed.
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WINEGARS DRESS CODE (cont.)
MALE SPECIFICATIONS
JEWELRY… If worn, is to be conservative. Multiple bracelets or those that are tied
onto the wrist may not be worn.
HAIR…Must be clean and neatly trimmed. Hair cannot be worn longer than the top
of the shirt collar. No pony tails allowed.
FACIAL HAIR… Men may wear a well-groomed and trimmed beard or goatee.
Extreme patterns in beards or facial hair is not permitted. Mustaches must also be
well groomed and short.
FEMALE
JEWELRY…If worn, is to be conservative. Earrings cannot hang more than 1”
below the earlobes. No gauges are permitted. Multiple bracelets or those that are
tied onto the wrist may not be worn.
NOTE: ANYONE WEARING CLOTHING THAT DOES NOT COMPLY WITH THE
DRESS CODE WILL BE ASKED TO CLOCK OUT AND SENT HOME TO CHANGE
BEFORE REPORTING BACK TO WORK. IF YOU HAVE ANY DOUBT WHETHER
YOUR CHOICE OF DRESS WILL BE ACCEPTABLE, GET YOUR STORE
MANAGER’S APPROVAL BEFORE WEARING THE ITEM TO WORK.
This dress code policy is subject to change at any time.
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MEDICAL INSURANCE
Winegars offers excellent group life, dental, and medical, optical, and accidental
insurance for eligible team members.
To be eligible, a team member must complete a health questionnaire and be
accepted for coverage by the insurance company. The team member must be
scheduled as full time, (no less than 40 hours per week) and must maintain a 37
(thirty-seven) hour per week average during the most recent calendar quarter to
remain qualified.
The above listed team members will be eligible for the insurance on the first of the
month following 90 (ninety) days of employment. (Example, if your hire date were
November 10, you would be eligible March 1.) The application for membership and
the health questionnaire must be completed at the time of eligibility.
If you choose to accept the medical insurance, your portion of the premium will be
deducted from your pay each month (on a bi-weekly basis). (See insurance benefits
for details. It changes every year).
If you do not want the insurance, you must fill out the waiver included in your new
Team packet.
SICK PAY
Sick pay benefits should be regarded as an insurance policy to protect you against
loss of income during periods of illness. Since sick pay is valuable to you during
serious illness, this benefit should not be abused. Sick pay is earned by all full-time
team members at the rate of 1/2 day per month; 6 days per calendar year not to
accumulate beyond 200 hours. The company reserves the right to request a doctor's
certificate of illness and to withhold payment if the absence appears to be unjustified.
The following criteria must be met prior to receiving sick pay:





No sick pay is earned during the first 90 days of employment.
Sick pay will not be paid if you are sick during your vacation.
Sick pay will begin on the third scheduled day that you are absent from
work unless hospitalized. It is then paid on first day scheduled
In the event of termination of employment, all sick days will be forfeited.
Sick pay will not be paid for the same days that are covered by
Workman's Compensation Insurance.
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HOLIDAY
Our stores are closed CHRISTMAS DAY. From time to time there may be conditions
in the market place necessitating our remaining open on Christmas Day
All team members averaging 37 hours a week will receive 8 regular hours Holiday
pay for the following three holidays: Thanksgiving, Christmas, and one personal
holiday to be taken anytime during the year other than the week of Christmas and
Thanksgiving. .
The following Managers and Department Heads will be paid 8 hours at their
straight-time hourly rate for the following Holidays: Store Manager, Grocery Manager,
Non-Foods Manager, Produce Manager, Meat Manager, Bakery Manager, and Deli
Manager: New Years, Memorial Day, 4th of July, Labor Day, Thanksgiving,
Christmas, and one person holiday
VACATIONS
Winegars provides paid vacations as a fringe benefit for all full-time team members.
To qualify for paid vacation a team member must complete one full year of service.
You will then qualify for paid vacation based on the following:
VACATION ACCRUAL



Vacation hours are accrued each pay period and are available after the team
member’s anniversary date. For Example: A new team member working 40
hours per week will have 40 hours of vacation available on his/her 1st year
anniversary date.
Accrual is given for each pay period in which hours worked exceeds 74 hours.
Hours worked includes: Regular, Overtime, Vacation, Sick and Holiday.
For team members with less than 3 years accrual is: 1 week per year
For team members with at least 3 years accrual is: 2 weeks per year
For team members with at least 8 years accrual is: 3 weeks per year
For team members with 20 years or more accrual is: 4 weeks per year
Vacation hours earned each year will be available for use on the team
member’s anniversary date and lost if not taken by the pay period prior to their
next anniversary date.
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VACATION REQUESTS




Vacation pay will be paid to active team members upon your request at the
time of your vacation at your straight hourly rate. The hours used must be
taken in at least full week increments. Management must approve any
exceptions. All vacation earned during one anniversary year should be taken
during the following anniversary year. You will not be paid overtime and
vacation the same week.
Vacations are scheduled at a time mutually convenient to you and the
company. Due to the heavy volume of business during the holidays, we prefer
that you do not request vacation time during holiday weeks.
In the event two team members wish to be away at the same time,
preference will be given the team member with seniority.
In the event you voluntarily leave the company and give at least two (2) weeks
written notice, you will receive vacation benefits as of your last anniversary
date, but not taken by the date of separation. You are not entitled to any
benefits for the current anniversary year. This means there are no pro rations
or accruals of vacation pay.
If you are discharged for any reason or do not give two weeks written notice, you will
forfeit all earned benefits. Unused vacation time cannot be used as part of your twoweek notice. You must actually work the complete two-week period to receive pay for
vacation benefits earned but not yet taken by the date of separation.
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PROFIT SHARING AND EMPLOYEE
SAVINGS PLAN (401-K)
At the age of 18, and after 1 year of service at Winegars, you will be eligible to
participate in Winegars 401-K plan. This plan will allow you to save for your
retirement with contributions that are taken out of your paycheck BEFORE income tax
is deducted. You will become vested based on your years of service. See table
below:
2-3 years
3-4 years
4-5 years
5-6 years
6 years
Vesting Schedule
20% vested
40% vested
60% vested
80% vested
100% vested
Please contact your store Manager or the corporate office for enrollment instructions.
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GOVERNMENT REGULATIONS
SOCIAL SECURITY
Government regulations require that we deduct a percentage of your salary for FICA
taxes and Medicare from each check. Winegars then matches that amount and
remits the total to the FICA (social security) tax fund, which will provide benefits for
you and your dependents as you qualify.
INCOME TAX DEDUCTIONS
Both the United States Government and the Utah State Government require that a
portion of your earnings be withheld for income tax. The percentage is set by law and
the amount withheld depends on your income and the number of your dependents.
Each year we furnish you with a statement of your earnings and the amount of
income tax withheld, for your use in filing federal and state income tax returns.
KEEP RECORDS CURRENT
Your records must be kept up to date. Please notify the store manager and Human
Resources if you change your address, your telephone number, if you become
married or divorced, or you have an increase or decrease in dependents.
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CUSTOMER COMPLAINTS
EVERY ITEM WINEGARS SELLS IS UNCONDITIONALLY
GUARANTEED.
We should strive to prevent complaints from occurring in the first place. However,
when they do arise, proper handling can be one of the best tools we have for building
loyalty to Winegars among our customers. Winegars immediately, without question,
refunds the full price of any item purchased from us that is returned as unsatisfactory.
This applies to all departments: groceries, meats, produce, and nonfoods. Improper
cooking, refrigeration, or other mishandling by the customers is not a reason to deny
a refund.
If possible, take customers with complaints to the department head responsible for
the product. For example, if a customer comes to you with a meat item to return, you
should take him or her to the meat department manager, or the person in charge.
This will provide an opportunity to turn a potentially damaging situation into positive
customer relations.
The Store Manager will be made aware of all customer complaints so the proper
follow through can be made with the customer and the problem in the store is
corrected. All employees should follow the directions for “Wow” Training in handling
customer complaints.
TEAM MEMBER COMPLAINTS
Any complaints or grievances a team member may have should not be ignored, or
talked about to other Teams or customers, but should be taken directly to your
immediate Supervisor or Department head and then to the Store Manager, in that
order. Do not go over your immediate Supervisor's head. If you have not received a
satisfactory answer to a question or problem by your Supervisor, then let your Store
Manager know that you are not satisfied, and want more information or help. By
being fair to your Supervisor, in this respect, your working relationship together will
remain on good terms. Your Supervisor must know about your problem before
anything can be done about it. If you are still unhappy with the situation, contact a
Vice President or President of the company.
GUARANTEES
SCAN GUARANTEE: Product will ring up accurately or “the first one of any item that
scans higher is free to the guest.”
WESTERN FAMILY GUARANTEE: Complete satisfaction with Western Family
brand products or the guest will receive double their money back. They will also be
given new product or a name brand or private label replacement.
GUARANTEED CUSTOMER SATISFACTION: We will satisfy our guests.
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SHOPLIFTING
Shoplifting is a major problem in retail businesses. Supermarkets take a major share
of the loss. We are more interested in deterring shoplifting than catching shoplifters.
Here are a few suggestions that can help reduce shoplifting:



Always take notice of customers by greeting them as you see them in
the store.
Watch for people who are watching you. Generally the shoplifter is
handling merchandise but is looking around the store. If you see
someone watching you, walk directly up to that person...ask him or her
if you can help him find something. Be kind in your approach, but let
them know that you know they are in the store.
Shoplifters do not like to be recognized. They are most fearful of being
caught and when you speak to them, oftentimes this is the entire
deterrent that is needed.
Unless you have had proper training and have been cleared to make shoplifter
arrests, don't! Don’t chase the shoplifter outside the store; Team members’ lives are
more important than the article taken. Inform the Store Manager or Team Leader
when you have witnessed or suspect someone shoplifting and he or she will handle it
from there. Remember, even the compulsive thief is less likely to steal in a store that
is friendly and considerate.
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HOLD-UPS
In the event you experience a robbery, DO NOT TRY TO BE A HERO! Be especially
observant...do not irritate or resist. Take a couple of deep breaths to calm you down
and do exactly as you are told to do.
YOUR LIFE IS MORE IMPORTANT THAN
ANY MONEY THAT MAY BE TAKEN!
Note any special characteristics such as age, height, weight, build, color of eyes,
complexion, clothing, method and direction of escape, and any other special
characteristics such as scars, tattoos, limps, etc. Also be aware of the following:
1)
2)
3)
4)
5)
6)
7)
TYPE OF WEAPON.
DESCRIPTION OF MONEY OR ARTICLES TAKEN.
HOW WAS THE MONEY CARRIED?
LOCATION OF THE ROBBERY.
EXACT TIME OF THE ROBBERY. WAS ANYONE
INJURED?
DESCRIPTION OF VEHICLE. (LICENSE #,
STATE)
DIRECTION IN, WHICH THE ROBBER ESCAPED.
Secure the crime scene so any useful evidence, such as fingerprints, is undisturbed.
To keep these things fresh in your mind, immediately write down all details you
observed and DO NOT DISCUSS the details with anyone except the proper law
enforcement authorities when they arrive.
Refer any questions from the media to the corporate office. Under no circumstances
should you disclose to the press the amount of money taken in the event of robbery.
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BROKEN MERCHANDISE, SPILLS,
AND SPOILS
BROKEN MERCHANDISE
Broken merchandise is the responsibility of everyone. Whenever you see a broken
jar or bottle of merchandise, clean it up immediately and always block off the area
with a shopping cart or wet floor cones. Don't wait for an assignment from the Store
Manager or department head. Your value to the company will be largely determined
by how much initiative you show. Get in the habit of picking up any trash or paper
that might fall on the floor. Also, wipe up any water, juice, blood or sticky substance
that might be on the floor or fixtures.
SPILLS
Make certain the floor is mopped completely clean, then clean and rinse mop
thoroughly and hang to dry in designated area. Immediate action is necessary to
maintain highest possible safety standards and keep the store clean, providing a
pleasing atmosphere for shoppers. All team members should do their part to keep
the area in which they work clean and the store clean at all times.
SPOILS
The Store Manager will show you where and how to handle spoils. It is important that
we handle spoils as they develop. Never lay spoils or products on/or by the sink to be
cleaned later. DO THE JOB NOW! Clean all product and then take them to the
reclaim area or return to sales floor if undamaged. Discounts are not to be given for
any soiled, damaged or assumed to be spoiled merchandise without approval of
management.
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WORKERS COMPENSATION
THINK SAFETY!
Current carrier: Colorado Casualty
We provide industrial insurance or workers compensation insurance for all our team
members' work related accidents. As management we are concerned about your
safety and will do all we can to provide a safe work environment for all team
members. Safe production is the goal of our company. To help meet this goal, we
have set up a safety program, which will include the following aspects:
1)
Assigning department heads responsibility for safety in their areas.
2)
New team members will be orientated to the safety program.
3)
Work place safety inspections will be completed quarterly.
4)
All accidents will be investigated with the purpose of preventing reoccurrence.
5)
Mandatory Drug Test is required.
It should be pointed out however that management alone cannot provide a safe work
place. The help and support of all team members is essential for the success of our
safety program. Each team member should check for safety hazards in their own
work area. Unsafe operations and conditions should be reported to your immediate
supervisor. We will also be grateful for any safety suggestions team members might
have.
In addition we will do all we can to meet all state and federal safety laws. With the
assistance of all team members we can work in a safer environment.
The following three pages of this manual explain our safety program. Please read
them carefully.
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SAFETY RULES & REGULATIONS
Here are a few simple rules to follow:
1.
Lift correctly:
Feet at shoulder width for good balance, get a good grip, keep the load
close, and keep your back straight/upright, lifting slowly with your arms
and leg muscles - not just the back. Don't jerk quickly, don't twist while
lifting, and don't hesitate to ask for help.
2.
Use cutting tools properly, and replace them when through.
3.
Eliminate accident hazards - such as protruding nails; leaky sinks, ice by the
frozen department, watch that the displays are correctly stacked; clean wet
spots; pick up vegetable leaves and remove odd cases and empties from
sales aisles. Keep aisles clear; pick up those little things - a scrap of paper,
pencil, or even a plastic bag can cause a big fall.
4.
Be safety minded - Safety signs and rules guard you from hazards. Obey
them and encourage others to do so also.
5.
Work at an acceptable, safe pace, report all unsafe conditions to your
supervisor or manager immediately.
6.
Learn the safe way to perform your job before you start. If you are not
certain that you thoroughly understand the job, ask your supervisor for further
instructions.
7.
Horseplay and practical jokes are dangerous and will not be tolerated.
8.
Know the location of your store's first aid kits.
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ACCIDENTS DON'T HAPPEN... THEY
ARE CAUSED
Report to work rested and fit to give full attention to your work.

Know your job. If you don't understand something ask your supervisor. Don't
learn by accident!

Take time to do your job correctly. The common sense safe way is the best
way to do each job.

Keep your hand truck and pallet jacks at a safe speed and in control.
Horseplay or riding these vehicles are forbidden.

Forklifts are to be operated only by certified and authorized personnel over 18
(eighteen) years of age.

Do not operate equipment you have not been trained to operate.

Keep staples, nails, wire, etc., off floor. They are a tripping hazard.

Handle knives and box cutters professionally.
REPORTING WORK RELATED
ACCIDENTS
Injuries received while on the job are covered by Workman's Compensation at no
cost to you. Winegars provides this protection for you. For your own protection
report all on-the-job injuries immediately. Delay in reporting accidents may make you
ineligible. In all cases, an accident report must be filled out, signed by the Store
Manager and submitted to the office. ALWAYS BE CAREFUL. Working safely is
your responsibility.
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Workers Compensation Fund of Utah
(WCF) Approved Facilities
Team member’s initial treatment of work related injuries must be obtained from the
WCF Designated Health Care Provider listed below:
Approved Clinics:
ROY
IHC Work Med
3400 South Hinckley Dr.
Ogden, UT 84401
(801) 387-6150
Fax (801) 399-2572
BOUNTIFUL
U of U Centervile Health
Center
26 South Main Street
Centerville, UT 84014
(801) 693-7900
Approved Extended Urgent Care Facilities:
ROY
BOUNTIFUL
Intermountain
Intermountain Bountiful
Herefordshire InstaCare
InstaCare
1915 West 5930 South
390 North Main Street
Roy, UT 84067
Bountiful, UT 84010
(801) 387-8100
(801) 292-6100
Approved Hospitals:
ROY
McKay-Dee Hospital
Center
4401 Harrison Blvd.
Ogden, UT 84403
(801) 387-2800
BOUNTIFUL
LDS Hospital
8th Avenue “C” Street
Salt Lake City, UT 84143
(801) 408-1100
CLEARFIELD
IHC Work Med
1992 West 2000 North
Layton, UT 84041
(801) 776-4444
CLEARFIELD
Intermountain Syracuse
InstaCare
745 South 2000 West
Syracuse, UT 84075
(801) 525-2400
CLEARFIELD
McKay-Dee Hospital
Center
4401 Harrison Blvd.
Ogden, UT 84403
(801) 387-2800
IN THE EVENT OF A LIFE OR LIMB THREATENING EMERGENCY, INJURED
TEAM MEMBERS WILL BE SENT TO THE NEAREST EMERGENCY FACILITY
(NOT JUST THOSE LISTED ABOVE).
In less critical situations team members are required to seek medical care from one
of the above providers. Injured team members are permitted by law to obtain medical
care from a physician of their choice only after having been seen by a designated
health care provider. If a team member is initially treated by an unauthorized medical
provider, that team member will be responsible for payment of the visit.
A mandatory drug test will be required with all work related accidents.
Upon hire you will be required to sign this page stating that you have read and
understand this page. It will be placed in your employee record.
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ACCIDENTS TO CUSTOMERS
Current Carrier – Colorado Casualty
If you witness an accident involving a customer, whether the accident is serious or
very slight, inform the Store Manager or person in charge immediately of all details.
This person will know the proper procedures to safeguard the interests of the
customer and the company. Observe the exact condition of the floor, equipment,
etc., and the exact time and place. The Store Manager or person in charge should
write down all details and put in the file.
Do not admit or make any statement that would suggest whose fault the accident
was, but do render ordinary care and help to the injured person. Do not make any
promises or statements that may obligate you or the company.
FIRE PREVENTION
Current Carrier - Colorado Casualty
Smoking is only permitted in designated areas. Never throw cigarettes or matches
into trash containers. Be sure to use ashtrays or butt cans. Careless smoking is the
biggest cause of fires. Encourage others to obey these very important rules.
Don't give fire a place to start. Do not let cartons, boxes, rags, wrappings, etc., pile
up and become a fire hazard. Clean away rubbish regularly.
Fire doors, fire extinguisher, hose, sprinklers, etc., are vital to fire protection. Never
cover them or block them in any way....even temporarily.
Be prepared in case of fire. Know procedures necessary to report a fire. Know the
location of all fire protection equipment in the store and how to use it, as well as all
exits from the store.
TAKE NO UNNECESSARY CHANCES!
Call the Fire Department immediately, or Dial 911.
Assist in a calm and orderly evacuation of all customers and personnel from the
store.
Through the use of a fire extinguisher and other available means, attempt to
extinguish the fire or confine it to a single area.
REMEMBER! Always keep your back to an exit so the fire will not trap you.
When the Fire Department arrives, give them all information you can and stay out of
their way. Leave the fire fighting to them.
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LOYALTY
As a member of the team at Winegars you see things going on in the store. The
company deserves your loyalty. If you hear about or see dishonesty in any formtaking place in the store, notify the Store Manager immediately.
$50.00
$25.00
REWARD
REWARD
FOR INFORMATION
LEADING TO THE
CONVICTION OF A
VENDOR OR TEAM
STEALING FROM THE COMPANY
Your Name will be
kept confidential if
you desire.
FOR INFORMATION
LEADING TO THE
CONVICTION OF A
CUSTOMER
Your Name will be
kept confidential if
you desire.
This is not being a squealer...after all, to whom do you owe your loyalty...to a
company that pays your wages…or to a thief?
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ADHERENCE TO RULES
Nothing in this handbook is intended, nor does it serve as a contract for employment
or give you any employment rights express or implied. Although we hope your
employment relationship is long term, either you or the company may terminate this
relationship at any time, for any reason, with or without cause or notice.
Adherence to company rules and policies is extremely important for your success
with Winegars. The following is not an all-inclusive listing.
DISMISSAL WILL RESULT if you are responsible for:




DISHONESTY
STEALING
DRINKING OR BEING UNDER THE INFLUENCE OF ALCOHOL,
DRUGS, OR MEDICATION AT WORK
SELLING BEER OR CIGARETTES TO MINORS
DISMISSAL MAY RESULT if you are responsible for:






SMOKING IN RESTRICTED AREAS
GAMBLING OF ANY KIND ON COMPANY PROPERTY
RELEASE OF CONFIDENTIAL COMPANY INFORMATION
HORSEPLAY
NON-COMPLIANCE WITH POLICIES OUTLINED IN COMPANY
MANUALS
DISCOURTESY TO CUSTOMERS OR CONTACTS
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DISHONESTY
1.
The dishonest team member will be dismissed immediately, restitution
will be required and action will be taken to prosecute.
2.
The name of the dishonest team member and details will be given to
the law enforcement agency immediately.
3.
Unemployment compensation office will be notified so unemployment
payments are not made.
4.
If the team member is a minor, the parents or guardian will be notified
by law enforcement.
TEAM MEMBER PILFERAGE
Pilferage of any kind will not be tolerated. Every team member is expected to be
absolutely honest.
All merchandise eaten on breaks or taken home after shifts must be paid for at the
full purchase price and should be accompanied by a sales slip. If a Team Member is
caught without a sales receipt they may be subject to dismissal. No merchandise can
be taken out of the store without having been rung up on the cash register and paid
for or transferred to another store with the appropriate documentation.
Don't ever put yourself in a position where your honesty will be questioned.
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NO SMOKING POLICY
In response to the Utah Clean Air Act, Winegars Supermarkets has adopted a clean
air policy for all areas of the store. There will be no smoking in any company facility,
vehicle or near any store exit or entrance. Electronic cigarettes are also prohibited.
Also prohibited is the use of “smokeless” tobacco products. By nature, these
products promote unsightly and unsanitary conditions.
Our mission is to maintain a healthy workplace for all of our Team Members and
customers. Failure to comply with this policy will result in disciplinary action.
Team members who smoke must use the area(s) designated by the store director.
They must be out of the customers’ line of sight. Ask your supervisor for the specific
location for your store
Smoking is allowed only during regularly scheduled breaks. Additional smoking
breaks are not permitted. After smoking you must wash your hands before work is
resumed.
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Drug and Alcohol Testing
Program & Policy
Winegars is committed to a safe, productive, and drug free work environment and
promoting the general health and well-being of all Teams. However, this commitment
is jeopardized when Teams illegally use drugs or alcohol on the job, come to work
under the influence, manufacture, possess, distribute, or sell drugs in the workplace.
Therefore, in order to achieve the objectives of safety, productivity, health, and wellbeing in the workplace, Winegars establishes the following policy:
1. It is a violation of Winegars policy for any Team Member to manufacture,
possess, sell, trade, or offer for sale illegal drugs or otherwise engage in the
illegal use of drugs or alcohol on the job.
2. It is a violation of Winegars policy for anyone to report to work under the
influence of alcohol or illegal drugs.
3. It is a violation of Winegars policy for anyone to use prescription drugs
illegally.
4. Violations of this policy are subject to disciplinary action up to and including
termination of employment.
Definitions
“Alcohol” means ethyl alcohol or ethanol.
“Drugs” means any substance recognized as a drug in the United States
Pharmacopoeia, the National Formulary, the Homeopath Pharmacopoeia, or
other drug compendia, or supplement to any compendia. This includes, but is
not limited to, narcotics, hallucinogenic, depressants, stimulants or other
controlled substances.
“Team Member” means any person in the service of Winegars for
compensation of any kind.
“Prospective Team Member” means any individual who has made an
application for employment with Winegars
“Sample” means urine, blood, breath, saliva, or hair.
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Drug and Alcohol Testing Program &
Policy (cont.)
Drug and Alcohol Testing Program:
Winegars intends to test Team Members and prospective Team Members for the
presence of drugs or alcohol in accordance with the provisions of this policy and as a
condition of employment. The testing policy also applies to owners, and officers of
Winegars and all management personnel.
1.
2.
3.
4.
5.
Pre-Employment Testing: All prospective Team Members to whom Winegars
has made an offer of employment. Prospective Team Members who refuse to
take a test or whose test is positive will be denied employment.
Random Testing: Beginning with the effective date of this policy, no less than
1% of the Team Member group will be tested each month. Those to be tested
will be selected by scientific random sample.
Post-Accident Testing: Team Members involved in any incident with results in
damage or loss of Winegars’ property, a claim of work-related injury or
disease requiring medical care must submit to testing within 24 hours of the
incident.
For Cause Testing: A Team Member may be required to submit to a drug or
alcohol test if Winegars has reasonable suspicion that the Team Member is
impaired due to the influence of drugs or alcohol.
Post-Rehabilitation Testing: If a Team Member is required to enroll in a
Winegars approved substance abuse, treatment, or counseling program within
the first 90 days after successfully completing such program the Team
Member will be tested no less than 3 times as a condition of continued
employment.
Notice
1. Winegars will provide not less than 30 days advance notice to all Team
Members prior to the implementation of the testing program.
2. Each Team Member will receive a copy of Winegars drug testing policy and
procedures not less than 30 days prior to the date of implementation.
3. Each Team Member must sign an acknowledgement that they have received
a copy of Winegars drug and alcohol policy and testing program and agree to
comply with the provisions of the policy.
4. A copy of Winegars drug and alcohol policy and testing program will be made
available to all prospective Team Members for their review at the time of
application.
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Drug and Alcohol Policy (cont.)
Collection and Testing
1. By law, Winegars may designate the type of sample to be used in the testing
program.
2. All costs of collection, transportation, and analysis are born by Winegars.
3. Prior to testing, Team Members and prospective Team Members may be
required to provide identification.
4. Collection of the sample will be done during or immediately after regular work
hours for all current Team Members and shall be counted as work time for
purposes of compensation and benefits. The sample shall be taken in a
reasonable and sanitary location with due regard for the privacy of the
individual, and in such a manner as to preclude the probability of erroneous
identification of the sample.
5. Transportation of the sample to the testing facility will be accomplished in a
manner such as to prevent the contamination or adulteration of the sample.
6. Testing of the sample will be done by scientifically accepted analytical
methods. “Positive” test will be confirmed or verified by a chromatographymass spectroscopy or other comparable and reliable methods.
Discipline and Corrective Action
Upon receipt of a verified or confirmed positive drug or alcohol test result which
indicates a violation of this policy, or upon the refusal of a current Team Member or
prospective Team Member to provide a test sample, Winegars may use the test
result or refusal as the basis for disciplinary and / or corrective action which may
include the following:
1. Winegars will refuse to hire a prospective Team Member who tests positive or
refuses to take a test. Current Team Members who refuse to participate in the
testing program will be terminated.
2. A current Team Member may be required by Winegars to enroll in a
“Company” approved rehabilitation, treatment or counseling program, as a
condition of continued employment. The cost of the treatment and additional
testing will be the responsibility of the Team Member.
3. A current Team Member may be suspended without pay and referred to a
“Company” approved rehabilitation or treatment program at the cost of the
Team Member. Upon successful completion of the approved treatment
program, Winegars may allow the Team Member to return to work; however
additional testing will be required as a condition of continued employment.
4. Termination of Employment
5. Other disciplinary measures conforming to the usual Winegars procedures.
The choices of disciplinary measures are at the sole discretion of Winegars.
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CONFIDENTIALITY
It is Winegars policy and legal obligation to assure the confidentiality of all
information, interviews, reports, statements, memoranda, and test results which are
developed, received, or generated as a consequence of the implementation of this
policy and testing program. Use of any information generated as a result of this
policy will be restricted to the lawful pursuit and achievement of those purposes and
objectives as defined in Winegars policy statement.
ENTERING OR LEAVING THE STORE
All team members reporting to or leaving work are to come and go by the front door
only. No one may use the side or back doors, which are kept locked at all times.
Only persons authorized by the Team Leader or Store Manager to receive
merchandise will have keys to these doors.
STORAGE
We encourage you to shop Winegars. When you do your shopping, please have
your groceries checked out as you leave the building via the customer exit. NO
MERCHANDISE IS TO BE HELD ANYWHERE, INCLUDING IN THE BACK ROOM
OR IN THE COOLERS, BEFORE OR AFTER HAVING BEEN CHECKED OUT.
PERSONAL ITEMS
Personal articles such as coats, purses, umbrellas, etc., are not be taken to
your work area, but should be placed in the locker or storage space provided you.
The Team Leader or Store Manager will designate your locker or storage area.
Any locked area is subject to inspection by management at any time.
Personnel working in service departments are not to wait on, sell to or price for
relatives. Checkers should also have their relatives check through another line.
If these policies create a problem for you, please discuss with Team Leader or Store
Manager. A violation could lead to your termination.
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EATING, DRINKING BEVERAGES,
GUM CHEWING
Eating, drinking beverages, and gum chewing while on duty (at your check stand) is
not permitted, as it is objectionable to too many customers, and therefore, is out of
place in a retail store. Eating and drinking beverage is confined to the break room.
Please keep the break room clean. It is very unsightly to have food and cans of pop
sitting around in the store and food preparation areas. PLEASE REMOVE THEM
WHEN YOU SEE THEM.
Please correct any vendors - drivers you find in conflict with this rule.
CELL PHONES AND OTHER
ELECTRONICS
Cell phones and other electronics are only permitted for work purposes. Volume on
the phones must be turned off at the start of a shift and may be turned on and used
only during breaks and in the break room. IPods and other electronic devices or
headphones are not permitted while working.
TEAM MEMBER CAR PARKING
Team members’ cars must be parked in the specific areas designated by Winegars at
all times. This helps to avoid parking problems for our customers.
POLITICAL PETITIONING
No political or legislative petition of any kind shall be circulated by anyone in the store
or on company property.
SOLICITING ON COMPANY TIME
Selling or soliciting of any kind by anyone is not permitted within the confines of store
property without company approval.
USE OF STORE PHONE
The store phone is strictly a business phone and team members are not permitted to
use it except in an emergency. No team member is to be called to the phone except
on company business, or in the case of an emergency at home.
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DISCOUNTS
Due to the small amount of profit margin on which we operate our business, we do
not provide team members with a discount on their purchases. No discounts will be
given to customers, unless approved by management.
FRIENDS LOITERING AROUND
STORE
Please discourage your friends from visiting you and loitering around during the hours
you are on duty. They interfere with servicing customers and your effectiveness and
could jeopardize your job.
CASH ADVANCES
Company policy does not permit cash advances to team members. We urge regular
systematic savings in your credit union account. This will provide ready cash to draw
upon in emergencies.
ACCEPTING GIFTS AND PREMIUMS
You will not accept any gifts or gratuities of any kind from manufacturers, their
representatives or delivery men who call on the store. This includes entertainment as
well as merchandise. You should make the best decision for the company without
any outside influence. All sample merchandise, premiums, merit coupons, etc., must
be turned over to the Team Leader or Store Manager. These items will be pooled
and used to benefit all team members.
On pre-approval, prizes won on display contests or other related contests will be
given to the team members responsible.
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TIPS
Tips from customers may be offered for service rendered. Tips are never to be
accepted! All services to customers are offered at no extra charge.....TO SERVE
THE CUSTOMER IS OUR JOB.
TRANSFERS
The transfer of team members from one store to another will be made from time to
time when it is in the best interest of the company and the team member. Team
members desiring a transfer should contact the Team Leader or Store Manager.
EMPLOYMENT OF FRIENDS AND
RELATIVES
Provided they meet all job requirements, preference is given to applicants who are
recommended by team members of Winegars. The employment of close relatives
within the same department is not permitted unless approved by a Vice President.
Approval of the company Vice President is required for employment within other
departments.
RE-EMPLOYMENT
The Vice President will review former team members who make application for reemployment. A former team member who is re-employed waives all benefits accrued
from past services.
LEAVE OF ABSENCE
A leave of absence without pay is granted to enable a team member to be absent
from work without losing continuity of service. Team members on family medical
leave will not accrue service credit for any Team benefits.
Any request for leave should be in writing. Before your leave of absence begins, you
must make arrangements to pay for any team member benefits, which might be lost
as a result of not having payroll deductions.
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FAMILY MEDICAL LEAVE
The team member must provide a 30-day advance written notice when possible.
Winegars may require medical certification where a serious health condition is the
reason for the leave request. Winegars may also require a fitness for duty report for
the team member to return to work.
Valid justification for the above leave request includes:
 To care for the team member’s child after birth, or placement for adoption or
foster care.
 To care for the team member’s spouse, son or daughter or parent, who
Has a serious health condition.
 For a serious health condition that makes the team member unable to
perform his/her job.
For the duration of FMLA leave, Winegars will maintain the team member’s health
coverage under any “group health plan.” Upon return from FMLA leave, most team
members will be restored to their original or equivalent positions with equivalent pay,
benefits and other employment terms. The use of FMLA leave will not result in the
loss of any employment benefit that accrued prior to the start of a team member’s
leave.
MILITARY LEAVE
Military leave will be granted to any team member called into the Military Service,
whether it is active duty or reserve summer training. Team members involved in
reserve summer training programs may: 1) Exercise the option to use earned
vacation time, or 2) Take time off without pay up to two weeks. Team Members
taking military leave will be guaranteed a job with Winegars upon return. Every effort
will be made to place a team member into a comparable job position held at the time
military leave takes effect.
JURY DUTY
Winegars believes that it is a team member’s obligation as a citizen to serve when
summoned as a juror. In recognition of this civic obligation, time off for jury duty will
be granted to all team members. Upon presentation of proof of service as a jurist, full
time permanent team members will be paid at their base rate of pay for any regularly
scheduled time less compensation received as a jurist.
You are required to notify your department head at the time you are summoned for
jury duty. Work schedules can then be arranged for your absence. When you are
excused from jury duty, either temporarily or permanently, you must contact your
supervisor immediately.
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SEXUAL HARASSMENT
Sexual Harassment is illegal and against Winegars policies.
Sexual harassment involves (a) making unwelcome sexual advances or requests for
sexual favors or other verbal or physical conduct of a sexual nature a condition of
employment or (b) making submission to or rejection of such conduct the basis for
employment decisions or (c) creating an intimidating, offensive or hostile working
environment by such conduct. The following are examples of sexual harassment:
Verbal:
Sexual innuendo, suggestive comments, insults, threats,
jokes about gender-specific traits or sexual propositions:
Nonverbal:
Making suggestive or insulting noises, leering, ogling, whistling or
making obscene gestures; and
Physical:
Touching, pinching, brushing the body, coercing sexual intercourse or
assault.
Any Team Member who believes he or she has been the subject of sexual
harassment should report the alleged conduct immediately to the Team Leader or
Store Manager, the Vice President of Human Resources, or the President.
Retaliating or discriminating against a Team Member for complaining about sexual
harassment is prohibited.
The Company recognizes that the issue of whether sexual harassment has occurred
requires a factual determination based on all the evidence received. The Company
also recognizes that false accusations of sexual harassment can have serious effects
on innocent men and women. We trust that all Team Members will continue to act in
a responsible and professional manner to establish a pleasant working environment
free of discrimination.
SALE OF ALCOHOLIC BEVERAGES
It is illegal to request proper identification from anyone who appears to be under the
age of 30. Also, it is illegal to sell alcoholic beverages to anyone who appears
intoxicated.
You are liable along with the company, for any violation of state liquor laws. This
means you can personally be fined or jailed for improper sale of alcoholic beverages.
A detailed policy on the sale of alcoholic beverages will be given to each cashier and
person in charge. If you have any questions regarding the sale of alcoholic
beverages, see your store Manager. Improper sale of alcoholic beverages will result
in immediate discharge.
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SALE OF TOBACCO PRODUCTS
It is illegal to sell tobacco products to minors under the age of 19. Civil penalties
may be imposed on the team members selling, the company and the minor. Our
policy is to request proper identification from persons appearing to be under 27.
Also, you are not permitted to sale tobacco products to minors who present a note
from their parents authorizing them to buy such products. You are liable along with
the company for violation of state and county tobacco ordinances. Improper sale of
tobacco products will result in immediate discharge.
TERMINATION
Since employment is based upon mutual consent, either the team member or the
employer may terminate employment. It is important for the team member’s record
that termination is brought about properly. It is also important for the company to
have adequate advance notice of the team members desire to terminate. Nothing in
this handbook is intended, nor does it serve as a contract for employment or give you
any employment rights express or implied. Although we hope our employment
relationship is long-term, either you or the company may terminate this relationship at
any time, for any reason, with or without cause or notice. These are the following
types of termination procedures:




RESIGNATION -Team members who find it necessary to terminate their
services with the company should give at least a two week written notice to
their supervisor. This will give the department head an opportunity to arrange
for a replacement.
QUITTING - This is the term applied when a team member leaves without
notice. This is an unsatisfactory practice, which causes the Team Member's
record to carry an unsatisfactory termination report.
LAY OFF - This term refers to unavoidable termination of employment by the
company because of lack of work or other non-disciplinary reasons. Layoffs
for lack of work are rare, but any such layoffs will be based on company
discretion. Team members with good work records will be eligible for recall.
DISMISSAL - This is an immediate termination by the Team Leader or Store
Manager.
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WORK PLACE VIOLENCE
For purposes of this policy "workplace violence" shall mean any behavior, act or
statement that would be interpreted by a reasonable person to be aggressive,
intimidating, harassing, or unsafe AND which carries an expressed or implied intent
to cause harm to a person or property AND is related to activity at Winegars.
Workplace violence is a violation of WINEGAR’S policies and Team Members may
be subject to individual discipline in accordance with the terms of the applicable
policies and procedures. Where appropriate, violators may be subject to criminal
prosecution.
ALL PERSONS AT WINEGARS SHOULD REPORT INSTANCES OF
WORKPLACE VIOLENCE:
1.
In emergency situations law enforcement should be contacted immediately. The
Team Member should then report the incident to his/her immediate supervisor.
2. Every supervisor and manager is responsible for responding promptly and
thoroughly to allegations of workplace violence in accordance with the terms of
this policy
3.
In non-emergency situations, workplace violence should be reported first to an
immediate supervisor. If the immediate supervisor is the instigator of the
workplace violence, the incident should be reported to the next level supervisor.
4. In situations where a person witnesses an instance of workplace violence and
does not know how to contact the supervisor of those involved in the incident, the
person-in-charge at the time of the incident should be contacted.
5. Reported instances of workplace violence should be handled by immediate
supervisors in accordance with applicable Winegars. Supervisors should consult
with Winegars Vice President, or President about appropriate resolution of
instances of workplace violence. Where appropriate, disciplinary action should be
administered in accordance with applicable Winegars Policies and Procedures.
6.
Team members will be subject to disciplinary action up to and including
termination of employment.
All persons should avail themselves of the training and other resources provided by
the company so that they will be able to recognize the warning signs of workplace
violence and to appropriately respond to them.
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CONCLUSION
Winegars, like all other companies, is in business to make a profit. If we do not make
a profit we cannot continue to operate and thus provide jobs for you and other team
members. When you accepted employment here, you also accepted responsibility the responsibility of doing everything you can to make your company more successful
and profitable.
You have ownership in this company. It is YOUR STORE. Show pride in that and
make your job one that is successful. To be successful in your job, you need to learn
all you can about your store, its merchandise and its customers. You need to learn
about people - what they like and dislike and why they buy. You need to stay alert.
You need to believe in your store, your merchandise, and above all, in yourself.
New ideas are the backbone of any progressive organization. Winegars is eager for
suggestions and ideas for improvement from you. Good ideas come mostly from you
who are working with the customers and the products. When you have suggestions
on how to improve working conditions, service, cost-control, efficiency, etc., talk it
over with your Team Leader, Store Manager or supervisor. The flow of good ideas
that can be put to work builds a better future for you and the company.
Winegars is vitally interested in you. We extend to you our sincere best wishes for
your success and happiness in your work.
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