MAX’S
RESTAURANT
Team 2
Dina Am Alshawwa
Diana Gonzalez
Michael Malligan
Michael Pohyar
Jamie Stotler
Statement of Values
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OUR EMPLOYEES ARE CRITICAL TO OUR SUCCESS
We value their proficiency, expertise, knowledge and vision. We know that, driven by the imagination and enthusiasm of
our employees, our company’s potential is unlimited. We are committed to treating all employees with the utmost respect,
trust, and compassion. We foster leadership through competence, creativity and teamwork. Through empowerment, we
treat all of our employees as partners to the company. We protect and encourage the freedom of thought and
expression. In addition, we are committed to sustain a healthy work environment all the times.
OUR CUSTOMERS ARE CRITICAL TO OUR SUCCESS
We are customer-focused and responsive, sensitive to cultural realities and driven to exceed our customers’ expectations.
We treat all of our customers with the utmost respect and care that they deserve. Customer satisfaction is our number
priority, therefore we only deliver the best quality service.
OUR PRODUCTS AND SERVICES ARE CRITICAL TO OUR SUCCESS
Quality is defined and emphasized of all facets of who we are and how we conduct ourselves. It is an essential component
in each product and service, every time, all of the time. We will adhere to the Department of Health’s food and safety
guidelines at all times.
OUR COMMITMENT TO STAKEHOLDERS, THE COMMUNITY, AND THE ENVIRONMENT
Our shareholders/stakeholders commitment to our growth shall be rewarded in our efforts towards achieving the highest
returns possible. In representing our collective interests, we, both as a team and individually, are accountable for
upholding the highest standards ethical standards, including honesty, fairness, and integrity in all aspects of our work and
relationships. We act transparently and fulfill our commitments as responsible citizens and team members.
Our community is both who we are and who we serve. We are dedicated towards serving our community by being active
volunteers, and supporting local charitable organizations and educational programs. We remain devoted to upholding our
social responsibility.
Our environment is critical to our future as a people. We pledge to minimize our impact to our precious environment and
support sustainable energy, agriculture, pollution reduction, and other Green practices, whenever possible.
Our Values
The values that we will incorporate into our statement as to
ensure our success, include:
Respect (for diversity, for one another, for our customers, for
our community, for our environment);
Quality (in service, in products, in our collective efforts);
Integrity (transparency, honesty, truthfulness, and trust for each
other as well as our relationships with customers,
shareholders/stakeholders,
contractors/suppliers,
and
community);
Compassion (for one another and our community in times of
desperation);
Social Responsibility (acting in a moral and ethical manner
relative to each other and our relationships with others);
Sustainability (acting in a manner that aids in preserving our
environment and minimizing our environmental impact.
Our Community
We will manage aspects of our community involvement and relations by encouraging our employees to
volunteer, by dedicating a portion of our proceeds (quarterly) and products (foods and services) for charitable
donations to local community organizations, services, and educational programs. Community organizations
chosen to influence our operations and success will be relative to varying factors such as membership size,
financial strength, access to resources (human, technological, etc.), their proximity to Max’s, and their
demographic composite relative to the demographical composition of our target market.
Max’s Restaurant volunteer efforts include, but are not limited to:
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Organizing food banks, volunteering to assist in community cleanup's, toy drives, and fundraisers for local schools.
Providing meals for needy seniors, veterans, young mothers, and homeless shelters.
Organizing annual cookouts for local firefighters, EMT, and police officers.
Donating old uniforms and clothes to various churches and shelters.
Conducting eating contests, where admission funds are donated to children's hospitals, cancer research, and AIDS
awareness organizations.
Participating in initiatives to help end childhood obesity by educating the community on better ways to feed their
children. Max's will incorporate a healthy menu for children to support this plan. In order to involve our target market
(colleges and universities), we will help other organizations promote awareness for healthier lifestyles to college students as
well. (i.e. an "anti-Freshman 15" campaign)
Participating in Walk-a-thons and charity bike rides.
Sponsoring a “rebuild-our-community” event, where we will work with local contractors and employee volunteers to help
revive community churches, schools, or help families in need of repairs to their homes.
Sponsoring blood drive and offering incentives to employees for donating.
Participating in “Earth Day” events to show its commitment to save the environment, such as “Plant-A-Tree” or “Keep
Your Beach Clean”.
Managing signup sheets in the restaurant for volunteer opportunities and offering bonuses for employees who perform
volunteer work.
Running internship programs to strengthen the entrepreneurship’s spirit among the youth which can have a great effect on
the future of the country.
Workforce Diversity
Max’s Restaurant values our commitment to respecting all employees and sustaining a positive working environment. As such,
the following plan has been enacted to integrate diversity in the workplace:
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We will incorporate equal opportunity employment practices that prohibit discrimination of any kind (race, color, religion, sex,
sexual orientation, national original, age, handicap, etc) and assimilate this methodology relative to our practices in hiring, firing,
promoting, compensating, any employee or prospective employee. In doing such, we will strictly adhere to the Uniform Guideline
on Employee Selection Procedures, the Equal Pay Act of 1963, the Age Discrimination in Employment Act, the Americans with
Disabilities Act of 1990, Affirmative Action, the Civil Rights Bill of 1968, the EEOC Guidelines on Sexual Harassment, National
Origin Discrimination, Discrimination Because of Religion, as well as other local, national, and federal laws.
We will perform a job analysis where our management team can subsequently determine the skills, duties, and knowledge required
for performing various jobs within the organization. The scope if this assessment will more specifically address what qualifications
are required to execute relative positional tasks.
Our management team will launch a company-wide diversity campaign, communicating the importance of diversity and
highlighting how a diverse workforce is linked to higher engagement and increased company morale. We will re-affirm our
commitment towards embracing and promoting diversity within our organization.
To coincide with a company-wide diversity campaign, our management team will implement a diversity-related education and
training program for the entire organization, developing the program in-house or hiring a consultant to assist with its creation.
Our management team will encourage and support the formation of employee resource groups, or ERGs, dedicated to promoting
diversity throughout the organization. These groups, which would be established and facilitated by our employees, could be based
on aspects of diversity that employees have in common with one another. The ERGs also could provide recommendations to senior
management on endorsing diverse events and causes, such as an LGBT fair or working with minority-owned business suppliers.
As an organization, we will consider implementing an internal awards program to recognize employees who demonstrate a
commitment to diversity and inclusion. For example, we may opt to provide diversity awards to employees who help drive the
successful integration of diversity, equity and fairness principles into the practices and processes of our company.
Our management team combined with the efforts of internal and external agents, will conduct an audit relative to that of our
practices and statistical analysis of our gender wage gap, promotion selection process and hiring and termination policies. Such an
audit could reveal important information that can be used to implement any key fundamental changes. For example, our
organization could perform an analysis of its past 10 promotions to ensure they were performance-based, not bias-based on
diversity factors such as age, tenure or race.
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Implement an internal diversity management system to ensure that guidelines are being followed throughout the organization and
that the program is all inclusive. Diversity management will contribute to a positive work environment and result in increased
productivity and job satisfaction.
Recruitment
Max’s Restaurant recruitment efforts will encompass an array of techniques that will align
with our diversity management plan. These methods comprise of:
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Creating a diverse workforce which include both visible and invisible factors of diversity. Visible factors are race
and gender; the invisible factors are religion, work style, sexual orientation, geography background, etc. First,
we will create a diverse group of candidates. This is done by recruiting from different areas each time, with
different methods of recruitment, and being creative. We will use methods such as job fairs at colleges, high
school career days, develop relationships with diversity-related organizations around the area, and sponsor
community events all around the state to pull in different candidates.
Posting job openings publicly to inform all current employees and external parties and attract more interests in
the positions available.
Interviewing candidates based on specific work related qualifications and exclude factors such as common
interests or schools. There will be a diverse panel conducting interviews.
Obliging by EEO laws and participating in Affirmative Action programs. Discrimination will not be tolerated in
our recruitment and hiring efforts.
Placing ads through multiple sources (monster.com, careerbuilder.com, local newspapers, magazines, different
radio stations) to order to obtain a diverse group of job candidates.
Highlighting the diverse work environment to attract more recruits, whereby our marketing materials don't show
one specific race, sex, etc. but represents an array of groups.
Disciplinary Action
Process
Disciplinary Action Plan for Max’s Restaurant
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In order to assure uniformity and fairness when handling employee issues, this disciplinary action plan should be utilized
throughout the company. Employee issues should be handled immediately, consistently and in a progressive manner.
Step One-Setting Organizational Goals
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Taking into account our mission statement and recognizing that we are a customer-oriented organization, employee
actions are a direct reflection of the company and our stakeholders. Our goals and disciplinary plan should meet
ethical standards and fairness. Our company will have clear goals in order to establish rules that can facilitate the
accomplishment of these goals.
Step Two-Establishing Rules
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The company will have clear and concise rules. The rules should cover the responsibilities of employees towards the
firm and what they can expect in case they break these rules. Rules in relation to sexual harassment offenses, stealing,
insubordination, expectations of working hours/sick days, requirements for calling out, and all other actions not
mentioned herein, should be in writing in the employee handbook. Employees will also sign the handbook
acknowledging that they were made aware of the company rules.
Step Three-Communication to All Employees
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Each newly hired employee will receive a handbook, which outlines the rules and the disciplinary action. Also, Human
Resources will educate each employee verbally about the culture of the firm, the rules and regulations, and their
rights. Aside from a signed document containing the rules (as outlines above), notifications should be sent out (via
email, during employee meetings, and bulletin boards) with reminders about these rules. Out of sight is out of mind,
therefore, we will reiterate the rules to our employees consistently.
Step Four-Observing Performance
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It is the responsibility of all employees to observe performance throughout the restaurant. Each employee will be
monitored. Managers should be notified immediately if actions are demonstrated that violate company rules and
regulations. Our managers will play an active role with our employees.
Step Five-Comparing Performance
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Managers will be responsible for comparing employee performance against the employee’s designated job
descriptions, company rules, and organizational goals. The manager shall handle poor performance or violations to
our rules immediately. No action is needed if the employee actions match the rules and are acceptable.
Step Six-Taking Appropriate Disciplinary Action
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Managers shall ensure that despite the specified outcome (documented warning, suspension, transfer, demotion,
termination) we have proof that disciplinary action was needed. The steps below provide a blueprint for the proof
needed. This information shall contain as much detail as possible.
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Statement of facts concerning the offense
Identification of the rule that was violated
Statement of what resulted or could have resulted because of the violation.
Identification of any previous similar violations by the same individual.
Statement of possible future consequences should the violation occur again.
Signature and date
Employees have the right to appeal any disciplinary action taken against them within five days of receiving a warning
letter. The appeal has to be written letter and hand delivered to the Human Resources.
Employee Complaints
Steps for Handling Employee Complaints
A complaint (or grievance) is a dissatisfaction or feeling of personal injustice relating a person's employment. These
complaints should be handled immediately, privately, and with respect to the employees of our restaurant.
1.
Employee notifying employer of problem/complaint-the employee should approach management unless
the complaint is already made to the public.
2. Let employee explain the facts- the manager should take notes to what are the facts and what are the emotions.
3. Standard procedure is to have complaint in writing after notifying manager-Employees shall fill out an employee form
(as outlined below) and when the conflict is resolved manager should add what was done and how it was resolved, it
will be kept in the policy and procedure manual for future reference.
4. Investigate the complaint and see if there are any witnesses to the incident, determine the basis for the complaint
5. Make a decision on the resolution of the conflict based on the facts of the incident and witnesses using mangers’ best
judgment.
Max’s Restaurant will utilize an Ombudsman or mediator to help resolve employee complaints as the first resort to any
unsolved issued not handled by upper management. The Ombudsman or mediator will be a non-bias, non-employee
who will be selected by management and approved by the employee. Arbitration should be the last resort. Factors
used in arbitration may include:
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Nature of the offense
Due process and procedural correctness
Double jeopardy
Past record of grievant
Length of service with the company
Knowledge of rules
Warning
Lax enforcement of rules
Discriminatory treatment
Employee Complaint Form
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Each individual with a complaint should be required to fill out an employee complaint form. Having the individual
filing the complaint provide feedback on positive solutions that could help resolve the complaint could be extremely
beneficial in creating a positive work environment for all employees.
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All forms that are filled out should be submitted to one person to handle the investigation. This designated
investigator will be responsible for setting forth the time frame for evaluating the complaint. This time will include
gathering all of the information and distinguishing between the facts and opinions of the situation. At times, this
person may be required to ask colleagues to provide input into a specific complaint.
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After all information has been gathered, a decision should be made by the designated investigator. A decision
should be made in the time frame that was provided to the employee who filed the complaint. At this time, the
complaint must be addressed either with action or no action with an explanation as to why it will not be addressed.