LAUSD
Food Services Division
Employee Handbook
Provided by LAUSD Food Services Division
07-17-2015
LAUSD
Food Services Division
Employee Handbook
Provided by LAUSD Food Services Division
07-17-2015
Overview and Purpose
This training will educate Food Services Division
employees about Division and District policies and
procedures.
Its purpose is to protect the health and safety of all FSD
employees, students, staff, and the public.
Objective
• To discuss and highlight key District Bulletins
• To review the contents of the Employee Handbook
NOTE: It is YOUR RESPONSIBILITY to know these
policies. Regularly check Inside LAUSD for new
information at http://notebook.lausd.net
Important District Policies
1. Bullying and Hazing Policy
2. Code of Conduct with Students
3. Drug, Alcohol and Tobacco-Free Workplace
4. Employee Code of Ethics
5. Hate Motivated Incidents and Crimes
6. Non-Discrimination Statement
7. Respectful Treatment of All Persons
8. Sexual Harassment Policy
9. Workplace Violence, Bullying and Threats Policy
Bullying and Hazing Policy
The District is committed to providing a safe and civil
learning and working environment.
The District takes a strong position against bullying,
hazing, and any behavior that infringes on the safety or
well-being of students, employees, or any other
persons within the District’s jurisdiction, or interferes
with learning or the ability to teach.
Code of Conduct with Students
Food Services Employees CANNOT:
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Meet with any student privately
Touch or have physical contact with any student
Give or accept gifts from any student
Provide or ask for transportation of any student
Exchange personal information with any student via email,
text, or personal cell phone
• Attempt to discipline any student
Note: Never take matters into your own hands!
Drug, Alcohol and Tobacco Free
The District maintains a drug-and alcohol-free workplace and
prohibits the manufacture, sale, distribution, dispensing,
possession, or use of illicit drugs and alcohol by employees in all
workplaces and on any District property.
• Zero Tolerance for Possession of Drugs/Alcohol/related
paraphernalia as well as intoxication/under the influence/
effects while working
• No smoking on campus, sidewalks, and/or parking lots.
• Reasonable suspicion may result in testing.
• Refusal to test will result in immediate disciplinary action,
including suspension and dismissal from District service.
Employee Code of Ethics
The Employee Code of Ethics is intended to help
achieve success by setting common expectations and
increasing trust, commitment and teamwork.
• Create an environment of trust, respect, and nondiscrimination.
• Provide honest, accurate and timely information
• Identify problems and help create solutions
• Adhere to policies, procedures and rules
Employee Code of Ethics, cont.
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Report improper conduct
Avoid any retaliation
Decline gifts
Maintain appropriate relationships with students
Proper use of public resources
Leadership of District personnel and use of District
time
• Uphold Confidentiality
Hate Motivated Incidents & Crimes
• A “hate-motivated incident” is a noncriminal act or
attempted act that constitutes an expression of
hostility, bias or bigotry against a person, property, or
institution because of the target’s actual or perceived
protected characteristics set forth above.
• A “hate-motivated crime” is a “hate-motivated
incident” that has been determined by law
enforcement to be criminal conduct that was
primarily motivated by bias or prejudice against a
targeted group.
Non-Discrimination Statement
The District is committed to providing a working and learning
environment that is free from unlawful discrimination and
harassment, intimidation, and bullying.
The District prohibits discrimination and harassment based on:
an individual’s actual or perceived age, ancestry, color, disability,
ethnic group identification, gender, gender identity, gender
expression, mental or physical disability, marital status, national
origin, race, religion, sex, sexual orientation, or any other basis
protected by federal, state, local law, ordinance, or regulation.
Respectful Treatment of All Persons
Board of Education Resolution: Reaffirms the policy all
persons working in both schools and offices should:
• Treat all persons equally and respectfully
• Refrain from the willful or negligent use of slurs
(Against anyone on the basis of race, language spoken,
color, sex, religion, handicap, national origin,
immigration status, age, gender identity or gender
expression, sexual orientation, political belief, etc.)
Sexual Harassment Policy
• The District is committed to maintaining a working and
learning environment that is free from sexual
harassment.
• Any act of sexual harassment is a violation of state and
federal laws, as well as District policy and is prohibited.
• This includes any unwelcome conduct that is verbal,
visual, and/or physical
• The District prohibits retaliation against anyone who files
a sexual harassment complaint or who participates in the
complaint investigation process.
Workplace Violence, Bullying & Threats
The District is committed to providing a safe and civil
working environment that is safe and free from acts of
intimidation, threats of violence , or actual violence.
Students and employees will NOT be subjected to
retaliation, reprisal, or disciplinary action for reporting
acts pursuant to this policy.
General Rules of Conduct
Work Schedules and Breaks
• Employees who work four hours are entitled to one
10-minute break.
• Employees who work six hours or more are entitled
to one 30-minute lunch and two 10-minute breaks.
• Employees must be paid for all hours worked.
• Employees cannot meet with union representatives
during normal work hours.
General Rules of Conduct, cont.
 Employees cannot conduct private business at the
work site and/or during normal work hours.
 Employees cannot make personal telephone calls
during work hours, unless in case of an emergency.
 Bank deposits must be made daily, unless approved
Exemption to Deposit Collection Daily is on file.
Food Safety Certifications
Food Safety Certifications are required by the State of
California for the following positions:
• Food Service Worker II – Driving
• Senior Food Service Worker
• All Food Service Managers
Note: All ServSafe training classes and ServSafe tests
are provided by the Food Services Division and are
valid for 5 years.
Attendance Expectations
• Food Service employees must personally contact the
Food Service Manager on each day of an absence,
unless the employee is placed on an extended leave.
• If an employee is absent more than 5 days:
– The employee must be seen by a District
Authorized Physician or Nurse to return to work
– The employee must submit documentation of the
absence by the 3rd day absent.
– The employee must provide a Doctor’s Note.
Pattern of Excessive Absenteeism
• Employee has frequent short term absences
• Employee uses allotment of full pay illness days
• Absence occurs in a pattern on Monday or Friday
• Absence occurs before or after disciplinary action
• Absence occurs at period of scheduled assigned task
• Absence occurs after vacation request is denied
• Absence occurs before or after vacation
Attendance is a factor in granting Summer Employment
Authorized Use of Personal Necessity
• Death or serious illness of immediate family member
• Two occasions up to a total of 8 hours to attend the
funeral of a close friend or relative
• Accident involving employee’s personal property
• Birth of employee’s child
• Adoption of child
• Religious holiday of employee’s faith
• Imminent danger to home due to disaster
• Two hours for vehicle failure if required for work
Authorized Use of Personal Necessity,
Cont
• Appearance in court as a litigant or witness
• Other significant event of a compelling nature, the
gravity of which demands the employee’s personal
attention during work hours which cannot be
disregarded limited to one occasion per year.
• One day to register for or to take a final examination
at in institution of higher learning
• One day for attendance at a school activity of an
employee’s own child, ward, or grandchild
Workers’ Compensation
Employee’s Responsibility
• Immediately report any work related injury to the
Food Service Manager
• Complete Workers’ Compensation Claim Form DWC1
• Obtain Medical Authorization, or complete Claim
Withdrawal Form if refusing medical treatment
• If you have received medical treatment, return Work
Status Report to Food Service Manager
Workers’ Compensation, Cont
Food Service Manager Responsibility
• Refer employee to School Nurse if First Aid only
• Complete Medical Authorization Form for treatment
• Complete iStar /Injury/Accident Investigation Report
• Call Sedgwick at (800) 528-7392 for reportable workers’
compensation injuries
• Report all work related injuries to AFSS immediately
Failure to complete iStar or report injury to AFSS may
result in immediate disciplinary action, including
suspension and dismissal from service at the District!
Family Medical Leave Act
Who is Eligible?
• Any District employee who has worked for at least 12
months and 130 days prior to the qualifying event
• A pregnant employee is eligible for Pregnancy
Disability Leave after notifying the supervisor
FMLA protection is designated for pregnant employees
upon receipt of medical and/or leave documentation
• A Leave of Absence Request for Classified employees
is required for all absences more than 20 consecutive
work days
Family Medical Leave Act, Cont
Qualifying Events
Any District employee may qualify for FMLA/CFRA for:
• The employee’s own serious health condition
• Family member’s serious health condition, i.e.,
Spouse, Parent, Child under 18, Domestic Partner*
• The employee’s incapacity due to pregnancy,
prenatal care, birth and/or bonding with child
• The employee’s adopted child or foster care child
• Military family member* injured during active duty
Safeguarding Food, Supplies & Equipment
Federal, State, and local laws prohibit:
• Providing equipment or space to school staff
• Allowing unauthorized access to food prep areas
• Allowing unauthorized access to food storage areas
• Using leftovers at the next meal service
Only Food Service employees are allowed to prepare,
serve, store food and/or use food supplies/equipment.
Any opened, non shelf stable food that has left the
cafeteria for service to an off-site program cannot be
reused or donated, it must be destroyed!
Sanitation and Personal Hygiene
Adhere to California Health and Safety Codes
• Handwashing – Wash hands and arms
– Before beginning work
– Before putting on gloves
– After using restroom
• False eyelashes, false nails, acrylic nails, nail polish,
and nail coating is prohibited
• Wear approved cap and/or hair coverings
• Adhere to Business Work Attire Directive
Safety Requirements
Adhere to the following safety requirements when in
school cafeterias and/or food production areas:
• Wear low/no-heel, fully enclosed heel and closed toe
shoes
• Limit jewelry to a plain band ring.
• Use required personal protective equipment (PPE),
oven mitts, sleeves, aprons, eye/face protection
New Uniforms
All Food Services Division school based staff must wear
a complete uniform during assigned work hours:
• Managers will have the option to wear a polo or button down shirt,
black pants or shorts, apron and an approved cap.
• Senior FSW’s and Food Service Workers wear a polo shirt, black
pants or shorts, apron, and an approved cap.
• FSD employees will sign an “Employee Uniform Receipt” upon
issuance of uniforms and a copy will be placed in the employee’s
personnel file.
• NOTE: Upon separation of service or termination of assignment,
employees are required to return the FSD uniforms.
Questions?
Thank You!
LAUSD Food Services Division
Nourishing Children to Achieve Excellence