New Hire Packet 2025

NEW HIRE PACKET 2025

Personnel File Checklist

All of the following file forms must be completed in their entirety and kept in the Team Member’s personnel file unless otherwise noted on this checklist. Please do not allow team members to begin work until all mandatory forms on this list are complete. Please keep the documents organized in the order of the list for reference. Please staple this checklist to the inside of the folder for quick reference.

Hiring Documents

Team Member Hourly Rate Notice: Complete rate information at time of hire and update rate change as they occur. *This form must be updated throughout the Team Member’s employment. New Hire Payroll Form Application/Resume: Retain for reference. At-Will Employee Manual Receipt Form: Ensure both the team member and the manager sign/date the form. Training Schedule: Complete all boxes for future reference, keep original in file and give a copy to the team member.

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Payroll Forms

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Mandatory State/Federal Forms (Office Packet Must be sent upstairs)

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W4 Form: Ensure the team member completes fields 1-7, signs and dates the form. I-9 Form Complete Section I-9 Identification: One item from list A (or) one item from list B and one item from list C. Tip Credit Notice: Must be signed by tipped Team Members.

(must be reviewed and signed by Team Member and Manager)

Mandatory Policy Forms

Non Fraternization Policy Discrimination and Harassment Policy

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Uniform Fire Emergency Plan Liquor Serving Policy Shift Reporting Policy Cellphone Video Surveillance

Certifications/Check Lists

Location Check List: Ensure both the team member and manager sign/date the form. Department Training Tests: Retain all written tests, organized in the back of the file, for future reference. Training Guidelines with Trainer Signature TIPS Certification: Update every year for anyone who serves and/or sells liquor. Policy and Procedures Manual. Team Member has registered and input their availability into Toast

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Development Tools

Evaluations: Retain for reference and development. Warning Notices: Retain any and all written warnings and documentation of performance/policy violations.

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The signatures below confirm that all required personnel file forms/documents from page one have been obtained and reviewed and have been completed accurately and in full.

______________________________ File Preparer’s Signature ______________________________ General Manager’s Signature

___________________________ File Preparer’s Name (Print)

_______________

Date

___________________________ General Manager‘s Name (Print)

_______________ Date

At-Will Employee Manual Receipt Form

Team Members of Tulu Hospitality are at-will employees. None of the information in this book confers any right or privileges to any employee to remain employed by the Company nor does it serve as an employment contract between the Company and any employee. While the company generally adheres to progressive discipline, it is not bound or obligated to do so. The employee relationship can be terminated with or without notice at any time and for any reason at the option of the employee or the Company.

The policies in the Team Member Manual may be changed by Tulu Hospitality’s Management at any time, for any reason, with or without notice to employees.

I certify that: 1. I understand that I am an at-will employee. 2. I have received a copy of manual. 3. I have read and understand all statements and policies in manual. 4. I further agree to abide by all statements and policies contained in the manual

______________________________ Team Member’s Signature

___________________________ _______________ Team Member’s Name (Print) Date

______________________________ Manager’s Signature

___________________________

_______________ Date

Manager’s Name (Print)

Team Member New Hire Form Toast

Toast Employee ID: ___________

Primary Position: ________________

First Name _____________________________ Last Name _____________________________ MI ________

Address _________________________________________________________________________________

Permanent Address:_______________________________________________________________________

City ______________________________________State ___________ Zip ___________________________

SSN _________-_________-________ DOH _______/_______/_______ DOB _______/_______/_______

Home (

) ________-___________ Cell (

) ________-___________ Gender _________________

Hourly Training Rate $______________ Hourly Rate $_____________ (primary position)

Email Address: ___________________________________________

______________________________ Team Member’s Signature

___________________________ _______________ Team Member’s Name (Print) Date

______________________________ Manager’s Signature

___________________________ _______________ Manager’s Name (Print) Date

Team Member Hourly Pay Rate Notice Payroll Week: Mon-Sun Payday: Monday Bi-Weekly

Name: ________________________________________

Date of Hire: _____________________

Primary Position: ________________ Toast ID:_________

Starting Rate: _________________

Team Member Signature: ____________________________

Minimum Wage: __________________

All Pay Rates and Changes (All team members will be paid the current state minimum wage rate for meeting attendance.)

Date: ___________ Rate: _________ Position:

MEETING

Team Member Initials ___________

Date: ___________ Rate: _________ Position:

TRAINING

Team Member Initials ___________

Date: ___________ Rate: _________ Position: ________________Team Member Initials ___________

Tip Credit Information

The U.S. Department of Labor requires employers to inform tipped employees of certain tip credit information. The cash wage to be paid to you is $6.75 per hour. Assuming that you have received a sufficient amount of tips to satisfy the minimum wage, the amount of your tips per hour to be credited as the tip credit will be $8.25. You have the right to retain all the tips you receive except for a valid tip pooling arrangement limited to employees who customarily and regularly receive tips. The tip credit will not apply

unless you have been informed of these requirements. NAME: ____________________________________ SIGNATURE: ________________________________ DATE: _____________________________________

Fire Emergency Procedures

I have read and understand the Fire Emergency and Evacuation Manual of Tulu Hospitality and have been trained in the procedures contained in it. I further understand that a safe and orderly evacuation in a fire emergency will require my compliance with the procedures in the manual and that the manual may describe certain duties I am expected to perform in a fire evacuation. At no time am I expected to perform any duty that would be considered unsafe, but rather, I will immediately report the unsafe emergency situation to professional personnel of Tavern on the Wharf Management.

NAME: ______________________________________ SIGNATURE: __________________________________ DATE: _______________________________________

Surveillance Equipment Acknowledgment

I, ________________________________________, the undersigned employee, do hereby acknowledge the use of surveillance equipment on company premises. I understand it is not intended to be offensive nor should its presence be interpreted as anything other than a business decision made for security reasons to protect company interests.

NAME: _____________________________________ SIGNATURE: _________________________________ DATE: ______________________________________

Communicable Disease Reporting Form

All employees must complete this form no sooner than the date of hire and no later than the first day of work. A copy will be kept in a separate file at the location. Part 1: Communicable Disease Symptom Are you suffering from any of the following symptoms (circle Yes or No) If a Team Member has symptoms of a communicable disease, they must go to a doctor to be tested. Team Members with communicable disease symptoms are not allowed to work unless they have a written statement from their doctor. This form is to be used to document a Team Member’s medical history and their acknowledgement that they are responsible for reporting symptoms of a communicable disease to management.

• • • • • • • •

Abdominal Pain/Cramps Diarrhea Fever Nausea

Yes/No Yes/No Yes/No Yes/No Yes/No Yes/No Yes/No

Vomiting Jaundice Sore Throat with Fever Lesions containing pus on the hand, wrist or exposed body part?

Yes/No

Have you ever been diagnosed with Typhiod Fever (Salmonella Typhi), Shigellosis (Shigella spp.), Escherichia Coli 157:H7, Hepatitis A, or Norovirus? Yes/No If yes, what is the date of diagnosis? ______________________ Part 2: Reporting Symptoms to Management I agree to report to the Manager on Duty prior to starting working if I have the following symptoms and/or lesions: Abdominal Pain/Cramps Diarrhea Fever Nausea Vomiting Jaundice Sore Throat with Fever Lesions containing pus on the hand, wrist, or an exposed body part

I also agree to report to the Manager on Duty when I am diagnosed with or live with a person who is diagnosed with Typhiod Fever (Salmonella Typhi), Shigellosis (Shigella spp.), Escherichia Coli 157:H7, Hepatitis A, or Norovirus.

I have read (or had explained to me) and understand that I will report future symptoms and diagnosis to the Manager on Duty.

____________________________________________ Team Member Signature

__________________________ Date

____________________________________________ Manager Signature

__________________________ Date

Non-Fraternization Policy

Managers, including GMs, AGMs, UMs, are not permitted to date, pursue or engage in romantic or intimate relationships with any peers and/or team members, regardless of whether a direct reporting relationship exists. Violation of this policy will result in discipline and/or termination of employment. It is the responsibility of both the managers and the team members to ensure this policy is not violated.

I have read and understand the Non-Fraternization policy and agree to abide by the terms stated above. I understand that non-compliance may result in suspension or termination of employment.

______________________________ Team Member’s Signature

___________________________ Team Member’s Name (Print)

_______________

Date

______________________________ Manager’s Signature

___________________________

_______________

Manager’s Name (Print)

Date

Discrimination and Harassment Policy

The Policy: Company policy prohibits all forms of discrimination and harassment.

Investigation: Management will fully investigate all allegations of harassment. Both the accused and the accuser will have an opportunity to present their version of what occurred along with reviewing the substance of any statements of witnesses. Obligations of Employees: It is the responsibility of all employees, including all supervisory personnel, to make certain that harassment does not occur. Any employee who is subject to harassment, or who has witnessed or heard of harassment, must immediately inform Management, of all the facts regarding the harassment, including the names of witnesses and alleged misconduct. Results of Investigation: If the accused is found to have committed the offense, a determination will be made as to the appropriate discipline based on the seriousness of the offense and the accused’s past conduct. This may include suspension or termination. If the accused employee is determined to be innocent or the evidence is found to be inconclusive, then all references to the matter will be disregarded. If records must be kept for governmental reports, the reports will contain a notation of his/her innocence. All reports will be kept strictly confidential. No Retaliation: Persons who file a complaint of harassment or act as witnesses in such a proceeding shall be free from retaliation irrespective of the outcome of the investigation unless it is shown that such reports were made contrary to known facts and/or with deliberate intent to unfairly harm the accused. I have read and understand the Tavern on the Wharf’s Discrimination and Harassment policy and agree to abide by the terms stated above. I understand that non-compliance may result in suspension or termination of employment. ______________________________ Team Member’s Signature ___________________________ _______________ Team Member’s Name (Print) Date ______________________________ ___________________________ Manager’s Name (Print) _______________ Date Manager’s Signature What is prohibited: Harassment including harassment based on race, color, national origin, religion, age, sex, physical (including AIDS/HIV) or mental condition or disability, or any other reason protected under applicable law. What Constitutes Harassment: Harassment includes any coercive or disruptive activity that affects a term or condition of employment or employment decision; interferes with an employee’s job performance; requires demeaning clothing; or creates intimidating, hostile, or offensive work environment or favoritism. Examples of harassment are touching, ridicule, rudeness, verbal or physical abuse, epithets, innuendoes, demeaning language or jokes, humiliations, suggestive statements, or graffiti directed at a single individual or group of individuals; posting of pictures, photographs, cartoons, or comments; oral, computer, or telephonic messages and comments on activities or dress, particularly of a sexual nature; advances, requests for favors, and similar behavior, particularly where such behavior is not welcome, is personally offensive, and does not encourage a good working environment.

Liquor Serving Policy

All managers are responsible for ensuring that their employees follow this policy. No Person under the age of twenty-one (21) may order, purchase, or consume any alcoholic beverage.

Please understand that the Company takes guest and employee safety very seriously. Any violation to this policy will result in termination. Also, the manager and server can be held liable for criminal and civil damages. I have read the Liquor Serving Policy and understand that any violation to this policy may result in suspension or termination of employment. Further, I understand that a violation of this policy may cause me to be liable for criminal or civil damages. There are no It is mandatory that you obtain a proper, valid ID from anyone ordering alcoholic beverages. If you serve a patron who is not legally twenty-one years old or an intoxicated person, you will be terminated. excuses. Also, if you know of a minor who is being served in the restaurant, you must inform the manager. If it’s later found that you knew a minor was drinking in the restaurant and did not report it to the MOD, you will be terminated. There are current valid ID Checking Guides in all locations. If you question someone’s ID, get your manager’s approval. It could mean your job. It is mandatory that you monitor the intoxication level of all Guests. You cannot serve a person who is intoxicated. It is the responsibility of management and the team members to monitor the intoxication levels of patrons. If a Guest exhibits signs of intoxication, it is the responsibility of management and all team members to cease service of alcohol to this guest. This is the law and our social responsibility. If a guest at your table or bar is exhibiting signs of intoxication, inform a manager immediately. At no time are guests, employees or managers allowed to consume alcoholic beverages after legal serving hours. The acceptable forms of ID are: 1. State Driver’s License 2. State Issued Photo ID. Out-of-state driver’s licenses and Photo IDs or passports, military ID are acceptable only with a second form of ID with management verification with the ID Checking Guide.

____________________ Date

_____________________________________________ Team Member’s Signature ____________________________________________ Manager’s Signature

____________________ Date

Cell Phone Policy

These are Tulu Hospitality’s guidelines for using cell phones at work. We recognize that cell phones have become an integral part of everyday life. We won’t allow employees to: Play games on the cell phone during working hours. Use their phones for any reason while driving a company vehicle.

Use their cell phone’s camera or microphone to record confidential information. Use their phones in areas where guests can see or hear conversations. Download or upload inappropriate, illegal or obscene material using a company internet connection.

Tavern on the Wharf’s management team retains the right to document team members for inappropriate use of cellphones. Management retains the right to hold team member’s cellphones in the manager’s safe for the entirety of the workable shift if policy is broken. Any and all violations to this policy can be terms for disciplinary action including suspension and/or termination.

____________________________________________ Team Member Signature

__________________________ Date

____________________________________________ Manager Signature

__________________________ Date

Shift Coverage Policy

When a team member knows s/he will not be able to work a scheduled shift due to illness, it is his/her responsibility to find a suitable, trained replacement. Please keep in mind that replacements must be approved by a manager. All changes to schedules must be approved by management. As soon as you realize you are ill, starting looking for someone to cover your shift. Do not wait until a couple of hours before your shift begins. Also, notify a manager of your illness as soon as possible. She/he should be made aware of your search, but it is ultimately your responsibility to find a replacement. Team members who call in sick just before their scheduled shift may be subject to disciplinary action which may result in termination of employment. You must provide a doctor’s note for an illness requiring more than two consecutive days off.

Team members must notify a manager immediately if they experience diarrhea, vomiting, jaundice or any other symptom of a food borne illness while at work. You will not be allowed to work if you are experiencing any of these symptoms.

____________________________________________ Team Member Signature

__________________________ Date

____________________________________________ Manager Signature

__________________________ Date

Employee Request For A Meal Break Waiver

I, __________________________, hereby request that my employer, Tulu Hospitality, allow me to waive my unpaid meal break required by M.G.L. Chapter 149, Section 100. I understand that, by law, I am entitled to a 30-minute unpaid meal break if I work more than six (6) hours during one shift. I am hereby agreeing to continue my responsibilities and duties for this 30-minute period, for which I will be paid.

This waiver does not apply to shifts that last six (6) hours or less, for which no meal break is required.

I have not been forced or coerced by the employer or any representative of the employer to submit this request, it is completely voluntary on my part. I understand that I am free to revoke this request and be granted the required unpaid meal break at any time.

EMPLOYEE SIGNATURE: ____________________________________ EMPLOYEE NAME (printed): ________________________________ DATE: _____________________________________

APPROVED BY SUPERVISOR: ______________________ DATE: ______________________

Uniform Policy

While we appreciate and encourage your personality to shine through, we have established the following uniform guidelines to maintain a professional look. You may accessorize to express you own unique style, however you cannot change the uniform to accessorize.

Servers, Cocktailers, and Bartenders

Pants/Shorts: Pressed/ironed black jeans or slacks. No rips, holes, stains Shirt: logoed shirts Undershirts: Optional, if you wear one it must be plain white or black with no logos. Socks: Must be worn at all times. Apron: A clean apron. Must be clean at all times. 1 will be provided for you at time of hire. Additional aprons may be purchased at the employee discounted rate of 50% off. (Excluding bar team) Shoes: Must be closed toe, closed heal appropriate foot attire.

Bussers, Runners, Barbacks

Host

Pants/Skirts Shirt:

: Pressed/ironed, not ripped or stained

Blouse or Polo, button down. Must be worn at all times. Must be closed toe, closed heal appropriate foot attire.

Socks: Shoes:

Receipt of Employee Uniform Policy

I have received a copy of the Employee Uniform Policy. I acknowledge that I have received, read and understood the information provided and agree to comply with the policy as outlined. The information in this policy is subject to change as deemed necessary by Tulu Hospitality’s management. I understand that changes in the policy may supersede, modify or eliminate the policy given. Changes in policy will be communicated to me by my manager. I accept responsibility for being informed on these changes. This policy does not constitute a contract since either party has the right to terminate their employment at will.

Employee’s Name (Print) _____________________________________

Employee Signature: ________________________________________ Date: _________________________

Statement of Understanding- Receipt of Handbook

I have received, read and understand the material provided to me in the form of the employee handbook. I acknowledge that I was afforded an opportunity to ask for clarification or additional information on any topics covered in those materials. Additionally, I was afforded the opportunity to ask any questions or make any comments concerning items that are of concern to me but were not covered in these written materials.

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In specific: I have reviewed, understand, and acknowledge receipt of Tavern on the Wharf’s General Employment Policies and Practices, Tavern on the Wharf’s Employee Conduct Policy, and Tavern on the Wharf’s Sexual Harassment Policy. This signature form will be maintained in your personnel file.

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Employee’s Name (Print) _____________________________________ Employee Signature: _______________________________________

DATE: ________________

MANAGER’S SIGNATURE : ___________________________

DATE: _______________

Location Information Checklist

Please review the following items with the team member on his/her 1st day:

 Who the Managers are  Whom to Report to and When  Hours of Operation  Employee Food and Beverage Policy  Smoking Policy  How S/he Should Enter & Leave the Venue  Complete Tour of Restaurant  Introduce Him/her to the Other Team Members

______________________________ Team Member’s Signature

___________________________ _______________ Team Member’s Name (Print) Date

______________________________ Manager’s Signature

___________________________ _______________ Manager’s Name (Print) Date

THANK YOU

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