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Employee Handbook

Note The content of a manual does not constitute nor should it be construed as a promise of employment or as a contract between and CHI Seafood LLC and any of its employees. CHI Seafood LLC, at its option, may change, delete, suspend, or discontinue parts or the policy in its entirety, at any time without prior notice.

TABLE OF CONTENTS
1. INTRODUCTION ...................................................................................................................... 6 Welcome .................................................................................................................................. 6 1.2 2 Changes in Policy ......................................................................................................... 6

EMPLOYEE DEFINITION AND STATUS................................................................................. 7 2.1 2.2 2.3 Employment Classification .......................................................................................... 7 Probationary Period for New Employees .................................................................... 7 1826 Culture ............................................................................................................. 7

EMPLOYMENT POLICIES ....................................................................................................... 8 Equal Employment Opportunity ............................................................................................... 8 3.1 3.2 3.3 3.4 3.5 3.6 3.7 3.8 3.9 3.10 3.11 3.12 3.13 3.14 3.15 3.16 Affirmative Action/Diversity ......................................................................................... 8 Americans with Disabilities Act ................................................................................... 8 Immigration Law Compliance...................................................................................... 8 Employee Background Check ..................................................................................... 8 Criminal Records......................................................................................................... 9 Anniversary Date......................................................................................................... 9 New Employee Orientation/Training ........................................................................... 9 Personnel Records and Administration ...................................................................... 9 Change of Personal Data ............................................................................................ 9 Safety ........................................................................................................................ 10 Building Security ....................................................................................................... 10 Personal Property ..................................................................................................... 10 Health-related Issues ................................................................................................ 11 Employee Requiring Medical Attention ..................................................................... 11 Employment of Relatives .......................................................................................... 11 Weather-related and Emergency-related Closings ................................................... 11

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STANDARDS OF CONDUCT ................................................................................................. 12 4.1 4.2 4.3 4.4 4.5 4.6 4.7 4.8 4.9 4.10 4.11 4.12 4.13 4.14 4.15 4.16 4.17 4.18 4.19 4.20 4.21 4.22 4.23 4.24 4.25 4.26 General Guidelines ...................................................................................................... 12 Attendance and Punctuality ...................................................................................... 12 Work Schedule .......................................................................................................... 12 Absence and Lateness ............................................................................................. 12 Unscheduled Absence .............................................................................................. 12 Meal and Break Period ............................................................................................. 13 Harassment Policy .................................................................................................... 13 Sexual Harassment Policy ........................................................................................ 13 Violence in the Workplace ........................................................................................ 13 Confidential Information, Nondisclosure & Social Media .......................................... 13 Ethical Standards ...................................................................................................... 14 Dress Code ............................................................................................................... 14 Use of Equipment...................................................................................................... 14 Use of Computer, Phone, and Mail ........................................................................... 14 Use of Internet........................................................................................................... 15 Use of Computer Software ........................................................................................ 15 Smoking Policy.......................................................................................................... 15 Alcohol and Substance Abuse .................................................................................. 15 Gifts ........................................................................................................................... 15 Solicitations and Distributions ................................................................................... 15 Complaint Procedure ................................................................................................ 16 Corrective Procedure ................................................................................................ 16 Crisis Suspension ..................................................................................................... 16 Transfer Policy .......................................................................................................... 16 Outside Employment ................................................................................................. 16 Employment Termination/Resignation ...................................................................... 16

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4.27 4.28 5

Exit Interview ............................................................................................................. 17 Return of Company Property .................................................................................... 17

COMPENSATION POLICIES .............................................................................................. 18 5.1 Base Compensation .................................................................................................. 18

5.2 Timekeeping Procedures ............................................................................................... 18 5.3 5.4 Overtime Policies .......................................................................................................... 18 Payroll and Paydays ..................................................................................................... 18

5.5 Performance and Salary Reviews ................................................................................. 18 5.6 6 Opportunities for AdvancementProgression and Promotion ................................. 19

GROUP HEALTH AND RELATED BENEFITS ...................................................................... 20 6.1 Benefits Summaries and Eligibility ................................................................................. 20 6.2 6.3 6.4 6.5 6.6 Health Insurance .......................................................................................................... 20 COBRA Notification ..................................................................................................... 20 Workers Compensation ............................................................................................... 20 Unemployment Compensation ..................................................................................... 20 Social Security ............................................................................................................. 21

TIME-OFF BENEFITS............................................................................................................. 22 7.1 7.2 7.3 7.4 7.5 7.6 7.7 7.8 7.9 Holiday Policy............................................................................................................... 22 Vacation Time .............................................................................................................. 22 Bereavement Leave ..................................................................................................... 22 Jury Duty ...................................................................................................................... 22 Military Reserves or National Guard Leaves of Absence ............................................. 22 Family/Medical Leaves of Absence ............................................................................. 23 Extended Disability Leaves .......................................................................................... 23 Uniformed Services Employment and Reemployment ................................................ 23 Personal Leaves of Absence ........................................................................................ 23

8 EMPLOYEE COMMUNICATIONS ........................................................................................... 24

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8.1 8.2

Open Communication ................................................................................................... 24 Staff Meetings ............................................................................................................... 24

8.3 Electronic Bulletin Boards .............................................................................................. 24 8.4 Suggestions .................................................................................................................. 24

8.5 Closing Statement .......................................................................................................... 24 9 ACKNOWLEDGMENT ..................................................................................................... 25

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1. INTRODUCTION
This document has been developed by CHI Seafood LCC in order to familiarize employees with CHI Seafood LLC and provide information about working conditions, key policies, procedures, and benefits affecting employment at 1826 Restaurant & Lounge.

1.1

Welcome

Ive learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.-Maya
Angelou

We strive to create a culture of Hospitality by: Engaging our employees Delivering extraordinary service Creating loyal guests

Welcome to 1826 Restaurant & Lounge! We are happy to have you as a new member of our family!

1.2

Changes in Policy
This manual supersedes all previous employee manuals and memos. While every effort is made to keep the contents of this document current, CHI Seafood LLC reserves the right to modify, suspends, or terminates any of the policies, procedures, and/or benefits described in the manual with or without prior notice to employees.

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2 EMPLOYEE DEFINITION AND STATUS


An employee of CHI Seafood LLC is a person who regularly works for CHI Seafood LLC on a wage or salary basis.

2.1

Employment Classification
Employees of CHI Seafood LLC are classified as either exempt or non-exempt. This is necessary because, by law, employees in certain types of jobs are entitled to overtime pay for hours worked in excess of forty- hours per workweek. In addition to the above overtime classifications, every employee is assigned an employment status classification: regular full-time, regular part-time, temporary (full-time or part-time), regular hourly, contingent hourly, etc.

2.2

Probationary Period for New Employees


CHI Seafood LLC Monitors and evaluates every new employees performance for three months to determine whether further employment in a specific position or with CHI Seafood LLC is appropriate.

1826 Restaurant & Lounge Culture A MESSAGE FROM THE CHEF


Greatness is a lot of little things done right At its core, the 1826 culture is built upon respect. Respect for fellow coworkers. Respect in demonstrating a strong passionate work ethic. Recognizing that respect is an imperative element in the pursuit of perfecting your craft. With everybody working together as a team, we will be able to achieve things far greater than ever imagined. From crisp uniforms and sharp knifes, to working with speed and accuracy, the importance of demonstrating respect comes into play during all aspects of your day. Showing up on time, always cleaning as you go and respecting the product at every step of the way, from receiving to how we serve it to the guest. Challenge yourself to get better each day and every day. We welcome you and invite you now to have fun, be creative, and always remember, the power of respect is to never disrespect.

Sincerely, Chef Danny Grant

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Employment Policies
Equal Employment Opportunity
CHI Seafood LLC is an equal employment opportunity employer. Employment decisions are based on merit and business needs, and not on race, color, citizenship status, national origin, ancestry, gender, sexual orientation, age, weight, religion, creed, physical or mental disability, marital status, veteran status, political affiliation, or any other factor protected by law.

3.1

Affirmative Action/Diversity
CHI Seafood LLC is committed to affirmative actions that will build on the strengths of our current workforce and continually enhance the diversity of our organization. In accordance with the Affirmative Action policy, CHI Seafood LLC will recruit persons in protected categories as candidates for positions that become available and for which they are qualified.

3.2 Americans with Disabilities Act

It is the policy of CHI Seafood LLC to comply with all the relevant and applicable provisions of the Americans with Disabilities Act (ADA). CHI Seafood LLC will not discriminate against any qualified employee or job applicant with respect to any terms, privileges, or conditions of employment because of a persons physical or mental disability.

3.3 Immigration Law Compliance

All offers of employment are contingent on verification of the candidates right to work in the United States. On the first day of work, every new employee will be asked to provide original documents verifying his or her right to work and, as required by federal law, to sign Federal Form I-9, Employment Eligibility Verification Form.

3.4

Employee Background Check

Prior to making an offer of employment, may CHI Seafood LLC conduct a job-related background check. A comprehensive background check may consist of prior employment verification, professional reference checks, education confirmation, and credit check.

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3.5

Criminal Records
When appropriate, a criminal record check may be performed to protect CHI Seafood LLC interest and that of its employees and clients.

3.6

Anniversary Date
The first day an employee reports to work is his or her official anniversary date. This anniversary date is used to compute the following benefits: Insurance Benefits Vacation/Sick Leave

3.7

New Employee Orientation/Training


The formal welcoming process, or employee orientation/training, is conducted by a CHI Seafood LLC representative, and includes an overview of the company.

3.8

Personnel Records and Administration


The task of handling personnel records and related administration functions has been assigned to the General Manager. Personnel files will be kept confidential at all times and include some or all of the following documents: Current Contact Information Immigration Status Emergency Contact Information

All medical records, if any, will be kept in a separate confidential file.

3.9

Change of Personal Data


Any change in an employees name, address, telephone number, marital status, dependents, or insurance beneficiaries, or a change in the number of tax withholding exemptions, needs to be reported in writing without delay to the General manager.

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3.10

Safety
The safety and health of employees is a priority. CHI Seafood LLC makes every effort to comply with all federal and state workplace safety requirements. CHI Seafood LLCs workplace safety rules and regulations are the following: Be Sure you know the safe way to perform any duty assigned to you. If there is any question ask your manager. You are not expected, under any circumstances, to take unnecessary chances or to work under hazardous conditions. Walk dont run! USE HANDRAIL WHILE ON STAIRS! Horseplay and practical jokes are dangerous and are never tolerated. Report ALL accidents to your manager. Regardless of injury. Lift Properly. Keep your back straight and squat. Never hesitate to ask for help for a heavy object. Clean up spills right away. To prevent slip & falls. Use wet floor signs where appropriate. Use all required safety equipment. Report defective equipment. Do not stand on Chairs or stoolsget a ladder. Report suspicious activity immediately.

Each employee is expected to obey safety rules and exercise caution and common sense in all work activities.

3.11

Building Security
Each and every employee must follow the building security rules and regulations for each specific location. Enter and exit through approved door. Keep personal belongings in appropriate areas.

Employees are not allowed on CHI Seafood LLC property after hours without prior authorization from their supervisor.

3.12

Personal Property

The CHI Seafood LLC Safety Office maintains a property management system that efficiently tracks lost and found property reports. Persons seeking information about lost or found property may do so by contacting Chi Seafood Managemen.t CHI Seafood LLC Assumes no risk for any loss or damage to personal property and recommends that all employees have personal insurance policies covering the loss of personal property left at the office.

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3.13

Health-related Issues
Employees who become aware of any health-related issue should notify their supervisor of health status as soon as possible.

3.14

Employee Requiring Medical Attention


Employees should report all work-related injuries and accidents immediately to their supervisor.

3.15

Employment of Relatives
CHI Seafood LLC Is pleased to consider for employment-qualified applicants who are related to employees. When CHI Seafood LLC employs more than one member of a family, one family member may not supervise the other. If such a situation should arise and the employees are unable to develop a workable solution, management will decide which employee may be transferred and/or terminated.

3.16

Weather-related and Emergency-related Closings


At times, emergencies such as severe weather, fires, or power failures can disrupt company operations. In such instances, Executive Staff will decide on the closure and Management will provide the official notification to the employees.

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4.1

STANDARDS OF CONDUCT
General Guidelines
All employees are urged to become familiar with CHI Seafood LLC rules and standards of conduct and are expected to follow these rules and standards faithfully in doing their own jobs and conducting the companys business.

4.2

Attendance and Punctuality


CHI Seafood LLC Expects employees to be ready to work at the beginning of assigned daily work hours, and to reasonably complete their projects by the end of assigned work hours. Early is on-time On-time is late Late is unacceptable

4.3

Work Schedule
Full-time: Employee who consistently works a minimum of 30 hours per week Part-time: Employee who consistently works less than 30 hours per week On-Call: Employee who works periodically for intermittent or temporary periods of time. Temporary: Employee who works for only a specified time frame. Exempt: Employee who are paid salary or meet provisions and are not subject to state and federal overtime laws. Non-Exempt: Employees who are paid hourly or salaried and are eligible for over-time compensation for hours worked over 40 per week.

4.4

Absence and Lateness


From time to time, it may be necessary for an employee to be late or absent from work. CHI Seafood LLC is aware that emergencies, illnesses, or pressing personal business that cannot be scheduled outside work hours may arise. It is the responsibility of all employees to contact all affected parties if they will be absent or late.

All employees will agree to and sign the attendance SOP.

4.5

Unscheduled Absence
Absence from work for three (3) consecutive days without notifying management (No call/no show) will be considered job abandonment.

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4.6

Meal and Break Period


CHI Seafood LLC will provide family meal daily to each opening employee. Each location will adopt a policy for times and conditions of family meal.

4.7

Harassment Policy

CHI Seafood LLC does not tolerate workplace harassment. Workplace harassment can take many forms. It may be, but is not limited to, words, signs, offensive jokes, cartoons, pictures, posters, e-mail jokes or statements, pranks, intimidation, physical assaults or contact, or violence.

4.8

Sexual Harassment Policy

CHI Seafood LLC does not tolerate sexual harassment Sexual harassment may include unwelcome sexual advances, requests for sexual favors, or other unwelcome verbal or physical contact of a sexual nature when such conduct creates an offensive, hostile, and intimidating working environment and prevents an individual from effectively performing the duties of their position.

4.9

Violence in the Workplace

CHI Seafood LLC has adopted a policy prohibiting workplace violence. Consistent with this policy, acts or threats of physical violence, including intimidation, harassment, and/or coercion, which involve or affect CHI Seafood LLC or which occur on CHI Seafood LLC or client property, will not be tolerated.

4.10

Confidential Information, Nondisclosure & Social Media

By continuing employment with CHI Seafood LLC, employees agree that they will not disclose or use any of CHI Seafood LLCs confidential information, either during or after their employment. CHI Seafood LLC sincerely hopes that its relationship with its employees will be long-term and mutually rewarding. However, employment with CHI Seafood LLC assumes an obligation to maintain confidentiality, even after an employee leaves CHI Seafood LLCs employ. Employees must adhere to the following rules: Employees may not post on any Social Media site during work or on company equipment. Expect if position has specific job related privileges/duties. Employees may not disclose any confidential information including but not limited to specific guests their whereabouts and actions. Employees will sign Nondisclosure agreement

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4.11

Ethical Standards
CHI Seafood LLC insists on the highest ethical standards in conducting its business. Doing the right thing and acting with integrity are the two driving forces behind CHI Seafood LLCs great success story. When faced with ethical issues, employees are expected to make the right professional decision consistent with CHI Seafood LLCs principles and standards.

4.12

Dress Code
Employees of CHI Seafood LLC are expected to present a clean and professional appearance while conducting business, in or outside of the restaurant. Dressing in a fashion that is clearly unprofessional, that is deemed unsafe, or that negatively affects CHI Seafood LLCs reputation or image is not acceptable. All uniformed FOH employees will arrive and leave in FULL uniform. All uniformed FOH employees are responsible for the laundering of said uniforms. Shoes shall be Black and able to be polished for all FOH employees. Skid safe for all BOH employees. Females serving food should have hair pulled back. Males will maintain tidy haircut similar to haircut when hired facial hair should not exceed inch and should be neatly trimmed. Tattoos are permitted as long as they arent visible when employee is in proper uniform. Make-up should be natural and nail polish neutral (French manicure or a classic red). If not polished nails shall be kept nails neat and clean. Jewelry is tasteful and kept to a minimum. 1. A maximum of One ring per hand/one necklace/one bracelet Facial piercings and gauged ear plugs are not permitted

4.13

Use of Equipment
CHI Seafood LLC provides employees with the equipment needed to do their job. None of this equipment should be used for personal use, nor removed from the physical confines of CHI Seafood LLC unless it is approved for a job that specifically requires use of company equipment outside the physical facility. Chefs and Line cooks will supply their own Knives and personal tools FOH will supply their own wine keys, pens, and locker locks.

4.14

Use of Computer, Phone, and Mail


CHI Seafood LLC Property, including computers, phones, electronic mail, and voice mail, should be used only for conducting company business. Incidental and occasional personal use of company computers, phones, or electronic mail and voice mail systems is permitted, but information and messages stored in these systems will be treated no differently from other business-related information and messages.

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4.15

Use of Internet
Employees are responsible for using the Internet in a manner that is ethical and lawful. Use of the Internet must solely be for business purposes and must not interfere with employee productivity.

4.16

Use of Computer Software


CHI Seafood LLC Does not condone the illegal duplication of software. The copyright law is clear. The copyright holder is given certain exclusive rights, including the right to make and distribute copies. Title 17 of the U.S. Code states that it is illegal to make or distribute copies of copyrighted material without authorization (Section 106). The only exception is the users right to make a backup copy for archival purposes (Section 117).

4.17

Smoking Policy
No smoking of any kind is permitted inside any CHI Seafood LLC office or building. Smoking may take place only in designated smoking areas outside CHI Seafood LLC facilities. CHI Seafood LLC does not recognize or offer a smokers break. All employees must thoroughly wash hands after smoking. FOH employees may be required to brush teeth in addition. No smell of nicotine should be detected as it is adverse to our diners overall experience.

4.18

Alcohol and Substance Abuse


It is the policy of CHI Seafood LLC that the workplace be free of illicit drugs and alcoholic beverages, and free of their use. In addition to damage to respiratory and immune systems, malnutrition, seizures, loss of brain function, liver damage, and kidney damage, the abuse of drugs and alcohol has been proven to impair the coordination, reaction time, emotional stability, and judgment of the user. This could have tragic consequences where demanding or stressful work situations call for quick and sound decisions to be made.

4.19

Gifts
Advance approval from management is required before an employee may accept or solicit a gift of any kind from a client or customer. Employees are not permitted to give unauthorized gifts to clients or customers.

4.20

Solicitations and Distributions


Solicitation for any cause during working time and in working areas is not permitted. Employees are not permitted to distribute non-company literature in work areas at any time during working time.

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4.21

Complaint Procedure
Employees who have a job-related issue, question, or complaint should first discuss it with their immediate supervisor. If the issue cannot be resolved at this level, CHI Seafood LLC encourages employees to contact Owner/Partners. CHI Seafood LLC maintains an Open Door Policy. Employees who observe, learn of, or, in good faith, suspect a violation of the Standards of Conduct of CHI Seafood LLC should immediately report the violation in accordance with the complaint SOPs

4.22

Corrective Procedure
Unacceptable behavior that does not lead to immediate dismissal may be dealt with in any of the following manners: (a) Verbal Warning, (b) Written Warning, (c) DecisionMaking Paid Leave/Counseling Session, (d) Termination,

4.23

Crisis Suspension
An employee who commits any serious violation of CHI Seafood LLC policies at minimum will be suspended without pay pending an investigation of the situation. Following the investigation, the employee may be terminated without any previous disciplinary action having been taken.

4.24

Transfer Policy
CHI Seafood LLC Recognizes that a desire for career growth and other needs may lead an employee to request a transfer to another position. An employee with proper qualifications will be eligible for consideration for transfer to another department provided that the transfer does not occur within 90 Days of the employees date of hire or within one year of any previous transfer.

4.25

Outside Employment
Employees may not take an outside job, either for pay or as a donation of their personal time, with a customer or competitor of CHI Seafood LLC; nor may employees do work on their own if it competes or interferes in any way with the sales of products or services that CHI Seafood LLC provides to its clients.

4.26

Employment Termination/Resignation
After the application of disciplinary steps, if it is determined by management that an employees performance does not improve, or if the employee is again in violation of CHI Seafood LLC practices, rules, or standards of conduct, following a Decision-Making Leave, employment with CHI Seafood LLC will be terminated. Employees will sign Disciplinary Policy SOP

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4.27

Exit Interview
In a voluntary separation situation, CHI Seafood LLC management would like to conduct an exit interview to discuss the employees reasons for leaving and any other impressions that the employee may have about CHI Seafood LLC.

4.28

Return of Company Property


Any CHI Seafood LLC property issued to employees, such as computer equipment, keys, parking passes, uniforms, or company credit card, must be returned to CHI Seafood LLC at the time of termination. Employees will be responsible for any lost or damaged items.

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COMPENSATION POLICIES
It is CHI Seafood LLCs desire to pay all employees wages or salaries that are competitive with other employers in the marketplace and in a way that will be motivational, fair, and equitable. Compensation may vary based on roles and responsibilities, individual, and company performance, and in compliance with all applicable laws.

5.1 Base Compensation

5.2 Timekeeping Procedures


By law, CHI Seafood LLC is obligated to keep accurate records of the time worked by employees. Each employee must fill out the appropriate electronic CHI Seafood LLC time record each week, and time records must be completed in accordance with the CHI Seafood LLC time-reporting guidelines.

5.3

Overtime Policies
Overtime compensation is paid to non-exempt employees in accordance with federal and state wage and hour restrictions. All overtime work performed must receive the supervisors prior authorization. Employees will sign Overtime policy agreement policy

5.4

Payroll and Paydays


The frequency of CHI Seafood LLC payroll distribution is dependent upon an employees employment status. Regular full-time salary employees (exempt or non-exempt) are paid Bi-weekly. Regular hourly non-exempt and exempt employees and contingent hourly non-exempt and exempt employees are paid Bi-weekly. Upon hire a yearly payday calendar will be supplied to new employees and remain available in managers office and be posted on employee notification boards.

5.5 Performance and Salary Reviews


Performance reviews will be conducted at 60 days, and one year. Reviews will then be conducted on a yearly basis. The first 90 days of employment are considered a probation period. New employees must meet all requirements asked of him/her. In good faith the new employee should make a concerted effort in integrate themselves into the team. At the 60-day review employees progress will be discussed including but not limited to company, food and beverage knowledge. Goals if any will be put in place. At the 90 day mark it will be determined if employee has met 60 day goals. If this is not the case the employee and Chi Seafood LLC will part ways.

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At each yearly employee review salary increases will be discussed based on each employees individual employment contract.

5.6 Opportunities for AdvancementProgression and Promotion


Chi Seafood LLC would like to provide employees with every opportunity for advancing to other positions or opportunities within the company. Approval of progression moves or promotions depends largely upon training, experience, work record, and business need. However, Chi Seafood LLC reserves the right to look outside the company for potential employees as well.

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6 GROUP HEALTH AND RELATED BENEFITS


6.1 Benefits Summaries and Eligibility

Chi Seafood LLC sponsors a comprehensive benefits program for eligible employees, and each benefit plan has specific eligibility conditions. The benefits are summarized in separate booklets, which are provided to all eligible employees. The details of each benefit are contained in separate legal documents, which take precedence over anything contradictory in the summaries. All full-time employees will enjoy all of the benefits described in this policy and the individual plan summaries as soon as they meet all of the eligibility requirements for each particular benefit. Part-time employees may be eligible for certain benefits if they meet the eligibility conditions.

6.2

Health Insurance
Chi Seafood LLC has made every effort to find a comprehensive health plan that will meet the needs of both families and individuals. A detailed explanation of benefits and how to use the insurance is available in the health insurance summary plan booklet provided by the insurance company. For eligible full time employees, insurance will become effective after 90 days of employment

6.3

COBRA Notification
According to the federal Consolidated Omnibus Budget Reconciliation Act (COBRA) of 1985, in the event of your termination of employment with Chi Seafood LLC or loss of eligibility to remain covered under Chi Seafood LLCs group health insurance program, employees and their eligible dependents may have the right to continued coverage under Chi Seafood LLCs group health insurance program for a limited period of time at their own expense. Consult the Benefits Administrator for details.

6.4

Workers Compensation
All employees are entitled to Workers Compensation benefits paid by Chi Seafood LLC. This coverage is automatic and immediate and protects employees from work-related injury or illness. If an employee cannot work due to a work-related injury or illness, Workers Compensation insurance pays his or her medical bills and provides a portion of his or her income until he or she can return to work.

6.5 Unemployment Compensation


Unemployment compensation is designed to provide a temporary income for those who are out of work through no fault of their own. Depending upon the circumstances,

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employees may be eligible for Unemployment Compensation upon termination of employment with Chi Seafood LLC. The Division of Unemployment Insurance of each States Department of Labor determines eligibility for Unemployment Compensation. Chi Seafood LLC pays the entire cost of this insurance program.

6.6

Social Security

The United States Government operates a system of mandated insurance known as Social Security. As a wage earner, employees are required by law to contribute a set amount of weekly wages to the trust fund from which benefits are paid. As employer, Chi Seafood LCC is required to deduct this amount from each paycheck an employee receives. In addition, Chi Seafood LLC matches employee contribution dollar for dollar, thereby paying one-half of the cost of employee Social Security benefits.

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7
7.1

TIME-OFF BENEFITS
Holiday Policy
CHI seafood LLC reserves the right to require employees to work on any/all holidays. It is the nature of our business to remain operational even on holidays. The state of Florida does not require any extra Holiday pay at this time. In the event that you work on a holiday you will be paid your normal rate of pay.

7.2

Vacation Time
All regular status Chi Seafood LLC employees are eligible to accrue vacation time. Vacation hours accrue on a monthly basis. Please refer to you individual employment agreement for details. Sick leave may be used during an employees own illness or for an illness in the employees immediate family. Sick leave will be limited to four (4) 8-hour days per year for all regular full-time employees and four (4) 4-hour days for all regular part-time employees. Employees are eligible for sick time after 90 days.

7.3

Bereavement Leave
Generally, a full-time or part-time employee shall be entitled to Bereavement Leave upon the death of a spouse (including a de facto spouse), son, daughter, stepson, stepdaughter, parent, stepmother, stepfather, brother, sister, stepbrother, stepsister, grandson, granddaughter, grandparent, mother-in-law, father-in-law, son-in-law, or daughter-in-law.

7.4

Jury Duty
Chi Seafood LLC is committed to supporting the communities in which Chi Seafood LLC operates, including supporting Chi Seafood LLC employees in fulfilling their responsibilities to serve as jurors whenever it is possible. When an employee receives notification regarding upcoming jury duty, it is their responsibility to notify their direct supervisor within one business day of receiving the notice.

7.5

Military Reserves or National Guard Leaves of Absence

Employees who serve in U.S. military organizations or state militia groups such as the National Guard may take the necessary time off to fulfill this obligation and will retain all of their legal rights for continued employment under existing laws.

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7.6

Family/Medical Leaves of Absence


Occasionally, for medical, personal, or other reasons, employees may need to be temporarily released from the duties of their job with Chi Seafood LLC. It is the policy of Chi Seafood LLC to allow its employees to apply for and be considered for certain specific leaves of absence. All requests for leaves of absence should be submitted in writing to management.

7.7

Extended Disability Leaves


If a period of disability continues beyond the 12 weeks provided for within the Family/Medical Leaves of Absence section, an employee may apply in writing for an extended disability leave.

7.8

Uniformed Services Employment and Reemployment


As an Equal Opportunity Employer, Chi Seafood LLC is committed to providing the basic employment and reemployment services and support as set forth in the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA).

7.9

Personal Leaves of Absence


In special circumstances, Chi Seafood LLC may grant a leave for a personal reason, but never for taking employment elsewhere or becoming self-employed. Personal leaves of absence must be requested in writing and are subject to the discretion of management.

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1. 8 EMPLOYEE COMMUNICATIONS
8.1 Open Communication
Chi Seafood LLC encourages employees to discuss any issues they may have with a coworker directly with that person. If a resolution is not reached, employees should arrange a meeting with their direct supervisor. If the concern, problem, or issue is not properly addressed, employees should contact the Human Resources Department. Any information discussed in an Open Communication meeting is considered confidential, to the extent possible while still allowing management to respond to the problem. Retaliation against any employee for appropriate usage of Open Communication channels is unacceptable.

8.2

Staff Meetings
In order to keep the communication channels open, Chi Seafood LLC implements a daily staff meeting. Employees receive communications from Management about the agenda and discussion topics related to service and upcoming events.

8.3 Electronic Bulletin Boards


Chi Seafood LLC runs a company-wide electronic bulletin board service where employees can find organizational announcements, news/events, and discussions about specific topics. The employee is responsible for reading necessary information posted on the bulletin boards.

8.4

Suggestions
Chi Seafood LLC encourages all employees to bring forward their suggestions and good ideas about making Chi Seafood LLC a better place to work and enhancing service to Chi Seafood LLC customers. Any employee who sees an opportunity for improvement is encouraged to talk it over with management. Management can help bring ideas to the attention of the people in the organization that will be responsible for possibly implementing them. All suggestions are valued.

8.5

Closing Statement
Successful working conditions and relationships depend upon successful communication. It is important that employees stay aware of changes in procedures, policies, and general information. It is also important to communicate ideas, suggestions, personal goals, or problems as they affect work at Chi Seafood LLC.

2 CHI SEAFOOD LLC EMPLOYEE HANDBOOK 4

Employee Handbook

9 ACKNOWLEDGMENT
I acknowledge that I have received a copy of the Chi Seafood LLC Employment Policies, and I do commit to read and follow these policies. I am aware that if, at any time, I have questions regarding Chi Seafood LLC company policies I should direct them to my manager or the Human Resources Department. I know that Chi Seafood LLC company policies and other related documents do not form a contract of employment and are not a guarantee by Chi Seafood LLC of the conditions and benefits that are described within them. Nevertheless, the provisions of such Chi Seafood LLC company policies are incorporated into the acknowledgment, and I agree that I shall abide by its provisions. I also am aware that Chi Seafood LLC, at any time, may on reasonable notice, change, add to, or delete from the provisions of the company policies.

________________________________ Employees Printed Name

___________________________
Position

________________________________ Employees Signature

___________________________ Date

CHI SEAFOOD LLC EMPLOYEE HANDBOOK 2 5