We have the responsibility to protect our employees and guests. Our goal is to develop the reputation as a premier company and employer. The possession, unauthorized use, or unlawful sale or consumption of alcohol or drugs by employees on company premises will not be tolerated. Violation of this policy will result in immediate disciplinary action.
Meltz has a Drug & Alcohol Abuse Policy that establishes a “Drug Free Workplace” for employees. As a condition of employment, all employees must comply with the Drug & Alcohol Abuse Policy oriented toward a drug free workplace. By signing the Receipt and Acknowledgement form on the last page of this handbook, you are confirming you understand Meltz reserves the right to random drug or alcohol testing, post-incident or otherwise, to ensure a drug and alcohol free, safe work environment.
In keeping with intent to provide a safe and healthful work environment, smoking by employees on the clock is prohibited in all public and work-related areas and is permitted only outside the back of the building and away from the back door or in your vehicle. Cigarettes completely extinguished must be disposed of properly and littering will not be tolerated. Smoking is allowed only during a break as authorized by your supervisor. Employees must wash their hands when returning from break. Please remember in the food industry, tobacco breath is particularly unpleasant and so we respectfully request that you brush your teeth or use breath mints to eliminate the smell.
At Meltz we believe our most important asset is our people and expect team members to observe the highest standards of conduct. In keeping with those values, we are committed to maintaining a work environment that is free of discrimination, including harassment, based on a legally protected status. We will not tolerate any form of harassment against any employee by anyone, including co-workers, management, vendors or guests. All employees are expected to avoid any behavior or conduct that could be interpreted as harassment. Employees are expected to make it known promptly whenever they experience or witness offensive behavior or conduct.
The conduct prohibited by this policy includes all unwelcome conduct, whether verbal, physical, visual, that is based upon a person’s protected status, such as sex, color, creed, religion, age, disability, medical condition, marital status, veteran status, citizenship status, sexual orientation, or other protected group status. The conduct prohibited by this policy includes, but is not limited to: epithets, slurs, negative stereo-typing, or intimidating acts that are based on a person’s protected status.
Sexual harassment is unwelcome sexual advances, requests for sexual favors or other verbal or visual conduct based on sex constitute harassment when (1) submission to the conduct is made a condition of employment, (2) submission to or rejection of the conduct is used as a basis for an employment decision, or (3) the conduct creates an intimidating, hostile or offensive working environment.
Sexual harassment includes conduct directed towards a person of the opposite or same sex and is not limited to explicit demands, favors or innuendos. It may also include such actions as (1) sex-oriented verbal kidding, teasing or jokes; (2) repeated sexual flirtations, advances or propositions; (3) continued or repeated verbal abuse of a sexual nature; ;(4) graphic or degrading comments about an individual or his or her appearance; (5) display of suggestive objects or pictures; (6) subtle pressure for sexual activity; (7) physical contact such as patting, hugging, pinching, or brushing against another person’s body.
If you experience or witness any conduct that is uncomfortable for you, we encourage and expect you to promptly notify your supervisor. Please take every step necessary to make sure that your concern is known to management. All reports that you make will be fully investigated and Meltz will preserve anonymity to the extent the needs of the investigation permit. In investigating complaints of harassment under this policy, Meltz may impose discipline for inappropriate conduct that comes to its attention, without regard to whether the conduct constitutes a violation of law or even a violation of this policy.
Any employee who reports harassment or cooperates in the investigation of a complaint will be protected from retaliatory action. If you feel you have been retaliated against, you are to notify your supervisor or someone on the Management Team.
To avoid actual or apparent favoritism, conflict of interest and harassment issues, certain personal or social relationships between team members is prohibited. Specifically, an employee who is related to or engaged in a romantic relationship with another employee may not be employed in a direct reporting relationship with that employee; or in a position where one employee may influence the employment, compensation, or working conditions of the other; or in a position where confidentiality is of critical importance. There may also be other circumstances where employees in the same department or chain of command who are close friends create a conflict, favoritisms, or harassment issue.
If it is determined that an inappropriate working relationship exists between team members as described in this policy, arrangements must be made within 7 days for one of them to request another position or a change of shift. If the two do not make such arrangements, management reserves the right to transfer one of the employees to another position or discharge one or both team members.