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🔴Eagles Nest - FOH Employee Handbook


Hello and welcome to the Eagles Nest Restaurant. We warmly welcome you and are excited that you have decided to become part of our team. Below you will find the rules and regulations that help make our restaurant what it is. It describes the various benefits to which you as an employee are entitled. It also contains the basic company policies and regulations.


This handbook outlines various terms and conditions of your employment. These terms and conditions will not remain constant; they will be reviewed and revised from time to time. This handbook does not create a contract of employment or promise that any employee’s employment will continue for a definite period of time. It is merely meant to outline policies, rules and benefits. In the event of amendment to current policies, Eagle’s Nest will post an announcement.

General Policy

The management of the Eagle’s Nest knows that its employees and their welfare are most important to the success of the restaurant. Our long-range objective is the continuous development of a growing and prospering business through which both employees and the restaurant can benefit. Eagles Nest policy is to work with all employees in a fair and friendly manner, and for their best interests. This Handbook of The Eagles Nest policies is an integral part of the restaurants attempt to further this commitment. It should be understood, however, that nothing in these restaurant policies in any way creates an expressed or implied contract of employment. Employees have the right, at any time, to terminate their employment with the Eagles Nest, with or without cause and the Eagles Nest reserves a similar right to terminate employment, at any time, with or without cause. Neither the Eagles Nest, nor any of its managerial or supervisory representatives can guarantee employees employment for any duration or period of time. All employment at the Eagles Nest is “at will”. At will means that just as employees may resign and terminate their employment at anytime, and with or without ‘cause’; the Eagles Nest reserves the right to terminate employment of its employees within its sole and exclusive discretion, at any time, with or without ‘cause’.

10/4 Rule of Hospitality

Any time you’re within 10 feet of a customer make solid eye contact and smile, and when you’re within 4 feet, greet them verbally. The expectation is that we are acknowledging our customers 100% of the time.

The details: This rule applies to customers entering the restaurant: When anyone comes within ten feet of you, make eye contact and smile; at four feet, verbally greet them.

When used well, the 10-4 Rule helps create a positive welcoming environment, the kind of space where the best people want to work, eat or be.

The rule applies throughout the building: There is no cap on how many of us can—and should—implement the 10-4 Rule with a single person. There is no quota that applies to happy, heartfelt greetings! Particularly in the case of a customer, this might seem counter-intuitive. It is common to think that if you are not the person who is directly serving a customer, the best thing to do is to avoid making eye contact with the customer so you are not at risk of distracting (or detracting!) from the work that one of your coworkers is already doing. In truth, everyone who gets within ten feet of a customer should be making eye contact, and at four feet, offering a greeting. Sure, it adds up to a lot of greetings but it’s the polite, and professional thing to do.

Pretending that someone is invisible is rude, sends a negative message and leads to missed connections with customers and a rather impersonal overall service experience.

The rule also applies to customers on their way out: This aspect is easy to forget - even when you have a ton of experience in customer service. The rule still applies when your customer or co-worker is headed towards the door. If we don’t make eye contact and acknowledge folks even when they are leaving, we miss a free opportunity to have them leave feeling like we cared about them. We might miss our last chance to discover that something during their visit unintentionally alienated them.

Over the years, we’ve experienced hundreds of “moments of truth” simply because a staff member near the door interacted with the guest as they were leaving, and then, either through direct customer comments or through reading body language and tone of voice, was able to identify a problem and take last-minute action before we lost that customer for life.

The rule applies all the time: Customer Service: 10-4 Rule The rule applies to a 360-degree field of view. While not all of us are able to grow eyes on the back of our heads, recognizing that the rule applies all the time means you maintain awareness of your field of view. For example, when you’re working in a retail environment, stand in a position that makes it easy for you to see the customers - particularly those that might need help. When you are doing sidework or sweeping the floor, maintain awareness of the people around you.

Clocking In / Clocking Out

It is YOUR responsibility to clock in and out. Failure to clock in at the beginning or to clock out at the end of your shift will result in you not being paid for your full shift.


Good attendance is important. Your fellow coworkers depend upon you for their work; so do not disadvantage them by unnecessary absence. Excessive absenteeism will not be tolerated and if continued it will be grounds for dismissal. If you must miss work for any reason, YOU (not your mother, husband, wife, etc) must CALL management ASAP. You must have your shift covered before you call off. All call offs will be written up and filed. After three write ups, you will be terminated. The only exception to this rule is if you have a doctor’s note. It must be presented to management the first day back after an absence.


Everyone is expected to report to work at the time they are scheduled. This will allow time for you to prepare for the shift ahead. Habitual tardiness and absenteeism, excused or unexcused, cannot and will not be tolerated and will be cause for disciplinary action, up to and including termination.

Three warning write-ups may cause you to be taken off the scheduled for 1 week or termination based upon Management’s decision. If for any reason you are running late, you must call the restaurant to let management know. Do not tell whoever answers the phone. Ask to speak to a manager.

Change of Status

All changes of personal status are to be reported management. Items included are: marital status, address, telephone number, and dependents (additions or deletions), etc.

Because of the complexities involved in your taxes, it is your responsibility to ensure that the information on file is accurate.


A typically pay period is Monday-Sunday, with current operating days as Wednesday-Sunday. Paychecks for a completed period are dispersed on the next pay day (Friday). You must pick up your paycheck, personally. Direct deposit is also available.

If you yourself are unable to pick up your paycheck, you may call and speak to the manager and with approval, a signed note will have to accompany the person picking up the check.

If a paycheck is in error for any reason, notify your manager before cashing the check. Errors will be corrected on the next 

By law, The Eagles Nest is required to honor legal garnishments of employees’ wages. These include child support, PHEAA 
student loan repayment, and income tax garnishments.

Each employee is responsible for any personal status changes that affect paychecks. Correct personal information will ensure 
that your files are up-to-date. Report any change in your name, address, telephone number, etc., to your manager 
immediately. To update tax-filing status, complete a new W-4 form.

Upon termination or resignation, final paychecks will be issued during the next regular pay cycle.

Retain copies of your check stubs for your records. These cannot be duplicated in-house. Only by accountant.

Staff Communication on GroupMe

FOH staff must download the application GroupMe and create an account. Management will invite you to 2 main groups/chats:

Nest Essential Business Comms - Important communication of information pertaining to operations, schedules, reporting problems, updates, etc. Nest Social Hall - Non-essential to business. Sharing of memes, funny videos, casual conversations, etc.

You are expected to monitor, check and respond to essential business topics as they arise in a timely manner.

General FOH Appearance/Hygiene/Uniform

•Please ensure that your uniform is clean and ironed each day before you come in. Your appearance is important. You are a representation of the Eagles Nest, and we want all of our guests to leave with only the highest opinion of us. You must enter the building in FULL uniform, with shirts tucked in. You will not be permitted to change into to your uniform here. Do not use coming from another job as an excuse.

Servers, your apron should be clean before you arrive onsite.

•Jewelry must be kept to a minimum. One ring will be allowed on each hand. No thumb rings. Women may wear up to 2 earrings in each ear, on the lobe only. NO facial piercings. This includes tongue and nose rings. Please keep bracelets simple and minimal.

•Exposed tattoos should be hidden and covered by your uniform. Any forearm tattoos must be covered up, and therefore you will not be permitted to roll your sleeves.

•Hair & Makeup - If your hair is longer than, or touching your collar, it must be pulled back and up. You may not wear scarves in your hair. Please ensure that your hair is clean and tidy upon entering the restaurant. Please keep makeup light and natural. If you wear perfume, make sure you use it sparingly. Nails must be kept to a minimal and clean. (no chipping polish) DO NOT USE YOUR NAILS OR PENS ON THE COMPUTER SCREEN! Use only the pads of your fingers. Facial hair must be kept neatly trimmed.

Server/Bartender Uniforms

•Shirt - Long sleeved, black button down shirt. Tucked in and wrinkle free. Sleeves may be rolled twice to a 3/4 length.

•Pants - Black slacks/dress pants (no denim). If the pants you purchase are too long, you MUST have them hemmed before reporting to work your first day. Do not staple or pin them. If your pants are too long when you come into work, you will be sent home.

•Shoes - You will be able to wear any type of black, non-slip soled shoes that you like, as long as they have a closed toe and heel. Boots, industrial footwear, crocks, etc will not be permitted. Black socks must always be worn.

•Apron - Black bistro apron at 1/2 or 3/4 length

•Lighter - Important to carry a small lighter (short neck), zippo, BIC, etc for flambeeing Saganaki tableside.

•Wine key - All servers and bartenders must carry a wine key + cork screw with a single or double hinge fulcrum.

-Prohibited wine openers:

-Wing Corkscrew

-Electric Wine Opener

-Ah-so Cork Puller

-Air Pressure Pump

-Lever Corkscrew

-Twist & Pull Corkscrew

Example Server/Bartender Uniform:

Hostess Uniform

Your uniform consists of black pants, a white oxford shirt. DO NOT wash your shirt with your pants. The colors will bleed together and cause your shirt to become grey. Anyone wearing shirts that do not look clean will be required to buy a new uniform before returning to work.

If the pants you purchase are too long, you MUST have them hemmed before reporting to work your first day. Do not staple or pin them. If your pants are too long when you come into work, you will be sent home.

You will be able to wear any type of black, non-slip soled shoes that you like, as long as they have a closed toe and heel. Boots, industrial footwear, crocks, etc will not be permitted. Black socks must always be worn. Please ensure that your uniform is clean and ironed each day before you come in. Your appearance is important. You are the first impressions of the Eagles Nest, and we want all of our guests to enter and exit with only the highest opinion of us. You may roll up your sleeves, but no more than twice. You must enter the building in FULL uniform. You will not be permitted to change into to your uniform here. Do not use coming from another job as an excuse.

Example Hostess Uniform:

Busser Uniform

Your uniform consists of black pants/slacks, choice of black button down shirt (tucked in) or black, short sleeved polo with a collar. You will be able to wear any type of black, non-slip soled shoes that you like, as long as they have a closed toe and heel. Boots, industrial footwear, crocks, etc will not be permitted. Black socks must always be worn. Black 1/4 length apron.


A pager will be assigned to you by pager #. The pagers should be picked up upon arrival, after clocking in and worn throughout your shift until you clock out.

You will be paged throughout the shift from 3 different stations: •Hostess - Alerting you of new table assignment (green). •Bar - Alerting you that your drinks are ready for pickup (blue).

•Kitchen - Alerting you that your food is ready for pickup (red).

Make sure to respond and react as necessary in a timely manner. Always prioritize hot food first.

Cell Phones

Eagles Nest has adopted the following cellular phone use policy. This usage applies to any personally owned device capable of placing or receiving phone calls, messages, text or video messages, or with access to the internet or email.

Non-management level employees are prohibited from cell phone use while at work during operating hours and while guests are in the building. This prohibition includes receiving or placing calls, social media, text messaging, surfing the Internet, receiving or responding to email or checking for phone messages. Cell phones are to be silenced and stowed/pocketed upon arriving at the workplace unless otherwise permitted elsewhere in this policy.

Eagles Nest recognizes the fact many of their employees use a cell phone as a means for emergency notification by family, schools, hospitals and other persons or organizations for which emergency contact is necessary. Limited emergency use of cell phones is permitted under the following conditions:

•Employees must inform management that an emergency exists

•Upon management approval, the employee may excuse themselves to a quite are in BOH our outside to respond to the emergency.

The recognized staff-level job positions for which cell phone usage is prohibited for Eagles Nest are as follows:





Violation/Abuse of Cell Phone Policy - Employees who violate this policy will be subject to disciplinary actions, up to and including employment termination.

Bags and Personal Belongings

Keep personal items and bags/purses in your car if possible. If you do not drive to work, a maximum of 1 bag/purse/backpack may be stowed at upstairs hallway/storage area. Eagles Nest is not responsible for lost or stolen items.


Breaks during an extended shift may be taken upon approval from management.


Smoking will be permitted only before your shift begins and after your final table has paid. You must go downstairs by ventilation fan or outside to smoke. Please put butts in the ashtray provided. Failure to do this will result in the loss of smoking privileges for everyone!


All employees must use the restroom located in the basement. When using the restroom, please make sure to let someone know so they can keep an eye on your station.

Answering Phones

Front desk/hostess team should be the prioritized staff for answering phones. Please be courteous when answering phone. Answer with a warm welcoming smile.

Example: "Thank you for calling Eagles Nest, this is ________ speaking. How may I help you?"


•No gum chewing at any time while you are on the clock.

•You must supply your own pens and paper.

•Please do not have people come into visit you at work. Your friends and family may

come into eat. If you have someone coming to pick you up after work, please tell them to wait in the car unless they plan on coming in to eat. We do not want your friends coming in to just hang out.

Server Banks and Bartender/Hostess Drawers

You will be responsible for handling all credit card transactions for your guests. You must keep these credit card receipts until the end of your shift, at which time you will give them to management after they have checked your side work. You are also responsible for handling all cash transactions in the restaurant.

Each bartender and hostess will have their own cash drawer, so any mistakes made will be your responsibility. At the end of your shift, you will personally count your drawer. Write down the amount on a piece of paper and place it inside your drawer. In the event that your drawer comes up short, you will be responsible for paying the money back to the restaurant since you were the only one to use it.


Carding - You must card EVERYONE who appears to be under the age of 30 years old. Management will be observing you to ensure that you do this. There will be NO write ups for this offense.

Immediate termination will result in any server or bartender not carding.

Wine - When serving a bottle of wine, proper wine serving procedures must be used:

1) Present the bottle of wine to the host (person who ordered the wine) with the label

facing them, and wait for their approval.

2) Upon approval, open the bottle and, if applicable, hand the cork to the host. They

will smell the cork, check it for moisture or set it aside.

3) Pour a 1 oz sample for the host to allow for tasting, swirling and sniffing.

4) After getting the ‘OK’ from the host, proceed to pour the wine. Start with women,

serving the first one to the left of the host and continue until all the women have been

served. Next, serve the men, starting with the first man to the left of the host. You

will always serve the host last.

Be sure to pour even portions. 1 bottle of wine serves 4 glasses. Therefore, on a party of 6,

smaller portions must be served to ensure that everyone receives an equal amount. Do not

hesitate to suggest 2 bottles on a party of 5 or more, 3 bottles on a party of 9 or more, etc.

Liquor - Try to up sell your liquors. We offer a very nice selection of top shelf alcohol and it will only increase your tip if you offer it. When a guest orders a margarita, for example, feel free to ask ‘Would you like that with Jose Cuervo, Patron Silver or Don Julio?".

ANY AND ALL alcoholic drinks must be received at the bar. This will ensure that all drinks are being rung into the POS, which ensures that they are accounted for.

We understand that during busy times, you may have to wait to receive your drinks. Please be patient. If a bartender appears to need assistance, please inform a manager.

Intoxicated Patrons

Any patrons coming in appearing intoxicated will not be served here. You may ask them to leave. They may not stay and loiter in the bar or restaurant.

Kitchen Food Ready Page

Hot food is your #1 priority. When you feel your pager vibrate from the kitchen, even if you are in the middle of getting drinks, stop what you are doing and run your food. Do not make the expo/management chase you down when your food is up. The only exception to this rule would be if you are in the middle of taking an order. In which case, finish up quickly and go directly to the kitchen and pick up your order.

Server Table Management

Greet your tables professionally and uniquely. Example: "Hello everyone, welcome to Eagle Nest, thank you for joining us tonight. Is this your first visit to our restaurant?" Notice that the conversation is directed to the guest. When a guest is seated they really don't care about the server or their name. Rather, they want to feel welcome and know that they are going to be taken care of in a friendly and responsive manner. After a little small talk and reciting the specials say "Oh, by the way, my name is _________. I'll be back in just a minute with your beverage." Mix it up and keep your introductions and pleasantries fresh and organic.

Correct order of courses: •Drinks





•Dessert/After dinner drinks


Pre bus your tables as you go. Remove salad plates before the entrée arrives.

All martini glasses and mule cups MUST be returned to bar, not dish pit.

When plating up your food in the kitchen, do not over load your trays. Plates must be placed FLAT against the tray. This will greatly decrease your chance of breaking a dish. If you have more than one tray, ask for a follow.

Please be VERY careful with all glassware and dishes. They are very expensive and you must be cautious when handling them.

When serving a steak, ask your guest to cut into it while you are standing there. This will ensure that the steak has been cooked the right temperature. If a mistake has been made, this will also make sure the problem is dealt with immediately.

Always offer an after dinner drink or coffee when the guest has finished their entrée. Present the dessert tray to ALL tables!

Chatting with Guests

Keep personal chatting with your tables to a minimum, you must stay on top of all your tables and make sure they are all getting exceptional service. If they are not there will be consequences. It is not fair or professional if one person does not work as hard it looks bad for the business and for the other servers working extremely hard to make their customers happy.

Server End-of-Shift Sidework All closing sidework assignments must be checked by a lead server based on the posted checklist. Once approved, the lead server will approve the approval prompt on the POS to print your check out. Lead servers will hold you accountable for any missing sidework and you will not be dismissed until it is completed.

*Lead servers will be held accountable by management for incomplete sidework that was approved.

End of Shift Silverware Rolling

All servers must roll a specific amount of silverware based on their personal sales.

How to determine # of rollups: Your Sales / divided by 35 = # of rollups

Example: $1,500 sales / 35 = 43 rollups

Resolving Complaints

If a customer has any complaints, try your best to understand the problem and offer resolutions. If a resolution is unable to be met, escalate to a manager to intervene. Make sure you have collected all the information necessary and can efficiently articulate the nature of the problem to a manager. Do not say to a manager "I don't know" and expect him/her to just address the problem with no helpful information.


Voluntary resignations should be preceded by at least two working week's notice. A resignation must be in writing. Failure to give adequate notice will impact future considerations for rehire. Your immediate supervisor reserves the right to waive the two-week notice, grant immediate resignation and acknowledge that adequate notice was given. The Eagles Nest may rehire past employees based on previous performance and work history. Rehired employees will be considered new employees.

Injury or Accident While Working

If you are injured or have an accident while working, it is your responsibility to report this to the manager on duty. A first aid kit is always available and you should be aware of its location at all times. If you don’t know its location, ask a manager.

Behaviors That Will Result in Disciplinary Action

Failure to comply with any rules, guidelines, or procedures in this handbook will result in disciplinary action. The following is a list of behaviors that may not be included in other sections of this handbook. These behaviors, if they occur, will result in disciplinary action. This list is not exhaustive of the types of behavior that may result in disciplinary action, but rather is provided as a guide to employees to identify areas of concern to management. Management retains the right to discipline, including dismissal, for any behavior, whether related to job performance or otherwise, which adversely affects the reputation or business activities of our company.

- Criticizing, condemning, or complaining in a manner that affects employee morale

- Insubordination - refusal to accept a proper job as instructed by your supervisor or failure to carry out directives of 

- Violation of Safety or Security Policies

- Violation of Sanitation Policies

- Falsification of company records (this includes applications, time clock edits, and work records)

- Violation of Unlawful Harassment Policy

Unlawful Harassment - Statement of Philosophy

- Each individual has the right to work in a professional atmosphere that promotes equal opportunity and prohibits unlawful harassment. The goal of this harassment policy is to prevent harassment from occurring, and to provide for procedures for implementing this policy. The Eagles Nest will not tolerate harassment of its employees by anyone under its control.

- To ensure such an environment, Eagles Nest will not tolerate verbal or physical conduct by an employee or non-employee who harasses, disrupts, or interferes with another’s work performance or which creates an intimidating, offensive, or hostile work environment. Each supervisor has a responsibility to maintain a workplace free of such conduct since such conduct constitutes unlawful harassment.

- Unlawful harassment is a form of discrimination prohibited by the Pennsylvania Human Relations Act, 42 P.S. § 951, et seq.; Title VII of the Civil Rights Act, 42 U.S.C. § 2000e et seq; and the Americans With Disabilities Act, 42 U.S.C. § 12101 et seq. The term (unlawful harassment) includes, but is not limited to verbal, graphic, or physical conduct relating to an individual’s race, color, religion, ancestry, age (40 and above), sex, national origin, handicap or disability. Special attention is called to the prohibition of sexual harassment.

- Unlawful harassment is a form of employee misconduct that undermines the integrity of the employment relationship and will not be tolerated. This behavior is unacceptable in the workplace itself and in work-related settings. Employees must be allowed to work in an environment free from harassment. Consequently, employees who violate this policy will be subject to disciplinary action, including discharge.

Definition of Harassment

Harassment includes, but is not limited to slurs, jokes, or other verbal, graphic, or physical conduct relating to an individual’s race, color, religion, age, gender, national origin, disability or other immutable characteristic protected by local, state, or federal law. Ethnic harassment includes the use of derogatory words or phrases characterizing a given racial or ethnic group. Sexual harassment includes, but is not limited to:

1. Unwelcome sexual advances, requests for sexual favors in exchange for favorable treatment or continued employment or any employment benefit, and all other verbal or physical conduct of a sexual or offensive nature, especially where:

a. Submission to such conduct is made either explicitly or implicitly a term of condition of employment;

b. Submission to or rejection of conduct is used as the basis for decisions affecting an individual’s employment;

c. Such conduct has the purpose or effect of creating an intimidating, hostile, or offensive work environment.

2. Offensive comments, jokes, innuendoes, epithets, derogatory or obscene comments, slurs, or sexual invitations, obscene comments or gestures or verbal abuse, graphic or suggestive language about an individual’s dress or body, and all other 
sexually oriented or offensive statements.
a. Visual conduct such as derogatory or sexually oriented posters, photographs, cartoons, drawings or gestures or other 
displays in the workplace of a sexually suggestive or offensive nature.
b. Any and all other words of conduct which have the effect of unreasonably interfering with an individual’s 
performance or creating a hostile or offensive work environment.

Complaint Procedures

Complaints will be handled in such a way that they enhance working conditions and provide resolutions to employee problems. The procedures shall be used without fear of reprisal or employment security. You are encouraged to discuss with management any and all problems that you may have in connection with your work. Remember that many times your manager may be unaware of certain problems, and unless you call them to his/her attention, they may go by unnoticed and uncorrected.

1. The policy encourages individuals who believe they are being harassed to firmly and promptly notify the offender that his/her behavior is unwelcome.

All Complaints of unlawful harassment, as defined in this Policy, will be investigated promptly and in an impartial and confidential manner. Investigation may include, but not be limited to, the following:

a. Interview of the Complainant;

b. Interview of the Accused;

c. Interview of any other person with personal knowledge of the allegation of the complaint; and Complying with all state and federal mandates, statutes and laws

2. All employees should be aware that the privacy of the charging party and the person accused of unlawful harassment will be kept as confidential as possible, consistent with the Employer’s legal obligations and the necessity to investigate allegations and to take disciplinary action.

Equal Employment Opportunity Policy

It is the policy of the Eagles Nest to observe and comply fully with the intent as well as the letter of applicable laws governing fair employment practices. To this extent, we pledge that there will be no discrimination against any individual on the basis of race, color, religion, ancestry, national origin, sex, age, marital status, veteran status or physical or mental handicap or disability, or for any other reason prohibited by Federal, State, or Local law.

Policy Prohibiting All Forms of Harassment

It is both illegal and against our restaurant policy for any employee to harass another employee by making unwelcomed sexual advances or requests for sexual favors, or other comments that would create an offensive working environment.

It is both illegal and against restaurant policy for an employee to harass another employee on the basis of race, color, religion, ancestry, national origin, sex, marital status, veteran status or physical or mental handicap or disability, or for any other reason prohibited by Federal, State, or Local law.

With respect to Sexual Harassment, Eagles Nest, amongst other things, prohibits the following:

1. Unwelcomed sexual advances, requests for sexual favors and all other verbal or physical conduct of a sexual otherwise offensive nature, especially where:

a. Submission to such conduct is made either explicitly or implicitly as a term or

condition of employment.

b. Submission to or rejection of such conduct is used as the basis for decision

affecting an individual’s employment; or

c. Such conduct has the purposed or effect of creating an intimidating, hostile or

offensive working environment.

2. Offensive comments, jokes, innuendoes and other sexually-oriented statements, comments regarding an employee’s body, sexually degrading words used to describe an individual, inquires into subjects of a highly personal nature, or display of sexually suggestive objects or pictures.

Any employee who believes he or she has been the subject of sexual or other prohibited harassment should report the act immediately to Management. This includes any manager or owner with whom you feel comfortable. Complaints of this nature are taken very seriously and will be investigated as confidentially and expeditiously as possible. Any employee who is found, after investigation, to have engaged in sexual or other harassment of another employee will be subject to disciplinary action, up to and including dismissal. Employees will be protected from retaliation for filing complaints of harassment and for cooperating in the Eagles Nest Restaurant‘s investigation.

Probationary Period

Unless otherwise indicated, all new employees are hired with the understanding that the

first ninety calendar days of employment will be a probationary period. During the probationary period, management will closely evaluate your abilities and work performance. You will be reviewed for performance before you complete ninety days of employment. Your supervisor will specifically advise you whether or not you have successfully completed your probationary period. In the case of an unsatisfactory review, in the sole discretion of the Eagles Nest, you may be given either an extension, not greater than thirty days or you may be terminated. Successful completion of the ‘probationary period’ is not to be construed as a guarantee of continued or permanent employment.

Staff Problems or Complaints

Eagles Nest is very concerned with ways of keeping the channels of communication open between management and employees. You should always feel free to give us your personal thoughts regarding improvements and any problems you may be experiencing on the job.

Problem Solving Procedure:

From time to time there may be occasions for differences of opinion, which may result in gripes, complaints or grievances. It is important to you and the restaurant that we get these problems out in the open and resolved as quickly as possible.

Step 1: You are requested to take up any problems or questions about the application of Eagles Nest rules and policies with you manager. Your manager will attempt to solve your

problem or to help you in straightening out any situation in such a way that it will benefit you and the restaurant.

Step 2: If satisfaction cannot be obtained at the above level or simply wish to pursue the matter further, you may request to see the owners. If the problem solving procedure is used, the proceedings will be kept as informal and confidential as possible. We assure you that all complaints will be investigated and there will be no retaliation for filing a complaint.

Not all problems or complaints will be resolved in the employees favor, of course. The problem solving procedure, however, provides an opportunity for you to learn the reasons behind certain actions and for you to discuss your position with management.

Medication/Drug Abuse

Employees taking medicine prescribed by a physician must notify his/her supervisor if there is any possibility that the medication could affect job performance or safety, as stated earlier, over-the-counter or prescription drugs affecting behavior and detected in the blood stream are technically considered drug abuse, unless notification to the restaurant has been given.

If any employee shows inappropriate behavior, exhibits work performance problems, has an on-the-job accident, or causes injuries, the Eagles Nest shall have probable cause to test that employee and reserves the right to do so. It is a term of employment that each employee will submit a blood or urine sample to the state certified medical facility selected by the Eagles Nest, when requested to do so by an Eagles Nest supervisor. These samples, or sample, will then be analyzed at the state certified laboratory to determine the types of drugs or level of alcohol in the employee’s system. Every employee will be asked to authorize the release of any medical information concerning the employee’s blood or urine sample screening test. If the test proves positive, the employee will be informed of the name and address of the state certified laboratory and will receive a copy of the certified laboratory’s results of the screening analysis. The employee may obtain from the same sample an independent analysis from another state certified laboratory at his/her own expense. By requesting the second analysis, the employee authorizes the Eagles Nest to obtain a copy of the test results determined by the second state certified laboratory.

Whether or not an employee is to be tested at the medical facility for substance abuse remains within the discretion of the Eagles Nest. The Eagles Nest reserves the right to make its own independent decision, based on the available evidence, without any resort to testing, and as to whether there is reasonable cause to require testing.

When the Eagles Nest has reason to believe that the use of alcohol or drugs has affected an employee’s fitness for duty, the employee will be suspended without pay until the test results have been completed. If the tests are negative, the employee will be reinstated with back pay. If the results are positive, the employee will be subject to discipline up to and including termination.


The Eagles Nest has developed this policy to insure that its employees can work in an environment free from unlawful harassment.

Ethics and Integrity

In our business dealings, we may be faced with ethical and legal questions. This is a guide to general questions and concerns that may arise. Since it is difficult, if not impossible, to include every situation that may occur, it is imperative that you consult your immediate supervisor if you have any question regarding your latitude for decisions in this area.


If you are aware of an unlawful or unethical situation, you are responsible for reporting it to your immediate supervisor. You may also report to higher levels of management. Reports of unlawful or unethical practices will be investigated promptly. We will not tolerate any threats or acts of retribution toward you for reporting these incidents.

Positive Workplace Culture

We work hard to earn and maintain high standards and respect for our business name. You are a very important part of this. We expect you to deal honestly and fairly with our guests, other employees, suppliers, and the community. Any actions on or off the job that The Eagles Nest management determines adversely affect your performance, the performance of other employees, or the legitimate business interests of our company will be addressed. If it is determined that the employee has engaged in unlawful or unethical behavior, disciplinary action will be taken up to and including dismissal.

Fraud, Theft, or Embezzlement

The Eagles Nest will not tolerate dishonest practices. This includes but is not limited to: hours worked, expense reports, deception of numbers, unlawful taking of property of The Eagles Nest, its employees, guests, or suppliers. Disciplinary action will be taken against any offender up to and including dismissal. Applicable evidence will be turned over to the proper authorities for prosecution under the law. Full restitution will be required.

Use of Company Name

Employees may not represent themselves as an agent or employee of The Eagles Nest for personal or financial gain unless the same benefits are available to all Eagles Nest employees.

Confidential Information

Many of you will come in contact with proprietary and confidential information. It is incumbent upon each of us to maintain strict confidence with such information entrusted to us. Competitors or other groups may attempt to learn about matters, which could be used to the detriment of the company and all employees. Releasing confidential information to unauthorized individuals will result in immediate termination.


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