University Dining Employee Handbook - 2020

UW-STOUT

STUDENT EMPLOYEE HANDBOOK

MERLE PRICE COMMONS • MEMORIAL STUDENT CENTER • NORTH POINT DINING CENTER • UNIVERSITY CATERING

UNIVERSITY DINING SERVICE www.uwstout.edu/dining

Table of Contents INTRODUCTION TO UNIVERSITY DINING Mission Statement Welcome to the Team Training & Orientation Employee Benefits & Disability Accommodations

2 3 4 4

EMPLOYEE INFORMATION Phone Numbers to Know Personal Student E-mail Account

5 5

GETTING PAID

6 6 6-8

EMPLOYEE EXPECTATIONS Dress Code Personal Hygiene Workplace Rules & Guidelines Office Area Guidelines FOOD SERVICE JOB TRAINING Disciplinary Procedure & Warnings Appeals Procedure HEALTH & SAFETY AT WORK Glove Use & Safety in the Workplace Fire, Weather & Medical Emergencies Proper Lifting Techniques Accident Policy SCHEDULING & ATTENDANCE EMPLOYMENT DISCIPLINE & COUNSELING Work Commitment, Scheduling, & UW System Hours Limit Work Schedules & Changes Incelement Weather Policy Substitution Policy Leave of Absence Policy Break Policy Attendance Points System Guidelines Cash-Handling Procedures Food Safety & You Illness Reporting Work Authorizations Pay Rates, Pay Raises, & Tipping Policy Payroll, Paycheck Information, Clocking In & Out, Time Records & Breaks Performance Evaluation & VISA Requirements

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10-11 12 13 14

14-15 16

16 17 17

18-19 20-21

21 21

27 27-28 29 30-31 30-31 31-32 33 25-26 26-27 22 23 24 24-25 25

EMPLOYEE PROGRAMS

EMPLOYEE RIGHTS & RESPONSIBILITIES Employee Suggestion System Student Employee of the Month Program Employee Meal/Beverage Program

MANDATORY FORMS Equal Opportunity Employer Affirmative Action Executive Order 54 Uniform & Handbook Receipt

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MISSION STATEMENT

University Dining is a diverse team dedicated to providing quality food and excellent service in a scally responsible manner. As leaders in the industry, we strive to exceed customer expectations by offering value, convenience, and enjoyable dining experiences for the university community.

We promote career enhancement and support the educational mission of the University.

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DINING SERVICE U N I V E R S I T Y

WELCOME TO THE TEAM We want to welcome you as a member of University Dining Service team. You are a valued employee and we hope your employment is both enjoyable and rewarding. University of Wisconsin-Stout Dining Service serves both on-campus and off-campus students, as well as faculty, staff, and guests, at three dining facilities: The Memorial Student Center, Merle Price Commons and North Point Dining Center. These facilities also provide catering to the university community. The Memorial Student Center operations offer two food courts and a specialty coffee and cold beverage outlet. The Fireside Cafe, located on the upper level, offers five food stations serving breakfast, lunch, and dinner weekdays. Blue Devil Market, located on the lower level, has a convenience store and three food stations with all day and late night service. The Student Center dining staff also manages the Jarvis Express location and operates University Catering. Merle Price Commons is located on South Campus and North Point Dining is locat- ed on North Campus. These two facilities provide cafeteria-style breakfast, lunch, and dinner meals. North Point Dining also offers convenience items at North Point Mini Mart with late-night service. The Merle Price Commons staff also operate Harvey Hall Express, Commons Express and campus concessions. “Providing quality food and excellent service in a fiscally responsible manner” is University Dining Services’ primary goal. Our employees have an opportunity to expand and enrich their knowledge. These goals achieve a mutually beneficial experience for our patrons and our employees. You will meet and learn to effectively relate to a diverse population in a working environment. Student employees are a direct reflection of the total dining service operation. Please welcome our guests with a friendly smile in a sincerely helpful and courteous manner. Because of the large number of student employees working in our dining operations, communication can be a challenge. This handbook is one way to communicate with our employees. Please read and understand this booklet. You will be asked to verify that you have received and read this employee handbook.

Updated July 2019

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TRAINING AND ORIENTATION

University Dining Service requires all employees to attend an orientation session at least once within the first two semesters of employment. Failure to do so may impact employment status. Once an employee attends orientation only the most recent raise earned will be applied to their pay rate. University Dining Service orientation sessions will be scheduled several times each semester. Times and locations for orientation sessions will be posted on the student employee bulletin board at the entrance and exit of each work location. Employees may attend any session at any location.

Orientation sessions will include employee policy and procedure information about all University Dining operations.

EMPLOYMENT BENEFITS • Convenient on-campus work site • Meal and Beverage Program

• Paid breaks on qualifying shifts • Opportunity to develop friendships • Opportunity to develop personal and professional skills • Chance for promotion and advancement • Opportunity to work with an experienced and diverse staff • Flexible scheduling around classes and semester breaks • Competitive wages • Work study and/or State payroll offered • References and contacts • Intern, co-ops and field experience options

• Letters of recommendation • Recognition and rewards • Career-related experiences • Earn while you learn

DISABILITY ACCOMMODATIONS

It is the policy of the University to provide reasonable accommodations for qualified individuals with disabilities who are employees unless the accommodation will create an undue hardship, danger, or threat to the safety of the individual or others. An employee who believes he or she has a disability that requires accommodation is responsible for making the request. Such a request should be made to a full-time manager in your Dining Service work unit. Upon making a request the manager will provide the student with the appropriate request form. This will initiate a collaborative, interactive process between the employee and manager to determine whether, or to what extent, reasonable accommodation will allow the employee to fulfill the essential functions of the job.

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EMPLOYEE INFORMATION

PHONE NUMBERS TO KNOW All student employees are hired with the expectation that they work all scheduled hours throughout the entire semester. Listed below are the phone numbers that all phone calls should be directed to in the event that you have questions on your schedule, become ill, or are otherwise not able to work a scheduled shift.

Student Center- Dining Service Office Student Center - Dining Service Scheduler Student Center - Catering Services Harvey Express / Concessions Price Commons - Student Managers North Point Dining - Student Managers

715-232-1482 715-232-3463 715-232-1576

715-232-1377 or 715-232-2502 715-232-1377 or 715-232-2502 715-232-2159

We will not accept any “sick calls”or shift-change requests through e-mail. You must call your work unit and speak with a manager when you are too sick to report for work or need to change a shift.

Other Dining Staff Numbers: Service Managers

Commons North Point Student Center Commons North Point Student Center Student Center Admin Office Admin Office

715-232-2502 715-232-1582 715-232-1094 715-232-2380 715-232-1616 715-232-2480 715-232-3463 715-232-2134 715-232-1800

Unit and Service Manager Unit and Production Managers

Executive Chef Catering Manager Director of Dining Services Associate Director of Dining Service

PERSONAL STUDENT E-MAIL ACCOUNT University Dining Service uses various methods to communicate with employees including e-mail Your management team may use your personal e-mail account to remind you of any job-related meetings, orientatio, training sessions, weekend shifts, other job- openings, or extra-hour availability. This e-mail system allows managers to distribute information more quickly and efficiently. The e-mail address is checked by many different managers, therefore, it is used on a “reply to” basis, that is, Dining staff will e-mail you and specify if a reply is needed. Should you need to send a message to this address, expect a reply in one to three business days.

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WORK AUTHORIZATIONS All student employees must sign a work authorization at the beginning of each academic school year and summer session or at time of hire. Work authorizations are to be obtained from your work unit. GETTING PAID The I-9 form requires specific documentation or identification. Refer to the form for specific requirements. No student will be allowed to work a shift until a work authorization and all payroll forms have been turned into University Dining Service Management or Student Scheduler. If these forms are not completed prior to your first shift, your scheduled hours will be forfeited. PAY RATES & PAY RAISES New employees start at the minimum pay rate for each classification. Pay raises will be given when economic conditions allow and in conjunction with the length of service and your employment record. TIPPING POLICY University Dining Service employees are not permitted to accept any tips. Student employees should politely refuse all tips that might be offered. PAYROLL & PAYCHECK INFORMATION All students will use “My UW System Portal” and the HRS Payroll system to record their work hours. Hourly time reports are submitted every two weeks or as determined by the UW-Stout Payroll office. Payment for hours worked will be up to four weeks after the hours are worked, due to the bi-weekly campus payroll system. A payroll payment schedule is posted in each location, provided at orientation meetings, and is on the UW-Stout website. Example: A person works on September 10th the first Monday of a 2 week period which is: September 10th to 23rd. These hours are not submitted until the end of the 2 weeks- September 23rd. The check is not deposited into the students account until October 6th. CLOCKING IN & OUT All students must clock in and out of HRS Payroll at the designated terminals at their work unit. Students must select the correct job title and Task Profile ID. Failure to do so may result in a delay of payment. Excessive failure to clock in and out of HRS Payroll (in the proper location and with the proper information) may result in disciplinary action. All students must submit a work authorization whether on state payroll or work-study.

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When HRS time reports are processed, students are paid only for time worked that falls within the scheduled shift; unless variances from scheduled shifts are approved by full- time management, full-time dining staff members or student managers. Inform your supervisor if you forget to clock in or out, or in the event that HRS is not functional. Failure to inform a supervisor about a faulty time log may result in a delay in payment. It is your responsibility to check your time card daily and inform your supervisor immediately of errors. The payroll week is Sunday through Saturday. Students have limits on hours worked each payroll week. The number of hours allowed will vary depending on citizenship status and week of the year. If you have more than one on-campus job, the total hours worked at all jobs may not exceed the limit for any given week. It is the employees responsibility to not exceed the hours per week limit. If you are unsure of a week’s limit, ask your supervisor. For more on UW Policy governing hours worked, see page 18, “Affordable Health Care & UW-System Hour Limit”. Delayed Pay If HRS hours are not paid due to a problem, these hours are considered back pay and will be paid 2 weeks after they are submitted on the next regular payroll cycle. A separate payroll check for back pay will not be issued. Do not clock in more than 5 minutes prior to your scheduled starting time without prior approval. Clock in only after you are in proper uniform and ready to begin work.

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TIME RECORDS & BREAKS

• Employees on shifts of 4 hours or longer may receive a 15 minute paid break when the level of business allows. Employees may not receive this break if operational needs do not allow it.

• Shifts of less than 4 hours do not receive a paid or unpaid break.

• When on duty, do not leave your work area, including end of the shift, without notifying a manager or full time staff in the area.

• Employees must promptly clock in and out for all breaks as specified and approved by managers or leads.

• Breaks going beyond the time granted will fall under the category of tardiness. If students are late coming back from their 15 minutes paid break this may lead to loss of future meal and beverage privileges and adjustment of time to account for the extended break.

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PERFORMANCE EVALUATIONS All students will be evaluated once per semester by the Service Manager, permanent classified staff, and Student Managers with whom they work. The student will be presented the evaluation. Employees may request a time to review their performance evaluation with the unit service manager. Employees whose job performance and attendance record do not meet minimum standards may be removed from schedules and/or not provided with work hours in succeeding semesters.

Semester evaluation forms include:

• Initiative

• Appearance • Work attitude • Attendance/punctuality

• Quality of work • Quantity of work

• Cooperation with customers • Cooperation with co-workers • Job knowledge

VISA REQUIREMENTS Federal VISA rules allow international students to work 20 hours per week during normal class weeks and exam weeks. The 20-hour limit includes hours worked on-campus and off-campus. International students are responsible to monitor their hours worked and to inform University Dining of any off-campus jobs. If University Dining Service finds a student violating this Federal VISA rule, they will be removed from University Dining Service schedules until the 20 hour limit can be met.

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EMPLOYEE EXPECTATIONS

DRESS CODE An important part of any positive customer experience is the appearance of our employees. The following guidelines are in place to provide a consistent image to the customers we serve. Failure to wear proper uniform components will result in loss of meal and beverage benefits earned on that shift.

Uniform must include: • Dining issued shirt • Dining provided apron or catering uniform • Proper hair control • Name Tag (worn on shirt/apron)

Clothing Guidelines: If clothing does not meet guidelines, employees will be instructed to clock out, and return in proper uniform. Repeated failure to comply with these guidelines may result in discipline. • Neat, clean, wrinkle-free clothing required. • If you choose to wear a shirt, in addition to the University Dining Service shirt, it must be worn under the uniform shirt and be in good taste. Slogans, logos, designs, and color will be considered. • Uniform tops must be tucked in or overlapping at all times. Bare midriffs, backs, or undergarments may not be exposed. • Pants must not drag on the floor. • Work or casual ankle length jeans or pants must be worn (Final approval of any employee provided clothing, is at management’s discretion)

Not allowed: skirts, shorts, sweat suits, jeggings, leggings, spandex, tights, yoga pants, running/windbreaker pants, wallet chains, sleeveless shirts, tank tops, torn frayed or ragged clothing, bulky sweaters, sweat-suits, or similar items.

Some food handling positions cannot wear: • Rings, except for a plain band • Bracelets • Watches, wrist wear

• Other jewelry, including earrings, necklaces, and facial jewelry may fall off and become a physical contaminant. (Jewelry may also be difficult to clean and can hold pathogens that could impact food safety.)

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Shoe Requirements: • Low heel and slip-resistant soles required. • Socks • Closed-toe shoes in clean and reasonable condition.

Hair Restraint Requirements: All hair must be effectively restrained.

Only approved hair nets or Dining caps are acceptable. University Dining caps may be worn for hair control, but al hair must be controlled by them (i.e., hair touching collar and loose ends must be pinned up under hat). Hair nets must cover all hair, per food code 2-402.11, all hair must be restrained. Head bands or bandanas may be worn as a means to assist in hair control. These must be a solid color and plain. No printed design, words, or decorations are allowed (Exceptions may be made for medical or religious reasons)

• One ap will be provided free of charge at the start of employment. • Employees are responsible for the care of the cap or hair net. • No other caps are acceptable. • Lost or stolen caps will be replaced at employee’s expense. • Caps must be worn with visor facing forward.

One hair net will be provided and to replace damaged ones. Lost or stolen hair nets will be replaced at employee’s expense.

Catering wait staff must tie hair back if it touches the collar, but are not required to wear a hair restraint unless they are putting food away in the kitchen or assisting with the plating of food. Beard nets must be worn when beard exceeds 1/4” in length. One beard net will be provided and to replace damaged ones. Lost or stolen beard nets will be replaced at employee’s expense.

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PERSONAL HYGIENE Cleanliness: • Employees are required to keep hair, nails, hands, uniform, etc., clean. • Fingernails must be kept short and clean without fingernail polish or false fingernails. Employees Must: • Wash hands after touching hair, skin, clothing, or apron. . • If coughing or sneezing is unavoidable, cough/sneeze into the crook of the elbow, facing away from food. • Wash hands after coughing or sneezing.

WORKPLACE POLICIES, EXPECTATIONS, AND RULES General Policies • Student use of University Dining Service computers is restricted to work-related tasks only. This includes HRS Payroll and assigned office work or projects. No personal e-mailing or other work can be done on University Dining Service computers. • Employees may not conduct personal business or work for another entity while on paid time for University Dining Service. • Office and kitchen phones are for emergency or work-related calls only Personal incoming calls will only be accepted in an emergency. • Personal belongings should be kept in the designated area at each work unit. University Dining Service is not responsible for lost or stolen items. Avoid leaving valuables/money in storage areas. • Perform all duties of the assigned position or as requested by a manager or lead. • Off-duty student employees are not to be in any work areas. • All food and beverages not covered by employee meal/beverage program must be paid for before consumption. • All food and drink, including waste or leftovers, is University property and any unauthorized distribution, removal or possession of it is not allowed. Failure to comply may result in a discipline which may include termination. • Never prepare your own food.

• Always have a cashier or manager collect payment. • Watch bulletin boards for notices and policy changes. Student Center Lockers • Lockers assigned in the Student Center Dining Service office. • Provide your own lock. • Lock must be removed at the end of the year. North Point Lockers • Lockers are available for use during your shift. • Locks and locker content must be removed when you leave work.

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Workplace Behavior

In order to serve our customers as effectively as possible, we do require you abide by the following set of regulations regarding your behavior on the job. These regulations exist to keep employees and customers safe and comfortable. Know that disciplinary action may result for any violation of these rules. • Theft of food, equipment, meals, etc., will result in disciplinary action, dismissal, and possible legal action • Excessively loud or obscene language will result in disciplinary action. • If any conflicts or problems arise with co-workers or customers, bring these to the immediate attention of a manager; fighting or arguing is not permissible at all! • Employees should not use any personal digital technology devices while working, with the exception of managers when performing functions related to their job duties. This includes but is not limited to cell phones, smartphones, iPods, iPads, tablets, smart watches, etc. • Refrain from excessive non-work conversations (visiting, “chit-chat” etc.) with your friends. • Food, water, and other beverages (for personal consumption) are not allowed at any work station. • Insubordination will not be tolerated. • Maintain a helpful, courteous and friendly attitude toward fellow workers, customers and yourself. • Be honest in all facets of your job; falsifying HRS data, application information, or at any time withholding information, lying, or fabricating details is prohibited. • Do not operate or use the equipment, chemicals, or tools without taking the proper safety precautions. If you are unsure of safety protocols Ask your manager before beginning the task. Goggles, gloves, aprons, and all other Personal Protective Equipment (PPE) must be used as directed at all times • Maintain a courteous attitude to all guests and co-workers. Do not be rude, harassing, intimidating, or aggressive. • You need to give your job 100% of your attention, so do not study or do homework while working. • You may not eat, drink, chew gum or use tobacco products while you are clocked in. • Federal, State, and UW-System rules prohibit reporting to work while you are under the influence of any chemical substance including alcohol, illegal drugs, etc.

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OFFICE AREA GUIDELINES

• Beverages in a sealed, leak-proof container may be consumed at one’s work station. • A small snack is allowed at work stations provided that work areas are non-public, where customers do not have access to. Your supervisor will tell you if your location is a non- public office area. • Meals should be consumed during break periods in the designated break areas. • Office equipment and supplies are not to be used for personal tasks unrelated to work.

EMPLOYEE DISCIPLINE & COUNSELING

DISCIPLINARY PROCEDURES AND WARNINGS

We realize that problems do occur. However, there is a difference between a common, but infrequently made mistake, and irresponsible or deliberate behavior which disrupts the workplace. Failure to follow policies will result in disciplinary action. Written discipline is viewed as corrective behavior modification/counseling and is generally given after a verbal warning is not heeded. Discipline may include leave without pay, loss of hours, pay reductions, etc. Disciplinary action ay be one of the following depending upon the seriousness and frequency of previous infringements and/or warnings. It should be noted that not all corrective action follows the listed progression. Depending on the seriousness of the misconduct, you can be terminated at any point.

Verbal Warnings May be used with or without written documentation presented to employee. Written Warnings The incidents may initially be documented to give clarity and ideas for improvement.

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Form A Form A is a first written warning. It is presented by the manager to point out the specific rule/policy infraction and its impact on operations. The manager will provide counseling geared to help the employee perform better. This form will be signed by the full–time manager in charge of discipline. Form B Form B is given as a serious written warning to an employee for actions reflecting a major disregard of management’s direction, rules, policies, etc. Form B is not necessarily a second step in disciplinary action. It may be used as a beginning step if the infraction is of a serious nature or is a repeated behavior or follows verbal warnings. The form is to be signed by the full–time manager in charge of discipline. It should be presented to the employee allowing for discussion, counseling geared to help the employee perform better. Form C Form C is most often a final step and results in termination of employment with Dining. A Form C may also be used to document modified discipline actions such as leave without pay reductions, loss of hours, etc. Immediate termination will result for violations/disregard of the following: • Theft of meals, foods items, equipment, supplies, by an employee or assisting others. • Unethical behavior - intoxication, use of illegal drugs, inappropriate conduct such as harassment, rudeness, lying about work related matters, etc. • Record Falsification - falsifying payroll documents, inappropriate use of HRS Payroll System, illegitimate cashier transactions, etc. Written Warnings:

The disregard of prior discipline forms and counseling resulting in repeated or new violations, may result in termination.

Once an employee is terminated they are not eligible to work in any other University Dining Service facility. Exceptions are rare but can be granted for extenuating circumstances (if agreed on by all managers involved).

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APPEALS PROCEDURE When an on-the-job problem arises, each employee will have a means of voicing their concerns and will be given a response.

All appeals/grievances must be filed within (5) five working days of the incident.

All appeals should be in writing and dated each time presented.

If an employee feels they are being treated unfairly, or have questions on policies and rules,the employee may submit an appeal to a full time manager. The full time manager has 3 business days to respond. If this response/action is not satisfactory, the appeal may be submitted to the Director of Dining, who has 5 business days to respond. For further appeals, the Director of Dining will meet with an appeals board to handle the appeal. Definitions of Appeals Board Two non-management student employee representatives and two management, student or full-time, representatives meeting with the Director of Dining who chairs the group. Appeals

FOOD SERVICE JOB TRAINING

CASH-HANDLING PROCEDURES Failure to be responsible in cashiering procedures or any excessive overage or shortage will warrant follow-up action that may include further training, rescheduling, or in some cases disciplinary action.

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FOOD SAFETY AND YOU

THE GERMS THAT CAUSE OUTBREAKS OF FOOD-BORNE ILLNESS ARE HARBORED INSIDE OUR BODIES AND ON OUR SKIN!

Your hands can easily be soiled with these germs. They then become the primary route by which the germs are transferred to the food, and the food then becomes a health hazard. This is why it is absolutely essential that you properly wash your hands every time they come in contact with dirt and germs. Bare hand contact with ready to eat foods is prohibited. Deli paper, utensils, or gloves must be used to handle ready to eat foods. During the course of one shift, you have plenty of opportunities for contact with germs. Nearly all of them are sure-fire ways to infect food with disease carrying bacteria. Here are some reminders to help you stay aware of this situation: 1.Clocking in and before starting to work 2.Using the rest room (wash hands in the restroom and again upon return to your work station) 3.Covering a sneeze or cough or blowing your nose 4.Touching your hair or face 5.Picking up anything from the floor 6.Returning from breaks 7.After repeating a task for more than an hour, or when switching tasks 8.Using a mop, broom, or other cleaning supplies 9.Handling of soiled dishes, pans, utensils 10.Handling of non-food items i.e., personal belongings, soiled laundry, garbage etc. Wash your hands and/or change gloves after:

ILLNESS REPORTING Illness can impact the safety of our food. If you are feeling ill, and are unsure if you should report to work, inform your supervisor per call-in policies (see p.5), if before work. If you begin to feel ill while working, notify your supervisor immediately. Your supervisor may reassign you to non-food handling tasks or ask you to leave work if your illness impacts food safety and other employees. You may be asked to provide specific symptoms of your illness to determine appropriate actions.

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HEALTH & SAFETY AT WORK

GLOVE USE

Glove use: University Dining Service provides a variety of gloves. Utilize the appropriate gloves for your work area. We only use latex free gloves.

Glove use guidelines: • Wash hands before putting on gloves • Use the correct glove size • Hold gloves by the edges when putting them on. • Never blow into gloves or roll gloves to make them easier to put on. • Change gloves when:

• they become dirty or torn • before beginning a new task

• after interruptions (like answering a phone call) • after handling raw meat, seafood or poultry • before handling ready to eat foods • after taking out trash/recycling or doing dishes

•

Don’t Forget to:

1. Use utensils or gloves when preparing or serving food. Check with your manager or lead worker if there are questions. 2. If using utensils for food, gloves are not needed. Gloves are only for handling ready-to-eat foods in preparation or service. 3. Handle utensils and dish ware properly. Always pick them up so that your fingers don’t touch the surface that will contact the customer’s mouth or food.

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SAFETY IN THE WORKPLACE Your safety and welfare are important to us. Please note the following precautions:

1. Report all accidents, even minor, to your supervisor.

2. Keep all floors and work areas free of spills and debris

3. Sweep up broken china and glass immediately. Place only in appropriate containers.

4. Use hot pads or gloves when handling hot containers and utensils.

5. Lift only what you can easily handle. Ask for assistance with bulky items or items over 30lbs., i.e. mixing bowls.

6. Lift with your legs and arms; keep your back straight. Use carts and ask for assistance if needed.

7. Use mechanical and electrical equipment only after being trained on its use and the completion of training card when applicable.

8. Wear goggles when working with hot liquids or cleaning agents.

9. You must be properly trained in chemical-use prior to using any dangerous chemicals. Check with your manager or full time staff member if you have any questions on chemicals or cleaning procedures. Material Safety Data Sheets (MSDS) are available on all chemicals--ask about location!*

10. Wear gloves, arm gators, and goggles when using oven cleaner, degreasers, and lime solvents.

11. Wear gloves when cleaning the grill area and when filtering hot fryer oil.

12. Wash all kitchen knives by hand and do not send to the dishroom unless directed to do so.

13. Report any equipment that is not operating properly to a supervisor or full time employee. Do not use any malfunctioning equipment.

14. Cell phone use during the operation of any state vehicle is prohibited.

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FIRE, WEATHER, & MEDICAL EMERGENCIES

Fire - if at any time you see flames or thick dark smoke, notify your supervisor immediately and follow these steps: • Activate the nearest fire alarm to warn other occupants of the building to evacuate.

• Your supervisor will call the Menomonie Fire Department immediately at (911). NOTE - The building fire alarm will sound in the building but it does not automatically notify emergency personnel. Someone must report the alarm via telephone. • When the building fire alarm is sounded, an emergency exists. All rooms must be evacuated. Leave the lights on. Close, but do not lock the doors. • Assist the disabled to the nearest stairwell. Have them wait on the landing. Stairwells are checked first by the fire department and are constructed to provide a higher degree of protection. • Immediately notify the police or fire department if a disabled individual is waiting on a stairwell landing. Learn where all fire extinguishers and exits are within your unit. Your supervisor can answer any questions you may have. A watch is an indication of where and when the probabilities are highest that severe weather or a tornado could occur. A watch is a statement that severe weather/tornado conditions are present and could occur. The National Weather Service will issue a watch bulletin to local authorities as well as to the local radio and TV stations. Severe Weather/Tornado Warning: When a severe weather/tornado sighting occurs, the National Weather Service alerts all weather stations and local authorities, including UW-Stout campus police. If severe weather or a tornado is approaching, the warning will be signaled by a continuous sounding of emergency sirens. In the event of severe weather: When the emergency warning sirens sound, it is YOUR responsibility to get to shelter. Student Managers and full-time staff will direct you as to where designated shelter areas are. You should familiarize yourself with all safe areas as outlined by posters in your work location. Medical - If a patron or co-worker appears to be in need of medical assistance; ask them if you can help and then notify a supervisor right away. If the situation is an emergency, you should notify EMS by dialing 911. Weather Severe Weather Watch/Tornado Watch:

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Other - For other situations (that are not emergencies) you should first notify your supervisor, who may choose to call University Police at x-2222. Notify a supervisor if you spot a suspicious situation or are confronted by an upset patron; you do not need to try and handle everything by yourself!

PROPER LIFTING TECHNIQUES: Safe lifting can save you from serious injury!

Tuck your pelvis muscles,

Bend your knees to let your legs do the lifting. Be sure to maintain the natural curve of your back.

Hug the load

Avoid twisting

to keep under it as much as possible. Be

by pointing your feet, knees and chest in the same direction. Lift the object and then turn your whole body.

to keep your back aligned. Keep your feet shoulder-width apart.

sure to grasp the load at opposite corners.

Putting it Down... Use the same technique in reverse.

ACCIDENT POLICY: • Report all accidents/injuries immediately to a manager or full time staff member. • The manager or full time staff will administer minor first aid if required

and arrange for transportation to a medical facility if necessary. • Accident report forms must be filled out within 24 hours of injury.

• Plastic gloves are available to cover minor cuts or burns if you are handling food. • Do not assist in any incident where contact with bodily fluids may occur, unless you are trained in Blood Borne Pathogen procedures. * Image obtained from RevolutionHealth.com

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SCHEDULING & ATTENDANCE

WORK COMMITMENT & SCHEDULING All student employees are hired with the understanding that they willl work all scheduled hours throughout the entire semester. Substitutes may be arranged following the *Substitution Policy* on page 24 of this handbook. All personal commitments must be marked clearly on an employee’s application. Your application should clearly indicate any hours you are not available to work, including but not limited to: sports, clubs, organizations, committees, class, worship/prayer, etc. If these are not noted on the application and interfere with an accepted shift that shift will be removed from the student’s schedule. Evaluation Week Scheduling UW-Stout student employees will be offered bonus pay for hours worked during the evaluation week period. The bonus will be an

additional amount per hour added to regular rate with a maximum rate set. These dates will be set and conveyed to students via a memo each semester. During evaluation week, regular scheduled hours will not be used, and a special evaluation week schedule will be posted in each facility. To work any hours during evaluation week, students need to sign up and have the shift approved by a supervisor or lead worker. International students may not work more than 20 hours in any payroll week. AFFORDABLE HEALTH CARE & UW-SYSTEM HOUR LIMIT The University of Wisconsin System has required a 25 hour per week limit for student employees for part of each year. When in place, the limit covers the payroll week of Sunday through Saturday. Most restricted weeks fall within the fall and spring academic semesters. Weeks outside the 25 hour restrictions are limited to 40 hours for US citizens. International student hour limits are governed by VISA type. University Dining Service has a schedule of weeks that are, and are not, included in this limit. Please ask your supervisor for this information. Students are responsible to monitor their hours each week, avoiding accepting or taking any shifts that may put them over the limit. If a student suspects or recognizes they may go over the 25 hour limit, they must alert their supervisor or the student scheduler.

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WORK SCHEDULES • Regular schedules are posted in each work area. • Scheduled hours are in effect from date of hire through the end of the semester, unless quarter changes occur. • Operational needs and individual employees’ abilities may require the original schedule to be altered. • Employees whose job performance and attendance record does not meet minimum standards may be removed from schedules and/or not provided with work hours in succeeding semesters. • Permanent schedule changes can only be made by scheduling employees or management staff. • Watch bulletin board for notices regarding effective dates and other pertinent student related scheduling information. • Student employees are scheduled to work weekends on a rotating basis. University Catering/Special Events/Concessions Schedules for catering, special events, and concessions are determined for each event. These schedules are posted approximately one week in advance of the event. Employees are responsible for checking the schedule to determine their hours and signing the schedule to verify their knowledge of them. If you cannot work a scheduled shift you will be responsible to find a substitute. Employees working in these areas are responsible for checking these schedules regularly. Schedules are developed by the supervisor of the event/activity. If you need a particular day/weekend off, a written request must be submitted to the manager at least two weeks prior to the date needed off. Requests will be given on a first-come, first-serve basis. Memorial Student Center Academic Break Periods During holiday and break periods, special schedules are usually necessary. If you are able to work during any of these times, please notify your supervisor of your availability 2 weeks prior to last day of class. SCHEDULE CHANGES A two week notice is required to drop any shift you have accepted. You can also get a sub to work during this two week timeframe. Less than two weeks notice may result in disciplinary action. Requests for schedule changes during the last four weeks of the semester may not be possible. If such requests are made, but we are unable to meet such requests, you will be required to work the shifts untill the end of the semester or find substitutes. Failure to work or cover all shifts of the last four weeks of the semester may result in disciplinary action or affect rehire and work reference.

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INCLEMENT WEATHER POLICY Student employees should always assume University Dining Service operations are open, even in the event of inclement weather and/or the cancellation or closing of campus. All employees must report to work or call their unit to confirm the need for their shift. Use the best judgment regarding safety conditions and call your unit by phone (see p.5).

SUBSTITUTION POLICY We encourage employees to plan ahead and utilize the substitution policy only when absolutely necessary. Talking to a supervisor as soon as a shift conflict arises is important. Employees are responsible for finding a qualified substitute for any scheduled shift they are unable to work. (Substitutes can be college or high school students only.) A sub card, posted on sub board as far in advance as possible is a good first step to find a qualified sub. However, in most cases a second step is necessary- that is placing calls to qualified individuals yourself. A phone list is available for your use and you can get information on qualified individuals from the scheduling staff. After a sub is located the sub card must be approved by a supervisor or full time staff member. The sub card is then filed in the office. Once you sign a card for subbing, you are responsible for that shift. Only approved subs may be used. Signed sub cards are to be turned into the full time staff member or the Student Manager of the particular shift that the sub is requesting for confirmation. If you are unsuccessful in finding a sub, you are still responsible for the shift. If you are interested in picking up additional hours, check the sub-wanted cards for positions that you are qualified to work. Check with the supervisor or full time staff member that will be on duty if you are not sure about being qualified for a particular position.

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If your absence is unavoidable and/or academically related and you have tried unsuccessfully to find a sub, it is advisable to discuss your situation with a supervisor. This should be done more than three working days prior to your absence. If less than three days are left and you do not have a sub you must talk to a manager about your situation. After a sub is located the sub card must be approved by a supervisor or full time staff member. The sub card is then filed in the office. Once you sign a card for subbing, you are responsible for that shift. LEAVE OF ABSENCE POLICY Leave of absences with advance notice for extenuating circumstances will be granted. Examples are: death in the family, hospitalization, pregnancy, etc. BREAK POLICY Use the “break card” for all 15 minute rest periods to record time away from your work station. Verification that break time did not exceed the allotted 15 minutes is done. Here are the results of breaks that are found to exceed the limit.

Breaks over 17-19 minutes

First Occurence

Verbal or written warning Loss of break and meal on next four hour shift

Second & Subsequent Occurences

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Break Policy Continued

Breaks in excess of 20 minutes

Verbal or written warning

First Occurence

Payroll deduction of time in excess of 15 minutes

Second and Subsequent Occurrences

Loss of break and meal on next four hour shift

ATTENDANCE POINTS SYSTEM GUIDELINES

Overview Students will be assigned points for all absence. Students will be alerted to all points as assigned to them. Students are encouraged to communicate with management about any absence and points assignment to fully understand their status.

Description of Incident/Situation

Pointed Assigned

Arrive Late- Miss less than half of shift

1 point

Arrive Late- Miss more than half of shift

2 points

Leaving a shift early

1 point

Calling In:

Calling in to leave a voice message or sending an e-mail does not constitute speaking with the student manager or supervisor that is on duty. Doing so mayresult in disciplinary action up to and including termination.

If an early morning shift call as early as facility is occupied by staff who will take a message, and managers will take this into consideration.

1 point

Call in more than 3 hours before shift

2 points

Call in less than 3 hours before shift

3 points

No Call - No Show (NCNS)

• Academic year: Student employees are allowed 5 points per semester. Once 5 points are reached, the employee is terminated. • Summer Session: Student employees are allowed 5 point for summer session. (Summer session starts after exam week ends and ends when the residence halls open).

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• Students no longer employed as a result of attendance issues will not be rehired within semester of occurrence. To seek re-employment, the individual needs to speak with the full-time unit manager to obtain approval for re-hire and get an explanation of expectations upon rehire. • Perfect attendance each semester grants and extra meal ticket at the end of regular class sessions/end of summer session. Extenuating Circumstances • A documented illness that causes an absence will be assigned points. If the illness carries into subsequent shifts, additional points may not be assigned. • Family emergencies, reviewed with management, that cause an absence will be assigned points if more than two are accumulated in a year.

EMPLOYEE PROGRAMS

EMPLOYEE SUGGESTION SYSTEM University Dining Service feels our employees are our most valuable resource to ensure continuous improvement. Your opinion counts. We welcome your ideas, comments, and concerns related to the workplace, employee performance, training issues, services, products and marketing programs. If you have any ideas or concerns, please request a suggestion form from a manager. You can drop the suggestion form in the box used for employee meal evaluations or turn it in to a manager. You can also submit ideas with or without your name at our web site: www.uwstout.edu/dining STUDENT EMPLOYEE OF THE MONTH PROGRAM Program Objective Reward outstanding student employee performance. The acronym “WOW” will be used and represents “Wonderful Outstanding Worker”. Eligibility Student employees are eligible for employee of the month recognition. Temporary, full time, and student manager staff are exempt.

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Awards are given for: • Catering • Memorial Student Center - Retail

• Commons Cafeteria • North Point Cafeteria

Nomination Process Student employees may be nominated by their peers, student managers, permanent staff or temporary employees. Full time managers cannot nominate employees. Anyone can encourage the nomination of a student for exceptional performance.

Nominations must contain these items: • Employee’s name. • Description of why they deserve the award. (Examples: attitude, job knowledge, quality of work, independence, initiative/motivation, quantity of work, etc.) • Name of person making the nomination. Nominations should be made prior to the end of each month. Selection of the Employee of the Month is done in the first week of each month, for the previous month. Selection Process Managers will vote on which employee most deserves the award.The number of nominations for any student does not automatically guarantee selection for the award. Awards The Employee of the Month receives: • Dining Polo Shirt with special WOW (Wonderful Outstanding Worker) insignia • Certificate of Recognition • Employee of the Month name tag • Letter to Home Address recognizing their achievement • Recognition board inclusion. Nominations on non-selected employees will be returned by to the nominator to be resubmitted at their discretion.

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EMPLOYEE MEAL/BEVERAGE PROGRAM

ELIGIBILITY:

All student employees of University Dining Service are eligible for participation.

OPTION #1 Requirement:

20 ounce fountain/bulk beverage (excluding gourmet beverage) Work a minimum two (2) hour shift and providing feedback on quality of service and product experienced. (No rounding, must be 2 hours.) Meal (As defined by Dining) • Scheduled for a minimum single, four-hour shift or for a minimum of six hours in a day, split between two or more shifts. OR • Employee is not scheduled for, but works, a total of four or more hours in a single shift or more than six in multiple shifts in the same day with the approval of management.

OPTION #2: Requirement:

* Employees must provide feedback on quality of product & service.

Daily Limit: Employees may not get two meals in one day. Employees may not get a beverage and a meal for the same shift unless it exceeds six (6) hours. Procedure: If you are eligible for a meal and work load allows, you may be granted time during your shift to eat the meal on the allowed paid break. A Service Lead or Student Manager will verify the criteria for eligibility and issue a student voucher/ evaluation pass to the employee. If workload does not allow a break to eat a meal, a voucher can be used after the shift. Vouchers are to be used within one (1) hour for the location from where it was issued, except at the Commons and North Point Dining when class commitments or closing time prevent this. In these cases, the manager or lead will indicate a different time within that same day from which it must be used, or, if necessary another facility will be indicated for that same day.

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All food and beverages must be served and purchased at the same prices and in the same manner as a regular customer. Do not prepare or serve yourself food. Do not process your own purchases on a cash register, have a manager or scheduled cashier do this. Students who take their meals to go from the cafeteria will be charged for the to go container. Student employee will obtain allowed items/meal and present voucher to cashier. (To manager at catered event.) Student employee must complete evaluation form and place it in the evaluation collection box. Cafeteria meals are available in Commons and North Point Dining. Meal options at MSC retail operations and North Point Mini Mart will be posted by the time clocks. Equal opportunity is a legal, social, and economic necessity for the nation and it’s institutions, including this university. It is the policy of UW-Stout to ensure the active and positive implementation of federal, state, University of Wisconsin System and local EEO/ AA laws, executive orders, policies, guidelines, plans, rules, and regulations in all aspects of employment and personnel activities and transactions of the university. The university prohibits harassment by supervisors or co-workers on the basis of race, color, creed, religion, sex, sexual orientation, national origin or ancestry, age, disability, marital status, political affiliation, arrest or conviction record, identity as a veteran, disabled veteran, Vietnam veteran, or the spouse of a veteran or membership in the national guard state defense force or any reserve component of the military forces of the United States or of this state. Employees who need information about complaint or grievance procedures or who wish to initiate such action may contact the Affirmative Action Officer or the Director of Human Resources, as appropriate. EQUAL OPPORTUNITY/AFFIRMATIVE ACTION POLICY (EEO/AA) EMPLOYEE RIGHTS & RESPONSIBILITIES

See the UW-Stout EEO/AAWeb site for complete policy: www.uwstout.edu/asls/policies/86-47.htm Affirmative Action Officer 715-232-2149 Room 203 Administration Building

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