University Dining Employee Handbook - 2020

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.

4