Employee Training Manual

Corporate Mission Statement: To provide healthy and nutritious smoothies to our customers, while maintaining a positive attitude to brighten our customers day. To make each transaction our best yet. Employee Mission Statement: To provide healthy competitive and satisfactory customer assistance in food service to the community of Laramie, Wyoming.

Table of Contents:
Company Statements ____________________________ Page 2
Equal Employment Opportunity Clause Americans with Disabilities Act OSHA Clause

Job Descriptions
General Manger Store Manger Juice Jockey Associates

____________________________

Page 3

Work Place Harassment ____________________________

Harassment Sexual Harassment Discrimination Zero Tolerance Policy

Page 4

Reporting Work Place Complaints ____________________

Reporting a Complaint Confidentiality Courses of Action

Page 5

Employee Expectations ____________________________

General Expectations Pay Periods, Benefits, and Breaks Theft Mandatory Meetings Employee Evaluations Time Off Sick Leave

Page 6 - 11

Customer Service Expectations ______________________

General Expectations Remake and Refund Policy

Page 12 Page 13/14

Safety Practice and Expectations _____________________

Equipment Safety Chemical Safety Health Safety Food safety

OSHA Review of Policies and Practices ________________

Page 15/16

Page 1

Company Statements
EQUAL OPPORTUNITY CLAUSE:
All employees and applicants for employment shall be considered under the law of equal opportunity. This includes all aspects of personnel management including but not limited to, recruitment, selection, training, compensation, benefits, promotion, termination, and discipline. This establishment will not tolerate, condone, or permit any kind of unlawful discrimination or discriminatory harassment of employees or applicants for employment on the basis of their sex, color, race, religion, national origin, age, physical or mental health, marital status or change in marital status, pregnancy or parenthood, or sexual orientation. Retaliation in any form for filing a complaint or assisting in the investigation of a complaint is prohibited.

AMERICANS WITH DISABILITIES ACT:

This establishment operates in accordance with the Americans with Disabilities Act. All employees, applicants, and customers shall be serviced under the ADA. It is this establishments goal to assist persons with disabilities to the best of our ability. If any person with a disability requires special assistance, it is company policy to be as accommodating as possible. This may require help from a managing supervisor.

OSHA (continued on page 15):

All employees are expected to be familiar with OSHA guidelines and abide by policies set forth by OSHA standards. A copy of OSHA standards is accessible through a managing supervisor. OSHA regulations can also be found on www.osha.gov under the LAWS & REGULATIONS tab. Each employer: SHALL furnish to each employees employment, and a place of employment, which are free from recognized hazards that are causing or are likely to cause death or serious physical harm to the employers or employees. SHALL comply with occupational safety and health standards established under this act each employee shall comply with occupational safety and health standards and rules, regulations, and orders issued pursuant to this act, which are applicable to their own actions. It is the duty of each employee to review the OSHA standards, practices, rules, and regulations.

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Job Descriptions

GENERAL MANAGER:
Plan, direct, and coordinate the operations of this company. Duties and responsibilities include (but are not limited to) formulating policies, managing daily operations, and planning the use of materials and human resources, but are too diverse and general in nature to be classified in any one functional area of management or administration, such as personnel, purchasing, or administrative services.

STORE MANAGER:
Store managers are responsible for supervising employees and running their store at profit. To attract a clientele and move merchandise, managers make sure that their store offers products and services that satisfy the needs and desires of their customers. Store managers will deal heavily in the following: merchandising, which includes buying and selling; store operations, which includes hiring personnel and receiving goods; accounting and bookkeeping; advertising and promotion.

JUICE JOCKEY ASSOCIATE:

Associates are to focus primarily on customer service. When not assisting customers, associates are to maintain a clean workspace by completing side work throughout their shifts. In addition to maintaining a clean working environment it is also the responsibility of associates to complete prep work for the following shifts. All Juice Joint employees, regardless of position, are expected to give exceptional customer service and maintain a positive and work appropriate attitude for the duration of their time on the premises.

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Work Place Harassment Policies

HARASSMENT POLICY:
Under the United States Code Title 18 Subsection 1514, Harassment is defined as a course of conduct directed at a specific person that causes substantial stress in such a person and serves no legitimate purpose. If harassment is experienced, the situation should be brought to the attention of a managing supervisor as soon as possible so the situation may be investigated and rectified. Breitenstine Enterprises LLC and the Juice Joint maintain a zero tolerance policy on all types of harassment. Upper management shall investigate all cases of harassment. Those found responsible of work place harassment may be punished through suspension, termination, or legal recourse.

SEXUAL HARASSMENT POLICY:

Sexual harassment can be verbal, visual, physical or communicated in writing or electronically. Sexual harassment, as well as any for of harassment, will NOT be tolerated in this establishment. This zero tolerance rule toward sexual harassment, as well as all forms of harassment, is applied to all employees, applicants, and customers.

DISCRIMINATION POLICY:
This establishment will not tolerate, condone or permit any kind of unlawful discrimination or discriminatory harassment of employees, customers, or applicants on the basis of their sex, color, race, religion, national origin, age, physical or mental health, marital status or change in marital status, parenthood, pregnancy, or sexual orientation. If ANY FORM OF HARASSMENT/DISCRIMINATION is experienced, the situation should be brought to the attention of a managing supervisor as soon as possible so that the situation may be investigated and rectified. Breitenstine Enterprises LLC and the Juice Joint maintain a zero tolerance policy on all types of harassment. Upper management shall investigate all cases of harassment. THose found responsible of work place harassment may be punished through suspension, termination, or legal recourse.

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Reporting a Work Place Complaint

REPORTING A WORK PLACE COMPLAINT:
A work place complaint is justified by any situation, which may cause stress, physical harm, or is in violation of any of the company statements. A work place complaint should be reported to a managing supervisor as soon as possible. If the complaint arises between two or more employees, such as different ideas or order of operations, the participating parties should first try to resolve the situation by them selves. If the situation cannot be resolved among the employees, it should then be brought to the attention of a managing supervisor for mediation. If the complaint involves any form of harassment, the complaint should be brought to the attention of a managing supervisor immediately. In such cases where a situation cannot be resolved amount participating parties, the situation should be brought to the attention of a managing supervisor as soon as possible. The situation should first be brought to the attention of the supervisor on shift. If the shift supervisor is not available, or if the situation requires further attention, the situation should be brought to the general manager. If the situation cannot be resolved at this level as SECOND COURSE OF ACTION will be taken. If the complaint involves any type of harassment, upper management shall investigate.

CONFIDENTIALITY:
Situations where problems can be addressed with out identity shall be addressed with confidentiality of parties involved. If a situation requires an investigation, at request of the affected party, this establishment will make all reasonable attempts to keep the matter confidential. In most cases, the matter will be kept between the involved parities and management. It may be necessary at times, as in cases of harassment, to involve third parties and witnesses.

SECOND COURSE OF ACTION:

If after following the order of operations listed in the REPORTING A WORK PLACE COMPLAINT section, a employee feels a situation needs further attention, the employee should contact Amber or Karl Breitenstine. Phone numbers of both parties can be found in the scheduling area. Situations brought to the attention of Breitenstine Enterprises LLC will most likely require a written statement by involved parties and a private meeting. Situations at this level, as well as those brought to the attention of managing supervisors, will be handled professionally with an ultimate goal of resolution for all involved parties. Page 5

Employee Expectations
GENERAL EXPECTATIONS:
All employees are expected to complete the training period set fourth by managing supervisors and this manual. All employees are expected to read and comprehend the OSHA, safety, ADA, and harassment sections set fourth by law and reviewed in this manual. Employees are expected to present a positive attitude to customers and co- workers. Employees are expected to be on time to their shift. Employees are required to be in uniform and be well groomed. Employees are expected to keep their uniform well laundered between shifts. Each employee will receive one free uniform. If damage is caused to this uniform, or an employee wishes to purchases another, uniforms can be purchased from the managing supervisor for $ 20.00. Employees are expected to follow the cleanliness guidelines that are outlined in their training session. A strong part of the Juice Joints employee expectations is cleanliness and sanitation. This includes cleanliness of the employee, the establishment, the prep area, dining area, bathrooms, and equipment. Employees are expected to finish all prep work outlined in this manual as well as any additional assigned by management as needed.

PAY PERIODS, BREAKS, and BENEFITS:

Pay periods will occur bi - weekly. Direct deposit is available to those employees seeking it. A voided check and a note requesting direct deposit must be presented to a managing supervisor. This process may take two pay periods after request to adjust. Each employee is allowed one large drink or smoothie for every two hours on the floor. There is an employee discount for those associates on floor toward food items, this discount takes 50% off of the listed price. This discount must be approved by a managing supervisor. Employees should hold on to receipts during shifts to avoid confusion. Employees who are off the clock will receive a 25% discount off of food and smoothies. This transaction must be approved by a managing supervisor. Employees will receive a 15 min break for every two hours on the floor. If an employee is scheduled to work more than six hours, the employee will be given one hour off for lunch.
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Employee Expectations
Side Work

OPEN SHIFT:
When arriving to the store in the morning, turn on LCD light. Make coffee in dispenser Bring all perishable snacks to the merchandiser, make sure all items are clearly labeled Make sure all trashes are empty and the store is in a general state of clean Make sure napkins, condiments, juices and snack shelves are stocked and prices marked Load prep area, make sure all fruits and perishable items are clearly labeled At 7 am turn on OPEN sign

ALL SHIFTS:
Take out trash as needed (and before ending a shift) always make sure the trash has two trash bags in it to avoid spillage Stock snack shelves STock merchandiser Refill all napkins Refill condiments Re-stock prep area, making sure to clearly label every item Bath room check - if bath room is not tidy, please inform a manager General Clean mirror floor overall clean Refills toilet paper soap paper towels Sweep Mop if slow, or as needed. Wash all dirty dishes

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Employee Expectations
Side Work
CLOSING SHIFTS:
Take out all trashes Break down any boxes and take to trash Stock snack shelves Stock merchandiser with juices Put all perishable snacks into big fridge Refill napkins Refill condiments Wash all dishes Wash coffee maker, prep for following day Clean out microwave Re-stock things that go into prep area, clearly label, and put in appropriate over night storage areas Windex windows Wash down all tables, prep area, serving area, ordering area, condiment area, and window bar Bathroom check - if bathroom is not tidy please inform a manager, if a manager is not present, please make a note for opening manager General clean window floor overall clean Refill toilet paper soap paper towels Sweep Mop Empty all sings Turn off OPEN sign at 9pm, turn off LCD light when leaving shop Lock front and back door, exiting out the front door.

MONTHLY SIDE WORK:

Each employee will be assigned a once a month side job, such as deep cleaning. These jobs will rotate between employees and be assigned by management.

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Employee Expectations
THEFT:
Theft in this establishment of any kind will not be tolerated. If found responsible of theft, an employee may be subject to termination or legal recourse. To avoid any confusion, employees should keep their receipts on hand.

MANDATORY MEETINGS:
Mandatory meetings will be scheduled as needed. They will be paid time for all employees who attend. Mandatory meetings will be posted a week in advance in the notification area in the office. If employees are unable to attend, they should inform their managing supervisor as soon as possible. If an employee misses a mandatory meeting, it is their responsibility to schedule a meeting with a managing supervisor to acquire missed information. The Juice Joint will make every reasonable attempt to schedule meetings at a time that works for the majority of employees.

EMPLOYEE EVALUATIONS:
Employee evaluations shall occur quarterly. Evaluations shall be preformed by either the general manager or the store manager. Evaluations are based on a 5 topic system. With an rating system by standard of loss, below, meets, exceeds, and excels. Employees will be reviewed on their ability to be a team player, communication skills, interaction with co-workers, attendance, and quality of work. Although not the only deciding factor, employee evaluations will weigh heavily on wage increases and promotions.

TIME OFF:
Employees requesting time off should submit a written request to their managing supervisor two weeks in advance. Also, employees should submit this request to hot schedules, so other employees are aware of the available hours. Time off will be determined on a first come, first serve basis. Minor changes to work schedules should be submitted through hot schedules. In cases where there is a need for unscheduled tome off, it is the employees responsibility to notify a managing supervisor as soon as possible to create a plan of action. If an employee chooses to have unscheduled time off twice, with out a plan of action, this establishment will consider the employment relationship terminated. Page 9

employee review example Page 10

Employee Expectations

SICK LEAVE:
In the event that an employee is unable to attend their shift due to illness, they should notify their managing supervisor as soon as possible. Employees who are going miss their shift due to illness should post a request on hot schedules for a shift cover. Severe or chronic illness should be discussed with managing supervisors. Employees who miss three or more shifts consecutively due to illness shall be required to produce a note from their health care provider stating their ability to return to work.

WHILE ON THE CLOCK:

Employees who are on the floor are expected to act in a professional manner. Swearing and general mis- behaving will not be tolerated. Employees are expected to keep the service line moving. Friendly chatter is permitted as a long as it does not interrupt the service line and satisfaction of customers. Employees are only allowed to engage in extended conversation on their 15 minute breaks, or when off the clock for lunch. Employees should try to keep busy with work while on the clock. Employees should tend to their side work, or prep work when the shop is in between customers.

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Customer Service Expectations

GENERAL EXPECTATIONS:
Customer satisfaction is expected to be each employees number one concern. Service should be provided in a timely and friendly fashion. Store phone calls should be answered promptly. To provide the best customer service possible, employees should know the menu in full. This is to avoid allergen situations and to further assist customers with purchase decisions. Employees should provide, to the best of their ability, great customer service to all, and care to those customers needing further assistance.

REMAKE AND REFUND POLICY:

We Make It Right - we guarantee each customer complete satisfaction. if a customer does not receive the correct smoothie, or a low quality smoothie, a re make is a standard process. If a customer seems unsatisfied in the remake process, employees should give the customer a free smoothie card for their next visit. In the event that a customer requests a refund for their purchase, a shift supervisor will be needed for the transaction.

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Safety Practices and Expectations

EQUIPMENT SAFETY:
ONLY employees who have completed their training program may use equipment. Safety standards require that employees be at least 18 years of age to operate equipment. Under NO circumstances may anyone besides employees be allowed behind the counter or in the prep area. Blenders may only be operated with shields in place. If equipment becomes, or is marked out of order, it must be reported to management. The item should be marked as Out of Order and left unused until a qualified maintenance person can repair it. If any accident occurs, it should be reported to management right away. Dial 911 needed.

CHEMICAL SAFETY:
Chemicals must always be clearly marked and stored according to OSHA standards. Certain chemicals may be hazardous if personal contact occurs. If chemical contact occurs, please rinse area immediately. If contact occurs, please contact poison control at 1-800-222-1222. Certain chemicals should not be mixed, to become familiar with chemicals and their properties please visit http://www.osha.gov/dts/chemicalsampling/toc/toc_chemsamp.html.

HEALTH SAFETY:
All employees are expected to be well-groomed and cleanly at work. Employees should wash hand often. Hands should always be washed after exposure to allergen causing food. To avoid an allergen situation, employees are required to use sanitary gloves in preparation process. Employees MUST wash their hands after each visit to the rest room. BBP: Blood Born Pathogens - any open cut must be properly covered. If the wound is on the hand, employees must have the wound covered with a band aid, and a sanitary glove at all times.

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Safety Practices and Expectations

FOOD SAFETY:
FIFO: First in, first out. Product that is put in freezers and refrigerators first needs to be used first. Proper rotation of product ensures that ingredients served are of proper quality. Sanitation: Surfaces and containers used for prepping and storing product must be properly cleaned before and after use. Cross Contamination: Due to food allergens, cross contamination needs to be avoided. Proper Quality: To maintain proper quality, expiration dates need to be checked and followed. If a product is expired, product should be properly disposed and a mark should be made on the used product list. Proper Quality: If any product should fall on the floor, or come into contact with unsanitary conditions, the product should be disposed. Any large quantities of lost product should be written into the used product list. Separation: Products must be prepped and stored individually to prevent cross contamination. Hand Washing and Glove Use: Hands should be washed before and after any product preparation, in addition, fresh gloves need to be worn for the duration of prep work and changed before moving on to another product. Labeling: Products need to be clearly labeled. Products should have the product type, the date of opening, and the date of expiration on the label. When a product has run out in the prep area, and a new product is necessary, a label must be created, and a mark should be added to the used product list. To avoid an allergen situation, employees are required to use sanitary gloves in preparation process.

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OSHA Review of Policies and Practices

The polices and practices found in this manual do not include all of OSHAs regulations. Employees are encouraged to visit www.osha.gov to review OSHAs any order of importance or relevance.

WORK PLACE SUBSTANCE ABUSE:

The Juice Joint does reserves the right to perform random drug tests under OSHA guidelines. If probable cause exists, employees could be requested to submit to a drug test. Under OSHA guidelines, if a major accident occurs in the work place, employees involved may be required to take a drug test. If an employee has a positive drug test under and OSHA investigation, the Juice Joint will have no choice but to support any OSHA recourse. If any employee wishes to seek help for a substance issue, they should contact 1-866-923-1134. Should an employee seek help for substance abuse, the Juice Joint will not discriminate for this choice.

BLOODBORNE PATHOGENS:
Workers in many different occupations are at risk of exposure to bloodborne pathogens, including Hepatitis B, Hepatitis C, and HIV/AIDS. To avoid the spread of BBP, employees should be careful at all times of open wounds or exposed blood. If an employee has an open wound, the wound should be properly covered up using appropriate first aid. If the wound is on an employees hand, the wound must be covered up, and a sanitary glove must be used during all food preparation. If exposed blood is found in any area of the shop, or bathrooms, management must be informed immediately and the area must be isolated. Any food item which may come in contact with blood, or any bodily fluid, must be disposed of and marked off on the items list.

CHEMICALS AND CHEMICAL DATA BASE:

Employees will work with several cleaning supplies, and cleaning chemicals. Many chemicals can be harmful if swallowed or physical contact occurs. Employees should use chemicals for their intended purpose only. If contact with a chemical occurs, employees should rinse area immediately. Employees should next check the Chemical Data Base, to see if any further action is necessary. If chemical is ingested, employees should immediately tell a supervisor and contact poison control at 1-800-222-1222. If an employee has any question about a chemical, its components, uses, or hazards they should consult the OSHA chemical database found at http://www.osha.gov/web/dep/chemicaldata/. Page 15

OSHA Review of Policies and Practices

EMERGENCY EVACUATION PLAN:

Exit signs should always be illuminated. Employees need to know their exit plan. In the event of a major emergency, employees should immediately exit out of the nearest available exit, and instruct all shop occupants to do the same. In the event that an EEP is put into practice, 911 should be contacted immediately. Exit signs should not be tampered with. If an exit sign is not illuminated, a manger should be informed promptly. Smoke detectors should not be tampered with. Battery tests should be conducted once a month.

FOR FURTHER INFORMATION:

Employees are encouraged to visit www.osha.gov to review policies and practices. If an employee has any questions concerning OSHAs policies and practices, they should submit a written note to management. Informational requests may take up to three days for proper research.

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