Other Policies

Clock-In / Clock-Out / Payroll 

Every Team Member is expected to clock in, on time, at the beginning of his or her shift, no more than seven (7) minutes in advance of his or her starting time, unless specifically requested by Management. Upon arriving at work, Team Members are expected to :

Clock in

Wash their Hands

When each Team Member clocks in, he or she must be ready to begin working in his or her section of the restaurant. In addition, each person must clock in and clock out for any approved break periods.

Every Team Member is expected to immediately clock out after being released by their Manager. No Team Member is expected to, nor allowed to, work “off the clock.” In accordance with the Federal and State Wage and Hour laws, all hours must be accounted for and recorded.

Overtime

On occasion, non-exempt Team Members may be asked to work overtime. Overtime must be approved by Management in advance, and will be calculated in accordance with Federal and State wage and hour laws.

Payroll Distribution 

Paychecks will be available for Team Members at their respective restaurants on or about their regularly scheduled payday. Hourly Team Members may be required to sign the “Check Signature Register” when they pick up their paychecks. No Team Member’s check will be given to another person without prior signed authorization and Management approval.

If a paycheck is lost through no fault of WokChow, the Team Member will be required to incur the cost charged by our financial institution for the stop payment of the lost check, where allowable by law.

Checks can be picked up any morning between 9 and 10 or any afternoon between 2 and 4.

Final Wage Payment 

We ask that Team Members provide a two week advance notice of their resignation. Team Members separating from WokChow, whether voluntarily or involuntarily, are paid for all hours worked. Final paychecks are issued on the next regular payday, unless State or local law dictates otherwise.

If you have any questions or concerns regarding your compensation, you should immediately contact your Manager or the Owner. WokChow compensates all Team Members in accordance with Federal and State laws.

Payroll Deductions 

Payroll deductions will be made as required by law for the following

Work Attire Deductions

WokChow requires Team Members in some positions to purchase their work attire through payroll deductions. For those Team Members required to purchase their work attire, the payroll deduction will only be performed if the work attire cost deducted from your wages does not reduce your income below the applicable minimum wage.

Garnishments 

WokChow is required by law to honor any wage execution served exactly as presented. WokChow will not enter into modifying agreements of any kind, unless specifically instructed to do so by the court. You will be subject to the maximum processing fee, as allowed by the court.

Child Support Processing 

All Team Members will be subject to the maximum fee allowed by your resident state for processing court ordered child support payments. These fees will be deducted from every regularly scheduled paycheck.

Scheduling

Due to the nature of our business, our Guests ultimately determine our work schedules. Therefore, your Manager will assign your work schedule based on the experience of our Guest demands. We actively recruit for Full-Time Team Members, who are asked to commit to five shifts per week, including two lunch shifts. In order to accommodate our Guests, some of our restaurants may be open 365 days per year. You can expect to be scheduled for -and expected to work on -weekends and some holidays. Work schedules for all hourly Team Members will be posted. To the best of its ability, management will give you schedules that are consistent. However, as staffing needs constantly change with the fluctuation of business, WokChow expects and appreciates your help and flexibility in ensuring that we meet the needs of our Guests.

Team Members are responsible for knowing and meeting their scheduled days and times. All shift changes and requests for time off must be approved by a Manager thru the When I Work application.

To best serve the needs of our Guests, an on-call position may be scheduled. On-call Team Members must call in and speak with a Manager only, no later than 9:30 a.m. for a lunch shift, and no later than 5:00 p.m. for a dinner shift, to confirm if they must report to work. An on-call shift is considered a scheduled shift for absenteeism purposes.

Conduct

Employee Parking

It is very important that all WokChow restaurants maintain parking areas with the easiest access for our Guests.  parking location is the far row of spots, located along Kingston Pike.

No Smoking policy

As a service-driven company, we want to ensure that each and every Guest has an excellent experience.  Team Members will be prohibited from smoking while on Company premises. Additionally, we ask that
Team Members refrain from smoking when:

Walking to and from Vehicles

In all parking areas

During Breaks

When representing WokChow in a professional capacity

Failure to comply with this policy may result in disciplinary action, up to and including termination.

Entering and Exiting

To ensure safety and security, Team Members must always enter and exit by the front door of the establishment in which they work. In our restaurants, they must do so in full work attire, in a quiet manner, always yielding to Guests, to maintain the professional appearance and image of our restaurants.

Telephone/Cell Phone Usage

As the telephone is an integral part of our business, hourly Team Members are not permitted to use the telephone during their shift, except for emergency purposes. We recognize that emergencies do arise, and our staff will do their very best to inform you should you receive an emergency call. The use of cell phones or pagers is not permitted during a working shift unless it is required to perform your work duties. Do not bring these items into the restaurant while working.

Personal Belongings  

Due to the limited amount of space in each restaurant, WokChow does not provide storage for Team Members. Please do not bring personal items to work, as we can not accept any responsibility for your items that are lost, damaged or stolen, in any of our locations.

Theft/Loss Prevention  

All assets of WokChow is very important to the success of the Company and to you. You are responsible for notifying your Manager of any unacceptable activity or theft, internal or external.

Safety First

The personal safety and health of all WokChow Team Members and Guests is of great importance. It is every Team Member’s responsibility to create and maintain a clean, safe environment and to ensure these standards are upheld on a consistent basis.

Fit for Duty

You are required and expected to be able to perform the essential functions of your job. Any Team Member who is unable to perform the essential functions of his or her job, or requires an accommodation to perform the essential functions of his or her job, should bring the matter to the attention of management. Your safety, and the safety of other Team Members and Guests, is our chief concern.

Serving Alcohol

It is the policy of WokChow not to serve beer or intoxicating beverages to:

Persons under 21 years of age

Intoxicated persons

Persons who are known to habitually drink alcohol to excess or

Persons to whom a state agency or commission has prohibited the sale of intoxicating liquor.

Drug and Alcohol Policy 

WokChow prohibits the unauthorized possession, use, sale or distribution of alcohol and or illicit drugs, or other controlled substances on WokChow’s premises, during any working hours. WokChow prohibits reporting to work or working while possessing or under the influence of alcohol and or illicit drugs or controlled substances.

“Under the influence” for purposes of this policy shall be defined as reporting for work in a condition which results in a positive result for any drug or alcohol screening test. As a condition of continued employment, all WokChow Team Members must abide by the terms of this policy.

All Team Members may be subject to drug and alcohol screening tests as a condition of employment or continued employment. WokChow may also, at its sole discretion, require Team Members to submit to drug and alcohol testing at such other times as it deems appropriate. A positive result on any such screening test, or refusal to submit to such a screening test, will result in immediate termination of employment.

Team Members, as well as their possessions or vehicles located on WokChow property, are subject to WokChow initiated searches at any time, without notice. The following items are strictly prohibited on WokChow premises or at WokChow-sponsored functions;

• Offensive weapons

• Alcoholic or intoxicating beverages

• Any other object or device which is deemed to be disruptive, unlawful or hazardous to the operation of the restaurant, our Guests or our Team Members

• Unlawfully obtained or stolen property

Possession of the aforementioned items may result in disciplinary action, up to and including termination.

Anti-Violence Policy  

WokChow takes an unequivocal position against intimidation, threats or violence in the workplace. We adhere to  a zero-tolerance policy of violence in the workplace, and this extends to persons connected with our business, including Team Members, Guests, vendors or any others who interact with our Team Members. Any behavior which threatens Team Members or Guests should be reported immediately to management.

Operating Vehicles for WokChow

All Team Members operating vehicles for WokChow business are required to have in effect, at the very least, the mandatory minimum insurance limits for your state. WokChow and its agents reserve the right to verify either verbally or in writing from your insurance company or agent, that the required insurance limits are in force, along with information relating to the duration of the policy. When authorized to travel for WokChow business.

Reporting Accidents and injuries

Each WokChow Team Member is responsible for accident prevention and has a responsibility to him/herself, co-workers, and to WokChow Guests to work safely. All Team Members are expected to observe safe practices as well as instructions on the efficient handling of their job. Failure to observe safe practices or failure to report the occurrence of any accident may result in disciplinary action, up to and including termination.

Guest-Related Incidents  

Any type of accident involving a Guest must be immediately reported to a Manager, whether the Guest desires it or not. Do not attempt to handle the situation yourself. Types of accidents may include falling, finding foreign objects in food, or Team Members or Guests spilling food and drink on one another.

Should professional medical treatment be received as a result of an accident, injury or illness, a medical certificate may be required to ensure that you are fit for work and that the injury or illness will not be aggravated in the normal performance of your job duties. Failure to provide this certification, as requested, could result in a delay in your returning to work.

Leaves of Absence

WokChow will adhere to all Federal and State laws regarding leaves of absence. The following is a list of leaves which you may need to take during your employment with WokChow. All leaves of absence are subject to and require approval from the Owner.

Personal

Leave All Full-Time Team Members employed by WokChow for a minimum of ninety (90) days may be eligible to apply for an unpaid personal leave of absence. Job performance, absenteeism and restaurant necessity and departmental requirements will all be taken into consideration before a request is approved, except in the case of a medical leave. Requests for unpaid personal leave may be denied or granted by the Company for any reason and are within the sole discretion of the Company.

As allowed by Law

Some reasons may include, but are not limited to;

Military

Family and Medical Leave Act

Caregiver Military Leave Entitlement

Active Duty Leave Entitlement

Medical Certification 

If you are requesting leave due to the serious health condition of a family member or your own serious health condition, you must submit a written certification from the health care provider certifying the condition as a “serious health condition” and specifying the duration of the leave. To take leave on a reduced or intermittent basis, you must also submit a written certification from your health care provider stating the medical necessity of such a request. The failure to submit proper documentation of your need for FMLA leave may result in the denial of your request.

WokChow reserves the right to request and/or require confirming medical examinations at its discretion. In certain circumstances, WokChow will request medical re-certification.

Reduced or Intermittent Leave 

In the case of a serious health condition of your own, or of your spouse, son, daughter or parent, the 12 week unpaid leave may be taken on a reduced leave schedule or intermittent basis (i.e., shorter work hours or a shorter work week), if your health care provider deems it medically necessary. WokChow reserves the right to assign you to an alternative position and/or shift to accommodate your request for reduced schedule or intermittent leave.

Return to Work 

Ordinarily, on return from FMLA leave, you will be placed in your previous position or an equivalent position with equivalent pay and benefits. Team Members must submit a doctor’s Release to Return to Work prior to their return date. If you fail to return to work at the end of your leave, your employment may be terminated. You should contact your Manager to confirm your intention to return to work at least 2 weeks prior to the date your leave expires.

Employment and Other Activities during Leave 

You are prohibited from performing any kind of work during your leave, unless specifically authorized in writing by WokChow. Performing unauthorized work while on leave may be grounds for termination.

Compliance with State and Local Law 

To the extent that State or local laws in your geographic area of employment provide greater rights/protections, Team Members are entitled to such rights/protections.

The details of this leave are extensive. You are strongly urged to contact owner and ask questions until you thoroughly understand this leave.

Sick Leave

The policy regarding attendance, absence and tardiness should be reviewed for the appropriate method of reporting in sick. Time off of work due to illness for hourly Team Members will be unpaid.

Vacation Leave

WokChow recognizes the need for balance between work and personal time. Please speak with your General Manager to determine if you are eligible for paid vacation time. Any requests for time off, whether paid or unpaid, must be made in writing and with sufficient notice to your Management team.