Some things to go over
Employment at Will
Employment with WokChow is entered into voluntarily. All employment with WokChow is at will, meaning that both the Team Member and the Company remain free to terminate the employment relationship at any time, for any reason, with or without cause or notice. Furthermore, no employment policy, handbook or any other document shall be construed to create any legal obligation or expressed or implied contract. No representative or Team Member of the Company, other than the CEO, has the authority to enter into a contrary agreement. Any such agreement must be in writing and signed by both the Team Member and CEO.
Turning in a Notice
It is customary that any employee that wishes to terminate their employment offer the management team notice. This notice can vary in length, but by doing so can ensure that your future reference will remain in good standing.
Non-Discrimination / Anti-Harassment Policy
WokChow is committed to creating and maintaining a workplace free of any type of discrimination or harassment. Discrimination against any Team Member, vendor or Guest because of race, color, sex, sexual orientation, religion, national origin, marital status, age, ancestry, veteran status or legally recognized disability will not be tolerated. WokChow also prohibits any form of harassment, joking remarks, or other abusive conduct directed at Team Members, vendors or Guests because of their race, color, sex, sexual orientation, religion, national origin, marital status, age, ancestry, veteran status or legally recognized disability.
Harassment
Any conduct by a Team Member, vendor or Guest which creates a hostile or intimidating work environment will not be tolerated at WokChow.
Sexual harassment is unwelcome sexual advances, request for sexual favors, or verbal or physical conduct of a sexual nature, against someone of the opposite or same sex, when:
Submission to such conduct is made either explicitly or implicitly to be a term or condition of an individual’s employment; or,
Submission or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individuals;
Such conduct has the purpose or effect of unreasonably creating an intimidating, hostile or offensive work environment.
The following are examples of harassment:
- Unwanted Sexual Advances
- Offering employment benefits in exchange for sexual favors
- Making or threatening reprisals after a negative response to sexual advances
- Visual conduct that includes leering, making sexual gestures, or displaying sexually suggestive objects or pictures, cartoons or posters
- Verbal conduct that includes making or using derogatory comments, epithets, slurs or jokes
- Verbal sexual advances or propositions
- Physical conduct that includes touching, assaulting or impeding or blocking movements
- Email messages or jokes about sexual subjects or gender stereotypes
- Talking about one’s own sex life or speculating about the sex lives of other Team Members Note: This list is not intended to be all inclusive.
Reporting Procedure
If a Team Member believes he or she is being harassed or discriminated against, the alleged harassment and/or discrimination should be reported immediately to a Manager or General Manager. If you are not comfortable discussing your complaint with your Manager or General Manager, you are encouraged to contact the company owner.
Any member of Management who receives a complaint of alleged harassment and/or discrimination must report it immediately to the company owner so it can be investigated in a timely and confidential manner. The failure to promptly report such a complaint may lead to corrective action, up to and including termination. Please note that any complaint of harassment and/or discrimination, formal or informal, is considered notification and must be acted upon promptly.
All reports of harassment/discrimination will be fully investigated and, if it is determined that harassing or discriminatory behavior has occurred, corrective action, up to and including termination will be taken.
If an investigation reveals that a complaint is valid, prompt and appropriate corrective action designed to stop the harassment or discrimination will be taken immediately. Appropriate corrective action may include, but is not limited to, job reassignment, training or termination.
Whistleblower Policy
The WokChow Code of Conduct requires all Team Members, including Directors and Officers of the Corporation, to observe only the highest standards of business practices while performing all job duties and responsibilities. The Company and its Team Members will be responsible for complying with all applicable laws and regulations.
The Whistleblower Protection Policy has been created to encourage Team Members to disclose any improper conduct occurring within the Company without fear of retaliation.
No Retaliation
No Team Member who, in good faith, reports a violation shall suffer harassment, retaliation, retribution or any adverse employment action. Any Team Member who retaliates against someone who has reported a violation in good faith will be subject to disciplinary action, up to and including tennination of employment. This Policy is intended to encourage and enable Team Members to raise serious concerns within the Company prior to seeking other types of resolution.
Reporting Violations
In keeping with WokChow’s “Open Door” philosophy, Team Members should share, in a timely manner, their questions, concerns, suggestions or complaints with someone who can address them properly. In most cases, a Team Member’s Manager is in the best position to address a concern. However, if the Team Member is not comfortable speaking with his or her Manager, or the Team Member is not satisfied with that Manager’s response, the Team Member is encouraged to speak with the Owner.
Acting in Good Faith
Any Team Member who files a complaint concerning improper conduct or a suspected violation of any WokChow policy or procedure must do so in good faith and must have a reasonable basis for suspecting a violation. False or malicious reports will not be tolerated and will be considered a serious disciplinary offense, which may result in disciplinary action, up to and including termination of employment.
Confidentiality
Reports filed under this policy will be kept confidential to the extent possible.
Conflict Resolution and Communication/open door Policy
Successful working environments and relationships depend upon effective, two-way communication. We will do our best to see that you are kept current and made aware of changes in procedures, policies and general information. We ask, in return, that all Team Members continuously review all WokChow methods of communication.
Most questions can be answered and most problems can be resolved by discussing them with your immediate Manager. Should you need to pursue additional input for the resolution of your particular issue, the chain of communication is as follows:
- Immediate supervisor or team mate
- Immediate Manager
- Owner
This means that your concerns should first be addressed by members of management. Should they need help with your issue or you or uncomfortable discussing with them for any reason, then it is appropriate to consult the Owner.
WokChow is committed to providing a safe environment where our Team Members can feel free to report or address any issues affecting their work.
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