Haddad’s Market Handbook 

                Haddad’s Market is an independent supermarket dedicated to serving the public with quality food products and a high degree of personal service at a fair price.

            As an employee at Haddad’s, you must realize that the most important asset in the store is the customer. A pleasant hello, a nice smile and a pleasant “thank you” will show the customer that we do care about him\her. Assist the customer in anyway that you can. The customer is the one person that makes your paycheck possible. In the eyes of the customer, you are the store.

About the store organization

            Our store is made up of various departments, each department being headed by a professional manager. Our departments consist of grocery, meat, produce, delicatessen, and bakery.

            Each department head is directly responsible to the store manager. Department heads are responsible for the operation of their department and are assisted by the store manager. Within each department are people who work along with the department head. You will work primarily in one department but may work in other departments as needed.

            You will be required to do a professional job. Even if you don’t make the grocery business a career, you will learn work habits that will stay with you for the rest of your life. Remember, there is no such thing as “getting by” in this world. It is our intention for each of you to do the best possible job you can.

            We feel an obligation to you to provide the best working conditions available and to provide you with the facilities and equipment necessary to do your job. We feel that you, in return, have an obligation to do your best.

            You are to respect the person in charge of the store. This person has the authority to give orders and see that they are carried out. Owners will back him on any decisions he makes for proper management of the store. He has been instructed to report anyone who does not follow his directions or fails to keep busy.

As in all organizations, we must have rules and regulations to assure a smooth and efficient operation. The rest of this document will deal with some that we feel are important. You are expected to abide by them.

Courtesy

This is number one on the list. We are a modern supermarket, yet must retain the friendly neighborhood atmosphere. You should greet the customer wherever you first come in to contact with him/her. A customer is not an interruption to your job; rather they are the reason for it. We expect, in fact, demand that each customer be treated courteously.

Sanitation

Next to courtesy, sanitation is the most important. The Peoria County Health Department places you under strict laws pertaining to sanitation. Customers expect a food store to be clean. This is where they are purchasing the food for themselves and their families. Please do your share to keep the store clean – outside as well as inside. It can be done if everyone does his or her share. We do not want the reputation as a dirty store and you should not want the reputation of working in a dirty store. Mark, Jim H. and Ann are certified in food sanitation; if you have questions seek any of them out for answers.

Personal Appearance

Your personal appearance is very important to the customer. They expect us to have clean, neat and well-groomed people serving them. After all you are handling the food that they will eat. For that reason, we have the following dress code.

1.                         For male and female, dress slacks are preferred. Blue jeans are acceptable. Females may where a dress or skirt.

2.                         A collared shirt or sweater is to be worn by all. Shirts are to be clean and kept tucked in.

3.                         Hair is to be neatly trimmed, clean and well groomed. It must be “socially acceptable with the times.”

4.                         Males are not to wear earrings.

5.                         A collection of dress shirts will be provided at the store for you to use if needed.

Injuries

While we strive to maintain a safe work place, accidents happen. In the event that you are hurt or injured:

1.      If serious, go to the manager immediately.

2.      Get medical attention if needed

3.      Basic medical supplies such as aspirin, hydrogen peroxide, and bandages are located in the milk crates next to the break room desk.

4.      Fill out an accident report for the insurance company.

Smoking

Smoking is permitted in the lounge area only (upstairs). Smoking refuse is to be disposed of in the receptacles provided; not on the floor. This is in compliance with local health department regulations. Local laws also require you to wash your hands after smoking.

Work Schedules

1. Hours scheduled are the hours to be worked.
2. Schedules are made out in advance and posted.

3.      Schedule changes with another employee must be cleared with the department manager.

4. If an emergency comes up, please call in as soon as possible to make changes. Parties, games, dances, etc. are not emergencies.
5. Calling in sick when you are not sick is grounds for dismissal.
6. Time cards must be punched in and out. No one is allowed to punch someone else’s card. You should be ready to work when punching in. We are required by the Sate of Illinois to keep accurate records of hours worked by each employee.
7. Your work schedule is the time that you are expected to work- not visit. You can visit with your associates before and after work. Visiting leads to not- performance of your duties and neglect of customers.

Your timely attendance at work is crucial to making the business run smoothly. We must meet production requirements to satisfy our customer's demands.  You need to do your part in achieving this goal, and one way is to maintain a good attendance record.  Any absence or tardiness becomes a part of your employment record.

1. Punctuality requirements.  Employees are expected to be at their workstations on time. Tardiness is defined as being at your workstation at least 5 minutes past your scheduled starting time. You should also notify the appropriate person when you know you may be late for work. Being on time makes it easier for all of us because tardiness hinders teamwork among employees. Being tardy for work or leaving the job station before quitting time will be considered cause for corrective action.

2. Counting absences.  Here are the rules for how absences will be counted:
   1. An unscheduled absence for at least one-half the workday will be counted as one occurrence.
   2. If an employee returns from an absence (due to an illness) and goes out again due to the same illness after being at work for no more than one day, then the absence will be counted as one occurrence.

Repeated occurrences will result in verbal counseling, written counseling, and/or suspension or termination of employment.

3. Procedure.  In the event that you are unable to come to work, be sure to call in and let the appropriate person know, in advance where possible, but no later than one hour before your regular starting time, so that arrangements for other help can be made. Vacation days must be scheduled at least two weeks in advance except in cases of emergency. Employees may be granted excused absences for sickness/illness when the appropriate person is notified prior to the start of work.  Pre-scheduled medical/ professional appointments (lawyers, clergy, counselors, etc.) or other compelling reasons, with prior supervisory approval, may also be considered as excused absences. Absence of three or more consecutive scheduled working days without notifying the appropriate person will be considered as a voluntary termination, and you will be removed from the payroll.

4. Authorized absence documentation.  We may require documentation of authorized reasons for absence, such as sick leave or jury duty, and may also verify the documentation where appropriate.

5. Inclement weather.  The facility must continue to operate during periods of bad weather.  Thus, the need for employees to be on the job during such emergencies is of paramount importance.  You are expected to make every effort to report for work.  If you do not report for work when scheduled during a weather emergency, you will be considered absent.

Breaks or Rest Periods

The amount of time for your break is based on the amount of time you work.

5-7 hours = 15 minutes.

8 hours = 30 minutes

1.      Please inform the manger when you want to go – not everyone at the same time and let him know when you are back.

2.      You should take care of your personal needs and refresh yourself during your break.

3.      There is break area upstairs. Please don’t take your break in other departments. Food is being prepared there and health department regulations apply.

4.      Deli containers are not to be used for beverages. The deli cups cost about 14c each and are a needless expense. Please put your name on a solo cup and use it. Ice is available – at no charge- in the ice machine in the back room.

5.      Personal telephone calls should be made during your break. As the phone is a business phone, please keep your calls short. Discourage calls from your friends unless it is important and need attention before you leave. Please do not abuse this privilege.

Bulletin Board

Official notices will be posted on the bulletin in the lounge area. These are important notices and / or posting requirements by the state or federal government. These are to be left up. You are welcome to post jokes thank you notes, etc. on this board as long as they are not offensive or ridiculing to the other employees or the store.   

Parking

Employees are to park in areas designated by management. This is to allow our customers easy access to the business.

Back Doors

Back doors are for the receiving of merchandise and supplies. They can be used for loading out special orders such as large meat orders or case goods or for taking out garbage. All employees must enter or leave by the front doors. The reason for this is that anyone seeing you coming or going with groceries may thing your are taking merchandise that has not been paid for. By, anyone we mean other employees, management, or customers who may be looking at the back door at the time. For your protection, please use the front doors.

Shoplifting or Theft

If you see someone concealing merchandise, notify the manger immediately.

Pilferage

Employees that remove products from the shelf without payment will not be tolerated.

This includes but is not limited to:

a)      Drinks

b)      Chips

c)      Sandwiches

d)     Deli items

e)      Produce

To avoid any misconceptions we ask that you tape your receipt to an item that you take. This will avoid conflicts over whether an item has been paid for. Pilferage cost the store money.

SUBSTANCE ABUSE POLICY

Our policy is to employ a work force free from alcohol abuse or the use of illegal drugs. Any employee who violates this policy will be disciplined. This may include termination, even for a first offense.

We strive to provide a safe and healthy work environment, free from the use of illegal drugs *and abuse of alcohol and set forth the following rules:

a)      Employees may not consume alcoholic beverages or take illegal drugs on our premises.

b)      Employees may not report to work under the influence of drugs or alcohol.

c)      If you are convicted under any federal or state criminal drug statute, you must notify an officer of the firm within five (5) days. This will be grounds for termination. This does not include a DUI conviction.

Legal drugs include prescribed and over-the-counter drugs which have been legally obtained and used for the purpose for which they were intended. Illegal drugs include any drug which is not legally obtainable, which may be obtainable but has not been legally obtained or which is being used in a manner or for a purpose other than as prescribed.

POLICY PROHIBITING SEXUAL HARASSMENT

It is our policy, in accordance with providing a positive, discrimination-free work environment, that sexual harassment in the workplace is unacceptable conduct that will not be condoned. 

Sexual harassment is unsolicited, nonreciprocal behavior by an employee who is in a position to control or affect another person’s job status and who uses the power or authority of that position to cause that employee to submit to sexual activity, or to fear that he or she would be punished for refusal to submit.

Sexual harassment also includes any employee conduct unreasonably interfering with another’s work performance by creating an intimidating, hostile, or offensive working environment. Sexual harassment consists of a variety of behaviors by employees directed to other employees including, but not limited to, subtle pressure for sexual activity, inappropriate touching, inappropriate language, demands for sexual favors, and physical assault.

Haddad’s Market will treat sexual harassment as any other form of misconduct. Employees who engage in harassing behavior will be disciplined appropriately. Employees who are sexually harassed are encouraged to discuss the situation with their supervisor or with an officer of the firm.

EMPLOYEE CONFIDENTIALITY AGREEMENT

Employee agrees that any and all knowledge or information that may be obtained in the course of the employment with respect to the conduct and details of the business and with respect to the secret processes, formulas, machinery, etc. used by the employer in manufacturing its products will be forever held inviolate and be concealed from any competitor and all other persons and that he or she will not engage as employer, employee, principal, agent, or otherwise, directly or indirectly, at any time in a similar business, and that he or she will not impart the knowledge acquired to anybody and that should he or she at any time leave the employ of the employer he or she agrees not to enter into the employ or service or otherwise act in aid of the business of any rival company or concern or individual engaged in the same or in similar lines of business. If he or she does so in violation the employer shall be entitled to an injunction by any competent court of equity enjoining and restraining him [her] and each and every other person concerned from continuance of employment, services or other acts in aid of the business of the rival company or concern. Nothing shall prevent him [her], upon the termination of the employment, in engaging in any occupation in which the processes, formulas, and other secrets of the employer will not be directly or indirectly involved.