Handbook Acknowledgement
This is to acknowledge that I have received a copy of the Palms Hotel Group EmployeeHandbook & Code of Conduct. By initialing each item below, I attest to the fact that I have reviewed and understand each of these policies and requirements related to the entities within the Palms Hospitality Group (“THE COMPANY”):
(a) At-Will Employment (Section 2.1)
Employment with THE COMPANY is "at-will." This means employees are free to resign at any time, with orwithout cause, and THE COMPANY may terminate the employment relationship at any time, with or without cause or advance notice. As an at-will employee, it is not guaranteed, in any manner, that you will be employed with THE COMPANY for any set period.
(b) Equal Opportunity Employment (Section 2.3)
THE COMPANY is an Equal Opportunity Employer. Employment opportunities at THE COMPANY are based upon one's qualifications and capabilities to perform the essential functions of a particular job. All employment opportunities are provided without regard to race, religion, sex (including sexual orientation and transgenderstatus), pregnancy, childbirth or related medical conditions, national origin, age, veteran status, disability,genetic information, or any other characteristic protected by law.
(c) Anti-Retaliation and Whistleblower Policy (Section 2.8)
This policy is designed to protect employees and address THE COMPANY’s commitment to integrity and ethical behavior. In accordance with anti-retaliation and whistleblower protection regulations, THE COMPANY will not tolerate any retaliation against an employee.
(d) Meal and Break Periods and Employee Discounts (Section 4.5)
As required by New York State law, employees are entitled to meal and break periods based upon the number of hours worked. Meal and break periods should be scheduled by the employee at a time where it is plausible to be away from their duties. Employees are entitled to a 50%discount on meals, beverages, and, for those above the legal drinking age, alcoholic beverages. See Section5.2 for details regarding employee discounts, which are limited to Employees Only.
(e) Standards of Conduct (Section 6.1)
THE COMPANY’s rules and standards of conduct are essential to a productive work environment. As such, employees must familiarize themselves with, and be prepared to follow, THE COMPANY’s rules and standards. While not intended to be an all-inclusive list, the examples below represent behavior that is considered unacceptable in the workplace. Behaviors such as these, as well as other forms of misconduct, may result indisciplinary action, up to and including termination of employment:• Theft or inappropriate removal/possession of property, INCLUDING PROVIDING OR ACCEPTING MEALSOR BEVERAGES AT MORE THAN THE ALLOWABLE 50% DISCOUNT, failure to remit any customerpayments to the business, or violations of the buyback policy.• Falsification of timekeeping records• Possession, distribution, sale, transfer, manufacture, or use of illegal drugs in the workplace OR workingin an impaired state from the effects of alcohol or drugs• Fighting or threatening violence in the workplace• Making maliciously false statements about co-workers• Threatening, intimidating, coercing, or otherwise interfering with the job performance of fellowemployees or visitors• Negligence or improper conduct leading to damage of company-owned or customer-owned property• Violation of safety or health rules• Sexual or other unlawful or unwelcome harassment• Excessive absenteeism• Unauthorized use of telephones, computers, or other company-owned equipment on working time.Working time does not include break periods, meal times, or other specified periods during the workdaywhen employees are not engaged in performing their work tasks.• Unauthorized disclosure of any “business secrets” or other confidential or non-public proprietary information relating to THE COMPANY’s products, services, customers, or processes. Wages and other conditions of employment are not considered to be confidential information.
(f) Dress Code
While there is no formal dress code, employees are expected to always use their judgment in dressingappropriately, recognizing that this is an important reflection on our Company.STAFF ARE REQUIRED TO WEAR AUTHENTIC COMPANY SHIRTS AT ALL TIMES WHILE ON DUTY, non-slipshoes, and their choice of shorts or pants that upholds safety policies. At no time should employees wearrevealing clothing that shows underarms, stomach, or buttocks. Facial piercings or tattoos may ask to becovered while working. Long hair must be worn up in a bun or pony tail.
(g) Buy Back Policy
Management understands that providing buy backs to customers is an important aspect of building loyalty among our customer base. While buy backs are not permitted at table dining, bartenders should always ensure they are following the Buy Back Policy. Excessive buy back activity may be deemed to be in violation of the Policy regarding theft.
(h) Impairment from Illegal Drug and Alcohol Use (Section 6.5)
THE COMPANY is committed to maintaining a workplace free of substance abuse. No employee or individual who performs work for THE COMPANY is allowed to be impaired by alcohol or illegal drugs, as defined under federal and/or state law, on any property owned by or leased on behalf of THE COMPANY, or in any vehicle owned or leased on behalf of THE COMPANY or while on Company business.
(i) Sexual & Other Unlawful Harassment (Section 6.6)
THE COMPANY is committed to a work environment in which all individuals are treated with respect. THE COMPANY expressly prohibits discrimination and all forms of employee harassment based on race, color, religion , sex, pregnancy, national origin, age, disability, military or veteran status, or status in any group protected by state or local law.
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