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ACKNOWLEDGEMENT FORM
I _______________________ (print name) acknowledge receipt of the Utah Food Services (“UFS”)
Employee Handbook. I have reviewed the contents and understand and accept that it is my responsibility
to be familiar with its contents and follow all the policies and procedures as set forth in this handbook. I
understand that failure to follow the policies and procedures set forth in this handbook, or as modified or
updated by UFS, may result in discipline, up to and including termination.
Signature __________________________________ Date ____________
DISCLAIMER
The policies, practices, and procedures of UFS are subject to change, modification, withdrawal, or addition
at any time and without prior notice. Employees are responsible to review the handbook on a regular
basis, and any communications from UFS regarding a change, updated, or modified policy or procedure.
This handbook shall not be construed as a legal document and does not confer any legal right to an
employee or impose any legal obligation or liability on UFS. Employment at UFS is “At will” and both
employees and UFS have the right to terminate the employment relationship at any time and for any
reason or for no reason at all. Nothing in this handbook, or any other policy or procedure provided by
UFS, shall change an employee’s at-will status or create a contract of employment, or any other contract
or agreement, between UFS or an employee, whether express or implied. Any contract of employment
between UFS and an employee must be a written document signed by an officer of the company. I also
understand that if I voluntarily end my employment, UFS requests that I provide two-weeks advance
notice and return any keys, uniforms, name tags, phones, or computers or other items issued by UFS.
Contents Orientation and Philosophy ........................................................................................................................................... 1
Hiring and General Employment Policies ...................................................................................................................... 3
Utah Food Services ........................................................................................................................................................ 5
Discrimination and Harassment Policies ....................................................................................................................... 5
Americans With Disabilities Act ..................................................................................................................................... 7
Attendance Policies ....................................................................................................................................................... 7
Telephone and Mail Systems ......................................................................................................................................... 8
Technology Resources ................................................................................................................................................... 9
The Internet is not secure. Employees should observe confidentiality protection at all times. ... Error! Bookmark not
defined.
Meal and Other Breaks ................................................................................................................................................ 10
Cash Handling .............................................................................................................................................................. 10
Concerts and Shows .................................................................................................................................................... 11
Taking Food Home ....................................................................................................................................................... 11
Discipline Policies......................................................................................................................................................... 12
Separation from Employment ..................................................................................................................................... 13
Dispute Resolution ...................................................................................................................................................... 14
Safety and a Healthy Environment .............................................................................................................................. 15
Uniforms and Slip Resistant Shoe Program ................................................................................................................. 18
Radio Procedures ......................................................................................................................................................... 20
Grooming Standards .................................................................................................................................................... 21
Alcoholic Beverage Sales ............................................................................................................................................. 22
Additional Employee Information ............................................................................................................................... 23
Employee Benefits ....................................................................................................................................................... 29
Time Off Work ............................................................................................................................................................. 32
Paid Maternity Leave Policy ........................................................................................................................................ 33
Drug & Alcohol Testing ................................................................................................................................................ 39
(Rehabilitation Provision) Policy .................................................................................................................................. 39
Tuition Reimbursement Policy..................................................................................................................................... 42
Emergency Evacuations ............................................................................................................................................... 43
1
Utah Food Services Orientation and Philosophy
History
Utah Food Services (“UFS”) is a homegrown Utah company. Robert and Susan Sullivan purchased UFS in
1994 and have continued too operate it since. UFS has contracted with Salt Lake County to provide
Catering and Concession Food Services at the Salt Palace Convention Center and the Mountain America
Expo Center. In addition, UFS runs a kitchen and warehouse facility in North Salt Lake City from which it
operates the UFS Mobile Catering Division. Employees may be scheduled at any of our locations.
Departments
Utah Food Services is separated into 7 different departments:
1. Front of House: Banquet Captains, Servers, and Bartenders;
2. Operations: Food transport, Beverage production, and Equipment delivery
3. Stewards
3. Kitchen: Chefs, cooks, Prep Cooks, and Bakers
4. Marketing and Sales: On and Off-site Catering sales;
5. Administration/Human Resources: Personnel, Payroll, Accounting and Record keeping.
6. Décor
7. Maintenance
Your supervisor will explain the organization of your department and how your position fits into it.
Philosophy
UFS feels that a sound and profitable company provides its employees with personal opportunity and
economic security. UFS’ objective is to provide superior customer service via a well-trained, enthusiastic,
and efficient staff that works together to make the operation successful. To attain this goal UFS strives
to provide its employees with the following:
Competitive and Equitable wages and salaries;
• Opportunity for wage and salary increases, based on performance, ability, and economic conditions;
• Opportunities to apply for job openings and advancement within the organization; and
• Prompt and fair resolution to complaints or concerns.
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• Benefits including: o Dental (after 90 days of employment). o Medical (after 90 days of employment). o Paid Maternity Leave (after 1 year of employment) o Profit Sharing (after 1 year of employment) o Safe Harbor 401(k) (after 1 year of employment). o Tuition reimbursement (after 1 year of employment). o Paid vacation (after 1 year of employment). o Slip-Safe shoe reimbursement.
To achieve its goals, UFS has high expectations for its employees, specifically:
1. To comply with all UFS rules, policies, and procedures.
2. To place the needs/requests of our guests and clients as a top priority and to respond to them with quick and professional service.
3. To respect clients and fellow employees and to act with honesty, integrity and professionalism.
4. To assume primary responsibility for their professional development and to pursue additional training as necessary to successfully perform the requirements of their position.
5. To possess or obtain a Food Handler's certificate within 30 days of employment.
6. If position is in the Bartending department: To possess or obtain a TIPS/SIPS certificate.
3
Utah Food Services Hiring and General Employment Policies
Probationary Period
Utah Food Services considers all new hires, regardless of position, probationary employees. This 90-day
probationary period allows UFS and each new employee to evaluate the work situation. As all
employment is “at-will” at UFS, both during and after the 90-day period, either party can terminate the
employment relationship without cause or reason. However, employees who successfully complete the
probationary period are considered current employees and, depending on the requirements outlined in
the benefit section, below, may be eligible for consideration for Employee benefits.
Orientation
Upon hiring, a general orientation from the Office of HR will be scheduled. At that time, you will need to
fill out all required paperwork, and you will receive instructions for using the time-keeping system,
payroll periods, parking regulations, and Health Department regulations.
As a condition of employment, all employees must obtain and/or maintain a current Food Handlers
Permit. Information on obtaining that permit will be provided in orientation. If your position requires
you to serve alcoholic beverages, you must also obtain a TIPS/SIPS certificate indicating completion of
Utah’s required Alcohol Service Training.
Utah Food Services has a limited number of full-time positions. The majority of the positions are part-
time, on-call. We are required to have services available seven days a week and twenty-four hours a
day. As business needs vary, employee hours worked, and the number of hours available will vary. If you
have questions about your hours of work, please speak to your immediate supervisor.
THE HUMAN RESOURCES DEPARTMENT
The Human Resources Department is available to provide employees with information, assistance, and
to promote a positive work environment. Employees should consult the Director of Human Resources at
the Salt Palace to obtain current information on work rules, benefits, personnel policies, payroll data,
personnel records, insurance, job opportunities, benefit conversion privileges on termination of
employment, or any other information relating to their employment. Employees should direct any
employment-related problems or concerns to their manager or The Director of Human Resources. If you
have a question about an accommodation under the American’s With Disabilities Act (“ADA”), or want
to report discrimination, harassment, or retaliation, you may contact the Human Resources Department.
References: All requests for employment verification and/or employee references must be directed
promptly to the Human Resources Departments. Other UFS Supervisors or Employees should not
provide employment verification or employment references. All requests for employment verifications
must be made in writing.
4
Personnel Files: Please notify the Human Resources Department promptly of any changes regarding
your legal name, marital status, number of dependents, home address or telephone number to ensure
that your personnel file is complete and up to date. Without a correct address, UFS may not be able to
provide a W-2 form at year end.
In general, UFS offices (Administration) will be open between 8:00 am and 5:00 pm, Monday through
Friday, although these times are subject to change.
At Will Employment
The State of Utah, and UFS, consider all positions of employment at Will. This means that an employee
of Utah Food Services may resign at any time for any reason or for no reason. Likewise, Utah Food
Services may terminate your employment at any time for any reason or for no reason. The At-Will status
of all employees at Utah Food Services cannot be altered by any oral or written statement or promise,
and no statement or portion of these policies creates a contract, either express or implied.
Immigration Compliance
UFS is committed to full compliance with the federal immigration laws. These laws require that all new
employees pass an employment verification procedure before they are permitted to work. This
procedure has been established by law and all new employees must provide satisfactory evidence of
their identity and legal authority to work in the United States no later than three business days after
each employee begins work. UFS utilizes E-Verify and will verify every new employee using that service.
In addition, to ensure UFS’ continuing compliance with the federal immigration laws, UFS may, from
time to time, request that current employees present evidence of their identity and legal authority to
work in the United States, as required by state or federal laws or regulations.
5
Utah Food Services Discrimination and Harassment Policies
Equal Employment Opportunity
UFS believes that all persons are entitled to equal employment opportunity and does not discriminate
against its employees or applicants because of race, color, religion, gender, gender identity, sexual
orientation, pregnancy, national origin, ancestry, age, marital status, disability, veteran status, or any
other class legally protected by state or federal law. Equal employment opportunity will be extended to
all persons in all aspects of the employer-employee relationship, including recruitment, hiring,
compensation, training, promotion, transfer, discipline, layoff and termination, or any other term or
condition of employment provided by state or federal law.
Employees with questions or concerns about any type of discrimination in the work place are
encouraged to bring these issues to the attention of the Human Resource department. Employees can
raise legitimate concerns and make good faith reports without fear of reprisal or retaliation. Anyone
found to be engaging in any type of discrimination will be subject to disciplinary action up to and
including termination.
Discrimination and Harassment Prohibited
UFS is committed to provide a work environment that is free of discrimination and unlawful harassment.
Actions, words, jokes, or comments based on an individual’s gender, sexual orientation, race, national
origin, ethnicity, age, religion, disability, pregnancy or any other legally protected class, is strictly
prohibited. Any behavior or treatment, based on an employee’s membership in a protected class, which
creates an intimidating, hostile, or offensive environment, or which adversely affects the terms or
conditions of an employee’s employment, is prohibited. Both overt and/or subtle harassment that is
demeaning to another person is considered a violation of UFS policy, and may result in disciplinary
action up to and including termination.
Sexual harassment will not be tolerated at Utah Food Services. UFS prohibits sexual harassment by any
employee, male or female, including, but not limited to:
(a) making unwelcome sexual advances or requests for sexual favors or other verbal or physical
conduct of a sexual nature;
(b) making submission to or rejections of such conduct the basis of employment decisions
affecting the employee; or
(c) creating an intimidating, hostile or offensive working environment by such conduct.
Anyone engaging in sexual or other unlawful harassment or discrimination will be subject to disciplinary
action, up to and including termination.
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Procedure to File a Complaint
Any employee who witnesses or is a victim of an incident of sexual harassment or other unlawful
discrimination or harassment, including retaliation related to a complaint of discrimination or
harassment, should promptly report the matter to his or her supervisor. If the supervisor is unavailable,
or the employee believes it would be inappropriate to contact the supervisor directly, the employee
should immediately contact the Human Resources Department or another manager.
Following a verbal complaint, UFS requests that the employee completes a written complaint describing
the incident and documenting the date, time, location and witnesses to the event. The HR Department
has a “Witness Statement of Incident” form that can be filled out. Employees can raise concerns and
make reports without fear of reprisal.
UFS may conduct an investigation upon receipt of a complaint of unlawful discrimination or harassment,
and will do their best to address all complaints in a timely and confidential manner. Furthermore, UFS
will take steps to address and correct any substantiated complaints, including necessary discipline for
employees, up to and including termination, where misconduct has occurred. UFS will also provide
additional education and training, when possible, to avoid future incidents and to foster a culture and
environment of acceptance and respect.
Retaliation Prohibited
UFS prohibits any employee from engaging in retaliation, harassment, intimidation, engaging in an
adverse employment action, or mistreating any employee, by any means, for complaining of
discrimination or harassment. Prohibited retaliation includes taking any negative action against an
employee related to a protected complaint of discrimination or harassment by that employee.
Any employee who retaliates or takes any negative or adverse action against an employee for reporting
unlawful discrimination or harassment, or for reporting unlawful retaliation related to such a complaint,
will be subject to discipline, up to and including termination.
An employee who witnesses or is the victim of an incident of unlawful retaliation related to a complaint
of discrimination or harassment, should promptly report the matter, as noted in the procedure to file a
complaint, above.
Human Resources Department Open Door Policy
UFS’ Human Resources Department maintains an open-door policy. Employees who have questions about
UFS policies, including the discrimination and harassment policy, may direct their questions to their
immediate supervisor, or contact the Human Resource Department by telephone, email, or in person.
If employees have questions or concerns about potential policy violations, especially violations relating to
health, safety, or unlawful discrimination and harassment, they are encouraged to contact the Human
Resources Department immediately. UFS prohibits retaliation against any employee who makes a good faith
report relating to unlawful discrimination, harassment, or other violation of a UFS policy, rule or procedure.
7
Utah Food Services Americans With Disabilities Act
Under the Americans with Disabilities Act (“ADA”), and as noted in UFS’ Discrimination and Harassment
Policy, above, UFS prohibits any discrimination or harassment on the basis of an employee’s disability,
including negative action relating to the following: failure to hire, termination, wages, job assignments,
promotions, training, benefits, offensive remarks, or any other action that negatively affects the
employee’s terms or conditions of employment.
UFS also follows all other requirements of the ADA and will work to find a reasonable accommodation
for employees who have a qualifying disability.
Utah Food Services Attendance Policies
All UFS employees must telephone or text their supervisor; or in their absence, the Manager on Duty,
concerning tardiness or absence, at least two hours prior to their scheduled time. Excessive
absenteeism, tardiness, or un-excused absences are considered violations of UFS rules and are grounds
for disciplinary action up to and including termination. If, for any reason an employee must leave work
during a scheduled shift, he/she shall notify his/her supervisor prior to departing. Failure to notify the
supervisor will be considered job abandonment and be treated as a resignation.
Call-In Procedure
The following Call-in procedure for absenteeism applies to full-time and part-time employees:
1. All employees are required to notify their direct supervisor of their absence at least two (2) hours
before the scheduled shift.
2. Employees must contact their supervisor personally. It is not acceptable for a friend or family member
of the employee to call-in, unless it is an extreme emergency.
3. When an employee does not comply with the above procedure, they will be considered a No-Show
for their scheduled shift.
4. Any employee who No-Shows may be subject to termination.
5. Under no condition should messages regarding absenteeism be left with fellow employees.
Remember the telephone system has automated messaging available in the event no one answers the
telephone.
8
The Call-in and tardiness procedures are created and monitored not only for UFS’ benefit but also for
the employees. As an employee you have responsibilities and a workload that you share with your co-
workers, and the sooner we are informed of an employee’s absence or late arrival the better your
supervisor can prepare for the shift.
Utah Food Services Telephone and Mail Systems
UFS Telephones and Mail
UFS telephone lines must be kept clear for customers and UFS business. Except in emergencies,
employees should not use the phones for personal calls. Please remember, when using a UFS telephone
there is no expectation of privacy, and use of a UFS telephone line constitutes consent for UFS to
monitor calls. Incoming calls for employees may be connected, if possible, but in most cases it will be
necessary to take messages for later delivery.
Likewise, personal mail shouldn’t be sent or received through UFS channels and UFS paid postage for
personal use is not allowed.
Cellular Telephones
Personal cellular telephones or similar devices should be turned off or put on vibrate while on duty.
The device should be discreetly held in your apron, pant pocket or vest; at no time should the device be
visible in front of our guests. Cell phones may be used during break or lunch times only. Failure to
adhere to this policy is grounds for disciplinary action.
9
Utah Food Services Technology Resources
E-mail, Voicemail, Computers and Other Technology
Technology resources are for business use only, except for certain limited personal usage provided the
following: such use does not interfere with business or client needs or the employee’s duties; such use
does not interfere with the availability of the technology resources; and, the messages transmitted are
legal, ethical and in good taste.
Employees should have no expectation of privacy in connection with the entry, creation, transmission,
receipt or storage of information via Utah Food’s technology resources, Wi-Fi, or the Internet.
Employees consent to UFS’ right to monitor, search, or use any information an employee shares via UFS’
equipment, internet, Wi-Fi, or other technological resources.
No discriminatory, harassing, or otherwise offensive usage of the technology resources, including use of
the Wi-Fi or internet, will be permitted.
UFS technology resources may not be used to violate any law, including but not limited to copyright law.
All messages and other information and data entered, created, received, stored or communicated
through UFS’ technology resources are the property of UFS. Computers and printers are UFS property
and shall be used ONLY for UFS business.
The sharing of e-mail jokes and chain letters, especially any e-mails with attachments is not allowed as
this often spreads viruses throughout our networks. Before opening any attachment, employees should
verify that the source of the email is verified and should not open email attachments from senders who
are unknown to the employee, or which are otherwise suspect.
Instant messaging is considered the same as cell phones and therefore falls under the same rules and
guidelines as UFS’ cell phone policy.
Employees are prohibited from “snooping,” i.e., obtaining access or reviewing the files or
communications of other users without a clear and authorized business purpose.
The Internet is not secure. Employees should observe confidentiality protection at all times.
Any violation of the Technology Resources Policy may result in loss of use privileges and/or discipline up
to and including termination of employment.
10
Utah Food Services Meal and Other Breaks
Due to the nature of UFS’ business, breaks and meals cannot be scheduled at regular intervals. A 30-
minute meal period is taken from the daily time for every 6 hours worked, unless otherwise noted by a
supervisor. You will be provided with a meal at the cost of $1.00 which will be deducted directly from
your paycheck. Employees are not permitted to waive or otherwise use their breaks or lunch period to
leave work prior to the end of their scheduled shift.
Smoking Breaks
Smoking breaks will only be allowed during scheduled meal breaks or as provided by your immediate
supervisor. Those utilizing smoking breaks should be considerate of the buildings’ non-smoking
environment and should use designated smoking areas. West loading dock behind Hall D “The Smoking
Shed.”
Smoking is not permitted in any of UFS’ vehicles, nor is it permitted in the sight or general vicinity of
our guests. When working an ‘off-site’ event, care should be taken to find an acceptable place where
you are out of sight and smell of our guests. Final say for time and location of smoking breaks will be
given by the supervisor.
Utah Food Services Cash Handling
The cash that you as an employee of UFS will be handling is the sole property of UFS. Any employee who
is found to be taking cash will be subject to disciplinary action. A separate information packet on cash
handling procedures will be given to you if applicable to your job status.
If you are an employee that works in a cash handling situation you will be required to wear either a UFS
approved uniform or you may be allowed to wear your own clothing if it is deemed appropriate as office
attire. Cashiers will be responsible for cash sales collected and will be held personally responsible for
any missing cash. Any questions should be directed to the Bar Manager.
11
Utah Food Services Concerts and Shows
While working a concert or a show, you are there as a representative of UFS. Inappropriate conduct
would include: asking for autographs, memorabilia, taking cell phone pictures or other items or favors.
Viewing show products or demonstrations would be at your supervisor’s digression. Any non-working
employee attending an event without a ticket is subject to termination. Re-selling or distributing “back
stage” or “work passes” to a show or concert shall be considered “theft of services” resulting in
immediate termination of employment.
Utah Food Services Taking Food Home
At the end of any event there may be left-over food. UFS employees are only allowed to take home
enough food for one meal for their family. The Manager or Supervisor on duty will designate the food
items available. No one is allowed to take any food from the walk-in coolers and doing so is considered
theft. Employees may not use any UFS ‘to go’ containers or plastic ware to take food home; employees
may use plastic film wrap and aluminum wrap to take home your meal. Employees should prepare all
take-home food after clocking out, and should never wrap up their take home meal while punched in.
UFS will donate the remaining food to the Food Bank. Any employee who comes to any UFS location to
take food while not scheduled to work will be dismissed for theft.
We occasionally have excessive amounts of food left which we know the Food Bank will not accept.
Occasionally these limited circumstances, and with the approval of the Manager on Duty, UFS will allow
staff to take more than one meal.
12
Utah Food Services Discipline Policies
Progressive Discipline
Any violation of UFS policies or other misconduct may warrant disciplinary action. The employment
relationship may be terminated at Will by the employee or UFS, at any time, without notice, and without
resorting to formal or progressive discipline. However, in UFS’ sole discretion, and in an effort to
educate and improve employee conduct, depending on the severity, frequency, and other factors
related to the misconduct, UFS may employ progressive discipline.
The progressive discipline system is intended to give employees notice when issues with their conduct
or performance has occurred in order to provide them with an opportunity to correct such problems.
Progressive discipline may involve verbal counseling, written warnings, suspension, demotion, and
termination. However, exceptions or deviations from the progressive discipline procedure may occur
whenever serious offenses occur or whenever UFS deems that circumstances warrant specific discipline,
up to and including termination.
THE FOLLOWING LIST INCLUDES, BUT IS NOT LIMITED TO, BEHAVIOR THAT MAY RESULT IN
DISCIPLINARY ACTION, UP TO AND INCLUDING TERMINATION.
• Failure to consistently provide excellence in customer service;
• Treating guests, coworkers, supervisors, or any person, while clocked in, rudely or with
disrespect;
• Dishonesty, including falsifying or making a material omission on forms, records, or reports,
including time cards, application materials or customer records;
• Engaging in or threatening physical violence towards guests or other employees;
• Possessing or bringing firearms, weapons, alcohol, illegal drugs, chemicals, or other
inappropriate or dangerous property or material on or to UFS property or work sites;
• Engaging in insubordination, refusal to follow a supervisor’s direction, or other disrespectful
conduct to a supervisor;
• Theft, including food or UFS equipment, or otherwise possessing or removing UFS’ or another
employee’s property, records, or other materials, without authorization;
• Destroying or damaging UFS or another employee’s property, records, or other materials;
• Violating safety or health rules or practices or engaging in conduct that creates a safety or
health hazard;
• Releasing confidential information about UFS or its customers;
13
• Using, possessing or being under the influence of alcohol or unlawful drugs while on duty, or
while operating UFS vehicles;
• Failing to report for scheduled shifts, or leaving one’s department or UFS property or work site,
without approval, prior to the end of a scheduled work shift;
• Violation of a UFS policy, including failure to report damage, destruction, or breakage of any UFS
property or vehicle(s);
• Unsatisfactory work performance, including habitual or excessive tardiness or absenteeism, or
sleeping on duty;
• Conviction of a felony during employment;
• Gambling on duty.
Any violation of a rule or policy will subject an employee to either progressive discipline or discharge,
depending upon the seriousness of the violation as determined by UFS, in its sole discretion.
All involuntary terminations will be reviewed by the General Manager, Department Manager, and the
Human Resource Manager before termination is finalized.
Utah Food Services Separation from Employment
To maintain order and continuity in the workplace and to serve the interests of employees leaving UFS,
the following procedures have been established:
UFS requests that all employees who leave UFS provide at least two weeks’ notice in writing. Although
this notice is not required, it is requested so that UFS will have the opportunity to locate a replacement.
Employees who fail to provide such notice may be considered ineligible for rehire.
Final Paycheck—Employees will receive their final paycheck within the time required by law. The final
paycheck for employees who resign will be provided on the next regular pay day. Employees who are
terminated involuntarily will be provided their final paycheck within 24 hours of their last day of work.
UFS property, such as keys, tools, uniforms and equipment, must be returned by each employee at the
time the final paycheck is provided.
14
Utah Food Services Dispute Resolution
UFS believes that good working relationships among employees and coworkers increases productivity
and customer service. To that end, UFS encourages employees to work to resolve any work-related
disputes, or disputes or conflicts between coworkers or employees. Prompt resolution of a dispute is
more likely if employees address the problem or concern expeditiously.
Open Door Policy
Employees may bring their work-related problems or concerns to the attention of their supervisor and, if
necessary, to management or Human Resources. The following procedure does not apply to issues or
complaints of prohibited discrimination or harassment. Please review UFS’ policy on Discrimination and
Harassment, including how to make a complaint under that policy, included in this handbook.
Step 1: If an employee has a work-related problem or concern, it must first be discussed with
an employee’s immediate supervisor.
Step 2: If an employee is not satisfied with the resolution at step 1., the employee may go the
Human Resources department.
Step 3: If the issue is not resolved after step 2, as a final option the employee may contact the
General Manager.
The General Manager’s office is the final level of review. Any decision by the General Manager’s office,
including to take no action, or concurring with the decision below, is final.
Disputes between employees
Employees should attempt to resolve conflicts or disputes individually, by discussing issues or concerns
with the individual(s) involved. If a dispute or conflict cannot be resolved through individual discussion,
an employee may request assistance from their immediate supervisor to mediate the dispute. If the
dispute is with a supervisor, and the employee’s attempts to resolve the dispute individually have not
been successful, the employee may utilize the dispute resolution procedures above.
Professionalism in the Workplace
Regardless of the outcome of any conflict or dispute, UFS requires that all employees treat their
coworkers, supervisors, customers, other employees, and the public, with respect and professionalism.
Employees should not engage in gossip about or with other coworkers or employees, or spread rumors,
inappropriate stories, jokes, or other negative or unflattering information about any other employee,
regardless of the truth or falsity of the information. Employees who engage in this type of behavior may
be subject to discipline, up to and including termination.
15
Utah Food Services Safety and a Healthy Environment
Because UFS is committed to maintaining a safe working environment for the wellbeing of all of its
employees, a condition of your employment with UFS is that you will work safely at all times. It is your
responsibility to observe all safety postings, policies, verbal instructions, rules, regulations and common-
sense safety precautions at all times.
General Safety Rules
Each department or supervisor has safety rules specifically for their operations. These written rules do
not relieve employees from the duty of using good judgment and working in a manner that will not
endanger themselves, their coworkers, or UFS’ clients.
1. You must report all injuries, no matter how slight, to your immediate supervisor within 24
hours of occurrence.
2. Immediately report any unsafe practices or hazards of which you may become aware, to a
member of the supervisory staff.
3. Never operate equipment with guards removed or safety devices inactivated. Never attempt to
circumvent or defeat such mechanisms. They are for your protection.
4. Treat all electrical service wires as live wires. Do not touch exposed wires and report them
immediately to your supervisor. Also, report all damaged electrical tools and extension cords to
your immediate supervisor.
5. Handle all water and steam lines with care.
6. Do not use defective or damaged tools or equipment. Check all tools before use. Report all
problems to your immediate supervisor.
7. UFS supplies all safety equipment needed. It is your responsibility to use that equipment. This
will include eye protection, protective gloves, back supports and other such equipment as
required.
8. Work at a safe speed. Do not endanger yourself or others by hurrying recklessly.
9. Never mix cleaning chemicals without consulting your immediate supervisor.
10. Pushing glass racks: It is imperative that the glassware you are moving to your event location is a
stack that you can see over, even if you have to make several trips to get all the glass you need.
The policy is that you do not push glassware that you cannot see over.
11. All Décor Department workers and servers must use cut resistant gloves when handling glass
décor.
16
Back Safety Tips
a. Preplan lifts to minimize distances and incorporate a two-man rule for any items weighing 50
lbs. Or more. (See attached weights.)
b. Use mechanical lifting devices or aids (forklifts, dollies, etc.) whenever possible for heavy/bulky
loads.
c. When lifting:
▪ Keep your legs apart for good balance;
▪ Bend with your knees;
▪ Get a good grip;
▪ Keep the load close;
▪ Keep your back straight/upright;
▪ Lift slowly with your arms and legs;
▪ DON’T jerk the load up quickly;
▪ DON’T twist your back as you lift;
▪ Turn with your feet!
Item Net Weight Pounds
Tray with 6 meals 17.8
Tray with 8 meals 22.4
Tray with 12 meals 31.2
(Do not lift more than 12)
Bus tub with 50 sodas 45.0
5 Gallon Bucket with beverage 48.0
R2D2 with beverage 54.6
Silver tubs less than 1/2 full
Knives 90.0
Spoons 80.2
Forks 77.2
Item Net Weight lbs.
Large Cambro hotbox empty 84.0
Small Cambro hotbox empty 65.0
Large clear salad bin with ice 95.0
1 case iceberg lettuce 55.0
1 case #10 cans 45.0
1 case paper 55.0
1 case fondant (icing) 50.0
1 case bleach 48.0
14 sheet trays 42.0
Our safety and health program was developed to assure UFS’ compliance with federal, state and local
regulations with emphasis on the Utah Occupational Safety and Health Rules and Regulations that apply
to our operations. Your attention is also directed to the Safety and Health Protection on the job poster
on the UFS bulletin board. UFS safety policies are based on past experience and current standards and
are also an integral part of the UFS’ personnel policies. Compliance with the safety policies is a condition
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of employment and must be taken seriously. Failure to comply is grounds for disciplinary action, up to
and including termination.
Hand Washing Policy
Proper sanitation procedures are crucial to maintain the integrity of the food products we serve. Proper
and timely hand washing is a condition of your employment. This policy must be followed, and failure to
do so may be grounds for disciplinary action.
Hands must be washed, at a minimum, at the following times: 1. The start of each shift; 2. After bathroom use; 3. Before re-gloving for a new job; 4. After sneezing or coughing into your hands, 5. After smoking, 6. When-ever your hands feel unclean, or you have engaged in any activity which might have
contaminated your hands, or might cause cross-contamination with food items.
7. Before you touch anything used to prepare food 8. Before you touch food that will not be cooked 9. After you work with raw meat, fish and poultry 10. After you handle trash and take out garbage 11. After you handle dirty dishes 12. After using cleaning or toxic chemicals 13. After you blow your nose, cough or sneeze, because your hands have touched your nose
or mouth
Proper hand washing means firm rubbing of the hands to create friction for at least 20 seconds with warm running water and soap, then dry them with clean paper towels, linen towels or an air dryer. Gloves must be worn when preparing any ready to eat foods-salads, sandwiches, desserts sliced meats, etc. Your supervisor will give you more specific instructions about the sanitation rules to be followed in your department.
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Utah Food Services Uniforms and Slip Resistant Shoe Program
UFS’ reputation depends upon our service, facilities, and appearance to our customers and the public.
To create and maintain a first-rate image, it is important for employees to be neat and well-groomed at
all times. All employees will be provided with a department specific uniform policy at their New Hire
Orientation with the Human Resource department.
Employee Expectations:
• It is the employees’ responsibility to show up for your shift in a neat, clean and pressed uniform.
Those employees who do not comply with the dress code policy will be sent home without pay.
• Employee must wear slip resistant shoes at all times while working at UFS.
Uniform Policy:
All UFS Uniform standards adhere to the same policy listed below.
• If an employee leaves for any reason prior to their six-month anniversary date $40.00 will be deducted
from their final check for shirts or shoes issued to the employee. Shirts and shoes may not be returned to
UFS.
• If an employee leaves for any reason prior to their six-month anniversary date and returns their black vest
and tie – there will be no charge. If they do not return their vest and tie, $30.00 will be deducted from their
final paycheck.
• Slip resistant black shoes are mandatory within two weeks of hire. UFS will reimburse $40.00 for the
shoes twice annually dependent upon delivery of receipt. Reimbursement will be added to the next
scheduled payroll check. Shoe policy can be found in the UFS handbook.
• Additional optional uniform purchases can be paid for using payroll deduction.
• Costs and Employee purchase price may change at any time.
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FOOTWEAR POLICY AND SLIP RESISTANT SHOE PROGRAM
Due to the nature of our work, slips, trips and falls are a major concern. To minimize the risk of injury,
Utah Food Services requires every employee to wear slip-resistant shoes as a condition of their
employment. UFS invites ALL employees to participate in our “Slip-Resistant Shoe Reimbursement
Program.” We have developed this footwear program for the benefit of our employees; to participate,
sign the policy acknowledgement and follow the guidelines below.
Guidelines
• The employee’s shoes must be identified by the manufacturer as “slip-resistant”;
– Random sole patterns and patterns perpendicular to the direction of travel are most
slip-resistant;
– Shoes with too much grip or tacky surfaces will impede forward-travel and are not
recommended;
• The employee’s shoes must be closed-toe; and
• The Employee must allow Management to inspect his or her shoes when requested.
Responsibilities
Employee:
• Wear the proper footwear as part of your daily uniform; and
• Inspect your shoes daily for cleanliness, presence of liquid or solid contaminants wedged in the
treads, and wear and tear.
Supervisor:
• Monitor employees to ensure they are wearing the appropriate footwear; and
• Evaluate all work areas daily to prevent slip, trip and fall injuries.
Eligibility
There is no waiting period to qualify to participate in UFS’ Slip-Resistant Shoe Reimbursement Program.
UFS will reimburse the employee up to $40.00 per pair of slip-resistant shoes; twice a year. Each
employee is eligible for the program upon hire.
UFS Slip-Resistant Shoe Requirements
A new employee has up to two weeks from their hire date to purchase a pair of slip resistant shoes. If
shoes are not purchased or worn by that date, UFS may take disciplinary action, up to and including
termination.
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How to Participate
Purchase your Slip-Resistant Shoes and bring the receipt into Human Resources and sign the footwear
policy form. You will be reimbursed on your next payroll check.
This policy has been established to minimize injury and promote a safe workplace. Your participation is
essential to the success of our Safety Program and is also a condition of employment. If you have any
questions, please contact your supervisor.
Utah Food Services Radio Procedures
The radio system is an integral part of our business, and it is imperative that an employee’s radio use be
conscientious and professional. Radios will be issued to you by your supervisor or another manager. You
must sign your radio in and out from the storage location. Please be direct and to the point when
speaking on the radio. It is important that you listen first before talking in order to avoid speaking over
another conversation in progress.
When you return your radio upon completion of your shift, please wipe radio down with anti-bacterial
cloth provided. Radios are a very expensive tool. Damaging or losing a radio may result in disciplinary
action up to and including termination.
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Utah Food Services Grooming Standards
UFS requires that all employees maintain a clean and professional appearance and have implemented
guidelines to ensure that food is prepared and served in a clean and sanitary environment. The following
standards are required of all employees, and failure to adhere to these standards may result in
discipline, up to and including termination:
• Hair should be clean, neat and well-trimmed. For men, hair length should not be below the
bottom edge of a standard shirt collar. For ALL employees, hair color must be “professional for
the position and be a natural hair color.” Utah Food Services employees must keep their hair
restrained at all times. The exception for this rule is Admin and Décor; due to not working
around food.
• Mustaches and beards may be worn if they are full and neatly trimmed;
• Jewelry and makeup are acceptable in moderation. Earrings are allowed if they are small and
unobtrusive.
• Tattoos: body art or tattoos must not be visible while working at Utah Food Services.
• Body Piercing: Nose rings and other facial piercings are not allowed on any employee for any
reason. Ear piercings: employees are limited to two earrings per ear lobe in conservative colors
and size. Ear gauges should not exceed 1/4” and be plugged closed with plugs matching skin
tone.
Unacceptable forms of Jewelry include: bold, bright (i.e., neon colors) or excessive costume style
earrings of any kind; large chandelier or hoop earrings greater than approximately 1.5 inches in
diameter or approximately 1.5 inches in length; and earrings worn on upper ear area. Exposed
eyebrow, tongue, cheek, lip, nose, chest, back or belly piercings are prohibited
• Bathing and other daily personal hygiene practices are required. Smokers must wash their hands
before returning from a break. They must also control the odor of smoke on their breath and
clothing. Cologne and fragrances may be used only in moderation, so as not to overwhelm and
offend others.
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Utah Food Services Alcoholic Beverage Sales
UFS has definite policies for all alcoholic beverage sales. Failure to follow the UFS policies listed below,
or any state law, may result in immediate discharge and possible legal action against the employee.
Any employee dispensing alcohol is required to have a current certified Tips/Sips card in their
possession. A copy of the Tips/Sips card and/or certificate should also be on file with the Human
Resources office.
Although the legal drinking age in Utah is 21, you are to:
• Check the I.D. of anyone who appears under the age of 30
• It is always better to be safe than to guess
• Acceptable I.D. includes:
o Valid Utah Driver’s License
o Valid Military Identification Card
o Valid Utah Identification Card
o Out of state driver’s license with photo
• I.D. cards must also be current, valid and clearly legible.
Be sure to ask the customer to hand just his/her identification card to you. Viewing an I.D. through the
window of a wallet may make it hard to see an altered card. You will also avoid a claim of taking money
from the customer.
If you are accused of selling alcohol to a minor, you will be personally cited by the police, and will have
to appear in court. If you are found guilty of the charge, you will be subject to discharge from UFS, and
could receive a fine and even potentially a jail sentence. It is not worth the risk.
Do not sell alcohol to an obviously intoxicated individual, not only is this common sense, but it is also a
violation of Utah State Law.
You are responsible for your own alcohol inventory: any misuse, miscounting or mishandling of
inventory will be grounds for immediate discharge. In the event that an situation arises concerning the
sale or delivery of alcohol or an alcoholic beverage to a guest, or if a situation regarding following the
proper procedure becomes a concern, you must contact your supervisor immediately. If a customer
requests that you deviate from the proper procedure, makes a request that is in violation of Utah law, or
makes any potentially inappropriate request, politely inform the guest that you are required to follow
established procedures as indicated in your job description. If this does not resolve the concern, contact
your supervisor immediately.
It is the policy of UFS to offer any guest who appears to be intoxicated a “FREE” taxi ride home or to
their hotel location.
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Utah Food Services Additional Employee Information
Overtime
Hours are accrued and calculated on a Monday through Sunday work week. Overtime hours are paid at
time and one half for any hours worked over 40.0 during that week.
Time Clocks
Time records are essential to ensure accuracy that you are paid accurately. Falsification of time records
is considered grounds for termination. UFS uses an electronic time-keeping system which requires that
employees are enrolled in the system before they can use it. Every employee must visit the Human
Resources Department prior to working their first shift, in order to use the time-keeping system
successfully.
Employees should be in full uniform and ready to work prior to their shift, and before punching in. When
employees work at events that are off-property, the event manager will complete a sign-out sheet and
forward it to the Payroll department on the day after the event. Employees are encouraged to keep a
written record of hours worked to ensure that payroll checks are accurate. Failure to consistently and
accurately punch in and out may result in disciplinary action, up to and including termination.
Pay Periods
UFS has two pay periods (i.e. semi-monthly) per month. Employees are paid on the 6th and 21st of each
month. Work performed during the 1st thru 15th of the month is paid on the 21st of the same month.
Work performed during the 16th thru 31st of a month will be paid on the 6th of the following month. If
the pay day falls on a Saturday, UFS will provide paychecks on the Friday before; if it falls on a Sunday,
UFS will provide paychecks on the following Monday. UFS cannot provide pay advances before any
regularly scheduled pay day.
Paychecks are available after 1:00 PM on payday. UFS is unable to cash payroll checks or issue pay in
cash. Paychecks will be mailed, if not picked up, at the end of the third business day following the
regular pay day. Direct deposit to your bank account is available, contact Human Resources for details.
Payroll Deductions
All payroll deductions are itemized on the employee’s paycheck stub. These deductions are state and
federal income tax, social security tax (FICA), Medicare, and other applicable deductions pursuant to
court order, and UFS-approved benefits, when authorized by the employee.
Performance Evaluations
Each employee’s job performance will be reviewed on an annual or bi-annual basis. At the review,
employees will receive a copy of the written performance appraisal form completed by their immediate
supervisor. Copies of the forms will also be included in an employee’s personnel file.
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Promotions
UFS believes that promotion from within is important to its success. It is UFS’ intention that employees
receive opportunities for development and advancement. UFS will attempt to fill job vacancies by
promoting current UFS employees when possible if an employee is qualified for and interested in the
vacant position.
Schedules
UFS works a Monday through Sunday work schedule. Employees can obtain their weekly work schedule
from our scheduling software. Upon hire, the employee’s supervisor will create an account for them and
explain how our scheduling procedures and software works. All Supervisor’s phone numbers will be
provided to the employee in case they need to get in touch immediately with their manager. It is
mandatory to use our scheduling software at UFS. This enables communication with managers and
other employees; without distributing personal phone numbers. Using our software, you can list
availability and trade or pick up shifts. Some schedule adjustments may occur due to last minute
bookings or cancellation.
Parking Information
Salt Palace Convention Center 3D Parking Map
Parking for the Salt Palace is located at 50 South 300 West from 6:00 a.m. - 2:00 p.m., and at 200 South
200 West from 2:00 p.m. - 6:00 a.m. Parking will cost $4.00 when you identify yourself as a Utah Food
Services employee; save the receipt for partial reimbursement.
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Mountain America Expo Center - Address: 9575 S. State Street Sandy, UT 84070. Employees can park in the south lot on the west side of the building.
North Salt Lake - Address: 581 W. 900 N. North Salt Lake, UT 84054
Parking Cost and Reimbursement:
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Turn receipts into the Main Office or Payroll at the end of the pay period. UFS Reimburses parking
refunds up to $3.00 per day.
Trax Reimbursement
In an effort to cut emissions and protect Salt Lake City’s air quality, UFS will reimburse up to $3.00 per
day of the cost of a bus or Trax ticket. Turn receipts into the Main Office or Payroll at the end of the pay
period.
Political Activities
No employee’s status within UFS will be jeopardized because of participating in, or failing to participate
in, lawful political activity. Employees should not contribute or utilize UFS funds, equipment, or services,
directly or indirectly, to any political party or committee or to any candidate for or holder of any
governmental office.
Loss of Personal Items
The employer will not reimburse employees for loss of personal items brought to UFS’ facilities or event
locations. Employees who bring personal property, do so at their own risk and are encouraged to take
precautions to safeguard their personal possessions. Employee lockers are available at no cost and can
be checked out from the Main Office by the Office Manager.
Vehicle Policy
Only employees who are given express approval by UFS management, and who have completed all UFS
vehicle training with the Director of Maintenance, may driving UFS vehicles. All UFS Vehicle policies
given in UFS’ Vehicle training must be followed without exception. Use of UFS-owned vehicles without
management approval and/or for non-approved purposes is strictly forbidden. Violation of this policy
may result in disciplinary action, up to and including termination. All drivers are required to comply with
Utah law and will be held personally responsible for any damage or fines incurred while driving a UFS
vehicle. Also, fines which result from any parking violations are the responsibility of the driver.
Employees are also prohibited from operating UFS vehicles while under the influence of alcohol, illegal
drugs or unauthorized controlled substances, or while misusing valid prescription drugs, or any
substance which adversely affects the employee’s ability to safely operate a motor vehicle, as noted in
UFS’ Drug and Alcohol Policy.
UFS Property
Employees may not possess or remove UFS or employee property or other materials without
authorization. Any unauthorized removal of such property or material will be considered theft. UFS also
prohibits destroying or damaging UFS or employee property, records, or other materials. UFS also
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requires that employees report any damage, destruction or breakage of UFS property, materials or
vehicles. Failure to follow these policies will result in discipline, up to and including termination.
When an employee engages in extreme negligence while handling UFS property, or fails to follow UFS
safety and equipment handling guidelines, the employee may be held accountable for replacing or
paying for the damage caused by their failure to properly care for that property or material.
Romantic Relationships in the Workplace
UFS requires that all employees act professionally and prohibits supervisors and other employees from
engaging in relationships that might affect their ability to remain impartial or give the appearance of
impropriety. To limit the appearance of impropriety, and to avoid unnecessary distraction in the
workplace, UFS requires that all full-time and salaried employees, or any employee who works more
than 30 hours a week, on average, during a month, or 130 hours total, in a month, must report all
romantic relationships with another UFS employee to Human Resources Department.
UFS also prohibits all romantic relationships between any supervisor or manager, and an employee
under their chain of command. Any violation of this policy may result in discipline, up to and including
termination.
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Background Checks
UFS may request information from applicants necessary to determine if an applicant will be offered a
position, including an applicant’s birthdate, driver’s license number, and/or Social Security Number. This
information will only be used to determine if the applicant will be hired, as otherwise allowed by law, or,
if the applicant is hired by UFS, for future applications for other positions or promotions at UFS, or
employee performance reviews.
UFS will only use the information obtained through this policy for the explicit purposes stated in this
policy. All information received pursuant to this policy will be kept confidential and secure. UFS also
agrees to follow all applicable laws related to the information in this policy, including destroying within
two years all information related to applicants who are not hired by UFS during that time.
Any applicant may review this policy, upon their request, prior to providing information requested
pursuant to this policy.
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Utah Food Services Employee Benefits
The Health Insurance Benefit Plan
UFS offers Medical and Dental insurance to all qualifying employees. To be eligible to become a member
of this plan, an employee must meet the following criteria:
New employees:
• Full-time or salaried employees will be eligible for Health Insurance Benefits following a 90-day
waiting period after the employee’s date of hire. For the Dental plan, there are waiting periods
for some services, so please consult the benefit list.
• Employees who work a variable schedule must work an average of 30 hours a week or 130 hours
a month to be eligible for health insurance benefits. Starting with each variable employee’s first
pay period, a five-month measurement period will begin. At the end of that period, if the
employee worked at least 30 hours a week, or 130 hours a month, on average, the employee
will be eligible for health insurance benefits starting on the first day of the third month after the
employee was hired. If the employee is eligible, the health insurance benefits will be in effect for
six months. Once the employee has worked for a year, and until the conclusion of the current
measurement period in effect at the end of the employee’s first year, as noted below, the
employee’s eligibility for benefits will be determined based on the average hours worked during
the second half of the employee’s first year. Once an employee has worked at UFS for a year,
they will be subject to the ongoing evaluation procedure described below.
Current Employees:
• Current full-time or salaried employees who have previously waived insurance must wait until
the Open Enrollment period, or until a qualifying Life Event occurs, such as a birth or adoption of
a child, or a spouse’s separation from a job which previously provided family health insurance.
The open enrollment period for both the Medical and Dental Insurance is the thirty days prior to
April 1st.
• For employees who work a variable schedule, their eligibility for insurance benefits will be
determined based on the average number of hours worked during the measurement periods
described below. If an employee works more than 30 hours a week, or 130 hours a month, on
average, during those periods, the employee will be eligible for health insurance benefits for the
six months following each administrative period, as follows:
o The first measurement period will run from April-August, with an administrative period
during September, when UFS will analyze the hours worked between April - August. If
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an employee worked at least 30 hours a week or 130 hours a month during that time,
UFS will inform the eligible employees during September, and those employees will
receive health insurance benefits starting on October 1st until March 31st.
o The second measurement period will run from October – February, with an
administrative period during March, when UFS will analyze the hours worked between
October - February. If an employee worked at least 30 hours a week or 130 hours a
month during that time, UFS will inform the eligible employees during March, and those
employees will receive health insurance benefits starting on April 1st until September
30th.
Utah Food Services Inc. Safe Harbor 401(k) Profit Sharing Plan
UFS has established a retirement plan to supplement an employee’s income upon retirement. In
addition to retirement benefits, the Plan may provide benefits in the event of your termination of
employment prior to normal retirement. Highlighted below are some key features about UFS’ 401(k)
Profit Sharing Plan. A complete description of the 401(k) Profit Sharing Plan Summary is available in UFS’
management office. The Plan consists of three main components:
1. Employee Contributions – You may authorize a voluntary salary reduction to contribute your
own funds to the 401 (k) plan.
2. Employer’s Contributions – For each plan year, UFS may contribute to the Plan an amount of
Safe Harbor matching contributions based upon a formula as may seem advisable, and
according to UFS’ sole discretion. This is known as a discretionary matching contribution
3. Employer’s Non-Elective Profit-Sharing Contributions — For each plan year, UFS may make
non-elective Profit-Sharing contributions to the Plan in the amount determined by UFS, and at
its sole discretion. UFS may also choose not to make non-elective contributions to the Plan for a
particular plan year. These types of Employer contributions are known as Profit Sharing
contributions and are not dependent upon making a deferral contribution under the 401 (k) Plan
rules.
Eligibility to Participate: An employee will become eligible to participate in the Plan after completing
1,000 hours of service and reaching age 21. Once an employee meets those qualifications, the employee
may then enter the plan on January 1st or July 1st of each year. Employees must complete a form for
entry into the Plan. Part-time employees are not eligible to participate in the 401(k) plan. Full-time is
defined as working 1,000 hours per calendar year.
Vesting in Employer Contributions: An employee’s interest in the contributions UFS makes to the Plan is
subject to a vesting schedule. Beginning with the employee’s hire date, an employee is vested 20% at
the end of two years of service; 40% after three years; 60% after four years; 80% after five years and
100% after six years. Vesting applies to both Employer matching 401(k) contributions and Profit Sharing
contributions. Any money an employee contributes to their own 401(k) Plan is always 100% vested.
Replacement
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Worker’s Compensation
UFS carries Workers’ Compensation insurance coverage, as required by law, to protect employees who
are injured on the job. This insurance provides medical, surgical and hospital treatment in addition to
payment for loss of earnings that result from work-related injuries. Compensation payments begin from
the first day of an employee’s hospitalization or after the third day following the injury if an employee is
not hospitalized. The cost of this coverage is paid completely by UFS.
Employees who are injured while working must immediately report the injury to their supervisor,
regardless of how minor the injury may be. Disciplinary action may be taken for not following safety
standards or failing to report accidents.
Unemployment Compensation
All employees are under the protection of the Federal Unemployment Tax Act, which provides benefits
to individuals who lose employment through no fault of their own.
UFS contributes toward support of unemployment compensation benefits. Employees are generally
eligible for unemployment compensation for separations initiated by UFS for reasons such as job
elimination or downsizing. Generally, voluntary separations and those involving discharge for cause,
such as negligence and willful misconduct or neglect, will not entitle an employee to unemployment
benefits. An employee must file a claim in order to collect this benefit.
Social Security
Employees are covered by the provisions of the Federal Social Security Law (FICA). UFS and its
employees pay equal tax contributions toward support of Social Security benefits. The individual’s share
of the cost is paid by payroll deduction. Social Security retirement benefits are in addition to benefits
received from any retirement plans in effect at UFS.
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Utah Food Services Time Off Work
Personal Leave
During an emergency or personal crisis, a Personal Leave of Absence/Voluntary Time Off Without Pay
may be possible. Leave will be given on an individual basis at the discretion of management.
Consideration will be given for: the purpose of the leave; the employee’s work record; the length of the
leave requested; and UFS’ business needs.
To be considered for personal leave, the following conditions must be met:
• Employees must be past their probationary period;
• Employees must be in good standing with UFS;
• If the requested leave is eligible under the FMLA (and/or state or local statutory leave) you must
first have exhausted all FMLA leave before taking Personal Leave;
• The request must be specific about the reason and length of the leave, including starting and
ending dates;
• An Employee must apply for the leave through their department head and the Director of
Human Resources, and the request must be approved by a General Manager before the leave
begins;
• All Personal Leave/Voluntary Time off will be granted without pay. For salaried employees who
request leave under this policy, vacation accrual will not continue during the leave.
• Leave is limited to 4 weeks in duration, except under unique circumstances, and at UFS’ sole
discretion;
• If an employee is covered by a UFS group health plan, and the leave lasts longer than a single
pay period, the employee will be responsible to cover the premiums typically deducted from
their paycheck. If the employee does not want to pay the premium, or fails to pay the required
premium, insurance under that plan will be cancelled. If insurance is cancelled, and the
employee later returns to work, and did not elect COBRA coverage, the employee may re-enter
the plan after the required waiting period; and
• Each employee must exhaust all paid leave prior to taking an unpaid Personal Leave of
Absence/Voluntary Time Off Without Pay.
FMLA
The Family and Medical Leave Act (FMLA) allows eligible employees to take job-protected, unpaid leave,
for a total of 12 work weeks in any 12 month period because of: (1) the birth of a child and to care for
the newborn: (2) the placement of a child with the employee for adoption or foster care: (3) the care of
a family member (child, spouse, or parent) with a serious health condition: or (4) the employee’s own
serious health condition.
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To be eligible for FMLA leave, an employee must have worked for UFS for at least 12 months and
worked more than 1,250 hours for UFS within the prior 12 months. Employees may request more
information about FMLA or request leave under the act by contacting Human Resources prior to the
beginning of their leave. In some limited circumstances, more than 12 weeks of leave might be available
when caring for a family member who is an injured service member.
An eligible employee who requests leave under FMLA must exhaust all paid leave prior to receiving any
unpaid FMLA leave. Any unpaid leave taken pursuant to FMLA leave will count towards the total leave
allowed under the FMLA.
Utah Food Services
Paid Maternity Leave Policy
Purpose/Objective
Utah Food Services will provide up to six weeks of paid Maternity Leave to employees following the
birth of an employee’s child or the placement of a child with an employee in connection with adoption
or foster care. The purpose of paid maternity leave is to enable the employee to care for and bond with
a newborn or a newly adopted or newly placed child. This policy will run concurrently with Family and
Medical Leave Act (FMLA) leave, as applicable. This policy will be in effect for births, adoptions or
placements of foster children.
Eligibility: Any UFS employee (male or female), that meets our requirements.
Eligible employees must meet the following criteria:
▪ You are in good employment standing with Utah Food Services (i.e. not on probation).
▪ Have worked at least 1,250 hours during the 12 consecutive months immediately preceding the
date the leave would begin.
In addition, employees must meet one of the following criteria:
▪ Have given birth to a child.
▪ Have adopted a child or been placed with a foster child (in either case, the child must be age 17
or younger). The adoption of a child by a new spouse is excluded from this policy.
Amount, Time Frame and Duration of Paid Maternity Leave
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▪ Eligible employees will receive a maximum of six weeks of paid maternity leave per birth, adoption
or placement of a child/children. The fact that a multiple birth, adoption or placement occurs (e.g.,
the birth of twins or adoption of siblings) does not increase the six-week total amount of paid
maternity leave granted for that event. In addition, in no case will an employee receive more than
six weeks of paid maternity leave in a rolling 12-month period, regardless of whether more than one
birth, adoption or foster care placement event occurs within that 12-month time frame.
▪ Each week of paid maternity leave is compensated at 100 percent of the employee’s regular,
straight-time weekly pay. Paid maternity leave will be paid on a semi-monthly basis on regularly
scheduled pay dates of the 6th and 21st of the month. Hours for the last year will be averaged to
determine the amount paid per check to the employee.
▪ Approved paid maternity leave may only be used in a block format; meaning once on maternity
leave has started, the employee must take the entire six weeks.
▪ Maternity Leave must be taken immediately following the birth, adoption or placement of a
child with the employee. Paid maternity leave may not be used or extended beyond this six-
month time frame.
▪ Upon termination of the individual’s employment at the company, he or she will not be paid for
any unused paid maternity leave for which he or she was eligible.
Coordination with Other Policies
▪ Paid maternity leave taken under this policy will run concurrently with leave under the FMLA;
thus, any leave taken under this policy that falls under the definition of circumstances qualifying
for leave due to the birth or placement of a child due to adoption or foster care, the leave will
be counted toward the 12 weeks of available FMLA leave. All other requirements and
provisions under the FMLA will apply. In no case will the total amount of leave—whether paid or
unpaid—granted to the employee under the FMLA exceed 12 weeks during the 12-month FMLA
period. Please refer to the Family and Medical Leave Policy for further guidance on the FMLA.
▪ After the paid maternity is exhausted, the balance of FMLA leave (if applicable) will be
compensated through employees accrued sick, vacation and personal time. Upon exhaustion of
accrued vacation, any remaining leave will be unpaid leave. Please refer to the Family and
Medical Leave Policy for further guidance on the FMLA.
▪ While out on Paid Maternity Leave or FMLA, the employee will not accrue vacation hours based
on hours paid out to the employee.
▪ The company will maintain all benefits for employees during the paid maternity leave period
just as if they were taking any other company paid leave such as paid vacation leave or paid sick
leave.
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Requests for Paid Maternity Leave
▪ The employee will provide the Human Resource department with notice of the request for leave
at least 30 days prior to the proposed date of the leave (or if the leave was not foreseeable, as
soon as possible). The employee must complete the necessary HR forms and provide all
documentation as required by the HR department to substantiate the request.
▪ Prior to the start of your maternity leave, the employee and Utah Food Services will create a return to work plan that also includes the leave time. The employee is expected to communicate with Utah Food Services if the leave plan or return to work plan needs to change while on leave.
▪ As is the case with all company policies, Utah Food Services has the exclusive right to interpret
this policy.
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Vacation Time
To qualify for vacation time accrual and use, an employee must meet the following conditions:
• Worked for UFS for one full year, prior to accruing vacation time; and
• Worked a minimum of 1,000 hours (20 per week) during the prior 12 months.
Once an employee has met the minimum requirements, the following benefits will be awarded:
1. After one year of employment, the employee will receive 40.0 hours of vacation, depending on
the number of hours worked in that year. Hours are averaged over the course of the year (2080
hours worked = 40 hours of vacation time). The employee’s anniversary date (hire date) is the
start date for calculating vacation hours, based on hours worked.
2. After two years of service, the employee receives 80 hours or less depending on the number of
hours worked in that year. Hours are averaged over the course of the year to determine the
number received (After two years, 2080 hours worked = 80 hours of vacation time).
3. After three years of service, the employee receives 120 hours or less depending on number of
hours worked in that year. Hours are averaged over the course of the year to determine the
number received (2080 hours worked = 120 hours vacation time).
An employee is not allowed to accrue more than 240 vacation hours. If accrued vacation reaches 240
hours, no more hours will accrue. The employee will need to use some hours in order for the vacation
accrual to commence again.
To use accrued vacation hours, an employee must fill out a Request for Vacation form and submit it to
the Payroll department for approval. Request for Vacation forms are available from the Human
Resources Department.
Jury Duty
Employees who are summoned to jury duty must notify their supervisor or department head as soon as
they learn of the jury duty assignment. For full-time employees, UFS will pay the difference between the
employee’s regular salary and the compensation received from the court, for a maximum of ten (10)
working days. Upon completion of jury duty, the employee must submit the official notice of
compensation paid by the court to the Payroll Department.
Employees required to testify in cases where they are neither plaintiff nor defendant are treated for
purposes of leave and compensation in the same manner as persons called to jury duty.
Bereavement
UFS provides paid leave to full-time employees for the purpose of making arrangements, composing
family affairs, and attending a funeral, upon a death in the employee’s immediate family. Immediate
family includes spouse, children, parent or guardian, or brothers and sisters.
Employees should arrange leave for death in the immediate family by notifying their immediate
supervisor or department head of the death. Such notification must be made in writing and submitted
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to the Human Resources Department for approval. Employees may be required to submit an obituary
notice or death certificate as a condition of receiving paid leave. If the death occurs in the state of Utah,
the employee is eligible for up to three (3) days off, with pay. If considerable travel is required, the
employee will be eligible for up to five (5) days off, with pay. All time off is subject to approval by the
department head and/or General Manager.
Employees may be granted time off (without pay) for the death of a relative who was not a member of
the immediate family, with supervisor and department head approval. It is not UFS policy to
compensate employees for leave due to a death outside the immediate family.
Military Leave
It is the UFS’ policy to support the National Guard and Reserve. An Employee’s job and career
opportunities will not be limited or reduced because of their service in the Guard or Reserve.
Employees should make requests for military leave to their supervisor or HR Department in advance,
stating the date and location of the leave. A copy of the official orders should be submitted to the
Human Resources Department before departure.
Temporary Domestic Military Pay
Employees called for active duty during a civil emergency will be granted a leave of absence of up to 10 days. UFS
will pay the difference between regular full-time employees’ usual compensation and their military pay for this
period of absence.
Adjusted compensation for a period of greater duration will be subject to the review and approval of the Human
Resources Director.
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Salary Deductions for Exempt Employees
UFS will comply with all applicable laws related to deductions from the salaries of any exempt associate,
and UFS strictly prohibits any improper deductions from the salary of an exempt employee. Deductions
are permitted in certain situations, which are described below. An employee is not entitled to be paid
for any workweek in which the employee performs no work. An employee’s compensation is not subject
to reduction in any specific pay period based upon the quality of work performed. Deductions from the
employee’s predetermined compensation shall not be made for absences caused by UFS or by UFS’
operating requirements. Therefore, subject to the expectations listed below, an exempt employee must
receive the full salary for any workweek in which the employee performs any work regardless of the
number of days worked.
Deductions from the pay of any exempt employee are permitted in the following situations:
• Absences from work for one or more full days for personal reasons, sickness or disability;
• Suspensions of one or more full days of work imposed in good faith for infractions of workplace
conduct or UFS policy; or
• Initial or terminal week of employment, or for weeks where the exempt employee takes unpaid
leave under FMLA or otherwise.
Reporting of Improper Deductions
Any employee who believes or suspects that an improper deduction has been made to his or her salary
should promptly advise his/her manager or Human Resources.
No Retaliation
Any employee may bring a complaint or concern about salary deductions to the proper channels
without fear of retaliation or reprisal. UFS will not tolerate retaliation against any employee who makes
a complaint about an improper deduction.
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Utah Food Services
Drug & Alcohol Testing (Rehabilitation Provision) Policy
Purpose/Objective
UFS is committed to providing and maintaining a workplace that is safe and productive. UFS does not
tolerate the possession, sale or use of illegal drugs, the improper possession, sale or use of other
controlled substances, or the possession, sale or use of alcohol while at work or engaged in work-related
activities. All employees must report to work in a condition to be able to competently and safely
perform their job duties, and UFS will not tolerate an employee’s use any substance which may affect
the employee’s ability to safely perform his or her duties, or which is in violation of any local, state, or
federal law or regulation.
Eligibility: This policy applies to all UFS employees.
Prohibitions
Employees are prohibited from manufacturing, cultivating, distributing, dispensing, possessing, or using
illegal drugs (including marijuana) or any other unauthorized substances, while on UFS property
(including parking areas and grounds), during work time, or while otherwise performing work duties,
either at or away from UFS's premises. This prohibition includes lawful controlled substances or
prescription drugs that have been illegally or improperly obtained, or improperly used.
Employees are also prohibited from working or arriving to work while impaired by, or under the
influence of, any of the following: illegal drugs or any other unauthorized controlled substances,
including marijuana; prescription drugs or controlled substances which were unlawfully obtained; or
while misusing or having excessive amounts of otherwise lawful controlled substances or prescription
drugs in their systems.
All employees are prohibited from distributing, dispensing, possessing, or using alcohol while at work or
on duty. Furthermore, while an employee’s use of alcohol off-duty is not prohibited by this policy,
employees may not work or arrive at work while impaired or under the influence of alcohol, and any off-
duty use of alcohol must not interfere with an employee's ability to perform the essential functions of
his or her position.
Prescription Drugs
Except for medically prescribed marijuana, the proper use of medication prescribed by your physician is
not prohibited. Furthermore, UFS prohibits the misuse or overuse of prescribed medication, or any use
of medication in violation of a local, state, or federal law or regulation. UFS also prohibits employees
from engaging in any activity which may not be safely performed while using a prescribed medication.
For example, a prescription drug may affect an employee’s ability to safely perform a job duty, such as
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by causing dizziness or drowsiness. Employees must disclose any medication whose use while
performing the employee’s job duties may cause a safety concern or risk of harm to the employee or
others. It is each employee's responsibility to determine with his or her physician whether a prescribed
drug may impair job performance or cause a safety concern.
Notification of Impairment
Any employee who observes, believes, or has reasonable knowledge that another employee’s ability to
perform his or her job duties is impaired, who presents a hazard to the safety and welfare of others, or
who has otherwise violated this policy, shall promptly report that information to his or her immediate
supervisor. If the employee feels uncomfortable reporting that information to his or her immediate
supervisor, or the report concerns the supervisor, the employee shall report the information to Human
Resources or another supervisor.
Drug/Alcohol Testing
UFS may require drug or alcohol screening under any of the following circumstances:
• Applicants who have received a conditional offer of employment from UFS;
• Whenever UFS has reasonable suspicion that an employee has violated any of the rules set forth
in this policy, including suspicion of impairment. Reasonable suspicion may arise from, among
other factors, supervisory observation, co-worker reports or complaints, a decline in
performance, attendance or behavioral, as a result of a drug search or other detection method,
or involvement in a work-related injury or accident;
• As part of an investigation of a potential safety hazard, or as part of an effort to maintain UFS’s
safety standards for its employees and the public; and
• Employees in safety sensitive positions may be tested on a random or periodic basis to the
extent permitted by applicable state and federal laws. Safety sensitive positions include, but are
not limited to: employees who may operate a motor vehicle during their work time or as part of
their job duties; and any employee who works in a kitchen area, or in close proximity to any
machinery, cooking appliance, oven, range, or other apparatus used to prepare food or which
may reasonably be considered a health or safety hazard.
An employee may be directed by a UFS supervisor, manager, or Human Resources representative, to
undergo drug or alcohol screening, for any reason under this policy. Each employee shall immediately
proceed to the testing location provided, unless otherwise directed. All screening shall occur either
during the employee’s shift, or directly following that shift. Refusal or failure to submit to screening as
directed may result in disciplinary action, up to and including termination.
Employees will be compensated at their regular rate for time spent attending the screening. UFS will pay
for all required testing and will provide transportation for employees to and from the testing facility or
location, if necessary.
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UFS will work with testing facilities to ensure that all screening conforms to the requirements of Utah
Code § 34-38-6, and § 34-38-13, including the treatment of samples and confidentiality of information
related to the testing.
Discipline
Violation of this policy or any of its provisions, including a positive test result or a refusal by an employee
to submit to a drug or alcohol screening, may result in disciplinary action up to and including
termination of employment. In addition, UFS may revoke a conditional job offer, or refuse to hire a
prospective employee who receives a positive test result or refuses to submit to a drug or alcohol
screening.
To enforce this policy, UFS may investigate potential violations and/or require employees to undergo
drug/alcohol screening, including tests of an employee’s urine, blood, saliva, or hair and, where
appropriate, searches of any part of UFS's physical premises, including work areas, personal articles,
employees' clothes, desks, work stations, lockers, and personal and company vehicles. Employees who
refuse to cooperate with searches or investigations, refuse to submit to screening, or fail to execute
consent forms when required by UUFS will be subject to disciplinary action, up to and including
termination.
Investigations/Searches
When a manager or supervisor has reasonable suspicion that an employee has violated this policy, the
supervisor, or his or her designee, may inspect vehicles, lockers, work areas, desks, purses, briefcases,
backpacks, and other locations or articles, without prior notice, to ensure a safe work environment free
of prohibited substances. An employee may be asked to be present and remove a personal lock from a
locker or open a locked container. A closed or locked locker or other container does not create a right of
privacy or prevent UFS from searching such an item or area. Employees have no expectation of privacy
for personal belongings brought onto UFS’s premises, whether or not they are placed in a closed or
locked locker or other container. When an employee is not present or refuses to remove a personal lock
or open a container, UFS reserves the right to remove the lock or open the container, and in such a case
will compensate the employee for the reasonable cost of the lock, or replacement of a damaged
container.
What Happens When an Employee Tests Positive for Prohibited Substances?
Any employee who tests positive for any substance in violation of this policy will be subject to
disciplinary action up to and including termination.
Employee Assistance
UFS may provide reasonable accommodations, at an employee’s request, and as required by the
Americans with Disabilities Act, for employees who are engaged in substance abuse. Such an
accommodation may include allowing an employee to use unpaid leave to enroll in a qualified treatment
program. Employees may also use accrued, unused sick leave when taking leave under this policy.
Failure to enter, remain, or successfully complete a qualified treatment program may result in
termination of employment. Employees may also have options for leave under the Family and Medical
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Leave Act. Confidentiality of records and information, including information related to drug and alcohol
screening, will be maintained in accordance with all local, state and federal laws.
A request for a reasonable accommodation, or entrance into a treatment program does not relieve an
employee of the obligation to satisfy UFS's standards regarding employee performance, and
participation will not prevent UFS from administering discipline for violation of its policies or relieving an
employee of his or her work duties due to safety concerns. UFS may require an employee who has gone
through substance abuse treatment to be evaluated by a physician before being allowed to return to
work.
Utah Food Services Tuition Reimbursement Policy
Objective
The objective of this policy is to assist employees who wish to pursue further education in an effort to
enhance current skills and improve their qualifications, allowing UFS to better serve its customers and
continue its commitment to promote its own employees from within.
Policy
UFS may reimburse full-time, regular employees, for courses approved by UFS. Approval for
reimbursement will be dependent on the course and its relevance to the employee’s current or
potential future position. Approval must be obtained before the employee commences each course
Procedures
▪ Reimbursement will be made at 100 percent for approved course work applicable to the
employee’s current position. Courses applicable to potential future assignment may be
approved at percentages ranging from 50 to 100 percent, at UFS’s sole discretion. Accordingly,
management will review employee applications on a course-by-course basis.
▪ UFS limits the number of credit hours eligible for reimbursement to four credit hours per
semester. Employees are encouraged to be prudent in the selection of the number of courses
attempted each semester. Employees must be actively employed by the company at the time
reimbursement is requested.
▪ Employees must satisfactorily complete required course work to be considered for
reimbursement. No grade lower than a B- will be eligible for reimbursement.
▪ To be eligible for reimbursement, an employee must provide a report card at the end of the
term and a receipt showing proof of payment for the classes attended.
▪ Reimbursement will be at the public, state-supported institution tuition rate. Private university
costs will be reimbursed up to the highest maximum cost for the course at an equivalent public
institution in the same state. Attendance at private institutions, in correspondence programs or
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in other high-cost programs will not be considered justification for payment of exceptional
tuition or related costs without prior approval.
▪ Initial approval of a course of study or specific course does not obligate the company to
future/continued approval of any course in that course of study or otherwise. Approvals are
only valid for the course and semester specified. Similarly, the approval of a course at a higher
private institution rate does not obligate the company to pay or approve a higher course rate in
the future.
How to apply: Employees should contact Human Resources to request an application.
Utah Food Services Emergency Evacuations
In the event of an emergency evacuation the following steps should be taken:
1. Report immediately to the front entrance of the Salt Palace (or location noted below for other
buildings) outside at the tower (100 South W. Temple). In the event this primary meeting place
is inaccessible, the secondary meeting location is at the Abravanel Hall outdoor fountains,
located at 123 South West Temple.
2. At the meeting location you must immediately report to your supervisor, who will report to
upper management for an accounting of all employees. Do not leave the premises without
checking in with your supervisor.
3. All employees must inform their supervisor of their whereabouts or of any intention to leave a
work site.
4. In case of a power outage all radio communication should be conducted over channel 5.
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UFS Evacuation: Plan Salt Palace Convention Center Evacuation Assembly Area Salt Palace Convention Center
• Area 1: Front entrance of the Salt Palace by Tower. Located at 100 South West Temple
• Area 2: Abravanel Hall outdoor fountains located at 123 West South Temple.
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UFS Evacuation Plan Mountain America Expo Center (MAEC)
Meeting Location: Mountain America Expo Center is South-most entrance and State Street.
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UFS Evacuation Plan: North Salt Lake (NSL)
Meeting Location: North Salt Lake is in the Northeast corner of the parking lot by the STOP sign.
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