PVA Member Employee Handbook Disclaimer
This publication is intended to be a guideline for PVA Members as they produce their company’s Employee Handbooks
This publication should not be used as the exclusive source for all employee issues for Passenger Vessel Association Members in all situations. .
This manual is not complete. Your company should edit this manual to accurately reflect your company’s specific operational realities before distributing it to your staff and crew.
Trusting that this publication will prove helpful; this manual makes no representation as to its sufficiency in satisfying all local, state and federal laws to which the user may be subject.
PVA also recommends that your company’s legal counsel approves this manual before your company begins to use it.
YOUR COMPANY LOGO
EMPLOYEE HANDBOOK
YOUR COMPANY NAME
DATE
1
YOUR COMPANY NAME AND LOGO
Dear NAME OF COMPANY Employee:
Welcome to NAME OF COMPANY. We look forward to working together.
With hard work, and a focus on customer-first service, you are joining a company with a proud and growing tradition.
Our expectations are straightforward. Each employee must join in our commitment to customer-first service. We seek your best efforts, and require that you be responsible in your dealings with guests, supervisors and each other. In return, we are committed to the fair treatment of all employees.
I urge you to review this handbook and our policies carefully and to bring any questions you may have to our attention. Thank you and again, welcome!
Sincerely,
NAME OF COMPANY
NAME OF COMPANY REP.
1
YOUR COMPANY NAME AND LOGO
Table of Contents
I.EMPLOYMENT AT YOUR COMPANY NAME
History Of YOUR COMPANY NAME...... 1
Equal Employment Opportunity Pledge...... 1
Sexual Harassment/Harassment Based On Protected Class Status...... 2
About This Employee Handbook...... 2
Employment Understanding...... 2
Probationary Period for New Employees...... 2
II.WAGES, HOURS AND SCHEDULING
Work Schedule...... 3
Pay Week, Pay Day and Pay Check...... 3
Payroll Deductions...... 3
Address Changes – Personal Status Change...... 3
Time Clock Operation and Time Records...... 3
Direct Deposit...... 3
Overtime...... 4
III.OUR ATTENDANCE EXPECTATIONS(Lateness and Absence)
Commitment to Good Attendance...... 5
Reporting To Work...... 5
Employee’s Call-In Responsibility...... 5
Accountability During Work Shift...... 5
Off-Duty Expectations...... 5
Accountability While Absent/On-Leave...... 5
IV.OUR PROFESSIONAL STANDARDS (Guest Care)
Guest-Directed Hospitality And Courtesy: A Smile Goes A Long Way!...... 6
Personal Appearance Guidelines...... 6
Special Attention To Our Disabled Guests...... 7
Smoking...... 7
Guest or Passenger Injuries/Emergencies...... 7
V.OUR BOATS: OUR MARITIME BUSINESS
Our Boats...... 8
Keeping Our Vessels Ship-Shape...... 8
Maintaining Vessel Security...... 8
Special Marine Employment Terms / Wages...... 8
VI.LEAVE TIME
The Special Staffing Needs Of Our Industry...... 9
Vacations...... 9
Family and Medical Leave...... 9
Jury Duty Leave...... 10
VII.COMPANY PROCEDURES AND PRACTICES
Employee Benefits: Patronage Of YOUR COMPANY NAME...... 11
Attention to Safety...... 11
Accident Reporting...... 11
Material Handling and Lifting...... 11
Solicitation Prohibited...... 11
Our Computer Systems...... 12
Use of the Internet...... 12
Proper Use of Company Vehicles...... 12
Medical Examinations...... 12
Inspection Rights...... 12
Problem Solving Procedure...... 13
VIII.EMPLOYEE CONDUCT GUIDE
Alcohol and Drugs...... 14
SubstanceAbuse Testing...... 14
Employee Rules...... 14
1
YOUR COMPANY NAME AND LOGO
I. EMPLOYMENT AT YOUR COMPANY
History Of YOUR COMPANY NAME HERE
Please type a few paragraphs about the history of your company, number of employees, etc.
Equal Employment Opportunity Pledge
YOUR COMPANY HEREbases all employment decisions on merit, qualifications, and abilities. We do not discriminate in employment opportunities or practices on the basis of race, color, citizenship status, religion, creed, gender, sexual orientation, national origin, ancestry, age, physical or mental disability, marital status, veteran status, or any other protected class status. YOUR COMPANY NAME HEREwill also make reasonable accommodations for qualified individuals with known disabilities, unless doing so would result in an undue hardship. With or without accommodation, each employee must be able to perform the essential functions of the job, including regular and reliable attendance.
Any employee with knowledge, questions, complaints or concerns about any type of discrimination in the workplace is expressly directed to bring these issues, immediately, to the attention ofCONTACT NAME HERE or the Director of Personnel, at YOUR PHONE NUMBER HERE. Every claim brought to the attention of CONTACT NAME orthe Director of Personnel will be immediately investigated, and if appropriate, will be the basis for discipline, up to and including immediate termination.
Sexual Harassment/Harassment Based On Protected Class Status
Sexual harassment, in any manner, form or degree, by any supervisory or non-supervisory employee of YOUR COMPANY NAME is strictly prohibited. Sexual harassment includes any unwelcome sexual advances, touching, or gestures, as well as sexually offensive conduct, such as sex-based “joking,” innuendo, comments, pictures or e-mails.
Also prohibited is any manner of harassment based on Protected Class Status (e.g., age, race, religion, national origin, sexual orientation or disability). This includes any communications or act, if such conduct or communication has the purpose or effect of interfering with an employee’s work performance or creates an intimidating, hostile or otherwise offensive work environment.
Any employee, who believes he or she has experienced sexual harassment or harassment by anyone, including a supervisor, co-worker or by persons doing business with or for YOUR COMPANY NAME, should report the conduct,immediately, to the attention of COMPANY CONTACT HERE or the Director of Personnel, at YOUR PHONE NUMBER HERE.
All incidents of prohibited harassment that are reported will be investigated. No person will be retaliated against for making a good faith report of harassment. If a complaint of prohibited harassment is substantiated, appropriate corrective action, up to and including discharge, will be taken.
About This Employee Handbook
This Handbook provides a general introduction to COMPANY NAME HERE and is not intended to be the “final word” for all situations and is thus not to be construed as a contract.
It is impossible in any guide to anticipate all situations. Accordingly, COMPANY NAME HERE reserves the right to respond in any particular situation in the manner which it believes will best promote fairness, equity and the efficient operation of the Company.
Employment Understanding
All employment at COMPANY NAME HEREduring probation and thereafter, is employment “at will.” This means that you have a right to terminate the employment relationship at any time for whatever reason you feel appropriate, and that the Company enjoys a similar right. COMPANY NAME HERE hopes, however, that the employment relationship proves to be successful for all involved.
Probationary Period For New Employees
For the first 90 days of employment at COMPANY NAME HERE employees are “probationary.” This means that work and work habits are closely reviewed. At the end of the 90-day period, if progress has been satisfactory, employment may be allowed to continue. Probationary employees may also be terminated before the end of the 90-day period if, in the opinion of COMPANY NAME HERE, progress is unsatisfactory. So too, after the first 90-days, if performance is unsatisfactory, the employment relationship may be terminated.
II. WAGES, HOURS AND SCHEDULING
Work Schedule
Each employee’s schedule depends upon the shift to which the employee is assigned, which depends upon public demand and event scheduling. Each employee is responsible to personally review the posted work schedule, and remembering the employee’s assigned times. Employees should not disrupt the office by calling in for schedule information. The schedule will be posted before the beginning of each work week. Employees who are not available to work during a workweek must notify the office at least one week in advance.
The normal hours for our business office areYOUR BUSINESS OFFICE HOURS HERE.
Pay Week, Pay Day And Pay Check
The pay week runs from Monday through Sunday, with pay day being every second Friday, following the end of the two-week pay period. Paychecks may be picked up after 2:00 pm on payday.
Payroll Deductions
As required by law, COMPANY NAME HERE will deduct Federal Social Security and income tax from your payroll check each pay period. Costs for uniforms or insurance, if applicable, are deducted from payroll checks each pay period, once the employee completes the appropriate authorization forms.
Address Changes - Personal Status Change
It is important thatCOMPANY NAME HEREpersonnel records be accurate at all times. Employees must immediately notify COMPANY NAME HERE of any change in name, home address, emergency contact numbers, telephone number, marital status, number of dependents, or any other pertinent information which may change.
Time Clock Operation And Time Records
Employees must maintain accurate time records. Employees must punch in, and punch out,before and after shifts. Punching should occur within 10 minutes before the assigned starting time.
Our time clocks only allow punching according to your assigned shift. Any other punching (for example, due to emergency leaving, short-notice changes in schedules, or the exchange of shift assignments) must be pre-approved by a supervisor, including a missed punch form. Any missed punch, unaccompanied by a supervisor’s initial, will be unexcused.
No employee may sign in for another employee, or have any other employee punch that employee’s timecard. Any violation of time keeping rules may subject employees to disciplinary action including immediate termination.
Direct Deposit
COMPANY NAME HEREoffers, and encourages, direct deposit of paychecks. This saves you time and provides added security, as each paycheck will be automatically deposited to your checking or savings account as you direct. Each payday, you still receive a pay stub with all the same information that would appear on your regular check.
Overtime
Overtime work is only performed when necessary and only if approved in advance by a supervisor. You are expected to work necessary overtime when requested. Hourly-paid employees will receive time and one-half pay for time worked exceeding 40 hours in any single work week. Marine employees, under law, are overtime-exempt, as explained in Article V. Thank you for your cooperation.
III. OUR ATTENDANCE EXPECTATIONS
(Lateness and Absence)
Commitment To Good Attendance
Our business relies on a team effort—each employee helping every co-worker to provide a first-rate guest experience. Each employee must report at the scheduled time to make this happen. Lateness or absence, for whatever reason, makes it difficult to provide the first-rate service we must provide our guests. If you do not have the ability or commitment to maintain good,on-time attendance, you should not work at COMPANY NAME HERE.
Reporting To Work
Each employee is required to review the posted work schedule before the beginning of each week. Employees are expected to arrive at work properly dressed when scheduled to start and be at their workstation productively engaged in COMPANY NAME HERE business by the scheduled start time. Employees are not to report to work and then engage in socializing or other non-work activity.
Employee's Call-In Responsibility
Any employee who will be late or absent is required to call in before the start of the shift and speak, in person, with the employee’s direct supervisor. In the case of known absence, the call should be made at least 4 hours before the start of the work shift, so that alternate staffing can be arranged. A call must be placed each day the absence or lateness occurs. An employee’s call-in responsibility can only be satisfied by the employee calling in person to a supervisory person.
In the event an employee fails to call in as required by these guidelines, the absence or lateness will be considered unexcused, regardless of reason. Failure to call in on two days during any two week period will be considered a resignation and grounds for automatic termination effective the start of the shift of the second day.
Accountability During Work Shift
Employees are required to remain accountable and available at all times when clocked-in. Employees are prohibited from leaving the immediate known work area without the knowledge and approval of the employee’s supervisor. During working hours, employees are not to engage in non-emergency telephone conversations, personal business, or private socializing.
Off-Duty Expectations
At the end of the shift, employees are asked and expected not to loiter on the premises, including the area between the boats and the flood wall. Neither should off-duty employees socialize or otherwise engage on-duty employees. Employees who are off-duty should not enter non-public areas of any YOUR COMPANY NAME facility.
Accountability While Absent/On-Leave
Employees on leave, whether due to injury, workers compensation, sick leave or FMLA leave, are required to remain accountable so that YOUR COMPANY NAME may plan for its staffing needs. Employees are expected to call in and provide leave documentation as directed by YOUR COMPANY NAME, and to return to service immediately upon the conclusion of authorized leave.
IV. OUR PROFESSIONAL STANDARDS
(Guest Care)
Guest-Directed Hospitality And Courtesy: A Smile Goes A Long Way!
Ours is the hospitality business. A positive attitude and a friendly smile are necessary when dealing with the public, to make each guest’s experience enjoyable. Each COMPANY NAME HERE employee is indispensable in contributing to the over-all positive experience of our guests. SMILE!
All customers must be treated with the highest level of courtesy. Conflict with any customer is to be avoided at all costs as we are committed to a positive experience with each guest we serve.
We want to present a professional, clean and efficient image. All employees are expected to be adult and professional in their dealings with each other and with our guests. Unprofessional conduct, such as improper language, offensive comments or inattentive service, must be avoided if we are to remain a hospitality leader.
Personal Appearance Guidelines
Each Bensons employee is required to be in proper dress uniform before coming on board any COMPANY NAME HERE vessel, or before reporting to any catering site. The following standards apply to all employees in public areas.
- Uniform:Clean and pressed before each shift.
- Name Tags:Worn clearly displayed on shirt, or by lanyard of solid color.
- Hair:Hair must be worn up, away from the employee’s face and off the shoulder, using clips, barrette or hair net.
- Facial Hair:All facial hair (beards, goatees, mustaches) must be neatly trimmed. Employees are not to display a “5-o’clock shadow” appearance, or to grow any facial hair, during employment, that appears unkempt.
- Jewelry:Employees are to keep the wearing of jewelry to a minimum, and should not wear jewelry of significant value, or of controversial character, including any facial piercing other than ear piercing.
- Earrings:Large or dangle earrings are prohibited, as are earrings exceeding two in any one ear. Insertion tapers must be minimal and flesh colored.
- Shirts:Clean and pressed with no undershirts showing outside of short sleeve shirts. Only white undershirts are to be worn. No colored undershirts under uniform shirt.
- Socks:(Food service personnel) Black socks or black or neutral nylons.
- Shoes:(Food service personnel) Solid black with black laces, and no other color showing. Rubber soled, and close-toed.
- Personal Grooming/Hygiene:Hands clean and fingernails trimmed and neat. No excessive personal body odor, perfumes or colognes. Deodorant properly used, and hair neat and combed or brushed.
COMPANY NAME HERE, in its sole and absolute discretion, will determine whether any employee is, or is not, in compliance with these appearance and grooming expectations in the workplace. Employees who fail to comply with appearance expectations may be directed to leave the premises, and return in proper attire.
Special Attention For Our Disabled Guests
Employees of COMPANY NAME HERE are expected to ask any guest with special needs if we can assist in boarding the vessel, reading menu options, or the provision of any service provided to our guests. Employees should be careful to listen to the requests of our disabled guests closely, and to seek supervisory assistance as necessary.
Onboard, employees should pay special attention to assure that services, such as counter-service and buffet access, are provided in a manner which is both timely and respectful of our guests’ needs and wishes.
Smoking
COMPANY NAME HERE prohibits any form of tobacco consumed in company buildings or at any worksite, except in designated smoking areas, that are out of public view. Smoking is prohibited at any time, or in any area, where food is being prepared or served. At catering venues, employees must conform with all requirements established by our host. Smoking is prohibited inside any boat.
Guest Or Passenger Injuries/Emergencies
We must care for our guests both in their enjoyment of our services, as well as in the event of emergency or injury. Any employee witnessing a guest injury or other emergency should act immediately, with first focus on the care and needs of our guest. These guidelines should be followed:
- Remain composed: set the tone of professional competence. Call 911 immediately if a serious injury has occurred.
- Do not leave the guest unattended.
- Immediately send a co-worker to notify a management official.
- Calmly provide aid and comfort as the condition may require.
- Encourage the guest, in the event of a fall or injury, not to move until a supervisor or medical professional arrives.
- To avoid guest embarrassment, endeavor to control congestion or excessive public rubber-necking.
- Obtain the identity information of the individual, and the names and addressees, and telephone numbers, of members in the party.
- Provide supervisors with any information as to the occurrence or as to witnesses to any occurrence.
Do not make assurances of what specific actions will be taken by the Company, but do assure the guest that COMPANY NAME HERE regards any injury as a serious matter. Do not express any opinion as to cause or fault, as the first and only on-site concern should be the rendering of appropriate care.