Part 2
Conduct & Discipline
. Foundation . Code of Conduct . Hospitality . Health & Safety . Good Manufacturing Practices . Personnel . The Coffee Bar . The Bread Bakery . The Café Kitchen .
2.1 Expectations, Classification, and Investigation of Misconduct
You are expected to conduct yourself in a way that is safe and beneficial to your colleagues and guests. In a case where employee behavior is not safe or beneficial, your Team Leader will administer discipline in a constructive manner, focusing on repairing harm where possible and motivating positive conduct in the future. Mistakes and performance issues not arising from misconduct will be handled according to performance evaluations.
Minor Offense—a violation of the code of conduct which is unacceptable if repeated but will not result in expulsion for the first offense. (Example: absenteeism)
Major Offense—a serious willful or deliberate violation of the code of conduct which is of such as nature that the first offense may indicate that continued employment of the person may not be safe or beneficial for guests or colleagues. (Example: violence or harassment)
A Team Leader who becomes aware of suspected misconduct will commence a thorough investigation of the incident including asking the employee about their conduct and perspective. If the suspected misconduct would constitute a serious offense, Benjamin should be notified as soon as is practical. If the offense is grave enough or potentially a legal violation, the employee may be suspended without pay during the investigation; not to exceed seven calendar days; at which time the suspension will be converted to termination or disciplinary suspension. Each investigation will close with a written summary to be kept in the employee’s file.
2.2 Escalation of Disciplinary Actions
2.3 Alcohol, Drugs, Smoking
Any employee found in possession of liquor or drugs on the business premises will be subject to discipline; up to and including expulsion. In this case, we define a drug as one that has not been prescribed by a doctor, and is not used for first-aid such as ibuprofen. Do not keep or carry these items in your car, or anywhere on the property. Do not drink alcohol on bakery property and do not report to work hungover or buzzed. Drugs that are prescribed by a doctor or are used for first-aid must be kept completely separate from service or production areas. Store them in your bag or in first-aid kits, NEVER on shelves or counters.
When the bakery provides off-premises meals for staff (for example on a holiday dinner) alcohol is not included and responsible driving is expected.
No smoking or vaping is permitted in or near bakery premises at any time by any guest or employee. All employees are responsible for enforcing our no-smoking/vaping policy among our guests. This policy also covers our outdoor seating areas and ends at the parking lot.
2.4 Absenteeism
You are expected to report to your scheduled shifts on time and on a regular basis. Unnecessary absenteeism and lateness places a burden on your colleagues and reduces positive guest experiences. Unsatisfactory attendance will result in disciplinary action including suspension and termination. It will also have an adverse effect on employee evaluations and any promotion considerations.
If you are going to be absent or late for any reason, call your Team Leader. Do not leave an email or note; contact them directly and confirm they understand the situation.
If you know you are going to be absent for a shift, make an effort to schedule a colleague to cover for you. Any employee who does not show up for work AND does not give proper notification will be charged with an unexcused absence and will receive a written warning. Two consecutive instances of “no-call-no-show” results in expulsion. Repeated but not consecutive instances of tartiness or absence will be subject to discipline or expulsion.
2.5 Conflict & Harassment
You are expected to be self-aware and in control of yourself. It is natural to disagree or debate with colleagues, and team members should not avoid conflict, however disagreements should be made in good faith and never escalate into or physical conflict. Acceptable behavior has already been well-defined. If needed, contact a Team Leader to mediate in a neutral location, offer guidance, constructive criticism, and help come to decisions.
Types of Harassment:
Discrimination is harassment that is more defined by the harasser’s intentions rather than how it is carried out. The harasser bullies the victim because of their identity, class, race, sex, religion, ability.
Personal attacks are experienced by victims who are not singled out because of the identities outlined above. It is bullying in its basic form. Examples include inappropriate jokes, humiliation, critical remarks, or any other behavior that creates an offensive or intimidating work environment for the victim.
Physical harassment includes direct threats to inflict harm, or the actual attacks such as pushing, kicking, etc. This category also includes damaging the victim’s personal property.
Power abuse occurs when there is a power disparity between team members. Often it is psychological such as excessive or impossible demands, demeaning speech or behavior, or unwanted intrusion into employee’s personal lives.
Sexual harassment generally includes unwanted sexual advances or behavior. Sexual comments, jokes, questions, touching, gestures, or invasion of personal space has no place in our workplace.
Third party harassment is perpetrated by individuals outside of Honeycomb, such as by a customer or vendor. For example, a customer making inappropriate comments to a cashier. The hospitality industry has many power dynamics that create tension. When any third party enters Honeycomb, they are in our care and control. YOU have power over THEM.
Verbal abuse includes use of threats, name-calling, shouting, or other verbal intimidation.
You should report an ethics violation as soon as you are able. Ethics complaints are anonymous and protected from retaliation. All ethics complaints are investigated using the process in section 2.3.
2.6 Making Mistakes
You are encouraged to practice, experiment, and explore your profession in order to become a better and more fulfilled baker, chef, or barista. Mistakes made for the sake of learning are inevitably a part of that development and will not adversely effect your performance evaluations. If you make a preventable or purposeful error due to negligence or sabotage, it will reflect negatively on your performance evaluations.