The staff handbook is presented below - this is also available in hard copy. If you don't have a hard copy, let Blane know and he will arrange for one to be provided for you.
If you would like to discuss any point in the handbook, please feel free to speak to Blane, Linda or Craig at any time.
The Anstruther Boathouse is still a relatively new business. Its success and its development to date have been shaped significantly by the efforts and the talents of staff. The Boathouse works best when everyone – staff, manager and owners – work together as a team, support each other and focus on providing excellent service to our customers.
You are part of that team. The information in this leaflet is intended to assist you to perform to a high standard and to help the company to support you to do so.
This information should be read in conjunction with your letter of employment.
1. Our working environment
It is very important that you are able to work in an environment free from discrimination or harassment. If you feel that you cannot do so, you should speak to your line manager immediately. Please also remember that you are required to treat your work colleagues, customers and anyone else you come into contact with through your job with consideration and respect.
2. Work safely
Your working environment presents you with a range of hazards – including hot surfaces, machinery, sharp knives, slippery surfaces, chemicals and so on. Working safely requires you to be alert and aware. Do not put yourself or anyone else at risk in the workplace by your actions or failure to act. Please be continuously aware of any potential hazards and ensure these are reported or if possible sorted out straight away (if safe to do so!). If you are involved in or see an accident (or near miss) please ensure this is reported and also recorded in the accident book.
You must ensure that you are aware of the location and purpose of all fire extinguishers and similar equipment. In the event of a fire, only very small fires should be dealt with using an extinguisher or blanket and then only if safe to do so. If you judge it is not safe, you should raise the alarm and evacuate the building.
The Boathouse nurtures a positive relationship with our customers and bad behaviour is rare. However, if a customer is difficult or abusive, has to be asked to leave the premises or appears violent in any way, you must avoid putting yourself or anyone else at risk. Try to diffuse the situation and seek support from a colleague. If the situation is threatening to get out of hand or gets out of hand you should call the police.
If you are at all concerned that you are being placed in a dangerous situation at work, please discuss this with your line manager without delay.
Rules and Regulations
Every organisation has its own rules and regulations. These are in addition to all laws and regulations applying generally and those that apply specifically to businesses such as The Boathouse. An example of a general law would be theft. An example of a one that applies specifically to businesses such as The Boathouse would be restrictions on how and when alcohol can be made available to customers. Regulations relating to food hygiene, etc are also critical to the business. If you have any doubt about the legal or regulatory frameworks within which you are required to work, you should discuss this with the Manager.
The Boathouse in accordance with the law is a smoke free business. We will work with any staff on smoking cessation programmes and support them as is practicable. We do not provide smoking breaks. Those wishing to smoke have the opportunity to do so during official breaks and only in the yard at the back of the cellar. Staff must not discard cigarette ends or any other litter in this area. Staff on shift must not smoke at the front of the building at any time.
If you feel that you need additional smoking breaks, please ask for a copy of the staff information sheet: The Costs of Smoking at Work.
If you have a mobile phone, you are required to leave it in your locker when you are on shift. If you need to place or receive a personal call on a matter that is urgent and important, you can do so on 01333 310539.
Consumption of alcohol whilst on shift is strictly prohibited by law.
Cash and Stock
Your role puts you in a position of trust with regard to cash and stock. If you suspect that anyone working in The Boathouse is acting dishonestly in relation to either, you should bring this to the attention of the Manager immediately. All such notifications will be treated confidentially but will be acted on.
Dishonesty can ruin a business such as this and can lead to job losses. Company policy is clear. Any removal of stock, unauthorised provision of drinks or meals to staff or customers without payment or dishonesty with regard to cash will result in disciplinary action. Where theft is judged to have taken place (including the provision of stock to a third party), the matter will be referred to the police.
If you feel that you have a complaint in relation to your employment, then you should let us know. You should raise this verbally at first but you also have the opportunity to raise it more formally by writing it down and passing it to the manger or owner.
Any written description of grievance will receive an initial reply within one week. Every effort will be made to resolve or otherwise address issues raised reasonably in this way.
Employee Rewards Scheme
Team members on shifts of 4 or more hours are entitled to a free sandwich or toasty and or a bowl of soup of the day if available. They are also entitled to one free tea or coffee per day. All other food or drink must be purchased in line with the discount scheme below.
Team members are also entitled to 50% discount on all food and non-alcoholic beverages immediately before work, during breaks and immediately following work. Such food must not be eaten while on shift.
Team members are also entitled to a 25% discount on all food and non-alcoholic beverages whilst not on shift.
For the purpose of clarity, any drinks or food consumed must be recorded and, where required must be paid for on the day of consumption. Where any out of date or similar stock is made available to staff, this can only be with the clear approval of the Manager.
If you are unclear about any of these arrangements you should speak to the manager prior to taking advantage of any of the privileges described.
How you look
We don’t want to inhibit individual choice in relation to your appearance. However, you are expected to dress appropriately at all times in relation to your role, and to ensure that your personal hygiene and grooming are properly attended to prior to presenting yourself at work.
Where you are supplied with Boathouse apparel / protective clothing, name badges, etc, these should be worn at all times when required to do so. It is your responsibility to ensure that all such clothing is clean and presentable and that name badges are kept safe and secure.
How you do your job
We want you to enjoy work, to perform to the best of your abilities and to meet the requirements of your job.
If you fall short because you don’t have the necessary skills, knowledge or experience then we will do all we can to help you develop these. If you fall short because of your attendance record, then we will work with you to try to improve this. If you fall short because of your attitude or behaviour then we will try to help you to understand these problems. An informal approach will initially be taken to performance issues. However, we reserve the right to move to a more formal process including disciplinary action if necessary.
It is a condition of your employment that the company is satisfied on your medical fitness to carry out your duties. Should it be deemed necessary during the course of your employment, you may be asked to request a medical report from your doctor, or attend for a medical examination from an external Occupational Health Service. This will be for the purposes of assessing your physical or mental fitness to undertake your job and to advise on any reasonable adjustments necessary to support you should that be necessary.
Should any disciplinary action be deemed necessary, no action will be taken without a proper investigation and you will have the right to be accompanied by a work colleague of your choice (or a trade union representative) at any disciplinary meeting. You will also have a right of appeal against any decision made.
Flexible and family Friendly
The Boathouse endeavours to be family friendly in all aspects of its operation including how we deal with our customers and the conditions of employment of our staff.
All staff are entitled to statutory leave for childbirth and for raising children. Details of arrangements can be found on various government websites and relate to maternity and paternity leave; shared parental leave; and parental leave. Any member of staff wishing to discuss any points relating to these and other similar schemes should initially approach the Manager.
You are also entitled to take a reasonable amount of time off to deal with emergencies involving certain dependants. For the purpose of this, we recognise a dependant as your child (including adopted child); husband, wife or parent; or someone who reasonably relies on you, such as an elderly relative. Time off can be taken, for example, if a dependant falls ill or is injured, if care arrangements break down, or to arrange or attend a dependant's funeral. Any time taken must be confirmed with the manager and is not paid.
Your holiday entitlement is specified in your letter of employment. Holidays are earned for each hour that you work and a running total of your current entitlement is kept by the company.
Holiday requests should be made to the Manager. Holidays are an important part of work/life balance and we encourage you to plan and take these according to your full entitlement.
While every effort will be made to accommodate holiday requests, these are subject to approval. Other than in exceptional circumstances you should avoid requesting time off at particularly busy times of the year such as bank holidays and other local holiday weekends.
You are entitled to either Christmas Day or New Year’s Day off but not both. The Manager will discuss this with you each year in November.
You may be issued with keys or access codes to company premises. These remain the property of the company and loss of your key / code (or accidental disclosure to someone) must be reported immediately. You must not remove company property from the premises unless prior written permision has been given.
Company equipment such as telephone / mobile phone or postal facilities must not be used for private purposes without prior permission. If you have access to the company’s computers including email and access to the internet as part of your job, you must not abuse this by using these facilities for purposes unrelated to company business. Please do not make reference to the company or represent yourself on behalf of the company on social media without formal written permission to do so.
During the course of your employment you may find yourself in possession of confidential information. It is a condition of your employment that you have a duty of confidentiality to the company, and you must not discuss any company sensitive or confidential matter whatsoever with any outside individual or organisation including the media.
Please do not bring or consume alcohol or any unlawful drugs into the workplace during work time or during a period prior to work where the effects may carry over to the workplace. Any such instances may lead to disciplinary action including summary dismissal.
Legislation now exist which makes it illegal to smoke in enclosed public spaces. Smoking (including e-cigarettes) is therefore strictly prohibited on company premises.
any personal property such as jewellery, cash, credit cards, clothes, cars, motorbikes or bicycles etc. left on or around company premises is left entirely at your own risk. You are strongly advised not to leave any valuables unattended. The company does not accept liability for loss or damage to any personal property whatsoever.