Scheduling Process

Attendance

Regular attendance and punctuality are integral elements of job performance and are expected of every employee. Each employee is expected to maintain a consistently good attendance record and adhere to scheduled work hours. ·
An employee who must be absent from work for any reason or who will arrive late must notify his or her supervisor before starting time on each day of absence. Likewise, an employee who must leave early must notify his or her supervisor. In the absence of justifiable mitigating factors, an employee who is absent for three consecutive working days and who fails to notify the Company (before starting time on each day of absence) of the reason(s) for the absence will be presumed to have resigned from his or her employment, or in the alternative, will have his/her employment terminated for just cause. Notwithstanding this standard, unexcused absences or excessive accumulated absences, paid or unpaid, even when individually justifiable (subject to the Company’s duty in some circumstances to provide accommodation up to the point of undue hardship pursuant to applicable human rights legislation), may be cause for disciplinary action up to and including termination of employment for just cause. Employees may be required to provide written documentation verifying the reason for the absence.

Absence or Lateness

An employee who must be absent from work for any reason or who will arrive late must notify his or her supervisor before starting time on each day of absence. Likewise, an employee who must leave early must notify his or her supervisor.
An employee who is absent for three consecutive working days and who fails to notify the Company (before and on each day of absence) of the reason(s) for the absence will be presumed to have resigned from his or her employment and will be terminated. Notwithstanding this standard, unexcused absences or excessive accumulated absences, paid or unpaid, even when individually justifiable, may be cause for disciplinary action up to and including termination. Employees may be required to provide written documentation verifying the reason for the absence.

Meals and Break Periods

Employees must be given a 30 minute unpaid break after every five consecutive hours of work. The Company may provide additional coffee breaks, cigarette breaks or other meal breaks. These are a benefit, but are not required. Employees are to sign out for their meal breaks.

Personal Records and Administration

Managers must keep records for all employees that show:

• name, address, date of birth and occupation
• date that work starts
• regular wage and overtime wage when employment starts, the dates of any changes to the wage and the new wage rate
• regular and overtime hours of work, recorded separately and daily (meal breaks start and end)
• dates wages are paid and the amount paid on each date
• deductions from wages, dates and reasons for each deduction
• start and end dates of annual vacations, period of employment in which vacation is earned, amount and date that vacation allowance is paid
• amount of outstanding vacation allowance when the employment ends, and the date this is paid out
• copies of documents on maternity leave, parental leave, compassionate care leave or other leaves, including dates and number of days taken as leave
• dates of termination of the employment
• copies of work schedules

These records must be kept for a minimum of 3 years.

Your Personnel File/Medical Records File

An employee has the right to review his or her own employee records. An employee should make an appointment for a time reasonable time to review their records. Employees may not remove their files or anything within the file. Additionally employees may not place anything in their records.
Employees may request in writing copies of items from their records that they have signed.
Should an employee object to the inclusion of an item in their records they should meet with the General Manager/ Human Resources to discuss these concerns.

Disclosure of Employee Information

All requests for information concerning a current or former employee, including reference requests, are to be referred to the Corporate Human Resources Department.
By agreeing to comply with the terms of this Handbook, employees agree that the following employment information may be provided by the Corporate Human Resources Department:

• Verification to prospective employers of dates of employment and last position held.
• Verification to prospective lenders of dates of employment, title and salary.

The Corporate Human Resources Department will not release additional information without the consent of the current or former employee. The Company may nevertheless release employee information without consent where it is not prohibited by applicable provincial privacy legislation.
Centerplate will fully comply with information requested pursuant to valid judicial or quasi judicial requests, including any subpoena, garnishment, judicial order, summons, or law enforcement investigation.