ninety-two bakery & Café

In-Café

DRESS STANDARDS

Front of House

  • Nametag
  • Checkered Button Up Shirt
    • Wrinkle Free & Clean
  • Black Pants or Black Jeans
    • No Leggings
    • No Light Washed or Ripped Jeans
  • Black, Nonslip Shoes
  • Black Branded Sweater for Outerwear

 

Back of House

  • Nametag
  • Black Tee-Shirt
    • Ninety-Two Branded or Plain
    • Wrinkle Free & Clean
  • Black Kitchen Apron
  • Black Slacks or Scrubs
    • No Leggings
    • No Jeans
  • Black, Nonslip Shoes
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Checkered Button Up Shirt

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Black Pants or Black Jeans

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Black Tee-Shirt

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Black Kitchen Apron

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Black Slacks or Scrubs

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Black, Nonslip Shoes

DRESS CODE | As a team member, you contribute to our business reputation and our core value of excellence by having a professional appearance. Dress standards also apply while traveling to other regions, conferences or trainings (unless otherwise stated by your leader). If a leader finds your personal appearance inappropriate, you will be asked to leave work and return dressed appropriately. Team members that choose to not meet professional dress standards could be subject to disciplinary action, up to and including termination of employment.

Front-of-House Associates:

Provided clean uniform shirt fully buttoned and tucked in with black belt and black pants or black jeans without rips or holes. No blue jeans, sweatpants or leggings. Neutral colored non-slip shoes. Plain black, white or gray approved cardigans, sweaters or pullovers are acceptable when needed. Hair must be pulled back for working hours.

Back-of-House Associates:

Provided shirt with black pants, without holes. No jeans or leggings.

Black non-slip shoes. Hair must be pulled back for working hours in a chef hat, toque or head covering.

Captain and Manager:

Office Attire:

Business casual attire. No tank/tube/halter/midriff/spaghetti strap tops allowed. No sheer or revealing material. Sleeveless dress shirts should go all the way to the edge of the shoulder. No low-back shirts that do not have a shirt under them. Button down/polo shirts should be tucked in unless the length and style are designed to be worn untucked. Tucked in shirts should be worn with a belt. No t-shirts.

No shorts, denim blue jeans, linen pants, or leggings as jeggings (anything worn over leggings must come to or past the knee). Colored jeans are allowed. No pants that have holes, are visibly distressed, or have frayed hems. Length of skirts and dresses must come to or past the knee.

    • Shoes must be non-slip, neutral and cover the toe and heal.
    • Hair must be pulled back if working behind the counter.

Casual Friday:

On Friday or other leader specified days, denim blue jeans are allowed. All other standards still apply.

Uniform Information:

Ninety-Two Bakery and Café will provide two shirts for all part time team members and four shirts for all full time team members. Aprons will also be provided for Back of House team members. Employees are responsible for their pants and shoes.

Not adhering to dress code standards could result in being sent home to change and/or a write up.

PERSONAL HYGIENE 

MEN

Cologne

    • Mild smells may be worn that do not interfere with food & coffee aromas

Hair

    • Clean & neat; off of the collar
    • Natural hair color & style
    • Clean shaven face - hair off the collar
      • A beard net will be supplied if needed

Jewelry

    • One ring per hand - simple band only
    • No piercings

Nails

    • Keep fingernails neat & clean
    • Nail colors are not allowed

Tattoos

    • No facial tattoos
    • Explicit or derogatory tattoos must not be visible

WOMEN

Hair

    • Women: Clean, neat hair, pulled up out of the face
    • Natural hair color & style

Jewelry

    • One ring per hand - simple band only
    • Small hoops or studs - up to two per ear
    • No facial piercings with the exception of one nostril piercing with small stud or hoop

Makeup

    • Conservative makeup with natural colors

Nails

    • Keep fingernails cut, neat & clean
    • FoH: non-chipped, neutral nail color is allowed in FoH
    • BoH: Natural nails with no nail polish

Perfume

    • Mild smells may be worn that do not interfere with food & coffee aromas

Tattoos and Piercings

    • No facial tattoos
    • Explicit or derogatory tattoos must not be visible

DAILY HYGIENE STANDARDS

  • Bathing
  • Deodorant use
  • Tooth brushing

HANDWASHING TECHNIQUES

  • Wash hands to prevent spreading germs
  • Stand a comfortable distance from the sink
  • Use warm water
  • Thoroughly wet hands and arms, apply disinfectant soap, then lather
  • Clean fingers, fingernails, and forearms
  • Rinse thoroughly
  • Dry hands with paper towel
  • Use paper towel to turn off the water

TIPS & REMINDERS

  • People are a natural source of contamination
  • Fingernails, sores, and injuries harbor infectious bacteria
  • Wear clean fresh bandages on any cuts or burns
  • Never come to work in a soiled uniform

CUSTOMER FACING ETIQUETTE  

PHONES

  • No phone usage in front of clients or in the front of house; if you need to step away to answer a phone call or text, do so in the back of house. If you need to communicate anything to the team via text or chat, do so in the back of house.

FOOD & BEVERAGES

  • No drinking in front of house. Drinks can be stored in a designated spot in the back of house for you to consume. Water is allowed in the front of house area.

  • No eating in the front of house. Eating needs to be done on breaks.

CONVERSATIONS

  • Any conversations in the front of house need to be appropriate and kind. Be mindful when guests are around with what you are saying.

MUSIC

  • The house music is the only music allowed during hours. Back of house can have one ear piece in to listen to their own music, but should not be played loud and where the customer can hear it.

CUSTOMER EXPERIENCE 

FIRST IMPRESSIONS

  • Greet each customer as they walk through the door with a verbal greeting & a smile.

ORDER-TAKING & SUGGESTIVE SELLING

  • Always offer another item to be added to the order.

  • Know & recommend complimentary food & drinks.

FOOD PREPARATION & PRESENTATION

  • Always double checking BOH presentation before serving.

  • Serve everything with proper utensils.

  • Serving food & drinks on a clean, tidy counter.

ORDER PICKUP

  • Checking with customers to make sure the name you called out is there food.

  • Asking if they need any help carrying or if they need anything else for their order.

INVITATION TO RETURN

  • Saying goodbye to customers as they leave.
  • Checking after their meal or coffee to make sure everything was to their satisfaction.

THE COACHING CONTINUUM  |   Instead of annual performance reviews, we believe in coaching and continuous feedback as a lifestyle. Part of our relational style is helping team members identify gaps to help them grow and be successful. The coaching continuum provides a visual explanation of our ongoing culture of feedback and disciplinary approach.

The type of coaching or correction depends on the severity of the circumstance. There are times when the best thing for the person is to jump straight to a written warning, 911 call, or even termination.  Your direct leader and/or executive leadership will determine the level of correction needed.

1 Degree Corrections    Defined as little adjustments we want to close the gap on. We are committed to addressing issues before they have a chance to grow into something significant. We see these corrections as “in the green” meaning they are part of coaching an individual.

Verbal Warning    Defined as corrections that are more than a 1 degree and considered “in the yellow.” This correction is documented with Employee Support but is not a written, signed form.

Written Warning    Defined as corrections that need dramatic improvement on a consistent basis and considered “in the red. This document is signed, and follow-ups are performed to ensure timely and consistent improvement.

911 Call    This is a special type of written warning that requires immediate turn around in correction and considered a “last opportunity —in the red.” These issues must not be repeated.

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ATTENDANCE POINT SYSTEM FOR CAFE TEAM MEMBERS

Objective

Regular attendance and punctuality by café team members is important to maintain excellence and unity, and to provide our customers with the best experience. However, we recognize that occasionally team members will become ill, need to miss work, or are unavoidably late. Team members will need to provide notice of such absences.

Attendance and Punctuality

An absence occurs when the team member has not properly notified their leader that they will be late or absent. Points will be assessed for absences, tardiness or late arrivals as described below.

Absent – missing one or more consecutive scheduled workdays for a single reason or arriving more than two hours after the scheduled starting time.

Tardy – arriving 5 to 15 minutes after the scheduled start time.

Late – arriving 15 minutes after the scheduled start time.

ABSENCE
POINTS

EXPLANATION

5-14 Minutes

1

Tardy

15 Minutes

3

Late

More Than 2 Hours

5

Absent

Missing One or More Days

5

Absent

Disciplinary Action

Employees will be subject to disciplinary action when the total points accumulated from unauthorized absences and tardiness reach the following levels during any 12-month period.


 

POINTS

CORRECTIVE ACTION

10

Verbal Warning

15

Written Warning

20

Termination

Reporting

  • All team members must inform the manager on duty of their absence or tardiness according to the following guidelines:
    • Provide at minimum, more than 4 hours’ notice before an absence and a minimum of a 1 hour notice before tardiness for a  scheduled shift.

No-Call/No-Show

An employee who fails to notify the manager on duty of any absence will be subject to corrective action as follows:

  • First failure to notify of absence — written warning.
  • Second failure to notify of absence —termination.

Employees who are absent for two consecutive days without notifying their department will be presumed to have abandoned/resigned their position and will be separated from employment effective on the second day of absence.

Chronic Absence or Tardiness

Employees receiving corrective action under this policy are expected to improve their attendance and punctuality. Failure to improve and sustain improvement may result in the employee's receiving additional correction, up to and including termination.

CONFLICT RESOLUTION  |  We encourage a healthy, honest, and transparent atmosphere. We expect team members to treat each other with mutual respect. We also support and encourage an environment of continuous feedback, both with your leader and your peers. Our heart is to prevent disunity or gossip by addressing concerns with the appropriate person.

Continued success of conflict resolution is dependent on healthy and consistent feedback. The following steps should be taken to resolve conflict or disagreements among peers and/or with your leader:

Number One    You are encouraged to express your concerns directly with the person in conflict first. This supports the opportunity for the healthiest conflict resolution. If you believe it inappropriate to discuss with the person directly, please seek counsel from your leader and/or Employee Support.

Number Two    If your conflict is not resolved after discussion directly, please approach the next appropriate leader. For example, if it’s a peer — connect with your leader. If it’s your leader — connect with your leader’s leader.

It is our belief that every team member plays a role in the growth and excellence of their peers and leaders. People are able to reach their highest potential when they are aware a problem exists.

ALCOHOL AND DRUG-FREE WORKPLACE  |  We are committed to be an alcohol and drug-free, healthy, and safe environment for all team members and the heart of this policy is not only to provide a safe work environment, but to also help our people lead healthy lives.  There are many people in our organization that have a history of drug use and the fact that we have random alcohol and drug screenings provides enough accountability to keep them from turning back to that unhealthy lifestyle.  Our goal isn’t to “catch people,” but to help our people not be entangled by substance abuse, which has destroyed countless families, marriages, and lives.  As a result, alcohol and drug testing will be required as a condition of employment and all team members will be tested at least once annually.

Team members are required to be in a mental and physical condition that will allow you to perform your job satisfactorily.   Team members may not use, possess, distribute, sell, or be under the influence of an illegal substance as defined by the state of Texas, at any time. Also, this policy prohibits the presence of a “prohibited substance” in the team member's system while at work, while on company premises or its customers, or while on company business or in attendance to a company event.

"Prohibited substances" include illegal drugs, alcohol, or prescription drugs not taken in accordance with a prescription given to the team member. Our company drug screening process requires all collected specimens to be sent to a certified laboratory and tested for evidence of marijuana (THC), cocaine, opiates, amphetamines, phencyclidine (PCP), benzodiazepines, methadone, methaqualone, barbiturates and propoxyphene use. The laboratory will screen all specimens and a certified Medical Review Officer (MRO) will confirm all positive screens. Betenbough Companies will stand by the initial drug and alcohol testing results.

It is the responsibility of the team member to understand the possible ingredients of any product that they may consume or use including any CBD-related products.

Violation of this policy or refusal to be tested may lead to disciplinary action, up to and including termination of employment.

TOBACCO, E-CIGARETTE, AND VAPE FREE WORKPLACE | The use of any tobacco, e-cigarettes, or vapes are not permitted to be used by team members during work hours or on Company property, including company vehicles, at any time. Team members are also prohibited from having the scent of tobacco, e-cigarette, or vape products on their person while working or on Company property.

Also, the use of any tobacco, e-cigarettes, or vapes are not allowed while away on Company travel or when attending business-related functions. Some examples include but are not limited to: Company retreats, conferences, Company-sponsored community events, vision trips, etc.

WORKPLACE MONITORING  |  We may conduct workplace monitoring to help ensure quality control, team member safety, security, and customer satisfaction. The equipment, services, and technology that you use to access the internet are the property of the Company. We reserve the right to monitor how you use the internet and review any data that you write, send, or receive through our online connections or store in our computer systems.

Team members who regularly communicate with customers may have their telephone conversations monitored or recorded for training and performance purposes.

AI RECORDING  | To foster a culture of trust and mutual respect, the use of any device that records conversations is not permitted without clear permission from all participants.

 

Wearable devices that are constantly recording are not allowed. The use of recording devices in one-on-one’s is strictly forbidden. This includes any AI-powered devices capable of recording, transcribing, or analyzing conversations. This protects employee privacy, company confidentiality, and our culture of open communication.

 

Unapproved recordings will be considered a serious breach of trust and violation of this policy may lead to disciplinary consequences up to and including termination of employment.