HR Policy

At-Will Employment

Employment with Michael Titze Company, Inc. (MTC, Inc) is at-will. This means that either you or MTC, Inc. may unilaterally terminate your services at any time for any lawful reason or for no reason at all with or without notice. The provisions of this Handbook, including policies and procedures, are intended to be guidelines only and are in no way to be interpreted as a contract between MTC, Inc and any of its respective Team Members. Therefore, nothing contained in this handbook should be construed as a contract or as a guarantee of continued employment. Although other terms, conditions and benefits of employment with MTC, Inc may change from time to time, the at-will nature of employment with MTC, Inc is one aspect of the employment relationship that cannot be changed by any oral statement or alleged oral statement. It can only be changed pursuant to a written agreement covering employment status, signed by the President of MTC, Inc.

Employee Status

We basically categorize our employee in three groups: Part-Time, Full-Time, and Temporary. A Part-Time employee is one who averages less than 30 hours per week. A Full-Time employee is one who is paid an average of at least 30 or more hours per week. A Temporary employee is one who is hired for a specific period of time or for the duration of specific assignments.

To change from Part-Time to Full-Time status, a staff member must average 30 hours per week for 6 consecutive months. At any time a staff member’s average hours (within a 12-month period) fall below the 30-hour average per week requirement, their status will change from Full-Time to Part-Time.

Probationary Period

You are considered to be a probationary employee for the first 90 days of your employment. During that period, your manager will be evaluating your general attitude, your ability to perform the requirements of the job, and other attributes which are necessary for a good employee. You will receive a performance evaluation at the completion of this period.

Work Schedule

Work schedules for the following week are posted in the restaurant and available from your manager. You are responsible for knowing your schedule each week. In the event a schedule change is necessary, management will give as much advance notice as possible. Management must approve requests for days off before the schedule is posted. Our restaurants are open every day of the year. Weekends and holidays are our busiest times; so all employees are required to work during these periods.

Application for Leave of Absence or Vacation

When you know that you will miss work for more than 10 days (or, in emergency situations, as soon as you know that you will miss more than 10 days) or plan to take your paid vacation, you must complete and submit an application for leave of absence or vacation to your manager at least 2 weeks in advance.

Pay Policies

You are paid every other week and will receive your check from the manager on duty on Monday after 2:00 p.m. Employees who are hired at the end of the pay period may not receive their first check until the next scheduled payday.

You will only be paid for physical hours worked – not the hours that you are on the schedule or the hours that you are on company premises.

Your supervisor or manager will review with you proper time keeping requirements and procedures. Before working beyond your scheduled hours, be sure to get management approval.

You will clock in and out for every shift. If you forget to clock in or out, immediately notify your manager. It is important that your time records are accurate. You may not clock in or out for a co-worker.

Payroll Deductions – Michael Titze Company, Inc. is required by law to withhold:

  • Federal Income Tax based on current earnings and exemptions (Form W-4)
  • Social Security/Medicare Tax
  • State and Local Income Tax, or other taxes or garnishments, where applicable
  • Other deductions may be made from an employee’s paycheck with the employee’s written permission

W-2 Forms – W-2 forms will be made available to you at the location you received your last paycheck prior to the federal deadline.

Employee Meals

Review break policy and procedures with your manager. When you have received permission to take a meal break during or after your shift, the authorized cashier on duty will enter your meal order. Staff members are responsible for clocking in and out on the POS terminal at the beginning and end of each 30-minute meal break. Front of the house Staff members are not allowed to sit in the dining room in their uniform.

All meals are to be consumed on the premises (no to-go’s). The use of company equipment (grills, ovens, coolers, etc.) to prepare or refrigerate staff member meals or beverages brought in from anywhere is prohibited. Please address any special dietary requirements with your manager.

We take out $0.44 per hour worked of your pay to cover your meals. The State of Florida requires us to collect $0.04 for sales tax and local governmental infrastructure surtax.

What does this mean to you? You’ll have $0.48 per hour worked deducted from your pay. So, eat! The deductions will be listed as “Meals” on your paycheck.

Reporting Tip Income

We both have a responsibility when it comes to your tips:

You – Federal and state laws require you to keep accurate records and report all tips. Enter 100% of all tips earned on the POS terminal at the end of your shift.

Us – We are required to report “Allocated Tips;” i.e., any difference between 8% of total sales and the tips claimed. (NOTE: No taxes are withheld on “Allocated Tips”)

Appearance Standards

We expect all employees to take pride in their appearance; after all, you represent Village Inn. Your appearance and behavior are important elements in your job performance. You represent Village Inn – to our guests, you are Village Inn. In addition, it is important to our guests and co-workers that we maintain a hygienic work environment. You manager will review the acceptable appearance standards with you. It is important to the health and safety of our guests and co-workers that these standards are followed. Appearance and hygiene must meet all state, county, and corporate policy standards.

  • Dress Code – You are responsible for keeping clothes neat, clean, pressed, and in good condition. Clothing should be tasteful and professional; appropriate undergarments should be worn. If you have any questions, please ask your manager or supervisor.
  • Uniforms – If a uniform is required for your position, you should arrive at work in uniform, on time and ready to start work. Company-issued uniforms must be laundered and returned to your manager or supervisor when you leave the company. Specific guidelines are available from your manager or supervisor.
  • Footwear – Closed-toe, closed-heel shoes with slip resistant soles must be worn when working in the restaurant. We have partnered with Shoes for Crews® to provide affordable, slip-resistant shoes through a payroll deduction program. Ask your manager or supervisor for more information.
  • Accessories – Hair restraints, jewelry, earrings, etc. should be tasteful and are subject to managerial approval and health department regulations. Kitchen employees, because of direct contact with food, may not wear nail polish.
  • Hair – Hair must be clean. Employees may be required to wear a hair net and/or hat, or have hair restrained to meet health codes.
  • Facial Hair – Facial hair is allowed provided that it does not violate any health codes. All facial hair must be neatly trimmed. Personnel with beards may be required to wear a beard net in food preparation areas.
  • Health – If you are ill (coughing, sneezing or have been exposed to a contagious illness) report it immediately to your manager or supervisor.
  • Tattoos – Tattoos should not be visible on Front of House employees.

Telephone Calls and Visits

We have limited telephone facilities in our restaurants. Personal calls are only allowed in case of emergencies. Cellular telephones and electronic devices are not allowed. This is a Class B violation if not followed.

Packages and Purses

We recommend that you don’t bring packages, purses or personal effects into the restaurant during the work shift. If you do, be aware that all packages entering or leaving company premises are subject to inspection. The company is not responsible for lost or stolen personal belongings. If illegal drugs, weapons or alcoholic beverages are found or suspected, the police will be contacted and you will be subject to disciplinary action up to and including termination. If you bring in a purse, backpack, sports bag, lunch cooler, etc. such items must be stored in an area designated by your manager. Health codes do not allow storage of personal food in restaurant coolers or freezers.

Absenteeism and Tardiness

Good attendance is important. Excessive absences create an added burden on your fellow workers and may result in your suspension or dismissal. Check the schedule daily and report as scheduled – on time!

Failure to call or show for a scheduled shift may result in immediate termination. Notification of any absence or emergency should be given to and approved by management over the phone or in person (excluding extraordinary circumstances, which you may be asked to document) at least 4 hours prior to the start of the shift.

If you are scheduled for an opening shift, call the night before.

When you are absent from a scheduled shift, management reserves the right to reschedule you to cover a shift at a later time or date, and to request a medical statement or verification of illness.

Employees arriving late must check in with the manger on duty before clocking in. Unsatisfactory attendance, including habitual tardiness or quitting early, is considered cause for disciplinary action and may include termination.

Failure to show or call for a scheduled shift is considered a voluntary resignation, and your pay rate will be dropped to the lowest allowable by law.

Lost and Found

Guests and staff members sometimes leave behind personal belongings. It is each staff member’s responsibility to immediately give these items to management for safekeeping. We are not responsible for lost or stolen personal belongings.


The parking spaces near the doors of our establishments are reserved for our guests. Your manager will explain your store’s policies. We are not responsible for personal property in a vehicle, or theft or damage to a personal vehicle. Staff members are required to enter and exit through the front door only.


Solicitation by staff members and non-staff members during work hours or in work areas is prohibited.


Smoking (including electronic cigarettes) is prohibited on company time. If you want to smoke, request a 30-minute break from your manager. On your unpaid break, you may smoke in your vehicle out of the view of the guests. Employees may not smoke on a paid break, they must remain available and accessible to our guests.

Off-Duty Visits to the Restaurant

You are welcome as a guest in our restaurant prior to 7:00 pm when you are off duty and out of uniform. You are expected to act accordingly, not disturb staff members on duty, or enter areas restricted to guests (e.g., kitchen, office, etc.). Ask your manager which hours you are allowed in the store.

General Responsibilities

Each staff member is responsible for keeping his or her work area clean, neat, and well stocked. Help fellow workers when your own duties are completed or during slow periods. Staff members are responsible for performing assigned duties in a satisfactory manner and cooperating with their supervisors. The staff member break area must also be kept clean and stocked.


Everyone who works for Village Inn understands and accepts that he/she must conform to the policies and procedures of the Company, and that employment and compensation can be terminated with or without cause, and with or without notice, at any time, at the option of the employee or the Company.

If you do not wish to continue your employment with Village Inn, you are asked to give at least 2 weeks’ notice. Doing this will mean that you leave in good standing and gives your supervisor time to seek a replacement.

Anti-Harassment/Sexual Harassment Policy

Michael Titze Company prohibits harassment by any of its employees. Harassment, including sexual harassment, is a form of employee misconduct, is a violation of company policy, and is against the law. Harassment of any type will not be tolerated. Michael Titze Company will take all reasonable steps to prevent harassment from occurring. Every employee should know:

  • What defines harassment.
  • Steps to take if harassment occurs.
  • The law prohibits retaliation for reporting harassment.

Examples of Harassment

Verbal Harassment - epithets, derogatory comments or slurs.

  • Patronizing terms or remarks
  • Verbal abuse: name calling, belittling
  • Sexually-explicit or degrading words to describe an individual
  • Sexually-oriented noises or remarks
  • Questions about a person's sexual practices
  • Derogatory comments about another's race, religion, age, gender, sexual orientation or national origin
  • Graphic verbal commentaries about the body

Physical Harassment - assault, impeding or blocking movement or any physical interference with normal work or movement, when directed at an individual.

  • Violent or threatening behavior: pushing, hitting, punching, kicking
  • Impede another's exit or entrance: blocking a doorway or hallway
  • Touching, pinching, patting, grabbing, brushing against or poking another employee's body
  • Hazing or initiation that involves a sexual or otherwise harassing component
  • Requiring an employee to wear sexually suggestive clothing

Visual Harassment - derogatory posters, cartoons, screen savers or drawings.

  • Displaying sexual pictures, writings, or objects
  • Obscene letters or invitations
  • Staring at a person's anatomy: leering
  • Sexually-oriented gestures: mooning
  • Unwanted love letters or notes

Sexual Favors - unwanted sexual advances, which condition an employment benefit upon an exchange of sexual favors.

  • Continued requests for dates
  • Threat of demotion, termination, etc. if requested sexual favors are not given
  • Making or threatening reprisals after a negative response to sexual advances
  • Propositioning an individual

Anti-Harassment Policy

Michael Titze Company, Inc. is committed to providing a work environment that is free of harassment and discrimination. Michael Titze Company, Inc. believes that all persons are entitled to equal employment opportunity. Accordingly, the company does not discriminate against qualified employees or applicants because of race, color, religion, pregnancy, national origin, ancestry, age, disability, sexual orientation, or any other protected characteristic that is a violation of state and federal law. Additionally, Michael Titze Company, Inc. will not tolerate sexual harassment of employees by supervisors, coworkers, or vendors. State and federal laws define sexual harassment to include unwelcome sexual advances; requests for sexual favors; and other verbal, visual, or physical conduct of a sexual nature. Such conduct is unlawful when:

  • Submission to the conduct is made a term or condition of employment;
  • Submission to or rejection of the conduct is used as the basis for an employment decision affecting an employee; or
  • The conduct has the purpose or effect of unreasonably interfering with an employee's work performance, or creating an intimidating, hostile, or offensive work environment. In keeping with its commitment, Michael Titze Company, Inc. maintains a policy of prohibiting all forms of unlawful harassment, including sexual harassment and harassment based on any other characteristic protected by state or federal employment discrimination laws. This policy applies to all agents and employees of Michael Titze Company, Inc., including supervisors and non-supervisory employees. It also prohibits harassment of employees by non-employees in the workplace as well as harassment by vendors, independent contractors, and others doing business with the company.

Harassment Definitions

Unlawful harassment may take many forms, including:

  • Verbal conduct – such as epithets; derogatory jokes or comments that are sexually explicit or about an employee's characteristic that is protected by state or federal employment discrimination laws; slurs; name-calling; unwanted sexual flirtations, advances, invitations, propositions, or comments; belittling; comments about an employee's anatomy and/or dress; sexually-oriented noises or remarks; questions about a person's sexual practices; or graphic verbal commentaries about the human body.
  • Visual conduct – such as posters, cartoons, drawings, pictures, gestures, or objects that are sexually oriented or derogatory regarding a protected characteristic; obscene letters or invitations; or unwanted love letters or notes.
  • Physical conduct – such as assault, blocking normal movement or interference with work directed at the employee because of his/her sex or other protected characteristic. Examples are pushing, hitting, punching, kicking, or any other kind of violent or threatening behavior; blocking a doorway or hallway so as to impede an employee's exit or entrance; unnecessary touching, pinching, patting, grabbing, brushing against, or poking another employee's body; purposely staring at a person's anatomy; leering; mooning; hazing or initiation that involves a sexual or otherwise harassing component; or requiring an employee to wear sexually suggestive or revealing clothing.
  • Use of computers – including the internet and email systems, to transmit, communicate, or receive pictures, messages, or materials that are derogatory regarding a protected characteristic or sexually suggestive, explicit, or pornographic, or displaying screen savers with such contents.
  • Threats and demands – to submit to sexual requests in order to keep an employee's job or avoid some other loss, and offers of job benefits in return for sexual favors. Examples are threats of demotions, terminations, reductions in work hours or pay, etc., if requested sexual favors are not given, or making or threatening reprisals after a negative response to sexual advances.
  • Retaliation – for having reported the harassment. Michael Titze Company, Inc. and state and federal laws forbid retaliation against any employee who opposes unlawful harassment; files a complaint; or testifies, assists, or participates in any manner in an investigation, proceeding, or hearing. Prohibited retaliation includes demotion, suspension, failure to hire or consider for hire, failure to give equal consideration in making employment decisions, and adversely affecting working conditions or otherwise denying any employment benefit to an individual. Any person found to have acted in violation of the foregoing policy may be subject to personal liability. Michael Titze Company, Inc. will not pay damages assessed against an employee personally. Additionally, Michael Titze Company, Inc. will take appropriate disciplinary action, including warnings, reprimands, suspensions, and discharge.

If Harassment Occurs

Employees who are subjected or are witnesses to unlawful harassment should immediately contact any Supervisor or Manager of Michael Titze Company, Inc. or the Office at (850) 942-1466. The company will investigate all reported incidents of harassment and/or retaliation and take appropriate action. If there are continued harassment incidents or the employee has additional concerns, he/she should contact a Human Resources Manager at the number listed above. Allegations will be handled as discreetly as possible, and reasonable efforts will be made to maintain confidentiality of any matter investigated. A Supervisor or Manager who fails to respond to employee complaints of unlawful harassment will be subject to appropriate disciplinary action up to and including termination.

Consensual Relationships

MTC, Inc. strives to create a work environment that provides for professional and personal growth. Relationships of a romantic or sexual nature involving Supervisors and subordinates create conflicts of interest that can be harmful to those directly involved, and to other employees. Consensual relationships may foster conditions that are destructive to a professional workplace atmosphere. Consensual relationships may also contribute to incidents of sexual harassment. All MTC, Inc. employees are subject to this policy.


  • Supervisors/Managers must avoid sexual relationships with or making sexual overtures to employees over whom they are in a position of authority (direct or indirect supervision). They have a responsibility to avoid any apparent or actual conflict between their professional responsibilities and personal interest in their dealings or relationships with subordinates.
  • A conflict may be presumed to exist when a Supervisor/Manager making employment decisions (i.e.; hiring, retention, promotion, salary, leave of absence, scheduling, complaints) has an emotional relationship beyond a pure professional or business one with a person affected by the decisions (i.e.; spouses, lovers, or sharing of living quarters).
  • The power exercised by a Supervisor/Manager in giving or withholding praise, criticism, fair evaluations, favorable working conditions and future development of an employee may impact the employees freedom of choice - especially when sexual favors or demands are involved.
  • Misconduct associated with consensual relationships and sexual harassment becomes the personal responsibility of the Supervisors/Managers in terms of both litigation and liability exposure.


MTC, Inc. believes that what occurs between two consenting employees on their own time is their own business, providing there is no real or implied Supervisor/Subordinate relationship. Consensual work relationships outside of reporting relationships do not violate Company policies unless the relationship interferes with normal business or the terms and conditions of employment.

In the event such a relationship becomes non-consensual or in any way affects the terms and conditions of employment with MTC, Inc., it must be brought to the attention of the next level of management, or the Office at (850) 942-1466.

Social Media Guidelines

These guidelines pertain to all Michael Titze Company, Inc. employees who use any social media, i.e., blogs, wikis, forums and social networking sites that may contain postings related to Michael Titze Company, Inc., employees of Michael Titze Company, Inc., and any other affiliates of Michael Titze Company, Inc.

  • Social media communications are individual interactions, not corporate communications. Employees can be held personally liable for their posts. For this reason, employees should exercise caution with regards to any posts made about Michael Titze Company, Inc.
  • Your personal or anyone else’s blog, wiki, forum or social networking site is not the appropriate place to make a complaint. Any complaints should be discussed with your Manager or a representative from Human Resources.
  • While you may respectfully disagree with Michael Titze Company, Inc. actions, policies, or management decisions, you may not attack personally or post material that is obscene, defamatory, discriminatory, harassing, libelous, or threatening about Michael Titze Company, Inc., employees of Michael Titze Company, Inc., or any affiliates of Michael Titze Company, Inc.
  • You may not disclose any sensitive, proprietary, confidential, or financial information about Michael Titze Company, Inc. The use of the Michael Titze Company, Inc. logo, trademarks, or branding is prohibited, including other brands owned by Michael Titze Company, Inc. You may not post anything related to Michael Titze Company, Inc. inventions, strategy, financials, products, etc. that has not been made public.
  • You must include a disclaimer on published public communication if you identify yourself as an Michael Titze Company, Inc. employee or if you discuss Michael Titze Company, Inc., employees of Michael Titze Company, Inc. or any of its affiliates publicly, for example: The postings on this site are my own and do not necessarily represent Michael Titze Company, Inc. positions, strategies, or opinions.

Public communications concerning Michael Titze Company, Inc., employees of Michael Titze Company, Inc., and any other affiliates of Michael Titze Company, Inc. must not violate our guidelines. Please consult with your Manager if you have any questions about the appropriateness of publishing information relating to the Michael Titze Company, Inc., its employees or any of its affiliates.

Electronic Media

Electronic media, and its content, is a Company resource provided as a business communication tool. Electronic media is defined as voicemail, email, fax machines, hardware, software, removable media (i.e., CDs, DVDs, tapes, disks, diskettes, company-issued flash drives), local area networks, files and all information composed, transmitted, accessed, received, or stored on company hardware owned or licensed to MTC, Inc.

Electronic media owned by MTC, Inc. may not be used for personal use, copied or removed from Company property without receiving prior written consent from the Office. Any item of electronic media in a users' possession shall be returned to MTC, Inc. immediately upon request. Users of electronic media may not expect proprietary interest or privacy.

Use of electronic media for anything other than business of the Company is a Class A violation and may be subject to disciplinary action, which could include dismissal.

Email and Voicemail Guidelines

Users of MTC, Inc.'s electronic mail (email) or voicemail should be advised of the following:

  • All messages sent through email or voicemail become the property of MTC, Inc.
  • Once an email or voicemail message is sent through the system, the message is recoverable and becomes property of MTC, Inc. Management must ensure all communications are business-related and professionally worded.
  • Email is considered evidence in the eyes of the law and can be subpoenaed for court proceedings.
  • Persons who fail to utilize these services in a professional manner will be subject to disciplinary action, up to and including termination.
  • All computer media must be purchased by or approved for purchase by the Office.

Protection Against Retaliation

Company policy and the law forbids retaliation against any employee who opposes harassment, files a complaint, testifies, assists or participates in an investigation, proceeding or hearing. Prohibited retaliation includes, but is not limited to: demotion, suspension, failure to hire or consider for hire, failure to give equal consideration in making employment decisions, and adversely affecting living conditions or otherwise denying any employment benefit to an individual. If at any point an employee is not satisfied with the managers' response or actions, they should contact Human Resources at (850)942-1466 immediately.

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