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BBNH Enterprises, Inc. 
Employee Orientation Handbook
 

WELCOME

 

Thank you for choosing BBNH Enterprises, Inc. as the place you want to be employed.  We welcome you as part of our team and look forward to helping you make the most out of your employment endeavor.

ABOUT THIS HANDBOOK

 

Please note that in this handbook and for this orientation, BBNH Enterprises, Inc. is referring to any and only the following entities:

BBNH Enterprises, Inc.

BBNH Food Services

 

This handbook is designed to acquaint you with employment at BBNH Enterprises, Inc.  Your employee handbook is a guideline of employee policies, benefits, rules and regulations governing employment with BBNH Enterprises, Inc.  Please read all provisions of the handbook.  One of our objectives is to provide an environment that fosters an enriching employee experience.  

 

The policies stated in this handbook are not intended to be a contract of employment and should not be considered by you to be so, or in any way alter the “at will employee” policy of BBNH Enterprises, Inc.

 

If further clarification is needed regarding any of the material contained in the employee handbook, employees should contact the following company representative:

 

CONTACT INFORMATION:

 

Denise Lamphier

BBNH Enterprises, Inc.

Employment Related Questions

574-606-9959

dmlamphier@gmail.com

 

Lance Lamphier

BBNH Food Services

574-333-7052

Llamphier01@gmail.com

ABOUT BBNH ENTERPRISES, INC. 

 

About US

 

COMPANY APPROACH

 

Communication and Integrity: 

BBNH Enterprises, Inc. take pride in the ease for customers to contact us, and we always respond promptly. We make commitments to provide information requests in a timely manner.  We are responsive, professional and a trust worthy company.

Flexibility: 

BBNH Enterprises, Inc. is always willing to work with customers to meet reasonable requests that may be outside of a contract. We are always willing to meet the customer halfway or more and do not require a lot of red tape to make changes or improvements. We also do well in learning  and implementing new systems.  In the learning process, when a mistake is made, we take immediate steps to prevent it from happening again.
 

Customer service: 

We do sincerely care about how satisfied our customers are.   We are solicitous of needs and requests to make our customers happy.

Quality of work: 

All of our contract clients are always satisfied with the quality of our services.  Numerous times we have been given accolades and recommendations from past jobs. Our clients do not have to track us down or worry if we will do a good job. We provide a variety of systems and processes to do our best and ensure that no errors occur.

 

OTHER CUSTOMER SERVICE REMINDERS:

 

Professionalism:

Be aware of what is occurring in your surroundings and use appropriate verbiage.

Consideration of  our clients, your fellow employees, staff members, and the organization:

 

Never embarrass or speak negatively about your co-workers in the presence or anyone else.  If it becomes necessary to discuss a matter with them, do so in private.

- Refrain from speaking in public areas on topics other than topics related to the work.

 

Never speak negatively about the company in public.  If you have issues about the company, speak with a company representative so they may work with you and the appropriate staff people to address the concern.

 

Cooperation:

Always attempt to work in cooperation with team members.

 

Communication:

Greetings and Introductions - greet everyone with a smile, introduce yourself, use please and thank you, give undivided attention 

 

Appearance:

Personal Appearance - neat, discreet, employee uniform and/or dress code standards, greet all customers (more information in DRESS CODE)

 

Facility and Environmental Appearance – promote safety, pick up litter, return equipment

 

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EMPLOYMENT WITH BBNH ENTERPRISES, INC.


 

APPLICATIONS

 

Each person interested in employment with BBNH Enterprises, Inc., must fill out an employee application.  The application must be completed in its entirety.  BBNH Enterprises, Inc. relies upon the accuracy of information contained in the employee application, as well as the accuracy of other data presented throughout the application process.  Any misrepresentations, falsifications, or materials omissions in any of this information or data may result in exclusion of the individual from further consideration for employee opportunities with BBNH Enterprises, Inc.

ASSIGNMENTS AND PLACEMENT

 

Employees will be placed by the Managing Director or his/her designee according to the following priorities:

 

Ability to fulfill the responsibilities of the position.

Interest on the part of the employee.

Opening available in the particular position and time slot.

 

Employees and/or department heads may wish to terminate an assignment, which may be done through the Managing Director.  The employees may be reassigned to another position through the Managing Director.

 

Employees are encouraged to speak to the Managing Director if a reassignment or an additional assignment is preferred.

ATTENDANCE, TARDINESS & SICK DAYS - need to finalize

 

In a highly competitive business world, it is imperative that BBNH Enterprises, Inc. operate as efficiently as possible, and in a manner beyond reproach.  This requires each of us to show responsibility in our positions, and in the way we conduct ourselves generally.  Consequently, every position within BBNH Enterprises, Inc. is necessary and requires dedication and commitment from those hired to perform them.  Part of that commitment means being at work on time each day ready to perform the tasks necessary to do your job.

 

Because of BBNH Enterprises, Inc.’s streamlined posture, excessive tardiness and absenteeism places an inordinately large strain on BBNH Enterprises, Inc.’s operation.  When you are excessively tardy or absent, other employees must perform your tasks as well as their own, thereby placing further stress and strain on those around you.  Consequently, BBNH Enterprises, Inc. cannot and will not tolerate excessive tardiness or absenteeism.  Poor attendance and excessive tardiness may result in disciplinary action, up to and including discharge.

 

BBNH Enterprises, Inc. also recognizes, however, that instances inevitably arise when employees must be late, leave early, or be absent altogether.  In those rare instances, an employee must notify his supervisor as far in advance as possible.  If an employee is running late to work, the employee should call their supervisor and leave a message stating the reason the employee is running late and anticipated time of arrival.  If an employee will be absent for an unanticipated reason, the employee must phone the supervisor as soon as possible (and never more than two (2) hours after the start of the work day unless he is completely incapacitated).  An employee who is absent without prior approval and fails to call in for more than two (2) consecutive work days will be deemed to have voluntarily resigned.  Repeated “no call/no show” instances, even if not in excess of two (2) consecutive work days, may also result in discipline up to and including discharge.

COMPLIANCE 

 

BBNH Enterprises, Inc., operates business in a highly regulated industries.  Compliance to Federal and State statutes is of the utmost importance for continuation and success of our company.  

 

We have adopted the value of trust and respect among customers, employees, and contractors. In order to maintain a high standard of legal and ethical behavior, BBNH Enterprises, Inc. extends this commitment of trust to all associated with the Company.

 

BBNH Enterprises, Inc. is proud of our commitment to maintaining a high level of legal and ethical standards. If you are aware of a situation where you feel Compliance is being violated, you may call Denise Lamphier at 574-606-9959.

 

Corporate Compliance . . . doing the right thing . . . complying with rules and laws.

BACKGROUND CHECKS

 

Any employee under BBNH Food Services will be required to submit information to perform a criminal history investigation.  Any employee under BBNH Food Service must be able to obtain access to military bases.  

DRESS CODE AND APPEARANCE

 

BBNH Enterprises, Inc. has a responsibility for establishing and maintaining traditions of quality, excellence and professionalism, and in setting an example to the public for cleanliness and a healthful environment. To achieve this, all employees must be clean and professional in their appearance. The attire and appearance of any employee should not draw undue attention by either style or fit.  An employee may be sent home by the BBNH Management for reporting to duty in a substandard uniform or in a non-hygienic manner.

 

Uniforms/Dress Code

All clothing worn by BBNH Enterprises, Inc. employees on duty must be neat, clean, free of tears, and appropriate for professional work.  Personal Hygiene is a MUST!

 

BBNH Food Services:

  • Company issued shirt – must be clean, free of tears and blatant stains. If a company shirt is not available, must be a solid black or grey shirt.  

  • Pants: Jeans, Cargo, Chef, Dress Slacks, Capris, Skirt (mid-calf or longer); Pant Color: Black, Blue, Khaki or Grey

  • No shorts or leggings.

  • Slip resistant shoes, clean and professional appearance.

  • Must have on a clean apron for serving guests.

 

Clothing shall fit properly, form fitting clothes are not permitted.

 

Hair & Hats

  • Hat must be worn in the kitchen area at all times.  Hats can be baseball cap style or hair scarf.  Hats may not have any offensive markings and must be deemed appropriate for a professional environment.  BBNH Management will have the right to not allow any hats they deem inappropriate.  

  • Hair should be clean and neatly groomed.  Hair chin length or longer must be pulled back in a ponytail.

  • Facial Hair must be neat and trimmed.  May not be longer than 1/4

 

Fingernails 

Fingernails must be clean and reasonable in length.  No polish

 

Piercings

Any piercings must be with a stud only.  BBNH Management may address if inappropriate.

DRUG-FREE WORKPLACE POLICY 


The use and abuse of drugs and alcohol can seriously impair your ability to perform your duties safely and efficiently.  Drug and alcohol use and abuse not only jeopardize the public’s and co-workers’ safety, they undermine the public’s confidence in the Employer itself.  Because a drug- or alcohol-impaired employee can pose a significant threat to the safety of the public and co-workers, as well as the employee’s own safety, BBNH Enterprises, Inc. has established this policy as part of its ongoing efforts to maintain a drug- and alcohol-free workplace.


All employees are expected to report to work free of alcohol and illegal drugs and not to sell, distribute, dispense, possess, or use or conspire to sell, distribute, dispense, possess, or use an illegal drug or alcohol on BBNH Enterprises, Inc’s premises, during working time, or when engaged in [the Employer]'s business or an activity sponsored by BBNH Enterprises, Inc.  


BBNH Enterprises, Inc Employees who have been authorized to operate a vehicle on the company’s behalf, are REQUIRED to maintain their blood alcohol content remains under the legal limit for operating a motor vehicle, as defined by state law.


Likewise, all employees are expected not to distribute, misuse, or abuse any prescription or nonprescription medications on BBNH Enterprises, Inc.'s premises, owed equipment, or contracted sites.  Employees must remember that distribution of prescription medication to coworkers not only violates this policy but is also a crime.  


Employees using a prescription drug which may impair mental or motor functions so as to affect the employee’s ability safely to perform his duties must report the use of that prescription drug to his/her supervisor or business entity Managing Director prior to reporting to work after its use.  For the safety of all employees, [the Employer] may place persons using such prescription drugs in a less hazardous job assignment, provided such assignment is available, or place them on temporary medical leave until released as fit for duty by the prescribing physician.  BBNH Enterprises, Inc. reserves the right to have its physician determine if a prescription drug produces hazardous effects or to restrict the quantity the employee is allowed to bring to the workplace.


BBNH Enterprises, Inc. looks to all its employees to support this policy to better the overall safety, health, productivity, and welfare of all employees.  Employees are asked to discourage co-workers from violating this policy and are expected to cooperate in BBNH Enterprises, Inc.’s efforts to enforce this policy and in any investigation of its violation.

 

Reasonable Cause Testing.  When there is reasonable cause to believe that the employee has inappropriately used drugs or alcohol, the employee may be required to submit to a drug and/or alcohol screening test.  

 

“Reasonable cause” testing may be based upon such things as:

 

  1. Specific observations concerning the appearance, behavior, speech, or body odors of the employee, including observation of drug use, drug possession, or possession of drug paraphernalia, physical signs or symptoms of being under the influence of a drug or alcohol, and signs and symptoms of chronic and/or withdrawal effects of drugs;

 

  1. A pattern of abnormal or erratic behavior as evidenced by the employee’s work time actions, appearance, or conduct; or

 

  1. Arrest or conviction for a drug-related offense.

 

  1. Having an on-the-job accident requiring medical attention and/or involving property damage.

 

If practical, the employee’s conduct should be witnessed by two supervisors.  If not practical, one supervisor’s observations are sufficient.  Reasonable cause can also be based upon a report received from a third party observer if the report is independently corroborated.

 

An employee who is required to submit to a reasonable cause drug screen will be suspended until the results of the test are disclosed to [the Employer].  If the test result is negative, the employee will be paid for the regularly scheduled hours missed.

 

In any reasonable cause situation, BBNH Enterprises, Inc. will ensure that the employee is transported to an appropriate facility and then transported back to the work site, where a spouse, family member, or other individual will be contacted to transport the employee home.  If the employee refuses to agree to any of these procedures and attempts to operate his own vehicle, BBNH Enterprises, Inc. will take appropriate efforts to discourage the employee from doing so, up to and including contacting local law enforcement officials.  Any employee failing to cooperate with any of the procedures described above will be subject to discharge.

EQUAL OPPORTUNITY 


It is the intention of BBNH Enterprises, Inc. to recruit, employ and retain the best-qualified individuals for all positions. The basis for employment at BBNH Enterprises, Inc. shall be fair and free from bias and without regard to race, sex, age, color, religion, national origin, citizenship status, or disability and in accordance with all state, federal and local employment laws. Any employee  who believes they have been discriminated against in any aspect of employment based on one or more of these factors should contact Denise Lamphier or the Managing Director.

HARASSMENT 


Employees have a right to work in an environment free of harassment. BBNH Enterprises, Inc. will act proactively to address in an expedient manner behavior that is considered harassing, threatening, violent or behavior of a sexual nature. 

 

Harassment refers to behaviors that are offensive and fail to respect the rights of others, or pose a threat to another employee. Harassment can be verbal or non-verbal conduct designed to intimidate or coerce. 

 

If you believe you are being subject to conduct or comments that violate this policy, you are encouraged to immediately contact the Managing Director. Such reports will be treated confidential to the extent possible, and no action will be taken against the employee who reports the harassment situation. All employees are assured that action will be taken to investigate and resolve complaints and that BBNH Enterprises, Inc. is firm in its commitment to eliminate such conduct from the workplace. Any colleague or employee who engages in any form of harassment shall be reprimanded in accordance with the Performance Improvement Process. 

SAFE FOOD HANDLING/HEALTH POLICY


The number one intervention you can do to prevent the spread of infection or food borne illness is to wash your hands. Bacteria and viruses can be spread very easily from the hands of food service workers. It is extremely important for you to wash your hands after using the restroom, after removing gloves, and before and after contact with food or equipment.  

 

Employees who are experiencing upper respiratory infections, diarrhea, or skin lesions are asked to not come into the food service area for their scheduled employment time. Employee will refer and sign off to the BBNH Enterprises Health policy.

SAFETY/WORKPLACE INJURIES


BBNH Enterprises, Inc. strives to provide a safe work environment for its employees.  BBNH Enterprises, Inc. provides information to employees about workplace safety and health issues through regular internal communication channels, such as supervisor-employee meetings, bulletin boards, memos, e-mail or other written communications.

 

Each employee must obey safety rules and exercise caution in all work activities.  Employees must immediately report any unsafe or hazardous condition to their immediate supervisors. Creating, failing to report or (where appropriate) failing to remedy a hazardous or dangerous situation may result in discipline up to and including discharge.  Failing to adhere to safety standards can also result in discipline up to and including discharge.

 

All accidents (which include any event that is not expected, foreseen, or intended), must be reported immediately to your supervisor.  The accident must be reported whether or not there is personal or physical damage involved.  A near miss, where the potential for injury or damage exists, is to be reported as well.  Accidents and near misses are investigated to eliminate unsafe conditions and unsafe acts.  If your supervisor is not available, report the accident or near miss to the Human Resource Designee.  Such reports are necessary so BBNH Enterprises, Inc. can comply with applicable laws and initiate insurance or workers’ compensation benefit procedures.  Consequently, failing to report accidents and/or near misses may result in discipline, up to and including discharge.

 

Any injury that happens on the job, on BBNH Enterprises, Inc.’s property, or while conducting BBNH Enterprises, Inc.’s business, no matter how slight, must be reported immediately to your supervisor so you may receive prompt and proper medical attention.  The supervisor must promptly report the accident to the Human Resource Designee.  You may be required to go to a physician chosen by BBNH Enterprises, Inc. for initial treatment and any follow-up examination required by BBNH Enterprises, Inc.  If your supervisor determines medical attention is needed, you must comply with that decision.  

 

If an injury requires you to be absent from work or to incur medical costs, you must contact Denise Lamphier for the appropriate forms to be completed and processed for workers’ compensation.

LEAVE OF ABSENCE 

 

Personal Leave 


An employee may take a leave of absence for personal reasons, including but not limited to, death in the family, seasonal leaves, extended vacations, or other personal leave.  If the leave will be longer than three months, and the employee wishes to return to employment after the leave, they must provide written documentation of an approximate leave and return date so not to become an inactive employee. 

 

Medical Leave


Employees may take expected or unexpected leaves of absence for medical reasons.  Employees are asked to notify the Managing Director of an expected medical leave, with date leave will begin and expected return to work dates.  Return to work will be based on type of medical conditions and return to work restrictions.  Employee position availability will be determined on type of medical leave, restrictions, and length of leave. 

 

Return to Work


An employee on a medical leave must submit a return to work slip to Supervisor/BBNH Management prior to being restored to work. If the employee is to return to work with restrictions, the restrictions must be presented to the Supervisor/BBNH Management. Every attempt will be made to return the employee to his/her own department, provided it is still suitable and available.  If the position is not available, every attempt will be made to accommodate the employee in another area, if available.

NO SMOKING POLICY


BBNH Enterprises, Inc. has a “Restricted Smoking” policy.  Smoking is not permitted anywhere inside BBNH Enterprises, Inc. property or contracted sites, including vehicles owned or leased by BBNH Enterprises, Inc. Smoking may only occur on designated breaks at least 8 feet away from any food preparation areas.  

 

Employees are required to sign off on a specific smoking policy checklist.

ORIENTATION 


The purpose of our general orientation is to assist you as a new employee in understanding how our organization works, what your part is in the organization, and how to get answers to your questions and concerns. We hope that it helps you know how important you are in meeting the mission of BBNH Enterprises, Inc. 

 

Employees attend our general orientation, which provides basic information on policies and procedures, missions, standards, benefits, and safety issues. In addition to GO, you will have a more specific orientation related to your job function to help you understand what you do as an employee, and helps you demonstrate the competencies necessary for the specific job you perform. 

PERSONAL CALLS AND VISITORS 


Employees should refrain from or limit personal phone calls, using cell phones, texting, or accepting visitors during working hours. Cell phone use is acceptable during break times or meal periods, but only in break rooms or non-working areas. Some job functions require the use of a smartphone.  BBNH Enterprises, Inc. is not responsible for overages or monthly bills related to these phones.

PERSONNEL RECORDS 


Every BBNH Enterprises, Inc. employee has a personnel file that is maintained in the Employee Services department. All current employees may review their personnel file at any time by contacting the Employee Services department, however, these files are the permanent property of BBNH Enterprises, Inc. Terminated employees may not access personnel file. 

 

For the purpose of maintaining accurate colleague records, you should notify the Employee Services department immediately of any changes in the following by completing the appropriate form obtained in the Employee Services department: 

 

1. Name 

2. Telephone number and/or address change 

3. Person to notify in case of emergency 

4.  Availability changes

POLICIES AND PROCEDURES 


Sections of this handbook that would have a more detailed written policy.  Employees have the right to review the more thorough policy at any time. The administrative policies and procedures are updated periodically and the updates are sent to each department for placement in the manual.

RESIGNATION/EXIT PROCESS 


BBNH Enterprises, Inc. intends to provide long and continuous employment, however, for various reasons either you or the organization may wish to end the employee position.

 

An employee who resigns and wishes to give reasons for the resignation may do so.  Upon resignation, the employee must return any company owned equipment and employee uniform prior to their final check being released.

TERMINATION


Your employment with BBNH Enterprises is probationary for 90 days and is at will. This means your employment is for an indefinite period of time and it is subject to termination by you or BBNH Enterprises, with or without cause, with or without notice, and at any time. Nothing in this policy or any other policy of  BBNH Enterprises shall be interpreted to be in conflict with or to eliminate or modify in any way the employment status of BBNH Enterprise’s employees.

The at-will employment status of an employee of BBNH Enterprises may be modified only in a written employment agreement with that employee which is signed by the owners of BBNH Enterprises.

 

BBNH Enterprises, Inc. expects employees to follow rules of conduct that will protect the interests and safety of all employees, colleagues and the organization.

 

It is not possible to list all forms of behavior that are considered unacceptable in the workplace; however, the following are examples of infractions of rules of conduct that may result in disciplinary action, up to and including termination of employment:

 

  • Theft or inappropriate removal or possession of property

  • Falsification of records

  • Falsification of timekeeping records

  • Working under the influence of alcohol or illegal drugs

  • Possession, distribution, sale, transfer, or use of alcohol or illegal drugs in the workplace or while on duty

  • Fighting or threatening violence in the workplace

  • Boisterous or disruptive activity in the workplace

  • Negligence or improper conduct leading to damage of employer-owned or client-owned property

  • Insubordination or other disrespectful conduct

  • Violation of safety or health rules

  • Smoking in prohibited areas

  • Sexual or other unlawful or unwelcome harassment

  • Possession of dangerous or unauthorized materials, such as explosives 

  • Excessive absenteeism without notice

  • Unauthorized use of the internet, telephones, credit cards, mail system, or other employer-owned equipment

  • Violation of personnel policies

  • Unsatisfactory performance or conduct

  • The improper, careless, negligent, destructive or unsafe use or operation of equipment can result in disciplinary action up to and including termination of employee status.

 

Upon termination of employee status, each employee is required to return all issued items (equipment, badges, uniform, etc.) to BBNH Enterprises, Inc. by the last day of their assignment.

*I have received an orientation to BBNH Enterprises, Inc. and related companies.  I have reviewed and understand the policies and procedures of BBNH Enterprises, Inc.

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