La Tolteca Concord, Inc.
Employee Handbook v6
IMPORTANT DISCLAIMER & AT-WILL EMPLOYMENT NOTICE
This Employee Handbook is a guideline only; it is NOT a contract of employment.
Employment with La Tolteca Concord, Inc. is strictly AT-WILL under Delaware law. Either you or the Company may end the employment relationship at any time, with or without cause or prior notice, for any lawful reason.
Nothing in this handbook (or in any oral statement by management) creates an express or implied contract, guarantee of continued employment, or promise of progressive discipline. Only a written agreement signed by the President of La Tolteca Concord, Inc. can alter the at-will relationship or the policies described here.
Because business and legal requirements change, the Company reserves the right to modify, suspend, or discontinue any policy, benefit, or procedure in this handbook at its sole discretion, except where limited by law.
If you have questions about these terms, contact management.
1. Meal & Beverage Benefits
| Benefit | Details | Exclusions / Conditions |
|---|---|---|
| Employee Meals |
50 % off most menu items (before/after shift) 10 % off steaks, seafood, desserts, bottled non-alcoholic drinks |
• No eating while you have active tables — you may swap out with a co-worker. • Benefit unavailable during probationary period and may be revoked for policy violations. |
| After-Shift Drinks | 20 % discount on alcoholic beverages after your shift ends |
• Must be 21+, side-work completed, and have manager approval. • A bartender must ring in and serve each drink; bartenders may not drink until their own shift is closed. |
2. Healthcare Benefit
Teladoc — Virtual Healthcare: All employees are eligible for one (1) year of Teladoc virtual health coverage at no cost while supplies last. Employee is responsible for the subscription after the first year.
3. State-Sponsored Programs
For quick enrollment links and FAQs, visit tolteca.co/employees.
3.1 Delaware Paid Leave
- Up to 12 weeks per year (80 % of wages, max $900/week) for:
- Bonding with a new child (birth, adoption, foster)
- Serious health condition (self or family)
- Responding to a family member’s overseas military deployment
- Maximum of 12 weeks total leave in any 12-month period.
3.2 Delaware EARNS — What It Means for You
| Feature | How It Works for Employees |
|---|---|
| Automatic Enrollment | 18+ employees are enrolled in a Roth IRA after 90 days on payroll, unless they opt out. |
| Default Contribution | 3 % of gross pay withheld each payday; you can change or pause anytime. |
| Portable & Yours to Keep | The account moves with you when you change jobs—no rollover paperwork. |
| Investment Options | Starts in an age-based target-date fund; may switch to conservative, moderate, or ESG funds at no cost. |
| Contribution Limits | IRS caps apply ($7,000 in 2025, $8,500 if age 50+). EARNS stops deductions once the limit is reached. |
| Roth vs. Traditional | Default is Roth (after-tax); you may elect Traditional (pre-tax) during enrollment. |
| No Employer Match | Program is employee-funded. La Tolteca only transmits payroll deductions. |
| Fees | All-in fees capped ≈0.30 %–0.35 % annually—below many retail IRAs. |
| Opt-Out / Re-Enroll | Opt out anytime and re-enroll later; annual reminder window provided. |
The benefit programs described in this section are administered entirely by State of Delaware agencies, not by La Tolteca. Our involvement is limited to legally required payroll deductions and reporting. Questions, claims, disputes, or appeals regarding eligibility, coverage, or payment must be directed to the appropriate state office (e.g., Delaware Department of Labor, Division of Unemployment Insurance, Office of Paid Family & Medical Leave). La Tolteca has no authority to determine benefits and assumes no responsibility for program administration or outcomes.
4. Probationary Period
All new and rehired employees serve an Introductory Period of 30 calendar days. Management uses this time to assess fit with La Tolteca. A brief performance review follows and is placed in the Employee Record. Completion of the Introductory Period does not guarantee continued employment; your employment remains at-will.
5. Dress Code & Hygiene
- Long hair must be tied up; no loose hair.
- Avoid strong fragrances.
- No jewelry that interferes with food or beverage handling.
- Uniform: black slacks and long-sleeve, collared, button-up black shirt.
- Footwear: black non-slip shoes.
6. Conduct & Discipline
At-Will Reminder: The disciplinary guidelines below are illustrative only. La Tolteca Concord, Inc. may skip, repeat, or modify any step—including termination—consistent with at-will rights.
| Offense | Consequence |
|---|---|
| Drinking on the job | Immediate suspension |
| Fighting | Immediate termination |
| Foul language (any language) | Written warning |
| Theft (food, property, unauthorized comps) | Warning or termination, based on severity |
| No-show for shift | Written warning; two no-shows = suspension |
Only two written warnings, then suspension and/or termination. Calling ahead when you cannot work may help us find coverage and avoid discipline.
7. Sales Incentives
- Management may run limited-time promotions on specific menu items.
- Rules, targets, and payout schedules are provided in writing at the start of each program.
- Suspension or termination during the promotion voids incentive eligibility.
8. Equal Employment Opportunity & Non-Discrimination
La Tolteca is an equal-opportunity employer. Employment decisions—including hiring, promotion, compensation, training, discipline, and termination—are based on job-related factors. We do not tolerate discrimination or harassment based on race, color, ethnicity, national origin, sex (including pregnancy, gender identity, and sexual orientation), religion, age, disability, genetic information, military status, political preference, or any other protected status under law.
9. Scheduling & Attendance
- Schedules posted every Wednesday; request time off the week before.
- More than three consecutive days off? Provide two weeks’ notice.
- Emergency changes: find a qualified replacement and get manager approval 24+ hours ahead.
- 15+ minutes late = written warning; 30+ minutes late = no-call/no-show unless excused.
- If illness prevents you from working, secure coverage and notify management three hours before start time.
- Missing a shift without notice may lead to dismissal; two no-shows in 12 months = suspension or termination.
10. Workplace Conduct & Personal Property
- Cell phones: Personal calls, texts, and browsing prohibited while on duty; keep devices silent. Emergencies require manager approval.
- Personal property: Store belongings in designated lockers/server area; La Tolteca is not responsible for loss or damage.
- Alcohol & controlled substances: Possession or use while working is strictly prohibited (except approved tastings). Violations = termination & possible police notification.
- Guest-service philosophy: Deliver hospitality, share product knowledge, and follow service standards that turn a meal into an unforgettable experience.
11. Safety & Emergency Procedures
- Report all safety concerns and incidents—no matter how minor—to management immediately.
- Prevent slips and falls: clean spills and remove trip hazards promptly.
- Workers’ compensation: Report work-related injuries the same day and complete an incident report.
- Robbery: Do not resist. Personal and guest safety comes first.
- Fire: Know suppression pulls and extinguishers. If the alarm sounds, lead guests to the nearest exit and evacuate.
12. Payroll & Administrative Matters
- Payroll processed bi-weekly and includes statutory deductions.
- Court-ordered garnishments processed as required by law.
- Report address changes promptly so records stay current.
- Lost paycheck? Notify the General Manager; replacement issued next cycle (stop-payment fee may apply).
13. Pre-Shift Meetings & Clock-In Protocol
- Attend pre-shift meetings on time, in full uniform with apron, wine key, lighter, pens, server book, and bank.
- Begin side-work immediately after the meeting.
- Clock in no earlier than 15 minutes before your shift unless approved by management.