Interviewing and Orientation

1. Interviewing and Orientation Alyssa Coyle Irina Batista Ali Ferrando Charisma Jose Ashley Phillips

2. Job Descriptions • A document that defines the work involved in a particular assignment or position. • Includes the position title and responsibilities or duties of that position. • Job descriptions include job titles, summary of the job, primary responsibilities, knowledge and skills requirements, working conditions, and education requirements.

3. Job Descriptions Continued… • Many job descriptions also include eduactional and legal requirements for holding the position such as a diploma, sanitation certificate, and organizational information. • Job descriptions distinguish between exempt and nonexempt employees . • Positions that are exempt are not legally entitled to overtime pay or minimum wage established by the (FLSA) Fair Labor Standards Act. • Positions that are nonexempt must be paid for every hour of over time and minimum wage.

5. Interviewing Job Applicants • The interviewers job is to ask questions and think about how well that person would fit into the work environment. • The process of selecting and interviewing applicants is strictly regulated by laws that protect the civil rights of job applicants. • All hiring and interviewing practices must be fair and directly related to the job. • To avoid charges of discrimination employers should use identical application forms and test for everyone who applies the same job.

6. Interviewing Job Applicants Continued… Employers can not ask about the following things: • Race • Age • Religion • Gender • Sexual orientation • Parents names • Birth place • National origin • Maiden name • Prior arrest • Marital status • Children • Disabilities • Or physical characteristics

7. Interviewing Job Applicants Continued Again… • The Equal Employment Opportunity Commission (eeoc) and other government agencies enforce laws that insure everyone of race, age, gender, religion, national origin, color, or disabilities gets a fair chance at any job opening.

8. Interviewing Job Applicants Continued Again… The following are some the tools and practices managers use to hire applicants: • Job Applications: This form helps managers to get the types of information from every interested applicant. • Screening Interviews: This discussion is a pre interview that helps determine if the applicant meets basic requirements for the job conditions. • Cover letters and resumes: companies appreciate letters that show persons interest in the job accompanied by an outline of their experience and education.

9. Orientation • Orientation is the process that helps new employees learn about the procedures and policies of the operation and introduces them to their employees. • The type of orientation employees get depends on the size of the organization. • The type of training employees receive depends on the job and size of the organization as well.

10. Focus of Orientation • Orientations have 2 focuses: • Providing information about the company • Providing information about the job.

11. Employee Manuals • Employee manuals contain general information about employment, including company policies, rules, and procedures, employee benefits, and other topics related to the company.

12. Lawful Hiring Practices • Managers for restaurant or foodservice operations need to know the legal and regulatory environment in which they operate. Knowing the applicable laws is important because managers must ensure that operations comply. Managers may not need to understand the details of every law that affects the operation, but they do need to understand the intent of the laws and the details that directly affect their workplaces. • Managers need to know what they don’t know, so they can recognize when to get additional info or defer issues to specialists, such as human resources or legal professionals.

13. Lawful Hiring Practices • No knowing or following the laws puts the manger and the operation at risk for complaints, fines, and lawsuits. • Responsibility of managers to keep up-to-date on the changing laws. • Resources managers can use to stay up-to-date: • Online resources. • Professional associations. • Posters, such as those required by OSHA.

14. Lawful Hiring Practices • Zero tolerance policy-no violation is forgiven, the offender is disciplined accordingly. • Other areas that are impacted by laws include: • Food safety and alcohol service. • Scheduling and work assignments • Workplace safety • Union relations • Wages and payroll (includes overtime) • Employee benefits (ex health care)

15. More Laws • Child labor laws-offer additional protections for children and youth in the workplace. • Laws impact these areas: • Hours worked. • Operating hazardous equipment. • Driving. • Work permits and for age certificates.

16. Onboarding • Onboarding is a process that a company uses to integrate new employees into an organization. The goal of onboarding is to give companies a better chance of making sure the people they hire stay in their jobs. It isn’t just a single event, like a training class. It is a process that lasts from a candidates first contact with a company through up to a year on the job. • Benefits of onboarding include: • Satisfies legal needs • Does not overwhelm new employees • Boosts new employees’ productivity and likelihood to stay.

17. Onboarding (continued) • There are 4 phases of onboarding: • 1) Hiring- companies stay connected with candidates and prepare for new hires • 2) Orientation- introduce themselves • 3) Training • 4) Scheduled follow-up: contact with employees after training and greeting.