WALKOUT POLICY Sample Clauses

WALKOUT POLICY. The following is the Employer’s walkout policy: When a patron who is not a guest of the hotel and who is not dining at the hotel at the time of the order, orders beverages, the server must either obtain an impression of the patron’s credit card and have it signed by the patron before a permitting the patron to run a tab or require the patron to pay his or her check at the time of service. When the patron is a guest of the hotel, the server may also let the patron run a tab if the patron produces to the server the patron’s Signing Privilege Identification Card at the commencement of service. When the patron is dining, the patron must pay his or her check with cash, a valid credit card or by signing his check to his or her room provided he or she produces to the server on or before so signing his or her Signing Privilege Identification Card. When a patron does not want to comply with this procedure, the server should immediately get the maitre d’, room manager or other managerial personnel involved rather than become involved in an argument with the patron. Depending upon the point in time in the service at which the patron refuses to comply with the procedure, further service should cease until management has dealt with the patron.
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WALKOUT POLICY. The following is the policy: When a patron who is a guest of hotel and who is not dining at the hotel at the time of the order, orders beverages, the server either obtain an impression of the patron's credit card and have it signed by the patron before a permitting the patron to a or require the to pay his or her check at the time of service. When patron is a guest of the hotel, the server also let the patron a tab if the patron to the server the patron's Signing Identification Card at the of service. When the patron is the patron must pay his or her with a valid credit card or by signing his check to his or her provided he or she to the server or before so signing his or her Signing Privilege Card. When a patron does not to comply with procedure, the server. immediately get the room manager or other personnel involved rather than become involved in an argument with the patron. Depending upon the point in time in the service which the patron to comply with the procedure, further service should until management has dealt with the patron. There will be three groups of employees in the banquet time and casual. and Time employees are defined A employee is deemed to hired for each function for which or she is scheduled to work and terminated at the of it. A casual employee to come into work when called to do so. Employees shall be placed on the casual call-in list on the basis of their date of hire. The call-ins will be made on basis of the standing that list. If a refuses to come in on three in a row or does come work as after he or has agreed to do he or shall his or het seniority on the call-in list and his or her shall placed on the bottom of that list. A usual employee pay union dues, be paid the applicable hourly and his or share of gratuity pool, be entitled to grieve any disputed matters related those issues, discipline or Otherwise other provisions of the collective agreement shall applicable to or her.
Sample 1
WALKOUT POLICY. The following is the Company’s walkout policy: When a patron who is not a guest of the hotel and who is not dining at the hotel at the time of the order, orders beverages, the server must either obtain an impression of the patron’s credit card and have it signed by the patron before a permitting the patron to run a tab or require the patron to pay his or her check at the time of service. When the patron is a guest of the hotel, the server may also let the patron run a tab if the patron produces to the server the patron’s Signing Privilege Identification Card at the com- mencement of service. When the patron is dining, the patron must pay his or her check with cash, a valid credit card or by sign- ing his check to his or her room provided he or she produces to the server on or before so signing his or her Signing Privilege Identification Card. When a patron does not want to comply with this procedure, the server should immediately get the room manager or other managerial personnel involved rather than become involved in an argument the patron. Depending upon the point in time in the service at which the patron refuses to comply with the procedure, further service should cease until management has dealt with the patron.
Sample 1

Related to WALKOUT POLICY

  • SPAM POLICY You are strictly prohibited from using the Website or any of the Company's Services for illegal spam activities, including gathering email addresses and personal information from others or sending any mass commercial emails.

  • Pet Policy 🞎 Pets are prohibited 🞎 Up to pets are permitted The following pet requirements apply [insert requirements including type, size and quantity,ifapplicable: ] The above-described pet policy is a material provision of this Lease. Violation of the pet policy may lead to damages, deposit, and/or fees or additional rent assessed to Tenant and constitutes a default under this Lease.

  • Harassment Policy It is the policy of CUPE as an Employer to ensure that the working environment is conducive to the performance of work and is such that employees are not hindered from carrying out their responsibilities. The Employer considers harassment in the work force to be a totally unacceptable form of intimidation and will not tolerate its occurrence. The Employer will ensure that victims of harassment are able to register complaints without reprisal. Harassment is a form of discrimination and includes personal harassment. Harassment shall be defined as any improper behaviour by a person which is offensive to any employee and which that person knows or ought reasonably to have known would be inappropriate or unwelcome. It comprises objectionable conduct, comment or display made on either a one-time or continuous basis that demeans, belittles or causes personal humiliation or embarrassment to an employee. The parties to this Agreement will work together to ensure that all employees, and CUPE members understand their personal responsibility to promote a harassment-free working environment. Appendix “U”, herein below shall be followed respecting matters referred to directly herein.

  • Violence Policies and Procedures The Employer agrees to have in place explicit policies and procedures to deal with violence. The policy will address the prevention of violence, the management of violent situations, provision of legal counsel and support to employees who have faced violence. The policies and procedures shall be part of the employee's health and safety policy and written copies shall be provided to each employee. Prior to implementing any changes to these policies, the employer agrees to consult with the Association.

  • Guest Policy All guests must abide by the rules and policies outlined in the Residence Handbook and University protocols in place. In shared units, guests (especially overnight guests) must be discussed and approved by all roommates and suitemates in advanced. All guests must be signed into the building, and resident host will be held responsible for their behaviour and actions during their stay. NOISE: Residents are required to adhere to quiet-hours policy within their building. Excessive noise, which disturbs the comfort of other residents, is prohibited. INTERNET SERVICE: InRes Services provides Internet service (wired or wireless) to all undergraduate residence buildings. Students should report maintenance issues or service interruptions directly through their office. STORAGE: The University does not provide storage facilities for student’s personal belongings or furnishings. It is the resident’s responsibility to arrange for one if they require so. ROOM DECORATIONS: Students are not permitted to paint, or make alterations in their room, suite and/or common areas. Room decorations must also comply with the University’s building code and standards. FURNITURE: Students are not permitted to bring large pieces of furniture, including beds/waterbeds, desks and dressers, into residence. Furniture cannot be removed from residence rooms, common areas or buildings. Furniture from other areas of the University cannot be relocated to a student’s room. ANIMALS/PETS: Pets are not permitted in any of the residence buildings. Students with registered service animals should contact Housing & Conference Services to make appropriate arrangements. CLEANLINESS: Students are responsible to maintain a standard of cleanliness that creates a hospitable environment and always adhere to Health and Safety regulations. They are accountable to always keep their room/suite in a clean and orderly condition. Residence rooms/suites are inspected at least once per term. Residents share the responsibility for cleanliness in the common rooms, kitchens, washrooms, and other shared space within the room/suite and building. Failure to comply with cleaning standards may result in sanctions and additional cleaning fees. KITCHENS: Kitchen appliances are not permitted in residence rooms. Students are only allowed to keep a small compact refrigerator in their spaces. Kitchen appliances, provided in suites and common areas, must be used in a safe, responsible manner. SMOKING: York University Residence is a smoke-free environment. Smoking (including e-cigarettes) is strictly prohibited inside or within nine meters of the buildings. This includes balconies, building entrances, windows, and ventilation system air intakes. Policy on cannabis smoking, possession and cultivation are available in the Residence Community Standards.

  • Union Policy Grievance The Union may institute a grievance consisting of an allegation of a general misinterpretation or a violation by the Employer of this Agreement in writing at Step Number 2 of the grievance procedure, providing that it is presented within ten (10) working days after the circumstances giving rise to the grievance have originated or occurred. However, it is expressly understood that the provisions of this clause may not be used to institute a grievance directly affecting an employee or employees which such employee or employees could themselves initiate as an individual or group grievance and the regular grievance procedure shall not be thereby bypassed.

  • Grievance Policy The Board recognizes that in the interest of effective personnel management, a grievance procedure is necessary whereby its professional staff members can be assured of a prompt, impartial, and fair hearing on their grievances. Such procedure shall be available to all professional staff members of the bargaining unit; and no reprisals of any kind shall be taken against any professional staff member initiating or participating in the grievance procedure.

  • Incorporation of Prompt Payment Policy Statement into Contracts The provisions of this Exhibit shall apply to all Payments as they become due and owing pursuant to the terms and conditions of this Agreement, notwithstanding that NYSERDA may subsequently amend its Prompt Payment Policy by further rulemaking.

  • Sexual Harassment Policy The Contractor and all Subcontractors must have a written sexual harassment prevention policy addressing sexual harassment in the workplace and must provide annual sexual harassment training to all employees.

  • Overpayment Policies and Procedures Within 90 days after the Effective Date, Xxxxx shall develop and implement written policies and procedures regarding the identification, quantification and repayment of Overpayments received from any Federal health care program.

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