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Home > Staff > Staff Resources > Row Student Management > Resource Guide for Student-Managed Residences > Sample Cook Contract
Sample Cook Contract Sample Cook Employment Agreement Between COOK NAME and HOUSE NAME
for the Academic Year Beginning: START DATE and Ending June 10, 1998 Job Expectations
Holidays and Breaks: HOUSE NAME observes the following holidays during the 1997/98 Academic Year:
On these days the cook has the option to take the holiday or to work.
If he/she decides to work, he/she will be paid one day's equivalent
salary as a bonus (i.e double time). If he/she decides to take the holiday,
he/she will receive a normal week's salary.
House name agrees to pay the cook for Thanksgiving Break. In addition, HOUSE NAME agrees to pay the cook for two weeks paid vacation during either Winter or Spring Break during the Academic Year. The cook will notify the kitchen manager when she wishes to be compensated for her vacation pay. The above consists of the entire vacation program at HOUSE NAME. Sick Days and Personal Leave Policy: The cook will receive one paid sick day per academic quarter. Sick days may not be accrued if not used. The cook should notify the kitchen manager of illness as soon as possible. Any other non-paid requests for days off should be discussed with the kitchen manager at least 7 days in advance. Advances: HOUSE NAME does not provide personal advances to
the cook or to managers under any circumstances. If the cook needs to
purchase equipment or food for the kitchen, a receipt must be remitted
to the kitchen manager for prompt reimbursement. Special Dinner/Events: The cook should be aware that the house may from time to time request their services and expertise in catering special events for the house and/or a quarterly special dinner. For extra time and effort involved in such events the cook and kitchen manager should make a previous agreement regarding additional pay or a bonus range that would appear on the cook's next pay check. HOUSE NAME Culture: HOUSE NAME is a unique organization of students, all of whom have 24-hour access to the kitchen. Cooks should be aware that allowances must be made for occasional disruptions (i.e. misplaced cooking utensils, messes, and missing food items) that may arise after a weekend or after house events. Major disruptions are to be reported to the kitchen manager, who will take appropriate action to ensure that the kitchens and dining rooms are kept safe and fully operational. Unless the disruption is deemed potentially dangerous to either staff or customers, cooks are expected to complete all meals as arranged (or with substitutions where necessary) or disciplinary actions will be taken. Compensation and Benefits Compensation: The cook, financial
manager, and kitchen manager will agree on a base compensation for the
cook prior to the beginning of any academic year. The cook's pay will
be distributed every two weeks, usually on a Friday (refer to pay check
dates on calendar below). The cook will receive $75.00 per every lunch
prepared and $75.00 per every dinner prepared. The cooks biweekly check
will thus be approximately $1500.00.
Health/Dental Benefits: A variety of HMOs and Dental Plans are available to the cook through the house's affiliate status with Stanford University. As part of the salary negotiation process the cook, kitchen manager, and financial manager will determine to what degree the house will contribute to the cook's coverage. House name agrees to pay up to $168.00 per month toward the cook1s health plan. If the cook is not rehired for the following academic year and unless previous arrangements are agreed upon with the cook and house officers the cook1s benefits will terminate on June 30, 1997. Other Payroll Issues: If the cook desires at any time to change their withholding status or has any questions about the payroll process (including payroll errors), he/she should consult the kitchen manager, who will contact the payroll service representative. If the kitchen manager can not answer the question the cook may call the payroll service representative at (415) 723-3103. Disciplinary Action and Termination/Resigning Policy: The kitchen manager will regularly (weekly) consult with the cook about his/her performance and clarify where improvements are required. These times will serve as the cooks opportunity to inform the kitchen manager about needed repairs or other issues that will help the cook in his/her performance. If the kitchen manager still finds the cook's performance to be below that of the standard requirements, the cook may be put on probation according to the following procedure: * Formal meeting with the cook to ensure the work environment is not impairing their capacity to perform. This meeting will include a discussion of specific areas of improvement the cook needs to address. At this time the cook will be given a formal written warning that performance must improve. * Probationary term-set by kitchen manager. During term the kitchen manager will more closely supervise the cook, and will clarify that if performance does not improve termination will result. * If performance is still below the standard requirements at the end of the probationary term the cook will be terminated. It is KITCHEN MGR's job to ensure clear, consistent communication of his/her expectations as well as to maintain kitchen support. It is also expected that the cook be frank about his/her skills and capabilities. In almost every case open communication should enable the resolution of misunderstandings or problems. It is KITCHEN MGR1s job to document and inform COOK NAME of the 2 probationary warnings outlined above. At the third warning the house has the option to terminate the cook. The house will then be obligated to pay two week1s equivalent salary as severence pay. The cook1s benefits (if any) will not be covered by the house after the end of the month in which the cook is terminated (see COBRA). Termination releases the house of any obligation to pay any bonus, unused sick or personal leave, or any other payment normally due, unless by prior written arrangement with the house officers. Should COOK NAME wish to resign, he/she is obligated to give HOUSE NAME two weeks written notice. Failure to do so (submission of 14 days advance written notice) releases the house from any obligations to pay any benefits, bonus, sick or personal leave, or other payments beyond the date that the cook actually stops working. With both termination and resignation procedures it is reccomended that both parties document their actions and notify the Assistant Director for Student Management of their intent. Clear communication is essential for smooth procedings for both the house and the cook. Pertinent Legal Issues If you are ever injured on the job, you must inform your kitchen manager immediately to ensure you receive appropriate medical care. Any time you are injured at work, you must also fill out a Workman's Compensation Claim form as soon as possible after the injury. The forms are available from your kitchen manager. Health Insurance Continuation: If a cook is terminated or laid off, he/she is eligible for a temporary continuation of benefits coverage at group rates (if the cook was receiving them). This right arises under the Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA). Information on COBRA rights is available at the Benefits Office at 855 Serra Street, Stanford. Sexual Harassment Policy: HOUSE NAME is committed to providing a work environment that is free of discrimination. In keeping with this commitment, the house maintains a strict policy prohibiting unlawful harassment, including sexual harassment. This policy prohibits harassment in any form, including verbal, physical, and visual harassment and applies to all house managers and cooks. Federal and State Mandated Benefits State Disability Insurance: All California workers are covered under State Disability Plans. These plans provide the cook with some income if unable to work due to an illness or injury which is not job-related Contact the California Employment Development Department for further information. The cook's required contribution is deducted from each paycheck until the annual amount is met. Workers' Compensation: The cook is covered from his/her first day of employment by Workers' Compensation insurance for job-related injuries. The house pays the entire cost for this insurance. Injuries should be reported immediately to the payroll service representative at (650) 723-3103. Unemployment Insurance: The cook is provided with unemployment insurance benefits through the state of California and the Federal Unemployment Insurance programs. If the cook is terminated or laid off, the cook must apply by filing a claim for this benefit, and the agency will evaluate the cook's claim. Contact the California Employment Development Department for details. The above constitutes the entire binding agreement between HOUSE NAME
and COOK NAME.
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