Every pizzeria operator should maintain written employment policies. The “protected categories,” as articulated above, must be recognized in all aspects of policy enforcement. Meet Karen, MOD Pizza’s first hire seven years ago!
The employer sets the rules, but the rules must be applied fairly and consistently to everyone.

791 reviews from MOD Pizza employees about MOD Pizza culture, salaries, benefits, work-life balance, management, job security, and more.
As no two handbooks should be identical, employers are advised to consult with a human resources professional or employment counsel to craft the right message, comply with applicable law, and make their handbook policies a positive part of their performance management programs.Don’t miss out on pizza news, special offers, or insider info with our weekly e-newsletterDon’t miss out on pizza news, special offers, or insider info with our weekly e-newsletterCopyright 2020 PMQ. Whether or not you have prior experience, we’ll find the right fit.MODs help MODs every day. Our non-managerial store employees get tips on top of base salary. Choose from over 30 toppings – the price stays the same no matter what you pick. The idea? It is very important that benefits policies be clear and unambiguous, as they will be construed in the employee’s favor if ever challenged.Many employers offer health insurance, dental insurance, life insurance, short-term and long-term disability insurance, bereavement leave, maternity leave and paid time off. I recommend it be divided into several main sections and that specific policies further describing those sections fall below them.

While the Americans With Disabilities Act applies to employers with 15 or more workers, many states have similar laws that offer protection in workplaces with as few as six workers. Federal law, for example, requires that employers with 15 or more workers not discriminate against any worker … An employer can offer such benefits exclusively to full-time employees if it chooses and can require a certain waiting period, such as 90 days, before such benefits accrue or can be used. We wear the same values, not the same shirts. Your pizzeria employee handbook should outline basic employment provisions, such as the employee-at-will relationship; a statement relating to equal employment opportunity for all; compliance with immigration laws; any fraternization or nepotism rules; and disability accommodation. It’s no exaggeration to say that positive social impact is in its DNA. They also outline expected behavior with regard to use of the internet, smartphones, email and social media in the workplace.Let’s review some basics of what a pizzeria employee handbook should contain. Pizza delivery drivers, for example, should be explicitly advised that texting and cellphone use while driving during the course of employment are expressly prohibited.

And yes, we offer free meals per shift and cool MOD swag.Get a career designed for you. Social media, too, cannot be ignored, as more than 500 million users are on Facebook, and other social media sites are prominent in people’s personal and professional lives. School of MOD × SuccessFactors - Onboarding Dashboard Overview. The policy should state that any employee who has a physical or mental impairment that impacts his/her ability to work effectively should communicate that issue to a designated representative so that a dialogue can take place about any changes that might be needed. Whatever it is called, your pizzeria employee handbook should detail how many days an employee is entitled to, how that time accrues, whether the employee will be paid for the time when separation occurs, and whether time can be carried from year to year. We had a chance to sit down with Karen to learn more about her MOD journey and her fun-loving personality that made it all possible. Keep in mind that the policies should be up-to-date, legally compliant and relevant to the workforce. MOD Super Fast Pizza. Many state laws specifically address this topic and other “distractions” that can divert a driver’s attention.Sending or receiving personal emails should also be addressed, as they often impact an employee’s productivity and can expose an employer to risk of harm by computer viruses, sharing of confidential information and infringement on trademarks. Many state laws also address jury duty and witness duty.“Work conditions and hours” is another recommended section, and here the employer should address work schedules, telephone and computer use, smoking, overtime pay, expenses, safety, and inclement weather. This is a complex area of the law, and supervisors and managers need education and training about what constitutes a request for a reasonable accommodation.


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