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Tovala Policies
Time and Attendance Policy
We get it, life happens — if you’re not able to make it into work for any reason, we ask that you let us know ASAP so we’re in the loop! However, Tovala generally expects employees to arrive on time ready to work for the entirety of their scheduled shift to meet operational needs.
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For this purpose Tovala has defined several types of occurrences that are considered to be violations of this policy and has assigned point values for each time of occurrence based on the disruption to operations and the impact that it has on the business. These definitions and point values are listed below:
Time and Attendance Policy (cont)
Immediate Termination and Job Abandonment
There are two violations of the policy that are considered grounds for immediate termination regardless of whether or not any previous corrective action has occurred. These include:
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Leaving the premises in the middle of the shift without notifying the manager or supervisor.
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Three non-consecutive no call/no shows
Expiration and Rollbacks
Attendance points are tracked on a rolling 12-month basis. When an occurrence is twelve (12) months old, it is archived and no longer considered when considering corrective action for an employee.
For every thirty (30) consecutive days a team member goes without any kind of occurrence for which they accrued points, the employee will achieve a Rollback that removes the points from their most recent occurrence up to a total of two (2) points. However, if the last occurrence was more than two (2) points (i.e. a no call/no show), the employee will need to go another thirty (30) consecutive days to have the remaining two (2) removed. Additional occurrences will rollback for every thirty (30) calendar days the employee achieves without accruing additional points. Rollbacks cannot result in a negative point balance.
Doctor’s Notes
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An employee is not required to provide a doctor’s note for the use of sick pay unless after missing three (3) consecutive shifts.
If an employee misses two (2) or more consecutive shifts due to illness, the employee may provide a doctor’s note to verify that their absence was due to an illness that prevented them from being fit for work. If the employee chooses to provide a doctor’s note, Tovala will count all the days absent related to that illness as if it were only one day absent from work and will waive any additional points up to a total of eight (8) points. Any additional days missed will result in continuing to accrue points. However, if the employee misses more than five (5) consecutive shifts, they should speak to the People Team about the possible need for FMLA and/or Short Term Disability.
If an employee has enough accrued sick pay to cover the first day absent, but not enough to cover additional days, Tovala will waive the additional points if the employee provides a doctor’s note. Employees are not required to provide a doctor’s note for, but additional points will only be waived if they do so.
Introductory Period Attendance Policy
We understand employees have unexpected absences from time to time. Attendance is important to Tovala, particularly during an employee’s first 30 days as an employee gets to know the business and role.
Therefore, if an employee has two (2) unexcused absences; two (2) unexcused tardies or leave earlies; one (1) no call/no show; or otherwise fails to follow proper call-out procedures during the first 30 days of employment, Tovala will separate employment.
After successful completion of the first 30 days of employment, all employees are subject to the regular attendance policy as outlined in the Tovala Employee Handbook.
Now, lets those numbers added to your contacts!
Pershing Front Desk: (773)-847-5652
Tubeway Front Desk: (708)-202-9176
Westvala Front Desk: ‪(801) 896-7975
Harassment Policy
Maestro Food Co prohibits any form of unlawful harassment based on race, color, ancestry, national origin, sex, gender, sexual orientation, marital status, religion, age, disability, gender identity, gender expression, genetic information results of genetic testing, or military or veteran status or other protected status covered by federal, state and local laws.
Maestro Food Co is committed to maintaining a work environment that is free of harassment for all employees.
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Please review the Harassment Policy with your Onboarding Leader at this time.
Sexual Harassment Policy and Training
It is the goal of Maestro Food Co. to promote a workplace that is free of sexual harassment by or toward employees, clients, independent contractors, freelancers, vendors or other agents. Sexual harassment of employees occurring in the workplace or in other settings is unlawful, will not be tolerated, and will be subject to severe disciplinary action up to and including separation.
Please review the Sexual Harassment Policy with your Onboarding Leader at this time.
Cell Phone Policy
Cell phone use in only permitted in common spaces in the Production facility.
If an employee’s cell phone usage for personal reasons becomes excessive during working time, a repeated and/or significant distraction to others and/or has a materially negative impact on the employee’s productivity and/or performance, managers may take disciplinary action up to and including separation.
Uniform Policy
We are a kitchen and as such have in place uniform requirements to ensure your safety as well as the safety of our customers:
Non-slip shoes must be worn
Full-length pants with no rips or tears
No jewelry, fake eyelashes or nails, nail polish, etc.
You may be working in both hot AND cold environments. Please bring appropriate clothing to keep you comfortable.
Timekeeping Policy
We use ADP for schedules & timekeeping!
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Please note as a non-exempt employee you are required to record your start and end times during every shift.
You do not need to clock out for meal breaks, this will automatically be added to your timecard.
If for any reason you forget to clock in/out please fill out a "Missed Punch Form" or let HR know as soon as possible!
Failing to record working time accurately or recording a co-worker’s work time on the time tracking software tool used by Maestro Food Co., is prohibited and subject to discipline and/or termination.
For more information, please review the Timekeeping Policy found in the Employee Handbook.
Breaks
As a Tovala employee you will receive at least a thirty (30) minute unpaid meal period during their shift.
Meal periods will be coordinated by your supervisor.
Employees may not elect to skip meal periods. Inform your supervisor or HR writing as soon as possible if your meal break is interrupted for work so that you may be paid appropriately.
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You will also receive paid rest breaks as required by state or federal laws.
During their rest periods, employees are required to be relieved of all work duties, but should remain on Company premises.
Rest breaks will be coordinated by your supervisor. You are not required to clock out for rest breaks.
Note: If you are scheduled to work a 10 hour shift you will receive (1) additional 10 minute rest break.
Payroll Calendar
Tovala runs on a weekly pay cycle (Sunday - Saturday), with our payday falling on every Friday. Please note we are paid one week in arrears. Refer to our 2024 Payroll Calendar below:
Payroll Calendar (cont.)
Tovala runs on a weekly pay cycle (Sunday - Saturday), with our payday falling on every Friday. Please note we are paid one week in arrears. Refer to our 2024 Payroll Calendar below:
