Your complaint will be investigated as confidentially as possible and promptly to determine whether it is valid. No notation of your complaint will be included in your personnel file. There will be no retaliatory action taken against you. All records and documentation will be kept separatelyand the complaint will receive immediate attention. If a formal investigation finds an accused person guilty of harassment, disciplinary action will be taken which may become part of the accuser's personnel file.

You may also depend on the owner to offer counseling in dealing with the harassment until it is verified and stopped. You may expect swift investigation and corrective action when verification is established.

In order to provide a harassment free workplace, this policy must also extend to non-employees operating in the workplace, such as vendors, contractors, etc.

Violations of the policy by non-employees will be referred to the owner for appropriate corrective action.

Every employee is placed on a 90 day probation period beginning on the first day of work.

Employees with a friendly welcome, neat appearance, and clean environment shall greet customers.

Employees who feel that they have been the victims of any form of harassment should follow this procedure in bringing the matter to the company's attention:

Report it immediately to the owner, supervisor, or director of human resources. Your report may be verbal or written.

Upon receipt of the complaint, the owner, supervisor, or director of human resources will investigate the complaint thoroughly to determine whether harassment has occured. The people involved will be notified of the decision.

If a determination is made that harassment has occured, appropriate disciplinary action will be taken. Disciplinary action, up to and including discharge, will be taken against any employee who is found to have engaged in harassment.

Cesar's is commited to full compliance with the federal immigration laws. These laws require that all individuals provide employment verification upon acceptance of a position with Cesar's. This procedure has been established by law and requires that every individual provide satisfactory evidence of legal authority to work in the United States no later than three business day after he or she begins work. All new hires must go through this procedure.

Drug testing will be performed if there is such to suspect use on the job.

Your employment with the employers is "at-will." This means that your terms and conditions of employment may be changed with or without cause and with or without notice including, but not limited to, termination, demotion, promotion, transfer, compensation, benefits, duties, and location of work. Your status as an "at-will" employee cannot be changed except through a written agreement that is signed by the owner and the employee. Moreover, no one in the organization, other than the owner, has the authority or the legal ability to modify the "at-will" nature of the employment relationship. Upon the commencement of your employment, and periodically there after, you may be asked to sign an "employment at-will agreement" confirming your status as an "at-will" employee. Your failure to sign these agreements will not alter your status as an "at-will" employee.


                                                                   Cesar's Mexican & Greek
Policies and Procedures
Employee Handbook

Cesar's Mexican & Greek
5300 Lomas Blvd NE
Albuquerque, NM 87110
(505) 256-8017 Phone and Fax

Section 1 - Introduction to Employee Handbook
This Employee Handbook is designed for your use as a ready reference and to provide you with important information about our benefits, policies, procedures and practices accordingly you will find it to your advantage to read the entire Handbook promptly and thoroughly so that you will have a complete understanding of the material covered. These policies are not to be construed as legal document and are not intended to be contractual in nature and do not constitute a contract of employment. If you have any questions, please do not hesitate to ask your supervisor, who is here to help you.

Employment at Cesar's is "at-will." This means that your terms and conditions of employment may be changed with or without cause and with or without notice, including but not limited to termination, demotion, promotion, transfer, compensation, benefits, duties, and location of work. The owner and the employee cannot change except your status as an "at-will" employee through a written agreement that is signed. Moreover, no one in the organization, other than the owner, has the authority or legal ability to modify the "at-will" nature of the employment relationship.

Please keep this Handbook readily available for future reference; employees will be advised of changes as they occur. If there is a described difference between a verbally communicated policy, procedure, or benefit, unless otherwise stated in writing in the employee's personnel file, this manual takes preference.

Cesar's hopes that this is the beginning of a pleasant and mutually beneficial relationship.

Cesar's is an equal opportunity employer and will not discriminate against any employee or applicant for employment in an unlawful manner.

It is our policy to practice equal employment opportunity without regard to an individual's race, color, religion, national origin, ancestry, marital status, sex, pregnancy, sexual orientation, specific medical condition or age, in the application of any policy, practice, rule, or regulation.

As stated above, Cesar's is commited to providing a work environment that is free of discrimination. In keeping with this commitment, Cesar's maintains a strict policy prohibiting unlawful harassment. This policy applies to all employer agents and employees, including supervisors and non-supervisory employees. Furthermore, it prohibits harassment in any form, including verbal, physical, and visual harassment.

Sexual harassment, is defined as unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature. Sexual harassment includes, but is not limited to, making unwanted sexual advances, and requests for sexual favors where either:
(1) Submission to such conduct is made an explicit or implicit condition of employment.
(2) Submission to, or rejection of, such conduct by an individual is used as the basis for employment decisions affecting such individual.
(3) Such conduct has the purpose or effect of substantially interfering with an individual's work performance, or creating an intimidating, hostile, or offensive working environment.
(4) Sexual harassment includes, but is not limited to, (a) verbal harassment, such as derogatory comments, slurs, teasing, or jokes, (b) physical harassment such as interference with an individual's normal work or movement, impeding or blocking movement, or physical contact, such as patting, pinching, or brushing against another's body, and (c) visual harassment such as posters, cartoons or drawings of a sexual nature.

Any employee, who believes he or she has been harassed by a co-worker, supervisor, or agent of the employer, should follow the complaint procedure spelled out below.

The new hire employee orientation for employees will occur within the first week of regular employment following the commencement of regular employment. During this period, employees will have the opportunity to learn about the objectives, history, and nature of the organization, as well as the requirements of the work they will be performing. During the same period, we will have an opportunity to observe your skills, abilities, behavior, and potential for contributing to our mutual welfare.


The employer reserves the right to extend the duration of the new hire employee orientation when such an extension is determined appropriate, and is at the employer's sole and absolute discretion.


At the successful completion of the new hire employee orientation, each new employee will be advised of his or her progress by the director of human resources and the immediate supervisor.



Employees who are re-hired following a break in services in excess of three months, other than an approved leave of absence, will be placed in a new hire status. Such employees are considered new employees from the effective date of thier re-employment for all purposes.



Each employee's job performance will be reviewed with the employee and his or her immediate supervisor at least once a month. Performance reviews do not assure any automatic wage increase; rather, they are conducted to evaluate an employee's job performance and contribution to Cesar's. Wage increases are based primarily on merit. Since performance reviews are an annual summary of an employee's performance, they should not be considered by either an employee or supervisor as a substitute for the on-going evaluation of each employee's performance. The factors cosidered in an employee review are as follows: knowledge of the job, quality of work, productivity, teamwork, dependability, cooperation, initiative, and potential.



It is at the owner's sole and absolute discretion whether or not we will be closed for any holidays.



An employee may request unpaid time off to attend religious services and/or observe religious holidays. Cesar's will attempt to make reasonable accomodations of the requests of the employees based upon the business needs of the company. Cesar's must be notified at least two weeks in advance of such holidays.




Worker's Compensation Insurance

If an employee is injured on the job, the related medical, surgical, and hospital expenses are covered by insurance that is entirely paid by Cesar's. If the injury causes loss of work for more than three working days, the coverage currently pays a percentage of the employee's average weekly earnings. Therefore, if an employee is injured on the job, even slightly, in conjunction with CAL/OSHA regulations, the employee is required to report the injury immediately. All injuries, no matter how minor, must be reported to your supervisor and the secretary by notice of the "Accident Report."


State Disability Insurance (SDI)

This state-operated plan pays the employee directly if he or she is out of work due to a non-occupational illness or injury and is not receiving a salary or sick leave benefit. The protection is provided through employee contributions (the SDI deduction on your payroll check stub). Application for SDI benefits are available from the New Mexico Employment Development Department.


State and Federal Unemployment Insurance

This program provides income to employees who are out of work through no fault of thier own. The premiums are paid for entirely by Cesar's. Statutes and regulations determine eligibility for benefits.


Social Security Benefits and Medicare

These long established federal programs provide payments to eligible employees when they retire or become totally disabled or to their survivors in the event of the death of the employee and provide medical insurance. These programs are financed by deductions from each employee's wages (the FICA and medical deductions on your payroll check stub) and matching payments by the company. Since Social Security eligibility amounts are determined by each employee's individual Social Security number, Cesar's must have your correct number.