Employee Manual Dining Services Salary and General Wage Staff
Dining Services Employee Manual Salary and General Wage Staff Dining Services VALUE STATEMENT I value every individual’s right to have a quality experience. GUIDING PRINCIPLES Rules of conduct through which we manage the organization and ourselves. 1. Sanitation and safety are paramount. 2. Always treat people with dignity. 3. Provide excellence in product and service. 4. Be 100% responsive. Take 100% personal responsibility. 5. Professional behavior at all times. 6. Find opportunities to recognize accomplishments and provide personal growth. 7. Promote a sustainable dining and food system at Virginia Tech and therefore in the greater community. MANAGING STANDARDS • Facilitated surveys will be conducted by the staff on management and by the guests on the department. • A professional mystery shopper will be used to score the service and product. • All operating units will be inspected for sanitation and food safety issues and practices accordingly: inspected/audited once a semester by an outside agency (Steritech); HACCP reviews conducted by the administrative dietitian, senior associate director, and associate director twice a semester; and a yearly inspection and follow-up inspections on corrective actions conducted by the Montgomery County Health Department. • Employees will receive annual training in customer service and sanitation and safety. • Two personal development programs will be offered each year. • Develop a sustainable dining and food system by promoting healthy eaters, ecological stewardship, waste reduction and diversion, the local economy, social justice, and animal welfare. © Milestone Performance, Inc. Table of Contents INTRODUCTION Mission Statement....................................................................................................... 4 Housing & Dining Services......................................................................................... 4 POLICIES AND PROCEDURES Employment................................................................................................................... 8 Standards...................................................................................................................... 8 Uniforms......................................................................................................................... 9 Personal Grooming and Appearance Standards.................................................. 10 Disciplinary Action..................................................................................................... 11 Attendance and Leave Policy.................................................................................. 12 Clocking In & Out........................................................................................................ 16 Meals & Breaks.......................................................................................................... 17 Personal Property ..................................................................................................... 18 Parking......................................................................................................................... 18 Telephone & Visitor Policy........................................................................................ 19 Cell Phones and Other Personal Electronic Devices Policy............................... 19 Anti-Harassment Policy............................................................................................ 20 Alcohol & Drug Policy............................................................................................... 20 Illness or Injury On the Job....................................................................................... 21 Training and Development Opportunities............................................................... 21 Evaluation Criteria...................................................................................................... 21 Resignation and Termination.................................................................................... 22 Conclusion................................................................................................................... 22 SANITATION & SAFETY General Safety............................................................................................................ 23 Sanitation..................................................................................................................... 24 HACCP Standards of Conduct.................................................................................. 25 RESOURCE DIRECTORY........................................................................................ 28 2 Dining Services Manual EQUAL EMPLOYMENT OPPORTUNITY POLICY Virginia Tech does not discriminate against employees, students, or applicants on the basis of age, color, disability, gender, genetic information, national origin, political affiliation, race, religion, sexual orientation, or veteran status. Anyone having questions concerning discrimination or accessibility should contact the Director for Compliance and Conflict Resolution at Virginia Tech at (540) 231-8771 or on the web at www.hr.vt.edu/harassment. Individuals desiring accommodation during the employment process, during work, or events related to employment are requested to contact the Division of Student Affairs Human Resources at (540) 231-8060, Virginia Tech ADA at (540) 231-4638, or 711 for individuals with speech or hearing limitations. Virginia Tech is an EO/AA Employer Committed to Diversity. DISCLAIMER STATEMENT This manual does not create any rights or benefits. Anyone with questions about the information provided or needing further clarification should contact the Training and Project Coordinator for Dining Services in New Hall West at (540) 231-9205 or the office of Human Resources at (540) 231-93231. This manual is provided as a resource of information for the Manager of Dining Services at Virginia Tech. This manual is not a contract, nor is it an invitation to contract. 3 Introduction All staff members are held responsible for the information in this book. Please take the time to read it thoroughly. If you have any further questions, ask your unit manager/assistant director. MISSION & OBJECTIVES “I value every individual’s right to have a quality experience.” Our ultimate goal is to provide our guests with excellence in product and service with safety and sanitation being paramount. While achieving these goals, treat our guests and other staff members with dignity and respect. The dedication and loyalty of our staff members play an important part in realizing this mission. We wish to create a pleasant and productive environment for the development of our department’s objectives and staff members’ professional growth. Dining Services strives to be the very best. Success is measured both on the organizational level and the individual level. We want your association with Dining Services to be an enjoyable part of your life at Virginia Tech. As in any work situation, there are rules and regulations that must be followed to maintain productivity, order, quality, and safety. The following manual is your guide to the established policies and procedures that make Dining Services successful. It is intended to minimize confusion and maximize a sense of pride and quality throughout the organization. Your support and cooperation is required to maintain an orderly and systematic operation. DINING SERVICES Food Service at Virginia Tech continues to be an integral part of students’ lives. Originally created as a land-grant college in 1872, today’s Virginia Polytechnic Institute and State University encompasses a wide-ranging food service system, offering the utmost in quality, nutrition, environment, and choice. Virginia Tech’s Dining Services serves approximately 7 million meals per year in 10 dining facilities. It is the largest single employer on campus with more than 2,100 employees. The total budget for this department is more than $50 million. Food cost represents more than $14 million, labor and benefits expenses more than $17 million, and other general expenditures in excess of $9 million. 4 HISTORY OF DINING SERVICES The First Halls In 1881, the university began mandating students to live on campus. Rasche Hall and the multipurpose Pavilion building served as the mess facilities. “Mess hall” was the early term used to describe where one ate a meal on campus. The new German Hall, located on what is now the Center for the Arts, was opened in 1894 to replace Rasche and the Pavilion. The German Hall remained as the campus dining hall until 1937 when Squires Student Center temporarily provided meals in anticipation of the opening of a new modern facility—Owens Dining Hall. Shultz Dining Center opened in 1961 adjacent to the first mess hall site, and was named after the university’s first mess steward, J.H. Shultz. It supported the programming and dining needs of the Virginia Tech Corps of Cadets until its closing in 2012. The Shultz Express opened in 1999 in the Shultz mezzanine, which included a hot bar option that combined buffet and grab-n-go service. The New Undergraduate Facility (NUF) was built in 1982. The name was changed to Cochrane Residence and Dining Hall in 1998. This unit was small in comparison to the massive size of Dietrick. Its cozy atmosphere provided a sense of home to approximately 330 of Virginia Tech’s students. Owens Hall •Opened in 1940 •Originally had four all-you-care-to-eat rooms •Named after J.J. (“Pops”) Owens, one of the original two mess stewards Hokie Grill & Co. at Owens Hall •Named by students in a campus-wide “Name That Room” contest •First unit to include branded franchises on campus •In 2002, added the first Cinnabon on a college campus in the United States Owens Food Court at Owens Hall •Opened in 1991 •Seating capacity: 700 •Consists of 12 specialty shops serving international and American favorites •Farms and Fields Project opened to focus on sustainable, local, or organic foods Personal Touch Catering •Created in 1980 •Located in Owens Hall •Full-service catering; caters everything from box lunches to black-tie affairs Dietrick Hall •Opened in 1970 •Named for the former dean of the College of Agriculture, L.B. “Deet” Dietrick •One of the largest non-military dining halls in the United States 5 D2 at Dietrick Hall •Depot at Dietrick renovated to become D2 in 2004. •All-you-care-to-eat dining in an international marketplace •Olives features vegetarian and vegan selections •Services all of our summer conference business DXpress at Dietrick Hall •Opened in 1995 •Renovated in 2004 and 2009 •Located on the lower level of Dietrick Dining Center •Only location open until 2:00 a.m. Deet’s Place at Dietrick Hall •Opened in 1994 •Serves organic, fair trade, and direct relationship coffee •Earned several Golden Cup Awards for brewing West End Market at Cochrane Hall •Cochrane Dining Hall reopened in January 1999 as West End Market •First true marketplace on a university campus in the United States •Seven individual restaurants Vet Med Café at VMRCVM •Located inside the Virginia-Maryland Regional College of Veterinary Medicine •Opened in 1984 •Two employees run the entire shop Squires Food Court at Squires Student Center •Acquired in 2002, renovated to include Au Bon Pain café and kiosk locations •Ranked number one in sales for all ABPs on a college/university campus •Burger ‘37 opened in 2014 Southgate Food Center at Southgate Center •Opened in 1987 •Three areas: warehouse, pre-prep, and bakery •Employees arrive at work between 2:00 and 3:00 a.m. •Receives food ingredients and distributes them to the units Turner Place at Lavery Hall •Opened Fall 2012 •Eight restaurants on two levels, including the first teppanyaki grill and the first Bruegger’s Bagels walk-up service window on a college/university campus 6 Dining Services •In 2003, Culinary Services renamed Housing and Dining Services; in 2011, Housing and Dining Services was restructured into Dining Services, moving Housing into Residence Life •Employs a full-time registered dietitian and sustainability coordinator •Part of the Division of Student Affairs Au Bon Pain® at the Graduate Life Center at Donaldson Brown •Opened in 2005 •Located in graduate residence hall and office building 7 Policies & Procedures EMPLOYMENT Dining Services values its staff as its representatives to the university community. We feel that the human resources of Dining Services provide the personal interaction with our guests that is valued as an integral part of their university experience. We rely on our staff members to represent Dining Services in a positive way through their relationships with our guests and each other. All new job opportunities are listed through Human Resources. For wage positions and salary positions, you can check www.jobs.vt.edu for vacancies. As a new staff member, you should receive a position description describing the general duties and requirements that you will be required to perform. This list does not limit your job responsibilities, which Dining Services reserves the right to alter, as conditions require. All new staff will be required to obtain and maintain a Hokie Passport. The Hokie Passport ID card will serve as identification and enable you to utilize your dining plan. Employees will have their ID card made at the Hokie Passport Office in 100 Student Services Building. This office is located on the ground floor facing Washington Street. You should carry your ID card at all times while on the university campus. STANDARDS Dining Services strives to provide the highest-quality work environment possible for its staff. In order to ensure courtesy and fair treatment of our guests and to our fellow staff members, the following standards are to be maintained. Standards The Standards of Conduct are designed to protect the well-being of all staff members, to assure safe and efficient operations, and to assure compliance with federal and state laws of health and safety regulations. • Staff members are to be courteous to all guests and all fellow workers, treating them with respect and dignity. • It is the responsibility of all staff members to maintain policies, procedures, and management standards. • It is the responsibility of management and supervisory personnel to take corrective action in a reasonable, timely, and consistent manner when necessary. • All staff members are responsible for becoming familiar with this employee manual. • All staff members are expected to be considerate and professional of other staff members, supervisors, and management. • Abusive or vulgar language and horseplay will not be tolerated. 8 •Staff members are reminded not to engage in long conversations which prevent them from adequately serving our guests or performing job duties. •The sale of products or solicitation of orders from or by university employees are considered commercial activities, and as such are prohibited during working hours. This policy refers to the sale of any products or services, insurance or investment plans, or other non-university business, etc. This includes the actual sales or order taking, as well as distributing catalogs and literature. Departmental mailboxes and bulletin boards are not to be used to distribute sales information or catalogs. Employees, however, may transact such business during breaks, if co-workers are agreeable. •Dining Services will not cash personal, payroll, or third party checks for any student, faculty, staff member, or guest. Dining Services accepts checks for the exact amount of purchase only. •Staff members absolutely should not sign for the receipt of any products or services unless they are authorized to do so. If an employee is unsure if he/she is authorized, he/ she should not sign. •State vehicles are to be used only for official university business; use of a state vehicle to run personal errands is prohibited. Persons using these vehicles must be employees of Virginia Tech and authorized by the assistant director or designee, and have a valid driver’s license and safe driving record. All state vehicles must be operated in accordance with all laws, regulations, and applicable policies. UNIFORMS •Knit shirt/T-shirt to be tucked in* •Clean slacks that are properly hemmed and have no holes •Socks or stockings (hose) •Closed-toe, low-heeled, black non-skid shoes •Unit logo hat/cap or hair net, if necessary* •Aprons (in retail and production/utility areas)* •Name tag* * These items are furnished by Dining Services. Clothing plays an important role in the professional appearance of Dining Services employees. Guests seeking assistance rely on our uniforms and professional attire to identify each of us as a staff member. A quality appearance improves our guest’s perception of us as Dining Services employees. Staff members will wear the appropriate uniform for the area to which they are assigned. Staff members will be informed what their specific uniform requirements will be by their unit’s management during the orientation process. Employees shall be properly dressed and prepared to work at the beginning of their shift. No paid time is allotted for changing clothing at the beginning or ending of shifts. Staff members will maintain their own uniforms in a professional manner. Uniforms shall be clean, neat, and in good repair and worn in a professional manner. Unit management has 9 the right to inspect all uniforms for proper care and cleanliness, and determine whether or not they are suitable or appropriate for working. Salary and wage employees must return uniforms upon permanently leaving Dining Services. In addition, wage employees must return the uniforms at the beginning of each summer session, unless they are working during the summer. Name tags help to identify us to students and other guests. All production and service staff shall be issued a name tag. Name tags are to be worn at all times and are considered a part of a staff member’s uniform. All staff members who come into contact with food or food service areas are required to wear approved hair restraints. Disposable gloves are to be worn when handling food. Safe footwear reduces an employee’s risk of injury and provides for safer handling and movement of foods and other objects. All employees are required to wear suitable, safe footwear. The shoe should be either a low top or high top black slip-resistant shoe. Dining Services will provide safety shoes to salary and general wage staff members who want them. Shoes will be replaced at no cost to the staff members if the staff member has had them for more than a year and they need replacement. Any staff member that accepts work shoes must wear them during each shift or be responsible for the cost of the shoes. Any staff member who decides to quit or is terminated after working for three months may keep the shoes. However, if the staff member quits or is terminated before working for three months, then the staff member will be charged for the purchase price of the shoes. Staff not working in production or food service areas will be required to wear clothing reflecting the professional nature of Dining Services. Guidelines are made on a functional department level with the approval of the Director of Dining Services. PROFESSIONAL GROOMING AND APPEARANCE STANDARDS In order to provide the highest level of customer service and satisfaction, the following guidelines will be followed to ensure that we present ourselves to our customers in a consistently high-quality manner. •Fingernails are to be short, clean and free of nail polish and false nails. •Hair must be clean, well groomed and under restraint. Long hair must be secured behind shoulders; a cap or hair net must be worn while handling food. If the cap is considered part of the uniform, both caps and hairnets may be required. • Mustaches must be well groomed and must not extend beyond the corners of the mouth. Sideburns may not extend below the bottom of the ear lobe or be wider than an inch. Beards are not permitted, unless an employee has a skin condition or a sincerely held religious belief that requires a beard (and then a beard cover must be worn and it must be documented by management). • Uniforms and clothes are to be neat, clean, and pressed. Torn and/or patched garments, shorts, sweat suits, mini skirts, and jogging outfits are not permitted. In addition, plain white, colored, logoed or imprinted T-shirts are not permitted as an outer garment while on duty. 10 • Staff members may not wear any type of headwear under their uniform caps. • Shoes should be low-heeled, closed-toe, in good condition, and have nonskid soles. Sandals, and “Croc-style” shoes are not permitted. Chefs and other kitchen staff are allowed to wear clogs. • Staff members may wear solid bands/rings. Rings with grooves or stones will not be permitted. • Wristwatches and bracelets are not permitted. •Necklaces must be concealed behind shirt. • Staff members may wear stud or hoop earrings (one earring per ear) that do not extend past 1/4” from the bottom of the earlobe. Facial piercing (nose, eyebrow, and lip) is strictly prohibited. Tongue rings and plug or gauge earrings are not permitted. • Hands are to be washed properly (please refer to page 26 of this manual for details) before reporting to the work station, after taking a break, visiting the restroom, and/or touching any part of the face, skin, or hair. • While on duty you may not eat, chew gum, or smoke in the work area. • While on duty you may not use or consume illegal drugs or alcohol. • Good personal hygiene is expected. Strong odors such as perfumes and after-shave lotions should be used on a limited basis. DISCIPLINARY ACTION Below are a few examples of reasons for disciplinary action (including and up to termination): •Failure to comply with the supervisor’s instructions •Unsatisfactory job performance •Tardiness •Offensive language, and unsafe or disruptive activities and behaviors •Abuse of time such as loafing, reading, studying, or unexcused absences from work area •Personal belongings in restricted areas •Riding, sitting on, or abuse of equipment •Chewing gum, tobacco, toothpicks; eating; or smoking in prohibited areas while on duty •Not adhering to the dress and grooming regulations •Clocking in or out when not in uniform •Clocking in before the beginning of a work shift •Clocking in someone else’s time card or having someone else clock you in (this may lead to termination) •Failure to work scheduled shift •Smoking while on duty, excluding breaks, or in unauthorized areas •Failure to punch out for meals •Leaving work area without permission •Any theft •Sleeping while on the clock •Eating without paying or presenting meal card •Any time card violations or falsifying of university records, including time cards •Damaging property or wasting supplies •Sexual harassment and other discriminatory behavior •Violating safety rules where there is a threat to life or limb •Violation of any university policy, state law, or federal law 11 ATTENDANCE AND LEAVE POLICY This attendance policy applies to salary employees only. This attendance policy does not apply to student wage or wage employees. Introduction The mission of Dining Services is to support the academic mission of Virginia Tech by providing exceptional food and service to our students, faculty, staff, and guests. The department relies on its employees to perform the necessary tasks that are required to satisfy our responsibilities to our mission. When a person is absent, the work is still required so co-workers must do their job, plus the absent person’s work. Therefore, it is the responsibility of all employees to report to work as scheduled. Dining Services also recognizes the needs of its staff to be absent at times. (The Commonwealth of Virginia provides various types of paid leave for salary staff to cover those times of absences. These leave types are covered by associated state policies and will not be discussed here. Please refer to the Staff Manual section on leave for details.) Some absences can be planned, while others are caused by situations beyond the control of the employee. These procedures are designed to provide ways employees can avoid being in a Leave Without Pay (LWOP) situation and/or disciplined/counseled for absenteeism. It also outlines the department’s requirements for its employees to communicate their absences, request the use of leave, and schedule leave. Salary Leave Usage The state has various types of leave available to employees. It is the employee’s responsibility to use leave as it was intended by the governing policy. It is the employee’s responsibility to manage their leave so that he/she does not go into Leave Without Pay (LWOP) status. Using leave in an inappropriate manner may be considered abuse of leave and may result in disciplinary action up to and including termination. The employee is responsible to notify his/her supervisor as to what type of leave to use for the absence. The supervisor will not make that determination for the employee, however the supervisor has the authority to approve or not approve the use of earned leave (annual, holiday, compensatory) to cover sick or personal absences. Supervisors and managers will only approve the use of “earned” leave for sick or personal absences under extraordinary circumstance such as for health safety (example: Norovirus) or compassionate leave for death in family. Employees are also responsible for ensuring the accuracy of their leave reports at the time they sign them. Approval of leave is at the manager’s discretion. Scheduling Leave Generally, leave should be requested and approved in advance of it being used. Employees should request leave in writing using the department’s leave request form. Time off requests will be considered on a first come, first served basis. It is the supervisor’s responsibility to maintain an adequate work force; therefore, it is in the employee’s best interest to submit leave requests in a timely manner. The minimum advance notice for leave requests to be submitted is as follows: 12 Length of Leave Advance Notice Required Supervisor Response Time The current workday At the supervisor’s discretion immediate 1 to 2 days of leave At least 48 hours before requested shift 24 hours 3 to 5 days of leave At least five days in advance 48 hours 6 or more days of leave At least ten days in advance 72 hours The week of Fall/Spring Commencement, Fall Opening weekend, and Summer Orientation Leave normally not approved for these times due to business demands. May be granted on a case-by-case basis with manager’s approval. The supervisor should respond to timely leave requests within the time frame listed above. Supervisors have the discretion to deny a leave request if it would place an undue burden on the department considering the work required to be completed. Requests for leave outside of the guidelines outlined above may be denied at the supervisor’s discretion. Communicating Unexpected AbsencesIf an unforeseen situation arises and an employee cannot report to work as scheduled, it is the employee’s responsibility to report his/her absence one hour prior to the start of the shift by calling the main unit office or alternate phone number. Absent for one day: If an employee will be off for only one day, they may leave a voice message, giving their name and the name of their supervisor one hour prior to the start of their shift (unless your supervisor/manager states otherwise). If the main office’s voice mailbox is full, they may call the alternate number or unit manager/assistant director and report their absence on their voice mail. The unit manager/assistant director will then contact the appropriate person with in the unit. During inclement weather conditions, if the unit’s main office voice mail box is full, the employee should continue to try and contact the unit by either speaking with a manager directly or leaving a message. Absent for two or more days: If an employee knows they will be absent more than one day, they must call in to the main unit office or the alternate number one hour prior to the start of their shift and report their absence. They need to leave their name and the name of their supervisor, plus the estimated length of time they will be off. The employee is required to contact their manager within the next 24 hours and must speak with them. If the manager is not available, the employee needs to contact the main office between the hours of 8:00 a.m. and 4:30 p.m. to talk with the office specialist or unit manager/assistant director. The units’ main office and alternate phone numbers are: 13 Unit Main Office Phone Number Alternate Phone Number Au Bon Pain (Squires/GLC) (540) 231-1765 (540) 231-9421 D2/DX (540) 231-6130 (540) 231-3503/ (540) 231-7801 Deet’s Place (540) 231-8614 (540) 231-7101 Hokie Grill (540) 231-6187 (540) 231-4901 Owens Food Court (540) 231-6187 (540) 231-7225 Personal Touch Catering (540) 231-5827 NA Sbarro (540) 231-2132 (540) 231-9421 Southgate (540) 231-8671 (540) 231-7290 (540) 231-6868 Turner Place (540) 231-5948 (540) 231-2985 Vet Med Café (540) 231-9121 (540) 231-6130 West End Market (540) 231-4779 (540) 231-5621 If an employee is absent for one day and realizes they will need additional time off, they must follow the rule for “Absent for two or more days.” When sick leave is being used for the sick absence, the employee is not expected to divulge medical information. Employees are responsible for keeping the department informed of the anticipated length of their absence, including employees using VSDP disability leave and FMLA leave. Discussions with central Human Resources are NOT considered departmental notification. If the leave is going to be extended, the employee must contact the department prior to the original return to work date and inform the department of the extension. They must do this for each extension requested. Failure to do so could subject the employee to disciplinary action. Doctor’s Excuses For absences of three days or longer or during a busy time of the year (announced by management via a posting near the time clock), a doctor’s excuse may be required. Employees should request the doctor to list a return-to-work date on the document and give the excuse to their supervisor upon returning to work. If a person is filing for FMLA or VSDP disability benefits, the doctor’s documents should be submitted to Human Resources or to the proper authority. The employee is still required to notify the supervisor/manager that leave is being requested under these programs and to keep the department informed as to the anticipated length of time off. Vomiting AND/OR Diarrhea symptoms Any employee who has or lives with someone who has vomiting and/or diarrhea symptoms must remain out of the workplace for 72 hours until after the symptoms have stopped. A doctor’s note may be required for someone experiencing symptoms that persist over a three day period. An employee’s first day of missed work of the 72 or more hours, must be a sick or a family personal day, but each day thereafter can be any type of leave the employee wishes to use. 14 You may not use personal sick if you are out because someone in your household has the symptoms. You need to call in each day you or a family member is experiencing these symptoms to inform your supervisor. Abuse of Leave It is the supervisor’s responsibility to monitor employee attendance, absences and tardiness for patterns or indications of abuse. Dining Services will use a progressive leave guide to help employees monitor and address any problems with excessive tardiness and absences. Tardiness Being at work in uniform at the start of the shift is considered “on time,” arriving to work anytime after the shift starts is considered being tardy. Employees may be counseled at the second and third instances of tardiness within a 30-day period and a fourth tardy may be grounds for formal disciplinary action. If tardiness continues for consecutive months, the supervisor may consider this a continuing pattern and may be cause for more serious disciplinary action and if this pattern still continues, may be cause for separation from employment. Absences and Leave Formal disciplinary action may be taken in the following circumstances: • Being in LWOP (Leave without Pay) status • Persistent patterns of absence (for example calling in sick every Friday) • Improper use of leave types (for example using sick leave when you are not sick) • Absence issues as outlined in the Standards of Conduct If abuse is suspected, the supervisor may do the following: • Discuss the situation with the employee • Provide the employee the opportunity to share relevant information • Make suggestions/recommendations on how improvements can be made • May require a doctor’s excuse for each future time off (if using sick leave), even for absences of less than 3 days If abuse is determined and continues, follow proper disciplinary procedures as outlined in employee manuals. The Supervisor may notify the employee via a reminder letter (Appendix A2) or other method when the employee has used half of the available Family Personal and Personal Sick leave balance and then a reminder letter (Appendix A3) or other method when the employee is nearing LWOP status (8 hours of Family Personal and Personal Sick leave or less). However, it is the responsibility of the employee to monitor his/her available leave balances, use the appropriate leave for the circumstance, and avoid entering leave without pay status and to arrive at work at the beginning of the work shift. It is the responsibility of the supervisor/manager to manage employee leave usage, so as to ensure worker coverage in the work place by maintaining the Accumulative Absence and Tardiness Record and taking corrective or disciplinary action when necessary. 15 LWOP Status There may be times when an employee is out of work in a LWOP situation and is not covered by FMLA or short term disability. Managers should consult with Human Resources before issuing any written notices. Injury Off The Job A staff member who is unable to work due to sickness or injury arising off the job is required to notify Dining Services of their inability to work as soon as possible. If an employee is unable to call, he or she should get someone else to notify Dining Services. When notifying the unit, employees should be sure to talk to an authorized member of the management team. Only an authorized member of the management team may accept a sick call. Failure to report to work as scheduled without proper notice to a supervisor may result in disciplinary action. A doctor’s excuse may be requested for any illness that prevents an employee from attending work. If a staff member’s sickness or disability is long term, their doctor should provide them with a note stating the estimated beginning and ending of the disability. If an employee believes they may have a contagious disease or illness that can be readily transmitted through casual contact, they should notify their manager immediately. (Refer to page 22.) Authorized University Closing All staff are considered emergency personnel unless otherwise informed by your supervisor. Salary, wage, and student staff are considered emergency personnel. All Dining Services staff members are required to work their regular shifts during authorized closings. All staff should use reasonable judgment in attempting to come to work as emergency personnel. Staff should not risk personal harm in trying to arrive at work. If you are unable to get to work, you must call your dining center. All authorized closings resulting from inclement weather, natural disasters, or emergency conditions will be announced through the university’s Communication Plan. The only official sources of information during authorized university closings or delayed openings are: Virginia Tech Operator Weather Hotline WVTF (FM) Public Radio VT Alerts VT News (540) 231-6000 (540) 231-6668 Located 89.1 to 91.9 on the radio dial sign up at www.alerts. vt.edu www.vtnews. vt.edu For a partial closing (for example: if the university decides to close during the afternoon), contact a manager at your specific dining center. 16 CLOCKING IN & OUT FOR WAGE AND NON-EXEMPT SALARY EMPLOYEES In order to promote fairness and accountability for ourselves and others, the following policies regarding time at work are to be observed. •Employees must to bring their Hokie Passport ID each work day, as it is used to clock in and out. •Employees are expected to be in uniform and ready to work when they punch in. •Employees are expected to clock in and out on time according to their assigned work schedule. •Employees are not allowed to clock in more than five minutes prior to their scheduled shift unless requested by their immediate supervisor/manager. •Employees must clock out upon being released by their immediate supervisor. •It is the responsibility of each employee to keep track of hours worked in order to avoid exceeding allowable hours. •All overtime must be approved in advance by an authorized supervisor. •Any problem with clocking in or out should be reported immediately to a supervisor. •Employees who forget to clock in or out should notify their supervisor immediately upon remembering. •For purposes of compensation, the work week begins on a Saturday and ends on Friday, unless otherwise instructed by an operational department. •Employees must sign their printed time sheet at the end of each pay period in order to verify their hours worked and to be paid for those hours. A supervisor will provide these time sheets to be signed. Salary and wage employees are not allowed to exceed 40 hours per week, unless instructed by their supervisor to do so. Exceeding 40 hours in one week without approval is grounds for disciplinary action. DO NOT EXCEED 40 HOURS. It is the employee’s responsibility to avoid going over 40 hours. Temporary and 1,450 Hour General Wage Employees Temporary wage employees are limited to a certain number of days for their temporary hire, not to exceed 130 days. The prescribed time period is inclusive of Saturday through Friday, regardless of actual hours worked, beginning on July 1. Wage employees are limited to working 1,450 hours per year. The year begins January 1 and ends December 31. 1,450 hours is the maximum regardless of how many departments within the university, or state-wide, in which an employee works during the time period. Temporary wage employees who later become 1,450 hour wage employees will still maintain their accumulated hours. MEALS AND BREAKS All salary and non-student wage employees will be provided meals or meal equivalencies for the days on which they work a minimum of 5 ½ hours. You are not entitled to meals on your days off. Employees’ meals are not transferable to a third party. The employee must clock out before he/she receives his/her meal. If an employee failed/ 17 forgot to clock out for a break, he/she must report it to his/her supervisor immediately. Please have any changes or repairs to your time card made before you clock out for the end of your shift. Only management is authorized to make changes to a time card. The duration of an employee’s meal break is determined by the unit manager/assistant director for his/her operational area. An employee’s meal break will not be less than 30 minutes. Any employee who works more than 5 ½ hours is required to take a 30-minute break. Two 15-minute non-meal breaks are at the discretion of management. 15-minute breaks are not guaranteed or required by state policy. Breaks will be granted by your supervisor or manager only as time and conditions permit. Breaks are to be taken in a designated area. Staff members must clock out for meal breaks and inform the manager-on-duty before leaving the work area. Staff members needing a break in addition to the scheduled break must report to the manager first. Breaks are given according to management’s discretion. The use of all tobacco products is prohibited in all Dining Services dining and administrative facilities. This policy is in force at all times and is applicable to all staff, students, and guests. If possible, individual units will designate an appropriate outdoor location for use on breaks, which will be at least 25 feet from an air intake, entrance, or exit of any facility, including parking garages. All staff members will use their Hokie Passport ID card at times of purchase for payment of their meal. If you have lost or forgotten your ID card, please report this to your supervisor immediately. Lost cards can be replaced at the Hokie Passport Office located in 100 Student Services Building. There may be a nominal charge for replacement. When eating in a Board Plan Operation, your ID card will cover your meal cost in full. No other monies are needed. When eating in a Cash Operation, you will receive a meal equivalency on your ID card worth the current established value. Staff members are responsible to pay any difference between their meal plan and the cash price of the foods that were selected. High-cost items in cash operations, such as prepackaged items, may be excluded from employee meals. Cash operations will have lists of these items. Always retain your receipt for all food purchased for “proof of purchase.” Any food removed that was not paid for is considered theft and grounds for immediate dismissal. Staff members are not allowed to prepare, serve, or ring up their own meals. PERSONAL PROPERTY Each unit provides lockers and dressing facilities to the best of its ability, yet lockers may not be available for all employees. Staff members can ask their supervisor about storage facilities for personal belongings. Dining Services will not be held responsible for any personal belongings brought into their buildings. Please leave valuables at home. If a staff member is a victim of theft, he/she should report the incident to their immediate supervisor and the Virginia Tech police as soon as possible. 18 If lockers are made available for staff, they are subject to inspection at any time by management. No guns, knives, alcoholic beverages, or any illicit or hazardous materials are to be brought onto Dining Services property. PARKING All motor vehicles, motorcycles, bicycles, and motor scooters on campus are required to be registered with the Parking Services Office, located on Tech Center Drive and on the ground level of the Perry Street parking garage. Vehicles operated by faculty, staff, and students in connection with their employment at Virginia Tech are required to display a parking permit before parking on campus or on university leased property. Daily permits are available from the Parking Services Office. To register, take your vehicle information and Hokie Passport ID card to Parking Services on Tech Center Drive to purchase a parking permit. All first time employees of the university can receive a temporary parking permit. The permit will be valid for not more than 30 days, beginning with the first day of employment. In order to receive a temporary permit the new employee must bring an employment offer letter from their department to the Parking Services Office. If you are a salaried employee, you may arrange to pay for your parking permit through a payroll deduction plan. Please contact Parking Services for more information. Temporary parking permits are available to new staff. The Virginia Tech Police Department provides a dusk-to-dawn service for individuals who need to walk at night to their cars. For more details on the Safe Ride Service, please call 231-SAFE (7233) for details. TELEPHONE & VISITOR POLICY •Personal phone calls and visitors are prohibited while on duty. • Incoming phone calls are limited to emergencies only. If an employee is unable to receive the phone call while on duty, a message will be taken and the supervisor will notify the employee immediately. • Outgoing calls may not be made on office phones. Office phones are for official use only. • Visitors are not permitted in work or production areas. • Visitors are also required to get permission to visit an employee from the manager’s office of each unit. Visitors should also wait in the administrative assistant’s office for the employee. • During work hours, excessive socializing with friends, staff members, and guests is not permitted. • Office equipment (e.g., computers and copiers) is not to be used, except when requested by a manager. CELL PHONES AND OTHER PERSONAL ELECTRONIC DEVICES POLICY One of the primary goals of Dining Services is to provide safe food and excellent service to our guests and any distractions that would compromise this goal needs to be addressed. Usage of any personal electronic devices by staff members in the workplace during work hours is a distraction that could lead to poor service and unsafe food. It is for this reason that use of personal electronic devices is prohibited in food serving and production areas. 19 Handling of any electronic devices during food production and serving could cause contamination of food and sanitized equipment. •Staff members are not allowed to use personal electronic devices in the production and serving areas in the unit during work hours. •Staff members should inform their family and friends that staff members cannot utilize personal electronic devices during their work hours. They are free to give the telephone number of the unit where they work for emergency calls. •Personal electronic devices are not to be used and are to be turned “OFF” during scheduled work hours. •In case of emergencies, the regular unit number must be called and a unit office specialist or manager (whoever gets the message) will convey the message to the staff member as quickly as possible. •Staff members may use personal electronic devices only during their break time and only in approved dining and break areas. It is the responsibility of the staff member to fully comply with this policy and procedure, to inform family members, schools, medical personnel, and others, who may have occasion to contact them during work hours, of this policy, and provide them with the proper phone numbers for emergency contact. It is the responsibility of the management to ensure that all staff members are aware of this policy and procedure. Further, it is the responsibility of management to ensure that staff are notified of any important phone calls received as soon as possible. ANTI-HARASSMENT POLICY Virginia Tech does not tolerate discrimination or harassment on the basis of age, color, disability, gender, national origin, political affiliation, race, religion, sexual orientation, or veteran status. It goes against the university’s mission and threatens the careers, educational experience, and well being of students, faculty, and staff. It is a form of discrimination and has no place in Dining Services’ facilities. Please refer to the Virginia Tech Anti-Discrimination and Harassment Prevention Policy (Policy 1025, www.hr.vt.edu/harassment) for further details. This can be found in the Human Resources office in New Hall West or online at www.hr.vt.edu/harassment. If harassment occurs, please contact your assistant director or the Office for Compliance and Conflict Resolution at (540) 231-8771. ALCOHOL & DRUG POLICY In compliance with the Drug-Free Act of 1988, the Drug-Free Communities and Schools Act Amendments of 1989, the Commonwealth of Virginia Policy on Alcohol and Other Drugs of 1991, and Virginia Tech policy 1020 (Policy on a Drug-free Unversity), all Dining Services employees are prohibited from the following: • The unlawful or unauthorized manufacture, distribution, dispensation, possession, or use of alcohol and other drugs on the worksite. •Impairment on the worksite from the use of alcohol or other drugs (except the use of drugs for legitimate medical purposes). • Action which results in the criminal conviction for violating any criminal drug law or any 20 alcoholic beverage control law, or law which governs driving while intoxicated. Please refer to Virginia Tech’s Policy on a Drug-Free University for further details. All Dining Services staff members are required to read through and sign this policy, which will be provided by the management at all dining facilities. IN CASE OF ILLNESS OR INJURY ON THE JOB All injuries or suspected injuries and illnesses, regardless of severity, that occur on the job or on university property are to be reported to a supervisor/manager immediately. At this time, a manager will fill out the necessary paperwork and provide a list of the worker’s compensation panel of physicians. Any injury that involves loss of blood or bodily fluids must be reported to the supervisor immediately and the policy on blood-borne pathogens must be followed to protect ourselves and our guests. The staff member is responsible for returning a copy of the Physical Capabilities Form and all other communications to their immediate supervisor and the Return To Work Coordinator. For all illnesses or injuries that result in lost time, the employee must provide the appropriate information to the Return to Work Coordinator at (540) 231-3463 and the associate director of Human Resources for the Division of Student Affairs in New Hall West at (540) 231-4281. TRAINING AND DEVELOPMENT OPPORTUNITIES Dining Services, through its goals to improve the quality of work and the work environment, promotes the self-improvement of its staff members through ongoing training and service growth. Training and employment opportunities will be published regularly and posted in the units. Training and development seminars and other educational opportunities will be offered to Dining Services staff members as they become available and as budget allows. Virginia Tech Human Resources, located in a wing of the Southgate Center building, updates its campus and statewide employment opportunities on a weekly basis each Friday. EVALUATION CRITERIA All employees will receive a periodic Performance Appraisal leading to improved performance, communication, and potential pay increases. The basis of the evaluation criteria is to let staff members know how they are performing in their jobs. The rating system ranges from Model Performance, Strong Performance, Developing Performance, and Unacceptable Performance. Evaluations are based on some or all of the following, depending on your position: •Safety/Sanitation •Quality of Work/Organization 21 •Productivity •Reliability/Dependability •Attendance/Punctuality •Initiative/Creativity •Teamwork •Customer Service •Communication Skills •Appearance/Uniform/Hygiene •Knowledge of the Job (KSA’s) Evaluations are very important management tools and should be taken seriously. RESIGNATION AND TERMINATION All staff members are encouraged to give at least two weeks notice in writing of their intention to terminate their employment with Dining Services. If you do not provide and work out a two-week notice, management reserves the right to not rehire you. You must return all Dining Services and state property before the end of your last day. Be certain to return all uniforms, keys, ID cards, etc. to the proper authority. If you would like to talk about either positive or negative experiences within Dining Services at the time you leave, you may schedule an “exit interview” with the associate director of Human Resources for the Division of Student Affairs in New Hall West at (540) 231-4281 or with Human Resources at Southgate Center. CONCLUSION Dining Services would like to thank all of its staff members for their continued hard work and contributions toward enhancing this university’s community experience. Dining Services provides this manual as a guideline for its staff. This manual does not supersede any policies or procedures set forth by the Commonwealth of Virginia, Virginia Tech, or the Division of Student Affairs. Dining Services reserves the right to alter or add to the preceding manual in order to enhance its performance or to comply with state, university, or departmental policy mandates. Staff members in a food service setting should constantly be aware of safety. Any dangerous conditions that a staff member cannot readily correct should be reported immediately to a supervisor. Also, all injuries, no matter how slight, must be reported promptly to the supervisor. All employees are responsible for familiarizing themselves with any equipment, chemical, or other product prior to using it. Employees should not disassemble, utilize, or otherwise operate any equipment which they have not been trained and authorized to use. All staff members should abide by Virginia Commonwealth Health regulations. 22 Sanitation & Safety GENERAL SAFETY •Promptly remove and dispose of food, litter, broken glass, and china from the floor. Broken glass should be placed in a solid container prior to discarding so that employees are protected from it. •Clean up all spills promptly. •Do not block aisles, stairways, doorways, or heavily traveled areas. •Always be mindful of any surface that can be touched or walked upon—it may be hot or slippery. •Use hot pads or towels when handling hot utensils, pans, etc. •Use and handle all equipment, tools, and utensils cautiously according to instructions. •Return all equipment, tools, and utensils to the proper storage areas when a task is completed. •When moving carts, avoid collisions by looking before changing directions. •Do not ride carts or any portable equipment. •No running. •Utilize hazard markers so guests are aware of potential dangers. These include “Wet Floor” signs, “Hot” signs, etc. •Use all chemical products, such as cleaners, with care and according to label directions. Never use a chemical for any use other than its intended use. Always follow precaution statements and use protective equipment (i.e. gloves, eye goggles) when required. Refer to product Material Safety Data Sheets (MSDS) for information on safety precautions, protective equipment, and first aid procedures. MSDS sheets are found in the blue Right to Know Information Station located on the wall in your unit. •Lift with the legs; never bend and lift with the back. If an object is too heavy, ask for help. •Do not overextend arm’s reach or physical strength; ask for help. REMEMBER! Report any safety hazards to management as soon as you see them. First Aid Policies In case of accident or emergency, the employee should immediately notify a supervisor/ manager. The manager-on-duty is responsible for providing access to treatment and for filling out the necessary paperwork. Breaks to the skin on the hands (minor cuts and abrasions) are common in the foodservice environment. Be alert to the presence of blood in the workplace following any accident or injury to a coworker. Protect yourself from accidental exposure to hepatitis and HIV by taking the following precautions (refer to Bloodborne Pathogen Control Plan located in the unit manager/assistant director’s office). •Put on surgical-type gloves before giving first aid assistance to a coworker. Gloves are found in response kits in convenient locations in your unit. •Put on surgical-type gloves before handling blood contaminated materials or cleaning up 23 spilled blood. GENERAL SANITATION POLICIES •Each staff member is responsible for cleaning/sanitizing the work area at the end of the shift or closing time. •Cover both panned food and nonfood items. •Do not sit, lean, or stand on equipment, tables, etc. •When cleaning, use appropriate cleaning supplies and mix according to instructions. If you are unsure of which cleanser to use, ask your supervisor. •Handle food and nonfood items only when necessary. •Gloves must be worn when handling food and beverages. •Prior to the start of your shift and after using the restroom, the washing of hands is required, and is to be repeated as needed. •Sanitize food thermometers before each use. •Only employees are allowed in the food production and service areas. Food Storage •Check with your supervisor before using any food from a package that has been broken open. •Check with your supervisor before opening any dented cans. •Do not store food on the floor. •Do not store any food that is ready-to-eat below foods that have not yet been cooked. •When refrigerating cooked foods, store them in shallow pans (2 inches) so that they can cool quickly. •Do not refreeze frozen foods that have thawed. •Do not store any food next to any cleaning products. Food Preparation •Before preparing any food, make sure all utensils and cooking equipment have been cleaned and sanitized. •Do not touch any food that is ready-to-eat with your bare hands. •Wash all raw fruits and vegetables before serving or cooking. •Cook all poultry products to an internal temperature of 165˚F for 15 seconds. •Cook all beef and pork chops and steaks to an internal temperature of 145˚F for 15 seconds. •Cook all beef and pork roasts to an internal temperature of 145˚F for 4 minutes. •Cook all ground beef and pork products to an internal temperature of 155˚F for15 seconds. •Use all leftovers within three days of their original cooking date. •Reheat all leftovers to 165˚F for 15 seconds within two hours. •Reheat all leftovers only one time. •Do not thaw frozen foods at room temperature. Food Service •Keep foods covered and protected from coughs, sneezes, etc. at all times. •The temperature of cold foods must be kept below 40˚F. •The temperature of hot foods must be kept above 140˚F. •Cut the tube on the milk dispenser at an angle with no longer than one inch protruding 24 from the handle. •Provide utensils for every food that customers will serve to themselves. •Place the utensil that is used by the customer for self-service so that the handle of the utensil is not on top of the food (cookies, doughnuts, etc.). •Do not re-use any food that has already been served to a customer. •Use a clean plate when serving “seconds” to a customer. Employee Hygiene •Anyone who is sick should not work around food. Inform your supervisor if you have a cold, vomiting, diarrhea, or infected wound or boil. An employee who has diarrhea and/or vomiting should not work until 72 hours after the symptoms have stopped. A staff member will need a doctor’s excuse stating it was not norovirus if they wish to return to the work place prior to the 72-hour time frame. •Do not come to work if you or anyone you are living with have symptoms of: • Vomiting • Diarrhea • Jaundice •Do not come to work if you have symptoms of: • Sore throat with fever (requires a doctor’s note to return to work) • Or if you or someone you are living with have been diagnosed with: • Salmonella typhi • Shigella spp. • E. Coli 0157:H7 • Hepatitis A virus • Norovirus •Wash your hands upon entering your work area before handling any food. • Wash your hands often during any food preparation and after: • Touching any part of your body • Using the restroom • Coughing, sneezing, or using a handkerchief or disposable tissue • Eating or drinking • Using tobacco • Handling soiled equipment or utensils • Touching any raw foods •Wash your hands at a hand sink, not at a sink used for cleaning or cooking purposes. •Wash your hands by using warm water and soap and vigorously rubbing the hands together for at least 20 seconds. •When washing hands, clean carefully between the fingers and under the fingernails. •Dry hands using a single-use paper towel. Do not dry on a towel used for cleaning. •Keep fingernails trimmed and cleaned and do not wear nail polish or artificial nails. •Change your apron if it becomes soiled. •All employees working around food or in food production or serving areas must wear a hair restraint of some type. •For long hair that falls below the shoulder, the hair must be restrained in a ponytail or bun. Hair must be kept behind the shoulder. •Beards are not allowed for anyone working in food production or serving areas unless an employee has a skin condition or religious reason (then a beard restraint must be worn 25 and a manager must document the condition/reason). •Mustaches are allowed as long as they are kept neatly trimmed and do not extend below the corners of the mouth. •Gloves must be used when handling any food which is ready-to-eat by the customer. •Change gloves when changing from one task to another. •Gloves must be changed when they become damaged or soiled. •Do not wear your gloves away from your work area. Remove them before leaving and put on a new pair when you return. •Wash hands before putting on a new pair of gloves. •Do not eat any food in the kitchen or serving areas. •Tobacco in any form may not be used in any food production or service area at any time. Cleaning and Sanitizing •Keep all equipment clean. Fully clean and sanitize all equipment after use according to instructions from your supervisor. •Rinse towels used for wiping food spills frequently in the sanitizing solution. •If towels become soiled, discard in a dirty towel bin. •Check with your supervisor on the preparation of sanitizing solution. At all times, keep a bucket of sanitizing solution in each food production and serving area. •Check the concentration of the sanitizing solution often, according to instructions from supervisor. •Change the sanitizing solution at least after each meal or more often if the concentration becomes too low or too high. •Do not touch the eating surface of any dishes. HAZARD ANALYSIS CRITICAL CONTROL POINTS STANDARDS OF CONDUCT The HACCP team, in order to provide guidance in controlling foodborne hazards (biological, chemical, or physical), has established the standards of conduct for HACCP. All employees, as part of their performance must observe these guidelines. Failure to follow these standards may result in disciplinary action. I. Agreement To Sanitation Policy All employees will be given a copy of the document Training and Sanitation Agreement during the orientation training. The trainer will review this document with the employee, ensuring that the document is understood. The Training and Sanitation Agreement form will be signed by the employee and placed in the employee’s file. II. Performance Appraisal Each employee will be evaluated on HACCP standards in the course of the normal performance appraisal cycle. At minimum, each employee will have listed in their work tasks and duties section the phrase: Maintains proper temperatures and record keeping according to HACCP policies. III. Corrective Action A violation relating to basic sanitation and/or HACCP procedures will result in corrective action. 26 For the most up-to-date organizational chart, visit the following website: http://www.dsa.vt.edu/dsleadership 27 Resource Directory Unit Offices: Deet’s Place ................................................. (540) 231-8614 D2 ................................................................. (540) 231-6130 Hokie Grill & Co............................................. (540) 231-6187 Owens Food Court ...................................... (540) 231-6187 Personal Touch Catering............................. (540) 231-5827 Sbarro............................................................. (540) 231-2132 Southgate ..................................................... (540) 231-8671 Squires Food Court....................................... (540) 231-1765 Turner Place.................................................. (540) 231-5948 Vet Med Café ............................................... (540) 231-9121 West End Market ........................................ (540) 231-4779 Campus Police: Information.................................................... (540) 231-6411 Emergencies ................................................ 911 Safe Ride........................................................ (540) 231-6411 Dining Services: Dining Services............................................. (540) 231-3933 Dining Services Director............................. (540) 231-7549 Change of Address................................................................. (540) 231-9331 Employee Advantage (Counseling Services) .................... (540) 231-4889 Employee Wellness................................................................ (540) 231-9331 Employee Suggestions........................................................... (540) 231-9331 Leave-related Questions....................................................... (540) 231-8060 Parking Services..................................................................... (540) 231-3200 Tax-Related Questions........................................................... (540) 231-5201 University Information............................................................ (540) 231-6000 Virginia Tech Weather Hotline.............................................. (540) 231-6668 Worker’s Compensation Claim Information......................................... (540) 231-4281 General Information..................................... (540) 231-8060 Return to Work Coordinator........................ (540) 231-3463 28 29 30 1 2 3 4 Harper New Hall West N Main Burruss Hall Drillfield East War Memorial Hall Payne PeddrewYates Hall Lavery Hall Brodie Thomas Monteith Rasche North Main Street Cash-to-Card Machine College Avenue Roanoke Street Alumni Mall The Graduate Life Center at Donaldson Brown University Squires Bookstore Student Center Vawter Newman Eggleston Main West New Residence Hall East Pritchard East 9 Southgate Food Center Barringer 5 Hokie Grill & Co. 10 Turner Place Draper Road Campbell Slusher Ambler Johnston Johnson 6 Owens Food Court 11 Vet Med Café Lee Miles O’Shaughnessy Washington Street 7 Personal Touch Catering 12 West End Market Pritchard West 8 Sbarro & Au Bon Pain Cochrane Student Services Au Bon Pain® at Donaldson Brown D2 Deet’s Place DXpress Otey Street Kent Street Dr. pus Cam We st Revised October 31, 2013 Virginia Tech does not discriminate against employees, students, or applicants on the basis of race, color, sex, sexual orientation, disability, age, veteran status, national origin, religion, or political affiliation. Anyone having questions concerning discrimination should contact the Office for Equity and Inclusion. If you are a person with a disability and desire assistive devices, services, or other accommodations, please contact Dining Services at (540) 231-6431 or 711 for individuals with speech or hearing limitations.
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