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Smoking Policy
The Smoking in Public Places law also prohibits smoking within 25 feet of entrances, exits, windows that open, and ventilation intakes that serve enclosed areas where smoking is prohibited.
No smoking is allowed in any Aramark buildings including the Employee Housing.
Employees should not be seen smoking in uniform within view of guests.
While working, employees are allowed 2 paid 10 minute breaks and one 30 minute unpaid lunch break. These breaks are the only time employees are permitted to smoke while at work.
No smoking is allowed in any Aramark buildings including the Employee Housing.
Employees should not be seen smoking in uniform within view of guests.
While working, employees are allowed 2 paid 10 minute breaks and one 30 minute unpaid lunch break. These breaks are the only time employees are permitted to smoke while at work.
Drug and Alcohol Policy
NOTICE TO PROSPECTIVE AND CURRENT EMPLOYEES SUMMARIZING
THE PROCEDURES FOR IMPLEMENTING THE DRUG-FREE WORKPLACE ACT POLICY
I. Policy Statement. As stated in the ARAMARK Drug-Free Workplace Act Policy (the "Policy"), ARAMARK Food and Support Services ("ARAMARK") is committed to the maintenance of a drug-free work place and ensuring compliance with the Drug-Free Workplace Act of 1988. This Policy prohibits the use of intoxicants and controlled substances in the workplace in compliance with federal and state regulations. ARAMARK believes that Employee involvement with intoxicants or controlled substances produces an adverse impact upon the work environment, Employee job performance, and workplace safety. ARAMARK also feels that involvement in such activities is detrimental to the business. ARAMARK has an obligation to its clients to provide high-quality service while providing ARAMARK Employees with a safe work place.
II. Application. ARAMARK will conduct pre-employment or on-the job drug/alcohol testing of prospective or current Employees pursuant to ARAMARK’s Drug Free Workplace Act Policy, Pre-Employment Screening and Employment Background Check Policy, and in accordance with applicable laws and these Procedures.
III. Prohibitions. To achieve the goals of the Policy, the following acts of misconduct are strictly prohibited: (a) the presence of alcohol or Controlled substances in the Employee's system during working hours, including reporting for work under the influence of intoxicants or controlled substances; and (b) the manufacture, distribution, dispensing, possession or use, sale, offer for sale or trade of alcohol (except as expressly authorized in connection with ARAMARK’s food service operations), intoxicants or controlled substances in any manner during working hours, in the workplace, or at any other time, on ARAMARK property, or on the property of ARAMARK’s clients.
IV. Testing as condition of employment. ARAMARK will conduct pre-employment or on-the job drug/alcohol testing of prospective or current Employees pursuant to ARAMARK’s Pre-Employment Screening/Employment Background Check Policy in accordance with applicable laws and these Procedures. Such testing may include (a) pre-employment testing, (b) reasonable suspicion testing, and (c) random testing. Prospective Employees who test positive for alcohol or controlled substances pursuant to the Policy or Procedures will not be hired. Employees who test positive for alcohol or controlled substances will be disciplined in accordance with the Policy.
V. Reporting Convictions. As required by law, Employees must, as a condition of employment, abide by the terms of the Policy and report any conviction under a criminal drug statute for violations occurring in the workplace, on ARAMARK property or the property of ARAMARK’s clients, or during working hours. A report of a conviction must be made by the Employee to ARAMARK by notifying the Employee’s manager within five (5) days after the conviction. Upon notification the ARAMARK Manager will immediately notify the appropriate Human Resource professional. Human Resources will notify the contracting agency within 10 days of the ARAMARK Managers receipt of notice of a criminal drug statue conviction. Within thirty (30) days after receiving notice that an Employee has been convicted of a drug-related offense in the workplace, ARAMARK will impose one of the sanctions or remedial measures on the Employee who has been convicted as outlined in the Policy.
A complete copy of the Procedures will be made available to all prospective Employees and Employees upon request.
THE PROCEDURES FOR IMPLEMENTING THE DRUG-FREE WORKPLACE ACT POLICY
I. Policy Statement. As stated in the ARAMARK Drug-Free Workplace Act Policy (the "Policy"), ARAMARK Food and Support Services ("ARAMARK") is committed to the maintenance of a drug-free work place and ensuring compliance with the Drug-Free Workplace Act of 1988. This Policy prohibits the use of intoxicants and controlled substances in the workplace in compliance with federal and state regulations. ARAMARK believes that Employee involvement with intoxicants or controlled substances produces an adverse impact upon the work environment, Employee job performance, and workplace safety. ARAMARK also feels that involvement in such activities is detrimental to the business. ARAMARK has an obligation to its clients to provide high-quality service while providing ARAMARK Employees with a safe work place.
II. Application. ARAMARK will conduct pre-employment or on-the job drug/alcohol testing of prospective or current Employees pursuant to ARAMARK’s Drug Free Workplace Act Policy, Pre-Employment Screening and Employment Background Check Policy, and in accordance with applicable laws and these Procedures.
III. Prohibitions. To achieve the goals of the Policy, the following acts of misconduct are strictly prohibited: (a) the presence of alcohol or Controlled substances in the Employee's system during working hours, including reporting for work under the influence of intoxicants or controlled substances; and (b) the manufacture, distribution, dispensing, possession or use, sale, offer for sale or trade of alcohol (except as expressly authorized in connection with ARAMARK’s food service operations), intoxicants or controlled substances in any manner during working hours, in the workplace, or at any other time, on ARAMARK property, or on the property of ARAMARK’s clients.
IV. Testing as condition of employment. ARAMARK will conduct pre-employment or on-the job drug/alcohol testing of prospective or current Employees pursuant to ARAMARK’s Pre-Employment Screening/Employment Background Check Policy in accordance with applicable laws and these Procedures. Such testing may include (a) pre-employment testing, (b) reasonable suspicion testing, and (c) random testing. Prospective Employees who test positive for alcohol or controlled substances pursuant to the Policy or Procedures will not be hired. Employees who test positive for alcohol or controlled substances will be disciplined in accordance with the Policy.
V. Reporting Convictions. As required by law, Employees must, as a condition of employment, abide by the terms of the Policy and report any conviction under a criminal drug statute for violations occurring in the workplace, on ARAMARK property or the property of ARAMARK’s clients, or during working hours. A report of a conviction must be made by the Employee to ARAMARK by notifying the Employee’s manager within five (5) days after the conviction. Upon notification the ARAMARK Manager will immediately notify the appropriate Human Resource professional. Human Resources will notify the contracting agency within 10 days of the ARAMARK Managers receipt of notice of a criminal drug statue conviction. Within thirty (30) days after receiving notice that an Employee has been convicted of a drug-related offense in the workplace, ARAMARK will impose one of the sanctions or remedial measures on the Employee who has been convicted as outlined in the Policy.
A complete copy of the Procedures will be made available to all prospective Employees and Employees upon request.
Business Conduct Policy
It is the continuing commitment of ARAMARK to conduct all company business with the utmost integrity. ARAMARK's policy is to comply with all domestic and foreign laws and to conduct its business in an ethical manner. Employees may not engage in any conduct or any transcription of behalf of ARAMARK that would violate any applicable law or the ethical standards set forth in the Business Conduct Policy. A summary of the Business Conduct Policy is located on the application page of this website.
To obtain a complete copy of ARAMARK's Business Conduct Policy, please contact Human Resources.
To obtain a complete copy of ARAMARK's Business Conduct Policy, please contact Human Resources.
Equal Employment Opportunity
ARAMARK is committed to ensuring equal employment opportunity. Our policy regarding equal employment opportunity states:
It is the policy of ARAMARK to recruit, hire, train, promote, transfer and terminate persons without regard to race, color, religion, natinoal origin, age, gender, disability, sexual orientation, disabled veteran, Vietnam Era veteran, recently separated veterans, armed service medal veterans, other protected veteran status, or other classification protected by applicable federal, state or local law.
In addition, ARAMARK will ensure that all other personnel actions such as compensation, benefits, lay-off, return from lay-off, company sponsored training, education, tuition assistance, social and recreational programs are administered without regard to race, color, religion, national origin, age, gender, disability, sexual orientation, disabled veteran, Vietnam Era veteran, recently seperated veterans, armed service medal veterans, other protected veteran status, or other classification protected by applicable federal, state or local law.
To obtain a complete copy of ARAMARK's Equal Employment Opportunity Policy, please contact Human Resources.
It is the policy of ARAMARK to recruit, hire, train, promote, transfer and terminate persons without regard to race, color, religion, natinoal origin, age, gender, disability, sexual orientation, disabled veteran, Vietnam Era veteran, recently separated veterans, armed service medal veterans, other protected veteran status, or other classification protected by applicable federal, state or local law.
In addition, ARAMARK will ensure that all other personnel actions such as compensation, benefits, lay-off, return from lay-off, company sponsored training, education, tuition assistance, social and recreational programs are administered without regard to race, color, religion, national origin, age, gender, disability, sexual orientation, disabled veteran, Vietnam Era veteran, recently seperated veterans, armed service medal veterans, other protected veteran status, or other classification protected by applicable federal, state or local law.
To obtain a complete copy of ARAMARK's Equal Employment Opportunity Policy, please contact Human Resources.
