MTE Management
Conduct Standards
Conduct Standard
At MTE, employees are expected to:
Treat guests, coworkers, and managers with respect.
Use professional language and tone.
Follow manager instructions.
Avoid gossip, drama, bullying, or harassment.
Communicate problems directly and respectfully.
Take responsibility for mistakes.
Work as part of the team.
Protect company property and confidential information.
Avoid behavior that disrupts operations.
Represent MTE professionally on and off the clock when connected to the workplace.
Professional conduct is required even when the restaurant is busy, stressful, or understaffed.
1. Respectful Communication
Employees must communicate with guests, coworkers, and managers in a respectful and professional manner.
Expectations
Use appropriate language.
Speak calmly and respectfully.
Listen before responding.
Avoid yelling, insults, threats, sarcasm, or disrespectful comments.
Do not argue with guests or coworkers.
Do not embarrass another employee in front of others.
Bring concerns to a manager when needed.
Better Communication Examples
Instead of saying:
“That’s not my job.”
Say:
“I’m helping with something right now, but I’ll let the right person know.”
Instead of saying:
“You messed this up.”
Say:
“Let’s fix this together and make sure the guest is taken care of.”
Instead of saying:
“I don’t care.”
Say:
“Let me get a manager so we can handle this correctly.”
Key Rule
The way we say something matters as much as what we say.
2. Teamwork
Restaurants only work when the team works together. No position succeeds alone.
Expectations
Help coworkers when possible.
Communicate when you need help.
Do not ignore guests or tasks because they are “not yours.”
Support the shift, not just your station.
Respect each position’s role.
Avoid blaming others during service.
Stay focused on solving the problem.
Examples of Teamwork
Running food when it is ready.
Helping reset a table.
Telling a server their table needs them.
Restocking when supplies are low.
Helping clean a spill.
Communicating delays to the team.
Supporting a coworker during a rush.
Key Rule
Guests do not see sections, stations, or job titles. They see one restaurant.
3. Professional Attitude
Employees are expected to bring a professional attitude to every shift.
This does not mean employees must be perfect or never have a bad day. It means employees must control their behavior, stay respectful, and remain focused while at work.
Professional Attitude Means
Showing up ready to work.
Being coachable.
Accepting feedback without arguing.
Staying calm under pressure.
Avoiding drama.
Being honest.
Taking pride in the job.
Doing the right thing when no one is watching.
Unprofessional Attitude Includes
Eye rolling.
Ignoring managers or coworkers.
Arguing in guest areas.
Complaining loudly during service.
Refusing reasonable work instructions.
Walking away from responsibilities.
Creating drama during a shift.
Being rude to guests or coworkers.
Key Rule
You do not have to control every situation, but you are expected to control your response.
4. Harassment, Bullying, and Discrimination
MTE expects a workplace free from harassment, bullying, discrimination, intimidation, and retaliation.
Employees may not mistreat others based on race, color, religion, sex, pregnancy, national origin, age, disability, veteran status, citizenship, marital status, sexual orientation, gender identity, or any other protected status under applicable law.
Prohibited Conduct Includes
Offensive jokes or comments.
Sexual comments or unwanted advances.
Name-calling or insults.
Threats or intimidation.
Mocking accents, appearance, beliefs, or background.
Repeatedly targeting or isolating a coworker.
Sharing inappropriate images or messages.
Retaliating against someone for reporting a concern.
Reporting Concerns
Employees should report harassment, bullying, discrimination, or retaliation to a manager, general manager, director, or ownership.
Reports should be taken seriously and handled as discreetly as possible.
Key Rule
Respect is not optional.
5. Guest Interaction Conduct
Employees must treat every guest with professionalism, patience, and respect.
Expectations
Greet guests warmly.
Use polite language.
Avoid arguing with guests.
Do not discuss personal drama with guests.
Do not complain about coworkers or managers to guests.
Do not make inappropriate jokes or comments.
Do not touch guests unless necessary for safety or appropriate service.
Get a manager when a guest becomes upset or difficult.
If a Guest Is Upset
Listen.
Stay calm.
Apologize for the experience.
Do not blame others.
Do not argue.
Get a manager when needed.
Good Response
“I’m sorry about that. Let me get my manager so we can make this right.”
Bad Response
“That’s not my fault.”
Key Rule
Never let a guest complaint turn into an argument.
6. Conflict With Coworkers
Disagreements happen, but employees must handle conflict professionally.
Expectations
Speak privately when possible.
Use calm language.
Focus on the issue, not the person.
Avoid gossiping about the situation.
Do not involve guests.
Do not post about workplace issues online.
Get a manager if the issue cannot be resolved respectfully.
What Not to Do
Yell across the restaurant.
Insult a coworker.
Refuse to work with someone.
Spread rumors.
Bring personal issues into service.
Use group chats to attack someone.
Threaten or intimidate anyone.
Key Rule
Handle problems directly, respectfully, and away from guests.
7. Following Manager Direction
Employees are expected to follow reasonable instructions from managers and supervisors.
Expectations
Listen to direction.
Ask questions if something is unclear.
Complete assigned duties.
Accept coaching professionally.
Do not argue during service.
Bring concerns up respectfully at the appropriate time.
If an employee believes an instruction is unsafe, illegal, or seriously inappropriate, they should notify a higher manager or ownership.
Key Rule
During service, the team must move in the same direction.
8. Honesty and Integrity
Employees are expected to be honest in all work-related matters.
Examples of Dishonesty
Stealing money, food, alcohol, tips, products, or company property.
Giving away food or drinks without approval.
Falsifying time records.
Clocking in or out for another employee.
Lying about tips, sales, discounts, voids, or comps.
Using another employee’s POS number.
Hiding mistakes that affect guests or the business.
Taking lost property.
Misusing company discounts.
Key Rule
Trust is part of the job. Dishonesty damages the team and may result in termination.
9. Company Property
Employees must respect company property and equipment.
Company Property Includes
POS systems
Tablets
Printers
Kitchen equipment
Bar tools
Uniforms
Radios
Keys
Furniture
Smallwares
Cleaning tools
Food and beverage products
Office supplies
Documents and records
Expectations
Use equipment only as trained.
Do not damage, misuse, or remove company property.
Report broken or unsafe equipment.
Return company property when requested.
Do not use company property for personal purposes without permission.
Key Rule
Treat company property like it matters, because it does.
10. Confidentiality
Employees may have access to private or business-sensitive information. This information must not be shared unless authorized.
Confidential Information May Include
Employee records
Guest information
Sales reports
Recipes
Vendor information
Pricing
Internal documents
Passwords
Security information
Disciplinary matters
Business plans
Camera footage
Legal matters
Expectations
Do not share confidential information with guests, friends, former employees, or online.
Do not take photos of private documents or screens.
Do not discuss employee discipline with others.
Do not share passwords.
Direct outside questions to management.
Key Rule
Not everything you know at work is yours to share.
11. Social Media and Online Conduct
Employees should use good judgment when posting online about work.
Not Allowed
Posting confidential business information.
Posting guest incidents.
Posting employee drama.
Posting photos or videos that embarrass guests or coworkers.
Making threats or discriminatory comments.
Representing yourself as speaking for MTE without permission.
Posting content that damages the restaurant’s reputation.
Recording in restricted areas.
Good Rule to Follow
If you would not say it in front of a guest, manager, and owner, do not post it online.
12. Cell Phone Use
Cell phones can distract from guest service, safety, and teamwork.
Expectations
Use phones only during approved breaks or with manager permission.
Do not use phones in guest view unless required for work.
Do not allow phone use to interfere with service.
Do not record guests, coworkers, or private areas without permission.
Wash hands after touching your phone before returning to food or drink service.
Key Rule
When you are on the floor, be present.
13. Personal Relationships at Work
Employees must keep personal relationships from interfering with work.
Expectations
Remain professional during shifts.
Avoid favoritism.
Do not bring personal arguments into the restaurant.
Do not allow relationships to affect scheduling, assignments, teamwork, or guest service.
Notify management if a relationship creates a conflict of interest.
Key Rule
Personal relationships should never disrupt the workplace.
14. Prohibited Conduct
The following behaviors may result in disciplinary action, up to and including termination:
Theft or dishonesty.
Harassment, bullying, discrimination, or retaliation.
Threats or violence.
Possession of weapons where prohibited.
Working under the influence of alcohol or drugs.
Serving alcohol irresponsibly.
Falsifying company records.
Refusing reasonable manager direction.
Abandoning the job or walking out mid-shift.
Damaging company property.
Unsafe behavior.
Serious guest mistreatment.
Unauthorized discounts, comps, or free items.
Sharing confidential information.
Recording or posting inappropriate workplace content.
This list is not exhaustive. Management may address other conduct that violates company standards or disrupts operations.
15. Accountability and Discipline
MTE may use coaching, verbal warnings, written warnings, suspension, reduction in shifts, or termination depending on the situation.
Some issues may be handled with coaching. Serious conduct issues may result in immediate termination.
Management May Consider
The seriousness of the behavior.
Whether guests or employees were affected.
The employee’s history.
Whether the employee was honest.
Whether the behavior created safety, legal, or business risk.
Whether the employee took responsibility.
Key Rule
Accountability is not punishment. It is how standards are protected.
16. Speaking Up
Employees are encouraged to speak up when something is wrong.
Speak Up About
Harassment or discrimination.
Safety issues.
Food safety concerns.
Guest mistreatment.
Theft or dishonesty.
Policy violations.
Workplace conflict.
Unfair treatment.
Retaliation.
Anything that could harm the team, guests, or business.
Employees should report concerns to a manager, general manager, director, or ownership.
No Retaliation
Employees should not be punished, threatened, mistreated, or treated differently for making a good-faith report.
Key Rule
If something feels wrong, say something.
Quick Workplace Conduct Rules to Remember
Be respectful.
Use professional language.
Do not argue with guests.
Keep workplace issues off social media.
Follow manager direction.
Do not gossip or create drama.
Report harassment or unsafe behavior.
Protect confidential information.
Do not steal, give away, or misuse company property.
Take responsibility for mistakes.
Support your team.
Represent MTE with pride.
Drugs & Alcohol
Purpose
MTE is committed to maintaining a safe, professional, productive, and drug-free workplace. Employees are expected to report to work fit for duty and able to safely perform their job responsibilities.
This policy applies to all employees while on company property, during scheduled shifts, while representing MTE, while operating company equipment, or while performing work-related duties.
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Drug-Free Workplace
Employees may not report to work or remain at work while impaired by alcohol, illegal drugs, controlled substances, or any substance that affects their ability to work safely or professionally.
Employees are prohibited from using, possessing, selling, distributing, transferring, or being under the influence of illegal drugs or unauthorized controlled substances while on company property or while performing company business.
Violation of this policy may result in disciplinary action, up to and including termination.
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Alcohol While Working
Employees may not consume alcohol before, during, or after a shift while still representing the company, wearing company uniform, or performing work-related duties.
Employees may not be under the influence of alcohol while working, while clocked in, while handling food or beverages, while interacting with guests, or while operating equipment.
Alcohol may not be used as a reward, incentive, or form of compensation for employees.
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Employees as Guests
Employees who visit the restaurant as guests must conduct themselves professionally and follow all guest policies.
Employees may not consume alcohol as guests while on shift, immediately before a shift, while in uniform, or while representing MTE. Employees who are off duty and visiting as guests must not interfere with operations or distract working employees.
Management may refuse service or ask an employee to leave if their conduct is inappropriate, disruptive, or reflects poorly on the company.
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Prescription and Over-the-Counter Medication
Employees taking prescription or over-the-counter medication are responsible for ensuring that the medication does not affect their ability to safely perform their job.
Employees should notify management if a medication may impair alertness, coordination, judgment, ability to operate equipment, or ability to safely perform work duties.
Employees are not required to disclose private medical details, but they may be required to confirm whether they can safely perform their job duties.
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Drug and Alcohol Testing
MTE may require drug or alcohol testing where permitted by law and company policy. Testing may include, but is not limited to:
Pre-employment testing, if applicable
Random testing
Reasonable suspicion testing
Post-accident testing
Scheduled or periodic testing for designated positions or departments
Return-to-work or follow-up testing when appropriate
Testing may be performed by a licensed independent testing facility. Employees may be considered working during the time spent completing required testing and may be compensated as required by law.
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Reasonable Suspicion
Management may require testing or remove an employee from duty if there is reasonable suspicion that the employee may be impaired.
Reasonable suspicion may include, but is not limited to:
Slurred speech
Odor of alcohol or drugs
Unsteady movement or poor coordination
Confusion, unusual behavior, or mood changes
Unsafe work behavior
Possession of drugs, alcohol, or related paraphernalia
Reports from credible witnesses
Involvement in an accident or safety incident
An employee removed from duty may be sent home or required to complete testing, depending on the situation.
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Refusal to Test
Refusing to submit to a required drug or alcohol test, failing to cooperate with testing procedures, attempting to alter or tamper with a test, or failing to report for testing may result in disciplinary action, up to and including termination.
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Positive Test Results
A positive drug or alcohol test may result in disciplinary action, up to and including termination.
Management may consider the facts of the situation, the employee’s work history, prior attendance and safety record, the circumstances that led to testing, and any explanation or documentation provided by the employee.
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Employee Right to Explain Results
Employees may have the right to explain test results and provide information regarding lawful prescriptions or other relevant circumstances.
Employees may be asked to provide proof of prescription medication to the testing facility or appropriate medical review personnel. Medical information will be handled confidentially and only shared with those who have a legitimate need to know.
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Confidentiality
Drug and alcohol testing records will be treated as confidential and maintained separately from general personnel files where required or appropriate.
Information related to testing will only be shared with individuals who need the information to make employment, safety, or compliance decisions.
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Workplace Searches
MTE may inspect company property, work areas, lockers, storage areas, bags, or personal belongings brought onto company property when permitted by law and company policy, especially when there is a safety, security, theft, drug, or alcohol concern.
Refusal to cooperate with a lawful workplace search may result in disciplinary action.
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Reporting Concerns
Employees who observe unsafe behavior, suspected impairment, possession of prohibited substances, or alcohol misuse at work should immediately report the concern to a manager.
Reports will be handled as discreetly as possible.
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Discipline
Violation of this policy may result in disciplinary action, up to and including termination. Serious violations, including working while impaired, possession or distribution of illegal drugs, refusal to test, or conduct that endangers guests or employees, may result in immediate termination.
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Management Discretion
MTE reserves the right to apply this policy based on the facts of each situation, business needs, safety concerns, company policy, and applicable law.