Hot potshopand other food and beverage outletsLong-term employment contracts
aFang (Hot pot restaurant
Legal Representative:
Address: *BFang (Employees
ID Number:
Address: *Party A intends to hire Party B as the store manager (i.e. the person in charge) of its store, after negotiation between Party A and Party B, in accordance with the "Labor Law of the People's Republic of China" and other relevant laws and regulations, the following agreement is hereby reached on the employment matters for both parties to abide by:
OneJob description
Party A hires Party B as the store manager, who is fully responsible for the daily operation and management activities of the store.
IIDuration of employment
Hiring starts from XX-XX-XX to XX-XX-DD. The first three months are probationary periods, and the salary during the probationary period is 80%.
IIIMargin
Party B shall pay Party A the employment deposit (deducted from the incentive salary) RMB as a guarantee for Party B's full performance of this contract. When the contract is terminated, Party A may return the deposit to Party B after Party B has fully performed this contract and completed the handover procedures with Party A.
4. Rights and obligations
(1) Party A's rights and obligations
1. Decide the business policy and investment plan of the store
2. Manage or assign personnel to manage the financial affairs of the store;
3. Lead and supervise the work of Party B.
(2) Party B's rights and obligations
1. Be fully responsible for the operation and management of the store, exercise all management functions and powers (except finance), and accept the leadership and supervision of Party A and the person in charge designated by Party A to ensure the long-term management and normal operation of the store.
2. Strictly abide by laws and regulations and the relevant provisions of the company's employee handbook.
3. Combined with the actual situation, formulate the plan for the establishment of the internal management organization of the store, and formulate the basic management system of each position of the store.
4. Keep the business secrets and work secrets of the store, including the company's financial status, legal affairs, marketing strategies, customer information, business contracts, employee salaries, dividends, etc. Keep our documents, contracts, and internal information in a safe place.
5. Care about every employee, and do not punish or fire employees at will.
6. The property provided by Party A shall not be stolen or sold, otherwise the loss shall be fully compensated. where a crime is constituted, criminal responsibility is pursued in accordance with law.
7. During the tenure in the store, Party A shall not be engaged in other part-time jobs, and Party A shall be provided with a copy of a valid ID card and a health certificate during the tenure.
8. Working hours: 10:30 a.m. to complete departure of guests, 5:00 p.m. (4:30 a.m. on weekends) to complete departure of guests. Keep ** unobstructed during the noon and evening breaks, and be on call in special situations
9. The working time is generally upstairs, and the staff will be trained and guided at the first time, and the customer problem will be dealt with in a timely manner to avoid the expansion of the incident.
10. Submit a work summary and next week's work plan at the end of each weekConduct safety education and training guidance for employees every week, and have relevant records
Submit to Party A;The staff meeting is held regularly once a month and the store manager makes a detailed speech, and the employees' strengths are praised and rewarded, and the employees' shortcomings are corrected and helped.
11. After the anniversary, the staff will be trained and improved on the job, and the waiters will be required to pay commissions on a regular basis (new waiters also have commissions for wine, water, etc.).If the employee who resigns or is dismissed is not receiving the commission, the corresponding commission shall be used as the store-wide activity provident fundThe commission of non-service staff is also used as an activity provident fund).
12. For guests who do not want invoices (they do not bring alcohol when they consume and do not ask for drinks when paying, etc.), the discount when paying is controlled within 4% of the total consumption amount (the bar counter has the same authority as the manager, and the authority of other employees is controlled within 3%).
13. Comprehensively track the service work of employees before, during and after meals, find problems in time, correct and guide them in time, avoid issuing fines and causing employees to be emotional, and create a united, harmonious, pleasant and relaxed working atmosphere for the store.
14. Recruit and train new employees together with managers, and the training content includes: relevant laws and regulations, company systems, job responsibilities, post operation procedures and standards, post safety knowledge and professional ethics, etc.
15. Instruct employees to use lighting fixtures and air conditioners reasonably at the beginning and late stages of customer departure every day, and use toilet fans, air conditioners, and incense pans reasonably, and the responsibility is implemented to the person.
16. Maintain communication and discussion with each group of employees every half month, understand the psychological dynamics of employees at the first time, and regulate employees' emotions.
17. Arrange all the cups of flowers before the first round of visitors;Hot wet towels for guests in private rooms, subject to availability in the lobby;In the case of three dishwashers
18. Staffing: 9-12 waiters, 3-4 food servers, 2 cleaners, 3 bars, 2-3 welcomers, 1 security guard;Adjust and replenish staff in a timely manner to ensure normal operation.
19. Do not have conflicts with guests and subordinate employees, and communicate with Party A's representatives in a timely manner to resolve special circumstancesPay attention to the safety of personal life and property during work, and be responsible for personal safety during work.
20. The formulation and introduction of new and important management measures should be communicated with the representative of Party A before deciding to implement.
21. The main management personnel of the subordinate should be required to have work notes and safety education and training records.
22. Sign a safety responsibility contract with subordinate employees, and implement the safety production policy of "safety first, prevention first" for employees.
23. Formulate and implement the dormitory management system.
24. If you leave your job for a long time for any reason, you need to ask the representative of Party A and make work arrangements.
25. Submit monthly cost and profit accounting statistics for various dishes and drinks.
FivePayment of salaries
Monthly fixed salary: RMB plus incentive salary;Fixed wages are paid on time, and incentive wages are settled at the end of the year.
6. Rewards and punishments
(1) Rewards
1. On the premise of fully performing the duties of the store manager, Party A will give Party B the agreed profit commission (1% of the profit in the first quarter).After the first quarter, it increased to 10 percent;After one year, it increases to 100 percent;After that, it will not be incremental) 2. Year-end safety award RMB.
(2) Punishment
1. If Party B does not comply with the job responsibilities of the store manager (such as frequent late arrival and early departure, absenteeism without reason, off-duty, misplacement, sleeping on duty, changing guards without permission, etc.) or management chaos causes Party A's economic losses, Party A shall investigate Party B's economic compensation liability according to the situation.
2. If Party B and its subordinate employees (the store manager is responsible for leadership) derelict their duties and cause economic losses to Party A, Party A shall investigate Party B's economic compensation liability according to the situation.
3. If the conflict between employees or customer problems is mishandled, intentional avoidance, escape from battle, etc., which leads to the expansion of the situation and causes economic losses to Party A, Party A shall investigate Party B's economic compensation liability according to the situation.
4. If there is an abnormal situation and causes economic losses or there is a delay or concealment of major incidents, Party A shall investigate Party B's economic compensation liability according to the situation.
5. Party B shall bear the leadership responsibility for the safety accident of the store: the percentage of the insurance claim amount shall be borne by the insurance claim, and the additional percentage of the insurance claim shall be borne by the insurance claim.
7. Termination of the contract
1. If Party B violates the provisions of this contract and does not correct it within a few days after Party A points it out, Party A has the right to unilaterally terminate the contract and does not assume any responsibility.
2. If the management of the store is still not rectified after Party A points it out, Party A has the right to unilaterally terminate the contract and does not assume any responsibility.
3. If Party B needs to terminate the contract in advance for any reason, it shall inform Party A one day in advance, and at the same time make arrangements for the handover of work;Party A has the right to clear the assets of the store during the operation and management of Party B, and the two parties shall go through the transfer procedures after the liquidation and verification of the assets, and then terminate the contract.
8. Other matters
1. Disputes between Party A and Party B arising from the performance of this contract shall be resolved through negotiationIf the negotiation fails, it may apply to the labor arbitration commission for arbitration. If you are not satisfied with the arbitration, you may file a lawsuit with the local people's court.
2. This contract shall come into force after being signed by both parties A and B, in duplicate, and Party A and Party B shall each hold one copy.
There is no text below).
Party A: Legal representative (signature):
Date: Party B (Signed):
Date: