Seasonal Cook

Cook at Butcher Private

Start Date: October 1, 2023

End Date: July 31, 2024

Butcher Private LLC d/b/a Butcher Private, located in Naples, Florida, seeks ten (10) full-time, temporary Cooks who will be responsible for cooking, baking, grilling, sauteing, and broiling seafood, meat, poultry and vegetables, keeping the kitchen area clean and sanitized, receiving and storing all ingredients daily, preparing all raw ingredients, preparing sauces, breaking down and scaling whole ?sh. They will also be responsible for preparation of raw bar ice display, caviar presentation and plating hot and cold food.

Will report directly to the Executive Chef at Butcher Private.

One (1) year of culinary experience in a fine-dining or high-volume environment at a high-end restaurant, resort, or private club required.

Applicant must complete pre-employment background check and drug screening.

Travel is not required.

Daily transportation to and from worksite is not provided.

On-the-job training is provided.

Wage: $16.75 – $25.00 per hour, paid bi-weekly. Overtime is available at $25.13 – $37.50 per hour.

Schedule: 40 hours per week. Work schedule can vary and can include evening, weekend, and holiday hours. Work may be performed on any day of the week from Monday through Sunday. Example shifts: 10:00am to 6:00pm and 3:00pm to 11:00pm. Shift hours may vary.

A single workweek will be used to compute wages due.

Housing is not offered.

Additional, optional benefits may be offered to worker, for worker’s sole benefit, including medical, dental, and vision. If voluntarily elected by worker, costs/contributions will be deducted from paycheck.

All deductions from paycheck required by law will be made.

If the worker completes 50% of the work contract period, employer will pay directly for and/or reimburse workers for transportation and subsistence from the place of recruitment to the place of work. Upon completion of the work contract or where the worker is dismissed earlier, employer will provide or pay for worker’s reasonable costs of return transportation and subsistence back home or to the place the worker originally departed to work, except where the worker will not return due to subsequent employment with another employer. The employer will pay directly for and/or reimburse workers for all reasonable inbound transportation and subsistence costs within the first workweek. The employer will pay directly for and/or reimburse workers for all reasonable outbound transportation and subsistence costs during the last workweek. The amount of transportation payment or reimbursement will be equal to the most economical and reasonable common carrier for the distances involved. Daily subsistence will be provided at a rate of $15.46 per day during travel to a maximum of $59.00 per day with receipts.

The employer guarantees to offer work for hours equal to at least three fourths of the workdays in each 12-week period of the total employment period.

The employer will provide workers at no charge all tools, supplies, and equipment required to perform the job.

H-2B workers will be reimbursed in the first workweek for all visa, visa processing, border crossing, and other related fees, including those mandated by government (excluding passport fees).

Inquire or send applications, indications of availability, and/or resumes to the Florida State Workforce Agency, 3050 Horseshoe Drive North, Building A, Suite 110, Naples, FL, 34104, (239) 436-4301. Job Order 12220058.

Mail resume to Veljko Pavicevic, Butcher Private, 301 5th Ave S, Naples, FL 34102, (239) 537-7227, or email to careers@butcherprivate.com.

Contact: Office Manager

Objective/ Definition

Purpose

In compliance with the Drug-Free Workplace Act of 1988, the Company has a longstanding commitment to provide a safe, quality-oriented, and productive work environment. Alcohol and drug misuse poses a threat to the health and safety of the Company employees and to the security of the Company’s equipment and facilities. For these reasons, the Company is committed to the elimination of drug and alcohol use and misuse in the workplace.

The company has vital interests in ensuring a safe, healthy and efficient working environment for our employees, their co-workers and the guests we serve. The unlawful or improper presence or use of controlled substances or alcohol in the workplace presents a danger to everyone. For these reasons, we have established as a condition of employment and continued employment with the company the following substance abuse policy.

Scope

This policy applies to all employees and all applicants for employment of the Company. The Office Manager is responsible for policy administration.

Employee Assistance

The Company will assist and support employees who voluntarily seek help for drug or alcohol addiction before becoming subject to discipline or termination under this or other Company policies. Such employees will be allowed to be placed on leaves of absence, referred to treatment providers and otherwise accommodated as required by law. Employees may be required to document that they are successfully following prescribed treatment and to take and pass follow-up tests. Once a drug test has been initiated under this policy, unless otherwise required by the Family and Medical Leave Act or the Americans with Disabilities Act, the employee will have forfeited the opportunity to be granted a leave of absence for treatment, and will face possible discipline, up to and including discharge.

The cost of seeking assistance will be the responsibility of the employee and is subject to the provisions of Company’s health insurance plan, if any. Please consult the provider for specifics concerning this issue.

Employees should report to work fit for duty and free of any adverse effects of illegal drugs or alcohol. We encourage employees to seek assistance before their substance or alcohol use renders them unable to perform their essential job functions or jeopardizes the health and safety of themselves or others. This policy does not prohibit employees from the lawful use and possession of prescribed medications. Employees must, however, consult with their doctors about the medications’ effect on their fitness for duty and ability to work safely, and they must promptly disclose any work restrictions to their supervisor.

Employee Assistance Programs

WhiteSands Alcohol and Drug Rehab

2800 Davis Blvd Ste 210, Naples, FL

239-330-6870

Willough At Naples

9001 Tamiami Trl E, Naples, FL 34113

855-304-5885

Work Rules

• Whenever employees are working and are present on Company premises or are conducting company-related work offsite, they are prohibited from:
• Using, possessing, buying, selling, manufacturing, or dispensing an illegal drug (to include any drug paraphernalia).
• Being under the influence of alcohol as defined in this policy.
• Possessing or consuming alcohol.
• The presence of any detectable amount of any illegal drug, illegal controlled substance, or alcohol in an employee’s body system, while performing company business or while in a company facility, is prohibited.
• The Company will also not allow employees to perform their duties while taking prescribed drugs that are adversely affecting their ability to perform their job duties safely and effectively. Employees taking a prescribed medication must carry it in a container labeled by a licensed pharmacist or be prepared to produce the container if asked.
• Any illegal drugs or drug paraphernalia will be turned over to an appropriate law enforcement agency and may result in criminal prosecution.

Required Testing

Pre-employment

Applicants being considered for hire must pass a drug test before beginning work or receiving an offer of employment. Refusal to submit to testing will result in disqualification of further employment consideration.

The company further reserves the right to initiate drug and/or alcohol testing within the initial 90 day probationary period of employment at any time for any reason.

Reasonable Suspicion

Employees are subject to testing based on, but not limited to, observations of apparent workplace use, possession, or impairment by at least two members of management. Human Resources, Manager on Duty, or the Director of Operations should be consulted before sending an employee for testing. Management must use the reasonable suspicion observation checklist to document specific observations and behaviors that create a reasonable suspicion that an employee is under the influence of illegal drugs or alcohol. Examples include:

• Breath/Odors (smell of alcohol, body odor or urine).
• Movements/Actions/ Balance/Walking (staggering, unsteady, fidgety, dizzy, uncoordinated).
• Eyes (dilated, constricted or watery eyes, or involuntary eye movements).
• Nose (sniffing, reddened, runny, bleeding)
• Face (flushed, sweating, confused or blank look).
• Speech (slurred, slow, distracted mid-thought, inability to verbalize thoughts).
• Overt Mood (argumentative, aggressive, agitated, irritable, drowsy).
• Alertness (sleeping, unconscious, no reaction to questions).

When reasonable suspicion testing is warranted, both Senior Management and/or Human Resources will meet with the employee to explain the observations and the requirement to undergo a drug and/or alcohol test on site immediately. If the initial test is positive, a second laboratory test will be administered on site and sent out for processing. At this time the employee will be immediately suspended without pay, until the laboratory results are received. If the laboratory results are positive, the employee will be subject to immediate termination. If the laboratory results are negative and the initial on-site testing proven to be a false positive, the employee will be immediately reinstated with no disciplinary measures enforced. Refusal by an employee will be treated as a positive drug test result and will result in immediate termination of employment.

Under no circumstances will the employee be allowed to drive himself or herself to the testing facility. A member of management must transport the employee or arrange for a cab and arrange for the employee to be transported home.

Post-accident

Employees are subject to testing when they cause or contribute to accidents that seriously damage Company machinery, equipment, or property or that result in an injury to themselves or another employee requiring offsite medical attention. A circumstance that constitutes probable belief will be presumed to arise in any instance involving a work-related accident or injury in which an employee is found to be responsible for causing the accident. In any of these instances, the investigation and subsequent testing must take place within two hours following the accident, if not sooner. Refusal by an employee will be treated as a positive test result and will result in immediate termination of employment.

Under no circumstances will the employee be allowed to drive themself to the testing facility. A member of management must transport the employee or arrange for a cab and arrange for the employee to be transported home.

Collection and Testing Procedures

Employees subject to alcohol and/or drug testing will be administered in the office by a Company designated representative to provide specimens. Specimens will be tested by the Company designated representative using federally approved testing devices capable of producing results that identify the employee’s drug and/or alcohol use. If an employee’s in office test(s) result in any level of alcohol concentration or positive results of illegal drugs as defined by this document, a second specimen will be collected and sent to a contracted lab for further testing. The results of the second test will be determinative. Drug or Alcohol tests may, however, be a breath, blood, urine, or saliva test, at the company’s discretion. For purposes of this policy, test results generated by a company representative, law enforcement, or medical providers may be considered by the company as work rule violations.

Applicants and employees are subject to drug testing on company premises and/or at a Company designated testing facility and directed to provide specimens. When approved by the Company, applicants and employees may provide specimens in private at a medical facility unless they appear to be submitting altered, adulterated, or substitute specimens. Collected specimens will be sent to a federally certified laboratory and tested for evidence of marijuana, cocaine, opiates, amphetamines, PCP, benzodiazepines, methadone, methaqualone, and propoxyphene use. (Where indicated, specimens may be tested for other illegal drugs.). The laboratory will screen all specimens and confirm all positive screens. There must be a chain of custody from the time specimens are collected through testing and storage.

The laboratory will transmit all positive drug test results to a medical review officer (MRO) retained by the Company, who will offer individuals with positive results a reasonable opportunity to rebut or explain the results. Individuals with positive test results may also ask the MRO to have their split specimen sent to another federally certified laboratory to be tested at the applicant’s or employee’s own expense. Such requests must be made within 72 hours of notice of test results. If the second facility fails to find any evidence of drug use in the split specimen, the employee or applicant will be treated as passing the test. In no event should a positive test result be communicated to the Company until such time that the MRO has confirmed the test to be positive.

Consequences

Applicants who refuse to cooperate in a drug test or who test positive will not be hired and will not be allowed to reapply/retest in the future.

Employees who refuse to cooperate in required tests or who use, possess, buy, sell, manufacture, or dispense an illegal drug in violation of this policy will be terminated. If the employee refuses to be tested, yet the company believes he or she is impaired, under no circumstances will the employee be allowed to drive himself or herself home.

Employees who test positive, or otherwise violate this policy, will be subject to discipline, up to and including termination. Depending on the circumstances, the employee’s work history/record and any state law requirements, the Company may offer an employee who violates this policy or tests positive the opportunity to return to work on a last-chance basis pursuant to mutually agreeable terms, which could include follow-up drug testing at times and frequencies determined by the Company for a minimum of one year but not more than two years as well as a waiver of the right to contest any termination resulting from a subsequent positive test. If the employee either does not complete the rehabilitation program or tests positive after completing the rehabilitation program, the employee will be immediately discharged from employment.

Employees will be paid for time spent in alcohol or drug testing and then suspended pending the results of the drug or alcohol test. After the results of the test are received, a date and time will be scheduled to discuss the results of the test; this meeting will include a member of Senior Management, a union representative (if applicable and requested), and Human Resources.

Confidentiality

Information and records relating to positive test results, drug and alcohol dependencies, and legitimate medical explanations provided to the MRO will be kept confidential to the extent required by law and maintained in secure files separate from normal personnel files. Such records and information may be disclosed among managers and supervisors on a need-to-know basis and may also be disclosed when relevant to a grievance, charge, claim or other legal proceeding initiated by or on behalf of an employee or applicant.

Inspections

The Company reserves the right to inspect all portions of its premises for drugs, alcohol, or other contraband. Employees, contract employees and visitors may be asked to cooperate in inspections of their persons, work areas and property that might conceal a drug, alcohol, or other contraband. Employees who possess such contraband or refuse to cooperate in such inspections are subject to appropriate discipline, up to and including termination. Law enforcement will be notified if any possession of illegal substances results from the inspection and employee may be subject to legal prosecution.

To better protect and secure the property of our employees, our customers, and the Restaurant and to help prevent the possession, sale, and use of illegal drugs on Restaurant premises (in support of the Restaurant drug-free workplace policy), and to assist with and support a safe and efficient workplace free from threats, intimidation, harassment and discrimination, the Restaurant establishes the right to question employees (and all other persons entering and leaving our premises), and to inspect any property whether locked or unlocked including packages, parcels, purses, handbags, briefcases, lunchboxes, electronic equipment or any other possessions or articles carried to and from the Restaurant premises.

In addition, the Restaurant reserves the right to search any employee’s office, desk, files, locker, palm pilot, computer, laptop computer, electronic organizer, or any other area or article on our premises, including personal or Employer vehicles, whether or not such property is locked or unlocked and whether or not the lock is Employer owned or employee owned. In this connection, it should be noted that all offices, desks, files, lockers, and so forth, whether locked or unlocked, are the property of the Restaurant and are issued for the use of employees only during their employment with the Restaurant.

Searches and inspections may be conducted at any time at the discretion of Senior Management and/or Human Resources Department when reasonable grounds exist.

Individuals entering the premises of the Restaurant who refuse to cooperate in an inspection or search conducted under this policy will not be permitted to enter the premises of the Restaurant. Employees who refuse to cooperate in an inspection or search, as well as employees who after the inspection or search are believed to be in possession of stolen property, illegal or unauthorized firearms or weapons, alcohol, or illegal drugs, will be sent immediately to the Human Resources Department and be subjected to disciplinary action up to and including discharge (if, on investigation, they are found to be in violation of the Employer’s security procedures or any other Employer rules and regulations). Additionally, the Restaurant reserves the right to contact and/or involve law enforcement as it deems appropriate or necessary.

Employees who unreasonably fail or refuse to promptly permit a search under this policy will be subject to discipline up to and including termination from employment.

Employees should not have an expectation of privacy as to any property or articles on Employer premises, including computers, electronic equipment, purses or other personal property, etc.

Nothing stated in this policy is intended to preclude or dissuade employees from engaging in otherwise legally protected activities protected by state or federal law, including the National Labor Relations Act.

Crimes Involving Drugs

The Company prohibits all employees, including employees performing work under government contracts, from manufacturing, distributing, dispensing, possessing, or using an illegal drug in or on company premises or while conducting company business. The Company employees are also prohibited from misusing legally prescribed or over the counter (OTC) drugs. Law enforcement personnel may be notified, as appropriate, when criminal activity is suspected.

Although the state has legalized marijuana for medicinal purposes, the company is not required to allow the medicinal use of marijuana in the workplace. Use is strictly prohibited on company property and any violation will result in immediate discharge.

The Company does not desire to intrude into the private lives of its employees but recognizes that employees’ off-the-job involvement with drugs and alcohol may have an impact on the workplace. Therefore, the Company reserves the right to take appropriate disciplinary action for drug use, sale, or distribution while off company premises. All employees who are convicted of, plead guilty to, or are sentenced for a crime involving an illegal drug are required to report the conviction, plea or sentence to HR within five days. Failure to comply will result in automatic discharge. Cooperation in complying may result in suspension without pay to allow Senior Management to review the nature of the charges and the employee’s past record with the Company.

Definitions

“Company premises” includes all buildings, offices, facilities, grounds, parking lots, lockers, places, and vehicles owned, leased, or managed by the Company or any site on which the company is conducting business.

“Illegal drug” means a substance whose use or possession is controlled by federal law but that is not being used or possessed under the supervision of a licensed health care professional. (Controlled substances are listed in Schedules I-V of 21 C.F.R. Part 1308.)

“Refuse to cooperate” means to obstruct the collection or testing process; to submit an altered, adulterated or substitute sample; to fail to show up for a scheduled test; to refuse to complete the requested drug testing forms; or to fail to promptly provide specimen(s) for testing when directed to do so, without a valid medical basis for the failure. Employees who leave the scene of an accident without justifiable explanation prior to submission to drug and alcohol testing will also be considered to have refused to cooperate and will automatically be subject to discharge.

“Under the influence of alcohol” means an alcohol concentration of any level, or actions, appearance, speech, or bodily odors that reasonably cause a supervisor to conclude that an employee is impaired because of alcohol use.

“Under the influence of drugs” means a confirmed positive test result for illegal drug use per this policy. In addition, it means the misuse of legal drugs (prescription and possibly OTC) when there is not a valid prescription from a physician for the lawful use of a drug during medical treatment (containers must include the patient’s name, the name of the substance, quantity/amount to be taken and the period of authorization).

Follow-up Drug Testing

If the employee in the course of employment enters an employee assistance program for drug/alcohol related problems, or a drug/alcohol rehabilitation program, the Company requires the employee to submit to a drug/alcohol test as a follow-up to the program, unless the employee voluntarily entered the program. In those cases, the Company has the option to not require follow-up testing. If follow-up testing is required, it must be conducted at least once a year for a 2-year period after completion of the program, but can be required more frequently at the company’s discretion. Advance notice of a follow-up testing date must not be given to the employee to be tested.

Refusal of Test

Denial of Florida workers’ compensation benefits. If an injured employee refuses to submit to a drug/alcohol test, the employee forfeits eligibility for Florida workers’ compensation medical and indemnity benefits.

Existence of 440.102

This policy is implemented pursuant to the drug-free workplace program requirements under Florida Statute 440.102 and Administrative Rule 59A-24 of the State of Florida Agency for Health Care Administration.

Reporting Use of Prescription or Non-prescription Medications

• An employee or job applicant may confidentially report the use of prescription or nonprescription medications to a medical review officer after a test result is received, by contacting the medical review officer directly; the contact information is included in this document.
• Prescription or nonprescription medication is a drug or medication obtained with a prescription from an authorized health care provider or a medication that is authorized by federal or state law for general distribution and use without a prescription in the treatment of human diseases, ailments, or injuries.
• A medical review officer (MRO) is a licensed physician employed with or contracted with the Company who has knowledge of substance abuse disorders, laboratory testing procedures, and chain of custody collection procedures; who verifies positive, confirmed test results; and who has the necessary medical training to interpret and evaluate an employee’s positive test result in relation to the employee’s medical history or any other relevant biomedical information.

List of Common Medications That May Affect a Drug/Alcohol Test

The following is a list of the most common medications, which may alter or affect a drug test, and is not intended to be all-inclusive:

Alcohol: All liquid medications containing ethyl alcohol (ethanol). Please read the label for alcohol content. As an example, Vick’s Nyquil is 25% (50 proof) ethyl alcohol, Comtrex is 20% (40 proof), Contact Severe Cold Formula Night Strength is 25% (50 proof) and Listerine is 26.9% (54 proof).

Amphetamines: Obetrol, Biphetamine, Desoxyn, Dexedrine, Didrex, Ionamine, Fastin.

Cannabinoids: Marinol (Dronabinol, THC).

Cocaine: Cocaine HCl topical solution (Roxanne).

Phencyclidine: Not legal by prescription.

Methaqualone: Not legal by prescription.

Opiates: Paregoric, Parepectolin, Donnagel PG, Morphine, Tylenol with Codeine, Empirinwith Codeine, APAP with Codeine, Aspirin with Codeine, Robitussin AC, Guiatuss AC, Novahistine DH, Novahistine Expectorant, Dilaudid (Hydromorphone), M-S Contin and Roxanol (morphine sulfate), Percodan, Vicodin, Tussi-organidin, etc.

Barbiturates:Phenobarbital, Tuinal, Amytal, Nembutal,Seconal, Lotusate, Fiorinal, Fioricet, Esgic, Butisol, Mebaral, Butabarbital, Butalbital, Phrenilin, Triad, etc.

Benzodiazepines: Ativan, Azene, Clonopin, Dalmane, Diazepam, Librium, Xanax, Serax, Tranxene, Valium, Verstran, Halcion, Paxipam, Restoril, Centrax, Dolophine, Metadose.

Propoxyphene: Darvocet, Darvon N, Dolene, etc.

Medical Review Officer Contact Information

Employees and job applicants may consult with a medical review officer for technical information, regarding prescription or nonprescription medication.

Company’s medical review officer contact information is as follows:

Name: Dr. Brian N. Heinen

Address: 151 Leon Ave.

Eunice, LA 70535

Telephone: 888-382-2281

Email: healthsrvices@ghrr.com

Drug Rehabilitation Programs

Although the Restaurant does not maintain an Employee Assistance Program (EAP), the Restaurant does have a list of local providers of drug and alcohol treatment and family services that an employee may access without the Restaurant’s involvement.

It is the responsibility of an employee to seek assistance before alcohol and drug problems lead to disciplinary actions. Once a violation of this policy occurs, subsequently seeking treatment on a voluntary basis will not necessarily lessen disciplinary action and may, in fact, have no bearing on the determination of disciplinary action.

A medical provider can give an appropriate assessment, evaluation, counseling, and/or referral for treatment of drug and alcohol abuse. Employees may be granted leave with a conditional return to work, depending on successful completion of the agreed-upon treatment regimen, which may include follow-up testing.

The cost of seeking assistance will be the responsibility of the employee and is subject to provisions of Company’s health insurance plan, if any. Please consult the provider for specifics concerning this issue.

Employee Responsibility to Notify Laboratory

An employee or job applicant is responsible for notifying the testing laboratory of any administrative or civil action brought pursuant to Florida Statute 440.102 (West 2015).

Disciplinary Action

The Company maintains a zero-tolerance policy for illegal drug use and/or possession at any time and consumption and/or possession of any alcohol during the work day. Any employee resulting in a positive test will be immediately terminated.

All questions to this policy should be addressed to hr@evoc.one, the operations manager, or the assistant general manager. The Company may at any time in its sole discretion change the policy set forth above and will notify all employees via digital or written format.

Enforcement

Director of Operations and Human Resources Manager are responsible for policy interpretation, administration, and enforcement. The actions that the Restaurant may take against an employee or job applicant based on a positive confirmed drug/alcohol test result in immediate termination.