Server

Job Description

Job Description

JOB DESCRIPTION

Sell and serve food and alcoholic/non-alcoholic drinks in a professional manner as set by Irish 31 while following standards, guidelines, and policies and procedures.

Responsibilities and Essential Functions

The following is a list of what may be expected of  basic functions of this position but are not limited to. Other duties may be assigned as necessary. 
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Follows safety manual. 
• Adhering to service standards
• Must adhere to all policies and procedures stated in the Irish 31 Orientation.
• Practicing Legendary Steps of service – “what can I get you” vs Welcome, first name basis, in accordance with Irish 31 orientation and training. 
• Adhere to and conform to company dress code policies.
• Report to work in a neat and clean uniform. Well-groomed hair and personal hygiene are essential.
• Ensures that the highest possible standards of guest services are met. 
• Ability to interact with guests in a friendly/fast manner.
• All guests must be treated in a manner to ensure their complete satisfaction. Always strive to exceed guests’ expectations.
• MUST BE upbeat and welcoming to all guests. 
• Professionalism with guests.  Not “talking shop” with guests, sharing any Irish 31 private information, or talking to them about other team members or members of management.
• Maintain a professional demeanor with guests or peers on topics that can cause issues (i.e., politics, religion, etc.).
• Must be able to pass Responsible Service of Alcohol Test with a score of 90% or better.
• Maintains serve safe certification.
• Knowledge of food and drink menus as well as all food and drink specials and happy hour specials.
• Serve three to four tables, as determined by management.
• Portions out chips and fries correctly.
• Supplying and maintaining wait/service station. 
• Assists with bussing tables and dishes.
• Ability to clear and reset tables.
• Carry beverage stock to and from refrigerator and cabinets. 
• Have complete knowledge of ABC Restaurant’s food and beverage preparation.
• Ability to sell alcohol and food items.
• Knowledge and ability to use/operate a (POS) system and equipment, juice guns, cutting boards, soda guns, ice machines, shot glasses, mixers, pourers, knives, coffee machines, iced tea machines.  
• Able to accept different types of payment and make change.
• Flag table with a Bev Nap once a table is sat to alert that the table has been greeted. 
• Remove any empty glasses or finished dishes through the guests dining experience.
• In the absence of a food runner, check the kitchen for food orders and promptly run food. 
• Check identification of guests to ensure guests are of legal age to consume alcoholic beverages. Refuse to serve beverages in a polite manner to guests who are not of legal age.
• If a guest is consuming alcoholic beverages, observe guest’s behavior, count number of drinks served, and if the server feels they should not drive, offer a taxi. Do not hesitate to ask a manager to intervene.
• ALL DRINKS RANG IN IMMEDIATELY.
• Ensures that the correct food/beverages are rung in and uses correct cash/credit card when closing tab.
• Reports all tips/gratuities in accordance with the law.
• Utilize online access to fulfill scheduling and HR needs. 
• Must get along and be able to work as a team with coworkers.  
• Must maintain a positive and professional attitude at all times.
• Must stay busy when on the clock. Working while talking, never standing, or leaning in one spot for too long.
• Must be clocked in as Cleaning when doing the following: 

1. Assists with cleaning bathrooms, window and mopping of entire restaurant.
2. Assist with daily deep cleaning.

• Assists with keeping FOH and server workstations cleaned, stocked, and organized throughout the shift. 
• Responsible for daily regular cleaning duties, sweep/mop the FOH, and any additional cleaning set by Irish 31 or management.
• Talking at service bar (don’t, unless it is 31)
• Zero tolerance for any kind of theft.  Examples:

1. Giving away drinks, food, and any other product 
2. Not ringing in drinks properly
3. “forgetting” to ring in drinks.
4. Waste 
5. Over pouring, over portioning 
6. Money shortages
7. Not splitting tips correctly
8. Drinking on the job
9. Eating chips or fries out of the chip bowl.
10. Eating anything that has not been rang in properly (sauces included) or “dead” food. 

• Cutting fruit, fruit rotation FIFO and not over cutting. 
• Labeling anything that is perishable.  
• No personal items permitted in coolers, sever stations, kitchen areas, or stored behind the bar.
• Line of site – keep the bar neat and organized, putting things back after use and keeping all items stored properly.  
• BAW and BAG
• Communication in the kitchen is to the expo only/manager only.  If there is not one present, the lead cook. “ Keep it 31 at all times and do not distract the BOH team or disrupt productivity.”

Competencies

• Customer/Client Focus.
• Ethical Conduct.
• Initiative.
• Thoroughness.

Supervisory Responsibility

This position has no supervisory responsibilities.

Work Environment

This position operates in a restaurant setting. The noise level in the work environment can be loud. The employee may be exposed to hazards including, but are not limited to, cuts, slipping, tripping, falls and burns. Frequent hand washing is required.

Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.

While performing the duties of this job, the employee is regularly required to talk and hear. This position is very active and requires standing, walking, bending, kneeling, stooping and crouching. The position may require occasional lifting of products weighing up to 45 pounds.

Position Type and Expected Hours of Work

This position regularly requires long hours and frequent weekend work.

Travel

No travel is expected for this position. Though, you must have a reliable form of transportation and/or a reliable source of transportation to successfully meet the demands and timeframe of scheduled shift(s) and must always be on time.

Required Education and Experience

• High school diploma or equivalent.
• State applicable health and/or alcohol compliance card.
• Must be of legal age according to state regulations to serve alcohol.

Preferred Education and Experience

Prior server experience.

Additional Eligibility Qualifications

None required for this position.

Work Authorization/Security Clearance

None required for this position.

AAP/EEO Statement

Irish 31 is committed to having a workplace free of illegal discrimination and harassment on the basis of age, race, color, sex, national origin, religion, disability, genetic information, marital status, and any other status protected by federal, state, or local law.
All employees are required to refrain from illegal discrimination and harassment, and to report any violation of the policy, whether against them or any other person.  Illegal discrimination and harassment against employees, customers, vendors, and any other persons associated with our business is taken very seriously and will not be tolerated.

When our nondiscrimination policies apply

Our policies are applicable to any interaction between our employees that affects employees in their work.  This means, for instance, that inappropriate conduct, even when not during working hours, taking place outside of the workplace, and/or communicated over private channels (such as a mobile phone or home computer) can violate our policies if the effects of the conduct are felt by an employee at work.

Unlawful harassment

Harassment based on any protected status is prohibited; however, our strict prohibition of sexual harassment may require additional clarification.  Sexual harassment can include any unwelcome requests for sexual favors, touching, comments, gestures, telephone or computer communications, or other behavior of a sexual nature, when submitting to such conduct is either explicitly or implicitly a term or condition of employment, is used as the basis for employment decisions, interferes with someone’s job performance, or creates an intimidating, hostile, or offensive working environment.

Reporting and resolving discrimination and harassment concerns

Illegal Harassment and discrimination cannot be eliminated without the help of every employee; it is everyone’s responsibility.  If an employee believes they are being illegally discriminated against or harassed, the employee should tell the person who is harassing or discriminating against them what behavior they want to stop and why.  Also, if an employee believes that illegal discrimination or harassment has occurred or is occurring (whether the employee or anyone else is the victim); employees should immediately report it to their GM and/or Management.  If an employee does not receive a satisfactory resolution, continue to report it up the chain of authority.  If an employee is not comfortable approaching a particular person in the chain of authority (for instance, if the employee believes their GM and/or Management is sexually harassing or discriminating against them), skip a level and go to the next person in the chain all the way to the Corporate Office and/or VP if necessary. 
Open door policy

All Corporate, GM’s, and/or Managers maintain an “open door” policy to listen to employee concerns about potential illegal discrimination and harassment.  Employees may bring these concerns up at any time.

No retaliation

Employees have the right to complain of illegal discrimination and harassment without retaliation.  As long as employees act in good faith (for instance, by telling the whole truth to the best of the employee’s knowledge and cooperating with any investigations), no adverse employment action will be taken against the employee for complaining about illegal discrimination or harassment. If an employee feels they are being improperly retaliated against, report it following the same procedures he or she would follow to complain of illegal discrimination or harassment.  Remember, just as the employee has a right to bring these matters up, employees also have a responsibility to do so; if the employee does not bring them up they cannot be addressed.  Because we prohibit retaliation, there is never a good excuse for failing to report discrimination or harassment.

When a complaint is made

If a complaint about potential illegal discrimination, harassment or retaliation is made, the Irish 31 Live will promptly investigate the complaint.  Investigations will be done with due respect for all involved.  All employees are required to cooperate in investigations including by telling the whole truth to the best of their knowledge, attending interviews with investigators appointed by the Irish 31 Live, providing all information (including any physical items such as documents or notes) they may have, and maintaining confidentiality.  The obligation to cooperate extends to both persons making a complaint and to anyone else the Irish 31 Live feels may have information relevant to an investigation.  If an investigation results in a finding that the Irish 31 Live’s policies forbidding illegal discrimination and harassment have been violated, the Irish 31 Live will take action intended to prevent any further violations.

Accommodation of disabilities

If an employee has a disability that impacts their ability to perform their job, the employee should speak with GM and/or Management regarding whether a reasonable accommodation may be available to help the employee perform the essential functions of his or her job.  Providing information (which may include information from medical providers) and cooperating with attempts to find reasonable accommodation is essential.

Other Duties

It is your responsibility to report all unauthorized actions such as but not limited to stealing, drinking on and/or before shift, giving away and/or discounting drinks, food/merchandise. Failure to report witnessed unauthorized actions will result in disciplinary action up to and including termination. 

Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice.