[{"data":1,"prerenderedAt":523},["ShallowReactive",2],{"document-food-service-manager-(general-manager-restaurant)-job-description-D11658":3},{"document":4,"label":24,"preview":11,"thumb":25,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":26,"breadcrumb":30,"related":34,"customDescModule":177,"customdescription":6,"mdFm":178,"mdProseHtml":522},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":16,"keywords":23},"JOB DESCRIPTION FOOD SERVICE MANAGER (GENERAL MANAGER, RESTAURANT) Brief description The position of food service manager consists of planning, directing, or coordinating activities of an organization or department that serves food and beverages. Tasks Coordinate assignments of cooking personnel to ensure economical use of food and timely preparation; Count money and make bank deposits; Establish standards for personnel performance and customer service; Investigate and resolve complaints regarding food quality, service, or accommodations; Maintain food and equipment inventories, and keep inventory records; Monitor budgets and payroll records, and review financial transactions to ensure that expenditures are authorized and budgeted; Monitor compliance with health and fire regulations regarding food preparation and serving, and building maintenance in lodging and dining facilities; Monitor food preparation methods, portion sizes, and garnishing and presentation of food to ensure that food is prepared and presented in an acceptable manner; Schedule and receive food and beverage deliveries, checking delivery contents to verify product quality and quantity; Schedule staff hours and assign duties. 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The Corporation may, in its sole discretion, increase or reduce the duties, or modify the title and job description, of the Employee from time to time, and any such increase, reduction or modification shall not be deemed a termination of this Agreement. ACCEPTANCE OF EMPLOYMENT Employee accepts employment with the Corporation upon the terms set forth above and agrees to devote all Employee's time, energy and ability to the interests of the Corporation, and to perform Employee's duties in an efficient, trustworthy and business-like manner. DEVOTION OF TIME TO EMPLOYMENT The Employee shall devote the Employee's best efforts and substantially all of the Employee's working time to performing the duties on behalf of the Corporation. The Employee shall provide services during the hours that are scheduled by the Corporation management. The Employee shall be prompt in reporting to work at the assigned time. NO CONFLICT OF INTEREST Employee shall not engage in any other business while employed by the Corporation. Employee shall not engage in any activity that conflicts with the Employees duties to the Corporation. Employee shall not provide any service or lend any aid or assistance to any party that competes with the services offered by the Corporation. Employee shall not provide any services to clients or prospective clients of the Corporation outside of the provision of services for the Corporation, whether such services are provided with or without compensation or remuneration. CORPORATION PROPERTY Employee acknowledges and agrees that while employed by the Corporation the Employee may be provided with use of computer equipment and other property of the Corporation. The use and possession of the such items shall be subject to any policies, requirements or restrictions established by the Corporation. Such items may only be used in performance of the Employee's duties for the corporation. On request of the Corporation, the Employee shall immediately deliver any such items to the Corporation. Upon termination of employment, Employee shall have the affirmative duty to return any such item to the Corporation whether a request is made or not. The obligation to return Corporation property shall extend and include any and all work product, client property, proprietary rights, intangible property, and all other property of the corporation regardless of the form or medium. COMPENSATION The Corporation shall pay the Employee such hourly compensation as determined by the Corporation. Payment shall be at the same time as the Corporations usual payroll to other employees. BONUS & BENEFITS Payment of any bonuses shall be at the complete discretion of the Corporation. No guarantee or representation that any bonuses will be paid has been made to the Employee. Standard benefits that are provided to other non-management employees shall be offered to the Employee, subject to the Corporation's policies and the terms and conditions of such benefits. WITHHOLDING All sums payable to Employee under this Agreement will be reduced by all federal, state, local, and other withholdings and similar taxes and payments required by applicable law. QUALIFICATIONS OF EMPLOYEE The employee shall satisfy all of the qualification that are established by the Corporation. TERM OF AGREEMENT There shall be no guaranteed term of employment. Employer acknowledges and agrees that Employee shall be an \"At Will\" Employee and that Employee's employment may be terminated at any time by the Corporation, with or without cause. FEES FROM EMPLOYEE'S WORK The Corporation shall have exclusive authority to determine the fees, or a procedure for establishing the fees, to be charged to clients by the Corporation for services that are provided by the Employee. All sums paid to the Employee or the Corporation in the way of fees, in cash or in kind, or otherwise for services of the Employee, shall, except as otherwise specifically agreed by the Corporation, be and remain the property of the Corporation and shall be included in the Corporation's name in such checking account or accounts as the Corporation may from time to time designate. CLIENTS AND CLIENT RECORDS The Corporation shall have the authority to determine who will be accepted as clients of the Corporation, and the Employee recognizes that such clients accepted are clients of the Corporation and not the Employee. All client records and files of any type concerning clients of the Corporation shall belong to and remain the property of the Corporation, notwithstanding the subsequent termination of the employment. POLICIES AND PROCEDURES The Corporation shall have the authority to establish from time to time the policies and procedures to be followed by the Employee in performing services for the Corporation. This may include, but is not necessarily limited to, employment policies, computer use policies, Internet access policies, email policies, and all other policies, procedures, directives, and mandates established by the Corporation, whether or not in written form or formally adopted. Employee shall abide by the provisions of any contract entered into by the Corporation under which the Employee provides services. Employee shall comply with the terms and conditions of any and all contracts entered by the Corporation. TERMINATION Employee acknowledges and agrees that Employee is an \"at will\" employee of the Corporation. As such, no term of employment is created hereby and employee may be terminated at any time in the sole discretion of the Corporation, whether there exists any cause for termination or not. CREATIONS AND INVENTIONS Employee acknowledges and agrees that any and all work product of the Employee that is conceived or created during the Employee's employment with the Corporation is the exclusive property of the Corporation. This shall include any and all copyrights, trade secrets, confidential information, patents, trademarks, trade dress, ideas, concepts, plans, business plans, business concepts, techniques, inventions, drawings, artwork, logos, graphics, web pages, databases, software, programs, CGI's, plug ins, applications, brochures, inventions, marketing plans and concepts, and all other ideas and work product of the Employee. The Employee acknowledges and agrees that all creations shall be \"works made for hire\" as defined in the [ACT OR CODE]. Notwithstanding the fact that this material may be considered to be a work made for hire, Employee agrees, during Employee's employment and thereafter, which covenant shall survive any termination of the employment relationship, to execute any and all documents requested by the Corporation to confirm the Corporation's ownership and control of all such material, including but not limited to assignments of copyright, confirmations of work for hire status, waivers of proprietary rights, copyright application, and any other documents requested by Corporation. RESTRICTIVE COVENANTS","Employment Agreement_At Will Employee","7","https://templates.business-in-a-box.com/imgs/1000px/employment-agreement_at-will-employee-D541.png","https://templates.business-in-a-box.com/imgs/250px/541.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#541.xml",{"title":91,"description":6},"employment agreement_at will employee",[93,95,98],{"label":18,"url":94},"human-resources",{"label":96,"url":97},"Hire an Employee","hire-employee",{"label":99,"url":100},"Legal Agreements","business-legal-agreements","/template/employment-agreement_at-will-employee-D541",{"description":103,"descriptionCustom":6,"label":104,"pages":105,"size":9,"extension":10,"preview":106,"thumb":107,"svgFrame":108,"seoMetadata":109,"parents":111,"keywords":110,"url":114},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: JOB OFFER FOR [DESCRIBE] Dear [CANDIDATE NAME]: Congratulations! [Company name] is excited to offer you the position of [job title] with an expected start date of [day, month, year] at a starting salary of [dollar amount] per [hour, year, etc.]. You can expect to receive payment [weekly, biweekly, monthly, etc.], starting on [date of first pay period]. We must wrap up a few more formalities, including the successful completion of your [background check, drug screening, reference check, etc.]. As the [job title], you will report to [manager/supervisor name and title] at [workplace location] from [hours of day, days of week]","Job Offer Letter Long","1","https://templates.business-in-a-box.com/imgs/1000px/job-offer-letter-long-D12769.png","https://templates.business-in-a-box.com/imgs/250px/12769.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12769.xml",{"title":110,"description":6},"job offer letter long",[112,113],{"label":18,"url":94},{"label":96,"url":97},"/template/job-offer-letter-long-D12769",{"description":116,"descriptionCustom":6,"label":117,"pages":118,"size":9,"extension":10,"preview":119,"thumb":120,"svgFrame":121,"seoMetadata":122,"parents":124,"keywords":123,"url":131},"Employee Performance Review Standard Operating Procedure Department: Human Resources Purpose: Before doing the performance review, it's important that managers have already set up goals to their employees. Indeed, performance reviews are valuable for both the employee and the employer. It's a chance for managers to give praise for exceptional work and guidance for any shortcomings. Managers and supervisors should take this opportunity to have an open discussion about the future of the company and the potential for employee growth. Frequency: Quarterly Procedure: Set up goals for employees. Share with the employee how your organization will assess performance. Prepare the meeting. Establish the purpose of the performance review meeting conversation. Be specific and transparent in the meeting. Review the relevant parts of the performance review form. Discuss ideas for development/action plan. Agree upon specific actions to be taken by each of you. Summarize the performance review meeting conversation. Definition/Explanation: Goal: It is imperative that the employee knows exactly what is expected of his or her performance. Your periodic discussions about performance need to focus on these significant portions of the employee's job.","How to Review Employee Performance","3","https://templates.business-in-a-box.com/imgs/1000px/how-to-review-employee-performance-D12595.png","https://templates.business-in-a-box.com/imgs/250px/12595.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12595.xml",{"title":123,"description":6},"how to review employee performance",[125,128],{"label":126,"url":127},"Business Plan Kit","business-plan-kit",{"label":129,"url":130},"Business Procedures","business-procedures","/template/how-to-review-employee-performance-D12595",{"description":133,"descriptionCustom":6,"label":134,"pages":135,"size":136,"extension":10,"preview":137,"thumb":138,"svgFrame":139,"seoMetadata":140,"parents":141,"keywords":146,"url":147},"Employee Handbook Understanding employment at [YOUR COMPANY NAME] Revised on [DATE] Prepared By: [YOUR NAME] [YOUR JOB TITLE] Phone 555.555.5555 Email info@yourbusiness.com www.yourbusiness.com Table of Content Table of Content 2 Welcome to [YOUR COMPANY NAME]! 5 1. Organization Description 6 1.1 Introductory Statement 6 1.2 Customer Relations 6 1.3 Products and Services Provided 7 1.4 Facilities and Location(s) 7 1.5 The History of [YOUR COMPANY NAME] 7 1.6 Management Philosophy 7 1.7 Goals 8 2. The Employment 9 2.1 Nature of Employment 9 2.2 Employee Relations 9 2.3 Equal Employment Opportunity 10 2.4 Diversity 10 2.5 Business Ethics and Conduct 12 2.6 Personal Relationships in the Workplace 13 2.7 Conflicts of Interest 13 2.8 Outside Employment 14 2.9 Non-Disclosure 15 2.10 Disability Accommodation 16 2.11 Job Posting and Employee Referrals 17 2.12 Whistleblower Policy 18 2.13 Accident and First Aid 20 3. Employment Status and Records 21 3.1 Employment Categories 21 3.2 Access to Personnel Files 22 3.3 Personnel Data Changes 23 3.4 Probation Period 23 3.5 Employment Applications 24 3.6 Performance Evaluation 24 3.7 Job Descriptions 25 3.8 Salary Administration 25 3.9 Professional Development 26 4. Employee Benefit Programs 27 4.1 Employee Benefits 27 4.2 Vacation Benefits 27 4.3 Military Service Leave 29 4.4 Religious Observance 29 4.5 Holidays 29 4.6 Workers Insurance 30 4.7 Sick Leave Benefits 31 4.8 Bereavement Leave 32 4.9 Relocation Benefits 33 4.10 Educational Assistance 33 4.11 Health Insurance 34 4.12 Life Insurance 35 4.13 Long Term Disability 35 4.14 Marriage, Maternity and Parental Leave 36 5. Timekeeping / Payroll 40 5.1 Timekeeping 40 5.2 Paydays 40 5.3 Employment Termination 41 5.4 Administrative Pay Corrections 42 6. Work Conditions and Hours 43 6.1 Work Schedules 43 6.2 Absences 43 6.3 Jury Duty 45 6.4 Use of Phone and Mail Systems 45 6.5 Smoking 46 6.6 Meal Periods 46 6.7 Overtime 46 6.8 Use of Equipment 47 6.9 Telecommuting 47 6.10 Emergency Closing 48 6.11 Business Travel Expenses 49 6.12 Visitors in the Workplace 51 6.13 Computer and Email Usage 51 6.14 Internet Usage 52 6.15 Workplace Monitoring 54 6.16 Workplace Violence Prevention 55 7. Employee Conduct & Disciplinary Action 57 7.1 Employee Conduct and Work Rules 57 7.2 Sexual and Other Unlawful Harassment 58 7.3 Attendance and Punctuality 60 7.4 Personal Appearance 60 7.5 Return of Property 61 7.6 Resignation and Retirement 61 7.7 Security Inspections 62 7.8 Progressive Discipline 62 7.9 Problem Resolution 64 7.10 Workplace Etiquette 65 7.11 Suggestion Program 67 Acknowledgement of Receipt 68 Welcome to [YOUR COMPANY NAME]! On behalf of your colleagues, we welcome you to [YOUR COMPANY NAME] and wish you every success here. At [YOUR COMPANY NAME], we believe that each employee contributes directly to the growth and success of the company, and we hope you will take pride in being a member of our team. This handbook was developed to describe some of the expectations of our employees and to outline the policies, programs, and benefits available to eligible employees. Employees should become familiar with the contents of the employee handbook as soon as possible, for it will answer many questions about employment with [YOUR COMPANY NAME]. We believe that professional relationships are easier when all employees are aware of the culture and values of the organization. This guide will help you to better understand our vision for the future of our business and the challenges that are ahead. We hope that your experience here will be challenging, enjoyable, and rewarding. Again, welcome! [PRESIDENT NAME] President & CEO 1. Organization Description 1.1 Introductory Statement This handbook is designed to acquaint you with [YOUR COMPANY NAME] and provide you with information about working conditions, employee benefits, and some of the policies affecting your employment. You should read, understand, and comply with all provisions of the handbook. It describes many of your responsibilities as an employee and outlines the programs developed by [YOUR COMPANY NAME] to benefit employees. One of our objectives is to provide a work environment that is conducive to both personal and professional growth. No employee handbook can anticipate every circumstance or question about policy. As [YOUR COMPANY NAME] continues to grow, the need may arise and [YOUR COMPANY NAME] reserves the right to revise, supplement, or rescind any policies or portion of the handbook from time to time as it deems appropriate, in its sole and absolute discretion. Employees will be notified of such changes to the handbook as they occur. 1.2 Customer Relations Customers are among our organization's most valuable assets. Every employee represents [YOUR COMPANY NAME] to our customers and the public. The way we do our jobs presents an image of our entire organization. Customers judge all of us by how they are treated with each employee contact. Therefore, one of our first business priorities is to assist any customer or potential customer. Nothing is more important than being courteous, friendly, helpful, and prompt in the attention you give to customers. [YOUR COMPANY NAME] will provide customer relations and services training to all employees with extensive customer contact. Customers who wish to lodge specific comments or complaints should be directed to the [TITLE AND NAME OF THE PERSON RESPONSIBLE] for appropriate action. Our personal contact with the public, our manners on the telephone, and the communications we send to customers are a reflection not only of ourselves, but also of the professionalism of [YOUR COMPANY NAME]. Positive customer relations not only enhance the public's perception or image of [YOUR COMPANY NAME], but also pay off in greater customer loyalty and increased sales and profit. 1.3 Products and Services Provided You will find more information about our products and services by reading the [YOUR COMPANY NAME] Corporate Brochures. 1.4 Facilities and Location(s) Head Office: [ADDRESS] [CITY], [STATE] [ZIP/POSTAL CODE] [COUNTRY] 1.5 The History of [YOUR COMPANY NAME] [DESCRIBE THE HISTORY OF YOUR COMPANY HERE] 1.6 Management Philosophy [YOUR COMPANY NAME] management philosophy is based on responsibility and mutual respect. Our wishes are to maintain a work environment that fosters on personal and professional growth for all employees. Maintaining such an environment is the responsibility of every staff person. Because of their role, managers and supervisors have the additional responsibility to lead in a manner which fosters an environment of respect for each person. People who come to [YOUR COMPANY NAME] want to work here because we have created an environment that encourages creativity and achievement. [YOUR COMPANY NAME] aims to become a leader in [DESCRIBE YOUR COMPANY'S FIELD OF EXPERTISE]. The mainstay of our strategy will be to offer a level of client focus that is superior to that offered by our competitors. To help achieve this objective, [YOUR COMPANY NAME] seeks to attract highly motivated individuals that want to work as a team and share in the commitment, responsibility, risk taking, and discipline required to achieve our vision. Part of attracting these special individuals will be to build a culture that promotes both uniqueness and a bias for action. While we will be realistic in setting goals and expectations, [YOUR COMPANY NAME] will also be aggressive in reaching its objectives. This success will in turn enable [YOUR COMPANY NAME] to give its employees above average compensation and innovative benefits or rewards, key elements in helping us maintain our leadership position in the worldwide marketplace. 1.7 Goals [DESCRIBE YOUR COMPANY'S GOALS HERE] 2. 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NOW, THEREFORE, it is agreed as follows: NON-DISCLOSURE OF CONFIDENTIAL INFORMATION Both Parties understand and agree that each Party may have access to the confidential information of the other party. For the purposes of this Agreement, \"Confidential Information\" means proprietary and confidential information about the Disclosing Party's (or it's suppliers') business or activities. Such information includes all business, financial, technical, and other information marked or designated by such Party as \"confidential\" or \"proprietary.\" Confidential Information also includes information which, by the nature of the circumstances surrounding the disclosure, ought in good faith to be treated as confidential. For the purposes of this Agreement, Confidential Information does not include: Information that is currently in the public domain or that enters the public domain after the signing of this Agreement. Information a Party lawfully receives from a third Party without restriction on disclosure and without breach of a non-disclosure obligation. Information that the Receiving Party knew prior to receiving any Confidential Information from the Disclosing Party. Information that the Receiving Party independently develops without reliance on any Confidential Information from the Disclosing Party. Each Party agrees that it will not disclose to any third Party or use any Confidential Information disclosed to it by the other Party except when expressly permitted in writing by the other Party. Each Party also agrees that it will take all reasonable measures to maintain the confidentiality of all Confidential Information of the other Party in its possession or control. TERM The term of this Agreement is [number] of [years/months] from the date of execution by both Parties. TITLE The Receiving Party agrees that all Confidential Information furnished by the Disclosing Party shall remain the sole property of the Disclosing Party. DISCLAIMER","Non Disclosure Agreement Nda","https://templates.business-in-a-box.com/imgs/1000px/non-disclosure-agreement-nda-D12692.png","https://templates.business-in-a-box.com/imgs/250px/12692.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12692.xml",{"title":155,"description":6},"non disclosure agreement nda",[157,158],{"label":99,"url":100},{"label":159,"url":160},"Confidentiality Agreements","confidentiality-agreement","/template/non-disclosure-agreement-nda-D12692",{"description":163,"descriptionCustom":6,"label":164,"pages":165,"size":166,"extension":10,"preview":167,"thumb":168,"svgFrame":169,"seoMetadata":170,"parents":171,"keywords":175,"url":176},"INDEPENDENT CONTRACTOR AGREEMENT This Independent Contractor Agreement (\"Agreement\") is made and effective [Date], BETWEEN: [INDEPENDENT CONTRACTOR NAME] (the \"Independent Contractor\"), a company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] AND: [YOUR COMPANY NAME] (the \"Company\"), a company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] RECITALS Independent Contractor is engaged in providing [Describe] business services, its Employer Tax I.D. Number is [Insert], and its Business License Number is [insert]. Independent Contractor has complied with all Federal, State, and local laws regarding business permits, sales permits, licenses, reporting requirements, tax withholding requirements, and other legal requirements of any kind that may be required to carry out said business and the Scope of Work which is to be performed as an Independent Contractor pursuant to this Agreement. Independent Contractor is or remains open to conducting similar tasks or activities for clients other than the Company and holds themselves out to the public to be a separate business entity. Company desires to engage and contract for the services of the Independent Contractor to perform certain tasks as set forth below. Independent Contractor desires to enter into this Agreement and perform as an independent contractor for the company and is willing to do so on the terms and conditions set forth below. NOW, THEREFORE, in consideration of the above recitals and the mutual promises and conditions contained in this Agreement, the Parties agree as follows: TERMS This Agreement shall be effective commencing [Date], and shall continue until terminated at the completion of the Scope of Work which shall occur no later than [Date] or by either party as otherwise provided herein. STATUS OF INDEPENDENT CONTRACTOR This Agreement does not constitute a hiring by either party. It is the parties intentions that Independent Contractor shall have an independent contractor status and not be an employee for any purposes, including, but not limited to, [laws]. Independent Contractor shall retain sole and absolute discretion in the manner and means of carrying out their activities and responsibilities under this Agreement. This Agreement shall not be considered or construed to be a partnership or joint venture, and the Company shall not be liable for any obligations incurred by Independent Contractor unless specifically authorized in writing. Independent Contractor shall not act as an agent of the Company, ostensibly or otherwise, nor bind the Company in any manner, unless specifically authorized to do so in writing. TASKS, DUTIES, AND SCOPE OF WORK Independent Contractor agrees to devote as much time, attention, and energy as necessary to complete or achieve the following: [Describe]. The above to be referred to in this Agreement as the \"Scope of Work\". It is expected that the Scope of Work will completed by [Date]. Independent Contractor shall additionally perform any and all tasks and duties associated with the Scope of Work set forth above, including but not limited to, work being performed already or related change orders. Independent Contractor shall not be entitled to engage in any activities which are not expressly set forth by this Agreement. The books and records related to the Scope of Work set forth in this Agreement shall be maintained by the Independent Contractor at the Independent Contractor's principal place of business and open to inspection by Company during regular working hours. Documents to which Company will be entitled to inspect include, but are not limited to, any and all contract documents, change orders/purchase orders and work authorized by Independent Contractor or Company on existing or potential projects related to this Agreement. Independent Contractor shall be responsible to the management and directors of Company, but Independent Contractor will not be required to follow or establish a regular or daily work schedule. Supply all necessary equipment, materials and supplies. Independent Contractor will not rely on the equipment or offices of Company for completion of tasks and duties set forth pursuant to this Agreement. Any advice given Independent Contractors regarding the scope of work shall be considered a suggestion only, not an instruction. Company retains the right to inspect, stop, or alter the work of Independent Contractor to assure its conformity with this Agreement. ASSURANCE OF SERVICES Independent Contractor will assure that the following individuals (the \"Key Employees\") will be available to perform, and will perform, the Services hereunder until they are completed (identify by title and name as applicable): [Name of Key Employee, Title] [Name of Key Employee, Title] The Key Employees may be changed only with the prior written approval of the Company, which approval shall not be unreasonably withheld. COMPENSATION Independent Contractor shall be entitled to compensation for performing those tasks and duties related to the Scope of Work as follows: [Describe] Such compensation shall become due and payable to Independent Contractor in the following time, place, and manner: [Describe] NOTICE CONCERNING WITHHOLDING OF TAXES Independent Contractor recognizes and understands that it will receive a [specify tax] statement and related tax statements, and will be required to file corporate and/or individual tax returns and to pay taxes in accordance with all provisions of applicable Federal and State law. Independent Contractor hereby promises and agrees to indemnify the Company for any damages or expenses, including attorney's fees, and legal expenses, incurred by the Company as a result of independent contractor's failure to make such required payments. AGREEMENT TO WAIVE RIGHTS TO BENEFITS Independent Contractor hereby waives and foregoes the right to receive any benefits given by Company to its regular employees, including, but not limited to, health benefits, vacation and sick leave benefits, profit sharing plans, etc. This waiver is applicable to all non-salary benefits which might otherwise be found to accrue to the Independent Contractor by virtue of their services to Company, and is effective for the entire duration of Independent Contractor's agreement with Company. This waiver is effective independently of Independent Contractor's employment status as adjudged for taxation purposes or for any other purpose. Neither this Agreement, nor any duties or obligations under this Agreement may be assigned by either party without the consent of the other. TERMINATION This Agreement may be terminated prior to the completion or achievement of the Scope of Work by either party giving [number] days written notice. Such termination shall not prejudice any other remedy to which the terminating party may be entitled, either by law, in equity, or under this Agreement. NON-DISCLOSURE OF TRADE SECRETS, CUSTOMER LISTS AND OTHER PROPRIETARY INFORMATION Independent Contractor agrees not to disclose or communicate, in any manner, either during or after Independent Contractor's agreement with Company, information about Company, its operations, clientele, or any other information, that relate to the business of Company including, but not limited to, the names of its customers, its marketing strategies, operations, or any other information of any kind which would be deemed confidential, a trade secret, a customer list, or other form of proprietary information of Company. Independent Contractor acknowledges that the above information is material and confidential and that it affects the profitability of Company. ","Independent Contractor Agreement","6",62,"https://templates.business-in-a-box.com/imgs/1000px/independent-contractor-agreement-D160.png","https://templates.business-in-a-box.com/imgs/250px/160.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#160.xml",{"title":6,"description":6},[172],{"label":173,"url":174},"Consultant & Contractors","consulting-contractor-business","independent contractor agreement","/template/independent-contractor-agreement-D160",false,{"seo":179,"reviewer":192,"quick_facts":196,"at_a_glance":199,"personas":203,"variants":228,"glossary":254,"clauses":288,"how_to_fill":339,"common_mistakes":380,"faqs":405,"industries":433,"comparisons":450,"diy_vs_lawyer":465,"jurisdictions":478,"related_template_ids_curated":499,"schema":510,"classification":511},{"meta_title":180,"meta_description":181,"primary_keyword":182,"secondary_keywords":183},"Food Service Manager Job Description Template | Free Word Download","Free food service manager job description template for restaurant and hospitality employers.","food service manager job description template",[184,185,186,187,188,189,190,191],"general manager restaurant job description","restaurant manager job description template","food service manager job description","restaurant general manager job description word","food service manager duties","restaurant manager job description free","food service general manager template","restaurant manager employment template",{"name":193,"credential":194,"reviewed_date":195},"Bruno Goulet","CEO, Business in a Box","2026-05-02",{"difficulty":197,"legal_review_recommended":198,"signature_required":198},"medium",true,{"what_it_is":200,"when_you_need_it":201,"whats_inside":202},"A Food Service Manager (General Manager Restaurant) Job Description is a binding employment document that defines the full scope of a restaurant general manager's role — duties, authority, qualifications, reporting structure, and performance expectations. This free Word download gives hospitality employers a professionally structured, legally defensible starting point they can edit online and export as PDF for offer packages and personnel files.\n","Use it when hiring or replacing a general manager for a restaurant, food service operation, catering company, or multi-unit hospitality group. It is also appropriate when formalizing an existing manager's role after a promotion or operational restructure.\n","Position summary, reporting structure, core responsibilities across front-of-house and back-of-house operations, staff management duties, financial accountability, compliance obligations, required qualifications and certifications, and compensation and benefits overview.\n",[204,208,212,216,220,224],{"title":205,"use_case":206,"icon_asset_id":207},"Independent restaurant owners","Formalizing a GM hire with a clear scope of authority and accountability","persona-small-business-owner",{"title":209,"use_case":210,"icon_asset_id":211},"Franchise operators","Standardizing the GM role across multiple locations in a franchise network","persona-franchise-applicant",{"title":213,"use_case":214,"icon_asset_id":215},"Hospitality HR managers","Replacing inconsistent GM offer packets with a single enforceable standard","persona-hr-manager",{"title":217,"use_case":218,"icon_asset_id":219},"Multi-unit restaurant groups","Defining GM authority levels and reporting lines across a regional portfolio","persona-operations-director",{"title":221,"use_case":222,"icon_asset_id":223},"Hotel and resort food and beverage directors","Documenting the GM role for an on-property restaurant or banquet operation","persona-ceo",{"title":225,"use_case":226,"icon_asset_id":227},"Catering and contract food service companies","Issuing formal job descriptions to site-level managers at client locations","persona-agency",[229,233,236,240,244,247,251],{"situation":230,"recommended_template":231,"slug":232},"Hiring a GM for a single independent full-service restaurant","Food Service Manager Job Description","food-service-manager-(general-manager-restaurant)-job-description-D11658",{"situation":234,"recommended_template":235,"slug":232},"Hiring a front-of-house manager who reports to the GM","Restaurant Floor Manager Job Description",{"situation":237,"recommended_template":238,"slug":239},"Defining the role of an executive chef with P&L responsibility","Executive Chef Job Description","banquet-chef-job-description-D11615",{"situation":241,"recommended_template":242,"slug":243},"Hiring a catering manager for event-based food service","Catering Manager Job Description","account-manager-job-description-D13506",{"situation":245,"recommended_template":246,"slug":243},"Hiring a district or area manager overseeing multiple locations","Area Manager Job Description",{"situation":248,"recommended_template":249,"slug":250},"Documenting the full employment relationship beyond the job description","Employment Contract","employment-agreement_at-will-employee-D541",{"situation":252,"recommended_template":253,"slug":243},"Hiring a bar manager with beverage P&L responsibility","Bar Manager Job Description",[255,258,261,264,267,270,273,276,279,282,285],{"term":256,"definition":257},"Job Description","A formal written document outlining a position's duties, required qualifications, reporting relationships, and performance expectations — used in hiring, performance management, and legal compliance.",{"term":259,"definition":260},"General Manager (GM)","The senior on-site leader of a restaurant or food service operation, accountable for revenue, costs, staffing, customer experience, and regulatory compliance.",{"term":262,"definition":263},"Food Handler Certification","A government-issued credential confirming that an individual has passed a food safety training program meeting local health department standards — required for managers in most North American jurisdictions.",{"term":265,"definition":266},"ServSafe","A nationally recognized food safety certification program administered by the National Restaurant Association, commonly required for restaurant managers in the United States.",{"term":268,"definition":269},"Cost of Goods Sold (COGS)","The direct cost of food and beverage ingredients consumed to generate revenue — typically expressed as a percentage of total sales and a key GM performance metric.",{"term":271,"definition":272},"Labor Cost Percentage","Total labor expense (wages, benefits, payroll taxes) divided by total revenue, expressed as a percentage — a primary financial control metric for restaurant managers.",{"term":274,"definition":275},"HACCP","Hazard Analysis and Critical Control Points — a systematic food safety framework identifying and controlling biological, chemical, and physical hazards in food production, required under most food service regulations.",{"term":277,"definition":278},"Reporting Structure","The documented hierarchy defining who a position reports to, who reports to the position, and the span of managerial control.",{"term":280,"definition":281},"At-Will Employment","An employment arrangement terminable by either party at any time for any lawful reason — the default standard in most US states, which affects how duties and termination clauses are worded in the job description.",{"term":283,"definition":284},"Essential Functions","The core duties a position must perform to fulfill its purpose — a legally significant designation under the ADA and equivalent disability statutes, requiring that job descriptions distinguish essential from marginal tasks.",{"term":286,"definition":287},"Span of Control","The number of direct reports a manager is responsible for supervising — typically 8–15 hourly employees plus 2–4 supervisors for a full-service restaurant GM.",[289,294,299,304,309,314,319,324,329,334],{"name":290,"plain_english":291,"sample_language":292,"common_mistake":293},"Position title and reporting structure","States the official job title, the location or locations covered, and the direct reporting line — both who the GM reports to and which positions report to the GM.","Position: General Manager — [RESTAURANT NAME]. Reports to: [OWNER / REGIONAL DIRECTOR / VP OPERATIONS]. Direct reports include: [KITCHEN MANAGER], [FRONT-OF-HOUSE SUPERVISOR], and all hourly staff at [LOCATION ADDRESS].","Listing a reporting line to a generic title like 'management' rather than a specific role. Ambiguous reporting structures create authority disputes and undermine the GM's ability to make operational decisions.",{"name":295,"plain_english":296,"sample_language":297,"common_mistake":298},"Position summary and authority scope","A 3–5 sentence overview of the role's purpose — the outcomes the GM owns and the level of decision-making authority granted, including hiring, termination, and budget authority.","The General Manager is accountable for the overall operation of [RESTAURANT NAME], including financial performance, team management, guest experience, and regulatory compliance. The GM has authority to hire and terminate hourly employees, approve schedules, and authorize expenditures up to $[AMOUNT] without additional approval.","Omitting dollar-threshold authority limits. Without a defined spending limit, finance and ownership have no clear control point, leading to unauthorized purchases and budget overruns.",{"name":300,"plain_english":301,"sample_language":302,"common_mistake":303},"Core operational duties","Itemizes the day-to-day management responsibilities across front-of-house and back-of-house operations — opening and closing procedures, floor presence, shift management, and service standards.","Duties include overseeing all daily operations including opening and closing procedures, monitoring service quality during peak periods, conducting pre-shift briefings, resolving guest complaints at point of contact, and ensuring facility cleanliness meets [HEALTH DEPARTMENT / BRAND] standards.","Writing duties as outcomes ('ensure guest satisfaction') without defining the specific behaviors or processes required. Outcome-only descriptions make performance management subjective and difficult to document for disciplinary purposes.",{"name":305,"plain_english":306,"sample_language":307,"common_mistake":308},"Financial management and P&L accountability","Defines the GM's responsibility for revenue targets, cost controls (food cost, labor cost, waste), cash handling, and reporting cadence to ownership or corporate.","The GM is responsible for achieving a weekly food cost below [X]% of net sales and a labor cost below [X]% of net sales. The GM will prepare and submit a weekly P&L variance report to [OWNER / REGIONAL DIRECTOR] by [DAY] each week and is accountable for all cash handling procedures and end-of-shift reconciliation.","Not specifying target cost percentages. A job description that says 'manage food and labor costs' without benchmarks gives the GM no measurable standard and makes performance reviews contentious.",{"name":310,"plain_english":311,"sample_language":312,"common_mistake":313},"Staff hiring, training, and performance management","Covers the GM's authority and responsibility for recruiting, onboarding, scheduling, coaching, disciplining, and terminating hourly and supervisory staff in compliance with employment law.","The GM is responsible for all hourly staffing decisions including recruitment, selection, onboarding, scheduling, performance counseling, and termination consistent with [COMPANY] policy and applicable employment law. The GM will conduct quarterly performance reviews for all direct reports using the company-approved evaluation form.","Granting termination authority without referencing compliance with company policy and employment law. An uncaveated termination clause creates employer liability if the GM terminates an employee without following proper procedure.",{"name":315,"plain_english":316,"sample_language":317,"common_mistake":318},"Food safety and regulatory compliance","States the GM's responsibility for maintaining compliance with local health codes, HACCP protocols, food handler certification requirements, alcohol licensing conditions (if applicable), and any brand standards audits.","The GM ensures all food handling, storage, and preparation practices comply with [STATE/PROVINCE] food safety regulations and HACCP standards. The GM maintains a current [ServSafe / equivalent] certification and ensures all food handlers hold valid food handler cards. The GM is the primary contact for health department inspections.","Listing compliance as a general responsibility without naming the specific regulatory framework. Vague compliance language does not put the employee on notice of the specific standards they are accountable for meeting.",{"name":320,"plain_english":321,"sample_language":322,"common_mistake":323},"Guest experience and service standards","Defines measurable expectations for guest satisfaction, complaint resolution authority, review monitoring, and the GM's personal floor presence obligations.","The GM maintains a minimum average guest satisfaction score of [X/5] on [PLATFORM] and responds to all negative reviews within [48] hours per company policy. The GM is expected to be present on the floor during peak service periods no fewer than [X] shifts per week.","Setting guest satisfaction standards without specifying the platform or measurement method. 'Maintain high guest satisfaction' is unenforceable without a defined metric and tracking source.",{"name":325,"plain_english":326,"sample_language":327,"common_mistake":328},"Required qualifications and certifications","Lists the minimum education, experience, licenses, and certifications required to be eligible for the role — including food safety certifications, alcohol server certifications, and any state-specific manager licenses.","Minimum qualifications: [X] years of restaurant management experience, including at least [X] years as a general manager or equivalent; current [ServSafe Manager / equivalent] certification; [TIPS / Smart Serve / equivalent] alcohol service certification where required by law; valid driver's license (if required for the role).","Setting qualification requirements so high that they exclude otherwise qualified candidates, or so low that they invite underqualified applicants and trigger discrimination claims if requirements are applied inconsistently.",{"name":330,"plain_english":331,"sample_language":332,"common_mistake":333},"Physical requirements and working conditions","Documents the physical demands of the role — standing, lifting, heat exposure — and the expected schedule including evenings, weekends, and holidays. This section has ADA and human rights code significance.","The GM must be able to stand and walk for up to [8] hours per shift, lift up to [50 lbs], and work in a commercial kitchen environment with exposure to heat, noise, and wet floors. The role requires availability to work evenings, weekends, and holidays as business needs require.","Skipping physical requirements entirely to avoid the awkwardness of the conversation. Omitting them removes the employer's ADA/accommodation documentation trail and creates inconsistency when accommodation requests arise later.",{"name":335,"plain_english":336,"sample_language":337,"common_mistake":338},"Compensation, benefits, and at-will acknowledgment","States the base salary or hourly rate, bonus or incentive structure, benefits eligibility, and — in US contexts — the at-will employment acknowledgment that the job description does not constitute a contract of employment.","Compensation: $[X] per year / $[X] per hour. Bonus eligibility: up to [X]% of base salary based on P&L performance targets. Benefits: as outlined in the current employee handbook. This job description does not constitute an employment contract and employment is at-will unless otherwise stated in a separate written agreement.","Omitting the at-will disclaimer in US job descriptions. Courts have found that specific performance standards and detailed duty lists in job descriptions create implied-contract claims when no disclaimer is present.",[340,345,350,355,360,365,370,375],{"step":341,"title":342,"description":343,"tip":344},1,"Enter the restaurant name, location, and entity details","Add the full legal entity name of the employer (not just the brand name), the specific location address, and the date the description takes effect. This ties the document to the right legal employer.","If the GM will oversee multiple locations, list each address or define the territory explicitly — authority over unnamed locations is frequently disputed.",{"step":346,"title":347,"description":348,"tip":349},2,"Define the reporting structure precisely","Identify the specific title the GM reports to (e.g., Owner, Regional Director of Operations) and list the direct report positions by title. Avoid generic labels like 'senior management.'","If the GM will rotate between a dotted-line and solid-line reporting relationship (common in franchise structures), document both in this section.",{"step":351,"title":352,"description":353,"tip":354},3,"Set financial targets and authority thresholds","Enter specific food cost and labor cost percentage targets, the discretionary spending limit the GM can approve without escalation, and the reporting cadence for P&L variance reports.","Align these numbers with your actual operating budget before finalizing — targets that differ from the financial model create an immediate credibility problem with the incoming GM.",{"step":356,"title":357,"description":358,"tip":359},4,"List all required certifications and licenses","Identify the specific food safety certification required in your state, province, or country (ServSafe, CIFS, Level 2 Award in Food Safety) and any alcohol server certifications mandated by local law. Check current requirements with your local health department.","Certification requirements vary by municipality even within the same state — verify the specific requirement for your city or county, not just the state standard.",{"step":361,"title":362,"description":363,"tip":364},5,"Document physical requirements and schedule expectations","Describe the physical demands of the role (standing, lifting, heat exposure) and state the expected schedule including nights, weekends, and holidays. Accuracy here protects you if an accommodation request arises later.","Use 'must be able to perform with or without reasonable accommodation' language to align with ADA requirements and equivalent statutes.",{"step":366,"title":367,"description":368,"tip":369},6,"Confirm the compensation and bonus structure","Enter base salary, bonus eligibility percentage, and the P&L metrics that trigger bonus payment. Add benefits eligibility by referencing the employee handbook rather than detailing specific plan terms.","Mark bonuses as discretionary unless you intend them to be guaranteed — a consistently paid bonus can become a contractual entitlement in several jurisdictions.",{"step":371,"title":372,"description":373,"tip":374},7,"Add the at-will disclaimer (US employers)","Include a clear statement that the job description does not constitute an employment contract and that employment is at-will. Place it in the compensation section or as a standalone final clause.","Have the GM sign and date the job description at hire and retain the signed copy in the personnel file — this creates the documentation trail needed if an implied-contract claim arises.",{"step":376,"title":377,"description":378,"tip":379},8,"Have both parties sign before the start date","Both the employer representative and the incoming GM should sign the job description before the first day of work. File the signed copy in the personnel record and provide a copy to the employee.","In Canada and the UK, signing after the start date can undermine the enforceability of restrictive provisions — execute before day one or provide documented fresh consideration.",[381,385,389,393,397,401],{"mistake":382,"why_it_matters":383,"fix":384},"Omitting the at-will disclaimer in US jurisdictions","Detailed job descriptions with specific performance standards have been found by courts to create implied employment contracts, exposing employers to wrongful termination claims when a GM is let go without cause.","Add a clear at-will disclaimer in the final section: 'This job description does not constitute an employment contract. Employment is at-will and may be terminated by either party at any time for any lawful reason.'",{"mistake":386,"why_it_matters":387,"fix":388},"No specific financial performance benchmarks","A GM held accountable for financial results needs defined targets. Without them, performance improvement plans and terminations for financial underperformance are nearly impossible to defend.","Enter specific food cost percentage targets, labor cost percentage targets, and revenue benchmarks aligned to the actual operating budget before presenting the offer.",{"mistake":390,"why_it_matters":391,"fix":392},"Skipping physical requirements and schedule expectations","Omitting physical demands removes the employer's ADA and human rights code documentation trail when an accommodation request is made, and creates disputes when the GM objects to weekend or holiday availability requirements.","Document specific physical demands (lifting weight, standing duration, heat exposure) and state schedule expectations including nights, weekends, and holidays using 'with or without reasonable accommodation' language.",{"mistake":394,"why_it_matters":395,"fix":396},"Granting termination authority without a compliance caveat","An uncaveated statement that the GM may 'hire and terminate staff' signals to the GM that they have unlimited discretion, increasing the risk of discriminatory or procedurally deficient terminations the employer must defend.","Add language tying termination authority to company policy and applicable employment law: 'consistent with [COMPANY] HR policy and applicable federal, state, and local employment law.'",{"mistake":398,"why_it_matters":399,"fix":400},"Listing qualifications that are applied inconsistently","Requiring a four-year degree for one candidate and waiving it for another of a different protected class is a textbook disparate-treatment discrimination claim waiting to be filed.","Review every qualification listed against your actual hiring history. Only include requirements you apply uniformly — if you routinely waive a degree requirement for experienced candidates, list 'degree or equivalent experience.'",{"mistake":402,"why_it_matters":403,"fix":404},"Signing the job description after the employee's start date","In common-law jurisdictions, post-start-date signatures lack fresh consideration, potentially voiding any restrictive provisions included in or referenced by the description.","Execute the signed job description on or before day one. If timing requires a post-start signature, document a specific benefit — a signing bonus, additional PTO, or a pay increase — as fresh consideration.",[406,409,412,415,418,421,424,427,430],{"question":407,"answer":408},"What is a food service manager job description?","A food service manager job description is a formal employment document that defines the full scope of a restaurant general manager's role — including duties, authority, qualifications, reporting structure, financial accountability, compliance obligations, and performance expectations. It serves as both a hiring tool and a legally defensible record of what the employer and employee agreed the role entailed, which is critical for performance management and termination decisions.\n",{"question":410,"answer":411},"Is a job description a legally binding document?","In most US jurisdictions, a job description is not itself an employment contract, provided it contains a clear at-will disclaimer. Without that disclaimer, courts have found detailed job descriptions — particularly those with specific performance standards and progressive discipline references — to constitute implied employment contracts. In Canada and the UK, a job description incorporated by reference into an employment contract carries binding weight. Always include an at-will or non-contract disclaimer for US contexts and consult an employment lawyer for cross-border roles.\n",{"question":413,"answer":414},"What certifications should a restaurant general manager have?","Most US states require a food protection manager certification — typically ServSafe or an equivalent accredited by the American National Standards Institute (ANSI). Alcohol service certification (TIPS, TABC, or state-equivalent) is required in jurisdictions where the restaurant holds a liquor license. In Canada, the Canadian Institute of Food Safety (CIFS) Food Handler Certificate is widely recognized; provincial requirements vary. In the UK, a Level 3 Award in Food Safety in Catering is the standard for supervisory roles. Confirm current requirements with your local health authority before finalizing the job description.\n",{"question":416,"answer":417},"What financial responsibilities should a restaurant GM's job description include?","A complete financial accountability section covers revenue targets, food cost percentage targets (typically 28–35% for full-service, 25–30% for fast casual), labor cost percentage targets (typically 30–35% of revenue), cash handling and reconciliation procedures, weekly P&L reporting to ownership, and the dollar threshold below which the GM can authorize expenditures without additional approval. Specifying these benchmarks in the job description creates the measurable standards needed for performance management and bonus calculations.\n",{"question":419,"answer":420},"Do I need an employment contract in addition to a job description?","Yes, for any GM role with meaningful financial exposure, a separate employment contract is strongly recommended. The job description defines the role; the employment contract governs the legal relationship — confidentiality, IP assignment, non-compete, non-solicitation, termination notice, severance, and governing law. Relying solely on a job description leaves the employer without enforceable restrictive covenants and creates ambiguity on termination obligations.\n",{"question":422,"answer":423},"What ADA requirements affect a food service manager job description?","The Americans with Disabilities Act requires employers to distinguish between essential functions and marginal tasks in job descriptions. Physical requirements (lifting, standing, heat exposure) must be listed accurately and apply only to genuinely essential functions. Using 'with or without reasonable accommodation' language signals that the employer will engage in the interactive process when needed. Overstating physical demands to screen out candidates is an ADA violation; understating them removes the documentation trail when an accommodation request arises.\n",{"question":425,"answer":426},"How detailed should the duties section be?","Detailed enough to define the GM's accountability clearly, but not so granular that any operational change requires a document amendment. Best practice is to list 8–12 core duty categories (operations, financial management, staffing, compliance, guest experience) with a brief description of each, plus a catch-all clause such as 'and other duties as reasonably assigned.' Over-specifying makes the description a constraint rather than a governance tool.\n",{"question":428,"answer":429},"Can a job description be used to support a termination for cause?","Yes — a signed, specific job description is one of the most useful documents in a termination-for-cause proceeding. It establishes what the employee agreed to do, against which documented performance failures can be measured. Courts and labor arbitrators routinely review job descriptions to assess whether a performance standard existed and whether the employee had notice of it. A vague or unsigned job description undermines the employer's position significantly.\n",{"question":431,"answer":432},"What schedule and availability language should a restaurant GM job description include?","State explicitly that the role requires evening, weekend, and holiday availability and that specific shift requirements will vary based on business needs. Include a minimum floor presence expectation (e.g., present during peak service periods on no fewer than five shifts per week). Vague availability language leads to disputes when the GM declines to cover weekend shifts or objects to a schedule change.\n",[434,438,442,446],{"industry":435,"icon_asset_id":436,"specifics":437},"Full-Service Restaurants","industry-food-beverage","GM scope covers both front-of-house and back-of-house operations, liquor license compliance, table-turn management, and tipped-employee payroll rules.",{"industry":439,"icon_asset_id":440,"specifics":441},"Quick Service and Fast Casual","industry-retail","High-volume throughput targets, drive-through speed-of-service metrics, franchise brand standard audits, and hourly workforce scheduling compliance are primary accountability areas.",{"industry":443,"icon_asset_id":444,"specifics":445},"Hotel and Resort Food and Beverage","industry-professional-services","GM role interfaces with property-wide hotel operations, banquet and catering management, multiple outlet oversight, and union collective agreements in many properties.",{"industry":447,"icon_asset_id":448,"specifics":449},"Contract and Institutional Food Service","industry-manufacturing","GM accountability includes client contract compliance, cost-plus or fixed-price management, and adherence to institutional dietary and allergen standards at healthcare or education sites.",[451,453,457,461],{"vs":249,"vs_template_id":250,"summary":452},"A job description defines the role — duties, qualifications, and performance expectations. An employment contract governs the legal relationship — confidentiality, non-compete, termination notice, severance, and IP assignment. The job description is often attached as a schedule to the employment contract. Both documents serve different purposes and neither fully replaces the other for a senior hire like a restaurant GM.",{"vs":454,"vs_template_id":455,"summary":456},"Offer Letter","job-offer-letter-long-D12769","An offer letter confirms the candidate's acceptance of the role with basic terms — salary, start date, and position title. A job description is the operational and accountability document that governs what the GM is expected to do. The offer letter triggers acceptance; the job description defines the ongoing standard of performance the GM is held to.",{"vs":458,"vs_template_id":459,"summary":460},"Performance Review Form","employee-performance-review-D13509","A job description establishes the duties and standards the GM is hired to meet. A performance review form measures actual performance against those standards over a defined period. The review form has no grounding without a specific, signed job description to anchor the evaluation criteria — both documents work together as a performance management system.",{"vs":462,"vs_template_id":463,"summary":464},"Restaurant Manager Job Description (Shift/Floor Manager)","D{RESTAURANT_FLOOR_MANAGER_JD_ID}","A shift or floor manager job description covers a narrower operational scope — service standards, floor coverage, and team leadership during a single shift. A general manager job description covers the full business — P&L accountability, hiring authority, compliance ownership, and strategic decisions. The two documents define different authority levels and should not be used interchangeably.",{"use_template":466,"template_plus_review":470,"custom_drafted":474},{"best_for":467,"cost":468,"time":469},"Independent restaurant owners and small hospitality groups hiring a GM in a single domestic jurisdiction","Free","30–45 minutes",{"best_for":471,"cost":472,"time":473},"Multi-unit operators, franchise locations requiring brand-specific compliance language, or employers in jurisdictions with complex food safety or employment law","$300–$600","1–3 days",{"best_for":475,"cost":476,"time":477},"Large hospitality groups, unionized operations, multi-jurisdiction employment, or roles with significant non-compete or IP requirements","$1,000–$3,000+","1–2 weeks",[479,484,489,494],{"code":480,"name":481,"flag_asset_id":482,"note":483},"us","United States","flag-us","At-will employment is the default in 49 states, making an at-will disclaimer in the job description critical to avoiding implied-contract claims. The FLSA requires GM roles to meet the executive exemption test (primary duty of management, supervision of two or more employees, authority to hire/fire) to be classified as exempt from overtime — misclassification exposes employers to significant back-pay liability. Food protection manager certification requirements vary by state and municipality; confirm with the local health authority. The ADA requires that essential functions be identified and physical requirements accurately documented.",{"code":485,"name":486,"flag_asset_id":487,"note":488},"ca","Canada","flag-ca","At-will employment does not exist in Canada — all provinces mandate notice or pay in lieu of notice for termination. A job description incorporated into or attached to an employment contract carries contractual weight. Ontario's Employment Standards Act and equivalent provincial statutes set minimum notice, overtime, and scheduling requirements that must align with the duties and hours described in the job description. Quebec employers must provide documentation in French. Food handler certification requirements are set provincially and vary significantly.",{"code":490,"name":491,"flag_asset_id":492,"note":493},"uk","United Kingdom","flag-uk","UK employers must provide a written statement of employment particulars — which typically incorporates the job description — on or before day one. The Equality Act 2010 requires that physical requirements and working conditions be genuinely necessary for the role to avoid indirect discrimination claims. Food hygiene regulations require that food business operators ensure managers have adequate food safety training — typically a Level 3 Award in Food Safety in Catering for supervisory roles. Working time regulations limit average weekly hours to 48 unless an opt-out agreement is signed.",{"code":495,"name":496,"flag_asset_id":497,"note":498},"eu","European Union","flag-eu","The EU Transparent and Predictable Working Conditions Directive requires employers to provide written terms of employment within 7 days of hire, which typically incorporates job description elements. EU member states impose varying food safety training requirements under Regulation (EC) No 852/2004, with national competent authorities setting specific certification standards. Working time directives limit average weekly hours to 48 across member states, with specific rest period requirements affecting the schedule expectations stated in the job description. Non-discrimination directives require that qualifications and physical requirements be strictly justified by the genuine needs of the role.",[250,455,500,501,502,503,504,505,506,507,508,509],"how-to-review-employee-performance-D12595","employee-handbook-D712","non-disclosure-agreement-nda-D12692","independent-contractor-agreement-D160","employee-dismissal-letter-D508","restaurant-business-plan-D12047","employment-agreement-executive-D543","fixed-term-contract-D13225","remote-work-agreement-D13282","temporary-employment-contract-D12734",{"emit_how_to":198,"emit_defined_term":198},{"primary_folder":94,"secondary_folder":512,"document_type":513,"industry":514,"business_stage":515,"tags":516,"confidence":521},"job-descriptions","form","food-and-hospitality","all-stages",[517,518,519,520],"food-service","hiring","employment","job-description",0.95,"\u003Ch2>What is a Food Service Manager (General Manager Restaurant) Job Description?\u003C/h2>\n\u003Cp>A \u003Cstrong>Food Service Manager Job Description\u003C/strong> is a formal employment document that defines the full scope of a restaurant general manager's role — covering position title, reporting structure, operational duties, financial accountability, staff management authority, regulatory compliance obligations, required certifications, physical requirements, and compensation terms. Unlike a casual offer letter, a properly drafted GM job description creates a documented, mutually acknowledged standard of performance that governs the employment relationship from day one. It functions simultaneously as a hiring tool, a performance management benchmark, and a legally defensible record of what both parties agreed the role required.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Hiring a restaurant general manager without a comprehensive, signed job description exposes your business to four compounding risks. First, without specific financial benchmarks — food cost targets, labor cost thresholds, spending authority limits — you have no enforceable standard for a performance improvement plan or termination when a GM underperforms financially. Second, omitting the at-will disclaimer in a US jurisdiction converts a detailed duty list into an implied employment contract, a mistake courts have ruled against employers in wrongful termination cases. Third, failing to document physical requirements and schedule expectations removes the paper trail needed when an accommodation request or scheduling dispute arises. Fourth, vague or unsigned job descriptions leave the employer unable to define the "cause" standard if a termination is challenged. This template gives restaurant owners, franchise operators, and hospitality HR teams a professionally structured, jurisdiction-aware starting point that closes all four gaps — in the time it takes to fill in the blanks.\u003C/p>\n",1779808884118]