We take pride in what we do and feel that the performance of our employees is a reflection of our company as a whole, whether working in our warehouse, prep kitchen or on the event floor in front of guests.  We strive for excellence and therefore seek out skill, professionalism, and great attitudes from those that are a part of our team.  Our Employee Handbook outlines the expectations we have of our team members.  It is each employee’s responsibility to read our handbook as well as any company communications carefully so that they are familiar with our company policies and procedures.

Whenever possible, employees will receive a formal annual performance evaluation conducted by department leadership. Positive performance evaluations are the basis for promotions, pay increases, and shift priority. Staff members who do not follow our policies and procedures will be subject to disciplinary action. We use escalating disciplinary measures tailored to each individual case that arises.  A combination of coaching reminders, verbal warnings, written notices, mandated trainings, demotions, suspensions, and other such actions will be used when behavior is not acceptable and according to The Fire Society’s standards. Severe or repeated violations may result in termination without the possibility of rehire.  An employee’s recorded disciplinary actions will be taken into account when performance evaluations are conducted and can negatively affect shift offerings and priority, potential raises, eligibility for promotions and other company benefits.   

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Generally, here are some things to keep in mind: 

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Employees who receive the overall highest performance scores will receive shift priority.

Disciplinary offenses will have an impact on annual performance evaluation scores.

Employees who receive low performance evaluation scores may not be eligible for compensation increases.

Employees who receive low performance evaluations will be offered fewer shifts. ​