INTRODUCTION TO CONTENTS
Welcome! As an employee of Hugo’s, you are a valued member of a team effort. We hope that you will find
your position with Hugo’s rewarding, challenging, and productive.
There are several things that are important to keep in mind about this Handbook. First, it contains only general
information and guidelines. It is not intended to be comprehensive or to address all the possible applications of, or
exceptions to, the general policies and procedures described. For that reason, if you have any questions
concerning eligibility for a particular benefit, or the applicability of a policy or practice to you, you should address
your specific questions to your immediate supervisor.
Second, the procedures, practices, policies and benefits described here may be modified or discontinued from time
to time. Hugo’s reserves the right to modify, supplement, deviate from or rescind any of its policies, procedures,
employee benefits or other terms and conditions of employment or any provision of this Handbook at any time,
with or without cause or notice, as it deems appropriate in its sole and absolute discretion. To be effective, any
such changes must be in writing signed by a Company Office or his/her designee. It is our intention to inform you
of any changes when they occur.
Third, this Handbook is not an employment contract. Neither this Handbook nor any other Company document
confers any contractual right; either expressed or implied, to remain in the Company’s employ. Nor does it
guarantee any fixed terms and conditions of your employment. Your employment is not for any specified or
definite period of time and may be terminated at any time at the will of either you or the Company, with or without
cause and with or without prior notice. No supervisor or other representative of the Company has the authority to
enter into any agreement for employment for any specified period of time or to make any agreement contrary to at
will employment except for the CFO of the Company and then only expressly in writing signed by him/her.
Finally, some of the benefits described in this Handbook are covered in detail in official insurance documents. You
should refer to these documents for specific information, since this Handbook only briefly summarizes those
benefits. Please note that the terms of the written plan documents are controlling to the extent there may be any
differences between what is in this Handbook and what is set forth in the plan documents.
Throughout this Handbook, we ask you to consult with Management before proceeding on certain personnel or
employment-related matters. There are several reasons for this. It enables Management to help you with difficult
personnel issues. Additionally, many practices that seem perfectly reasonable to you may, under certain
circumstances, have unintended consequences. Additionally, Management personnel can offer professional support
and assistance to help resolve your issues and concerns.
WORKING AT HUGO’S
RECRUITING AND HIRING
When hiring new employees, Hugo’s strives to recruit and select the best qualified applicants for employment on
the basis of qualifications, experience, abilities, and other characteristics necessary to competently perform each
specific job assignment. We strive to hire people that will excel in our team environment.
Background checks may be made on all employment candidates prior to hiring. The extensiveness of the
background check will be dependent on the position being applied for, but can include financial background,
felony background, employment background, etc.
When appropriate and feasible, Hugo’s will announce available positions to current employees before considering
external candidates. Employees hired from within the Company will be required to participate in the application
and interview process and meet all qualifications.
Teamwork is a must. No job is beneath you.
• If a guest walks through the door needing a table and the hostess is not available, it is your job as a
member of the team to seat them or at least let them know that someone will attend to them shortly.
• If the window is full of food but it is not “your” food, run it to the table anyway. Never leave the kitchen
• If you walk past any table full of empty plates, clear them. Never leave the floor empty-handed.
• If you use the restroom and find it a mess, tidy it up and let the bus person know if it needs a more
You may not be the “waiter” or the “bus person” or the “hostess”, however, the point is that if something needs to
be done, do it. We all need to work as a cohesive team. The spirit of gratitude will find you in return.
JOB CANDIDATE REFERRAL POLICY
Hugo’s is always looking for talented individuals and appreciates recommendations made by existing employees. If
you recommend someone who is hired for a Kitchen (Back of House) position on a full-time, regular basis and who
remains with the Company a minimum of 90 days, you are eligible for a recruiting bonus. The current referral fee
for a full-time, regular employee is $100. Hugo’s reserves the right to increase this amount, depending on
marketplace conditions or other circumstances. For the referral to be valid, the referring employee’s name must
appear on the employment application. Referral fees will be paid to the referring employee the month following
the new hire’s 90 days of continuous employment.