Employee Handbook

TEAM MEMBER HANDBOOK ©2025 UP HOSPITALITY PARTNERS, LLC. The contents of this handbook are presented for your reference and information. We hope it will provide useful information about Up Hospitality Partners, LLC as well as your job expectations.

This Team Member Handbook, except as noted below, is not a contract for, or a guarantee of, employment or continuing employment. The company reserves the right to modify or change any of the standards and practices contained in this handbook periodically as may be necessary (other than your employment at-will status). No oral statements, presentations or practices of any officer or team member of the company will act to modify or change any of these standards and practices. All changes will be in writing.

Some guidelines in this handbook—especially those relating to federal or state compliance issues—are abbreviated for clarity. If you would like additional information on any topic outlined here, please ask your manager.

We’re honored that you’ve chosen to be part of our restaurant team. At Germantown Café, Park Café, and Karrington Rowe, we don’t just serve meals—we carry forward the legacy of neighborhood institutions that have brought people together for decades.

We believe restaurants at their best have the opportunity to be leadership schools, and we operate with that mindset daily. Our supervisors are here to coach, support, and challenge each of us. Together, we strive to create something exceptional: memorable and reliable hospitality that leaves a lasting imprint on both our guests and each other.

This isn’t just about food or service. It’s about purpose. We are a values-driven group committed to making a meaningful difference in the lives of our guests and in your personal and professional growth. We show up with intention, creativity, and accountability—every shift, every moment.

We’re excited to learn with you, grow with you, and continue building something lasting—together. Welcome aboard.

With pride and purpose,
Up Hospitality Partners
Sean Lyons · GR Boone · Jeffrey Martin

Germantown Café has been a defining part of Nashville’s dining landscape since 2003, when founders Chris Lowry and Jay Luther opened its doors with a dream built on three decades of industry experience. Long before Germantown became one of the city’s most sought-after neighborhoods, the Café established itself as a destination for locals—a place where regulars dined multiple times a week and knew the team by name.

By 2006, surging demand led to an expanded bar and the addition of a private dining room. In 2012, following Jay’s passing, longtime sous chef Jeff Martin stepped in to help guide the restaurant forward. Then in 2020, a devastating tornado—followed closely by the COVID-19 pandemic—forced another crossroads. Rather than step back, the team reinvested in what made Germantown Café special while evolving for the future.

Today, Germantown Café continues to blend timeless hospitality with a modern spirit—a home away from home that proudly sets the pace for what neighborhood dining can be.

Since opening in 2001, Park Café has been a cornerstone of the Sylvan Park neighborhood—a beloved gathering place where locals and visitors celebrate, connect, and enjoy thoughtfully prepared food in a relaxed yet refined setting. Originally founded by Chef Willy Thomas and his wife Yvette, the restaurant quickly became known for its eclectic, seasonal menu.

A major renovation in 2015 introduced a fresh, modern ambiance, including a warm bar that flows into a sunlit dining room framed by towering windows. On Christmas Day 2023, Park Café entered a new chapter under the stewardship of Up Hospitality Partners, committed to honoring what has always made Park special while evolving it for the next generation.

Karrington Rowe was created not just to serve food, but to become a place that feels like a celebration of Nashville itself. Every detail—every dish, every greeting, every playlist, every pour—is curated with intention to reflect the best of the city: warm, creative, lively, and real.

As the newest concept from the team behind Germantown Café and Park Café, Karrington Rowe carries forward a legacy of neighborhood hospitality trusted for over two decades. More than a restaurant, it is designed to be a gathering place where team members are empowered to grow and lead, and guests become regulars.

Our Purpose and Values are the foundation of everything we do at Up Hospitality Partners. They guide every decision—defining who we are, why we exist, and how we operate as we grow toward our vision.

Our Purpose

Our Core Values

• We are positive and proactively manage our emotions
• We are accountable and find a way
• We treat each other with dignity, equity and respect
• We are creative, sharp, organized and safe
• We grow personally and professionally through ongoing training and development
• We over deliver on value
• We are storytellers
• We are fiscally healthy

Our handbook is intentionally written in “first person” to add connection for each of us as teammates and team members. Any “legal” verbiage—language of statute or law—is left in the Handbook as such.

I am aware this handbook is designed to help me get familiarized with Up Hospitality Partners and understand how we do business; how important I am, and every team member is, in caring for our guests and making this a fun and rewarding place to work.

Hiring

Up Hospitality Partners hires only United States citizens and aliens authorized to work in the United States. Original documents establishing authorization must be provided within three days of hire. If not provided, the Company must terminate employment until appropriate documents are supplied.

Both team members and employers complete Department of Labor Form I-9. Information in Section 1 must be valid and authentic. If invalid documents are discovered at any time during employment, termination is required by law.

Non-Discrimination

Up Hospitality Partners is an equal opportunity employer. We will not tolerate discrimination based on race, sex, age, national origin, religion, sexual orientation, or disability. Employment decisions are made only for legitimate business reasons based upon qualifications and other nondiscriminatory factors.

Age Requirements

• Servers and bartenders must be at least 18 years of age per Tennessee law.
• Team members under 18 must comply with all federal wage and hour guidelines.
• Required work permits must be supplied when applicable.
• No team member under 18 may take orders for or serve alcoholic beverages.

Orientation Period

Training includes a 90-day Orientation Period during which performance fit is assessed. Ask for clarity and additional training as needed—UHP leadership encourages questions and support from management.

Training

Training is designed to support success. Adequate training is provided; you are not expected to work alone on a shift until ready. Trainers are among our best and certified for your position. UHP invests considerable time and resources in trainer education.

Feedback & Evaluation

Feedback is provided daily, weekly, and shift-by-shift. Performance feedback forms may range from certification and awards to counsel and behavior-based improvement, up to suspension or termination. Forms are tools for written records—positive or concerning—not inherently good or bad.

Schedules

• Schedules are prepared weekly by management and may be adjusted as volume demands change.
• Arrive 10–15 minutes before your shift; clock in at designated start time, in uniform, ready to work.
• Schedule changes require a replacement and manager approval (initial or digital) on the posted schedule.
• Full staffing is required on holidays and major events; time-off requests are honored when possible but not guaranteed.

Overtime

In accordance with Federal Minimum Wage Law, overtime is paid when working more than 40 hours in one week at one and one-half times the basic straight time rate. Tip Credit is factored into the hourly rate for tipped team members.

Consistent with our Purpose and Values, each team member is expected to perform within reasonable standards of conduct and restaurant policies.

Additional Disciplinary Issues

• Harassment or hostile work environment
• Invalid work authorization or false information
• No call, no show (no contact within 2 hours before shift)
• Clocking another team member in or out
• Leaving before scheduled end without permission
• Felony arrest or conviction
• Disorderly conduct, gambling on property, refusal to follow instructions
• Failure to perform satisfactorily during 90-day orientation
• Alcohol at work without permission or under the influence
• Waste or destruction of property
• Excessive tardiness (5+ days in 30 days) or habitual failure to punch (5+ days in 30 days)
• Disclosing confidential or proprietary information
• Smoking or eating in unapproved areas
• Parking in guest-designated areas
• Failure to meet cleanliness, grooming, or uniform standards
• Unauthorized equipment operation or failure to report hazards/accidents
• Saying or acting out “That’s not my job”

UHP is committed to a safe and productive work environment. Alcohol and drug abuse pose a threat to health, safety, equipment, and facilities. This policy applies to all team members and applicants.

Drug-Free and Alcohol-Free Workplace

Report to work fit for duty and free of adverse effects of illegal drugs or alcohol. Lawful prescribed medications are permitted; consult your doctor about fitness for duty and disclose work restrictions to your supervisor.

Prohibited Conduct

While working, on company premises, operating company vehicles, or conducting UHP business off-site, team members may not use, possess, buy, sell, manufacture, or dispense illegal drugs (including paraphernalia), or be under the influence of alcohol or illegal drugs.

Required Testing

• Reasonable suspicion based on supervisor observations of use, possession, or impairment.
• Post-accident when causing serious damage or injury requiring off-site medical attention (testing within 2 hours when possible).

Inspections

UHP reserves the right to inspect premises for drugs, alcohol, or contraband. Refusal to cooperate or possession of contraband may result in discipline up to immediate discharge. Illegal substances may be turned over to law enforcement.

UHP policy is to treat all people with dignity, equity, and respect and provide a workplace free of harassment. Report incidents promptly to management, ownership, or the confidential call line.

Sexual Harassment

Actions, words, jokes, or comments based on legally protected characteristics will not be tolerated. Harassment by managers, hourly team members, guests, vendors, or the public may result in discipline up to termination. Non-staff violators may be expelled from facilities.

Examples of Prohibited Conduct

• Verbal: epithets, slurs, threats, derogatory jokes or nicknames
• Visual: offensive posters, graffiti, gestures
• Physical: assault, unwelcome touching, blocking movement
• Sexual: unwelcome advances, requests for favors, flirtation, inappropriate touching, explicit materials

Reporting Procedures

Report witnessed conduct to the manager on duty. If inappropriate or no timely response, contact the General Manager. If still unresolved, contact an owner: Sean Lyons, 630-276-8450, sean@uphospitalitypartners.com, or report anonymously per posted company procedures.

Work Absence

Team members are expected to work on a regular, consistent basis. Excessive absenteeism may result in disciplinary action up to termination, reviewed on an individual basis.

No Call, No Show

• Call your supervisor, manager, GM, or owner at least 2 hours before a missed or late shift.
• Failure to call or report for two consecutive shifts is considered voluntary resignation.

Planned Absence

• Complete an Employee Leave Request Form (from your manager) at least two weeks in advance when possible.
• Medical leave requires a doctor’s release to return.
• Failure to return at the end of an approved leave without satisfactory notice may be deemed job abandonment.

Tardiness

Scheduled time is when you are in uniform and on the job—not arrival time. Repeated tardiness (5 days within 30 days) is grounds for termination. Call the manager on duty if you will not begin on time.

Resignations

A two-week notice is requested to allow proper staffing and re-hire eligibility. Notice is a professional courtesy that supports your team and strengthens re-hire consideration.

Time Clock Procedures

• Notify your on-duty manager when you arrive; clock in within 5 minutes of shift start.
• Tampering with time records or clocking for another team member is prohibited and may result in termination.

Tip Reporting

Payroll Checks & Pay Stubs

Paychecks are available at your restaurant every Tuesday (subject to change) between 2–4pm. Pay stubs: www.adamskeegan.com/efficenter

Payroll Deductions & Address Changes

Paychecks show gross earnings and deductions for federal/state withholding, Social Security, and Medicare per your W-4. Report address changes promptly so W-2 forms reach the correct address. UHP complies with court-ordered garnishments.

Lost Paychecks

Report lost paychecks to your manager. Stop payment will be issued and a reissued check on the next payroll cycle, with a deduction equal to the bank stop-payment charge.

Health Insurance

UHP offers health insurance through State Farm, effective the first of the month following 60 days of full-time continuous employment. Full-time hourly employees (32+ scheduled hours/week) may enroll; UHP pays 25% of entry fee toward team member insurance (elective dental, vision, etc. not included).

Family and Medical Leave

Team members employed 12+ months with 1,250+ hours in the prior 12 months may be granted unpaid leave for birth/adoption, caring for an immediate family member with serious health condition, or a serious health condition rendering the team member unable to perform job functions—up to 12 work weeks per 12-month period, with reasonable prior notice when possible.

Holidays

You may be required to work holidays. UHP currently closes on: New Year’s Day, Memorial Day, 4th of July, Labor Day, Thanksgiving Day, morning only after Thanksgiving, Christmas Eve, Christmas Day, and morning only after Christmas.

Paid Time Off (PTO)

• Full-time hourly team members (32+ avg hours/week) receive 40 hours PTO after 12 consecutive months; unused time does not carry over.
• Submit Team Member Leave Request form at least one month in advance when possible.
• Approvals subject to business needs.

Worker’s Compensation

Report any on-the-job injury to the manager on duty immediately. The manager will document what happened, how, when, where, and witnesses. Disabling injuries require information on lawful benefits.

Employee Meals

• 30% discount on menu items during each shift (before/after shift or on break).
• 30% discount for up to four guests dining with you on time off (food and alcohol).
• Hourly team members off-duty may not sit or be served at the bar top—guest seating in dining room or bar tables only.

UHP encourages good use of off-duty time. Activities that harass team members, disrupt work, disclose confidential information, or harm UHP’s reputation may result in discipline up to termination.

• Do not use company equipment for non-work activities without Managing Partner permission.
• Personal blogs should disclaim that views are your own, not UHP’s.
• Respect coworkers, guests, vendors, and competitors; protect proprietary information.
• Do not use UHP logos or trademarks without written consent.
• When uncertain, consult your supervisor before posting.

Approved Restaurant Posts (GTC)

When given permission, approved photos must meet spec recipe requirements, clean backgrounds, proper lighting, and must not reveal proprietary information or inappropriate content.

Telephone Courtesy

Answer within two rings: “[Restaurant name], this is [your name].” Be friendly, polite, and thank callers. If uncertain, place on brief hold and get someone who knows the answer. Ask callers’ names when transferring to a specific person.

Management / Team Member Relations

UHP encourages positive working relationships. Management may not date or have close personal relationships with employees under their direct supervision or chain of command. Employees may not date direct supervisors. Relationships outside the chain of command are permitted if they do not negatively impact culture, harmony, or productivity.

Problem Solving

Use Purpose, Values, and Conscious Communication™ to address issues fairly and promptly. Speak up when something needs attention—bring facts, name the “moose,” and stay present. Escalate to a Managing Partner if unresolved.

• Wipe spills immediately; never run in hallways or the kitchen.
• Report defective equipment immediately; never operate untrained equipment.
• Pay special attention with slicers; never try to catch a falling knife.
• Call out “HOT, BEHIND!” when carrying hot items.
• Don’t place hot food in front of small children.
• Use proper lifting: bend knees, lift with legs, get help when needed.

Extended Safety Guidelines

Kitchen Equipment

• Use only authorized, trained equipment; safety guards in place before use.
• Unplug before cleaning; report frayed cords; never stand in water with electrical equipment.
• Maintain fryer shortening levels; use oven mitts when filtering.

Slips, Lifting, Cuts & Burns

• Non-slip shoes; walk don’t run; clean spills immediately and warn others.
• No lifting over 50 lbs; use dollies; bend knees, keep back straight.
• Safety gloves for knives; carry tips down; use broom for broken glass.
• Assume surfaces are hot; use mitts; alert dish station for hot ware.

Fire & Hazcom

• Know fire exits and extinguisher use; baking soda for small grill fires—never water.
• Know MSDS locations, eyewash station, and never mix bleach and ammonia.
• Store chemicals away from food with lids tight and proper labels.

• Wash hands after restroom, smoking, touching hair, eating, sneezing, or coughing; change gloves frequently.
• Sanitize counters, cutting surfaces, and utensils constantly.
• Prevent cross-contamination—wash and sanitize boards and tools between raw and ready-to-eat foods.
• Hold potentially hazardous foods below 45º or above 140º; minimize time in the danger zone.
• Store raw meat below prepared food; raw poultry on bottom shelf; chemicals away from food.

Dining Room

• Shoes: brown or black, not tennis shoes; clean boots or dress shoes.
• Pants: black jeans or slacks, full length, no rips.
• Shirts: black, professional, not t-shirt style; cover shoulders; good condition.
• Appearance: clean groomed hair pulled back; neat facial hair; limited jewelry; no cologne/perfume; earrings max 1 inch.

Kitchen

• Black non-slip work shoes; black utility/chef pants; black t-shirts with company aprons.
• Chef jackets as awarded; hair restraints; no excessive fragrance or jewelry.

Report all accidents to the manager on duty. In emergencies (injury, choking), notify management immediately.

Crime and Robbery

Fire Protection

Know fire extinguisher and suppression system locations. If the alarm sounds, assist guests to the nearest exit immediately and explain Fire Alarm Status.

We are committed to sensible, socially responsible alcohol service. Employees who serve must:

• Not allow underage staff to serve alcohol.
• Not serve intoxicated persons or anyone under legal drinking age (ID required per TN law).
• Offer nonalcoholic alternatives.

Alcohol Awareness (GTC)

ID every guest regardless of age. Physical DMV or issuing authority ID required—not expired. Watch for slurred speech, glassy eyes, impaired judgment, and take action at first signs—cease service and inform management. Managers back cut-off decisions. Never physically detain guests; call police if needed. Offer food, taxi, and discourage driving.

Recipes, procedures, and internal practices are proprietary. Do not disclose processes or recipes unless directed by a Managing Partner. Civil action may be taken for violations.

Solicitation

• No solicitation during working time (lunch/rest breaks excepted).
• Non-employees may not solicit on company property except public areas in conjunction with public use.

Management

Management may use phones for business; prioritize service and team needs. Preferred use: office, storage areas, or outside. Permitted roles: GM, Service Managers, Chefs, Bar Manager, Shift Leads when scheduled.

Staff

Non-management employees may not use cell phones in view of guests except communication with management or assigned tasks. Applies to kitchen, dish, servers, bartenders, hosts/RBRs.

Cell phones may be held on your person but cannot be taken out without manager approval.

This Employee Handbook does not constitute a contract of employment. The Company reserves the right to add, delete, or change any portion with or without notice.

I acknowledge receipt of, and have read, the Employee Handbook outlining my benefits and obligations. I understand the Standards of Conduct and agree to abide by all policies. I understand I am an at-will employee.

Management may not date or have close personal relationships with employees under their supervision or chain of command. Employees may not date direct supervisors. Management should avoid relationships that create favoritism perceptions. Relationships outside the chain of command are permitted if they do not harm culture or productivity. Violations may result in termination.

Per U.S. Department of Labor requirements (effective May 5, 2011):

• Cash wage for servers/bartenders: $2.25–4 per hour
• Tips credited as wages (with sufficient tips): $3.25 per hour
• You retain all tips except valid tip pooling among customarily tipped employees
• Tip credit does not apply unless you have been informed of these requirements

Contact Sean Lyons with questions. Return signed notice to the General Manager.

Tennessee allows tipped employees to voluntarily waive a 30-minute unpaid meal break when shifts are 6 hours or less. Waivers expire each calendar year; renew by January 1. You may rescind in writing or take a meal break when business allows.

It is against the law to work off the clock. You must be clocked in under the correct job code to ring orders.

To Clock In

1. Enter your server number
2. Press “Time Clock”
3. Press “Trainee” or “Server” after training
4. Press “Clock In”

To Clock Out (Automatic)

1. Enter server number → Go → Table Service → Shift Review
2. Complete Shift Review prompts → “Finish + Clock Out”

To Clock Out (Manual)

1. Enter server number → Time Clock → Clock Out

Paychecks available Tuesdays during off-peak hours. Only you may pick up your paycheck. Follow guest attire guidelines when picking up checks off-duty. Properly claim tips.

Please initial and acknowledge:

• Hazard Communication Standard training and MSDS access
• Equipment safety training received (grill, fryers, slicer, etc.)
• Orientation on back safety, fire prevention, knife and floor safety
• Commitment to report injuries and unsafe conditions immediately