Restaurant Server Job Description

The Restaurant Server Job Description

The restaurant server job description helps servers, waiters and waitresses to understand what is expected of them. Ideally, each employee consistently and correctly performs the tasks assigned. The restaurant server job description outlines standard practices. However, if your policy varies, you can always edit this form.

Most importantly,  the employee signs the Restaurant Server Job Description to acknowledge that he/she understands the responsibilities. When employees know your expectations, they are more likely to follow them. Even when you hire an experienced waiter or waitress, that person the previous employer may have trained them differently or not at all. Most importantly, do not assume they know what to do.

What does the Restaurant Server Job Description include?

  • Appearance Expectations
  • Behavior Expectations
  • Steps of Service

This can also serve as part of a paper trail in case things don’t work out for that employee. Remember, the burden of proof falls on the restaurant to prove the case in a court of law or during an unemployment hearing. When an employee quits or you terminate them, consequently the person could file an unemployment case. One step on the paper trail is the job description.


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Restaurant Server Job Description Form

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Restaurant Server Job Description
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Reasons why employees have issues or attitudes with their performance

  • Poor training or no training creates many issues.  You cannot hold an employee accountable if you never explained what you expect of him or her. Always consider training as a wise investment. It is less expensive to train employees well and keep them satisfied. No investment in training is a loss because you constantly hire new people.
  • When the manager does not hold other employees accountable for negative attitudes, it spreads. By doing nothing, the manager gives “silent approval.” If the management has unclear expectations, then they set up the employees to fail. In this scenario, management is at fault. Make it clear that you do not tolerate negativity.
  • The domino effect: The employee may have been on the right track from the beginning. However, exposure to other employees who complain and disrespect others festers a negative vibe. If management allowed the negative employees to continue their behavior, this sends the wrong signal to all employees. Retrain or replace negative employees before they sour your entire staff. An Action plan or write-up may be one way to bring the employee around.
  • It is quite possible that the employee needs a change of pace. Perhaps, there are personal issues interfering with his/her job. Ask questions and observe before jumping to conclusions.

Other great forms are:

Employee Performance Review Form

Frequently do a performance review of all of your employees.  This form will help you strengthen the areas of opportunities as long as you write out an action plan with a time frame of when you would like the employee to correct themselves. This form can also act as a paper trail.

Employee write-up forms are important tools for staff who violate your procedures and policies.

How to properly document an employee’s behavior?

  • Verbal Warning –  depending on the violation a verbal warning may be the best route for a first offense.
  • Written Warning – Before passing judgment on an employee’s behavior give them the chance to change.

Always write out an action plan and a timeline of the expected completion date. However, with extreme issues, drug/alcohol abuse or other severe violations, termination may be the best course of action. Consequently, then consider immediate termination. Be advised that Drug or Alcohol rehabilitation may be required as a condition of employment depending if the addiction is covered under The American Disability Act (ADA).

Federal Guidelines Drug/Alcohol use in the workplace

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