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    DANIEL

    Co-Founder & Director

    Daniel takes care of the menu - crafting up new specials and working closely with Ambra to ensure all pizzas in all restaurants are perfect. He also makes sure the look and feel and sound of Rabbits is spot on. So If he's in, make sure the lights are dimmed, the playlist is up and the vibe is great. 

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    DUNCAN

    Co-Founder & Director

    Duncan takes care of all things finances and all things Rabbits future. He's also quite handy with a spanner (but not as handy as he thinks he is....) He checks all orders including wastage / comps / staff tabs so that nothing is going missing or getting put through incorrectly. 

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    JESS

    PEOPLE & PLACES (& JILL's THINGS)

    Jess has worked at Rabbits from the beginning. Waaaaay back in 2015. She takes care of all things people. So thats contracts, holidays, approving hours, working with our bookkeepers on payroll, all employment policies, plus hiring, training, promoting, everything. 

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    JILL

    STRATEGY & BRAND DEVELOPMENT

    Jil's focus is anything and everything that affects the customer experience. Whether thats in store (design) or online (communications). She works closely with D+D to help the development of Rabbits brand and company strategy as it grows from 1 restaurant to lots more. 

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    AMBRA

    HEAD CHEF

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    JAMES

    OPS CHEF

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    MONTEL

    OPS CO-ORDINATOR

    Montel makes sure that all roll outs, training, policy changes are communicated to all

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    CHRIS

    WATCH THIS SPACE

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  • NICO

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Click on each button to see each policy

HOLIDAY

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EXAMPLE

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PROTOCOL

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SICK PAY

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EXAMPLE

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PROTOCOL

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MATERNITY

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EXAMPLE

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PROTOCOL

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ZERO TOLERANCE

We have zero tolerance for harassment of any kind at Four Hundred Rabbits. If we witness or are made aware of any harassment of any kind, whether the behaviour occurs only once or many times, written disciplinary action or immediate dismissal will be enforced.

It does not matter if the harassment occurs outside of our restaurants and/or working hours, or by telephone, writing, or in person, or if the harassment is not directed at the intended recipient i.e. spreading rumours or gossip about any member of our team, or posting photos or information about any of our team online.

It does not matter if the harasser believes their conduct was a joke, or that they believed that the intended recipient would receive it as a joke.

It does not matter if the person who raises the issue with management was not the intended recipient of the behaviour.

We will quickly and discretely look into any and all allegations of harassment and ensure that every member of our team knows of their individual responsibility to create and maintain a culture of dignity and respect.

Harassment includes any example of unwanted physical or verbal conduct that offends or humiliates, that interferes with anyone’s ability to work and learn, or leads to adverse job-related consequences. Examples of harassment include, but are not limited to:

Discriminatory behaviour

Treating people differently, negatively, or adversely because of one or more of the following: race, colour, ancestry, place of origin, political belief, religion, age, sex, sexual orientation, marital status, family status, physical or mental disability, or pardoned criminal conviction.

Personal harassment

Conduct, comment, or display that demeans, belittles, or causes personal humiliation or embarrassment.

Sexual harassment

Conduct, comment, gesture, or contact of a sexual nature that might reasonably be expected to cause offence or humiliation or that might reasonably be perceived as placing a condition of a sexual nature on employment. Examples of behaviour that can constitute sexual harassment include, but are not limited to:sexual assault; unwanted touching, patting or leering; inquiries or comments about a person’s sex life; telephone calls or messages with sexual overtones; gender-based insults or jokes causing embarrassment or humiliation; repeated unwanted social or sexual invitations; inappropriate or unwelcome focus/comments on a person’s physical attributes or appearance.

bULLYING

Behaviour to attack and diminish another that includes but is not limited to unjustified criticism and trivial fault-finding; humiliating the recipient (especially in front of others); ignoring, overruling, isolating and excluding the recipient. If from a superior, bullying may include: setting up the recipient for failure by setting unrealistic goals or deadlines; denying necessary information and resources; either overloading the recipient with work or taking all work away (sometimes replacing proper work with demeaning jobs); or increasing responsibility while removing authority.

poisoned work environment

An activity or behaviour not necessarily directed at anyone in particular, that creates a hostile or offensive workplace. Examples of a poisoned work environment include but are not limited to: graffiti; sexual, racial or religious insults or jokes; abusive language; language promoting or encouraging dangerous or illegal behaviour; intimidating, alienating or isolating behaviour or language; the creation and/or display of pornographic or other offensive material.

COMPLAINTS PROCEDURE

1. Please tell us if you have any worries as soon as you can. We need to know.

2. We will investigate all allegations of misconduct quickly and thoroughly.

3. We will respect your privacy completely and will never disclose your identity, or talk in any specifics during a disciplinary or dismissal that would lead anyone to discover your identity.

4. We will take all necessary measures to ensure that no one can be dismissed without cause.

It is our legal right to immediately dismiss based on evidence of discrimination and/or harassment.