INDUCTION
What is Carousel
Multi purpose entertainment and experience venue
We open 6 days a week, 12pm till Late.
Open BH Monday’s & Dec
We specialize in creating an amazing experience for all of our guests but also for you!
What
we do!
Purpose, Vision & Values
PURPOSE
QUALITY AND FUN IS WHO WE ARE. WE STRIVE TO DELIVER THIS THROUGH EVERYTHING WE DO.
Day or night, we are here to provide our guests with an unforgettable experience, memorable moments to get their phones out for and give them a sense of fun that will make them want to return time and time again for.
VISION
TO BE THE FIRST NAME PEOPLE THINK OF WHEN PLANNING ANY SOCIAL OCCASION, BY BEING THE BEST BAR IN THE CITY WITH THE BEST PEOPLE, PRODUCTS AND STANDARDS
VALUES
Fun - fun for both guests & our team members
Safety - our no.1 priority is safety of our team members, guests & neighbours
Recognition - recognising everyone's achievements & talent
Inclusivity - to be a place where everybody feels welcome
Initiative - taking the initiative to start new ideas
Integrity - showing integrity in your actions & dealing with people
Innovative - Always looking to raise the bar on food, drinks, experiences and fun.
What does Hospitality mean to us
'Hospitality is beyond excellent service and involves individuals engaging with their customers in a unique
and insightful way'
Senior Management Team
Dan Mills
Assistant Manager
Yusef Tihad
Retail Manager
John O’Donoghue
Managing Director
David Nejrup
Operations Director
Mikey Limming
Operations Manager
Head Office
Team
Dan Mills
Assistant Manager
Yusef Tihad
Retail Manager
Shelley Limming
Compliance Manager
Gemma Harrison
Marketing Assistant
Yusef Tihad
Retail Manager
Emily Appleby
Sales and Events Coordinator
Nikki Bowers
Sales and Events Coordinator
Michael Redpath
Marketing & Brand Manager
Natasha Smith
Graphic Designer
Site Management Team
Dan Mills
Assistant Manager
Yusef Tihad
Retail Manager
Georgie Tinkler-Venis
General Manager
Joe Harvey-Lofting
Deputy Manager
Harry Powell
Duty Manager
Dan Sargeant
Duty Manager
HouseRules
House Rules
Reporting Sickness
You should always follow our sickness procedure and report to management if you suffer from any of the following:
Uniform
1) Navy Shirt
2) Black trouser/ black skirt with tights
3) Black unbranded shoes
4) No open toe’d shoes
5) Apron (which will be provided)
6) Fob, bar blade, three pens and a lighter
7) All uniform must be clean & Ironed
Using the S4 Labour App
Downloading the App
The S4 Labour app is available on both Android and iOS devices. You can download the app from the Google Play Store or the Apple App Store.
Login to the app
Once you have downloaded the app, you will need to log in using your credentials provided by your employer. If you don't have login details, please contact your employer.
View your Schedule
Once you are logged in, you will be able to view your schedule. You can see the shifts that you are scheduled to work, as well as any upcoming shifts that you have been assigned.
Request Time Off
If you need to request time off, you can do so using the app. Simply select the date(s) you wish to take off, and submit the request. Your manager will receive a notification of your request and will either approve or deny it.
Tap in
and out
When you arrive for your shift, you tap in using the app. Similarly, when you finish your shift, you tap out. This allows your employer to track your time and attendance accurately.
App
Trouble
Shooting
Your Benefits
Staff cards
**Offers**
Free Entry/Q Jump for you and a guest (All Venues)
241 Selected Cocktails (All Venues)
£3 House Pints (All Venues)
£3 House Spirit & Mixer (All Venues)
£4 House Doubles (All Venues)
50% off Food (Craft & Carousel)
B-O-G-O-F Game Tokens (Carousel)
Free Experiences (Carousel)
SAFETY, SECURITY AND LICENSING
What is Licensing Law and why do we have it?
The role of a DPS
•Our DPS is Michael Bolton
•Cooperate with authorities in promoting the licensing objectives.
•Be the point of contact for police and licensing authority.
•Supervise the operation of the premises.
•Make sure licensing activities are being carried out lawfully.
•To carry out risk assessment and to assist in preventing crime and disorder in and around the premises.
•Make or authorise retail sale of alcohol.
Mandatory Licensing Conditions
• Sales of alcohol can only be made when a DPS has been appointed.
• All sales of alcohol must be made or authorised by a personal license holder (the DPS)
• An age verification procedure must be put in place, we use check 25
• There should be no alcohol dispensed directly into the mouth
• There should be no irresponsible drinks promotions
• Potable water must be provided for free
Licencing Objectives
• The Licencing objectives are the four fundamental principles in which the Licensing act 2003 is based.
• You are expected to help us maintain a high standard of retailing alcohol and are responsible for achieving each of the four licensing objectives;
Licensing Objective 1
Protection of children from harm
Measures in place to avoid illegal sales
Processes to ensure persons under 18 are not served and do not obtain alcohol
Policy on proof of age (check 25 schemes)
Our policy is that minors are to leave the venue by 8pm
This objective seeks to ensure that children are not exposed to harm or exploitation as a result of licensed activities, such as the sale of alcohol or the provision of entertainment.
Licenses must take steps to protect childen from harm. This involves assessing the potential risks associated with licensed activities, such as the sale of alcohol to minors or the provision of age restricted entertainment are put in place to prevent harm to children
Protection of Children from Harm
Check 25
If someone looks under 25: – they must be asked for ID and service must be refused if they cannot produce it.
When service is refused, this must be logged on the refusal log on the EPSO system (Till)
Our Policy Is
How We Uphold This Objective
Acceptable forms of Identification
• Valid UK or EU Photocard drivers licence
• Valid (In date) Passport
• Proof of age card (PASS Hologram)
CSE – Child Sexual Exploitation
What is Child Sexual Exploitation (CSE)
Child sexual exploitation is a form of child sexual abuse. It occurs where an individual or group takes advantage of an imbalance of power to coerce, manipulate or deceive a child or young person under the age of 18 into sexual activity (a) in exchange for something the victim needs or wants and/or (b) for the financial advantage or increased status of the perpetrator or facilitator. The victim may have been sexually exploited, even if the sexual activity appears consensual. Child sexual exploitation does not always involve physical contact; it can also occur through the use of technology.
How to Identity CSE ?
What Actions Can Be Taken?
Police conduct test purchases. This is where they will send a minor into a venue to attempt to buy alcohol.
If we fail a test purchase the potential repercussions are:
If you can prove to have followed all reasonable steps (customer presented a convincing ID) you may be able to defend yourself.
Potential Repercussions if we do not adhere to this Licensing objective.
Licensing Objective 2
Prevention of crime and disorder
Physical security of premises – CCTV, Lighting, Security Team
Promote the intolerance of drugs, weapons and search procedures
Membership of ‘PubWatch’ schemes
Reduce alcohol abuse from irresponsibly discounted promotions
Use of toughened glassware and polycarb
Prevention of Crime and Disorder
How we Uphold this Licensing Objective
Licensing Objective 3
Public Safety
Risk assessments with regards to fire and public safety
Safe levels of lighting
Safe occupancy levels
Provision of first aid
Effective staff training
This objective seeks to insure licensed activities do not pose a threat to the safety of the public or have a negative impact on the surrounding areas.
Licensees must take step to insure public safety, this involves assessing potential risk associated with licensed activities, such as the sale of alcohol or the provision of entertainment and putting measures in place to prevent harm to the public
Public Safety
How we Uphold this Objective
Licensing Objective 4
Prevention of public nuisance
Prevention of noise and vibration leakage
Noise from storage and bottle skips
Disturbance and noise of people queuing and leaving
Provision of first aid
Intrusive security lighting
This objective seeks to ensure that licensed activities do not cause public nuisance or have a negative impact on the quality of life of those in the surrounding areas.
Licensees must take steps to prevent public nuisances this involves assessing potential risk associated with licensed activities such as noise pollution or anti social behavior, and putting measures in place to prevent harm to the local community
Prevention of Public Nuisance
How we Uphold this Objective
What is alcohol, its effects and
how we deal with it.
What is alcohol and how do we serve it?
The Weights and Measures Act 1985 is a UK law that regulates the sale of alcoholic drinks in bars and other licensed premises. The act requires that alcoholic drinks be sold in specific quantities, such as 1/3 pint, 1/2 pint, and 1 pint. The Weights and Measures Act 1985 also regulates the sale of spirits, such as whiskey, gin, and vodka. The act requires that spirits be sold in specific quantities, such as 25ml, 35ml and 50ml measures and that measuring instruments, such as beer glasses, jiggers and optics are used correctly.
Weights and Measures Act
Weights and measures: How we Serve
Serving sharing drinks
Recognising Intoxication
1. INAPPROPRIATE SPEECH VOLUME
2. MOTOR CONTROL DETERIORATES
3. PACE OF SPEECH
4. ALERTNESS DECREASES
5. INAPPROPRIATE SWEATING
6. RED EYES
7. POOR ENUNCIATION, SLURRING WORDS
8. NOTICEABLY SHALLOW BREATHING
9. TIREDNESS
When should we refuse
Advice on Refusing Service
Noticing Signs of Conflict
Dealing with conflict
• Highlight any potential conflict situations to your nearest member of door staff, if the conflict is at a verbal stage and you feel comfortable being able to calm the situation down, then by all means try, but if it a situation is or begins to get physical never get involved – Don’t be a hero!
• Be calm and polite.
• Know the policies and explain them calmly.
• Never put yourself at risk in a situation.
• Seek assistance.
• If necessary call the police.
Drink Spiking
Spiking is where alcohol or drugs are added to someone's drink without them knowing, or as seen in the current trend ‘spiked’ by needles/syringes potentially containing drugs.
Alcohol is the most common substance used to spike drinks. It can be added to a soft drink without the victim knowing, or double/further measures can be used instead of singles.
Some examples of drugs that have reportedly been used for spiking include:
• gamma-hydroxybutyrate (GHB) and gamma-butyrolactone (GBL)
• tranquillisers, most often benzodiazepines, including Valium (diazepam) and Rohypnol
• ketamine
Some drugs are particularly dangerous when mixed with alcohol because they combine to have a very powerful anaesthetic effect. Such drugs may come in powder, tablet or liquid form and do not always have an unusual taste or smell.
Drink Spiking
and What We Do
• Monitor unattended drinks
• Be alert for unusual requests for additional shots to a drink
• Be alert of unusual behaviours
• Have drink toppers available
• Clear all lone glasses
• Be sympathetic to those who claim spiking
Identifying Vulnerable
Persons
What is a vulnerable person?
“In general, a vulnerable person is either a minor or someone who, for physical, mental or impairment reason, is unable to look after themselves”
Some examples of a vulnerable person;
◼Someone under the influence of either drugs or alcohol
◼A lone person who seems distressed
◼A underage person
◼Known Sex Workers
Vulnerable Persons
& What We Can Do
What Actions Can Be Taken?
∙ All incidents should be recorded and an entry will be made in the managers shift report & the door admissions book under the refusal/ejection/search area
∙ If necessary, implement the advice of the Police on procedures outside of this policy and use CCTV where possible and within relevant guidelines
∙ Staff have no powers to detain any person should they wish to leave. However report the incident to town camara (Lima Charlie)
Female Safety
and What We Do
Female Safety
and What We Do
HEALTH & SAFETY
Brief Background on Health and safety
Factors affecting Health and Safety
Occupational factors:
COSHH
COSHH stands for the control of substances hazardous to health, you’ll go into more detail during your online training course.
Follow these instruction when using chemicals:
Personal Protective Equipment
Always remember to:
Safety at Work –
Drugs and Alcohol
• Employees must not:
• Work under the influence of alcohol
• Consume alcohol whilst working
• Drink elsewhere whilst in uniform
• Drugs & solvents are prohibited
• Drug Awareness Training must be given
• We follow a search procedure which doesn’t only affect customers, but you as well
• If you suspect dealing, notify door staff/management immediately who will then notify the police
• Notification should be made of behaviour-altering medication
Day Dotting Procedure
Safety Signs
Electricity
Follow these simple steps to work safely with electricity:
Manual Handling
• The Manual Handling Operations Regulations 1992 define it as 'any transporting or supporting of a load (including the lifting, putting down, pushing, pulling, carrying or moving thereof) by hand or by bodily force.
• Anyone involved in the moving or handling of goods could be at risk to injury, even when lifting light loads if the task is repetitive.
• Injuries related to manual handling activities are sometimes called musculoskeletal disorders. These include injuries to joints and other tissues in the upper and lower limbs or back. They account for more than a third of all new and long-standing cases of work-related ill health
Manual Handling
Incident Reporting
Risk Assessments and Safe Systems of Work
Personal Hygiene
You should ALWAYS wash your hands when:
FIRE PREVENTION
Fire Prevention
Fire Prevention
Follow these simple steps to help prevent fire
Fire Prevention
Types of fire extinguishers in our business:
The P50 fire extinguisher is suitable for use on Class A (Solid material such as wood or paper) Class B (flammable liquids such as gasoline and oil, and Class C (electrical fires)
P50 - Wet chemical fire extinguishers are designed to tackle cooking fat fires and are ideal for commercial and industrial kitchens
Fire Prevention
Follow these simple steps if you hear the fire alarm
Fire Prevention
Follow these simple steps if you discover a fire
Other Policies
Health issues and Allergens
The Company recognises its responsibility to protect staff who may have a health condition or may be allergic to food stuffs or materials which are used or handled in the course of their employment.
Health issues and Allergens
Employee’s Responsibility:
In order to achieve this aim, the Company require any staff member to fully inform us of all health conditions or has reason to believe, that they may have an allergy which could be triggered by their workplace duties, to inform their line manager as soon as they are aware of their condition so that suitable safeguards can be put in place to reduce or eliminate the risk of an allergic reaction being triggered.
The employee must cooperate with management in implementing suitable control measures and must safeguard their own wellbeing at all times.
The employee must also insure they are taking reasonable steps to insure they are not putting themselves at risk when it comes to allergens.
Health issues and Allergens
Manager’s Responsibility:
Line managers must inform the General Manager as soon as possible if an employee reports a medical issue or allergy.
Managers must ensure that any control measures introduced are strictly followed at all times.
All information provided will be handled in strict confidence however, in certain circumstances, where there is a risk of other members of staff accidentally exposing the affected employee, the company will seek permission to share information with other employees.
The information will only be shared after written permission has been granted by the affected employee.
Social Media Policy