Many of us come from restaurants or an operation where the menu may be a certain theme or genre. With our menus rotating through a plethora of global cuisines, there will be times when we aren't familiar with certain menu items, ingredients, or even the cuisine as a whole. And that is ok! When this happens, don't be afraid to speak up and reach out to the Sr. Sous Chef. Ask questions and you can even do some of your own research. Over time, you will learn about the different offerings we have and you will ultimately become a stronger cook! Use cookbooks or the internet to research items and cuisines that you may be unfamiliar with. All of us do it!

Our Lavish Roots team at Meta and Meta Reality Labs serves a different cuisine each service. Our menus are unique, distinctive, and diverse. The amount of time and research that the chefs dedicate to our menus should show all the way through the process from production to the service of each dish.

Some of our menus have specific "tried and true" recipes that will accompany the menu notes. Recipes will not always be available for certain items. Many times we will rely on experience and guidance as the guidelines for a specific item or dish. Ask questions!

Lavish Roots provides a total of 15 days (120 hours) of PTO hours each calendar year, which is awarded upon your yearly anniversary/hire date, meaning on the date of hire or your anniversary, you will automatically be awarded 120 total hours to use for the year within the allowable schedule below.

New Team Members will be eligible to use PTO after the 60th day of continued employment. Any time off taken prior to the 60th day of employment will be unpaid, subject to approval. New team members must disclose any pre planned absences to their hiring team or manager before their start date. These absences may or may not be approved but will be unpaid if it falls within your first 60 days of hire. If you call out sick within the first 60 days, you will need a doctor's note due to it being an unpaid absence. Please be aware that taking unpaid time off is discouraged unless needed for legitimate illness. In such circumstances, a doctor’s note will commonly be required. PTO must be exhausted prior to any approval for unpaid time off.

Any remainder of awarded unused PTO hours shall otherwise be forfeited. No Cash out available.

Use and Scheduling of PTO

PTO may be used for any purpose for which the Team Member requires time off, including for Sick/Safe time under Washington law. Reasons for use of PTO consistent with the Washington Paid Sick/Safe Leave law include:

The Team Member’s own mental or physical illness, injury or health condition, including temporary medical disability (i.e., associated with pregnancy or childbirth), or to accommodate the Team Member’s need for medical diagnosis, care of treatment of the Team Member ’s mental or physical illness, injury or health condition, or a Team Members need for preventative health care.

To care for the Team Member’s family member with a mental or physical illness, injury or health condition; to care for a family member who needs medical diagnosis, care or treatment of a mental or physical illness, injury or health condition; or to care for a family member who needs preventative medical care. For this purpose, “family member” means the Team Member’s child (regardless of age), parent, grandparent, a parent-in-law, and a spouse or state-registered domestic partner.

If the business location is closed where the Team Member works, or the Team Member’s child’s school or place of care is closed, by order of a public official to limit exposure to an infectious agent, biological toxin or hazardous material.

Absences resulting from the Team Member or their family member being a victim of domestic violence, sexual assault or stalking, including absences to seek law enforcement assistance or participate in legal proceedings, seek treatment from a health care provider, obtain services from a social services agency assisting such victims, to obtain mental health counseling, or to participate in safety planning or relocation for safety reasons (collectively referred to in this policy as “domestic violence”). For this purpose, “family member” means the Team Member’s child, spouse or state registered domestic partner, parent, parent-in-law, grandparent, person whom the Team Member is dating, or anyone else defined as a covered family member in Washington State’s domestic violence leave law (RCW 49.76.020) or Seattle Ordinance Chapter 14.16.010.P.1.a.

In addition to the above, Team Members are required to use available PTO when taking time off from work for any reason, except for a company-required absence due to low workload (i.e., layoff or furlough) or absences occasioned by the Company. PTO may be taken in increments of as low as one hour. However, PTO may not be used for missed time because a Team Member reports late to work, except during inclement weather. In addition, the following use limits apply to use of PTO for vacation or any purpose that is not related to an approved leave situation:

Years of Service & Use Limitations

0 – 2 months: No PTO may be used unless arranged before hire

2 months – 12 months: Maximum 7 PTO days at a time

13 months – 24 months: Maximum 10 PTO days at a time

25 months and over: Maximum 14 PTO days at a time

The use limitations set forth above do not include the Team Member’s regularly scheduled days off. For example, if a Team Member regularly receives Monday and Tuesday off, the Team Member could request 5 PTO days around the two regularly scheduled days off, for a total of 7 days away from work.

Whenever possible, PTO must be scheduled at least two weeks in advance. PTO is subject to supervisory approval, department staffing needs, and established departmental procedures. Unscheduled absences will be monitored. A Team Member will be counseled when the frequency of unscheduled absences adversely affects the operations of the department. The supervisor may request that the Team Member provide a statement from a health care provider concerning the justification for an unscheduled absence.

When PTO is used, a Team Member is required to request payment of PTO hours according to his, her, or their regularly scheduled workday. For example, if a Team Member works a six hour day, they would request six hours of PTO when taking that day off. PTO is paid at the Team Member’s straight time rate. PTO is not part of any overtime calculation.

Team Members may not borrow against their PTO banks; therefore, no advance leave will be granted. (Team Members will not be able to request future dates unless they have enough PTO in their banks to cover the requested time off.)

Payment Upon Termination

So long as an team member has been employed by the Company for at least one year and provides at least two weeks’ notice of separation (and continues to perform his, her, or their duties during that two weeks), the Company will pay out awarded and unused (PTO) upon the Team Member’s voluntary resignation, retirement, or separation by the Company other than for the Team Member’s misconduct, at a prorated rate based on anniversary date, up to a maximum of 15 days. Team Members whose positions are eliminated through a reduction in force or reorganization or whose hours drop below 20 hours per week are paid PTO on the effective date of the termination.