Clone of Kitchen Manager New Hire Packet V.1.1

Home Office Email to send report
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Name

First NameLast Name
New Hire Email
example@example.com
Date of Birth

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Date
Social Security Number
Address

Street Address

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Phone Number
Please enter a valid phone number.Format: (000) 000-0000.
Digital Signature Acknowledgment

I, First Name* Last Name* , acknowledge and agree that my digital signature, including any electronic representation of my name, initials, or other symbol, is the legal equivalent of my handwritten signature. I understand that my use of a digital signature on this document is a binding agreement to its terms and conditions. I consent to conduct business and provide my consent and agreement through electronic means.

Signature* Date*

Notice of E-Verify Participation & Form I-9 Requirements

Wicked Cantina is committed to complying with all federal and state employment laws. Please be advised that Wicked Cantina participates in E-Verify, an electronic system operated by the Department of Homeland Security (DHS) in partnership with the Social Security Administration (SSA), to confirm the employment eligibility of all newly hired employees. Mandatory Form I-9 Completion: To comply with federal regulations, all new hires must complete Section 1 of the Federal Form I-9 on or before their first day of employment. Required Documentation: To verify your identity and authorization to work in the United States, you must present original, unexpired documents within three (3) business days of your start date. You may present: One document from List A (e.g., U.S. Passport or Permanent Resident Card); One document from List B (Identity, e.g., Driver's License) AND One document from List C (Employment Authorization, e.g., Social Security Card or Birth Certificate).
Upload required Documentation: You must present ORIGINAL and UNEXPIRED documents (e.g., Passport, or DL + Social Security Card). Consequence of Missing Documents: If you arrive at orientation without valid, original documentation, you will not be permitted to begin your training. You will be removed from the schedule immediately. Your employment start date will be postponed until the documents are presented.

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Signature
Name

First NameLast Name
Date

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General Manager

Job Description
"At-Will" Employment Policy

Employees can be terminated by the Company at any time, with or without notice, and for any reason. Similarly, employees have the right to terminate their employment with the Company at any time and for any reason. This policy cannot be modified by any Company representative, and no agreement, oral or written, can change the at-will relationship. Statements made during pre-hire interviews, discussions, or recruiting materials of any kind do not alter the at-will nature of employment or imply that termination will occur only for cause. Furthermore, this policy cannot be modified by personnel manuals, employee handbooks, employment applications, recruiting materials, Company memoranda, or other materials provided to applicants and employees concerning their employment. An employee's completion of an introductory period or conferral of regular status does not change their at-will status or limit the Company's right to terminate their employment or modify the terms of employment.
Position Summary
The General Manager is responsible for the complete operation of one Wicked Cantina location, including profit and loss, guest experience, team development, food and beverage quality, facility condition, and adherence to all Wicked Cantina standards and policies. The General Manager leads by example, drives a culture of hospitality and accountability, and serves as the senior on-site representative of Wicked Cantina. This role partners directly with the Vice President on financial
performance, staffing, marketing initiatives, and the location's long-term growth.

Essential Duties & Responsibilities
Leadership & Team Development
1. Recruit, hire, onboard, train, develop, and (when necessary) terminate team members in partnership with the Corporate Office.
2. Directly supervise the Assistant Manager, Kitchen Manager, and Shift Managers; provide coaching, performance feedback, and documented reviews.
3. Build a positive, inclusive workplace culture aligned with the Wicked Cantina mission.
4. Approve schedules created in HotSchedules and ensure appropriate labor coverage for forecasted volume.
Financial & Operational Performance
1. Manage the expenses for the location, including sales, labor, food and beverage costs, controllable expenses, and net profit.
2. Forecast sales weekly; build labor and product schedules to forecast.
3. Monitor daily, weekly, and period reports in Toast and submit accurate end-of-period reporting to the Corporate Office.
4. Manage inventory, vendor relationships, and ordering for both front of house and back of house.

Guest Experience & Compliance
1. Be visible on the floor during all peak periods; personally engage with guests and resolve service recovery issues.
2. Ensure full compliance with all federal, state, and local laws, including Florida Department of Health, FLSA, alcohol service laws, ADA, EEO, and harassment policies.
3. Maintain all required licenses, certifications, and permits for the location.
4. Communicate daily with the Vice President on operational performance, staffing, and any escalations.

Qualifications & Requirements
• Minimum 3 years of full-service restaurant management experience required; multi-unit or high-volume experience strongly preferred.
• Demonstrated P&L ownership and proven results in driving sales, controlling costs, and developing teams.
• Florida Food Manager Certification (ServSafe Manager) required, or ability to obtain within 30 days of hire.
• Alcohol-service certification (e.g., TIPS) required, or ability to obtain within 30 days of hire.
• Working knowledge of Toast POS, Toast Payroll, HotSchedules, and Microsoft Office / Google Workspace.
• Strong financial acumen: budgeting, forecasting, inventory, and cost control.
• Flexible availability including nights, weekends, and holidays.
• Reliable transportation; must be at least 21 years of age.
Physical Requirements
• Ability to stand, walk, bend, and reach for extended periods (up to 12 hours per shift).
• Ability to lift, carry, and move up to 50 pounds occasionally.
• Ability to work in a hot, humid, and sometimes noisy kitchen and dining environment.
• Manual dexterity to operate POS terminals, kitchen equipment, and office equipment.
• Ability to tolerate exposure to common kitchen allergens and cleaning chemicals.

Employee Acknowledgment of Job Description
I certify that I have read, reviewed, and fully understand the responsibilities and requirements assigned to the General Manager position. I acknowledge that this job description is intended as a summary of the primary duties and is not exhaustive — additional duties may be assigned as business needs require. I confirm that I am able to perform the essential functions of this job, with or without reasonable accommodation. I further acknowledge that my employment
Under the Wicked Cantina agreement, the agreement remains at-will and may be terminated by either party at any time.
Employee Signature
Employee Name Name

First NameLast Name
Date of Employee Signature

MonthDayYear

EQUIFAX

Employee Screening Process
Before you begain The EQUIFAX Screen Process

When you have completed the survey, you will receive a reference number. You will be required to enter the reference number at the Bottom of this sheet.
Step 1:

Visit This Link: newhire.h iretech.com

Step 2:

Enter Employer Code: 69284

Step 3:

Enter Location ID: 999

Step 4:

Complete Survey Questions and enter the assigned reference Number below.
Reference Number

Open Door Policy

we are committed to fostering a positive and inclusive work environment for everyone. We believe that open communication is key to our success, and we encourage you to share your ideas, concerns, and feedback with us.
What is an Open Door Policy?

Our Open Door Policy means that you can feel comfortable approaching your direct supervisor or any member of the management team to discuss work-related issues. This caWe are dedicated to maintaining a workplace where everyone feels respected, heard, and supported. Thank you for being a part of the Wicked Cantina team.n include anything from questions about your job to concerns about workplace conduct. We are here to listen and work with you to find a solution.

Reporting Concerns

If you are not comfortable speaking with your supervisor or prefer to report a concern anonymously, we have an anonymous employee hotline. Your message will be transcribed and sent directly to the corporate office for review.

Hotline Number: (941) 479-9798 Ext. 9

Zero Retaliation Policy

Wicked Cantina has a zero-tolerance policy against retaliation. We want you to feel safe in coming forward with any issue. No employee will face any negative consequences for raising a concern in good faith, whether it's done through the open-door policy or the anonymous hotline. Your honesty and willingness to communicate are valued and protected.

I have read and understand the Open Door Policy.
Signature
Name

First NameLast Name
Date

MonthDayYear
Date

Sexual Harassment Policy

Wicked Cantina strictly prohibits harassment of our job applicants, employees, clients, guests, customers, or anyone doing business with us.
Any form of harassment based on an individual's race, color, sex, religion, national origin, age, citizenship status, veteran status, or disability is a violation of this policy and will result in disciplinary action. For this policy, harassment includes, but is not limited to, slurs, jokes, or any verbal, graphic, or physical conduct related to an individual's race, color, sex, religion, or national origin. This also covers sexual advances, requests for sexual favors, and any other verbal, graphic, or physical conduct of a sexual nature. Violations of this policy by an employee will result in disciplinary action, including immediate termination.

Examples of prohibited conduct under this policy include, but are not limited to:

- Unwelcome sexual flirtation, advances, or propositions
- Verbal comments related to an individual's age, race, gender, color, religion, national origin, disability, or sexual orientation
- Explicit or degrading verbal comments about another individual's appearance
- Displaying sexually suggestive pictures or objects in any workplace location, including through computer transmission or display
- Any offensive or abusive physical conduct of a sexual nature
- Taking or refusing to take any personal action based on an employee's submission to or rejection of sexual overtures
- Displaying cartoons or telling jokes that involve an individual's age, race, gender, color, religion, national origin, disability, or sexual orientation

Harassment of our employees in the workplace by non-employees may also constitute a violation of this policy.

If you believe you are being subjected to workplace harassment, you should:

- Clearly inform the harasser that their actions are unwelcome and must stop, if you feel comfortable doing so
- Report the incident immediately to your manager, the Human Resources manager, or the Employee Relations department
- Report any additional incidents that may occur to one of the above resources

Any form of retaliation against an employee who reports a suspected incident of sexual harassment is strictly prohibited. An employee who violates this policy or retaliates against another employee in any way will face disciplinary action, including potential termination.

I have read and understand the Sexual Harassment Policy
Signature
Name

First NameLast Name
Date

MonthDayYear
Date

Liquor Liability Agreement

Wicked Cantina is committed to the responsible service of alcohol. We strictly adhere to all Florida State Laws regarding the sale and service of alcoholic beverages. As an employee, you are the first line of defense in preventing underage drinking and intoxication-related incidents.
1. **Verification of Age (ID Policy)**

I understand that it is my legal and professional responsibility to verify the age of any guest who appears to be under 40. I will only accept valid, unexpired, government-issued photo identification (such as a Driver’s License, Passport, Military ID, or State ID card). If a guest cannot produce a valid ID, I will refuse service immediately, regardless of their age or complaints.

2. **Refusal of Service (Intoxication)**
I will not serve alcohol to any guest who appears to be visibly intoxicated. I understand the signs of intoxication (such as slurred speech, loss of balance, aggressive behavior, etc.) and will monitor my guests' consumption. If I must cut off a guest, I will immediately notify a manager for assistance. I will not attempt to handle a hostile guest alone.

3. **Personal Liability**
I understand that under Florida law, I can be held personally liable (both civilly and criminally) for serving a minor or a habitually addicted/intoxicated person. This means I could face fines, arrest, or lawsuits individually.

4. **Employee Consumption**
I am strictly prohibited from consuming alcohol while on duty. I am also prohibited from consuming alcohol on the premises in uniform after my shift unless specifically authorized by the General Manager. Arriving at work under the influence of alcohol or illegal drugs is grounds for immediate termination.

5. **Consequences**
I understand that any violation of this policy—including serving a minor (in sting operations or otherwise) or serving an intoxicated guest—will result in immediate termination of my employment.

I have read and understand the Liquor Liability Agreement
Signature
Name

First NameLast Name
Date

MonthDayYear
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Workers Compensation

Immediate Reporting & Active Management Agreement
The "Golden Hour" (Immediate Actions)

The actions taken in the first hour of an accident determine the outcome of the claim.

1. Triage & Safety

Life-Threatening Emergency: Call 911 immediately. Do not worry about paperwork until the employee is en route to the hospital.
Non-Emergency: The employee must stop working immediately. Move them to a safe area (office or break area) to assess the injury.

Note: Never discourage an employee from seeking medical attention if they feel they need it.

2. Mandatory Reporting

The employee must report the injury to the Manager on Duty (MOD) immediately and certainly before leaving the premises at the end of their shift.
Late Reporting: Injuries reported days later (without a reasonable explanation) will be flagged for investigation by MEMIC.

II. Manager Workflow: The 4-Step Process
Step 1: The Drug Screen & Medical Authorization
If the employee requires medical treatment (beyond basic First Aid like a band-aid):

Post-Accident Drug Testing: Per Wicked Cantina’s Drug-Free Workplace policy, the employee must submit to a drug/alcohol screen.
Authorization Form: The MOD must fill out the MEMIC Medical Treatment Authorization Form. This form tells the clinic that Wicked Cantina is paying and authorizes the drug screen.
Designated Facility: Direct the employee to our preferred Urgent Care/Occupational Health provider (e.g., Sarasota Memorial Urgent Care / Concentra). Do not send them to the ER unless it is a true emergency.
Step 2: File the Claim with MEMIC (Within 24 Hours)
The MOD or HR must report the claim to MEMIC immediately. Do not wait for the medical diagnosis.

Online: Log into the MEMIC Safety Portal to file the First Report of Injury (FROI).
Phone: Call the MEMIC Injury Reporting Hotline: 1-800-660-1306.
What you need:

Employee Name, SSN, DOB.
Date/Time of Accident.
Specific details of how it happened (Who, What, Where).
Step 3: Internal Documentation (The "Packet")
While the employee is at the doctor, the MOD must complete the internal investigation:

Internal Incident Report: Detailed narrative of the event.
Witness Statements: Written statements from anyone who saw the fall/accident.
Video Footage: Preserve CCTV footage of the accident immediately (save to a thumb drive or secure cloud folder).
Scene Photos: Take photos of the area (e.g., the floor where they slipped, the equipment used).
Step 4: The Return to Work (RTW)
The DWC-25: The employee must bring back a "Work Status Report" (Florida DWC-25) from the doctor.
Review Restrictions: Look at the "Limitations" section.

Full Duty: They return to work immediately.
Light Duty: Compare restrictions against our Transitional Duty Job Descriptions.
Offer Work: If they have restrictions (e.g., "No lifting over 10lbs"), you must verbally offer them a shift that meets those needs (e.g., Rolling silverware, Hosting, Polishing glasses).

Crucial: If we offer work and they refuse it to stay home, their indemnity (wage replacement) checks may stop.

III. Employee Responsibilities
Report: Tell a manager immediately.
Cooperate: Participate in the accident investigation and drug screen.
Update: Call Wicked Cantina immediately after every doctor appointment to report status.
Return: Report for light-duty work if cleared by the physician.

I have read and understand the Immediate Reporting & Active Management Agreement.
Signature
Name

First NameLast Name
Date

MonthDayYear
Date

Workplace Safety and Health Policy
Wicked Cantina is dedicated to providing a safe environment along with healthy orientation and training for all employees. We will maintain and support a program to educate employees about safety and health procedures, rules, and work practices. The training subjects and materials have been developed using industry best practices and site-specific data.

The training may include, but is not limited to, the following topics:

1. Company-specific accident and incident data
2. Hazards associated with the work area
3. Hazards related to specific jobs or tasks
4. Operation of specific equipment
5. Personal protective equipment (PPE)
6. Emergency procedures
7. Employee accident reporting requirements
8. Return to work program
9. Any OSHA-required training not covered above

**Periodic Inspections**

Our company's policy mandates that workplaces are subject to periodic safety and health inspections to ensure the effective implementation of our policies and procedures as they relate to employees, contractors, and vendors. All employees are responsible for cooperating during these inspections, while managers and supervisors are responsible for initiating corrective actions to address issues identified during walk-through inspections.

**Incident Reporting**

1. Any work-related injury must be reported to your supervisor immediately. A First Report of Injury or Illness form must be completed. Failure to report an injury properly may result in a loss of workers' compensation benefits or disciplinary action.
2. Human resources will complete a workplace incident form for the injured employee to take to the medical practitioner. The employee must return this form to human resources by the next business day.
3. After each medical appointment, the employee must report to human resources to review their progress.
4. Wicked Cantina provides light-duty work for employees recovering from injuries. Employees are required to return to light-duty work as soon as permitted by their doctor.
5. An accident investigation will be conducted to determine the root cause of the incident. The injured employee and any witnesses will be asked to assist with the investigation.

Our goal is to prevent work-related injuries. We are always concerned when one of our employees is injured or ill due to work-related conditions. We recognize that such absences represent a significant cost for Wicked Cantina and its employees, and we want our injured staff to receive the best possible medical treatment immediately to ensure the earliest feasible recovery and return to work. Wicked Cantina has a Workers’ Compensation program available for employees who have suffered work-related injuries. Based on program guidelines, the administrator will determine whether an employee qualifies for wage loss or medical expenses under the program.

Wicked Cantina seeks to provide meaningful work activities for all employees who are unable to perform all or part of their regular job assignments. Therefore, we have implemented a return-to-work program, which includes transitional or light-duty work. This program is temporary and will not exceed six months.

**Employee Procedures**

1. All work-related injuries must be reported to your supervisor immediately and no later than the end of the shift in which the injury occurs.
2. If there appears to be a reasonable connection between the incident and the use of drugs or alcohol, the employee may be asked to provide a urine and breath sample as soon as possible following the accident. If feasible, these tests will be conducted alongside necessary medical treatment.
3. Employees must complete and sign a report of injury or illness form.
4. When seeking medical treatment, employees must inform their supervisors and request a Return-to-Work Evaluation form. Regardless of the chosen physician, this form must be completed for each visit. Wicked Cantina will not accept a general note stating only that you are to be off work.
5. Under this program, temporary light-duty work is available for up to 60 days, with a review every 30 days while you are temporarily unable to perform your regular job. Transitional or light-duty work beyond 60 days, up to a maximum of six months, will be evaluated on a case-by-case basis.
6. If you are unable to return to your regular job but can perform transitional duties, you must return to transitional duty. Failure to do so will result in ineligibility for full disability benefits under the workers' compensation program and may lead to disqualification from certain employee benefits or, in some cases, termination.
7. Employees who are unable to work and whose absences are approved by Wicked Cantina must keep the company informed of their status on a weekly basis. Failure to do so may result in disciplinary action.

I have read and understand the Workplace Safety & Health Policy.
Signature
Name

First NameLast Name
Date

MonthDayYear
Date

Workplace Violence Policy

Wicked Cantina is committed to providing a safe, secure, and respectful environment for all employees, guests, and vendors. We maintain a strict Zero Tolerance Policy Workplace Violence
1. Zero Tolerance Statement

"Zero Tolerance" means that any employee who engages in violence, threatens violence, or engages in intimidating behavior will be subject to immediate disciplinary action, up to and including termination of employment and potential criminal prosecution.

2. Prohibited Conduct

Workplace violence is not limited to physical contact. Prohibited conduct under this policy includes, but is not limited to:

Physical Acts: Hitting, shoving, pushing, kicking, throwing objects (including food, plates, or kitchen equipment), or any physical contact intended to harm or intimidate.
Threats: Verbal or written statements that communicate an intent to inflict physical harm or damage property. "Joking" about violence is not an acceptable defense.
Intimidation: Stalking, aggressive posturing, blocking exits, or "cornering" another person.
Property Damage: Intentional damage to restaurant property, employee property, or guest property (e.g., smashing dishes in anger, kicking doors).
Customer Aggression: Engaging in a physical altercation with a guest. Note: Employees are expected to de-escalate situations and retreat to safety. Self-defense is only permitted when there is no ability to retreat.
3. Dangerous Weapons

General Ban: Wicked Cantina prohibits the possession of firearms, explosives, or unauthorized weapons on company premises, regardless of whether the individual has a concealed carry permit, to the fullest extent permitted by Florida law.
Kitchen Tools: We recognize that knives and other sharp implements are necessary tools for our kitchen staff. However, brandishing a kitchen tool in a threatening manner, "playing" with knives, or using a tool to intimidate another person is considered an act of violence and grounds for immediate termination.
4. Reporting Procedures

IF YOU SEE SOMETHING, SAY SOMETHING.

Immediate Danger: If a situation is escalating or someone is in immediate physical danger, call 911 first, then alert the Manager on Duty.
Internal Reporting: Any employee who experiences or witnesses workplace violence (or a threat of violence) must report it immediately to their direct Supervisor, General Manager, or the Home Office.
Documentation: An Incident Report must be filed for every report of violence, regardless of severity.
5. Domestic Violence & Restraining Orders

We understand that domestic issues can sometimes follow employees into the workplace.

Notification: If you have obtained a restraining order or protective order against an individual, we strongly encourage you to notify Management and provide a photograph of the individual. This allows us to protect you by denying that individual entry to the restaurant and calling the police if they appear on the premises.
Confidentiality: All information regarding protective orders will be kept strictly confidential and shared only with Management on a "need-to-know" basis for security purposes.
6. Investigation & Consequences

Investigation: Wicked Cantina will promptly and thoroughly investigate all reports of violence or threats. We will maintain confidentiality to the extent possible while conducting the investigation.
Disciplinary Action: Any employee found to have violated this policy will face disciplinary action, up to and including termination.
Law Enforcement: Wicked Cantina reserves the right to involve law enforcement in any instance of workplace violence.
7. Non-Retaliation

Wicked Cantina prohibits retaliation of any kind against an employee who, in good faith, reports a violation of this policy or participates in an investigation. Retaliation is a separate disciplinary offense and will result in termination.

I have read and understand the Workplace Violence Policy.
Signature
Name

First NameLast Name
Date

MonthDayYear
Date

EMPLOYEE HANDBOOK REVIEW & ACKNOWLEDGMENT

By signing below, I acknowledge and agree to the following:

I have received a copy of the Wicked Cantina Employee Handbook. I confirm that my manager has reviewed the key policies, procedures, and expectations outlined within it with me.

Understanding & Compliance:

I understand that it is my responsibility to read, understand, and comply with all company policies. If I have any questions about the handbook or my role, I know I can ask my manager or contact the Home Office.
At-Will Employment: I understand that this handbook is not a contract of employment. My employment with Wicked Cantina is "at-will," meaning the company or I can terminate the employment relationship at any time, for any reason, with or without cause or notice.
Policy Changes: I understand that Wicked Cantina reserves the right to modify, add, or remove policies at any time.
Signature
Name

First NameLast Name
Date

MonthDayYear
Date

Setting Up Your Toast Payroll Account

Welcome to the team! To ensure you get paid on time and can view your paystubs, you need to register for your Toast Payroll account. Please follow the steps below to get set up.

Step-by-Step Registration Guide

1. Go to the Toast Payroll PortalOpen your web browser on your phone or computer and go to: payroll.toasttab.com
Click the button that says "Register" or "Create an Account" (located near the login fields).

2. You will be prompted to enter a specific code for our restaurant group.
Type in exactly: wickedcantina (all lowercase, no spaces).

3. Verify Your Identity: The system needs to link you to the profile your manager created. You will be asked to enter a combination of your personal details

(typically your Last Name, Date of Birth, and the Last 4 digits of your Social Security Number).

Note: The information you enter here must perfectly match what you provided on your initial hiring paperwork.

4. Create Your Login: Enter your preferred email address. (We recommend using a personal email address rather than a school or shared email).
Create a secure password.
5. Complete Your Onboarding Tasks

Once logged in, look for any tasks or documents requiring your attention (such as setting up your Direct Deposit or completing your W-4).

Pro-Tip: Download the App!
Once your account is created, we highly recommend downloading the MyToast app from the Apple App Store or Google Play Store. It is the easiest way to:

View your weekly paystubs.
Check your schedules and hours.
Update your Direct Deposit or tax information right from your phone.
If you have any trouble logging in or the system does not recognize your information, please reach out to your manager immediately so we can verify your details in the system!
Signature
Name

First NameLast Name
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How to Access Your Schedule on HotSchedules

Welcome to Wicked Cantina! We use HotSchedules to manage all of our weekly schedules, time-off requests, and shift swaps. Please follow these steps to set up your account so you know when you work.

Step-by-Step Login Guide
1. Look for Your Welcome Email

Once your manager adds you to the system, you will receive an automated welcome email from HotSchedules.
Check your inbox (and your spam/junk folder just in case!) for an email containing your Username and a Temporary Password.
2. Download the App or Go Online

On your phone (Recommended): Download the HotSchedules app from the Apple App Store or Google Play Store.
On a computer: Go to www.hotschedules.com and click "Log In" in the top right corner.
3. Log In & Change Your Password

Enter the Username and Temporary Password provided in your welcome email.
The system will immediately prompt you to create a new, secure password. Make sure it is something you will remember!
You may also be asked to set up a few security questions.
4. Set Up Your Profile & Notifications

Once logged in, go to the Settings or Profile tab.
Double-check that your phone number and email are correct.
Turn on your notifications! This is critical so you are alerted when a new schedule is posted or if a manager sends out a team message.
Having Trouble?
If you did not receive a welcome email, or if your temporary login is not working, please reach out to your manager on your next shift so they can resend your welcome link or reset your password.
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Should be Empty:

Digital Signature Acknowledgment

Notice of E-Verify Participation & Form I-9 Requirements

General Manager

"At-Will" Employment Policy

EQUIFAX

Open Door Policy

Sexual Harassment Policy

Liquor Liability Agreement

Workers Compensation

Workplace Safety and Health Policy

Workplace Violence Policy

EMPLOYEE HANDBOOK REVIEW & ACKNOWLEDGMENT

Setting Up Your Toast Payroll Account

How to Access Your Schedule on HotSchedules

Welcome to Wicked Cantina! We use HotSchedules to manage all of our weekly schedules, time-off requests, and shift swaps. Please follow these steps to set up your account so you know when you work.