USEFUL DOCUMENTS

When welcoming a new employee, our goal is to ensure they feel part of Grupo José Avillez from day one. Alongside their induction in the workplace, there is a set of essential information that everyone should know, as well as a number of guidelines and policies that all employees are expected to follow.

These guidelines will be introduced by managers, both in our restaurants and in our office teams, but they will also remain available at all times in this knowledge base for future reference.

The presentation below includes the following information:

The Story of Grupo José Avillez
Our Restaurants and Concepts
Office and Operations Organisational Charts
Overview of Employee Benefits
Annual Leave and Absence Policies
Code of Conduct
Grooming & Appearance Standards
Restaurant Uniform Guidelines
Health & Safety at Work

To download the presentation, please click the link below.

ONBOARDING PRESENTATION DOWNLOAD

pERFORMANCE EVALUATION

The launch of our Performance Management System marks a major milestone in the history of Grupo José Avillez. While the process has been designed to be simple and easy to use, its impact will be significant. It will help ensure a fairer, more consistent approach to evaluating performance, while giving greater recognition to the people who contribute to our success every day.

What is Performance Management and why does it matter?

As the name suggests, Performance Management is the process through which we assess how employees perform in their roles. However, it is much more than an evaluation, it is a structured and transparent process with clear criteria that ensures everyone is assessed according to the same standards, promoting fairness, consistency and recognition across the Group.

When am I being evaluated?

The Performance Management cycle for our restaurant operations runs from 1 March to 28 February of the following year, lasting a total of 12 months. This means that every employee is assessed continuously throughout the year. For example, the cycle beginning on 1 March 2026 ends with the final review on 28 February 2027. A new cycle then starts on 1 March 2027, and the process repeats every year.

What competencies are evaluated?

Our Performance Management model has been designed to assess the skills and behaviours that Grupo José Avillez considers essential for success in our restaurants.

These include:

Behavioural competencies, such as teamwork, communication, conflict management and the ability to work under pressure.
Technical competencies, which are specific to each role.

Some competencies are common to every employee, while others are tailored to each operational area.

You can consult the competency framework for your role below:

Dining Room Competencies
Kitchen Competencies
Bar Competencies
Warehouse Competencies
Hostess Competencies

What are the different stages of the process?

The Performance Management cycle has been designed to encourage regular conversations between managers and their teams. Meetings take place every three months, each with a different purpose.

June Meeting

Introduction to the Performance Management process and explanation of the competencies that will be assessed.

September Meeting

Employees complete their self-assessment, managers complete their evaluation, and both meet to discuss the results.

December Meeting

Mid-cycle feedback meeting to review progress, recognise achievements and identify areas for development.

February Meeting

Final performance review, including a new self-assessment, the manager's evaluation and the formal end-of-cycle discussion.

What do I need to do?

We have developed a simple and intuitive mobile application to support the entire process. Using the app, employees only need to complete their self-assessment. Managers will also use the app to evaluate members of their team.

Automatic reminders will be sent whenever an action is required, ensuring that deadlines are never missed. Completing a self-assessment takes approximately five minutes.

Why are these meetings important?

Feedback meetings provide an opportunity to discuss performance, recognise achievements and identify opportunities for growth.

By following a structured process through the Performance Management application, every employee benefits from a consistent, transparent and fair evaluation experience.

What's in it for me?

The biggest benefit is receiving regular feedback that supports your professional growth and development within Grupo José Avillez.

In addition, employees will have access to a portfolio of rewards, which will be available according to the performance rating achieved during the evaluation cycle. More information about these rewards will be shared soon.

Where can I find more information?

A short explainer video is available HERE, where you can learn more about the Performance Management process.

HOW TO REQUEST ANNUAL LEAVE

Under Portuguese labour law, all employees are entitled to 22 days of annual leave for each calendar year.

During the first year of employment, employees accrue two days of annual leave for each full month worked, up to a maximum of 20 days in that year.

Annual leave must be agreed with your direct manager. To help with planning, you should submit your preferred holiday dates by April, after which your manager will review and approve them according to operational requirements.

Your manager will contact you in good time to arrange and confirm your annual leave schedule.

O qUE FAZER QUANDO PRECISAR DE jUSTIFICAR UMA FALTA

There are two types of absences: justified and unjustified.

Unjustified Absences

An unjustified absence is any absence that has no valid reason or where your manager has not been informed. For example, if you do not attend work due to a headache and fail to notify your manager, the absence will be considered unjustified.

Unjustified absences are unpaid and, depending on the circumstances, may lead to disciplinary action, including dismissal for just cause.

Justified Absences

A justified absence is one that is supported by an acceptable reason and the appropriate documentation. Some justified absences are paid, while others are unpaid.

Examples include:

Sick Leave – Paid by the Portuguese Social Security from the fourth day of certified sick leave.
Maternity or Paternity Leave – Fully paid by the Portuguese Social Security.
Bereavement Leave – Paid by the company:
- 5 days for the death of a parent or parent-in-law.
- 2 days for the death of a sibling or grandparent.
- 20 days for the death of a spouse or child.
Student Worker Leave – Paid by the company for employees with official student worker status on exam days and the preceding day.
Family Care Leave – A justified but unpaid absence.

Important: All justified absences must be supported by the appropriate documentation, which must be submitted to your direct manager.

HOW TO REQUEST AN EMPLOYEE CERTIFICATE?

Employees of Grupo José Avillez may request certificates for a variety of purposes, including:

Employment Certificate
Salary Certificate
Working Hours Certificate
Employment Status Certificate
Length of Service Certificate
Training Attendance Certificate

To request any of these documents, please contact the People & Culture team by email at rh@joseavillez.pt.

HOW TO UPDATE MY PERSONAL INFORMATION?

Throughout your employment with Grupo José Avillez, your personal circumstances may change. In many cases, these changes can affect your Personal Income Tax (IRS) status, which may have a direct impact on your monthly net salary.

To ensure your payroll information remains accurate, it is important to keep your personal details up to date.

Please download the Article 99 of the Portuguese Personal Income Tax Code (CIRS) form, which allows you to update your information quickly and easily.

The form is divided into several sections. You must always complete the Employee Identification section, together with any other sections that relate to the information you wish to update.

Possible updates include:

Employee Identification (mandatory)
Tax Address (if your tax residence has changed)
Marital Status
Spouse Details
Dependants (for example, following the birth of a child)
Disabled Dependants (to declare a dependant's disability status)
Income Allocation (if your spouse's employment status has changed)
Signature (mandatory)

Other Personal Information That Can Be Updated

The following details should also be kept up to date:

IBAN – Please send a bank document confirming your account details to rh@joseavillez.pt, copying your direct manager.
Personal Email Address – Send your update request to rh@joseavillez.pt, copying your direct manager.
Mobile Phone Number – Send your update request to rh@joseavillez.pt, copying your direct manager.

All requests to update personal information should be sent by email to rh@joseavillez.pt, with your direct manager copied into the email.

If you need any assistance completing the form, please contact your direct manager or the People & Culture team at dpc@joseavillez.pt.

UNDERSTANDING YOUR PAYSLIP

Your payslip is the official document that confirms the payment of your salary. It provides a detailed breakdown of your earnings, together with any deductions that have been applied.

Every payslip is unique, as it reflects each employee's individual salary package, personal tax (IRS) situation, and any adjustments resulting from circumstances such as absences, overtime, or working on scheduled days off.

For this reason, it is important that you keep your payslips confidential, as they contain personal and sensitive information specific to your employment.

If you have any questions about your payslip, please speak to your direct manager. If further clarification is needed, your manager will contact the Payroll team on your behalf.