NOTICE OF THE JOB OPPORTUNITY

Start Date: October 1, 2025

End Date: July 31, 2026

Sails Restaurants LLC d/b/a Sails Restaurant, Sava, and Omasava, located in Naples, Florida, seeks twenty five (25) full-time, temporary Servers who will be responsible for taking food and beverage orders throughout the dining room and bar and accurately entering in Point-of-Sale system (once all training and tests are successfully completed), serving bread tableside, running food and drinks, expediting food, making coffee/tea and pouring wine, setting up and closing restaurant for service, keeping all work areas clean and sanitized before, during and after service, restocking stations, moving and setting tables, ironing linens, clearing, marking and resetting tables, and polishing silverware, glasses, plates and brass trays. They will also be responsible for following Sails Restaurants’ steps of service. Will report directly to the Assistant General Manager at Sails Restaurants

Terms and Conditions of Employment:

Employer will consider for employment any applicant who possesses Six (6) months of experience in a fine-dining or high-volume environment at a high-end restaurant, resort, or private club.

Applicant must complete pre-employment background check and drug screening.

Travel is not required. Daily transportation to and from worksite is not provided. Housing is not offered.

Wage: $19.65 per hour, at least 40 hours a week. Paid bi-weekly. If applicable overtime rate of pay is at $29.48 per hour.

Tipped position with a guaranteed wage: $19.65 per hour, paid bi-weekly. If the Server workers will be compensated through service charges, the Employer has classified this position as exempt from the overtime requirements of the Fair Labor Standards Act (“FLSA”) under its Section 207(i) overtime exemption. This means Server workers under this application are not eligible for overtime compensation for every hour worked over 40 in a work week so long as: (1) the regular rate of pay exceeds one and a half times the federal minimum wage for every hour worked in a workweek in which overtime hours are worked; and (2) during a three-month representative period, at least half of the total earnings consist of service charges. This exemption will remain in effect so long as the Server workers continue to work in the position and continue to be compensated through service charges.

Wage paid is based on Sails Restaurants’ Point Advancement System. Increases in the hourly rate beyond the guaranteed minimum rate are directly correlated to Petitioner’s Points Advancement Policy whereas points are determined by correct communication, skill, and knowledge. A series of sixteen (16) extensive practical and written tests taken in English, will be testing product and service knowledge as well as speed of service. These tests are available to take over the duration of your employment.

Work schedule can vary and can include evening, weekend, and holiday hours. Work may be performed on any day of the week from Monday through Sunday. Example shifts: 10:00am to 6:00pm and 3:00pm to 11:00pm. Shift hours may vary.

Employer guarantees to offer work for a total number of hours equal to at least three-fourths of the workdays in each 12-week period of the total employment period.

A single workweek will be used to compute wages due.

Additional optional benefits may be offered to worker, for worker’s sole benefit, including medical, dental, and vision. If voluntarily elected by worker, costs/contributions will be deducted from paycheck.

Employer will make all payroll deductions required by law and will not make any deductions which are not required by law unless optional benefits are elected by worker.

Employer will provide to the worker, without charge or deposit charge, all tools, supplies, and equipment required to perform the duties assigned.

On Job Training:

Applicant will also be required to complete on the job training and testing as well as following the Sails Restaurants detailed steps of service. Please note that while materials are available online for training, reviewing these training materials is not mandatory outside of work hours as on-the-job training is provided.

Transportation:

H-2B workers will be reimbursed in the first workweek for all visa, visa processing, border crossing, and other related fees, including those mandated by the government, incurred by the H-2B worker (excluding passport expenses or other charges primarily for the benefit of the worker).

The Employer will reimburse the H-2B worker for the subsistence and transportation expenses incurred by the worker when traveling to the employer's worksite from the workers' place of recruitment. Employer will reimburse the travel expenses and subsistence rate no later than the time workers complete 50 percent of the period covered by the job order consistent with 655.20(j)(l}(i).

Employer will provide or pay for the workers cost of return transportation and daily subsistence from the place of employment to the place from which the worker, disregarding intervening employment, departed to work for the employer, if the worker completes the certified period of employment or is dismissed from employment for any reason by the employer before the end of the period consistent with 655.20(j)(l}(ii).

The amount of transportation payment or reimbursement will be equal to the most economical and reasonable common carrier for the distances involved. The amount for daily subsistence will be at least $16.28 per day during travel to a maximum of $68.00 per day with receipts.

Inquire or send applications, indications of availability, and/or resumes to the Florida State Workforce Agency, 3050 Horseshoe Drive North, Building A, Suite 110, Naples, FL, 34104, (239) 436-4301. Job Order 12491122

Apply online on the company careers page at: https://www.sailsrestaurants.com/page/careers.html or apply via phone at +1 239-360-2000.

FOH Grooming and Uniform Policy

As a team member of our restaurants, you are expected to take pride and care in your personal appearance. It is important that you project a conservative, business image in both behavior and dress. In general, you must be neat, clean, and well-groomed in your appearance and dress code standards. To assist you in projecting your best image, we have set the following grooming standards to be maintained by all team members.

When employees are on Company premises for any reason, conservative smart casual or business attire is required, same as we would expect from a guest. Immodest or revealing attire is inconsistent with the Company conservative standards and is never acceptable, including arriving to work, leaving work, and dining at the restaurant during days off.

Uniforms should be kept clean, perfectly ironed, pressed, buttoned, and neat always when worn. If an employee is wearing a company provided uniform jacket coming and going to work, it must be worn buttoned up and in the same manner as during the workday. You are expected to wear and handle your uniform with care, so it remains well maintained during your workday. In the case you are scheduled for a longer shift, we always suggest bringing in your second uniform as back up in the event one is stained or damaged. In case you are scheduled for an additional project, you may wear a white plain crew neck t-shirt (no v necks) and black pants outside of service hours. White plain crew neck T- Shirt (no v necks) must be always tucked in. All associates are to provide their own full length black pressed pants - no jeans, shorts, or sports pants. Pants with a professional crease are preferred. Jacket must always remain in the office or on your person during work hours. It must not be placed loosely in the Restaurant or other location.

Example of Crew Neck T- Shirt for male and female:

Socks must be solid black in color and length as pictured. Example of required socks and belt for female and male:

Example of pants for females: Example of pants for males:

Example of pants that are NOT acceptable:

Equipment

Three Pens, One Crumber, Wine Opener, Note Pad, Lighter, Black Sharpie

Shoes

Black leather dress shoes and solid color black socks are required for all uniformed positions. Shoes should be polished, without heel, and kept in good condition. Black shoes are prohibited from any logos or embellishments and must be solid black in design. All employees should wear shoes that are practical, comfortable, and safe for performing the essential functions of his or her position.

Example Shoes for Females:

Example of shoes for male:

Personal Hygiene

Personal cleanliness is important for conveying a positive attitude and to avoid offending others. All team members are to bathe, use deodorant, brush their teeth and hair daily. Perfumes, colognes, aftershaves, or anything that may cause a strong odor are not permitted.

Hairstyling

Hair must be clean, well-groomed, and neatly styled at all times. Natural color only.

Team members with long hair are to wear their hair in a professionally styled low bun. Hair ties and bobby pins in natural hair color only. Bangs need to be pulled behind face neatly.

Example Hair Styles for females:

Gentlemen are required to have a conservative haircut, that is short in length. It must be trimmed on the side to a length not to exceed 1 inch and to a length not to exceed 4 inches on the top. All hair must be styled with a hair product that ensures it is stable throughout the workday, and away from the face and is professional and neat.

Approved Hairstyles: NOT approved hairstyles:

Facial Hair

It is the company’s standard that all male staff should be clean-shaven.

Male staff must shave daily. Facial hair is prohibited. Sideburn must be shaved and trimmed neatly.

Fingernails

Fingernails should be kept clean and well-groomed, no longer than the fingertips. Female team members may use nail polish of natural shades and ensure it is well-maintained to avoid chipping. No artificial nails are permitted.

Example of darkest nail polish color that is acceptable for ladies as natural look is required:

Makeup

Makeup should be natural and conservative for creating a fresh, businesslike, and professional appearance. Bright, bold, extreme, or unusual shades or colors in foundation; blush, eye shadow is not acceptable. Clear lip gloss only, no lipstick of any kind. Eye lashes must be of natural length.

Tattoos

Visible tattoos are not permitted. Tattoos must be always covered with a clean solid white tattoo sleeve.

Jewelry

No jewelry is permitted except for:

For males, a simple single wedding band is acceptable. For females, a single wedding band and or engagement ring is acceptable.

For females, a single earring on each ear is acceptable. Earrings must be plain and simple studs, in matching gold or silver in design. Hanging, hoop, character, or other shaped earrings are not acceptable.

A conservative style watch may be worn.

Chewing gum or eating candy during food production or service is prohibited. It is each team member’s responsibility to abide by this policy. If you report to work in an unprofessional appearance or dress, or if any of these standards are not met, management reserves the right to suspend you from work until the situation is corrected.

Please address any questions to hr@evoc.one prior to purchasing any new items for the purpose of complying with this policy. This policy is subject to change at the Company’s discretion.

Attire Required During Employee Dining Experience

Gentlemen are required to always wear a collared shirt when dining at the restaurant outside of work hours.

Please be mindful that the following items are not permitted at any time: shorts, gym wear, and sports- wear, ripped jeans, scruffy, baggy or ripped denim, baseball caps, hooded jumpers and fleeces, beachwear, and flip-flops. Furthermore, dirty sports shoes, sneakers, or trainers are prohibited. Smart, clean fashion sneakers, sports shoes and trainers are permitted.

Tailored designer jeans are permitted if they are non-frayed and of a uniform dark color. Immodest and revealing attire is inconsistent with the Company conservative standards. The reception team reserves the right to turn away employees and their guests if they are deemed to be unsuitably dressed or underdressed.

Disciplinary Action

Any violation of this policy may result in suspension from the current shift without pay and will extend until the violation is corrected.

All questions about this policy should be addressed to hr@evoc.one, the operations manager, or the assistant general manager. The Company may at any time in its sole discretion change the policy set forth above and will notify all employees via digital or written format.

Attendance Point Policy for Employees

Regular attendance and punctuality by employees are essential in maintaining high levels of professionalism, productivity, and allows everyone to perform at their best, ensuring the achievement of company and departmental goals. However, we recognize that employees occasionally become ill, need time off from work, or are unavoidably late. The purpose of this policy is to ensure employees provide notice of such absences (refer to company time and attendance policy regarding the proper process for providing notice).

AttendanceandPunctuality:

An unauthorized absence occurs when the employee does not follow the Time and Attendance Policy regarding notification of absence. The employee has not properly notified that he or she will be late or absent in accordance with the Company Time and Attendance Policy. Points will be assessed for un- authorized absences, tardiness, or late arrivals as described below.

Absent – missing one or more consecutive scheduled workdays for a single reason or arriving more than two hours after the scheduled starting time.

Tardy – arriving 3 to 14 minutes after the scheduled shift start time

Late – arriving between 15 minutes and two hours after the scheduled shift start time

LengthofAbsence

Points

Explanation

3-14min

Tardy

15 minutes-2 hours

Late

More than 2 hours

Unauthorized absence

Points will accumulate and remain in effect for 12 months after they are issued. For example, if you are issued 1 point on Dec 30th, 2022, then on Dec 30th, 2023 that 1 point will expire and no longer be included in your cumulative totals. Other points will remain active until they expire and continue to be subject to disciplinary actions as outlined in this document. If an employee works at multiple locations, points will accrue in combination, regardless of which location the points initially accrued.

Points Advancement Policy

Points are Determined by Knowledge

Stage 1: Service Fundamentals - Starting point for all employees = 1 point Table number & seat number test = 1 point Visual food test = 1 point

Visual drinks test = 1 point

Practical table setting (reset 3 tables without guidance within a maximum of 15 minutes) = no point awarded – required to pass before proceeding to stage 2.

**All new hires for position of server or server in training must successfully pass all stage 1 tests within 14 days of their start date.

Stage2:Allemployeesmustpassstage1beforetakinganyStage2tests.

Spirits and Cocktails = 1 point Wine by the glass test = 1 point Food menu test = 1 point

Stage 3:All employees must pass stage 2 before taking any Stage 3 tests. Steps of service test (written) = no point – must pass before taking practical service test. Brunch written & verbal test = no point – must pass before taking practical service test. Practical service (mock test) = 2 points

**Practical mock service test will be conducted in a minimum of two and a maximum of a three table section without any support. Will include perfect reset of tables, running of food and drinks whilst following all steps of service.

Stage4:AllemployeesmustpassallStage3beforetakinganyStage4tests.

Advanced liquor test = 1 point Advanced food test = 1 point

Advanced wine test (written & practical) = 1 point

Totalavailablepoints:3–onsuccessfulcompletionyouwillassumecaptainrollanduniformchange.Blacksuittobeapproved by general manager.

Upon successful completion of each of the first 3 tests, the total points accrued are effective immediately and applied to your next work day. All subsequent points for the following tests are effective on the following Saturday of the date the test was first administered.

Longevity points are valued at 0.25 points and awarded for every 310 days worked. Seasonal employees must complete their contract in full to earn longevity points. If an employee terminates their employment, does not fulfill their first-year contract, or goes on an unauthorized leave of absence, then any earned longevity points to date are forfeited. As long as criteria is met, the longevity points will carry over into each contract term. For example, if an H2B employee only works 10 months (274 days) consecutively in accordance with their contact, they will need 36 additional days worked upon their return at next season, before this is earned.

Total points awarded to an employee cannot exceed 12 points. Longevity points are applicable until an employee reaches a maximum of 11.5 points.

A twenty-two percent service charge is mandatory on all guest checks and must not be removed under any circumstances. One hundred percent of this service charge is used to compensate employees on the specific date the service charge is paid by guest. Service charge is calculated daily and distributed amongst all positions. A maximum of 10 hours per day are applicable for service charge calculations. Eighteen percent of service charge is distributed to all eligible front of house employees determined by individual points earned and total hours worked on that date. Four percent of service charge is distributed as a discretionary bonus to culinary employees. The company reserves the right to pay service charge separately, via salary or apply to hourly pay. If a guest decides to leave additional gratuity, 80% is kept by the direct server of the table and 20% is distributed amongst the support team based on how many hours they have worked on that particular shift.

Note all returning H2B employees will start with the same points they have accomplished from the prior season. Employee will have 14 days to re-take stage 2 & stage 3 tests to keep the same level of points. If not passed, employee will lose the applicable points until they successfully retake tests.

The company reserves the right to cap the total amount of hours worked that are eligible for service charge in a work day.

***All employees should be aware that operations manager may deduct two points from any server not always following the StepsofServiceSOP.Firstaverbalwarningwillbeissued,followedbyawrittenwarning,followedbyafinalwrittenwarning andthenwrittenadviceofdeductionoftwopoints.Intheoccasionofpointdeductionemployeewillhavetosuccessfullyre-set both written steps of service and mock test in order reinstate their points***

***All employees should be aware that cheating will not be tolerated. If an employee is discovered to be using any personal notesorstudymaterialsinanyformatorverballydiscussinganyrelativeinformationwithanotheremployee,whilethetestis administered, they will immediately be reduced by 2 points and will be suspended from taking any tests for 30 days.

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