Lounge Bar Back

Description

Duties and Responsibilities:

• Stock bar area with liquor beer, wine, non-alcoholic drinks, ice, and supplies by following established procedures. Replenish as needed throughout shift.
• Clean beverage equipment, glasses, and service areas; assist in cleaning tables and cleaning work areas.
• Assist Bartender in the preparation of garnishes and mixes.
• Promote teamwork and quality service through daily communication and coordination with other departments.
• May set-up and replenish appetizer or "happy hour" buffet, if applicable.
• Perform other duties as assigned.
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  • Handling, carrying or lifting items weighing up to 50 pounds (ice, bar ware, carts, boxes, bottles, etc)
  • Standing and moving about the bar, lounge and kitchen
  • Bending, stooping, kneeling, lifting
  • This job requires ability to perform the following:

  Other:

  • Communication skills are utilized a significant amount of time when interacting with others; demonstrated ability to interact with guests and supervisor.
  • Alcohol awareness certification and/or food service permit or valid health/food handler card as required by local or state government agency.
  • Reading and writing abilities are used at times.
  • Basic math skills are used at times.
  • May be required to work night, weekends, and/or holidays.

For applicants who will be working in California, the anticipated compensation range for the position is $15.50 per hour. The salary offered to a successful candidate will be dependent on several factors that may include, but are not limited to years of experience within the job, years of experience within the required industry, education, work location, etc. Crescent Hotels is a multi-state employer and the salary ranges indicated herein may not reflect positions that work only in other states.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)