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Employee Manual

Photo courtesy of 2003 Mapquest Website

Walnut Creek Amphitheatre

WELCOME!
We are pleased that you have chosen to work for
ARAMARK Sports and Entertainment Services. Now
that you are part of our team, we want you to know
some important facts about your new employer.

ARAMARK was founded in 1959 and our corporate headquarters is located in


Philadelphia, PA. We serve clients in each of the United States and several
foreign countries. Our services include Business Services, Campus Services,
Sports & Entertainment Services, Healthcare Services, School Support
Services and Childcare Services.
Today, no other company provides as many different services to as many
people as ARAMARK does. Our service managers rank among the top
professionals in the service industry. Our reputation for providing quality
service is unequaled in the business. ARAMARKs success depends largely on
people like you.
By working together we can create a pleasant, helpful and professional
workplace.
It is our goal to satisfy the needs of each guest that visits Alltel Pavilion at
Walnut Creek.
Please read the information contained in this Employee Handbook to make
your job with ARAMARK a positive experience. We look forward to working
with you.
ARAMARK Management

Daniel Maxon
General Manager

A NOTE ABOUT THIS EMPLOYEE HANDBOOK . . .


This Employee Handbook has been compiled to ensure that every employee is informed as to the
rules, regulations, policies and procedures established by ARAMARK. This will help to ensure that
your employment at Walnut Creek Amphitheatre is enjoyable, meaningful and beneficial to you, as
well as to ARAMARK. This Handbook does not necessarily cover ALL rules, policies, procedures or
other aspects of any job. Items may be added, changed or cancelled at any time. This Handbook
does not constitute an express or implied contract. The employment relationship is at will and may
be terminated at any time, with or without notice, either by the employee or ARAMARK, with or
without cause.

Our Vision
A company where the best people want to work.
Customers who recommend us to others because we constantly exceed their
expectations.
Success measured in the growth of our company, its earnings and ourselves.
The world leader in managed services.

Our Guiding Principles


Because we value our relationships,

We treat customers as long-term partners, and each other with candor and respect.

Because we succeed through performance,

We encourage the entrepreneur in each of us, and work always to improve our service.

Because we thrive on growth,

We seek new markets and new opportunities, and we innovate to get and keep customers.

And because were ARAMARK, we do everything with integrity.

GUEST SERVICE IS OUR FIRST PRIORITY!


We are here because of the guest. One reason ARAMARK is so successful is because of our
total commitment to a quality product and guest service. YOU are part of that service and
commitment. YOU make the quality. YOU make the commitment. We can never allow
ourselves to forget our commitment of giving and maintaining good guest service, and a
quality product.

HOW DO YOU SPELL C U S T O M E R ?

C USTOMER SERVICE IS OUR NUMBER # 1 GOAL


U NDERSTAND THE GUEST'S NEEDS
S ATISFY THE GUEST
T HANK THE GUEST
O UR GUESTS ARE THE GREATEST
M AKE EVERY GUEST FEEL IMPORTANT
E NTHUSIASM IS CONTAGIOUS, PRACTICE IT OFTEN
(enjoy your work, keep a positive attitude)

R EMEMBER, WITHOUT THE GUEST, WE WOULD NOT BE


HERE.

FOCUS on our Guest!!

GUEST RELATIONS
Our guests at Walnut Creek Amphitheatre are no different from
people everywhere. They, too, come from all walks of life. Many of
them are nice, and some of them are not. Please keep these
guidelines and ideas in mind when dealing with our guests.
SMILE, SMILE, SMILE! Its contagious.
Your guest did not come here to wait. They came to see an event or for
some special function. If guests see an organized, smooth and efficient
operation, valid complaints will be very infrequent.
Give the complaint your undivided attention. Be sure you understand
exactly what the guest is saying and ask for clarification if you do not
understand his/her meaning.
It is never possible to win an argument with the guest, so don't attempt to
argue.
Never raise your voice. Never lose your temper. Control yourself carefully,
and counter belligerence with courtesy and tact.
If you are not able to satisfy the guest, call your Supervisor, who may in turn choose
also to involve the General Manager.

ARAMARK - WALNUT CREEK AMPHITHEATRE


STANDARDS OF PERFORMANCE
On the next few pages, you will find our Standards of Performance. We uphold these
standards to maintain the highest level of quality and responsibility for our guests and
clients.

ARAMARK Employee Hotline


Honesty, respect and integrity are very important to ARAMARK. As an ARAMARK
Employee, they should be important to you too.
Help keep ARAMARK a safe and positive place to work. Talk to you supervisor or call the
Hotline if you have concerns about violations of ARAMARKs Business Conduct Policy,
Including:
Theft, Workplace Violence, Harassment, Substance Abuse, Safety Issues or Fraudulent
Financial Reporting. Call Toll Free, 24 hours a day 1-877-224-0411.

DISCRIMINATION
ARAMARK does not discriminate against applicants or employees because of their race, color,
religion, national origin, sex or on any other basis prohibited by law.

DRUG FREE WORK PLACE


It is the policy of ARAMARK to maintain a drug free work place. The use of controlled substances is
inconsistent with the behavior expected of employees. Drug use subjects employees and visitors to
unacceptable safety risks, and undermines the company's ability to operate effectively. The
unlawful sale, manufacture, possession, distribution or use of a controlled substance in the work
place or while on company business is strictly prohibited. ARAMARK reserves the right, at all times,
to have authorized personnel conduct searches or inspections of personal effects, lockers and hand
carry items for the purpose of determining if any persons are in possession of any drugs, or
paraphernalia and equipment related to illegal drug use and/or items prohibited under this policy.
These searches may be conducted from time to time without prior announcement.
It is not permissible for employees to consume alcoholic beverages during their work hours or
report to work under the influence of alcohol. Employees who violate any aspect of this policy may
be subject to immediate dismissal.

EMPLOYEE APPEARANCE

All employees must be neat in appearance, possess good hygiene and be well groomed.
This means frequent bathing, good care of teeth, clean hands and fingernails, neatly
groomed hair. Hair that extends below the top of the collar MUST BE PULLED BACK AND
RESTRAINED. This rule applies to both male and female employees. Hair must be able to
fit in the hat provided as part of the uniform. The hat brim must be within 2 inches of the
ears.

Makeup is to be done in a professional manner and is to enhance the individual, not draw
undue attention to them. The same is true for hairstyles and hair coloring.

EQUAL EMPLOYMENT OPPORTUNITY


ARAMARK is committed to a policy of equal treatment for all employees. ARAMARKs policy is to
hire, promote, discipline and make all other personnel decisions without regard to race, color,
religion, national origin, age, sex, disability, disabled veteran or Vietnam-era veteran status except
where bona fide affirmative action programs allow for such considerations.

PERSONAL HYGIENE AND SANITATION

Wear clean uniforms, aprons and clothing at all times.

Wash hands with soap and hot water before you report to work.

Wash hands thoroughly and often especially after using the rest room, eating, smoking, and
handling soiled articles and contact with cleaning supplies.

Dry hands with a paper towel. Dispose of the paper towel immediately.

Keep your work area clean and neat at all times.

Keep hands away from scalp, face, arms and eyes.

Cover face with handkerchief or tissue while coughing or sneezing. Dispose of the
handkerchief or tissue immediately. Wash hands. Change gloves if you sneeze or cough into
them.

SEXUAL HARASSMENT
Sexual harassment in any form will not be tolerated in the workplace. Any employee who
feels that he or she has been subject to sexual harassment is required to report the incident
immediately.

UNIFORM AND APPEARANCE


Uniform requirements will vary from department to department and from position to position.
Refer to the department/position job requirements for various restrictions and/or changes. Those
employees required to maintain their own uniforms will keep them clean, ironed and crisp looking
at all times.

You will be issued a uniform by ARAMARK, which you will purchase at cost. Black pants or
shorts are required and will be the responsibility of the employee. Open toed or open heeled
shoes are not allowed. Wear a fully closed, comfortable shoe.

All employees must be in proper uniform when clocking in for work. NO EMPLOYEE
WILL CHANGE CLOTHES AT ANY LOCATION OTHER THAN SPECIFIED AREAS SO DESIGNATED
BY ARAMARK MANAGEMENT.

General Employee Information A - Z


APPLICATIONS AND PAPERWORK
Every employee working at Walnut Creek Amphitheatre will have an application and ALL
paperwork that is required on file in the Main Administration Office.

BREAK POLICY
Breaks may be taken for 15 minutes during slow periods only and only with the
approval of your manager.
Employees who are found away from their assigned work area without being on a break or
having permission will be subject to disciplinary action.

EMPLOYEE ENTRANCE AND EXIT & PARKING


All employees are to park in the employee lot (Lot F) located behind backstage, unless
otherwise specified.
All employees are to check in at the side gate through the Aramark check-in, No employee
will be admitted through any other gate. Your name must be on the gate list upon checkin. After checking in proceed to your work station as quickly as possible and report to the
manager of your assigned area. Sign-in sheets will be available at the work stations; it is
the employees responsibility to sign in and out each event. No employee is to sign in
more than 5 minutes before their report time.

EMPLOYEE MEALS
Employees will receive one meal allowance per show. You must fill out an employee eat
sheet located at each stand with your name and food item you ate. Employees must use
courtesy cups with a lid and a straw for all soda or water. No food may be eaten in any
stand.
NO alcoholic beverages are to be consumed by any employee while working or while in
uniform.

EMPLOYEE ACCESS
During events, no employees may enter any warehouse or storage room without proper
consent from management. No employees are allowed backstage or in the seating area of
the covered pavilion without managements approval.
All employees at the facility are either working or a paying customer. If you are here to see
the show you must purchase a ticket and enter through the main gates. All employees
that enter through the employee gate are working the show.

INJURIES
It is the employee's responsibility to report all injuries to a supervisor and to the
main office as soon as the injury occurs. A manager MUST fill out an injury report
immediately. Failure to report an injury immediately will delay the payment of medical
bills.
ARAMARK is not responsible for any medical attention you seek due to a physical illness
such as asthma, emphysema, colds, virus, or headaches. Nor is ARAMARK responsible for
pre-existing conditions. These are not considered injuries. If you should seek medical
attention at the first aid room for any of these conditions, you will be
responsible for the bill.
Any injury that happens outside of the facility that causes loss of time from your work at
ARAMARK will require a doctor's note stating the dates you will be unavailable for work. A
release form from the doctor will be required before you may return to your duties.
Any medical expenses resulting from injuries deemed preventable due to neglect or
disregard of ARAMARK safety policies is the responsibility of the injured employee.

OPEN DOOR POLICY


All managers at ARAMARK have an open door policy when it comes to reporting problems.
Please dont wait to report a problem before it escalates. Managers will do their best to
work with any problems that occur. We also welcome your suggestions and feedback!

PAYROLL PROCEDURES
Our workweek begins on a Thursday and ends the following Wednesday. Your time sheet is
processed in our Administrative Office and the information is sent to our main office in
Philadelphia on Thursday. The corporate office prints the checks and forwards them to the
facility the following week. All checks are audited before distribution on Thursday Pay Day.
ANY SCHEDULED EMPLOYEE NOT COMING TO WORK ON AN EVENT DAY AFTER
PICKING UP THEIR PAYCHECK WILL BE SUBJECT TO DISCIPLINARY MEASURES.
It is an employee's responsibility to properly sign in and out during working hours or events
worked. Failure to do so will mean that you may not be paid for that period of time
Payroll discrepancies and change of address/phone number must be reported to the Office
Manager. A discrepancy/change of address form can be picked up at the ARAMARK Main
Office. The form must be properly completed and turned in to the Office Manager.
Discrepancies will be researched and the correction and/or explanation will be returned to
you on your next scheduled paycheck. NO VERBAL REQUESTS/ COMPLAINTS WILL BE
ACCEPTED OR ACTED UPON.
Federal Tax Withholding (W-4) Forms are also available in the main office for any changes in
deductions from your paycheck for federal and/or city/county/state deductions.

Payday is Thursday from 10:00 am 4:00 pm. Any checks still left after payday will be
distributed at the next event. If an employee is unable to pick up his/her check at the
scheduled times, he/she may have someone pick up their paycheck by giving an authorized
individual a permission note (permission note forms can be picked up from the ARAMARK
Main Office -- the only form of note that will be accepted.) A different Permission Note is
required for each employee and each person that has authorization to pick up his/her
paycheck.
An authorized individual must come to pick up the payroll check with the Permission Note
and the employee's picture I.D. No payroll checks will be issued without an I.D.
card. No one but the terminated employee may pick up the final paycheck.

PERSONAL BELONGINGS
No personal belongings will be permitted at individual work areas. These items are to be
left at home or locked in the employees car trunk.
If, while working, a personal item is stolen (e.g. wallet, money, etc.), it is not the
responsibility
of ARAMARK or our clients at Walnut Creek Amphitheatre.

SCHEDULES
Schedules are updated often and available at check-in. Schedules will show the concert
date and the time the gates open for that event. All employees are scheduled to work
every event unless proper notification was made to management or management called
you off.

WORK PLACE SEARCH


In keeping with the spirit and intent of the ARAMARK drug free workplace policy, ARAMARK
reserves the right to question employees and all other persons entering and leaving the
premises, and to inspect any packages, parcels, purses, handbags, briefcases, lunch boxes
or any other articles carried to or from the property.
Persons entering the premises who refuse to cooperate in an inspection conducted
pursuant to this policy will not be permitted to enter the premises. Employees working on,
or entering and/or leaving the premises who refuse to cooperate in an inspection and are
believed to be in possession of stolen property or illegal drugs, will be subject to
disciplinary action up to and including discharge and possible prosecution.

ARAMARK ALLTEL PAVILION at WALNUT CREEK

GENERAL RULES OF CONDUCT What we expect from


you.
Whenever a group of people work together, there must be standards of conduct for
consistency and efficiency. It is impossible to define in detail every standard for every
circumstance and ARAMARK tries to keep rules to a necessary minimum. We hope that
your common sense will guide you as to the proper thing to do in most cases. This should
not be regarded as an all-inclusive list of our expectations or standards. If you have any
questions about these standards of conduct, please contact your supervisor or human
resources.
Obviously, when employee misconduct occurs, measures must be undertaken to correct
the situation and to prevent any further occurrences, for the good of us all. The approach
we take to discipline may vary at our discretion on, among other things, the gravity of the
offense, the circumstances under which it occurred, your duties, your length of service
with ARAMARK, and your overall work record. In order of severity, discipline can take one
of the following forms:

Verbal Counseling
A written Warning or Reprimand
Probation
Suspension from work with or without pay
Suspension from work (with or without pay) subject to Termination
Termination

Keep in mind that ARAMARK has no obligation to use any one or more of these forms of
discipline prior to discharging an employee. Any or all of these steps can be omitted, as
ARAMARK deems appropriate, at its discretion. Moreover, by establishing this disciplinary
procedure, ARAMARK is not relinquishing or limiting its right to discharge an employee for
any reason or no reason at all, at any time, with or without notice.
1) The term supervisor applies to anyone working in a supervisory capacity.
2) Workers WILL report at their assigned times. Report time will vary by position. NOT
HAVING A SCHEDULE WILL NOT BE CONSIDERED A LEGITIMATE EXCUSE FOR
FAILURE TO REPORT TO WORK.
3) All employees must be in full uniform and ready to begin work before clocking in.
4) Absences must be reported to management at least 2 days prior to an event. In case
of an emergency or illness, employee must call 831-6361 and leave a message that
they will not be there or will be late. Any employee who has not called in by event time
will be considered a No Call/No Show.
5) All employees must be neat in appearance and well groomed. Clothing must consist of
an ARAMARK uniform as designated by the position and department in which you work

including any issued safety equipment (see specific departments for further
information).
6) No running or unruly displays by employees will be tolerated anywhere.
7) SMOKING WHILE WORKING IS PROHIBITED. No employee may smoke in front of
or anywhere around a stand. . THOSE INDIVIDUALS THAT DO REQUIRE A "SMOKE"
MUST BE IN A DESIGNATED SMOKING AREA. The areas for each plaza are behind
the main concession buildings out of the sight of the customers.
8) Loitering is prohibited.
9) No employee may leave the facility with any keys.
10) No radios, TV's, portable telephones or beepers are allowed while working. This
includes small units with earphones. All such devices must be left at home.
11) Courtesy to all guests, fellow employees as well as our clients and others in the building
must be practiced at all times. Only your immediate supervisor can grant you
permission to leave your assigned work area for any reason. No employees will be
permitted to leave early without prior permission of an ARAMARK Manager except in the
case of illness or an emergency.
12) Any keys signed out to one employee will not be given to another employee.
13) Personal telephone messages will be delivered only when the call is an emergency.
Outgoing calls will be made from pay telephones only.
14) No one is permitted in the ARAMARK main office unless it is business related.
15) Any employee leaving the facility at any time after clocking in, without notifying
ARAMARK Management will be clocked out for the remainder of the shift and subject to
disciplinary action.
16) No employee will take any stock out of one stand/area and take it to another stand/area
without proper documentation for the transfer.
17) No employee is to sit in the pavilion seating area for any reason at any time.
18) No employee will clock another employee in or out for whatever reason or at any time.
19) At no time will any employee consume any edible product from any concession stand or
serving table/area while they are working nor will any drinking cups or containers be
used in or taken from any concession stand or serving table/area unless specifically told
to do so by an ARAMARK Supervisor.
20) Horseplay, loud noise, or abusive language will not be tolerated.
21) Insubordinate conduct or refusal to follow a supervisor or Manager's directions will not
be tolerated and will result in disciplinary action.

22) Interfering with the work of fellow employees will not be tolerated and will result in
disciplinary action.
23) Approaching performers while in areas not accessible to the general public is prohibited.
Do not approach performers while on or off the clock.

THE FOLLOWING IS A LIST OF VIOLATIONS THAT MAY RESULT IN


IMMEDIATE TERMINATION WITHOUT NOTICE.
1) Theft or dishonesty - including falsifying, tampering with or omitting any paperwork or
time card information, remaining on the clock when work has been completed. Theft
may also result in prosecution.
2) Possession of alcohol or drugs, drinking during working hours (including breaks) or being
under the influence of alcohol or drugs during working hours or reporting for work under
the influence of alcohol or drugs.
3) Violation of any established company policy or procedure including by not limited to
Drug Policy, Alcohol Service Guidelines, Sexual and Workplace Harassment and DrugFree Workplace Act.
4) Failure to satisfactorily account for property or inventory stock. Property includes but is
not limited to keys, tools, equipment, small wares, food stuffs, etc.
5) Violation of any law or policy relating to food safety and sanitation.
6) Violation of any law or regulation governing the sale of alcoholic beverages including the
sale to a minor or an intoxicated person or the sale of any product after the end of the
event. NO EXCEPTIONS.
7) Violation of ARAMARK cash handling policies.
8) Blatant or continuous disregard for established company policies and procedures. This
includes multiple disciplinary actions for like offenses.
9) Gambling of any sort while on duty.
10) Refusing job assignment.
11) Insubordinate conduct or refusal to follow a supervisor's directions, including interfering
with the work of fellow employees; this will not be tolerated and is cause for immediate
dismissal.
12) Sexual harassment of any kind will not be tolerated and is cause for immediate
dismissal.
13) Threatening fans, clients, supervisors, managers or fellow employees.
14) Abuse, misuse, or destruction of company or client property.

15) Admittance of unauthorized persons to the premises or allowing any unauthorized


person(s) to enter any area that is designed for employees only. This includes any
former ARAMARK employee, family members, etc.
16) Failure to satisfactorily account for property or inventory stock. Property includes but is
not limited to keys, tools, equipment, small wares, food stuffs, etc.
17) Violation of any law or regulation governing the sale of alcoholic beverages including the
sale to a minor or an intoxicated person or the sale of any product after the end of the
event. NO EXCEPTIONS.
18) Violation of any law or policy relating to food safety and sanitation.
19) The unauthorized sale or give away of any product or merchandise at any time by any
employee.
20) Refilling guests' food cups or food containers for personal profit or for any other reason.
21) Sleeping while on duty.
22) Falsifying the signature of a supervisor or fellow employee. Falsifying any paperwork in
any manner or anyone who sustains any falsification.
23) Fraudulent use of a supervisors or managers name on the phone, to gain information.
24) Losing keys (includes taking keys home after clocking out) to any ARAMARK controlled
area whether concession stand, vending room, padlocks, or vehicles, etc. Losing any
equipment issued includes but is not limited to radios, wrenches, etc.
25) Any employee that fails to report for work two (2) times and does not call to explain
their absence will be terminated on grounds of job abandonment. Instances of
acceptable explanation of absences may include family and medical emergencies or
illness. A verification of illness or emergency my be requested.
26) Violation of any operational or administrative policies, or ARAMARKs Business Conduct
Policy (as outlined on your application form). These policies address such matters as
security, payroll, stock handling, conflict of interest, administrative and any other
procedures posted or supplied to the employee by ARAMARK Corporation. If you are in
doubt of any procedure or policy ask your supervisor or ARAMARK manager.
27) Harassment of fellow employees of any kind or nature. Engaging in any personal
activity on the premises which, by its nature is illegal, improper, or which by its nature
reflects to the detriment of other employees or the company.
28) Violation of any safety rule or practice; engaging in conduct which tends to create a
safety hazard, including fighting.
29) Consistent tardiness or absenteeism. Consistent tardiness or absenteeism means being
late for work four (4) times within a 30-day period whether it is excused or unexcused.
30) Possessions of a lethal weapon.

31) Signing up for any giveaways on the premises.


32) Selling any merchandise on the premises that has not been approved by ARAMARK
management.

ARAMARK - WALNUT CREEK AMPHITHEATRE


GUIDELINES FOR SERVICE AND SALE OF ALCOHOLIC
BEVERAGES
It is the policy of Aramark Corporation to conduct its operations in strict compliance with all
applicable laws regarding the sale and service of alcoholic beverages.
The following guidelines and rules regarding the sale and service of alcoholic beverages
have been adopted by Aramark and will be followed in its operations.
1. Never serve to anyone who appears to have had too much to drink. Look for signs:
slurred speech, loud and boisterous actions, staggering, etc.
2. The sale and service of alcoholic beverages to minors is absolutely prohibited. The
responsibility lies upon the server to make sure that the person to whom the server
hands the alcohol to is of legal age. Anyone under 30 must have ID checked at point of
purchase.
3. Only two (2) alcoholic beverages may be purchased at a time by a customer.
4. You have the right to deny service to a customer if you feel your customer is underage
or intoxicated. Management will back you up.
5. The sale of alcoholic beverages after designated cut-off time is prohibited.
6. There
A.
B.
C.
D.

are only four (4) acceptable IDs for age verification:


Valid drivers license
North Carolina ID card (No other state is allowed)
Military ID card
Official passport

How to check for false IDs


1.
2.
3.
4.
5.
6.

Look closely at the ID (do not scan briefly).


Look at the picture, compare it to the person.
Feel for alterations
Notice any really dark numbers.
Feel for ridges on photos and check for openings in plastic.
If unsure about ID, ask questions.

All falsified IDs will be kept and turned into the main office at the end of the night. You
have the right under the NC Alcohol Law (18B129-B) to keep the ID. The person whos ID
was confiscated should be told to contact our office; this insures our systems safety by not
being able to present this ID again.
By NC law we are responsible for the guest to whom we serve alcohol. By serving a guest
who is underage or intoxicated, you, the server, and Aramark, as the license holder, can be
fined or imprisoned for up to 2 years. If anything happens to this guest we are all held
liable.

Aramark is here to provide a service to our guests, but not a service that gets out of hand.
You need not serve underage or obviously intoxicated guests in order to make money. You,
as a representative of Aramark, must adhere to all of the ABC rules and regulations.
Anyone who disobeys these rules will be dealt with. It is always better to be safe than
sorry.
Appropriate signage will be displayed at each operation to advise Aramarks customers of
the foregoing guidelines and rules. Aramark will train its management staff and service
personnel to ensure compliance with these guidelines and rules. Training will be provided
to ensure proper education on the sale and service of alcohol.

ARAMARK Sports & Entertainment


Services
ARAMARK - WALNUT CREEK AMPHITHEATRE
EMPLOYEE SIGNATURE PAGE
PLEASE NOTE: When you accept this position, you are
accepting work for the entire season. When you are
scheduled to work during the season and you do not
report, it will be considered a no-call, no-show and
subject to disciplinary action up to and including
termination.
This Employee Handbook has been compiled to ensure that every employee will be informed as
to the benefits and policies established by ARAMARK and Walnut Creek Amphitheatre so that
your employment at this facility will be enjoyable, meaningful and beneficial to you as well as
ARAMARK. Following your review of the Handbook, do not hesitate to discuss any questions you
may have with your supervisor or any ARAMARK Management Staff member.
I, ____________________________________________ acknowledge receipt of this
(Print Name)
Employee Handbook and attachment and recognize my responsibility to read and become
familiar with, and understand all the rules and procedures contained herein. I understand that
ARAMARK management has the right to change, edit or add to the policies and procedures
relating to my employment with ARAMARK at any time regardless of whether I am notified of such
changes.

_______________________________________________
Employee Signature

_____________________________________________
Date
_____________________________________________________________________________

Emergency Contact:

Name:________________________________________________________
Relation:______________________________________________________
Phone Number:_________________________________________________