Crew Handbook: Arizona Restaurant Company

Arizona Restaurant Company
Crew
Handbook
Revised March 2018
Table of Contents
Revised March 2018
================
Introduction PAGE #
Title Page--------------------------------------------------------------------------------------------------- 1
Table of Contents -------------------------------------------------------------------------------------- 2-3
I. Employment
101 Employee Relations -------------------------------------------------------------------------------------- 4
102 Equal Employment Opportunity ----------------------------------------------------------------------- 4
103 Immigration Law Compliance ------------------------------------------------------------------------- 4
104 Americans with Disabilities Act ----------------------------------------------------------------------- 5
105 Family Medical Leave Act--------------------------------------------------------------------------- 5-6
106 Military Leave--------------------------------------------------------------------------------------------- 6
107 Personal Leave -------------------------------------------------------------------------------------------- 7
108 Jury Duty --------------------------------------------------------------------------------------------------- 7
II. Time and Attendance

201 Timekeeping ----------------------------------------------------------------------------------------------- 7
202 Paydays ----------------------------------------------------------------------------------------------------- 7
203 Rest and Meal Periods -------------------------------------------------------------------------------- 7-8
204 Overtime---------------------------------------------------------------------------------------------------- 8
205 Scheduling Attendance, and Punctuality ------------------------------------------------------------- 8
III. Employment Status and Records

301 Access to Personnel Files ------------------------------------------------------------------------------- 9
302 Employment Reference Checks ----------------------------------------------------------------------- 9
303 Employment Applications ------------------------------------------------------------------------------ 9
304 Personnel Data Changes--------------------------------------------------------------------------------- 9
305 Administrative Pay Corrections ----------------------------------------------------------------------- 9
306 Pay Deductions and Setoffs ---------------------------------------------------------------------------- 9
IV. Work Conditions

401 Cash Control --------------------------------------------------------------------------------------------- 10
402 Uniform Dress Code ------------------------------------------------------------------------------- 10-11
403 Visitors and Outside Individuals in the Workplace ---------------------------------------------- 11
404 Solicitation ----------------------------------------------------------------------------------------------- 11
405 Safety and Workers Compensation ----------------------------------------------------------------- 11
406 Use of Equipment ---------------------------------------------------------------------------------- 11-12
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3/2018 Crew Handbook
V. Employee Benefit Programs PAGE #
501 Paid Time Off ------------------------------------------------------------------------------------------- 12

502 Sick Time -------------------------------------------------------------------------------------------- 12-13
503 Performance Evaluation ------------------------------------------------------------------------------- 13
504 Employee Meal Discounts ---------------------------------------------------------------------------- 13
505 Health Plan ----------------------------------------------------------------------------------------------- 13
506 Benefits Continuation (Cobra) ----------------------------------------------------------------------- 14
507 Workplace Safety Reward Program ---------------------------------------------------------------- 14
VI. Rules of Conduct

601 Employment Termination ------------------------------------------------------------------------- 14-15
602 Employment of Relatives ----------------------------------------------------------------------------- 15
603 Fraternization -------------------------------------------------------------------------------------------- 15
604 E-Mail, Voicemail, Telecommunication and Computer Network System Privacy ---- 15-16
605 Cell Phones/Cameras/Camera Phones/Electronic Devices ------------------------------------- 16
606 Social Media and Networking ------------------------------------------------------------------- 16-17
607 Drug and Alcohol Policy -------------------------------------------------------------------------- 17-19
608 Tobacco Use/Gum Chewing ------------------------------------------------------------------------- 19
609 Gossip ----------------------------------------------------------------------------------------------------- 20
610 Complaint/Problem Solving Procedure ------------------------------------------------------------ 20
Speak Up Program-------------------------------------------------------------------------- 20
611 Harassment and Discrimination ----------------------------------------------------------------- 21-22
612 Sexual Harassment ------------------------------------------------------------------------------------- 22
613 Anti-Violence and Threats in the Workplace ----------------------------------------------------- 22
614 Employee Standards of Conduct ---------------------------------------------------------------- 22-23
615 Security Inspections ------------------------------------------------------------------------------------ 23
616 Return of Property -------------------------------------------------------------------------------------- 24
617 Legal and Official Postings --------------------------------------------------------------------------- 24
Acknowledgement of Receipt of Handbook ------------------------------------------------------ 25
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I. EMPLOYMENT
101. Employee Relations
Employment with the Company is at-will. Since employees are hired at-will, the Company is free to change their
working conditions according to business needs and at its discretion. Additionally, the terms and conditions of
employment, including compensation, benefits and privileges, can be changed or terminated without any reason and
without notice at the Company’s discretion The language used in this handbook and any verbal statements made by
management are not intended to constitute a contract of employment, either expressed or implied, nor are they a
guarantee of employment for a specific duration.
Any person who files a claim against the Company that is found to be fraudulent will be held responsible. The
Company will seek damages that will include reimbursement of the cost of the claim including the Company’s
attorney’s fees. No representative of the Company, other than the President of the Company, has the authority to enter
into an agreement of employment for any specified period and such agreement must be in writing, signed by the
President and the employee.
One of our objectives is to provide a work environment that is conducive to both personal and professional growth.
The Company reserves the right, at any time, to create, amend, supplement, modify, or rescind, in whole or in part,
any policy, procedure, benefit, or provision of this Handbook.
Handbook policies may change during the year and those updates will be reflected on the Company’s Self-Service
Portal. Other policies, not in the Handbook, may change as well. For the most up-to-date version of those policies,
please contact the Human Resources Department. Some policies and procedures are defined in greater detail and are
specific to store locations, allowing compliance with federal, state and local laws.
The Company believes that the work conditions, wages, and benefits it offers to its employees are competitive with
those offered by other employers in this area and in this industry. If employees have concerns about work conditions
or compensation, they are strongly encouraged to voice these concerns openly and directly to their supervisors.
102. Equal Employment Opportunity

It is our policy to provide equal employment opportunities to all employees and applicants for employment without
regard to race, color, religion, sex, sexual orientation, gender identity or expression, gender, national origin, ancestry,
citizenship, age, pregnancy, physical or mental disability, genetic information, veteran or military status, arrest record
or any other legally protected status under state, local or federal law.
Unlawful harassment, discrimination and/or retaliation related to any protected status listed in this policy is prohibited
(see Discrimination/Harassment Policy). Our policy of equal employment opportunity extends to every phase of the
employment relationship. We are committed to a diverse workforce. We value all employees’ talents and support an
environment that is inclusive and respectful.
• All recruiting, hiring, training, promotion, compensation, and other employment related programs are
provided fairly to all persons on an equal opportunity basis;
• Employment decisions are based on the principles of equal opportunity. All personnel actions such as
compensation, benefits, transfers, training and participation in social and recreational programs are
administered without regard to any characteristic protected by state, federal or local law
• Employees and applicants will not be subjected to harassment, intimidation, threats, retaliation, coercion,
or discrimination because they have exercised any right protected by law.
The Company believes in and practices equal opportunity. The Director of Human Resources serves as our Equal
Employment Opportunity Coordinator and has overall responsibility for assuring compliance with this policy. All
employees are responsible for supporting the concept of equal opportunity and diversity and assisting our Company
in meeting its objectives.
103. Immigration Law Compliance

The Company complies with the Immigration Reform and Control Act of 1986 by employing only United States
citizens and non-citizens who are authorized to work in the United States. All employees are asked on their first day
of employment to provide original documents verifying the right to work in the United States and to sign a verification
form required by federal law (INS Form I-9). If an individual cannot verify their right to work within three days of
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hire, the Company must terminate their employment.

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104. Americans with Disabilities Act
The Company is committed to complying fully with the Americans with Disabilities Act (ADA) and ensuring equal
opportunity in employment for qualified persons with disabilities. All employment practices and activities are
conducted on a non-discriminatory basis.
Hiring procedures have been reviewed and may provide persons with disabilities meaningful employment
opportunities. Pre-employment inquiries are made only regarding an applicant's ability to perform the duties of the
position.
Reasonable accommodation is available to all disabled employees, where their disability affects the ability to perform
job duties. The Company and the employee will begin an interactive process to determine what, if any, accommodation
is available based on the medical certification. All employment decisions are based on the merits of the situation in
accordance with defined criteria, not the disability of the individual.
Qualified individuals with disabilities are entitled to equal pay and other forms of compensation (or changes in
compensation) as well as in job assignments, classifications, organizational structures, position descriptions, lines of
progression and seniority lists. Leave of all types will be available to all employees on an equal basis.
The Company is also committed to not discriminating against any qualified employees or applicants because they are
related to or associated with a person with a disability. The Company will follow applicable state or local laws that
provide individuals with disabilities greater protection than the ADA.
This policy is neither exhaustive nor exclusive. The Company is committed to taking all other actions necessary to
ensure equal employment opportunity for persons with disabilities in accordance with the ADA and all other
applicable federal, state, and local laws.
105. Family Medical Leave Act (FMLA)

FMLA requires covered employers to provide up to 12 weeks of unpaid, job-protected leave to eligible employees for
the following reasons:
• Incapacity due to pregnancy, prenatal medical care, or child birth
• To care for the employee’s child after birth, or placement for adoption or foster care
• To care for the employee’s spouse, son or daughter, or parent, who has a serious health condition
• For a serious health condition that makes the employee unable to perform the employee’s job
Military Family Leave Entitlements: Eligible employees with a spouse, son, daughter, or parent on active duty or
call to active duty status in the National Guard or Reserves in support of a contingency operation may use their 12-
week leave entitlement to address certain qualifying exigencies. Qualifying exigencies may include attending certain
military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending
certain counseling sessions, and attending post-deployment reintegration briefings.
FMLA also includes a special leave entitlement that permits eligible employees to take up to 26 weeks of leave to care
for a covered service member during a single 12-month period. A covered service member is a current member of the
Armed Forces, including a member of the National Guard or Reserves, who has a serious injury or illness incurred in
the line of duty or active duty that may render the service member medically unfit to perform their duties for which
the service member is undergoing medical treatment, recuperation, or therapy; or is in outpatient status; or is on the
temporary disability retired list.
Benefits and Protections: During FMLA leave, the employer must maintain the employee’s health coverage under
any group health plan on the same terms as if the employee had continued to work. Upon return from FMLA leave,
most employees must be restored to their original or equivalent positions with equivalent pay, benefits, and other
employment terms. Use of FMLA leave cannot result in the loss of any employment benefit that accrued prior to the
start of an employee’s leave.
Eligibility Requirements: Employees are eligible if they have worked for a covered employer for at least one year,
for 1,250 hours over the previous 12 months, and if at least 50 employees are employed by the employer within 75
miles.
Definition of Serious Health Condition: A serious health condition is an illness, injury, impairment, or physical or
mental condition that involves either an overnight stay in a medical care facility, or continuing treatment by a health
care provider for a condition that either prevents the employee from performing the functions of the employee’s job,
or prevents the qualified family member from participating in school or other daily activities.
Subject to certain conditions, the continuing treatment requirement may be met by a period of incapacity of more than
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3 consecutive calendar days combined with at least two visits to a health care provider or one visit and a regimen of
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continuing treatment, or incapacity due to pregnancy, or incapacity due to a chronic condition. Other conditions may
meet the definition of continuing treatment.

Use of Leave: An employee does not need to use this leave entitlement in one block. Leave can be taken
intermittently or on a reduced leave schedule when medically necessary. Employees must make reasonable efforts
to schedule leave for planned medical treatment so as not to unduly disrupt the employer’s operations.
Leave due to qualifying exigencies may also be taken on an intermittent basis. Employees may choose or employers
may require use of accrued paid leave while taking FMLA leave. In order to use paid leave for FMLA leave,
employees must comply with the employer’s normal paid leave policies.
Employee Responsibilities: Employees must provide 30 days advance notice of the need to take FMLA leave when
the need is foreseeable. When 30 days’ notice is not possible, the employee must provide notice as soon as practicable
and generally must comply with an employer’s normal call-in procedures.
Employees must provide sufficient information for the employer to determine if the leave may qualify for FMLA
protection and the anticipated timing and duration of the leave. Sufficient information may include that the employee
is unable to perform job functions; the family member is unable to perform daily activities, the need for hospitalization
or continuing treatment by a health care provider, or circumstances supporting the need for military family leave.
Employees also must inform the employer if the requested leave is for a reason for which FMLA leave was previously
taken or certified. Employees also may be required to provide a certification and periodic recertification supporting
the need for leave.
Employer Responsibilities: Covered employers must inform employees requesting leave whether they are eligible
under FMLA. If they are, the notice must specify any additional information required as well as the employees’ rights
and responsibilities. If they are not eligible, the employer must provide a reason for the ineligibility.
Covered employers must inform employees if leave will be designated as FMLA-protected and the amount of leave
counted against the employee’s leave entitlement. If the employer determines that the leave is not FMLA protected,
the employer must notify the employee.
Unlawful Acts by Employers: FMLA makes it unlawful for any employer to:
• Interfere with, restrain, or deny the exercise of any right provided under FMLA;
• Discharge or discriminate against any person for opposing any practice made unlawful by FMLA or for
involvement in any proceeding under or relating to FMLA.
Enforcement: An employee may file a complaint with the U.S. Department of Labor or may bring a private lawsuit
against an employer. FMLA does not affect any Federal or State law prohibiting discrimination, or supersede any
State or local law or collective bargaining agreement which provides greater family or medical leave rights.
If you have exhausted all 12 weeks of FMLA entitlement and are unable to return to work based on a medically
qualifying reason, you must contact this office to discuss the circumstances regarding your expected return date. The
Company will require a medical certification from your physician regarding any restrictions or continuation of leave.
The Company and the employee will begin an interactive process to determine what if any accommodation is available
based on the medical certification and the circumstances surrounding the leave.
The employee is responsible for contacting the Company every two weeks for re-evaluation of the need for continued
leave. If it is determined that you are not able to return to work with or without accommodation, and it becomes an
undue hardship on the Company your employment will be terminated. You will be able to reapply to the Company
and will be considered for employment on an equal, competitive, non-discriminatory basis with all other qualified
applicants for any then-existing vacancy for which you are qualified and apply for.
106. Military Leave

Employees granted a military leave of absence are re-employed and paid in accordance with laws governing veteran’s
re-employment rights. In addition, employees on a two-week military leave will continue to receive full pay while on
leave for two-week assignments and shorter absences as The Company will pay the difference between the employee’s
regular salary and the military pay that is received. The portion of any military leave in excess of two weeks annually
will be unpaid. However, employees may use any available paid time off for the absence.
Subject to the terms, conditions and limitations of the applicable plans for which the employee is otherwise eligible,
health insurance benefits will be provided by The Company for the full term of the military leave of absence.
Employees will continue to pay their portion of the insurance costs during their leave of absence.
Vacation and holiday benefits will not be affected during a military leave of absence.
Employees on two-week active duty training assignments or inactive duty training drills are required to return to work
for the first regularly scheduled shift after the end of training, allowing reasonable travel time. Employees on longer
military leave will be granted rights in accordance with all applicable state and federal laws. Employees returning
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from military leave will be treated as though they were continuously employed for purposes of determining benefits
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based on length of service, such as the rate of vacation accrual (if applicable) and job seniority rights.

107. Personal Leave
There may be a time when employees need a leave of absence for personal reasons that are not covered by the Family
and Medical Leave Act. Employees who have been employed for one continuous year may be eligible for unpaid
leave. Any requests for personal leave should be discussed with your supervisor. Following your written request, your
Manager may grant you a personal leave of absence for up to 60 days without pay, with approval from the General
Manager, Director of Area Operations, Director of Human Resources. You have to be a full time employee to be
eligible for a personal leave of absence.
In all cases of personal leave, the reason for the request, personal performance, and the ability of the store to release
the employee for personal leave will be used to determine whether your request for leave without pay will be accepted
or denied. Anyone who does not promptly report to work after a leave of absence will be considered to have voluntary
resigned from the Company.
108. Jury Duty

The Company encourages employees to fulfill their civic responsibilities by serving jury duty when required.
Employees in an eligible classification will be granted three (3) days paid jury duty leave over any one-year period.
After three (3) days, you may be compensated by the state. This guideline may vary from state to state. Jury duty pay
will be calculated on the employee's base pay rate times the number of hours the employee would otherwise have
worked on the day(s) of absence.
Employees must show the jury duty summons to their supervisor as soon as possible, so that the supervisor may make
arrangements to accommodate their absence. A copy of the Jury Duty receipt must be forwarded to the Payroll
Department in order for the employee to be paid for the time at jury duty. Employees are expected to report for work
whenever the court schedule permits. Either the Company or the employee may request an excuse from jury duty if,
in the Company's judgment, the employee's absence would create serious operational difficulties. The Company will
continue to provide health insurance benefits for the full term of the jury duty absence. Paid time off will continue to
accrue during jury duty leave.
II. TIME AND ATTENDANCE

201. Timekeeping
Accurately recording time worked is the responsibility of every employee. Federal and state laws require the Company
to keep an accurate record of time worked in order to calculate employee pay and benefits. Time worked is all the
time actually spent on the job performing assigned duties. The established work week begins at 12:00 A.M. on Monday
and ends at 11:59 P.M. on Sunday.
All hourly non-exempt employees should accurately record the time they begin and end their work, as well as the
beginning and ending time of each meal period. They should also record the beginning and ending time of any split
shift or departure from work for personal reasons.
Altering, falsifying, tampering with time records, or recording time on your own or another employee's time record
may result in disciplinary action, up to and including termination of employment. Hourly employees should clock in
at their scheduled starting time and not stay after their scheduled stop time without expressed, prior authorization from
their supervisor. If corrections or modifications were made to an employee’s time record, both the employee and the
supervisor must verify the accuracy of the changes.
202. Paydays
All employees are paid bi-weekly by either a direct deposit or pay card. Your wages will be loaded in your account
or on your pay card on Monday after the payroll ends. Each paycheck will include earnings for all work performed
through the end of the previous payroll period. You also will be able to access your paystub online. The Company
does not provide pay advances on unearned wages to employees.
203. Rest and Meal Periods

The Company’s rest and meal periods are based on State and Federal requirements. Supervisors will schedule meal
periods to accommodate store schedule requirements which is based on the needs of the business. It is expected that
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all employees will take their meal period in order to comply with the Department of Labor regulations in each state.
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The FLSA has no provisions that require breaks, but many states have enacted statutes requiring breaks (for example,
after a specified period of work). You should consult with the FLSA, its regulations and applicable state or local laws
regarding whether meal period or breaks should be paid time. The length of the break and the nature of the employee’s
obligations will factor into whether the employer must pay for the time. In general, an employer need not pay for meal
periods of over 30 minutes if the employee has no responsibilities to the employer during that period. Your state break
policies are posted on the 5 in 1 labor poster that is in your store.
204. Overtime
When operating requirements or other needs cannot be met during regular working hours, employees may be
scheduled to work overtime hours. When possible, advance notification of these mandatory assignments will be
provided. All overtime work must receive the Director of Area Operations’ prior authorization. Overtime assignments
will be distributed as equitably as practical to all employees qualified to perform the required work.
Overtime compensation is paid to all hourly employees in accordance with federal and state wage and hour restrictions.
Overtime pay is based on actual hours worked. Time off for vacation, or any leave of absence will not be considered
hours worked for purposes of performing overtime calculations. Failure to work scheduled overtime or overtime
worked without prior authorization from the Director of Area Operations may result in disciplinary action, up
to and including termination of employment.
205. Scheduling, Attendance, and Punctuality

The Company schedules employees based on the needs of the business, skill level, and also does not guarantee anyone
certain shifts or hours. There are multiple shifts that are available and the Company does want to be accommodating
unless a schedule change conflicts with the needs of the business. In order to avoid attendance and punctuality
conflicts it is important that your supervisor knows what your availability is before the schedules are posted. The
Company understands that availability can change; please notify your supervisor of these changes immediately.
To maintain a smooth and productive work environment, the Company expects employees to be reliable and punctual
in reporting for scheduled work. Absenteeism and tardiness is disruptive and places a burden on other employees, on
the Company, and has a negative effect on guest service. In the rare instances when employees cannot avoid being
late to work or are unable to work as scheduled, they should notify their supervisor as soon as possible in advance of
the anticipated tardiness or absence (preferably 2 hours in advance.) The Company does not provide phone service
with the ability to accept text messaging at the stores so text messaging a manager’s personal cell phone is not
acceptable. Also, messages, calls, or text from friends or other employees, as well as posts or messages on social
media, will not be accepted. Walking out on a shift is considered a voluntary quit.
The Company standard that would lead to disciplinary action up to and including termination of employment
would be calling off 3 or more times in a 30 day time period, or being late 3 or more times in a 30 day time
period or any combination of the two scenarios. Also, an employee who fails to report to work, doesn’t contact
management within a 24 hour period or does not show for two (2) consecutive shifts will have abandoned their
job, thus resulting in self-termination.
Call offs due to illness:
If an employee calls of due to illness the employee must provide a doctor’s note saying that they are able to work
without restrictions. If an employee has work restrictions, Human Resources must be notified so we can
determine if we can accommodate the employee’s restrictions. This determination is made on a case by case
basis, through the use of the ADA interactive process.
Working with the public, we have to adhere to rules concerning food safety laws. If any employee has any of the
conditions listed in the “Conditional Employee or Food Employee Reporting Agreement”, the
employee must notify management immediately and before the employee can work again the employee must
provide a doctor’s note stating that they are not contagious.
During these situations the Company will determine if the employee is FMLA eligible and send the appropriate
paperwork. If the employee is not eligible for FMLA, the Company also offers unpaid personal leave. A personal
leave of absence must be discussed with your District Manager, Director of Area Operations and Human
Resources.
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III. EMPLOYMENT STATUS AND RECORDS
301. Access to Personnel Files
Personnel files are the property of the Company, and access to the information they contain is restricted. The Company
maintains a personnel file on each employee. The personnel file includes such information as the employee's job
application, resume, documentation of performance appraisals and salary increases, and other employment records.
Generally, Human Resources and Director of Area Operations of the Company who have a legitimate reason to review
information in a file are allowed to do so. Representatives of government or law enforcement agencies, in the course
of their business, may also be allowed access to information.
With reasonable advance notice, employees may review their own personnel files in the Corporate Office or in the
presence of an individual appointed by the Company to maintain the files. For employees to receive a copy of their
personnel file submit a written request to the Payroll Department. The decision to release personnel files will be made
at the discretion of the Company. In a response to the request, a legal subpoena, or court order may be required.
(Processing requests may take up to 10 business days.)
302. Employment Reference Checks

Supervisors and managers are not to give references on current or former employees. The senior management or
designated employee in payroll will respond to all reference check inquiries from other prospective employers. The
Company does not provide “To Whom It May Concern” letters under any circumstance.
303. Employment Applications

The Company relies upon the accuracy of information contained in the employment application, as well as the
accuracy of other data presented throughout the hiring process and employment. Any misrepresentations,
falsifications, or material omissions in any of this information or data may result in the Company's exclusion of the
individual from further consideration for employment or, if the person has been hired, termination of employment.
304. Personnel Data Changes

It is the responsibility of each employee to promptly notify the Company of any changes in personnel data. Personal
mailing addresses, telephone numbers, number and names of dependents, individuals to be contacted in the event of
an emergency, educational accomplishment, and other such status reports should be accurate and current at all times.
If any personnel data has changed, notify your immediate supervisor and log into your Employee Portal, or fill out the
appropriate paperwork if applicable, and make the correction.
305. Administrative Pay Corrections

The Company takes all reasonable steps to ensure that employees receive the correct amount of pay, and that
employees are paid promptly on scheduled paydays. It is your responsibility to monitor your check stubs. Make sure
that it is complete and accurate and all earnings and deductions correct. If there is an error in the amount of pay, the
employee should promptly bring the discrepancy to the attention of the General Manager or District Manager so that
corrections can be made as quickly as possible.
306. Pay Deductions and Setoffs

The law requires that the Company make certain deductions from every employee's compensation. Among these are
applicable federal, state, and local income taxes. The Company also must deduct Social Security taxes on each
employee's earnings up to a specified limit that is called the Social Security wage base.
The Company matches the amount of Social Security taxes paid by each employee. The Company offers programs
and benefits beyond those required by law. Eligible employees may voluntarily authorize deductions from their
paychecks to cover the costs of participation in these programs. We may have to take a pay setoff from your paycheck.
Pay setoffs mean that the Company must deduct money from your paycheck to pay off a debt you owe us or someone
else.
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IV. WORKING CONDITIONS
401. Cash Control
Register operators are responsible and accountable for the efficient and accurate operation of the cash register during
their work shift. This means register operators must ensure the integrity and protection of the cash in the register at
all times while on duty. If a register operator has consistent shortages or overages of +/- $2.00 per shift, disciplinary
action up to and including termination of employment will result. The register operator void transaction guideline is
2.4% of net sales for the work shift. These policies and guidelines may be revised by management.
• 1st violation will result in the Written Warning
• 2nd violation will result in the Final Written Warning
• 3rd violation will result in Termination of Employment
If the cash overage or shortage exceeds the dollar amount set by the Company Cash Control Policies and Procedures,
the manager and/or employee could be subject to immediate termination.
Any one of the following situations will result in immediate termination of the register operator:
• Misuse of coupons, gift cards, discounts or voids
• Failure to ring in sales transactions
• Giving free food to friends, relatives or employees (on duty or off-duty)
• Theft of any type (cash, equipment or food supplies, etc.)
402. Uniform Dress Code

Dress, grooming, and personal cleanliness standards contribute to the morale and health of all employees and affect
the business image that the Company presents to customers and visitors. To ensure all employees of Wendy’s dress
in a uniform manner, the following guidelines must be followed. Uniforms must be worn not only while on duty in
the restaurant, but also when in attendance at activities in the office, including training classes and meetings.
1. Slacks must be black in color, and not have any patches, designs or other ornamentation on them. Jeans and
similar denim, spandex, sweat pants or corduroy trousers are not permitted. Belts must be worn at all times
with pants that have belt loops. Pant style must be traditional and worn at the waistline.
2. Shirts must be the standard uniform shirt of the Company, clean and tucked into pants at all times. Female
employees are required to wear a bra while on duty. Cardigan style sweaters, if conditions warrant, must be
of a dark navy blue or black in color. Company jackets will be provided at the store when employees are
working at the pick-up window during cold weather. No personal jackets may be worn while on duty.
3. Shoes: Must be solid and dark in color, closed top (no steel toes), clean, and in good repair. No open toe,
soft sole shoes, leather type running shoes, or western boots will be permitted to be worn. Openings, other
than lace eyelets on any part of the shoe, are also not permitted. Shoes must have non-skid, slip resistant
soles.
4. Because it is impossible to provide examples of every appropriate or unacceptable hairstyle, the Company
expects that its employees will present a neat, professional appearance while at work. For example, hair is
to be neat, groomed and clean. Longer hair must be pulled back and under control, or in a hair net at all times
and it must be worn in compliance with all health regulations and food safety requirements.
5. Jewelry: Only one ring is permitted on each hand. A wristwatch is allowed. You may wear a necklace, but
for safety reasons, it must remain inside your shirt. Choker type necklaces are not permitted. Bracelets are
not permitted.
6. Piercings: While working, facial or ear piercings must be stud/post type. You may have 2 ear piercings (on
each ear) and 2 facial piercings, any other piercings must have a clear, plastic retainer that is a stud/post type.
Due to safety concerns, no earrings or piercings may be of the hoop or dangling nature. Ear gauges in excess
of the size of a “dime” are not permitted. Any jewelry that could potentially fall in food is not allowed.
7. Fingernails must be clean and well-kept for food safety and sanitary reasons. False nails are not permitted.
Polish is permitted and must be well maintained. Rhinestones, chipped or cracked polish is not permitted.
8. Name badges are to be visible and worn at all times. Proper name only on the badge, No Nicknames.
9. Employees must keep their make-up to a minimum.
10. Facial Hair: Beards, Goatees, Mustaches and sideburns are allowed but must be well maintained and
groomed. Daily shaving is not required.
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11. Tattoos/body art are permitted as long as they are discreet and not excessive, offensive or obscene.
Tattoos/body art should not be visible while working. Employees with visible arm tattoos may be required
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to wear an approved long sleeve t-shirt under uniform shirt.

Employees, at times, will unconsciously fix their hair, clean their fingernails, etc., while in view of the customer. This
must be avoided, as it is extremely objectionable to the customer and a violation of food safety standards. Employees
who appear for work inappropriately dressed (out of uniform) will be sent home and directed to return to work in the
proper attire. Employees will not be compensated for the time away from work. Accommodations to the dress code
will be made in certain situations such as pregnancy, but must be discussed with management.
Managers are expected to strongly enforce this uniform dress code. Failure to dress appropriately or enforce dress
code could result in disciplinary action up to and including termination of the manager and the employee.
403. Visitors and Outside Individuals in the Workplace

To provide for the safety and security of employees and the facilities at the Company, only authorized visitors are
allowed in the workplace. Restricting unauthorized visitors, helps maintain safety standards, protects against theft,
ensures security of equipment, protects confidential information, safeguards employee welfare, and avoids potential
distractions and disturbances. Due to safety and security reasons, it is not anyone’s right to “go behind the line” for
any reason, this includes off-duty employees. The Health Department, with proper ID, is allowed to inspect and
usually will do so at a convenient time.
Anyone else needs specific permission to enter the restaurant. If this occurs, ask the individual to have a seat in the
dining room and you will call and get approval from your District Manager and Director of Area Operations, as well
as verify that they work for the agency or business they represent. If an unauthorized individual is observed on the
Company's premises, employees should immediately notify the immediate supervisor, General Manager or District
Manager.
404. Solicitation
In an effort to assure a productive and harmonious work environment, solicitation or distribution of materials is
prohibited during an employee’s working time or the working time of the employee being solicited. Working time
does not include break or meal periods. Distribution of materials is prohibited in working areas at all times even
during non-working time. Working areas do not include break/meal areas and parking lots. Examples of
impermissible forms of solicitation and distribution per this rule include:
1. The collection of money, goods, or gifts for political groups
2. The circulation of petitions
3. The distribution of literature not approved by the employer
4. The solicitation of memberships
405. Safety and Workers Compensation

The Company is committed to providing a safe work environment for employees. Therefore, employees are required
to comply with all safety rules and regulations. Failure to do so will not be tolerated and could result in a reduction of
workers compensation benefits in the event of an injury. If you have any questions concerning your store’s safety
policies, contact your store supervisor.
If you are injured on the job, even slightly, you must immediately report this fact verbally or in writing to your
supervisor so you can get first aid or medical attention. For your wellbeing, seek immediate treatment as soon as
possible, as it may prevent complications from developing. Treatments for work related injuries are provided by a
doctor designated by the Company. Failure to report your injury in a timely manner or to seek treatment from
the designated physicians may result in you becoming financially responsible for the medical care that is
provided and can lead to disciplinary action up to and including termination.
Your prompt reporting of the accident also enables your supervisor to conduct an investigation. The investigation
might reveal a hazardous condition or work practice that, if not corrected, could lead to additional injuries.
As an employee, it is your responsibility to ensure that the workplace is safe for you and others. You can help reduce
accident frequency, watch for accident hazards, be careful with tools, do not risk falls. Wear appropriate protective
safety gear. Be especially careful when operating equipment. Ensure that trash and other obstacles on the floor are
removed so that it will not cause someone to trip and fall. Help make your store a safe place to work.
406. Use of Equipment

Equipment essential in accomplishing job duties is often expensive and may be difficult to replace. When using
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Company property, employees are expected to exercise care, perform required maintenance, and follow all operating
instructions, safety standards, and guidelines.
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Please notify the General Manager if any equipment, machines, or tools appear to be damaged, absent, defective, or
in need of repair. Prompt reporting of damages, defects, and the need for repairs could prevent deterioration of
equipment and possible injury to employees or others.
The General Manager can answer any questions about an employee's responsibility for maintenance and care of
equipment used on the job. The improper, careless, negligent, destructive, unsafe use or operation of, or removal of
equipment without authorization can result in disciplinary action, up to and including termination of employment.
V. EMPLOYEE BENEFITS
Employees at The Company are provided a range of benefits. A number of the programs (such as Social Security,
Workers Compensation, State Disability, and Unemployment Insurance) cover all employees in the manner prescribed
by law. If you have questions about any of the employee benefit programs please contact the Human Resource
Department at 719-573-8557.
501. Paid Time Off

Paid time off is not provided for Crew level employees. If there is a time where an employee needs time off, the
Company will provide unpaid time off or offer a short term leave of absence. The Company complies with FMLA
laws so it is important to notify the HR department if the employee needs time off for medical reasons to turn in the
appropriate documentation.
502. Sick Time Policy

Paid sick time is defined as “time that is compensated at the same hourly rate and with the same benefits, including
health care benefits, as the employee normally earns during hours worked.” In other words, PST (Paid Sick Time)
must be paid at no less than the rate the employee would have earned had he or she actually worked the PST.
Employees may use earned PST in the smallest increments that the employer’s payroll system uses to account for
absences “or use of other time.”
• An employee’s PST accrues at a rate of no less than one hour for every 30 hours worked.
• The maximum PST allowed to take per year is 40 hours.
• The company is designating a fiscal year for the PST will be from anniversary date to anniversary date.
• The company will not pay unused PST to employees upon termination.
• You will need to turn in supporting documentation with the PST request.
• All unused, earned PST carries over to the following year but will be capped at 40 hours per year.
Sick time can be used for:
• For incapacity due to pregnancy, prenatal medical care or child birth
• To care for the employee’s child after birth, or placement for adoption or foster care
• To care for the employee’s spouse, son or daughter, or parent, who has a serious health condition
• For a serious health condition that makes the employee unable to perform the employee’s job.
• Military Family Leave Entitlements (See FMLA in Handbook)
• The existence of a “serious health condition”
• Mental or physical illness, injury or health condition
• “Need for medical diagnosis, care, or treatment of a mental or physical illness, injury or health condition,”
or “need for preventive medical care.”
• PST may also be used if a public health emergency causes the employee’s “place of business” to close, or
the employee’s child’s school or daycare to close.
• Employees also may use earned PST to address various issues (whether as to the employee or the employee’s
family member) relating to domestic or sexual violence, or “abuse or stalking,” including the need for medical
attention, services from a victim services program, counseling, relocation, or attendance at legal hearings.
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Reasonable documentation is required for leave of 3 or more days. This documentation includes documentation signed
by a health care professional indicating that the earned paid sick time is necessary. In the case of domestic violence,
sexual violence, abuse or stalking, the following documents are considered reasonable:
• A police report
• A protective order, injunction against harassment, general court order, or other evidence from a court or
prosecuting attorney
• A signed statement from a domestic violence or sexual violence program, or victim services organization
affirming that the employee or employee’s family member is receiving services related to domestic violence,
sexual abuse, or stalking
• A signed statement from a witness advocate concerning services from a victim services organization
affirming that the employee or employee’s family member is receiving services related to domestic violence,
sexual abuse, or stalking
• A signed statement from an attorney, member of the clergy, or a medical or other professional affirming that
the employee or employee’s family member is receiving services related to domestic violence, sexual abuse,
or stalking
• An employee’s legible, written statement concerning status of the employee or the employee’s family
member as a victim of domestic violence, sexual violence, abuse, or stalking that signals the employee’s
identity and (if applicable) relationship to the family member.
Below are the codes and definitions that are loaded into Paylocity:
SICAH – SICK ACCRUED: This accrual is what the Employee is earning for next year. This accrual will
transfer to the SICEH earned when the employee passes their hire date.
SICEH – SICK EARNED: This earned amount is what the Employee has earned and can take now.
503. Performance Evaluation

Supervisors and employees are strongly encouraged to discuss job performance and goals on an informal, day-to-day
basis. Formal performance appraisals are conducted once a year for the crew employees unless otherwise specified.
This evaluation will address each crew employee’s job responsibilities, standards and performance requirements for
their position.
This appraisal will also assist in the identification and correction of weaknesses, as well as encourage and recognize
strengths. Wage increases may not always be included with the review process. Factors that affect wage increases
include performance and/or economic conditions.
504. Employee Meal Discounts

Each crew employee who works a shift is entitled to purchase a meal at half-price (50% off). This meal must be
consumed on premises. All beverages must be purchased. If an employee works a shift that qualifies them for a 30-
minute break (normally a six-hour shift), they must purchase the meal at the beginning of their break. Meal discounts
for employees are only good ½ hour before a shift, ½ hour after a shift and during a scheduled break. At any other
time, the employee must pay full price for the meal. Meal discounts will not be authorized at any other stores or on
off-duty hours.
Managers who are on duty will receive a 100% discount for meals consumed on the premises. Meal discounts will not
be authorized at any other stores or on off-duty hours. Company Administrative Personnel receive either a 50% or
100% VIP Card which is only valid between the hours of 10 am and 4 pm, Monday through Friday, or as otherwise
designated on the photo VIP card. Cashiers must verify discount eligibility by checking the employee’s VIP card.
Cash register receipts will be printed and signed by the employee receiving the discount. All signed meal receipts
will be attached to the DCR. All employee meals must be rung through the register. Cash register receipts will be
printed and signed by employee receiving discount. All meal receipts will be attached to the Daily Cash Report (DCR).
505. Health Plan

All full time employees are eligible for an individual health plan provided in cooperation with the Company. Contact
the Human Resource Department at the Corporate Office for further information.
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506. Benefits Continuation (COBRA)
The federal Consolidated Omnibus Budget Reconciliation Act (COBRA) gives employees and their qualified
beneficiaries the opportunity to continue health insurance coverage under the Company's health plan when a
“qualifying event" would normally result in the loss of eligibility. Some common qualifying events are resignation,
termination of employment, or death of an employee; a reduction in an employee's hours or a leave of absence; an
employee's divorce or legal separation; and dependent children no longer meeting eligibility requirements.
Termination for Gross misconduct will disqualify the employee from applying for COBRA benefits.
Under COBRA, the employee or beneficiary pays the full cost of coverage at the Company's group rates plus an
administration fee. Our insurance carrier provides each eligible employee with a written notice describing rights
granted under COBRA when the employee becomes eligible for coverage under the Company's health insurance plan.
The notice contains important information about the employee's rights and obligations.
507. Workplace Safety Reward Program

The Company will award a pair of safety shoes to employees that qualify at any store that has avoided a workers
compensation accident for 6 months (Based off of new OSHA requirements store claims for that time period will be
reviewed, in addition we will automatically exclude those incidents not requiring medical attention). The employee
must have been employed for the prior six-month time frame and must have worked at least an average of 20 hours
per week.
The Company will also award a pair of safety shoes and a monetary bonus to any store that can avoid a workers
compensation accident for 12 months (Based off of new OSHA requirements store claims for that time period will be
reviewed, in addition we will automatically exclude those incidents not requiring medical attention). The employee
must have been employed for the prior twelve-month time frame and must have worked an average of 20 hours per
week.
After receiving the yearly bonus, each store will be eligible again in six months for safety shoes, if they qualify.
Additionally, all injuries that occur will be rounded to the date of the 1st of the following month. Example: Your store
has an injury on the 12th of January; the accident date recorded will be February 1st. If you are out on FMLA during
the qualifying period, you will no longer qualify for the bonus.
SPECIAL NOTE: When you have an injury that DOES NOT require medical attention, a First Report of Injury
must be completed and submitted to the WC/GL Coordinator at the Corporate Office. This injury will not
count against your workers compensation benefits. We need the report of injury for our record keeping and
OSHA compliance. Please indicate on the First Report of Injury that the employee did NOT seek medical
attention. The Company reserves the right to change this incentive program at any time with or without notice.
VI. RULES OF CONDUCT

601. Employment Termination
If you decide to leave the Company, we encourage you to give your General Manager two weeks’ notice in writing,
specifying the reason for your resignation. Below are examples of some of the most common circumstances under
which employment is terminated:
• RESIGNATION - voluntary act initiated by the employee to terminate employment with the Company.
Although advance notice is not required, the Company requests at least two weeks’ written resignation notice
from all employees.
• DISCHARGE - involuntary employment termination initiated by the Company.
After you give notice, you will be paid on the corresponding payday, to include earned, unused PTO pay (if applicable
by State Law). On or before your last day of work, all Company property, such as your uniforms and nametags must
be returned to the General Manager.
If you take PTO or leave and do not return to work, the effective date of termination is the last day worked. Employee
benefits will be affected by employment termination in the following manner:
• All earned (not accrued), vested benefits that are due and payable at termination will be paid.
• Some benefits may be continued at the employee's expense if the employee so chooses. The employee will
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be notified in writing of the benefits that may be continued and of the terms, conditions, and limitations of
such continuance (i.e. COBRA).
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The Company may schedule an exit interview at the time of employment termination. The exit interview will offer
an opportunity to discuss such issues as employee benefits, conversion privileges, repayment of outstanding debts to
the Company, or the return of the Company owned property. Suggestions, complaints, and questions can also be
voiced.
602. Employment of Relatives

The Company permits relatives to work at the Company. However, when and where possible, the Company will avoid
having relatives work together where there is a direct or indirect reporting relationship between the relatives.
Accordingly, the Company may choose not to hire, transfer or promote relatives into positions where a direct or
indirect reporting relationship would exist or where the possibility of favoritism or a conflict of interest may otherwise
exist, regardless of the reporting relationship. A relative cannot be hired without authorization from the District
Manager, Director of Area Operations, and Human Resources. Failure to get approval, or disclose a relative’s
relationship, can result in termination of employee and hiring manager.
If a relative relationship is established after employment, the individuals concerned will be given an opportunity decide
who will be transferred. If that decision is not made within 3 calendar days, management will decide who transfers. In
other cases where a conflict or the potential for conflict arises, even where no supervisory relationship is involved, the
parties may be separated by reassignment or terminated from employment. For the purpose of this policy, a relative
is any person who is related by blood, common-law marriage or marriage, or whose relationship with the employee is
similar to that of persons who are related by blood or marriage.
The Company may allow exceptions to this general policy, in its sole discretion, due to local market conditions,
staffing issues or other circumstances, provided that the intent of the policy is and can be maintained. The Company,
in its sole discretion, may disallow an exception or “revoke” a current exception to this policy if issues of favoritism,
conflict of interest or other issues arise relating to the relative relationship of the employees.
603. Fraternization
The Company defines fraternization as any act(s) or relationships involving management level personnel that could
lead to or be perceived as causing favoritism or preferential treatment toward crew personnel or other subordinate
management employees. No member of management or any position above management will fraternize with an
employee of any of the Company’s restaurants.
This includes sharing personal phone numbers, e-mail addresses, and other social networking sites that could lead to
or be perceived as causing favoritism or preferential treatment toward crew personnel or other subordinate
management employees. Disciplinary action up to and including termination will be taken if any employee of the
Company is found to be violating this policy.
604. E-Mail, Voicemail, Telecommunication and Computer Network System Privacy

To ensure effective telephone communications, employees should always use the approved greeting and speak in a
courteous and professional manner. Please confirm information received from the caller and hang up only after the
caller has done so.
Personal use of the Company telephones for long-distance and acceptance or placing of toll calls is not permitted.
Employees may not receive incoming telephone calls unless it is an emergency. If a telephone call is received, it must
be kept to a minimum time period. Employees should practice discretion in using Company telephones when making
local personal calls and may be required to reimburse the Company for any charges resulting from their personal use
of the telephone.
Communications by employees of the Company are subject to monitoring for business purposes of training,
performance evaluation, and customer relations. This includes phone, voicemail, telecommunications, e-mail, and
computer equipment, files, and video recordings from security cameras inside and outside the building. Telephone or
computer equipment is intended for business purposes and personal communications may be made only during non-
working time and on appropriate devices.
• Telephones, computers, and software are provided for business activities and excessive personal use of
equipment and software is prohibited.
• When using company equipment, avoid inappropriate references, including material or comments that could
be construed as discriminatory/harassing (under our EEO policies), threatening, defamatory, profane,
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obscene or that might otherwise violate other Company policies.

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• The contents of voicemail and e-mail communications, as well as computer files and telecommunications,
should not contain confidential or proprietary information. The Company expressly reserves the right to
monitor communications and the right to access business-related information and materials for the purpose
of training, productivity standards, quality control, network overload, security, enforcement of policies on
harassment and violence, performance management, or marketing research. This list is not all-inclusive, and
the Company reserves the right to amend at any time.
Employees do not have a right to personal privacy with respect to the Company’s telephone, e-mail or voicemail
communications, telecommunications in general, or the contents of their work areas, this includes video recordings
from security cameras inside and outside the building. Passwords are designed to minimize unauthorized access only.
Workplace documents and communications are business records subject to possible review by the Company as well
as outside parties. Employees should be aware that the Company shall fully cooperate with requests from law
enforcement agencies or government agencies regarding requests for monitoring and or record requests. Violations
and abuse of telephone or other communication privileges shall be considered in performance evaluations and provide
a basis for disciplinary action up to and including termination.
605. Cell Phones/Cameras/Camera Phones/Electronic Devices

During their working time, employees are expected to conduct themselves in a professional manner and assist the
employer in operating an efficient business. Accordingly, during their working time, employees are not to use personal
cell phones, pagers, tablets, iPod, Smart Watch, or other electronic devices to make or receive personal calls, text
messages, take pictures, electronic recordings or browse the web, including social media platforms.
The Company acknowledges that many of its employees carry personal cell phones, but during their working time,
cell phones, pagers, Smart Watches, and other electronic devices are not permitted and they are not to be worn on their
person or kept in immediate working areas. Electronic devices should be used and calls/texts/etc. made only during
non-working time including authorized rest or meal period(s).
The Company does not allow employees to use the voice recording or photographic function on these devices in
restricted or private areas that are defined as changing rooms, locker rooms, and restrooms. Employees also cannot
photograph any part of the Company’s facilities where financial or personnel records are stored. Employees are also
not allowed to record or photograph any client, customer or business partner without the person's permission.
Employees who see violations of this policy can report them to their immediate supervisors. If immediate supervisors
violate the policy, employees can report violations to the Human Resources Department. Employees who violate the
policy can be disciplined up to termination. Employees who use these devices to photograph employees in private or
restricted areas, or reveal trade secrets, send customer lists, or transmit pictures of other confidential materials face
immediate termination.
606. Social Media and Networking

In general, our Company’s view of social networking sites (e.g., Facebook), personal web sites, and weblogs positively
and respects the right of employees to use them as a medium of self-expression. If an employee chooses to identify
themselves as an employee of our Company on such internet venues, some readers of such web sites or blogs may
view the employee as a representative or spokesperson of the Company. In light of this possibility, our Company
requires, as a condition of employment, that employees observe the following guidelines when referring to the
Company, its programs or activities, its customers, and/or other employees, in a blog or on a web site.
It is the right and duty of the Company to protect itself from unauthorized disclosure of information. This policy
applies to all employees.
Unless specifically authorized by the Company to do so as part of employee’s position, employees are not permitted
to blog or use other forms of social media or technology on the internet during working hours or at any time on
Company computers or other Company-supplied devices. Blogging or other forms of social media or technology
include but are not limited to video or wiki postings, chat rooms, personal blogs or other similar forms of online
journals, diaries or personal newsletters not affiliated with the Company.
Employees are not authorized and therefore, restricted to speak on behalf of the Company. Employees may not
publicly discuss customers, products, employees or any work-related matters, whether confidential or not, outside
Company-authorized communications. Employees are expected to protect the privacy of the Company and its
employees and customers and are prohibited from disclosing personal employee and non-employee information and
any other proprietary and nonpublic information to which employees have access. Such information includes but is
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not limited to employee information customer information, trade secrets, financial information and strategic business
plans.
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Employees are cautioned that they should have no expectation of privacy while using the internet. Your postings can
be reviewed by anyone, including the Company. The Company reserves the right to monitor comments or discussions
about the Company its employees and customers and the industry, including products and competitors, posted by
anyone, including employees and non-employees, on the internet.
The Company can use blog-search tools and software to monitor social networking sites on the Internet. Employees
are cautioned that they should have no expectation of privacy while using Company equipment or facilities for any
purpose. The Company requests and strongly urges employees to report any violations or possible or perceived
violations to supervisors, managers or Human Resources. Violations include discussions of the Company its
employees, customers, and any discussion of proprietary information.
The Company will investigate and responds to all reports of violations of this policy and other related policies.
Violation of this policy will result in disciplinary action up to and including immediate termination. Discipline or
termination will be determined based on the nature and factors of any blog or post. The Company reserves the right
to take legal action where necessary against employees who engage in prohibited or unlawful conduct.
607. Drug and Alcohol Policy

It is the Company's desire to provide a drug & alcohol free, healthful, and safe workplace. To promote this goal,
employees are required to report to work in appropriate mental and physical condition to perform their jobs in a
satisfactory manner.
While on Company premises or while conducting business-related activities off Company premises, no employee may
use, possess, distribute, sell, or have alcohol or illegal drugs in their system. The legal use of prescribed drugs is
permitted on the job only if it does not impair an employee's ability to perform the job effectively and safely. If the
employer suspects that the employee is impaired from illegal drugs or alcohol, the employer may require the employee
to submit to drug or alcohol testing.
Some States allow for the use of medical and recreational marijuana with a valid Registry Identification
Card. Under Federal Law, marijuana is an illegal drug, and in order to comply with certain federal mandates,
the Company must remain a drug–free workplace with respect to any illegal drugs including marijuana use
and testing. The Company considers marijuana use to be the use of an illegal substance and a Medical
Marijuana Card will not exempt any employee from the consequences of use, possession or testing positive for
an illegal substance.
Purpose: Alcohol and drug abuse ranks as one of the major health problems in the United States. Our employees are
our most valuable resource and their safety and health is of paramount concern. We are committed to providing a safe
working environment to protect our employees and others; to provide the highest level of service; and to minimize the
risk of accidents and injuries.
General Policy: Each employee has a responsibility to employees and the public to deliver services in a safe and
conscientious manner. Continuing research and practical experience have proven that even limited quantities of
narcotics, abused prescription drugs or alcohol can impair your reflexes and judgment. This impairment, even when
not readily apparent, can have catastrophic results. For these reasons, we have adopted a policy that all employees
must report to work completely free from the presence of drugs and the effects of alcohol.
No employee is exempt from the Company Alcohol and Drug policy because of the consequences of use,
possession, or testing requirements regarding medical marijuana.
Drug and Alcohol Use/Distribution/Possession/Impairment: All employees are prohibited from manufacturing,
cultivating, distributing, offering to sell, dispensing, possessing or using illegal drugs or other unauthorized or mind-
altering or intoxicating substances while on the Company property (including parking areas and grounds), or while
otherwise performing their work duties away from the Company. Included within this prohibition are lawful
controlled substances that have been illegally or improperly obtained. Employees are also prohibited from having any
such illegal or unauthorized controlled substances in their system while at work, and from having excessive amounts
of otherwise lawful controlled substances in their system. Employees are prohibited from consuming alcohol while
on the Company property (including parking areas and grounds), or while otherwise performing their work duties
away from the Company.
Off-Duty Conduct: Off-duty possession, use, sale, offering to sell, or purchase of mind-altering substances and off-
premises alcohol abuse may reflect unfavorably on the Company and is also prohibited.
Prescription Drugs: Employees shall, when drugs are prescribed by a medical professional, inquire of the prescribing
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professional whether the drug prescribed has any side effects which may impair the employee’s ability to safely
perform the employee’s job duties. If the answer from the medical professional is yes, the employee shall obtain a
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statement from the medical professional indicating any work restrictions and their duration. The employee shall
present that statement to their supervisor prior to going on duty.

The Company reserves the right to require an employee to submit to a fitness for duty examination by a physician
selected by the Company when there are questions concerning an employee’s fitness for duty.
Notification of Impairment: It shall be the responsibility of each employee who observes or has knowledge of
another employee in a condition which impairs the employee to perform their job duties, or who present a hazard to
the safety and welfare of others, or is otherwise in violation of this policy, to promptly report that fact to their
immediate supervisor.
Who Is Subject To Being Tested: The Company shall conduct drug tests in the following circumstances:
Post-Accident: An employee involved in an accident who has caused the accident whether it is the injured employee
or another employee must immediately submit to a controlled substance test and a breath alcohol test if the injury
could have been caused by their mental ability being impaired by drugs or alcohol. Any employee who is seriously
injured and cannot provide a specimen at the time of the accident shall provide the necessary authorization for
obtaining hospital reports and other documents that would indicate whether there were any controlled substances or
alcohol concentration in the employee’s system.
All workers compensation claims must be filed immediately upon injury. Refusal to submit to drug or alcohol testing
or re-testing will be treated as a positive test.
Reasonable Suspicion Testing: An employee will be asked to submit to tests for alcohol and/or illegal drugs when
the employee is reasonably suspected of being impaired in the performance of their job.
1. Reasonable suspicion testing may result from one of the following examples, but is not limited to the
following:
a) Specific, personal and articulable observations concerning the appearance, behavior, speech or
performance of the employee; or
b) Violations of a safety rule, or other unsafe work incident which, after further investigation of the
employee’s behavior, lead the supervisor(s)/manager(s) to believe that the employee’s functioning is
impaired; or
c) Other physical, circumstantial or contemporaneous indicators of impairment.
2. When a supervisor/manager has reasonable suspicion to request testing, the supervisor/manager will arrange
to transport the employee to the collection site, and will arrange for the employee’s transport home.
Positive Drug and/or Alcohol Test Result: If a drug and/or alcohol test is positive as a result of a post-accident or
reasonable suspicion test, the employee will be terminated immediately and is not eligible for rehire with any affiliated
company of Arizona Restaurant Company.
Discipline: Violation of this policy or any of its provisions may result in discipline up to and including termination.
Enforcement Policy: In order to enforce this policy and procedure, the Company reserves the right to investigate
potential violations and require personnel to undergo substance screening including urinalysis, Breath Alcohol Tests,
or other appropriate tests and, where appropriate, searches of all areas of the Company’s physical premises, including,
but not limited to work areas, computers, personal articles, lockers, vehicles, etc. Employees will be subject to
discipline up to and including termination for refusing to cooperate with searches or investigations, to submit to
screening, or for failing to execute consent forms when required by supervision. Refusal to submit to drug and/or
alcohol testing will be treated as a positive test.
Employee Assistance: The Company expects employees who suspect they have an alcohol or drug problem to seek
assistance. The Company supports sound treatment efforts. Whenever practical, the Company will assist employees
in overcoming drug, alcohol, and other problems which may affect employee job performance, as long as this policy
has not already been violated.
The Company will help employees by providing a referral to an appropriate professional organization. However, it is
the responsibility of the employee to seek and accept assistance before drug and alcohol problems lead to disciplinary
action, including termination. For employees who take time away from work to seek professional counseling, strict
confidentiality of records and information will be maintained. If the employee elects to enter an appropriate treatment
program, the employee may be placed on unpaid status, but will be required to use any earned vacation time and sick
leave while participating in the evaluation and treatment program, so long as the employee is complying with the
conditions of treatment. The Company will have the right to require verification from the health provider for a release
to work and/or verification of treatment as covered in the Company’s medical leave policies.
Entrance into a treatment program does not relieve an employee of the obligation to satisfy the Company’s standards
regarding an employee’s performance, and participation will not prevent the Company from administering discipline
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for violations of its policies, or relieve the employee of their responsibility to perform their job in a satisfactory, safe,
and efficient manner. The employee is responsible for payment for this treatment program.
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Safeguards/Confidentiality: At the present time, drug screen analysis is accomplished through urinalysis testing.
The Company reserves the right to change to any alternative acceptable form of testing approved by appropriate federal
and state regulations, laws or guidelines. Alcohol testing may be through breath testing and/or blood analysis testing.
Samples will be collected in a sanitary environment designed to maximize employee’s privacy while minimizing the
possibility of tampering.
If there is a positive drug and/or alcohol result on the initial screening test, the laboratory or blood alcohol technician
will automatically do a second test to confirm the results. The second drug test will be performed using gas
chromatography/mass spectrometry or other scientifically accepted methods. A positive breath alcohol test will be
confirmed by a second breath test.
A government-certified outside laboratory performs all drug tests. All government-certified outside laboratories
strictly follow chain of custody guidelines to ensure the integrity of the testing process. The Company shall use a
Medical Review Officer (MRO) who will receive the laboratory results of the testing procedure. The MRO shall be
a licensed physician and have knowledge of substance abuse disorders and the appropriate medical training to evaluate
positive results, medical histories, and any other relevant biomedical information. The MRO shall review all medical
records made available by the tested individual when a confirmed positive test could have resulted from legally
prescribed medication.
If the results of the initial test are negative, the testing laboratory will report the results to the MRO retained by the
Company. The MRO or the testing laboratory reports the negative results to the Company. In this instance, no
additional test on the specimen will be done.
If the results of the initial test are positive, that is, if the results exceed the permitted levels for any of the six drugs
tested or if the blood alcohol test comes back positive, a second confirmatory test shall be performed. The employee
is prohibited from performing any duties if the initial test is positive, and while the confirmatory testing is being
performed. Only specimens that are confirmed positive on the second (confirmatory) test are reported positive to the
MRO for review and analysis. The MRO will contact the employee personally in the case of a positive test result.
The MRO has the responsibility of reporting to the Company whether the test results are positive or negative.
An employee who does not pass a drug test may request that the original sample be analyzed again at the individual’s
expense by a government-certified laboratory. All requests for an independent analysis must be made in writing within
72 hours of notification of a confirmed positive test result. In the event the drug and/or alcohol test results are not
achieved due to a diluted sample, the employee will be required to re-test.
Each employee will have an opportunity to discuss the drug and/or alcohol test with a Medical Review Officer (MRO)
in a confidential setting. Each employee upon their request will be provided with a written copy of the positive test
result. Upon written request within seven days of taking the test, an employee may access records relating to this drug
and/or alcohol test.
Kinds Of Substances Tested For Will Include The Following Substances Or Their Metabolites:
1. Marijuana
2. Cocaine
3. Opiates
4. Phencyclidine (PCP)
5. Amphetamines
6. Alcohol
What Happens When an Employee Tests Positive for Prohibited Substances? All employees who test positive
in a confirmed substance test and/or breath alcohol test will be subject to disciplinary action up to and including
termination. Nothing in this policy is to be construed to prohibit the Company from maintaining a safe and secure
work environment, or to limit its right to impose disciplinary actions, as it may deem appropriate for reasons of
misconduct or poor performance, regardless of whether the misconduct or poor performance arises out of the use of
alcohol or drugs. Such disciplinary actions may include termination of employment. Employment is at-will and
subject to termination by the Company at any time, with or without notice and with or without cause.
608. Tobacco Use/Gum Chewing

In keeping with the Company's intent to provide a safe and healthy work environment and to adhere to local laws, all
forms of tobacco, smokeless tobacco, chewing tobacco, vape pens, and electronic cigarettes are prohibited throughout
the workplace except in designated areas, and only on designated breaks. In situations where the preferences of
19
smokers and nonsmokers are in direct conflict, the preferences of nonsmokers will prevail. This policy applies equally
to all employees, customers, and visitors. By law, employees must be 18 years of age to smoke/chew. Gum chewing
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is not permitted while on duty.

609. Gossip
The Company is committed to providing a positive work environment. Accordingly, we encourage all employees to
remember that harmful and negative comments or gossip about employees can have long term or even permanent
impacts on relationships in your workplace. We encourage everyone to remember the golden rule and treat others in
the manner that they would want to be treated.
610. Complaint/Problem Solving Procedure

If you believe there has been a violation of the EEO policy or harassment based on the protected classes as listed in
the Equal Employment Opportunity, including sexual harassment, please use the following complaint procedure. This
policy applies to Third Parties as well; Third Parties may include, but are not limited to visitors, vendors, consultants,
contractors, service persons, customers, etc. This contact may include, but not be limited to personal contact, written
communication, telephone communications, e-mail communications or telecommunications of any type. The
Company expects employees to make a timely complaint to enable the Company to promptly investigate and correct
any behavior that may be in violation of this policy.
1. If you feel comfortable enough, tell the harasser that their actions are not welcome and they must stop.
2. Report the incident to your immediate manager or any manager with whom you feel comfortable. These can
include the General Manager, District Manager, Director of Area Operations, or the Director of Human
Resources, who will investigate the matter and take appropriate corrective action. Your complaint will be
kept as confidential as practicable.
3. If you feel you cannot go to any of the listed individuals with your complaint, you should report the incident
to the President of the Company or their representative.
4. Report any additional incidents or retaliation that may occur to one of the above resources.
Speak Up Program:
The Company strongly encourages its employees to report all conduct thought to be improper, offensive,
inappropriate, and/or questionable because we can only attend to and investigate issues that are reported. Investigations
will be done timely and confidentially. Speak Up Hotline 866-366-3866 x1054
Any employee who becomes aware of harassment and fails to report it can be held personally liable in addition to
being subject to further disciplinary action up to termination. Anyone engaging in any type of unlawful harassment
will be subject to disciplinary action, up to and including termination of employment.
If, at the completion of an investigation, the Company determines that an employee’s behavior is in violation of this
policy, appropriate disciplinary action will be taken against the offending employee, up to and including termination
of employment.
The Company prohibits any form of retaliation against any employee for filing a legitimate complaint under this
policy, or for assisting in the complaint investigation. If you perceive retaliation for making a complaint or by
participation in the investigation, please follow the complaint procedure outlined above. However, if after
investigating any complaint of unlawful discrimination, the Company determines that an employee intentionally
provided false information regarding the complaint, disciplinary action may be taken against the one who gave the
false information. The Company will seek damages that will include reimbursement of the cost of the claim including
the Company’s attorney’s fees.
If the solution offered is not satisfactory, or if it is inappropriate to go to your supervisor, then employees are
encouraged to take the issue to any other manager with whom you are comfortable. These can include the District
Manager, Area Director, or the Director of Human Resources, who will investigate the matter and take appropriate
action to find a solution. Normally, this discussion should be held within 3-5 days of the incident. Discussions held
in a timely manner will enhance our ability to resolve concerns while it is fresh in everyone’s mind. The majority of
misunderstandings can be resolved at this level. If the issue still cannot be resolved, employees may submit a written
complaint to the President of the Company for review and final decision about the situation.
611. Harassment and Discrimination

The Company is committed to providing a work environment that is free of discrimination and unlawful harassment.
Discrimination refers to intolerant behavior towards individuals or groups. Discrimination may come from an
individual or through systems and attitudes within institutions. Harassment can make one feel uncomfortable,
embarrassed, offended or intimidated. Harassment and discrimination can be found on three levels: peer-to-peer,
20
supervisor-to-staff and public/client-to-staff. This policy applies to Third Parties as well; Third Parties may include,
but are not limited to visitors, vendors, consultants, contractors, service persons, customers, etc.
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This contact may include, but not be limited to personal contact, written communication, telephone communications,
e-mail communications or telecommunications of any type. It shall be a violation of this policy for any employee or
third party (i.e. visitors, vendors, consultants, contractors, service persons, customers, etc.) to harass, sexually harass,
or discriminate against any employee, or any other individual associated with the Company (i.e. visitors, vendors,
contractors, customers, etc.)
Discrimination and/or harassment include actions, words, jokes, or comments based on an individual's race, color,
religion, gender, national origin, age, disability, sexual orientation or any other characteristic protected by applicable
law, is strictly prohibited. Behavior that may constitute harassment includes but is not limited to:
• Derogatory or inappropriate comments, teasing, jokes, innuendoes or taunting.
• Display or circulation of any inappropriate, derogatory or offensive written materials, cartoons or pictures.
• Creation of an unpleasant, intimidating or intolerable environment through a pattern of offensive, threatening
or hostile comments or conduct.
• Stalking.
• Inappropriate physical contact.
• Physical or verbal abuse.
• Refusing to communicate, converse or work with an individual.
• Sexual assault/abuse.
• Suggestive looks, leering, staring or gestures.
• Unwelcome and unsolicited sexual advances.
• Reprisal or threat of reprisal for the rejection of a sexual advance or solicitation.
• Reprisal or threat of reprisal against an individual for having invoked this policy or participated in any
investigation under this policy.
We encourage all employees and supervisors to report any harassment they observe or are subjected to, including
isolated instances of harassment, even where there are no supervisory relationships. This policy prohibits
discrimination and harassment by anyone in the workplace – supervisors, employees, and non-employees.
Any employee who wants to report an incident of harassment should promptly report the matter to their manager. If
the supervisor is unavailable or the employee believes it would be inappropriate to contact that person, the employee
should immediately call the Speak Up Hotline 866-366-3866 x1054. Any manager who becomes aware of possible
harassment should promptly advise the Director of Human Resources, who will handle the matter in a timely and
confidential manner.
Any manager who becomes aware of possible harassment and fails to report it can be held personally liable in addition
to being subject to further disciplinary action up to termination. Anyone engaging in any type of unlawful harassment
will be subject to disciplinary action, up to and including termination of employment.
612. Sexual Harassment

The Company has a NO TOLERANCE policy regarding sexual harassment. Sexual harassment is defined as
unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature. This
policy applies to Third Parties as well; Third Parties may include, but are not limited to visitors, vendors, consultants,
contractors, service persons, customers, etc. This contact may include, but not be limited to personal contact, written
communication, telephone communications, e-mail communications or telecommunications of any type. Such conduct
includes, but is not limited to, sexually implicit or explicit communications whether in:
1. Submission to such conduct is made explicitly or implicitly a term or condition of employment
2. Submission to or rejection of such conduct is used as the basis for decisions affecting an individual’s
employment
3. Such conduct has the purpose or effect of substantially interfering with an individual’s work performance or
creating an intimidating, hostile or offensive work environment.
4. Written form, such as cartoons, posters, calendars, notes, letters, text messages, email or computer usage
including Facebook or any other social media platform in posts or message form.
5. Verbal form, such as comments, jokes, foul or obscene language of a sexual nature, gossiping or questions
about another’s sex life, repeated unwanted requests for dates
6. Physical gestures and other nonverbal behavior, such as unwelcome touching, grabbing, fondling, kissing,
massaging, and brushing up against another’s body.
21
All employees of the Company are expected to conduct themselves in a professional and businesslike manner at all
times. Inappropriate sexual conduct that could lead to a claim of sexual harassment is expressly prohibited. We
Page
encourage all employees and supervisors to report any harassment they observe or are subjected to, including isolated
instances of harassment, even where there are no supervisory relationships.

Any manager who becomes aware of possible sexual harassment should promptly call the Speak Up Hotline 866-
366-3866 x1054, who will handle the matter in a timely and confidential manner. Any manager who becomes aware
of possible sexual harassment and fails to report it can be held personally liable in addition to being subject to further
disciplinary action up to termination.
Anyone engaging in any type of unlawful harassment will be subject to disciplinary action, up to and including
termination of employment.
613. Anti-Violence and Threats in the Workplace

It is the Company’s policy to provide a workplace that is safe and free from all threatening and intimidating conduct.
Therefore, the Company will not tolerate violence or threats of violence of any form in the workplace, at work-related
functions, or outside of work if it affects the workplace. This policy is inclusive of Third Parties as well; this may
include, but are not limited to visitors, vendors, consultants, contractors, service persons, customers, etc. This contact
may include, but not be limited to personal contact, written communication, telephone communications, e-mail
communications or telecommunications of any type.
It will be a violation of this policy for any individual to engage in any conduct, verbal or physical, which intimidates,
endangers, or creates the perception of intent to harm persons or property. Examples include but are not limited to:
1. Physical assaults or threats of physical assault, whether made in person or by other means (i.e., in writing, by
phone, text, social media, fax, or e-mail).
2. Verbal conduct that is intimidating and has the purpose or effect of threatening the health or safety of an
employee.
3. Possession of firearms or any other lethal weapon on Company property, in a vehicle being used on Company
business, in any Company owned or leased parking facility, or at a work-related function.
4. Vandalism or arson
5. Racial epithets or derogatory remarks associated with hate crime threats
6. Stalking
7. Comments condoning or enticing violent events or behaviors
8. Any other conduct or acts which management believes represents an imminent or potential danger to work
place safety/security.
Employees who feel subjected to any of the behaviors listed above should immediately report the incident to any
member of management (i.e., General Manager, District Manager, Director of Area Operations), or the Director of
Human Resources. Failure to do so could result in disciplinary action. Complaints will receive attention, and the
situation will be investigated promptly. Based upon the results of the inquiry, action will be taken which management
feels is appropriate.
614. Employee Standards of Conduct

The Company expects employees to observe “common sense” rules of honesty, good conduct, general job interest,
safe practices and to adhere to generally accepted customs of good taste. In our Company, as in any group with a
common purpose, rules are necessary. Employee cooperation and good judgment will benefit the wellbeing of
everyone. When violations of rules occur, it is the Company’s responsibility to take corrective disciplinary action.
Disciplinary actions can range from a formal discussion with the employee about the matter to immediate termination.
Possible violations at the Company are divided into two groups:
Gross Misconduct: Violations of a serious nature will subject employees to discipline up to and including
immediate discharge.
Misconduct: Violations of a less serious nature, employees will be normally warned prior to discharge. The
process is below.
 1st violation will result in the First Written Warning
 2nd violation will result in the Final Written Warning
 3rd violation will result in the Termination of Employment
The following are some examples of both categories. This list is not intended to be all-inclusive.
Gross Misconduct
1. Violation of safety rules or practices subjecting self or others to injury or resulting in damage to Company or
22
others’ property (includes careless or negligent conduct or horseplay).

2. Failure to wear or utilize required safety equipment.
Page

3. Falsifying any Company record, including time keeping or otherwise giving false information or explanations
to the Company.
4. Violation of the Company’s:
a. Equal Employment Opportunity policy
b. Harassment and Discrimination Policy
c. Sexual Harassment Policy
d. Anti-Violence and Threats in the Workplace Policy
e. Drug and Alcohol Policy
5. Operating equipment without authority.
6. Leaving the facility during working hours without permission.
7. Threatening, intimidating or using abusive language to employees or customers.
8. Insubordination, including refusal to follow reasonable instructions or accept work assignment.
9. Theft or unauthorized possession of Company, customer or other employee’s product or property.
10. Immoral or indecent behavior.
11. Possession of firearms (whether loaded or unloaded), explosives or other dangerous weapons on Company
property, including weapons designed to inflict bodily harm or any item used, or threatened to be used, to
inflict harm.
12. Fighting on Company property.
13. Sleeping during assigned work hours.
14. Concealment of serious errors or mistakes.
15. Any other action equally threatening to Company interests.
Misconduct
1. Failure to notify supervisor of your absence or tardiness and reasons thereof, prior to the start of your shift,
or not having a justifiable reason for absence.
2. Failure to report to work regularly and/or on time.
3. Extending lunch or break periods or arriving to work late and/or leaving early.
4. Failure to conform to Company procedures (e.g. parking, etc.).
5. Unsatisfactory performance or poor work quality.
6. Leaving your work area without your supervisor’s permission or not having a satisfactory reason for leaving.
7. Failure to report work-related injuries immediately.
8. Violation of safety rules not considered to be a Gross Misconduct violation.
9. Gambling on Company property.
10. Posting or removing notices of any kind on the bulletin board or Company property without the approval of
the Company.
11. Violation of No Solicitation/Distribution rules -- see posted rule 404.
12. Using telephones for excessive personal calls; conducting personal business during working hours or while
on Company business.
13. Wearing, answering personal cell / pager, Smart Watch, or texting while on duty.
14. Smoking in prohibited areas.
615. Security Inspections

The Company wishes to maintain a work environment that is free of illegal drugs, alcohol, firearms, explosives or
other improper materials. Therefore, the Company prohibits the possession, transfer, sale or use of such materials on
its premises. The Company requires all employees to cooperate in the administration of this policy.
Desks, lockers, as well as all other types of storage units may be provided for the convenience of employees. These
are the sole property of the Company. This means that any designated representative of the Company can inspect
them, as well as any articles found in them. This can be done with or without prior notice to the employees.
Also, the Company does not condone theft or unauthorized possession of the property of the Company, other
employees, guests or visitors. To assist with the enforcement of the policy, the Company and its representatives
reserve the right to inspect not only desk and lockers but also persons entering and/or leaving premises and any
package or other belongings when it suspects theft or unauthorized possession of articles belonging to the Company
or others, this includes video recordings from security cameras inside and outside the building. Employees are
discouraged from bringing important, personal items into the store premises. The Company reserves the right to
inspect or monitor computer files on the computers provided by the Company for the employee’s use in the workplace.
23
Page

616. Return of Property
The Company wishes to maintain a work environment that is free of illegal drugs, alcohol, firearms, explosives or
other improper materials. Therefore, the Company prohibits the possession, transfer, sale or use of such materials on
its premises. The Company requires all employees to cooperate in the administration of this policy.
Desks, lockers, as well as all other types of storage units may be provided for the convenience of employees. These
are the sole property of the Company. This means that any designated representative of the Company can inspect
them, as well as any articles found in them. This can be done with or without prior notice to the employees.
Also, the Company does not condone theft or unauthorized possession of the property of the Company, other
employees, guests or visitors. To assist with the enforcement of the policy, the Company and its representatives
reserve the right to inspect not only desk and lockers but also persons entering and/or leaving premises and any
package or other belongings when it suspects theft or unauthorized possession of articles belonging to the Company
or others, this includes video recordings from security cameras inside and outside the building. Employees are
discouraged from bringing important, personal items into the store premises. The Company reserves the right to
inspect or monitor computer files on the computers provided by the Company for the employee’s use in the workplace.
617. Legal and Official Postings

The posting of personal written solicitations on Company bulletin boards or designated wall space is prohibited. These
areas display important information, and employees should consult them frequently for:
• Affirmative Action Statement
• Employee Announcements
• Internal Memoranda
• Workers Compensation Insurance Information
• Organizational Announcements
• Payday Notice
• Job Openings
• Federal and State Labor Laws
24
Page

Acknowledgment of Receipt
I have read a copy of the Crew handbook dated March 2018 and I understand that I am to become familiar with its
contents.
Furthermore, I understand:
• Employment with The Company is at-will. I have the right to end my work relationship with the Company,
with or without advance notice for any reason. The Company has the same right.
• The language used in this handbook and any verbal statements of management are not intended to constitute
a contract of employment, either express or implied, nor are they a guarantee of employment for a specific
duration.
• Except for at-will status, the Company retains the sole right to modify, suspend, interpret, or cancel in whole,
or in part, any of the published or unpublished company guidelines or practices in this Handbook. The
Company can take such actions without advance notice and without having to give justification.
• The handbook is not all-inclusive, but is intended to provide me with a summary of some of the Company’s
guidelines.
• It is my responsibility to read the aforementioned document. I agree to follow all policies and procedures that
are set forth therein. I further agree to abide by the standards set forth in the policy for the duration of my
employment with the Company.
• This edition replaces all previously issued handbooks. The need may arise to change the guidelines described
in the handbook. The Company therefore reserves the right to interpret or to change them without prior
notice.
• No representative of the Company, other than the President of the Company, has the authority to enter into
an agreement of employment for any specified period; and such agreement must be in writing, signed by the
President and myself. We have not entered into such an agreement.
• Communications by employees of the Company is subject to monitoring for business purposes for purposes
of training, performance evaluation, and customer relations. This includes phone, voicemail,
telecommunications, e-mail, and computer equipment and files. Telephone or computer equipment is for
business purposes only, and personal communications may be made only at certain times from certain
locations. Abuse of telephone or other communication privileges is subject to disciplinary action. I
acknowledge that I do not have a right to personal privacy with respect to the Company telephone, E-mail or
voicemail communications, telecommunications in general, or the contents of my work areas, this includes
video recordings from security cameras inside and outside the building. Passwords are designed to minimize
unauthorized access only. Workplace documents and communications are business records subject to
possible review by the Company as well as outside parties. Employees should be aware that the Company
shall fully cooperate with requests from law enforcement agencies or government agencies regarding requests
for monitoring and or record requests.
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Crew Handbook: Arizona Restaurant Company

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Arizona Restaurant Company

II. Time and Attendance

III. Employment Status and Records

IV. Work Conditions

Arizona Restaurant Company

501 Paid Time Off ------------------------------------------------------------------------------------------- 12

VI. Rules of Conduct

Arizona Restaurant Company

102. Equal Employment Opportunity

103. Immigration Law Compliance

hire, the Company must terminate their employment.

Arizona Restaurant Company

105. Family Medical Leave Act (FMLA)

Arizona Restaurant Company

106. Military Leave

Arizona Restaurant Company

108. Jury Duty

II. TIME AND ATTENDANCE

203. Rest and Meal Periods

Arizona Restaurant Company

205. Scheduling, Attendance, and Punctuality

Arizona Restaurant Company

302. Employment Reference Checks

303. Employment Applications

304. Personnel Data Changes

305. Administrative Pay Corrections

306. Pay Deductions and Setoffs

Arizona Restaurant Company

402. Uniform Dress Code

to wear an approved long sleeve t-shirt under uniform shirt.

Arizona Restaurant Company

403. Visitors and Outside Individuals in the Workplace

405. Safety and Workers Compensation

406. Use of Equipment

Arizona Restaurant Company

501. Paid Time Off

502. Sick Time Policy

Arizona Restaurant Company

503. Performance Evaluation

504. Employee Meal Discounts

505. Health Plan

Arizona Restaurant Company

507. Workplace Safety Reward Program

VI. RULES OF CONDUCT

Arizona Restaurant Company

602. Employment of Relatives

604. E-Mail, Voicemail, Telecommunication and Computer Network System Privacy

obscene or that might otherwise violate other Company policies.

Arizona Restaurant Company

605. Cell Phones/Cameras/Camera Phones/Electronic Devices

606. Social Media and Networking

Arizona Restaurant Company

607. Drug and Alcohol Policy

Arizona Restaurant Company

Arizona Restaurant Company

608. Tobacco Use/Gum Chewing

is not permitted while on duty.

Arizona Restaurant Company

610. Complaint/Problem Solving Procedure

611. Harassment and Discrimination

Arizona Restaurant Company

612. Sexual Harassment