TEAM MEMBER POLICY Handbook

Chick-fil-A Village at Meridian

Welcome and Introduction

Welcome to Chick-fil-A Village at Meridian. We are glad you chose to work with us, and we are excited to get you started on our team.

This handbook is designed to better acquaint you with our stores policies, work rules, and benefits. The handbook contains current information about various policies that have been established by Chick-fil-A corporate and your operator. As an employee at this restaurant, you will be expected to uphold and fulfill these policies. You should review this handbook carefully; we are open to questions, comments, and expressions of concerns. We appreciate your support of this handbook and its policies. We hope that your employment here will be a challenging and rewarding experience.

Please note that these policies will be reviewed periodically and update when needed. Chick-fil- A Village at Meridian reserves the right to amend, modify, change, supplement, or delete as it deems necessary any provision of this handbook, in whole or part. If there are to be changes during employment or after signing this handbook, all team members will be informed via email, bulletin, or word of mouth. If this handbook is not current at the time of orientation/ onboarding, you will be notified.

This handbook cannot anticipate every situation or answer every question about employment. The Operator must administer the issues contained in this handbook with flexibility as may be necessary. The Operator’s interpretation of these policies and procedures is final and binding.

Closed on Sundays

Chick-fil-A restaurants are, and always have been, Closed on Sundays. Closing every Sunday makes the Chick-fil-A brand unique in this day and age. The chain’s founder, Truett Cathy, wanted to ensure that individuals had at least one day a week as an opportunity to worship, spend time with family and friends or just plain rest from the work week. It made sense then, and it still makes sense now. At this restaurant, we are always Closed on Sundays.

Civility & Non-Harassment

Civility & Equal Employment Opportunity. Chick-fil-A Village at Meridian is committed to valuing all persons, and to treating one another with honor, dignity and respect. We highly value professional relationships. We therefore strongly support and are committed to maintaining a work environment in which each team member can succeed to the best of his or her abilities. Accordingly, it has been and shall continue to be our policy that all employment decisions will be made without regard to sex, race, color, religion, national origin, ancestry, citizenship, pregnancy, age, physical or mental disability, service in the armed forces and/or any other protected status, classification or factor, in accordance with the requirements of all federal, state and local laws. This policy applies to all aspects of the employment process including, but not limited to, hiring, assignment, promotion, evaluation, compensation decisions and separation decisions. It is expected that all individuals will avoid any behavior, action, decision and/or conduct that is inconsistent with this policy.

Non-Harassment. It has been and shall continue to be the policy of Chick-fil-A Village at Meridian that our work environment will be free from physical, verbal, and sexual harassment, and from harassment based on or because of sex, race, color, religion, national origin, ancestry, citizenship, pregnancy, age, physical or mental disability, service in the armed forces and/or any other basis protected by federal, state, or local law. We prohibit and will not tolerate any such harassing conduct, whether intentional or unintentional.

Harassment is verbal, physical, or sexual conduct that denigrates or shows hostility toward an individual or conduct that creates an intimidating, hostile, or offense working environment for an individual because of his or her sex, race, color, religion, national origin, ancestry, citizenship, pregnancy, age, physical or mental disability, service in the uniformed services, or any other protected classification. Harassment may include, but is not necessarily limited to, epithets, slurs, jokes, or other verbal or physical conduct relating to an individual’s sex, race, color, religion, national origin, ancestry, citizenship, pregnancy, age, physical or mental disability, service in the uniformed services, or any other protected classification

Prohibited sexual harassment can include, but is not limited to:

• unwelcome sexual advances, propositions or statements;

• unwelcome physical conduct such as touching, or impeding or blocking movements;

• verbal conduct such as making or using derogatory comments, explicit jokes, or
  comments about a person’s body or dress;

• making inappropriate gestures;

• displaying or distributing sexually suggestive objects, pictures, cartoons, etc.; and/or

• any other visual, verbal, or physical conduct of a sexual nature by any team member,
  supervisor, manager or other person.
  Same-sex harassment is also prohibited by the law and by our policies. Accordingly, inappropriate harassment by males toward or against a male, or by females toward or against a female, is prohibited.
  Sexual and all other forms of harassment are prohibited whether the conduct or behavior involves or constitutes harassment by a co-worker, harassment by a manager, or harassment by persons doing business with or for the Company (including but not limited to customers, vendors, suppliers, etc.).
  Non-Retaliation. It has been and shall continue to be the policy of Chick-fil-A Village at Meridian that we will not tolerate any form of retaliation against any team member for making a good faith report or complaint of harassment or discrimination; for cooperating in a harassment or discrimination investigation; or for participating in any aspect of the EEO enforcement process.
  How to Report Concerns or Violations. Every individual has responsibility for ensuring compliance with this policy. Chick-fil-A Village at Meridian cannot resolve matters that are not brought to the attention of an appropriate member of management. Accordingly, any team member who believes he or she is being subjected to prohibited discrimination, harassment or retaliation by a co-worker, manager or any other individual (whether or not the individual is employed at our Unit), or any team member who believes he or she has witnessed or learned about such conduct, is hereby directed to immediately report such incidents and/or information concerning potential discrimination, harassment or retaliation to the Operator.
  Chick-fil-A Village at Meridian will conduct or direct a prompt and thorough investigation of any report, observation or complaint of discrimination, harassment or retaliation. We will take appropriate corrective action as necessary based on the results of the investigation. Since allegations of this nature are very serious for all concerned, team members will be expected to cooperate fully with our efforts to conduct investigations and otherwise enforce this policy. For the same reasons, all reports or complaints will be handled in as confidential a manner as possible. Information related to an investigation will be kept as confidential as possible, and shared only on a “need to know” basis.

Enforcement. Any individual determined to have violated this policy in any way will be subject to appropriate disciplinary action, up to and including termination of employment. Violations of this policy include, but are not limited to, discriminatory, harassing or retaliatory conduct; failure or refusal to participate in an investigation concerning reported incidents of potential policy violations; or other actions contrary to this policy.

Reasonable Accommodation of Disabilities

It is the policy of Chick-fil-A Village at Meridian to ensure that all individuals are provided equal employment opportunities without regard to disability. Accordingly, we will make reasonable accommodations for the known physical or mental limitations of an otherwise qualified individual with a disability – whether the individual is an applicant or a current team member – unless undue hardship would result. Determining whether a reasonable accommodation exists and is appropriate is an individualized process. Decisions will be made on a case-by-case basis, depending upon the individual involved and the essential functions of the job in question. No specific form of accommodation is guaranteed for all individuals with disabilities.

The responsibility for seeking a reasonable accommodation generally begins with the applicant or team member. If you believe that you need a reasonable accommodation due to a disability, it is your responsibility to inform your Operator and request a reasonable accommodation.

Compensation

Your pay rate will be explained to you at the time you start work. If your pay rate changes during your employment (for example, if you are awarded a raise or if your pay rate should be decreased for some reason), any change will be communicated to you and discussed with you by upper management.

Pay raises are based on business factors including, but not limited to, job performance, merit, attendance and attitude. Bonuses or other incentive pay may be provided to team members from time to time in recognition of, for example, extraordinary efforts or results. Such payments shall be awarded, if at all, at the discretion of the executive director, hiring manager, or Operator.

Please be aware that pay rates for team members may be different because of factors or circumstances which apply to each individual, including but not limited to experience in the restaurant, experience in the restaurant industry, job performance, attitude and other factors.

Pay Periods

• The pay period for our restaurant ends bi-weekly on Saturday. Team members will receive a paycheck once every two weeks on Thursday.

• Normally, you will get your check on the Thursday afternoon after the pay period ends.

• You cannot receive your check in advance of the end of the pay period.

• You cannot cash your check in the restaurant.

Overtime-Premium Pay

• You will be paid at 1.5 times your regular hourly rate of pay for any time worked over 40 hours in one work week.

• For purposes of calculating overtime premium pay under this policy, the work week at our restaurant begins on Sunday at 12:01 a.m. and ends on Saturday at 12:00 a.m. In addition, the “workday” is defined as beginning at 12:01 a.m. each day and ending at the following midnight.

• You are directed not to work any overtime unless it has been specifically approved by your manager or Operator.
  
  

Scheduling

Breaks

You should take your break(s) only at a time approved by the manager on duty or the Operator. Clocking out indicates the start time of your break. Clocking in will indicate the end time of your break and the start time of going back to work. Failure to record your break time accurately via our register system may result in disciplinary action.

Employee Meals

As a team member, you will be provided with the following food benefits at no cost to you:

• If you work less than 10 hours, you may have one employee meal that covers the cost of food that is $11 before tax.

• If you work 10 consecutive hours or more you are entitled to two employee meals that cover the cost of food that is $11 before tax.
  
  The following rules and conditions apply to this employee meal benefit:

• You must eat your free meal in the restaurant in the areas designated by our restaurant’s
  management as appropriate for team member dining. You may not take your meal off the
  premises unless you are given permission from a manager.

• You must wash your own dishes (if any) at the end of your break. Be sure to indicate on our
  cash register system that your break has ended prior to returning to work and washing your dishes.

• Drinking out of a Styrofoam cup is prohibited. Each team member will need to bring their
  own reusable cup or use the cup that is provided to them. Team members can drink any
  beverage provided in the restaurant except lemonade.

• Regular lemonades cannot be bought with your employee meal, they have to be paid for. Milkshakes and other desserts can be put on your employee meal. If they are paid for on your break or before your shift, the drink must be thrown away before clocking in.
  
  

Attendance and Punctuality

Any team member who is absent from work without notice for two or more consecutive work days may be considered to have resigned his or her employment unless (1) the absence is excused, and (b) the team member gave proper notice of the absence.

Time Recording

Please adhere to the following procedures concerning recording your work time:

• You must clock in on our cash register timekeeping system at the beginning of your shift, and at the end of an unpaid meal break. You must clock out at the end of your shift, and at the beginning of an unpaid meal break.

• You should not punch out (go “off the clock”) for authorized rest breaks, although you must record on our timekeeping system the times at which your rest breaks begin and end.

• Your timecard must show the hours that you actually worked. Do not work “off the clock.” This means that you may not perform any work at any time when you are not punched-in to work.

• Each team member must record his or her work hours. Do not clock in or out for another team member.

• If you believe that you need to begin work early (prior to the start of your scheduled shift), or stay late (after the time your shift is scheduled to end), you must obtain approval of the Operator, or team leader. You must obtain this approval before you perform any work during any time in which you are not scheduled to work.

• Notify the leadership on duty immediately of any timekeeping error, any error on our timekeeping system, or any error on your paycheck, so that we can look into the matter and make any necessary corrections promptly.
  Job Duties and Responsibilities
  Although many team members will be assigned to a specific station or stations on a particular day, most team members will from time to time be required to perform a variety of jobs or tasks in the restaurant. You will be provided with training with respect to all the functions of your job at our restaurant.

• Customer Service. Your main responsibility as a team member is to help provide our customers with efficient, courteous service, quality food, and a clean, pleasant environment for their dining. Therefore, the following are required of all team members:

• Please remember to always smile at the customer and be friendly.

• Please remember to treat every customer (and all individuals) with honor, dignity and respect.

• Although we strive for 60-second service, please do not rush the customer.

• Remember that the customer is always right. Please do not argue with a customer. If you
  have a situation with a customer that you cannot handle or that the customer feels has not
  been handled adequately, then notify the Operator or shift leader immediately.

• Always stay at your assigned position, unless otherwise directed.

• Other General Responsibilities. The following responsibilities also are a part of everyone’s
  job at our restaurant, and are vital to providing our customers with the best possible
  experience every time they visit our restaurant.

• When you are working as a cashier or otherwise providing food orders to customers, always
  double-check the order to ensure it is correct before giving it to the customer.

• When you are working as a cashier, never leave a cash register drawer open. Only work out
  of the drawer assigned to you.

• Everyone is responsible for helping to ensure that stock is rotated properly.

• Everyone is responsible for helping to ensure that the restaurant is as clean as possible.
  Remember, if there is time to lean, there is time to clean!

• Avoid wasting food, paper products, cleaning supplies, etc.
  These lists are not all-inclusive or exhaustive. Other responsibilities apply to every job at our restaurant. Your supervisor will familiarize you with your responsibilities during training.
  
  

Age-Restricted Activities

Standards of Conduct & Disciplinary Actions

• Violation of our Civility & Non-Harassment policy;

• Violation of our policy prohibiting violence in the workplace;

• Clocking or punching another team member in or out;

• Clocking or punching in for time the team member did not work, or otherwise submitting to be
  paid for time the team member did not work;

• Failure to follow restaurant procedures on cash and coupon accountability;

• Reporting to work under the influence of alcohol or illegal drugs;

• Insubordination or disrespect to the Operator or team leaders;

• Excessive unexcused tardiness or absence, or failure to notify the Operator of tardiness or
  absence in a timely manner;

• Dishonesty or falsification of records or documents;

• Use of inappropriate language or other inappropriate behavior directed toward customers or
  third persons including, but not limited to, profanity, obscenity, cursing, or other foul or
  offensive language in the restaurant and/or loud or disruptive language or conduct;

• Cash theft which includes, but is not limited to:

• Taking money from the cash register (which may be revealed by a cash shortage);

• Writing overrings for entries not made;

• Failing to ring up a sale or a part of a sale;

• Purposely giving too much change.

• Food theft which includes, but is not limited to:

• Giving away food over the counter without receipt of the appropriate payment and/or coupons
  in exchange;

• Giving away food to team members who are not working that shift;

• Intentionally over-portioning products;

• Taking food home without payment after closing or finishing your shift;

• Storing food for later pick-up without payment;

• Sharing break food with a friend who is not a team member;

• Signing for food or goods not delivered;

• Snacking during your shifts while not on an approved break;

• Giving out unauthorized promotional material.
  Where progressive discipline is appropriate, the following types of disciplinary action may be taken (depending upon the circumstances), and generally may be taken in this order as appropriate:

• Written warning(s).

• Suspension without pay.

• Termination.
  Disciplinary actions will be approached on a case-by-case basis, considering all the relevant facts and factors of the situation. Therefore, Chick-fil-A Village at Meridian retains the right to skip any of these steps of progressive discipline if circumstances necessitate. Chick-fil-A Village at Meridian also reserves the right to discipline an employee at any time for inappropriate conduct or behavior, whether or not such conduct is referenced or mentioned in this policy.
  Nothing in this policy is a guarantee that any particular disciplinary steps will be followed in any given case, or at all, and this policy does not reflect any contractual agreement or right of any team member that any particular disciplinary steps will be followed in any given case. Employment at Chick-fil-A Village at Meridian remains at-will.
  
  

Appearance

• All uniform items (including belts, outerwear and caps) must be from the Chick fil A TeamStyle collection.

• All garments should fit properly and be clean, pressed (as applicable) and in good condition (i.e., no holes, fraying, stains, discoloration, etc.).

• Proper undergarments must be worn by all team members.

• Team members must present a professional appearance (neat, clean and well groomed).

• Chick-fil-A name badges must be worn at all times, on outermost garment, on the team member’s right chest. Other miscellaneous pins, buttons, stickers and/or ribbons may not be worn on the uniform or affixed to nametag.

• All shirts (except maternity tops) must be worn tucked in.

• Men’s polo shirts must be worn with at least the bottom button fastened.

• All buttons must be fastened on women’s short sleeved woven (button front) and 3⁄4 sleeved woven shirts. Women’s white long-sleeved shirt may have top button unfastened.

• Men must wear solid white T shirts (no printing or graphics) under all shirts. T shirts are optional for women. All T shirts must be in good condition (with no holes, fraying, discoloration, etc.). T shirt sleeve length should not extend below bottom edge of TeamStyle shirt sleeve.

• Mock turtlenecks, from the TeamStyle collection, may only be worn under polo shirts, woven (button front) shirts or sweater vests.

• Pants must fit properly and must be hemmed to fall at midpoint of heel. Cuffed and/or pegged pants are not acceptable.

• TeamStyle belt must be worn and must be trimmed so that end does not hang below belt line.

• Shoes must be solid black and be constructed of leather or manmade (non-cloth) uppers with slip resistant rubber soles (e.g., Shoes for Crews). Closed heel and closed toe styles required.

• Shoes must fit properly with laces tied, unless limited by temporary medical conditions requiring corrective orthopaedic devices (due to broken bones, surgeries, etc.).

• Socks must be black, navy, gray, red or white

• Chick fil A scarves may be worn with all women’s 3⁄4 sleeved or long-sleeved shirts.

• Chick fil A TeamStyle caps/visors may be worn at the Operator’s discretion and/or in order to comply with local health department requirements. Caps/visors must be clean and have no visible stains or discoloration. Caps/visors should be worn on the head with the bill facing directly forward and above the eyebrows so that eyes are clearly visible under brim of cap.

Jewelry

• Jewelry (including medical alert jewelry) must be modest in size to help prevent the cross- contamination of food and worn in good taste so as not to be distracting to customers or fellow team members.

• Earrings, bracelets, and necklaces are allowed in moderation. Earrings should be studded or hoops that hug the ears. Up to 2 Bracelets can be worn only on the wrist and should not go past mid-arm. Necklaces should be tucked inside clothing to avoid being a safety hazard.

• Wristwatches and medical alert bracelets are allowed, be careful of wearing string or thing rubber that could fall off easily.

Grooming

• Good personal hygiene is expected of team members when they report for work (e.g., clean shaven, bathed and with appropriate application of body deodorant).

•Hair and nails must comply with local health department requirements.

• Hair must be clean and worn in good taste so as not to be distracting to customers or fellow team members. Hairstyles must be neat and professional in appearance. Unnatural hair colors or eccentric styles (e.g., Mohawks, shaven designs, etc.) are not permitted.

• Females & Males: Hair that falls around face must be tied back using a simple hair band or barrette that has no loose or dangling parts.

• Makeup must be subdued and worn in good taste so as not to be distracting to customers or fellow team members.

• Fingernails must be clean and natural length. False fingernails are allowed, as long as they are in natural length and modest.

• Tattoos on body parts exposed to the customer must be covered if they are not appropriate or modest. Tattoos are not allowed on a team member’s face.

• Perfume or cologne must be subdued in fragrance and not be distracting to customers or fellow team members.

Workplace Violence

To help create a safe workplace, and consistent with our commitment to treating every individual with honor, dignity and respect, our policy provides for zero tolerance of violence (or threats of violence) in the workplace. Absolutely no workplace violence or threats of violence that are directed toward, affect or involve any team member will be tolerated.

For purposes of this policy, workplace violence is defined as the deliberate and wrongful violation, damage, or abuse of other persons, one’s self or property, and includes threats of violence. Prohibited conduct includes, but is not limited to:

• Fighting, or any act or threat made by a team member against another person’s life, body, health, well-being, family or property, including but not limited to assault, battery, intimidation, harassment, stalking or coercion.

• Any act or threat of violence that endangers the safety of team members, customers, vendors, contractors or the general public.

• Any act or threat of violence made directly or indirectly by words, gestures or symbols.

• Any behavior or actions that carry a potential for violence (for example, throwing objects, waving fists, destroying property, etc.).

• Use or possession of a firearm or any weapon by a team member on the restaurant premises, including the parking areas.

All team members have a responsibility to help keep our workplace violence free. To help ensure a violence-free workplace, any and all acts or threats of violence must be reported to management. All team members are required to notify the manager on duty or the Operator immediately of any violent or threatening behavior, whether engaged in by or directed toward a team member, a management member, or a third party. Additionally, team members should report any comments or suggestions from anyone concerning the possibility that someone might be planning to harm, threaten or intimidate another person at or from work.

Any team member found have engaged in conduct prohibited by this policy will be subject to disciplinary action up to and including termination of employment.

Workplace Safety

The safety of team members, customers and others who come into contact with our business is very important. Accordingly, Chick-fil-A Village at Meridian strives to maintain safe working conditions for all team members, as well as safe conditions for customers and third parties.

Team members are must perform their responsibilities in the safest possible manner. Team members should use all appropriate measures and precautions to protect themselves, customers and co-workers. Accordingly, the following non-exhaustive list of workplace safety rules applies:

• Team members are expected to report immediately any unsafe conditions or safety hazards to their immediate supervisor or the Operator.

• Team members should immediately clean up any spills or, if it is impractical to do so, should promptly notify their team leader or the Operator that a spill has occurred and needs to be cleaned up.

• Team members should be aware of the location of our restaurant’s first aid kit and fire extinguishers.

• Team members are expected to report any suspicious person(s) or activity to the manager on duty as quickly as possible.

• Team members should report immediately any accident or incident that occurs on the job and results in an injury or the possibility of an injury – no matter how minor it may seem at the time – to their team leader or the Operator.

• Fighting or horseplay on the job is prohibited.

Workers’ Compensation

In accordance with state law, Chick-fil-A Village at Meridian provides insurance coverage for employees in case of work-related injury. The workers’ compensation benefits provided to injured employees may include medical care, cash benefits to replace lost wages, and/or vocational rehabilitation to help qualified injured employees return to suitable employment.

To ensure that you receive any workers’ compensation benefits to which you may be entitled, you will need to:

• Immediately report any work-related injury to the Operator.

• Seek medical treatment and follow-up care if required.

• Provide the Operator with a certification from your health care provider regarding the need for
  workers’ compensation disability leave and your ability to return to work from the leave.
  The location of the facility that provides medical treatment to team members who are injured in a work-related incident at our restaurant is listed on informational posters that are on display in our restaurant, or is otherwise available from the Operator. All team members will be referred to the indicated location. Team members who do not pre-designate their own physicians will be treated by the physician within the Medical Provider Network. After this initial treatment, you will be able to choose your physician within the Medical Provider Network.
  We must notify the workers’ compensation insurance company of any concerns of false or fraudulent claims. Any person who makes or causes to be made any knowingly false or fraudulent material statement or material misrepresentation for the purpose of obtaining or denying workers’ compensation benefits or payment may be guilty of a felony.

Team members who are ill or injured as a result of a work-related incident, and who are eligible for family and medical leave under the FMLA and/or state law, will be placed on FMLA leave (and/or state medical leave) during the time they are disabled and not released to return to work. Leave under the FMLA and applicable state law (if any) runs concurrently. Eligible employees will be placed on FMLA leave for a maximum of 12 weeks in a 12-month period.

Team Member Property & Workplace Searches

Chick-fil-A Village at Meridian reserves the right to conduct workplace searches when necessary. Examples of situations where searches might be conducted include, but are not limited to, situations in which management reasonably believes that a search may be necessary or helpful in preventing or identifying incidents of theft, or to prevent employees from bringing prohibited items (such as weapons or illegal drugs) to work.

Any personal items brought onto our property by a team member may be subject to search by management, security or law enforcement at any time.

Team members should not have any expectation of privacy where property or resources of a customer or Chick-fil-A Village at Meridian are concerned. Any property not owned by the team member may be searched at any time with or without the team member’s consent. Team members will be held accountable for any illegal or prohibited items found in areas designated to them or areas that are considered to be within their primary control.

Telephone and Electronic Communications

The telephone in our restaurant (including any voice mail or voice messaging system) is the property of our business, and generally should be used only for calls involving our restaurant’s business and business-related activities. Accordingly, our policy is that any communications through the restaurant’s telephone and voice mail system at our restaurant should generally have a business purpose. Occasional and minimal personal use is acceptable, but personal calls must be kept to a minimum and should be kept brief. Similarly, the computer(s) or computer system(s) in our restaurant are the property of our business, and should be used only for business purposes.

Team members should understand that there should be no expectation of privacy by any team member as to his or her usage of our restaurant’s telephone, voice mail, computer, e-mail, internet or other electronic communications device, system or mechanism. Chick-fil-A Village at Meridian may access or monitor its electronic communications (including but not limited to the e-mail and internet systems in our restaurant), and may obtain the communications and information contained within those systems without notice to users.

A team member’s, IPod, tablet or other personal electronic communications devices should not be worn or kept on the team member’s person while the team member is on duty at the restaurant. Phones can be kept in a pocket on silent. Smart watches also need to be silenced. 

Cash and Coupon Accountability

Many team members will function as a cashier on a regular, periodic or temporary basis, depending on the needs of the restaurant at any given time. The role of cashier is very important.

Because you will be handling cash and coupons, it is very important that you understand what is expected of you in this aspect of your job.

Some of the key rules and guidelines that apply to cashier functions in our restaurant are as follows:

1. At the beginning of your shift, you are strongly encouraged to (and are expected to) verify the beginning cash total on the Cashier Summary Ticket in your cash drawer. If you fail to count the drawer, it will be assumed that you agree with the beginning total determined by the team or shift leader, or the Operator.

2. You are the only team member who is allowed to use your drawer. (Team leaders – team leaders should not use your drawer even though they are team leaders.)

3. Should it be necessary to obtain change during your shift, contact a team or shift leader, or the Operator, to make change. Cashiers should not make change with other cashiers.

4. Should it be necessary to skim your drawer, both the cashier (you) and team leader (or Operator) should verify, record, and initial the amount of the skim on the Cashier Summary Ticket.

5. When you finish your shift, you may only count your drawer in the presence of a team leader (or Operator). If you decide not to count your drawer with the team leader, the team leader will count the drawer and it will be assumed that you agree with the ending cash and coupon total determined by the team leader.

6. It is against restaurant policy to undercharge a customer, ring up an unauthorized discount or pass food across the counter without payment. Any such incident may result in serious disciplinary action, including but not limited to immediate termination of employment, as well as possible prosecution.

7. Team members should never store or place cash or coupons in their pockets or otherwise on their persons.

You are responsible for the cash and coupons that you process during your shift. It is necessary in our business that we take this Cash and Coupon Accountability Policy extremely seriously. Any action by a team member contrary to this policy will result in disciplinary action, up to and including termination of employment. Negligent or purposeful losses resulting in excess of more than $1.00 will result in forfeiture of pay to the extent allowed by applicable law. Additionally, you should understand that Chick-fil-A Village at Meridian may investigate all losses for possible prosecution. All team members, as a condition of employment, are required to cooperate with any investigation conducted by the Operator, another authorized representative of Chick-fil-A Village at Meridian, or any authorized law enforcement agency.

Leaves of Absence

Chick-fil-A Village at Meridian will comply with all federal, state and local laws pertaining to employee leaves of absence and/or time off from work. Those leaves of absence include, but are not limited to, those explained below.

Military Leave and Reinstatement Rights

Chick-fil-A Village at Meridian will provide a military leave of absence to team members who must take time off from work to fulfill military obligations, and will comply with all laws pertaining to reemployment of team members upon return from military obligations. For more information in this regard, please review the USERRA informational poster that is posted in our restaurant.

Family and Medical Leave

Chick-fil-A Village at Meridian will grant family and medical leaves of absence to eligible team members in accordance with the requirements of the federal Family Medical Leave Act (“FMLA”) and any applicable state law concerning this subject. (Where state law provides for family or medical leave, FMLA and state law leave will, to the extent allowed by law, run concurrently.) No greater or lesser leave benefits will be granted than those set forth in the applicable state or federal laws. In any case, eligible team members will be provided the most generous benefits available under either federal or state law, where state law applies.

A team member should contact the Operator, or team or shift leader, as soon as the team member becomes aware of the need for a family and medical leave. This policy sets forth a summary of our policy in this regard, and our team members’ rights to family and medical leave.

Employee Eligibility

To be eligible for family and medical leave benefits, a team member must: (1) have worked for the Operator for a total of at least 12 months; (2) have worked at least 1,250 hours over the previous 12 months; and (3) work at a location at which the Operator employs at least 50 employees within 75 miles.

Leave Available

Eligible employees may receive up to a total of 12 workweeks of unpaid family or medical leave during a 12-month period. The 12-month period begins on the date of the first absence qualifying for FMLA leave, and rolls forward from that date.

Qualifying Reasons for Leave

Qualifying reasons for family and medical leave include: (1) to care for a newborn child (birth through 12 months of age); (2) the birth or placement of a child for adoption or foster care; (3) to care for an immediate family member with a serious health condition; (4) when the team member is unable to work because of a serious health condition.

A serious health condition is defined as: (1) any injury, illness, or impairment that involves inpatient care in a hospital, hospice, or residential medical care facility; (2) continuing treatment by a health care provider which includes a period of incapacity for more than three consecutive calendar days, requires two or more treatments (visits) to the health care provider, or requires at least one visit to the health care provider followed by a regimen of continuing treatment under the supervision of the health care provider. Chronic conditions are also covered by the FMLA.

Under some circumstances, team members may take family or medical leave intermittently, meaning that they may take leave in blocks of time, or may take leave via a reduced work schedule. Intermittent leave, if approved, may be taken in hourly increments and will be counted toward the team member’s annual 12 week leave allotment.

Notice & Certification

A team member needing family or medical leave may be required to provide:

• 30 days’ advance notice when the need for the leave is foreseeable (e.g., for childbirth or elective surgery), or notice as soon as practicable where unforeseeable circumstances necessitate leave without the possibility of 30 days’ advance notice. Failure to give timely notice may affect the ability to take leave as requested.

• Medical certification from a health care provider (both prior to the leave and prior to reinstatement);

• Periodic re-certification; and

• Periodic status reports during the leave.
  When leave is needed to care for an immediate family member or the team member’s own serious health condition, and is for planned medical treatment, team members must try to schedule treatment so as not to unduly disrupt their restaurant’s business operation.
  Compensation and Benefits During Leave
  Family and medical leave is unpaid. Depending on individual circumstances a Team Member may be eligible for short-term disability, long-term disability or workers’ compensation insurance coverage while on FMLA leave.
  If leave is requested for the birth or adoption of a child, then the team member must first use any accrued paid vacation time (if any). If leave is requested for the team member’s own serious health condition or to care for a family member with a serious health condition, then the team member must first use any accrued paid vacation time or sick leave time (if any).
  A team member’s use of family or medical leave will not result in the loss of any employment benefit that the team member earned or to which the team member was entitled before using family or medical leave.
  Job Reinstatement Upon Return from Leave
  Under most circumstances, upon return from family or medical leave, the team member will be reinstated to his or her previous position, or to an equivalent job with equivalent pay, benefits, and other employment terms and conditions. However, upon return from a family or medical leave, the team member has no greater right to reinstatement than if the team member had been continuously employed rather than on leave.
  A team member returning from leave due to his or her own illness or serious health condition must provide certification form his or her health care provider that the or she is able to resume work. If a team member is returning from family and medical leave taken due to his or her own serious health condition, but is unable to perform the essential functions of the job because of a physical or mental disability as defined by law, the Company will attempt to provide a reasonable accommodation if possible.
  Resignation
  When an employee resigns from employment, it often has been considered customary to provide at least two weeks advance notice of resignation where practicable. If you choose to resign from your employment at Chick-fil-A Village at Meridian, we would appreciate your providing us with as much advance notice as is practicable for you under the circumstances -- although you are not required to provide any length of advance notice at all. Upon receipt of notice of a team member’s resignation, Chick-fil-A Village at Meridian reserves the right to choose to release the team member immediately or at some date prior to the team member’s requested or designated last day or work, rather than waiting for the end of the notice period.

At-Will Employment

Idaho is a "work at will" state. This means there is no set length for an employment relationship and either the employer or the employee may end it at any time, with or without notice; with or without cause. If there is an employer policy, employment contract or union agreement, the employment relationship may be subject to the terms and conditions of that policy, contract or agreement. The policies, contracts and agreements set up and enforced by the employer, must be in compliance with Idaho’s wage payment laws.

There are some exceptions to an employer's right to terminate an employee. For example, employees should never be terminated for a discriminatory or retaliatory reason or a violation of public policy. For information about discrimination, contact the Idaho Human Rights Commission, 317 W. Main St., Boise, Idaho 83735-0060 or call (208) 334-2873. See the website at http://humanrights.idaho.gov/.

Termination of Employment

Chick-fil-A Village at Meridian reserves the right to terminate any team member’s employment on an at-will basis at any time with or without notice or cause, for any reason not prohibited by law. In the event of termination, team members will be provided with their final paycheck in accordance with applicable law. Upon termination of employment (whether by voluntary resignation or involuntary discharge or otherwise), team members are expected to immediately return all restaurant property in the team member’s possession, custody or control.