In our efforts to create and maintain a healthy and welcoming culture for our team, it is our priority to provide a harassment and bullying-free workplace. We take all forms of harassment and bullying very seriously, and we have zero tolerance for this type of behavior from any of our employees. In order to prevent these types of behaviors in our restaurant, it is important for all employees to be aware of what harassment and bullying looks like, the reporting procedures we have in place, and the consequences for such behaviors. 

Please take the time to read through the following definitions and procedures which are cited directly from the Dorchester Road Employee Handbook. All Dorchester Road employees will be held accountable to these policies. 

Harassment

Harassment of any type within the workplace is prohibited. Chick-fil-A will not tolerate the harassment of its employees by anyone, including supervisors, co-employees, Guests or

vendors. Harassment consists of unwelcome conduct, which is based on an individual's protected status such as race, color, religion, sex, national origin, age, disability, genetic information, veteran status or other protected status.

Definitions of Harassment

Harassment 

Verbal or physical conduct that is derogatory or that shows hostility toward an individual because of their race, color, religion, sex, pregnancy, national origin, age or disability and that creates an intimidating, hostile, or offensive working environment. Harassment may include, but is not limited to, epithets, abusive language, slurs, jokes, or other verbal or physical conduct relating to an individual's race, color, religion, sex, pregnancy, national origin, age or disability.

Sexual Harassment

As defined by the Equal Employment Opportunity Commission (EEOC), unwelcome

sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when:

(1) Submission to such conduct is made either explicitly or implicitly a term or condition of

an individual's employment;

(2) Submission to or rejection of such conduct by an individual is used as the basis for

employment decisions affecting such individual; or

(3) Such conduct has the purpose or effect of substantially interfering with an individual's

work performance or creating an intimidating, hostile, or offensive working environment.

Sexual harassment may include, but is not limited to, unwanted sexual flirtations, advances, or propositions; verbal abuse of a sexual nature; graphic verbal comments about an individual's body; the display in the workplace of inappropriate and sexually suggestive objects, pictures, writing, language and/or drawings; or unwelcome touch or physical contact. Such conduct, whether committed by persons of the same or opposite sex, is prohibited whether or not it rises to the level that might legally constitute unlawful harassment.

Workplace Bullying

Chick-fil-A defines bullying as “repeated inappropriate behavior, either direct or indirect, whether verbal, physical or otherwise, conducted by one or more persons against another or others, at the place of work and/or in the course of employment.” Such behavior violates Chick-fil-A's corporate purpose, which clearly states “to have a positive influence on all who come in contact with Chick-fil-A.”

Bullying may be intentional or unintentional. However, where an allegation of bullying is made, the intention of the alleged bully is irrelevant and will not be given consideration when meting out discipline. As in sexual harassment, it is the effect of the behavior upon the individual that is important. Chick-fil-A considers the following types of behavior bullying:

1. Verbal bullying: Slandering, ridiculing or maligning a person or their family; persistent name calling that is hurtful, insulting or humiliating; using a person as the butt of jokes; abusive and offensive remarks

2. Physical bullying: Pushing, shoving, kicking, poking, tripping, assault or threat of assault; damage to a person's work area or property.

3. Gesture bullying: Nonverbal threatening gestures or glances that convey threatening messages.

Chick-fil-A will not tolerate bullying behavior from any employee, supervisor or executive. Employees found in violation of this policy will be disciplined up to and including termination. These policies apply to all applicants and employees, whether related to conduct engaged in by fellow employees or by someone not directly connected to Chick-fil-A (e.g. an outside vendor, consultant, or Guest). Conduct prohibited by these policies is unacceptable in the workplace and in any work-related setting outside the workplace, such as during business trips, business meetings and business-related social events.

Responsibility & Complaint Procedure 

Each supervisor will maintain their workplace free from discrimination, harassment, and bullying. In addition, supervisors will be prepared to discuss this policy with employees, and assure them that no employee is required to endure insulting, degrading or exploitative sexual treatment, or unlawful harassment of any type. A supervisor will immediately report to the HR Director any complaints received from employees concerning harassment, including but not limited to, sexual harassment. The supervisor will also report to the HR Director any other potentially harassing conduct or incidents of which they might see, hear or otherwise be aware. Any employee affected by any type of visual, verbal or physical harassing conduct, whether from supervisors, co-employees, Guests or vendors has an obligation to report the matter.

Employees should utilize the following reporting options to report discrimination, harassment or bullying:

1. Speak with the offending individual directly. Although an employee is not required to do

so, they can directly inform the offending individual that the behavior in question is unwelcome and must be stopped. This is not a requirement and an employee should only take this step if they feel comfortable in doing so.

2. Report the behavior to the employee's supervisor. If the employee prefers not to first discuss the matter with the employee or has attempted such a discussion but the harassment has continued, the employee should immediately report the behavior in question to their supervisor.

3. Report the behavior to the HR Director. The employee must report the behavior to the HR Director if:

a. The behavior involves a supervisor;

b. The employee does not feel comfortable reporting the behavior to their supervisor;

c. The employee is not satisfied with the response from their supervisor;

d. The employee does not receive a response from their supervisor.

Prohibition Against Retaliation

Chick-fil-A prohibits retaliation against any employee who, in good faith, brings a complaint of discrimination or harassment to the attention of the leadership team. If an employee believes they have been retaliated against for reporting discrimination or harassment, or for making such a complaint, or for participating in an investigation related to the offending individual, or if the discrimination or harassment doesn't end, the employee should immediately report the alleged retaliatory action to any member of the leadership team. False and malicious complaints of discrimination, harassment or retaliation (as opposed to complaints, even if incorrect, that are

made in good faith) may be the subject of appropriate disciplinary action.

• • •

In closing, it is very important that we all remember and abide by our Chick-fil-A Corporate Purpose, which is "To glorify God by being a faithful steward of all that is entrusted to us. To have a positive influence on all who come in contact with Chick-fil-A." 

Furthermore, our Values at Chick-fil-A Dorchester Road are Love, Excellence, and Integrity. Creating and maintaining a harassment-free and bullying-free workplace is a direct reflection of our values, and it is all of our responsibility to make that happen. There will be zero tolerance of any behavior that constitutes harassment and/or bullying from any of our team. 

Lastly, if you are a victim or witness of harassment or bullying, please do your part by reporting these behaviors immediately.

Definitions

South Carolina moving violations include:

• Speeding

• Reckless driving

• Driving under the influence (DUI)

• Hit and run

• Driving with a suspended or revoked license

According to the South Carolina Traffic Code, some examples of major traffic violations in South Carolina include:

• DUI

• Speeding 15 mph or more over the posted speed limit

• Reckless driving**

Minor traffic violations in South Carolina include:

• Speeding 14 mph or less over the posted speed limit

• Improper lane change

• Failure to yield right of way

** Reckless Driving: S.C. Code of Laws states that "any person who drives any vehicle in such a manner as to indicate either a willful or wanton disregard for the safety of persons or property is guilty of reckless driving."

Willful can be defined as doing something deliberately.

Policy

Minor Traffic Violation 

• First Violation – Verbal / Written Warning

• Second Violation – Must provide Driver Safety Course Certificate of Completion (valid within the past 12 months) 

• Third Violation – Termination of Employment 

Major Traffic Violation – Zero Tolerance 

• First Violation – Termination of Employment 

Schedule

The operations schedule will be posted and emailed out to all employees by 4:00 pm on the Thursday prior to the posted schedule. The only individual that is approved to alter the schedule after it has been posted is a supervisor who is scheduled to be on duty for the effected shift. It is the responsibility of the employee to know and work his or her scheduled shifts. Only in the event of an emergency is an employee allowed to request assistance in finding a replacement for the shift left vacant.  Work hours will be assigned in the operations schedule based on forecasted sales, productivity demands, and employee availability and performance level. 

Attendance 

Employees must appear fit to work each day and remain fit to work throughout the day.  Employees must notify their supervisors immediately if, for any reason, they are not able to work safely.  Attendance and punctuality are important factors for an employee’s success within Chick-fil-A.  Employees are expected to report to work on time.  Excessive absenteeism and tardiness will not be tolerated.  Each employee is personally responsible to clock-in/clock-out at the beginning/end of each scheduled shift. No employee may clock-in/clock-out for another employee. Early clock-in and late clock-out requires the approval of a supervisor. 

Time Off 

Employees are required to enter requests for time off at least 14 days in advance of the Monday preceding the particular days being asked off. Requests for time off are not guaranteed. Requests for time off after the schedule is posted must be approved by the supervisor-onschedule for the shift in question, and the employee in question is responsible for finding an adequate replacement to cover his or her shift. If an employee cannot find a replacement, the employee is accountable to work his or her scheduled shift. 

Tardiness 

Each employee is expected to be at work, in uniform, ready to perform assigned tasks at the time his or her shift is scheduled to begin. Perpetual tardiness is grounds for discipline, up to and including termination.

 Absence 

In the event of unavoidable absence, such as illness or a dire emergency, the employee is expected to contact the restaurant as soon as possible to allow the supervisor-on-duty as much time as possible to find another employee to cover his or her shift. Failure to notify the restaurant prior to absence may result in discipline up to and including termination. Absence without notice for three consecutive scheduled shifts will be considered voluntary abandonment of employment.

Reportable Symptoms 

Team Members who experience or exhibit any of the following symptoms while working in the Restaurant or if scheduled to report to work shall report to the Leadership in accordance with local or state food code requirements:

- Vomiting 

- Diarrhea

- Jaundice (yellowing of eyes and skin)

- Sore throat with fever

- Lesions (containing pus such as a boil or infected wound is open or draining)

Diagnosed Illnesses 

Team Members who have been diagnosed with any of the following infections shall notify Leadership, in accordance with local health department requirements. Team Members should also report if any member of their household has been diagnosed with any of the following infections. These conditions can be transmitted through food or person-to-person through casual contact.

 - Norovirus

 - Hepatitis A

 - Shiga toxin-producing Escherichia coli

 - Shigellosis

 - Salmonella (Typhoidal and Non-Typhoidal)

Returning to Work

If you are:

1.   Calling out of work for having any of the previously listed symptoms or any other symptoms of illness

2.   Excluded from work for having any of the previously listed symptoms you may not report to work until receiving clearance from a health practitioner with a Return to Work note. 

Jewelry and General Appearance

•  Jewelry must be modest in size to help prevent the cross-contamination of food. Jewelry worn in Guest service areas must not be distracting to Guests (for example, it should be small in size, with no neon colors, and no attached decoration).  

•  Necklace: Tucked inside clothing for safety.  

•  Piercings: Piercings are allowed but limited to:  

 ○ Ears, but limited to simple metal studs with no attached decoration or gemstones,   and no dangling or hoop earrings  

 ○ Nostrils, but limited to a single metal stud with no attached decoration or   gemstone or a single clear/flesh-toned retainer  

○ No other visible piercings (facial or other) are allowed  

 ○ Band-Aids OR facemask should not be worn to cover piercings  

•   Rings: Limited to a plain band without gemstones (such as a wedding band). When worn in food prep areas, must be worn with gloved hands to avoid food contamination or catching on equipment.  

•  Makeup, perfume, and cologne must be subdued and worn in good taste so as not to be distracting to Guests. 

•   Body modifications visible to Guests are not acceptable (for example, extended earlobes, ear gauges/plugs or any piercings other than traditional ear piercings or a single nostril piercing).  

•   Dental modifications must not be visible (for example, decorative dental grills, and dental tattoos); orthodontic braces and bands must be in neutral colors.  

Wristwatches and/or Medical Alert Bracelets

• Wristwatches/medical alert bracelets, or any other type of bracelets are not permitted (medical alert bracelets may be kept in pocket).

Personal Hygiene

Team Members are expected to present a professional appearance (neat and well-groomed) with good hygiene (for example, clean and with appropriate application of body deodorant).

Hair

Hair must comply with local Health Department requirements. Hair must be clean and hairstyles must be neat and professional in appearance.

• • Effective hair restraints (for example, hair accessories, hats, visors, hair nets, Chick-fil-A chef hats) must be worn to hold back any loose hair that could potentially fall into food. 

  • Hair that falls around face must be tied back and restrained using a hair accessory that has no jeweled or beaded parts that could come loose.

  • Hair Color: Natural hair coloring is acceptable. Dying hair is allowed as long as it is a naturally occurring hue (black, brown, blonde, red, gray). Dying hair in unnatural hues (ex: pink, purple, green, blue) is not allowed.

  • Distracting Hair Styles (e.g. Mohwawks or shaven words, symbols, logos, etc.) are unacceptable.

• False eyelashes are not permitted 

Facial Hair

Cleanly shaven facial hair is permitted at All Restaurants. If facial hair is permitted at the Restaurant location, the following facial hair styles are acceptable: 

• • Short, neatly groomed mustaches.

  • Short, neatly groomed goatees with well-defined lines.

  • Short, neatly groomed beards with defined cheek and necklines.

  • Short is defined as hair up to 1/2" in length (#4 standard trimmer guard).

  • Sideburns trimmed to no longer than bottom of earlobe and must be a consistent width, from top to bottom.

  • Neatly trimmed means there is a defined line where hair ends. For example, with a beard, hair should end generally where the jawline meets the neck, above the Adam's apple. 

  • Beard nets are only required if beards exceeds ¼ inch in length

Unacceptable facial hair styles include: 

• No undefined lines, shavings, carvings, designs or extreme styles (no chinstraps, chops, handlebar, etc.)

• Note: Team members should not work with unclean lines or patchy, inconsistent hair growth. While a Team Member is growing facial hair, the acceptable facial hair guidelines still must be followed.

Fingernails

Fingernails must comply with applicable Food Code and local health department requirements. Additionally:

• • Fingernails must not extend beyond fingertips when viewed from the open palm.

  • False fingernails and fingernail gems are not allowed. Fingernail polish must not be worn.

Tattoos

Visible tattoos are permitted. However, the following standards must be met:

• • Tattoos must not be visible on face or neck.

  • Visible tattoos must not contain profanity or be racially offensive, sexually explicit, violent, vulgar or otherwise offensive to other Team Members and Guests.

  • Tattoos that do not meet requirements above can be covered by approved TeamStyle uniform items (for example, long-sleeved polo or performance sleeve) and/or with waterproof makeup. 

Food Safety Considerations

• All uniform items must be from the Chick-fil-A TeamStyleTM collection and be clean, pressed, and in good condition at the start of each shift. Uniforms should be cleaned using the instructions on each garment. 

• All garments should fit properly. Loose or hanging garments could come into contact with food.

• Avoid touching clothing or apron while working with food to prevent cross-contamination.

  • Avoid allowing a soiled apron to come in contact with cooked/ready-to-eat food or clean dishes to avoid cross-contamination

Shirts

• All: Polo shirts should have at least 2 buttons fastened. On other shirts, all buttons except the top button should be fastened. TeamStyle vests and sweaters are also available to wear over button-front shirts.

• Male style: Shirts (except chef coats) must be tucked in.

• Female Style: Polo shirts must be tucked in. At Operator's discretion, other female shirts may be untucked. Maternity tops are never tucked in.

Undershirts

• • Undershirts are required under button-front shirts and blouses. Undershirts are optional under polos.

  • Undershirts should be solid white or black (no printing, graphics, patterns, or textured materials so as not to show through uniform shirt or blouse).

  • Undershirt sleeves should not extend below the bottom edge of shirt sleeves.

Nametag

• A metal, Chick-fil-A brand nametag must be worn at all times. Other miscellaneous pins, buttons, stickers and/or ribbons may not be worn on the uniform or affixed to the nametag

Bottoms and Belts

• Pants:

  • Pants must fit properly. They should not be too tight or too baggy.

  • Pants must be hemmed to fall at midpoint of heel. Cuffed pants are not acceptable.

  • Team Members not working outside roles should wear standard uniform pants or skirts at all times.

• Shorts:

  • Must be from TeamStyle collection; worn with black TeamStyle belt.

  • It is acceptable for shorts to be worn inside by Team Members who are rotating between outside roles while also working front of the house task or serving as Delivery Drivers.

• Belts:

  • Black TeamStyle must be worn at all times. Belts must be trimmed so that the end does not hang below the belt line.

Footwear

• Slip-resistant shoes must be worn at all times when working inside the Restaurant.

• Team Member must wear black, navy, gray socks (to complement bottoms), TeamStyle socks, black hose or flesh-toned hose.

• Shoes must be solid black and constructed of leather or non-cloth, man-made uppers with slip-resistant rubber soles (for example, Shoes for Crews™) with closed heels and toes.

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

Accessories

Chick-fil-A TeamStyle caps/visors may be worn. However, the following requirements must be met: 

• • Caps/visors must be clean and have no visible stains or discoloration.

  • Caps/visors should be worn with the bill facing directly forward and above the eyebrows so that eyes are clearly visible under brim of cap.

Back-of-House Chef Coats/Headwrap Hats

• When chef coats are worn, they should be worn untucked. Worn untucked with undershirt beneath. All buttons/zippers should be fully fastened. Embroidered name on right chest panel can be in place of nametag. Worn with matching chef hats or TeamStyle caps/visors. 

Chick-fil-A Delivery Drivers

• Delivery Drivers must wear TeamStyle apparel branded for Chick-fil-A Delivery. They are considered an outside role, and may choose to wear TeamStyle shorts and athletic shoes.