Team Member Policy Handbook

Welcome and Introduction

Welcome to Chick-fil-A Boise! We are glad you chose to work with us, and we are excited to have you on our team.

This Handbook is designed to better acquaint you with some of the personnel policies, work rules and benefits here at Chick-fil-A Boise. The Handbook contains current information about various policies that have been established by your Operator for this business. As an employee at this restaurant, you will be expected to uphold and fulfill these policies. You should review this Handbook carefully.

Please note that these policies will be reviewed periodically and updated from time to time. Chick-fil-A Boise reserves the right to amend, modify, change, supplement or delete as it deems necessary any provision of this Handbook, in whole or part, other than the At-Will Employment policy statement that follows this section. Any changes that are made to this Handbook will be made known to you through an updated Team Member Handbook, postings on the bulletin board in our restaurant and/or a meeting led by the leadership of Chick-fil-A Boise. The Director Team will attempt to keep this Handbook current, but there may be times when policies will change before the Handbook can be revised. This Handbook replaces all prior conflicting published or unpublished policies regarding the matters addressed in these materials.

As this Handbook cannot anticipate every situation or answer every question about employment, the Director Team will administer the policies and issues contained in this Handbook with flexibility as may be necessary. The Director Team’s interpretation of these policies and procedures is final and binding. However, nothing in this Handbook should be construed to interfere with your right to exercise those rights granted under Section Seven (7) of the National Labor Relations Act. In the event you believe any policy infringes on these protections, please, immediately call it to the attention of the Director Team.

If you have any questions, concerns, or recommendations to improve any topic included in our Handbook, please discuss them with a Director or the General Manager of your restaurant.

At-Will Employment

Your employment at Chick-fil-A Boise is at-will, which means that either you or Chick-fil-A Boise may terminate your employment at any time with or without notice or cause, for any reason not prohibited by law. Please understand that nothing in this Handbook or in any other Company policy document is to be construed as an agreement between you and Chick-fil-A Boise regarding the duration of your employment or the circumstances under which your employment may be terminated. Additionally, nothing in this Handbook, or in any other Company policy document or statement (written or unwritten) creates or is intended to create an express or implied contract, covenant or representation of continued employment. Unless otherwise expressly stated in a written agreement signed by your Operator, nothing in this Handbook or in any other written or unwritten policy, document, or statement shall alter or limit the "at-will" nature of your employment.

Company Background

From simple beginnings in a small restaurant in Hapeville, Georgia, opened in 1946 by Company Founder S. Truett Cathy, Chick-fil-A has grown into the largest privately-owned restaurant chain in the nation. Credited with introducing the original boneless breast of chicken sandwich and pioneering in-mall quick-service food, Chick-fil-A is now the largest quick-service chicken restaurant chain in the country. Dan T. Cathy, Truett's oldest son, is currently the President and CEO of Chick-fil-A. You can find additional information about Chick-fil-A's history at www.chick-fil-a.com.

As one way of demonstrating his commitment to these core values, Truett established the Team Member Scholarship program in 1973 to encourage employees at Chick-fil-A branded restaurants to further their education. In 1996, the company replaced the Team Member Scholarship program with the Leadership Scholarship program, which places a greater emphasis on a restaurant employee's community service and leadership abilities. Through its scholarship program, Chick-fil-A has offered financial assistance to over 32,000 restaurant employees who have gone on to attend over 2,100 colleges, universities and other educational institutions throughout the country since the program was established.

Finally, Chick-fil-A is, and always has been, closed on Sundays. Closing Chick-fil-A branded restaurants every Sunday makes Chick-fil-A pretty unique in this day and age, but it's a practice that has always served the Company well. Truett wanted to ensure that everyone had at least one day a week for rejuvenation, rest and personal activities. It made sense then, and it still makes sense now.

Your Chick-fil-A Restaurant

This franchised Chick-fil-A restaurant business is owned and operated by your Operator, Joe Bucklew. Joe Bucklew has worked for Chick-fil-A since 1996. He is originally from Minneapolis, MN but moved to Florida at the age of 5. He started working for Chick-fil-A while he was in high school. In 2004, he started the Chick-fil-A Interim Manager position. He traveled the country and worked in over 10 different Chick-fil-A restaurants. Joe received his first franchised location in Brandon, FL in 2009. Through the commitment Joe made to his team and community, Joe won access to the prestigious “Champions Club,” which is reserved for restaurants that hit measures of success in restaurant growth and profitability. In 2012, Joe made the decision to move with his family to Boise to a brand new market and open the Chick-fil-A at Broadway & Front. In November of 2014, he was selected to leave Broadway & Front to open the Franklin Rd location. After a very successful three years at Franklin Rd, including winning Symbol of Success two years in a row, he was awarded the Broadway location as a second restaurant, which he began operating on February 1, 2018. Both restaurants continue to grow, hitting “Champion’s Club” again in 2020.

Commitment to Hospitality

Chick-fil-A strives to maintain an atmosphere of hospitality for all guests. Chick-fil-A wants to create a comfortable experience for all who visit Chick-fil-A restaurants. We maximize the opportunity to build the business and to positively influence others by creating a welcoming environment. Chick-fil-A is hospitable to all guests.

2nd Mile Service

At Chick-fil-A restaurants, we strive to provide what we call "2nd Mile Service" to all our guests. This is defined as going above and beyond guest expectations. Our goal is that every guest, on every visit, will experience at least one element of 2nd Mile Service. There are unlimited ways in which we can deliver 2nd Mile Service to our guests. Many are as simple as a warm welcome, a heartfelt "My Pleasure" when the guest thanks us, and a fond farewell as the guest departs. The key to providing 2nd Mile Service is showing honor, dignity and respect to all guests, so that they will feel cared for, personally. Providing 2nd Mile Service is important to all team member positions at Chick-fil-A restaurants. We trust you will enthusiastically embrace this concept, and display a 2nd Mile Service attitude not only toward our guests, but also your fellow team members!

Civility, Equal Employment Opportunity & Non-Harassment Policy

At Chick-fil-A, we are committed to a civil and respectful work environment. Chick-fil-A values all persons, and is committed to the principle that we should treat one another and those who come into contact with our business with honor, dignity and respect. We highly value professional relationships, and we are committed to maintaining a work environment that is cordial, positive and professional.

At Chick-fil-A, we are an equal opportunity employer and we make employment decisions on a non-discriminatory basis. It has been and shall continue to be our policy that we do not discriminate in employment decisions based upon sex, race, color, religion, national origin, ancestry, citizenship, pregnancy, age, physical or mental disability, genetic information, marital status, medical condition, sexual orientation, military or veteran status, and/or any other status, classification or factor protected by federal, state or local law. Chick-fil-A complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. Further, we are committed to fulfilling our responsibilities under the Americans with Disabilities Act and similar state and federal laws, including reasonably accommodating a qualified employee with a disability.

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.

At Chick-fil-A, we are committed to maintaining work environments free from any form of harassment. It has been and shall continue to be Chick-fil-A's policy that our work environments will be free from all forms of harassment including, but not limited to, sexual harassment and harassment based on or because of race, color, religion, national origin, ancestry, citizenship, pregnancy, age, physical or mental disability, genetic information, marital status, medical condition, sexual orientation, gender, military or veteran status, and/or any other status, classification or factor protected by federal, state, or local law. We prohibit and will not tolerate any such harassing conduct, whether intentional or unintentional.

Harassment that violates our policy includes any unwelcome verbal or physical conduct that creates an intimidating, hostile, or offensive work environment for an individual, because of the person's sex, race, color, religion, national origin, ancestry, citizenship, pregnancy, age, physical or mental disability, genetic information, marital status, medical condition, sexual orientation, military or veteran status, or any other classification or factor protected by federal, state or local law. Harassment may include, but is not necessarily limited to epithets, slurs, jokes, or other verbal, written, or physical conduct relating to an individual's sex, race, color, religion, national origin, ancestry, citizenship, pregnancy, age, physical or mental disability, genetic information, marital status, medical condition, sexual orientation, military or veteran status, and/or any other status, classification or factor protected by federal, state, or local law.

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

• unwelcome sexual advances, propositions or statements;

• physical conduct such as touching or impeding movements;

• verbal, written (including electronic communications), or physical conduct, such as
  making or using derogatory comments or gestures, explicit jokes, or comments about a
  person's body or dress;

• displaying, using, sharing, or transmitting pictures, objects, cartoons, or any other
  material that could be deemed offensive, degrading, or inappropriate based on a
  protected characteristic; and/or

• any other visual, verbal, physical, or written conduct, including electronic and online
  statements or conduct, of a sexual nature by any employee 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.

Chick-fil-A's policies prohibiting harassment apply regardless of the parties' relationship to Chick- fil-A. This policy prohibits harassment not only by or toward a co-worker, subordinate or a supervisor, but also harassment by or toward persons doing business with or for Chick-fil-A. (including but not limited to guests, Operators, vendors, contractors, suppliers, etc.).

At Chick-fil-A, everyone is accountable for reporting concerns or perceived violations of this policy. Every individual has responsibility for ensuring compliance with this policy. Chick-fil-A Boise cannot resolve matters that are not brought to the attention of an appropriate member of management. Accordingly, anyone who believes he or she is being subjected to prohibited discrimination, harassment or retaliation by a co-worker, supervisor or any other individual (whether or not the individual is employed by Chick-fil-A Boise), or anyone who believes he or she has witnessed or learned about such conduct, is directed to immediately report such incidents and/or information to (1) the Supervisor on duty at the Restaurant and (2) the General Manager of the Restaurant.

Chick-fil-A will respond appropriately if concerns or issues are reported.
Chick-fil-A Boise takes any concerns or reports implicating this policy seriously. The Company will conduct or direct a prompt and thorough investigation of any report, observation or complaint of alleged discrimination, harassment or retaliation. The Company will take corrective action as may be appropriate based on the results of any such investigation. Since allegations of this nature are very serious for all concerned, team members will be expected to cooperate fully with any efforts to conduct investigations and otherwise enforce this policy. For the same reasons, all reports or complaints will be handled as confidentially as possible. Information related to a report or investigation will be shared only on a limited "need to know" basis.

Chick-fil-A will not condone retaliation against anyone who makes a good faith report or complaint. It has been and shall continue to be Chick-fil-A's policy that we will not tolerate any form of retaliation against anyone who makes a good faith report or complaint of alleged discrimination or harassment; participates in an investigation involving allegations of discrimination or harassment; or participates in any aspect of the enforcement process.

Violations of this policy will be taken very seriously and will result in appropriate corrective action. Any employee determined to have violated this policy 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 Policy

Our policy also provides for "reasonable accommodation" of disabilities on a case-by-case basis, in accordance with applicable law. As part of Chick-fil-A's commitment to equal employment opportunity, it is and has been the Company's policy to ensure that all individuals are provided equal employment opportunities without regard to disability. Accordingly, Chick-fil-A will make reasonable accommodation for the physical and/or mental limitation(s) of an otherwise qualified individual with a disability - whether an applicant or a current employee - provided the requested accommodation is reasonable and undue hardship would not result.

If an individual believes that he or she needs a reasonable accommodation to perform the essential functions of his or her job due to a disability, it is the individual's responsibility to contact the Owner/Operator to request a reasonable accommodation. Requests for an accomodation and other inquiries, reports or information provided to Chick-fil-A pursuant to this policy will be maintained as confidentially as possible, with information being disclosed only on a need to know basis. Upon notification that a disability may exist, Chick-fil-A will engage in an interactive process with the individual to determine whether a reasonable accommodation can be made without resulting in undue hardship. Chick-fil-A may need information from a team member's physician(s) or other health care provider(s) to determine whether an appropriate reasonable accommodation can be implemented.

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, the essential functions of the job in question, the accommodation requested, and any other relevant factors. Although Chick-fil-A cannot guarantee that it will provide any particular accommodation or the specific accommodation that has been requested by the individual, the Company will do its part to ensure that individuals with disabilities have an equal opportunity to complete and perform their job duties in the workplace.

Employment Eligibility Verification

As required by law, Chick-fil-A verifies the identity and work authorization of all employees. Each new team member, as a condition of employment, must complete a Form I-9, Employment Eligibility Verification form and present valid original, unexpired documentation sufficient to satisfy the Form I-9 requirements.

Compensation

Your pay rate will be explained to you at the time you start work. Initial pay rates vary based on the number of hours worked per week, the hours per day you are able to work, and your experience prior to our restaurant.

Pay raises are awarded based on Levels achieved in our Own Your Growth Training Development plan. As you complete each Level, you must obtain signatures from two Team Leaders and then you will be awarded the raise. You must be able to successfully perform the roles at each level during peak periods with excellence.

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 by a Director.

Pay rates for team members may be different because of factors or circumstances, which apply to each individual, including but not limited to, position, experience in the Restaurant, experience in the restaurant industry, job performance, skills, attendance, availability, attitude and other business-related factors or reasons. Your pay rate is not to be discussed with other team members. Doing so may result in termination.

Pay Periods

The pay period for Chick-fil-A Boise ends bi-weekly on Saturday. Team members will receive a paycheck once every two weeks.

• Normally, your paycheck will be available on the Thursday 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
It is Chick-fil-A's policy and intent to comply with all applicable laws regarding the payment of minimum wage and overtime premium pay for team members who are not exempt from such requirements.

Team members are expected to report accurately all time worked and are prohibited from performing any work "off the clock" or without reporting all time worked.

Team members will be paid for all required or authorized overtime work in accordance with applicable law.

• 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 Director Team.
  

Scheduling
The work schedule for our restaurant will be posted for the following week by end of business day Friday. You are responsible for working your scheduled hours. If there is an emergency or if for any other reason you cannot work your scheduled shift, you are responsible for finding a replacement. You should never change the schedule without the approval of a Manager or Supervisor.

Hours of work will be assigned based on a number of business factors taken into consideration by management at our restaurant including, but not necessarily limited to: skills, availability, productivity, performance, attitude, and punctuality.

Requesting Time Off
Please submit any requests for time off 14 days in advance using Hotschedules. Requests will be approved or denied and you will be notified via Hotschedules message.

The Scheduler will attempt to accommodate your scheduling requests if possible, consistent with the need to staff the restaurant appropriately to meet the needs of our business and our guests.

If you need time off after the schedule has been posted, it is your responsibility to make arrangements with another appropriate team member to work your scheduled shift. This change, to be effective, must be approved by the Manager on that shift.

Requests for vacation should be submitted via HotSchedules at least 2 weeks in advance.

Requests for time off that are not made in accordance with this policy may be denied unless the time off is for leave mandated by federal, state or local law and you are both qualified and have complied with all procedural requirements in requesting the leave.

Paid Vacation
Employees who work full time (30 hours/wk. average) are eligible for one week’s Paid Time Off (PTO) annually after completing their first year of full-time employment and every year thereafter, as long as the employee continues to average 30 hours/wk. The amount of Vacation Pay will be calculated by taking the average hours worked for the six weeks prior to the vacation week. Although we want to honor all vacation requests, requests should be made with a supervisor at least 30 days in advance in order for that request to be honored. After five years of full-time employment, team members are granted a second week’s paid vacation.

PTO must be used, or it will be lost. Upon separation from the company, accrued PTO will not be paid out to the employee. Chick-fil-A Boise reserves the right to act outside of the given PTO guidelines in order to add or remove employees to/from PTO plans as the Directors sees fit.

Breaks & Employee Meals

Depending upon the hours you work on a given day, you may be entitled to various breaks. The leadership team will coordinate all breaks to make sure that the necessary number of team members are on duty at all times.

Breaks

You will be entitled to a 20-minute unpaid break for each work period of more than 5 consecutive hours. For example, if you work from 12:00 to 7:00, you will be entitled to one 20-minute unpaid break.

If a sudden rush occurs, you may be called back to work from an unpaid 20-minute break. If this occurs, you will be permitted to finish your break after the rush subsides. Whenever possible, you will be allowed to complete your break in one 20-minute interval.

You should take your break(s) only at a time approved by the manager on duty. You should "clock out" for your break(s). Failure to record your break time accurately via our register system may result in disciplinary action.

If you work 10 consecutive hours or more, you are entitled to two 20-minute unpaid breaks.

Employee Meals

As a team member, you will be provided with the following food and beverage benefit at no cost to you up to a maximum credit of $10.50 for each shift you work at Chick-fil-A Boise:

• If you work less than 5 hours, you may order what you would like and receive it at the current discounted price point, before or after your shift.

• If you work 5 hours or more and are entitled to a 20-minute unpaid break, then during this break you may order what you would like and receive it at the current discounted price point.

• If you work 10 consecutive hours or more and are entitled to two 20-minute unpaid breaks, then during both breaks you order what you would like at the current discounted price point.
  

The following rules and conditions apply to this employee meal benefit:

• You must eat your meal in the areas designated by our restaurant's management as appropriate for team member dining.

• Be sure to indicate on our cash register system that your break has ended prior to returning to work.

• All employees will be given an employee cup before their first day at Chick-fil-A Boise. If the employee cup or water bottle is forgotten at home, a team member can purchase a styrofoam employee cup for $0.50.

Attendance and Punctuality

Team members are expected to report to work as scheduled, on time and prepared to start work. Late arrival, early departure or other deviations from scheduled hours are disruptive and must be avoided.

Call outs are disruptive to the business as it leaves the team short-handed for the shift. Call outs will be tracked and accumulated call outs will result in write ups. Call outs with doctors’ notes will not be tracked.

Shift coverages are also disruptive to the business. Team members should manage their calendars and ask off for needed time-off.

If, for any reason, you will be tardy or unable to report for work on a scheduled workday, you must call the RESTAURANT at least two hours, or as soon as is practical, before the time you are scheduled to begin work and provide management with a valid reason or explanation, as well as the expected duration of any absence. If you arrive late for your shift, please let your Supervisor on duty know immediately upon your arrival. If you need to leave work early for any reason, you must first request permission from and obtain the permission of the Supervisor on duty.

Failure to notify and gain approval from your Supervisor on duty of any anticipated or unanticipated absence, the need to leave work early, or delay in reporting for work in accordance with this policy may be grounds for disciplinary action, up to and including termination.

Excessive absenteeism or tardiness may also result in disciplinary action, up to and including termination of employment. If you fail to report to work without any notification to your Supervisor on duty and your absence continues for a period of three days on which you are scheduled, the Company will conclude that you have abandoned your employment and have voluntarily terminated your employment.

Chick-fil-A will enforce this attendance policy in accordance with the requirements of federal, state or local law, taking into consideration relevant circumstances and making an individualized assessment in each case.

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.

• Your timepunch 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 Team Leader on shift. 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 your Restaurant.

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

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

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

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

• Remember that the guest is always right. Please do not argue with a guest. If you have a
  situation with a guest that you cannot handle or that the guest feels has not been handled
  adequately, then notify the Supervisor on duty immediately.

• Generally, you should stay at your assigned station, unless otherwise directed by your
  Supervisor on duty or in the case of an emergency.
  

Other General Responsibilities.

The following responsibilities are also a part of everyone's job at this Chick-fil-A Restaurant, and vital to providing our guests with the best possible experience every time they visit the Restaurant.

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

• 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!

• Be careful to avoid wasting food, paper products, cleaning supplies, etc.

These lists are not all-inclusive or exhaustive. Other responsibilities apply to every job at this Chick-fil-A Restaurant. Your Trainer or Supervisor on duty will familiarize you with your specific responsibilities during training.

Age-Restricted Activities

It has been and shall continue to be Chick-fil-A's policy that we will comply with all federal, state and/or local laws regarding the employment of individuals under the age of 18. As provided by applicable law, for team members who are 14-17 years old, certain tasks in the Restaurant are prohibited. In addition, pursuant to applicable law, certain hours of work restrictions apply to team members who are under age 18, particularly those who are 14-15 years old. Information concerning the employment of individuals under the age of 18, including any age-restricted activities and hours of work, can be found in the employment postings in the Restaurant. If you have any questions regarding these issues, please see your General Manager or the Supervisor on duty.

If you are in doubt as to whether you are prohibited from performing a particular activity or working during a particular time period due to your age, then you should refrain from performing the task or working at the particular time until you have consulted with your Supervisor on duty and obtained proper guidance and direction.

Standards of Conduct & Disciplinary Actions

We do not believe it is necessary to list exhaustively every work rule or standard of conduct for our team members. All team members are expected to perform their jobs well, to conduct themselves in a professional manner at all times, and to treat others with honor, dignity and respect. Additionally, all team members are expected to comply with any rules applicable to employment in our restaurant (including, but not limited to, the rules set forth in this Handbook).

In some instances of rule violations, improper conduct or unsatisfactory job performance, progressive disciplinary action may be appropriate. Serious instances of rule violations, improper conduct or unsatisfactory job performance, as determined by the General Manager and/or the Director Team may result in severe forms of disciplinary action, up to and including immediate termination of employment, without prior progressive disciplinary action. The following are among the most common grounds for severe disciplinary action, including immediate dismissal:

• 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 guests 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;

  • Signing for food or goods not delivered;

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

  • Giving out unauthorized promotional material.

Disciplinary Point System will be used for tardiness/ callouts, uniforms, and job accountability.

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:

• Verbal warning(s).

• Written warning(s).

• Suspension without pay.

Disciplinary actions will be approached on a case-by-case basis, taking into account all the relevant facts and factors of the situation. Therefore, Chick-fil-A Boise retains the right to skip any of these steps of progressive discipline if circumstances necessitate. Chick-fil-A Boise 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 Boise remains at-will.

Appearance
Chick-fil-A has high standards concerning uniforms and personal appearance, as this is an important element of providing outstanding service to and instilling confidence in our guests. A professional uniform and overall appearance will communicate to guests that Chick-fil-A cares about guest service, quality, and cleanliness.

Uniforms

Team members will be provided with a uniform(s) based on initial hire hours at the time when hired. Your free uniform consists of pants, shirt, belt, and nametag. Other items, such as visors or hats, may be provided depending upon your position.

Additional uniforms other than what is initially provided will be a personal expense and not an expense of the Operator. This includes shirts, pants, nametags, belts, hats, etc.

• Name tag replacements will cost $5.00.

• Shoes must be slip-resistant and purchased from Shoes for Crews. Team members will be provided one pair of shoes. Additional pairs are a personal expense and must also be slip resistant and purchased from Shoes for Crews.

• 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 tags 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 allowed.

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

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

• Females must wear solid black socks, black hose or flesh-toned hose. Males must wear solid black socks.

• 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 Owner/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 guests or fellow team members. Any necklace worn should be tucked inside clothing to avoid being a safety hazard.

• Rings must be limited to a plain band, such as a wedding band (none on thumbs). In food preparation areas, rings, if worn, must be worn with gloved hands to avoid food contamination or catching on equipment.

• Wristwatches and/or medical alert bracelets must be conservative in size and appearance; they should not have gemstones that could come loose. Other bracelets or wristbands (e.g., rubber or string, etc.) may not be worn.

• Earrings must be limited to plain stud earrings (no dangling earrings, including hoops of any size).

• Additional ear piercings from the earlobes are allowed but limited:

  1. Simple metal studs only

  2. No attached decoration or gemstones and no dangling or hoop earrings

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

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 is clean and worn in good taste so as not to be distracting to guest or fellow team members.

• Hairstyles are neat and professional in appearance with no unnatural hair colors (i.e. no pink or blue hair) or eccentric styles (e.g., Mohawks, shaven designs, etc.).

• Female: Hair that falls around face is tied back using a simple hair band or barrette that is black or another neutral color and has no loose or dangling parts.

• Male: Hair below midpoint of collar in back must be tied back using a simple hair band that is black or another neutral color and has no loose or dangling parts. Sideburns can extend no further than the midpoint of the ear. Team Members may also consider wearing short, neatly groomed facial hair with a cleanly defined cheek and neckline, strictly adhering to the below grooming requirements:

• Short is defined as hair up to one-half inch in length (#4 standard trimmer guard)

• Neatly groomed 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).

• No undefined lines, shaving, carvings, designs or extreme styles are permitted (like chinstraps, chops or handlebars).

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

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

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

• Fingernail polish is not worn in food preparation areas.

• Fingernail polish, if worn, is a solid color (e.g. not metallic or glitter) and worn in good condition in guest service areas only.

• False fingernails and fingernail gems are not worn.

• Tattoos are not allowed on face/neck and must not be offensive or obscene.

• Perfume/cologne is subdued in fragrance and not be distracting to guests or fellow team members.
  

Any other appearance or grooming issue not covered in this section may be addressed at the discretion of the Owner/Operator or Supervisor on duty. The Owner/Operator or other authorized representative of Chick-fil-A may make case-by-case assessments on any appearance related issues and can restrict work of a team member if any issues cannot be corrected in an acceptable period of time.

Chick-fil-A will, consistent with the requirements of federal, state or local law, consider making reasonable accommodations with respect to dress or grooming requirements that are directly related to a team member's religion and/or ethnicity. If an accommodation of this nature is required, please notify your Owner/Operator and be prepared to discuss potential reasonable accommodations.

Smoking and Use of Tobacco Products Prohibited
Smoking of any substance and the use of any type of tobacco product is prohibited in all areas of the Restaurant, grounds, and/or in view of the guest, including outdoor areas such as the playground, entry points, landscaped areas, parking lot, and dumpster pads. This prohibition includes electronic cigarettes, commonly referred to as "e-cigs" or "e-cigarettes."

Workplace Violence
To help create a safe workplace, and consistent with Chick-fil-A's commitment to treating every individual with honor, dignity and respect, Chick-fil-A policy provides for zero tolerance of violence (or threats of violence) in the workplace. Absolutely no workplace violence or threats of violence will be tolerated.

For purposes of this policy, workplace violence is defined as the deliberate and wrongful violation, damage, harm, 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, guests, 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 (i.e., 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, unless and only to the extent permitted otherwise by applicable state or local law.
  

All team members have a responsibility to help keep the 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 Supervisor on duty, the General Manager or a Director immediately of any violent or threatening behavior, whether engaged in by or directed toward a team member, management member, or 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. Any team member found to 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, guests and others who come into contact with the business is very important to Chick-fil-A. Accordingly, the Company strives to maintain safe working conditions for all team members, as well as safe conditions for guests and third parties.

Team members must perform their responsibilities in the safest possible manner. Team members should use all appropriate measures and precautions to protect themselves, guests 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 Supervisor on duty.

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

• Team members should be aware of the location of the Restaurant's first aid kit and fire extinguishers.

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

• Fighting or horseplay on Company property is prohibited.
  

Team members must immediately report 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 Supervisor on duty or Owner/Operator.

Workers' Compensation
In accordance with state law, Chick-fil-A Boise provides insurance coverage for team members in case of work- related injury. The workers' compensation benefits provided to injured team members may include medical care, cash benefits to replace lost wages, and/or vocational rehabilitation to help qualified injured team members 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 your Owner/Operator or Supervisor on duty (who will inform the Owner/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.
  

In most circumstances, upon submission of a medical certification that a team member is able to return to work from a workers' compensation leave, the team member will be offered the same position held at the time the leave began or an equivalent position, if available. If the same position or its equivalent is not available, a team member's return to work will depend on job openings existing at the time of her/his scheduled return. A team member returning from a workers' compensation leave has no greater right to reinstatement than if the team member had been continuously employed rather than on leave.

The location of the facility that provides medical treatment to team members who are injured in a work-related incident at your Restaurant is listed on informational posters that are on display in your Restaurant, or is otherwise available from your Owner/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.

The Company 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 federal Family and Medical Leave Act ("FMLA") and/or state law, will be placed on FMLA leave and/or state medical leave during the time they are unable to work, as applicable, up to a maximum of 12 weeks in a 12-month calendar year. Leave under the FMLA and applicable state law (if any) runs concurrently.

Team Member Property & Workplace Searches
Chick-fil-A reserves the right to conduct workplace searches, at any time and without notice, when necessary for the Company's business purposes. Team members should not have any expectation of privacy with respect to any aspect of the Restaurant premises including, but not limited to, any locker or other storage area that may be provided for the use of the team member. Additionally, team members should not have any expectation of privacy with respect to any property brought onto or received at the Restaurant's premises. Inspections of Restaurant premises and Company and personal property may be conducted during or after business hours and in the presence or absence of any employee. The Company will take steps, when appropriate, before inspecting restrooms, locker rooms, changing areas and similar spaces to avoid unnecessary burden or embarrassment to those who are present.

The Company may conduct searches, for example, when management reasonably believes that a search may be necessary or helpful in preventing or identifying incidents of theft, to prevent team members from bringing prohibited items (such as weapons or illegal drugs) to work, or to investigate other potential violations of Company policy. These examples are not intended to be all-inclusive.

Any personal items brought onto Company property by a team member, such as employee-owned vehicles, bags, backpacks, lunchboxes, briefcases, pocketbooks, and other personal items, may be subject to search by management, security or law enforcement. Team Members are expected to cooperate with any inspection conducted in accordance with this policy. Failure to cooperate may be considered cause for disciplinary action, up to and including discharge from employment.

Team members should not have any expectation of privacy where Company or guest property is concerned. This includes, but is not limited to, any lockers, offices, or storage spaces in your Restaurant. Any property not owned by the Team Member may be searched at any time with or without the Team Member's consent. Team members may be held accountable for any illegal or prohibited items found in areas assigned to them or areas that are considered to be within their control.

The Company reserves the right to question team members and all other persons entering and leaving its premises. Persons attempting to enter the premises who refuse to cooperate in an inspection requested pursuant to this Policy will not be permitted to enter the premises.

The Company may report to law enforcement authorities any unlawful conduct suspected as a result of a search.

Use of Company-Owned Telephone and Electronic Devices

This policy addresses the use of Chick-fil-A's telephones, computers, communications equipment and other electronic resources. The telephone in the Restaurant (including any voice mail or voice messaging system) is the property of Chick-fil-A Boise, and, accordingly, any communications through the Chick-fil-A telephone and voice mail systems at the Restaurant should generally involve the Restaurant's business and business-related activities. Occasional personal use may be allowed, but personal calls must be kept to a minimum and should be kept brief.

Similarly, the computer(s) or computer system(s) in the Restaurant are the property of Chick-fil-A and should be used only for business purposes. Chick-fil-A may access or monitor its electronic communications (including but not limited to the e-mail and internet systems in the Restaurant), and may obtain the communications and information contained within those systems without notice to users.

Team members should understand that there should be no expectation of privacy by any team member as to his or her usage of the Restaurant's telephone, voice mail, computer, e-mail, internet or other electronic resource, device, system or mechanism.

Use of Personal Cellphone and Other Electronic Resources While on Duty

Personal calls during work hours, regardless of the telephone used, can interfere with team member productivity and be distracting to others. A team member's cellular telephone and/or other electronic resources including, but not limited to, tablets, pagers, smartphones, computers, smart watches and other personal communications devices (collectively referred to in this policy as "cell phone"), generally may not be used, worn or kept on the team member's person while the team member is on duty at the Restaurant, without specific permission from the Owner/Operator and subject to any limitations set out by the Owner/Operator. Permission to use, wear or carry a personal cell phone during work time will be determined on a case-by-case basis. If a team member has a specific need to use, wear, or carry a personal cell phone during work time, the team member is responsible for requesting permission from the Owner/Operator prior to using, wearing or carrying the cell phone and explaining to the Owner/Operator the reason for the request and anticipated duration for the exception to this policy.

Team members may use personal cell phones during breaks and are asked to communicate, if necessary, about personal issues during this time. The Company will not be liable for the loss of or damage to personal cell phones brought into the workplace.

Team members whose job responsibilities include driving are strictly prohibited from using cell phones while driving. Safety must come before all other concerns. Regardless of the circumstances, including slow or stopped traffic, team members who are driving are instructed to pull off to the side of the road and safely stop the vehicle before placing or accepting a call and/or reading or sending a text or email message.

In situations where a team member drives for work and uses a cell phone for work purposes, state or local law may place additional restrictions on the team member's ability to use a cell phone while operating a motor vehicle, and team members are at all times required to comply with any such laws when driving for work. Under no circumstances should a team member place himself/herself or others at risk to fulfill business needs. Team members who are charged with traffic violations resulting from the use of their cellular telephones or other electronic devices while driving will be solely responsible for all liabilities that result from such actions.

Violations of this policy may result in disciplinary action, up to and including termination of employment.

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 guest, 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 $2.00 will result in forfeiture of pay to the extent allowed by applicable law. Additionally, you should understand that Chick-fil-A Boise 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 Boise, or any authorized law enforcement agency.

Leaves of Absence

Chick-fil-A Boise 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 Boise 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 Boise 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;

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
After one year of employment, birth mothers working at least 30 hours per week are eligible for four weeks of leave, paid at 100 percent of their average pay, and up to four additional weeks of unpaid leave. Spouses (the non-birth parent) are eligible for two weeks of leave, paid at 100 percent of their average pay, and an additional two weeks of unpaid leave.

After one year of employment, any team member working at least 30 hours per week who welcomes a new child by adoption is eligible for four weeks of adoption leave, paid at 100% of their average pay, and up to for up to 4 weeks.

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 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

If you resign from your employment at Chick-fil-A, we would appreciate your providing us with at least two weeks advance notice, or 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. Please remember that, whatever notice you are able and choose to provide, your employment remains at-will, which means you have the opportunity to resign your employment at any time you choose.

Upon receipt of notice of a team member's resignation, the Company 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 of work, rather than allowing the team member to work through the end of the notice period.

Termination of Employment

Consistent with the Company's at-will employment policy, Chick-fil-A Boise 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 and any required separation documents in accordance with applicable law.

Return of Company Property

Upon termination of employment (whether by voluntary resignation or involuntary discharge or otherwise), team members are expected to immediately return any and all Company property in the team member's possession, custody or control, including, but not limited to, any and all Company keys, name badges, uniforms, mug, documents and proprietary and/or confidential documents and information.