EMPLOYEE HANDBOOK Dogwinks, Inc. dba Chick-fil-A at Holcombe & Buffalo Speedway - Updated January, 2020 - CHIKIN MOM
←
→
Page content transcription
If your browser does not render page correctly, please read the page content below
Dogwinks, Inc.
dba Chick-fil-A at
Holcombe & Buffalo Speedway
EMPLOYEE HANDBOOK
Updated January, 2020TABLE OF CONTENTS
Page
INTRODUCTION .......................................................................................................................... 3
Welcome ..................................................................................................................................... 3
Our Purpose and Mission ............................................................................................................ 3
Our Vision................................................................................................................................... 3
What You Can Expect from Chick-fil-A Holcombe & Buffalo Speedway FSR ....................... 3
Purpose of the Employee Handbook........................................................................................... 4
Open Door Policy ....................................................................................................................... 4
FAIR EMPLOYMENT POLICIES ................................................................................................ 5
At-Will Employment .................................................................................................................. 5
Equal Employment Opportunity ................................................................................................. 5
Policy Prohibiting Unlawful Discrimination and Harassment.................................................... 5
WORKING CONDITIONS ............................................................................................................ 7
Job Duties.................................................................................................................................... 7
Classification of Employees ....................................................................................................... 7
Attendance .................................................................................................................................. 7
Time Clock.................................................................................................................................. 8
Pay Day ....................................................................................................................................... 8
Paychecks.................................................................................................................................... 9
Pay Notice ................................................................................................................................... 9
Performance Evaluations ............................................................................................................ 9
Breaks and Meal Periods ............................................................................................................ 9
Appropriate Conduct................................................................................................................... 9
TIME OFF .................................................................................................................................... 12
Pregnancy/Disability/FMLA Leave of Absence ....................................................................... 12
Jury Duty................................................................................................................................... 13
Witness Duty............................................................................................................................. 13
Voting Time .............................................................................................................................. 13
Military Leave of Absence........................................................................................................ 13
Military Spouse Leave .............................................................................................................. 14
BENEFITS .................................................................................................................................... 15
Health Care ............................................................................................................................... 15
College Scholarship .................................................................................................................. 15
Meal Privileges ......................................................................................................................... 15
Workers' Compensation ............................................................................................................ 15
HEALTH AND SAFETY ............................................................................................................. 16
Safety Program.......................................................................................................................... 16
Reporting On-The-Job-Accidents ............................................................................................. 16
Chemicals and Hazardous Materials ......................................................................................... 16
Fire Safety ................................................................................................................................. 16
Silent Alarm .............................................................................................................................. 16
Safety While Driving ................................................................................................................ 16
Anti-Substance Abuse Policy for All Employees ..................................................................... 17
Policies Prohibiting Drug and Alcohol Abuse .......................................................................... 17
Smoking .................................................................................................................................... 17
iPERSONNEL POLICIES ............................................................................................................. 18
Guest Relations – “The Guest Comes First”............................................................................. 18
Personnel Documents................................................................................................................ 18
Conflict Resolution and Grievance Procedure .......................................................................... 18
Employment References and Verifications .............................................................................. 19
Confidentiality of Company Information ................................................................................. 19
Grooming/Attire........................................................................................................................ 20
Tools and Equipment ................................................................................................................ 21
Company Food Policy............................................................................................................... 22
Store Property and Assets ......................................................................................................... 22
Solicitations............................................................................................................................... 22
Gratuities, Gifts, and Favors ..................................................................................................... 22
Cash Shortages and Breakage ................................................................................................... 23
Parking ...................................................................................................................................... 23
The Use of Communication Equipment ................................................................................... 23
The Use of Social Networking Communications ..................................................................... 24
Community Events and Activities ............................................................................................ 25
Moonlighting............................................................................................................................. 25
Romantic Relationships ............................................................................................................ 25
Personal Telephone Calls & Visits ........................................................................................... 25
Departure Agreement ................................................................................................................ 27
Employee Handbook Acknowledgement Form ............................................................................ 28
iiINTRODUCTION
Welcome
We are very happy to welcome you to Chick-fil-A Holcombe & Buffalo Speedway. Thank you
for joining our team! We want you to feel that your association with Chick-fil-A will be a
mutually beneficial and pleasant one.
You have joined an organization that has established an outstanding reputation for quality
products and services. Credit for that goes to every one of the Chick-fil-A team members
throughout the country. We hope that you, too, will find satisfaction and take pride in your work
here.
Our Purpose and Mission
We believe that having a business purpose and mission gives us proper guidance in all of our
activities and you should know what they are as you begin your association with us.
Chick-fil-A’s Purpose:
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.
Chick-fil-A’s Mission:
Be Remarkable!
Holcombe Vision
Our vision at Chick-fil-A Holcombe & Buffalo Speedway is to pursue excellence in all areas of
the business.
What You Can Expect from Chick-fil-A Holcombe & Buffalo Speedway
• To be treated fairly and professionally.
• To be compensated fairly for the work you perform.
• To be trained properly and effectively to succeed in the assigned job.
By providing direction, proper training, and the resources you need to do your job, we believe
you will be a successful Team Member, working productively, efficiently and safely.
3Purpose of the Employee Handbook
This handbook is designed to acquaint you with Chick-fil-A Holcombe & Buffalo Speedway
and provide you with information about working conditions, employee benefits, and some of
the policies affecting your employment. This employee handbook does not constitute a
contract and should not be construed as a contract by any employee. The company does not
guarantee employment for any specific duration, and all employees are employed on an “at will”
basis.
You should read, understand, and comply with all provisions of the handbook. One of our
objectives is to provide a work environment that is conducive to both personal and professional
growth.
No employee handbook can anticipate every circumstance or question about policy. We reserve
the right to revise, supplement, or rescind any policies or portion of the handbook from time to
time as necessary. Employees will, of course, be notified of such changes to the handbook as
they occur.
Open Door Policy
Chick-fil-A Holcombe & Buffalo Speedway maintains an “Open Door Policy”. Simply stated,
that means we will keep all lines of communication open and provide an atmosphere in which
employees (Team Members) may express opinions, problems, complaints, suggestions, or
questions in a professional, business-like manner, and expect prompt answers or resolutions
without fear of or actual retaliation. We believe that the best way for us to conduct our business
is to have open and direct communications with all Team Members without interference from
outside, third parties or other non-employed representatives or intermediaries.
If you have any questions or concerns, you are encouraged to immediately contact your
supervisor or another member of management. If your question isn’t answered or your problem
isn’t resolved with this initial interaction, we encourage you to contact the Owner/Operator to
personally discuss your issue. Chick-fil-A Holcombe & Buffalo Speedway FSR is committed to
hearing out employee concerns and working directly with employees to promote a working
environment where the company, employees, and guests prosper and thrive.
4FAIR EMPLOYMENT POLICIES
At-Will Employment
You are free to terminate your employment at any time, with or without a reason or notice.
Likewise, Chick-fil-A Holcombe & Buffalo Speedway (hereafter, also referred to as “the
company”) has the right to terminate your employment at any time, with or without a reason or
notice. Cause is not required for an employee's termination. This is called "at will"
employment. The company also reserves the right to change your compensation, position,
duties, hours of work and any other term or condition of employment without notice or reason.
No one at Chick-fil-A Holcombe & Buffalo Speedway FSR is authorized to enter into an
agreement, or make representations which are contrary to this policy, unless in writing signed by
the employee and Owner/Operator, Juli Salvagio.
Equal Employment Opportunity
Chick-fil-A Holcombe & Buffalo Speedway is an equal opportunity employer and makes
employment decisions based on merit. We seek the best available person for every job, and
prohibit unlawful discrimination based on race, color, religious creed, national origin, ancestry,
physical or mental disability, medical condition, age, marital status including domestic
partnership, veteran status, gender, sexual orientation, gender identity, an applicant or employee
who has care giving responsibilities, or any other consideration made unlawful by federal, state
or local laws. When requested to do so, Chick-fil-A Holcombe & Buffalo Speedway FSR will
also make reasonable accommodations to assist applicants and employees as required by law.
Persons seeking employment with Chick-fil-A Holcombe & Buffalo Speedway FSR may be
subject to any or all of the following testing prior to an offer of employment: Background
investigation (DMV records search, educational verification, employment history and business
references, professional license verification, and social security number verification), drug
testing and medical examinations. A medical examination will only be administered after other
tests or investigations are completed and a job offer has been extended. The nature of the
medical examination will be disclosed to the applicant prior to testing and will be related to
specific job duties.
Policy Prohibiting Unlawful Discrimination and Harassment
Chick-fil-A Holcombe & Buffalo Speedway FSR prohibits communications or conduct by any
person, including employees, vendors and customers that unlawfully discriminates or harasses.
We want to maintain a working environment free from all forms of harassment, whether based
upon race, religious creed (including religious dress or grooming), color, national origin,
ancestry, physical or mental disability, medical condition, genetic information or characteristics,
marital status including domestic partnership, veteran status, age, sex (including sexual
harassment, gender harassment, and harassment based on pregnancy, childbirth or related
medical conditions and breastfeeding or medical conditions related to breastfeeding), gender
5identity, gender expression, or sexual orientation or any other legally protected characteristic or
status.
Unlawful discrimination may consist of a decision, policy or practice that treats employees
differently based on a protected characteristic or status. Harassment involves conduct or
behavior that is so severe or pervasive that it alters a person’s employment and affects a term,
condition or privilege of employment. This is called a “hostile working environment.”
Harassment may also occur when a managerial employee asks a subordinate for sexual favors in
return for a job benefit. This is called quid pro quo harassment. Examples of prohibited conduct
are described below.
Behavior such as telling ethnic jokes, making religious slurs, using offensive “slang” or other
derogatory terms denoting a person’s race, age, national origin, disability or mimicking one’s
speech, accent or disability, are examples of prohibited conduct and will not be tolerated in our
organization.
Every employee has the responsibility to maintain the workplace free of any form of unlawful
discrimination or harassment. If you are the victim of unlawful discrimination or harassment, or
if you witness an event that you feel may constitute unlawful discrimination or harassment, you
must immediately report the incident(s) to an appropriate authority. You cannot remain silent.
You have an obligation to report the incident(s) according to this policy. Managers and
supervisors are accountable for taking reasonable steps to prevent unlawful discrimination or
harassment and stop the behavior from reoccurring in the event it does happen. This includes
ensuring reporting of incidents, monitoring employees and third persons (such as vendors or
clients) who may have engaged in inappropriate behavior, carefully listening to employee
grievances regarding alleged unfair treatment and protecting employees against retaliation.
This policy covers conduct in the workplace, at social functions sponsored by Chick-fil-A
Holcombe & Buffalo Speedway FSR (such as holiday dinners, picnics, sporting events, etc.), and
business functions (such as conventions, trade shows, etc.).
The company provides and supports a dispute resolution procedure for receiving and resolving
complaints alleging discriminatory practices in employee relations. As an employee of Chick-
fil-A Holcombe & Buffalo Speedway FSR, you have the responsibility to immediately report any
inappropriate or prohibited actions or words by a supervisor, co-worker, vendor, customer or
other individual.
The company will take prompt remedial action in the event of a complaint. For example, all
complaints of unlawful discrimination or harassment will be reviewed promptly and in an
impartial manner. Prompt remedial action may include investigations, disciplinary actions or
appropriate restoration of job benefits. Discretion will be used during the investigation in order
to maintain as much confidentially as possible while still being able to effectively complete the
investigation. To the extent possible, the complainant and the accused will be advised of the
findings and the conclusion. To provide confidentiality and to protect all persons, including
witnesses, the company may not disclose all information in its possession.
6Any employee who has engaged in unlawful discrimination or harassment or has retaliated
against an employee will be subject to appropriate corrective action, depending upon the
circumstances, up to and including termination. Chick-fil-A Holcombe & Buffalo Speedway
FSR will ensure that the victim is restored to his/her position and that the inappropriate behavior
will not be repeated.
WORKING CONDITIONS
Job Duties
Job responsibilities and performance standards will be explained at the time of hire. You are
referred to the applicable job description for further details about your position.
Job descriptions are meant only to describe the general nature of work. Job responsibilities may
change at any time during your employment. From time to time, you may be asked to work on
special projects or to assist with other work necessary or important to Chick-fil-A Holcombe &
Buffalo Speedway FSR. A supervisor may alter or change job responsibilities, reassign or transfer
job positions, or assign additional job responsibilities.
Classification of Employees
Full-time employees are those who are regularly scheduled to work no less than 30 hours per
workweek. Full-time employees are generally paid on an hourly basis.
Part-time employees are those who are scheduled to work less than 30 hours per week. Part-
time employees are generally paid on an hourly basis. Part-time employees may not be eligible
for any or some benefits. If you have questions regarding your eligibility for particular benefits,
see the Owner/Operator. The conditions of eligibility for benefits are set forth in the particular
plan documents for each benefit.
Attendance
Work Schedules
Chick-fil-A Holcombe & Buffalo Speedway FSR will be open for business every day except
Sundays, Thanksgiving Day, and Christmas Day. Team Members do not receive paid holiday
benefits.
Work schedules will be posted by the end of the day Monday. At that time, you will have the
schedule for the current week plus the next two weeks. It is your responsibility to stay informed
about your schedule and be at the restaurant ready for work at the assigned time.
Schedule requests should be made before Saturday prior to the posting of the new schedule.
To request time off you must use the Hotschedules app or www.hotschedules.com. Remember
these are ONLY requests and are subject to approval depending on the company’s operational
needs, other employees’ requests for time off, or leaves of absence. Your supervisor must
approve all time off requests in advance. Once the schedule has been posted, you must work your
scheduled shifts or find a team member to take your place. You are responsible for finding
someone to cover your shift. Any changes must be approved by either by the Shift Manager or
Operator. All shift trades, requests for time off, and changes to availability must be submitted
using Hotschedules and receive approval in advance. It is not acceptable to make these changes
7using any other means of communication.
Absences
Your presence at work when scheduled is important to maintain the high level of quality and
customer service that our guests deserve. If for any reason you are unable to report to work,
you are expected personally to notify your Manager at least two hours before your scheduled
start time and you are expected to assist in finding a suitable replacement to cover your shift.
Notice must be given to the leadership team via telephone conversation or face-to-face
communication. Emails or texts are unacceptable forms of notification when calling out from
work. All absences are recorded. Upon returning to work you may be asked to provide
documentation of the need for your absence.
Absenteeism or tardiness, regardless of cause, may result in disciplinary action including possible
termination of employment. If you are absent without approval and have not contacted the
Operator or your supervisor, we will assume that you have voluntarily terminated your
employment.
Tardiness
It is imperative that you are ready to work at the time you are scheduled. Employees should
make every effort to plan their travel and arrival times so that work can begin on time. All
tardiness is considered unexcused even if you call ahead of time and notify your Manager.
Repeated tardiness is grounds for termination.
Time Clock
All employees are required to record hours worked by using their assigned employee number to
clock in and out for each shift. You may not clock-in more than 2 minutes before the shift
begins and are expected to clock-out no more than 2 minutes before or after shift is scheduled to
end unless otherwise instructed. Clocking in or out outside of you scheduled time without a
manager’s permission will lead to disciplinary action.
It is your responsibility to accurately clock in and out; however, if you need an adjustment made
to the time clock, speak to the manager in charge. Repeated failure to clock in and or out may
result in disciplinary action.
Pay Day
All employees are paid every other Friday by 2:00pm. We require Direct Deposit. If
there is a special circumstance prohibiting you from having direct deposit, we
will not be able to guarantee when your check will be available. No one other than
yourself will be given your paycheck/Direct Deposit stub without producing a written, signed
statement by you, naming them and instructing us to give them your paycheck/Direct Deposit
stub. This should be done only when unavoidable.
Team Members may not receive payroll checks in advance of the end of the regular pay day and
check disbursement time. Payroll checks may not be cashed in the restaurant.
8Paychecks
Your paycheck will include an itemized statement of earnings, typically referred to as a
“paycheck stub.” The statement will show, for the pay period, gross wages earned, total hours
worked, all deductions, net wages earned, the dates of the pay period, your name and part of your
social security number, the name and address of the business, and the applicable hourly rate.
Please assure that all personal information is true and correct. If changes need to be made,
please contact your supervisor.
Chick-fil-A Holcombe & Buffalo Speedway processes the payroll for each employee. Processing
payroll requires the company to make many calculations for each employee, and it is possible
that an error may occur. For this reason, we ask that you carefully review each paycheck
stub for accuracy. If you have any questions, or if there is an error, please bring it to our
attention immediately.
Pay Notice
At the time of hiring, Chick-fil-A Holcombe & Buffalo Speedway will inform you of your hourly
pay rate. Your hourly pay rate is CONFIDENTIAL, and discussing your pay rate with other
team members is grounds for termination.
Performance Evaluations
You will receive periodic performance reviews, discussed with you by your supervisor. The
frequencies of performance evaluations may vary depending upon length of service, job position,
past performance, changes in job duties or recurring performance problems. Positive
performance evaluations do not guarantee increases in salary, promotions, or continued
employment. Salary increases and promotions are solely within the discretion of the Leadership
Team and depend upon many factors in addition to performance.
Breaks and Meal Periods
Each Team Member may receive an unpaid 30-minute break when working longer than
five hours. Breaks will be given at the discretion and convenience of the manager on
duty, and can be interrupted by a manager at any time.
Appropriate Conduct
Chick-fil-A Holcombe & Buffalo Speedway requires all employees to conduct themselves in a
professional manner at all times. Below is a partial list of activities for which an employee may
be disciplined.
1. Insubordination, refusal to obey orders or to perform job assignments, or
rude behavior.
2. Sleeping or leaving the job during work hours.
93. Theft, unauthorized removal or willful damage to any property belonging
to another employee, a customer, a vendor or to the company.
4. Possession of firearms or other dangerous weapons on company premises
without proper authorization, except and only to the extent that state or
local law limits an employer’s authority to prohibit registered firearms in
personal vehicles parked in Team Member parking.
5. Falsification or omission of pertinent information on company records.
6. "Horseplay," wrestling, dangerous practical jokes, or throwing objects.
7. Repeated absences or tardiness, including unreported absences.
8. Disregard for safety rules or practices, security regulations or safety
disciplinary rules.
9. Substandard or unsatisfactory work performance.
10. Leaving the work place without notifying your supervisor.
11. Unauthorized operation, repair, or attempt to repair machinery, tools, or
equipment.
12. Unauthorized use of the telephone or computers.
13. Provoking a fight or committing any act of violence against another
employee, customer or vendor.
14. Using company-owned products, time, equipment, or personnel for any
unauthorized purpose.
15. Allowing non-employed friends or relatives to help with your work duties,
or allowing non-employees behind the sales counter without approval
from the Operator.
16. Failure to immediately report an injury or accident to your supervisor.
17. Posting or removing any materials on company property without proper
approval.
18. Abusive, rude or profane language to employees, guests or vendors.
19. Using any tobacco products on company premises.
20. Engaging in criminal conduct, whether or not related to job performance.
21. Failing to open or close the store at designated times when you are
responsible for doing so.
1022. Rudeness to guests, or refusal to provide service without a valid cause.
23. Violation of any company policy.
The foregoing is not all-inclusive, but only serves as examples of conduct that will not be
tolerated. Inappropriate conduct may result in a written or verbal warning, suspension, and/or
termination. Moreover, Chick-fil-A Holcombe & Buffalo Speedway FSR reserves the right to
terminate the employment of any employee at any time, with or without notice or reason.
11TIME OFF
Pregnancy/Disability/FMLA Leave of Absence
If you are disabled by pregnancy, childbirth, or related medical conditions, you are eligible to
take no more than twelve weeks of unpaid leave.
You may also be able to transfer to a different position during the period of your disability if
medically advisable and the transfer can be reasonably accommodated. If you are transferred to
another position, you will retain your rate of pay and benefits. You will not be transferred over
your objections unless your health care provider certifies that you need to take an intermittent
leave or work a reduced schedule. In that case, Chick-fil-A Holcombe & Buffalo Speedway FSR
may transfer you temporarily to an available alternate position. When the transfer is no longer
medically advisable, we will return you to your original or comparable position.
You may be entitled to an accommodation if medically advisable and the accommodation is
reasonable. Chick-fil-A Holcombe & Buffalo Speedway will consider factors such as your
needs, the duration of the requested accommodation, the cost to the company, and available
personnel to assist. We expect you to engage in a good faith interactive process to ide ntify and
implement a reasonable accommodation.
Chick-fil-A Holcombe & Buffalo Speedway requires you to provide reasonable notice of the
need for a reasonable accommodation, transfer or leave, including the anticipated time and
duration of the accommodation, transfer or leave. This typically means at least 30-days’ notice,
unless the need was not foreseeable (such as due to an emergency).
Chick-fil-A Holcombe & Buffalo Speedway also requires that you provide medical certification
as a condition of providing an accommodation, transfer or leave. If foreseeable, we ask that you
provide the notice and medical certification at least 30 days prior to the accommodation, transfer
or leave. If the need is not foreseeable, we ask that you provide the certification within 15
days of our sending you the certification form. This form may arrive either via mail, email or
personal delivery.
Chick-fil-A Holcombe & Buffalo Speedway will also request that you provide medical
certification of your ability to return to your position or duties following your leave or transfer.
Failure to timely provide notice of the need for an accommodation, transfer or leave could result
in a delay of approval for the accommodation, transfer or leave. If you fail to provide notice or
fail to provide medical certification, approval for any accommodation, transfer or leave could be
denied. Other consequences, including loss of employment, could result if you are not at work
and you fail to communicate with the company.
We also ask that you make reasonable efforts to schedule appointments or treatments to
minimize disruption to our operations and ability to provide the products and services our
customers and clients expect. Of course, we recognize that appointments and treatments will be
subject to the advice of your health care provider.
12You are guaranteed the right to return to the same position or duties. However, you do not have
any greater right to reinstatement than you would have had if you had been continuously
working. For example, if you would not have been employed in the same position at the time of
reinstatement for legitimate business reasons unrelated to your leave or transfer, Chick-fil-A
Holcombe & Buffalo Speedway is excused from returning you to that position.
In that case, you will be reinstated to a comparable position unless Chick-fil-A Holcombe &
Buffalo Speedway would not have offered you a comparable position had you been continuously
at work or there is no comparable position available. A position is available if it is open on your
scheduled date of reinstatement or within 60 calendar days for which you are qualified.
If you qualify for the Family and Medical Leave Act (FMLA) for any other reason, you are
eligible to take no more than 12 weeks of unpaid leave.
Jury Duty
If you receive a jury summons, you must inform your supervisor immediately. You will be
allowed to take unpaid time off for each full or partial working day you serve on jury duty. You
must report to work as scheduled on days or parts of days when you are not required to serve as a
juror. If you do not return to work immediately after an approved leave for jury duty, Chick-fil-
A Holcombe & Buffalo Speedway will assume that you voluntarily quit your job.
Witness Duty
Unpaid time off will be allowed if you are required by law to appear in court as a witness. We
request that you give reasonable notice to your supervisor.
Voting Time
If your work schedule would prevent you from voting on Election Day, Chick-fil-A Holcombe &
Buffalo Speedway will give you up to 2 hours paid time off to vote. You must present a
voter’s receipt before you will receive paid time to vote. You may also take unpaid time off to
serve as an election official. You must give your supervisor at least two days' advance notice
that you will need time off to vote or to serve as an election official.
Military Leave of Absence
Generally, an employee returning from military leave is guaranteed reemployment and other
rights as long as (s)he complies with certain notification and other requirements. An employee is
protected if (s)he meets the following criteria:
Eligibility
• The employee gave notice that (s)he was leaving the job for military service (unless
military necessity or other exigent circumstances precluded the notice);
• The period of service was five years or less;
13• The employee was not discharged from service under dishonorable or other punitive
conditions; and
• The employee must have reported to his/her civilian job in a timely manner or submitted
a timely application for reemployment.
In some cases, military leaves of absence beyond five years will be protected.
Return to Work
The period of time within which an employee must return to work after the completion of service
depends on the duration of the military service. Employees who serve less than 31 days are
required to return to employment by the beginning of the first regularly scheduled work period
after the completion of military service. Such employees, however, are excused for the amount
of time required to return home safely and for an eight-hour rest period.
If an employee served between 31 and 180 days, (s)he must file an application for reemployment
within 14 days after the completion of military service.
If an employee served more than 180 days, (s)he must file an application for reemployment no
later than 90 days after the completion of military service.
In all cases, if compliance with the time limits becomes impossible or unreasonable through no
fault of the employee, (s)he will be given additional time. Furthermore, reporting and application
deadlines are extended for up to two years for persons who are hospitalized or convalescing from
a service-related illness or injury.
Employees returning from the armed services will be reemployed in the job that they would have
attained if they had not been absent for military service. Chick-fil-A Holcombe & Buffalo
Speedway FSR will provide training or other assistance to returning service members to help
them refresh or upgrade their skills to qualify for reemployment.
Benefits
Service members and their families will continue to receive health benefits for 31 days. The
service member and his/her family may continue health care coverage at their expense for up to
18 months. Employees returning from military leave will resume health plan coverage without a
waiting period or other exclusion.
Military Spouse Leave
If you work an average of 20 or more hours per week and are married to a member of the Armed
Forces, National Guard or Reserves deployed during a period of military conflict in an area
designated as a combat theater or zone, you may take up to 10 unpaid days off as a “qualified
leave period.” The employee must submit written documentation certifying the leave from
deployment, within 2 business days of receiving official notice that the qualified member will be
on leave. Qualified leave periods are defined as periods during which the soldier-spouses are on
leave from deployment.
14BENEFITS
Health Care
Certain employees may be eligible for coverage under the Chick-fil-A Holcombe & Buffalo
Speedway medical plan. Employees may be required to pay all or a portion of the insurance
premiums. Leaves of absence may affect coverage under the medical plan.
College Scholarship
Chick-fil-A, Inc., under the Leadership Scholarship Program, offers $1,000 scholarships to
qualified restaurant Team Members who complete their high school education and are accepted
into college; are active in their schools and communities; and demonstrate a solid work ethic,
strong leadership abilities, good teamwork skills, and a desire to succeed.
Meal Privileges
See Addendum A
Paid Vacation
See Addendum B
Retirement
See Addendum C
Workers' Compensation
Chick-fil-A Holcombe & Buffalo Speedway maintains workers' compensation
insurance coverage as required by law to protect employees who are injured on the job. This
insurance provides medical, surgical, and hospital treatment in addition to payment for loss of
earnings that result from work-related injuries. If an injury occurs, notify your supervisor for
directions to the nearest medical facility of an approved health care provider. You are
required to immediately notify your supervisor of all work-related injuries or illnesses.
The company or its insurance carrier may not be liable for the payment of workers' compensation
benefits for any injury which arises out of an employee's voluntary participation in any off-duty
recreational, social, or athletic activity which is not a part of your work-related duties. Any
questions regarding workers' compensation should be addressed to the Operator.
15HEALTH AND SAFETY
At Chick-fil-A Holcombe & Buffalo Speedway, health and safety is a priority. We need your
cooperation to keep our working environment both safe and productive. Please read the
following section carefully.
Safety Program
Chick-fil-A Holcombe & Buffalo Speedway maintains a Safety Program, which covers topics
such as fire, robbery, and injuries on the job. Team Members must remain fully aware of all
safety and security-related policies and procedures and their specific, individual action plans.
Upon hire, you will receive training to enable you to safely perform your job duties, as well as
respond appropriately to safety and security-related situations. If you have any questions related
to health and safety, please refer to the Safety Program, or speak with the Operator.
Reporting On-The-Job-Accidents
All accidents or injuries that occur in the course of your employment must be reported to a
supervisor upon the occurrence, regardless of how minor the injury may appear.
Chemicals and Hazardous Materials
In the performance of work duties, Team Members may come into contact with a variety of
chemicals and cleansing agents. All Team Members should be familiar with their proper uses,
potential hazards and instructions for emergency care. Material Safety Data Sheets (MSDS) are
available on all hazardous materials.
Fire Safety
In the event of an out of control fire, Team Members are expected to evacuate all Team Members
and guests to a safe area and call the local fire department. Fires that cannot be contained or
extinguished with available equipment will be left to the local fire department.
Silent Alarm
You will receive training on the location(s) and operation of all silent alarm push stations. If you
are not sure how the silent alarm push stations operate, ask your manager. While Team Members
should use the silent alarm in appropriate emergency situations, you should take precautions to
avoid creating a false alarm. Each false alarm costs Chick-fil-A in fines and takes our police
away from performing other duties. Employees will be disciplined for intentional false alarms.
Safety While Driving
Safety is the first priority when driving. The following rules apply when driving on company
business or traveling to or from home from company business, whether in your personal vehicle
or in a company vehicle:
16• Operate the vehicle safely. Observe all traffic laws and drive courteous ly. The way you
drive reflects on you and the company.
• Wear your seat belt at all times while operating the vehicle.
• Do not drive in unsafe conditions.
• No vehicle shall be driven which has an obvious mechanical problem affecting the
performance and/or safety of the vehicle or its occupants
• Report any accident, regardless of how minor, to your supervisor as soon as possible, and
no later than the end of your shift.
• Do not carry unauthorized riders or passengers.
Anti-Substance Abuse Policy for All Employees
Chick-fil-A Holcombe & Buffalo Speedway is committed to providing a safe work environment
and to fostering the well-being and health of its employees. That commitment is jeopardized
when an employee illegally uses drugs or alcohol on the job; comes to work under the
influence of illegal drugs or alcohol; or possesses, distributes or sells drugs in the work place.
Every employee shares the responsibility for maintaining a safe work environment. Co-workers
should encourage anyone who may be abusing alcohol or illegal drugs, or working under their
influence, to seek help.
Policies Prohibiting Drug and Alcohol Abuse
No employee may possess, sell, trade, offer for sale or otherwise engage in the illegal use of
drugs or the use of alcohol on the job. No employee may report to work under the influence of
illegal drugs, alcohol, or other substances that impair the employee's ability to safely and
efficiently perform his or her job duties. Any employee who is using prescription (including
domestic and foreign prescriptions) or over-the-counter drugs that may impair the employee's
ability to safely perform the job, or affect the safety or well-being of others, must notify a
supervisor of such use immediately before starting work. An employee's conviction on a charge
of illegal sale, possession or use of a controlled substance, even if the incident occurs off-duty
and not in the work place, may result in a loss of employment. Any employee convicted of such
a charge must notify the Operator within five calendar days of the conviction.
Smoking
Smoking (or use of any tobacco products) is prohibited in and on the premises of Chick-fil-A
Holcombe & Buffalo Speedway FSR. The prohibition of smoking in all areas is to ensure
maximum protection and comfort to the general public, Team Members and store facilities. A
Team Member violation of this policy may be subject to disciplinary action up to and including
termination.
17PERSONNEL POLICIES
Guest Relations – “The Guest Comes First”
It is the policy of Chick-fil-A Holcombe & Buffalo Speedway to be guest and service- oriented.
Guests are our primary source of income and, therefore, the ultimate source of each Team
Member’s job security and income. Team Members are required to treat guests in a friendly,
courteous and respectful manner at all times. Team Members also have an obligation to handle
guest transactions in a prompt manner and to represent the store in a positive fashion.
Whether you are speaking with a guest on the telephone or in person, please follow these guest-
relations rules:
• Endeavor to learn guests’ names, and address them by name when possible
• Identify yourself to guests
• Smile as you speak with our guests, even if talking on the phone (a smile can be sensed)
• Listen and concentrate on what they need/want.
• If you are unable to assist a guest or resolve a concern, find a coworker or member of
management without delay
• Always be courteous, polite and attentive.
Team Leaders are responsible for handling guest complaints according to CFA’s H.E.A.R.D.
Model (Hear, Empathize, Apologize, Respond, Delight). All guest complaints should be handled
with the guest having the “benefit of the doubt.” Always err on the side of compassion for the
guest.
If you are unable to quickly resolve a guest’s complaint, get the manager or operator
immediately. Any inappropriate treatment of a guest by a Team Member will result in
disciplinary action up to and including termination.
Personnel Documents
It is important that your personnel records contain accurate and up-to-date information. Any
changes of name, address, telephone number, or number of dependents should be reported to the
Operator promptly. We also request that you supply us with the name, address, and telephone
number of the person you wish to have contacted in the event of an emergency.
Chick-fil-A Holcombe & Buffalo Speedway FSR will not display, disseminate or require you to
use your social security number for any purposes, unless strict security devices are in place or
required by law.
Conflict Resolution and Grievance Procedure
The purpose of this policy is to provide a procedure by which employees may resolve
differences, inform company management of any concerns, or to grieve any action or decision of
Chick-fil-A Holcombe & Buffalo Speedway or its representatives.
18We expect all employees to treat one another with respect and courtesy. However, in the event
a misunderstanding, disagreement or a dispute arises, you are encouraged to speak privately and
directly with the person(s) involved. This meeting should focus on the issues causing concern.
Each person should speak kindly and listen carefully to the other person in an attempt to resolve
all issues.
If the persons involved cannot arrive at a satisfactory resolution of their differences, they should
meet with their immediate supervisor. The supervisor will listen to the concerns expressed and
reach a decision on the matter. He/she may seek advice from another member of management
before rendering a decision.
All employees are expected to cooperate and support any decision that is reached. Employees
should not continue to debate and discuss the merits or wisdom of the decision. Instead, each
employee should focus on what (s)he can do to improve the workplace environment.
Employees are further cautioned against the use of gossip at any time in the workplace. Gossip,
speaking unkindly about a person who is not present or telling secrets about a person, is divisive
and hurtful, and will not be tolerated. Persons involved in gossip may be subject to discipline up
to and including termination of employment.
If these differences cannot be resolved or if you have a concern about a serious matter such as
discrimination or safety issues, or if you wish to grieve an action or decision by Chick-fil-A
Holcombe & Buffalo Speedway, you may file a formal grievance with the supervisor or
Owner/Operator. You should include any evidence supporting your claim, the identity of
witnesses or other pertinent information with your complaint. The Manager, Operator, or his/her
designee will investigate your claim and take any other action necessary to make a decision
respecting your grievance. The grievance should be filed within 30 days of the incident giving
rise to your claim.
Employment References and Verifications
Calls received to verify employment are referred to the Operator. Persons calling to verify
employment will be given the name, title and date of hire of an employee. No other information
will be given (e.g., salary) and may only be verified, when the employee makes a request in
writing that the company do so.
Confidentiality of Company Information
In the course of your employment you will be exposed to information that Chick-fil-A Holcombe
& Buffalo Speedway considers and protects as confidential, proprietary and trade secret
information. It is your responsibility to in no way reveal or divulge any such information except
in the performance of your duties. Access to confidential information should be on a "need-
to-know" basis and must be authorized by your supervisor. Any breach of this policy will not be
tolerated and the firm may take legal action. Even after your employment with us terminates,
you are required to maintain the confidentiality of this information and not disclose it for any
reason.
19The confidential information to which you are privy and which you must maintain as
confidential includes, but is not limited to, pricing information and other financial information
relating to Chick-fil-A; business and marketing strategies or practices; and any information
related to the preparation or presentation of our food products.
You may be given a personal password to log onto our company’s computer system. Passwords
are given to allow us to control and restrict access to information to certain employees. Do not
give your password to others or allow others to access company data using your password. Nor
should you ever, directly or indirectly, copy, download or disseminate or help another copy,
download or disseminate company information for a non-company purpose. You should never
download information to take with you when you leave Chick-fil-A’s employ, even if you
created the document. Engaging in these activities could subject you to civil and/or criminal
liability.
Grooming/Attire
Chick-fil-A Holcombe & Buffalo Speedway considers the presentation of its image to
guests, employees, and the public at large to be an important factor in our success. As such, the
company requires all employees to dress in good taste and observe good habits of grooming and
personal hygiene.
Uniforms
• You will be given specialized uniforms at no charge, and are required to be in full uniform
every time you clock-in.
• A complete uniform consists of the following items:
CFA polo/dress shirt
White or black undershirt
Uniform pants/skirt
Black leather slip resistant shoes (closed-toed) (team member must purchase)
Black socks or hose
Uniform belt
Hat
Name tag
• The “Shoes for Crews” brand are recommended but not required and can be ordered through
CFA. However, restaurant safe slip-resistant shoes must be worn at all times in the store.
• All uniform items must fit properly and be in good condition.
• Polo shirts must be worn with bottom button buttoned.
• T-shirts worn with polo shirts must not be visible.
• Uniform shirt must be tucked in.
• Shoelaces must remain tied at all times.
• If required, hats/visors must be worn level with bill facing forward.
• Nametags will contain only approved information.
• If you average 30 work hours per week 2 uniforms will be provided. Additional full uniforms
or accessories may be purchased at your expense.
20Grooming
• Hair must be clean and neatly combed and arranged. Any extreme look, such as shaving the
head or eyebrows, spikes, mohawks, etc., is not permitted. Extremes in dying, bleaching, or
tinting of your hair are not permitted.
• Women: Hair that falls around the face must be tied back.
• Men: Hair must not be below mid-point of collar.
• Facial hair other than a neatly trimmed mustache is unacceptable. Mustache hair may be no
longer than ½ inch. Extreme-looking sideburns are prohibited.
• No extreme fingernail polish may be worn. Fingernails must remain clean (on top and
underneath) and trimmed at all times. Fingernails may be no longer than ¾ inch in length.
• Women wearing make-up should apply it so as to present a natural, fresh appearance.
Excessive or extremes in make-up are not permitted.
Jewelry and Accessories
• Jewelry must be modest in appearance and worn in good taste.
• Earrings on male Team Members are not acceptable.
• Earrings must be worn in matching pairs. The shape and design of earrings must be in good
taste, and be smaller than a quarter. Dangling earrings, including hoops, are not acceptable.
Only one set of earrings may be worn in the lower lobe of the ear.
• Wedding sets, and a wristwatch are permitted.
• Visible facial or body piercings are not permitted.
• Necklaces must be kept tucked inside your shirt or blouse at all times.
• Sunglasses are a hindrance to good interpersonal communication with our guests. It is
important that the guests can see your eyes.
Personal Hygiene
• Your attire must be clean, neat, and professional at all times.
• Bathing before you come to work makes it more pleasant for everyone. Personal hygiene
preparation for work also includes brushing your teeth, combing your hair neatly, and using a
body deodorant. A light perfume or cologne is permitted.
• All Team Members must comply with all federal, state, and local Health & Safety Dept.
requirements.
Tools and Equipment
Tools or equipment necessary to the performance of a job shall be provided and maintained by
Chick-fil-A Holcombe & Buffalo Speedway. Personal use of company property, including tools,
vehicles and other equipment is strictly prohibited. In addition, employees are prohibited from
using tools and equipment on which they have not received training.
21Company Food Policy
Team Members must abide by the following policies regarding the purchase and consumption of
food on company premises:
• Menu items may be purchased at regular price any time. Food must be paid for before
consumption.
• Unfinished food cannot be saved to take off the store property.
• Out of courtesy to other Team Members and to maintain a clean, safe environment, clean-
up in the break room is expected.
• Food or store beverages are not to be consumed by Team Members while performing
their work assignments.
• You must wash your hands thoroughly before returning from any restroom break!
Store Property and Assets
It is the responsibility of Team Members to protect all store assets. In order to do so, Team
Members are responsible for:
• Receiving the correct amount of money from guests.
• Returning the correct amount of change to guests.
• Paying immediately for any merchandise consumed, taken, or used for themselves,
family or friends.
• Recording all sales accurately and appropriately per established store policies and
procedures.
• Using and maintaining equipment in a safe, responsible manner.
Use of store property for purposes other than those related to your job at Chick-fil-A Holcombe
& Buffalo Speedway FSR is prohibited without the Owner/Operator’s prior permission. Any
property for which permission to use is granted must be returned immediately following its use.
Any store property used for personal reasons that is damaged or destroyed may be the
responsibility of the user to repair or replace. In such cases, Chick-fil-A assumes no liability for
any damage or injury that occurs.
Solicitations
In order that employees are not bothered at work and to avoid disruption of company operations,
non-employees will not be permitted to solicit employees during work hours.
Gratuities, Gifts, and Favors
Team Members may not offer to or accept tips, gifts or favors from suppliers, guests or
government employees/officials. Team Members should politely decline any offer of a tip, gift,
favor, etc., and report any request for free products, services, swapping of products, etc. to their
Supervisor or Owner/Operator immediately.
22You can also read
