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EMPLOYEE HANDBOOK
Stieglitz Family McDonald’s
Owned & Operated by Michael Stieglitz Updated October 2024
Dear Newest Team Member,
We are pleased to have you join our McDonald’s team.
We want it to be a rewarding experience for you and want you to know we are committed to you and the customer.
The McDonald’s People Promise
We value you, your growth, and your contributions
We’re not a hamburger company serving people, but a people company serving hamburgers.
Our commitment to our employees includes:
Respect…every employee will be treated with dignity and respect.
Values & leadership…every employee has a leader who listens and communicates openly & honestly and acts in the best interest of all other people who contribute to the business (customers and employees).
Competitive pay & benefits…every employee receives pay and benefits that are for and fit his/her contribution to the business.
Learning, development, & growth…every employee has the opportunity to advance in skill, contribution, and career level through high quality training, coaching and feedback.
Resources to get the job done…every employee has a comfortable place to work, with access to materials, equipment, and information needed to do the job right.
The customer experience depends on you and your attitude.
The most important person in our restaurant is the customer
,
our philosophy is really very simple, but making it work takes the best effort
of everyone on the team.
Our prime objective is:
TO SATISFY THE CUSTOMER,
without our customers there would be no McDonald’s and there would be no job.
We satisfy our customers through high standards of
QUALITY, SERVICE, CLEANLINESS, AND VALUE.
QSC&V
QSC&V is an often-heard expression at our McDonald’s Restaurants one that started with our founder, Ray Kroc.
It stands for Quality, Service, Cleanliness and Value. We think it does a good job of identifying the critical areas of
our business.
Quality refers to our food— the product our customers receive.
To ensure the highest possible quality, we carefully select only the best food and equipment suppliers, and standardize
food preparation and cooking procedures throughout our restaurant. Still, you are the most important part of the quality equation.
If a product is not right, do not serve it.
Soon you will be training in our rigorous food product standards. One of the keys to our quality is
Tender Loving Care “TLC”. Our efforts can be lost if you mishandle a sandwich. Handle all products with “TLC”.
Service is best when you
think like a customer.
A caring and respectful attitude and a sincere smile builds value to our customers—and adds value to McDonald’s.
Quality and Cleanliness are wasted without fast, courteous service.
A smile does as much to bring a customer back as the best food in the world.
Courtesy is always easier if we remember the Golden Rule. Treat customers and fellow employees the way
you want to be treated yourself.
The customers also appreciate speed. Sometimes it is hard to give both courtesy and speed at the same time, but that is our job. 100% Total Customer Satisfaction.
Cleanliness is the first thing our customers notice when they arrive at our McDonald’s.
Actually, it is the lack of cleanliness they notice more.
Our customers expect that at every McDonald’s
restaurant they visit they will find clean surroundings.
That means the windows and doors are spotless, the parking lot, sidewalks and floors
are swept, the stainless steel in the grill area sparkles, and the restrooms are bright, clean and odorless.
You will often be asked to help make sure that we meet their expectations. Desired cleanliness is achieved
through two basic philosophies “When you have time to lean, you have time to clean” and “Clean as you go”
Value is the total
experience our customers have in our restaurants, from the food and service quality to the dining room
environment, to the price they pay.
If you do not know already, you will soon learn firsthand that
McDonald’s is the leading quick service restaurant when it come to providing a good value. After all,
it’s our heritage and something that is just as important to our customers today.
100% Total Customer Satisfaction
Our Goals for Excellent Customer Service:
Based on what customers have said they want at our restaurants these are the things you can do Today and Everyday to improve Customer Satisfaction:
Deliver Hot, Fresh Product
Accuracy, Get the order right, the FIRST time
Order is correct.
Nothing left out, including condiments.
Handling Complaints Quickly and Effectively
Apologize for the inconvenience.
Get a Manager, they are trained to handle customer complaints.
Make it Hassle-Free.
Personal Interaction-
Treat the customer like a friend/valuable guest.
Deliver friendly, courteous service.
Treat customer with respect.
Treat customer like a real, valued person
Deliver Quick Service
Deliver Quick Service in the Drive-Thru, In-Store, Curbside or Delivery.
Make it easy for customer to know where to order.
Make communications at Drive-Thru clear, friendly and easy.
Deliver Impressive Service
Give customers what they want-make them feel special.
Condiments, Straws, Napkins, etc. Conveniently Positioned
Add value to customers visit with value meals—free drink refills, table service, etc.
As you gain experience working at our restaurant you will probably have ideas about how we can
improve our service to our customers.
Share your ideas! Our continued success depends on new fresh thinking, so do not hesitate to speak up.
Our goal is that you treat you customers like a guest in your own home, host them.
Basic Responsibilities
Work Schedule
One of the benefits at McDonald’s is the flexibility in work schedules. At the time you were hired, you should
have set up and availability time that fits in with your school, family, other job or outside activity demand.
When your schedule needs to be changed it is your responsibility to notify the scheduling manager, in writing,
at least 2 weeks in advance of the changes. You may request off for certain days using the request off form,
again this must be done at least 2 weeks in advance.
Your work schedule for the following week will be posted at least 4 days in advance prior to the next week.
You are expected to know and follow your assigned shifts.
Communication
Exchanging information accurately is essential to a successful operation. This is a dual responsibility
…management to crew and crew to management.
Should you have questions or concerns the management team will always be open to discuss your questions or concerns.
Make it a habit to check our bulletin boards regularly. They will have pertinent information.
To keep our records up to date please notify us in writing of any changes to:
Name Address
Tax Information
Availability
Your New Job
As a new employee you may be nervous…that’s fine…it shows you care.
We all started in your position, but with training, practice, and time we learned many skills, as you will too.
We want to be clear…this is a tough job; however, you will receive more than just a paycheck from McDonald’s
You will also have opportunity to:
Learn new skills.
Make new friends.
Learn people skills.
Experience Teamwork.
Pursue management opportunities within the organization.
Build lifelong, life & job skills.
Personal Belongings
We cannot be responsible for loss or theft of personal belongings. We will provide a place for you to secure them.
We encourage you not to leave money or personal items lying around the store.
Payday
You will be paid every week. Please note times that checks may be picked up.
Checks will not be made available untill 2pm on payday.
Any other day they can be picked up at the following times:
9am-11am
2pm-4pm
7pm-9pm
Training
Most of the training you will receive at McDonald’s is on-the-job training.
We have found that practice and answering your questions are the most effective training program available.
Your first exposure to training will be through a Crew Trainer.
For the first few days, the trainer will help you become acquainted with our store, our customers, our way
of doing things, and with other members of the crew.
Ask the trainer all the questions you want.
Because of the size of our store, the crowded conditions which come about when many customers and a large crew are present, and in the interests of orderliness and cleanliness, we ask your cooperation in carrying out the following:
Solicitation for funds,
membership or individual commitment to outside organizations or distribution of literature for any purpose by
outside non-employee persons is prohibited on the store premises.
Solicitation by employees for funds, membership or
individual commitment to outside organizations or causes is also prohibited on store premises during such
employee’s own working time or even when not on working time if such solicitation takes place in an area of the
store frequented by customers or otherwise interferes with working being performed by other employees.
Distribution of literature is prohibited in customer selling areas, or employee working areas during
working time. Store premises must be kept clean and free of clutter at all times.
Employees who have finished work are requested to leave the premises as soon as possible. Off duty employees
are not permitted to distribute literature or to solicit or otherwise interfere with or disturb working employees.
Employees cannot park in customer parking areas. Employees must park in employee parking areas only.
Violators may be towed at the car owner’s expenses.
Rules of Conduct
We like to regard every McDonald’s employee as an exemplary member of our public staff.
In the eyes of our families, our friends and the public, each of us is representative of the entire organization.
To a degree, we are McDonald’s to the people we meet, even in our private lives.
This places important responsibility on each of us as long as we are employed by McDonald’s, Both on and off
the job, we all have countless opportunities to make friends, goodwill, and respect for McDonald’s.
Similarly, by thoughtless acts and words, we can blemish the good relations being built up in the community
and with our customers. To insure that we maintain this image, we have established guidelines, and if you have
any questions, please see management.
If the guidelines below are not followed, it may result in a warning, a disciplinary suspension, or dismissal.
In cases where offenses have occurred, you may be suspended without pay for a time that permits review
and final decision regarding the circumstances of the offense.
Employees who have finished work are directed to leave the store premises as soon as soon as possible.
Off duty employees are not permitted to interfere with or disturb working employees.
Smoking during open other then paid breaks. Smoking is not allowed anywhere in the store this includes e-cigarettes and vapes.
Giving away any food or drink item to friends, family or customers who visit McDonald’s.
Violating any safety rules or practices or engaging in any conduct which tends to create a hazard.
Consumption or possession of alcoholic beverages, drugs, narcotics or intoxicants on store property, or off store property but in uniform.
Unauthorized removal of food, records or personal items of customers or fellow employees from store premises.
Neglect, careless or mischief, which may result in loss, damage or destruction of store property, the property of customers or fellow employees.
Use of profane, obscene, vile or abusive language, especially at the counter or in the vicinity or presence of customers.
Chewing gum while on duty
Horseplay
Discourtesy to customers.
Violation of sanitary rules.
Violation of store security rules.
Cashing personal checks.
Posting, defacing or removing notices, signs or writings on the store premises.
Use of the telephone for personal business.
Cell phone use is restricted to your break time. Turn off cell phones while working.
No pictures are to be taken behind the counter or even toward the front counter area.
Carrying dangerous and or concealed weapons.
Failure to maintain standards of production.
Conducting personal business during working hours.
Personal conduct in violation of common decency and our Safe, Respectful and Inclusive Culture.
You will be furnished with applicable uniforms without cost to you. If your uniforms are no longer presentable
due to age or normal wear, please let a member of your management know and they will be replaced.
You will be given a standard McDonald’s uniform to be worn on the job consisting of the following:
1 McDonald’s Shirt
1 McDonald’s Hat
1 McDonald’s Name Badge
You need to wear an approved McDonald’s uniform when working inside the restaurant or outside on the premises.
Failure to wear the complete uniform as issued will result in disciplinary action.
Your uniform should always be clean and wrinkle-free prior to each shift worked.
Wearing your uniform over long sleeves shirts or turtlenecks is prohibited.
Any alterations to our uniform other than waist or length adjustments are prohibited.
Shoes are to be black and non-skid.
For safety reasons, high heeled shoes, crepe soled shoes, canvas topped shoes, sandals and other open toe shoes
are not allowed.
You must wear socks.
Pants must be black and a cargo type or dress pants in good repair without any holes in them.
No sweatpants, tights/leggings or jean material type pants allowed.
All shirts must be buttoned up to, but not including the collar button.
Shirts must be tucked in.
Your store may have special “T-Shirt” days or other events when the regular full uniform is optional.
When these days are announced, rules of dress will be included.
Black pants and slip resistant shoes are required every shift, even on special “T-Shirt” days.
Customers do observe cleanliness and neatness in the people that serve them. Common knowledge suggests that
soiled clothing worn in a restaurant is unappealing, and simply not healthy for you or the customer.
You show pride in yourself by appearing clean and well- groomed and by carrying those habits through your daily
work routine.
When your employment at McDonalds ends you are responsible for returning your cleaned uniforms, handbook and any
other McDonald’s property before picking up your last paycheck.
It is McDonalds standard to stress the highest standards possible in all phases of its operations, including
standards regarding cleanliness and neatness.
The following guidelines have been developed and are published to assist the employees in meeting these standards.
Jewelry, such as earrings and neck chains, are permissible when worn in good taste.
It is, However, limited in size and amount.
Large hoops, lengthy earrings, or lengthy neckless are not permissible.
Loose dangling bracelets are not permissible.
Earrings that have small parts that hang down or could possibly fall into food should not be worn as this is a
food safety hazard.
Piercings should be limited to ears.
“Personal” Jewelry, badges, emblems, buttons, or other such personal items not related to McDonald’s may not be worn.
Watches are not permitted based upon food safety and health department rules.
All employee’s hair must be kept clean, neat and restrained while working.
Hair length for employees should be of moderate length or height.
Hair should not exceed the collar and should be styled so as to keep it restrained and and back off the face.
Shaving, a clean-shaven appearance is preferred for males.
A mustache is permissible as long as it is neat, clean and not of a length which overlaps the upper lip.
Sideburns are permissible if they are neat, less than ½” long and stay well groomed.
Beards and goatees are allowed if less than ½ ” long and stay well groomed.
Unkept beards in excess of ½’ become a food safety issue and are not permitted
Cosmetics should be subtle and in good taste.
This includes hair coloring, face make-up, Nail polish and cologne.
Tattoos, body markings should not be in bad taste or depict nudity.
Hickeys should be In unseen areas or covered.
We serve children and wish to maintain a family friendly establishment.
Keeping good personal hygiene is one of the ways to help keep our food safe.
These are some of things employees need to do:
Keep clean by bathing/showering and brushing your teeth daily.
Wearing a clean and neat uniform.
Keeping fingernails clean and neat.
Illness
McDonald’s strives to serve the highest quality food to our customers. It is possible to pass germs to customers
or other employees when handling food or equipment. Therefore, you are not expected to come to work if you have,
or are a carrier of, an illness that will affect others. If you think you have an infectious illness you need to
call the store manager and ask for time off and contact your doctor. A doctor’s note will be required before
returning to work.
Remember we are all in the food handling business and health, appearance and cleanliness is very important to our
customers.
Hand Washing
Washing hands properly probably is the most important thing an employee can do to help ensure that our customers
receive safe food.
Employees must wash their hands:
Before reporting to their assigned station
After using the restroom
After taking a break
After handling garbage or cleaning supplies
After touching the face, hair or body
After using a broom
Hourly as management directs.
Employees are to arrive at work with their complete uniform…
Clean hat, approved shirt, name tag, appropriate black hemmed pants with no holes, socks and black non-slip, slip-resistant shoes.
In cold weather, solid black jackets may be worn over your uniform shirt.
Black Jackets must have no logo or emblem/writing or words, other than McDonald’s sponsored or approved.
NO HOODIES ALLOWED.
Clean and proper hygiene is required daily. Our image depends, in part, on how we present ourselves to our customers.
Any individual that falls short in any part of our uniform, hygiene and appearance guidelines will be
asked to immediately remedy the issue, may not be allowed to work, and may be subject to disciplinary actions.
As a proprietorship we require that no photos or videos be taken by any employee behind the front counter or
facing the front counter.
Any employee taking or sending videos may be terminated immediately.
Overview
Your work schedule is posted at least four days in advance (by Wednesday night for the work week which starts on Sunday of the following week). You are required to know and follow your posted schedule.
Every crew person must be dressed in a complete uniform and clock in at the time posted on the schedule – ready to immediately go to their assigned workstation.
You are required to notify at least two days in advance, the shift manager for that shift, if an error has been made on your schedule regarding your availability to work. If you fail to do this, you will remain responsible for the scheduled shift.
An absence will be considered excused if you find a suitable replacement for that shift and have it approved by the shift manager of that shift.
If it is necessary for you to be absent you are required to let the manager on duty at least two hours in advance of the beginning of your shift. If you are an opener, you must call within 15 minutes after your scheduled time. If your scheduled breakfast time does not permit you to call two hours in advance of the beginning of your shift, you must call the store within 15 minutes after the openers arrive.
Misrepresentation of circumstances surrounding lateness or an excused absence is grounds for termination.
Anytime you call in sick you will be required to bring in a note from your doctor verifying the illness and a doctor’s release to work.
Habitual tardiness/absenteeism with or without an excuse is grounds for termination.
Leaving your job without permission or conducting personal business without permission while on the time clock is not acceptable.
Clocking in for another employee and altering or falsifying work times is not to be done.
Lateness Policy
First Offense: Written warning (review policy and documentation with manager)
Second Offense: Final written warning (offense within 90 days of the first offense). (Review policy and documentation with manager).
Third Offense: Further discipline up to/and including termination (Offense within 90 Days of the first offense).
A written warning is a written notification in/on your permanent file concerning policy violatioin.
Unexcused Absence (No Call/No Show)
No call/no show are defined as, an employee who does not report at their scheduled time and does not notify
the restaurant.
Absences must be excused by management.
Discipline relating to an unexcused absence will be:
First Offense: Written warning (review policy documentation with manager).
Second Offense within 6 months of the first offense, further discipline up to and Including termination.
The following information outlines the procedures which will be applicable to you if assigned to the cash register position.
You will ring on only one register.
If you leave the register, ask the manager to secure it.
Leaving the cash drawer open or unattended is not permissible.
The cash drawer is to remain closed.
Making “change” between drawers is not allowed.
Only managers can give refunds.
Place the customer’s bills on the “ledge” until change is made.
Place all bills $10 or larger upside down when making change.
Use counterfeit pen on all bills $10 or higher.
Crew do not accept tips.
Promotional coupons once redeemed are placed in a drawer.
Promos must be done by Manager and signed by crew.
Cashing of checks is not permissible.
Customers paying by check is not permissible.
The possibility to make cash errors does exist. However, this is a serious matter and disciplinary action will occur for errors greater then +/-$2.
Actions taken will be:
1. Verbal warning
2. Written warning and
3. Termination if continual.
Failure to ring up sales at the time of the transaction will be grounds for termination.
Falsifying register transactions with incorrect promo, employee meal, discount or any other form of theft or giving away food is
grounds for termination and prosecution,
For your safety and the safety of your fellow workers, the following policies are in place:
No doors are to be opened or left unlocked after the store has been closed.
All closers leave together.
The back/side door is never opened to strangers.
DT windows are to be kept closed when not attending to customers.
We prohibit and will not tolerate any form of workplace violence or abusive conduct by an employee or
third-party including vendors or customers.
Employees are required to report any act of violence or abuse immediately to the general manager, supervisor
or owner and via the employee hotline at 812-844-5550.
The matter of concern will be investigated, and appropriate action will be taken.
While we try to keep the workplace safe, injuries may occur, usually due to carelessness.
If you are injured while working, you must immediately notify the manager on duty.
Smoking(i.e., tobacco, chew, e-cigarettes) is not allowed inside the restaurant or within 100 feet of any
door of the restaurant.
Each location has a designated area approved for unpaid smoke breaks.
Employee smoking is allowed only:
Before your shift,
During your break, or
After your shift.
And must happen In your car or in the designated area on property.
Recognizing that drug use poses a direct and significant threat to fellow employees, customers and McDonald’s.
We are committed to a drug-free work environment.
The possession or use of drugs or illegal substances is prohibited while working.
The possession of illegal substances on property is prohibited.
The sale of illegal substances on property is prohibited.
Any individual that is impaired, by any substance legal or illegal, will be dismissed from the shift and will face disciplinary action up to and including termination.
Each of you play a major role in the success of the restaurant and in return we offer you more than just a
paycheck…
Each shift you work you have the benefit to eat our famous food.
Each location has specific meal
benefits/restrictions that will be covered with you at orientation.
One meal free up to $9.00 per working shift.
If meal total is over $9.00, employee pays the remainder.
Additionally, there is an employee benefit discount for meals for you and your family/friends when
you're not working.
This benefit is for in store food purchased only when you are present and not working.
The McDonald’s App contains a National Employee Discount of 30% off, (digital training must be completed to
receive this additional meal benefit).
We have provided a crew area to allow you a place to eat and relax during your break.
Please make every effort to maintain it.
No food or drink may be consumed in food preparation areas.
This is a food safety regulation and will be strictly enforced.
All food that is not served will be wasted.
Individuals that abuse the policy will lose their on/off duty meal benefit or further disciplinary action up to and including termination or prosecution.
McDonald’s pays for performance. We believe our best performers should get the best pay increases. Your performance is evaluated by your appearance, dependability, attitude, versatility and how well you perform on each station you work.
The management team will rate your performance annually. The standards for job performance are listed on your Station Training and on FRED learning online. A member of the management team will cover your performance review with you “one on one”. They will discuss your past performances and discuss the area(s) you excel in, and the area(s) that you could improve on in the future.
Performance Rating levels:
Outstanding…………………………4
Excellent……………………………3
Good……………………………….2
Needs Improvements……………….1
Increase amounts are based on a precentage of current pay rate.
These Crew Performance Rating Guidelines will help you understand our 1-4 rating system.
4. Outstanding
Constantly does more than expected.
works well without direct supervision.
unquestionable honesty, punctuality, and cooperation.
Exceptional pride in work.
Always keeps the customer in mind.
Always meets company grooming standards
Able to work the stations in the restaurant according to the station procedures laid out in the Crew
Training Program procedure instructions.
Works well as part of the team.
3. Excellent
Shows thoroughness in his/her work.
Unquestionable honesty, punctuality and cooperation.
Always meets company grooming standards
Cooperates with other crew and seeks to improve job performance.
Shows speed and accuracy
Able to work the station(s) in the restaurant to the station procedures laid out in the Crew Training
Program procedures.
Works well as part of the team.
2. Good
Produces a good volume of work according to Crew Training Program procedures.
Unquestionable honesty, punctuality, and cooperation.
Always meets company grooming standards Cooperates with other crew.
Works well as part of the team.
1. Needs Improvement/Unsatisfactory
Requires constant management supervision to correct work performance errors.
Sometimes must be reminded to join team efforts.
Unquestionable honesty, punctuality and cooperation.
Is resistant to corrective training.
Does not always meet company grooming standards.
Makes frequent errors in job performance.
Refuses to join in team efforts.
Unapproved absences and/or often tardy.
Displays behavior inconsistent with our Safe, Respectful, Inclusive Workplace policies.
Ignores or violates restaurant policies and procedures and resists corrective action.
If an employee receives an unsatisfactory rating, it can result in termination
This is a business that requires all our staff to be active and able to respond to managements direction’s
immediately to serve our customers.
To do this staff must be listening and engaged with their work. Cell phones, pagers and electronic devices of any
type must be turned off and “stored” during your shift. When a manager directs you to turn off your device and store it, you must do so immediately. These devises may
be used before your shift, during your break or after your shift. As a proprietorship, we require that no
pictures be taken behind the front counter or toward the front counter area. Use of a personal cell phone
during your shift is a food safety violation as well as a distraction from taking care of customers. The
store phone is available should someone need to contact you during your shift.
Cell Phone Violation process (within 3 months)
1st time - Written warning. Lose e-meal and discounts for 1 week
2nd time - Written and 1 day suspension. Lose of e-meal and discounts for 1 month
3rd time – termination
To protect our customers and employees and, in particular our employees and customers who are minors, it is our policy to:
Rrefuse to hire any applicant for employment, or
Continue to employ any current employee who has been convicted of or pled guilty to any sexual offense.
This policy is subject to the limitations of the law.
You may be eligible for a Family and Medical Leave. This benefit allows you time off for certain personal and family needs such as birth of a child, adoption, or foster care of a child, caring for a spouse, child or parent who has a serious health condition or because of your own serious health condition. Certain eligibility conditions must be met, including time worked. If you feel you are in need of a Family and Medical Leave, contact the owner/operator.
McDonald’s continues to believe in and affirm its long-standing policy of providing fair and equal
opportunities to all employees and prospective employees.
We will continue to aggressively provide and ensure equal access to jobs, promotions, pay increases,
training and development opportunities and all other aspects of employment to all classes and groups of
individuals regardless of sex, race, color, religion, national origin, handicapped status or age. As of
October 2023, we are adding “GBS Restaurants Responsible Recruitment Guidelines Policy” so that all who
apply are treated with respect and to provide fair and equal opportunity for employment consideration.
GBS Restaurants Responsible Recruitment Guidelines Policy
Upholding both GBS Restaurants and McDonald's Values Each of us is responsible for promoting a culture that results in a safe, respectful, diverse, and inclusive
work environment where people can flourish. McDonald's and their independent franchisees, including GBS
Restaurants, work to ensure that all employees have the benefit of equitable and responsible recruitment
practices, reinforcing a culture of integrity and respect, which are foundational to how we serve communities,
people and customers around the globe.
The reality, however, is that there are certain groups who are at heightened risk of exploitation – including
workers hired through recruitment agencies and/or from other countries or regions. While most of these
workers have positive recruitment and employment experiences, they can be vulnerable to discrimination, abuse
and exploitation. This can occur during the recruitment process, where workers may be required by agents to
pay fees to secure a job and where they may be misled about the specific requirements and other terms of the
job for which they are applying.
Background
Workers that are most vulnerable to unethical recruitment practices include:
Foreign migrant workers hired through recruitment agents in their home country.
In some markets, internal (domestic) migrants may also face similar risks of unethical recruitment practices.
Displaced people hired directly or through recruitment agencies.
Women, young workers and workers from other marginalized groups may be particularly vulnerable.
Definitions
A Migrant Worker is a person who either migrates within their country of origin (internal migration) or outside it (crossing an international border) to pursue employment.
A Foreign Migrant Worker is an individual that is recruited and migrates from their country of origin to another country where they are not a permanent resident for specific purposes of employment.
An Internal Migrant “Relocated” Worker is an individual that is recruited and relocates from their habitual place of residence to another state or province within the same country for specific purposes of employment, through an agency or third-party intermediary. For clarity, Migrant Workers for the purpose of this toolkit does not mean workers already present in the United States prior to pursuing employment, and workers already present in the United States who are in possession of an Employment Authorization Document or similar work authorization permitting them to work in the United States (i.e., J-1 Student Visa, H4, L2, E3 EAD holders or TN Visa holders), and
who do not require employer immigration sponsorship; and/or
who are not otherwise Internal Migrant “Relocated” Workers.
About This Policy
GBS Restaurants is committed to the principles of responsible and ethical recruitment in our employment practices. GBS Restaurants independently owns and operates this McDonald’s-brand restaurant and is alone responsible for determining the employment and recruitment policies and practices in effect for its restaurants and staff.
This Policy applies (without limitation) to:
all restaurant employees and staff employees of GBS Restaurants.
all third parties recruiting and/ or managing migrant labor on behalf of GBS Restaurant.
GBS Restaurants commitments
GBS Restaurants is committed to the principles of responsible and ethical recruitment in relation to all our employees, interns, temporary workers, independent contractors and require the same of our third-party recruiting agencies and companies who manage labor on our behalf. We make our Responsible and Ethical Recruitment Principles available to other third-party contractors to educate them on our responsible recruitment standards and encourage them to develop similar policies and procedures for their own business operations. We are committed to eliminating the practice of migrant workers paying recruitment fees and related costs to secure their employment as informed by the ILO’s general princibles and operational guidelines for fair recruitment and the Employer Pays Principle.
GBS Restaurants condemns all forms of slavery, forced labor, human trafficking, or exploitation, and we prohibit such practices across our business.
All GBS Restaurants restaurant employees and staff when engaging in the recruitment of migrant workers are expected to implement the following standards:
Workers do not pay recruitment fees —whether to a private labor broker/ employment agent or to the employer itself.
Workers are provided contracts in a language fully understandable by the workers at the point of recruitment and prior to deployment.
GBS Restaurants do not keep or withhold any government-issued identification, monetary deposits, bonding, or other collateral as a condition of employment; and
If workers reside in employer-provided housing, there must be a plan for management of safe housing and accommodation, including that it is structurally sound and in good repair.
How we Help Ensure Responsible and Ethical Recruitment of Migrant Workers
We encourage open and honest communication among our employees and our business partners. Employees may raise recruitment-related issues, or report potential or actual responsible recruitment violations through a number of reporting channels, including contacting their manager, a designated Human Resources representative of GBS Restaurants by phone via our “Employee Hotline at 812-844-5550 and/or email at michael.stieglitz@partners.mcd.com. Reports received by GBS Restaurants of violations of our policies, including this Responsible and Ethical Recruitment Policy, are reviewed and addressed as appropriate.
If you participate in online conversations about any McDonald’s, it’s employees or products, it is important that you do it in a way that is safe, appropriate, and legal. The intent of this policy is not to restrict the flow of useful and appropriate information, but to minimize the risk to you, your coworkers and to this McDonald’s and the McDonald’s brand.
Because we want to provide 100% customer satisfaction , this independent McDonalds owner Operator prohibits engaging in all personal online communications during work time or in work areas, even when you are on your personal electronic communication tools such as cell phones and other mobile devices. You may participate in the crew website.
As an employee of this Independent McDonald’s Owner Operator, people may think your views are the views of this and/or any other McDonald’s.
When you participate in any online communication or blog discussing about McDonald’s, make it clear that you are an employee of this
McDonald’s and that your views and opinions are yours and not those of this and/or any other McDonald’s.
Know the Rules
Follow the policies in the handbook and the policies displayed in your restaurant.
Managers must exercise caution and sound judgement if interacting with subordinates on Facebook or similar social media sites.
Participating in such forums with subordinates may increase the potential to violate these rules and policies. For example, it may
not be sound judgment for managers to “friend” minor employees under the age of 18.
Think about what you will say and about disclosing your personal details Correct any mistake that you make.
You post material at your own risk and you are personally responsible for the content of your communications.
Respect your coworkers’ privacy. It is a violation of this policy to share in any online communications personal information about your coworker (like religion, health or any identifiable information that may relate to a safety issue, such as work schedule, phone numbers, residence).
Do not engage in any personal online activity including texting or engage in personal cell phone use while on working time or in working areas.
Do not speak or claim to speak on behalf of any McDonald’s in your online communications.
Do not discuss or disclose employees, customers, franchisees, or suppliers by name without their permission.
Do not post materials that is bulling in nature, abusive, profane, or otherwise inappropriate regarding McDonald’s, its products, our employees, officers, customers, suppliers, franchisees, and competitors.
Do not use McDonald’s logos or copyrighted materials. Do not misuse our trademarks in your online communications.
Do not disclose or comment on confidential information of any McDonald’s, including restaurant where you work. For example, sales figures , guest counts, business plan, or how food and marketing promotions are doing.
Do not post any photos or videos of the inside your McDonald’s restaurant, including those of coworkers, customers, or work events. Do not post photos or video of employees in McDonald’s uniforms on any website.
Do not use blogs, Facebook, or other external websites for restaurant communications.
If you fail to follow these policies, it may result in disciplinary action, up to and including termination.
If you have any questions regarding this policy, contact your supervisor or your Owner/Operator.
The provisions of this independent McDonald’s Owner Operator’s policy as well as procedures and manuals that the owner/Operator issues from time to time are guidelines and do not establish contractual rights between this McDonald’s and any of its employees. This independent McDonald’s Owner/Operator is an “at-will” employer which means that employment can be terminated by the Owner/Operator with or without cause or prior notice, at any time. This McDonald’s reserves the right to amend this policy and other practices without prior notice at any time
You earn a meal benefit each shift you work. Employees must sign their meal receipt. Those receipts are as important as cash.
Any violations of Employee meal policies can result in revoking employee meal benefit.
You earn a discount benefit on meals for you, your family, and friends when you come in with them outside of your shift.
This discount is a benefit and is for in store purchases only.
A national 30% meal discount is available in the McDonald’s App.
As an employee you are eligible for discounts at national retailers through McPerks.
Health Insurance is available for those who qualify.
We are able to offer you flexible scheduling that allows you time off when you need(must inform us in advance).
This flexibility allows you to work around school, family, and previous needs.
GBS has a bonus $s program for your GPA, whether your in high school or college. We reward you for your efforts in education.
You need to be employed prior to or within 30 days of the date the semester begins
You work an average of 20 or more hours per week during the semester
You are actively employed 30 days after the semester ends.
You must submit your transcript to your GM within 30 days of the end of the semester To receive this benefit
You must stay in “good standing” throughout the grading period
(14/15-year-old employees are eligible at ½ the bonus $s and hours required…10 or more per week.)
Based on your GPA, from an accredited institution you are eligible to receive the following $
|
Semester |
Trimester | |
|
3.8 – 4.0 |
$200 |
$125 |
|
3.5 – 3.79 |
$150 |
$100 |
|
3.0 – 3.49 |
$75 |
$50 |
Advancement opportunities exist. We continue to seek qualified individuals to become trainers and managers.
This growth and future advancement opportunities is provided to outstanding individuals in any role.
Extensive coaching and paid training is provided to help our employees achieve their desired level of growth.
We want to recognize and celebrate success, milestones in development, tenure, personal and store achievement at GBS Restaurants. We have special televisions installed in each restaurant that have important training and recognition information on them. Please read those messages and the posted communication board materials regularly to stay informed about our business, our teams’ accomplishments and other important news. On the Fourth Friday of every month we have “People First Friday’s” during this day we say “Thank you” to our crew and Management teams with pitch-ins, parties, small gifts, etc. Just a little something we want to do to reward our teams for all they do.
If you are celebrating something special, let us know so we can recognize you also. When our GBS Restaurants Family, also referred to affectionately as our McFamily, has something special happening in their life, we want to spend some time congratulating them. We also have a special recognition for babies born into our GBS Restaurant Family so, if your family is growing be sure to tell us.
Like any family our McFamily is not perfect. If you are struggling with something, we are here to help also. We do not want you to face life’s most challenging times alone. If there is something we can do to help with flexibility, support or just to be a listening ear we want to be there for you and your family. Please reach out to your General Manager if you have any questions or special concerns that we might be able to help with.
We are a competitive bunch, and we want to serve our customers the best we can. With the large geographical area of our ten stores across Indiana, we are pretty spread out. Our General Managers and Shift Managers do not let this distance stop them from having some friendly fun though. They call each other’s stores and have “Fast Friday” or “Super Saturday” challenges.
We also have a “Leader Board” so that they all know “Who’s in first” and where each team ranks in service times. Each McDonald’s Co-Op have monthly contests also. There are small rewards each shift for the “winners” of these challenges. If you have an idea for a great contest, let us know! We want to have fun, all while serving our communities well!
Check off each item as it is covered.
| _______Issue handbook | _______Employee File & W4 | _______I-9 Complete | _______WOTC Phone Call |
| _______SRIW24 & WPV | _______Hazcom | _______Availability | _______Pay Day |
| _______Belongings | _______No Solicitation | _______Rules of Conduct | _______Uniforms |
| _______Personal Hygiene | _______Appearance | _______Schedule Post | _______Hand Washing |
| _______Dependability Policy | _______Smoking | _______Cash Register | _______Safety& Security |
| _______Drug & Substance | _______Employee Meal | _______Discount | _______Performance Review |
| _______Cell/Electronic Policies | _______Equal Employment Opportunity | _______Online Communication Policies | _______Parking |
| _______Tour of store and Time Clock | _______Educational Benefits | _______Voice Bonus Incentive | _______Insurance |
| _______Leave of Absence | _______Reporting Concerns | _______Minor Laws and Policies |
McDonald’s reserves the rights to amend or modify the policies and programs in this handbook at any time without notice.
These policies and programs do not create any contractual obligations between McDonald’s and its employees.
At McDonald’s your employment is “at will”. This means you are free to terminate your employment at any time, for any reason,
and McDonald’s retains the same right. The at will nature of employment may be modified or changed only in writing addressed to
specifically to you expressly stating that you are no longer employed at-will and must Be signed by you and the McDonald’s
Owner/Operator.
When completed, there is a space at the end of this digital Hand book to digitaly sign and date acceptance/completion.
Employee signature____________________ Date_________
Manager signature____________________ Date_________
This checklist, when completed, is kept in employee file folder.
GBS Restaurants Restaurant Workplace Violence Prevention Policy
GBS Restaurants is committed to providing safe, pleasant, and productive workplaces where restaurant employees and guests are treated with dignity and respect. To that end, share resources on workplace violence prevention policies to help keep your teams and customers safe.
We are pleased to share with you this Restaurant Workplace Violence Prevention Policy as a resource to enhance your own efforts
to maintain safe workplaces.
This Policy addresses our Brand Standards on workplace violence prevention and mitigation, which
requires putting “procedures in place for incident reporting, as well as policy and training established to mitigate the Elements
of a WPV".
As a Brand Standard Every McDonald’s U.S. Owner/Operator must develop its own policy to address workplace violence in accordance
with the Global Brand Standards, which require “procedures in place for incident reporting, as well as policy and training
established to mitigate the risk of violence in the workplace.”
McDonald’s defines workplace violence as “any behavior that causes or threatens to cause fear, injury, or disruption to people on company property or engaged in company business, or causes or threatens to cause damage or loss to the company’s reputation or other assets, even if the concerning behavior occurs away from the workplace, during non-work hours, and/or via the Internet or an electronic device that is not owned by the Company.”
Examples of prohibited behaviors include, but are not limited to:
Any form of physical assault, with or without a weapon, including risk of violence in the workplace and include inappropriate touching, pushing, or hitting
Any acts or threats of violence, intimidation, or harassment directed at one employee by another employee, even if the behavior occurs away from the workplace, during non-work hours, or is communicated through the Internet or a personally owned electronic device
Bringing a firearm or other dangerous weapon to work
Verbal abuse or harassment by any means, including sending, distributing, or posting emails, text messages, or other materials which contain threatening, offensive, sexually explicit, racially or culturally insensitive, or other inappropriate content
Any form of sexual harassment, including inappropriate jokes and comments, unwelcome touching, sexual advances, or sexual assault
Possession, consumption, sale, or distribution of alcohol or illegal drugs, including marijuana, in the workplace
Any insubordinate behavior, belligerent speech, or excessive arguing or use of profanity o Bothering someone with an excessive number of unwanted visits or communications, or by following them outside the workplace o Intentionally damaging or destroying Company property or the property of another employee or guest
Willfully ignoring or disobeying health and safety regulations with the intent of causing harm o Sabotage of Company property or operations, or refusing to follow Company procedures and policies.
The Workplace Violence Prevention Policy adopted by GBS Restaurants also includes a reporting and response protocol, through which:
Employees can report concerns (anonymously, if they wish) about actual or potential acts of workplace violence and/or retaliation
Allegations of workplace violence and/or retaliation will be investigated promptly and thoroughly by a manager
Timely and proportionate corrective action will be imposed when and where warranted.
Finally, training tools are available to ensure employees are aware of the Workplace Violence Prevention Policy
and its elements and are periodically reminded of the Policy and its purposes.
Recommended Best Practices.
A best-in-class Workplace Violence Prevention Policy include the following elements, all in
accordance with federal, state, and local law. Owner/Operators should include other elements in their policy that they find
beneficial.
An unequivocal statement:
At GBS Restaurants we do not tolerate any abusive, threatening, or violent behavior, regardless of whether the alleged perpetrator is an employee, customer, or contractor
At GBS Restaurants employees have discretion and authority—without further permission— to take certain actions in order to
avoid workplace violence
(e.g., disengage with a customer, call 911 in case of an emergency, etc.)
A clear statement:
workplace violence can include conduct via social media (e.g., threats of violence or similar inappropriate or unlawful conduct), and may occur outside of work, including violence stemming from past and present personal relationships or Instructions regarding what reporting mechanisms are available and how to access them, and a statement that all managers/supervisors are expected to report any potential concerns or violations that have been brought to their attention to your General Manager
The reporting process should be easily accessible to all employees and shall have numerous points of contact (e.g., options to report should extend beyond just reaching out to a manager)
Each of our GBS Locations have a “Stop Sign” with Owner and Employee Hotline HR Contact information and a we encourage a “Speak Up Culture” which allows employees and staff to report concerns anonymously and without fear of retaliation
All reported instances of workplace violence will be documented on our Concerns Reporting Form and fully investigated, and where appropriate, will receive timely and proportionate corrective action.
We also provide employees with a copy of GBS’s Workplace Violence Prevention Policy during the induction/orientation process.
We commit to tailor training towards the audience and cover the basics of your organization’s Workplace Violence Prevention Policy, including instructions on how to report potential issues
GBS Training program also provides skills-based training to all staff on how to deescalate various situations. For restaurant employees, leverage shift huddles and short meetings to refresh employees on these topics
About this Policy GBS Restaurants, Michael Stieglitz, Owner independently owns and operates this McDonald’s-brand restaurant (“Restaurant”) and is your employer, not McDonald’s Corporation or McDonald’s USA.
Here, at GBS Restaurants , we are committed to providing a workplace that is free from violence or any other behavior that jeopardizes the safety and well-being of our employees and guests.
Definition of Workplace Violence:
Workplace violence includes any behavior that interferes with our ability to maintain a safe,
productive, and pleasant environment for all restaurant employees, staff, and guests. Workplace violence is more than just fighting
or threatening someone at work—it can be anything that makes an employee or guest feel uncomfortable or afraid, or it can be
something that makes it difficult for employees to do their job well and enjoy being at work.
These are some examples of the kinds of behaviors that are not allowed:
Hitting, punching, kicking, pushing, or inappropriately touching another employee or a guest
Bullying or harassment directed at one employee by another employee, even if the behavior happens away from the restaurant during non-work hours
Bringing a firearm or other dangerous weapon to work
Sending another employee emails, text messages, or voicemail messages which contain threatening, offensive, sexually explicit, racially or culturally insensitive, or other inappropriate content, symbols, or images, even if a personally owned electronic device is used to send the material
Posting inappropriate materials on social media sites that offend other employees or embarrass McDonald’s
Any form of sexual harassment, including inappropriate comments or jokes, unwelcome touching, sexual advances, or sexual assault
Bothering someone with an excessive number of unwanted visits or communications, or by following them outside of work
Any belligerent speech or behavior, or excessive arguing or profanity
Possessing, consuming, selling, or distributing alcohol or illegal drugs, including marijuana, in the workplace o Intentionally damaging Company property or the property of another employee or guest.
Ignoring or disobeying company policies or health and safety regulations.
In the interest of protecting the safety and security of our employees and guests, we reserve the right to address any behavior in addition to that described above, whenever the behavior is disruptive, concerning, or generates a reasonable concern for the well-being of Restaurant employees or guests.
Drugs and Alcohol
Employees are not permitted to use or possess alcohol on Company property, except where alcohol is specifically permitted at a Company-sponsored event.
Employees may not possess, consume, sell, or distribute illegal drugs, including marijuana, in the workplace, and employees are prohibited from working while under the influence of alcohol, illegal drugs, or any other substance that could prevent them from performing their job safely.
Weapons in the Workplace
Employees are prohibited from possessing a firearm or other weapon on Company property, including parking areas, except in states that allow employees the right to store firearms on Company property in their private vehicles. Under these circumstances, employees must store any firearm out of plain site and keep their vehicles locked while on Company property.
Weapons may not be handled or displayed on Company property, even in private vehicles.
When, Where, and To Whom This Policy Applies
This policy applies to all Restaurant employees and staff, as well as vendors and contractor while engaged in business with the Restaurant.
We do not tolerate violence by or against anyone who works in this Restaurant nor by or against anyone who visits our Restaurant (for example, guests, customers, and vendors/suppliers).
This Policy applies (without limitation) in all the following situations:
On Restaurant property
Offsite with other employees, contractors, or vendors, including at Restaurant-sponsored events, activities, and training; on business trips; and at work-related meals and gatherings
When using Restaurant communication systems, equipment, or resources
Any conduct outside work hours, including text messaging and using social media on personal devices, where the conduct has an impact or foreseeable impact on the Restaurant, its employees or guests 6 For Guest or Customer Threats Specifically
Threatening, erratic, or aggressive behavior by guests/customers should be reported immediately to local police using 911
If the risk of violence is imminent, employees should immediately act to protect themselves, move to a place of safety, and then call 911 to report the incident
Employees should only attempt to help others or de-escalate the situation if they can do so without jeopardizing their own safety (access the U.S. Security resource on de-escalating aggressive behavior for more information)
Do not engage or confront potentially violent guests/customers or follow them from inside store or office locations
Failure of a customer to stop threatening or inappropriate behavior may result in the customer being removed from the premises and future access being restricted
If you have any questions regarding workplace violence, contact your Supervisor.
Reporting violence is everyone’s responsibility to keep our workplace safe.
If employees feel that their safety or the safety of others is endangered at any time, or if they witness or experience any
incident in which a person is abused, threatened, or assaulted in circumstances relating to their work, they must immediately
report such conduct. Reports can be made anonymously, and all reported incidents will be investigated impartially and as quickly
as possible. If necessary, this Restaurant will take steps to protect the victim of any violent behavior or threatened violent
behavior. Reports or incidents warranting confidentiality will be handled appropriately, and information will be disclosed to
others only on a need-to-know basis.
Reports of violent behavior can be made to any of the following:
The Restaurant’s General Manager
Your Area Supervisor
GBS Restaurants Employee Hotline at 812-844-5550
Emergencies and immediate threats of harm must be reported to the police or other emergency personnel without delay.
Enforcement
Violations of this policy may lead, at GBS Restaurants, sole discretion, to disciplinary and/or other appropriate responsive
action, up to and including termination of employment, even if it is the first offense. We also further reserve the right to
report abusive, threatening, or violent behavior to the proper legal authorities.
This policy supplements all other Restaurant policies that require appropriate and respectful behavior.
Prohibition Against Retaliation
All employees are required to cooperate fully and truthfully with any investigation of workplace violence or other misconduct.
This Policy does not allow any type of retaliation against someone who makes a complaint in good faith, or participates in an
investigation of a complaint, even if no violation is ultimately confirmed.
Retaliation means being punished or experiencing a negative employment action because you raised a concern or
complaint of a potential Policy violation or participated in an investigation.
Examples of retaliation include:
Eexperiencing a reduction in pay, hours, or favorable work assignments.
Anyone found to have retaliated against someone for raising concern under this policy will be subject to disciplinary action under our disciplinary procedures.
Violence Outside of Work
Some employees may experience violence or the threat of violence by a current or former spouse, domestic partner, boyfriend/girlfriend, family member, or friend. We strongly encourage employees experiencing violence in their personal relationships to seek outside resources, including law enforcement (when appropriate), for assistance. Some resources that you may find helpful are located at:
National Domestic Violence Hotline at 1-800-799-7233 or TTY 1-800-787- 3224, or by online chat
National Sexual Assault Hotline at 1-800-656-4673, or by online chat
This Restaurant requires employees to immediately notify your GM, Shift Manager on duty or direct Supervisor of any situation that could reasonably present the risk of on-the-job violence or may impact the workplace, using any one of the reporting mechanisms discussed below. When appropriate, this Restaurant will implement a plan for at-risk employees to reduce the likelihood of a potential confrontation in the workplace. Employees who apply for or obtain a temporary or permanent Protective Order or Restraining Order that includes the company premises must immediately notify the GM and provide the GM with copies of any petition or declaration seeking such orders, proof of service, and the signed court order. We are committed to
supporting victims of relationship violence by enforcing any restraining orders at the workplace and by providing referrals for benefits and resources for assistance.
FAQs on our GBS Restaurants Organization Workplace Violence Policy
Why did our GBS Restaurants Organization develop this policy?
We are a people-first Restaurant.
We care about you and the experience you have working here.
We have resources to assist you.
We are all in this together, and we are stronger and better when we work together to
keep this Restaurant a safe and violence-free work environment.
Who is covered by this policy?
This policy applies to all Restaurant employees and staff.
What type of conduct does the policy prohibit?
GBS Restaurants Organization is committed to maintaining a work environment that is healthy, safe, productive, and
inclusive for all—this policy prohibits employees and staff members from doing anything that makes a guest or another
employee feel unsafe or uncomfortable. This includes any type of violence, or even the threat of violence, as well as any
type of inappropriate or disrespectful comment or communication. Sometimes, an employee or staff member can violate this
policy even when they do something when they are away from the workplace or not working.
Who should I contact if I have observed or experienced violent behavior?
Reports of violent, disruptive, or other concerning behavior should be made immediately to any of the following:
• This Restaurant’s General Manager.
• This Restaurant's Area Supervisor
• Reports can be made anonymously via the GBS Restaurants Employee Hotline at 812-844-5550.
• Emergencies and immediate threats of harm must be reported to the police or other emergency personnel without delay.
What will happen if I raise a concern?
All reported incidents will be investigated impartially and as quickly as possible. GBS Restaurants O/O Organization will treat all investigations, including the names of the people who report issues and those who cooperate during investigations, as confidential matters, but in some cases, certain disclosures may be necessary to fully investigate the complaint, to protect other workers, to take 9 corrective action, or are required by law. In appropriate circumstances GBS Restaurants O/O Organization may inform the person who reported the issue of the results of the investigation, but in most cases, the results of the investigation will not be shared with employees so that the privacy of all individuals is respected. After the investigation of your complaint is completed, if you have any continuing concerns or wish to provide information about any other situation that makes you feel uncomfortable, please reach out to the Restaurant’s HR personnel or the resources listed above.
Will I be protected from retaliation?
Yes. Retaliation against anyone who makes a complaint in good faith under this policy or who participates in any investigation
is strictly prohibited.
Retaliation means punishing someone or taking a negative employment action because someone raised a concern or complaint under this policy, or because someone participated in an investigation.
Examples might include:
Termination of employment;
Reduction in pay or hours, or changes in work assignments;
Disciplining, or reassigning someone; or
Demoting or transferring an employee.
Anyone found to have retaliated against someone for raising any concern under this Policy will be subject to disciplinary action under our disciplinary procedures. Employees may report actual or potential acts of workplace violence or workplace misconduct anonymously. What will happen if an investigation finds that inappropriate behavior has occurred? If our investigation confirms that this Policy has been violated or that other inappropriate conduct has occurred, the Restaurant will take immediate corrective action that is proportionate to the violation. Corrective action can come in any form, including termination, reassignment to another job or location, changes in reporting relationships, written warning, training, coaching, counseling, and/or other measures that the Restaurant deems appropriate under the circumstances.
As an employee, what is expected of me under this policy? All Restaurant employees and staff are expected to:
Treat everyone with respect and dignity.
Be accountable for their actions.
Help create a work environment that is safe and free of violence.
Report any incidents of violent, threatening, disruptive, disrespectful, or inappropriate behavior that affects anyone in the workplace.
Complete all required training.
As a manager, what is expected of me under this policy? In addition to the above, managers and supervisors are expected to:
Model safe and respectful behavior.
Report all incidents of violent, threatening, disruptive, disrespectful, or inappropriate behavior when they become aware of them.
Take reported incidents of misconduct seriously, and call law enforcement when there is an imminent threat. • Investigate allegations of violent behavior promptly and thoroughly in partnership with “GBS Restaurants Guide to Workplace Investigations”
Impose timely and proportionate corrective action when warranted.
Participate in training on how to create a safer workplace through conflict resolution.
What should I do if I think my partner or someone else I know will try to hurt me while I’m at work?
If you believe you are in danger or at imminent risk of harm, move to a place of safety, if possible, and immediately call police or 911. Then notify GM &/or manager in charge of the shift of the situation as soon as you can. Immediately notify the GM if you apply for or obtain a temporary or permanent Protective Order or Restraining Order that includes company premises.
THIS INDEPENDENT MCDONALD’S FRANCHISEE’S GBS RESTAURANTS POLICY AGAINST DISCRIMINATION AND HARASSMENT:
Safe Respectful, Inclusive Workplace Policy
This independent McDonald’s Franchisee strongly believes that employees and applicants for employment should be treated with respect and without regard to race, color, sex, religion, national origin, age, disability, veteran status, sexual orientation, or any other prohibited basis. This applies to all employment practices, including but not limited to, recruiting, hiring, pay, performance reviews, training and development, promotions and other terms and conditions of employment. This McDonald’s does not tolerate any form of harassment, joking remarks or other conduct (including verbal, non-verbal, or physical conduct) that demeans or shows hostility toward, an individual based on these prohibited reasons and that creates any intimidating, hostile or offensive work environment, unreasonably interferes with any individual’s work performance or otherwise adversely affects an individual’s employment opportunities. Discrimination or harassment of an employee of this Independent McDonald’s Franchisee, whether by another employee customer, supplier, vendor, franchisee (or their employees), or other individuals present in the work environment will not be tolerated.
This independent McDonald’s Franchisee Prohibits Sexual Harassment
This independent McDonald’s Franchisee also does not tolerate any form of sexual harassment of any employee, whether male or female. Sexual harassment includes unwelcome sexual advances, requests for sexual favors and certain other verbal, non- verbal or physical conduct which is sexual or based on gender if that conduct could reasonably offend another person, whether or not such conduct was intended to offend. Examples of sexual harassment include, but are not limited to, the following:
Verbal conduct (e.g., jokes, comments or threats relating to sexual activity, body parts, or other matters of a sexual nature)
Non-verbal conduct (e.g., staring at another person’s body in a sexually suggestive manner, sexually related gestures, emotions, and/or viewing or circulating sexually suggestive material, whether electronically or otherwise
Physical conduct (e.g., grabbing, holding, hugging, kissing, flicking, massaging, displaying private body parts, unnecessary touching or otherwise unwelcome physical conduct).
Making an employment decision (e.g., hiring, promotion, compensation, scheduling, performance evaluations, work or project assignment, demotion, termination, etc.) based on an employee’s submission to or rejection of, conduct of a sexual nature.
Conduct that denigrates or shows hostility or aversion to a person because of his/her gender and creates an intimidating, hostile or offensive work environment;
Any other conduct of a sexual nature that unreasonably interferes with another person’s work performance or creates an intimidating, hostile or offensive work environment; or adversely affects another person's employment opportunities.
Application of this Independent McDonald’s Franchisee’s Policy
All employees must follow this independent McDonald’s Franchisee’s policy prohibiting discrimination and harassment while on this /Franchisee’s premises, engaging in work- related activities, company-sponsored training or other functions; and at activities that are not work-related when conduct at these activities would affect the work environment
Employee Recourse
Every employee has the right and is encouraged to tell any other employee of this Independent McDonald’s Franchisee to stop behavior towards him/her that the employee believes to be discriminatory, harassing and/or offensive
Restaurant Employees of this independent McDonald’s Franchisee: Any restaurant employee of this independent McDonald’s Franchisee below the Shift Manger level who feels subjected to discrimination or harassment should immediately report it to his/her Restaurant Manager (i.e. the highest-level manager who works in the restaurant. If the
employee is not comfortable brining the concern to the employee’s Human Resources Representative at 812-844-5550 or to the employee’s Owner Operator.
Staff Employees, Salaried Restaurant Management Employees, Manager Trainees and Hourly-Paid Shift Managers of this Independent McDonald’s Franchisee: Any Staff Employee, Salaried Restaurant Management Employees, Manager Trainee or Hourly-Paid Shift Manager who feels subjected to discrimination or harassment should immediately report in to his/her Human Resources Representative or to the employee’s Owner/Operator.
This independent McDonald’s Franchisee encourages employees to report incidents of discrimination or harassment freely without fear of retaliation. This Independent McDonald’s Franchisee prohibits retaliation against any employee who has made a complaint about harassment or discrimination or has cooperated in the investigation of such a complaint. Retaliation includes any employment decision or other conduct made with the intent to punish an employee for, or deter an employee from, complaining about or assisting in the investigation of discrimination or harassment. Any employee who believes he/she is being retaliated against should immediately report the situation by following the procedures as stated abo e in the Employee Recourse section of this policy.
Responsibilities of Management Employees, Salaried Restaurant Management, Manager Trainees and Hourly-Paid Shift Managers of this Independent McDonald’s Franchisee
It is the responsibility of every employee to prevent discrimination and harassment. Staff Management employees, Salaried Restaurant Management, Manager Trainees and Hourly- Paid Shift Managers of this Independent McDonald’s Franchisee are responsible for ensuring that their restaurants or departments/work groups provide a respectful workplace environment for all employees, customers, suppliers, vendors and other individuals present in the work environment.
Salaried Restaurant Management Employees at or below the Assistant Manager Level, Manager Trainees and Hourly-Paid Shift Managers of this Independent McDonald’s Franchisee who witness or receive reports of discriminatory or harassing behavior, or of retaliation, are required to immediately report the incident to their Restaurant Manager (i.e., the highest-level manager who works in the restaurant). If it would not be appropriate to report the concern to the Restaurant Manager (e.g., the complaint is about the Restaurant Manager) they should report it to their Human Resources Representative or their Owner/Operator. Staff Management employees or Salaried Restaurant Managers also are responsible for taking steps to ensure that further discrimination, harassment, or retaliation does not occur before their Restaurant Manager (or other appropriate person) is notified of the situation.
Staff Management Employees, including Staff Employees who supervise other, or Restaurant Managers of this Independent McDonald’s Franchisee who witness or receive reports of discriminatory or harassing behavior, or of retaliation, are required to immediately report the incident to their Human Resources Representative or to their Owner/ Operator. Staff Management employees or Salaried Restaurant Managers also are responsible for taking steps to ensure that further discrimination, harassment, or retaliation does not occur before an investigation is completed.
Employees identified in this section who fail to fulfill their responsibilities under this policy including the reporting requirements listed above may be subject to discipline, up to and including termination.
Customers Suppliers, Vendors, Franchisees, and Others
Employees of this independent McDonald’s Franchisee are prohibited from discriminating against or harassing customers, suppliers, vendors, franchises (and their employees), and other individuals present in the work environment based on race, color, sex, religion, national origin, age, disability, veteran status, sexual orientation or any other unlawful reason in the course of work-related activities, company-sponsored training, or company related functions. This independent McDonald’s Franchisee McDonald’s also does not tolerate discrimination or harassment directed toward our employee by our customers, suppliers, vendors, franchisees (and their employees), or other individuals present in the work environment.
Any Restaurant Employee of this Independent McDonald’s Franchisee who feels he/she is being discriminated against or harassed by any such individual should immediately report it to a manager on duty for assistance in handling the situation. If not satisfied with how a situation was handled by the manager on duty, promptly report the situation by following the procedures set out in the Employee Recourse section of this by any.
GBS Restaurants Minor Employee Guidelines Policy
GBS Minor Guidelines |
Anyone under the age of 18 must be entered into the Department of Labor(DOL) |
Youth Employment System(YES) , the day they are hired, and removed the day they are terminated in our eHR computer system. Minors who are not in school must submit a record from the school district stating that they are not enrolled in school. Minors who are homeschooled must also have this documentation. Minors who are not in school must have their work scheduled hours approved by HR and by the Department of Labor on a case by case basis. Written approval request must be submitted to HR by the People Manager or General Manager prior to the minors first day of work. |
A non-school week is a Monday thru Friday school week when there are two or less |
days scheduled (ex Christmas break if off Wed, Thur and Fri) |
We cannot put minors on Leave of Absence (LOA). When we put someone on LOA |
it doesn’t show them in eHR. Which will make our state counts inaccurate. |
GBS Minors Guidelines: Time of WorkRestrictions Definitions A school day – Any day that class is scheduled at least 4hrs in the day. (includes e learning) Non-school day – Any week day class is not scheduled. A school week – Any week of school that has three or more days scheduled. Non-school week – Any school week that has two or less school days scheduled (i.e. you go to school on Monday and Tuesday and of the rest of the week for Holiday Break, that’s a non-school week) Home School and Online School should follow the same schedule and restrictions as your public-school calendar. GBS Restaurants’ minor work requirements exceed those outlined by the Indiana Department of Labor. Each minor employee should know and abide by these guidelines. ALL MINORS MUST BE ENTERED INTO THE INDIANA DEPARTMENT OF LABOR MINOR REGISTRY THE SAME DAY THEY ARE PUT IN THE BACK OFFICE SYSTEM (e Restaurant) ALL MINORS WHO GET TERMINATED MUST BE REMOVED FROM THE DOL WITHIN 3 DAYS OF TERMINATION. |
All minors including 14- and 15-year-olds must have a parent permission form signed on file.
14- & 15-Year Olds must work:
No more than 3 hours per school day
No more than 8 hours per non-school day No more than 18 hours per school week
No more than 40 hours on a non-school week.
14- & 15-Year Olds may not clock in before 7:15 am or clock out after 6:45pm
16- & 17-Year Olds
Can work 9 hours on a Non-school day. Can work 40 hours on a school week
Can work 48 hours on a non-school week Can not work over 6 consecutive days
Can not clock in between the hours of 12:00am and 6:00am Can work 4pm-10pm on a night followed by a school day (11pm with signed parent permission form on file)
With parent consent can work till 11pm on school nights
16- & 17-Year Olds
On non-school nights there is no time restriction for them to
clock out by, there must be an adult over the age of 18 at all times, if they clock out for break they cannot clock back in.
If you have any questions or concerns please feel free to contact Joann Morgan at 812- 844-5550 or Mikey Allen at 812-583-8229 and we would be glad to help you with your questions.
Follow all Minor Laws all day, every day. Also, minors are only allowed to work at approved stations and duties. Minors will receive additional training regarding the approved stations and duties for their age group. Stations that minors cannot work include: Grill, Fried Products, Toast and Bake station. Minors can brew coffee. Minor fill and assemble fry orders but cannot drop baskets of fries in the fry vats or pull baskets of French Fries out of the fry vats. Minors can assemble sandwiches. Minors can work in all service areas and minors can wash dishes.
Not following these guidelines exactly can put all of GBS Restaurants staff and each persons job at risk, including the minors job. Do not take chances when it comes to minor laws, these are not negotiable. Not following minor guideline policies can result in disciplinary action up to and including termination of minors employment.
Minor’s Signature
Minors this is a summary of minor guidelines form your parents to review prior to them signing the Parent Permission Letter: GBS Restaurants Minors Restrictions 14- & 15-year-old minors |
3 Hours per school days |
8 Hours per non school days |
18 Hours per school week |
40 Hours per non school week |
May not work before 7:15am or after 6:45pm |
16- & 17-year-old minors |
9 Hours per day |
40 Hours per week |
48 Hours per non school week |
no more than six consecutive days |
Cannot begin a shift between 12am and 6am |
With written parental permission 16 and 17 year old minors may work up to 11:00pm on nights followed by a school day No restricted end time on nights not followed by a school day. |
We thank you for taking the time to get to know GBS Restaurant’s policies. This handbook and the standards outlined here are the foundations of ensuring a culture of care for all of our employees. We look forward to your first day on the job! There is growth, opportunity and many great career paths available for those who wish to work hard and achieve their professional and personal life goals.
The provisions of this independent McDonald’s Franchisee’s policy as well as procedures and manuals that the Franchisee issues from time to time are guidelines and do not establish contractual rights between this McDonald's and any of it’s employees. This McDonald’s Franchisee is an “at will” employer which means that the employment can be terminated by the Franchisee with or without cause or prior notice at any time this McDonald’s reserves the right to amend this policy and other policies and practices without notice at any time.