Handbook 

Welcome and Introduction

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

This Handbook is designed to better acquaint you with some of the personnel policies, work rules and benefits here at Chick-fil-A.  The Handbook contains current information about various policies that have been established by your Operator for this business.  As an employee at this restaurant, you will be expected to uphold and fulfill these policies.  You should review this Handbook carefully.  We encourage you to ask questions, make suggestions or express concerns.  We appreciate your support of these policies.  We hope that your employment here will be a challenging and rewarding experience.  Again, welcome!

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  This Handbook replaces all prior conflicting published or unpublished policies regarding the matters addressed in these materials.

At-Will Employment

Your employment at Chick-fil-A at Atlantic & Hodges and Atlantic & Kernan is at-will, which means that either you or we may terminate your employment at any time with or without notice or cause.  Nothing in this Handbook is to be construed as an agreement between you and Chick-fil-A at Atlantic & Hodges regarding the duration of your employment or the circumstances under which your employment may be terminated.  Additionally, please understand that nothing in this Handbook, or in any other team member policy document or statement (written or unwritten) creates or is intended to create an express or implied contract, covenant or representation of continued employment.  Nothing in this Handbook or in any other written or unwritten policy, document, or statement shall alter or limit the “at-will” nature of your employment.  

Chick-fil-A, Inc. Background

From simple beginnings in a small restaurant in Hapeville, Georgia, founded in 1946 by S. Truett Cathy, founder of Chick-fil-A, Inc., Chick-fil-A has grown into one of the largest privately owned restaurant chains in the nation.  Chick-fil-A is now the largest quick-service chicken restaurant chain in the country, based on annual sales.  Dan T. Cathy, Truett’s oldest son, is currently the President of Chick-fil-A, Inc.  You can find additional information about Chick-fil-A’s corporate history on our website at <www.chick-fil-a.com>.  

Your Chick-fil-A Restaurant

This franchised Chick-fil-A restaurant business is owned and operated by your Operator, Melinda Sowers. She runs this Chick-fil-A under the name of XtraOrdinary Impact.  This is in reference to the team's core purpose which is to serve others and impact their lives in an XtraOrdinary way.  She is married to Brian and has two sons named Jacob and Carson.  Melinda has been in the restaurant business for over 35 years.  She loves owning a Chick-fil-A because it gives her a wonderful opportunity to make a difference in the lives of her guests and team members.  Outside of work, she enjoys working with her church, local charities and schools as well as working out..  Jacob is a cancer survivor so she is involved with lots of children's charities including Child Cancer Fund and Dreams Come True.  She feels very blessed and tries to give back to her community as much as possible.

Commitment to Hospitality

At Chick-fil-A at Atlantic & Hodges and Atlantic & Kernan, we strive to maintain an atmosphere of hospitality for all customers.  We want to create a comfortable experience for all who visit our restaurants.  We maximize the opportunity to build the business and to positively influence others by creating a welcoming environment.  We are hospitable to all customers.

2nd Mile Service

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

Closed on Sundays

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

Entry & Parking

For Hodges location Please park in parking spots at the front of the Walgreens across the street avoiding the main parking areas that our customers use. You may also park in the spots behind Starbucks if you work an opening or closing shift.  During store events and Family nights, please check our team member Facebook page for areas approved for parking.   Please enter and leave for work through the front door.  The use of the back door should only be used for trash runs that are supervised by management.

For Kernan location please park at the shopping center parking spaces right at front of the restaurant. 

Compensation

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

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

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

Pay Periods

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

• We encourage everyone to sign up for direct deposit which will be put in your bank account at midnight on Thursday night

• Normally, if you opt for paper checks, you will get your check on the Friday morning after the pay period ends.  Please avoid coming at lunch or dinner rush hours to obtain your check.

• Should you be picking up a paper paycheck please do not come to the restaurant between 11:30AM-2:00PM or 5:00PM to 7:30PM as those are our busiest times. 

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

• You cannot cash your check in the restaurant.

Overtime Premium Pay

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

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

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

Scheduling

Chick-Fil-A, Atlantic and Hodges and Atlantic & Kernan using the scheduling program, HOTSCHEDULES. You will receive a Welcome letter with your Username and Password by the end of Orientation.  You will need to download the Hotschedules App on your phone.   Once you have set up your profile, you will add your availability to Hotschedules.  Trainers are available to walk you through the APP and view your schedule.  The work schedule for our restaurant will be posted for the following week by noon on Saturday.  You will need to have any request for time off on or before Tuesday prior to the schedule posting. You are responsible for working your scheduled hours.  If there is an emergency or if for any other reason you cannot work your scheduled shift, you are responsible for finding a replacement.  You should never change the schedule without the approval of a manager.   Your request or shift exchange must be approved by a Manager.  We have a facebook team member page for those looking to pick up/give away shifts.   These shifts are normally partial shifts which cannot be swapped on Hotschedules because the shifts on the App cannot be broken up.   Using the page doesn’t cover your shift, however if you find coverage you will want to tag a leader/Manager in the comment section, so they can approve. 

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

Requesting Time Off

• Please submit any requests for two weeks in advance. The Operator will attempt to accommodate your scheduling requests if possible, consistent with the need to staff the restaurant appropriately to meet the needs of our business and our customers.  Requests are first come, first serve performance base. 

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

• Requests for vacation should be submitted at least one month in advance.

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

• Requests are made on a first come, first serve basis.  Should you have an emergency, please contact a Leader or Manager.  

Breaks & Employee Meals

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

Breaks

Employee’s under 18 years of age will be entitled to a 30-minute unpaid break when they are scheduled to work more than 4 hours.  Employees under 16 years of age may not work more than 3 consecutive hours without a 30-minute uninterrupted break when there is no school, otherwise may not work more than 3 hours in a day. 

You will be entitled to a 30-minute unpaid break for each work period of 8 consecutive hours.  You should take your break(s) only at a time approved by the manager on duty or the Operator.  You should “clock out” for your break(s).  Failure to record your break time accurately via our register system may result in disciplinary action.

Employee Meals

As a team member, you will be provided with the following food and beverage benefits at 50% cost to you if you work 4 hours or more:

• While working, sodas and tea will be free of charge as long as you use a small sized cup.

• Lemonade or single serve beverages must be paid for.

• On break on the days you work, you will receive 50% off on any meal, prep item, or sides.  Please make sure to order from a cashier so we can have a record of the transaction and because we want you to receive the same quality of food our current customers are getting.  You can use Xtra bucks that you have been awarded to cover the 50%.

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

• You must eat your meal in the restaurant in the areas designated by our restaurant’s management as appropriate for team member dining. This area is located in the kitchen break area.  You are expected to clean up the area after you are finished!   Should you leave the restaurant for any reason while on your break, you must return within your 30 minute break.  If you are late from break, you will receive a write-up.

• No employee is to ring up their own food.  When ordering please wait in line, and should a guest need to be taken care of first, allow them to go ahead of you.  

No Smoking

• Smoking is prohibited in all areas of our restaurant, including outdoor areas such as the playground, entry points, landscaped areas, etc.  

Attendance and Punctuality

Team members are expected to report to work as scheduled, on time and prepared to start work.  When you arrive, you must put personal items away prior to clocking in.  Hair must be away from your face or pulled up prior to clocking in.  Late arrival, early departure or other deviations from scheduled hours are disruptive and must be avoided.  If you arrive after your scheduled time, you must notify the Operator or team or shift leader immediately.  Team members also are expected to remain at work for their entire work schedule.  

If, for any reason, you will be tardy or unable to report for work on a scheduled workday, you must call the store first and only speak with the Manager.  Posting on Facebook is not an accepted method of calling out of your shift.   You must call the store at least four hours, or as soon as is practicable, before the time you are scheduled to begin work and provide management with a valid reason or explanation, as well as the expected duration of any absence.  Again, Our FACEBOOK team page is NOT an avenue for calling out.  

Excessive absenteeism or tardiness may result in disciplinary action, up to and including termination of employment.  If you fail to report to work without any notification to the Operator or team or shift leader, the Company will consider that you have abandoned your employment and have voluntarily terminated your employment.

Time Recording

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

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

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

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

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

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

• Notify the Operator immediately of any timekeeping error, any error on our timekeeping system, or any error on your paycheck, so that we can look into the matter and make any necessary corrections promptly.

Job Duties and Responsibilities

Although many team members will be assigned to a specific station or stations on a particular day, most team members will from time to time be required to perform a variety of jobs or tasks in the restaurant.  You will be provided with training with respect to all the functions of your job at our restaurant.  Whether you are working in a Front of House position or in our kitchen, it is important to remember that our guests always come first. 

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

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

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

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

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

• Always S.I.P.(stay in position), unless otherwise directed.

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

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

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

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

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

• It is your responsibility to maintain a clean working environment at your stations.  When you leave your shift, always leave your station set up for success for the next person you arrive.

• Avoid wasting food, paper products, cleaning supplies, etc.

• Our cleaning and shift management checklist are uploaded to a program called JOLT.  Each day those list must be completed and will include delegated items for you to complete prior to leaving.  Your trainer will familiarize you with JOLT and our daily checklist.

These lists are not all-inclusive or exhaustive.  Other responsibilities apply to every job at our restaurant.  Your supervisor will familiarize you with your responsibilities during training.

Civility & Non-Harassment

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

Chick-Fil-A, Atlantic and Hodges and Atlantic & Kernan will not tolerate any form of sexual harassment, regardless of whether it is: 

• unwelcome sexual advances, propositions or statements; 

• physical contact such as touching, hugging, poking, impeding or blocking movements (for example, assault or inappropriate physical contact). 

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

• making inappropriate gestures; 

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

• any other visual, verbal, or physical conduct of a sexual nature by any team member, supervisor, manager or other person.  

• verbal (for example, derogatory statements, profanity, sexually-related comments or jokes, unwelcome sexual advances or requests for sexual favors).  

• Visual (for example, displaying sexually suggestive posters cartoons or drawings, sending inappropriate adult-themed gifts, leering or making sexual gestures).

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

Harassment based on other protected characteristics that would make a reasonable person experiencing the conduct feel uncomfortable in the work environment or would interfere with the person’s job performance or ability to do the job – whether based on or because of race, color, national origin, ancestry, religion, physical or mental disability, age or military status – is also prohibited by our policies.   

Same-sex harassment is also prohibited by the law and by our policies.  Accordingly, inappropriate harassment by males toward or against a male, or by females toward or against a female, is prohibited.

Sexual and all other forms of harassment are prohibited whether the conduct or behavior involves or constitutes harassment by a co-worker, harassment by a manager, or harassment by persons doing business with or for the Company (including but not limited to customers, vendors, suppliers, etc.).

Non-Retaliation.  It has been and shall continue to be the policy of Chick-fil-A at Atlantic & Hodges and Atlantic & Kernan that we will not tolerate any form of retaliation against any team member for making a good faith report or complaint of harassment or discrimination; for cooperating in a harassment or discrimination investigation; or for participating in any aspect of the EEO enforcement process.

How to Report Concerns or Violations.  Every individual has responsibility for ensuring compliance with this policy.  Chick-fil-A at Atlantic and Hodges and Atlantic & Kernan cannot resolve matters that are not brought to the attention of an appropriate member of management.  Accordingly, any team member who believes he or she is being subjected to prohibited discrimination, harassment or retaliation by a co-worker, manager or any other individual (whether or not the individual is employed at our Unit), or any team member who believes he or she has witnessed or learned about such conduct, is hereby directed to immediately report such incidents and/or information concerning potential discrimination, harassment or retaliation to the Operator [and/or General Manager].  

Chick-fil-A at Atlantic & Hodges and Atlantic & Kernan will conduct or direct a prompt and thorough investigation of any report, observation or complaint of discrimination, harassment or retaliation.  We will take appropriate corrective action as necessary based on the results of the investigation.  Since allegations of this nature are very serious for all concerned, team members will be expected to cooperate fully with our efforts to conduct investigations and otherwise enforce this policy.  For the same reasons, all reports or complaints will be handled, to the maximum extent practicable, in as confidential a manner as possible.  Information related to an investigation will be kept as confidential as possible and shared only on a “need to know” basis.  

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

Workplace Violence

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

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

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

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

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

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

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

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

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

Reasonable Accommodation of Disabilities

It is the policy of Chick-fil-A at Atlantic & Hodges and Atlantic & Kernan to ensure that all individuals are provided equal employment opportunities without regard to disability.  Accordingly, we will make reasonable accommodations for the known physical or mental limitations of an otherwise qualified individual with a disability – whether the individual is an applicant or a current team member – unless undue hardship would result.  Reasonable accommodation can include (without limitation) a change in job function or work hours, leave of absence or time off (pursuant or in addition to leaves explained in this Handbook or other applicable leave policies), and/or providing mechanical, electrical or electronic aids.  Determining whether a reasonable accommodation exists and is appropriate is an individualized process.  Decisions will be made on a case-by-case basis, depending upon the individual involved and the essential functions of the job in question.  No specific form of accommodation is guaranteed for all individuals with disabilities.    

How to Request a Reasonable Accommodation.  The responsibility for seeking a reasonable accommodation generally begins with the applicant or team member.  If you believe that a disability is preventing you from enjoying equal employment opportunities, it is your responsibility to inform your Operator and request a reasonable accommodation.  Chick-fil-A at Atlantic & Hodges and Atlantic & Kernan will engage in a good faith interactive process to identify barriers that make it difficult for the applicant or team member to enjoy equal opportunity.  We will work with the team member to determine an appropriate reasonable accommodation (if possible).  Although we cannot guarantee that it will provide the accommodation that has been requested or is most desired by the individual making the request, we will do our part to ensure that individuals with disabilities have an equal opportunity to compete in the workplace with those who do not have disabilities.

Social Media Content and Communications

Please be aware that anything posted on social media sites such as Facebook, Twitter, YouTube, Instagram, and Tiktok are open for public viewing unless set to private. Therefore, anyone who posts anything on these sites for the public to see that could be detrimental to Chick-fil-A can be subjected to disciplinary actions including termination. Examples: profanity, obscene pictures, and inappropriate videos. 

Age-Restricted Activities

For team members who are 14-17 years old, the law provides that certain tasks in our restaurants are prohibited.  In addition, there are certain hours of work restrictions that apply to employees who are under age 18, particular those who are 14-15 years old.  Information concerning age-restricted activities and hours of work can be found in the employment postings of the restaurant.  If you have any questions in this regard, please see the Operator or the manager on duty. 

If you are in doubt as to whether a particular activity or time of work is prohibited for a team member of your age, then you should refrain from performing the task or working at the particular time until you have consulted with management and obtained proper guidance and direction.

Standards of Conduct & Disciplinary Actions

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

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

• Violation of our Civility, Equal Employment Opportunity & Non-Harassment policy;

• Violation of our policy prohibiting violence in the workplace;

• Clocking or punching another team member in or out;

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

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

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

• Insubordination or disrespect to the Operator or team leaders;

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

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

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

• Writing overrings for entries not made;

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

• Purposely giving too much change.

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

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

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

• Intentionally over-portioning products;

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

• Storing food for later pick-up without payment;

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

• Signing for food or goods not delivered, by agreement with delivery person;

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

• Giving out unauthorized promotional material.

Point “Infractions”System

Our Infraction is 90 day system or by quarter. The Following are the Infractions with the points deduction.

35 -Theft of time, product or money

30- No Call No Show (Immediate 1 week loss of emp discount)

20- Horseplay, Disrespectful, Negligence or Insubordination

10- Weekend Call out of Shift

8- Call out of Shift

5- Food Safety Violation

5- Late to shift more than 15 minutes

3- Failure to complete Responsibilities

3- Late to shift less than 15 minutes

3- Failure to follow procedures

3- Violation of Uniform Policy

0- Documentation Purposes

If you have a doctors note to excuse your absence please send it to Eidrea on VSBL for your infractions to be dismisse

Where progressive discipline is appropriate, the following types of disciplinary action may be taken (depending upon the circumstances), and generally may be taken in this order as appropriate:

60 - Employment Review

40- One week unpaid suspension

30- Loss of Employee Discount for a week

15- Loss of Employee Discount for one day

Disciplinary actions will be approached on a case-by-case basis, taking into account all the relevant facts and factors of the situation.  Therefore, Chick-fil-A at Atlantic & Hodges and Atlantic & Kernan retains the right to skip any of these steps of progressive discipline if circumstances necessitate.  Chick-fil-A at Atlantic & Hodges also reserves the right to discipline an employee at any time for inappropriate conduct or behavior, whether or not such conduct is referenced or mentioned in this policy.  

Nothing in this policy is a guarantee that any particular disciplinary steps will be followed in any given case, or at all, and this policy does not reflect any contractual agreement or right of any team member that any particular disciplinary steps will be followed in any given case.  Employment at Chick-fil-A at Atlantic and Hodges and Atlantic & Kernan remains at-will.

Appearance

We have high standards concerning uniforms and personal appearance, as this is an important element of providing outstanding service to and instilling confidence in our customers.  An attractive, professional uniform and overall appearance will communicate to customers that we care about customer service, quality, cleanliness.  Our business will, consistent with the requirements of federal, state or local law, consider making reasonable accommodations with respect to dress or grooming requirements that are directly related to a team member’s religion and/or ethnicity.  If an accommodation of this nature is required, please notify your Operator and be prepared to discuss potential reasonable accommodations.  

Uniforms

• Team members who work on average 30 hours per week or more will receive two free uniforms.  Team members who work on average less than 30 hours per week will receive one free uniform.  Your free uniform consists of pants, shorts (FOH), shirt, visor (FOH), hat (BOH), apron (BOH), belt, and nametag.  

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

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

• Proper undergarments must be worn by all team members.

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

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

• Any Marketing pins, such as our Chick-Fil-A One App pin must be worn when working in the front of house positions

• All shirts (except maternity tops) must be worn tucked in.  Please arrive with your shirt tucked in.

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

• All buttons must be fastened on women’s short sleeve woven (button front) and ¾sleeved woven shirts. Women’s white long sleeve shirts may have top buttons unfastened.

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

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

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

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

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

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

• Females must wear solid black socks, CFA Approved socks, black hose or flesh toned hose.  Males must wear solid black socks or CFA approved socks.

• ChickfilA neckties must be worn with all long sleeve men’s shirts.  Ties should be properly knotted and securely fastened and fall to the midpoint of the belt buckle.  Ties must not be worn with short sleeves, button front shirts or with women’s shirts.

• ChickfilA scarves may be worn with all women’s ¾sleeved or long sleeve shirts.

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

Jewelry

• Jewelry (including medical alert jewelry) must be modest in size to help prevent the cross contamination of food and worn in good taste so as not to be distracting to customers or fellow team members.  Any necklace worn should be tucked inside clothing to avoid being a safety hazard.

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

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

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

• Women may have no more than two earrings per ear, worn only in the earlobe.

• Men may not wear earrings.

• Jewelry in pierced body parts exposed to customers, other than female earlobe, is not acceptable.

Grooming

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

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

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

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

• Males: Hair must not fall below the midpoint of the collar in the back, below midpoint of ear on the sides, or below eyebrows on the forehead.  Facial hair, other than a neatly trimmed mustache, is unacceptable.  Sideburns must be trimmed to be no longer than the bottom of the earlobe and of a consistent width on the sides from top to bottom.

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

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

• Fingernail polish must not be worn in food preparation areas; if worn, it must be a solid color, worn in good taste and worn only in customer service areas.

• False fingernails are not allowed in customer service areas or food preparation areas.

• Fingernail gems must not be worn.

• Tattoos on body parts exposed to the customer are not acceptable on face, neck, or hands. No visible tattoo can contain any derogatory pictures or profanity.

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

• Body modifications (e.g., piercings, extended earlobes, etc.) visible to customers are not acceptable.

Workplace Safety and Food Safety

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

Workplace Food Safety

At Chick-Fil-A, Atlantic & Hodges and Atlantic & Kernan , we have implemented a food safety team to ensure we meet all guidelines instructed by Chick-Fil-A and our local Health Department.  Team members should use all appropriate measures to protect our guests and our team members.  During your training, you will watch Food Safety & Security videos.  Accordingly, the following non-exhaustive list of workplace food safety rules applies:

• All employees must complete Food Safety & Security videos prior to starting their first shift.

• All team members must wash their hands prior to clocking in for their shift.

• Team members must wash hands immediately following any cleaning job, touching of face/hair, or touching personal items.

• Cell phones can not be in a food prep service or area where guests can see them or can come in contact with any food or beverage item.

• Team member drinks must be below any food prep area.  Drinks must have a lid and straw with your name on them or they will be discarded.

• Timers must be on and actively monitoring the temperature of our product.  Restrooms are to be checked every 10 mins, parking lot every 15 mins, and sanitizer changed every 3 hours.  

• Uniforms are to be cleaned upon entering the building for your shift and can not have food or product from a prior shift.

• You are responsible for maintaining your work station.  This includes ensuring all coolers have thermometers, all products in our walk-ins and coolers have time stamped stickers, drinks are not on a food prep surface, towels are submerged in sanitizer buckets, and your sanitizer bucket meets requirements for food safety.

Workplace Safety

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

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

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

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

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

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

• Fighting or horseplay on the job is prohibited.  

Cyber Security

PCI Operating Standard

Cybersecurity is a critical brand protection factor, and everyone at Chick-fil-A is responsible for doing their part to keep Restaurant systems and customer information safe. Use this page as a resource to learn how to do your part to protect against threats and maintain cybersecurity compliance. 
 

Each year, Chick-fil-A Inc. must attest to compliance with Payment Card Industry (PCI) standards. PCI standards are a set of requirements established by the major credit card brands to reduce the risk of customer credit card data loss. While Chick-fil-A Inc. provides compliant technology, Operators must complete the actions outlined in the PCI Operating Standard each year.

Annual Training

Review the Pathway Cybersecurity Awareness module. (Go to Pathway > search "cybersecurity" > select "Courses" tab > select "Cyber Security" course)
 

Restaurant Cybersecurity

Skimming Devices

Inspect credit card terminals weekly for overlay skimmers or other attached devices that could be capturing credit card data. Use this Terminal Inspection Quick Reference Guide.

Phishing Emails – phish@chick-fil-a.com

It is important to know these common hacker tricks and to stay on alert to protect your Restaurant. If you see something phishy, forward it to phish@chick-fil-a.com for inspection.

Unexpected Attachments: Think twice before opening an email attachment. It’s common for hackers to embed code into Excel or Word attachments in an attempt to gain background access to your computer. When prompted to “Enable Macros,” don’t click unless you are expecting the file.

Links in Emails: Always hover over email links before clicking. If the hover pop-up link does not match the link in the email, do not click. Hackers use fake links to take you to websites where malicious code can download to your computer.

Fake Login Pages: Before entering your password on a site, take a look at the web address. Hackers often create fake login pages that look identical to the real website, but the web address is slightly different.

Passwords

Create a strong password. Use a password with at least 12 characters made up of random words, numbers, special characters. Do not reuse your Chick-fil-A password. Never share your password with another person.

Workers’ Compensation

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

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

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

• Report ANY and ALL incidents that occur while you are at CFA.  Do not assume that any Manager saw or knows about your incident.

• Seek medical treatment and follow-up care if required. A list of medical locations is posted in the Worker’s Comp binder and on the Communication board.  A form MUST be filled out and a claim called into Sedgwick regardless of whether they deny medical treatment.

• Provide the Operator with a certification from your health care provider regarding the need for workers’ compensation disability leave and your ability to return to work from the leave.

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

If, after returning from a workers’ compensation disability leave, a team member is unable to perform the essential functions of his or her job because of a physical or mental disability, the Company’s obligations to the team member may include reasonable accommodation, as governed by the Americans with Disabilities Act (“ADA”) and/or applicable state law (if any).

The location of the facility that provides medical treatment to team members who are injured in a work-related incident at our restaurant is listed on informational posters that are on display in our restaurant or is otherwise available from the Operator.  All team members will be referred to the indicated location.  Team members who do not pre-designate their own physicians will be treated by the physician within the Medical Provider Network.  After this initial treatment, you will be able to choose your physician within the Medical Provider Network.

We must notify the workers’ compensation insurance company of any concerns of false or fraudulent claims.  Any person who makes or causes to be made any knowingly false or fraudulent material statement or material misrepresentation for the purpose of obtaining or denying workers’ compensation benefits or payment may be guilty of a felony.  

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

OSHA: 

Under OSHA law, employers are responsible for providing workplaces free of known safety hazards. This includes protecting workers from extreme heat. An employer with workers exposed to high temperatures should establish a complete heat illness prevention program.  

• Provide workers with water, rest and shade.

• Allow new or returning workers to gradually increase workloads and take more frequent breaks as they acclimatize, or build a tolerance for working in the heat.

• Plan for emergencies and train workers on prevention.

• Monitor workers for signs of illness.

All team members must wear a safety vest when directing traffic or outside on a Drive-thru position

Team Member Property & Workplace Searches

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

Any personal items brought onto our property by a team member may be subject to search by management, security or law enforcement at any time.  Although certain situations may arise in which searches of team member property may not be made without the team member’s consent, failure to provide such consent may be considered cause for disciplinary action up to and including discharge.  

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

Telephone and Electronic Communications

CELL PHONES ARE NOT TO BE OUT AND USED AT ANYTIME EMPLOYEE IS CLOCKED IN.  CELL PHONES CAN BE USED BY EXECUTIVE LEVEL MANAGEMENT.   You are allowed to have your phones in your pocket as long as it's on silent.  CELL PHONE USE WILL NOT BE TOLERATED WHILE YOU ARE ON THE CLOCK!  FAILURE TO ABIDE BY THIS RULE COULD RESULT IN TERMINATION!

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

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

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

Cash and Coupon Accountability

Many team members will function as a cashier on a regular, periodic or temporary basis, depending on the needs of the restaurant at any given time.  The role of cashier is very important.  Because you will be handling cash and coupons, it is very important that you understand what is expected of you in this aspect of your job.  

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

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

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

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

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

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

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

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

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

Leaves of Absence

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

Military Leave and Reinstatement Rights

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

Family and Medical Leave

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

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

Employee Eligibility

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

Leave Available

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

Qualifying Reasons for Leave

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

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

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

Notice & Certification

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

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

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

• Periodic re-certification; and

• Periodic status reports during the leave.

When leave is needed to care for an immediate family member or the team member’s own serious health condition, and is for planned medical treatment, team members must try to schedule treatment so as not to unduly disrupt their restaurant’s business operation.

Compensation During Leave

Family and medical leave is unpaid.  Depending on individual circumstances a Team Member may be eligible for short-term disability, long-term disability or workers’ compensation insurance coverage while on FMLA leave. 

A team member’s use of family or medical leave will not result in the loss of any employment benefit that the team member earned or to which the team member was entitled before using family or medical leave. 

Job Reinstatement Upon Return From Leave

Under most circumstances, upon return from family or medical leave, the team member will be reinstated to his or her previous position, or to an equivalent job with equivalent pay, benefits, and other employment terms and conditions.  However, upon return from a family or medical leave, the team member has no greater right to reinstatement than if the team member had been continuously employed rather than on leave.  

A team member returning from leave due to his or her own illness or serious health condition must provide certification form his or her health care provider that the or she is able to resume work.  If a team member is returning from family and medical leave taken due to his or her own serious health condition, but is unable to perform the essential functions of the job because of a physical or mental disability as defined by law, the Company will attempt to provide a reasonable accommodation if possible.  

Resignation

When an employee resigns from employment, it often has been considered customary to provide at least two weeks advance notice of resignation where practicable.  Some employees may give a longer notice in order to allow their employer to plan regarding succession before the resigning employee departs.  If you choose to resign from your employment at Chick-fil-A at Atlantic & Hodges and Atlantic & Kernan , we would appreciate your providing us with as much advance notice as is practicable for you under the circumstances -- although you are not required to provide any length of advance notice at all.  Please remember that, whatever notice you are able and choose to provide, your employment with Chick-fil-A at Atlantic & Hodges remains at-will, which means you have the opportunity to resign your employment at any time you choose.  Upon receipt of notice of a team member’s resignation, Chick-fil-A at Atlantic & Hodges reserves the right to choose to release the team member immediately or at some date prior to the team member’s requested or designated last day or work, rather than waiting for the end of the notice period.  

Termination of Employment

Chick-fil-A at Atlantic & Hodges and Atlantic & Kernan reserves the right to terminate any team member’s employment on an at-will basis (just as the employee retains the right to resign at any time).  In the event of termination, team members will be provided with their final paycheck in accordance with applicable law.  Upon termination of employment (whether by voluntary resignation or involuntary discharge or otherwise), team members are expected to immediately return any and all restaurant property in the team member’s possession, custody or control.