Team Member Handbook
Santa Maria, California
Effective October 2018
TABLE OF CONTENTS
Statement of Employment 1
Purpose and Scope of this Handbook 3
Company History 4
Corporate Purpose of Chick-fil-A, Inc 4
Vision and Values of Chick-fil-A Enos Ranch 4
Commitment to Hospitality 4
Recipe for Service 4
Second Mile Service 5
Accuracy of Employment Related Documents 6
Communication Methods 7
Employment at Will 7
Equal Employment and Nondiscrimination 8
Equal Employment Opportunity Policy 8
Reasonable Accommodations Policy 8
Policy against Sexual Harassment and Other Workplace Harassment 9
Open Door Policy 12
Pay Practices 12
Team Member Classifications 12
Overtime Pay, Non-Exempt Team Members 13
Hours and Days of Work 14
Meal Periods 14
Rest Breaks 16
Timekeeping Requirements and Recording Work Hours 17
Payment of Wages 17
Team Member Rules and Performance 18
Job Duties and Responsibilities 18
Age Restricted Activities 19
Code of Conduct 19
Workplace Violence Policy 21
Cash and Coupon Accountability 23
Punctuality and Attendance 24
Absences and Tardiness 24
Employment of Relatives and Personal Relationships 25
Dress Code 26
No Solicitation 28
Confidential Information 28
Confidentiality of Team Member Medical Information 28
Progressive Discipline 29
Performance Reviews 29
Introductory Period 30
Changes to Personal Information 30
Personnel Files 30
Technology Utilization 31
Social Media Policy 31
Team Member Telephone Calls 31
Cell Phone and Other Personal Electronic Devices 32
Team Member Health and Welfare 32
Team Member Safety 32
Licenses, Certifications, and Registrations 33
Vehicle Requirements 33
Smoke-Free Workplace 34
Drug and Alcohol Policy 34
Drug Testing 36
College Scholarships 36
Insurance Programs 37
Time Away from Work 37
Family and Medical Leave 37
California-Specific Family and Medical Leave 40
California Pregnancy-Related Disability Leave and Accommodation 41
Lactation Accommodation 43
Sick Leave 43
Kin Care 44
Time Off to Vote 44
Short-Term Disability Insurance Benefits 44
Paid Family Leave Insurance 45
Family Military Leave 45
Leave for Emergency Service 46
Court Appearance Leave 46
Victims of Crime Leave 46
Leave for Crime Victim to be Heard in Court 47
Domestic Violence, Sexual Assault, and Stalking Victims’ Leave 47
School and Other Child-Related Activities Leave 48
Organ and Bone Marrow Donor Leave 48
Civil Air Patrol Leave 48
Jury Duty 49
Unpaid Leaves of Absence/Personal Days 49
Employment Resignation or Termination 50
Team Member Acknowledgment 52
Statement of Employment
Chick-fil-A Enos Ranch is the guest facing name of a Restaurant located in California. While you will report to work and represent the brand of Chick-fil-A Enos Ranch, an independently owned and operated franchise of Chick-fil-A, Inc., your employer is the holding company for Chick-fil-A Enos Ranch: 7Redz, LLC.
Congratulations and welcome to Chick-fil-A Enos Ranch; I wish you every success here. I grew up a in military family, and settled in the Atlanta area, the birthplace of Chick-fil-A, for my high school. After graduating from the United States Air Force Academy, I embarked on a career in the Air Force that led me to 4 countries, 2 war zones, 11 moves, a beautiful wife and 5 wonderful children. It was my honor to serve the United States for 28 years as an instructor pilot, a cargo pilot, a VIP pilot, an academic professor, and a military diplomat. After retiring, I sought an opportunity where I could continue to serve. I worked with a childhood friend who had his own Chick-fil-A Restaurant in the Atlanta area, while I pursued the dream of owning my own. It is my honor and privilege to now be serving you here in Santa Maria and the communities of the central coast of California. I am passionate about making an impact on Santa Maria. I truly believe that is why I am here–to have an impact the community and to have an impact on you.
I believe that each Team Member contributes directly to Chick-fil-A Enos Ranch’s growth and success, and hope you will take pride in being a member of our team.
This Handbook was developed to describe some of the expectations of our Team Members and to outline the policies, programs, and benefits available to eligible Team Members. Team Members should familiarize themselves with the contents of the Team Member Handbook as soon as possible, for it will answer many questions about employment with Chick-fil-A Enos Ranch.
I hope that your experience here will be challenging, enjoyable, and rewarding. Again, welcome!
Purpose and Scope of this Handbook
This Handbook is designed to acquaint you with Chick-fil-A Enos Ranch and provide you with information about working conditions, Team Member benefits, and some of the policies affecting your employment. You should read, understand, and comply with all provisions of the Handbook. Team Members should understand, however, that the Handbook is not intended to be a contract, either expressed or implied, to make a guarantee of any kind, or to alter the “at-will” relationship between Chick-fil-A Enos Ranch and the Team Member. Rather, this Handbook describes many of your responsibilities as a Team Member and outlines the programs developed by Chick-fil-A Enos Ranch to benefit Team Members. One of our objectives is to provide a work environment that is conducive to both personal and professional growth.
This Handbook summarizes and provides a ready reference to the mechanics of our functioning on a day-to-day basis. From time to time, you may be given additional information and/or policies to replace or supplement the current Handbook pages. Chick-fil-A Enos Ranch reserves the right to revise, supplement, or rescind any policies or portion of the Handbook from time to time as it deems appropriate, in its sole and absolute discretion. You are responsible for maintaining an updated version of the Handbook. You are also expected to be familiar with our policies, rules, and procedures.
Chick-fil-A Enos Ranch is committed to workplace policies and practices that comply with federal, state and local laws. In the event of an inconsistency between the Team Member Handbook and the law, the applicable law will apply.
This Handbook does not prohibit protected conduct or communications relating to your wages, hours or working conditions, or any other conduct protected by Section 7 of the National Labor Relations Act. Furthermore, nothing in this Handbook prohibits a Team Member from reporting concerns, making lawful disclosures or communicating with any governmental authority about conduct the Team Member believes violates any laws or regulations.
This Handbook remains the property of Chick-fil-A Enos Ranch.
The Chick-fil-A story started in 1946, when Truett Cathy opened his first Restaurant, Dwarf Grill, in Hapeville, Georgia. Credited with inventing the original boneless breast of chicken sandwich, Mr. Cathy founded Chick-fil-A, Inc. in the 1960s and pioneered the establishment of Restaurants in shopping malls with the opening of the first Chick-fil-A Restaurant at a mall in suburban Atlanta in 1967. Since then, Chick-fil-A has steadily grown to become the largest quick-service chicken Restaurant chain in the United States.
Corporate Purpose of Chick-fil-A, Inc
To glorify God by being a faithful steward of all that is entrusted to us and to have a positive influence on all who come into contact with Chick-fil-A
Vision and Values of Chick-fil-A Enos Ranch
We believe that having vision and values gives us proper guidance in our activities and you should know what they are as you begin your association with Chick-fil-A Enos Ranch.
Chick-fil-A Enos Ranch’s Vision:
Quite simply…to be the BEST! Not just the best quick serve Restaurant, but the best Restaurant in town. This means we want to provide the best tasting food and the best quality customer experience. We also want to have a positive impact on anyone who comes in contact with us—guests, Team Members, vendors…anyone. We also want to build leaders from our team, leaders in both the Restaurant and the community.
Chick-fil-A Enos Ranch’s Core Values:
Integrity, Excellence, Service, Quality, Safety. All decisions from the top to the bottom will be examined through the lens of these values, and made consistent with them.
Commitment to Hospitality
Chick-fil-A Enos Ranch strives to maintain an atmosphere of hospitality for all guests. We welcome respectfully all guests and seek to create a remarkable experience for all who visit our Restaurant. We want to maximize the opportunity to grow the business by having a positive influence on others and by providing an environment whereby guests, Team Members and all who come in contact with us are treated with honor, dignity, and respect.
Recipe for Service
Just as we have recipes for the consistent preparation of our menu items, we also have a Recipe for Service to ensure that each of our guest experience a high level of consistent guest service. Team Members are to abide by the standards and expectations set by Chick-fil-A Enos Ranch. Each individual will be expected to display and maintain a positive attitude, maintain a clean and organized Restaurant, and create remarkable experiences for our guests. By combining the Core Four and elements of Second Mile Service, our guests will become Raving Fans of Chick-fil-A Enos Ranch. Raving Fans are guests that come more often, pay full price, and tell others about Chick-fil-A Enos Ranch.
The Core Four
The following steps are expected when serving a guest:
- Create eye contact. Your eyes should meet the guests’ eyes before the guest has reached the counter or drive thru.
- Share a genuine smile. This conveys friendliness and is very contagious!
- Speak enthusiastically. When conversing, use the mood meter and reply with responses that are no more than two levels above the guest’s observed mood.
- Stay connected. Engage the guest in conversation while preparing the order and keep the guest updated of any delays. Stay focused on your guest.
Second Mile Service
Whoever compels you to go one mile, go with him two. — Matthew 5:41.
The phrase “going the second mile” has found its way into our modern vernacular. Its roots are found all the way back in first-century Palestine. The Romans had conquered most of the Mediterranean world. By law, a Roman citizen or soldier could compel a subject from one of the conquered lands to carry his backpack, or load, for him for one mile, but one mile only. As Jesus was preaching His Sermon on the Mount, He said, “Whoever compels you to go one mile, go with him two.” The first mile is a mandated mile; the second is one of the secrets to our success.
Chick-fil-A Enos Ranch strives to provide “Second Mile Service” to all our guests. We do this by going above and beyond guest expectations. Our goal is that every guest, on every visit, will experience at least one element of Second Mile Service. There are unlimited ways in which we can deliver Second Mile Service to our guests. Many are as simple as a warm welcome, a heartfelt “My Pleasure”. We like to say “My Pleasure” when the guest offers a thank you for our service, and a fond farewell as the guest departs. Other ways of offering Second Mile Service are as simple as refreshing a beverage at the table, assisting a parent with young kids to their table, or carrying a meal out to someone’s car. At Chick-fil-A Enos Ranch, Second Mile Service should be “Second nature”!
The key to providing Second Mile Service is showing honor, dignity and respect to all guests. We want to care for them in a special and personal way. Providing Second Mile Service is important in all positions and areas of our Restaurant. Being alert to guests and anticipating their needs is a great way to develop this behavior. We trust you will enthusiastically embrace this concept, and display a Second Mile Service attitude not only toward our guests, but also to your fellow Team Members and others!
Second Mile Service Requirements
Carrying trays from the counter to guest’s table for the elderly, those with disabilities, parents with small children, and any other guest needing additional assistance. We also take large catering orders out to the cars for our guests.
What You Can Expect from Chick-fil-A Enos Ranch
- To be treated fairly and professionally.
- To be compensated fairly for the work you perform.
- To be trained properly and effectively to succeed in the assigned job.
By providing direction, proper training, and the resources you need to do your job, we believe you will be a successful Team Member, working productively, efficiently and safely.
What Chick-fil-A Enos Ranch Expects from You
By providing direction, proper training, and the resources you need to do your job, we believe you will be a successful Team Member, working productively, efficiently and safely. One of the key advantages we have over other quick-service Restaurants is: Providing QUALITY Food AND SERVICE to our Guests.
You are challenged with the responsibility of CREATING RAVING FANS, which are the heart of Chick-fil-A Enos Ranch. We believe this can be done by applying the following commitments everyday:
- To provide extraordinary service to our guest.
- To be honest and dependable.
- To be an efficient, cooperative, and productive Team Member.
- To strive for perfection in your job performance.
- To show a pursuit for excellence and perfection in your job performance.
Accuracy of Employment Related Documents
Chick-fil-A Enos Ranch relies upon the accuracy of information contained in the employment application, as well as the accuracy of other information provided by Team Members throughout the hiring process and during employment. Any misrepresentations, falsifications, or material omissions in any of this information or data may result in Chick-fil-A Enos Ranch’s exclusion of the individual from further consideration for employment or, if the person has been hired, termination of employment.
Chick-fil-A Enos Ranch’s Leadership Team will strive to communicate to you through a variety of mediums because we realize an informed Team Member will be a productive and successful one. Some of the standard ways information important to you may be communicated are as follows:
- Team App, Slack or a similar smartphone app
- Written notices and bulletins
- Clock-in POS notifications
- Store meetings
- One-on-one discussions/meetings
- E-mail or standard mail
Chick-fil-A Enos Ranch does not require that you have a smart phone, however, communication will be made easier through the use of smart phone apps. A computer and or handheld device will be made available to you in the store if you do not have a smart phone, or choose not to use it for work related communication.
Employment at Will
Unless you have an individual, negotiated, written agreement signed by the Owner/Operator of Chick-fil-A Enos Ranch which states otherwise, your employment relationship with Chick-fil-A Enos Ranch is at-will. The policy of at-will employment means that employment with Chick-fil-A Enos Ranch is voluntarily entered into, and you are free to resign at-will at any time, with or without notice or cause. The policy also means that Chick-fil-A Enos Ranch may terminate your employment at-will at any time, with or without notice or cause. At-will employment also means that Chick-fil-A Enos Ranch may make decisions regarding other terms of employment, including but not limited to demotion, promotion, transfer, compensation, benefits, duties, and location of work at any time, with or without cause or advance notice. No representative of Chick-fil-A Enos Ranch other than the Owner/Operator has the authority to enter into any agreement for employment for a specified duration or to make any agreement for employment other than at-will. Any such agreement must be by individual agreement, in writing, and signed by the Owner/Operator.
Equal Employment and Nondiscrimination
Equal Employment Opportunity Policy
Chick-fil-A Enos Ranch is an equal opportunity employer and is committed to equal opportunity for all Team Members and applicants. Chick-fil-A Enos Ranch recruits, hires, trains, promotes, compensates, and administers all personnel actions without regard to an individual’s race, color, religion, sex, sex stereotype, pregnancy, gender, gender identity, gender expression, national origin, age, mental or physical disability, ancestry, medical condition, marital status, military or veteran status, citizenship status, sexual orientation, genetic information, or any other protected status of an individual or that individual’s associates or relatives. For purposes of this policy, gender includes gender identity and expression, transgender identity, pregnancy, breastfeeding, childbirth, or related medical condition, and gender stereotyping. This policy applies to all areas of employment, including recruitment, testing, screening, hiring, selection for training, upgrading, transfer, demotion, layoff, discipline, termination, compensation, benefits, and all other privileges, terms, and conditions of employment.
All Team Members must follow this policy. Any Team Member who violates this policy will be subject to disciplinary action, up to and including termination of employment.
Any Team Member who believes that they, or that another person, has been subjected to any form of unlawful discrimination must immediately bring the concern to the attention of a supervisor, manager, or directly to the Owner/Operator or Operations Director. All reports describing conduct that is inconsistent with this policy will be investigated promptly and effectively in accordance with the procedure outlined in the Policy against Sexual Harassment and Other Workplace Harassment.
Our commitment to equal employment opportunity applies to all persons involved in our operations and prohibits unlawful discrimination and harassment by any Team Member (including supervisors and co-workers), agent, client, guest, or vendor.
Reasonable Accommodations Policy
Chick-fil-A Enos Ranch stands committed to fulfilling its obligations under the Americans with Disabilities Act and all other applicable federal, state, and local statutes and regulations governing the work place. In that vein, and consistent with applicable law, Chick-fil-A Enos Ranch will provide reasonable accommodations to enable qualified individuals with a disability to perform the essential functions of their jobs, and to enable individuals to enjoy benefits and privileges of employment equal to those enjoyed by Team Members without disabilities, unless doing so creates an undue hardship, in accordance with all legal requirements. Every good faith effort will be taken by Chick-fil-A Enos Ranch to fulfill the objectives of this policy.
Any applicant or Team Member who requires an accommodation to perform the essential functions of the job should contact the Owner/Operator to request that accommodation. Chick-fil-A Enos Ranch will engage in an interactive process with an applicant or Team Member who requests an accommodation and make an individualized assessment of the request. If the accommodation is reasonable and will not directly threaten someone’s health or safety or impose an undue hardship. Chick-fil-A Enos Ranch will grant the accommodation. Chick-fil-A Enos Ranch may also propose and, where appropriate select, an alternative accommodation that allows the Team Member to perform the essential functions of their position. Providing a Team Member with a reasonable accommodation does not excuse the Team Member from meeting the job requirements and performance standards in their position.
Individuals seeking a reasonable accommodation may be required to provide medical verification of their disability and need for accommodation by submitting medical information to the Owner/Operator or Director of Operations. All medical information received will be treated as confidential in accordance with Chick-fil-A Enos Ranch policy and any applicable laws. Failure to submit requested documentation may affect Chick-fil-A Enos Ranch’s decision to grant or deny the requested accommodation.
Policy against Sexual Harassment and Other Workplace Harassment
Chick-fil-A Enos Ranch expects every Team Member to show respect for all of our colleagues, clients, associates, and vendors. Professional conduct furthers Chick-fil-A Enos Ranch’s mission, promotes productivity, minimizes disputes, and enhances our reputation. Accordingly, this policy forbids any unwelcome conduct that is based on an individual’s race, color, religion, sex, sex stereotype, pregnancy (which includes pregnancy, childbirth, and medical conditions related to pregnancy, childbirth, or breastfeeding), gender, gender identity, gender expression, national origin, age, mental or physical disability, ancestry, medical condition, marital status, military or veteran status, citizenship status, sexual orientation, genetic information, or any other protected status of an individual or that individual’s associates or relatives. For purposes of this policy, gender includes gender identity and expression, transgender identity, pregnancy, breastfeeding, childbirth, or related medical condition, and gender stereotyping. Chick-fil-A Enos Ranch is thus committed to providing a work environment that is free of unlawful discrimination, including harassment that is based on any legally protected status. Chick-fil-A Enos Ranch will not tolerate any form of harassment that violates this policy.
This policy and the law forbid any Team Member, manager, supervisor, officer, director, supplier, vendor, guest, or any other third party that a Team Member encounters in connection with Chick-fil-A Enos Ranch business to harass, discriminate, or retaliate against any Team Member, applicant, or contractor, intern, or volunteer, on the basis of any legally protected status or activity. This policy also prohibits offensive conduct that does not rise to a violation of the law, as explained below.
The conduct prohibited by this policy, whether verbal, physical, or visual, includes any discriminatory employment action and any unwelcome conduct that is inflicted on someone because of that individual’s protected status. Among the types of unwelcome conduct prohibited by this policy are epithets, slurs, negative stereotyping, intimidating acts, and the circulation or posting of written or graphic materials that show hostility toward individuals because of their protected status. Chick-fil-A Enos Ranch prohibits that conduct, even if the conduct is not sufficiently severe or pervasive to constitute unlawful harassment.
Sexual harassment deserves special mention. Harassing conduct based on gender often is sexual in nature but sometimes is not. This policy forbids harassment based on gender regardless of whether the offensive conduct is sexual in nature. Any unwelcome conduct based on gender is also forbidden by this policy regardless of whether the individual engaged in harassment and the individual being harassed are of the same or are of different genders.
According to the U.S. Equal Employment Opportunity Commission (“EEOC”), unwelcome sexual advances, requests for sexual favors, and other verbal, physical or visual conduct based on sex constitute unlawful sexual harassment when (1) submission to such conduct becomes an implicit or explicit term or condition of employment, (2) submission to or rejection of the conduct is used as the basis for any employment decision, or (3) the conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment.
This policy forbids harassment based on gender regardless of whether it rises to the level of a legal violation. Examples of gender-based harassment forbidden by this policy include (1) offensive sex-oriented verbal kidding, teasing or jokes, (2) repeated unwanted sexual flirtations, advances or propositions, (3) verbal abuse of a sexual nature, (4) graphic or degrading comments about an individual’s appearance or sexual activity, (5) offensive visual conduct, including leering, making sexual gestures, the display of offensive sexually suggestive objects or pictures, cartoons or posters, (6) unwelcome pressure for sexual activity, (7) offensively suggestive or obscene letters, notes or invitations, (8) offensive physical contact such as patting, grabbing, pinching, or brushing against another’s body, and (9) sexual favoritism.
Team Member Responsibility
Everyone at Chick-fil-A Enos Ranch can help assure that our workplace is free from prohibited discrimination or harassment.
Avoiding Prohibited Conduct
Everyone is expected to avoid any behavior or conduct that could reasonably be interpreted as prohibited harassment; no Team Members, or even the highest ranking individuals at Chick-fil-A Enos Ranch, are exempt from the requirements of this policy. Every Team Member is expected to inform management and/or the Owner/Operator of any person in the workplace whose conduct the Team Member finds unwelcome.
All incidents of alleged discrimination, harassment, retaliation, or other conduct inconsistent with this policy must be reported immediately.
Any manager or supervisor who is aware of conduct inconsistent with this policy or who receives a report of conduct inconsistent with this policy must report it immediately to the Owner/Operator.
If you feel you have experienced or witnessed any conduct that is inconsistent with this policy, you are to immediately notify the Owner/Operator or Director of Operations. These are the individuals authorized by this policy to receive and act upon complaints of discrimination, harassment, and retaliation on behalf of Chick-fil-A Enos Ranch. This policy does not require reporting discrimination, harassment, or retaliation directly to a Team Member’s immediate supervisor or to any individual who is creating the harassment, discrimination, or retaliation.
All reports describing conduct that is inconsistent with this policy will be investigated promptly and effectively. To that end, both the reporting party and the party who allegedly violated this policy will be offered an opportunity to be interviewed or to otherwise respond. Chick-fil-A Enos Ranch will take appropriate action once the report has been thoroughly investigated. That action may be a conclusion that a violation occurred, as explained immediately below. Chick-fil-A Enos Ranch might also conclude, depending on the circumstances, either that no violation of policy occurred, or that Chick-fil-A Enos Ranch cannot conclude whether or not a violation occurred.
If an investigation reveals that a violation of this policy or other inappropriate conduct has occurred, then Chick-fil-A Enos Ranch will take corrective action, including discipline up to and including termination, reassignment, changes in reporting relationships, training, or other measures as Chick-fil-A Enos Ranch deems appropriate under the circumstances, regardless of the job positions of the parties involved. Chick-fil-A Enos Ranch may take corrective action for any inappropriate conduct discovered in investigating reports made under this policy, regardless of whether the conduct amounts to a violation of law or even a violation of this policy. If the person who engaged in harassment is not employed by Chick-fil-A Enos Ranch, then Chick-fil-A Enos Ranch will take whatever corrective action is reasonable and appropriate under the circumstances.
Policy Against Retaliation
Chick-fil-A Enos Ranch forbids that any Team Member treat any other Team Member or former Team Member or applicant adversely for reporting discrimination or harassment, for assisting another Team Member or applicant in making a report, for cooperating in an investigation, or for filing an administrative claim with the EEOC or a state governmental agency. All Team Members who experience or witness any conduct they believe to be retaliatory should immediately follow the reporting procedures stated above.
In investigating and in imposing any corrective action, Chick-fil-A Enos Ranch will attempt to preserve confidentiality to the extent that the needs of the situation permit.
Application of the Policy to Non-Team Members
Chick-fil-A Enos Ranch’s policy also applies to the dealings of any Team Member with non-Team Members such as guests, vendors, and members of the public. Furthermore, the policy also applies to individuals who do business with Chick-fil-A Enos Ranch, who are present on Chick-fil-A Enos Ranch’s premises, or who interact with any Team Member of Chick-fil-A Enos Ranch while the Team Member is on-duty.
Open Door Policy
Chick-fil-A Enos Ranch has adopted an Open Door Policy for all Team Members. This means that every leader’s, supervisor’s or director’s “door” is open to every Team Member. The purpose of our Open Door Policy is to encourage open communication, feedback and discussion about any matter of importance to a Team Member. Chick-fil-A Enos Ranch’s open door policy means that Team Members of Chick-fil-A Enos Ranch are free to talk with any leader, supervisor, director and/or the Owner/Operator at any time.
If any area of your work is causing you concern, you have the responsibility to address your concern with your supervisor. Whether you have a problem, a complaint, a suggestion, or an observation, Chick-fil-A Enos Ranch’s leaders want to hear from you. By listening to you, Chick-fil-A Enos Ranch is able to improve, to address complaints, and to foster Team Member understanding of the rationale for practices, processes, and decisions.
Team Members are further encouraged to pursue discussion of their work-related concerns with the management official they have approached until the matters they have raised are fully resolved. Chick-fil-A Enos Ranch cannot guarantee that in each instance the Team Member will be satisfied with the result, but in each case an attempt will be made to explain the resolution of the matter to the Team Member, even when it is not the result that the Team Member sought. Chick-fil-A Enos Ranch believes that such concerns are best addressed through informal and open communication. Team Members may also submit a written complaint and direct it to the attention of the Owner/Operator as soon as possible after the events that give rise to the Team Member’s work-related concerns.
No Team Member will be disciplined or otherwise penalized for raising a good-faith concern. Chick-fil-A Enos Ranch will attempt to keep confidential all such expressions of concern, their investigation, and the terms of their resolution. At the same time, however, some dissemination of information to others may be appropriate during the process of investigating and resolving the Team Member’s concerns
Team Member Classifications
If you have questions regarding your eligibility for particular benefits, see the Owner/Operator.
Regular Full-time Team Members
A regular full-time Team Member is a Team Member who is normally scheduled to work and does work a schedule of 30 hours or more per week.
Regular Part-time Team Members
A regular part-time Team Member is a Team Member who is normally scheduled to work and does work a schedule of less than 30 hours per week. Part-time Team Members are not eligible for some Company benefits that may now or in the future be available to full-time Team Members.
Each position and job is designated as either non-exempt or exempt.
You will be advised of your Team Member classification at the time of hire, promotion, or transfer or if any other change in your position with Chick-fil-A Enos Ranch occurs. Because all Team Members are hired for an unspecified duration, assignment to any of these classifications does not guarantee employment for any specific length of time. Regardless of classification, employment is at the mutual consent of you and Chick-fil-A Enos Ranch.
Non-exempt Team Members
Full or part-time Team Members who are subject to the provisions of federal and state law requiring the payment of weekly and/or daily overtime are considered to be non-exempt.
Exempt Team Members
Team Members who are not subject to the provisions of federal and state law requiring the payment of overtime are considered exempt. In our industry, exempt Team Members normally include top-level executives, depending on their specific job duties and responsibilities. Chick-fil-A Enos Ranch intends to maintain the salary basis of all of its salaried exempt Team Members. Notwithstanding any other provision of this Handbook, Chick-fil-A Enos Ranch’s policies are to be interpreted in accordance with the salary basis requirements of the Fair Labor Standards Act and state law.
A Team Member’s exempt or non-exempt status may be changed only upon written notification from the Owner/Operator. Questions about your Team Member classification should be directed to the Owner/Operator.
Overtime Pay, Non-Exempt Team Members
When operating requirements or other needs cannot be met during regular working hours, Team Members may be scheduled to work overtime in accordance with all legal requirements. All overtime must be approved in advance by the Operations Director. Team Members who fail to work scheduled overtime or who work overtime without prior authorization, may result in disciplinary action up to and including termination of employment. Non-exempt Team Members must not perform any work “off the clock.”
All non-exempt Team Members will be paid a premium for overtime hours as follows:
Non-exempt Team Members will be paid one and one-half times their regular rate of pay for hours worked in excess of eight (8) hours in a work day and/or forty (40) hours in a workweek and for the first eight (8) hours worked on the seventh (7th) consecutive day worked in a workweek. Non-exempt Team Members will be paid two times their regular rate of pay for all hours worked in excess of twelve (12) hours in a workday and in excess of eight (8) hours worked on the seventh (7th) consecutive day worked in a workweek.
Overtime is based on actual hours worked. Paid time off for holidays, vacation, personal days, paid sick time and vacation does not count as “hours worked” for overtime purposes.
Hours and Days of Work
Business hours are generally Monday through Saturday, 6:30 AM to 10 PM.
The work week at the Restaurant begins on Sunday at 12 AM and ends on Saturday at 11:59 PM. In addition, the “workday” is defined as beginning at 12 AM each day and ending at 11:59 PM that evening.
Chick-fil-A Restaurants are, and always have been, closed on Sundays. Chick-fil-A’s founder, S. Truett Cathy, wanted to ensure that everyone had at least one day a week as an opportunity for rejuvenation, rest, and to pursue personal activities. At Chick-fil-A Enos Ranch, we are always closed on Sundays. Occasionally, it may be necessary to meet with our staff, conduct training or extra cleaning, or repair equipment on Sunday but we are never open to the public for business on Sunday or sell Chick-fil-A products on Sunday.
Work schedules will be posted by noon on Saturday for the workweek beginning the following Monday. Schedule change requests should be made before Tuesday evening of the preceding week. Once the request deadline has passed, you must work your scheduled shift or find a qualified Team Member to take your place. Any changes must be authorized by the scheduler, Operations Director, or Owner/Operator. Last-minute changes can be approved by the shift Supervisor or Manager on Duty.
Detailed instructions will be provided to you during orientation on the use of HotSchedules for requesting time off, trading shifts and general scheduling communication. Team Members are to report for work on time as scheduled and to work all scheduled hours. With the exception of sick leave, failure to report to work for your shift, without finding a Supervisor/Operations Director/or Operator approved replacement, may result in disciplinary action, up to termination.
When you work a shift of more than five (5) hours, Chick-fil-A Enos Ranch provides you with at least a thirty (30)-minute off duty, unpaid meal period before the end of the fifth (5th) hour of work, unless you work six (6) hours or less in a workday and you and Chick-fil-A Enos Ranch agree to voluntarily waive the meal period. You should begin your meal period by no later than the end of your fifth (5th) hour of work. You are relieved of all of your work duties during your meal period, and you are free to use your meal period time for whatever purpose you desire. This means you are not required to stay at the Restaurant. You are expected to return to work promptly at the end of your meal period.
When you work a shift of more than ten (10) hours, Chick-fil-A Enos Ranch provides you with a second thirty (30)-minute off-duty, unpaid meal period. However, if you work more than ten (10) hours in a day, but not more than twelve (12) hours, then you and Chick-fil-A Enos Ranch can agree to waive your second meal period.
Each non-exempt Team Member is required to record accurately the time they begin and end each meal period. Non-exempt Team Members must not perform any work “off the clock” during meal periods. Any time spent performing work during a meal period must be reported and also reflected on your time record.
Team Member Meals
As a Team Member, you will be allowed to eat a free meal as long as you have been scheduled for at least a 3-hour shift. This is a generous privilege amounting to essentially $1 or more per hour in compensation, and can be revoked if the policy is abused in any way. If you are late to clock in for your shift, even one minute, you will only receive ½ of your authorized meal subsidy.
Your free meal is limited to one entrée sandwich, 8-count nugget, or 3-count strips, small soup and one side item (medium waffle fries, small fruit cup, small kale salad or side salad) or one entrée salad of your choice, large soup or grilled wrap with no side. Parfaits, shakes, and dessert items are excluded as choices. Breakfast items allowed are one breakfast sandwich, biscuit, 4-count mini, breakfast burrito or breakfast bowl and a side item (hash brown or small fruit cup).
Drinks consumed while working will be provided to Team Members at no cost provided you use a hard plastic cup with a lid for cold drinks, or cup designed for hot drinks (not glass or ceramic) with a lid if you choose to drink coffee. You may bring this cup from home (must have a lid), or you may purchase one from the store. If you do not have a cup, you may purchase a small 14-oz Chick-fil-A styrofoam cup or coffee cup for 50¢ and use it for the duration of your shift. You may not use the same cup for subsequent shifts. Milk shakes, juice, milk, lemonade, iced coffee or frosted beverages are also excluded as choices. Please use the same cup throughout your shift and keep in the break area with your name and lid on it. You MUST dispose of or take home your drink cup at the end of your shift. This will ensure the break area is kept as clean as possible for the rest of the Team.
Failure to NOT throw away your cup or keep the break area clean will result in disciplinary action, if this practice is recurring.
The following rules and conditions apply to this Team Member meal benefit:
- If you are not working a shift long-enough to be afforded a 30-minute meal break (greater than 5 hours) you may get your meal before or after your shift. If you desire the free meal option as outlined above, you must eat your meal in the restaurant. If you desire to carry out your meal away from the restaurant, your meal options are still as above, but your benefit is reduced by 50%.
- If you desire your meal prior to your shift, you must wait in line as a guest, and you must eat in the dining room. You should plan your time accordingly so as to be fully prepared to clock in for your shift on time.
- When going on break, Team Members must clock out and wait in line as if a guest. A Team Member cashier may ring up your meal, but a Team Leader or above must approve the transaction. If you were late to clock in, you are expected to tell the Team Leader that you were late, and your meal subsidy will be reduced by 50%.
- If you are electing to eat a free meal during your meal break, you must do so in the dining room, or on the outside patio. Please remove your nametag. This will signal to the guests that you are “off-duty”. While you may take your break off the premises, you may not take your meal off the premises.
- You are responsible for cleaning up after yourself at the completion of your break, including washing any dishes you may have used.
- Under this policy, you may not take any unfinished portion of any free meal provided or received out of the Restaurant. Food outside this policy must be purchased at full price.
- You may take drinks out of the Restaurant at the end of your shift, provided you use your own hard-plastic cup, or have purchased a daily-use only styrofaom cup.
Team Members are authorized and permitted to take one ten (10)-minute paid rest break for every four (4) hours worked or major fraction of four (4) hours. Rest breaks should be taken as close to the middle of each four (4)-hour work period as possible. You are encouraged to take all authorized rest breaks each workday.
If you work more than six (6) hours in a day, then you are authorized and permitted to take two (2) paid rest breaks that day. If you work six (6) hours or fewer, then you are authorized and permitted to take one (1) paid rest break each day. If you work more than ten (10) hours in a day, then you are authorized and permitted to take an additional rest break. Team Members working fewer than three and one half (3-1/2) hours in a day are not entitled to a rest break.
Team Members may not add their rest breaks to their meal period as a means of taking a longer meal period. Team Members also should not work through their meal period or rest breaks in order to arrive late or leave early.
The following chart summarizes the applicable meal and rest periods authorized and permitted under this policy based on the number of hours worked in a given workday:
(10 minutes paid)
(30 minutes unpaid)
Under 3.5 hours
3.5 – 5.0
1 rest period
5.1 – 6.0
1 rest period
1 meal period
6.1 – 10.0
2 rest periods
1 meal period
10.1 – 14.0
3 rest periods
2 meal periods
Timekeeping Requirements and Recording Work Hours
Accurately recording time worked is the responsibility of every non-exempt Team Member. Time worked is all the time actually spent on the job performing assigned duties. Each non-exempt Team Member is required to record accurately the time they begin and end their work, as well as the beginning and ending time of each meal period, and the beginning and ending time of any split shift or departure from work for personal reasons.
All Team Members are required to record hours worked by using an assigned Team Member number to clock in and out. This time includes the beginning of the day, the beginning and end of meal periods, and the end of the workday. You may not clock in or work more than 2 minutes before the shift begins and you are expected to clock out and stop working no more than 2 minutes before or after your shift is scheduled to end, unless otherwise instructed. Working off the clock is prohibited.
All non-exempt Team Members must record their work time exactly as that time is worked – without exception. If a Team Member forgets to clock in or out or makes an error regarding his/her time worked, the Team Member should notify the Operations Director who must make the correction. Any Team Member who fails to follow these timekeeping policies may be subject to disciplinary action, up to and including termination of employment. If requested, it is the Team Member’s responsibility to sign his or her time record to certify the accuracy of all time recorded. The Administrative Director will audit the time clock reports for accuracy and procedural compliance.
Altering, falsifying or tampering with timekeeping records, recording on your time card hours not worked, working hours not recorded on your time card (i.e., working “off the clock”), having someone else record your time or recording another Team Member’s time, and performing overtime work not specifically authorized in advance are all serious violations of company policy which may result in disciplinary action, up to and including termination. If anyone encourages you to work “off the clock” or otherwise falsify your time record, you must notify the Owner/Operator immediately.
Payment of Wages
Team Members will receive their paychecks every other week on a Friday between 2 PM and 5 PM local time.
If a regular payday falls on a holiday, Team Members will be paid on the preceding workday. Chick-fil-A Enos Ranch does not permit advances against paychecks.
Non-exempt Team Members are required to record hours worked including arrival times, departure times and any unpaid meal breaks. Any missed entries should be reported to a supervisor immediately. Proper and consistent recording of time ensures proper and timely payment. Failure to record properly will result in disciplinary action up to and including termination of employment.
Direct Deposit and Deductions
Chick-fil-A Enos Ranch encourages all Team Members to take advantage of the direct deposit system, i.e. the automatic direct deposit of your paycheck into your bank account. If either of these days fall on a Saturday, Sunday or holiday, your account will be credited on the preceding business day. We will deduct from your check any personal expenditures, or insurance premiums you authorize.
Also, Chick-fil-A Enos Ranch is required by law to make certain deductions from your paycheck including social security (F.I.C.A.), federal income tax and state income tax. In some cases, mandatory deductions must be made for garnishments or wage assignments.
Reimbursement of Expenses
Team Members who are required to incur necessary expenses as a consequence of their work will be reimbursed for such expenses, upon timely submission of receipts and a request for reimbursement. Team Members must receive approval from their supervisor before incurring the expense.
Team Member Rules and Performance
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 the Restaurant.
Your main responsibility as a Team Member is to help provide our guests with efficient, courteous service, quality food, and a clean, pleasant environment for their dining experience.
Please remember to always smile at the guest and be friendly.
Please remember to treat every guest (and all individuals) with honor, dignity and respect.
Although we strive for quick service, please do not rush a guest.
Please do not argue with a guest. If you have a situation with a guest that you cannot handle or that the guest feels has not been handled adequately, then notify a supervisor or manager on duty.
Generally, you should stay at your assigned station, unless otherwise directed by your supervisor or manager on duty or in the case of an emergency.
The following responsibilities are also a part of everyone’s job at Chick-fil-A Enos Ranch, and vital to providing our guests with the best possible experience every time they visit:
- When you are working as a cashier or otherwise providing food orders to guests, always double-check the order to ensure it is correct before giving it to the guest.
- When you are working as a cashier, never leave a cash register drawer open. Only work out of the drawer assigned to you.
- Everyone is responsible for helping to ensure that stock is rotated properly.
- Everyone is responsible for helping to ensure that the Restaurant is as clean as possible.
- Avoid wasting food, paper products, cleaning supplies, etc.
These lists are not all-inclusive or exhaustive. Other responsibilities apply to every job with Chick-fil-A Enos Ranch.
Age Restricted Activities
Chick-fil-A Enos Ranch complies with all federal, state and/or local laws regarding the employment of individuals under the age of 18. As provided by applicable law, for Team Members who are 14-17 years old, performing certain tasks is prohibited. In addition, pursuant to applicable law, certain hours of work restrictions apply to Team Members under age 18, particularly those who are 14-15 years old. Information concerning the employment of individuals under the age of 18, including any age-restricted activities and hours of work, can be found in the employment postings at Chick-fil-A Enos Ranch. If you have any questions regarding these issues, please see your supervisor, manager on duty, Operations Director, or the Owner/Operator
If you are in doubt as to whether you are prohibited from performing a particular activity or working during a particular time period due to your age, then you should refrain from performing the task or working at the particular time until you have consulted with manager or the supervisor on duty and obtained proper guidance and direction.
If you are a minor and require a work certificate or permit to be on file as a condition of employment, you must obtain and provide your manager a fully completed certificate or permit before you may perform any work at Chick-fil-A Enos Ranch or at any company event.
Code of Conduct
To work together most effectively as a team, it is important that we all recognize and understand the rules and regulations stated below and elsewhere in this Handbook. These rules and regulations are designed to insure fair and consistent treatment and to clarify each person’s responsibilities.
In general any act, the consequence of which might result in harm to Chick-fil-A Enos Ranch or its Team Members or guests, which violates a company policy or which interferes or tends to interfere with the rights or property of Chick-fil-A Enos Ranch or its Team Members or guests, may subject the offender to disciplinary action.
The following rules are intended to provide a general guide to the type of conduct which may be considered sufficient grounds for disciplinary action. The disciplinary action, ranging from a reprimand to immediate discharge, depends upon the circumstances of each case. Repeated violations of these rules may result in discharge even when separate offenses might be considered minor.
Conduct other than that listed below may also result in interfering with efficient operation or in harming other Team Members, thereby necessitating appropriate discipline. Thus, the following list is not intended to be all inclusive.
Team Members who commit any of the following acts, which have been determined to be violations of acceptable work behavior, may be subject to disciplinary action. The nature of the disciplinary action in any given case will depend upon the seriousness of the offense, the circumstances surrounding it and/or the prior work record of the Team Member(s) involved:
- Use of profanity or abusive language toward Team Members, guests or other persons on Chick-fil-A Enos Ranch’s premises or while performing company work.
- Outside employment or activities which interfere with regular working hours or productivity.
- Failure to maintain good housekeeping and sanitation on company premises.
- Failing to properly report an injury or accident or falsely claiming injury.
- Gambling on company premises, including lottery pools, sports pools, etc.
- Violation of or disregard of the rules and regulations stated in this manual or in other company policy.
- Failure to notify Chick-fil-A Enos Ranch of your absences, vacations or other schedule variations which cause you to be away from work during your scheduled work hours.
- Failure to maintain satisfactory productivity and quality of work.
- Excessive absenteeism or tardiness.
- Violation of company policies, including any policies relative to equal employment opportunities.
Team Members who commit any of the following acts, which have been determined to be serious violations of acceptable work behavior, may be subject to immediate termination on the first offense:
- Insubordination or refusal or failure to obey instructions.
- Using, possessing, passing, or selling, or working or reporting to work under the influence of, alcoholic beverages or any drug, narcotic or other controlled substance on Chick-fil-A Enos Ranch premises at any time or while performing company work.
- Theft, misuse or unauthorized possession or removal of company, Team Member, vendor or guest property.
- Possession of dangerous weapons or firearms on company premises.
- Violence or threatening behavior.
- Making false and disparaging statements or spreading rumors which might harm the reputation of our Team Members or guests.
- Exceeding your assigned authority, including disclosing or providing access to unauthorized persons (whether Team Members or third parties) confidential information regarding Chick-fil-A Enos Ranch or its business.
- Abuse, damage or deliberate destruction of Chick-fil-A Enos Ranch’s or a guest’s property or the property of Chick-fil-A Enos Ranch’s Team Members or vendors.
- Disorderly conduct on Chick-fil-A Enos Ranch’s property, such as horseplay, threatening, insulting or abusing any Team Member, guest or vendor or fighting or attempting bodily injury of anyone at any time on Chick-fil-A Enos Ranch’s premises or while performing company work.
- Violation of Chick-fil-A Enos Ranch’s Equal Employment Opportunity or Non-Harassment Policies.
Workplace Violence Policy
Chick-fil-A Enos Ranch has adopted a policy of zero tolerance for workplace violence. This is because Chick-fil-A Enos Ranch recognizes that workplace violence is a problem that needs to be addressed by all Team Members and employers. Consistent with this policy, Chick-fil-A Enos Ranch will not tolerate acts or threats of physical violence, including intimidation, harassment, and/or coercion which involve or affect Chick-fil-A Enos Ranch’s Team Members, guests, vendors, or which occur on company property.
Acts or Threats of Violence Defined
“Threats or acts of violence” include conduct against persons or property that is sufficiently severe, offensive, or intimidating so as to alter the employment conditions at Chick-fil-A Enos Ranch or to create a hostile, abusive, or intimidating work environment for one or more of Chick-fil-A Enos Ranch’s Team Members.
Specific Examples of Prohibited Conduct
Specific examples of prohibited conduct that may be considered “threats or acts of violence” under this policy include, but are not limited to, the following:
- Hitting or shoving an individual.
- Threatening to harm an individual or his or her family, friends, associates, or their property.
- The intentional destruction or threat of destruction of property owned, operated, or controlled by any Team Member, leader, cashier, vendor, or by Chick-fil-A Enos Ranch.
- Harassing or threatening an individual by making telephone calls, or sending letters or other forms of written or electronic communications.
- Intimidating or attempting to coerce an individual to do wrongful acts.
- Harassing surveillance, also known as “stalking,” or the willful, malicious, or repeated following of another person.
- Making a threat with intent to place the other person in reasonable fear of his or her safety.
- Making a suggestion or otherwise intimating that an act to injure persons or property is “appropriate,” without regard to the location where such a suggestion or intimation occurs.
- Unauthorized possession or inappropriate use of firearms, weapons, or any other dangerous devices on Chick-fil-A Enos Ranch’s property.
Chick-fil-A Enos Ranch’s prohibition against threats and acts of violence applies to all persons involved in Chick-fil-A Enos Ranch’s operation, including but not limited to Team Members, leaders, supervisors, cashier’s, vendors, contract and temporary workers, and anyone else on Chick-fil-A Enos Ranch’s property. Violations of this policy by any individual on company property, by any individual acting as a representative of Chick-fil-A Enos Ranch while not on company property, or by any individual acting off of company property when his or her actions affect the public interest or Chick-fil-A Enos Ranch’s business interests will be responded to with discipline and/or legal action, as appropriate. Violation by a Team Member of any provision of this policy may lead to disciplinary action, up to and including termination. This policy and any sanctions related thereto are to be deemed supplemental to applicable local, state, and federal laws.
Team Member Obligations
Each Team Member of Chick-fil-A Enos Ranch and every person on Chick-fil-A Enos Ranch’s property is subject to this policy. In addition, any individual is encouraged to report incidents of threats or acts of physical violence of which he or she is aware. In cases where the reporting individual is a Team Member, the report should be made to the reporting individual’s immediate supervisor, a management level Team Member (if the immediate supervisor is not available), or the Owner/Operator. Supervisory personnel shall promptly refer any such incident to appropriate management level personnel, who in turn shall take corrective action in consultation with the Owner/Operator. Concurrent with the initiation of any investigation leading to proposed disciplinary action, Chick-fil-A Enos Ranch shall determine whether it will report the incident to local law enforcement agencies. Nothing in this policy alters any other reporting obligation established in Chick-fil-A Enos Ranch’s policies or in federal, state, or local law.
At the discretion of Chick-fil-A Enos Ranch, any Team Member exhibiting warning signs, symptoms, and risk factors relative to workplace violence may be requested to submit to a medical evaluation to determine the Team Member’s fitness for duty.
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:
- At the beginning of your shift, you have the right to have your drawer counted to ensure that there is the agreed-to starting change in the drawer.
- You have the right to ask that you are the only person to use your register while you are signed into a register.
- Should it be necessary to obtain change during your shift, contact a team or shift leader, or the Operator, to make change. Cashiers should not make change with other cashiers.
- Should it be necessary to skim your drawer, both the cashier and the manager skimming the drawer have the right to count the skim.
- When you finish your shift, you have the right to have the drawer counted with a supervisor or manager on duty to ensure accuracy.
- It is against our 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.
- Team Members should never store or place cash or coupons in their pockets or otherwise on their persons.
- Coupons (including Be Our Guest (BOG) / Digital Offer Cards (DOC)) are to be treated like cash. Any improper distribution of coupons will result in disciplinary actions.
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 Enos Ranch may investigate all losses for possible prosecution.
Punctuality and Attendance
You will be advised of your work schedules, which are posted by noon on Saturday for the workweek beginning the following Monday. It is your responsibility to know your schedule and to report ready for work on time.
Team Members are expected to be punctual and regular in attendance. Team Members are expected to report to work as scheduled, on time and prepared to start work at the beginning of their shifts and at the end of lunch periods. Team Members also are expected to remain at work for their entire work schedule, except for meal periods or when required to leave on authorized company business. Late arrival, early departure or other absences from scheduled hours are disruptive and should be avoided. When you arrive for your shift, do not loiter around the front counter waiting for time to clock-in. If you are physically present at the time of your shift starting, and were otherwise unable to clock in on time based on a situation out of your control (i.e. congestion at the POS terminal), speak with a supervisor or Manager on Duty and your time punch may be corrected. You may clock-in up to 2 minutes early. If you are a minor and it is a school day, pay careful attention to this. 15 year olds are limited to a (3) three hour shift, while 16 and 17 year olds are limited to (4) four hours. If you have been scheduled for a full 3 or 4 hour shift, you will have to clock out 2 minutes early. Please avoid this situation if at all possible, but let your supervisor know if you are in that situation. Do not clock in any earlier or stay late without supervisor or Manager on Duty approval.
Non-exempt Team Members are not permitted to work beyond your normal work schedule without the express approval of your supervisor.
Absences and Tardiness
Absence is defined as any time a Team Member is scheduled to work and does not report for work. This includes any day not at work during the normal workweek, or on a scheduled overtime day. This does not include approved time off such as approved vacations, company holidays, approved leave of absence, or jury duty.
Tardiness is defined as when a Team Member fails to work the regularly scheduled workday, unless otherwise directed by the supervisor. This includes arriving at work after starting time, returning late from lunch or break periods, not being properly dressed and ready for work, or leaving work before the end of the workday.
Reporting Absenteeism or Tardiness. If you will be absent from or tardy for work for any reason, you must call your supervisor at least three hours before the beginning of your scheduled shift to provide: (1) an explanation for the absence, and (2) a date/time when you will report to work. Obviously, if you know of a required absence from work in advance, you must inform your supervisor as far in advance as possible, so that the supervisor can adjust the work schedule accordingly. In certain instances – and at the discretion of the Owner/Operator – an absence is to exceed one day, you must provide your supervisor with an update at the beginning of each day of the absence, until a return to work date has been established.
If you must leave work early because of illness or other unavoidable reasons, you must personally notify your supervisor and obtain approval before departure.
Excessive absenteeism or tardiness (whether paid or not) and/or failure to properly notify your supervisor may result in disciplinary action, up to and including suspension and or discharge of employment. Team Members will not be subject to discipline for legally protected absences.
If the Team Member fails to report for work without any notification to the Team Member’s supervisor and the Team Member’s absence continues for a period of two days, Chick-fil-A Enos Ranch may consider that the Team Member has abandoned his or her employment and has voluntarily resigned.
Employment of Relatives and Personal Relationships
It is the policy of Chick-fil-A Enos Ranch to foster a positive Team Member relations environment for all Team Members. In keeping with this philosophy, we also recognize as an organization that personal relationships can and do occur among Team Members. To avoid the appearance of favoritism, to maintain objectivity and appropriate expectations regarding performance, and to avoid potential harassment and discrimination claims, this policy describes the Restaurant’s expectations when a Team Member engages in a personal relationships with other Team Members.
“Manager/Supervisor” is defined as someone having the ability to hire, discipline, coach, assign work, terminate, and/or evaluate staff.
“Subordinate” is defined as any Team Member who reports to a manager or supervisor, whether directly or through one or more additional layers of management.
“Personal Relationship” is defined as a social relationship between Team Members who have or have had a relationship of a romantic or sexual nature, including a boyfriend, girlfriend, or significant other.
Individuals in supervisory positions or other influential roles are subject to more stringent requirements under this policy due to their status as role models, their access to sensitive information, their ability to influence others and to affect working environments or conditions of employment.
Off-duty conduct is generally regarded as private, as long as such conduct does not create problems within the workplace. An exception to this principle, however, is a personal relationship between a supervisor and a subordinate if the relationship is deemed to impact and/or influence working conditions. To that end, all supervisors, managers, executives or anyone else in a sensitive or influential position are prohibited from engaging in a personal relationship (romantic, sexual, co-habitant, marriage) with direct subordinates, whether at work or on personal time.
Restrictions on personal relationships apply regardless of the sexual orientation the Team Members involved. Thus, this policy applies equally to opposite-sex and same-sex relationships.
This policy applies only to consensual personal relationships between Team Members. Unwanted sexual attention (including physical contact) and sexually oriented behavior with the purpose or effect of creating an offensive environment is strictly prohibited pursuant to our Policy against Sexual Harassment and Other Workplace Harassment.
Chick-fil-A Enos Ranch has high standards concerning uniforms and personal appearance, as this is an important element of providing outstanding service to and instilling confidence in our customers. A professional uniform and overall appearance will communicate to customers that we care about customer service, quality, and cleanliness.
All uniforms items (including belts, outerwear, and caps) must be from Chick-fil-A Team Style collection. All garments should fit properly and be cleaned, and in good condition (i.e., no holes, fraying, stains, discoloring, etc.). 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. Additional shirts, pants and parts of the uniform may be purchased by Team Members at their own personal expense. Your free uniform consists of shoes, pants, shirt, belt and nametag. Caps are optional and can be purchased from the store. Other items, such as jackets, may be provided depending upon your position.
Proper under garments must be worn by all Team Members.
Chick-fil-A name badges must be worn at all times, on outermost garment, on the Team Member’s right chest. Other miscellaneous pins, buttons, stickers, and/or ribbons may not be worn on the uniform or affixed to nametag.
All shirts (except maternity tops) must be worn tucked in. Chef’s coats are not to be tucked in
Polo shirts must be worn with either all buttons fastened, or at most the top button unfastened.
T-shirts sleeve length should not extend below bottom edge of the team style shirt sleeve. Mock turtle necks from the team style collection, may only be worn under polo shirts, (woven, dash front, shirt or sweater vest).
Pants must fit properly, and must be hemmed to fold at mid-point of the heel, cuff and/or pegged pants are not acceptable.
Team style belt must be worn and must be trimmed so that it does not hang below the belt line.
Shoes will be black in color and slip resistant. A pair of shoes will be provided to you at no cost from the Shoes for Crews line. Other styles are available and can be purchased at the Team Member’s expense over and above the price of the basic shoe provided. Closed heel and closed toe styles required, and different styles must be approved by the Owner/Operator.
Shoes must fit properly with laces tied, unless limited by temporary medical conditions, requiring temporary medical device, due to broken bones, surgeries, etc.
Team Members must wear black socks.
Jewelry (including medical alert jewelry) must be modest in size to help prevent the cross-contamination, and worn in good taste so as not to be distracting to guests, or fellow Team Members.
Any necklace worn should be tucked inside clothing, to avoid being a safety hazard.
Rings must be limited to a plain band, not to be worn on thumbs.
In food preparation areas, rings if worn, must be worn with glove hands, to avoid food contamination, or from catching on equipment.
Wrist watches, and or, medical alert bracelets, must be conservative in size, and appearance, they should not have gemstones, that could come loose. Other bracelets or wrist bands, (e.g., rubber or string, etc.) may not be worn.
Earrings must be limited to plain stud earrings (no inset gemstones or dangling earrings, including hoops of any size).
Team Members may have no more than two earrings per ear and worn only in the earlobe.
Jewelry and pierced body parts exposed to guests, other than the earlobe are not acceptable.
Good personal hygiene is expected of Team Members when they report to 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 guests or fellow Team Members. Hair styles must be neat and professional in appearance.
Hair that falls around face must be tied back using a simple hair band or barrette without dangling parts.
Facial hair, other than a neatly trimmed mustaches, is unacceptable. Sideburns must be trimmed to be no longer than the bottom of the earlobe, and be consistent with the sides from top to bottom.
Makeup must be subdued and worn in good taste so as not to be distracting to guests and fellow Team Members.
Fingernails must not extend from fingertips when viewed from the open palm. Finger nail polish must not be worn when in the food preparation area; if worn, it must be a solid color worn in good taste and worn only in guest service areas.
Acrylic nails and finger nail gems must not be worn.
Tattoos on any part of the neck and/or face are not acceptable. Tattoos on these visible areas must be covered by approved uniform or by waterproof makeup.
Chick-fil-A Enos Ranch will reasonably accommodate Team Members’ religious beliefs and/or disabilities in terms of grooming standards unless the accommodation creates an undue hardship. Reasonable accommodations will be determined by using an interactive process. For questions regarding appropriate workplace attire and/or reasonable accommodations, please see your manager or the Owner/Operator for details.
Solicitation or distribution of literature by persons not employed by Chick-fil-A Enos Ranch is prohibited at all times on company property. You may not solicit your co-workers or distribute literature for any purpose during working time. Working time includes the working time of the co-worker doing the soliciting or distributing and the co-worker to whom the soliciting or distributing is being directed, but does not include meal periods, scheduled breaks, times before or after a shift, sending of e-mail while not on duty, or other times when co-workers are properly not performing their job duties. Distribution of hard copy literature in work areas is prohibited at all times.
With the exception of the terms and conditions of employment with Chick-fil-A Enos Ranch, all non-public information concerning intellectual property of any kind, and client/guest, agent, vendor, and/or distributor lists are to be regarded as confidential information. In addition, all information concerning Chick-fil-A Enos Ranch’s Team Members, including without limitation personal or private information, is confidential in nature. Documents or recordings containing such information are not to be taken from Chick-fil-A Enos Ranch’s premises and the information contained therein is not to be divulged to persons outside Chick-fil-A Enos Ranch. Disclosure of confidential information will result in termination of employment and possible prosecution.
Confidentiality of Team Member Medical Information
Team Members have a legally protected privacy interest in their confidential medical information. Chick-fil-A Enos Ranch may, from time to time, receive medical information concerning Team Members, either in connection with medical certification for a leave of absence or accommodation request, or otherwise. Chick-fil-A Enos Ranch has developed procedures to ensure the confidentiality of Team Member medical information and protect it from unauthorized use and disclosure. These procedures include instruction to Team Members, supervisors and agents that come in contact with Team Member medical information about the confidentiality of such information, and security systems restricting access to files containing medical information of Team Members.
Medical information of Company Team Members shall not be used or disclosed unless the person to whom the information pertains has signed an authorization for its use or disclosure, except that the medical information may be disclosed if: (1) it is used in the administration of Chick-fil-A Enos Ranch’s Team Member benefit plans, for workers’ compensation purposes, or for determining the patient’s eligibility for paid and unpaid leaves from work for medical reasons, (2) it is needed by a healthcare provider to diagnose or treat the Team Member and the Team Member is unable to authorize the disclosure, (3) the Team Member has placed the information in issue in a lawsuit, arbitration, grievance or other proceeding between Chick-fil-A Enos Ranch and the Team Member, or (4) Chick-fil-A Enos Ranch is required to disclose it by law.
Any Company supervisor who receives medical information of any kind about a Team Member, including information obtained in connection with a Team Member’s absence from work or request for a leave of absence, must disclose such information immediately to the Owner/Operator. In order to assure confidentiality, the information should be communicated to the Owner/Operator in a face-to-face communication, by telephone from a secure, private location, or in a writing placed in a sealed envelope delivered directly to the Owner/Operator. Confidential medical information should not be transmitted by e-mail.
When a Team Member’s work performance or behavior falls below company standards, Chick-fil-A Enos Ranch may take corrective action to address the issue as it deems appropriate under the circumstances. Where progressive discipline is appropriate, the following types of disciplinary action may be taken (depending upon the circumstances), and generally may be taken in this order as appropriate:
- Verbal warning(s)
- Written warning(s)
- Suspension without pay
Disciplinary actions will be approached on a case-by-case basis, taking into account all the relevant facts and factors of the situation. Therefore, Chick-fil-A Enos Ranch retains the right to skip any of these steps of progressive discipline if circumstances necessitate. We also reserve the right to discipline Team Members at any time for inappropriate conduct or behavior, whether or not such conduct is referenced or mentioned in this Handbook.
Nothing in this policy constitutes a contract of employment based on any specified conditions, implied or otherwise, and in no way alters Chick-fil-A Enos Ranch’s policy of at-will employment.
Chick-fil-A Enos Ranch will strive to formally evaluate work performance at least annually. However, the frequency of performance evaluations will ultimately vary depending upon your length of service, job position, past performance, changes in job duties or recurring performance problems. Chick-fil-A Enos Ranch will also strive to provide you with on-the-job feedback and counseling regarding your performance.
Your performance evaluations may review factors such as the quality and quantity of the work you perform, your knowledge of the job, your initiative, your work attitude and your attitude toward others. The performance evaluation should help you become aware of your progress and areas for improvement. After your review you will be required to sign the evaluation report to acknowledge that it has been presented to you and discussed with you by your supervisor, and that you are aware of its contents.
You should note that a good performance evaluation does not guarantee a pay raise, because pay increases may not occur every year, nor is a good performance evaluation or a pay raise (or any other compensation or incentive) a promise of continued employment.
Your employment at Chick-fil-A Enos Ranch is expressly at the will of you and Chick-fil-A Enos Ranch. Either you or Chick-fil-A Enos Ranch may terminate the employment relationship with or without cause and with or without notice at any time. Nothing in this policy alters at-will employment.
All new hires are subject to an introductory probation period, which is intended to give new Team Members the opportunity to demonstrate their ability to achieve a satisfactory level of performance and to determine whether the new position meets their expectations. Chick-fil-A Enos Ranch uses this period to evaluate Team Member capabilities, work habits, and overall performance. It is also a time to get to know your co-workers, your supervisor, the culture and the tasks involved in your job, as well as to become familiar with Chick-fil-A Enos Ranch. If you are considered a full-time Team Member, your probationary period will last 60 days. If you are considered a part-time Team Member, the probationary period will last 90 days. Full-time Team Members who have chosen to receive health insurance benefits will receive those benefits on the first day of the month following their 60th day of employment.
Changes to Personal Information
Current personnel information is required by law and necessary for the administration of benefit plans and other employment purposes. Therefore, it is essential that our personnel records are current and accurate. It is your responsibility to notify the Owner/Operator immediately concerning any changes in your name, address, telephone number, marital status, relationship with and total number of dependents, person to notify in case of emergency, physical or other limitations, and insurance coverage or beneficiary.
Chick-fil-A Enos Ranch maintains a personnel file on each associate. Personnel files are Company property, and access to their contents is restricted. Generally, only supervisors and management personnel with a legitimate reason to review information in a file may do so.
In California, current or former Team Members, or their authorized representative, have the right to inspect or receive a copy of their personnel records in accordance with applicable law. For purposes of this policy, “authorized representative” means a person authorized in writing by you to inspect, or receive a copy of, your personnel records. A request to inspect or receive a copy of your personnel records must be made in writing to the Owner/Operator. Your request will be fulfilled within thirty (30) days of Owner/Operator’s receipt of your written request.
If you request a copy of your file, then you must pay for the actual cost of reproduction. If you request that the file be mailed to you or your authorized representative, then you must pay for the cost of postage as well.
Social Media Policy
At Chick-fil-A Enos Ranch, we understand that social media can be a fun and rewarding way to share your life and opinions with family, friends and co-workers around the world. However, use of social media also presents certain risks and carries with it certain responsibilities. To assist you in making responsible decisions about your use of social media, we have established these guidelines for appropriate use of social media.
The same company principles and guideline that apply to your off-line activities apply to your activities online. Ultimately, you are solely responsible for what you post online. Before creating online content, consider some of the risks and rewards that are involved. Keep in mind that any of your conduct that adversely affects your job performance, the performance of fellow associates or otherwise adversely affects guests, vendors or suppliers may result in disciplinary action up to and including termination.
Express Only Your Personal Opinions
Never represent yourself as a spokesperson for Chick-fil-A Enos Ranch. If Chick-fil-A Enos Ranch is a subject of the content you are creating, be clear and open about the fact that you are a Team Member and make it clear that your views do not represent those of Chick-fil-A Enos Ranch, fellow associates, members, clients, suppliers or people working on behalf of Chick-fil-A Enos Ranch. If you do publish a blog or post online related to the work you do or subjects associated with Chick-fil-A Enos Ranch, make it clear that you are not speaking on behalf of Chick-fil-A Enos Ranch. It is best to include a disclaimer such as “The postings on this site are my own and do not necessarily reflect the views of Chick-fil-A Enos Ranch.”
Retaliation is Prohibited
Chick-fil-A Enos Ranch prohibits taking negative action against any Team Member for reporting a possible violation of this policy or for cooperating in an investigation. Any Team Member who retaliates against another Team Member for reporting a possible violation of this policy or for cooperating in an investigation will be subject to disciplinary action, up to and including termination.
Team Member Telephone Calls
Telephone calls made during working hours should pertain to company business only. Personal calls are discouraged during working time, except in the case of extreme emergencies. Generally, Team Members should wait to make personal calls until they are on a break or off-duty.
Cell Phone and Other Personal Electronic Devices
Unless otherwise authorized by the Owner/Operator, cell phones and other personal electronic devices may not be used or worn while you are working. If you choose to bring a personal cell phone or similar device to work, it must be turned off or to “silent” mode so as not to be disruptive to the workplace. Please inform friends and family that if they call your cell phone or text you while you are working that you are only able to respond during your break periods. Cell phone calls and texting during break periods are only permitted in designated break areas.
Chick-fil-A Enos Ranch prohibits Team Members from using any personal electronic device while driving, or during work unless the device permits hands-free listening, talking or texting, and is so used while driving. Violation of this policy may lead to disciplinary action up to and including termination of employment. Further, Team Members are advised that any vehicle citations they may receive for violating any driving laws, including cell phone/personal electronic device usage laws, are the Team Members’ responsibility. Chick-fil-A Enos Ranch will not pay for any such tickets or citations. It is each Team Member’s responsibility to operate their vehicle in a safe and legal manner.
Team Member Health and Welfare
Team Member Safety
Chick-fil-A Enos Ranch requires that all Team Members be fully committed to providing a safe and healthy environment for all Team Members and guests. You must constantly be alert to the two chief reasons accidents occur: Hazardous Conditions and Unsafe Practices.
Store safety is important to all Team Members. A safe work environment in the Restaurant does not happen by accident. It only happens when Team Members show the proper safety awareness, attitude, good judgment, knowledge and alertness.
Our Safety Program consists of training classes in safety, store safety meetings, regular safety inspections, legal reporting and filing, protective equipment, educational materials, suggestion and incentive programs. Unsafe actions by any Team Member that violates established safety practices will subject the individual to possible disciplinary action up to and including termination. All time completing safety programs will be compensated, and should be completed at the direction of the Owner/Operator.
The security of all guests and Team Members is a top priority at all times. Security risks are real and must constantly be addressed to avoid harm to people and assets. Chick-fil-A Enos Ranch has developed specific policies and procedures which must be followed at all times by all Team Members to ensure a safe and secure working environment. Failure to do so will result in disciplinary action up to and including termination of employment.
Our Security Plan encompasses many topics, which are categorized as either a Crisis Level I (fire, robbery, natural disaster, workplace violence, etc.) or a Crisis Level II (standard security issues, cash handling, inventory controls, vandalism, injury, theft, threats, etc.). Team Members must remain fully aware of all security-related policies and procedures and their specific, individual action plans.
You will be trained on what to do, how to act, which information to gather and record, who to contact, when to react, etc. for most types of security issues. It will be this training, once learned, that will help you both avoid potential breaches of security and protect yourself and others should one occur. Take your training very seriously. Since most security breaches are unexpected, your knowledge and understanding of all security practices is paramount to your safety and the safety of others, as well as the protection of all store assets. Our goal and expectation is zero security occurrences. All time completing safety programs will be compensated, and should be completed at the direction of the Owner/Operator.
Please note, if a Team Member becomes injured, do not attempt to move him/her or administer first aid unless you are qualified. Notify your supervisor or a manager immediately. Also, do not discuss the accident with other Team Members, and do not make any statements about the accident to third parties at the accident scene. Management personnel will handle the accident report.
Licenses, Certifications, and Registrations
You must obtain a California Food Handlers Card within 30 days of your hire date. You can search online for various courses that are authorized. You must provide Chick-fil-A Enos Ranch a copy of your card within 30 days. Failure to do so within 30 days will result in suspension or further disciplinary actions. Some jobs may require a specific license, certification or registration as a condition of continued employment and/or being able to legally and ethically to perform the job. It is your responsibility to maintain any current license, certification and registration required by the job. Failure to maintain currency and validity will result in reassignment, suspension or termination of employment.
In order to provide our guests with easy access to the Restaurant, we will have an area designated by the Owner/Operator for Team Member parking. This area will be away from the front of the Restaurant in a non-critical area of the parking lot. An exception to this policy is during opening/closing hours. During those times cars may be parked near the entrance for safety.
Team Members who drive their own vehicle for business reasons (deposit tor change fund withdrawals at bank, store-to-store transfer, catering, etc.) must be at least 18 years old, have liability insurance, and a valid driver’s license. No one may drive a vehicle for business while impaired through sickness, drugs, alcohol, etc.
All vehicles driven for Restaurant business will be operated within all the state laws. When driving, follow the listed guidelines to insure safety: seat belts shall be utilized by all occupants at all times; obey the speed limit; drive defensively at all times; if conditions are unsafe – stop driving; and no vehicle shall be driven which has an obvious mechanical problem affecting the performance and/or safety of the vehicle or its occupants.
Tobacco use, as well as the use of nicotine and vapor delivery systems, such as e-cigarettes in the workplace, including inside all enclosed buildings and in company vehicles is prohibited.
Team Members wishing to smoke must do so outside company facilities, at least 50 feet away from all entrances and windows that open and smoking must occur during scheduled work breaks. Team Members who violate this policy will be subject to disciplinary action up to and including discharge. Smoking means inhaling, exhaling, burning, carrying or possessing any lighted tobacco product, including cigarettes, cigars, pipe tobacco, and any other lit tobacco products.
Tobacco use means the personal use of any tobacco product, whether intended to be lit or not, which shall include smoking, as defined above. It also includes the use of smokeless tobacco, including snuff, chewing tobacco, smokeless pouches, any other form of loose-leaf, smokeless tobacco, and the use of unlit cigarettes, cigars and pipe tobacco.
Team Members who observe other individuals smoking in the workplace have a right to object and should report the violation to their supervisor or another member of management. No Team Member will be disciplined or retaliated against for reporting smoking that violates state law or company policy.
Team Members who wish to smoke during their break may not wear any Chick-fil-A uniform or related logos while smoking. Failure to abide by this rule may result in discipline, up to termination.
Drug and Alcohol Policy
Chick-fil-A Enos Ranch is committed to providing a drug-free workplace. It is the policy of Chick-fil-A Enos Ranch that illegal drugs and controlled substances are not permitted on the premises of Chick-fil-A Enos Ranch for any reasons. This guideline does not apply to any Team Member using prescription medication on the orders of a physician. Any Team Member found selling, buying, possessing, passing, using, or under the influence of illegal drugs or controlled substances on Chick-fil-A Enos Ranch’s premises will be suspended, and breach of this policy may result in termination. Likewise, any Team Member under the influence of illegal drugs, alcohol, or controlled substances while reporting for or at work will be deemed in violation of this policy.
The improper use of legal drugs or illegal and illicitly-used substances (hereinafter referred to as “drugs”) is a significant problem to businesses, Team Members, and society in general. Their sale, use, and abuse when connected to the work environment threaten the safety, morale, and public image of both Chick-fil-A Enos Ranch and its Team Members. Such conduct also adversely affects Team Member health and job performance. All Team Members and applicants are hereby put on notice that it is strictly forbidden at Chick-fil-A Enos Ranch, as well as being unlawful, for any person to manufacture, distribute, dispense, possess, be under the influence of, or use any drugs in the workplace. Chick-fil-A Enos Ranch will not tolerate criminal behavior on the part of any of its Team Members. Chick-fil-A Enos Ranch adheres to the following policy regarding drugs:
- Use or possession of drugs on company premises or working under the influence of drugs is strictly forbidden. Violation of this policy is cause for immediate disciplinary action, up to and including termination, as well as possible referral to appropriate law enforcement agencies.
- A Team Member who is found to be a seller or is involved in the sale or solicitation of drugs will be discharged from employment of Chick-fil-A Enos Ranch immediately.
- The unauthorized use or possession of alcoholic beverages on company premises or during working hours, including meal periods, is prohibited. Reporting to work or performing one’s job assignments under the influence of alcohol or drugs is cause for disciplinary action, up to and including dismissal.
- Use, possession, or sale of drugs off company premises is illegal and may be cause for or result in disciplinary action, including termination, if such off-duty conduct adversely affects performance, safety, or Chick-fil-A Enos Ranch’s reputation.
- The authorized use and possession of prescription drugs is not forbidden by Chick-fil-A Enos Ranch. The abuse of prescription drugs is forbidden, and is cause for immediate disciplinary action, up to and including termination.
The terms “company premises” and “workplace” in this policy are used in their broadest sense, and include all company property including, but not limited to parking lots, desks, or work areas of Team Members.
While Chick-fil-A Enos Ranch has no intention of intruding into the private lives of its Team Members, Chick-fil-A Enos Ranch requires all Team Members to report to work in a condition to perform their duties at full efficiency. A Team Member who is on the job under the influence of drugs or alcohol is in violation of this policy. Where there is cause to believe that a Team Member is under the influence of drugs or alcohol, the Team Member will be relieved of their job responsibilities immediately. Cause to believe a Team Member may be under the influence will be determined on a case by case basis, and includes but is not limited to an assessment of a Team Member’s behavior, coordination, physical or mental ability or fitness, or involvement in a work related accident.
Each Team Member is responsible for reporting to management any incidents or cases where suspected violations of this policy occur. Management personnel receiving such reports are accountable for taking or recommending disciplinary action, if appropriate, and/or referral for rehabilitative services as well as possible notification of law enforcement agencies.
By enactment of this policy, Chick-fil-A Enos Ranch does not intend to create any contract with any Team Member or applicant for employment. This policy is subject to modification, interpretation, and revision upon the prerogative of Chick-fil-A Enos Ranch, and with or without notice to Team Members or applicants.
If any Team Member who otherwise complies with this policy requests help in overcoming an alcohol or drug problem, Chick-fil-A Enos Ranch will try to help by referring the person to what it considers the best programs available, and by explaining what is available under Chick-fil-A Enos Ranch’s medical insurance.
Team Members who violate this policy will be subject to appropriate disciplinary action, up to and including termination of employment. If participating in a voluntary treatment program, a Team Member’s return to work, reinstatement and/or continued employment may be conditioned on the Team Member’s successful participation in and/or completion of any and all evaluations, counseling, treatment, and rehabilitation programs, passing of return-to-duty and follow-up drug and alcohol tests, and/or other appropriate conditions as determined by Chick-fil-A Enos Ranch.
Chick-fil-A Enos Ranch reserves the right to conduct drug and alcohol tests in accordance with the requirements of applicable law in cases of reasonable suspicion, post-accident/injury and property damage situations.
Chick-fil-A Enos Ranch reserves the right to conduct workplace searches when necessary. Team Members should not have any expectation of privacy with respect to any aspect of the Restaurant premises including, but not limited to, any locker or other storage area that may be provided for the use of the Team Member. Additionally, Team Members should not have any expectation of privacy with respect to any property brought onto or received at the Restaurant’s premises.
Any personal items brought onto Chick-fil-A Enos Ranch’s property by a Team Member may be subject to search by management, security or law enforcement. 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 Chick-fil-A Enos Ranch or customer property is 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.
Chick-fil-A, Inc., under the Leadership Scholarship Program, offers $2,500 scholarships to qualified Restaurant Team Members who complete their high school education and are accepted into college; are active in their schools and communities; and demonstrate a solid work ethic, strong leadership abilities, good teamwork skills, and a desire to succeed. The True Inspiration Scholarship $25,000 scholarship will also be available to qualified Team Members. More than $46 million in scholarships has been awarded since 1973 by Chick-fil-A, Inc. See the scholarship brochure or contact the Owner/Operator for more information. Chick-fil-A Enos Ranch does not administer the scholarship program, and it is not responsible for their terms, conditions, or availability.
Health insurance is available at a cost for all Team Members who become eligible for their particular plan: Team Member and dependent health insurance is available through BlueCross BlueShield through payroll deduction. BlueCross BlueShield is a Preferred Provider Organization (PPO) and it includes, among other items; doctor visits, hospitalization, drug discounts, vision discounts and dental benefits. See a Director or the Owner/Operator for details about your particular plan, its costs to you, and your eligibility requirements.
Below is a list of holidays Chick-fil-A Enos Ranch normally observes and, therefore, is closed or keeps limited hours. We reserve the right to modify this list.
New Year’s Day – limited hours
Thanksgiving – closed
Christmas Eve – limited hours
Christmas Day – closed
Independence Day – limited hours
New Years’ Eve – limited hours
Chick-fil-A Enos Ranch will attempt to accommodate the religious and cultural observances and practices of its Team Members. Requests for time off for religious and cultural observances, except as provided on Chick-fil-A Enos Ranch’s holiday schedule, will be treated on an individual basis, and accommodation will be afforded so long as such can be accomplished without undue hardship to business operations. Examples of reasonable accommodations include the use of voluntary substitutes and swaps, flexible scheduling, or temporary changes in job assignments. Team Members are required to notify their supervisors in writing of any requested days off for religious observations at least thirty days prior to the requested absence. This policy will be administered consistent with federal, state, and/or applicable local laws and regulations.
Time Away from Work
Family and Medical Leave
The Family and Medical Leave Act of 1993 (“FMLA”) became effective August 5, 1993, and applies to all public and private employers with 50 or more Team Members. FMLA requires covered employers to provide up to 12 weeks of unpaid, job-protected leave for eligible Team Members for certain medical and family-related reasons. The following is a brief overview of the FMLA and how it will apply here.
To be eligible, a Team Member must meet several eligibility requirements including:
- work at a worksite with 50 or more Team Members or where we have 50 or more Team Members within a 75 mile radius of that worksite;
- have worked for the employer for at least 52 weeks as of the first day of FMLA Leave. The 52 weeks need not be consecutive;
- have worked at least 1250 hours (not including paid hours when the Team Member was not at work, such as vacation or holidays) during the 12 month period immediately preceding the first day of FMLA Leave; and
- not be on layoff either at the time FMLA Leave is requested or when the FMLA Leave is scheduled to begin.
Leave Period and Types of Leave
Up to 12 weeks of leave in a 12 month period is available for the following reasons:
- for the birth of the Team Member’s child and to care for such child;
- for the placement of a child with the Team Member for adoption or foster care;
- to care for an immediate family member of the Team Member if such family member has a serious health condition, is incapable of self-care and needs the assistance of someone in carrying out daily activities. An immediate family member is considered to be a spouse, child, or parent.
- due to a serious health condition of the Team Member that makes the Team Member unable to perform the essential duties of his/her position as defined in the FMLA.
Nature of FMLA Leave
The maximum FMLA leave available to any eligible Team Member with a qualifying reason is 12 work weeks during a 12 month period. No FMLA Leave for the birth of a child or the placement of an adopted or foster child can be taken more than 12 months after the date of birth or placement. If a Team Member and the Team Member’s spouse both work for Chick-fil-A Enos Ranch, they are only entitled to an aggregate of 12 weeks of FMLA Leave in the case of the birth or placement of a child for adoption or foster care. All FMLA Leave taken under this policy or which would otherwise qualify for a leave of absence under the FMLA shall count as a part of the Team Member’s entitlement to a leave of absence under the FMLA.
Generally any FMLA Leave shall be unpaid. If, however, the eligible Team Member shall be entitled to any paid leave time under any other company benefit program (such as accrued vacation or Short Term Disability), the Team Member shall first use such paid leave time before continuing the FMLA Leave on an unpaid basis. Any time for which the Team Member receives pay while on FMLA leave shall be counted as part of the Team Member’s FMLA Leave.
If a Team Member fails to report to work upon expiration of a FMLA Leave, the Team Member shall be subject to termination.
Procedure to Obtain a FMLA Leave
Any eligible Team Member who desires a FMLA Leave for a foreseeable need shall provide Chick-fil-A Enos Ranch with the following:
- At least 30 days prior to the start of the FMLA Leave (if it is impossible to do so 30 days in advance, then as soon as practicable), a completed written request for FMLA Leave in the form required by Chick-fil-A Enos Ranch; and
- If the leave is due to the Team Member’s own health condition or the health of a family member, at least 15 days prior to the start of FMLA Leave (if it is impossible to do so 15 days in advance, then as soon as practicable), a written certification from a health care provider on the form provided by Chick-fil-A Enos Ranch.
Failure to furnish a timely request for FMLA Leave or a medical certification can result in the denial or delay of a FMLA Leave. In the case of a medical emergency, the Team Member or the Team Member’s representative shall furnish a request for FMLA Leave form and a medical certification as soon as possible.
At the option and expense of Chick-fil-A Enos Ranch, Chick-fil-A Enos Ranch can require the Team Member with a serious health condition to obtain a second opinion from a health care provider selected by Chick-fil-A Enos Ranch. Failure of the Team Member or the Team Member’s family member to submit to an examination by the health care provider selected by Chick-fil-A Enos Ranch can result in the denial or delay of the requested FMLA Leave. If the second medical certification differs from the medical certification furnished by the Team Member’s health care provider, Chick-fil-A Enos Ranch can request a certification from a third health care provider at its expense. The third health care provider shall be paid by Chick-fil-A Enos Ranch and shall be selected by the agreement of first two doctors. Failure of the Team Member to submit to such third medical examination may result in the denial or delay of the FMLA Leave. The opinion of such third health care provider shall be final and binding.
Intermittent or Reduced Leave Schedule
When necessary, a Team Member can take a FMLA Leave on an intermittent basis or work on a reduced schedule. Every Team Member is obligated to make a reasonable effort to schedule medical treatment and on intermittent or reduced work schedule so as not to unduly interrupt Chick-fil-A Enos Ranch’s operations. Any Team Member who needs an intermittent or reduced schedule leave shall submit an application for such leave on a form supplied by Chick-fil-A Enos Ranch at the time described above. The Team Member shall also, within the time limits set forth above, furnish Chick-fil-A Enos Ranch with a medical certification on a form supplied by Chick-fil-A Enos Ranch regarding the need for such intermittent or reduced schedule leave. As in the case of other FMLA Leaves, Chick-fil-A Enos Ranch can require a second or third medical certification. Prior to the commencement of any intermittent or reduced schedule leave, Chick-fil-A Enos Ranch and the Team Member shall sign an agreement setting forth the time, duration and essential terms of such intermittent or reduced schedule leave.
FMLA Insurance and Other Benefits
During the time that a Team Member is on FMLA Leave, the Team Member’s medical insurance shall continue on the same basis as when the Team Member was actively at work. Chick-fil-A Enos Ranch shall pay its share of the medical insurance premium, and the Team Member shall be responsible for paying the Team Member’s share of such premium.
A Team Member shall not accrue any credit toward vacation or other benefits based upon time worked for the time that he or she is on FMLA Leave.
Upon expiration of a FMLA, a Team Member who is able to return to work and returns to work, shall be restored to the same or an equivalent job.
Failure to call the Owner/Operator as required, to provide the required medical recertification or to return to work immediately upon expiration of a FMLA Leave may result in termination of the Team Member. Failure to furnish a medical certificate of the Team Member’s ability to return to work may result in the delay of job restoration or the termination of the Team Member.
California-Specific Family and Medical Leave
The following California Family Rights Act (“CFRA”) Leave Policy supplements the Family and Medical Leave Policy in the Team Member Handbook.
Similar to the FMLA, eligible California Team Members can take up to 12 weeks of unpaid leave in a 12-month period under the CFRA for:
- Birth/Placement (Bonding) – to care for a child born to or placed for adoption or foster care with the Team Member;
- Family Care – to care for the Team Member’s parent, child, spouse, or registered domestic partner with a serious health condition; or
- Team Member Medical – because of the Team Member’s own serious health condition that renders the Team Member unable to perform one or more essential functions of his or her position.
The eligibility requirements are the same under the FMLA and CFRA. Similar certification procedures also apply to CFRA leave. Group health benefits will be continued during a CFRA leave for a maximum of 12 weeks in a 12-month period, including any benefits provided during an FMLA leave during the 12-month period, unless: (1) the leave is to care for an injured service member, in which case group health benefits will continue for up to a total of 26 weeks in a 12-month period; or (2) the leave is for the Team Member’s own pregnancy-related disability, in which case the Team Member’s group health benefits will continue for the period the Team Member is actually disabled by pregnancy (up to a maximum of four months) through the end of the Team Member’s CFRA leave.
Reinstatement rights are also the same under both the FMLA and the CFRA. If leave is covered by both the FMLA and CFRA, then leave taken under the CFRA will run concurrently with leave taken under the FMLA.
Second and Third Opinions
Chick-fil-A Enos Ranch may require second and third opinions only for the serious health condition of the Team Member.
Intermittent Bonding Leave
Under the CFRA, a Team Member may be eligible for intermittent Birth/Placement leave. However, such intermittent leave generally must be taken in periods of at least two weeks’ duration, except on two occasions a Team Member can request such leave for a period of less than two weeks’ duration.
Additional Leave Available In Connection with Pregnancy Disability Leave
Leave for pregnancy-related disability is covered under the FMLA, but not the CFRA. Therefore, if a Team Member takes FMLA leave for a pregnancy-related disability, the Team Member may be eligible for up to an additional 12 weeks of leave in the 12-month period under the CFRA for reasons other than pregnancy-related disability. The amount of any such available CFRA leave will be reduced by any other CFRA leave taken during the 12-month period.
Leave Is Unpaid/Substitution of Paid Leave
Family/Medical Leave is unpaid leave. However, if leave is taken for the Team Member’s own serious health condition, then the Team Member must use any available paid sick time and any accrued vacation during otherwise unpaid Family/Medical Leave. If the leave is for a Team Member’s own pregnancy-related disability, then the Team Member will not be required to use vacation, but she may do so at her option.
In addition, a Team Member may be eligible for disability, workers’ compensation, or paid family leave (PFL) insurance benefits through the State of California during all or part of the 12-week leave period. If a Team Member is receiving [state] disability, workers’ compensation, or PFL benefits during the Family/Medical Leave, then the Team Member will not be required to use paid sick time or vacation but may elect to so, although the Team Member generally may not receive more than an amount equal to 100% of his or her regular pay from a combination of paid time and disability, workers’ compensation, or PFL benefits. The receipt of disability, workers’ compensation, or PFL benefits or the substitution of paid leave for unpaid leave time does not extend the maximum Family/Medical Leave period.
California Pregnancy-Related Disability Leave and Accommodation
Under California law, if you are disabled due to pregnancy, childbirth or related medical conditions, you are eligible for an unpaid leave of absence of up to four months for the period of such disability. When medically advisable, a Pregnancy Disability Leave may be taken intermittently or on a reduced work schedule. Multiple disability leaves for the same pregnancy will be combined for purposes of calculating the four months.
You may be entitled to transfer to a less strenuous or hazardous position, where such transfer is medically advisable because of pregnancy, childbirth, or a related medical condition and can be reasonably accommodated. You also may be entitled to reasonable accommodation for conditions related to pregnancy, childbirth or related medical conditions upon request. A request for reasonable accommodation or transfer must be supported by the written certification of your health care provider that such an accommodation or transfer is medically advisable.
Pregnancy Disability Leaves generally are unpaid. You will be required to use any accrued sick leave and may elect to use any accrued vacation during a Pregnancy Disability Leave. In addition, you may be eligible for state disability benefits during the leave, although you generally may not receive more than an amount equal to 100% of your salary from a combination of paid time and state disability benefits. The substitution of paid time for unpaid leave time and/or the receipt of disability benefits does not extend the maximum four-month Pregnancy Disability Leave period.
During an approved Pregnancy Disability Leave, Chick-fil-A Enos Ranch will maintain your group benefits under the same conditions as if you had continued to be actively employed for a maximum of four months.
During a Pregnancy Disability Leave, you will not accrue vacation and sick leave other than during periods in which you are using vacation or sick leave.
If possible, you must provide at least thirty (30) days’ notice of your intention to take leave, or as much notice as is practicable under the circumstances. A request for leave must be supported by a medical certification from your health care provider.
Generally, upon return from an approved Pregnancy Disability Leave that does not exceed the maximum available leave, you will be reinstated to the same position or a comparable position, subject to any applicable exceptions. However, you have no greater rights to reinstatement or to other benefits and conditions of employment than if you had not taken the Pregnancy Disability Leave. As a condition of returning from a Pregnancy Disability Leave, you must provide Chick-fil-A Enos Ranch with a certification from your health care provider that you are able to resume work.
Chick-fil-A Enos Ranch may require the Team Member to provide a “return to work” release from her healthcare provider consistent with Chick-fil-A Enos Ranch’s requirement of such releases from other similarly-situated Team Members returning to work from a non-pregnancy related disability leave or transfer.
Pregnancy Disability Leave will run concurrently with any leave provided by the FMLA, where applicable. Chick-fil-A Enos Ranch will not discriminate or retaliate against any applicant or Team Member because of pregnancy or the Team Member’s exercise of her right to take Pregnancy Disability Leave or transfer. Chick-fil-A Enos Ranch will provide Team Members disabled by pregnancy with the same leave accommodations, and benefits as those provided to other temporarily disabled Team Members.
Chick-fil-A Enos Ranch provides a supportive environment to enable breastfeeding Team Members to express their breast milk during work hours. In consideration to working mothers who may be lactating, Chick-fil-A Enos Ranch will provide a reasonable amount of break time to accommodate a Team Member desiring to express breast milk for the Team Member’s infant child. If possible, such break time should be taken during the meal break(s) already provided to the Team Member. Chick-fil-A Enos Ranch will make reasonable efforts to provide a room or other location (other than a bathroom) for the Team Member to express milk in private. If you are in need of such an accommodation, please contact the Owner/Operator as soon as possible so that any necessary arrangements can be made. Discrimination of any kind against a Team Member who chooses to express breast milk in the workplace is prohibited.
Team Members will accrue one hour of paid sick leave for every 30 hours worked. Paid sick leave must carry over from year to year, but you are capped on accrual of 48 hours (or six days).
Use of Sick Leave
Team Members will have the ability to use up to 24 hours (or three days) of sick leave per year.
After working 90 days, you may use accrued paid sick leave for:
- Diagnosis, care, or treatment of his/her existing health condition
- Preventive care
- Family member existing health conditions or preventative care
- Seeking treatment or to attend court proceedings for a Team Member who is a victim of domestic violence, sexual assault, or stalking.
“Family member” is defined broadly and includes a spouse, domestic partner, parent, child, parent-in-law, grandparent, grandchild, and sibling.
You may determine how much paid sick leave you need to use. If you use sick leave, you must use a minimum of two hours. You may use and be paid for up to the maximum amount you have accrued.
Please let the Operations Director or Manager on Duty know as soon as practicable if you are planning on using sick leave, in order to allow ample time to find a replacement. If you are able, your assistance in finding a replacement is appreciated.
If you work at least 30 days in a year, you are eligible to receive paid sick leave. You can begin using accrued sick leave once they have worked for Chick-fil-A Enos Ranch for 90 days.
No Payout upon Separation
You will not be paid for or be able to “sell back” accrued sick leave when you leave Chick-fil-A Enos Ranch. However, if you leave and are rehired within one year, accrued sick leave will be reinstated.
Notice and Recordkeeping
The amount of your available sick leave will be recorded on each paystub (or in some other written form on payday).
Team Members are permitted to use up to one-half of their annual sick leave accrual to care for an ill child, parent, spouse or domestic partner as defined by law.
Time Off to Vote
Because Chick-fil-A Enos Ranch has a continuing interest in encouraging responsible citizenship, you are urged to vote for candidates of your choice at local, state and national elections either before or after your regular shift. If you do not have sufficient time outside of your working hours to vote, you will be allowed to take up to two (2) hours off with pay for this purpose. Such time off should be taken at the beginning or end of your regular shift, whichever allows for more free time.
To receive time off for voting, you generally must advise your supervisor that you will need time off at least two (2) days before election day, receive approval from your supervisor, and present a voter’s receipt to your supervisor.
No action will be taken against any Team Member in any manner for requesting or taking any time off as provided for in this policy.
Short-Term Disability Insurance Benefits
All California Team Members are covered under the State of California’s short-term disability insurance (“SDI”) program. This program provides partial wage replacement benefits to eligible Team Members who suffer a wage loss when they are unable to work due to a non-work-related illness or injury, or due to pregnancy or childbirth.
Team Members apply for such benefits through the California Employment Development Department (“EDD”). The EDD determines both Team Member eligibility and the amount of any SDI benefits due.
SDI benefits are funded by Team Member payroll deductions, according to law. SDI benefits are paid to an eligible Team Member by the State of California. For additional information, contact the EDD.
Paid Family Leave Insurance
All California Team Members are covered under the state’s paid family leave insurance plan (“PFL”). This program provides up to six (6) weeks of partial pay in any 12-month period to a Team Member who is eligible under the Family Medical Leave Act, the California Family Rights Act, or any Company policy, to take time off work to care for a seriously ill parent, spouse, registered domestic partner or child, grandparent, grandchild, parent-in-law, or sibling, or to take time off to bond with a newborn child or a newly placed adopted or foster child. PFL does not create any additional rights to time off of work.
Team Members will be required to use up to two (2) weeks of accrued vacation before collecting PFL benefits. Team Members also will be required to provide medical certification of the need to care for a family member and an estimate of the time their assistance will be required. Any PFL leave will run concurrently with any other leave provided by applicable federal or state law or Company policy. Team Members on PFL leave are not entitled to any reinstatement rights unless provided by other applicable federal or state law. Chick-fil-A Enos Ranch will not retaliate against any Team Member for taking PFL leave.
PFL is funded by a Team Member payroll deduction, according to law. PFL benefits are paid to a Team Member by the state.
Family Military Leave
A Team Member who has a spouse or is a parent of an individual who has been called to active military service lasting longer than 30 days with the State or United States pursuant to the orders of the Governor or the President of the United States may be eligible for up to 15 days of unpaid family military leave during the time federal or State deployment orders for the Team Member’s spouse or parent are in effect.
To be eligible for family military leave, a Team Member must have been employed by Chick-fil-A Enos Ranch for at least 12 months and must have been worked for at least 1,250 hours of service during the 12 month period immediately preceding the commencement of leave.
A Team Member must give Chick-fil-A Enos Ranch at least 14 days- notice of the intended date upon which the family military leave will commence if leave will consist of 5 or more consecutive work days. If possible, a Team Member shall consult with Chick-fil-A Enos Ranch to schedule the leave so as to not unduly disrupt Chick-fil-A Enos Ranch’s operations. Notice for leaves of less than 5 days shall be given as soon as is practicable.
Chick-fil-A Enos Ranch will require certification from the proper military authority to verify a Team Member’s eligibility for family military leave.
Upon a Team Member’s return from family military leave, the Team Member will be restored to his/her position or to a position with equivalent seniority status, benefits, pay and other terms and conditions of employment unless his/her status has been changed for reasons unrelated to his/her family military leave. Taking leave will not result in a loss of any Team Member benefit accrued before the date on which the leave commenced,. During the leave, a Team Member’s benefits, such as health care, will be continued at the Team Member’s expense.
Chick-fil-A Enos Ranch will not interfere with, restrain, or deny the exercise or the attempt to exercise a Team Member’s rights under this policy. Chick-fil-A Enos Ranch will not discharge, fine, suspend, expel, discipline or in any other manner discriminate against any Team Member for exercising any right provided under this Policy. Finally, Chick-fil-A Enos Ranch will not discharge, fine, suspend, expel, discipline, or in any other manner discriminate against any Team Member for opposing any act by Chick-fil-A Enos Ranch that violates this policy.
Leave for Emergency Service
Chick-fil-A Enos Ranch will give time off to a Team Member to perform emergency duty as a volunteer firefighter, reserve peace officer, or emergency rescue personnel.
Chick-fil-A Enos Ranch also will provide eligible Team Members who volunteer as firefighters, reserve peace officers, or emergency rescue personnel with an unpaid leave of absence of up to 14 days per calendar year, for the purpose of training. If a Team Member needs time off on account of such training, the Team Member should notify his or her supervisor as soon as possible so that arrangements to accommodate the absence may be made.
No action will be taken against any Team Member in any manner for requesting or taking any time off as provided for in this policy.
Court Appearance Leave
A Team Member, including a victim of a crime, may take time off to appear in court as a witness in order to comply with a subpoena or other order. If a Team Member needs time off to appear as a witness, the Team Member should bring the subpoena or court order to his or her supervisor immediately after it is received so that arrangements to accommodate the absence may be made.
While taking time off to appear as a witness, a Team Member is expected to report to work whenever the court schedule permits. The Team Member may use any accrued vacation as well as available personal days or floating holidays to appear in court as a witness; otherwise, the time off will be unpaid. However, the salary of an exempt Team Member will not be reduced if he or she misses only a portion of a day.
Victims of Crime Leave
A Team Member who is a victim of a serious or violent felony, or whose spouse, registered domestic partner, child, stepchild, sibling, step sibling, parent, or step parent is a victim of a serious or violent felony, may take time off in order to attend judicial proceedings relating to the crime.
If a Team Member needs such time off, the Team Member must give his or her supervisor a copy of the notice of the scheduled proceeding. If advance notice is not possible, the Team Member must provide a copy of documentation relating to the judicial proceeding within a reasonable period of time after his or her return to work.
If desired, the Team Member can use any accrued vacation and/or paid sick time as well as available personal days or floating holidays while attending judicial proceedings relating to a crime. Otherwise, the time off will be unpaid, consistent with applicable law.
Leave for Crime Victim to be Heard in Court
Team Members who are the victim of a crime listed below, or whose parent, child, spouse, registered domestic partner, sibling, or guardian is the victim of any such crime, may take time off from work to appear in court to be heard at any proceeding, including any delinquency proceeding, in which a right of the victim is at issue.
The crimes for which this leave may be taken are: (1) vehicular manslaughter while intoxicated, (2) felony child abuse likely to produce great bodily harm or death, (3) assault resulting in the death of a child under eight years of age, (4) felony domestic violence, (5) felony physical abuse of an elder or dependent adult, (6) felony stalking, (7) solicitation for murder, (8) a “serious felony” as defined under the California Penal Code, (9) hit-and-run causing death or injury, (10) felony driving under the influence causing injury, and (11) sexual assault.
Time off for this purpose is unpaid, unless otherwise required by law. Team Members may elect to use accrued vacation or available floating holidays or personal days for the otherwise unpaid leave.
The Team Member must give reasonable advance notice of the need for such leave unless advance notice is not feasible. Certification must be provided within a reasonable time after any unscheduled absence.
Domestic Violence, Sexual Assault, and Stalking Victims’ Leave
A Team Member who is a victim of domestic violence, sexual assault, or stalking may take time off in order to obtain judicial relief to help ensure the health, safety or welfare of the Team Member or his or her child.
A Team Member may also take time off for any of the following: (1) to seek medical attention for injuries caused by domestic violence, sexual assault, or stalking; (2) to obtain services from a domestic violence shelter, program or rape crisis center as a result of domestic violence, sexual assault, or stalking; (3) to obtain psychological counseling related to an experience of domestic violence, sexual assault, or stalking; or (4) to participate in safety planning and take other actions to increase safety from future domestic violence, sexual assault, or stalking.
If a Team Member needs time off on account of domestic violence, sexual assault, or stalking, the Team Member should notify his or her supervisor as soon as possible so that arrangements to accommodate the absence may be made. If advance notice is not possible, the Team Member must provide appropriate written certification of the reason for the absence upon return to work.
Chick-fil-A Enos Ranch will make reasonable efforts to maintain the confidentiality of any Team Member requesting time off on account of domestic violence, sexual assault, or stalking.
Time off on account of domestic violence, sexual assault, or stalking is unpaid. However, a Team Member may elect to use any accrued vacation or accrued sick time as well as available floating holidays or personal days for the otherwise unpaid leave.
School and Other Child-Related Activities Leave
Team Members who are parents, guardians, stepparents, foster parents, or grandparents of, or who stand in loco parentis to, one or more children of the age to attend kindergarten or grades 1 through 12 or a licensed child care provider (collectively defined herein as “parents”), will be granted unpaid time off work of up to forty (40) hours each year, not to exceed eight (8) hours per month, for the purpose of school activities and other child-related activities as set forth in this policy. Such time off will be provided to (1) find, enroll, or reenroll the Team Member’s child or grandchild in a school or with a licensed child care provider;(2) participate in activities of the school or licensed child care provider; and/or to (3) address a child care provider or school emergency. Team Members may take off such additional time as may be necessary to attend their child’s or grandchild’s school in order to discuss their child’s or grandchild’s possible suspension or expulsion.
If a Team Member will be taking such leave, the Team Member should alert his or her supervisor as soon as possible so that alternative arrangements can be made.
If more than one parent of a child is employed by Chick-fil-A Enos Ranch at the same worksite, only one parent may take time off at any one time, as to that child. The parent who first gives notice of a planned absence will have preference for time off.
Team Members may use accrued vacation as well as available personal days or floating holidays for such absences; otherwise, school and other child-related activities leave will be unpaid. However, the salary of an exempt Team Member will not be reduced if he or she misses only a portion of a day.
No action will be taken against any Team Member in any manner for requesting or taking any time off as provided for in this policy.
Organ and Bone Marrow Donor Leave
Team Members who have worked for Chick-fil-A Enos Ranch for at least 90 days may take time off to donate bone marrow or an organ to another person. The maximum available leave time in any one-year period is five (5) days for bone marrow and thirty (30) days for organ donation. In order to be eligible for leave under this policy, a Team Member must provide written verification that the Team Member is an organ or bone marrow donor and that there is a medical necessity for the donation of the organ or bone marrow. In addition, bone marrow donors must first use five (5) days of accrued, unused paid sick time or accrued, unused vacation, and organ donors must first use two (2) weeks of accrued, unused paid sick time or accrued, unused vacation before receiving paid leave under this policy.
Civil Air Patrol Leave
Chick-fil-A Enos Ranch will provide eligible Team Members who are voluntary members of the California Wing of the Civil Air Patrol with up to 10 days of leave per calendar year in order for such Team Members to respond to an emergency operational mission of the Civil Air Patrol. Such leave generally is limited to up to three days per single emergency operational mission. To be eligible for such leave, the Team Member volunteer member must have been employed by Chick-fil-A Enos Ranch for at least 90 days immediately preceding the commencement of the leave.
Team Members are required to give Chick-fil-A Enos Ranch as much notice as is possible of the intended leave dates. Additionally, Chick-fil-A Enos Ranch may require certification of the need for leave from the Civil Air Patrol Authority.
Civil air patrol leave is unpaid, although a Team Member has the option to use any accrued and available vacation and available floating holidays or personal days for the otherwise unpaid leave.
Chick-fil-A Enos Ranch encourages Team Members to fulfill their civic responsibilities by serving on jury duty when required to do so by law. Team Members must show the jury duty summons to a supervisor as soon as possible so that the manager may make arrangements to accommodate their absence. Team Members are expected to report for work whenever the court schedule permits. Team Members must return to work immediately after the completion of jury duty and must submit written certification of jury service from the court covering the period of jury duty leave to the Owner/Operator.
For those Team Members summoned for jury duty, your leave will be unpaid by Chick-fil-A Enos Ranch. However, you may elect to use any applicable compensatory time available, unless otherwise provided by a collective bargaining agreement.
Either Chick-fil-A Enos Ranch or the Team Member may request an excuse from jury duty if, in Chick-fil-A Enos Ranch’s judgment, the Team Member’s absence would create serious operational difficulties.
Unpaid Leaves of Absence/Personal Days
Chick-fil-A Enos Ranch believes that the company and Team Member interests are normally best served by having Team Members work on a full-time, regular basis. However Chick-fil-A Enos Ranch recognizes and understands that personal circumstances may necessitate that Team Members take a short-term unpaid leave of absence. This policy does not apply to FMLA or other leave policies discussed above.
Chick-fil-A Enos Ranch may grant an unpaid leave of absence for good and substantial reason as approved by the Owner/Operator. If Team Members desire an unpaid leave of absence, they should request such leave as far in advance as possible.
Eligibility for Leave
Any Team Member who has twelve (12) or more months of continuous employment with Chick-fil-A Enos Ranch shall be eligible to apply for a leave of absence. Only one leave of absence is allowed in any rolling twelve (12)-month period beginning with the starting date of the leave.
Any request for a leave of absence/personal time off must be made the Monday prior to the week in which the day or days of time requested off occur.
Terms and Conditions of Leave
An unpaid leave of absence may be approved by the Owner/Operator for no more than three (3) months. If the leave is due to medical disability, Team Members must include with your request a statement from your physician regarding the nature and expected duration of the illness. Additionally, Team Members are required to provide us with updates of your medical disability status. Team Members must notify Chick-fil-A Enos Ranch of their intention to return to work at least two (2) weeks prior to the end of a leave of absence so Chick-fil-A Enos Ranch can prepare for the Team Members’ return to work. While on leave, if you accept employment with another employer, go into business for yourself, or fail to return to work at the end of the leave, the total number will be considered to have voluntarily resigned effective the day your leave began.
Should a Team Member fail to return to work from a leave of absence within three (3) months or should you refuse to accept the position offered by Chick-fil-A Enos Ranch, you will be considered to have voluntarily terminated your employment with Chick-fil-A Enos Ranch effective the day your leave began.
Approval of Unpaid Leaves
The Owner/Operator shall have the sole discretion to grant or extend an unpaid leave of absence.
Eligibility for Benefits
During a leave of absence, you will not be paid unless you are eligible for Chick-fil-A Enos Ranch’s benefits programs, i.e. short-term disability, etc. In addition, you are not eligible for benefits during an unpaid leave under this policy.
Employment Resignation or Termination
Should you decide to resign, we hope you will advise your supervisor and the Owner/Operator of your intention to leave at least two weeks in advance and submit a written, dated and signed letter of resignation. Of course, as a Team Member at will, Chick-fil-A Enos Ranch cannot require you to give notice. We appeal to your professionalism and courtesy.
We expect you to continue to perform your duties and abide by our policies and procedures from the time you submit your resignation to the time your employment with us ends. Failure to perform your job and abide by the policies and procedures may result in your discharge prior to the date specified in your resignation. Chick-fil-A Enos Ranch reserves the right in some cases to terminate your employment upon receipt of your resignation or at any time after. Should Chick-fil-A Enos Ranch discharge you after you submit your resignation, any payment beyond your date of discharge is at company’ discretion.
Should Chick-fil-A Enos Ranch discharge you, be advised that we do not provide salary in lieu of advance notice of separation or other benefits. California law does not require severance payment in the event of termination of employment. However, in certain instances where we initiate termination, as a gesture of goodwill, we may offer additional pay in return for a release in a form satisfactory to us. Additional pay upon termination is made at the sole discretion of Chick-fil-A Enos Ranch.
Team Members who quit without giving 72 hours prior notice must be paid all of his or her wages, including accrued vacation, within 72 hours of quitting. Team Members who quit without giving 72-hours prior notice may request that his or her final wage payment be mailed to a designated address. The date of mailing will be considered the date of payment for purposes of the requirement to provide payment within 72 hours of the notice of quitting.
If you were covered under our group medical plan prior to your termination of employment, pursuant to federal law, you will be able to continue the same level of coverage as Chick-fil-A Enos Ranch’s Team Members (“COBRA”) for a limited period of time following your separation date at 102% of the premium cost. You will receive further information regarding continuation of medical coverage at the time of separation.
Team Member Acknowledgment
This will serve to notify Chick-fil-A Enos Ranch that I, ____________________ [name of Team Member], have received my personal copy of Chick-fil-A Enos Ranch’s Team Member Handbook. Further, I acknowledge and agree that as a condition of my employment it is my responsibility to read, understand, and follow the guidelines in this Team Member Handbook. I acknowledge and understand that this Team Member Handbook is not a strict set of rules continuing year after year, but instead consists of guidelines which are constantly evaluated by Chick-fil-A Enos Ranch, and that these guidelines are not intended to be a substitute for the good judgment, common sense, and discretion of Chick-fil-A Enos Ranch’s managers or Team Members.
I also acknowledge and agree that this Team Member Handbook is the property of Chick-fil-A Enos Ranch and is for internal use only. I agree that I will return the Team Member Handbook at the request of Chick-fil-A Enos Ranch. I also understand and agree that no part of the Team Member Handbook or its contents may be reproduced without the express written permission of Chick-fil-A Enos Ranch.
I ACKNOWLEDGE AND AGREE THAT THIS Team Member HANDBOOK DOES NOT CONSTITUTE AN EMPLOYMENT CONTRACT BETWEEN MYSELF AND CHICK-FIL-A ENOS RANCH. I ALSO ACKNOWLEDGE AND AGREE THAT MY EMPLOYMENT CAN BE TERMINATED BY CHICK-FIL-A ENOS RANCH AT ANY TIME, WITHOUT NOTICE, WITHOUT CAUSE, AND WITHOUT FURTHER COMPENSATION AT ANY TIME. I ALSO UNDERSTAND THAT NOTWITHSTANDING ANY PROVISIONS OF THIS Team Member HANDBOOK, I AM EMPLOYED BY CHICK-FIL-A ENOS RANCH ON AN AT-WILL BASIS.
I also acknowledge and agree that no officer or Team Member of Chick-fil-A Enos Ranch has the authority to alter or change the terms and conditions of my employment as set forth on this page. Accordingly, I acknowledge and understand that no one can make a commitment for duration of employment or job security. I further acknowledge and understand that Chick-fil-A Enos Ranch has the right and prerogative at any time to modify or amend the guidelines set forth in this Team Member Handbook with or without notice. I further understand that any previously issued Team Member Handbook has been revised and that any prior policies, if different from this Team Member Handbook, are now null and void.
I further acknowledge and understand that I have been given the opportunity to ask any questions concerning this acknowledgement, and to the extent that I have asked any questions, those questions have been answered and I fully understand my responsibilities and the purpose and effect of this acknowledgement. My signature is set forth below, and I understand and acknowledge that the original of this acknowledgement that I have signed has been placed in my personnel file, and that I have been provided with a copy of this document after I signed it.
Team Member Signature