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EMPLOYEE

HANDBOOK

2013

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TABLE OF CONTENTS Hoff, Nikki M. 6/17/13 1:34 PM
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Welcome .................................................................................................................................... 3
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What We Believe ....................................................................................................................... 4
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Our Mission ...................................................................................................................... 4
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5 Star Operations ........................................................................................................................ 5
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Who We Are .............................................................................................................................. 5
Introduction ...................................................................................................................... 5 Hoff, Nikki M. 6/17/13 1:34 PM
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Employment at Will ......................................................................................................... 5
Equal Employment Opportunity Employer ...................................................................... 6 Hoff, Nikki M. 6/17/13 1:35 PM
Immigration Compliance .................................................................................................. 6 Deleted: 4

National Labor Relations Act ........................................................................................... 6 Hoff, Nikki M. 6/17/13 1:35 PM
The Team ................................................................................................................................... 6 Deleted: 5
Employee Classifications ................................................................................................. 6 Hoff, Nikki M. 6/17/13 1:35 PM
How We Do Business ................................................................................................................ 7 Deleted: 6
Team Member Code of Conduct ...................................................................................... 7 Hoff, Nikki M. 6/17/13 1:35 PM
Zero Tolerance for Harassment, Discrimination, Inappropriate Conduct ........................ 7 Deleted: 6
Sexual Harassment ..................................................................................................... 8 Hoff, Nikki M. 6/17/13 1:35 PM
Other Forms of Harassment ....................................................................................... 9 Deleted: 7
Internal Reporting Procedure ........................................................................................... 9 Hoff, Nikki M. 6/17/13 1:35 PM
Day To Day .............................................................................................................................. 10 Deleted: 7
Work Schedules .............................................................................................................. 10 Hoff, Nikki M. 6/17/13 1:35 PM
Attendance, Dependability and Punctuality ................................................................... 10 Deleted: 7
Timekeeping Requirements ............................................................................................ 11 Hoff, Nikki M. 6/17/13 1:36 PM
Breaks and Meal Periods ................................................................................................ 11 Deleted: 8
Team Member Belongings Policy .................................................................................. 12 Hoff, Nikki M. 6/17/13 1:36 PM
Visitors ........................................................................................................................... 12 Deleted: 8
Fraternization Policy ...................................................................................................... 12 Hoff, Nikki M. 6/17/13 1:36 PM
Employment of Relatives ............................................................................................... 13 Deleted: 9
Appearance Standards .................................................................................................... 13
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Appearance Guidelines – Back of House ................................................................ 15
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Appearance Guidelines – Managers ........................................................................ 15
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Tobacco Policy ............................................................................................................... 15
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Compensation ................................................................................................................. 16
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Workplace Leaves & Benefits ................................................................................................. 17
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Benefit’s Overview......................................................................................................... 17
Types of Leave ............................................................................................................... 17 Hoff, Nikki M. 6/17/13 1:36 PM
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Time off / Vacation ........................................................................................................ 19
Workplace Guidelines .............................................................................................................. 20 Hoff, Nikki M. 6/17/13 1:36 PM
Data Integrity and Use of Business Systems .................................................................. 20 Deleted: 10
Cell Phone, Tablets, and Other Communication Devices .............................................. 20 Hoff, Nikki M. 6/17/13 1:37 PM
Public Information / New Media Inquiries..................................................................... 20 Deleted: 2
Social Media Guidelines ................................................................................................ 20 Hoff, Nikki M. 6/17/13 1:37 PM
PCI* & Data Security: Hourly Team Members ............................................................ 21 Deleted: 2
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PCI* & Data Security: Restaurant Managers ................................................................ 22
Safety and Security .................................................................................................................. 22 Hoff, Nikki M. 6/17/13 1:38 PM
Substance-Free Work Environment ............................................................................... 23 Deleted: 18
Workplace Safety ........................................................................................................... 24 Hoff, Nikki M. 6/17/13 1:39 PM
Violence in the Workplace ............................................................................................. 25 Deleted: 19
Environmental Safety ..................................................................................................... 25 Hoff, Nikki M. 6/17/13 1:39 PM
Performance Management ....................................................................................................... 26 Deleted: 19
Discretionary Progressive Discipline ............................................................................. 26 Hoff, Nikki M. 6/17/13 1:39 PM
Separation of Employment ............................................................................................. 29 Deleted: 0
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To continue our success. You play an important role in our success. We are happy you have joined our team! Page 3 August 2013 . we must recruit and hire the most talented individuals available. as part of a culture that empowers you to use your skills. diverse and productive workplace. We are deliberate in our selection process because we recognize that our Team Members are the embodiment of brands to our restaurant guests and other Company Team Members.Welcome Welcome to Apple Central. LLC! We are one of the casual dining industry’s fastest growing Applebee’s franchisees and are pleased to have you join our team. we must do ours by providing you with policies that promote a respectful. This Handbook is designed to be a quick- reference guide that summarizes what you need to know to help make your career productive and enjoyable. We believe that in order to do your best work. talents and resources in collaborative and creative ways to help us achieve our strategic goals.

We are committed to the development and advancement of our Team Members and we strive to create and maintain an inclusive environment where all Team Members feel challenged. At Apple Central. Quality Team Quality Ingredients Passionate Emloyees Every Team Member Lives Our Serving Passionate Communication Mission Guests Individuality Decision Speed Relevant Menus Self-Respect Say Something Nice to Your Polished Appearance Fellow Employees Every Day Honesty Focus Exceptional Price Value Relationship Trust Acknowledge. It is important that you know and understand our mission. through quality teamwork embedded in a culture of best effort.What We Believe Apple Central. our values and your role as you work each day to provide exceptional hospitality to each and every guest. our mission is to win every guest every day by delivering exceptional hospitality. m i s s i o n s t a t e m e n t a n d values provide direction to our T e a m M e m b e r s wherever they work. appreciated and welcome. Exceptional Hospitality Service Is Food Is Our Our Quality Best Effort Passion Friends Make Up Teamwork Difference Our Community Fresh. Greet Celebrate Success Humility Professionalism & Thank Perfect Plate Fun Presentation Have Fun Positive Attitude Risk-Taking Own Complaints Community Service Perfect Drink Immediate Responsibility for Respect Persistency Presentations No Negotiation/ The Clean & Safe Restaurants Guest Is Right Believe 4 . LLC’s (The Company).

It is your responsibility to stay current on policy updates and modifications. 5 . 6/17/13 9:46 AM RELATIONSHIP. salaried restaurant Managers. If you have any questions about any of the Company’s policies. THE EMPLOYMENT RELATIONSHIP IS NOT FOR ANY DEFINITE PERIOD OF TIME AND EITHER YOU OR THE COMPANY MAY TERMINATE THE EMPLOYMENT RELATIONSHIP AT ANY TIME WITH OR WITHOUT NOTICE. The following 5 Star Operations are how we conduct business every day. eliminate or deviate from any policy or procedure in this Handbook at any time. THIS TEAM MEMBER HANDBOOK IS NOT A CONTRACT OF EMPLOYMENT. It is a summary of policies. modify. procedures. At the end of this Handbook. and work rules and how they affect you. and friends) v Focus.5 STAR OPERATIONS We want your job experience to be rewarding and enjoyable. v Hiring quality people that demonstrate our values v Deliver comprehensive employee training v Deliver exceptional hospitality (food. Please read this Handbook along with the Code of Conduct very carefully. WHICH MEANS THAT THE EMPLOYMENT RELATIONSHIP IS BY Formatted: All caps MUTUAL CONSENT BETWEEN THE COMPANY AND YOU. or any other inquiry. with the exception of the employment at-will provisions. forecast and plan our business v Execute our plans and deliver results Who We Are This Team Member Handbook is provided to summarize important information related to your employment. THE RELATIONSHIP BETWEEN THE COMPANY AND YOU IS AN EMPLOYMENT-AT-WILL Hoff. FOR ANY REASON OR NO REASON AT ALL. Nikki M. service. which sets forth the fundamental principles and key policies and procedures that govern the way we conduct our business. Unless otherwise specified. AND WITH OR WITHOUT CAUSE. please contact your Manager or Human Resources. with or without notice. you will find the Company’s Code of Conduct. the term Team Member refers to part-time. We believe in treating our guests and one another with respect. The Company reserves the right to change. hourly restaurant employees and full-time.

is intended to infringe on the rights of employees under section 7 of the National Labor Relations Act. including Deleted: Form 1-9 requirements. Indent: Left: 1". nor the policies contained or described herein. Nikki M. sexual orientation. Right: 1. 6/17/13 9:56 AM We comply with the requirements of the Immigration Reform & Control Act of 1986. 6 . the Company classifies its employees as follows: Exempt Managers: A Team Member classified on the Company’s payroll system as an Exempt Manager is defined as an employee that holds a salaried management position and works solely in a management role.04". color. Nikki M. Line spacing: single Hoff. 11 pt. and all applicable requirements of state law regarding worker documentation. you should contact Human Resources for further guidance. We comply with the requirements of The Americans with Disabilities Act Amendments Act of 2008 (ADAAA). Font color: Text 1 For purposes of payroll administration. the Essential Hourly Team Member may work greater than 40 hours per week and will receive compensation at the rate of time and a half for any hours worked above 40 hours within a payroll week. eligibility for overtime payment and employment benefits. sex. If you find that you need a reasonable accommodation under the ADAAA. 6/17/13 10:08 AM Deleted: The Team Hoff. A Manager’s weekly hours will generally exceed 45 hours per week. Unknown Formatted: Font:10 pt Hoff. 6/17/13 10:09 AM Formatted: Font:(Default) Arial.Apple Central. The Company will recruit and hire applicants without regard to race. national origin. marital status. Nikki M. religion. Nikki M. age. veteran status or any other basis prohibited by law. Hoff. Nikki M. LLC is an equal opportunity employer and is dedicated to complying with all applicable laws prohibiting discrimination. Upon occasion. disability. Essential Hourly Team Members: An hourly Team Member who is hired or promoted to an essential position will generally work between 35 and 39 hours per week. 6/17/13 1:06 PM Formatted: Justified. 6/17/13 10:08 AM Deleted: Nothing in this handbook. Unknown Formatted: Font:10 pt Hoff.

however may temporarily work greater than 25 hours per week when business demands due to seasonality or scheduling needs. 7 . Team members have a business responsibility to work in the best interest of Apple Central. whether intentional or unintentional. The Company is committed to maintaining a safe. meals. All Apple Central. Harassment. v Soliciting or accepting money or goods for your personal benefit in any amount from a current or potential supplier customer. integrity and good judgment. v Accepting entertainment. customer. Conflicts between the best interest of Apple Central and Team Members’ personal relationships and interest must be avoided. Every member of Apple Central’s management is responsible for creating a safe atmosphere free of harassment. gifts. Potential conflicts of interest include but are not limited to: v Maintaining employment with an Apple Central competitor while employed by Apple Central. any personal business or other relationship that could potentially affect your business judgment. customer or competitor of Apple Central outside of authorized criteria and/ or programs. or competitor of Apple Central. or any other personal benefit or favor from a current or would-be supplier. services. A variable hourly employee will generally work less than 25 hours per week. has no place at Apple Central. How We Do Business Obeying both the letter and the spirit of the law is one of the foundations of Apple Central. You must disclose in writing. rules and regulations. It is the responsibility of every Manager to immediately stop any inappropriate behaviors they observe and to report such behavior to Human Resources. LLC’s ethical standards. harassment and discrimination free work environment in which employees at all levels of the Company are able to devote their full attention and best efforts to their jobs. It is Apple Central’s policy to comply with all applicable laws.Variable Hourly Team Members: An hourly Team Member classified on the Company’s payroll system as a variable hourly employee who is eligible for overtime as defined by the federal and state labor guidelines. discounts. Team Members are to conduct their business affairs with honesty. v Having a member of your immediate family employed by a supplier. discrimination or other inappropriate conduct. sexual or otherwise. or competitor of Apple Central. transportation.

sexually explicit jokes. offensive or intimidating work environment is prohibited under this policy. or becomes clear. and / or business-related social events. but not limited to Apple Central’s restaurants. v Submission to or rejection of such conduct is used as the basis for employment decisions affecting the individual. epithets. requests for sexual favors or visual. outside vendors. cartoons or posters. v Visual conduct such as leering.This policy applies and is enforced equally to conduct occurring in. notes or invitations. or any other individual conducting business with Apple Central. This definition includes many forms of offensive behavior. business meetings. v Such conduct has the purpose or effect of unreasonably interfering with a Team Member’s work performance or creating an intimidating. Harassment may include. making sexual gestures. or visual that may create a hostile. v Making or threatening reprisals after a negative response to sexual advances. verbal or physical conduct of a sexual nature when: v Submission to such conduct is made a term or condition of employment. 8 . graphic verbal commentary about an individual’s body. including all Managerial and supervisory Team Members. v Offering employment benefits in exchange for sexual favors. business trips. v Improper language such as making or using derogatory comments. slurs. suggestive or obscene letters. property. as well as independent contractors. but is not limited to the following: (1) Sexual Harassment The law defines sexual harassment as unwanted sexual advances. displaying of sexually suggestive objects or pictures. guests. physical. discrimination or other inappropriate conduct based on the following: Age Color Disability Gender Marital Status National Origin Family Status Religion Race Veteran or Military Status Sexual Orientation Any other basis proscribed by applicable law Any conduct. The following is a partial list of unacceptable conduct that is prohibited by this policy to serve as examples: v Asking for dates where it is clear. This policy applies to all Team Members. whether verbal. applicants. that the request is unwelcome. hostile or offensive working environment. sexually degrading words to describe an individual. v Unwanted verbal sexual advances or propositions. Prohibited Conduct Apple Central expressly prohibits any form of employee harassment. inappropriate or unwelcome comments about a Team Member’s body or dress. v Unwanted sexual advances.

v Retaliation for: (1) reporting conduct prohibited by this policy. text messages. text-messages and other forms of electronic communication that contain inappropriate and/or sexual language. v Jokes. v Emails. or (2) threatening to report conduct prohibited by this policy. or (2) threatening to report conduct prohibited by this policy. at the Company's sole discretion. impeding or blocking movements. 9 . as deemed appropriate under the circumstances. harassment. messages. or retaliation. or Human Resources. or other forms of electronic communication that contain inappropriate material about protected status. The following is a partial list of unacceptable conduct that is prohibited by this policy: v Mimicking or mocking a Team Member’s personal attributes based on the Team Member’s protected status. v Comments or conduct that is offensive based on one’s protected status. to reduce the possibility of any prohibited conduct occurring in the future. Appropriate corrective action will also be taken. v Retaliation for (1) reporting conduct prohibited by this policy. Complaints will be investigated and resolved in a timely and thorough manner. written or verbal. Internal Reporting Procedure If you feel you have been subjected to conduct that is inconsistent with this policy or that otherwise may constitute discrimination. such as disability or age. assault. you must immediately report it to the attention of your General Manager/Area Director. v Emails. Every effort will be made to protect the confidentiality of an investigation to the extent reasonably possible. that are derogatory about one’s protected status. or have witnessed any conduct that you believe to be inconsistent with this policy. national origin. such as national origin or race. including race. You may contact Human Resources through our AskHR@applecentralllc. The Company will also take action. pictures.com email address. deemed necessary and appropriate. v Conduct of an overtly sexual or obscene sexual nature at Company sponsored parties or events. (2) Other Forms of Harassment Unacceptable conduct includes many forms of offensive behavior. color. v Unwanted physical conduct of a sexual nature such as touching. religion. v Cartoons or pictures that are negative or offensive about protected status.

notify the General Manager and/ or Area Director immediately for assistance. Our goal is to provide ample time for planning and flexibility for personal needs. you must notify your General Manager and Area Director at least 8 hours prior to your shift. weekends and holidays. we need all of our Team Members to be dependable. it is our goal that the management team works together to schedule a variety of shifts which rotate day parts. Additionally. Team Members who wish to change their schedule. If you are sick or otherwise unable to make a scheduled shift. reliable and flexible. If you are unable to find a replacement. and operational needs. Hourly T e a m M e m b e r s are expected to report to work on time. In order for the business to run efficiently. and find another Team Member to work for them. ready to work at your designated shift start time. you must find a replacement. You are expected to report for your shift in uniform. Schedule requests should be made in advance to the General Manager. If there is an unresolved scheduling issue or an open shift. often will work 5 days per week consisting of 50-60 hours. Restaurant Managers. If you will be eating prior to your shift. While the number of hours and days required to be worked by each Team Member may vary from time to time based on a number of factors such as workload. Salaried Managers Management work schedules are posted monthly. When you are unable to report for your shift. If you need time off. you are expected to follow the guidelines listed below: 10 . business demands. In the event that you cannot report to work for a scheduled shift.Day to Day Hourly Team Members Schedules are posted weekly. you must request the time off by following the restaurant’s schedule request process. it creates a hardship on your fellow Team Members and can negatively impact our guest’s experience. on average. If a Manager needs a schedule change. may request a change of schedule with your Manager’s permission. they should work with the team to make necessary changes. you must be completed with your meal and ready to begin your duties at your assigned shift start time.

no-show. mishandle schedule changes that result in an open shift. before or after a shift for any reason. 11 . You should never clock in or out for another Team Member. Rest and meal breaks will be scheduled and paid according to applicable state and federal laws and any nursing mothers will be afforded time to express milk as required by law. Unexcused Absences A Team Member’s failure to call-in and report to work is considered a no-call. Team Members are personally expected to call- off as soon as possible and no less than 4 hours prior to the start of the shift. Hourly Team Members must properly clock in and out at every shift and must clock in for all hours worked. must find another Team Member to fill the shift. the time will be paid but the failure to obtain prior approval may result in corrective action at Company’s sole discretion. If an illness is serious or a replacement cannot be found. including up to termination of employment. or as otherwise required by applicable law.Absence Reporting Hourly Team Members. If overtime is worked without prior approval. Hourly Team Members may be required to work overtime on occasion. Any unexcused absence will result in corrective action at Company’s sole discretion. The Team Member is responsible for notifying a Manager as soon as possible about the absence and replacement. who are sick or otherwise unable to work their scheduled shift. Team Members may not work off the clock. Any overtime work must be pre-approved by your A rea D irector. Please see your Manager for specific time clock procedures. Overtime pay is paid for hours worked in excess of 40 hours per week. Please discuss your restaurant’s state specific laws regarding breaks and meal periods with your Manager. or cause other absence related situations may also be considered an unexcused absence. Any no-call. Team M embers who fail to call in advance of shift (unless there’s an emergency). no-show s h i f t may be considered job abandonment and may be grounds for termination.

excluding alcohol. who will ring in the order. such as while waiting to give you a ride home. up to an hour before and after a scheduled shift. All meals must be eaten while the Team Member is “off the clock” and must be eaten in the designated area within the restaurant. visitors (friends and/ or family) should only be allowed in the restaurant on a minimal basis. This helps to maintain safety standards and reduce potential distractions and disturbances. as appropriate under the circumstances. In order to maintain safety and security in the restaurant. just like anyone else’s. Apple Central encourages positive working relationships among its Team Members. Visitors are only allowed in the restaurant during business hours. you are responsible for their conduct. Team Members may not remove Company property or the personal property of another employee and/ or guest without written authorization of the Company. All team Members must give their order to the Bartender or Manager. buildings and parking lots. vehicle or object that enters onto Company property. If you have a visitor onsite. You should not eat your meals while performing your work duties. It is important to remember that all activities should be conducted in a professional manner and should not lead to perception of favoritism or create morale issues within the restaurant. Failure to have your meals properly rung into the system may be grounds for disciplinary action.Meals Program We offer hourly Team Members discounted meals. Searches may be conducted by Company management or local authorities. visitors are not permitted in areas that are not open to the general public. reside in the same residence. Your Manager will show you where you can eat and when. as these relationships can improve communication and trust between Managers and Team Members. We reserve the right to conduct lawful searches of any person. This meal cannot be a “to-go” order. employee or guest. At no time should a Manager and a Team Member engage in a dating relationship. or violate any of Apple Central’s professional conduct guidelines. Team Members are required to order and eat the meals under the program at the restaurant and all meals must be properly rung up and documented. The meal program may change at any time at the discretion of the Chief Operating Officer. To promote the safety and security of Team Members. 12 . as well answer any other questions.

Shoes need to be: v Non-slip. Hair Hair must be clean and styled. other visitors. Jewelry At all times. Grooming Good personal hygiene is a necessity. This policy applies to immediate and extended family members. If you have any questions regarding these dress guidelines. flip flops. v Closed toe. sling back. They should be a matched set and no more than two earrings per ear and should be relatively small/short. and your coworkers. Team Members must arrive at work free from body odor. If two family members are employed and one is promoted to a supervisory position. including Restaurant Managers. v Boots. Your appearance reflects the pride you have in the Company and your work. v Earrings are acceptable. The following guidelines are intended to allow for individual style while maintain safety: v One ring per hand. 13 .Apple Central permits family members to seek employment opportunities with the Company. v Black. please contact your General Manager or Area Director of Human Resources. The following guidelines apply to all positions within our restaurants. Position specific guidelines are also provided in this section. pull it back or put it up. tennis shoes and moccasins are not safe for restaurant work. one family member must transfer locations or separate from the Company. You represent Apple Central to our guest. you should consider your safety and the safety of your coworkers and guests when wearing jewelry in the restaurant. at no time should one family member be in direct supervision of another family member. hair clean and styled and ready to make a great first impression on our guests. sandals. and sideburns) should be neat and trimmed. Additional piercings should be removed while at work. however. Facial hair (beards. If hair is longer than collar length. All clothing should be clean and wrinkle-free. Shoes Apple Central requires non-slip shoes for all Team Members. v A short necklace is acceptable. v A small stud in the nose or tongue is acceptable. high heels. mustaches.

hands. Apple Central has provided some guidelines that allow individuality while maintaining consistency. Tattoos may not be visible on the face. (For safety reasons. v Low rise is acceptable at Apple Central – but extremely low rise is not. every day person in your Neighborhood. o If it is un-tucked. Nametags You must wear a nametag every time you work. Nametags help guests identify you as the Applebee’s Team Member and remember your name on their next visit. neck. v Pick a style that fits and flatters. v Solid black or solid white undershirts beneath shirts are acceptable. wear a belt. but the shirt needs to be entirely black-on- black. o Full length (no capris or shorts). v Black in color.Tattoos Tattoos are acceptable as long as they are in good taste for the average. Socks Team Members should wear socks and they should be solid black in color. The name on the name tag should be your actual name. Jeans With so many brands and styles of jeans. v T-Shirts are not allowed except for special events as authorized by your Manager. but sleeves are a must. capris and shorts are not permitted. o If it is tucked in. depending on the length and style. v A pattern within the fabric is acceptable. o Professionally casual – too tight or too baggy are not acceptable. (No sleeves). v Shirts can be tucked in or un-tucked. v Jewels and glittery decorations are unsafe and cannot be worn by restaurant staff.) v Jeans must be: o Blue denim – dark or medium shades. the shirt must come down to at least the top of your slacks. o 5 pocket style. 14 . v Long or short sleeves are acceptable. Wearing long sleeves or clean/color coordinated wrist bands are a suitable way to cover up a tattoo. Shirts Professional-looking shirts with collars in a style that fits and flatters and should be clean and wrinkle free. and must be minimal in size.

Jeans/slacks must be clean. tied back for health reasons. Hat/Hair Hair must be neat. For safety reasons. mustaches. No loose strands hanging around the face or neck. Appearance Guidelines. Smoking is permitted only in designated areas and is only allowed during authorized breaks or when a Team Member is off-duty. Collared shirts with the Applebee’s logo are not required but may be purchased by the manager and worn while on duty. Back of House Team Members will find position specific information provided below: Shirts Back of the House Team Members may be provided with Applebee’s logo t-shirts or they may wear a black t-shirt that otherwise meets Company standards. shorts are not permitted. Nametags must be worn at all times to ensure Managers are easily identifiable to guests. For additional food safety reasons. Team Members will be provided and should wear a baseball cap with Company logo when working in the Back of the House. The designated areas at your restaurant will be identified by your Manager in accordance with restaurant policy and applicable state law. button down long-sleeve shirt. free of tears and properly fitting. Additionally. Shirts should be conservative in color and may not be black. *Hourly Team Members should follow the manager’s dress requirements when working shifts as an Hourly Shift Lead. Manager’s may wear dress pants or professional khakis with a collared. Appearance Guidelines. vendors and Team Members. clothing must be wrinkle-free and adhere to all safety requirements listed in the general appearance standard’s guidelines. and if longer than collar length.Managers It is imperative that Managers represent themselves.Back of House In addition to the guidelines listed above. or collared polo shirt. washed. the Company and their Restaurant in a professional manner. 15 . Jeans or Chef Pants Back of the House Team Members may wear jeans or slacks such as Dockers or chef pants. T-shirts must be clean each shift. All facial hair (beards. Kitchen Managers may wear Chef pants and jackets if desired. and sideburns) must be neat and trimmed. groomed.

S. which the law allows. Hourly Team Members will have the option to enroll in direct deposit or enroll in the Company’s pay card program. § 203(m)) and various state laws. and Team Members must always retain their tips. Speak to a Manager about your specific payroll cycle. except in states where weekly pay is required. payment will be made on the preceding business day. This is known as a “tip credit. Additionally. If a regular payday falls on a legal holiday. Notice to Team Members Who Receive Tips Under the Fair Labor Standards Act (FLSA) (29 U.” The additional amount on account of tips (the “tip credit”) may not exceed a Team Member’s actual tips. Team Members will be paid electronically. you should request and receive a copy of the Tipped Employee Policy from your Manager during your orientation. Apple Central must inform Team Member of the FLSA’s tip credit provision in order to take a tip credit. Apple Central is required to pay tipped Team Members at least $2.C. If a Team Member’s hourly pay rate is less than the applicable minimum wage rate.13 per hour. 16 . then Apple Central may take a credit on account of the tips received by the Team Member equal to the difference between the hourly wage rate and the applicable minimum wage rate. you should review the Tipped Employees training video on Neighborhood University. You should discuss these options with your Manager during your orientation. except where prohibited by state law. If you were hired or will be working in a tipped position.Paydays Team Members are paid every other week. or a higher rate in some states. except when Team Members pool their tips with other tipped Team Members.

For additional information regarding the requirements and coverage levels for FMLA. 17 . please see the attached Family and Medical Leave Policy. Please contact Human Resources to learn more about short and long term disability benefits.  Life  Insurance)   Voluntary  Benefits   401K   401K   Meal  Program   Paid  VacaFon   Jury  Duty   Bereavement  Leave   Meal  Program   Bonus   Family Medical Leave (FMLA) Eligible Team Members may qualify for an unpaid leave of absence under the Family Medical Leave Act of 1993 or state law.     Exempt  Managers   Hourly  Team  Members       Health   Dental   Vision   Company  Paid  Life  Insurance   Company  Paid  Family  Life  Insurance   Short-­‐Term  Disability   Voluntary  Benefits   Long-­‐Term  Disability   (Medical.Workplace Leaves & Benefits We offer a competitive benefits package to eligible Team Members. Eligible team members and managers will receive enrollment information upon hire or promotion into an eligible position. pregnancy or injury may apply for short-term disability benefits.  Dental. You may also contact Human Resources. FMLA leave provides job protection and the option of continued health insurance benefits for certain family and medical reasons for up to 12 weeks in a rolling 12. It is important that you review this information so that you don’t miss out on important benefit opportunities.month period. Short-Term/ Long-Term Disability Exempt Managers who are or know they will be absent from work for 10 or more calendar days due to their own illness. Hourly Team Members may access their enrollment information through their PeopleMatter account or from their Manager during new hire orientation.

son. including exercising the privilege of voting. Contact Human Resources if you need to request MFLA. Voting We encourage Team Members to participate in civic responsibilities.S. Team Members are required to notify Human Resources as soon as they are aware of their military obligation. These Team Members may use available paid time off but are not required to do so. please review the policy outlined in Neighborhood University.S. However. Failure to follow the process as outlined by Human Resources may result in the termination of your leave protected status and in some instances may result in separation from the Company. At the conclusion of the leave. Armed Forces will be granted leaves of absence for military service. At the conclusion of the leave. the Team Member should discuss the situation beforehand with a Manager to determine an appropriate time to vote. Team Members generally have the right to return to the same position held prior to the leave or to a position with equivalent seniority. Requesting Leave Team Members requesting any type of qualified leave should notify their Manager and Human Resources as soon as possible to obtain information regarding the leave process. daughter. pay and benefits. Military Leave Team Members who are active or reserve members of the U. Team Members are required to notify Human Resources as soon as they are aware of their military obligation. if you are required to serve on a jury. These Team Members may use available paid time off but are not required to do so. The approved time off for voting shall be unpaid and shall be granted in keeping with applicable law. or other obligations in compliance with state and federal laws. Jury Duty We will cooperate fully with local. parent. Team Members generally have the right to return to the same position held prior to the leave or to a position with equivalent seniority. Armed Forces will be granted leaves of absence for military service. training. In the event the polls are not open at reasonable intervals either before or after a Team Member’s scheduled work hours. The Team Member may personally petition to be excused from jury duty if doing so would cause hardship on his or her family. state and federal courts in allowing Team Members to serve on juries. 18 . For additional information regarding the requirements and conditions of MFLA leave see the attached Family and Medical Leave policy.Military Family Leave (also referred to as MFLA) The Family and Medical Leave Act’s expanded regulations permit eligible Team Members to take MFLA leave in connection with a covered family member’s (spouse. or “next of kin” defined as the closest blood relative) service in the Armed Forces. Requesting Leave Team Members who are active or reserve members of the U. training. or other obligations in compliance with state and federal laws. pay and benefits.

You will receive 1 day of bereavement leave with pay due to the death of your aunt. Paid Vacation . brothers and sisters.54 3-4 104 2. significant other and parents-in-laws. or any form of compensation. Sick Leave Apple Central does not currently have a paid sick leave policy unless mandated by state law.00 5-9 120 2.31 10+ 160 3. and cousin. child(ren). domestic partner.54 2 80 1. Leave beyond this may be taken as vacation. parents. Paid vacation is not a wage. Please consult the Restaurant Manager Vacation Supplement for additional information regarding paid time off. We recognize the importance of having time away from work for rest and relaxation and encourage you to work with your Manager should you need time off from work for personal reasons. Paid Vacation . grandparents. Earning Vacation Vacation is accrued and added to vacation balances on a b i .Hourly Team Members Apple Central does not provide paid vacation to hourly Team Members. wage supplement. Personal Leave Apple Central does not currently have a paid personal leave policy outside of those leaves protected by law.weekly basis based on years of service in an eligible position as outlined in the table below: Years of Annual Vacation Weekly Accrual Service Award (hours) (hours) 1 Pro-rated 1.Bereavement Exempt Restaurant Managers will receive up to 3 days of bereavement leave with pay due to the death of your spouse.Salaried Restaurant Managers Paid vacation time is provided to Restaurant Managers as a voluntary benefit of time away from work for rest and relaxation.08 19 . uncle.

The Company takes no responsibility for the loss or theft of personal belongings which are brought into the workplace. or any of the Company property. programs including but not limited to internet access. guests. you may be contacted through the restaurant’s main phone number. personal communication devices. At no time. If you are approached by the media to speak or comment on a situation regarding the Company and/or a restaurant. or guest information) regardless of the form in which the records are stored (electronic. remote resources connected to the systems. Situations could arise in which the news media would approach Team Members for statements on behalf of the Company. paper or otherwise). Please contact your Manager or the Director of IT for reference to the policy and all requirements to ensure the proper and ethical use of all Company equipment. Team Members should direct any inquiries of a potentially confidential nature to their Manager. email. In the event that you bring your cell phone to work. intranet. cell phones. Managers are responsible for reviewing and adhering to the Company’s IT Policy. You should refrain from texting or calling on your personal phone. contact your Manager or your Area Director without delay. and issued through o u r a u t h o r i z e d central point of contact. T o e n s u re y o u r s a fe ty a n d o p tim a l g u e s t s a tis fa c tio n . are you allowed to take pictures on your mobile device of employees. the phone should be turned off. guest’s tickets. We encourage all Team Members to make the most of work time. We encourage you to leave your personal belongings in your vehicle or at home. voicemail. This is a violation of privacy and any unauthorized occurrence of this nature may result in immediate termination. business plans. th e use of personal cell phones and other electronic communication devices while at work is not allowed. Each user is responsible for maintaining and handling all data in a professional and confidential manner. financial. 20 . and any other Company-provided communication systems and/or information transmitted or stored there.WORKPLACE GUIDELINES General Guidelines Team Members are responsible for ensuring the integrity of all Apple Central data records (including but not limited to employee. All media responses pertaining to the Company must be coordinated. approved. phones. In the event of an emergency.

and Team Members. it probably isn’t. Alert your Manager or Area Director of any suspicious matters. v Do not leave credit cards or credit card information lying around. As a Team Member. its brands.These guidelines apply to all contributions. such as credit card skimming. or any of its products. Team Members engaged in social networking may not make statements that either actually or potentially negatively impact or bring into disrepute the Company. v It is your responsibility to report to your Manager any act or suspicion of a data security breach. Protect Guest Credit Card Information v Protect and conceal sensitive information at all times. postings. user ids or passwords that provide access to computer systems. customers. If something doesn’t look right. 21 . At no time shall a Team Member violate the privacy of other Team Members or Guests by posting private. The skimmer copies the data contained on the card’s magnetic strip which can be used in identity theft and to manufacture counterfeit cards. confidential information. v Be alert and trust your instinct. v Always check to see that the guest receives his/her credit card before leaving the restaurant. find a Manager and ask that the card is concealed and that the card is placed in a secure place. v If the guest forgets his/her credit card. its operations. services. Report a Data Security Breach v Immediately report to your Manager any suspicion that data security has been breached or a guest’s credit card has been compromised. The only exception to this general rule is a communication that is otherwise legally protected. v Managers should follow the guidelines set up for reporting a data security breach. As a general matter. v Do not share access cards. Prevent Credit Card Skimming v Credit card skimming is prohibited. it is your responsibility to help guard our guests’ credit card information. v Skimming is a practice in which a Team Member swipes a credit card through a special device called a skimmer that records the card owner’s account information. and comments to personal websites and all other forms of online community activities.

v IT will monitor systems on the network for unauthorized activity. Reporting a Data Security Breach v If you suspect that your BOH Computer has been breached or a guest’s credit card has been compromised. Your personal safety. which includes credit card security. please report it to the Director of IT.* PCI is the Payment Card Industry Data Security Standard. v Managers are prohibited from posting passwords in written form in their work area. Unauthorized Wireless Networks v Managers must complete a manual check quarterly for unauthorized wireless networks in the restaurant. Managers must take steps to train themselves and Team Members on data security awareness. and the safety of your co-workers and guests. The safety of all Team Members depends upon each of us taking personal responsibility to assist in the proactive practices of a safe working environment. v Complete this check manually by doing the following: o Physically examine the following: – Each POS Terminal – The BOH Computer – Each network jack for connecting your POS and BOH Computers to the network o If there is a device that you don’t recognize. Safety and Security Safety is essential to all Team Members in the workplace. v Managers are prohibited from communicating their personal password information to another user. Managers are responsible to help protect guests’ credit card information. 22 . is first and foremost a priority and must be an important consideration in all workplace practices. The following provides additional information on Company policies/procedures regarding data security and is not intended to be all inclusive: Apple Central Password and Security v Access to all computer resources will be password-enabled. which is a common set of security controls for protecting credit card information maintained by the PCI Security Standards Council. We encourage you to use sound judgment regarding safety at all times. All merchants that store or process credit cards are subject to these data protection standards. as well as common sense to reduce the risk of injuries and accidents in the workplace. Additionally. report it immediately to your Manager or Area Director.

While working. and 9) must behave in accordance with the Company’s Responsible Service of Alcohol policies and procedures. any of the following: illegal drugs (whether illegal under federal or state law). 6) all drinks must be ordered from a server and rung in by the server. 7) must not enter the Back of the House 8) must be out of uniform. or be under the influence. Alcohol Consumption The unauthorized possession or consumption of alcohol on Company property. (3) or. while operating a vehicle or equipment owned. or unauthorized drugs (including prescription and/or over- the-counter drugs used for non. 3) must refrain from any behavior/language that is less than professional or not in the best interest of guests.5) may sit in the bar area. Team Members may not use. or otherwise have in your system. In addition. healthy and productive work environment. 2) must pay full price for the alcoholic beverages. however should not sit at the bar. We reserve the right to advise the appropriate authorities in the event that a Team Member violates the law. rented or leased by the Company or while operating any vehicle or equipment for a business purpose. the use of alcohol during working hours. or its related entities.Chemical Substances Apple Central is committed to promoting a safe. we expect all Team Members to conduct themselves properly at all times while at Company- sponsored functions or while representing the Company in any work-related setting where alcohol is served. This includes. transfer. other chemical substances that may alter or impair a person's functioning and/or judgment. 4) must not remove alcohol from the restaurant. However. or the Company. restaurant staff may not consume any alcoholic beverage within four hours prior to the start of their shift or prior to visiting another Company restaurant to work in any capacity. and/or reporting to work while under the influence or otherwise having alcohol in one's system is prohibited. co-workers. or drug-related paraphernalia. possess. but is not limited to. the following circumstances: (1) on or off duty while on Company premises. This prohibition does not apply to the authorized consumption of alcohol at social or business functions sponsored by the Company. sell. distribute. where alcohol is served and the legal age requirement is met. We are committed to a drug-free work environment and we prohibit the inappropriate use and possession of alcohol or controlled substances at work or while at work-related activities. (2) while conducting business-related activities on or off Company premises. Hourly Team Members Hourly Team Members may drink responsibly in a Company restaurant with a maximum of 2 alcoholic beverages when they are off duty if the following requirements are met: 1) must be at least 21 years of age.medical or unintended reasons). 23 .

v If you incur an injury. regarding safety issues.e. Accident & Injury Prevention Maintaining a safe work environment for all Team Members.Restaurant Managers Restaurant Managers are only allowed to consume alcohol when they are on a scheduled day off from work. it is important that you report the incident. 24 . All drink orders must be rung in by a server and Manager’s must behave in accordance with the Company’s Responsible Service of Alcohol Policies and Procedures. v Failure to conform to safety guidelines may reduce or disqualify you from Workers’ Compensation benefits. You need to be aware of any specific job hazards in your position at the restaurant. including hourly Team Members and Restaurant Managers. Provide as many details as possible and protect and secure all evidence. including Managers. They are not allowed to consume alcohol in the restaurant before or after a scheduled shift. is a priority. Reporting the injury also helps verify compliance with the laws governing reporting deadlines and allows Managers to investigate injuries to eliminate future or similar accidents. and immediate medical attention. seek appropriate help. v Team Members should notify a Manager of any unsafe conditions or hazards that is found in the work environment. If equipment is broken. that information should be reported to a Manager immediately. Team Members may not attempt to conduct any repairs. Reporting of Accident or Injury In case of an injury on the job. v Use proper body postures and similar safe practices to prevent injuries (i. Team Members will not be retaliated against for making a report of a Workers' Compensation injury and/or for exercising such rights. We strongly encourage all Team Members to communicate with their fellow Team Members. first aid. bending your legs when lifting). v Team Members should not attempt to operate any equipment or use any chemicals until they have received proper training about correct operations and cleaning procedures. who is responsible for coordinating any repairs. See next section for reporting. A Manager is expected to resolve the situation. even the smallest situations that could cause potential issues. Failure to report an injury is a serious matter. and may impact coverage of the injury under Workers’ Compensation Insurance. This commitment requires the continuous cooperation of all Team Members. If you witness or learn of an accident. you must immediately report the injury to your Manager or Area Director no matter how minor the injury may seem. Following these basic safety rules will also help prevent personal injury or the injury of others in the workplace.

vendors. as well as threats by guests. Check with your Manager for the proper way to dispose of hazardous items (i. Please check with your Manager to review the policies and procedures surrounding communicable diseases in the workplace. All suspicious individuals or activities should also be reported. All threats of violence. please review the Safety I & II sections on Neighborhood University or by contacting your Manager. This includes activities outside of work that could significantly affect the business relationship and / or reputation. and local environmental laws as it pertains to proper disposal of hazardous items and waste. If you have additional questions. non- abusive manner at all times. state. Hazardous Materials Toxic and hazardous materials may be utilized in your work environment. Communicable Diseases We have established high standards and expectations related to sanitation. As such. visitors. Team Members have the right to know what chemicals they may be exposed to on a daily basis. You may also access the information at any time through Neighborhood University or by asking your Manager.e. both direct and indirect. cleanliness and proper food handling. Acts of violence or threats of violence will not be tolerated and will result in disciplinary action up to and including termination. or other members of the public. The Company requires compliance with all federal. We are committed to the protection of health and safety for all Team Members and restaurant guests as it pertains to communicable diseases and reducing the risk of transmitting illnesses to others.Apple Central believes that all employees have the right to work in a safe and secure environment and that all employees should be treated with dignity and respect. should be reported as soon as possible to your Manager or Human Resources. Apple Central expects all employees to conduct themselves in a non-threatening. This includes threats by Team Members. You will learn more about how to safely perform your job during your orientation and training. a list of hazardous materials and Material Safety Data Sheets (MSDS) are available in your restaurant. 25 . You will learn more about our safety policies during your new hire orientation. kitchen grease).

Please notify your Manager and Area Director if you have interest in learning new positions within the restaurant and to learn more about advancement opportunities. Apple Central believes in developing our Team Members and Managers and providing opportunities for continued career advancement through on-going training and development. Written Warning: A written notice of corrective action will be presented to the Team Member and the seriousness of the problem discussed with the Team Member. Hoff. or violation of other Company policies and procedures. All caps Day-to-Day Coaching (Verbal): The Team Member is verbally counseled. 6/17/13 10:16 AM MEMBER OR THE COMPANY. All caps ANY FORMAL SYSTEM OF DISCIPLINE OR WARNINGS. The progressive discipline process is intended to encourage Team Members to improve their performance. 26 . At times it may be necessary for your Manager or Area Director to discuss performance or behavior concerns with Team Members.Performance Management We are a performance-based organization and top performers are recognized accordingly. Final Written Warning: A written notice of corrective action indicating any further violations may lead to termination of employment. THE COMPANY MAY EXERCISE ITS DISCRETION TO TAKE CORRECTIVE ACTION AS IT DEEMS APPROPRIATE. ALTHOUGH ALL EMPLOYMENT RELATIONSHIPS MAY BE TERMINATED “AT WILL” BY THE TEAM Hoff. Progressive discipline may be implemented at the Company’s sole discretion and is intended to aid Team Members in correcting minor performance and /or unacceptable behavior. Nikki M. NOTHING IN THIS SECTION REGARDING DISCRETIONARY PROGRESSIVE DISCIPLINE IN ANY WAY CHANGES THE AT-WILL STATUS OF EMPLOYMENT WITH THE COMPANY NOR IS THE COMPANY IN ANY WAY BOUND TO FOLLOW ANY PARTICULAR STEPS. with a notation made in his or her file that such counseling occurred. We believe that providing our Team Members with both formal and informal feedback on job performance is a positive way to measure current performance and to provide recommendations for improved performance. ORDER OR PROCEDURE IN EXERCISING ITS DISCRETION IN DISCIPLINING EMPLOYEES. It also provides for more severe counseling for repetitions of a particular offense. 6/17/13 10:16 AM Apple Central’s Progressive Discipline Guidelines Formatted: Font:Italic. KEEP IN MIND THAT TEAM MEMBERS ARE “AT-WILL” EMPLOYEES. a continuation of unacceptable work behavior. Nikki M. WITH OR WITHOUT CAUSE AND WITHOUT FOLLOWING Formatted: Font:Italic. You will receive regular informal feedback on your performance and may at times receive more formalized feedback in the form of one-to-ones with your Manager or formal performance evaluations.

equipment. drug manufacture / distribution / possession. • Conviction. • Possession of a weapon or other hazardous device while on duty or on Apple Central property. guests or vendors. food. paperwork. • Possession. inappropriate behavior. your coworkers and/or guests. This includes but is not limited to: inventory counts and /or paperwork. act of dishonesty. • Working “off the clock” or allowing / requesting another employee to work “off the clock”. • Altering or falsifying a guests ticket. • Allowing any non-Apple Central personnel. for a crime of moral turpitude. reports. or inhalants while on duty or on Apple Central property. or actions that create an offensive or hostile environment for Team Members. sale. • Providing guest or other Team Members’ personnel information to the media. unscheduled vendor or any Apple Central Team Member who is not on the clock into the restaurant outside of normal business hours or into unauthorized areas during normal business hours. • Failure to follow proper safety procedures endangering yourself.Termination: Team Members who do not comply with Company policies despite previous counseling and employees who commit violations that Company management believes merit severe discipline regardless of whether previous discipline was issued will be terminated. • Seeking to apprehend or detain someone suspected of a criminal act such as robbery. declaration of tips. discrimination. information. money. • Disclosure of confidential information to anyone other than authorized personnel. felony. guests’ tickets. violence. illegal drugs (state or federal). or omissions and misrepresentations in Company forms. manipulation. (including but not limited to. 27 . business practices. falsification. gift cards. posting on social websites. personal blogs or at any time using information in a manner outside of its proper intent. • Theft or misappropriation of Apple Central property. or other crime related to the functions of your job. including deferred adjudication. disclosure of criminal background information. Severe Misconduct: The following may result in immediate termination at Company’s sole discretion: • Alteration. use or being under the influence of alcohol. eradication or removal of. charge slip or gift card. applications for employment. distribution. procedures guests property or Team Member property. • Harassment. reports or receipts.

• Gross Insubordination Other Violations Warranting Discipline at the Company’s sole discretion (e. • Horseplay. • Refusal to cooperate in an investigation. as in harassment cases. • Engaging in behavior or actions that cause management to lose confidence in your judgment or abilities.g. including lounging or loafing while on duty. Duration Except in cases where prior disciplinary actions could be used to find the Company liable. utensils. • Failure to follow a reasonable directive from a supervisor. guests or vendors. • Failure to follow the Company’s dress code and grooming standards. progressive counseling actions shall remain active and form the basis for more serious disciplinary action of one (1) year from the date of issue. • Continued dependability issues. including failure to disclose known information and/ or failure to attend a scheduled interview. 28 . • Having a no-call. visiting with friends. throwing food. Nikki M. degrading and/ or generally offensive to subordinates. • Acting in a manner that is unprofessional. fighting or scuffling on Company premises or at Company sponsored functions. superiors or guests to include but not limited to: abusive language. written. or other items that may cause injury. • Threatening. intimidating or otherwise interfering with Team Members. no–show shift. demeaning. • Unsatisfactory job performance. • Sleeping on the job. • Failure to follow the Company’s cell phone policy. failure to follow Manager’s direction. • Unproductive use of time. final written warning or possible termination) Hoff. 6/17/13 10:19 AM Deleted: Progressive • Failure to follow Company policies and procedures. name-calling or shouting in a threatening or demeaning manner.

Although we hope your employment will be a satisfying relationship. Separation from employment can occur for a variety of reasons including a Deleted: long-term and voluntary decision (i. Nikki M. termination of employment-at-will relationship).e.e. 29 . Please provide as much notice as possible when you are resigning your position. we recognize that separation from employment occurs because one or both parties reached such a Hoff. 6/17/13 10:19 AM decision. All Company property should be returned to your Manager on or before your last shift. resignation or job abandonment) or an involuntary decision (i.