Professional Documents
Culture Documents
HANDBOOK
For Hourly Employees
and Salaried Managers
FOR
EMPLOYEE RELATIONS
Performance Appraisals --------------------------------------------------------------------------------- 31
Employee Files ------------------------------------------------------------------------------------------ 31
Open Door Policy --------------------------------------------------------------------------------------- 32
Employee Suggestions --------------------------------------------------------------------------------- 32
Arbitration Agreement ---------------------------------------------------------------------------------- 32
STANDARDS
Dress and Grooming, Uniforms, Appearance ------------------------------------------------------- 33
Personal Hygiene, Fingernails, Hair, Name Badge ------------------------------------------------- 34
Attendance and Punctuality ---------------------------------------------------------------------------- 35
Workplace Violence ------------------------------------------------------------------------------------- 36
Drug Testing Policy ------------------------------------------------------------------------------------- 37
Computer Technology Resource Usage Policy (IT) ------------------------------------------------ 39
On-Line and Social Media------------------------------------------------------------------------------ 42
Telephone Usage, Radios, CDs and MP3 Players -------------------------------------------------- 43
Personal Property, Loitering --------------------------------------------------------------------------- 43
Non-Employee Access --------------------------------------------------------------------------------- 44
Media ------------------------------------------------------------------------------------------------------ 44
Smoking, Food, Gum and Tobacco ------------------------------------------------------------------ 44
Solicitation/Distribution of Literature ---------------------------------------------------------------- 45
Confidentiality of Information ------------------------------------------------------------------------- 45
Safety Policy --------------------------------------------------------------------------------------------- 45
Food Safety Policy--------------------------------------------------------------------------------------- 46
Outside Employment ----------------------------------------------------------------------------------- 46
Conflict of Interest --------------------------------------------------------------------------------------- 47
Special Notice to Arizona Employees --------------------------------------------------------------- 47
Employee Rules of Conduct --------------------------------------------------------------------------- 48
Unacceptable Behavior/Misconduct ------------------------------------------------------------------ 49
MISCELLANEOUS
Bulletin Boards ------------------------------------------------------------------------------------------ 51
Auto Safety ----------------------------------------------------------------------------------------------- 51
Company Property and Facilities --------------------------------------------------------------------- 52
On behalf of your colleagues, we welcome you to Hot Pizzas, LLC, franchisees of Pizza Hut
and wish you every success here. We’re glad to have you with us!
We believe that each employee contributes directly to our growth and success, and we hope you
will take pride in being a member of our team. We are counting on your expertise to help us
achieve our goals. We greatly appreciate the talents and dedication of our employees. As thanks
for your commitment, it is our practice to treat employees with dignity and respect.
To satisfy the needs of our guests, we must function as a team to provide them with the highest
quality of service. As a part of the teamwork philosophy, we have a policy of open, two-way
communication at all times. Because you can freely address problems and concerns, as well as
your suggestions, to your managers, we do not believe outside organizations are necessary, or
even helpful, to our employee relations.
This handbook was developed to describe some of the expectations of our employees and to
outline the policies, programs, and benefits available to eligible employees. Employees should
familiarize themselves with the contents of the employee handbook as soon as possible, for it
will answer many questions about employment with Hot Pizzas, LLC.
We hope that your experience here will be challenging, enjoyable and rewarding. We want to be
the best, so we only hire the best! Thank you for joining our winning team and again, welcome!
Except for employment “at-will” status and the arbitration agreement, the Company reserves the
right to change, at its sole discretion, all such policies and practices and the hours, wages,
working conditions, job assignment, position titles, compensation rates and benefits for any
employee. Other than the Franchisees of the Company, no manager, supervisor or representative
of the Company has any authority to enter into any other than an at-will relationship with any
employee. Only the Franchisees of the Company have the authority to make any such agreement
and then only in writing.
As a matter of Company policy, all employment is on an at will basis, meaning that employment
shall last for so long as mutually agreeable. Under this, either the employee or the Company
may terminate the employment at any time with or without cause.
The policies set forth in this Employee Handbook replace any and all previous policy statements,
whether written or oral, which differ from or are inconsistent with the policies expressed in this
Handbook. No such prior policies or procedures shall have any force or effect after the effective
date of this Manual.
It is your responsibility to review and gain an understanding of the contents of this handbook,
and sign the acknowledgement page.
Please read it carefully. It will serve as a guide and ready reference to your questions about the
Company, job, pay, benefits, activities and responsibilities. This handbook cannot answer all
your questions about the subjects it addresses. If you have further questions, feel free to ask the
Director of Human Resources.
Every effort has been made to make this handbook as comprehensive as possible. However, the
information in this handbook is for guideline purposes only and is not intended to create a
contract, either expressed or implied, of continued employment. Likewise, compliance with the
laws of the States where we operate is an important obligation, and nothing in our policies will
be interpreted to conflict with such laws.
NOTE: Our Company policies and procedures supersede those of Pizza Hut Corporate.
Vista Foods, Inc. was created in 1987 with the purchase of a single unit in Prescott and has since
grown to five locations, including a multi-brand KFC/TB. In 1988, Mark and Krystal’s mother
and fellow franchisee, Sonja Zee Peterson, left the family law practice to actively participate in
the thriving company.
The company continued to expand and another company, DDO-Cal, Inc., was added to include
restaurants in Blythe and Needles, California. In 1997, the growing company tripled in size with
the addition of 26 restaurants in the Phoenix area under the umbrella of Hot Tacos, Inc. A
northern Arizona district was added in 1999 with the acquisition of seven restaurants in the
White Mountain area.
DDO-Utah, LLC, was created in 2008 with the addition of 14 restaurants. With a cadre of loyal
employees in place, continued successful growth and expansion is the company goal. Another
growth spurt in 2009added five additional restaurants to our southern border regions, stretching
from El Centro and Calexico to Yuma under the umbrella of Zee Tacos, LLC.
In October 2010, Hot Pizzas, LLC, was formed and the company added 40 Pizza Hut restaurants
in the Phoenix metro area. This addition created a new partnership with Pizza Hut Inc and
followed true to the company’s successful goal of expansion and growth.
Both brother and sister hold fast to the belief that business has an obligation to provide a return
to the community, thus all locations are encouraged to be active members of the local chamber of
commerce. The pair also takes an active role in the community within the Taco Bell Franchise
Owners Association. The company is actively involved in supporting the Boys & Girls Club of
America, as well as local B&G clubs and numerous other youth and civic activities.
Continued growth is the company’s ambition, but one thing that remains constant is the
franchisees focus on the customer and their belief in the How We Work Together principles, and
in putting people first.
Today Taco Bell and Pizza Hut, along with Kentucky Fried Chicken and Long John Silver’s, are
owned and operated by YUM! Brands, Inc. We know you share in that same sense of pride as an
employee of the Company.
We want to provide our guests with an atmosphere that is fun, casual and comfortable. Each of
our restaurants has been designed with the guest in mind; for efficient service and pleasant
surroundings, but it takes our Team Members to make our guests’ stay a truly enjoyable one.
C.H.A.M.P.S. begins and ends with you!
Hospitality: At Pizza Hut we treat our guests as if they were guests in our own home. We go
that extra step to make guests feel welcome. Guests are our first priority. We strive to provide
hospitality because it makes our job more pleasant and also drives our business. The
attentiveness, courtesy and friendliness you display toward your guests is our most important
form of marketing.
Accuracy: Our guests want to receive exactly what they ordered, and they want it prepared and
packaged correctly. Pizza Hut ’s accuracy standards are: correctly enter the guest’s order into
the register, use the right ingredients and portion them accurately, use the correct packaging for
each item and complete all orders with all items.
Product Quality: Guests want hot food served hot, cold food served cold, and all food
portioned correctly and presented neatly. Our menu items are the product of a great deal of
research and development, but we rely on you to make sure that every one of our guests enjoys a
hot, tasty and perfectly prepared meal every time they visit one of our restaurants. We are
famous for the quality of our food, so we insist that you follow specific food preparation
procedures that are both efficient and sanitary.
Speed with Service: Guests expect to receive their food quickly, whether they dine in, carry
out, visit the drive-thru or order for delivery. Fast service means meeting or exceeding our
Speed with Service goals. Serving each guest quickly is our first priority. We expect you to be
efficient, attentive, courteous and respectful at all times.
Our personal contact with the public, our manners on the telephone, and the communications we
send to guests are a reflection not only of ourselves, but also of the professionalism of our
company. Positive guest relations not only enhance the public's perception or image of our
Company, but also pay off in greater guest loyalty and increased sales.
Recognition We find reasons to celebrate the achievements of others and have fun
doing it.
Excellence We take pride in our work and have a passion for excellence.
The continued success of the Company is dependent upon our customers' trust and we are
dedicated to preserving that trust. Employees owe a duty to the Company, its customers and
shareholders to act in a way that will merit the continued trust and confidence of the public.
The Company will comply with all applicable laws and regulations and expects its managers,
officers, and employees to conduct business in accordance with the letter, spirit, and intent of all
relevant laws and to refrain from any illegal, dishonest, or unethical conduct.
In general, the use of good judgment, based on high ethical and moral principles, will guide to
acceptable and professional conduct. If a situation arises where it is difficult to determine the
proper course of action, the matter should be discussed openly with your immediate supervisor,
restaurant manager, Area Coach, Concept Director, Director of Operations or Director of Human
Resources for advice and consultation. Failing to comply with this standard of business ethics
and conduct could lead to disciplinary action, up to and including possible termination of
employment.
EQUAL OPPORTUNITY
It is the policy of the Company to provide equal opportunity in all aspects of the employer/
employee relationship. The Company acts in compliance with the requirements and intent of
applicable Federal and State regulations and related state and local laws and regulations, which
protect the right to equal employment opportunity.
Personnel actions will be taken without regard to race, creed, color, religion, sex, national origin,
ancestry, age, sexual orientation, gender identity, marital or veteran status, and any other
classifications protected by Federal, State or local law. Our Company will recruit, hire, train,
and promote all persons without discrimination based on race, creed, color, religion, sex, national
origin, ancestry, age, sexual orientation, gender identity, marital status, veteran status or other
protected classification. Likewise, the Company will not discriminate against qualified disabled
individuals or on the basis of genetic information.
In compliance with federal law, each new employee (and former employee), as a condition of
employment, must complete the Employment Eligibility Verification Form I-9 and present
documentation establishing identity and employment eligibility, Social security numbers are
verified using a database of the United States government. Failure to provide lawful
documentation will result in termination of employment within the DHS/ICE guidelines.
It is our policy to maintain a work environment free from all forms of unlawful harassment or
discrimination and to insist that all employees be treated with dignity, respect and courtesy.
Harassment, including sexual harassment and discrimination, is prohibited by law. The purpose
of this policy is not to regulate our employees’ personal morality. It is to prevent harassment or
discrimination from occurring, and provide reporting channels if it does.
Sexual harassment is defined as unwanted sexual advances or visual, verbal, or physical conduct
of a sexual nature. Sexual harassment includes many forms of offensive behavior. The following
is a partial list of the types of conduct that could constitute sexual harassment.
The Company will do its best to keep the workplace free of unlawful conduct that creates an
intimidating, hostile or offensive work environment for our employees. Your cooperation is
needed to achieve the goal by reporting incidents of harassment or discrimination.
In the event that you experience, or see or hear of any conduct that violates this policy, we urge
you to contact your supervisor, Human Resources department, or any member of the
management team. You should also provide your complaint in writing to the Human Resources
department. Supervisors will report all incidents of harassment to the Human Resources
department. The Company will, to the extent possible, treat the matter with the degree of
confidentiality that is appropriate under the circumstances.
All complaints will be promptly and thoroughly investigated, and employees are expected to
cooperate fully in the investigation process.
If, after investigation, the complaint or concern is determined to be justified, the Company will
take necessary and appropriate action to end the harassing or intimidating conduct and prevent its
recurrence, including discipline up to an including termination of employment.
Those who use the complaint procedure will not be subjected to any acts of harassment,
coercion, intimidation or retaliation due to their reporting an incident or participating in an
investigation or proceeding concerning the alleged harassment.
In addition, disciplinary action will be taken against any employee(s) who attempt to discourage
or prevent any harassment victim from using the Company’s complaint procedure to report
harassing conduct. Accordingly, any retaliatory conduct should be reported immediately to your
supervisor or Human Resources department.
DISABILITY ACCOMMODATIONS
The Company is committed to complying fully with the Americans with Disabilities Act (ADA)
and ensuring equal opportunity in employment for qualified persons with disabilities. All
employment practices and activities are conducted on a non-discriminatory basis.
The Company recognizes employees with life-threatening disabilities, such as cancer, heart
disease, and AIDS, may wish to continue their normal pursuits, including work, to the extent that
their condition allows. The decision to continue work will be based on the employee’s ability to
perform the essential functions of the position, with or without reasonable accommodation, to the
Company’s expected performance standards. The Company will reasonably accommodate a
qualified person’s disability provided it does not cause undue hardship to the Company. Should
an employee believe that an accommodation may be needed in order to perform the essential
functions of the employee’s position; the employee should discuss the matter with their manager
and human resource department.
The Company may also conduct background checks that may include criminal convictions,
motor vehicle records, and other relevant background information. You may also be required to
provide proof of automobile insurance coverage if you operate your personal vehicle to conduct
company business. This includes, but is not limited to, running errands for the Company, picking
up or returning products from other restaurants, taking the deposit to the Company’s approved
bank, etc.
The Company has the right to lengthen the introductory period if it is deemed necessary, or to
terminate the employment relationship at any time during this period. Completion of the
introductory period does not change your “at will” employment status or entitle you to remain
employed by the Company. Both you and the Company are free, at any time, during or after the
ninety- (90) day introductory period, with or without advance notice, and with or without
“cause”, to end the employment relationship and your compensation.
Exempt Employees: Exempt employees are those whose job assignments meet the federal and
state requirements for overtime exemption. Exempt employees are compensated on a salary
basis and are not eligible for overtime pay. Your supervisor will inform you if your status is
exempt.
Part-Time Nonexempt Employees: Part-time nonexempt employees are those who are
regularly scheduled to and do work thirty-nine (39) hours or less per week. Part-time nonexempt
employees may be assigned a work schedule in advance or may work on an as-needed basis.
Part-time nonexempt employees are eligible for some, but not all, employee benefits described in
this manual.
Temporary Employees: Temporary employees are those who are employed for short-term
assignments. Short-term assignments will generally be periods of three (3) months or less
(summer work). Temporary employees are not eligible for employee benefits and may be
classified as exempt or nonexempt on the basis of job duties and compensation.
The Company provides core group insurance coverage for eligible personnel. A summary plan
description booklet will be provided upon enrollment. The Company will comply with
applicable provisions of federal and state insurance laws and regulations. The cost of coverage is
shared by the employee and the Company and depends upon the coverage you choose. Please
contact the Human Resources department at the Restaurant Support Center if you have questions
regarding the group insurance plan. In the event of any increase in medical insurance premium
rates, all employees may be required to contribute to the cost of increased premiums to retain
coverage.
Unemployment Compensation
The Company contributes to the Unemployment Insurance Fund on behalf of its employees.
Employees make no contribution for this coverage. The Company pays the entire cost.
Social Security
Social Security is an important part of every employee’s retirement benefit. The Company pays
a matching contribution to each employee’s Social Security taxes.
The Company is concerned for your safety, and it is important that you help to curtail accidents
during your employment. To ensure your physical well-being and the correct processing of
claims, it is extremely important that you notify your Manager immediately of any injury that
occurs during or because of employment, no matter how slight. Employees who either have an
accident or are witnesses to an accident at work are responsible for reporting it on the day it
occurs.
Our Workers’ Compensation insurance covers the cost of your medical care. You may also be
eligible to receive temporary or permanent disability benefits, or vocational rehabilitation
services depending upon the nature and severity of the illness/injury.
The “Notice of Compensation Carrier” is posted. This posting notifies you of benefits, first aid
procedures, and emergency telephone numbers, as well as the name of the Company’s insurance
carrier. Workers’ Compensation fraud drives up the cost of providing this valuable insurance to
everyone. Workers’ Compensation fraud is a crime. Any employee participating in a fraudulent
claim shall be subject to prosecution.
If medical attention is required because of a work-related injury, any time away from work for
medical appointments will not be paid. However, you may elect to use any available accrued
vacation or sick time for this lost time. If you have any questions in regard to Workers’
Compensation benefits, please contact your Manager in Charge or Human Resources.
BUSINESS TRAVEL
Travel for Company purposes shall be properly pre-authorized, reported, and reimbursed; under
no circumstances shall expenses for personal travel be charged to, or be temporarily funded by
the Company, unless otherwise approved by the Director of Operations and Director of Human
Resources. It is the traveler’s responsibility to report his/her actual travel expenses in a
responsible and ethical manner, in accordance with the regulations set forth in the Policy. Any
exceptions to the Policy must be submitted to the Director of Operations and Director of Human
Resources for approval.
Approval of Travel
Travelers may not approve the reimbursement of their own travel expenses. Travel expenses
must be approved by the traveler’s supervisor. In addition, an employee shall not approve the
travel expenses of an individual to whom he or she reports to either directly or indirectly.
Transportation Expenses
Transportation expenses shall be reimbursed based on the most economical mode of
transportation and the most commonly traveled route consistent with the authorized purpose of
the trip. Transportation tickets should be procured in advance in order to obtain any discounts
offered by the carrier or negotiated by the Company.
Air Travel
Coach class or any discounted class airfare shall be used in the interest of economy. It is the
traveler’s responsibility to submit airline flight requests to the designated RSC personnel at the
Restaurant Support Center (RSC) for booking. Flight request will include the traveler’s
complete name as shown on his/her identification documents, the dates of travel, departure/return
city-location, and time of day of travel. The RSC will attempt to accommodate the traveler’s
requests and will communicate confirmation numbers and airline information to the traveler. The
RSC reserves the right to make alterations to the travel times/dates submitted in an effort to
secure a lower airfare.
Travelers are free to make his/her own airline reservations (coach or discounted fare class) and
later submit the expense for payment. Travelers must have prior approval from the Director of
Operations and/or Director of Human Resources (DO and/or HR) for the travel arrangements and
expenses before purchasing tickets.
Purchased airline tickets which are not used due to an employee’s inability to complete the
travel, and which are not subject to airline credit, will be charged back to the traveler as an
expense and deducted from his/her next paycheck. Any exception to this policy is at the sole
discretion of the Company.
Automobile Travel
The DO and/or HR must approve all Company vehicle travel which is outside of the normal
scope of daily duties for above restaurant leaders. Above restaurant leaders assigned Company
vehicles should refer to the Motor Vehicle Policy (March 2008) for instructions on typical daily
travel.
Private Vehicles
Travelers may use their private vehicle for business purposes if it is less expensive than renting a
car, taking a taxi, or using alternative transportation, or if it saves time. Travel must be approved
in advance by the DO and/or HR.
Rental Cars
A vehicle may be rented when renting would be more advantageous to the Company than other
means of commercial transportation, such as using a taxi. Advanced DO and/or HR approval and
reservations should be made whenever possible and a compact or economy model requested. The
traveler is responsible for obtaining the best available rate commensurate with the requirements
of the trip. The discount negotiated with car rental agencies by the Company should be requested
when available.
The Company will not accept any vehicle rental charges billed directly to the Company. Note:
The Company does not reimburse for rental company damage waiver or insurance fees. Pre-
approved rental car charges should be paid by the traveler and submitted for payment on an
expense report.
Hotel Rooms
It is the traveler’s responsibility to submit requests for overnight lodging (to be direct billed to
the Company), to the designated RSC personnel at the Restaurant Support Center (RSC).
Lodging requests will include the traveler’s complete name as shown on his/her identification
documents, city-location, dates of check-in and check-out, and any special needs or requests such
as a room to accommodate a disability, ground floor location, etc. The RSC will attempt to
accommodate the traveler’s requests and will communicate confirmation numbers to the traveler.
It is the traveler’s responsibility to review all hotel policies prior to check-in. In the event that
the traveler cannot agree to a hotel policy, (such as no smoking on hotel property), it is the
traveler’s responsibility to locate alternative lodging and make his/her own reservations and later
submit the expense for payment. Reimbursement for such lodging will not exceed the direct bill
rate negotiated with the hotel by the Company. The Company pays for room and tax only, and
the traveler should be prepared to put a personal credit card or cash deposit on file at the hotel to
cover any incidental expenses. Any damage to or theft of hotel property by the traveler that is
direct-billed to the Company will be charged back to the traveler as an expense and deducted
from his/her next pay check.
All employees traveling as representatives of the Company are responsible for conducting
themselves in a professional manner at all times.
The Company encourages exempt employees and salaried managers to take vacation on an
annual basis. Earned vacation time can accrue to a maximum of 200 hours, or twenty (20) days.
No additional vacation time will be accrued above the 200 hours limit until accrued vacation
time is used. It is your responsibility to keep track of your accrued vacation time.
Eligible employees (exempt and salaried managers) may use accrued vacation time after the
completion of their first full year of employment at the Company. The Company reserves the
right to schedule vacation time for these employees at its sole discretion.
Paid vacation time may be used in minimum increments of one day. A vacation request must be
submitted to your supervisor for approval in writing thirty (30) days prior to the requested time
off. A vacation day does not alter the manager’s responsibility for the operation of the
restaurant.
Any employee who has tendered his/her resignation or has left our employ for any reason forfeits
all claims to and eligibility for vacation benefits. In Arizona and Utah, the Company will NOT
pay unused accrued vacation time, even upon resignation (with or without notice) or termination
of employment. In California, as required by state law, all employees will be paid for any
unused accrued vacation time after leaving the Company’s employ.
Restrictions:
Salaried managers are not permitted to take vacation on a Period End date or Company
designated Leadership/Training Conference dates. These dates are known at least one year in
advance. Above Restaurant Leaders are not permitted vacation during the two weeks prior to a
scheduled Company designated Leadership/Training.
Additionally, the Restaurant Support Center will observe the following additional holidays:
New Years Day (January 1st)
Memorial Day (May)
Independence Day (July 4th)
Labor Day (September)
The Company offers paid sick days to exempt employees who have completed their introductory
period. After completion of your introductory period, you accrue paid sick days at a rate of one
day per quarter. Sick pay is based upon full salary less any applicable State Disability Insurance
benefits. An employee may not accrue more than four sick days at any given time of
employment with the Company. Exempt employees should report only full days of absence due
to illness.
If an exempt employee or salaried manager is absent due to illness, medical evidence of your
illness and/or medical certification of your fitness to return to work satisfactory to the Company
may be required before sick pay will be given. The Company reserves the right to visit while
you are receiving sick pay. If there is any reason to believe that sick pay has been misused, sick
pay may not be awarded. Sick pay will not be paid to an exempt employee or salaried manager
after separation from the Company for any reason.
MEAL POLICY
Employee meals are granted by each RGM independently based on several financial areas of the
restaurant’s performance. The RGM may, from time to time, suspend Employee Meals, based
on restaurant performance. Employee meals are to be eaten only in the designated break area.
Orders will consist of standard menu items and be prepared by another Team Member.
Discounts:
We want you to share Pizza Hut pizza with your family and friends. As a Pizza Hut Team
Member, when you are not working you will receive a 20% discount on any of our guest
products. The discount is available for Dine in and Carry Out orders from your work location
only. The discount excludes alcoholic beverages, bottled beverages, and wings.
All Team Member orders must be rung up under the Manager-In-Charge’s (MIC) observation.
All discounted or free food must have Team Member and MIC’s initials written on the receipt.
The fountain beverages are provided free while on duty if consumed in the appropriate cup. All
other drinks (i.e. milk, juices, etc.) are full menu price.
Salaried Managers:
Restaurant General Managers may receive a 50% Employee Meal Discount not to exceed
$20.00, at their respective restaurants. This privilege also pertains to family and friends who are
accompanied by an RGM. At no time is this privilege extended to family or friends when the
RGM is not present. Violations to this policy are considered “theft” and may result in
termination and possible criminal action. RGMs must initial all of their food and drink receipts.
It is understood that you will not obtain other employment while you are on a leave of absence.
Acceptance of other employment while on leave, unless otherwise agreed to in advance, will be
treated as a voluntary resignation from employment at the Company.
Members of the National Guard or Reserve components of the armed forces will be granted
leaves to attend annual training exercises and periodic drills. Exempt employees taking such
leave will be paid the difference between their military pay (less travel allowance) and their
regular pay. Non-exempt employees will not receive pay while on leave. Benefits for all
employees will continue during such leave.
Employees who enlist or are called to active duty in the United States Uniformed Services are
entitled to reemployment pursuant to the Uniformed Services Employment and Reemployment
Rights Act, provided that a timely application for reemployment is received, applicable active
duty service did not exceed five (5) years, the employee’s separation from service was under
Employees who leave the Company for active duty service shall not receive pay or accrue
vacation or sick time during periods of such service. Health care benefits may be continued, at
the employee’s expense, for up to eighteen (18) months after an active duty absence begins.
Upon reemployment, periods of military service are considered service with the Company for
purposes of vesting or accruing benefits in any Company-sponsored pension or retirement plan,
reinstatement of health care benefits, and any other right or benefit that is determined by the
employee’s length of service.
Employees who are the spouse, son, daughter, parent, or next of kin of a member of the United
States armed services who is recovering from a serious illness or injury sustained in the line of
active duty may be entitled to up to twenty-six (26) weeks of leave in a single twelve (12) month
period to care for the service member.
1
* A serious health condition includes an illness, injury or impairment that requires (1) absence from
work, school or other normal daily activities for more than 3 days; (2) in-patient care at a hospital,
hospice or residential medical care facility; (3) care by a licensed health care provider for a continuing or
chronic condition; or (4) absences due to pregnancy.
Leave requests by employees who do not meet these eligibility requirements for Family and
Medical Leave may be granted by the Company at its sole discretion, in which case there is no
guarantee of reinstatement at the conclusion of the leave.
Medical Certification
If you need to request a leave due to your own serious health condition, or to care for a child,
spouse, or parent who has a serious health condition, your request should be accompanied by a
“Medical Report” form that may be obtained from the Human Resource Department. This
certification must be completed by the health care provider responsible for your own or a family
member’s treatment. Failure to return the form within fifteen days from your leave request may
result in denial of leave, or loss of other rights.
If the certification is incomplete or insufficient, the Company will inform you in writing of the
additional information needed and give you seven (7) days to resolve the deficiency.
If your leave exceeds thirty (30) days, or you ask for an extension of your leave, you may be
required to provide additional medical certification of your inability to work. the Company may
require you to obtain a second or third medical opinion. If a second or third medical opinion is
requested, the Company will pay for the examination fees.
Scheduling of Leave
If the leave is for the care of a child after birth or adoption, you must complete the leave within
one (1) year of the birth or adoption.
Family Leave and Medical Leave may be taken intermittently or on a reduced schedule if it is
medically necessary to care for a spouse, parent, or child with a serious health condition or for
your own serious health condition. You may be temporarily transferred to an alternative position
with equivalent pay and benefits that better accommodates a reduced or intermittent schedule.
Intermittent leaves, reduced schedules, and leaves that are foreseeable must be scheduled in a
manner that will minimize disruption to operations. Leave to care for a new child may be taken
only in consecutive weeks, e.g. 4-weeks, 8-weeks, etc., up to 12 weeks.
A leave to care for a child after birth or adoption may be limited to less than twelve (12) weeks if
your spouse is employed by the Company and is also taking Family and Medical Leave to care
for the new child.
Outside Employment
If you are eligible and your leave is approved, you may not be employed with any employer,
other than the Company during your leave. Outside employment during your leave will result
in immediate termination.
If you elect not to return to work after the expiration of your leave, you may be required to
reimburse the Company for all health insurance premiums paid by the Company during your
leave.
Reinstatement
When you are able to return to work, you should give the Company at least two (2) weeks’
notice. This is important so that your return to work is properly scheduled. Upon your return, a
doctor’s certificate stating that you are physically able to return to your normal duties will be
required.
The Company will take reasonable steps to safeguard the privacy of any employee who identifies
himself/herself as an individual with a literacy problem. An employee who wishes to identify
himself/herself as such an individual can contact Human Resources directly. Further, individuals
While the Company generally encourages employees to improve their literacy skills, the
Company will not reimburse employees for the costs incurred in attending a literacy program.
Nonexempt employees may use vacation pay to make up for the work, which is missed to attend
literacy classes.
JURY DUTY
The Company encourages employees to serve on jury duty when called. Nonexempt employees
who have completed their introductory periods will receive full pay while serving up to five (5)
days of jury duty over any two (2) year period. All employees are expected to notify their
supervisors as soon as they receive a jury duty notice.
If employees are required to serve jury duty beyond the period of paid jury duty leave, they may
use any available vacation time off or may request an unpaid jury duty leave of absence.
Employees will not be dismissed or penalized in any way for serving as a juror, in accordance
with applicable state and federal law.
WITNESS DUTY
If you are required to appear as a witness in a court or hearing, you are to bring the subpoena to
your supervisor within three (3) working days of receipt.
Hourly employees will not be paid for time spent at witness duty. As an hourly employee, if you
are excused from witness duty during your regular working hours, the Company expects you to
return to work. You may retain any funds that you receive for serving as a witness.
VICTIM LEAVE
If you or an immediate family member are a victim of a violent crime, you are eligible for non-
paid time off to attend the court proceeding involving the perpetrators of the crime, including
trials and post trial hearings. You must provide the notice received from either law enforcement
or the prosecutor to your supervisor for approval of time off. Hourly employees will not be paid
for time spent at court proceedings but will be allowed to use any accrued vacation time that they
may have available.
Exempt salaried employees generally will be paid for time-spent serving if the court proceedings
are expected to last less than an entire workweek. As an exempt salaried employee, you must
inform the Company if the court proceedings are expected to last for an entire workweek or
more. If the court proceedings lasts for an entire workweek or more, exempt salaried employees
will not be paid for that workweek but will be allowed to use any accrued vacation time that they
may have available. If you have, any questions regarding this leave or confidentially of this
information please discuss with the Human Resource department.
All employees are encouraged to take their breaks in the restaurant in designated areas only.
Non-exempt employees are expected to observe assigned working hours and the time allowed for
lunch and rest periods. Non-exempt employees may not leave the premises during rest periods
and should not take more than ten (10) minutes for each rest period. Non-exempt employees
may leave the premises during a lunch period.
The workweek begins on Tuesday and ends on the following Monday for all employees.
It is the employee’s responsibility to accurately record hours worked. The Company
recommends that employees save the clock time receipts for the purpose of payroll
discrepancies. The Company will promptly adjust any errors made on your paycheck.
OVERTIME COMPENSATION
The Company provides compensation for all overtime hours worked by non-exempt employees
in accordance with state and federal law. Prior authorization from your Area Coach must be
obtained before working any overtime. Your supervisor will also notify you when overtime
work is required. All overtime is paid after a 40-hour workweek unless otherwise required by
state law. Overtime is rarely authorized. Authorized overtime is scheduled only by the Area
Coach and is never scheduled at Team Member discretion. Working overtime without proper
authorization may result is disciplinary action.
You are required to work all overtime requested. Overtime requests will be made to you through
your supervisor and overtime must be recorded. No supervisor is authorized to ask an hourly
employee to work “off the clock” without pay. Employees may not “volunteer” to work in any
fashion without being paid for their time. Overtime is to be authorized in advance by your Area
Coach. Failure to obtain authorization may result in disciplinary action, up to and including
dismissal. Please let Human Resources know if you are being asked to work “off the clock”.
PAYDAYS
The payroll period is two workweeks (14 days) long. It begins on Tuesday and ends two weeks
later on Monday. Payday for Pizza Hut is on Monday the week following the end of the payroll
period. All payroll adjustments not received on the pay period prior to the effective day of
change will be made as soon as practicably possible after receipt by the Payroll department. All
hourly adjustments after the end of a pay period will be adjusted as soon as practicably possible.
The Company uses direct deposit or pay cards for payroll. This is a safe and secure method of
receiving your pay. If you do not have direct deposit yet, a pay card will be assigned to you at no
charge. You may continue to use the Company-provided pay card or provide new direct deposit
information to Payroll. Once the pay card is assigned to the employee, it is the responsibility of
Payroll funds will not be available until Monday, after 2 p.m. If a payday falls on a company-
recognized holiday, you will be paid the day before. Direct any questions you may have
regarding your pay to the RGM or Payroll department.
In some circumstances, the Company may have to print a pay check. In that situation, no one
other than the employee may pick up the employee’s paycheck unless the employee has made
prior arrangements. Paychecks may not be cashed at the restaurant, nor will it be possible to
receive an advance against unpaid earnings. Paychecks not claimed within 14 days will be
returned to the Restaurant Support Center. You will then need to arrange to get your paycheck
by calling the Payroll department. If your check is lost there will be a $35.00 stop payment fee
charged to the employee. If you inadvertently wash or damage your check in any way not
acceptable to your bank, return that damaged portion to your Manager in Charge and a new
check will be issued in 2-4 business days.
For each work week, Hot Pizzas, LLC, will ensure that your service rate combined with your tips
meets the required hourly minimum rate. It is very important that that you record your tips
accurately and record them all at the end of each shift during the clock out function.
Pizza Hut tipped employees are responsible for accurately reporting all cash tips. All credit card
tips will automatically be reported for you at the end of each shift. Failure to accurately report
tips is a violation of the law and is considered reason for disciplinary action up to and including
termination. Tips reported less than $20 in a calendar month are not taxable for FICA and/or
MEDICARE or withholding purposes.
If edits, modifications, or corrections are made to the tip records, both the employee and
restaurant manager must verify the accuracy of the change by initialing the time and tip edit log.
Additionally, keep in mind that:
Your tips are part of your pay and belong to you.
Keep a record to all your tips; they are subject to taxes.
Taxes from the tips you report will be deducted from your paycheck.
Follow the Internal Revenue Service’s “Tipped Employee Brochure” and “Tip Log” to
build your know how.
Electronic Pay Stub Delivery allows the employee to save pay stubs electronically for future use
and pay history is available at any time. If you are interested in this program, e-mail your full
name, restaurant number, and email address to Phpayroll@tacos.com.
Deductions
The following deductions will be made from your gross wages earned during a given pay period
and will be shown on your paycheck:
Federal income tax (mandatory)
State income tax (where applicable)
Social security tax (FICA) (mandatory)
Medicare (mandatory)
State disability (where applicable)
You will be required to complete a payroll deduction form to authorize the Company to make
any other payroll deductions.
W-2s
You will receive an annual Wage and Tax Statement (IRS Form W-2) for the proceeding year on
or before January 31. If you believe that deductions are incorrect for any pay period, or are
incorrect on the W-2, check immediately with the Payroll department. If you move, it is your
responsibility to contact the Restaurant Support Center to report your new address. Requests for
duplicate W-2s need to be in writing using the “W-2 Request Form” and faxed to payroll for
processing. You may ask the Human Resources/Payroll Department any questions you have
regarding your paycheck, deductions made, hours shown, etc.
Planned time off includes any situation that you know might prevent attendance at work or needs
to be scheduled, i.e., vacation reservations, doctor’s appointments, moving day, etc.
If you are aware of any situation that might prevent your attendance at work, submit an
“Employee Status Change” form to your supervisor who will review your request and give
approval if:
1. workload allows
2. another staff member has not put in a previous request for the same time
3. you have not had excessive absences
Hourly employees do not accrue vacation time but you will be asked to complete a Status
Change Form and request time off without pay.
You should only take time off without advanced approval when a personal illness or personal
emergency occurs after you have left work on the previous day. If this happens, you are to call
in as soon as possible, but no later than two hours before being scheduled to work as per the
Company’s call-in procedures.
Training Topics
Instructions are provided for learning about a specific job responsibility or procedure. Each
lesson refers you to the appropriate reference materials, which are defined below, and provides
exercises that you complete to practice what you learn from the reference materials.
Quick References
Tools used on the job help you learn procedures/responsibilities and ensure they are executed
according to standards. Quick References include laminated station cards, posters, charts and/or
job aids that are located in the restaurant for easy reference (i.e., posted in a work area or on the
restaurant’s bulletin board, or stored with the other training materials).
You are constantly encouraged to improve your performance, expand the scope of your
responsibilities and help provide training to employees who need it. That is the only way every
employee can become efficient and successful. Your manager will explain all aspects of the
training programs.
Training Lessons
Instructions are provided for learning about a specific job responsibility or procedure. Each
lesson refers you to the appropriate reference materials, which are defined below, and provides
exercises to practice what you learn from the references.
You are encouraged to give your viewpoint during this discussion. Use this opportunity to add to
what is said or written. You should state any concerns or disagreements you have.
Performance appraisals are completed on a regular cycle and may include the 30-60-90 day
development plan process.
Raises will be considered for exempt and non-exempt employees attaining the performance
standards of at least on target and above. No raises will be given to employees for below
standard performance. No cost of living increases are given.
EMPLOYEE FILES
The information recorded in your personnel file is extremely important to you and to the
Company. It is your responsibility to make sure that the personal data in the file is accurate and
up to date. Immediately report, in writing, any change of address, phone number, etc. to the
Human Resources department. Personnel files are stored electronically at the Restaurant Support
Center.
Current employees of the Company are allowed to inspect their electronic personnel file on the
premises of the Company at a scheduled time mutually convenient for the employee and the
Company. If you want to inspect your personnel file, discuss it with the Human Resources
department. You may add, to your file, your version of any disputed item in your personnel file.
Please consider the Open Door Policy your right and responsibility. Your front line position
makes your comments invaluable. If your immediate supervisor is in the best position to respond
to you, please speak to him/her in person. In addition, you may call anyone in a management
position that is listed above.
Nothing in this Open Door Policy is intended to, or should be taken to limit, the employment-at-
will relationship between you and the Company. Either you or the Company can terminate your
employment at any time with or without “cause” and with or without advance notice.
EMPLOYEE SUGGESTIONS
The Company encourages employees to use creativity and job knowledge to discover ways to
save time, simplify work procedures, reduce waste, improve quality, and eliminate accidents or
hazards. Please submit ideas for improving departmental procedures to your supervisor.
Suggestions regarding overall Company policies and procedures may be submitted to the Human
Resource department.
ARBITRATION AGREEMENT
You are required as a condition of employment to review, sign and return to the Human
Resources Department, the Arbitration Agreement which is included in your new hire
paperwork.
You will be inspected upon arrival at the restaurant to ensure you are in proper uniform. Any
deviations may require you to leave the restaurant prior to starting your shift to make corrections.
You may return after the corrections have been made and you are in 100% uniform compliance.
Uniforms; Upon accepting a position with the Company, you will be issued a uniform (a second
uniform may be requested after the 30 day training period). It is your responsibility to ensure
your uniforms are kept in good condition and when reporting to work, they appear neat and
clean. At termination of your employment, you must return or pay replacement cost of all
uniforms issued prior to receiving your final paycheck. In addition to maintaining your uniform,
you are also responsible for providing and maintaining your own dark matching socks and black
safety (non-skid) shoes.
For your safety and comfort, you must wear enclosed shoes that have slip-resistant soles, and
that are easy to clean and maintain. For safety reasons, open-toe, open-back, cloth shoes, clogs,
sandals, or high-heeled shoes are not allowed while working.
Uniforms are wash and wear. Uniform care starts with machine laundering. Use wash and wear,
durable press, or knit/delicate cycle. Set water for warm, not hot temperature, and do not use
bleach. If heavily soiled, soak the uniform overnight in warm water containing a few
tablespoons of detergent. Do not use hot water, bleach or spray chemical stain removers. For
stains, pour liquid detergent on the spot and rub gently with your hand for a few minutes. Use of
a non-abrasive pre-soak may help with stain removal. Let the garment stand and then rinse with
warm water or wash as above. Uniforms may also be dry cleaned from time to time. Dry
uniforms at low heat settings. Remove the uniform immediately from the dryer and place on
hangers to avoid ironing. If an iron must be used, set the temperature to cool. Wash hat/visor by
hand or use a machine setting of cool. Do not use bleach and air-dry the hat/visor, rather than in
a clothes dryer.
Appearance
The following appearance guidelines will help maintain a professional image, promote safety
and provide a pleasant atmosphere for guests in our restaurants. All team members are expected
to follow these appearance guidelines.
Grooming and Personal Hygiene: Your body is to be washed and clean. Exposed cuts,
blemishes or lesions are to be bandaged with a blue bandage supplied by the Company and, if on
the hands, you are also required to wear vinyl surgical-type gloves. Hands are to be washed with
soap and hot water before handling food. Cosmetics, deodorant, aftershave and cologne may be
worn in conservative amounts and in good taste.
Jewelry: Jewelry that may be hazardous around equipment must not be worn. One ring on each
hand may be worn. For safety purposes, if gloves are not worn, a blue bandage must be worn
over a ring containing a stone. Bracelets of any kind and loose or visible necklaces are
prohibited. Only the MIC may wear a watch. Dangling or loop earrings are not permitted; only
a single set of ¼-inch posts may be worn. Male employees may not wear earrings. Nose rings,
tongue rings, ear gauges or any other visible body jewelry may not be worn while at work.
Hair: Hair is to be short (to the top of the collar and eyebrows, restrained, clean-cut, and
combed. Any person handling food or food contact surfaces must wear an appropriate hat/visor.
Hair length is to be kept at the top of the collar and the eyebrows. Hairnets may be required if
hair goes beyond the collar or deemed necessary by the manager.
Facial Hair: A mustache may be worn when neatly trimmed to the edge of the
mouth and not extending below the upper lip, and meets all food safety
standards. Sideburns must also be kept trimmed to a maximum length not to
exceed the bottom of the ear lobe. Beards are not permitted. Goatees are
permitted as long as the entire goatee is confined to the chin and no more than
¼ inch in length. Goatees must be neatly trimmed to the edge of the mouth.
Goatees and mustaches must be covered with a beard net when required by
Health Department or Government Agency in any food contact area.
Name Badge: Wear your name badge proudly at all times. Your guests will
feel much more comfortable talking with you if they can call you by your name.
If you are unable to report for work on any particular day, you must call your supervisor at least
two (2) hours before the time you are scheduled to begin working that day. If the shift is an early
morning shift, before 10:00 a.m., you must call your supervisor before 10:00 p.m. the night
before.
If you call-in less than two (2) hours before your scheduled time to begin work (or later than
10:00 p.m. the night before if your shift is scheduled to start before 10:00 a.m.), you will be
considered tardy for that day.
Where there are no extenuating circumstances, you must call in on every/any day you are
scheduled to work and will not report to work. More than three instances of tardiness by any
employee during any twelve (12) month period are considered excessive. Any unexcused
absence is considered excessive.
If any employee fails to report for work without any notification to a supervisor and the absence
continues for one scheduled work day, the Company will consider the employee to have
abandoned employment and to have voluntarily terminated. If any employee leaves work without
any notification or permission from a supervisor, the Company will consider the employee to
have abandoned employment and to have voluntarily terminated; provided that absences covered
by the Family and Medical Leave Act and the Americans with Disabilities Act will not be
considered excessive or result in disciplinary action against an employee.
The prohibition against threats and acts of violence applies to all persons involved in the
operation of the Company including, but not limited to the Company personnel, contract and
temporary workers and anyone else on the Company property. Violations of this policy, by any
individual, may result in disciplinary and/or legal action as appropriate.
Examples of workplace violence include, but are not limited to, the following:
Specific examples of conduct, which may be considered threats or acts of violence under this
policy include, but are not limited to the following:
Violation of this policy will result in discipline up to and including termination of employment.
The Company will make the sole determination of whether, and to what extent, threats or acts of
violence will be acted upon by the Company. In making this determination, the Company may
undertake a case-by-case analysis in order to ascertain whether there is a reasonable basis to
believe that violation of this policy has occurred. No provision of this policy shall alter the at-
will nature of employment at the Company.
Violation of this policy will result in reassignment, discipline or discharge, or the Company, in
its sole discretion, may allow an employee who tests positive for drugs/alcohol a single
opportunity to complete an approved rehabilitation program. Employees who fail to complete
such a rehabilitation program or who test positive for drugs/alcohol a second time will be
discharged.
A drug-screening test can be an effective means by which to identify those in need of counseling,
treatment, or disciplinary action. The Company drug testing program is intended to supplement,
not replace, other means by which the use of drugs/alcohol can be detected. The Company
reserves the right to engage in other means to detect the use or possession of controlled
substances such as workplace searches.
Confidentiality
One designated person in the Company will receive all reports of test results. This person will
notify only those Company employees or agents who have a need to know about the test results.
Individuals tested may, upon request, receive a copy of their test results. Information regarding
test results will not be provided to any other persons without the written consent of the individual
tested, except as allowed or required by law.
In keeping with Company philosophy, every effort will be made to help the employee deal with a
drug/alcohol problem. However, if this effort fails or is inappropriate under the circumstances,
then appropriate disciplinary action will be instituted.
The Company reserves the right to impose discipline, including discharge, on any employee who
violates this policy. Any disciplinary decision will be communicated in writing to the employee
and will be accompanied by a copy of the test results.
The Company provides a variety of electronic communications systems for use in carrying out its
business. All communication and information transmitted by, received from or stored in these
systems are the property of the Company and, as such, are intended to be used for job-related
purposes only.
Employees are required to sign an acknowledgment form before receiving access to the various
systems in use at the Company. The following summary guidelines regarding access to and
disclosure of data on any Company electronic communication system will help you better
determine how to use these systems in light of your own and the company's privacy and security
concerns. The following are only summary guidelines; employees should contact the Information
Technology (IT) department for more detailed information.
The IT department maintains the Computer and Technology Resource Usage Policy on behalf of
the Company. However, other departments may develop supplemental policies and controls to
accommodate specific requirement so long as these policies do not compromise corporate
policies and controls.
Monitoring: the Company provides the network, personal computers, electronic mail and other
communications devices for your use on company business. The Company may access and
disclose all data or messages stored on its systems or sent over its electronic mail system. The
Company reserves the right to monitor communication and data at any time, with or without
notice, to ensure that company property is being used only for business purposes. The company
also reserves the right to disclose the contents of messages for any purpose at its sole discretion.
No monitoring or disclosure will occur without the direction of either the Director of Human
Resources or the owners, unless otherwise noted.
Passwords: Initial passwords are assigned by the IT department and should not be given to other
staff or persons outside the organization. Employees should change the provided passwords as
soon as possible using the instructions provided by the IT staff. The Company reserves the right
to override any employee-selected passwords and/or codes. Employees are required to provide
the company with any such codes or passwords to facilitate access as needed. Periodically, staff
may be required to change their passwords. At no time should the Company employee allow a
temporary, contractor or another employee use of their login. In the case where an employee
does provide another person access to their account, they will be responsible for the actions of
the individual using their account. Passwords should not be stored in computer data files, on the
network, or be displayed openly at any workstation.
Message Content: The e-mail system is not to be used to solicit or proselytize for commercial
ventures, religious or political causes, outside organizations or other non-job-related
solicitations. The system is not to be used to create any offensive or disruptive messages. Among
those which are considered offensive are any messages which contain sexual implications, racial
slurs, gender-specific comments or any other comment that offensively addresses someone's age,
sexual orientation, religious or political beliefs, national origin or disability. The organization’s
overall employee manual or code of conduct shall be considered the prevailing authority in the
event of possible misconduct.
Employees should note that any data and information on the system will not be deemed personal
or private. In addition, the e-mail system may not be used to send (upload) or receive (download)
copyrighted materials, trade secrets, proprietary financial information, or similar materials
without prior authorization.
Legal Proceedings: Information sent by employees via the electronic mail system may be used
in legal proceedings. Electronic mail messages are considered written communications and are
potentially the subject of subpoena in litigation. The Company may inspect the contents of
electronic mail messages in the course of an investigation, will respond to the legal process and
will fulfill any legal obligations to third parties.
Physical Security: Access to computer rooms will be limited to staff who require access for the
normal performance of their jobs. Computers with sensitive information installed on the local
disk drive should be secured in a locked room or office during non-business hours. Equipment
which is to be removed from the Company property must be approved in advance with the IT
department and an inventory of this equipment maintained by IT. All equipment removal from
the premises by an individual must be documented, including the makes, manufacturers and
serial numbers on an IT supplied form, and a copy of this form shall be filed in the employees’
personnel folder. If the employee leaves the organization, he/she must return the equipment to
the Company prior to the last day of employment.
Personal Computer Security: Only legally licensed software will be installed on the Company
computers. Users are expected to read, understand and conform to the license requirements of
any software product(s) they use or install. Software cannot be copied or installed without the
permission or involvement of the IT department. IT will configure all workstations with virus
protection software, which should not be removed or disabled. Each employee is responsible for
protecting their computer against virus attack by following IT guidelines for scanning all
incoming communications and media, and by not disabling the anti-virus application installed on
their workstation. All data disks and files entering or leaving the Company should be scanned for
viruses. All staff will log out of the network and turn their computers off before leaving the
office at night. Staff should log off of the network when they will be away from their desk for an
extended period.
Backup Procedures: All network resources are backed up nightly, and tapes are rotated on a 6
week schedule and stored off-site. Nightly backups are stored for one week, and a weekly tape
will be stored for no more than five weeks. Data stored on the local PC drives is not routinely
backed up, and as a result, important data and applications should not be stored on the C: drives
of these machines. Staff working on especially crucial information is encouraged to backup these
projects to disks which can be supplied by the IT department. Computer users will be responsible
for ensuring that the data stored on their local machines is backed up as required by the owner.
Access to the Company Computers: the Company will provide computer accounts to all the
Company staff. External people who are determined to be strategically important to the
Company, such as temporary staff, volunteers, or contractors, will also be provided accounts as
appropriate, on a case-by-case basis. The employee managing the temporary or contract staff
assumes responsibility for the identification of access requirements and use of the account.
Accounts will be revoked on request of the user or manager or when the employee terminates
employment at the Company.
Internet Use: The Internet is to be used for business purposes only. Employees with Internet
access are expressly prohibited from accessing, viewing, downloading, or printing pornographic
or other sexually explicit materials. In addition, employees should be mindful that there is no
assurance that e-mail texts and attachments sent within the company and on the Internet will not
be seen, accessed or intercepted by unauthorized parties.
Failure to comply with all components of the Computer and Technology Resource Usage Policy
may result in disciplinary action up to and including termination of employment. If you do not
Software Usage: Employees are expected to use the standard software provided by IT, or
identify to IT applications they need in the course of their work. Staff members are not permitted
to download applications, demos or upgrades without the involvement of IT. Employees will use
the standard e-mail system provided by the Company for official e-mail communications, and
should not install their own e-mail systems. Additionally, use of instant messaging programs,
such as ICQ, AOL Instant Messenger, Microsoft Messenger, etc., is prohibited unless otherwise
approved by management or the IT department.
Failure to comply with all components of the Computer and Technology Resource Usage Policy
may result in disciplinary action up to and including termination of employment. Any employee
who does not understand any part of the policy is responsible for obtaining clarification from his
or her manager or the IT department.
If you talk about Pizza Hut online (e.g., blogs, message boards, forums, videos, photos, etc.),
please make sure you are respectful. Everything you post can be tracked, and anything that
breaks the law and/or Pizza Hut policies could result in disciplinary action. Keep in mind
that even if you delete a post, it could still be stored online permanently.
Here are some tips for online and social community practices:
Don’t be disrespectful about Pizza Hut, its employees, or its customers. You can talk about
your job, but keep comments positive and don’t use names.
Don’t post inappropriate videos, especially anything that happens in the restaurant.
Don’t post any Pizza Hut operational guidelines online, including product build cards,
training materials and visual identification picture materials.
Do make it clear that what you’re saying is your opinion.
Do use common sense when posting materials online.
Do be respectful of Pizza Hut even when you are off the clock. Don’t let the things you do
and say reflect poorly on yourself, your job, or your community.
Do think about what could happen. Pizza Hut Public Relations monitors online postings. Be
aware that crimes including theft, vandalism, and health code violations will be reported to
the proper authorities.
In other cases of emergency where use of the phone is required, the supervisor will make the call
needed for the person(s) requiring help and in no case will anyone else be allowed back area
access for such purposes.
The Company reserves the right, at any time, and without prior notice, to inspect any and all
Company property or facilities to ensure that Company policy is being followed. Such
inspections may be conducted during or after business hours and in the presence or absence of
any employee.
Personal Property
The Company is not liable for loss or damage to personal property. Care should be taken in
securing your belongings. Any personal property, including purses, wallets, vehicles, etc. is the
employee’s responsibility.
LOITERING
You are expected to report instances of loitering to your supervisor. Loitering is not allowed
inside the restaurant or on the property surrounding it. Loitering includes presence on Company
property by anyone who is not a guest, a supplier, an employee or a service person. Anyone
loitering will be asked to become a guest or to leave the premises. This policy applies to
employees, their friends and families as well as other non-employees. Employees may not arrive
or remain on the premises for more than thirty (30) minutes before or after their shift.
Persons announcing themselves at the front counter as present on official business such as to
inspect the restaurant or to conduct warranted investigations are to be referred to the Manager in
Charge. The identification of such persons will be verified by the supervisor, including making
any phone calls felt necessary to the agency or company the individual claims to represent.
MEDIA
At no time should any employee speak to the media concerning any topic related to the business.
Please refer any and all calls to 949-863-3915. Notify your Manager in Charge, Area Coach,
Concept Director, Director of Operations and Director of Human Resources of any media
contact.
According to the Smoke-Free Act, smoking is banned in and within 20 feet any enclosed area.
Smoking still is allowed in certain places including outdoor patios as long as the smoke does not
enter areas in which smoking is prohibited. Even outside of the 20 feet, the person responsible
for the building must ensure that smoke does not enter the enclosed area and employees,
customers, and vendors do not have to breathe the smoke when entering or exiting the building.
Smoking cannot enter the building through doors, windows or ventilation systems. The Act
further states that the Company must to clearly and conspicuously post “no smoking” signs at
every entrance and remove all ashtrays from any area where smoking is prohibited.
The Utah Indoor clean Air Act states that an employer must prohibit smoking in all enclosed
indoor places of public access.
The Company encourages employees to quit smoking if they have started. Employees who
smoke must follow all state laws and are not allowed to smoke on Company property or display
their uniform while smoking. Any Company logo or name tag must be covered up while the
employee is smoking. Employees who smoke must wash their hands and follow all safe food
handling protocols before returning to work.
These rules will be strictly enforced. Any employee who is in doubt concerning the application
of these rules should consult with his or her supervisor immediately.
1. No employee shall solicit or promote support for any cause or organization during his
or her working time or during the working time of the employee or employees at
whom such activity is directed.
2. No employee shall distribute or circulate any written or printed material in work areas
at any time, or during his or her working time or during the working time of the
employee or employees at whom such activity is directed.
3. No employee shall enter or remain on Company premises for any purpose except to
report for, be present during, and conclude a work period. Non-exempt employees
should not report to work more than thirty (30) minutes before they are scheduled to
begin work and should not remain on the premises more than thirty (30) minutes after
the work schedule for the day is completed.
4. Under no circumstances will non-employees be permitted to solicit or distribute
written material for any purpose on Company property.
CONFIDENTIALITY OF INFORMATION
All information, including financial, accounting, and personnel information of any restaurant
owned and operated by the Company, including policies and procedures, may constitute
confidential information or trade secrets of the Company and may not be disclosed to anyone,
even after the employment relationship ends. Employees are required to return all company
information and documents, including electronically stored information, upon termination.
Information covered by this policy may include, but is not limited to, verbal communication,
photography, training aids, forms, documents, reports, videotapes or recordings.
Revealing trade secrets or financial information of the Company to anyone other than an
employee of the Company without written approval will result in disciplinary action up to and
including termination of employment and/or civil action.
SAFETY POLICY
The Company is firmly committed to maintaining a safe and healthy working environment free
from recognized hazards that may cause injury. All employees of the Company are expected to
be safety conscious on the job at all times. All unsafe conditions or hazards should be reported
and/or corrected immediately. Company safety procedures must be followed at all times to
ensure that Team Members and guests enjoy safe restaurant conditions. It is your responsibility
to read and understand the safety policies located in each restaurant.
All employees are required to observe all safety rules and procedures, properly use the safety
equipment provided as required, practice safety at all times, not create any safety hazards and
report all safety hazards to the supervisor immediately. You are to observe the safety rules
contained in the safety program in every phase of your work. You are required to participate in
the safety effort of the Company by working safely and attending and participating in safety
sessions when offered. Incidents involving personnel are reviewed on a regular basis to identify
any possible safety hazards.
If you should have an accident or injury, report it to the Manager in Charge immediately no
matter how insignificant it may seem. Your particular job requirements may include additional
specific safety guidelines that you are required to observe and practice with no exceptions.
Employees are encouraged to identify present and potential health and safety problems without
fear of retaliation or reprisal. Employees who fail to observe safety rules and practices may be
subject to disciplinary action up to and including dismissal.
Each year every restaurant undergoes an extensive Food Quality and Safety Audit, conducted by
an independent firm. Every employee is expected to prepare for that audit by continually
following food safety procedures.
Any willful violation of these policies or procedures could result in civil action against the
employee and/or disciplinary action up to and including termination for the first offense.
OUTSIDE EMPLOYMENT
Employees may hold outside jobs as long as they meet the performance standards of their job
with the Company. All employees will be judged by the same performance standards and will be
subject to the Company’s scheduling demands, regardless of any outside work requirements. The
Company requires that you report any other job you have or may consider taking. We retain the
right to determine if this outside job interferes with performance, or is in conflict with your
position, scheduling, or ability to give us your best effort.
If the Company determines that an employee’s outside work interferes with performance or the
ability to meet the requirements of the Company, the employee may be asked to terminate the
outside employment if he/she wishes to remain employed by Pizza Hut. Outside employment
that constitutes a conflict of interest is prohibited.
An actual or potential conflict of interest may also occur when current employees engage in
close personal relationships where one employee is in a position to affect the terms or conditions
of employment of the other employee. It is an actual conflict of interest for employees to use
Company facilities, equipment, time or funds for personal affairs and such actions are strictly
prohibited.
When circumstances or conditions exist which may create a potential conflict of interest or the
appearance of a conflict of interest, the employee must report those circumstances to the Human
Resources department so that action may be taken to protect the interests of the Company.
Employees who engage in an actual conflict of interest or who fail to report potential conflicts of
interest are subject to immediate termination.
Under the law, an employee may be required to wait for fifteen calendar days after providing
written notice before the employee may resign if the employee desires to preserve the right to
bring a constructive discharge claim against the employer. An employee may be entitled to paid
or unpaid leave of absence of up to fifteen calendar days while waiting for the employer to
respond to the employee’s written communication about the employee’s working condition.
You are expected to use sound judgment and respect the rights of fellow employees to a safe,
comfortable, and congenial work environment. It is impossible to make a comprehensive list of
all possible kinds of conduct that would be considered as inappropriate. The following
definitions and classifications of violations, for which corrective counseling, performance
improvement, or other disciplinary action may be taken, are merely illustrative. This should not
be considered an exhaustive or all-inclusive list. Disciplinary action, up to and including
termination, will be taken when addressing these violations. The nature and severity of the
offense will be considered in determining disciplinary action to be taken.
AUTO SAFETY
All vehicles must be operated in a safe and prudent manner at all times. You must obey all
traffic regulations.
Seat belts must be worn at all times.
Drugs, smoking of any kind and alcohol are strictly prohibited.
Motor Vehicle Reports (MVR’s) will be obtained on all employees who drive on Company
business on a regular basis. Any change in driver’s license status should be reported to Human
Resources immediately (i.e. revocation, suspension, points).
Employees who are required to drive their personal motor vehicle or a Company-owned vehicle
must have and maintain a valid driver license and have an acceptable driving record. Employees
will provide a copy of their driver’s license and vehicle insurance to the RSC at least every six
months.
Employees who drive their personal motor vehicle on company business must carry and maintain
personal motor vehicle insurance. Human Resources will answer any questions regarding
coverage required.
Employees who drive their personal motor vehicle or company motor vehicle must comply with
the above or may be subject to disciplinary action up to and including dismissal.
All privately rented or personal vehicles must be operated in accordance with all applicable
local, state, and federal laws, including the requirements from a specific client.
Cell phone usage while driving a motor vehicle should be avoided and is discouraged. We
encourage you to pull off the road into a safe environment to conduct your cell phone business.
Texting is never permissible when driving.
You will be subject to disciplinary action including termination of you are convicted of any of
the following violations when operating a vehicle for Company use:
Leaving the scene of an accident
Driving while intoxicated/under the influence/refusing to take a breathalyzer or blood
alcohol test
Illegally transporting/possessing alcohol/drugs
Fleeing a police officer
Drag racing
Reckless driving
Using a motor vehicle during a felony
Responsible to any degree for a fatal accident, vehicular homicide or assault
Habitual offender or frequent violator of state traffic laws
Pizza Hut Employee Handbook 51 Effective: October 1, 2011
COMPANY PROPERTY AND FACILITIES
All company property and facilities, including storage areas, work areas, lockers, computer
systems, telephones, modems, facsimile machines, duplicating machines and vehicles are to be
used only for Company business and must be properly used and maintained. Negligence in these
areas may be cause for repayment, suspension and/or termination. This policy will be strictly
enforced. In addition, the Company reserves the right to search all areas of its premises and
monitor computer and/or telephone systems. Company property will not be removed from the
premises unless authorization has been obtained from the Company.
The employee initiates resignations and retirement. The employer initiates dismissals and
layoffs. Resignation is a voluntary act initiated by the employee to terminate employment. The
Company requests a written notice from all employees.
Prior to an employee’s departure, an exit interview may, at the request of the employee or
employer, be scheduled to discuss the reasons for resignation and the effect of the resignation on
benefits. Before or by the end of the last scheduled day of work, you will turn in all property of
the business to your supervisor.
REFERENCES
The Company’s policy as to references for employees who have left the Company is to disclose
only the dates of employment at the Company and the title of the last position held. If you
authorize disclosure in writing, the Company will also provide a prospective employer with
information on the amount of the salary or wage you last earned at the Company.
RIGHT TO MODIFY
This handbook cannot anticipate every situation or answer every question about employment. It
is not an employment contract. In order to retain necessary flexibility in the administration of
policies and procedures, the Company reserves the right to change or revise policies, procedures,
and benefits described in this handbook, other than the employment-at-will provisions and the
arbitration agreement, without notice whenever the company determines that such action is
warranted.
This handbook supersedes all previous memos, materials, and handbooks. The information in
this manual is for use as a guideline only and it is not meant to be considered as a contract of any
kind. This information can be changed with the exception of the at will employment policy.
Owing to limitations of space, ongoing changes within the Company and periodic changes in
applicable Federal and State laws, the information in this manual cannot be a complete or final
statement as to Company policy. Therefore, employees may refer to their supervisor for
information regarding the applicability of the guidelines in this manual to any particular
situation.
I know how to access the Employee Handbook and have read the Company’s Anti-Harassment
and Anti-Discrimination policy. Further, I understand that by signing this form, I am
acknowledging that I have read and fully understand the Company’s Anti-Harassment and Anti-
Discrimination policy, Arbitration Agreement and Drug Testing Policy.
I understand that I am being asked to review the information contained within this handbook and
raise any questions that I may have about the stated policies or procedures with the Director of
Human Resources.
I understand that as a matter of the Company’s, policy that employment is at the will of the
employee and the employer and can be terminated at any time without cause.
Further, I understand that no one other than the Owner of the Company may modify or change
the at will nature of my employment relationship. Any such modification must be in writing and
signed by the Owner of the Company and me.
____________________________________________ __________________________
Employee’s Signature Date