Employment Forms

Here are the forms which must be completed prior to your orientation. If
you need help with any of the forms in the package, we will be able to
assist you before your orientation session. Please arrive early and bring
your questions.

This material has been developed for the exclusive use of McDonald's Restaurants of Canada Limited and its independent
franchisees (“Owner Operators”). For the purposes of this material, the term “McDonald’s” will mean your employer, whether you
are employed by McDonald's Restaurants of Canada Limited or an independent Owner Operator. McDonald’s Restaurants of
Canada Limited reserves the right in its sole discretion, without any prior consultation or agreement with any employee, to change or
modify any of its policies as they relate to its employees at any time, with or without notice. Owner Operators have the same
discretion with respect to their employees and their workplaces.

© For the exclusive use of McDonald's Restaurants and its Franchisees. Rev. 06/06/2018
The following forms are included in this package. Please read carefully as this important information will help
you complete the forms properly.

Employee Information Form

This form provides us with the basic information needed to establish you as an employee. Please fill it in
carefully. We’ve asked that you complete this form at the time you pick up your orientation materials to give
us the opportunity to enter you on our payroll system before your actual orientation. If you don’t have all the
required documentation on that day, please bring it to the restaurant as soon as possible.

Please bring the remaining forms with you to orientation.

Employee Availability Agreement

This form lets us know when you’ll be available for work. While you may not be scheduled for all the hours
you indicate, we will review your availability when we create the schedule. If you have a change in availability
in the future, please see a member of your Management Team to request changes.

Direct Deposit Authorization Form

In all Company restaurants, it is McDonald’s policy to direct deposit your pay to a bank account of your
choice. If you don’t have a bank account, please visit your local bank to open either a chequing or a
savings account. If your bank provides you with a confirmation form to give to us, we still require that you
complete and sign the McDonald’s form. Unfortunately, we won’t be able to schedule you for orientation or
your first shift until we receive your direct deposit banking information.

Employment Policies (Code of Conduct / Equality in Employment / No Solicitation / Social

Media)
These are very important McDonald’s policies and we expect all our employees to adhere to them. Please
read the statements carefully and sign the form acknowledging that you’ve read the statements and agree to
adhere to them.

Orientation Checklist/Uniform Agreement

After you’ve read the Policies booklet and the Safety booklet, you’ll initial each topic on this form
acknowledging that you’ve read them and that you understand McDonald’s policies. You will also be
acknowledging that you’ve received your uniform when it is provided to you, so please wait to sign this section
until you receive your uniform.

Restaurant Workplace Safety Orientation Knowledge Verification

After you’ve read the Safety booklet, you will need to complete the Restaurant Workplace Safety Orientation
Knowledge Verification test by answering all the questions in the booklet. Return the Knowledge Verification
to the Manager conducting the orientation, and it will be added to your Employee File.

© 2018, For the exclusive use of McDonald’s Restaurants and its Franchisees. None of the materials contained herein may be reproduced,
copied or utilized in any form or by any means without the specific written authorization of McDonald’s Restaurants. McDonald’s Restaurants
of Canada Limited reserves the right in its sole discretion, without any prior consultation or agreement with any employee, to change or modify any of
its policies as they relate to its employees at any time, with or without notice. Owner Operators have the same discretion with respect to their
employees and their workplaces.
 Employee Availability Agreement

Employee Name: Payroll #

Schedule of Availability
FROM TO
DAY HOUR MIN AM/PM HOUR MIN AM/PM

Monday

Tuesday

Wednesday

Thursday

Friday

Saturday

Sunday

Statutory Holidays

Preferences
MINIMUM number of hours per week
MAXIMUM number of hours per week (up to 40)
MAXIMUM number of shifts per week (up to 5)
(the difference between the minimum/maximum hours should be at least 10 hours.)

Being available to work does not mean you will be scheduled to work all the hours for which you are available.

Note for students:

To ensure that education and schoolwork are your top priorities and that your job experience complements rather than
distracts from your education, your maximum hours are recommended to be 12 – 16 hours per week. We also ask that
you be available to work a minimum of one closing shift per week (Sunday through Thursday) and on weekends.

Agreement:
I am available to work the above days and hours. I understand that if I am unable to comply with the currently posted
schedule, I must notify a Manager and provide a good reason for the change. I will also advise a Manager if my
availability changes.

Employee’s Signature
& Time Card #: Restaurant:

Manager’s Signature: Effective Date:

© For the exclusive use of McDonald's Restaurants and its Franchisees. Rev. 06/06/2018
 Employee Information Form
New Employee Orientation

Personal Information
1. Employee’s Name SOCIAL INSURANCE NUMBER

- -
FIRST INITIAL LAST Please bring your SIN card with you. If your SIN
starts with “9”, please complete #7 below.

2. Home Address
NUMBER AND STREET

CITY PROVINCE POSTAL CODE

HOME TELEPHONE NUMBER WITH AREA CODE MOBILE NUMBER WITH AREA CODE

EMAIL ADDRESS

3. Sex Male Female

4. Language Preference
English French
5. Marital Status Single Married (complete TD1 tax form [TP-1015.3 QC] if married or
have dependents
6. Date of Birth DAY MONTH YEAR
Birth Date
Verified with /
by:
Please provide proof of your date of birth

7. Work Permit (if

applicable) Expiry Date
DAY MONTH YEAR
Work Permit
Number:
Please provide copy of your Work Permit.

Emergency Contact Information (please ensure that you notify a Manager if this information changes)
Name Relationship

Address NUMBER AND STREET

CITY PROVINCE POSTAL CODE

HOME TELEPHONE NUMBER WITH AREA CODE MOBILE NUMBER WITH AREA CODE

Signature
DAY MONTH YEAR

EMPLOYEE

© 2014, For the exclusive use of McDonald's Restaurants and its Franchisees HR88669C5, Rev. 07/2016
 Direct Deposit Authorization Form

IMPORTANT:
Send only ONE copy of this form by either:
Inter-office Mail to Employee Service OR
Fax to (416) 446-4663 OR
Email to employee.services@ca.mcd.com

IMPORTANT: ALL 11 information areas must be completed or employee will not be set up on Direct Deposit
Personal Information ALL information must be completed or Application will be rejected

1. SIN: - -

2. Last Name:

3. First Name:

4. Hourly Crew/Swing Salaried Manager

McOpCo # McOpCo #

Banking Information ALL information must be completed or Application will be rejected

5. New to Direct Deposit or Change to current direct deposit information

6. Name of Bank (ie. CIBC, Royal Bank, etc.)

7. Address & City of Bank

8. Bank Transit # (must be 5-digits) SEE

EXAMPLE
9. Banking Institution (must be 3-digits) BELOW

10. Bank Account # (must be 7-12 digits)

11. ALSO attach a VOID cheque below or a bank-supplied CUSTOMER ACCOUNT INFORMATION sheet
ATTACH DEPOSIT SLIP OR VOID CHEQUE HERE OR
 Bank Transit Number – a 5-digit number at the beginning of the numbers at the bottom of a cheque and before the 3-digit Bank Institution
number mentioned below (this is the 01234 shown in the example below)
 Bank Institution Number – a 3-digit number that follows the Bank Transit Number at the bottom of a cheque, ie. Bank of Montreal =
“001”, Royal Bank = “003”, CIBC = “010”, Caisse Populaire = “815”, etc. (this is the 001 shown in the example below)
 Bank Account Number – a 7 to 12-digit number at the end of the numbers at the bottom of a cheque. Most banks use 7-digits but your
bank may use more. Include all numbers following the Institution Number (this is the 1234567 shown in the example below)

INCLUDE BANK-SUPPLIED CUSTOMER ACCOUNT INFORMATION SHEET WITH THIS AUTHORIZATION FORM

Authorization
I authorize McDonald's Restaurants to make deposits to my bank account as indicated above for both Payroll and
expense purposes. I will advise you of any change in this information and this authorization is to remain in effect until
cancelled in writing.

Employee Signature Date

© 2014, For the exclusive use of McDonald's Restaurants and its Franchisees AC88315C, Rev. 07/2016
 Restaurant / Workplace
Policies
Employment / Workplace Policies for a New Employee

This material has been developed for the exclusive use of McDonald's Restaurants of Canada Limited and its independent franchisees
(“Owner Operators”). For the purposes of this material, the term “McDonald’s” will mean your employer, whether you are employed by
McDonald's Restaurants of Canada Limited or an independent Owner Operator. McDonald’s Restaurants of Canada Limited reserves the
right in its sole discretion, without any prior consultation or agreement with any employee, to change or modify any of its policies as they
relate to its employees at any time, with or without notice. Owner Operators have the same discretion with respect to their employees and
their workplaces.

© For the exclusive use of McDonald's Restaurants and its Franchisees. Rev. 11/05/2018
 TABLE OF CONTENTS

WELCOME………………………………………………………………………………………………………………………………………………………3
PEOPLE VISION & PRINCIPLES ……………………………………………………………………………………….………………………………4
EMPLOYEE RESPONSIBILITIES ………………………………………………………………………………………………………………………..5
YOUR HOURS AND PAY……….………………………………………………………………………………………………………………………….6
YOUR APPEARANCE COUNTS …………………………………………………………………………………………………………………………7
MCDONALD’S AND WORKING STUDENTS ………………………………………………………………………………………………………7
OPEN COMMUNICATION ……………………………………………………………………………………………………………………………….8
HELPING ENSURE THE SAFETY OF OUR FOOD …………………………………………………………………………………………………9
EMPLOYMENT POLICIES ………………………………………………………………………………………………………………………………10

2
Welcome to the McDonald's Team

This guide is designed to provide you with important information about your job at McDonald's, whether you are
employed by McDonald’s Restaurants of Canada Limited or an Owner Operator. Please read it carefully, as it
contains specific information on the following:

 People Vision & Principles

 Employee Responsibilities
 Your Hours and Pay
 Working Students
 Communication
 Food Safety
 Your Appearance
 Employment Policies

Periodically, McDonald’s will update this document to include new policies or changes we would like to implement.
When policies and provincial legislation are amended, the new information will be shared with you as soon as
possible, primarily through OurLounge (the crew communication portal) or the Programs & Policies Manual, and will
be considered to have replaced the relevant section of this booklet or any other material. Owner Operators are
responsible for the employment practices in their restaurants and may choose to make changes or introduce their
own policies with respect to their employees.

If, at any time, you have questions about the guide or specific procedures, please discuss them with a member
of your restaurant’s Management Team.

We are happy that you have chosen to work with us and we know that your experience to be enjoyable and rewarding!

3
People Vision & Principles
Employees are the foundation of our businesses. From new hires to senior management, McDonald’s and its
Owner Operators offer employees the training, benefits, flexibility and opportunities they need to succeed.

Our People Vision

Alongside our Owner Operators, at McDonald's® Canada, the vision is for our people to feel valued and proud to
work here. In fact, we aim to be the best employers in every one of our Canadian communities.

Our People Principles

Behind our people vision stands the absolute commitment to respect and recognize employees, to support their
personal growth and education, to instill leadership and dedication and to provide them with the best working
environment possible.

We follow the people principles that reflect McDonald's values and the culture we embrace.

Respect and Recognition

 Employees are respected, valued and empowered.
 Employees are recognized and rewarded in many ways.

Values and Behaviours

 Act in the best interest of the company, McDonald’s employees and the communities in which we operate.
 Communicate openly, listen for understanding and value diverse opinions.
 Accept personal accountability.
 Coach and learn.

Competitive Pay and Benefits

 Compensation packages include benefits that are valued by employees.
 Employees receive regular performance and wage reviews.

Training, Learning, Development and Personal Growth

At McDonald’s, we are proud of the growth and development opportunities provided to employees, both personally
and professionally. Not only does McDonald’s and Owner Operators provide thousands with a place to work each
year, we also provide the essential training which gives employees the transferable skills to further their careers
either within McDonald’s or with a different employer.

4
Employee Responsibilities

In McDonald’s restaurants, there are certain expectations for all employees to follow. While the list below doesn’t include
all expectations, these are very important ones to be aware of and to follow while working.

 Arrive on time or just before your shift. If an emergency delays you, call the restaurant.
 Clock in at the beginning of your shift and clock out at the end.
 Check the schedule and call at least two hours in advance if you can’t make it to your shift.
 Do not use tobacco or chew gum while you’re working. You will be informed where you may smoke on your
breaks. Please read our Drug & Alcohol Policy to understand the policy with respect to recreational and medicinal
marijuana.
 Request permission before using the restaurant telephone to make a personal phone call.
 Turn off your cell phone while you’re working. You may use it during your breaks in the Crew room.
 Check the communication board and OurLounge regularly for information. Please do not post other notices or
alter any of the notices already on the board.
 Do not bring valuable belongings or large amounts of cash to work. Lockers are available for your personal use.
We are not responsible for lost or stolen items.
 Do not take food without a Manager’s approval and do not give food away. At closing, all extra product will be
thrown away and may not be consumed or taken away from the restaurant.
 From time to time, you may be required to work temporarily at one of our other McDonald’s restaurants because
of a labour shortage, vacation coverage or a training session. Your pay and benefits remain the same.
 Dating a fellow crew member is acceptable as long as it doesn’t interfere with restaurant operations.
 Theft, misuse, defacement or destruction of company, employee or guest property is prohibited.
 Abusive, disrespectful or threatening behaviour towards an employee, guest or supplier is prohibited.
 Tell your Manager immediately about any job-related concerns, accidents, illnesses or unsafe working conditions.
 Tell your Manager when you change your address, telephone number, legal name, emergency contact, direct
deposit information or availability so we can update your records. If you feel uncomfortable speaking to your
Manager, please use the PAL program or speak to your Operations Consultant.
 Any violation of this policy may lead to discipline up to and including termination of employment.

5
Your hours and pay

Pay for performance

McDonald’s is a "pay for performance" company. This means that the better you perform at your job, the higher the
rating you’ll receive and the more money you can make. Two months after your orientation, you will have a "60 day
check in" session with one of your Managers to discuss your job satisfaction and job needs. After the check-in, you
will be scheduled for your first performance review. The details of the review guidelines can be found in the Programs
and Policies Manual.

Pay period and pay days

You will be paid every second Thursday through direct deposit to the bank account of your choice for all hours worked
at the restaurant including training sessions, crew meetings and communication sessions. You will also be paid
vacation pay. Direct deposit is mandatory and you will not be scheduled for your training or any shifts until the
information is provided using the McDonald’s direct deposit form. You may change your banking information at any
time by completing and submitting a new direct deposit form to your Manager.

Periodically, you may be asked to come in to work a shift that you were not originally scheduled for. If you work the
unscheduled shift, you will be guaranteed a minimum of three hours work. On occasion, you may also be asked to
continue working past your scheduled time. Rest assured that you will be paid for all hours worked.

Hours of work
One of McDonald’s greatest benefits is flexibility in work schedules. If your availability changes, be sure to provide a
new form to your scheduling manager. Your work schedule will be posted five days prior to the next work week and
you are expected to work as scheduled. You are also expected to be in uniform and clocked in just before you report
on the floor for work. You are also expected to clock out at the end of your shift. It is not permitted to clock in and out
for others or to have someone clock in and out for you.

Time away from work

We understand that there are times where you may need to be absent from work due to illness or for personal
reasons. We grant reasonable absence requests whenever possible. If you require time off for personal reasons,
you may request it by submitting a written note indicating the required duration of time off needed. Please submit
your request at least one week before the weekly schedule is posted. Your Manager will let you know within a few
days whether your request can be accommodated. McDonald’s and Owner Operators will also comply with any laws
as it relates to personal absences. See the Programs and Policies Manual for more information on leave requests.

Breaks
McDonald’s has a break policy in place based on the length of your shift. See the Programs and Policies Manual for
information specific to your location.

6
Your appearance matters
At McDonald’s restaurants, cleanliness and appropriate appearance is very important. The guidelines below will
help you meet McDonald’s standards:

 All employees are required to wear a clean, neat, wrinkle-free, authorized McDonald’s uniform.
 All employees are required to maintain high personal hygiene standards including regular bathing and use of
deodorant. All employees must have clean hands and fingernails. Moderate use of cosmetics is acceptable.
 With the exception of Quebec, employees may wear nail polish that is maintained and in good condition.
Anyone working as a food handler (including grill station, chef, initiator, assembler, etc.) that wears nail polish
must wear gloves. Fake nails (including Shellac, Acrylic and Gel) are not permitted.
 Name tags with first name only must be legible and worn at all times. Crew must wear their name tag on the
right side of their shirt.
 Hair must be clean and well-groomed at all times. Long hair may pose a safety risk and should be pulled away
from the face and tied back, if possible. If your hair cannot be tied back, then it should fall behind the
shoulders.
 A McDonald’s hat or visor must be worn by Crew at all times; unless it is not required for a certain role.
 Hairnets and beard nets must be worn where required by health boards.
 Employees should be clean shaven. Any facial hair such as a mustache, a beard or sideburns must be neat,
groomed and well maintained.
 Jewelry must be acceptable in terms of style and limited in size and amount. For health and safety reasons, all
jewelry must be secured and cannot pose a risk to restaurant equipment or the preparation of food. For this
reason, large hoop, dangling and clip earrings are not permitted and a Manager may ask you to remove any
other jewelry that poses a risk.
 A maximum of 4 visible, well secured piercings (small hoops, studs or barbells) are permitted. A maximum of 1
stud piercing is permitted in the face area (eyebrow, nose, lip or tongue).
 Non-offensive visible tattoos are acceptable.
 Approved non-slip, polishable shoes with a low heel and closed toe must be worn. Running shoes are not
permitted.

Reasonable accommodations will be made where necessary with respect to our Equality in Employment Policy.

Please note that jewelry, visible piercings and nail polish may be regulated by your local health board. In Quebec,
the Ministry of Agriculture, Fisheries and Food states that persons responsible for the preparation of food or for the
washing and cleaning of any material and equipment must not wear any nail polish, rings, watches, earrings or
other jewelry.

McDonald’s and working students

With over 1,400 corporate and franchised restaurants nationwide, McDonald’s is one of Canada’s largest employers
of youth. We value education and understand that schoolwork is a top priority for students. To ensure that employees
attending school have the support they need, McDonald’s alongside its Owner Operators are proud to provide the
following:

 Education is a priority. McDonald’s provides flexible working hours to accommodate classes, homework
assignments, exams, and extracurricular activities. Grades and school attendance should never be compromised
due to excessive or late working hours.

7
 McDonald’s provides training programs that help develop transferable life skills.
 McDonald’s complies with employment laws and regulations and strives to put policies in place that exceed local
requirements.
 McDonald’s works with parents, educators and students on education related topics.
 McDonald’s believes in supporting education by recognizing our employees’ scholastic achievement.
 McDonald’s provides a scholarship program.

Open communication

Open communication is essential to establishing and maintaining a good working relationship in the restaurant. There
are a number of ways for you to communicate any questions, issues or concerns::

 Communication Sessions – These are small, informal discussions between Crew and Management to share
ideas, answer questions and address concerns. They provide you with an opportunity to tell Management how
you feel and to make suggestions on how to improve things in the restaurant.
 Commitment Surveys – Your opinions are very important to us and periodically we will ask you to participate in
commitment or opinion surveys. We use the results to gauge how well we are doing and what we should improve.
 Open Door Policy – We encourage you to make use of the Open Door Policy to discuss your concerns one-on-
one with a member of your Management Team.
 PAL Program - You may contact the McDonald’s Canada Human Resources Department through the PAL
(Personal Action Letter) Program or the Employee Hot Line. PAL envelopes are available in your restaurant or
you can send your letter by E-Mail to PAL@ca.mcd.com. If you are employed by an Owner Operator, the HR
team will bring your concerns to the attention of your employer. Your employer is responsible to address all
workplace and employment related issues or concerns.
 Employee Hot Line - The toll free hot line number for all provinces (except Quebec) is 1-877-McD-6111 (1-877-
623-6111). In Quebec the hotline number is 1-877-AMI-McDo or 1-877-264-6236.
 John’s Corner - You may also communicate directly with John Betts, President and CEO of McDonald’s by e-
mailing johnbettsmcwebemail@ca.mcd.com.
 Programs & Policies Manual – This manual is located in the crew room and provides an overview of the
programs and policies in areas such as pay, performance reviews, schedules, breaks, safety & security, time
away from work, appearance, communications, rewards, recognition and general employment policies.
Remember that if you are employed by an Owner Operator, as your employer they are responsible for
establishing the employment related policies and procedures in your workplace.

8
Helping ensure the safety of our food

It is critical that all food served at McDonald’s is safe. It is what our guests expect of us and what we expect of
ourselves. You play a very important role since you will be working with and around the food we serve to our guests
on every shift. We expect the following from you:

 Wash your hands before starting work, after using the restroom and at all other times indicated in the food safety
crew training module.
 Practice good personal hygiene before coming to work and while at work. This includes regular bathing and use
of deodorant. Clean hair, hands, fingernails and clothes are required.
 If you have cuts or sores on your hands, make sure that they are covered with a bandage and that you wear
disposable gloves over the bandage while at work.
 If you have, or suspect you may have an illness or disease that may be spread through food handling, do not
come to work. Call and report this to your Manager immediately. Also, if you have been in close contact with
someone who has (or is suspected of having) a contagious illness, do not come to work. Instead, immediately
contact your Manager to discuss the situation.
 Follow all McDonald’s procedures for cooking, preparing and handling foods.
 If you become aware of any situation that you think may jeopardize the safety of our food, our guests or your
fellow employees, immediately notify your Manager of the situation.

9
Employment policies

Behaviour must be driven by mutual respect

Everyone deserves to be treated with dignity and respect. You have the right to work in a place that is free of
harassment, intimidation or abuse. Verbal or physical conduct that demeans another, unreasonably interferes with
another’s work performance or creates an intimidating, hostile or offensive work environment will not be tolerated.

McDonald’s does not tolerate any form of discrimination, harassment or disrespectful behavior. All complaints
brought forward will be investigated in a thorough, timely and professional manner. In situations where policies
have been violated, appropriate action will be taken and may include a written warning, a suspension (with or
without pay) or termination of employment.

Equality in Employment Policy

McDonald's provides fair and equal opportunities to all employees and prospective employees. We provide equal
access to jobs, promotions, transfers, pay increases, training, development opportunities and other aspects of
employment to all individuals. McDonald's prohibits any form of harassment, offensive remarks or other abusive
conduct.

In Quebec, the law further protects employees from psychological harassment, which includes actions or words
which are hostile or unwanted, affects the person's dignity or psychological integrity, or results in a harmful work
environment. Psychological harassment may come from a superior, a co-worker or group or co-workers, a
supplier or a guest. McDonald’s will take reasonable steps to prevent psychological harassment and put a stop
to such behaviour when it is brought to our attention.

If you are subjected to or if you have information that another employee is being subjected to any form of
harassment (including psychological harassment) or other abusive or offensive conduct, you must report it to your
Manager immediately to ensure the appropriate steps are taken to address your concerns and prevent it from
happening again. If you do not want to report it to your Manager, then report it through your Operations Consultant,
the PAL program or the call the Employee Hotline.

Employee Code of Conduct

McDonald’s has always been committed to doing the right thing for our guests and employees. McDonald’s values
and behaviours are the foundation for the relationships we foster with our guests and fellow employees. As
representatives of McDonald’s, we know that positive relationships are critical to achieving our vision – to be Canada’s
favourite place to eat and work.

We are committed to showing respect, understanding and tolerance towards our guests and co-workers at all times.
McDonald’s will not tolerate inappropriate, offensive and/or rude behaviour that could compromise our integrity and
ethics. In situations where our Code of Conduct has been violated, appropriate action will be taken, which may
include a written warning, a suspension or termination of employment. All complaints brought forward will be
investigated in a thorough and timely manner.

All employees are accountable to uphold this Code of Conduct.

Standards of Business Conduct

We like to consider every McDonald’s employee as an exemplary member of our public relations team. In the eyes
of our families, our friends and the public, each of us is a representative of the entire organization. Personal
accountability extends to everything we do at McDonald’s. We have Standards of Business Conduct to provide
basic guidance, but ultimately each of us accepts personal responsibility for always doing what’s right. Each of us
is a McDonald’s ambassador.

10
The McDonald’s name is trusted and respected around the world. Consequently, we must strive to be exemplary
representatives in both our professional and our personal conduct to ensure McDonald's image in the community
continues to be one in which we can all take pride. It is everyone’s responsibility to do the right thing, the right way.

Conflict of Interest
You may not have any business, financial interest or other involvement outside McDonald’s which conflicts with
your duties and responsibilities. If you have any doubt regarding the existence of a conflict of interest, contact your
Manager for information.

No Solicitation
Solicitation for funds, memberships or individual commitment to outside organizations or distribution of literature
for any purpose by outside non-employee persons is prohibited on restaurant premises. Solicitation by employees
for funds, memberships or individual commitment to outside organizations or causes is also prohibited on
restaurant premises during or after your shift.

Distribution of literature for any purpose in the restaurant by employees is not permitted. Restaurant premises must
be kept clean and free of litter at all times.

Employees who have finished work are requested to leave the premises as soon as possible. Off duty employees
are not permitted to distribute literature or to solicit or otherwise interfere with or disturb working employees.

Incidents of solicitation should be reported to Management or Human Resources immediately.

Privacy Policy
At McDonald’s, we strongly believe in protecting the privacy of the personal information that we obtain for business
purposes about our guests, employees, franchisees, suppliers and other entities.

Our Privacy Policy is in place to protect the privacy of employees’ and non-employees’ personal information. We
also have Employee Privacy Principles and Non-Employee Privacy Principles. These Principles provide guidance
with respect to our application of this Policy and our treatment of personal information.

The ten principles are:

 We are accountable for the personal information that we collect about our employees.
 We tell our employees about the personal information that we collect about them and the purposes(s) for using
the information.
 We require your knowledge and consent to collect, use or disclose your personal information, except where
inappropriate. There may be circumstances where you have the right to refuse to provide personal information.
 We will only collect personal employee information that is necessary for an identified purpose.
 We will not use or disclose your personal information other than for the purpose(s) in which it was collected
except with your consent or as required or permitted by law. We will only keep this information as long as we
need it or as long as it is required by law.
 We keep employee information complete, accurate and up-to-date.
 We safeguard the security and confidentiality of personal information.
 We share information about the policies that protect employees’ personal information and we let employees
know how they can access the personal information we have collected from them.
 We are compliant with this Privacy Policy and the privacy laws that may apply to our employees’ personal
information.
 You have a right of access to your personal information and a right to challenge its accuracy and
completeness. You also have the right to amend your personal information, except in specific circumstances.

11
This Policy and the accompanying Principles are designed to assist us in effectively managing personal information
with regard to collection, use, disclosure, retention, accuracy and security. All employees who handle personal
information are required to comply with this Policy and our Principles.

Social Media Policy

If you participate in online conversations about McDonald’s, including but not limited to, its products, our
employees, guests, suppliers, franchisees, and competitors, it is important that you do it in a way that is safe,
appropriate and legal. The intent of this Policy is not to restrict the flow of useful and appropriate information, but to
minimize the risk to you, your coworkers, your employer and to McDonald’s.

Since we want to provide 100% guest satisfaction, McDonald’s prohibits engaging in any personal online
communications including texting (during working time or in working areas, even when using your personal
electronic devices). You may participate in OurLounge communications, which is our crew portal website.

As a McDonald’s employee, people may think your views are the views of McDonald’s. When you participate in any
online communication or blog to discuss McDonald’s, make it clear that you are a McDonald’s employee and that
your views and opinions are yours and not those of McDonald’s.

 When making any references to McDonald’s or its employees (even if McDonald’s is not named) when posting
on any social media site, you must respect and follow the McDonald’s Standards of Business Conduct and all
relevant McDonald’s policies, such as those relating to the handling of confidential information and use of
McDonald’s trademarked or copyrighted materials. Do not misuse our trademarks in your online
communications. Do not use McDonald’s logos or copyrighted materials.
 Additionally, be aware of other McDonald’s policies including, “Employee Code of Conduct”, “Standards of
Business Conduct”, “No Solicitation Policy”, “Conflict of Interest”, “Dignity and Respect”, “Equality in
Employment” and “Privacy Policy”.
 You must exercise caution and sound judgment if interacting with subordinates on Facebook or similar social
media sites. Participating in such forums with subordinates may increase the potential to violate these rules
and policies. For example, it may not be sound judgment for Managers to “friend” employees under the age of
18.
 Do think about what you will say and about disclosing your personal details. Correct any mistakes that you
make. You post material at your own risk, and you are personally responsible for the content of your
communications.
 Do respect your coworkers’ privacy. It is a violation of this policy and the Privacy Policy to share in any online
communications personal information about your coworkers (like name, age, sexual orientation, religion,
health, or any identifiable information including what may relate to a safety issue, such as work schedules,
which school they attend, phone numbers, residence, etc.).
 Do not post material that is bullying in nature, abusive, disrespectful, profane, or otherwise inappropriate
regarding McDonald’s, including but not limited to, its products, our employees, guests, suppliers, franchisees,
and competitors. Do not post any information about guests, including personal information or information
regarding a guest matter.
 Do not disclose or comment on confidential information of McDonald’s, including the restaurant where you
work. For example: product builds, upcoming promotions or marketing plans, supply chain information, sales
figures, guest counts, business plans, or how food or marketing promotions are doing.
 Do not post any photos or video of the inside of your McDonald’s restaurant, including those of coworkers,
customers, or work events. Do not post photos or video of employees in McDonald’s uniforms on any external
website.
 Do not use blogs or other external websites for restaurant communications.
 Do not speak or claim to speak on behalf of McDonald’s in your online communications.
 Do not discuss or disclose employees, guests, franchisees, or suppliers by name without their express
permission.

12
Weapons, alcohol and illegal drugs
The possession of weapons of any type is prohibited on the premises, in the parking lot or at any function or activity
sponsored by McDonald’s. Alcohol and illegal drugs are strictly prohibited. You may not report to work under the
influence of any substance, including alcohol or illegal drugs. You may not possess, consume, sell, or distribute
drugs, drugs paraphernalia or alcohol on the premises, in the parking lot or at any function or activity sponsored by
McDonald’s. For more information, please refer to the Drug and Alcohol Policy.

Safety and Security / Transportation Home

We take the safety and security of our employees very seriously which is why you will be undergoing extensive
training in this area. We provide a clean, safe and healthy place to work, but you are also expected to do your part
in helping maintain equipment, observe safety rules and keep your workplace neat and clean. It is our policy to ensure
that all employees working late have access to safe transportation after their shifts. If you work late, Managers will
ensure that you reach your car safely, that you have prearranged transportation home or that you’re provided a door to
door ride with a friend, family member, fellow employee, fellow employee’s family member or a Manager. If you are
unable to coordinate transportation home by these means, alternative transportation will be arranged for you by
McDonald’s. You must also take your own safety and security seriously and, if you choose not to accept one of the safe
means of transportation made available to you, you should ensure that you travel in a group, never hitchhike and never
accept a ride from a stranger.

Drug and Alcohol Policy

This Drug & Alcohol Policy (“Policy”) is established by McDonald’s to further its commitment to protecting the health
and safety of its employees, guests and others who may be affected by the conduct of its employees. McDonald’s
recognizes that the effects of drug or alcohol consumption can diminish job performance and potentially jeopardize
the safety of our work environment, employees, and guests. McDonald’s is committed to providing a safe workplace
for its employees and to ensure that employees are treated fairly and with respect.

Each McDonald’s employee is already bound by existing policies addressing alcohol and drugs in our workplace,
including the Standards of Business Conduct, the Smoking Policy and the Restaurant Security Policy. This Policy
does not replace, but is in addition to those policies that are applicable to you as a McDonald’s employee.

DEFINITIONS:
Recreational Drugs: drugs which may or may not be legal in Canada (including recreational marijuana), taken without
prescription or authorization of a certified medical doctor.

Medications: prescription and non-prescription drugs used for the treatment of illness, injury or medical condition. A
prescription drug (including medical marijuana) must be prescribed or authorized by a certified medical doctor. A
non-prescription drug does not require a prescription or an authorization, but it must be used for the purpose of
treating an illness, injury or medical condition.

Impaired or Under the Influence: the use of Recreational Drugs, Medications or alcohol to the extent that an
employee:
 Is unable to perform job duties in a safe, productive or respectful manner;
 Is in a physical or mental condition that creates a risk to the safety and well-being of the individual or
others, or to the protection of McDonald’s property; and/or
 Displays signs of substance use (e.g., smell of alcohol on breath, smell of marijuana, slurred speech,
stumbling, lack of balance, etc.).

POLICY:
1. You are required to perform your job safely, respectfully and in accordance with all workplace policies.
2. You are responsible to arrive fit for work and conduct yourself in a lawful manner while at work or engaged
in work-related activities.
3. You are prohibited from being impaired or under the influence at work due to the consumption of alcohol or
drugs, including Recreational Drugs and Medications (collectively “Drug” or “Drugs”).

13
 4. Subject to any exceptions outlined in this Policy, you are prohibited from the use, consumption, sale,
purchase, distribution, possession, or manufacture of Drugs or alcohol while at work, engaged in any work-
related activity or in a company vehicle. For clarity, “at work” includes being on office premises, restaurant
premises, home office premises, offsite at a work-related event (including staff outings/celebrations), or in
any parking areas.
5. You are permitted to consume alcohol on office premises at work-related events or at offsite work-related
events where alcohol consumption is authorized. Some limited consumption of alcohol on these occasions
is permitted, however drinking excessively at any work-related event is expressly prohibited. It is expected
that you will consume alcohol in a socially responsible manner that will not result in inappropriate,
disrespectful or unsafe conduct.
6. Minors are strictly prohibited from consuming alcohol at work-related events where alcohol consumption is
authorized.
7. When an employee is involved in an accident with a company vehicle and is found to be impaired or under
the influence, then the employee may be fully responsible for all damages and related costs. Additionally,
at the sole discretion of McDonald’s, the employee's company vehicle privileges may be suspended or
revoked.
8. If you become aware of a Drug or alcohol related issue in the workplace, you are responsible to escalate the
issue as follows:
a. In a restaurant: escalate to your Restaurant Manager, Operations Consultant or through the PAL
Program. Operations Managers are responsible to escalate to Human Resources.
b. In a corporate office: escalate to your manager, Human Resources or through the PAL Program.
9. In the event of an investigation into suspected violations of this Policy, you are expected to cooperate fully
during the investigation.

POLICY VIOLATIONS:
Failure to comply with this Policy may result in disciplinary action up to and including termination of employment.

PROCEDURE:
Use of Alcohol or Drugs, or Impairment at Work
1. Employees who report to or perform work under the influence of alcohol or Drugs may be immediately sent
home (with or without pay) and will not be allowed to complete their work day.
2. Employees who are found to be using alcohol or Drugs at work may be immediately sent home (with or
without pay) and will not be allowed to complete their work day.
3. Employees are permitted to use Medications at work for legitimate medical purposes if the Medication does
not have impairing effects.
4. An employee suspected of being under the influence should never be allowed to drive him/herself home
and an alternate arrangement must be made by a manager or Human Resources.
5. With the assistance of Human Resources, the employee’s manager will be responsible for documenting
any occurrences relating to impairment or the consumption of Drugs or alcohol as described above. All
documentation should be completed soon after the occurrence.
6. Human Resources, in conjunction with the employee’s manager (and Operations, in the case of a restaurant
employee), will determine whether any disciplinary action, up to and including termination of employment,
is warranted.

Use of Medications
Employees are prohibited from reporting to or performing work if they are under the influence or impaired by the use
of Medications.

Employees taking Medications must ask their medical doctor whether such drugs could adversely affect their ability
to perform their duties safely and/or effectively. If so, the employee shall obtain and provide his or her immediate
manager with a written note from the medical doctor indicating only the potential adverse effects on safety and
performance. The note should not specify the name of the Medication. Human Resources, in consultation with the
manager, will determine if the employee's work duties should be modified or if the employee should not be permitted
to work while using the Medication in question.

14
DUTY TO ACCOMMODATE:
McDonald’s will provide appropriate accommodation to employees with respect to the use of Medications for
legitimate medical purposes. There is no duty to accommodate for Recreational Drug use. Employees are required
to inform their immediate manager of the need for accommodation. Managers are responsible to properly escalate
this request for accommodation to their manager and/or to Human Resources. Employees must participate in
accommodation efforts and assist their managers in establishing an accommodation plan.

Employees that have or believe that they may have substance use disorders are encouraged to promptly seek
professional assistance. McDonald’s will provide appropriate accommodation to employees with substance use
disorders, if the employee is in need of accommodation. Employees are encouraged to speak to their manager or
contact Human Resources.

Failure to Follow Policies

Disciplinary action may be taken by your employer, including verbal or written warnings, suspension (with our without
pay) and termination of employment for violations of workplace policies.

I have read the above and am committed to upholding McDonald’s policies.

Employee’s Name Employee’s Signature Date (dd/mm/yyyy)

15
 Your Benefits
You play a major role in the success of the restaurant. In return for your
contribution, we offer you so much more than a paycheque. You can choose to
take advantage of any or all of the benefits provided by McDonald’s. More
information is available in the Programs and Policies Manual in the Crew Room.
You can also reach out to a member of your Management Team for more
information.

This material has been developed for the exclusive use of McDonald's Restaurants of Canada Limited and its independent franchisees (“Owner
Operators”). For the purposes of this material, the term “McDonald’s” will mean your employer, whether you are employed by McDonald's
Restaurants of Canada Limited or an independent Owner Operator. McDonald’s Restaurants of Canada Limited reserves the right in its sole
discretion, without any prior consultation or agreement with any employee, to change or modify any of its policies as they relate to its employees
at any time, with or without notice. Owner Operators have the same discretion with respect to their employees and their workplaces.

© For the exclusive use of McDonald's Restaurants and its Franchisees. Rev. 06/06/2018
 Flexible Schedules
One of the great benefits of working at McDonald’s is our
flexible schedules. Schedules that fit with your school,
family and outside activities. You may not be scheduled
for all hours on your availability form but the Managers
review your availability when they create the schedule.
Long periods of time off work for personal reasons can be
arranged by letting your Management Team know as far
in advance as possible as they will need to adjust the
schedule and plan accordingly.
Training, Growth and Career Advancement
Whether or not you choose McDonald’s as a career, you
will be able to take advantage of another great benefit -
our extensive training, development and personal growth
programs. You will be working with a Crew Trainer for
the first few weeks of your job but training continues
far beyond this timeframe as we believe in continuous
learning and development. In addition to gaining skills and
knowledge about operations, your job will help you learn
about teamwork, responsibility, time management as
well as enhance your leadership, communication and
customer service skills.
Employee Recognition Program
We value your contribution and service to McDonald’s.
Your Management Team will regularly recognize and
reward outstanding achievers at Crew Meetings and other
events. Two of our programs include, the Employee of the
Month Program, recognizing outstanding or improved
performance, and our Service Recognition Program,
recognizing tenure at McDonald’s.
Activities and Special Events
Throughout the year, there will be opportunities to
participate in social activities such as sporting events,
movie nights, bowling, holiday celebrations and summer
picnics. We encourage you to join in as they are a lot of
fun and they provide you with opportunities to have a
good time, make new friends and get to know your fellow
team members.
Incentive Programs
Several times during the year, you will be able to
participate in different Crew incentives which make
shifts fun and exciting. You will have a chance win great
prizes. The incentives will emphasize different areas of the
business such as Service, Food Safety and Cleanliness, so
you will be improving the Guest’s experience while you
have fun.
This material has been developed for the exclusive use of McDonald's Restaurants of Canada Limited and its independent franchisees (“Owner
Operators”). For the purposes of this material, the term “McDonald’s” will mean your employer, whether you are employed by McDonald's
Restaurants of Canada Limited or an independent Owner Operator. McDonald’s Restaurants of Canada Limited reserves the right in its sole
discretion, without any prior consultation or agreement with any employee, to change or modify any of its policies as they relate to its employees
at any time, with or without notice. Owner Operators have the same discretion with respect to their employees and their workplaces.
Free, Easy Care Uniforms
You will receive complete uniforms at no cost to you. It
is your responsibility to ensure your uniform is clean
and unwrinkled. We expect you to look sharp for every
shift as the appearance of our employees and how we
present ourselves to our customers is very important.
Your uniforms meet all required work and safety
standards and are also easy to maintain. They don’t
require dry cleaning, just normal washing using detergent
and water.
Discount Programs
Being a member of our team means that you can take
advantage of McDonald’s discounts. You will be able to
participate in the Platinum Program which will provide
you with a 50% discount on food as well as discounts at
participating retailers. McDonald’s also has a group
program that provides discounts on computers,
printers, digital cameras and other technology.
Employee Meals
One of the best things about working for McDonald’s is
the food. You receive a 50% discount on any food you
purchase while in the restaurant for a scheduled shift
as well as on your own meal at the McDonald’s where
you work* when you’re not working by using the
McDonald’s Platinum program. Soft drinks, tea, and
coffee are always free of charge while working.
Scholarship Program
Each year, McDonald’s awards scholarship
opportunities to Crew employees. If you are a student
who is planning to attend or attending college or
university, we urge you to apply. Information is
available by speaking to your Management Team.
Benefits for Full-Time Employees
Certain benefits may be available to full-time*
employees including Group Insurance (health, dental,
life and disability), Profit Sharing, Group RRSP, Payroll
Savings Program and others. Please speak to your
Management Team for more information.
(*those working consistently more than 34 hours per
week or other hour requirement based on the plan)
 Orientation Checklist and Uniform Agreement
New Employee Orientation

Employee’s Name Orientation Begin Date:

After reading the Policies and Safety booklets, please initial each item acknowledging that you’ve read and
that you understand McDonald’s policies:
Initial Our Policies Initial Restaurant Policies
Our People Vision & Principles Work schedule/hours
Employee Responsibilities Time off work/calling in late or ill
Personal Appearance and Hygiene Time away from work
Working Students Leaves of Absence
Communication Accommodating school
Communication Sessions Availability/shift management tools
Employee Surveys Breaks/Meals/Smoking
Open Door Policy Telephone use/cell phones
PAL Program Temporary transfer policy
Employee Hotline Parking
John’s Corner Safety & Security
Programs & Policies Manual Transportation Home Policy
Food Safety Lockers/valuables
Values & Behaviours
Dignity & Respect Benefits
Equality in Employment Flexible schedules
Conduct Opportunities for growth and development
Discrimination and Harassment Recognition/service awards
Conflict in Interest Activities/special events
No Solicitation Incentive Programs
Privacy Free, easy care uniforms
Social Media Discount programs
Weapons, alcohol and illegal drugs Employee Meals
Restaurant Workplace Safety Scholarships
Benefits for Full-Time Employees
Pay & Performance Shoes for Crews link provided
Pay for Performance Program www.shoesforcrews.com/mcdca NOTE: Shoes
Performance and Wage Reviews may also be purchased at WalMart or Marks
Pay periods and pay days Work Warehouse.

I have received and carefully reviewed a copy of the booklet “Our Policies: A Guide to Your Employment at McDonald’s”. I
understand McDonald’s policies including those related to conduct, discrimination and harassment and I know how to report a
violation or complaint. I also understand that McDonald’s may change the policies and rules contained in this Guide and other
materials from time to time, at their sole discretion, with or without prior notice. I further understand that McDonald’s retains the right
to determine proper discipline in every situation on a case-by-case basis. The items initialed above have been discussed and
explained to me by:

Manager’s Name Manager’s Signature Employee’s Signature Date (dd/mm/yy)

UNIFORM AGREEMENT
I acknowledge receipt of these uniforms and understand that upon completion of employment, I must return the uniforms:
ISSUED RETURNED
Date Employee’s Description Date Employee’s Manager’s
Issued Initials Returned Initials Initials

© 2014, For the exclusive use of McDonald's Restaurants and its Franchisees HR88669C7, Rev. 07/2016
 
SOC Orientation Package 
 

 
 
 
Trainee Name: ___________________________________ 
Trainee Signature: ___________________________________ 
 
Manager Signature: _____________________________ 
 

updated March 1,2018

 EXCESS HOURS
AGREEMENT
B E T W E E N:

McDonald’s Restaurant of Canada Ltd.

-and -

_______________________________
(Print name of Employee Here)

This is an agreement between McDonald’s Restaurant of Canada Ltd and the Employee, for the
purposes of establishing an agreement for excess hours of work in accordance with the
Employment Standards Act.

I, _______________________, acknowledge that McDonald’s Restaurant of Canada Ltd has

established a regular work day of eight (8) hours per day for my position as per the schedule
posted at McDonald’s Restaurant of Canada.

I agree that there may be occasions whereby my position may be permitted to work in excess of
eight (8) hours per day, up to a maximum of twelve (12) hours per day.

I understand that pursuant to the Ontario Employment Standards Act (except in certain urgent
situations) my agreement is required to work such excess hours.

I also understand that all excess hours are voluntary, and acknowledge that I am not required to
do so.

At all times I am entitled to at least:

• Overtime pay after 44 hours worked in any week;
• 11 consecutive hours off work each 24 hour period;
• 8 hours off work between shifts (unless the total time worked on the shifts is not
more than 13 hours or McDonald’s Restaurants of Canada Limited and I have
otherwise agreed);
• 24 consecutive hours off work each work week or 48 consecutive hours off every
two work weeks.

I acknowledge that McDonald’s Restaurant of Canada Ltd has provided me with a copy of the
Ministry of Labour’s information sheet titled “INFORMATION FOR EMPLOYEES About Hours of
Work and Overtime Pay.”

I understand that this agreement can be revoked by me upon providing at least two weeks
written notice to McDonald’s Restaurant of Canada Ltd.

Agreed to by the parties on the dates indicated:

______ ___________ ____________________________

Employee Signature Date

_____ ___ _________________ ____________________________

Restaurant Manager Signature Date
 McOpCo Cash Handling Procedures Agreement
Crew

The  principal  reason  for  any  Security  Policy  is  first  to  maintain  the  safety  and  security  of  the  employees  and  second to  protect  the 
financial interests of the corporation. The crew members responsible for cash handling will be responsible for prompt and polite service 
to our customers, and they will be accountable for adhering to the following cash handling policies.  
 
Critical Standards: 
 
1. All floats  will be verified in front of the  Cash Manager prior to use at the register employee (incl. front counter and Drive Thru). 
All floats will be balanced by the same crew person at the end of shift or as directed. 
2. No one but the scheduled crew member, who has verified their float, will touch that float. The Cash Manager must pull  the  float, 
with the crew member’s  acknowledgement, for Spot  Checks,  breaks  and  at the  end  of that crew member’s shift. A crew member 
must never use another crew member’s float under any circumstance. 
3. A  float  will  never  be  left unattended;  the  cash  register  drawer  will  only  be  opened  by the scheduled  Crew employee, who 
verified the float, to complete a customer transaction, for a skim, to provide change, or as directed by the Cash Manager for 
legitimate administrative purposes (refunds, etc.). 
4. Spot checks must be performed in front of the employee who must observe the Cash Manager count their float at the end of their 
shift. 
5. The Crew employee must ensure that the Cash Manager is aware when a skim is necessary, which is when the float exceeds more 
than $200, or as per policy, two hours since the last skim was completed; the Crew member must verify the amount of the skim 
taken by the Cash Manager, via the cash register skim printout or verbally where no printed record is available. 
6. Gift cards, promos & other coupons should be treated like cash. 
7. Canadian Fifty dollar bills and higher and may only be accepted by a Cash Manager, or his/her designate. 
8. American Twenty dollar bills and higher may only be accepted by a Cash Manager, or his/her designate. 
9. A manager is must approve all gift card sales $50 and above. 
10. All gift card purchased through credit card transactions must use the chip and pin function on the Moneris payment terminal.  
Swiped credit cards are not to be accepted.  Please ask the customer for another form of payment. 
11. All Merchant Copies of credit card and debit card transactions must be retained in the register at the time of the transaction. 
12. Crew members are not permitted to know or use a manager POS authorization code.   
13. Only a manager is permitted to perform a refund transaction on a POS register. 
14. Crew members are not permitted to ring in sales transactions for family or friends.  
15. Crew members are not permitted to make change for customers outside of a regular sales transaction. 
16. Video surveillance of POS and cash handling areas must never be obstructed for any reason. 
17. Any customer payment cards or extra money left behind must be kept in the register and the manager is to be notified immediately. 
 
Additional Responsibilities: 
1. Cash Controls policies must be clearly communicated & understood, including T‐Reds, over‐rings, refunds, spots & skims. 
2. Suspicious transactions must be brought to the attention of the Cash Manager. 
3. Armed robbery procedures must be reviewed regularly and followed. 
 
Crew should be advised that the McDonald’s Security Department use 24 hours video surveillance of all cash areas and exception based 
POS transaction reporting to identify and resolve instances of loss relating to POS activity. 
 
Violation  of  any  of  the  following  critical  standards  will  result  in  immediate  documentation  and/or  suspension depending upon 
the severity of the violation. Subsequent violations may result in termination. 
 
By signing below, I acknowledge that I fully understand the Cash Handling Procedures.   I understand that failure to adhere to this 
policy will result in the following disciplinary actions: 
 
 
Verbal Warning  Written Warning    Suspension    Termination 
 
 
 
 
           Employee’ Signature                                                                                                                Restaurant Manager’s Signature 
 
 
 
          Operations Consultant’s Signature                                                                                        Date 
 
 
 
 
**Copy of this document must be signed & placed in employee’s file 

Private & Confidential - For the exclusive use of McDonald's Restaurants Revised: March 2016
   CORPORATE POLICIES & PROCEDURES 
SUBJECT: CREW ACKNOWLEDGEMENT – SIGN OFF  DATE ISSUED: JAN 2018
CATEGORY: LOSS PREVENTION  REPLACES DATE ISSUED: FEB 2017
APPLICATION: ALL MCOPCO CREW    CORPORATE POLICY NUMBER: LP 28
 

 
The following policies and procedures are in place to support all Crew members with executing effective 
operational processes while ensuring the safety and security of our staff, our guests and our assets.  It is 
mandatory that all employed Crew members review each reference document noted below in full, and 
acknowledge their understanding by adding their initials to each, and signing this document.   
 
Each reference document listed below can be found in the Loss Prevention section on McWeb or by clicking 
on the hyperlinks below.  
 
 
Security  Crew Initials 

Restaurant Security Policies Crew   
Policies for 24hour & Late Night Crew   
Close Open Maintenance Staff Policy   
Cash Handling   
Cash Handling Procedure Agreement Crew    
Total Reduction Policy (T‐Red)   
Promo Policy   
Refund Policy   
Overring Policy   
Employee Meal Policy    
 

 
Frequency – This document is to be reviewed annually every February and re‐signed by all Crew members. 
 

Retention – This signed document must be retained in the respective Crew members’ employee file. 
 

Compliance ‐ Restaurant Managers are accountable for ensuring each of the aforementioned policies and 
procedures are reviewed, understood, and signed off by each of their Crew.  
 

 
If a violation of the aforementioned policies and practices occur, disciplinary action up to, and including, 
termination may result. 
 
By signing below I declare that I have read and understand the above‐mentioned Restaurant policies and 
procedures for cash, deposits, safety and security. 
 
______________________________      ____________________________ 
Date (DD/MM/YYYY)          Date (DD/MM/YYYY) 
 
_____________________________      _____________________________ 
Restaurant Manager (Print Name)        Restaurant Manager (Signature)   
Crew Name
 
_____________________________      _____________________________ 
Employee (Signature)                                                Restaurant Manager (Signature) 

CONFIDENTIAL 
 Ministry
of Labour

Employment Standards in Ontario

The Employment Standards Act, 2000 ( ESA ) protects employees
and sets minimum standards for most workplaces in Ontario.
Employers are prohibited from penalizing employees in any way
for exercising their ESA rights.

What you need to know

Minimum wage
Most employees are entitled
to be paid at least the minimum
wage. For current rates visit:
Ontario.ca/minimumwage.
Hours of work
and overtime
There are daily and weekly
limits on hours of work, and
rules around meal breaks, rest
periods and overtime.
Public holidays
Ontario has a number of
public holidays each year.
Most employees are entitled
to take these days off
work and be paid public
holiday pay.
Learn more about your rights at:
Ontario.ca/employmentstandards
1-800-531-5551 or TTY 1-866-567-8893
@ONlabour @OntarioMinistryofLabour
Vacation time and pay
Most employees earn vacation Other employment
time after every 12 months of rights, exemptions and
work. There are rules around special rules
the amount of vacation pay
an employee earns. There are other rights,
exemptions and special
Termination notice and pay rules not listed on
In most cases, employers must this poster including
give advance written notice when
rights to severance pay
terminating employment and/or
termination pay instead of notice. and special rules for
assignment employees of
Leaves of absence temporary help agencies.
There are a number of job-
protected leaves of absence
in Ontario. Examples include
pregnancy, parental, family
caregiver, personal emergency
leave (paid and unpaid) and
sexual and/or domestic violence
leave (paid and unpaid).
Subscribe to stay
up-to-date on the latest
news that can affect you
and your workplace:
Ontario.ca/labournews

Crew Name: ___________________

Crew Signature: ________________
Date: _________________________
Version 7.0
Crew Appearance Guidelines

• All employees are required to wear a clean, neat, wrinkle-free, authorized McDonald’s uniform.

• All employees are required to maintain high personal hygiene standards including regular bathing
and use of deodorant, clean hands and fingernails, and moderate use of cosmetics.

• With the exception of Quebec, all employees may wear nail polish that is fresh and maintained in
good condition.* However, anyone working as a food handler (including grill station, initiator,
assembler etc) that wears nail polish must wear gloves. Fake nails (including Shellac, Acrylic and
Gel) are not permitted.

• Name tags with first name only must be legible and worn at all times. Crew must wear their name
tag on the right side of their shirt.

• Hair must be presentable, clean and well groomed at all times. Long hair should be pulled away from
the face and fall behind the shoulders.

• A McDonald’s hat or visor must be worn by Crew at all times.

• Hairnets and beard nets must be worn where required by health boards.

• Employees should be clean shaven. Any facial hair such as a mustache or sideburns, must be neat,
groomed, and well maintained.

• Jewelry must be acceptable in terms of style and limited in size and amount.* For health and safety
reasons, large hoop, dangling and clip earrings are not permitted.

• A maximum of 4 visible, well secured piercings (small hoops, studs or barbells) are permitted. A
maximum of 1 stud piercing is permitted in the face area (eyebrow, nose, lip or tongue).*

• Tasteful and non-offensive visible tattoos are acceptable.

• Approved non-slip, polishable shoes with a low heel and closed toe must be worn. Running shoes
are not acceptable.

• No Cell phones are permitted on your person while working

Reasonable accommodations will be made where necessary in keeping with our Equality in Employment
Policy.

*Jewelry, visible piercings and nail polish may be regulated by your local health board.

________________________________ ______________________________
Crew Signature Manager Signature
 Accessible Customer Service Policy 

Providing Goods and Services to People with Disabilities 

McDonald’s is committed to excellence in serving all customers including people with disabilities who 
require assistance. 

1. McDonald’s is committed to providing goods or services in a manner that respects the dignity 
and independence of persons with disabilities. 
2. McDonald’s is committed to ensure that  the provision of goods or services to persons with 
disabilities and others is integrated unless an alternate measure is necessary, whether 
temporarily or on a permanent basis, to enable a person with a disability to obtain, use or 
benefit from the goods or services. 
3. McDonald’s is committed to ensure that persons with disabilities be given an opportunity 
equal to that given to others to obtain, use and benefit from the goods or services.  
Assistive devices 
All employees are required to be trained and familiar with various assistive devices that may be used by 
customers with disabilities while accessing our goods or services. 
 
Communication 
All employees are required to communicate with people with disabilities in ways that take into account 
their disability. We want every employee to feel comfortable serving those customers with disabilities.  
If you feel unsure about how to interact with these individuals, ask a manager. 
 
Service animals 
We welcome people with disabilities and their service animals. Service animals are allowed on the parts 
of our premises that are open to the public. 
 
Support persons 
We welcome all support persons. 
 
Notice of temporary disruption 
In the event of a planned or unexpected disruption to services or facilities for customers with 
disabilities, the Restaurant Management team will notify customers promptly with a clearly posted 
notice. Employees are required to notify a manager should they notice unexpected disruption to 
services or facilities for customers with disabilities. 
 
Training 
All employees will receive training on how to serve persons with disabilities. 
Training will be provided on an ongoing basis in connection with changes to the policies, practices and 
procedures governing the provision of goods or services to persons with disabilities. 
 
Training topics with respect to this policy will relate, but not be limited to, all training topics discussed in 
this policy, which may be amended from time to time to capture legislative amendments. 
 
Training topics covered include: 
 
1. Review of the purposes of the AODA and requirements of the customer service standard;  
2. Instruction on how to interact and communicate with people with various types of disabilities;  
3. Instruction on how to interact with people with disabilities who use assistive devices or require the 
assistance of a guide dog, other service animal or a support person;  
4. Instruction on how to use equipment or devices available at your premises or that you provide 
otherwise, that may help people with disabilities access your services; and  
5. Instruction on what to do if a person with a disability is having difficulty accessing your services.  
 
Feedback Process 
Customers who wish to provide feedback on the McDonald’s provides goods and services to people with 
disability can call the Regional Customer Relations representative.  Regional contact information can be 
found on www.mcdonalds.ca.  Complaints and feedback will be addressed according to our 
organization’s regular complaint management procedures. 
 
As employees of McDonald’s, we are all accountable to uphold this policy.  Please do not hesitate to talk 
to me if you have any questions about this policy. 
 
 
 
Employee Name:      Employee Signature:      Date: 
___________________      ____________________     ___________________  
 
Manager Name:      Manager Signature:      Date: 
___________________      ____________________     ___________________  
 
   
 DRUG AND ALCOHOL POLICY

This Drug & Alcohol Policy (“Policy”) is established by McDonald's Restaurants of Canada Limited
(“McDonald’s”) to further its commitment to protecting the health and safety of its employees, guests
and others who may be affected by the conduct of its employees. McDonald’s recognizes that the effects
of drug or alcohol consumption can diminish job performance and potentially jeopardize the safety of our
work environment, employees, and guests. McDonald’s is committed to providing a safe workplace for
its employees and to ensure that employees are treated fairly and with respect.

Each McDonald’s employee is already bound by existing policies addressing alcohol and drugs in our
workplace, including the Standards of Business Conduct, the Smoking Policy and the Restaurant Security
Policy. This Policy does not replace, but is in addition to those policies that are applicable to you as a
McDonald’s employee.

DEFINITIONS:

Recreational Drugs: drugs which may or may not be legal in Canada (including recreational marijuana),
taken without prescription or authorization of a certified medical doctor.

Medications: prescription and non-prescription drugs used for the treatment of illness, injury or
medical condition. A prescription drug (including medical marijuana) must be prescribed or authorized
by a certified medical doctor. A non-prescription drug does not require a prescription or an authorization,
but it must be used for the purpose of treating an illness, injury or medical condition.

Impaired or Under the Influence: the use of Recreational Drugs, Medications or alcohol to the extent that
an employee:

 Is unable to perform job duties in a safe, productive or respectful manner;

 Is in a physical or mental condition that creates a risk to the safety and well-being of the
individual or others, or to the protection of McDonald’s property; and/or
 Displays signs of substance use (e.g., smell of alcohol on breath, smell of marijuana, slurred
speech, stumbling, lack of balance, etc.).

POLICY:

1. You are required to perform your job safely, respectfully and in accordance with all workplace
policies.

2. You are responsible to arrive fit for work and conduct yourself in a lawful manner while at work
or engaged in work-related activities.

3. You are prohibited from being impaired or under the influence at work due to the consumption
of alcohol or drugs, including Recreational Drugs and Medications (collectively “Drug” or “Drugs”).

4. Subject to any exceptions outlined in this Policy, you are prohibited from the use, consumption,
sale, purchase, distribution, possession, or manufacture of Drugs or alcohol while at work,
engaged in any work-related activity or in a company vehicle. For clarity, “at work” includes being

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Version: October 3, 2018 CSN
 on office premises, restaurant premises, home office premises, offsite at a work-related event
(including staff outings/celebrations), or in any parking areas.

5. You are permitted to consume alcohol on office premises at work-related events or at offsite
work-related events where alcohol consumption is authorized. Some limited consumption of
alcohol on these occasions is permitted, however drinking excessively at any work-related event
is expressly prohibited. It is expected that you will consume alcohol in a socially responsible
manner that will not result in inappropriate, disrespectful or unsafe conduct.

6. Minors are strictly prohibited from consuming alcohol at work-related events where alcohol
consumption is authorized.

7. When an employee is involved in an accident with a company vehicle and is found to be impaired
or under the influence, then the employee may be fully responsible for all damages and related
costs. Additionally, at the sole discretion of McDonald’s, the employee's company vehicle
privileges may be suspended or revoked.

8. If you become aware of a Drug or alcohol related issue in the workplace, you are responsible to
escalate the issue as follows:

a. In a restaurant: escalate to your Restaurant Manager, Operations Consultant or through

the PAL Program. Operations Managers are responsible to escalate to Human Resources.

b. In a corporate office: escalate to your manager, Human Resources or through the PAL
Program.

9. In the event of an investigation into suspected violations of this Policy, you are expected to
cooperate fully during the investigation.

POLICY VIOLATIONS:

Failure to comply with this Policy may result in disciplinary action up to and including termination of
employment.

PROCEDURE:

Use of Alcohol or Drugs, or Impairment at Work

1. Employees who report to or perform work under the influence of alcohol or Drugs may be
immediately sent home (with or without pay) and will not be allowed to complete their work
day.
2. Employees who are found to be using alcohol or Drugs at work may be immediately sent home
(with or without pay) and will not be allowed to complete their work day.
3. Employees are permitted to use Medications at work for legitimate medical purposes if the
Medication does not have impairing effects.

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Version: October 3, 2018 CSN
 4. An employee suspected of being under the influence should never be allowed to drive
him/herself home and an alternate arrangement must be made by a manager or Human
Resources.
5. With the assistance of Human Resources, the employee’s manager will be responsible for
documenting any occurrences relating to impairment or the consumption of Drugs or alcohol as
described above. All documentation should be completed soon after the occurrence.
6. Human Resources, in conjunction with the employee’s manager (and Operations, in the case of
a restaurant employee), will determine whether any disciplinary action, up to and including
termination of employment, is warranted.

Use of Medications

Employees are prohibited from reporting to or performing work if they are under the influence or
impaired by the use of Medications.

Employees taking Medications must ask their medical doctor whether such drugs could adversely affect
their ability to perform their duties safely and/or effectively. If so, the employee shall obtain and provide
his or her immediate manager with a written note from the medical doctor indicating only the potential
adverse effects on safety and performance. The note should not specify the name of the Medication.
Human Resources, in consultation with the manager, will determine if the employee's work duties should
be modified or if the employee should not be permitted to work while using the Medication in question.

DUTY TO ACCOMMODATE:

McDonald’s will provide appropriate accommodation to employees with respect to the use of Medications
for legitimate medical purposes. There is no duty to accommodate for Recreational Drug use. Employees
are required to inform their immediate manager of the need for accommodation. Managers are
responsible to properly escalate this request for accommodation to their manager and/or to Human
Resources. Employees must participate in accommodation efforts and assist their managers in
establishing an accommodation plan.

Employees that have or believe that they may have substance use disorders are encouraged to promptly
seek professional assistance. McDonald’s will provide appropriate accommodation to employees with
substance use disorders, if the employee is in need of accommodation. Employees are encouraged to
speak to their manager or contact Human Resources.

Crew Member Name: __________________________

Crew Member Signature: _______________________

Date: _______________________________________

3
Version: October 3, 2018 CSN
 CORPORATE POLICIES & PROCEDURES
SUBJECT: MYMCDONALD’S R EWARDS (LOYALTY) FRAUD PREVENTION POLICY DATE ISSUED: SEPTEMBER 2021
CATEGORY: LOSS PREVENTION REPLACES DATE ISSUED: N/A
APPLICATION: MCOPCO RESTAURANT EMPLOYEES CORPORATE POLICY NUMBER: LP 009

1. Loyalty Fraud Prevention Policy

This policy is established to set out the terms and conditions of the MyMcDonald’s Rewards (Loyalty Program) and
prohibited behaviour with respect to MyMcDonald’s transactions.

1.1. Prohibited Behaviour - Examples of misuse or misappropriation by Restaurant employees in relation to

MyMcDonald’s Rewards, which are strictly prohibited, include but are not limited to:

1.1.1. Employees must never fraudulently accrue MyMcDonald’s Rewards points by attaching their personal
reward account number to a purchase they did not make.
1.1.2. Employees cannot credit a guest purchase to their own personal MyMcDonald’s Rewards account, or to
those of other employees, family members, or friends at any time.
1.1.3. If a guest completes a purchase without scanning the guest’s personal account QR code to collect the
rewards at the POS, the eligible rewards can not be dispersed to another party and must remain inactive
and unclaimed.
1.1.4. Employees are not permitted to scan the guest’s phone on their behalf. The guest must present their
phone and personally scan to collect their rewards.
1.1.5. When a guest phone will not scan and a manual entry is required, the employee may only enter the four-
digit code provided by the guest at the time of the transaction.

2. Compliance
2.1. McDonald’s will thoroughly investigate all identified violations of the terms of this policy and take such action as it
deems necessary in the circumstances. Employees who violate this policy may face disciplinary action up to and
including termination of employment.
2.2. McDonald's reserves the right to suspend any MyMcDonald’s Rewards registered to an account if the
accountholder is found in violation of the terms of this policy or if the use of the MyMcDonald’s Rewards account is
unauthorized, deceptive, fraudulent, or otherwise unlawful.
2.3. Employees who are aware of, or who have reason to believe there is, abuse of MyMcDonald’s Rewards should
report such abuse confidentially through their Manager, Operations Consultant, or Loss Prevention Manager.
McDonald’s Canada strictly prohibits reprisals against an employee for bringing forward a complaint of abuse of
MyMcDonald’s Rewards in good faith.

3. Acknowledgement
By review of this policy, you confirm that you understand the MyMcDonald’s Rewards Fraud Prevention Policy and that
failure to comply may result in disciplinary measures up to and including termination.

________________________ _______________________
Employee (Signature) Manager (Signature)
_____________________________ _____________________________
Employee (Print Name) Manager (Print Name)
_____________________________ _____________________________
Date (DD/MM/YYYY) Date (DD/MM/YYYY)

Confidential McDonalds Canada |Page 1 of 1