McDonald’s Restaurants

Employee Handbook
We would like to welcome you to MAC LLC Management McDonald’s Restaurants. We are
so glad you joined our team. We trust this finds you mutually excited about your new
employment with our locally owned and operated management team.

The 9 company McDonald’s Restaurants are owned and operated by MAC LLC
Management.JJ Lietz is the Owner/Operator. While we are a franchisee of a global company,
we are still very much local. We take pride in our community involvement and are grateful for
the ability the arches give us to help our team develop and grow. We are proud to serve in
Massachusetts, Beverly, Danvers, Gloucester, North Andover Rowley, Salem, Lynn and
Peabody and proudly give back to local sponsorships in the communities we serve.

Chuck Lietz started at McDonalds in 1980 as a crew person. Chuck spent many years
working his way up through the ladder, starting as a crew person in Chicago until he was
approved as a franchisee in 1987 and purchased his first restaurant in Gloucester, MA in
1990. Chuck passed in 2022 and his son, JJ has over 25 years of McDonald’s experience
and was approved to be a McDonald’s franchisee in 2014. The company is proud to continue
Chucks legacy of leadership and focus, always leading by example in the Drive-Thru, and
keeping the customer, crew & managers, all #1.

MAC LLC Management takes immense pride in our restaurants and the people that work
hard every day to provide outstanding customer service. Thank you for joining our team and
feel free to contact our office if there is anything that we can do to help you transition into
your new position.

We are committed to helping employees obtain their dreams through hard work and
dedication by providing the most outstanding customer service and exemplifying positive
people skills. Finally, don’t forget, during your orientation video viewing, please look around
the crew rooms to see employee benefits, Archways to Opportunity program, and other
McDPerks. Thank you and welcome to the MAC LLC Management McDonald’s family.
 Table of Contents
WELCOME
FIRST DAY CHECKLIST
ORIENTATION RULES & REGULATIONS OVERVIEW________________________________
ORGANIZATION PEOPLE CHART__________________________________________________
PAY PRACTICES
DIVERSITY AND LEAVE OF ABSENCE
TAKING RESPONSIBILITY
OPEN COMMUNICATION
SAFETY & SECURITY
STAGGERED METHOD OF OPENING AND CLOSING
ENSURING THE SAFETY OF OUR FOOD
ENSURING THE SAFETY OF OUR EMPLOYEES
PERFORMANCE AND WAGE REVIEWS, RULES OF CONDUCT
SEXUAL HARASSMENT POLICY
STANDARD OF CONDUCT
CASH REGISTER POLICY
MCDONALD’S AND WORKING STUDENTS
CHILD LABOR LAWS-14/15-YEAR-OLDS
CHILD LABOR LAWS-16/17-YEAR-OLDS
GROOMING AND APPEARANCE
SOCIAL MEDIA
FAMILY MEDICAL LEAVE ACT-(FML.A)
FOOD POLICY
UNIFORM POLICY
HEALTH INSURANCE
PAID TIME OFF
MCDONALD’S POLICY NOTICE
MCDONALD’S PHILOSOPHY
COVID_________________________________________________________________________-
PAID VACATIONS________________________________________________________________
 Your employment at your McDonald's

The statements in this guide are not promises and do not create any kind of employment contract.
Your employment is “at will.” This means that both you and the employer are free to terminate
employment at any time, with or without notice, for any reason or no reason at all. The employer
reserves the right in its sole discretion, without any prior consultation or agreement with any em-
ployee, to change or modify any of its policies at any time, with or without notice. The at will
nature of employment may be modified or changed only in writing addressed specifically to you
expressly stating that you are no longer employed at will, and must be signed by both you and
the General Manger or Supervisor, Director of Operations.

Welcome
Whether you have joined us to begin a full-time career in the restaurant industry, as a part-time
job for some extra spending money, or something in between we are thrilled to welcome you into
our McFamily. We will do everything we can to train, empower and encourage you. We will treat
you with dignity and respect and most of all we will value your contributions and unique person-
ality.

As you may know, McDonald's it a very large company. Actually, we are the leading global food
service retailer in the world, with over 34,000 restaurants in 119 different countries, and we have
been taking care of our customers since 1948. Did you know that McDonald's has 1.8 million
employees working in their restaurants and offices around the world? We also serve 68 million
customers every single day.

The majority of McDonald's restaurants in the United States (92%) are owned and operated by
individual franchisees. We are very proud to be the Owner/Operators of nine McDonald’s
restaurants for over 30 years of which you are now employed. JJ Lietz is the Owners of this
franchise and has held every position in the restaurant. Needless to say with their background
we encourage personal growth while you are with us. This has become a career and so much
more to all of us here at The Organization.

Besides the pride we take in satisfying our guests and helping our employees grow, we are also
proud to be associated with Ronald McDonald House Charities (RMHC). Each year your hard
work and generosity, along with the generosity of our customers, contributes. Millions of dollars
to this great charity. We, also as a company donate 5 cents from each Happy Meal sold to
RMHC.
RMHC is a granting agency which donates these millions of dollars each year to other nonprofit
charities that make a positive impact on the lives of children around the world. One of the largest
functions of RMHC is to financially support the “Ronald McDonald Houses”. Our closest houses
are near the Children's Hospitals in Boston and Providence. The Ronald McDonald House is a
home away from home for families of seriously ill children. By providing a loving home envi-
ronment at little or no cost, families can be will and comfort their sick child.

As you can see you have stepped into much more than just a job. We sincerely hope you enjoy
your experience with us and we will do whatever we can to make you part of our winning team.
If you should ever need to talk to us, please stop us when you see us in your restaurant or e-mail
us directly at localmcdonaldsfeedback@gmail.com

The Organization- CC&J Company LLC.-J&C Company LLC.-C&J Company LLC.- MAC
LLC

National Restaurant # = 1547, 40 Enon St Beverly ,MA 01944

National Restaurant # = 6875, 50 Maplewood Ave Gloucester, MA 01930

National Restaurant # = 6762, 660 Chickering Rd North Andover, MA 01845

National Restaurant # = 11474, 155 Newburyport Turnpike Rowley ,MA 01969

National Restaurant # = 3138, 150 Canal St Salem,MA 01970

National Restaurant # =15417, 781 Lynnway Lynn, MA 01905

National Restaurant # = 39080, 210 Andover Street Peabody, MA 01960

National Restaurant # =22086, 567 Lynnway Lynn, MA 01905

Welcome to McDonald’s.

Sincerely,

JJ Lietz Owner/Operator

Gisela Moran
Director of Operations

In the following pages you can read through and see what is
expected of your and of us in future.
 First Day Checklist
This McDonald’s franchise is independently owned and operated by JJ Lietz, a McDonald’s li-
censee.

Restaurant Address:

Restaurant Telephone Number:

Company e-mail address localmcdonaldsfeedback@gmail.com

Restaurant Management Team:

□ Owner/Operator: JJ Lietz

□ Director of Operations: Gisela Moran

□ General Manager

□ Department Manager(s)

□ Swing Managers

□ Crew Trainers

Payday is: Weekly – Friday before 11:00 am or after 2:00 p.m.

This independent McDonald’s franchise reserves the right to amend or modify the policies in this
handbook, and other policies of this McDonald’s franchises at any time without prior notice.
These policies do not create any contractual obligations between this McDonald’s franchise and
its employees. At this independently owned and operated McDonald’s franchise, your employ-
ment is as will. This means that you are free to terminate your employment at any time, for any
reason, and this McDonald’s franchise remains the same right. The McDonald’s franchisee is the
only person who may make an exception to this, and it must be in writing and signed by the
Owner/Operator.
Pay Practices
McDonald's and your restaurant management team are committed to treating you fairly and with
respect. To fulfill that commitment we want to ensure that your pay and McDonald's pay prac-
tices comply with all state, federal and local laws. This means that you are entitled to be paid for
every hour that you work, including, all overtime worked. If for any reason, you believe that you
have not been paid for all hours that you have worked, you should immediately contact your
General Manager, your Area Supervisor, your Director Of Operations, or our Office, and they
will assist you in receiving pay for all hours worked.
To make sure that you get paid for all hours that you work you must clock in when you begin
work and you must clock out when you have finished your work for the day. Because it is impor-
tant that you receive pay for all hours that you work, you must never punch in or out for anyone
else and you must never let anyone punch in or out for you. All shifts of 6 or more hours require
a break by US Federal Law.
Depending on your shift and the state in which you work, you may also be entitled to a meal
break. Your manager should inform you at the start of your employment what meal break yon
can expect to receive. You will then be given the opportunity to take that meal break during your
shift. If you have any questions, about meal breaks or concerns about whether they are being
provided to you in accordance with this manual, please notify your General Manager, Area Su-
pervisor, Director of Operations, or Owner/Operator, as soon as possible. By working together in
this way, we can make sure you get to take the meal periods during your shirt to which you are
entitled.
We all know that mistakes can happen in clocking in and out. It is important that we correct any
mistakes that occur as quickly as we can. Therefore, if you notice that you made a mistake in
clocking in or clocking out, please contact you manager immediately. We will then work with
you to ensure that you get paid for all hours you work.
Because your management team wants to ensure that you are paid for all hours worked, a man-
ager may notify you of an error in recording your time that the manager believes needs to be cor-
rected. It is important that you understand the change your manager wants to make and that you
agree with your manager that the change corrects your time record.
If after discussion, you and your manager cannot agree as to what changes should be made to
correct your time records, then your manager should contact the General Manager so that the is-
sue can be resolved promptly. If your manager fails to contact the General manager to resolve
this issue, or you are unhappy with the resolution, then you should bring it to the attention of
your General Manager, your Area Supervisor, Director of Operations, or your Owner/Operator as
soon as possible so that the issue can be resolved and you can receive all of the pay you have
earned without any delay.
McDonald's takes seriously its obligations to pay you for all hours that you work and to follow
all legal requirements with regard to meal periods.
If you believe at anytime that a manager is not living up to the obligations, please bring it to the
attention of your General Manager, your Area Supervisor, Director of Operations, or your Own-
er/Operator as soon as possible so that we can rectify the situation quickly.
McDonald’s strictly prohibits retaliation against any employee who seeks to correct any pay er-
rors or report any problems regarding McDonald's obligations to pay employees correctly.

Diversity Deserves Respect

As you’ll notice a variety of people work at McDonald’s, this is none of our strengths. Some-
times, however, diversity in gender, culture, race, age, and ability can bring misunderstandings.
The following are guidelines that will help you work with people who are different than you.
Take these seriously. While some of our policies just make good business sense, they are also the
law.
EQUAL OPPORTUNITY
We provide opportunities for recruitment, employment, training development, performance re-
views, pay, advancement, and any other aspect of employment based solely on individual abili-
ties and job performance. This policy ensures a practice of equal employment opportunity re-
gardless of race, color, sex, religion, national origin, age, disability, veteran status, sexual orien-
tation, or any other prohibited basis.
DIVERSITY AND INCLUSION
Our vision for diversity and inclusion is to leverage the unique talents, strengths, and assets of
our employees in order to provide the world's best quick service restaurant (QSR) experience.
We continuously strive to maintain an environment in which everyone feels valued, accepted,
and rewarded as an integral part of the team. We encourage employees to understand and recog-
nize differences and to appreciate the contributions that all diverse groups and individuals bring
to the system. Our top management believes in the value of a diverse and inclusive work force.

Leave of Absence
FAMILY AND MEDICAL LEAVE
You may be eligible for Family and Medical Leave. This benefit allows you time off for certain
personal and family needs for, among other things, birth of a child, adoption of foster care of a
child, caring for a spouse, child or parent who has a serious health condition, your own serious
health condition, or certain qualified military caregiver leave. Eligibility is based on your having
been employed for twelve (12) months and having worked a minimum of 1,250 hours in the pre-
ceding 12-month period. The 12-month period is measured from the first day you use family
leave (that is, measured on the rolling basis rather than on a calendar year basis). In certain cir-
cumstances, Family and Medical Leave may be taken intermittently or you may work a reduced
schedule. If you feel you are in need of Family and Medical Leave, please see PFML information
that is updated yearly and posted in the crew rooms.
It is McDonald's policy to comply with all federal and state laws in accordance with this policy.
If you have concerns in this regard, you should contact your General Manager, Supervisor, Di-
rector of Operations, or Owner Operator.
Taking Responsibility
The following is a list of some basic expectations we need you to follow while working at Mc-
Donald’s. Like any organization we have rules that help each of us understand how we're to in-
teract with one another and our customers. While these are not all or our expectations for you,
they are very important. By following them you'll be on your way to a successful work experi-
ence at McDonald's. Violation of the policies listed below will be cause for sever disciplinary
action including possible termination.
1. Arrive on time for your shift. If an emergency delays you, call the restaurant. Call at least four
hours in advance if you can't make it to your shift.
2. Pack only in areas designated by your management.
3. Do not use tobacco or chew gum while you are working.
4. You must clock in when you start working and clock out after you have finished work for the
day. You must be completely ready to work when you clock in (i.e. hands washed and personal
items put away. Do not clock in or out for other people, and don't have them do it for you.
5. You are entitled to be paid for all hours that you work. If, for whatever reason, you believe that
you have not been paid for all hours that you have worked, you should immediately contact
your General Manager, your Area Supervisor, Director of Operations, or Owner Operator and
they will assist you in receiving pay for all hours worked.
6. Request permission before using the restaurant telephone to make personal phone calls.
7. Check the crew bulletin board regularly for information.
8. Do not bring valuable belongings or large amounts of cash to work.
9. Do not ask to receive your paycheck early or to have a personal cheek cashed.
10. Do not take food without your manager's approval. Do not give food to your friends or family
(This is a terminable and prosecutable offense).
11. No manager is allowed to date crew employees who work in the same restaurant as the manag-
er. Dating a fellow crew member is acceptable as long as it is consensual and doesn`t interfere
with our restaurant operations.
12. Giving false information on the employment application or during the hiring process is forbid-
den and can result in terminations.
13. Theft, misuse, defacement, or destruction of company, employee, or customer property is pro-
hibited.
14. Abusive, threatening, or cursing behavior towards any employee or customer is prohibited.
15. 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 unless otherwise permitted by state or local
law.
16. Alcohol and illegal drugs are strictly prohibited on the premises. You may not report to work
under the influence of alcohol or illegal drugs. You may not possess, sell, or distribute drugs or
alcohol on the premises, in the parking lot, or at any functions or activity sponsored McDon-
ald's.
17. We need to be able to get in touch with you. Tell us when you change your address, Telephone
number, legal name, emergency contact, or availability so we can update our records.
18. Immediately tell your manager about any job-related illness, accident, or unsafe working condi-
tions.
19. Failure to call in when absent. (must call in at least 4 hours prior to start of your shift) Employ-
ees must call in for themselves.
20. Following all COVID-19 Guidelines and Safety Measures posted throughout the restaurant and
on the e*Smartclock.

Extras
Following are some of the added extras to working at McDonald’s:
! Activities. Throughout the year you will have an opportunity to participate in crew activities-
which may include contests, costume days, and restaurant decorating, people appreciation
days, crew outings, and our annual party. These activities provide you with the opportunity to
have a good time and get to know your fellow employees.
! Breaks. Breaks will be provided depending on your work hours. Breaks range from a quick
pause for something to drink, to a half hour unpaid meal breaks. State law mandates all
hourly employees will take a 30 minute unpaid break for any shift 6 hours or longer.
! Meal Policy. One of the best benefits of working for McDonald’s is the food. See pg. 40 or
your general Manager regarding your meal policy.
! Uniforms. You will be provided two complete uniforms. You will need to keep them clean
and wrinkle free. You must return them in good condition when you leave employment.

Open Communication
Satisfying the needs of our employees and customers requires frequent communication. Your
managers will be communicating with you in several ways. They will also be asking for your
input on how to make things better. Here are some of the communication tools we use in this
restaurant.
! Focus Groups (Rap Sessions). These are small, informal group discussions of ideas, sug-
gestions and problems. They are held as needed and may be initiated by management or by a
crew person such as yourself.
! Your Own Ideas. As you work, you may find a method that saves time and energy or you
may have some constructive criticism to offer. We welcome your input. In fact, many of our
crew persons’ suggestions have been adopted at this McDonald’s. Please feel free to share
your thoughts with your General Manager.
! Open Door. At this McDonald’s, we value the results we have gained by keeping the door
open for communication for any employee. If you feel your ideas are not getting proper con-
sideration, or if you have a problem you cannot resolve, contact your manager, Supervisor,
Director of Operations or our office at localmcdonaldsfeedback@gmail.com
Safety & Security
Statistics prove that crime increases during the holiday season, and our restaurants are no excep-
tion. To prevent you, your staff and your restaurant from becoming a victim of crime, review
each of the following pertinent areas with your management team.
Robbery Deterrence: The “critical period” is 2 hours before customer close. Many robberies
occur during this time because managers are often in the office completing paperwork and/or
handling cash versus being up front “managing” the business. Be an “up-front” manager and in-
struct your crew and managers to call 911or the police department if suspicious people are seen
in the restaurant or on the lot. Prior to Holiday Hours, make sure to notify police of extended
hours and request increased patrol of the restaurants.
Managers on Duly:
• Shift Manager should have headset on at all times.
• Wear headsets while completing tray paths to allow constant communication with the drive
thru cashiers.
• Manager Must maintain control of store keys at all times
• Ensure back door is secure during overnight hours unless expecting scheduled deliveries (all
trash should be taken out during daylight hours).
Staggered Open/Closer: Use the staggered method of opening and closing when employees are
entering or exiting the building when the dining room is closed. During dark hours, nu employ-
ees should be outside the restaurants unless necessary for shift changes or mandatory by law (i.e.
offsite breaks). This method is described in the Operations and Training manual online .
Lighting: During the holiday season, leave the parking lot lights on throughout the night to pro-
vide additional security for your opening and closing crews.
Skims and Deposit Procedures: Follow the Cash Management and Deposit Procedures as out-
lined in the Operations Training Manual.
Freezers: Check the quick release lock in the walk-in freezer so in the event of a robbery, em-
ployees can escape. Keep all freezers and walk in coolers locked at all times.
Security Systems: Check to ensure our camera’s are recording every day.
Computer Codes: Computer codes are for managers ONLY! Absolutely no one besides a mem-
ber of management will have access to the safe or a manager’s code to the registers. This is a vi-
olation of Company policy.
Safety
Our number one priority is your personal safety while on the job. You can be certain that your
management team will do everything possible to ensure that you and your fellow team members
are provided with a safe work environment.
To help us continue to provide a safe place to work, we welcome any safety suggestions you
have. Bring them to the attention of your management team, so that the unsafe condition may be
corrected immediately.
We ask that you do your part in maintaining a Safe work environment by working safely, wear-
ing safety equipment when required, observing our safety rules, and keeping our work place neat
and clean & follow all COVID-19 guidelines.
In the unlikely event you are injured, please immediately report the incident to your manager,
Cheek with your General Manager for addition information.
Staggered Method of Opening and Closing Guide
Summary of Staggered Restaurant Opening
Step Who What When Where
1 Manager and crew Meet off-site 30 minutes before Off-site
members entering the restau-
rant
2 Lookout Drives or walks to After opening Outside of restaurant
restaurant team meets
3 Manager Checks for suspi- Upon arriving at Restaurant and park-
cious situations restaurant ing lot

4 Manager and one Open door quickly Immediately upon Door of restaurant
crew member arriving at restau-
rant
5 Manager Locks door Immediately upon Inside restaurant
entry
6 Crew member Turns on inside After door is Inside restaurant
lights and stands by locked
telephone
7 Manager Signals lookout to After ensuring all Front door of restau-
enter is normal inside rant
restaurant
8 Manager Opens door for As lookout enters Front door of restau-
lookout and locks rant
immediately after
entry

Summary of Staggered Restaurant Closing

Step Who What When Where
1 Manager and crew Go to exit door and At closing time Door inside restau-
members check parking lot rant
2 First look out Stays by telephone When closing Telephone at front
team exits counter
3 Second lookout Exits and goes di- Before manager Front door of restau-
rectly to car or and crew members rant
walks away exit
 4 Manager Locks door and As second lookout Front door of restau-
watches lookout goes to car or rant
walks to designat-
ed spot.
5 Manager and crew Exit restaurant, lock After second look- Parking lot
members door, and go imme- out is in car or has
diately to cars walked away and
given all-clear sig-
nal

Ensuring the Safety of our Food

Making sure that all the food we serve is safe is critically important to McDonald's. It's what our
customers expect of us, and what we expect of ourselves! You play an important role here be-
cause you will be working with and around the food we serve to our customers on every shift.
Therefore, we expect the following, from you:
1. If you have, or suspect you may have an illness or disease that may be spread through food
handling, don't come to work. Instead, call and report this to your manager immediately.
These illnesses/discuses include, but are not necessarily limited to, Typhoid, Salmonella,
Shigella, Hepatitis A, Norovirus, Campylobactor or E. coli. Similarly, if you have come into
close contact at work, school or home with someone who has (or is suspected of having) one
of these illnesses don't come to work. Instead, immediately contact your General Manager to
discuss the situation.
2. If you have any 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 you are at work.
3. Do not come to work (and follow your restaurant's call in procedures) if you are suffering
from diarrhea, fever, vomiting, jaundice, or fever accompanied by sore throat (unless these
symptoms are caused by a medical condition that your medical provider has confirmed will
not cause food borne illness for example a pregnancy-related condition such as "morning
sickness”, and you feel capable of working)
4. Wash your hands before starting work, after using the rest room, and at all other times de-
scribed in the food safety crew training module.
5. Practice good personal hygiene before corning to work and while at work.
6. Follow McDonald's procedures for cooking, preparing, and handling food.
7. If you become aware of any situation that you think may jeopardize the safety of our food,
our customers, or your fellow employees, immediately tell you manager about the situation.
8. Practice all COVID-19 Guidelines and safety measures
Ensuring the safety of our employees
At McDonald's, the safety and health of our employees is a priority. Our goal is to provide you
with a safe work environment. We believe that McDonald's restaurants are among the safest and
most healthy workplaces anywhere. It is McDonald’s policy to comply with all federal and state
laws and regulations regarding safety and health. McDonald's approved cleaning supplies and
equipment are safe to use what handled according to manufacturer's instructions. You can help in
providing a safe and healthy work place for you and your fellow crew by familiarizing yourself
with all of McDonald’s safety policies, procedures and requirements. Following all operating
procedures and rules can help achieve our common goal - a work place free of accidents, injuries
and hazards.
YOU CAN HELP
1. Be knowledgeable of safety procedures and alert your manager to any safety concerns.
2. View the safety module information contained in the eLearning system.
3. Read all safety information posted in the crew room.
4. Be knowledgeable about any chemical products used in your restaurant. The HAZARD
COMMUNICATION PROGRAM book provides Material Safety Data Sheets (MSDS) con-
taining important safely information about each chemical product and special first aid infor-
mation and instructions for action in the event of an accident, ask your manager for more in-
formation.
5. In case of an emergency, follow the direction of your manager and safely exit the restaurant if
necessary; familiarize yourself with your restaurant's emergency action plan and medical
emergency procedures.
6. If you are assigned duties to filter the fry vats or clean grills/oven, you must use the Personal
Protective Equipment (PPE) required for these job…be sure you are trained on the proper
procedures and equipment in advance of performing these duties.
Remember, SAFETY IS NO ACCIDENT!
HANDWASHING
Washing hands properly is the most important thing an employee can do to heolp ensure that our
customers receive safe food. Employees must was their hands….
• before entering the kitchen and touching food
• after using the restroom
• after taking a break
• alter handling garbage or cleaning supplies
• after touching the face, hair, or body
 • If you leave your designated area, you will need to dispose of your gloves, re-wash hands
and put on fresh gloves.

As part of orientation, the manager should demonstrate how to properly wash hands.
(Sing the “Happy Birthday” song two times)

Performance and Wage Reviews

This McDonald’s franchise is a pay for Performance Company. This means that the better you do
your job, the more money you can make. The more you treat the restaurant like the restaurant
and everything inside of the restaurant is yours, you will grow tremendously with the company.
Your management team will review your job performance and wages with you throughout the
year. This is your chance to see how well you are doing and how you can improve. Based on
your performance level, you will be considered for a pay increase. The better performance, the
better your increase, ask your manager for specific details about our pay for performance policy.
Rules of Conduct
As in any organization, we must specify rules of conduct for the safety and well-being of our
employees, customers and community.
Some but not all – examples of misconduct include:
! Falsifying Records. Examples include application forms, information regarding your em-
ployment, time card records, and claims of injury.
! Harming Others. Deliberately assaulting or injuring any employee or customer or attempt-
ing to do so. Threatening language/behavior.
! Obscenity. Using profane, obscene, vile or abusive language with employees or customers,
or in general while in the restaurant.
! Stealing. Misappropriation of cash, cash equivalents, raw products, materials that are confi-
dential, and properties such as parts or tools. This includes giving away or under-charging for
food and beverage products and consuming food which was not purchased or given to you by
the restaurant management.
! Criminal behavior. Any activity classified as a felony or misdemeanor.
! Drugs or Alcohol. Reporting to work under the influence of –or consuming or selling –
drugs or alcohol or possession of drugs or alcohol.
! Neglect. Carelessness which could result in loss, damage or destruction of restaurant em-
ployee or customer properly.
! Absenteeism. Leaving the job without permission from management, habitual lateness, ab-
sences or conducting personal business without permission while on the job. You must notify
management at least four (4) hours prior to the beginning of your shift in order to be excused.
! Confidential Information. Disclosing to any person, including television, radio and print
media representatives, any confidential information relating to this McDonald’s franchise, its
business, customers, finances or trade secrets.

! Soliciting. Solicitation of employees who are on working time, by outsiders, for funds,
memberships, individual commitment to outside organizations, or distributions of literature
for any purpose, is prohibited.
! Loitering. Any person not working will NOT be allowed to be in the restaurant.
! Leftover food. Any and all food not sold or purchased at close will be counted as waste and
discarded by management. Cooking extra food at or near close will not be tolerated. Violators
will be terminated, charged and prosecuted.
Distributions of literature is prohibited in customer selling areas, or employee working areas dur-
ing working time. Restaurant premises must be kept clean and free of liter 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, to solicit, or otherwise interfere with or
disturb working employees.
! Discrimination. At this McDonald’s franchise, we treat all employees and applicants for em-
ployment fairly and without regards to race, color, sexual orientation, religion, national ori-
gin, veteran status, disability or age. Discrimination against any employee or applicant based
on any of these conditions will not be tolerated. It is our policy to reflect a diverse force with-
in our restaurants.
! Sexual Harassment. At this McDonald’s franchise, we prohibit sexual harassment of any
employee because it is intimidating an abuse of power, and is inconsistent with our policies,
practices and management philosophy. Sexual harassment is defined as unwelcome sexual
advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature.
Sexual harassment is sexual conduct that interferes with another person’s work performance
or creates an intimidating, hostile or offensive work environment. This may include a sexual
joke or an unwelcome touch.

What to do if you experience or witness discrimination or sexual harassment

Employees who feel subjected to discrimination or harassment should immediately report it to
management, including their human resources representative, their immediate Supervisor, their
Director of Operations or the Owner/Operator. We encourage employee to freely report these in-
cidents and prohibit retaliation for making or being a witness to such a report. We will thorough-
ly investigate discrimination and harassment reports and will do so confidentially. If the report is
determined to be true, disciplinary action will be taken against the offender, ranging from a
warning to termination, depending on the severity of the misconduct.

Zero Tolerance Policy Regarding

Discrimination and
Sexual Harassment for Employees of
The Organization
The Organization has zero Tolerance for unlawful discrimination, including harassment and sex-
ual harassment. Employees who violate this policy will be disciplined up to and including termi-
nation.

The Organization Prohibits Discrimination

We strongly believe that employees and applicants for employment should be treated fairly and
without regard to race, color, sex, religion, national origin, age, sexual orientation, disability, vet-
eran status or any other prohibited basis. This applies to all employment practices, including re-
cruiting, hiring, pay, performance reviews, training and development, promotions and other
terms and conditions of employment. Discrimination or harassment of an employee of The Or-
ganization whether by another employee, supplier, vendor, consultant or customer, will not be
tolerated.
The Organization Prohibits Harassment
The Organization will not tolerate any form of harassment, joking remarks or other abusive con-
duct (including verbal, non-verbal, or physical conduct) that demeans or shows hostility towards
an individual because of his/her race, color, sexual orientation, religion, national origin, age, dis-
ability, veteran status or other prohibited basis and that creates an intimidating, hostile or offen-
sive work environment, unreasonably interferes with an individual’s work performance or other-
wise adversely affects an individual’s employment opportunities.

The Organization Prohibits Sexual Harassment

The Organization has zero tolerance for any form of sexual harassment of any employee,
whether male or female. Sexual harassment is prohibited because it may be intimidating, an
abuse of power, and is inconsistent with the policies, practices and management philosophy of
The Organization

Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors and cer-
tain other verbal, non-verbal or physical conduct which is sexual or based on gender if that con-
duct could reasonably offend another person, whether or not such conduct was intended to of-
fend.

Examples of sexual harassment can include but are not limited to the follow-
ing:
• Verbal harassment, including jokes, comments or threats relating to sexual activity, body
parts, or other matters of a sexual nature.
• Non-verbal harassment, including staring at a person’s body in a sexually suggestive manner,
sexually related gestures or motions and/or circulating sexually suggestive material.
• Physical conduct, including grabbing, holding, hugging, kissing, tickling, massaging, dis-
playing private body parts, unnecessary touching or other unwelcome physical conduct.
• An employment decision (including promotion, demotion, compensation, scheduling) made
by a Supervisor or Director of Operations based on the employee’s submission to or rejection
of sexual conduct.
• Submission to sexual conduct as an implicit or explicit condition of getting or keeping a job.
• Conduct that denigrates or shows hostility or aversion to a person because of his/her gender
and creates an intimidating, hostile or offensive work environment.
• Any other sexual conduct that unreasonably interferes with another person’s work perfor-
mance or creates an intimidating, hostile or offensive work environment or adversely affects
another person’s employment opportunities.

Application of McDonald’s Zero Tolerance Policy

All employees are required to adhere to McDonald’s policy prohibiting discrimination and ha-
rassment while on McDonald’s premises, engaging in work-related activities, company-spon-
sored training or other functions and at non-company activities when conduct at these activities
would affect the work environment.

Application of McDonald’s Zero Tolerance Policy

McDonald’s Prohibits Retaliation-McDonald’s encourages employees to freely report incidents
of discrimination or harassment without fare or reprisal. McDonald’s prohibits retaliation against
any employee who has made a complaint about harassment or discrimination or has cooperated
in the investigation of such a complaint. Retaliation includes any employment decision or other
conduct made with the intent to publish an employee, for complaining about or assigning in the
investigation of such a complaint about or assisting in the investigation or discrimination or ha-
rassment.

McDonald’s Zero Tolerance regarding Employee Treatment of Customer,

Suppliers and Vendors
McDonald’s employees are prohibited from discriminating against or harassing customers, sup-
pliers and vendors, based on race, sex, religion, national origin, age, disability, sexual orientation
or any other unlawful reason, both in the course of work-related activities and at company-spon-
sored training or functions. Management employees who witness or receive reports of discrimi-
nation or harassing behavior are required to take appropriate action, including immediately re-
porting such behavior to the General Manager, Supervisor or Director of Operations or the Own-
er/Operators.

Application of McDonald’s Policy

All employees must follow McDonald’s policy prohibiting discrimination and harassment while
on McDonald’s premises, engaging in work-related activities, company-sponsored training or
other functions; and at activities that are not work-related when conduct at these activities would
affect the work environment.

EMPLYEE RECOURSE
Every employee has the right and is encouraged to tell any other McDonald’s employee to stop
behavior towards him/her that the employee believes to be discriminatory, harassing and/or of-
fensive.

RESTURANT EMPLOYEES

Any restaurant employee who feels subjected to discrimination or harassment should immediate-
ly report it to his/her General Manager (i.e., the highest level manager who works in the restau-
rant). If the employee is not comfortable bringing the concern to his/her General Manager, the
employee should report his/her concern to the employee’s Supervisor, Director of Operations or
Owner/Operators.

SALARIED RESTAURANT MANAGEMENT EMPLOYEES, MANAGER TRAINEES AND

HOURLY–PAID SHIFT MANAGERS INCLUDING DEPARTMENT MANAGERS.

Any salaried Restaurant Management employee, Manager Trainee or Hourly –Paid Shift manag-
er, including Area Manager who feels subjected to discrimination or harassment should immedi-
ately report to his/her General Manager, Supervisor, Director of Operations or Owner/Operator.
If the employee is not comfortable bringing his/her concern to these persons, the employee
should contact his/her Owner/Operators.

McDonald’s investigates all reports appropriately, with sensitivity towards confidentially. If the
report has merit, McDonald’s will take corrective action, including but not limited to, discipli-
nary action against the offender up to and including termination.

Violating this policy will lead to disciplinary action up to and including dis-
charge
This policy creates no contractual rights on the part of any person.

The Organization believes in the value of a diverse workforce, equal opportunity and a work-
place free of discrimination and all forms of unlawful harassment because these values make
good business sense and they are the right things to do.

*The Organization reserves the rights to amend or modify this policy at any time without prior
notice. This policy does not create any contractual obligations between this McDonald’s and its
employees. At this McDonald’s your employment is at will. This means that you are free to ter-
minate your employment at any time, for any reason, and this McDonald’s retains the same right.
McDonald’s Prohibits Retaliation
McDonald’s encourages employees to report incidents of discrimination or harassment freely
without fear of retaliation. McDonald’s prohibits retaliation against any employee investigation
of such a complaint. Retaliation includes any employment decision or other conduct made with
the intent to punish an employee for, or deter an employee from, complaining about or assisting
in the investigation of discrimination or harassment. Any employee who believes he/she is being
retaliated against should immediately report the situation by following the procedures as stated
above in the Employee Recourse section of this policy.

RESPONSIBILITIES OF STAFF MANAGEMENT EMPLOYEES, SALARIED RESTAU-

RANT MANAGEMENT, MANAGER TRAINEES AND HOURLY-PAID SHIFT MANAGERS,
INCLUDING DEPARTMENT MANAGERS

It is the responsibility if every employee to prevent discrimination and harassment. Staff Man-
agement employees, Salaried Restaurant Management, Manager Trainees and Hourly-Paid Shift
Manager, including Area managers are responsible for ensuring that their restaurants or depart-
ments/works groups provide a respectful environment for all employees, customers, suppliers,
vendors and other individual present in the work environment.

Restaurant Management Employees at or below the Assistant Manager Level, Manager Trainees
and Hourly-Paid Shift Managers, including Area Managers who witness or receive reports of
discriminatory or harassing behavior, or of retaliation are required to immediately report the in-
cident to their General Manager (i.e., the highest level manager who works in the restaurant). If it
would not be appropriate to report the concern to the General Manager (e.g., the complaint is
about the general Manager) they should report it to their Supervisor, Director of Operations, or
Owner/Operators. Salaried Restaurant Management employees Manager Trainees, and Hourly-
Paid Shift Managers, including Department Managers also are responsible for taking steps to en-
sure that further discrimination, harassment or retaliation does not occur before their General
Manager (or other appropriate person) is notified of the situation.

Employees identified in this section who fails to fulfill their responsibilities under this policy in-
cluding the reporting requirements listed above may be subject to discipline, up to and including
termination.

CUSTOMERS, SUPPLIERS, VENDORS, FRANCHISEES, AND OTHERS

McDonald’s employees are prohibited from discriminating against or harassing customers, sup-
pliers, vendors, franchisees (and their employees), and other individuals present in their work
environment based on race, color, sex, religion, national origin, age disability, veteran status,
sexual orientation or any other unlawful reason in the course of work-related activities, compa-
ny-sponsored training, or company-related functions.

McDonald's also does not tolerate discrimination or harassment directed toward customers, sup-
pliers, vendors, franchisees (and their employees), or other individuals present in the work envi-
ronment.

Any Restaurant Employee who feels he/she is being discriminated against or harassed by any
such individual should immediately report it to a manager on duty for assistance in handling the
situation. If not satisfied with how a situation was handled by the manager on duty, promptly re-
port the situation by following the procedures set out in the Employee Recourse section of this
policy.

All other employees who feel they are being discriminated against or harassed by any such indi-
vidual should immediately report it to their immediate Supervisor, Director of Operations, (un-
less this would not be appropriate) or Owner/Operators.

The provisions of this policy as well as procedures and manuals that McDonald's issues from
time to time are guidelines and do not establish contractual rights between McDonald's and any
of its employees. McDonald's is an "at-will" employer which means that employment can be
terminated by McDonald's with or without cause or prior notice, at any time. McDonald's re-
serves the right to amend this policy and other policies and practices without prior notice, at any
time.

This policy is part of the McDonald's Standards of Business conduct. Any questions, or issues
related to these Standards can be directed to the Supervisor, Director of Operations or Owner/
Operator.

Additional Expectations
Solicitation by outsiders for funds, memberships, or individual commitments to outside organiza-
tions, or distribution of literature for any purpose is prohibited at all-time anywhere
on company property, including parking lots.

Solicitation by employees for funds, membership, or individual commitment to outside organiza-

tions or causes is also prohibited on store premises during such employees own working time or
even when not on working time if such solicitation takes place in an area of the store frequented
by customers or otherwise interferes with work being performed by other employees.

Distribution of literature is prohibited in customer selling areas, or employee working areas dur-
ing working time. Store 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 em-
ployees are not permitted to distribute literature or to solicit or otherwise interfere with or disturb
working employees.

Incidents of the foregoing should be reported to management immediately.

Standard of Conduct
As in any work environment, conduct is governed by certain regulations intended to maintain
good working relations, safety, security and operating efficiency. In establishing rules of conduct,
it is not the Company’s intention to restrict the personal rights of any individual but, instead, to
define them clearly as a protection to the rights of all employees, and to ensure maximum under-
standing and cooperation.
Infractions
The following are among the infractions that may be cause for disciplinary action up to and in-
cluding discharge. They have been separated into 2 categories based on the degree of severity.
This list is not intended to be comprehensive. Infraction may occur from time to time that do not
appear in category 1 or 2. This is no way limits the company’s ability to suspend and/or dis-
charge.
Category 1: Results in Suspension and/or Discharge
Category 2: 1st offense results in a Written Warning, Subsequent violations as a result of these
actions, will result in Suspension and/or Discharge.

Category 1
• Theft
• Destruction of defacement of Company prop-
erty
• Possession, sale, use or under the influence of
alcohol or drugs on in Company property
• Engaging in activities on Company premises
that are in violation of the law, or engaging in,
aiding, or abetting criminal activity
• Illegal gambling on Company property
• Falsification of employment applications,
time records or other Company records
• Threatening, fighting or otherwise causing
harm to another person
• Transacting personal business on or in Com-
pany property
• Unauthorized use of Company time, materials
or equipment (telephones, computers, etc.)
• Altering time records
• Leaving Company property during working
hours without permission
• Horseplay or practical jokes
• Use of obscene or immoral language or be-
havior
Category 2
• Loitering
• Failure to be courteous and polite
• Failure to maintain company standards re-
garding appearance, performance, sanitation
and safety
• Failure to inform your Supervisor, Director
of Operations within
• 4 hours of scheduled start time when unable
to report to work
• Failure to observe safety rules and regula-
tions.
• Distribution of any non-company or non-
work related material during work time and in
the work area without authorization
• No call/ no show

McDonald’s Cash Register Policy

1. Every register person starts with a clean (unused) drawer.
2. The drawer may be counted prior to any orders taken on it, provided that the employee Ar-
rives fifteen minutes before scheduled to start work.
3. Register person is to ring only on the drawer assigned to him or her. They are not to ring on
any other cash drawers not assigned to them. To assure security, ask the manager to lock your
drawer for any raison (break, cleaning duties, etc.)
4. Over rings or errors are to be handled as follows:
a. Stop the transaction as soon as a mistake his been made and call for a manager
b. Explain the problem to the manager and proceed as directed
c. After the over ring slip is given to the crew person, he or she will sign it in the space pro-
vided and place it into the cash drawer.
5. Employees are not to make change between drawers, nor make change to a customer outside
the original transaction.
6. If a drawer is more than $5.00 over or short:
1st Violation – Written warning
2nd Violation – 1 week suspension
3rd Violation – May result in termination
7. Refunds are to be made by a manager only
8. A manager only will handle customer questions regarding change.
9. If an error is made ringing up, employees should not try to adjust it themselves.
10. If you receive a $50.00 or $100.00 bill – Call a Manager
11. Any credit card order that is more than $25.00 needs to be signed by the customer and
placed in the employees’ drawer.
12. All credit card receipts are to be placed in the cash drawer after the transaction is completed
or when the drawer is opened on the next transaction.
13. When taking a credit or debit transaction DO NOT touch the credit card or ask the customer
for their PIN number. If the card doesn't work on the third try, ask the customer for other
means of paying.
14. When finished working, the crew member should ask the manager on duty to cash out their
drawer. You may observe the drawer to be counted if desired.
15. Any violations of undercharging or passing food will result in immediate termination and
make the employee liable to prosecution.
16. A counterfeit pen must be used on all bills $20 and over.

(The policy now supersedes all policies in effect)

MCDONALD'S AND WORKING STUDENTS

With nearly 14,000 restaurants nationwide, McDonald's restaurants make up one of the country’s
largest employers of young people. A long with this leadership comes an important responsibili-
ty: to ensure that education and schoolwork are the top priorities of our school-age employees.
To make sure that students job experience complements, rather than detracts from, their educa-
tion, we support the following principles in our restaurants:

1. Education is a significant priority. There is no question that, between education and employ-
ment, your education comes first.

2. To make sure that education comes first, McDonald’s provides flexible working hours to ac-
commodate classes, homework assignments, and extracurricular activities.

3. Grades and school attendance should never be compromised by excessive or late working
hours.

4. McDonald’s provides training programs that help develop student’s skills and highlight the
importance of responsibility and self-discipline.

5. We take a leadership role in working with parents, educators, and students on education is-
sues.

6. McDonald’s believes in supporting education by recognizing our employee’s scholastic

achievements.

LIMITATIONS ON WORKING STUDENTS

There are federal and state laws that regulate the hours and duties of a minor (14/15 year olds
and 16/17 year olds) can work. McDonald’s takes its child labor obligations seriously and asks
for your cooperation in complying with these obligation. If you have any questions about the
laws in your state or related policies and procedures please check with your General Manager,
Area Supervisor, Director of Operations, or Owner/Operator. These laws are also outlined specif-
ically on pages 27-33.

The Child Labor Laws for 14/15 Year Olds Employed The Organization
ACCEPTABLE DUTIES:
14/15 year-olds MAY WORK on these stations:
Front counter
Lobby
Drive-thru
Draw Drinks
Initiator
Assembler
PROHIBITED DUTIES:
14/15 year-olds (MUST NOT:
• Perform any cooking activity using fry vats (e.g., fries, hash browns, filets, nuggets,
chicken, etc.)
• Use a microwave oven
• Load or unload trucks or conveyors
• Work in walk-in freezers or refrigerators
• Perform any biscuit preparation
• Perform any machine set-up, tear down or repair work
• Operate, load or empty a trash compactor or shredder
• Work on ladders, scaffolding or roofs.
• Operate any power-driven machinery
• Operate, adjust or clean electric or power driven food slicers (including electric knives or
cheese, vegetable and meat slicers or shredders)
• Clean any kitchen surface or non-power-driven equipment if the temperature of the sur-
face/equipment exceeds 100 degrees F. (except that they are allowed to perform the regu-
lar grill maintenance process that takes place while cooking on the grill, e.g., involving
the use of water and spatula to scrape away and remove particles and grease from the sur-
face of the grill)
• Work on any filtering task.
• Perform any type of work on a roof
• Operate an elevator
• Operate any laundry equipment
• Drive on any public roadways while working
MAXIMUM HOURS AND TIME OF DAY RESTRICTIONS:

14/15-year-olds MUST NOT work:

• Before 7:30 a.m.
• More than 2½ hours/day (on any day school is in session)
• During school hours
• After 6:45 PM during the school year
• More than 16 hours in any week when school is session during any part of the week
For non-school days, 14/15-year-olds MUST NOT work:
• Before 7:30 AM
• After 6:45 PM (8:45 p.m. June 1 through Labor Day)
• More than 7 hours on any non school day
• More than 37 hours in any week when school is not in session during any part of the
week.
MISCELLANEOUS PROVISIONS:
• The restaurant must obtain the employee’s work permit and other required documentation
BEFORE allowing the employee to work.
• 14/15-year-old employees must clearly be identified to all managers by wearing the cor-
rect identifying pin, visor, specially colored uniform and/or name badge at all times while
working and on break.
• If the employee is entitled to a break, the employee must punch in and out for these
breaks in order to document that the breaks are being taken.
• The employee must not work any split shift.
• The employee must not transfer from one store to another, unless the transfer is perma-
nent.
• The employee must sign off on any time punch changes.
As a 14/15-year-old employee of The Organization I will comply strictly with the Child Labor
Rules of this independently owned and operated McDonald’s franchise, I will remind any man-
ager who asks me to work in violation of rules that I am a 14/15 year old employee, and I will
promptly advise the general manager, Supervisor, Director of Operations, human resources or
owner/operator of any problems. Additionally, I understand that if I fail to follow these rules, it
could result in discipline up to and including termination of my employment.
The Child Labor Laws for 16/17 Year Olds Employed By The Organization
ACCEPTABLE DUTIES:
16/17 year-olds MAY WORK on these stations:
Front counter
Lobby
Drive-through
Draw Drinks
Initiator
Assembler

PROHIBITED DUTIES:
16/17 year-olds MUST NOT:
• Operate any power-driven machinery
• Operate, clean or repair power-driven meat slicers, grinders or choppers
• Operate, clean or repair power-driven bakery machines (except for certain countertop
models and pizza dough rollers)
• Operate or load power-driven paper balers, compactors, or other power-driven paper pro-
cessing machines
• Work in roofing or on or about a roof
 • Oil or clean hazardous machinery in motion
• Work 30 feet or more above ground or water
• Work on ladders, scaffolding or roofs
• All minors under 17 years old may not drive on public road ways on the job (They cannot
run errands, pick up products at a nearby restaurant, or transport a fellow employee while
the driver is working his or her shift.)

MAXIMUM HOURS AND TIME OF DAY RESTRICTIONS:

16/17-year-olds MUST NOT work:
• Before 6:00 a.m.
• More than 9 hours/day (on any day school is in session)
• During school hours
• After 10:00 p.m. during the school year
• More than 48 hours in any week when school is session during any part of the week
For non-school days, 16/17-year-olds MUST NOT work:
• Before 6:00 a.m.
• After 12:00 a.m.
• More than 9 hours on any non school day
• More than 48 hours in any week when school is not in session during any part of the
week.
MISCELLANEOUS PROVISIONS:
• The restaurant must obtain the employee’s work permit and other required documentation
BEFORE allowing the employee to work.
• 16/17-year-old employees must clearly be identified to all managers by wearing the cor-
rect identifying pin, visor, specially colored uniform and/or name badge at all times while
working and on break.
• If the employee is entitled to a break, the employee must punch in and out for these
breaks in order to document that the breaks are being taken.
• The employee must not work any split shift.
• The employee must not transfer from one store to another, unless the transfer is perma-
nent.
• The employee must sign off on any time punch changes.
As a 16/17-year-old employee of The Organization. I will comply strictly with the Child Labor
Rules of this independently owned and operated McDonald’s franchise, I will remind any man-
ager who asks me to work in violation of rules that I am a 16/17 year old employee, and I will
promptly advise the general manager, Supervisor, Director of Operations, human resources or
owner/operator of any problems. Additionally, I understand that if I fail to follow these rules, it could
result in discipline up to and including termination of my employment. I understand that the Organization
went over all child labor laws at day 1 of orientation. ** I understand that if I fail to comply with these
rules it is not the fault of the Organization but is the fault of the shift manager and employee not following
the Massachusetts State and Federal Child Labor Laws as shown above.

Grooming and Appearance

Our image depends in part, on how our employees present themselves to our customers. McDon-
ald’s stresses the importance of maintaining the highest standards possible in all phase of our op-
erations, including standards regarding cleanliness and neatness of all McDonald’s employees.
PERSONAL HYGIENE
Keeping good personal hygiene is one of the ways to help make sure that our food is safe. These
are some of the things employees need to do:
• Keep clean by bathing or showering and brushing your teeth every day.
• Stay neat by wearing a clean uniform and keeping fingernails short.
• If you have an infectious or contagious illness that may prevent you from serving food or
handling food equipment in a sanitary manner contact your General Manager.
HAND WASHING
Washing hands properly is the most important thing an employee can do to help ensure that our
customers receive safe food. Employees must was their hands…
• Before entering the kitchen and touching food
• If you leave the kitchen area, you must discard your gloves, re-wash your hands and put on
fresh gloves
• After using the restroom
• After taking a break
• After handling garbage or cleaning supplies
• After touching the face, hair, or body
As part of orientation, the manager should demonstrate how to properly wash hands.
(Sing the “Happy Birthday” song two times)
UNIFORMS
Wear McDonald’s uniform whenever on the job. The entire uniform should always be clean and
neat. McDonald’s crew uniform including hat, shirt, pants, dark shoes, dark socks, or neutral
hose and name badge must be worn in the restaurants at all times. As a minimum, each crew
member should have two complete uniforms (i.e. two shirts, two pants and a hat). If they work
more than 30 hours per week, they should have three shirts and three pants. We provide you with
the items listed above and as such, these items must be returned in usable condition. If they are
lost or not usable, employee will be charged for replacements.
NAILS
Ensure that nails are short, clean neat and manicured. Artificial nails are not appropriate as they
may fall off into any food product or food preparation area.
Hair must be clean, restrained, off the face, and pinned back or up. If however, the local health
board requirements are stricter, you must follow their standards. Men’s hair must be neatly
trimmed and not fall below the ear or collar.
FACIAL HAIR
Men must shave before coming to work. Sideburns should only reach to the bottom of the ear.
Mustaches must be neatly trimmed to the corner of the mouth. No beards for in store employees.

ACCOMMODATIONS TO THE GROOMING & APPEARANCE GUIDELINES FOR RELI-

GIOUS BELIEF AND/OR PHYSICAL CONDITION
Recognizing and respecting the diversity of applicants and our employees, there may be circum-
stances when McDonald’s provides accommodations to these Grooming & Appearance stan-
dards. In fact, under certain circumstances, federal and state anti-discrimination laws may require
McDonald’s or employee’s religious beliefs and/or physical condition. For example, McDonald’s
may be required to allow a male to wear a beard when his religious beliefs require it, or when he
has a physical condition that precludes shaving. Similarly, McDonald’s may need to accommo-
date requests by employees to wear religious headgear such as headscarves, or long sleeved
shirts or skirts. It is very important that General Managers and staff consult the Owner/Operator
when asked to provide any such accommodation.
COSMETICS
Cosmetics must be subtle, moderate and within the natural color spectrum. This includes hair
coloring and colognes.
JEWELRY
Loose dangling bracelets, earrings, hanging necklaces, and excessive amounts of jewelry can be
a safety hazard while preparing and serving our food. Therefore, we must limit the amount and
type of jewelry worn. No visible chains or non McDonald’s pins can be worn. Small or stud ear-
rings may be worn. Jewelry should be moderate, in good taste and not excessive. Males are per-
mitted one (1) small earring in the car lobe. Facial, nose, tongue and other visible body piercing
are prohibited.
SHOES
Shoes must be leather, with “slip resistant” soles and, for obvious reasons, flat and comfortable.
Canvas shoes or open-toed footwear are a safety risk and therefore cannot be worn while work-
ing. Employees may wear athletic leather shoes, black only. Multi-colored shoes are not permit-
ted. Socks or hose must be worn at all times.
MISCELLANEOUS
In general, tattoos, and body markings, such as hickeys, should not be visible to our customers.

Crew Grooming Policy

It is McDonald’s policy to emphasize the highest standards possible in all phases of its opera-
tions, including standards regarding cleanliness and neatness. The following guidelines have
been developed to assist you in meeting these standards:
1. You will be furnished with two shirts, one black apron (grill only), one hat, and two pairs of
pants. Your shirt should always be tucked inside of your pants. Your man also wear turtle
necks (black or white) in the colder months. ONLY McDonald’s uniforms are acceptable and
absolutely no sagging pants. Pants must be hemmed to your leg length; they cannot drag on
the floor. You will also need to wear a black belt.
2. Jewelry is permissible when worn in good taste and limited in size and amount. (Two rings
total can be worn, necklaces must not be outside of shirt, and no bracelets allowed.)
3. Earrings are permissible. Dangling earrings are not allowed and hoop earrings no larger than
a quarter. This is for safety reasons. (Facial, nose, tongue and other visible body piercing are
prohibited.)
4. Females. Hair must be pulled back off of the face. Hair color must be in natural colors. (No
red, blue, etc.).
Males: Hair length must not exceed the neckline. Braids must be kept neat and in a direction,
back off of the face. Ponytails are not allowed. Also not allowed are du-rags being worn un-
der hats.
5. A clean-shaven appearance is required; however, facial hair is allowed in the form of a mus-
tache and/or sideburns. A mustache must be neat, clean, and hot of a length that overlaps the
upper lip. Sideburns should not extend below the bottom of the ear. Beards for in store em-
ployees are not allowed.
6. Fingernails can’t be longer than ¼ inch beyond your fingertips. Artificial nails are not appro-
priate as they may fall off into any food product or food preparation area. Nail polish must be
clear.
7. Shoes must be leather, with “slip resistant” soles and, for safety reasons, flat and comfort-
able. Canvas shoes or open-toed footwear are a safety risk and therefore cannot be worn
while working. Employees may wear athletic leather shoes black only. Multi-colored shoes
are not permitted. Socks or hose must be worn at all times.
8. Gum is not allowed while you are on the clock or behind the counter.
9. You must be in proper uniform before clocking in (this includes washing your hands). Proper
uniform includes: wrinkle free shirt and pants, McDonalds; hat, apron (grill only), name tag
and belt. You must be properly dressed before coming behind the counter. This includes: hat
on correctly and shirttails tucked in.
10. If you lose your hat, shirt, or apron, you may purchase another at cost. Your uniform must be
returned clean and in good condition upon your termination. This means pants cannot be
frayed at the bottom. You will need to pay for missing or ruined items.
11. Keep clean by bathing or showering and brushing your teeth every day. If you have an infec-
tious or contagious illness that may prevent you from serving food or handling food equip-
ment in a sanitary manner contact your General Manager.

12. Washing hands properly is the most important thing an employee can do to help ensure that
our customers receive safe food. Employees must wash their hands before entering the
kitchen and touching food. If you leave the kitchen area, you must discard your gloves, re-
wash your hands and put on fresh gloves, or after using the restroom, after taking break, after
handling garbage or cleaning supplies and after touching the face, hair, or body.

13. Employees are NOT allowed to wear or carry electronic devices, such as cell phones and
beepers, while on duty. Any emergency calls that the employee receives should come through
the restaurant’s telephone. No photography is allowed in the restaurant without written con-
sent from the Supervisor, Director of Operations.

14. Cosmetics must be subtle, moderate and within the natural color spectrum. This includes hair
coloring and colognes.

15. In general, tattoos, and body markings, such as hickeys, should not be visible to our cus-
tomers.
 Social Media
ONLINE COMMUNICATIONS POLICY FOR RESTAURANT EMPLOYEES OF THIS IN-
DEPENDENT OWNER OPERATOR
If you participate in online conversations about any McDonald’s, its employees or products, 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 and to this McDonald’s and the McDonald’s Brand.
Because we want to provide 100% customer satisfaction, this independent McDonald’s Owner
Operator prohibits engaging in all personal online communications during working time or in
working areas, even when using your personal electronic communications tools such as cell
phones and other mobile devices. You may participate in the crew website
StationM(station.com).
As an employee of this Independent McDonald’s Owner Operator, people may think your views
are the views of this and/or any other McDonald’s. When you participate in any online commu-
nications or blog discussing McDonald’s, make it clear that you are an employee of this McDon-
ald’s and that your views and opinions are yours and not those of this and/or any other McDon-
alds.
Know the Rules
• Do follow the policies in this handbook and the policies displayed in your restaurant.
• Managers 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” minor 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 re-
sponsible for the content of your communications.
• Do respect your coworkers privacy. It is a violation of this policy to share in any online
communications personal information about your coworkers (like religion, health, or any
identifiable information that may release to a safety issue, such as work schedules, phone
numbers, residence).
• Do not engage in any personal online activity including texting or engage in personal cell
phone use while on working time or in working areas.
• Do not speak or claim to speak on behalf of any McDonald’s in your online communica-
tions.
• Do not discuss or disclose employees, customers, franchisees, or suppliers by name with-
out their permission.
 • Do not post material that is bullying in nature, abusive, profane, or otherwise inappropri-
ate regarding McDonald's, its products, our employees, officers, customers, suppliers,
franchisees, and competitors.
• Do not use McDonald's logos or copyrighted materials. Do not misuse our trademarks in
your online communications.
• Do not disclose or comment on confidential information of any McDonald's, including
the restaurant where you work. For example: sales figures, guest count, 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 website.
• Do not use blogs, Facebook, or other external websites for restaurant communications.
Remember If you fail to follow these policies, it may result in disciplinary action, up to and in-
cluding termination.
Questions If you have questions regarding this policy, contact your Supervisor, Director of Oper-
ations or your Owner/Operator.
The provisions of this independent McDonald’s Owner Operation’s policy as well as procedures
and manual that the Owner Operator issues from time to time are guidelines and do not establish
contractual rights between this McDonald’s and any of its employees. This independent McDon-
ald’s Owner Operator is an “at-will” employer which means that employment can be terminated
by the Owner Operator with or without cause or prior notice, at any time. This McDonald’s re-
serves the right to amend this policy and other policies and practices without prior notice, at any
time.

Appendix: family and medical leave act [FMLA]

McDonald’s policy and procedure with regard to family and medical leave for crew is described
below: *** I Have read and understood all PFML information posted in the crew rooms.
GENERAL
Employees who have been employed for at least twelve months, and who worked at least 1,250
hours during the 12-month period preceding the request leave are eligible for family and medical
leave. Except for those employees designated as “highly compensated employees,” employees
will be returned to the same or to an equivalent position upon their return from leave. Family or
medical leave will be unpaid leave.
REASONS FOR LEAVE
All employees who meet the applicable time-of-service requirements may be granted a total of
twelve (12) weeks of unpaid family leave and paid sick, vacation, and personal leave combined
(during any 12-month period) for the following reasons:
1. The birth of the employee’s child and in order to care for the child.
2. The placement of a child with the employee for adoption or foster care,
3. To care for a spouse, child or parent who has a serious health condition.
4. A serious health condition that renders the employee incapable of performing the functions of
his or her job.
5. Because of a Qualifying Exigency* arising out of the fact that a family member is a “covered
military member” called to active duty.
6. Eligible employees may also qualify for up to twenty six (26) weeks of unpaid leave to care
for a spouse, child, parent or relative for whom the employee is next of kin in the U.S. Armed
Forces who becomes seriously injured or ill on active duty. This type of leave is often re-
ferred to as “military caregiver leave”.
*Qualifying Exigency includes: short-notice deployment; military events and related activities;
childcare and school activities; financial and legal arrangements; counseling; rest and recupera-
tion; post-deployment activities; and other exigencies McDonald’s and employee agree upon.
Except for military caregiver leave, FMLA protected leave is still limited to 12 workweeks for all
other qualifying reasons.
The entitlement to leave for birth or placement of a child for adoption or foster care will expire
twelve (12) months from the date of the birth or placement.
APPLICATION FOR LEAVE
In all cases, an employee requesting a family or medical leave must advise their general manager
and Supervisor, Director of Operations of the request and to obtain and complete an “Application
for Family and Medical Leave”. The completed application must state the reason for the leave,
the duration of the leave, and the starting and ending dates of the leave.
NOTICE OF LEAVE
An employee intending to take family or medical leave because of an expected birth or placement, or
because of a planned medical treatment, must submit an application for leave at least thirty (30) days
before the leave is to begin. If leave is to begin within thirty (30) days, an employee must give notice
to his or her immediate Supervisor, Director of Operations and General Manager as soon as the ne-
cessity for the leave arises.
CERTIFICATION OF LEAVE
An employee will be required to submit a Certification Form from a healthcare provider to support a
request for FMLA leave for the employee’s or a family member’s serious health condition, or for a
service member relative’s serious injury or illness. Similarly, where leave is requested because of ex-
igent circumstances arising from the employee’s spouse, child, or parent’s call to active duty in sup-
port of a contingency operation, the employee will need to submit a completed Certification Form.
Medical Certification and Exigent Circumstances Forms are available from your Supervisor, Direc-
tor of Operations. Employees have 15 days from receipt to return the Certification Form to your Su-
pervisor, Director of Operations. It is the employee’s obligation to have his/her healthcare provider
provide sufficient information for McDonald’s to determine if the leave may qualify for FMLA pro-
tection and the anticipated timing and duration of the leave. Following review of the FMLA-leave
request, a Designation Notice will be issued and, among other things, will indicate if a Fitness of
Duty Certification will be required for the employee’s release to work including an assessment of the
employee’s ability to perform essential job functions.
If the Medical Certification or Exigent Circumstances Leave Form is incomplete, ambiguous, or in-
sufficient, McDonald’s will advise the employee in writing as to what additional information is need-
ed and will give the employee addition time (not less than seven calendar days) to complete and re-
turn the form. If the employee notifies us within the 7 day calendar period that, despite diligent, good
faith efforts on his/her part, he/she was unable to obtain the additional information, the employee will
be afforded a reasonable period of additional time to resubmit the Certification.
An application for leave based on the serious health condition of the employee or the employee’s
spouse, child, or parent must also be accompanied by a “Medical certification Statement” completed
by the applicable health care provider. The certification must state the date on which the health con-
dition commenced, the probable duration of the condition, and the appropriate medical facts regard-
ing the condition.
If the employee is needed to care for a spouse, child or parent, the certification must so state along
with an estimate of the amount of time the employee will be needed. If the employee has a serious
health condition, the certification must state that the employee cannot perform the functions of his or
her job.
ELIGIBILITY NOTICE AND DESIGNATION OF LEAVE PROCEDURES
McDonald’s will notify the employee requesting leave whether he/she is eligible for FMLA leave. If
the employee is eligible, the notice will indicate any additional information required and describe the
employee’s rights and responsibilities. If the employee is not eligible. McDonald’s will provide a rea-
son for the ineligibility. Upon provision of sufficient information, McDonald’s will notify the em-
ployee that leave has been designated as FMLA leave and the amount of leave to be counted against
the employee’s leave entitlement. McDonald’s will also notify the employee if the leave is not desig-
nated as FMLA leave due to insufficient information or a non-qualifying reason. McDonald’s may
provisionally designate the employee’s leave, at the outset, as FMLA leave, subject to submission of
sufficient information. If the employee has not notified McDonald’s of the

Reason for the leave, and the employee desires that leave be counted as FMLA leave, the em-
ployee must notify their Supervisor, Director of Operations within 2 business days of the em-
ployee’s return to work that the leave was for an FMLA reason.
BENEFITS COVERAGE DURING LEAVE
During a period of family or medical leave, an employee will be retained on McDonald’s health
plan (if insurance is in force/applicable) under the same conditions that applied before leave
commenced. To continue health coverage, the employee must continue to make any contribu-
tions that he or she made to the plan before taking leave. Failure of the employee to pay his or
her share of the health insurance premium may result in loss coverage.
If the employee fails to return work after the expiration of the leave, the employee will be re-
quired to reimburse McDonald’s for payment of health insurance premiums during the family
leave, unless the reason the employee fails to return is the presence of a serious health condition
which prevents the employee from performing his or her job or to circumstances beyond the em-
ployee’s control.
An employee is not entitled to the accrual of any seniority or employment benefits that would
have accrued if not for the taking of leave. An employee who takes family or medical leave will
not lose any seniority or employment benefits that accrued before the date leave began.
RESTORATION TO EMPLOYMENT
An employee eligible for family and medical leave-with the exception of those employees desig-
nated as “highly compensated employees”-will be restored to his or her old position or to a posi-
tion with equivalent pay, benefits and other terms and conditions of employment. McDonald’s
cannot guarantee that an employee will be returned to his or her original job. A determination as
to whether a position is an “equivalent position” will be made by McDonald’s.
RETURN FROM LEAVE
An employee must complete a “Notice of Intention to Return from Family or Medical Leave”
before he or she can be returned to active status. If an employee wishes to return to work prior to
the expiration of a family or medical leave absence, notification must be given to the employee’s
general manager and Supervisor, at least two (2) working days prior to the employee’s planned
return.
FAILURE TO RETURN FROM LEAVE
The failure of an employee to return to work upon the expiration of a family or medical leave of
absence will subject the employee to immediate termination unless an extension is granted. An
employee, who requests an extension of family leave or medical leave due to the continuation
recurrence or onset of her or his own serious health condition, or of the serious health condition
of the employee’s spouse, child or parent, must submit a request for an extension, in writing, to
the employee’s immediate Supervisor, Director of Operations. This written request should be
made as soon as the employee realizes that she or he will not be able to return at the expiration of
the leave period.
The Organization Employee Food Policy
Crew, Crew Trainers & Maintenance
Balance, active lifestyles…. It’s what I eat and what I doTM …I’m lovin’ it.
Over the years, McDonald’s has stressed physical activity and fitness while creating a menu of
delicious products that promote balanced eating. One of the best benefits about working at Mc-
Donald’s is our food products. As a valued employee, you are entitled to ½ priced foods in the
restaurant. The food is for YOUR CONSUMPTION ONLY! Your meal can include up to an
EVM or equivalent. Tap water during your shift is available upon request and with the permis-
sion of a member of the management team. This drink must be used in a “courtesy cup”. If you
get a quick break for a drink, this is for water only. The sodas are NOT included. The health de-
partment prohibits drinks in all work areas. If soda is ordered with your meal, refills are good
only during your break. Your drink cup must be discarded when your break is over.
All food received under this policy is for the employee’s personal consumption only and must be
consumed in the restaurant. Crew food is to be ordered by the employee on the “customer side”
of the counter, and entered into the cash register system as any customer transaction. Crew food
also needs to be approved by manager, and all employee meals are to be assembled and present-
ed by the employee working behind the counter. Under no circumstances will employees be al-
lowed to prepare or assemble their own meals.
Swing/Department Managers
One free meal just prior to during or after your shift, meal is defined as above. During off hours
½ price as above applies as well. Meal is for your consumption.
Any violations of this policy and this privilege will be suspended.
McDonald’s Uniform Policy

I, the undersigned, agree and understand that the following uniform policy is within state and
federal regulations and is my responsibility to abide this policy.
Whereas I am being paid at or above the minimum wage, I am responsible for the maintenance
of the following items of apparel issued to me by McDonald’s. It is also my responsibility to re-
imburse McDonald’s for any lost or stolen items within this issuance. Pants, Shirt, Hat, Tie
Note: Wear McDonald’s uniform whenever on the job. The entire uniform should always be
clean and wrinkle free. McDonald’s crew uniform including hat, shirt, pants, dark shoes, dark
socks, or neutral hose and name badge must be worn in the restaurants at all times. As a mini-
mum, each crew member should have two complete uniforms (i.e. two shirts, two pants and a
hat). We provide you with the items listed above and as such, these items must be returned in us-
able condition. If they are lost or not usable employee will be charged for replacement.

Health Insurance

The Organization offers to all employees Health Insurance as mandated by Federal Law.
The following applies:
• Must sign on within 30 days of hire date or have to wait until open enrollment.
 • Work at least 32 hours per week
A separate handout will be given to you as part of this booklet.
Your general manager will ask you to sign an acknowledgement stating you have been informed
of the requirements. Separate documents, which will be part of the orientation packet, show the
plans and costs and waivers or sign-up forms if you request the forms.

PAID TIME OFF POLICY

HOURLY EMPLOYEES
Massachusetts State Law requires that employees earn and be paid for one hour of sick time for
every 30 hours worked. Employees can earn up to a maximum of 40 hours per year. Please see
and refer to the Earned Sick Time poster in your restaurant for more details.
The Organization complies with this Earned Sick Time law
All Paid Time Off may be used for the following:
1. Individual days for sickness, doctor’s appointments and family matters for themselves or
a family member
2. Details posted in crew rooms

MANAGEMENT VACATION POLICY

1. All managers must keep Serv-Safe Certificate up to date to be eligible for paid vacations
2. 1 Week Paid Vacation per Year= 2 McDonald’s Corporation Management Class Certifications
3. 2 Weeks Paid Vacations per Year= Hamburger University Graduate
4. Salaried Managers = 50 Hours a week.

ALL EMPLOYEES-If all of the time is used and additional sick leave is needed later in the
year, The Organization will not provide additional paid time. *

*State Law: if an employer provides at least 40 hours of paid time off (or Earned sick time for
hourly employees) which may also be used as earned sick time in accordance with the re-
quirements of this law, that employer does not have to provide any additional sick leave to em-
ployees who use all of their time for other purposes (i.e. vacation or personal time). If those
employees use all of their time and then need sick leave later in the year, the employer does not
have to provide more time for that as long as the employer's polices make it clear that such
additional time will not be provided.

McDonald’s Philosophy

McDonald’s wants to make all employees aware of the issues of discrimination, harassment
and sexual harassment in the work place. Our goal is to promote a business environment of
mutual respect. McDonald’s believes in the value of a diverse workforce, equal opportunity
and a workplace free from discrimination and all forms of unlawful harassment for our em-
ployees, suppliers, vendors and customers of The Organization. These values make good busi-
ness sense, promote positive working and business relationships, and they are the right things
to do.

Sincerely,

JJ Lietz-Owner/Operator
Gisela Moran - Director of Operations

Your Pledge
I have read and agree to comply with McDonald’s Zero Tolerance Policy Regarding Discrimina-
tion and Sexual Harassment of The Organization. I will not engage in any form of discrimina-
tion, harassment or sexual harassment covered under this policy, and I will immediately report
any form of discrimination, harassment and sexual harassment that I may experience or witness
as set out in the Employee Recourse Section of McDonald Zero Tolerance Policy. I will strive to
do my part to promote a business environment of mutual respect at the McDonald’s restaurant
where I work.

-All Employees must sign the Employee Handbook Acknowledgment form which exemplifies
that the person has read and understands this Company Handbook.

* The Organization reserves the right to amend or modify this policy at any time without prior
notice. This policy does not create any contractual obligations between this McDonald’s and
its employees. At this McDonald’s, your employment is at will. This means that you are free to
terminate your employment at any time, for any reason, and this McDonald’s retains the same
right. McDonald’s USA
 Guidance for U.S. Owner/Operators and
Restaurant Workplace Violence Prevention Policy

Introduction

McDonald’s is committed to providing safe, pleasant, and productive workplaces

where restaurant employees and guests are treated with dignity and respect. To
that end, we have received several inquiries and requests from U.S. Owner/Opera-
tors for resources on workplace violence prevention policies to help keep your
teams and customers safe.

We are pleased to share with you this optional Restaurant Workplace Violence Pre-
vention Policy for Owner-Operators (“Policy”) as a resource to enhance your own
efforts to maintain safe workplaces. This Policy addresses our Brand Standard on
workplace violence prevention and mitigation, which requires putting “procedures in
place for incident reporting, as well as policy and training established to mitigate the
risk of violence in the workplace.”

This Policy is a resource for Owner/Operators, and Owner/Operators re-

main solely responsible for compliance with all applicable laws and regula-
tions. It is particularly important for Owner/Operators to monitor and
comply with state/local law on workplace violence prevention require-
ments, which may require measures beyond those outlined in the attached
template.

Elements of a WPV Prevention Policy

a. Brand Standard

Every McDonald’s U.S. Owner/Operator must develop its own policy to address
workplace violence in accordance with the Global Brand Standards, which require
“procedures in place for incident reporting, as well as policy and training established
to mitigate the risk of violence in the workplace.”

McDonald’s defines workplace violence as “any behavior that causes or threatens to

cause fear, injury, or disruption to people on company property or engaged in com-
pany business, or causes or threatens to cause damage or loss to the company’s
reputation or other assets, even if the concerning behavior occurs away from the
workplace, during non-work hours, and/or via the Internet or an electronic device
that is not owned by the Company.”

Examples of prohibited behaviors include, but are not limited to:

o Any form of physical assault, with or without a weapon, including inappropri-

ate touching, pushing, or hitting
o Any acts or threats of violence, intimidation, or harassment directed at one
employee by another employee, even if the behavior occurs away from the
workplace, during non-work hours, or is communicated through the Internet
or a personally owned electronic device
 o Bringing a firearm or other dangerous weapon to work
o Verbal abuse or harassment by any means, including sending, distributing, or
posting emails, text messages, or other materials which contain threatening,
offensive, sexually explicit, racially or culturally insensitive, or other inappro-
priate content
o Any form of sexual harassment, including inappropriate jokes and comments,
unwelcome touching, sexual advances, or sexual assault
o Possession, consumption, sale, or distribution of alcohol or illegal drugs, in-
cluding marijuana, in the workplace
o Any insubordinate behavior, belligerent speech, or excessive arguing or use
of profanity
o Bothering someone with an excessive number of unwanted visits or commu-
nications, or by following them outside the workplace
o Intentionally damaging or destroying Company property or the property of
another employee or guest
o Willfully ignoring or disobeying health and safety regulations with the intent
of causing harm
o Sabotage of Company property or operations, or refusing to follow Company
procedures and policies

The Workplace Violence Prevention Policy adopted by U.S. Owner/Operators

must also include a reporting and response protocol, through which:

o Employees can report concerns (anonymously, if they wish) about actual or

potential acts of workplace violence and/or retaliation
o Allegations of workplace violence and/or retaliation will be investigated
promptly and thoroughly by a manager
o Timely and proportionate corrective action will be imposed when and where
warranted

Finally, training tools should be developed to ensure employees are aware of the
Workplace Violence Prevention Policy and its elements and are periodically re-
minded of the Policy and its purposes.

b. Recommended Best Practices

A best-in-class Workplace Violence Prevention Policy should include the following

elements, all in accordance with federal, state, and local law. Owner/Operators
should include other elements in their policy that they find beneficial.
o An unequivocal statement that you do not tolerate any abusive, threaten-
ing, or violent behavior, regardless of whether the alleged perpetrator is an
employee, customer, or contractor
o A statement that employees have discretion and authority—without further
permission—to take certain actions in order to avoid workplace violence
(e.g., disengage with a customer, call 911 in case of an emergency, etc.)
o A clear definition of workplace violence, consistent with applicable national
laws
o A clear statement that workplace violence can include conduct via social
media (e.g., threats of violence or similar inappropriate or unlawful con-
 duct), and may occur outside of work, including violence stemming from
past and present personal relationships
o Instructions regarding what reporting mechanisms are available and how to access
them, and a statement that all managers/supervisors are expected to report any poten-
tial concerns or violations that have been brought to their attention to JJ Lietz- Owner/
Operator 978-857-5915
o The reporting mechanism should be easily accessible to all employees and
shall have numerous points of contact (e.g., options to report should ex-
tend beyond just reaching out to a manager)
o A provision which allows employees and staff to report concerns anony-
mously and without fear of retaliation
o A statement that all reported instances of workplace violence will be inves-
tigated, and where appropriate, will receive timely and proportionate cor-
rective action
o Inform and provide employees with a copy of your organization’s Work-
place Violence Prevention Policy during the induction/orientation process
o Tailor training towards the audience and cover the basics of your organiza-
tion’s Workplace Violence Prevention Policy, including instructions on how
to report potential issues
o Provide skills-based training to staff on how to deescalate various situa-
tions. For restaurant employees, leverage shift huddles and short meetings
to refresh employees on these topics

DISCLAIMER: This is an op4onal resource for independent owner/operators. Owner/operators may choose to use all, some, or
none of this resource in opera4ng their own McDonald’s restaurant(s) and businesses.
 Owner/Operator Policy Template
Restaurant Workplace Violence Prevention Policy

About this Policy

MAC LLC, C&J Company LLC, J&C Company LLC, CC&J Company LLC independently owns
and operates this McDonald’s-brand restaurant (“Restaurant”) and is your employer, not Mc-
Donald’s Corporation or McDonald’s USA. Here, at MAC LLC, C&J Company LLC, J&C Com-
pany LLC, CC&J Company LLC, we are committed to providing a workplace that is free from
violence or any other behavior that jeopardizes the safety and well-being of our employees and
guests.

Definition of Workplace Violence

Workplace violence includes any behavior that interferes with our ability to maintain
a safe, productive, and pleasant environment for all restaurant employees, staff,
and guests. Workplace violence is more than just fighting or threatening someone
at work—it can be anything that makes an employee or guest feel uncomfortable or
afraid, or it can be something that makes it difficult for employees to do their job
well and enjoy being at work.

These are some examples of the kinds of behaviors that are not allowed:

o Hitting, punching, kicking, pushing, or inappropriately touching another em-

ployee or a guest
o Bullying or harassment directed at one employee by another employee, even
if the behavior happens away from the restaurant during non-work hours
o Bringing a firearm or other dangerous weapon to work
o Sending another employee emails, text messages, or voicemail messages
which contain threatening, offensive, sexually explicit, racially or culturally
insensitive, or other inappropriate content, symbols, or images, even if a
personally owned electronic device is used to send the material
o Posting inappropriate materials on social media sites that offend other em-
ployees or embarrass McDonald’s
o Any form of sexual harassment, including inappropriate comments or jokes,
unwelcome touching, sexual advances, or sexual assault
o Bothering someone with an excessive number of unwanted visits or commu-
nications, or by following them outside of work
o Any belligerent speech or behavior, or excessive arguing or profanity
o Possessing, consuming, selling, or distributing alcohol or illegal drugs, includ-
ing marijuana, in the workplace
o Intentionally damaging Company property or the property of another em-
ployee or guest
o Ignoring or disobeying company policies or health and safety regulations

In the interest of protecting the safety and security of our employees and guests,
we reserve the right to address any behavior in addition to that described above,
whenever the behavior is disruptive, concerning, or generates a reasonable concern
for the well-being of Restaurant employees or guests.

Drugs and Alcohol

Employees are not permitted to use or possess alcohol on Company property, ex-
cept where alcohol is specifically permitted at a Company-sponsored event. Em-
ployees may not possess, consume, sell, or distribute illegal drugs, including mari-
juana, in the workplace, and employees are prohibited from working while under
the influence of alcohol, illegal drugs, or any other substance that could prevent
them from performing their job safely.

Weapons in the Workplace

Employees are prohibited from possessing a firearm or other weapon on Company

property, including parking areas, except in states that allow employees the right to
store firearms on Company property in their private vehicles. Under these circum-
stances, employees must store any firearm out of plain site and keep their vehicles
locked while on Company property. Weapons may not be handled or displayed on
Company property, even in private vehicles.

When, Where, and To Whom This Policy Applies

This policy applies to all Restaurant employees and staff, as well as vendors and
contractor while engaged in business with the Restaurant.

We do not tolerate violence by or against anyone who works in this Restaurant nor
by or against anyone who visits our Restaurant (for example, guests, customers,
and vendors/suppliers).

This Policy applies (without limitation) in all the following situations:

• On Restaurant property
• Offsite with other employees, contractors, or vendors, including at Restau-
rant-sponsored events, activities, and training; on business trips; and at
work-related meals and gatherings
• When using Restaurant communication systems, equipment, or resources
• Any conduct outside work hours, including text messaging and using social
media on personal devices, where the conduct has an impact or foreseeable
impact on the Restaurant, its employees or guests

For Guest or Customer Threats Specifically

• Threatening, erratic, or aggressive behavior by guests/customers should be

reported immediately to local police using 911
• If the risk of violence is imminent, employees should immediately act to pro-
tect themselves, move to a place of safety, and then call 911 to report the
incident
 • Employees should only attempt to help others or de-escalate the situation if
they can do so without jeopardizing their own safety (access the U.S. Securi-
ty resource on de-escalating aggressive behavior for more information)
• Do not engage or confront potentially violent guests/customers or follow
them from inside store or office locations
• Failure of a customer to stop threatening or inappropriate behavior may re-
sult in the customer being removed from the premises and future access be-
ing restricted
• If your organization has any questions, please contact your Field Security
Manager

Reporting

It is everyone’s responsibility to keep our workplace safe. If employees feel that

their safety or the safety of others is endangered at any time, or if they witness or
experience any incident in which a person is abused, threatened, or assaulted in
circumstances relating to their work, they must immediately report such conduct.
Reports can be made anonymously, and all reported incidents will be investigated
impartially and as quickly as possible. If necessary, this Restaurant will take steps
to protect the victim of any violent behavior or threatened violent behavior. Re-
ports or incidents warranting confidentiality will be handled appropriately, and in-
formation will be disclosed to others only on a need-to-know basis.

Reports of violent behavior can be made to any of the following:

• The Restaurant’s General Manager

• JJ Lietz- Owner/Operator 978-857-5915

Emergencies and immediate threats of harm must be reported to the police

or other emergency personnel without delay.

Enforcement

Violations of this policy may lead, at this MAC LLC, C&J Company LLC, J&C Compa-
ny LLC, CC&J Company LLC sole discretion, to disciplinary and/or other appropriate
responsive action, up to and including termination of employment, even if it is the
first offense. We also further reserve the right to report abusive, threatening, or
violent behavior to the proper legal authorities. This policy supplements all other
Restaurant policies that require appropriate and respectful behavior.

Prohibition Against Retaliation

All employees are required to cooperate fully and truthfully with any investigation of
workplace violence or other misconduct. This Policy does not allow any type of re-
taliation against someone who makes a complaint in good faith, or participates in
an investigation of a complaint, even if no violation is ultimately confirmed. Retali-
ation means being punished or experiencing a negative employment action because
you raised a concern or complaint of a potential Policy violation or participated in an
investigation. Examples of retaliation include experiencing a reduction in pay, hours,
or favorable work assignments. Anyone found to have retaliated against someone
for raising concern under this policy will be subject to disciplinary action under our
disciplinary procedures.

Violence Outside of Work

Some employees may experience violence or the threat of violence by a current or

former spouse, domestic partner, boyfriend/girlfriend, family member, or friend. We
strongly encourage employees experiencing violence in their personal relationships
to seek outside resources, including law enforcement (when appropriate), for as-
sistance.

Some resources that you may find helpful are located at:

• National Domestic Violence Hotline at 1-800-799-7233 or TTY

1-800-787-3224, or by online chat
• National Sexual Assault Hotline at 1-800-656-4673, or by online chat

This Restaurant requires employees to immediately notify JJ Lietz- Owner/Operator

978-857-5915 of any situation that could reasonably present the risk of on-the-job
violence or may impact the workplace, using any one of the reporting mechanisms
discussed below. When appropriate, this Restaurant will implement a plan for at-
risk employees to reduce the likelihood of a potential confrontation in the work-
place.

Employees who apply for or obtain a temporary or permanent Protective Order or

Restraining Order that includes the company premises must immediately notify JJ
Lietz- Owner/Operator 978-857-5915 and provide JJ Lietz- Owner/Operator
978-857-5915 with copies of any petition or declaration seeking such orders, proof
of service, and the signed court order.

We are committed to supporting victims of relationship violence by enforcing any

restraining orders at the workplace and by providing referrals for benefits and re-
sources for assistance.

FAQs on MAC LLC, C&J Company LLC, J&C Company LLC, CC&J Company
LLC Workplace Violence Policy

Why did MAC LLC, C&J Company LLC, J&C Company LLC, CC&J Company
LLC develop this policy?

We are a people-first Restaurant. We care about you and the experience you have
working here. We have resources to assist you. We are all in this together, and we
are stronger and better when we work together to keep this Restaurant a safe and
violence-free work environment.

Who is covered by this policy?

This policy applies to all Restaurant employees and staff.

What type of conduct does the policy prohibit?

MAC LLC, C&J Company LLC, J&C Company LLC, CC&J Company LLC is committed to main-
taining a work environment that is healthy, safe, productive, and inclusive for all—this policy
prohibits employees and staff members from doing anything that makes a guest or another em-
ployee feel unsafe or uncomfortable. This includes any type of violence, or even the threat of
violence, as well as any type of inappropriate or disrespectful comment or communication.
Sometimes, an employee or staff member can violate this policy even when they do something
when they are away from the workplace or not working.

Who should I contact if I have observed or experienced violent behavior?

Reports of violent, disruptive, or other concerning behavior should be made imme-

diately to any of the following:

• This Restaurant’s General Manager.

• JJ Lietz- Owner/Operator 978-857-5915

Reports can be made anonymously.

Emergencies and immediate threats of harm must be reported to the police

or other emergency personnel without delay.

What will happen if I raise a concern?

All reported incidents will be investigated impartially and as quickly as possible. MAC LLC, C&J
Company LLC, J&C Company LLC, CC&J Company LLC will treat all investigations, including
the names of the people who report issues and those who cooperate during investigations, as
confidential matters, but in some cases, certain disclosures may be necessary to fully investi-
gate the complaint, to protect other workers, to take corrective action, or are required by law.

In appropriate circumstances, MAC LLC, C&J Company LLC, J&C Company LLC, CC&J Com-
pany LLC may inform the person who reported the issue of the results of the investigation, but in
most cases, the results of the investigation will not be shared with employees so that the privacy
of all individuals is respected.

After the investigation of your complaint is completed, if you have any continuing
concerns or wish to provide information about any other situation that makes you
feel uncomfortable, please reach out to the Restaurant’s HR personnel or the re-
sources listed above.

Will I be protected from retaliation?

Yes. Retaliation against anyone who makes a complaint in good faith under this
policy or who participates in any investigation is strictly prohibited.

Retaliation means punishing someone or taking a negative employment action be-

cause someone raised a concern or complaint under this policy, or because some-
one participated in an investigation. Examples might include:
 • Termination of employment;
• Reduction in pay or hours, or changes in work assignments;
• Disciplining, or reassigning someone; or
• Demoting or transferring an employee.

Anyone found to have retaliated against someone for raising any concern under this
Policy will be subject to disciplinary action under our disciplinary procedures.

Employees may report actual or potential acts of workplace violence or workplace

misconduct anonymously.

What will happen if an investigation finds that inappropriate behavior has

occurred?

If our investigation confirms that this Policy has been violated or that other inap-
propriate conduct has occurred, the Restaurant will take immediate corrective ac-
tion that is proportionate to the violation. Corrective action can come in any form,
including termination, reassignment to another job or location, changes in reporting
relationships, written warning, training, coaching, counseling, and/or other mea-
sures that the Restaurant deems appropriate under the circumstances.

As an employee, what is expected of me under this policy?

All Restaurant employees and staff are expected to:

• Treat everyone with respect and dignity.

• Be accountable for their actions.
• Help create a work environment that is safe and free of violence.
• Report any incidents of violent, threatening, disruptive, disrespectful, or in-
appropriate behavior that affects anyone in the workplace.
• Complete all required training.

As a manager, what is expected of me under this policy?

In addition to the above, managers and supervisors are expected to:

• Model safe and respectful behavior.

• Report all incidents of violent, threatening, disruptive, disrespectful, or inap-
propriate behavior when they become aware of them.
• Take reported incidents of misconduct seriously, and call law enforcement
when there is an imminent threat.
• Investigate allegations of violent behavior promptly and thoroughly in part-
nership with JJ Lietz- Owner/Operator 978-857-5915
• Impose timely and proportionate corrective action when warranted.
• Participate in training on how to create a safer workplace through conflict
resolution.

What should I do if I think my partner or someone else I know will try to

hurt me while I’m at work?

If you believe you are in danger or at imminent risk of harm, move to a place of
safety, if possible, and immediately call police or 911. Then notify JJ Lietz- Owner/
Operator 978-857-5915 of the situation as soon as you can.

Immediately notify JJ Lietz- Owner/Operator 978-857-5915 if you apply for or ob-

tain a temporary or permanent Protective Order or Restraining Order that includes
company premises.
 McDonald’s Orientation
Orientation, Legal Documents, Full Uniform, Restaurant Tour & Meet/Greet with team- Must
be completed before 1st shift. -Yellow Restaurant Safety/Signature Book Signed
-Employee Handbook read, and acknowledgment paper signed
-Permanent Application ( white folder, both sides )
-Evacuation Plan Understood
-OSHA Book Signed
Please store all copies below in each employee folder.
-Copy of ID
-Work Permit for Minors
Copies of all Documents below are in the Employee Handbook
-Orientation Rules & Regulations understood and signed
-MA Health Care Coverage Waiver Form
-Food Safety Station Aid
-Paid Family Medical Leave Act Form Signed
-i9
-Schedule Policy
-Schedule Request off from GM only(2 weeks advance). A request is a request, not a guarantee
-Changing Shift (GM approval)
-Schedule posted no later than Friday
-Responsible for your own schedule
-No Schedules given over phone
-Hours are based on Performance, Dependability and Availability
Dependability- Sick (must provide doctor note or have shift covered and approved)
-NC/NS=Automatic Write up/Could result in termination
Performance-Keeping the customer at the core of everything we do.
Availability- If dependable and performance is acceptable, full-time (40 hours) is provided if the
employee can work either Saturday or Sunday (whatever the restaurant needs)
*McDonalds holds the right to terminate an employee at anytime if the rules in the employee handbook or
orientation are broken.
-Breaks and Meal Policy
-Breaks are required by law for shift of 6 or more hours
-Each employee is eligible for one discounted meal(50%) per shift and must be ordered from the
customer side of the counter and consumed in restaurant. Managers 1 Free meal.
-1 complimentary drink per shift is allowed, soda, coffee, tea. You must purchase and have proof
of purchase of shakes, frappes, orange juice, bottle water, etc.
-Cell Phone Usage-keep them away or they will be taken and put in the safe until your break or shift is
over.
-Our customers are #1. Treat them ALL with respect and kindness. They Pay our weekly checks.
Automatic Termination on the Spot for any rude behavior toward our customers or any employee.
-Cash and Food Theft- Automatic Termination on the spot. No eating on the floor or stealing fries or
nuggets. It’s the same as stealing a iPhone if you work at a phone store.
-Uniform Policy-Wear it. Hat, shirt, black pants, no yoga or workout pants, black shoes. Look appealing.
You are a representation of our team/business. Take pride in that. We are a Restaurant and we deal with
food. Wash your hands every 30 minutes, and keep a high standard of personal hygiene. Misplaced
items; employee must pay for items. If work 40 hours, multiple shirts provided.
-If any of the policies are broken it could result in a written warning. 3 warnings could result in a
termination.
-If any of the policies are broken it could result in a termination.
-Paychecks are every Friday. Do not come between 11-2 and 5-7. Your Check will not be provided during
those hours. If you come in for your check and we are busy, be a positive part of the team and help until
the rush is gone. 5 minutes of work helps the team and restaurant customers.
 Training Station Observation Checklist (TSOC) Foundation

Food Safety

Food Safety, Bacteria, and Viruses c Food storage temperatures

Explain why it is important for food to be maintained at the
• The way you handle any food product can affect both the safety and proper temperature. What are the storage temperatures for
quality of the food. frozen, refrigerated, and hot products?
• You can have a severe impact on customer health, satisfaction, and
the sales of a restaurant through improper food handling. • Bacteria can grow on food or spoil food that is not kept at the proper
temperature. That is why it is important to follow procedure when
cooking and storing food.
c Food safety • Keep cold products cold and hot products hot to prevent or slow
What is food safety? bacteria growth.

• Food safety is a set of effective procedures that ensure that

McDonald’s delivers safe food, free of harmful bacteria, viruses,
or other harmful substances that could cause our customers to
Heat kills
become sick.
• How does food become unsafe? Food can become unsafe to eat 165°
Chicken products
Bacteria in raw foods such as beef and
chicken are killed by proper cooking.
through contamination by:
– Harmful bacteria or viruses
– Chemicals (if cleaning products are improperly used)
– Foreign objects such as glass, etc.
155°
Meat patties

c Bacteria and viruses

List three ways you can prevent bacteria and viruses from
150°
Fish products
getting on food.

• Bacteria are microscopic organisms found everywhere – on food, in 140°

Holding cabinet
Foods such as meat, chicken, eggs,
lettuce, tomatoes, and onions have the
potential to support the rapid growth of
water, in the air, even in and on you. Not all bacteria are bad, but
some can cause foodborne illness. bacteria when held in this temperature
• Viruses are the smallest of the foodborne microscopic contaminants. zone. That is why it is important to
Most experts believe that viruses are the most common cause of follow secondary shelf life for products.
foodborne illness in the U.S. The most common foods involved are
ready-to-eat foods, like salads, fruits, and contaminated water. Heat prevents the growth of bacteria.
That is why cooked products are kept
• You can prevent bacteria and viruses from getting on food by: in the holding cabinets until they are
– Washing your hands properly. used. They must be kept at an internal
– Staying home when you are sick. temperature of 140° or above.
– Following proper personal hygiene practices.
– Wearing disposable gloves.
– Using clean, sanitizer-soaked towels to clean your work area.
– Using proper utensils to handle food.
– Handling food according to McDonald’s procedures.

Refrigeration slows
40° Refrigerated products must be kept at
or below 40° to slow the growth of
bacteria.

Freezing stops
0° Frozen products must be kept at less
than 0°. Bacteria does not grow in a
frozen state.

8213090-13 May 2013 (05/01/13) Proprietary Information. Unauthorized use is prohibited. ©2013 McDonald’s. 1
 Food Safety

Proper and frequent hand washing is the

Basic Hygiene
key activity in promoting good food-handling
procedures and serving safe food.
c Basic hygiene practices
What health conditions must you report to your manager
Hand washing is required:
because they relate to the transmission of foodborne illness? 1 At least once every hour
List three basic hygiene practices.
2 After using the restroom
• You must report certain health conditions that relate to the 3 Before starting work
transmission of foodborne illness.
– When you are sick you are at a higher risk of transferring bacteria to 4 If you leave and then return to work at a food
food or others. preparation area
– Call in sick and do not come to work if you are ill.
– If you are at work and start to feel ill, tell your manager. 5 After taking a break
– You cannot work if you are suffering from any of the following health 6 After handling garbage, mopping, or cleaning
conditions (unless they are caused by a medical condition that a
medical provider has confirmed will not cause foodborne illness): 7 After picking something up off the floor
- Diarrhea
- Vomiting 8 After touching your face, your hair, or your clothes
- Jaundice 9 Before going to a work station and putting on
- Fever accompanied by a sore throat
disposable gloves
• Do not touch or prepare food if you have cuts or sores on your
hands.
– Open cuts or sores need to be covered with a bandage because Cross contamination
they can easily become infected with bacteria, which might then be
transferred to food. • Cross contamination occurs when a raw food product comes into
• Keep a clean appearance, wear minimal jewelry, and keep contact with a cooked or ready-to-eat food product. Prevention of
fingernails groomed. cross contamination is a fundamental part of ensuring food safety.
– Make sure that your uniform is neat, clean and wrinkle-free, and
that you are well-groomed.
– Wear minimal jewelry when preparing food.
– Long nails are difficult to keep clean with normal hand washing.
Long nails can hold bacteria between the nail and the skin, which
could then be transferred to food when you touch it. They can also
cause tears or cut holes in disposable gloves. Do not use artificial
nails when working in food preparation.
• Keep long hair pulled back and restrained under your hat.
– Long hair that hangs loosely has the potential of getting into food
during preparation. Though this is not a food safety issue, it can
impact customer satisfaction.

• You can prevent cross contamination by:

c Hand washing – Wearing blue disposable gloves when handling raw products
Demonstrate how to properly wash hands. List three instances at the grill or fried products stations.
when hands need to be washed. – Using dedicated tools (for example using the yolk breaker only
to break the yolks or remove shell pieces on round eggs).
• The first step. – Washing your hands properly.
– When starting work wash your hands for 20 seconds with McD
Foaming Antibacterial Handsoap. This helps remove bacteria and
viruses that may be on your hands.
– If your hands become contaminated with harmful bacteria or
viruses, you can pass the contamination on to any surface or food
you touch. Safe food handling begins with clean hands.
• Wash your hands at least once every hour.

May 2013 (05/01/13) 2

 Food Safety
Glove Procedures
c Using blue disposable gloves
When do blue disposable gloves need to be worn?
• Always wash your hands before going to work at the grill or fryer
stations and putting on blue disposable gloves.
• Blue disposable gloves need to be worn when handling raw
beef, fish, and poultry products (including shell eggs) in order
to prevent cross contamination.
• Wear blue disposable gloves at the grill or fryer:
– When you remove raw products (beef or pork patties, chicken
patties) from the grill-side freezer and place them on the grill.
– When you crack and drop shelled eggs into the 8-pack egg rings.
– When you load individual frozen chicken or fish patties into fried
products baskets.
• Blue disposable gloves are only used at the grill or fryer station.
You must remove and discard blue disposable gloves:
– Before touching trays or cooking utensils.
– Before removing cooked products from the grill.
– Before transferring cooked products to the UHC.
– When you leave the grill or fryer station for any reason.
May 2013 (05/01/13)
c Using clear or white disposable gloves
When do clear or white disposable gloves need to be worn?
• Always wash your hands before going to work at the assembly
or salad prep areas and putting on clear or white disposable
gloves.
• Clear or white disposable gloves need to be worn for any food
preparation activities where cooked or ready-to-eat food is
touched with your hands. Ready-to-eat foods are foods that will
be served to customers without any further cooking or heating.
• Wear clear or white disposable gloves when working at the assembly
or salad prep areas:
– When you are toasting buns, assembling and wrapping
sandwiches, and packaging food.
– When you are preparing salads, parfaits, presorting lettuce, or
wedging lemons.
– When you are preparing sweet or iced tea (when making the sugar
slurry or mixing in the ice).
• Clear or white disposable gloves should only be worn at the assembly
or salad prep areas. You must remove and discard clear or white
disposable gloves:
– If, while working at the station, your gloves develop tears or holes
or you touch your face or hair, or you have to pick something up off
of the floor.
– When you leave the assembly or salad prep areas to do other tasks
such as mopping or cleaning, handling garbage, or retrieving stock
from the refrigerator or store room.
– When you leave the assembly or salad prep areas to take a break or
use the restroom.
Removing and discarding gloves
• Do not touch the outside of the glove with your bare hand when
removing the glove. When removing gloves follow the illustrations
below to avoid cross contamination.
• One-time use disposable gloves: Remove the glove by grabbing
the glove(s) at the wrist and then tear the glove off so that it turns
inside out.
• If gloves are not available, notify your manager.
3
 Food Safety

Allergies, Contamination, c Chemical contamination

and Secondary Shelf Life Describe how to avoid chemical contamination.

• Food can become unsafe to eat through chemical contamination. By

not properly using chemicals in the restaurant, or by improper storage
c Food allergies of chemicals, you could cause food to become contaminated.
Describe how to avoid cross contact. What should you do if a – Never spray chemicals around food.
customer has a question about food allergens? – Store food at least 6 inches off the floor.
– Follow instructions on cleaning products.
If a customer has an allergic reaction, ask your – Keep chemicals in their designated storage areas, never around
food storage areas.
manager to call 911 immediately. Do not wait – Keep chemicals in properly labeled containers.
to see if the allergic reaction “passes.” • As you gain experience, your trainer will teach you more about
handling chemicals and proper cleaning procedures.
• Every year food allergies cause thousands of emergency room visits,
sometimes resulting in death. As a restaurant employee you should
know and follow food safety procedures when you handle, prepare,
or serve food.
• The only way to prevent an allergic reaction is to avoid even
trace amounts of the allergy-causing food.
• Although any food can cause a food allergy. There are 8 foods that
cause most allergic reactions.

The eight foods most likely to cause allergic reactions are:

c Physical (foreign object) contamination
1 Peanuts Describe how to avoid physical (foreign object) contamination.
2 Tree nuts (like hazelnuts and walnuts)
• Food can become unsafe through contamination with foreign objects,
3 Milk which can cause injury if they accidentally get into food.
4 Soy products • Examples of foreign objects that can get into food include hair,
5 Eggs jewelry, and artificial nails. Keep your hair pulled up and restrained
6 Wheat under your hat and avoid wearing jewelry and artificial nails when
7 Fish working with food.
8 Shellfish • Avoid creating situations where contamination might occur. For
example, cover food properly before storing, keep food cases off the
• You can avoid cross contact of food allergens by: floor, and, if you are working the grill, do not remove carton flaps from
meat cases when storing them in the grill-side freezer.
– Assembling sandwiches exactly as ordered and not removing an
ingredient after it has already been placed on the sandwich.
– Cooking products in the correct frying vat and always cooking c Secondary shelf life
Filet-O-Fish in the dedicated fish vat. What is secondary shelf life?
– Using the orange container and plum-handled scoop only for
peanut-containing McFlurry mix-ins. • Secondary shelf life is the amount of time a product can be held
• If a customer has a question regarding food allergens refer them after it is taken from the freezer or refrigerator and before it is used.
to mcdonalds.com or 800.244.6227. Once a product has been opened, it stays fresh for a limited time.
• It is important to throw out and waste products that reach their
secondary shelf life, because old product will not meet McDonald’s
safety and quality standards.

c Number of checkboxes missed ______. 100% needed to pass. Date

Trainee name Trainer name

May 2013 (05/01/13) 4

Trademarks The following trademarks used herein are owned by McDonald’s Corporation and its affiliates: Arch Card, Big Breakfast, Big N’ Tasty, Big Mac, Chicken McNuggets, Cinnamon Melts, EVM, Extra Value Meal, Filet-O-Fish, Golden Arches Logo, Happy Meal, Made For You,
McBites, McCafé, McChicken, McD, McDonald’s, McDonaldland, McFlurry, McGriddles, McMuffin, McNuggets, McWrap, Quarter Pounder, QSC, Ronald McDonald House Charities, RMHC, and Snack Wrap. All other trademarks are the property of the respective trademark owners.
Confidential and proprietary information. For exclusive use of employees and franchisees of McDonald’s Corporation and its affiliates. This material contains confidential and proprietary information of McDonald’s Corporation and must be kept in a secure location. No material
or information contained herein may be copied, distributed, or disclosed to anyone without the written permission of an officer of McDonald’s, or used for any purpose other than in furtherance of the business of McDonald’s. The unauthorized use of or disclosure of this information may lead
to civil or criminal prosecution, as well as immediate termination of the franchise, employment, or other relationship with McDonald’s. ©2013 McDonald’s Corporation. Unauthorized use is prohibited.
 2023 Insurance

-Paperwork due by Monday December 12, 2022

- By law, Employees must work 30 or more hours a week to be eligible for

insurance

-Employee doesn’t pay more than 9.12% more of their earnings for Individual
Insurance

-Blue Cross Blue Shield Health Plan 1 is Offered

-Dental & Vision is also offered at 100% cost to the Employee

-We offer to pay 50% of insurance to employees who have completed

Hamburger University as an incentive.

-Adding family members to insurance is 100% the employee cost.

-If a employee wants the insurance, they have to fill out the McDonald’s
Licensees and RMHC Health and Welfare Plan enrollment form.

-All employees who decline insurance, must sign the Health Insurance
Acknowledgment Form for 2023
MAC/C&J/J&C/CCJ LLC. Varies
McDonald’s Restaurants
319 Lynnway
Lynn,MA 01901

ACA Compliant
 McDonald’s Orientation Checklist

1. Complete Application Filled Out, Both Sides

*** WORK PERMIT FOR
2. Copy front and back of License, ID, Permanent Residence Card, or Passport ALL MINORS

3. i9 Form Complete
4. MA Health Care Waiver Form or Insurance Enrollment Form Complete
5. Uniform/Training Schedule

I _________________________(name) acknowledge the Orientation Video, OSHA,

Company Handbook, People Brand Standards, Food Safety, and Insurance Information
provided to me at Orientation.

________________________________
Employee Signature