RESTAURANT TEAM MEMBER HANDBOOK - EthicsPoint

RESTAURANT
TEAM MEMBER
HANDBOOK

Table of Contents
Welcome from BJ’s Restaurants, Inc.’s Senior Leadership Team………. 1
Team Member Handbook Overview ……………………………............. 3
BJ’s History………………………………………………………...…..... 4
BJ’s Gold Standard of Operational Excellence……………...………...… 5
Quality Is Our Compass……………………………………..................... 5
The “Wow” Concept………………………………………………..….... 5
BJ’s Brand Vision…………………………………………………...…… 5
BJ’s Seven C’s……………………………………………………...……. 6
BJ’s 5 Principles of Professional Service…………………………...…… 6
BJ’s Principles of World Class Restaurant Support…………..............…. 7
BJ’s Restaurants Foundation………………………………………..…… 8
Employment At Will………………………………………………..…… 9
Equal Employment Opportunity………………………………................. 9
Prohibition of Discrimination, Harassment, and Retaliation.…………..... 11
Open Door Policy for Complaints and Suggestions…….…………...…... 14
Appearance and Dress Code Standards………………………………..… 15
Arbitration……………………………………………………......……… 17
Attendance and Punctuality…...……………………………………...….. 18
Bulletin Boards……………………...………………………………..…. 18
Company’s Right to Team Members’ Work………………...……...…… 18
Company Property……………...………………………...…………….... 19
Confidential Information ………………………………..............………. 19
Conflicts of Interest……………………………………………….….….. 20
Corporate Identity……………………………………………………...... 20
Disciplinary Action…………………………………………………….... 21
Driver Safety and Rules of the Road…………………...……………...… 23
Drug and Alcohol Free Workplace……………………………...…...…... 26
Drug Testing…………………………………………………………....... 27
Electronic Communications Systems………………..............…………... 27
Employment Classifications………………...………………...…………. 31
Employment of Relatives………………………………………..………. 32
Employment References and Requests for Team Member Information.... 32
Give-A-Slice Program………………………………………………..….. 32
Health and Welfare Plans…………………………………..……………. 33
Holidays………………………………...………………………...……… 33
Hours Worked and Overtime………..………………………………….... 33
Immigration Law Compliance…...……………………………………..... 34
Job Duties…………………………………………………………..……. 34
Leaves of Absence………...…………………………………………...… 34
Liquor Liability...……………………………………………………..…. 39
Meal Discounts…………………………...…………………...…………. 40
Confidential and Proprietary
January 2012

Meal and Rest Periods…………………………………...………...…….. 40
Non-Fraternization…………………………..………………...……….... 41
Payday……………………………………………………..…………….. 42
Payroll Records……………………………………….............…………. 42
Performance Evaluations…………………………………………......….. 42
Personal Belongings…………………………………………………..…. 43
Personal Hygiene…………………………...……………………...…….. 43
Personnel Records…………………………………………………..…… 44
Recognition Program…………………………………………..............… 45
Reduction in Workforce……………………………..………………....... 45
Release and Waiver of Liability…..……………………….…………….. 45
Safety……………...………………………………………………...…… 46
Security…………...…………………………………………………...…. 46
Smoking………………………………………………………...…...…… 47
Solicitation/Distribution of Literature………………………………….... 47
Standards of Business Conduct/Code of Integrity, Ethics and Conduct… 47
Team Member Assistance Program…………………………………….... 48
Tip Reporting……………………………………………...………...…… 48
Vacations…………..………………………………………….………..... 50
Weapons………………………………………………….………....…… 52
Work Area Maintenance……………………………………………...….. 53
Workplace Violence………….……………………….............…………. 53
Workday and Workweek Definitions…………………...…………...…... 54
Work Schedules………...………………………………………...……… 54
Workers’ Compensation……...……………………………………...…... 54
State-Specific Leave Addendum…………………………………..…….. 55
Let’s Get Started……………………………...……………………...…... 68
Handbook Acknowledgement and Agreement……………………...….... 69
Confidential and Proprietary
January 2012

Welcome from BJ’s Restaurants, Inc.’s Senior Leadership Team
Welcome to BJ’s! We’re very glad to have you with us. You have now
joined a team of thousands of BJ’s team members across the country who
share a common bond and objective – to build BJ’s into a nationally
respected and admired restaurant concept and company with exceptional
quality, differentiation and value for our guests.
There are only three types of team members at BJ’s: (1) those that serve our
guests, (2) those that serve those who serve our guests, and (3) those that
make it possible for us to serve even more guests. Wherever we work at
BJ’s -- in our restaurants, breweries or home office -- we are all linked
together in our process of guest service. The only reason that BJ’s exists is
to serve our guests. Accordingly, we have a mindset of absolute guest
satisfaction at our Company.
At BJ’s, we’re also working very hard not to be just another casual dining
restaurant operation. There are literally thousands of casual dining chain
restaurants in America today. Many of these “cookie cutter” restaurants
have gradually become tired and worn out over the years. They’ve lost much
of their energy, their points of differentiation and their overall relevance for
the consumer. Their food and beverages have not remained current with the
latest trends. Nor have they maintained good levels of quality in their
recipes and ingredients. Their facilities have not evolved to remain
contemporary. Their service levels are generally inattentive, slow and
mediocre. In short, many of these restaurants have drifted “out of warranty”
with today’s consumer. Maybe you previously worked at one of these
restaurants and experienced this first-hand.
Now you are at BJ’s! We actually want you to think differently here at BJ’s.
Think quality…quality…quality at BJ’s in every detail. Our restaurant
concept is fresh and contemporary, with high energy, and is often “the place
to be” in the communities that we serve. Our food and beverages are of high
quality and are offered in a wide variety of menu items. Our signature
products – our pizza, handcrafted beers and our Pizookie® – are well known
and admired by consumers. Our restaurant facilities are among the best in
America – with careful attention to high quality furnishings, audio and visual
capabilities, and all guest service areas. We probably use more technology
in our restaurants than any of our competitors to help us deliver a “gold
standard” dining experience to every guest. We want our guests to believe
they are always receiving a $25.00 dining experience for half the price! As
long as our guests believe that about BJ’s, we’ll have a line of guests waiting
when we open our doors every day.
Confidential and Proprietary 1
January 2012

At BJ’s, we also feel strongly about integrity, respect and accountability.
We must be honest at all times, treat others with respect and dignity, and
honor our commitments and obligations to each other. Our word is our
bond. High ethical and professional standards will drive every decision that
we make and every action that we take. After all, we operate at the highest
level of the American restaurant business – the public company restaurant
business. We are held to higher standards at BJ’s, and we will live up to
them.
At BJ’s, always remember that we’re sales builders – first and foremost.
Some restaurant concepts try to save their way to success or price their way
to success. At BJ’s, we will grow our way to success by building sales in a
productive and efficient manner. We want all of our team members to have
a sales-building mentality when they come to work with us. If we err, we
will always err on the side of building sales. As long as we have the sales,
we’ll have the opportunity to provide even more productive and efficient
service to our guests.
This handbook was developed to describe many of our expectations for team
members at BJ’s and to outline the key policies, programs and guidelines
that we utilize to effectively operate our restaurants and Company. It is the
latest and most complete written expression of our key philosophies,
principles and practices. Please take the time to familiarize yourself with all
of the information in this handbook.
Again, welcome to BJ’s. We’re glad that you are on our team!
BJ’s Senior Leadership Team
Confidential and Proprietary 2
January 2012

Handbook Overview
This handbook provides you with important information about your
employment with BJ’s. You are expected to be familiar with its contents.
Every effort has been made to make this handbook a general reference guide
to our policies, procedures and benefits. Although everything could not be
included in this one handbook, we have summarized some of the most
important information for your reference. Please feel free to ask your
immediate supervisor, your General Manager, your Area Vice
President/Director of Operations, or the Human Resources Department any
questions you may have regarding your employment, any procedures,
policies or benefits.
This handbook contains information about BJ’s employment policies and
practices in effect at the time of publication. The Company reserves the
right to revise, modify, delete or add to any policies, procedures, work rules
or benefits stated in this handbook. All such revisions, modifications,
deletions or additions will be made in writing and communicated to
Company team members. No verbal statements or conduct can change or
alter provisions of this handbook.
This handbook supplements the provisions of the Arbitration Agreement,
Confidentiality Agreement and Code of Integrity, Ethics and Conduct which
every team member must sign as a condition of employment. All
previously-issued handbooks and any contrary Company documents are
superseded, except for the Arbitration Agreement, Confidentiality
Agreement and Code of Integrity, Ethics and Conduct you sign. This
handbook and those agreements set forth the entire agreement between the
team member (that’s you!) and the Company as to duration of your
employment and the circumstances in which your employment may be
terminated. In the case of any contradiction between this handbook and any
Employment, Arbitration, Confidentiality Agreement(s), or the Code of
Integrity, Ethics and Conduct entered into by a team member and the
Company, the terms of the written and executed Agreement will prevail.
Nothing in this employment handbook, or any other personnel document,
including any benefit plan descriptions, creates or is intended to create a
promise or representation of continued employment for any team member.
As set forth in the Employment At Will policy, all employment at the
Company is on an at-will basis.
Please keep this handbook in a safe and convenient place so that you can
refer to it at a later date. If you lose your copy, you may ask your General
Confidential and Proprietary 3
January 2012

Manager for access to a copy kept in the Managers’ office or may contact the
Human Resources Department to request a new copy.
BJ’s History
It was 1978 when two guys who had a great recipe for deep dish pizza
opened the first BJ’s Chicago Pizzeria in Santa Ana, California. The pizza
was an immediate hit and as years went by, new BJ’s restaurants were
opened in beach cities along Southern California’s coastline. In 1996, with
seven restaurants in operation from San Diego to Los Angeles, the first BJ’s
brewery began production in our Brea, California restaurant. Guests
welcomed the introduction of fine handcrafted beer, and the newly renamed
BJ’s Restaurant & Brewery concept was launched. New menu items and
new beers have been added through the years as the BJ’s brand has expanded
across the U.S.
Our passionate desire to provide extraordinary value for our guests in a highenergy,
fun, child-friendly environment, along with a sincere commitment to
support the communities in which we do business, goes to the heart of what
differentiates BJ’s from other restaurants.
Our success is maintained with careful attention to outstanding quality and
service. We believe that every detail makes the difference in providing a
great experience for our guests. As a member of the team, it is essential that
you understand and maintain these standards. We will provide you with all
the information, training and development that we believe you need to be
successful at your job. In return, we ask you to have the right attitude, work
hard and take pride in everything that you do each and every day with every
team member and guest with whom you come in contact.
Once again, welcome to our Company, and just think…soon you will be
making history with legendary stories about your service at our Company!
Confidential and Proprietary 4
January 2012

BJ’s Gold Standard of Operational Excellence
Our genuine commitment is to take pride in passionately connecting with
every guest, on every visit, through flawless and relentless execution of
every detail during every shift – To create and keep fanatical fans of BJ’s
concept and brand.
Quality is Our Compass
The “WOW” Concept
BJ’s is very excited that you have chosen to be part of our growing team.
You are joining a company that has very high standards for food quality,
team member performance, and, most importantly, guest service. We pride
ourselves on serving superior food and fresh handcrafted beers in a casual
and lively environment that makes our guests leave saying, “WOW, I love
this place!”
BJ’s Brand Vision
To be the very definition of “Wow” for the casual dining experience.
Confidential and Proprietary 5
January 2012

BJ’s Seven C’s
We strive to say “yes” to every request from our guests. We make a sincere
commitment to provide a hassle-free, personalized and totally enjoyable
dining experience. We invite our guests to enjoy anything they want,
prepared and served exactly the way they want it. We have the courage to
put quality and guest satisfaction ahead of cost. If our food and beverages
are not right or don’t look right, we don’t serve them. We want to create an
emotional connection with our guests to earn their loyalty and trust. BJ’s is
a welcoming, caring, dependable, high-energy and fun casual restaurant.
But, we never confuse a casual restaurant with casual operation of the
restaurant. We do whatever it takes to consistently and correctly serve highquality
food and beverages in a high-quality environment for our guests, and
we always do our best to control what we can control. We are also
unwavering in the support of the communities that support our restaurants.
BJ’s 5 Principles of Professional Service
1. A warm and sincere welcome
2. Positive eye contact and smiles – you are on stage
3. Anticipate the needs of every guest
4. A warm and sincere goodbye and thank you
5. We never lose a guest
Confidential and Proprietary 6
January 2012

BJ’s Principles of World Class Restaurant Support
Our Home Office team members are committed to providing exceptional
support to our restaurant team members and will abide by these principles:
1. We will respond promptly and sincerely to your needs and
continuously strive to be service-minded in everything we do. We will never
be satisfied with just satisfactory service.
2. We will respect your time by not interrupting you during your time
zone’s peak business times and will effectively communicate with you in a
clear, concise and consistent way.
3. Whenever possible, we will have an actual person, not a machine,
answer your calls, direct them to the proper department and strive to respond
efficiently and courteously to all questions in a timely manner.
4. We will work as a team so that each Home Office department
understands the support that is required and that each team member is
knowledgeable and accountable about his or her area of expertise. Our focus
will be on constantly improving this team development resulting in
continued better service to our operators.
5. We will correct support issues or concerns evidenced by the
Manager Satisfaction Surveys conducted twice a year and will at all times
listen and respond to your points of view.
6. We will always be respectful and reliable when it comes to your
support needs and will always honor our commitments to our restaurants and
to our colleagues.
7. Each Home Office team member will participate in an Operations
Exchange where we will spend time periodically in your restaurants to better
understand your operational challenges.
8. We will effectively prioritize all of our support activities so that
answers to questions or resolutions of problems are done in a timely manner.
9. We will carefully manage all necessary changes and rollouts to our
restaurants so as not to waste time, energy or resources.
10. We will remember at all times that we share a common goal to
exceed our guests’ expectations at a Gold Standard of Operational
Excellence.
Confidential and Proprietary 7
January 2012

BJ’s Restaurants Foundation
A vital part of BJ’s culture has always centered around giving back to the
communities in which we do business. As our company grew and as more
restaurants were added across the country, BJ’s Chairman and CEO, Jerry
Deitchle, proposed the formation of a charitable, restaurant-supported
foundation that would focus on continuing BJ’s long-standing commitment
to being a good corporate citizen – a foundation that would support
charitable and humanistic programs in our restaurant communities. Simply
put: one that would do more good things for more people. In mid-2006, the
Foundation became a reality. Currently, the Foundation (your Foundation) is
involved with the following programs and activities:
New Restaurant Openings
On behalf of our new restaurants, the Foundation invites guests from nearby
communities and the local chambers of commerce to attend our charity and
training events that take place a few days prior to each new restaurant’s
grand opening day. Giving our team members an opportunity to put final
touches on their weeks of training, invited guests are treated to
complimentary food and are then asked to make a voluntary donation to BJ’s
primary charity, the Cystic Fibrosis Foundation.
BJ’s TASC Force
Team members from our restaurants and home office voluntarily participate
in TASC Force (Team Action To Support Communities) events,
volunteering during their own free time to benefit a charitable cause or
community event. In just its second year, our TASC Force program received
from the National Restaurant Association its prestigious national Restaurant
Neighbor Award in the large business category. Our TASC Force teams
have helped fulfill the wishes of special needs kids, placed flags in a national
cemetery by the graves of fallen soldiers, painted over unsightly graffiti,
helped clean up beaches, parks and school grounds, hosted blood drives,
worked with Special Olympics, painted houses for elderly citizens,
supported Habitat for Humanity and re-built playgrounds, worked at food
banks, participated in fundraising runs and walkathons, and delivered food to
families in need.
Our TASC Force team members do this on their own time, and they do it as
a team. They do it because it is simply the right thing to do, and they
inevitably come away as better individuals and more responsible citizens.
Also, in recognition of our volunteer teams, our Foundation provides
Confidential and Proprietary 8
January 2012

monetary donations to many of the charities supported by our team
members.
Cookies for Kids
The Cookies for Kids program donates a portion of all Pizookie® sales to the
Cystic Fibrosis Foundation. During calendar year 2010, this companysponsored
donation, in addition to other monetary support provided to CFF
by our Company and your Foundation, exceeded $525,000. During calendar
year 2011, the Company and Foundation will raise approximately $560,000
for CFF. BJ’s is very proud of its donations to CFF throughout the years,
which now amount to more than $5,000,000!
Employment At Will
“Employment at will” means that when you accept employment with our
Company, there is no contract of continued employment. You have the right
to quit at any time and for any reason if you want. Likewise, the Company
can terminate your employment at any time with or without cause or advance
notice.
“Employment at will” also means that the Company may modify the terms
and conditions of your employment at any time with or without cause or
advanced notice. The terms and conditions that are subject to change by the
Company include, but are not limited to, termination, demotion, promotion,
transfer, compensation, benefits, duties and locations of work.
Only the Chief Executive Officer of the Company has the authority to alter
this arrangement of “employment at will” or to make any agreement limiting
the Company’s discretion to terminate employment or modify the terms and
conditions of employment. Any understanding or agreement of employment
other than “at will” as provided above must be in writing and signed by both
the team member and the Chief Executive Officer of the Company. This
policy is not subject to change by any other manner.
Equal Employment Opportunity
BJ’s is firmly committed to the practice of equal opportunity employment
and makes employment decisions based on merit. It is our policy to prohibit
discrimination against anyone because of race, color, religion, sex, sexual
orientation, gender identity, marital status, age, national origin or ancestry,
physical or mental disability, medical condition, genetic characteristics,
pregnancy, protected veteran status or any other legally protected status
under federal, state, or local laws. This policy extends, but is not limited to,
Confidential and Proprietary 9
January 2012

ecruitment and employment, promotion, demotion, transfer, layoff,
termination, rates of pay and other forms of compensation, education, and
training.
This policy also prohibits team members from harassing any other team
member, guest, or other person in the course of the Company’s business for
any reason including, but not limited to, race, color, religion, sex, sexual
orientation, gender identity, marital status, age, national origin or ancestry,
physical or mental disability, medical condition, genetic characteristics,
pregnancy, protected veteran status or any other basis prohibited by federal,
state, or local laws.
The Human Resources Department and all members of Management are
responsible for the administration of this policy by abiding by the following
guidelines:
1. All personnel decisions must be made without prejudice or discrimination
in accordance with the principles of equal opportunity summarized above.
2. Retaliation against a team member who has made a reasonable, good faith
complaint about the violation of discrimination/harassment law, or any other
law, or has cooperated with an investigation of such a complaint is strictly
prohibited.
3. Team members who reasonably believe that they have been harassed,
discriminated, or retaliated against in violation of this policy or any
applicable law have an obligation to promptly report the facts of the incident
and the name(s) of the person(s) involved to the Team Member Relations
Department. Every report will be investigated.
4. Team members who believe they have observed harassment,
discrimination, or retaliation directed at others have an obligation to
promptly report the facts of the incident and the name(s) of the person(s)
involved to the Team Member Relations Department. Every report will be
investigated.
5. Alternatively, team members may call the Team Member Hotline at any
time, day or night, by dialing 1-877-510-0257 or by going to
www.bjsteammemberhotline.com.
Disciplinary action, up to and including termination, will be warranted if a
team member fails to adhere to the provisions of this policy.
Confidential and Proprietary 10
January 2012

Prohibition of Discrimination, Harassment, and Retaliation
The Company forbids any unwelcome conduct that is based on an
individual’s race, color, religion, sex, sexual orientation, gender identity,
marital status, age, national origin or ancestry, physical or mental disability,
medical condition, genetic characteristics, pregnancy, protected veteran
status or any other legally protected status of an individual or that
individual’s associates or relatives. The Company is committed to providing
a work environment that is free of unlawful discrimination, including
harassment that is based on any legally protected status. The Company will
not tolerate any form of harassment that violates this policy.
This anti-discrimination and anti-harassment policy applies to all team
members involved in the operation of the Company and prohibits harassment
by any team member of the Company, including supervisors and co-workers.
In addition, these policies also extend to protect our team members from the
harassment by guests, vendors or others doing business with the Company.
If harassment occurs on the job by someone not employed by the Company,
the procedures in this policy should be followed as if the harasser were a
team member of the Company.
Definition of Sexual Harassment
Federal and state laws define sexual harassment as unwanted sexual
advances, requests for sexual favors or visual, verbal or physical conduct of
a sexual nature when submission to such conduct is made a term or condition
of employment, or rejection of such conduct is used as a basis for an
employment decision affecting the individual, or such conduct has the
purpose or effect of unreasonably interfering with a team member’s work
performance or creating an intimidating, hostile or offensive working
environment.
The following is a partial list of sexually harassing behaviors:
• Unwanted sexual advances.
• Offering employment benefits in exchange for sexual favors.
• Withholding employment benefits due to a refusal to participate in sexual
activity.
• Making or threatening retaliation after a negative response to sexual
advances.
Confidential and Proprietary 11
January 2012

• Sending or forwarding e-mail messages, text messages, tweets, etc. of a
sexual or inappropriate nature.
• Posting content of a sexual or inappropriate nature on social media
websites.
• Visual conduct of a harassing nature including but not limited to leering,
making sexual gestures, displaying sexually suggestive objects or pictures,
cartoons, posters, internet web pages or screen savers.
• Verbal conduct of a harassing nature including but not limited to making
or using derogatory sexual comments, slurs, sexually explicit comments or
jokes, inappropriate comments about a team member’s body or dress.
• Verbal sexual advances or propositions.
• Verbal abuse of a sexual nature, graphic verbal commentary about an
individual’s body, sexually degrading words to describe an individual,
suggestive or obscene letters, notes, invitations or e-mail messages.
• Physical conduct of a sexual nature including touching, assaulting,
impeding or blocking movements.
• Retaliation for reporting harassment or threatening to report harassment.
It is unlawful for males to sexually harass females or other males and for
females to sexually harass males or other females. Harassment is prohibited
whether it involves co-worker harassment, harassment by a supervisor, or
harassment by persons doing business with or for the Company.
Discrimination And Harassment Complaint Procedure
BJ’s will take all reasonable steps to attempt to prevent discrimination and/or
harassment from occurring in the workplace. The complaint procedure
provides for an immediate, thorough and objective investigation of any
discrimination and/or harassment claim, appropriate disciplinary action
against anyone found to have engaged in prohibited discrimination and/or
harassment, and appropriate remedies to any victim of harassment.
Team members who believe they have been harassed on the job, including
by persons doing business with or for the Company, should provide a written
or verbal complaint to their supervisor. Team Members may also submit a
written complaint to the Team Member Relations Department at 7755 Center
Ave., Suite 300, Huntington Beach, California 92647, call the Team Member
Confidential and Proprietary 12
January 2012

Hotline at 1-877-510-0257, or submit a complaint online by going to
www.bjsteammemberhotline.com at any time, day or night.
The Complaint should include:
• Details of the incident(s)
• Names of individuals involved
• Names of any witnesses or other persons with knowledge of the incident(s)
Every manager who learns of any team member’s concern about harassment,
whether in a formal complaint or informally, must immediately report the
issues raised to his or her own manager, the Director of Operations or Area
Vice President, and to the Team Member Relations Department.
Responsive Action
All incidents of discrimination and/or harassment that are reported will be
investigated promptly and thoroughly. The Company will attempt to keep
the investigation confidential to the extent possible.
Any team member of the Company, whether a co-worker or supervisor, who
is found to have engaged in discrimination, harassment, or retaliation is
subject to disciplinary action up to and including immediate termination.
Any team member who engages in sexual harassment may be held
personally liable for monetary damages.
Non-Discrimination on the Basis of Disability or Medical Condition and
Use of the Interactive Process To Reasonably Accommodate Disabled
Individuals
BJ’s is committed to principles of equal opportunity for all job applicants
and team members. In keeping with this policy, the Company does not
engage in impermissible discrimination based on any protected
characteristic, including an individual’s disability or medical condition. It is
BJ’s policy that no program or activity administered by the Company shall
exclude from participation, deny benefits to, or subject to discrimination any
individual solely by reason of his or her disability or medical condition.
Equal employment opportunity will be extended to qualified disabled
persons in all aspects of the employment relationship, including recruitment,
hiring, training, promotion, transfer, discipline, layoff, recall, and
termination.
BJ’s will make reasonable accommodations for the known physical or
mental limitations of an otherwise qualified disabled team member or
Confidential and Proprietary 13
January 2012

applicant in compliance with state and federal disability discrimination laws.
As part of its commitment to make reasonable accommodations, the
Company wishes to participate in a timely and good faith interactive process
with any disabled applicant or team member to determine what effective
reasonable accommodations, if any, can be made in response to a request for
accommodation. Applicants and team members are invited to identify
reasonable accommodations that can be made to assist them to perform the
essential functions of the position they seek or occupy. They should contact
the Team Member Relations Department as soon as possible to request the
opportunity to participate in a timely interactive process. By working
together in good faith, the Company hopes to implement any reasonable
accommodations that are appropriate and consistent with its legal
obligations. Please direct any questions concerning this policy to the Team
Member Relations Department.
Prohibition of Retaliation
The Company prohibits retaliation against any team member by another
team member or by the Company for utilizing the complaint procedure
and/or for filing, testifying, assisting or participating in any manner in any
investigation, proceeding, or hearing conducted by a federal or state
enforcement agency. Any report of retaliation will be investigated in the
same manner as the original complaint. Any team member who is found to
have retaliated will be subject to disciplinary action up to and including
termination. Team members who believe they have been retaliated against
in any way by another team member or member of management must
contact the Team Member Relations Department promptly.
This policy does not mean, however, that a participant in an investigation
will be protected from disciplinary action by the Company if he/she, through
the process, is found to have violated a Company policy or the law or to have
engaged in inappropriate workplace conduct.
Open Door Policy for Complaints and Suggestions
BJ’s promotes a working atmosphere in which you should feel free to talk
with any member of your management team about work-related problems
and suggestions. We feel confident that they will answer your questions,
listen to your complaints or concerns about working conditions or treatment
you feel you are receiving, and listen to your suggestions and ideas. If you
need further assistance, please reach out to the Team Member Relations
Department or the Team Member Hotline. We can’t always implement
every idea or suggestion but if you don’t share yours with us, we will never
know if your idea was the one that could make the difference at BJ’s!
Confidential and Proprietary 14
January 2012

1. Any complaints or ideas should be initially handled, if reasonable or
possible, within a team member’s restaurant. A team member should discuss
a work-related problem with his or her immediate supervisor as soon as
possible, unless it would be unreasonable or inappropriate to do so.
2. If the complaint is not resolved to the team member’s satisfaction or the
team member does not feel comfortable directing the complaint to his/her
immediate supervisor, a team member may contact the restaurant’s General
Manager or Director of Operations/Area Vice President.
3. Team members also may submit a complaint to the Team Member
Relations Department in writing at 7755 Center Avenue, Suite 300,
Huntington Beach, CA, 92647, or may call the Team Member Relations
Department at 1-714-500-2400.
4. Team members also may call the Team Member Hotline at 1-877-510-
0257 or may submit a complaint online by going to
www.bjsteammemberhotline.com at any time, day or night. These
submissions may be made anonymously.
5. Retaliation against a team member who has made a reasonable, good faith
complaint, or has cooperated with an investigation of such complaint, is
strictly prohibited as set forth in the Retaliation policy.
Appearance and Dress Code Standards
It is important that your appearance reflects the high level of professionalism
that our Company expects of all team members. You should take pride in
your appearance and in your personal hygiene. Each team member is
expected to report for work looking sharp,
professional and clean.
Your managers will provide you with current attire and appearance standards
that apply to the position for which you were hired. However, the Company
does have some standard guidelines that all team members are asked to
comply with when working to ensure a high level of safety and
professionalism.
Jewelry/Piercings/Tattoos
• Jewelry: Dining room team members may wear one necklace inside your
shirt, one bracelet and one ring on each hand. Holiday pins, earrings, and
Confidential and Proprietary 15
January 2012

necklaces will be allowed with your manager’s approval. For safety reasons,
kitchen team members may not wear any jewelry other than a wedding ring.
• Watches: One watch may be worn. Fabric watchbands must be clean.
• Body piercings/Tattoos: No visible body piercings or tattoos are allowed
including but not limited to nose rings, eyebrow rings, tongue studs and earlobe
spacers. Tattoos must be covered by a long sleeve shirt.
• Band-aids may not be worn to cover jewelry, piercings or tattoos that do
not meet our standards.
Female Appearance Standards
• Hair must be secured in a neat, conservative ponytail or braid if it touches
the shoulders. Wild or messy-looking hair is not permitted. Hair color must
be natural and root growth maintained to match the color/style of your hair.
• Makeup must be natural, not overpowering. Only subtle colors of lipstick
and eye shadow are allowed. No excessive perfume or cologne is permitted.
• Nails must be clean and trimmed, no longer than ¼ inch. Nail polish must
be maintained without chips. Neon colors, black polish, and nail ornaments
are not permitted.
• Earrings may be no larger than a nickel in size. Two small studs totaling a
nickel’s size may be worn.
Male Appearance Standards
• Hair must be cut above the back of your collar, be neat in style and
appropriate for the food service industry. Kitchen team members may have
hair longer than the collar as long as it is in a ponytail and either tucked
underneath a hat or hair net. Hair color must be natural and root growth
maintained to match the color/style of your hair.
• Facial hair must be clean-shaven when you arrive at work. Moustaches
and goatees must (a) be fully grown-in (no stubble), i.e., must be grown
during time off work, (b) consist of a traditional moustache only, neatly
trimmed and not extending below the corner of your mouth, or (c) consist of
a traditional goatee only, Van Dyke style, neatly trimmed, “full” around chin
with no shaved gaps. All other styles of beards are not permitted.
Confidential and Proprietary 16
January 2012

• Sideburns must be conservative. They may not extend past the bottom of
the ear and may not “v-out.”
• Nails must be clean and trimmed at all times without polish.
• No apparent makeup is allowed. No excessive cologne is permitted.
• No earrings are allowed.
When in doubt about something you are going to wear to work, it is
recommended you bring it to work and seek approval from your General
Manager. Management reserves the right to give final approval on a team
member’s appearance while at work. Repeated violations of guidelines may
result in disciplinary action up to and including termination.
If a team member requires an accommodation relating to the appearance
standards for any reason including but not limited to disability, religion, or
gender identity, the team member should notify the Team Member Relations
Department about the requested accommodation.
Arbitration
The Company believes that a prompt and fair resolution of any employmentrelated
dispute is in the best interests of both BJ’s and each team member.
Accordingly, as a condition of, and as consideration for the offer of
employment, team members and BJ’s agree to participate in binding
arbitration of disputes – as provided below and in the binding arbitration
agreement (“Arbitration Agreement”) with each team member – as the
exclusive means of resolving almost all employment disputes.
With the exception of workers’ compensation claims, claims for
unemployment insurance compensation, and claims for injunctive relief,
legal claims of any kind or description arising out of or relating to
employment with the Company or termination from employment with the
Company, including claims for harassment, discrimination, and/or wages
and penalties, shall be subject to the Mutual Arbitration Agreement between
each team member and the Company and exclusively resolved in accordance
with the current arbitration rules of JAMS or the American Arbitration
Association applicable to employment disputes (as set forth in the
Arbitration Agreement), pursuant to the laws of the state in which you work.
The terms governing this policy and the agreement to arbitrate disputes
between the team member and the Company are specifically set forth in the
Arbitration Agreement that must be signed by the team member on the first
day of employment.
Confidential and Proprietary 17
January 2012

THE SUBMISSION TO FINAL AND BINDING ARBITRATION IS AN
EFFECTIVE WAIVER BY THE COMPANY AND THE TEAM MEMBER
OF ANY RIGHT TO A JURY TRIAL AND/OR TO FILE A LAWSUIT OR
OTHER CIVIL ACTION TO RESOLVE EMPLOYMENT DISPUTES.
Attendance and Punctuality
All team members are expected to be regular and punctual in attendance.
Any unexcused tardiness or absences cause problems for your fellow team
members and managers and affect your restaurant’s ability to execute its
functions. Please notify your immediate supervisor as early as possible if
you are unable to work or if you will be late.
Excessive absenteeism or tardiness (unless excused by law) will not be
tolerated. Continuing patterns of absences or tardiness, regardless of the
exact number of days, may warrant disciplinary action, up to and including
termination of employment, in the discretion of the Company. Please
contact your supervisor for specific information regarding call-in procedures
at your restaurant.
Bulletin Boards
Bulletin boards are reserved for the exclusive use of the Company for
posting authorized work-related notices or for notices which must be posted
pursuant to federal, state and local law. From time to time, special notices
and information for team members will be posted by the Company on the
bulletin boards or in team member break areas. Bulletin boards are not to be
used for materials other than described above. Please check the boards and
team member break areas regularly for such notices.
Company’s Right to Team Members’ Work
During your employment you may be asked to “create” and/or participate in
a contest that results in the Company utilizing your “work.” If such an
occurrence should happen, the Company exclusively owns all rights, title
and interest in the creation. This is inclusive of all property and intellectual
property rights therein, including, but not limited to, all trademarks, service
marks, copyrights, patents, recipes, software applications, and processes
(whether tangible or intangible) therein and thereto (“Intellectual Property”)
for the life of the Intellectual Property including all extensions and renewals.
In addition, by accepting employment subject to the terms of this handbook
and any other agreement entered into, you agree to irrevocably and
Confidential and Proprietary 18
January 2012

perpetually assign to the Company all right, title and interest of any kind or
nature (including any and all copyrights therein), throughout the universe, to
the extent the Company does not otherwise own such rights. All such
material may be exploited and otherwise used by the Company, the
Company’s assigns and/or licensees in any manner now known or hereafter
devised, throughout the universe in perpetuity, without restriction of any
kind and without payment, compensation, or any other liability or obligation
whatsoever to team members. You expressly waive all rights, if any,
including all “moral rights” in connection therewith.
Company Property
Company property, including but not limited to documents, electronic
records, office supplies and clothing, may be used only in connection with
Company business.
Company property, including anything in waste containers, may not be
removed from the Company premises without written approval by your
immediate supervisor. A team member who fails to maintain Company
property with care and in good repair or who loses Company property is
subject to disciplinary action.
When a team member leaves or is separated from the Company, the Human
Resources Department or Management will account for and obtain all
property, including Company documents that are in the team member’s
possession. Team members must reimburse the Company for any property
not returned.
The unauthorized possession, use, or duplication of Company keys is
prohibited. Team members must return Company keys upon demand by the
Company and upon separation of employment. If a team member no longer
has use for a key issued to him or her, the team member must return it to
his/her immediate supervisor.
Confidential Information
Team members may not use or disclose Company proprietary or confidential
information for their personal or non-Company purposes. Allowing access
to any proprietary or confidential Company data by anyone without a
legitimate business need to know is prohibited. Any unauthorized disclosure
of confidential team member information, including but not limited to the
disclosure of a team member’s telephone numbers, home addresses, and
email addresses, is prohibited unless required by law. Any disclosure of
Confidential and Proprietary 19
January 2012

proprietary vendor information to anyone who does not have a need to know
is prohibited.
Team members may not answer questions from, or speak on behalf of the
Company to, the press or third parties except when specifically authorized to
do so or unless otherwise permitted by law. Any such requests from the
press or other third parties should be directed to the Executive Vice President
and Chief Financial Officer of the Company at 714-500-2400.
Conflicts of Interest
Situations in which actual or potential conflicts of interest may exist must be
avoided. The Company will attempt to avoid assignments that involve actual
or potential conflicts of interest as well as working relationships involving
relatives or individuals with close personal relationships that could lead to
complaints of favoritism, lack of objectivity, or team member morale and
dissension problems that can result from such relationships. Team members
must timely advise management of any potential conflicts of interest so that
the Company can consider appropriate steps to avoid the potential conflict.
Corporate Identity
BJ’s trademark names or other identifying symbols (including stationery
materials bearing such Company names or symbols) and other intellectual
property may only be used with authorization in connection with official,
authorized company business and may not be used by anyone to imply that
the Company sponsors, endorses or is connected with any business, program,
product, service, club or organization not part of or directly related to the
Company’s business activities.
Company marks, logos, stationery and corporate names must be used
consistently and precisely only for standard, authorized, and commonly
accepted business activity. No Company logo, mark, or corporate name may
be used on any Company material without prior approval in writing.
This applies without exception to all uses of Company logos, marks and
names, including, for example, on stationery (such as letterhead, envelopes,
business cards and note paper), reports, presentations materials, memoranda,
websites, social media sites, blogs, Facebook, Twitter, email messages, fax
cover sheets, articles of clothing, and other items.
Please contact the Marketing Department at the Home Office to obtain
advanced approval to use any Company logos or marks or new or existing
Confidential and Proprietary 20
January 2012

Company names for anything other than authorized standard and commonly
accepted business activities.
The following is not permitted:
• The use of a logo different from those that have already been approved by
the Company.
• The use of Company logos, marks or names in conjunction with logos,
marks, or names of non-Company entities or businesses.
• Alteration of Company logos, marks and names in any manner.
Disciplinary Action
The Company expects the highest quality of work from its team members. If
disciplinary action is necessary, the Company may, at management’s
discretion, issue a verbal warning notice, a written warning notice, a
suspension, a demotion, a termination, or any other means of discipline
deemed appropriate by the Company under the circumstances. The
Company may endeavor, in its discretion, to provide team members with
reasonable opportunity to correct performance deficiencies, depending upon
the circumstances. However, there are no standard or required disciplinary
steps that the Company must follow. Conduct that is deemed inappropriate
may lead to immediate termination without advance notice. Further,
employment with the Company is at the mutual consent of the Company and
the team member, and either party may terminate the “at-will” relationship at
any time, with or without cause or advance notice. The Company’s use of
various disciplinary measures is not meant to imply anything that might
conflict with the “employment at will” status of all Company team members.
Prohibited Conduct
In order to assure orderly operations and provide the best possible work
environment, the Company expects team members to follow rules of conduct
that will protect the interests and safety of all personnel and the Company. It
is not possible to list all the forms of behavior that are considered
unacceptable in the work place, but the following are examples of conduct
that may, in the discretion of the Company, result in disciplinary action, up
to and including immediate termination of employment:
• Any act of discrimination or harassment, including but not limited to telling
sexist, racist or otherwise discriminatory, inappropriate or offensive jokes;
making racial, ethnic, sexist, ageist or otherwise demeaning slurs or
comments; engaging in abusive or disrespectful conduct; posting, displaying
or disseminating pornographic or otherwise offensive materials or e-mails in
Confidential and Proprietary 21
January 2012

the workplace; and viewing offensive or inappropriate films or written
material in the workplace.
• Dishonesty, falsification, alteration, or misrepresentation of information on
Company records including but not limited to on our application for
employment, a request for leave of absence, time records, or other
information or data requested by the Company.
• Violating a confidentiality agreement made with the Company including
but not limited to giving confidential or proprietary Company information to
competitors, other organizations, or to unauthorized Company team
members or others or breaching confidentiality of personnel information.
• Malicious gossip and/or spreading rumors, engaging in behavior designed
to create discord and lack of harmony, interfering with another team member
on the job, or restricting work output or encouraging others to do the same.
• Insubordination or refusing to obey instructions properly issued by your
supervisor pertaining to your work or a special assignment.
• Producing unsatisfactory or careless work, failing to meet the Company’s
production or quality standards, making mistakes due to carelessness or
failure to obtain and follow necessary instructions, or unsatisfactory effort or
performance.
• Engaging in an act of sabotage or violence or causing the destruction or
damage of Company property or the property of fellow team members,
suppliers, or visitors in any manner.
• Threatening, intimidating, or coercing fellow team members on or off the
premises.
• Failing to cooperate during an investigation.
• Acting in a negligent or careless manner which endangers the life or safety
of another person.
• Being intoxicated or under the influence of an unauthorized or illegal
substance or drugs while at work.
• Using, possessing or selling a controlled substance or unlawful drugs in
any quantity while on Company premises with the exception of use or
possession of authorized medications prescribed by physicians which do not
impair work performance or pose a safety risk at work.
Confidential and Proprietary 22
January 2012

• Theft of Company property or the property of fellow team members or
other unauthorized possession or removal of any Company property -
including documents - from the premises without prior permission from
management.
• Unauthorized use of Company equipment or property for personal reasons
or personal profit.
• Using obscene, foul, inappropriate or abusive language or
disorderly/antagonistic conduct toward any co-worker, client, guest or team
member on Company premises.
• Violating the Company’s Electronic Communications Systems or Social
Media Policy including but not limited to misuse of a Company electronic
communication device, including the Internet and Worldwide Web.
• Exhibiting an inappropriate attitude at work.
• Unauthorized use of fire alarms.
• Violation of any other Company rule or policy.
• Any other conduct at work deemed inappropriate by the Company that is
not otherwise protected by law.
Driver Safety and Rules of the Road
The following information applies to anyone who is driving while on the
clock for BJ’s.
• Drivers must comply with all laws including but not limited to: traffic
lights/signs, turning/ merging/ yielding, speed limits, direction of traffic, and
parking.
• Seatbelts must be worn at all times when the vehicle is in operation.
• No driver shall drive a car when his/her ability may be impaired, affected
or influenced by alcohol, illegal drugs, fatigue, injury or prescribed/over-thecounter
medication.
• Drivers must abide by all federal, state and local motor vehicle laws and
ordinances regarding registration, licensing and operation.
Confidential and Proprietary 23
January 2012

• The driver’s vehicle must be maintained in safe driving conditions. A pretrip
inspection should be conducted prior to departing to ensure the safety of
the vehicle.
• Drivers are encouraged to drive vehicles with air bags and ABS brakes.
• Cellular phones, pagers and other communication devices should only be
used when the vehicle is parked.
• Hands free devices for cell phones are required when using cellular
phones.
• Texting or sending email messages is prohibited.
• Drivers are responsible for all Company property.
• Keep the doors locked when not in the vehicle. The Company will not
reimburse drivers for any stolen personal property.
• All tickets and violations are the responsibility of the driver and not BJ’s.
• Be safe at all times. Avoid tailgating and excessive lane changing. Be
aware of changes in weather and how it affects driving. Utilize mirrors and
double-check windows to avoid blind spots.
• In the event you have a flat tire, please utilize flares or reflective triangles
so you are safe when changing the tire.
Safe Food Handling Procedures for Drivers
Drivers must practice the same food safety practices that are required of all
team members in the restaurant. These include, but are not limited to:
• Keep hot and cold foods separate. In addition, carefully pack food to
reduce the possibility of spillage and/or cross contamination.
• Keep food out of the temperature danger zone of 41-141 degrees. Utilize
thermometers to perform a quality check of temperature.
• Utilize food handler gloves when touching all food to avoid cross
contamination. Disregard gloves after a single use.
• Keep food out of direct sunlight and try to pack it inside a vehicle rather
than in the back of a truck.
Confidential and Proprietary 24
January 2012

• At the end of the shift and prior to using again, make sure all coolers and
equipment are clean and sanitized.
Vehicle Inspection
Every 30 days your manager will complete a vehicle safety check. This
includes but is not limited to checking that lights, wipers, tire conditions and
pressure, fluids, belts and brakes appear to be in safe condition. The driver’s
registration, insurance and driver’s license must always be current and with
the driver. If anything in the inspection is found in need of repair the team
member has 10 days to take corrective action. Any team member not willing
to have his/her vehicle inspected is not allowed to drive that vehicle for
delivery.
Pre-shift self inspections by team members and/or managers before each
shift are encouraged for the safety of team members.
Insurance Renewals
Drivers agree as a condition of employment to maintain valid auto insurance
on their vehicle with liability limits that meet state and Company standards.
The policy expiration date is recorded and, one week prior to expiration, the
driver will be contacted so that he/she can provide proof of continued
insurance. Proof of insurance may be a copy of the declaration page of the
new policy or similar documentation showing the insurance company name,
the new expiration date, and the liability limits of insurance on the vehicle.
Failure to provide evidence of new insurance on or before the expiration date
will disqualify a driver from further work until the insurance can be verified.
Driving Records
Normally, Driver Motor Vehicle Reports (MVR’s) are updated and
evaluated every six months as part of the Company’s insurance review.
Exceptions include drivers with clean records (annual checks) and those on
probation (8+MVR Marks), whose MVR’s are obtained every 90 days at the
driver’s expense. Where available, the Company will subscribe to state
services that provide continuous notification of drivers’ citations and
accidents via fax or email.
Accident Investigations
All accidents will be investigated using an Accident Investigation Report
Form to document the investigation results. Each accident will be ruled
Confidential and Proprietary 25
January 2012

either “preventable or non-preventable” according to the guidelines outlined
in the Company’s safety manual. Drivers have ten (10) business days to
appeal a determination that an accident was “preventable.” If appealed, the
Accident Review Committee (see Safety Manual) will review the file and
issue its final determination within thirty (30) days. The committee consists
of a previously designated driver, manager from the Region and the
Company’s HR representative who will chair the committee. The decision of
the committee is final. If an accident is determined to be preventable, the
appropriate corrective action will be determined at the discretion of the Area
Vice President/Director of Operations.
Preventable versus Non-Preventable
Preventable: An accident in which the driver in question failed to do
everything he/she could possibly do to prevent the accident. It is an accident
involving Company business that resulted in property damage and/or
personal injury, regardless of who was injured, what property was damaged,
to what extent, or where it occurred. Any accident ruled preventable will
result in disciplinary action up to and including termination at the
Company’s discretion.
Non-Preventable: An accident in which the driver did everything possible to
prevent the accident. Any accident ruled non-preventable will be placed in
the team member’s file. Two or more non-preventable accidents within a
consecutive 12-month period may result in termination in the discretion of
the Company.
Drug and Alcohol Free Workplace
Use of alcohol, illegal drugs or controlled substances, whether on or off the
job, can adversely affect a team member’s work performance, efficiency,
safety and health and therefore seriously impair the team member’s value to
the Company. Furthermore, the use or possession of these substances on the
job constitutes a potential danger to the welfare and safety of other team
members and exposes the Company to the risks of property loss or damage
or injury to other persons.
The following are strictly prohibited by the Company either on the Company
property or during the workday (including meal and rest periods):
• Possessing, using, selling, distributing or being under the influence of
alcohol or an illegal or controlled substance while on the job or on Company
premises.
Confidential and Proprietary 26
January 2012

• Driving a Company vehicle while under the influence of alcohol or an
illegal or controlled substance.
• Distribution, sale or offer to sell or purchase an illegal or controlled
substance while on the job or on Company premises.
In order to enforce this policy, the Company reserves the right to conduct
searches of Company property or team members and/or their personal
property and to implement other measures necessary to deter and detect
abuse of this policy.
The use of prescription drugs and/or over-the-counter drugs may also affect
a team member’s job performance and seriously impair the team member’s
value to the Company. Any team member who is using prescription or overthe-counter
drugs which may impair his or her ability to safely perform the
job or may affect the safety or well-being of others must notify a restaurant
manager of such use immediately before starting or resuming work.
Drug Testing
Where permitted by applicable law, the Company may require drug/alcohol
testing when the Company reasonably suspects that a team member
possesses or is under the influence of drugs and/or alcohol at work.
Reasonable suspicion includes, but is not limited to, the following (1) any
accident which results in bodily injury or significant property damage, (2)
reduced ability to perform work in a safe and productive manner due to
aberrant behavior, slurred speech, or difficulty maintaining balance, (3) any
detectable level of alcohol or controlled substances/illegal drugs in his/her
possession, or (4) possession of drug paraphernalia in the workplace.
Violation of or failure to fully cooperate with this policy may result in
disciplinary action up to and including termination.
Electronic Communications Systems
Electronic information systems are essential to the Company’s efficient and
effective operations. The Company’s information systems, including but not
limited to, computers of all types, servers, telephones, PDAs (Blackberries,
iPhones, etc.), voicemail, text, e-mail, faxes, POSI system, Hot Schedules
system, intranet (i.e., “The Same Page”), video imaging and access to the
Internet and World Wide Web (collectively, “Electronic Communications
Systems” or “ECS”) are provided by the Company for use only in the pursuit
of the Company’s business. In addition, all software that has been installed
on Company computers and data collected, accessed, downloaded and/or
created on Company computers are the exclusive property of the Company
Confidential and Proprietary 27
January 2012

and may not be copied or transmitted to any unauthorized outside party or
used for any purpose not directly related to the business of the Company.
No Expectation of Privacy When Using Company ECS
Team members should expect that all information, communications and data
that are created, transmitted, downloaded, accessed, received or stored on the
Company’s ECS are not private and confidential and may be accessed by the
Company at any time without prior notice. Team members should have no
expectation of privacy or confidentiality in such messages or information
stored on the Company’s ECS (whether or not such messages, information,
or attachments are password-protected or relate to Company or personal
use). Team member usage of ECS may be reviewed and/or monitored.
Team members should understand that deleted information, communications
and data are not necessarily removed from the system and may also be
accessed and reviewed. For example, the Company may, in its sole
discretion, access, record, or disclose any voicemail, email or text message
left on Company ECS.
Use of ECS
The Company’s ECS is provided for work-related use. Only Companyrelated
business files and data should be stored on the Company’s ECS. Do
not load personal files in or on the Company’s ECS without the prior
authorization of the Company’s Chief Information Officer.
Team members must remember that the equipment, services and other
resources provided by the Company are Company property and their purpose
is to facilitate and support company business. All equipment, services and
resources must be used in a professional, ethical and lawful manner and must
not be used to negatively interfere with team member
job performance.
The Company’s Code of Conduct, anti-harassment, non-discrimination and
solicitation policies all extend to the use of ECS. Team members must not,
for example, use sexually-suggestive or racially derogatory or discriminatory
screen savers, download or disseminate pornographic materials, or
transmit/receive e-mail messages that contain offensive or objectionable
material. Sharing inappropriate, offensive, or explicit material over the
Internet or sending such material via e-mail will not be tolerated. If any such
material is received by a team member, it should be immediately deleted
from the respective ECS platform, and the sender should be notified that
such material is prohibited at the Company. If such material continues to be
Confidential and Proprietary 28
January 2012

eceived, the team member should notify his/her manager and the Director of
Team Member Relations.
• The use of any of the Company’s ECS that is not directly for the benefit of
the Company, such as for commercial, personal religious or political
agendas, is prohibited. The Company recognizes that team members may
occasionally use ECS for personal use. Nonetheless, all uses of ECS,
whether business or personal, are subject to and must be strictly in
accordance with this policy and all other Company policies specifically
including, but not limited to, the Company’s policies prohibiting harassment
and discrimination.
• No ECS, including the Internet and World Wide Web, may be used in a
manner that infringes upon or damages the patents, copyrights, trademarks,
licenses or the rights of the Company or others to proprietary, confidential or
trade secret information. This includes the downloading or installation of
software and/or equipment without prior authorization from the Company’s
Chief Information Officer.
• Company ECS may not be used for any purpose that creates an actual,
potential or apparent conflict of interest.
• Company ECS may not be used in a manner that is disruptive to others,
offensive to others, or harmful to morale. Company ECS cannot be used for
knowingly accessing, transmitting, retrieving, or storing any message,
image, or communication that is illegal or contrary to the Company policy or
business interest, discriminatory, harassing, an invasion of privacy,
derogatory, sexually explicit, obscene, pornographic, defamatory,
threatening, virus propagating, damaging to the Company’s confidential or
trade secrets and damaging to the reputation of the Company, its team
members or guests.
• Team members may not use other team members’ log-ins or passwords.
• Under no circumstances are team members allowed to keep copies of
proprietary information, data or programs when they leave the Company.
Team members may not duplicate software programs or keep any backup
copies of work done for the Company when they leave the Company.
• Team members may not monitor or intercept the files or electronic
communications of other team members or third parties without proper
authorization. All proposed monitoring or interception of any team member
ECS communications can only be authorized by the Company’s Chief
Executive Officer.
Confidential and Proprietary 29
January 2012

• Company property such as cellular telephones, office telephones, modems,
pagers, PDAs, and beepers are not to be used for illegal or unauthorized
activities.
• Team members are prohibited from downloading, copying and/or sending
Company files, information, and programs to any unauthorized destination,
including to the team member’s own computer.
Use of Social Media and Networking Sites
Except where a team member’s position requires it, team members must not
use social media and networking sites during working hours or on the
Company’s ECS. At all times, team members must avoid disclosing or
commenting on any “insider information” relative to the Company’s sales,
earnings, growth plans, costs and expenses, and any other information that
may be considered “insider information” pursuant to the federal and state
securities laws. Team members also must not disclose any information that
is or may be confidential, proprietary and/or trade secret information to the
Company or to any other party that has disclosed information to the
Company. Please refer to the full discussion of this topic in our Code of
Ethics, Integrity and Conduct which is posted on our website and with which
team members are obligated to comply.
The Company reserves the right to, and does, block any website and email
address that it deems inappropriate or non-work related. The Company may
block access to any or all of the Internet at any time. The decision to block
access to any website or e-mail address will be made by the Company’s
Chief Restaurant Operations Officer for its restaurant operations and by the
Company’s Chief Executive Officer for all brewery and home office
operations.
Team members’ blogs and personal social network profiles are individual
expressions and not Company communications. BJ’s encourages team
members who participate in online forums or social media communities such
as, but not limited to, Facebook, YouTube and Twitter, whether at work or
on their own time, to refrain from making comments that could portray BJ’s
in a negative manner. Remember that your audience includes present and
future BJ’s guests and other BJ’s team members. Take responsibility for
what you write, and exercise good judgment and common sense. Team
members are personally responsible for their own statements and posts
including those that could be considered unlawful disclosures of insider,
proprietary and/or confidential information or defamatory statements.
Confidential and Proprietary 30
January 2012

If you post anything related to the Company or use Company time or
resources to post such communications, you must include a disclaimer that
the post(s) is/are your own opinion(s) and are not necessarily the opinions of
the Company and/or its team members.
Abuse of ECS
Any team member who, in the judgment of the Company, abuses the
privilege of their access to Company ECS in violation of this policy will be
subject to disciplinary action, up to and including termination. Team
members who damage the Company’s computer system through its
unauthorized use may additionally be liable for the costs resulting from such
damage. Team members who misappropriate copyrighted, trademarked or
confidential or proprietary information, or who distribute harassing and/or
inappropriate messages or information, may additionally be subject to
criminal prosecution and/or substantial civil money damages.
Employment Classifications
The Company classifies its team members in accordance with applicable
federal and state law. If you have any questions about your employment
classification or status, or whether you are entitled to certain benefits, please
contact the Benefits Department.
Team members at the Company are classified as follows:
• Non-exempt team members: Paid on an hourly basis and entitled to
overtime pay as required by federal and state laws.
• Exempt (salaried) team members: Ineligible for overtime pay as provided
by federal and state laws.
• Full-time team members: Regularly scheduled to work at least 32 hours
per week.
• Part-time team members: Regularly scheduled to work less than 32 hours
per week.
• Temporary team members: Hired on a sporadic basis as needs arise. They
may be either full or part-time. Temporary team members usually are not
eligible for benefits and should have no expectation of receiving benefits.
Confidential and Proprietary 31
January 2012

Employment of Relatives
The Company hires and promotes based on the relative qualifications and
merit for every job opening. Relatives of team members may be hired and
permitted to work at the same restaurant provided that no direct reporting,
reviewing or other auditing relationship exists, and no other apparent or
actual conflict of interest exists. For the purpose of this policy, a relative
includes parents, grandparents, cousins, aunts/uncles, spouse, domestic
partner, children, in-laws, and siblings. The Chief Restaurant Operations
Officer will approve the employment of relatives within the same restaurant.
The Company expects its team members to act as professionals and to
remember their individual commitment to the Company. Team members
must make management aware of their family relationships in the workplace
prior to their hiring. Failure to comply may result in disciplinary action.
Transfers may be required to avoid the placement of relatives in a direct
reporting relationship.
Employment References and Requests for Team Member Information
If someone from outside the Company calls to obtain information about your
employment with BJ’s, it is our normal practice to provide no more than the
following information on current and former team members:
• Name
• Position
• Dates of Employment
• Salary Verification
All other requests for a reference or letters of recommendation must be
authorized through the Team Member Relations Department. The Company
reserves the right to deviate from this normal practice in its discretion in
accordance with law.
Give-A-Slice Program
At BJ’s, the act of compassionate giving influences every aspect of our
Company’s culture. Caring about those in the communities we serve is only
one aspect of this compassion. Caring for the BJ’s family of team members
and loved ones is another. The Give-A-Slice program was created in order to
help your fellow co-workers and their families in their times of need.
Confidential and Proprietary 32
January 2012

If you would like to “Give-A-Slice,” all it takes is as little as a dollar per
paycheck. Every dollar raised will go directly to help our family at BJ’s.
Please contact your General Manager or the Benefits Department for
additional information on the Give-A-Slice program, including how to
contribute and how to submit an application to receive assistance in a time of
need.
Health and Welfare Plans
The Company provides certain health and welfare benefit coverage to
eligible team members. For specific information about the coverage and
eligibility requirements, contact your General Manager or the Benefits
Department.
Holidays
The restaurants are currently closed for business on Thanksgiving Day and
Christmas Day.
Hours Worked and Overtime
Non-exempt team members must correctly record all hours worked. You
must be ready to work at your scheduled start time and must clock in
immediately prior to starting work. You must clock out for any meal breaks
and immediately after you complete your shift. You must be “on the clock”
any time that you are performing job duties. It is unacceptable to work “off
the clock.” Failing to record all hours worked, falsifying hours worked, or
recording time for another team member is prohibited and will lead to
disciplinary action up to and including termination.
If you forget to clock in or out, your manager can adjust the time for you. If
a manager adjusts your time records for any reason, you will be required to
review and either approve or deny any adjustment. Ensure that you review
any time adjustments for accuracy. Do not approve a time adjustment if it is
not correct.
If any manager directs you not to record all hours worked or adjusts your
hours to reflect fewer hours that those actually worked, or if you believe you
have not been accurately paid for all hours worked, you should immediately
report this to your General Manager or Director of Operations/Area Vice
President. If the issue is not resolved, you should call the Team Member
Relations Department, call the Team Member Hotline at 1-877-510-0257, or
Confidential and Proprietary 33
January 2012

submit a complaint online by going to www.bjsteammemberhotline.com at
any time, day or night.
Occasionally, due to business needs, a team member may be directed to
work overtime. All non-exempt team members (team members who are paid
by the hour) will be compensated in accordance with applicable federal and
state laws when they work overtime. Overtime must be approved by the
team member’s immediate supervisor in advance of the overtime work being
performed. Repeated failure to seek advance approval may lead to
disciplinary action. That said, any overtime worked must be recorded and
will be compensated in accordance with applicable law. Medical leaves,
vacation, holidays not worked, jury duty and other leaves of absence taken
by a team member are not considered time worked for purposes of
computing overtime. Overtime hours will not be counted for purposes of
accruing hours under any Company benefit plan unless the benefit plan
specifically provides for such coverage.
Immigration Law Compliance
As required by law, the Company must verify each new team member’s
identity and legal authority to work in the United States. All offers of
employment are conditioned upon the receipt of satisfactory evidence of a
team member’s identity and legal authority to work in the United States.
You are required to fully complete a Form I-9 on your first day of
employment.
Job Duties
The Company reserves the right, at any time, with or without notice, to alter
or change job responsibilities, reassign or transfer job positions, or assign
additional job responsibilities. In addition to your regularly assigned job
responsibilities, you may be asked to work on special projects or assist with
other work important to the operation of your restaurant or the Company. In
addition, from time to time, the Company may request that team members
work additional or different hours than those previously scheduled. Your
cooperation and assistance in performing additional work is expected.
Failure or refusal to work on special projects or additional hours when
requested by the Company may result in disciplinary action up to and
including termination.
Leaves of Absence
BJ’s takes its obligations under the Family and Medical Leave Act and all
applicable federal and state leave laws very seriously. The Company will
Confidential and Proprietary 34
January 2012

grant leaves of absence to eligible team members as required by applicable
federal, state, or local law or otherwise in the Company’s discretion. It is
important to request any leave in writing as far in advance as possible, to
keep in touch with your General Manager and the Team Member Relations
Department during your leave, and to give prompt notice if there is any
change in your return date.
Below and in the State-Specific Leave Addendum found later in this
handbook you will find specific information about leaves of absence
available to eligible team members. The Team Member Relations
Department has additional information regarding the policies and procedures
for each type of leave as well as information about federal, state and local
legal requirements relating to notice and certification, any available
compensation during leave, benefits during leave, and reinstatement
following leave. Vacation and other benefits will not accrue while you are
on a leave of absence.
Team members may not obtain other employment or apply for
unemployment insurance while on a leave of absence. Acceptance of other
employment, without notice and authorization, while on leave may be treated
as a voluntary resignation from employment at the Company.
Personal Leaves of Absence
A personal leave of absence without pay may be granted at the discretion of
the Company. Request for personal leave generally should be limited to
unusual circumstances requiring an absence of longer than 2 weeks.
Where a leave of absence (either extended or intermittent) is a reasonable
accommodation of a disability or medical condition, BJ’s will make such an
accommodation in accordance with applicable state and federal disability
discrimination laws.
Family and Medical Leave
Eligibility
To be eligible for unpaid Family/Medical Leave under the Family and
Medical Leave Act and comparable state law, a team member must: (1) have
completed at least 12 months of service with the Company, (2) have worked
at least 1,250 hours during the 12 months before the leave is to begin, and
(3) work at a location with at least 50 team members within 75 miles of the
team member’s worksite. Hours worked means actual hours worked and
does not include paid or unpaid time off. The 12-month period is measured
Confidential and Proprietary 35
January 2012

ackward on a rolling 12-month basis from the date the team member uses
any Family/Medical leave.
Reasons for Leave
If eligible, a team member may request a Family/Medical Leave of up to 12
weeks during a rolling 12-month period for any of the following reasons: (1)
the birth of the team member’s child; (2) the placement of a child with the
team member for adoption or foster care; (3) to care for the team member’s
spouse, child, parent, or registered domestic partner with a serious health
condition; (4) because of the team member’s own serious health condition
which makes the team member unable to perform one or more of the
essential functions of his/her job; (5) to care for an injured or ill service
member undergoing treatment or recuperating from a serious illness/injury
sustained while on active duty; or (6) because of a qualifying exigency
arising out of a spouse’s, domestic partner’s, child’s, or parent’s active duty
or notification of an impending call or order to active duty in the Armed
Forces in support of a contingency operation.
An eligible team member who is the spouse, registered domestic partner,
son, daughter, parent, or next of kin of a covered servicemember who is
recovering from a serious injury or illness sustained in the line of duty on
active duty may request up to 26 weeks leave during a single 12-month
period to care for the servicemember.
Notice of Leave
A team member should submit a Request for Family/Medical Leave of
Absence which includes the anticipated date(s) and duration of the requested
leave to his/her General Manager and the Team Member Relations
Department. Team members are required to make reasonable efforts to
schedule a foreseeable leave to avoid disruption of Company operations,
subject to the approval of the appropriate health care provider. The leave
may be taken intermittently or all at once.
Medical Certification
If a leave is requested because of the team member’s or a covered family
member’s serious health condition, the team member must supply
appropriate medical certification supporting the need for leave. The medical
certification must be provided to the Company prior to the commencement
of the leave or within 15 days after it is requested, or as soon as reasonably
possible under the circumstances. Failure to provide requested medical
certification in a timely manner may result in denial of leave until it is
Confidential and Proprietary 36
January 2012

provided. Under certain circumstances, the Company, at its expense, may
require a second and third medical examination of the team member. The
Company also may require medical recertification periodically during the
leave as permitted by law.
Reporting While on Leave
During a Family/Medical Leave, team members may be required to contact
their General Manager periodically to report on their status and intention to
return to work.
Leave Is Unpaid
Family/Medical Leave generally is unpaid leave. However, any accrued,
unused vacation may be used during any otherwise unpaid Family/Medical
Leave. In addition, team members may be eligible for state disability or
workers’ compensation benefits during part of the 12-week leave period,
where applicable. The receipt of disability or workers’ compensation
benefits or the substitution of paid leave for unpaid leave time does not
extend the 12-week Family/Medical Leave period.
Medical and Other Benefits
During an approved Family/Medical Leave, the Company will maintain a
team member’s group health benefits if participating as if the team member
had continued to be actively employed. If vacation pay is substituted for
unpaid Family/Medical Leave, the Company will deduct the team member’s
portion of the health plan premium as a regular payroll deduction. If the
leave is unpaid, a team member must pay his/her portion of the premium
during the leave. Group health care coverage may cease for the remainder of
the leave if the premium payment is not paid within 30 days of the date due.
If the Company elects to pay the missed team member’s premium
contributions, the team member will be required to reimburse the Company
for the delinquent payments.
Returning from Leave
Generally, upon timely return from Family/Medical Leave, team members
will be reinstated to the same position or to an equivalent position with
equivalent pay, benefits, and other employment terms, to the extent required
by law. Any right to reinstatement ceases if a team member fails to return to
work at the end of an approved leave, in accordance with applicable laws.
Confidential and Proprietary 37
January 2012

If leave is taken because of the team member’s own serious health condition,
then the team member may be required to present a fitness-for-duty
certification upon return to work. Team members failing to provide a release
to return to work when required to do so will not be permitted to resume
work until it is provided.
Legal Compliance
This policy will be interpreted and applied in accordance with applicable
federal, state and local laws, and to the extent that this policy may conflict
with those laws and/or amendment thereof, those laws are controlling over
this policy. Further, the Company retains all available rights and defenses
under applicable law, whether or not specifically set forth in this policy.
Workers’ Compensation Disability Leave
The Company will grant a Workers’ Compensation Disability leave to team
members with occupational illnesses or injuries in accordance with State
law. As an alternative, the Company will try to reasonably accommodate
such team members with modified work duties or schedules, in its discretion
if such work or schedules are available.
Military Leave (Active and Reserve Service)
The Company is proud of its team members who serve as members of the
United States Armed Forces and provides Military Leave to the full extent
provided by federal and state law. A summary of Military Leave rights and
obligations provided by the Company is available through the Team Member
Relations Department. Please contact the Team Member Relations
Department with any questions regarding the nature, extent and
circumstances relating to such leaves.
Funeral or Bereavement Leave
If a death occurs in your family, the Company provides unpaid time off to
eligible team members to deal with the loss of your loved one. It is your
responsibility to immediately notify your General Manager and/or other
restaurant managers to cover your shifts.
The deceased must be a spouse, same-sex domestic partner, child, stepchild,
grandchild, parent, parent-in-law, grandparent, or sibling of the team
member. If a team member was especially close to or had responsibility for
a relative other than these, bereavement leave may be granted at the
Confidential and Proprietary 38
January 2012

discretion of the Area Vice President or Director of Operations, depending
upon work needs.
Jury Duty Leave
In accordance with applicable state laws, team members may be eligible for
unpaid leave time to serve as jurors or attend court for prospective jury
service. Team members must submit a copy of the jury subpoena or other
verification from the court as soon as possible after receipt, but in no case
less than seven working days prior to the date of the required appearance
pursuant to the subpoena or notice (except where applicable law allows for
lesser notice). Additionally, team members must furnish documentation in
the form of a court or administrative certificate of attendance at jury duty
upon returning to work from jury duty leave. Team members who are
empanelled on a jury and require extended time for jury duty leave must
contact the Team Member Relations Department to discuss the requested
leave. Jury duty will be unpaid unless otherwise required by applicable state
or local law. Upon written request to the Team Member Relations
Department, team members may take accrued, unused vacation time during
this leave.
Witness Leave
In accordance with applicable state laws, team members may be eligible for
unpaid leave time to respond to subpoenas and/or otherwise to appear or
testify as witnesses in a civil, criminal, legislative, or administrative
proceeding. Team members must submit a copy of the subpoena or other
verification from the court or administrative agency as soon as possible after
receipt, but in no case less than seven working days prior to the date of the
required appearance pursuant to the subpoena or notice (except where
emergency circumstances or applicable law allow for lesser notice).
Additionally, team members must furnish documentation in the form of a
court or administrative certificate of appearance as a witness upon returning
to work from witness leave. Witness leave will be unpaid unless otherwise
required by applicable state or local law. Upon written request to the Team
Member Relations Department, team members may take accrued, unused
vacation time during this leave.
Liquor Liability
BJ’s recognizes that the serving of alcohol is a privilege granted to it by the
community in which it operates, and with this privilege comes the
responsibility to take positive steps to prevent over-consumption and the risk
associated with driving under the influence.
Confidential and Proprietary 39
January 2012

No manager or team member shall serve alcohol to a person who is (1) a
minor, (2) visibly intoxicated, (3) known to be a habitual drunkard, or
(4) without proper identification or verification of age.
It is the responsibility of every team member involved with the serving of
alcoholic beverages to be familiar with the signs of intoxication and the
Company’s Liquor Liability Policies. Violations of this policy are grounds
for disciplinary action up to and including immediate termination.
Meal Discounts
Team Member Meals While on Duty
• Always check with a manager prior to ordering food.
• All non-tipped team members receive one free meal per shift from the team
member menu.
• All such meals should be eaten in an area designated for breaks and/or a
dining area designated by the restaurant managers.
• Tipped team members receive a 50% discount on meals ordered from the
team member menu.
Discounts When Not Working
We want you to take advantage of eating at our restaurants when you are not
working. Therefore, the following discount is provided as a benefit:
• 25% discount for food and non-alcoholic beverages for you and up to 3
guests.
• Please provide a copy of your paycheck stub to receive your benefit.
• Please tip at least 15% of the total bill prior to the discount.
• Restaurant team members are not allowed to sit at the bar top, on or off the
clock, at their home restaurant or at any other location.
Meal and Rest Periods
BJ’s provides team members with periodic meal and rest periods during
designated working hours in compliance with applicable federal, state and
Confidential and Proprietary 40
January 2012

local laws. In accordance with applicable law, managers will schedule meal
and rest periods for team members who are entitled to take them within the
timeframe required by law. Team members will not be asked to perform and
should not perform any work during scheduled meal and rest periods.
Where provided, meal periods will be off the clock, uninterrupted and dutyfree,
and at least 30 minutes in length. Where provided, rest periods will be
on the clock, at least 10 consecutive minutes in length, in the middle of each
work period to the extent practicable, and uninterrupted and duty-free. Rest
periods will not be combined with a meal period except where permitted by
law. Team members are expected to be prompt when returning to their work
locations after meal and rest periods. Tardiness when returning from meal
and rest periods may lead to disciplinary action up to and including
termination.
If a team member believes that the Company is not providing meal or rest
periods where required by law or that he/she is being prevented from taking
meal and rest periods, it is the team member’s obligation to promptly notify
Restaurant Management and/or the Team Member Relations Department so
that the matter can be investigated and resolved. The team member may also
submit a complaint via the Team Member Hotline at 1-877-510-0257 or
online by going to www.bjsteammemberhotline.com at any time, day or
night.
Non-Fraternization
The Company desires to avoid misunderstandings, complaints of favoritism,
possible claims of sexual harassment and team member morale and
dissension problems that may result from any co-worker romantic or
personal relationships, whether between managers, team members and
managers, or a non-manager and team member. Accordingly, all team
members, including restaurant managers and supervisors, are prohibited
from fraternizing or becoming romantically involved with each other
whenever a direct reporting relationship exists. The above parties (whether
the relationship is between manager and manager, or manager and
subordinate team member) must notify their immediate supervisor or the
Team Member Relations Department of the relationship upon its inception.
Team members who fraternize or become romantically involved with other
team members are strictly reminded that the relationship must remain off
Company premises and that they are to comply with the Company’s antiharassment
policy. Failure to comply with this non-fraternization policy
may result in disciplinary action up to and including termination.
Confidential and Proprietary 41
January 2012

Payday
Payday is every other Tuesday. The period of time for which you are paid is
the previous two Wednesday through Tuesday periods. Therefore, there is a
seven day lag period between the last day of the pay period and payday.
Team members can elect to have their pay directly deposited into their
personal savings or checking account.
Federal and state tax withholdings, social security tax, disability insurance
and any other legally required or personally authorized deductions are
withheld from your check in accordance with federal and state law. If you
have any questions regarding your paycheck or the deductions withheld from
it, please see your manager or contact the Payroll Department. In addition, if
you ever need to make changes to your deductions, please fill out a new
Form W-4 and turn it into the Payroll Department. It is your responsibility
to inform your manager promptly of any changes in address, telephone
number, marital status, dependants, beneficiaries, or banking information.
Managers are not allowed to cash paychecks for any team members at the
restaurant.
Payroll Records
The pay of non-exempt team members is calculated from the time you begin
working until the time you stop working each day. When you receive your
paycheck or wage statement, please review the hours, rate(s), wages and
deductions to confirm they are accurate. If you believe that you have not
been compensated properly and/or that an error occurred on your paycheck,
it is your obligation to notify your General Manager, the Payroll Department,
and/or the Team Member Relations Department as soon as possible.
Otherwise, the Company will assume that you have been properly
compensated.
Performance Evaluations
At BJ’s we strive to help our team members develop their skill levels. Your
manager may informally and formally evaluate your performance on a
regular basis. If you have any questions or concerns about your performance
or a certain part of your job, ask a manager to meet with you. The
management team is there to support your success and wants you to perform
at your highest level.
Confidential and Proprietary 42
January 2012

Personal Belongings
Please avoid bringing valuables to work. If that is not possible, bring a lock
to secure your belongings in the lockers (if available). All lockers must be
emptied and locks removed at the end of each shift. The Company is not
responsible for any loss, theft or damage of a team member’s personal
property. In addition, the Company reserves the right to inspect all contents
of offices, lockers, desks, backpacks, purses, etc. and any other areas where
team member belongings are located throughout the restaurant. Please
understand that team members should have no expectation of privacy in
these areas subject to search.
Personal Hygiene
Due to the nature of our business, personal hygiene is integral to our success
and an important part of our personal responsibility. People are the most
dangerous threat to food safety and sanitation. In addition to the specifics in
the dress and appearance guidelines for your specific job duties, please
incorporate the following best practices as well:
Hair
• Hair should be washed and well groomed. Oily, dirty hair attracts bacteria
and dandruff that could fall into the food.
• Any hair that touches the shoulders must be restrained.
• Team members who work in the kitchen must wear hats at all times.
Bathing
• You should bathe daily or more often if the job requires it. Body odor is
offensive to both guests and co-workers, and the skin is a prime breeding
ground for bacteria.
• Do not use an excessive amount of cologne or perfume as it can distract
from the aroma of our food and can be offensive to both guests and coworkers.
Hand Washing
• The most important aspect of personal cleanliness is frequent and thorough
hand washing. Dirty hands can transmit contaminants to food.
Confidential and Proprietary 43
January 2012

• Hand washing should follow any activity that offers even a remote
possibility that the hands may have picked up contaminants including:
• Using the restrooms.
• Touching areas of the body such as ears, mouth, nose or hair.
• Touching unclean equipment or work areas.
• Handling raw food, particularly meat and poultry.
• Handling money.
• Using any tobacco products.
• Cleaning and scraping dishes and utensils.
• Eating.
• At the beginning and end of each job function.
Fingernails
• Fingernails should be trimmed, clean, and well groomed.
• No kitchen team members or team members preparing food may wear nail
polish.
Cuts and Abrasions
• All wounds and open sores must be antiseptically bandaged, and the
bandage must be covered with a waterproof protector.
Personnel Records
The information in your personnel file is very important. Make sure the
information is current at all times by informing your manager of any changes
to your personal information.
As a team member of the Company, you may inspect your personnel file in
the presence of a Company representative at an agreed-upon time in
accordance with applicable law. Requests to inspect your personnel file
should be directed to the Team Member Relations Department and will be
facilitated within a reasonable time as required by law. No copies of any
Confidential and Proprietary 44
January 2012

documents may be made from your file, with the exception of documents
that you have previously signed. You may add your versions of any disputed
matter to the file.
In order to protect your privacy, every effort will be taken to restrict the
access of personnel files to authorized individuals of the Company.
Disclosure of personal information to any persons from outside the Company
must be authorized by the Human Resource Department and will be on a
limited basis. However, we will cooperate with subpoenas and requests
from authorized law enforcement and federal, state or local agencies
conducting investigations.
Recognition Program
BJ’s offers a comprehensive recognition program for team members working
in our restaurants, brewery operations, and Home Office. Because BJ’s is a
high-performance company, most of our current recognition programs have
been established to reward outstanding performance. In addition, BJ’s also
recognizes team member years of service (tenure) as an integral component
of our recognition program.
All team members are eligible to participate in the service and recognition
program and are encouraged to contact their immediate supervisor for
additional information. The Human Resources Department and Restaurant
Management administer this program and the distribution of service and
recognition awards.
The existence of this program, or receipt of any service or recognition award
or pin, does not and cannot imply a promise of continued employment and
does not affect the at-will status of any team member.
Reduction in Workforce
Due to the nature of our business, the business needs of the Company will be
assessed regularly. Based on these needs the Company may require a
reduction in workforce. In the event that the Company believes that such a
reduction is appropriate, it reserves the right to make its selection of
personnel based upon any lawful basis, subject to its discretion.
Release and Waiver of Liability
The Company sometimes sponsors activities and events for our team
members that do not require your attendance. It is your option whether or
not to attend. This policy confirms that if you elect to attend and are injured
Confidential and Proprietary 45
January 2012

or are involved in an accident at one of these events, you agree that you are
solely responsible for any injuries and damages. Because your attendance is
voluntary, BJ’s is not liable for injuries, damages, and any resulting claims.
Safety
The health and safety of team members, guests, and Company partners on
Company property is of critical concern to BJ’s. We must attain the highest
possible level of safety in all activities and operations in order to comply
with all health and safety laws applicable to our business.
The Company must rely upon our team members to ensure that work areas
are kept safe and free of hazardous conditions. Team members should be
conscientious about workplace safety, including proper operating methods
and known dangerous conditions or hazards. Team members should report
any unsafe conditions or potential hazards to a supervisor immediately.
Any work place injury, accident, or illness must be reported to your
supervisor as soon as possible, regardless of the severity of the injury or
accident. If medical attention is required immediately, supervisors will assist
team members in their medical care, after which the details of the injury or
accident must be reported to the Risk Management department by your
supervisor.
Security
The security of all team members is very important to our Company. BJ’s
strives to make all team members aware of potential safety and security
issues. It is very important that we are all aware of our surroundings in order
to protect each other at all times from a potentially bad situation. Please take
the following steps to enhance your security
• Be alert at all times when walking to and from your restaurant.
• Always take your apron off prior to leaving the restaurant.
• Both males and females should always leave the restaurant in pairs when
leaving during non-business hours.
• Always be aware of who is in the restaurant late at night, as well as during
non-business hours.
• Immediately notify a manager or security (if applicable) any time you are
suspicious about anyone or anything on the premises.
Confidential and Proprietary 46
January 2012

Smoking
BJ’s is a smoke-free working environment. Smoking is not permitted on
Company property or when working.
Solicitation/Distribution of Literature
Keep in mind that we are here only for Company business, and approaching
fellow team members in the work place regarding activities, organizations or
causes (regardless of how worthwhile, important, or benevolent) can create
unnecessary apprehension and pressure on fellow team members. All team
members should refrain from such inappropriate and unnecessary conduct,
unless specifically authorized by law. All team members are expected to
strictly comply with the following Company rules:
• No team member shall solicit or promote support for any cause or
organization during his or her working time or during the working time of
the team member or team members at whom such activity or solicitation is
directed.
• No team member shall distribute or circulate any written or printed
material in work areas at any time.
• Under no circumstances will non-team members be permitted to solicit or
to distribute written material for any purpose on Company property.
• Exceptions to this policy can be approved in advance by the Company’s
Chief Executive or Financial Officers.
Standards of Business Conduct/Code of Integrity, Ethics and Conduct
Every team member must be familiar with and comply with the policies set
forth in BJ’s Code of Integrity, Ethics and Conduct which you can request
from a restaurant manager or find on the Company’s website at
www.bjsrestaurants.com in the “Investor” section. Among the important
aspects of the Code are the following:
• Every team member must comply with all applicable laws when acting on
behalf of the Company.
• Every team member must report any known or suspected criminal activity
or violation of the law involving either the Company or any team member
acting on behalf of the Company.
Confidential and Proprietary 47
January 2012

• Reports of alleged violations may be made to the Company Team Member
Hotline at 1-877-510-0257, which is available at all times, including during
non-business hours, or to the Team Member Relations Department. You
may also submit a complaint online at www.bjsteammemberhotline.com.
Team Member Assistance Program
Team member assistance for personal problems is available 24 hours a day,
7 days a week, every day of the year. This benefit is administered through
the CIGNA Life Assistance program and can be reached by calling 1-800-
538-3543 or at www.cignabehavioral.com/cgi. Please contact the Benefits
Department for additional information regarding this valuable benefit.
Tip Reporting
Every tipped team member is responsible for claiming the entire amount of
tips received during each shift. This is a requirement of the Internal Revenue
Service (“IRS”). BJ’s participates in the TRAC (Tip Reporting Alternative
Commitment) program in conjunction with the IRS. What this means is that
the restaurant agrees to assume greater responsibility for getting team
members to report their tips. In return, the IRS will not bill the restaurant for
FICA taxes on allegedly unreported tips unless it has first audited the team
members. That means that the restaurant and the IRS are in partnership to get
you to report 100% of your tips and pay taxes on them.
Tipped team members must understand their responsibilities regarding tips
and must comply with the following:
Understand that 100% of your tips are taxable.
All tips are income that you owe taxes on. This includes cash tips, charge
tips and any tips you get from other team members, minus what you “tip
out” to others. Thus, you must declare 100% of your tips. You need to
declare the combination of cash and credit card tips and subtract the tips that
you “tip out” to other positions.
The IRS requires you to report 100% of your tips.
If your tips total more than $20 a month, the law requires that you report all
tips each shift. At the end of each shift the computer will prompt you to
report the amount of cash tips you made after “tipping out” and/or how much
tips you received from another team member. Each paycheck period you will
be required to sign the payroll sheet report, which will show the amount of
reported tips during that period.
Confidential and Proprietary 48
January 2012

Keep a daily log.
This can be a book that is provided by the IRS or a calendar or notebook that
you maintain. This will be extremely critical if the IRS should ever audit
you. The daily record log must show your cash tips, your charge tips and the
amount of tips you get from other team members and/or amount you “tip
out” to other team members (which helps prove that you don’t owe taxes on
these tips). In your records of “tip outs,” it is important to write down the
first and last names of the persons whom you tipped so that you can prove
that you don’t owe money on those tips. The law requires you, and all
taxpayers, to keep sufficient records to determine income. The records may
be your ONLY defense in the case of being audited.
Understand the benefits of reporting your tips.
By reporting your tips, you do the following:
• Comply with the law which requires you to report 100% of your tips
• Increase the Social Security earnings for which you should ultimately be
eligible
• Trigger higher unemployment benefits if you become unemployed
• Improve your credit rating based off your higher income
• Increase your chances of qualifying for car or home loans based on your
higher income
• Avoid penalties that occur for not correctly reporting
• Avoid back taxes on unreported income and FICA
• Avoid 50% FICA penalty for late reporting
• Avoid potential 20% income tax penalty for failure to report
• Avoid interest on money owed to the IRS
• Avoid estimated tax penalties
Understand how the IRS estimates what tips you received.
The IRS can take an estimate from the average tips of credit cards and
“assume” the cash tips to be equal. We are required to give the IRS
information on total restaurant sales, a total tip team member report and total
tips left on charges. If our charge tips show 16% and the cash tips show 5%,
the IRS may have good reason to think you are under reporting. In addition,
the IRS is also allowed to interview team members, observe customers’
tipping habits, and look at team member records to reconstruct tips.
Understand what happens if your paycheck is not big enough to cover all the
taxes that should be withheld.
This can happen. When BJ’s withholds taxes from your wages, the
withholding is based on both your hourly wages and your reported tips.
Sometimes your pay may not be enough to cover all the necessary taxes and
deductions. In these cases it’s most important to be aware that you may owe
more taxes that you expected when you file your tax returns. Some tip-
Confidential and Proprietary 49
January 2012

earners save a few extra dollars over the year so they don’t get caught short
at tax time. You can also change your withholding amount with the Payroll
Department in order to request withholding of additional funds.
Understand the role of your manager.
We are not the “tipping police.” We are here to educate you on the
importance of properly declaring 100% of your tips. We will post
information on your tip reporting, making you aware of whether or not you
are perceived as reporting 100% tips. Your managers may determine it
necessary to coach you on your performance with regards to service if they
find your percentage to be low and deem that a reflection on your service.
Understand the problems with just declaring tips when you file your taxes
instead of reporting tips as you receive them.
The law requires that tipped income be reported and taxed on a monthly
basis. If you have not properly declared or reported enough tips, you can
declare extra tips at tax time. However, you may face penalties for having
failed to report income the way the law requires.
Understand the 8% myth.
The 8% myth (that you won’t get audited if you report 8% of your sales)
doesn’t even directly affect team members. The 8% figure is simply the
point at which BJ’s must allocate tips to a team member who has not
sufficiently declared tips. BJ’s is required to generate a report with total
sales and if the team member reports 8% or less, BJ’s is required to allocate
the difference on the team member’s Form W-2. Allocated tips are actually
a flag to the IRS that underreporting is occurring.
Vacations
To be eligible to begin accruing vacation, a team member must have
completed six months of continuous employment. No vacation will begin
accruing until the completion of six months of employment. After
completing six months of continuous employment, team members only
accrue vacation during the pay periods in which they work a minimum of 64
hours. During pay periods when team members work at least 64 hours, they
will accrue vacation as follows:
Length of Service Vacation Hours Annual Potential
Accrued
Accrual
6 months – 1 year 1.54 hours per week 1 week (40 hours)
1 year – 5 year 1.54 hours per week 2 weeks (80 hours)
+5 years 2.31 hours per week 3 weeks (120 hours)
Confidential and Proprietary 50
January 2012

Requests for Vacation and Approval
Written requests to take vacation must be submitted to and written approval
granted by your General Manager at least two weeks prior to the vacation
time, except in case of illness, accident or bona fide emergency, in which
cases vacation requests are to be completed and submitted as soon as
possible.
Approval and Scheduling Conflicts
Management has the authority to deny vacation on the dates and for the
length of time requested where business needs dictate. In the event that you
and another team member have requested vacations during the same period
requiring you to be absent simultaneously, it is left to the General Manager’s
discretion to decide which team member may be allowed to take vacation.
Preference may be given to the team member with the greater length of
service or may be based on workload responsibilities.
Vacation Pay-Out on Anniversary Date
If you do not take paid time off after you accrue it, BJ’s may, in its
discretion, pay out your accrued but unused vacation within two weeks
following your anniversary date. After such accrued but unused vacation is
paid out, team members may still request time off for vacation but that time
will be unpaid. If BJ’s decides not to pay out this accrued but unused
vacation, team members may accrue a maximum of two times their annual
accrual. Once they reach that maximum they will discontinue accruing
vacation until such time as they fall below the maximum accrual.
Vacation Accrual During Leave of Absence
If you take a leave of absence, you will not earn and accrue vacation during
the leave. Vacation accruals will commence when you return to work.
Vacation Pay At Termination
Upon termination of employment, you will be paid for all accrued, unused
vacation time that has not previously been paid out in accordance with
applicable federal, state or local law.
Confidential and Proprietary 51
January 2012

Weapons
BJ’s complies with all state and local laws in the communities we serve. As
a result, we abide by state laws that permit open carry of firearms or other
weapons by our guests. Where these laws do not exist, openly carrying
firearms or other dangerous weapons in our restaurants is prohibited. This
policy exists out of respect for the safety of our team members, our
managers, and our guests. In the event of a threatening situation or
disturbance, a manager must immediately call law enforcement and must
notify the restaurant’s Area Vice President/Director of Operations and
Director of Risk Management as soon as possible thereafter.
All Company team members are prohibited from carrying a weapon while in
the course and scope of performing their job for the Company, whether or
not they are on Company property at the time, and whether or not they are
licensed to carry a weapon. Team members may not carry a weapon covered
by this policy while performing any task on the Company’s behalf or at any
Company-sponsored functions, such as parties or picnics. Company
property covered by this policy includes, without limitation, all Companyowned,
managed or leased buildings and surrounding areas, such as
sidewalks, walkways, driveways and parking lots under the Company’s
ownership or control. Company vehicles are covered by this policy at all
times, regardless of whether they are on Company property at the time.
BJ’s prohibits all guests who enter Company premises from carrying a
handgun, firearm or prohibited weapon of any kind, regardless of whether
the person is licensed to carry the weapon or not, unless otherwise
authorized by state or local law. This policy applies to all Company team
members, including temporary team members, independent contractors
working with the Company, visitors and guests on Company property,
regardless of whether or not they are licensed to carry a concealed weapon.
The only exception to this policy is police officers, security guards or other
persons who have been given consent by the Company to carry a weapon on
the premises.
Prohibited weapons include, but are not limited to, any form of weapon or
explosive restricted under federal, state and local regulation. This includes
all firearms, knives, or other weapons covered by law. Legal chemical
dispensing devices which are sold for personal protection, such as pepper
spray, are not prohibited weapons. However, such devices must be stored
with the team member’s personal property and may not be carried with the
team member while on-duty at a restaurant or Home Office.
Confidential and Proprietary 52
January 2012

The Company reserves the right to conduct searches of any person, vehicle,
or object that enters onto Company property in order to enforce this policy.
Company management or local authorities may conduct searches. Items that
may be searched include, but are not limited to, lockers, purses, backpacks,
bags, clothing, personal vehicles parked on Company property, and any
other item in which a weapon may be hidden. To the extent the search is
requested by Company management and the team member is present, the
team member may refuse the search; however, such refusal may result in
disciplinary action up to and including termination from employment for
refusal to cooperate.
Work Area Maintenance
All team members are expected to keep their work areas clean, organized
and safe. All job functions have additional side work and /or cleaning duties
that must be maintained in order to keep the restaurant looking great for
every guest. Common areas such as break rooms, locker areas and restrooms
must be kept clean and safe by the entire team. Don’t wait for someone to
ask you to pitch in. Plan to do your share as part of the team.
Workplace Violence
Security and safety in the workplace is every team member’s responsibility.
In order to maintain and effectively administer this policy, the support and
participation of Company team members is mandatory. The Company is
committed to providing a workplace that is free from acts of violence or
threats of violence. Such conduct will not be tolerated whether actual or
threatened against co-workers, visitors, or any other persons who are either
on our premises or who have contact with team members in the course of
their duties.
Team members must report to their manager the incident witnessed, or
discovered in any way, involving an actual or threatened act of violence. An
investigation of the report will commence and all necessary remedial action
will be taken by the Company. Remedial action may include disciplinary
action up to and including immediate termination of employment. Potential
and actual workplace safety or security dangers must also be reported to a
manager. Team members are required to report any and all events or
situations that violate this policy and may do so without fear of retaliation of
any kind.
Additional information concerning the safety and anti-violence policies of
the Company is provided in the Company’s Injury and Illness Prevention
Confidential and Proprietary 53
January 2012

Program. If you require any further information regarding this policy, please
contact the Team Member Relations Department.
Workday and Workweek Definitions
BJ’s workweek is defined as Wednesday to Tuesday. BJ’s workday is
defined as 4:00 a.m. to 3:59 a.m. the following day.
Work Schedules
Your restaurant managers will try to balance your scheduling needs and the
needs of the restaurant, to the extent reasonable and in the discretion of
management. The schedules will generally be posted in advance for a 2-
week period and can be viewed on Hot Schedules. It is your responsibility to
cover your shift(s) if you are unable to work. All schedule changes must be
approved by a manager. Any schedule changes not approved by
management can result in disciplinary action up to and including termination
for the person whose original shift it was.
Workers’ Compensation
BJ’s strives to provide you with a safe working environment. Safety policies
and procedures are intended to help team members focus on preventing
injuries. If you are injured on the job, report the accident to your supervisor
immediately.
If you are injured while working, BJ’s is committed to caring for your needs
through our Workers’ Compensation Program. We also have a Return to
Work Program that helps injured team members work again as soon as
possible.
• If you are injured while working and medical treatment is necessary as a
result of that injury, you must report your injury and it will be promptly
submitted to our Workers’ Compensation Carrier.
• If you are medically able, we want you to return to work at full capacity.
If your physical activity is restricted by a doctor, management may offer
modified job duties, when reasonable, to accommodate your restrictions.
• For all team members in California, we embrace your right to choose you
own doctor from a list of our network doctors. Please notify your General
Manager or contact the Risk Management department for additional
information.
Confidential and Proprietary 54
January 2012

State-Specific Leave Addendum
BJ’s is committed to complying with all state and local laws regulating
employment in the states in which it operates. Below is a reference guide to
state-specific policies that are not addressed in the Leave of Absence section
above. Please refer to the state in which you work for additional policies
applicable to your employment. Policies listed in the addendum that are
applicable in states where you do not work will not apply to you. Where
leave is unpaid, team members may request the use of accrued, unused
vacation during the otherwise unpaid leave.
Victim Leave
Arizona
Upon written request to the Team Member Relations Department, team
members who have been a victim of a crime, or who have an immediate
family member who was killed or incapacitated due to a crime, may take
unpaid time off from work to attend the related court proceedings, including
but not limited to proceedings to obtain or attempt to obtain an order of
protection, an injunction against harassment or any other injunctive relief to
help ensure the health, safety or welfare of the team member or the team
member’s child. Team members must provide appropriate documentation
from applicable law enforcement, agencies or courts to the Team Member
Relations Department, including documentation of scheduled proceedings.
Time Off For Voting
Under certain circumstances related to a team member’s scheduled work
time and polling hours, a team member may be eligible for unpaid voting
leave. If a team member wishes to take time off during regularly scheduled
work hours to vote, he or she may inquire with the Team Member Relations
Department regarding the availability of voting leave.
Volunteer Firefighter Leave
Volunteer firefighters may be absent from work without pay to respond to an
emergency summons provided that the volunteer firefighter team member
provides documentation from the chief of the fire department that the
emergency response was the reason for the absence. Under certain
circumstances, volunteer firefighters may also be permitted to leave work to
respond to a fire emergency. Team members who are volunteer firefighters
should contact the Team Member Relations Department for more
information.
Confidential and Proprietary 55
January 2012

California
California’s Family and Medical Leave Act
BJ’s complies with California’s Family Rights Act (“CFRA”) which
provides protections similar to those provided by the federal Family and
Medical Leave Act (“FMLA”).
Pregnancy-Related Disability Leave and Accommodation
Under California’s Pregnancy Disability Leave Law, a team member
disabled due to pregnancy, childbirth or related medical conditions is eligible
for an unpaid leave of absence of up to four months for the period of such
disability. Team members who are affected by pregnancy-related medical
condition are also eligible to transfer to a less strenuous or hazardous
position or to less strenuous or hazardous duties, if available. Team
members also may be entitled to reasonable accommodation for conditions
related to pregnancy, childbirth or related medical conditions upon request,
where such reasonable accommodation would not cause an undue hardship
to the Company. A request for a transfer or reasonable accommodation must
be supported by a written certification by the team member’s health care
provider that such a transfer or accommodation is medically advisable.
When medically advisable, a Pregnancy Disability Leave may be taken
intermittently or on a reduced work schedule. Multiple disability leaves for
the same pregnancy will be combined for purposes of calculating the four
months.
Pregnancy Disability Leaves are unpaid. Team members may elect to use
any accrued, unused vacation during a Pregnancy Disability Leave. The
substitution of paid time for unpaid leave time does not extend the maximum
four-month Pregnancy Disability Leave period.
If possible, a team member must provide at least 30 days’ notice of her
intention to take leave, or as much notice as is possible under the
circumstances. A request for leave must be supported by a medical
certification from the team member’s health care provider.
Generally, upon return from an approved Pregnancy Disability Leave that
does not exceed the maximum available leave, a team member will be
reinstated to the same position or a comparable position, subject to any
applicable exceptions. In addition, any right to reinstatement terminates if a
team member fails to return to work at the end of an approved leave, in
accordance with applicable laws. As a condition of returning from a
Confidential and Proprietary 56
January 2012

Pregnancy Disability Leave, a team member must provide the Company with
a certification from her health care provider that she is able to resume work.
Paid Family Leave
The California Paid Family Leave (“PFL”) insurance program provides
disability compensation to cover individuals who take time off of work to
care for a seriously ill child, spouse, parent, or registered domestic partner,
or to bond with a new child. If a team member is eligible for PFL insurance
benefits through the state of California, then the team member may be
required to use up to two weeks of accrued vacation before the team member
will be entitled to receive PFL benefits. The receipt of PFL benefits or the
substitution of paid leave for unpaid leave time does not create a leave right
in itself or extend the 12-week Family/Medical Leave period.
Donor Leave
Team members in California may take up to 5 days of paid leave for bone
marrow donation and up to 30 days of paid leave for organ donation during
any one-year period, which will be calculated on a rolling 12-month basis
measured backwards from the date the team member’s donor leave is
scheduled to begin. Donor leave may be taken intermittently. In order to be
eligible for donor leave, the team member must provide written
documentation from a medical provider to the Team Member Relations
Department verifying that (1) the team member is donating bone barrow or
an organ, and (2) there is a medical necessity for the donation. Team
members taking donor leave will be required to take up to five days of
earned but unused vacation leave for bone marrow donation and up to two
weeks of earned but unused vacation leave for organ donation. The right to
donor leave is in addition to any leave taken pursuant to the Family and
Medical Leave Act or the California Family Rights Act. Any period of time
during which the team member takes donor leave will not be considered a
break in his or her continuous service for the purpose of his or her right to
salary adjustments, vacation, or seniority. Upon return from donor leave, the
team member will be reinstated to the same or an equivalent position. The
Company will maintain group health coverage for the period during which a
team member takes donor leave.
Rehabilitation Leave
BJ’s is committed to providing assistance to team members to overcome
substance abuse problems. BJ’s will reasonably accommodate any
California team member who wishes to voluntarily enter and participate in
an alcohol or drug rehabilitation program in accordance with California law.
Confidential and Proprietary 57
January 2012

This accommodation may include time off without pay or an adjusted work
schedule, provided the accommodation does not impose an undue hardship
on BJ’s. A team member needing such accommodation should notify his/her
manager. BJ’s will take reasonable steps to safeguard team members’
privacy with respect to the fact that they are enrolled in an alcohol or drug
rehabilitation program.
Time Off For Voting
In the event a California team member does not have sufficient time outside
of working hours to vote in a statewide election, the team member may take
off enough working time to vote. This time should be taken at the beginning
or end of the regular work schedule, whichever allows the most free time for
voting and the least time off from work. A team member will be allowed a
maximum of two hours of voting leave on election day. Team members
should notify their manager of the need for leave at least three working days
prior to election day.
Time Off For Victims of Serious Crimes
California team members who are victims of domestic violence or sexual
assault may take unpaid time off necessary to seek judicial relief to help
ensure the health, safety, or welfare of the team member or a child. This
may include efforts to obtain a temporary restraining order, a restraining
order, or other injunctive relief from a court. Victims of domestic violence
or sexual assault may also take time off to (a) undergo treatment for physical
or mental injuries or abuse, (b) seek medical attention for injuries, (c) obtain
services from a domestic violence shelter, program or rape crisis center, (d)
obtain psychological counseling, (e) participate in safety planning or (f) take
other actions to increase safety from future domestic violence or sexual
assault, including temporary or permanent relocation.
If a team member needs time off from work for one of these purposes, he or
she must provide reasonable notice to his or her manager. If an unscheduled
or emergency court appearance is required for the health, safety or welfare of
the domestic violence or sexual assault victim or a child, the team member
must provide evidence from the court or prosecuting attorney that he or she
has appeared in court within a reasonable time after the court appearance.
Time Off For School Children’s Activities
Under certain circumstances, team members in California who are parents,
guardians or grandparents having custody of school children from
kindergarten through Grade 12 or who attend licensed child day care
Confidential and Proprietary 58
January 2012

facilities are provided unpaid time off to participate in school or day care
activities in an amount not more than 40 hours in a year or 8 hours in any
calendar month. The Company may require proof that the team member
participated in the school activities. Team members may use accrued
vacation time or take unpaid time off for this purpose. Reasonable notice
must be given to a manager before taking any time off for school children.
Parents or guardians of school children who have been suspended are also
allowed to take unpaid time off to appear in the school of the pupil pursuant
to a request from the school.
Military Family Leave
A team member who is the spouse of a member of the armed services and
who performs an average of 20 hours or more work per week for the
Company may take up to 10 days of unpaid leave while his or her spouse is
on leave from deployment during a period of military conflict provided that
the team member gives the Team Member Relations Department notice
within two business days of receiving official notice that their spouse will be
on leave and provides documentation demonstrating that his or her spouse
will be on leave during the team member’s time off.
Emergency Services Leave
Team members who are volunteer firefighters, reserve police officers, or
emergency rescue personnel may take unpaid time off to perform emergency
services in this capacity. In addition, team members who are volunteer
firefighters may take an aggregate of 14 days per calendar year off for fire or
law enforcement training.
Victim Leave
Colorado
Upon written request to the Team Member Relations Department, team
members who are victims of the crimes of domestic abuse, stalking or sexual
assault may take up to three days of unpaid leave to obtain certain types of
protection including to seek protective orders, obtain medical care or mental
health counseling for themselves or their children, secure their home, seek
legal assistance, and attend or prepare for court proceedings arising from the
crime.
Confidential and Proprietary 59
January 2012

Parental Involvement in K-12 Education Act
Upon written request to the Team Member Relations Department, eligible
team members may take unpaid time off to attend certain academic activities
for or with the team member’s child or any child for whom the team member
has primary legal responsibility. Leave by full-time team members may not
exceed six hours in any one-month period or 18 hours in any academic year.
Part-time team members are entitled to time off in proportion to their work
hours. Team members must attempt to schedule these activities outside of
regular work hours and, except in emergency, must notify the Team Member
Relations Department in writing of the need for leave at least one week in
advance. BJ’s may require that the leave be taken in increments of three
hours or less and may require verification of the activity from the school.
Compensation During Jury Service
BJ’s will compensate its regularly employed team members for the first three
days of trial or grand jury service, not to exceed $50 per day. Payment will
be made within 30 days of presentation of the team member’s tender of
the juror service certificate. BJ’s prohibits harassing, threatening or coercing
a team member, depriving any team member of employment or the incidents
of employment because of juror service, and making any demands that
would conflict with juror service.
Voting Leave
Team members who work a schedule on election day in which the polls are
not open either three hours prior to the start of the team member’s shift or
three hours after the end of the team member’s shift may take up to two
hours to vote with pay on election day during the time the polls are open.
Team members should notify their manager of the need for leave prior to
election day.
Victim Leave
Florida
Upon written notice to the Team Member Relations Department including
documentation of the reason for the leave, a team member who has been
employed for at least three months and who is him or herself a victim of
domestic violence or sexual assault or who has a family or household
member who is a victim of domestic violence or sexual assault may be
eligible for up to three working days of unpaid leave to seek a protective
injunction, to obtain medical care or mental health counseling, to obtain
Confidential and Proprietary 60
January 2012

services from a victim services organization, to make his or her home secure,
or to seek legal assistance or attend court proceedings related to the domestic
violence or sexual assault.
Military Family Leave Act
Indiana
Upon written request to the Team Member Relations Department and
documentation verifying eligibility for leave, an eligible team member may
take up to a 10-day unpaid leave of absence during the period that a spouse,
parent, child, grandchild, or sibling is ordered to active military duty or
during the 30 days immediately preceding or following the active duty under
conditions otherwise similar to the Family and Medical Leave Act. Unless
the active duty orders are issued less than 30 days before the requested leave
time, the team member must submit his or her written request for leave at
least 30 days prior to the start of the requested leave.
Voluntary Firefighter Leave
Work absences of team members who are volunteer firefighters may be
excused if the team member has provided the Team Member Relations
Department prior written notice that he or she is a volunteer firefighter and
provides his or her General Manager documentation from a fire department
official that the absence was due to emergency firefighting activity.
Volunteer fighters injured in the course of their volunteer firefighting may be
eligible for additional leave time related to the injury and treatment. Team
members who are volunteer firefighters injured in the course of providing
emergency services should contact the Team Member Relations Department
for more information.
Adoption Leave
Kentucky
Upon written request to the Team Member Relations Department, team
members adopting a child under the age of seven may be eligible to take up
to six weeks of unpaid leave.
Voting Leave
Upon written request to a restaurant manager or the Team Member Relations
Department prior to election day, team members may obtain leave of a
reasonable time not less than four hours in order to vote at the polls or cast
Confidential and Proprietary 61
January 2012

an absentee ballot. Team members taking voting leave will be required to
provide proof that they cast a ballot during their leave time. Team members
who serve as an election officer may be eligible for additional leave time.
Please contact the Team Member Relations Department for additional
information.
Leave for Volunteer Firefighters and Emergency Service Personnel
A team member who serves as a volunteer firefighter, rescue squad member,
emergency medical technician, peace officer or member of an emergency
management agency will be excused for absences or tardiness due to
response to an emergency provided that the team member provides a written
statement from a supervisor of the emergency department confirming that
the absence or tardiness was due to emergency services. Team members
who are injured in the course of providing one of the above emergency
services may be entitled to additional leave time for absences due to the
injury and treatment thereof. Team members who believe that they may be
eligible for this leave should contact the Team Member Relations
Department for further information.
School Visitation Leave
Louisiana
Upon advance written notice to the Team Member Relations Department,
team members may be eligible for up to 16 hours of unpaid leave in any
twelve month period to attend, observe, or participate in conferences or
classroom activities that are conducted in the school or daycare center of
their dependent child(ren). Team members must make reasonable efforts to
schedule these activities outside work hours before applying for leave time
and, if leave is required, must make reasonable efforts to schedule these
activities so that they do not unduly disrupt the Company’s operations.
Team members may use accrued vacation time for school visitation leave.
Bone Marrow Donor Leave
Upon advance written notice to the Team Member Relations Department,
team members who on average work 20 or more hours per week may be
eligible for paid leave of up to 40 hours to undergo a medical procedure to
donate bone marrow. Team members must submit documentation from a
physician relating to the purpose and length of any bone marrow donor
leave.
Confidential and Proprietary 62
January 2012

Pregnancy Disability Leave
Team members are entitled to pregnancy leave for the reasonable period of
time that a team member is disabled on account of pregnancy, childbirth, or
related medical conditions, not to exceed four months. Team members must
provide the Team Member Relations Department reasonable notice, to the
extent practicable, of the date that the leave will commence and the length of
the leave.
Parental School Leave
Nevada
Team members may be eligible for leave to attend conferences requested by
an administrator of a school attended by the team member’s child. In
addition, parents, guardians or custodians of a child who is enrolled in a
public or private school may take unpaid leave from employment for four
hours per school year to attend certain functions such as parent-teacher
conferences or school-related activities during regular school hours. The
leave must be taken at a time mutually agreed upon by the team member and
BJ’s and must be taken in increments of at least one hour. A team member
seeking time off for these reasons must make a written request for the leave
at least five school days before the leave will be taken and must provide
documentation that he or she actually used the leave for a proper purpose.
Voting Leave
If it is impracticable for a team member to vote before or after his or her
scheduled shift, he or she may be eligible for unpaid voting leave. Any team
member wishing to take voting leave must give a restaurant manager or the
Team Member Relations Department notice in writing prior to election day.
This notice must include the address of the polling place where the team
member votes.
Jury Duty Leave
Team members may obtain unpaid leave to attend jury duty and are not
required to work within eight hours prior to the scheduled jury duty service
or, if the jury duty service has lasted four or more hours, between the hours
of 5 p.m. on the day of jury service and 3 a.m. the following day. Team
members must provide to their General Manager at least three days prior to
the scheduled jury service a copy of the notice to employer that accompanies
a Nevada jury duty service summons.
Confidential and Proprietary 63
January 2012

Ohio
Pregnancy Disability, Maternity and Adoption Leave
Upon written request to the Team Member Relations Department, BJ’s
provides eligible team members a reasonable unpaid leave of absence for
childbearing, adoption, and/or in the event a pregnant team member becomes
temporarily disabled as a result of the pregnancy. Team members may use
available vacation balances during the waiting period for Ohio parental leave
benefits and to supplement their parental leave benefits.
Victim Leave
Upon written notice to the Team Member Relations Department including
documentation of the reason for the leave, a team member who has been a
victim of a crime may obtain unpaid leave at a prosecutor’s request to
prepare for a criminal or delinquency proceeding or to attend criminal or
delinquency proceedings pursuant to subpoena.
Voting Leave
Oklahoma
Team members may be eligible for unpaid voting leave where their polling
location is open less than three hours prior to the team member’s shift and
less than three hours after the end of the team member’s shift. The team
member must contact a restaurant manager or the Team Member Relations
Department in advance of election day so that the Company may determine
whether or not a schedule change is possible. If a scheduling change is not
possible, a team member may be entitled to two hours of paid leave for
voting which will be scheduled by the Company and for which the team
member must provide proof that he or she voted.
Oregon Family Leave Act
Oregon
Under the Oregon Family Leave Act (“OFLA”), eligible team members may
take up to 12 weeks of unpaid OFLA leave per year for the birth, adoption or
placement of a child (parental leave); to care for a family member (parents,
parents-in-law, child, spouse, grandparents, grandchildren, same sex
domestic partner, and parents/child of same sex domestic partner) with a
serious health condition or the employee’s own serious health condition,
including pregnancy (serious health condition leave); for a pregnancy
Confidential and Proprietary 64
January 2012

disability or prenatal care (pregnancy disability leave); or to care for a sick
child who does not have a serious health condition, but requires home
care when no other family member is willing or able to provide care (sick
child leave).
OFLA allows parents who have taken a full 12 weeks of parental leave to
take up to an additional 12 weeks of unpaid leave to care for a sick child
requiring home care. Up to an additional 12 weeks of unpaid leave is also
available to women for an illness, injury or condition related to pregnancy or
childbirth. Eligible team members may take up to 14 regular working days
of unpaid leave for a spouse or registered same sex domestic partner’s
deployment to, or leave from, active duty in the Armed Forces,
National Guard or Reserves during periods of military conflict (deployment
leave). Team members must be allowed to use any available accrued
vacation or sick time during any OFLA leave. Time taken for purposes of a
workers’ compensation injury will not be considered as OFLA leave if the
injury qualifies as a serious health condition under OFLA.
To be eligible to take leave to care for a newborn or newly adopted or placed
child, team members must be employed for at least 180 days. To be eligible
for deployment leave, the team members must have worked at least 180 days
and at least an average of 20 hours per week preceding the leave. For all
other types of OFLA leave, team members must have worked at least 180
days and at least an average of 25 hours per week preceding the leave.
Team members must provide their General Manager with 30 days written
notice of a request for leave, unless it is an emergency. Upon return from an
approved leave, BJ’s will return the team member to his or her former job or
place the team member in an equivalent job if the former position no longer
exists.
Domestic Violence and Other Crime Victim Leave
BJ’s provides reasonable accommodations to domestic violence victims,
including a reasonable safety accommodation requested by a team member
who is a victim of domestic violence, sexual assault, or stalking. BJ’s will
not discriminate or retaliate against an applicant or team member because
s/he is a victim of domestic violence, sexual assault, or stalking. Team
members, who have worked an average of 25 hours per week for at least 180
days immediately prior to the leave and who are victims of
domestic violence, sexual assault, or stalking, or whose children are victims
of such crimes, may take reasonable unpaid time off from work to get legal
help, medical treatment, or counseling, to heal from their injuries, to move
to safety, or to obtain medical treatment or mental health counseling for their
Confidential and Proprietary 65
January 2012

minor child who has been a victim of domestic violence, sexual assault, or
stalking.
Team members who have worked an average of 25 hours per week for at
least 180 days immediately prior to the leave may also take time off from
work to attend related criminal proceedings if they or an immediate family
member has been the victim of certain types of violent crimes. Team
members seeking such leave must provide reasonable notice to the Company
including a copy of any notices of scheduled criminal proceedings.
Marrow Donor Leave
Team members who work an average of 20 hours or more per week may
utilize any already accrued paid leave of absence time up to 40 work hours to
undergo a medical procedure to donate bone marrow. Team members
seeking to utilize bone marrow donor leave must provide physician
verification of the purpose and length of the leave to the Team Member
Relations Department.
Disaster Relief Volunteer Leave
Team members who are search and rescue volunteers accepted to participate
in search and rescue by a sheriff may be eligible for leave to participate in
search and rescue activities upon written notice to the Team Member
Relations Department.
Voting Leave
Texas
If the polls are not open for two hours outside of a team member’s work
hours on election day, that team member may be eligible for paid leave to
vote. Team members who believe that they may be eligible for and wish to
take voting leave should contact the Team Member Relations Department in
advance.
Washington
Washington’s Family and Medical Leave Act
BJ’s complies with Washington’s Family and Medical Leave Act
(“WFMLA”) which mirrors the protections provided by the federal Family
and Medical Leave Act.
Confidential and Proprietary 66
January 2012

Pregnancy Disability Leave
Team members who are sick or temporarily disabled because of pregnancy
or childbirth are entitled to an unpaid leave of absence for the period of time
they are sick or temporarily disabled. Where a team member is eligible for
FMLA leave, leave taken due to disability relating to pregnancy or childbirth
is in addition to any FMLA (or WFMLA) time.
Voting Leave
The Company will make every effort to ensure that team members are
scheduled such that each team member will have a reasonable time of up to
two hours that the polls are open off work and available to vote. If for any
reason a team member is not so scheduled, the team member should
immediately contact the Team Member Relations Department so that
appropriate arrangements can be made.
Leave for Victims of Domestic Violence, Sexual Assault, and Stalking
Upon written request to the Team Member Relations Department with as
much advance notice as possible, team members who are victims of violent
crimes, domestic violence, sexual assault or stalking may take reasonable
unpaid leave for legal or law-enforcement assistance, medical treatment or
counseling. Team members also may take reasonable unpaid leave to help
family members who are victims of violent crimes, domestic violence,
sexual assault or stalking obtain needed treatment or services. Upon written
request to the Team Member Relations Department with as much advance
notice as possible, witnesses to violent crimes, domestic violence, sexual
assault or stalking also will be provided reasonable unpaid leave so that they
may cooperate with the criminal justice system.
Leave for Spouses of Deployed Military Personnel
Eligible team members who work an average of 20 or more hours per week
can take up to 15 days of unpaid leave when, during a period of military
conflict, a spouse, whether in the armed forces, national guard or reserves, is
being called to active duty or is on leave from deployment. Team members
must provide reasonable notice (ordinarily within 5 days of receiving the call
to duty) of the need for leave when possible to the Team Member Relations
Department.
Voluntary Firefighter Leave
Confidential and Proprietary 67
January 2012

Team members who are volunteer firefighters may take leave to respond to
an alarm of fire or emergency call.
Let’s Get Started!
We hope you have a better understanding of the policies, procedures and
your benefits from this brief overview. As stated before, it would be
impossible to list every benefit and policy in this handbook. If you have any
questions or want more information, the Human Resource Department will
be glad to provide you with more detail. In addition, feel free to contact one
of your managers, your General Manager, or your Director of
Operations/Area Vice President for any other help or questions at any time
regarding information in this handbook or your employment at BJ’s.
Confidential and Proprietary 68
January 2012

Handbook Acknowledgment and Agreement
I hereby acknowledge that I received and have read a copy of the BJ’s
Restaurants, Inc. Team Member Handbook. I understand that, except for the
employment-at-will policy, the information in the handbook is subject to
change at any time at the sole discretion of BJ’s and that such changes may
supersede, revise, or eliminate one or more policies, benefits and practices
described in this handbook.
In consideration for my employment and continued employment, I agree that
my employment is subject to and I am bound by all of the procedures,
standards, and regulations contained in this handbook. I understand this
handbook in no way creates any rights, contract, or guarantee of continued
employment, benefits, or working conditions for me.
I understand and agree that my employment with BJ’s is “at-will” and may
be terminated with or without cause and without notice, at any time, at the
option of either BJ’s or myself. I also understand that any dispute regarding
my employment must be resolved through the mandatory and exclusive
arbitration procedure described in this handbook and/or in my Arbitration
Agreement.
I further understand that no management representative, other than the Chief
Executive Officer, has any authority to enter into any agreement that would
limit either my right or BJ’s right to terminate our employment relationship
at-will at any time, as provided above, or to make any other agreement
contrary to the foregoing. Any such agreement must be in a writing signed
by me and the President or Chief Executive Officer of BJ’s. This represents
an integrated agreement with respect to the at-will nature of the employment
relationship.
I agree to treat everyone I interact with while working for BJ’s with dignity
and respect and to comply with all policies and laws regarding equal
opportunity employment practices and prohibiting unlawful harassment,
discrimination, and retaliation.
Signed: ____________________________________
Team Member
__________________________________________________
Team Member Name Printed
Date: __________________
Confidential and Proprietary 69
January 2012