RESTAURANT TEAM MEMBER HANDBOOK - EthicsPoint

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• 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
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Page 4 and 5: Meal and Rest Periods…………
Page 6 and 7: At BJ’s, we also feel strongly ab
Page 8 and 9: Manager for access to a copy kept i
Page 10 and 11: BJ’s Seven C’s We strive to say
Page 12 and 13: BJ’s Restaurants Foundation A vit
Page 14 and 15: ecruitment and employment, promotio
Page 18 and 19: applicant in compliance with state
Page 20 and 21: necklaces will be allowed with your
Page 22 and 23: THE SUBMISSION TO FINAL AND BINDING
Page 24 and 25: proprietary vendor information to a
Page 26 and 27: the workplace; and viewing offensiv
Page 28 and 29: • The driver’s vehicle must be
Page 30 and 31: either “preventable or non-preven
Page 32 and 33: and may not be copied or transmitte
Page 34 and 35: • Company property such as cellul
Page 36 and 37: Employment of Relatives The Company
Page 38 and 39: submit a complaint online by going
Page 40 and 41: ackward on a rolling 12-month basis
Page 42 and 43: If leave is taken because of the te
Page 44 and 45: No manager or team member shall ser
Page 46 and 47: Payday Payday is every other Tuesda
Page 48 and 49: • Hand washing should follow any
Page 50 and 51: or are involved in an accident at o
Page 52 and 53: • Reports of alleged violations m
Page 54 and 55: earners save a few extra dollars ov
Page 56 and 57: Weapons BJ’s complies with all st
Page 58 and 59: Program. If you require any further
Page 60 and 61: California California’s Family an
Page 62 and 63: This accommodation may include time
Page 64 and 65: Parental Involvement in K-12 Educat
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an absentee ballot. Team members ta
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Ohio Pregnancy Disability, Maternit
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minor child who has been a victim o
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