RESTAURANT TEAM MEMBER HANDBOOK - EthicsPoint

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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
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RESTAURANT TEAM MEMBER HANDBOOK
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Meal and Rest Periods…………
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At BJ’s, we also feel strongly ab
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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
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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 62 and 63: This accommodation may include time
Page 64 and 65: Parental Involvement in K-12 Educat
Page 66 and 67: an absentee ballot. Team members ta
Page 68 and 69: Ohio Pregnancy Disability, Maternit
Page 70 and 71: minor child who has been a victim o
Page 72 and 73: Team members who are volunteer fire
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RESTAURANT TEAM MEMBER HANDBOOK - EthicsPoint

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