Policy Manual 9.2013 - Tijuana Flats

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SOLICITATION/DISTRIBUTIONTo avoid disruption of the Company’s operation and disturbance of the customers, the following rulesapply to solicitation and distribution of literature on the company’s property.Outsiders:Persons not employed by Tijuana Flats may not solicit or distribute literature or anything else on companyproperty at any time for any purpose.Employees:Employees of the Company may not solicit during working time for any purpose. Employees may notdistribute literature at any time for any purpose in working areas. Working areas are all areas of theCompany’s property except the break areas.Working time does not include break periods, meal times, or other time during the workday whenemployees are not working. Working time includes the working time of both the employees doing thesoliciting or distributing and the employee to whom the soliciting or distributing is directed.Policy Manual-Confidential9/5/2013Return to Top 20
Employment of Relatives/DatingFRATERNIZATION POLICYWe do not prohibit employment of relatives, but will not approve job assignments that create or appearto create conflicts of interest or favoritism, as determined by the Company.* “Relative” in these instances, includes legal relatives through blood or marriage as well as othersliving together as a couple or family.* No employee can be the approval signature affecting wages, hours, and working conditions of arelative, nor can one relative directly supervise the other.* Dating is not allowed between employees with any type of reporting relationship to each other.“Reporting relationship” includes:* An Employee with direct or indirect control over, or with the authority to take disciplinary actionabout the other.* An Employee, who audits, verifies, receives, or handles money that is the responsibility of theother.Participation by a manager or supervisor at any social event or function involving team members (i.e.parties, sporting events) should be carefully reviewed to ensure that it does not compromise the integrityof the team member and the Company. Such participation must be approved by the individual’ssupervisor in advance so as to avoid subsequent misunderstandings.Managers/Supervisors who become involved or feel that they may become involved in such a relationshipmust request a transfer. Whether these dating or living situations exist or where they develop throughpromotion or transfer, action will be taken to transfer or terminate either of the involved parties within areasonable period of time after the relationship has developed or was established. If a transfer ortermination is necessary, the involved supervisor will recommend, to his/her supervisor, which one ofthem should be transferred or terminated.The decision to transfer or terminate is the prerogative of the superior of the involved parties. It is theresponsibility of the involved supervisor to make his/her superior aware of the situation. Team membersor managers/supervisors who are transferred under the provisions of this policy are transferred solely forthe team member’s benefit and the company assumes no obligation to pay expenses for this relocation.Each situation will be evaluated on an individual basis and decisions will be made by Human Resourcesbased off business needs in the best interest of the employee and company.Policy Manual-Confidential9/5/2013Return to Top 21
Page 1 and 2: This Manual contains the Policyand
Page 3 and 4: EMPLOYMENT TERMINATION ............
Page 5 and 6: Welcome to Tijuana Flats Burrito Co
Page 7 and 8: GENERAL COMPANY POLICIESThe Company
Page 9 and 10: Complaint ProcedureWe have an estab
Page 11 and 12: Sexual harassment inevitably impact
Page 13 and 14: EEO-1 REPORTINGTijuana Flats Burrit
Page 15 and 16: IMMIGRATION LAW COMPLIANCETijuana F
Page 17 and 18: RULES FOR CONDUCT, DISCIPLINE, ANDT
Page 19: EMPLOYEE CONDUCT AND WORK RULESTo e
Page 23 and 24: Remember that the Internet archives
Page 25 and 26: COMPANY OWNED/LEASED VEHICLES POLIC
Page 27 and 28: It is the employee’s responsibili
Page 29 and 30: Gasoline- Gas Card will be provided
Page 31 and 32: BUSINESS TRAVEL / EXPENSESTijuana F
Page 33 and 34: REIMBURSABLE EXPENSES SUGGESTEDGUID
Page 35 and 36: DRUG AND ALCOHOL USEIt is Tijuana F
Page 37 and 38: EMPLOYMENT CLASSIFICATIONIt is the
Page 39 and 40: ATTENDANCE AND PUNCTUALITYTo mainta
Page 41 and 42: PROGESSIVE DISCIPLINEThe purpose of
Page 43 and 44: NON-DISCLOSUREThe protection of con
Page 45 and 46: CONFLICTS OF INTERESTEmployees have
Page 47 and 48: USE OF EQUIPMENT AND VEHICLESEquipm
Page 49 and 50: SMOKINGThere is no smoking while on
Page 51 and 52: SUGGESTION POLICYAs employees of Ti
Page 53 and 54: PERFORMANCE EVALUATIONManagers and
Page 55 and 56: PAY ERRORS AND OVERSIGHTSIt is our
Page 57 and 58: EMPLOYEE BENEFITSEligible employees
Page 59 and 60: Covered Service member Care LeaveLe
Page 61 and 62: Designation of LeaveWithin five (5)
Page 63 and 64: PERSONAL LEAVEAn employee may be gr
Page 65 and 66: DOMESTIC VIOLENCE & SEXUAL ASSAULT
Page 67 and 68: Paid Time Off RequestsTo enable all
Page 69 and 70: RELOCATION POLICY Eligibility: all
Page 71 and 72:
Policy Manual-Confidential9/5/2013R
Page 73 and 74:
WORKER’S COMPENSATION INSURANCETi
Page 75 and 76:
TIJUANA FLATS SAFETY TIPSStore Safe
Page 77 and 78:
Manager ChangesWhen you have a Mana
Page 79 and 80:
EMPLOYEE ACKNOWLEDGEMENT FORMThe Em
Page 81 and 82:
NON-DISCLOSURE AND NON-COMPETITIONA
Page 83 and 84:
TIJUANA FLATS POLICY IN SEXUAL HARA
Page 85 and 86:
TIJUANA FLATS EXPENSE REPORTPolicy
Page 87 and 88:
TIJUANA FLATS CELL PHONEDEDUCTION A
Page 89 and 90:
TIJUANA FLATS TEAM MEMBER ALCOHOL S
Page 91 and 92:
ANNUAL MANAGERPERFORMANCE REVIEWMan
Page 93 and 94:
FINANCIALSUnderstanding, Performanc
Page 95 and 96:
SCORE AND SUMMARYReview Summary:Tot
Page 97 and 98:
I will continue:1.2.3.4.5.Summary o
Page 99 and 100:
ABILITYDoes the employee consistent
Page 101 and 102:
TIJUANA FLATS EMPLOYEE INJURY SUPPL
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Policy Manual 9.2013 - Tijuana Flats

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