Our Handbook 2018

our handbook
•••
Mack Management, Inc.
a company that cares.
January 2018

1 introduction
1:1 Welcome
1:2 Chick-fil-A Purpose, Mission & Values
1:3 Mack Management. Inc.
1:4 Our Vision
1:5 Hospitality & 2 nd Mile Service
1:6 Closed on Sundays
1:7 The Purpose of this Handbook
1:8 Our Wallboard
2 at-will employment
2:1 At-Will Policy
3 hiring
3:1 Civility, Equal Employment Opportunity & Non-Harassment Policy
3:2 Reasonable Accommodations of Disabilities
3:3 Talent Recruiting
4 new employee information
4:1 Employee Orientation
4:2 Work Eligibility
4:3 Orientation Period
4:4 Electronic Training Program (e-Train)
5 employee classifications
5:1 Temporary Employees
5:2 Part-Time & Full-Time Employees
5:3 Leadership Employees
6 hours and pay policies
6:1 Compensation
6:2 Pay Periods
6:3 Overtime
6:4 Cash Advances
6:5 Gratuities
6:6 Payroll Deductions
6:7 Hours of Work
6:8 Scheduling
6:9 Request for Time Off
6:10 Vacation Requests
6:11 Breaks & Employee Meals
6:12 Attendance & Punctuality
6:13 Leaves of Absence
6:14 Time Recording
6:15 Cash & Coupon Accountability

7 job duties and responsibilities
7:1 Job Duties
7:2 Age Restricted Activities
7.3 Standards of Conduct & Disciplinary Actions
7:4 Team Member Hygiene and Appearance
7:5 No Smoking
7:6 Food Borne Illnesses
8 the professional workplace
8:1 Workplace Behavior
8:2 Insubordination
8:3 Workplace Violence
8:4 Workplace Safety
8:5 Worker’s Compensation
8:6 Team Member Property & Workplace Searches
8:7 Telephone and Electronic Communications
8:8 Social Media
8:9 Confidentiality
8:10 Coupon Use
8:11 Fraternization
8:12 Resignation
8:13 Termination of Employment
8:14 Audio Video Surveillance
8:15 Cell Phones (and PDA’s) While Driving
8:16 Drug-free Workplace
8:17 Domestic Violence
9 employee benefits
9:1 Employee Benefits

1:1 welcome
It is our pleasure to welcome you to Mack Management Inc.-- Chick-fil-A ® (hereinafter, the “Company.”)
We are glad you have chosen to work with us, and we are excited to have you on our team. We hope that
your employment here will be a challenging and rewarding experience.
1:2 corporate purpose, mission + core values
The Chick-fil-A Corporate Purpose is: To glorify God by being a faithful steward of all that is entrusted
to us. To have a positive influence on all who come in contact with Chick-fil-A.
Mission: Partnering on Purpose
Core Values:
• We’re here to serve
• We’re better together
• We’re purpose driven
• We pursue what’s next
1:3 mack management, inc.
Chick-fil-A at Brandon and Dogwood Festival are franchised Restaurants which are owned and operated
by Mack Management, Inc. The President of Mack Management, Inc. is Frank Keys Hayes (hereinafter, the
“Operator”).
1:4 our vision
Vision: Ordinary People. Extraordinary Impact.
To achieve our vision, we need the commitment of every Team Member, but commitment alone is not
enough; you must also understand the basic culture and values of the Company you work for.
1:5 hospitality & 2nd mile service
At Chick-fil-A, we strive to maintain an atmosphere of hospitality and create a comfortable experience
for all customers who visit our Restaurants. We want to maximize the opportunity to build the business
and to positively influence others by creating a welcoming environment. We are hospitable to all
customers and fellow team members!
At Chick-fil-A, we strive to provide what we call “2nd Mile Service” to all our guests. This is defined as
going above and beyond customer expectations. Our goal is that every customer, on every visit, will
experience at least one element of 2nd Mile Service. The key to providing 2nd Mile Service is showing
honor, dignity and respect to all customers, so that they will feel cared for and special. Providing 2nd
Mile Service is a required service behavior of all team members, and leadership, at our Restaurants. We
trust you will enthusiastically embrace this concept, and display a 2nd Mile Service attitude not only
toward our customers, but also to your fellow team members and others!
1:6 closed on sundays
Chick-fil-A restaurants are, and always have been, closed on Sundays. The chain’s founder, Truett Cathy,
made the decision to close on Sundays in 1946 when he opened his first restaurant in Hapeville, Georgia.
He wanted to ensure that everyone had at least one day a week as an opportunity for rejuvenation, rest
and personal activities. At this Restaurant, we are always closed on Sundays.

1:7 the purpose of this handbook
We believe that as an employee you are happier and more valuable if you know what you can expect from
our Company and what our Company expects from you. We expect you to incorporate this information
into your day-to-day job performance, striving to meet our Company’s values in everything you do.
This Employee Handbook (the “Handbook”) is also designed to familiarize you with the privileges,
benefits, and responsibilities of being an employee at our Company. This Handbook contains current
information about various personnel policies, work rules, and benefits that have been established for our
Company. These policies apply to all employees at both Brandon and Dogwood Festival Chick-fil-A
Restaurants. You should review this Handbook carefully. As an employee, you are expected to know and
follow these policies.
In the Restaurant, as in the rest of the world, circumstances are constantly changing. Nothing in this
Handbook is a contract or a promise. The policies can change at any time, for any reason, without
warning. Please note that these policies may be reviewed periodically and updated from time to time.
As a result, we may have to revise, rescind, or supplement these policies as necessary, including any
provision of this Handbook, in whole or part, other than the At-Will Employment policy statement that
follows in section 2:1. We will try to inform you of any changes that are made to this Handbook as soon as
practicable through an updated Team Member Policy Handbook, postings on a bulletin board in our
Restaurant, and/or a meeting led by the franchised Operator or a manager or other supervisor of this
Chick-fil-A Restaurant. We will try to keep this Handbook current, but there may be times when policies
change before this Handbook can be revised. The fact that you have not yet been informed of a change
in policy does not mean it does not apply to you. This January 2018 Handbook replaces all prior
conflicting published or unpublished policies regarding the matters addressed in these materials.
This Handbook cannot anticipate every situation or answer every question about employment. We must
administer the policies and procedures contained in this Handbook with flexibility when we deem it
necessary. Our interpretation of these policies and procedures is final and binding.
We are always looking for ways to improve communications with our employees. If you have suggestions
for ways to improve this Handbook in particular or employee relations in general, we encourage you to
ask questions, make suggestions or express concerns to HR@cfaleaders.com.
1:8 our wallboard
Be sure to check out our digital Wallboard. You can find important information about this Company, our
goals and your team posted on the digital wallboard located in the Restaurant Kitchen.
We also post important information regarding your legal rights, including information about equal
employment opportunity laws and wage and hour laws in the kitchen. We expect all employees to read
the information on these posters and bulletins periodically. Because the Wallboard and posters are our
way of communicating with the team, we do not allow anyone but directors to post information there.
2:1 at-will employment
We are happy to welcome you to our Company. We sincerely hope that your employment here will be a
positive and rewarding experience. However, we cannot make any guarantees about your continued
employment at our Company. Your employment here is at will. This means that you are free to quit at any
time, for any reason, just as we are free to terminate your employment at any time, for any reason—with
or without notice, with or without cause. Nothing in this Handbook or any other document at our
Restaurant is to be construed as an agreement or contract between you and the Company or Operator
regarding the duration of your employment, the circumstances under which your employment may be
terminated, or the circumstances in which the terms of your employment may be changed.
Additionally, please understand that nothing in this Handbook or in any other team member policy
document or statement (written or unwritten) creates or is intended to create an express or implied
contract, covenant, or representation of continued employment. Nothing in this Handbook or in any
other written or unwritten policy, document, or statement shall alter or limit the “at-will” nature of your
employment.

3:1 civility, eeo & non-harassment policy
Our Company is an equal opportunity employer, and we make employment decisions on a nondiscriminatory
basis. It has been and shall continue to be our policy that we do not discriminate in
employment decisions based upon sex, race, color, religion, national origin, ancestry, citizenship,
pregnancy, age, physical or mental disability, service in the uniformed services, genetic information,
and/or any other protected status, classification or factor, in accordance with the requirements of all
federal, state and local laws. For us, this is the only acceptable way to do business. This policy applies
to all aspects of the employment process including, but not limited to, hiring, assignment, promotion,
evaluation, compensation decisions and separation decisions. It is expected that all individuals will avoid
any behavior, action, decision and/or conduct that is inconsistent with this policy.
Our Company is committed to a civil and respectful work environment. Our Company values all persons,
and is committed to the principle that we should treat one another and those who come into contact
with our business with honor, dignity and respect. We highly value professional relationships, and we are
committed to maintaining a work environment that is cordial, positive and professional.
Our Company is committed to maintaining a work environment free from any form of harassment. It has
been and shall continue to be our policy that our work environment will be free from all forms of
harassment including, but not limited to, sexual harassment, and harassment based on or because of race,
color, religion, national origin, ancestry, citizenship, pregnancy, age, physical or mental disability, service
in the uniformed services, genetic information, and/or any other basis protected by federal, state, or local
law. We prohibit and will not tolerate any such harassing conduct, whether intentional or unintentional.
Harassment that violates our policy includes any verbal or physical conduct that denigrates, demeans or
shows hostility toward an individual, or any conduct that creates an intimidating, hostile, or offensive work
environment for an individual, because of the person’s sex, race, color, religion, national origin, ancestry,
citizenship, pregnancy, age, physical or mental disability, service in the uniformed services, genetic
information or any other protected classification. Harassment may include, but is not necessarily limited to
epithets, slurs, jokes, or other verbal or physical conduct relating to any protected classification.
Prohibited sexual harassment can include, but is not limited to:
• unwelcome sexual advances, propositions or statements;
• unwelcome physical conduct such as touching, or impeding or blocking movements;
• verbal conduct such as making or using derogatory comments, explicit jokes, or comments
about a person’s body or dress; and/or
• any other visual, verbal, or physical conduct of a sexual nature by any employee, supervisor,
manager or other person.
Same-sex harassment also is prohibited by the law and by our policies. Accordingly, inappropriate
harassment by males toward or against a male, or by females toward or against a female, is prohibited.
Our policy prohibiting harassment applies regardless of the parties’ relationship to our Company. This
policy prohibits harassment not only by or toward a co-worker, subordinate or a supervisor, but also
harassment by or toward persons doing business with or for our Restaurant (including but not limited to
customers, vendors, contractors, suppliers, etc.).
Everyone is accountable for reporting concerns or perceived violations of this policy. Every individual has
responsibility for ensuring compliance with this policy. Our Company cannot resolve matters that are not
brought to the attention of an appropriate member of management. Accordingly, anyone who believes he
or she is being subjected to prohibited discrimination, harassment or retaliation by a co-worker, manager
or any other individual (whether or not the individual is employed at our Restaurant), or anyone who
believes he or she has witnessed or learned about such conduct, is directed to immediately report such
incidents and/or information to the Operator or to your Area Director and/or to the HR Director. If for
any reason a team member is uncomfortable discussing the matter with these individuals (or is unable to
do so), the team member is directed to report the matter to the Director of Talent, Tara Hayes.
Our Company will respond appropriately if concerns or issues are reported. Our Leadership takes any
concerns or reports implicating this policy seriously. We will conduct or direct a prompt and thorough
investigation of any report, observation or complaint of discrimination, harassment or retaliation. We will
take corrective action as may be appropriate based on the results of any such investigation. Since
allegations of this nature are very serious for all concerned, employees will be expected to cooperate fully
with any efforts to conduct investigations and otherwise enforce this policy. For the same reasons, all

eports or complaints will be handled as confidentially as possible. Information related to a report or
investigation will be shared only on a limited “need to know” basis.
Our Company will not condone retaliation against anyone who makes a good faith report or complaint. It
has been and shall continue to be our policy that we will not tolerate any form of retaliation against anyone
who, in good faith, makes a report or complaint of harassment or discrimination; cooperates in a
harassment or discrimination investigation; or participates in any aspect of the equal employment
opportunity enforcement process.
Violations of this policy will be taken seriously and will result in appropriate corrective action. Any
employee determined to have violated this policy will be subject to appropriate disciplinary action, up to
and including termination of employment. Violations of this policy include, but are not limited to,
discriminatory, harassing or retaliatory conduct; failure or refusal to participate in an investigation
concerning reported incidents of potential policy violations; or other actions contrary to this policy.
3:2 reasonable accommodations
Our policy also provides for “reasonable accommodation” of disabilities on a case-by-case basis, in
accordance with applicable law. As part of our Company’s commitment to equal employment
opportunity, it is and has been our policy to ensure that all individuals are provided equal employment
opportunities without regard to disability. Accordingly, we will make reasonable accommodations for
the physical and/or mental limitation(s) of an otherwise qualified individual with a disability – whether an
applicant or a current employee–unless undue hardship would result.
If an individual believes that he or she needs a reasonable accommodation due to a disability, it is the
individual’s responsibility to inform the Operator or Director of Human Resources, and request a
reasonable accommodation. Requests for an accommodation and other inquiries, reports or
information provided pursuant to this policy will be maintained as confidentially as possible, with
information being disclosed only on a need to know basis. Upon notification that a disability may exist,
Chick-fil-A will engage in an interactive process with the individual to determine whether a reasonable
accommodation can be made without resulting in undue hardship. We may need information from an
employee’s physician(s) or other health care provider(s) to determine whether an appropriate reasonable
accommodation can be implemented.
Determining whether a reasonable accommodation exists and is appropriate is an individualized process.
Decisions will be made on a case-by-case basis, depending upon the individual involved, the essential
functions of the job in question, and any other relevant factors. Although we cannot guarantee that we
will provide any particular accommodation or an accommodation that has been requested by the
individual, we will do our part to ensure that individuals with disabilities have an equal opportunity to
compete in the workplace.
3:3 talent recruiting
We know that we are only as good as our employees, so we search as widely as possible for talented and
motivated individuals with great character, good chemistry, and the competency to fill vacant positions
in our Company. Our recruitment methods include posting online and newspaper notices, job fairs, and
as needed, open interviews. Although these methods have served us well in the past, we know that the
marketplace is ever changing and that finding high quality people is an evolving process. We encourage
our employees to share with us their ideas about what more we can do to find and recruit talented and
motivated individuals. We conduct all recruiting in a fair and nondiscriminatory manner.
4:1 new hire orientation
Within the first 90-days, you will be scheduled for our new employee orientation. Please feel free to ask
any questions you might have about the Company during the orientation meeting. If additional questions
come up after the meeting, you can ask your director or any leadership team member.

4:2 proof of work eligibility
Within three business days of your first day of work, you must complete USCIS federal Form I-9 and show
us proper documentation proving your identity and your eligibility to work in the United States. The
federal government requires us to do this. If you have previously worked for us, you need only provide
this information if it has been more than three years since you last completed an I-9 Form for us or if
your current I-9 Form is no longer valid.
Mack Management, Inc. complies with Mississippi law requiring the verification of the employment
eligibility of newly hired employees using the federal electronic E-Verify system. We will submit
information from the federal Form I-9 and other documents obtained from newly hired employees to the
E-Verify system. If an employee's eligibility is not confirmed, we will inform him or her of the result and
the right to contest it. We will not use E-Verify to pre-screen employees before an initial hiring decision
is made, or for any discriminatory or other unlawful purpose.
4:3 orientation period
The first 90 days of your employment are an orientation period. During this time, your director and/or a
training coach will work with you to help you learn how to do your job successfully and what the
Company expects of you. During the orientation period, your director or training coach will give you
feedback on your performance and will be available to answer any questions you might have. This period
also provides both you and the Company with an opportunity to decide whether you are suited for the
position for which you were hired.
Although we hope that you will be successful here, the Company may terminate your employment at any
time, either during the orientation period or afterwards, with or without cause and with or without
notice. You are also free to quit at any time and for any reason, either during the orientation period or
afterwards, with or without notice. Successful completion of your orientation period does not guarantee
you a job for any period of time or in any way change the at-will employment relationship. For an
explanation of at-will employment, see Section 2:1 of this Handbook.
4:4 electronic training program (etrain)
During your orientation period you will be introduced to eTrain, our electronic Training Program.
Employees are required to complete the Foundations module and OSHA hazardous chemicals training by
the end of this orientation period. Additionally, employees are expected to successfully complete all of
their assigned e-Train certification within their first 12 months of employment. (Assigned eTrain is based
on the job duties in your area.) Recertification must occur every 24 months.
5:1 temporary employees
Periodically, it becomes necessary for us to hire individuals to perform a job or to work on a project that
has a limited duration. Typically, this happens in the event of a special project, special time of year,
abnormal workload, holiday season or emergency. Individuals whom we hire for such work are temporary
employees. They are not eligible to participate in any of our Company benefit programs, nor can they
earn or accrue any leave, such as vacation leave or sick leave. Of course, we will provide to temporary
employees any and all benefits mandated by law.
Temporary employees cannot change from temporary status to any other employment status by such
informal means as remaining in our employ for a long period of time or through oral promises made to
them by coworkers, members of management, or supervisors. The only way a temporary employee’s
status can change is through a written notification (“employee status change” form) approved by their
Operator or Director of Talent.
Like all employees who work for this Company, temporary employees work on an at-will basis. This
means that both they and this Company are free to terminate their employment at any time for any
reason that is not illegal, even if they have not completed the temporary project or season for which they
have been hired.

5:2 part-time & full-time employees
Depending on the number of hours per week you are regularly scheduled to work, you are either a parttime
or a full-time employee. It is necessary that you understand which of these classifications you fit
into, because it may affect whether you are entitled to benefits and certain types of leave.
Part-time employees: Employees who are regularly scheduled to work fewer than 30 hours per week are
part-time employees.
Full-time employees: Employees who are regularly scheduled to work at least 30 hours per week are fulltime
employees.
5:3 leadership employees
Leadership employees are often required to work in excess of 40 hours per week. When this occurs the
employee will be compensated at one and a half times their hourly wage for all hours in excess of forty
(40) per week, as will any other employee working in excess of forty hours in a given work week.
Leadership Level employees receive written position descriptions and are accountable for these
additional responsibilities. In addition, leadership employees may be eligible for additional benefits,
which are described in a separate benefits plan documents.
6:1 compensation
Your pay rate will be explained to you at the time you start work. Pay rate changes during your
employment (whether you are awarded a raise or if your pay rate should be decreased for some reason),
generally will be communicated to you by the Operator or your Area Director. Pay rates for team members
may be different because of factors or circumstances which apply to each individual, including but not
limited to experience in our Restaurants, education, experience in the restaurant industry, job
performance, conduct, and other factors. Pay raises are based on business factors including, but not
necessarily limited to, job performance, merit, certification completion, attendance and attitude.
6:2 pay periods
The pay period for our Company ends bi-weekly on Saturday at midnight. Employees will receive a paycheck
once every two weeks. Normally, your paycheck will be available on the Friday after the pay period ends.
You cannot receive your check in advance of the end of the pay period. You cannot cash your check in the
Restaurant. You cannot pick up your check during peak hours. Direct Deposit is available.
6:3 overtime
You will be paid at 1.5 times your regular hourly rate of pay for any time worked over 40 hours in one
work week. For purposes of calculating overtime premium pay under this policy, the work week at our
Company begins on Sunday at 12:01 a.m. and ends on Saturday at midnight. In addition, the “workday” is
defined as beginning at 12:01 a.m. each day and ending at midnight that evening. You are directed not to
work any overtime unless the overtime has been specifically approved by your Area Director or Operator.
State or local law may set forth different, additional or conflicting requirements. In that event, our
Company complies with all laws and follows the law most favorable to the employee.
6:4 cash advances
Our Company does not allow employees to receive pay advances for any reason.
6:5 gratuities
We do not allow team members to accept tips, gifts or gratuities. Team members should politely decline
any offer of a tip, gift, favor, etc.

6:6 payroll deductions
Your paycheck reflects your total earnings for the pay period, as well as any mandatory or voluntary
deductions from your paycheck. Mandatory deductions are deductions that we are legally required to
take. Such deductions include federal income tax, Social Security tax (FICA), garnishments and any
applicable state taxes. Voluntary deductions are deductions that you have authorized. Such deductions
might include optional healthcare coverage.
If you have any questions about your deductions or wish to change your federal withholding form (Form
W-4), contact the Director of Human Resources.
6:7 hours of work
Our Company’s regular hours of business are from 5:55 am to 10:05 pm.
6:8 scheduling
The work schedule for our Restaurant will be sent to you electronically through HotSchedules for the
following week by Friday at 2pm. We will make a reasonable attempt to have the email to you no later
than 8pm. You are responsible for working your scheduled hours. If there is an emergency or if for any
other reason you cannot work your scheduled shift, you are responsible for finding a replacement. You
should never change the schedule without the approval of your Area Director.
Employees are responsible for furnishing the Director of Human Resources with a current and accurate
email address, and current home address and phone number.
Hours of work will be assigned based on a number of business factors taken into consideration by
management at our Restaurant including, but not necessarily limited to, skills, availability, productivity,
performance, attitude, attendance, punctuality and the needs of the Company.
6:9 requesting time off
Please submit any requests for time off on or before 8am Monday (in other words, the Monday before
the Saturday on which the following week’s schedule is posted). We will attempt to accommodate
reasonable scheduling requests if possible, consistent with the need to staff our Restaurant
appropriately to meet business and customer needs.
If you need time off after the schedule has been posted, it is your responsibility to make arrangements
with another appropriate team member to work your scheduled shift. This change, to be effective,
must be approved by your Area Director.
Requests for paid vacation or unpaid time off are subject to HR approval should be submitted at least
two weeks in advance.
Requests for time off that are not made in accordance with this policy may be denied unless the time off
is for leave mandated by federal, state or local law and you are both qualified and have complied with all
procedural requirements in requesting the leave.
6:10 vacation requests
Our Company recognizes that employees need to take time off occasionally to rest and relax, enjoy a
vacation, or attend to personal matters. That’s why we offer a paid vacation program. Full-time
employees who have been with the company for at least one year are eligible to begin taking any accrued
vacation on their anniversary. The amount of vacation to which an employee becomes entitled is
determined by the employee’s length of service as of his or her employment anniversary date and the
average hours worked during the previous year. All qualifying Full-time employees with less than one year
of service will be eligible to begin accruing vacation on Jan 1, 2018, based on their average hours worked
weekly in 2018.

For full-time employees, vacation hours worked accrues as follows:
1. One year of service but less than 5 – at the end of each pay period, you will have accrued 1.54
eligible vacation hours per 80 hours worked. (Working more or less will impact your eligible vacation
hours.)
2. Five or more years of service, at the end of each pay period, you will have accrued 3.04 eligible
vacation hours per 80 hours worked.
Rate of Accrual
Our “vacation year” is based upon your anniversary year. This means that your vacation year begins on the
date you started work with our Company and runs until the day before that date in the next calendar year.
Employees may only use accrued vacation. You may not “borrow” against unaccrued vacation. Vacation
time must be used within one year after it is accrued or it is forfeited—that is, it does not accumulate
from year to year, and the employee is not entitled to pay for any unused time. Unused
accrued vacation hours will not be paid out upon termination or resignation from the company.
Because certain times of the year see increased business at our locations, the Company reserves the right
to decide that vacation days may not be used on certain dates. Accordingly, employees should notify your
Area Director for approval of planned vacation dates as far in advance as possible to ensure those dates
are available. We reserve the right to deny paid vacation if less than a two-week notice is given.
6:11 breaks & employee meals
Depending upon the hours you work on a given day, you may be allowed to take certain breaks. Your
“director on duty” will coordinate all breaks to make sure the necessary number of team members are on
duty at all times.
Breaks: Employees who work at least five (5) hours during a single day are permitted to take one break.
Team members who work ten (10) hours or more during a single day are permitted to take a second break
on that day. These breaks should be taken separately and should not be combined. The type and length of
the break depends on the employee’s position.
Team Members will take a thirty-one (31) minute unpaid meal break. These employees must clock out at the
beginning of the break period and present their clock out time receipt to their director on duty, clock in
upon returning and present their break end time receipt to their director on duty. Team Members will be
relieved of all duties and must not perform any work of any kind for the Company during the break period
(this includes eTrain or the reading of work related reports). They must not clock in before the thirty-one
minute period has ended, but should clock in promptly at the end of the
break. Leaders must not call an employee back from unpaid break early unless absolutely necessary. If an
employee on unpaid break is called back early, the manager must promptly revise that employee’s time
record to reflect that the entire thirty-one minute break period was worked.
Executives, Directors and all leaders will take a twenty (20) minute paid meal break. These leaders should
not clock out for breaks, but must log break times by indicating on the cash register system the time at
which the break begins and ends (on/off paid break). These leaders may be called back to work earlier if
business demands. If so, accommodations for a reasonable rest period may follow.
These rules will be strictly enforced, as they are necessary to comply with federal labor laws. Failure to
comply with these rules may result in disciplinary action, up to and including termination of employment.
Employee Meals
Team members in all positions will be provided the following food benefits at fifty percent (50%) of cost:
• If you work less than ten hours in a given day, you may have one entrée, one side item and drinks at
a 50% discount.
• If you work ten hours or more during a given day, you may have two entrées, two side items and
drinks at a 50% discount.
The following rules and conditions apply to this employee meal benefit:
• To obtain your discounted meal, you should order from the front counter as a customer would.
When taken, your order should be rung up by the director on duty (or another leader) and

entered as an employee meal. You must sign the receipt and present it to the Director on Duty
to verify payment.
• You must eat your meal in the restaurant in the areas designated by your restaurant’s
management as appropriate for team member dining. You may not take your meal off the
premises.
• You must dispose of uneaten food at the end of your break, then clock back in on the cash
register system, then wash your hands.
• You may not take any unfinished food portion of any employee meal furnished under this policy
out of the restaurant without prior permission from your director on duty.
• You may take a drink out of the restaurant at the end of your shift provided you have paid the
50% discounted cost.
6:12 Attendance and Punctuality
Team members are expected to report to work directly to their Area Director on Duty as scheduled, on
time and prepared to start work. Late arrival, early departure or other deviations from scheduled hours are
disruptive and must be avoided. If you arrive after your scheduled time, you must notify your director on
duty immediately. Team members also are expected to remain at work for their entire work schedule,
unless released early by the director on duty.
If, for any reason, you will be tardy or unable to report for work on a scheduled workday, you must call the
director on duty at least two hours, or as soon as is practicable, before the time you are scheduled to
begin work and provide management with a valid reason or explanation, as well as the expected duration of
any absence. Similarly, if you need to leave work early for any reason, you must first obtain the permission of
your Area Director on Duty or the Operator. Failure to notify your Director on Duty of any anticipated or
unanticipated absence, the need to leave work early, or delay in reporting for work, may be grounds for
disciplinary action, up to and including termination, except as may be provided by applicable law.
Excessive absenteeism or tardiness may result in disciplinary action, up to and including termination of
employment. If you fail to report to work without any notification to the director on duty and your absence
continues for a period of three days, we will consider that you have abandoned your employment and have
voluntarily terminated your employment.
6:13 Leaves of Absence
Military Leave and Reinstatement Rights
Our Company will provide a military leave of absence to team members who must take time off from
work to fulfill military obligations, and will comply with all state and federal laws pertaining to
reemployment of team members upon return from military obligations. For more information in this
regard, please review the Uniformed Services Employment and Re-Employment Rights Act (“USERRA”)
informational poster that is posted in our Restaurant.
Family and Medical Leave
Our Company will grant family and medical leaves of absence to eligible employees in accordance with
the requirements of the federal Family and Medical Leave Act (“FMLA”).
An employee should contact the Operator, or the manager on duty, as soon as the employee becomes
aware of the need for a family and medical leave. This policy sets forth a summary of our policy in this
regard, and employees’ rights to family and medical leave.
Employee Eligibility
To be eligible for FMLA leave, an employee must: (1) have worked for the Operator for a total of at least
12 months; (2) have worked at least 1,250 hours for the Operator over the previous 12 months; and (3)
work at a location where there are at least 50 employees employed by the Operator at the location
within a 75–mile radius.
Reasons for Leave and Amounts of Leave
An eligible employee may take up to twelve (12) work weeks of unpaid leave during a 12-month calendar
year for the following reasons:
• Birth, Adoption or Foster Care – because of the birth of a child and care of the newborn, the
adoption of a child, or the placement of a foster child with the employee;

• Employee’s Own Serious Health Condition – because of the employee’s own serious health
condition;
• Family Member’s Serious Health Condition – to care for a son or daughter, parent, or spouse
with a serious health condition; or
• Active Duty Exigency – because of qualifying exigencies arising out of the fact that the
employee’s spouse, child, or parent is on, or has been notified of an impending call to, active
duty with the Armed Forces (if the spouse, child or parent is a member of the National Guard
or Reserves or is a retired member of the Armed Forces or Reserve). Qualifying exigencies
are: (1) short notice deployment, (2) military events and related activities, (3) childcare and
school activities, (4) financial and legal arrangements, (5) counseling, (6) rest and
recuperation (limited to five days), (7) post-deployment activities, and (8) other activities,
provided that the Operator and the employee agree that the activity qualifies.
A “serious health condition” means an injury, illness, impairment, or physical or mental condition that
involves either (1) inpatient care (i.e. an overnight stay) in a hospital, hospice, or residential medical care
facility (including any period of incapacity or any subsequent treatment in connection with the inpatient
care), or (2) certain types of continuing treatment by a health care provider for a condition that either
prevents the employee from performing the functions of his or her job or prevents the family member from
participating in school or other daily activities.
Subject to certain conditions, “continuing treatment by a health care provider” includes: (a) a period of
incapacity for a health condition lasting more than three consecutive calendar days combined with at
least two visits to a health care provider or one visit and a regimen of continuing treatment; or (b)
incapacity due to pregnancy; or (c) incapacity due to a chronic condition. Other conditions may meet
the definition of continuing treatment.
Serious Injury or Illness of a Covered Servicemember
An eligible employee may take up to twenty-six (26) workweeks of unpaid leave during a single 12-month
period to care for a current member of the Armed Forces (including a member of the National Guard or
Reserves) who has a serious injury or illness incurred in the line of duty on active duty that may render
the servicemember medically unfit to perform his or her duties and for which the servicemember is
undergoing medical treatment, recuperation or therapy or is otherwise in outpatient status or on the
temporary disability retired list, if the employee is the spouse, son, daughter, parent, or next of kin of
that servicemember.
During the single 12-month period in which leave is granted for a serious injury or illness of a covered
servicemember, an employee shall only be entitled to a combined total of twenty-six (26) workweeks of
leave for both that leave and any FMLA leave taken during that period for any other reason.
Notice of Need for Leave
An employee who needs to take family or medical leave (except for leave due to an active duty exigency)
ordinarily must provide his or her supervisor with at least 30 days’ notice of the need for leave, if the
need is foreseeable. If the employee’s need for family and medical leave is not foreseeable, the
employee should notify the Operator or the manager on duty as soon as practicable (but generally at
least two hours before the time scheduled to begin work). Requests for leave (or for an extension of
leave) should be submitted in writing to the Operator. When leave is needed for planned medical
treatment, the employee must try to schedule the treatment in such a way as to limit disruptions of the
employee’s schedule.
Employees must provide sufficient information for the Operator to determine if the leave may qualify for
FMLA protection and the anticipated timing and duration of the leave. Sufficient information may
include that the employee is unable to perform job functions, the family member is unable to perform
daily activities, the need for hospitalization or continuing treatment by a health care provider, or
circumstances supporting the need for military family leave. Employees also must inform the Operator if
the requested leave is for a reason for which FMLA leave was previously taken or certified.
Certification
Employees who need leave for the employee’s own serious health condition, a family member’s serious
health condition or a serious injury or illness of a covered service member must provide medical
certification of the serious health condition or injury from a health care provider. We may, at our own
discretion, also require a second or third opinion (at our expense), periodic re-certifications of a serious

health condition, and, when the leave is the result of the employee’s own serious health condition, a
fitness for duty report to return to work. Employees who need leave due to an active duty exigency will
also be required to provide a certification of such need. If the employee fails to provide proper advance
notice or certification for leave, the leave may be delayed or may not be designated as family and
medical leave under this policy.
When an employee requests leave, the Operator will inform the employee whether he or she is eligible
under the FMLA. If the employee is eligible, the notice will specify any additional information required and
the employee’s rights and responsibilities. If the employee is not eligible, the Operator will provide a reason
for the ineligibility. The Operator will also inform eligible employees whether or not their leave will be
designated as FMLA-protected and the amount of leave counted against the employee’s FMLA leave
entitlement.
Compensation and Benefits During Leave
Family and medical leave is unpaid. Depending on individual circumstances, an employee may be eligible
for short-term disability, long-term disability or workers’ compensation insurance coverage while on
FMLA leave.
An employee’s use of family and medical leave will not result in the loss of any employment benefit that
the employee earned before using family and medical leave. However, employees are required to take
and exhaust any accrued paid or unpaid leave concurrently with family and medical leave.
Job Reinstatement upon Return from Leave
Under most circumstances, upon return from family and medical leave, an employee will be reinstated to
his or her previous position, or to an equivalent job with equivalent pay, benefits, and other employment
terms and conditions. However, an employee on family or medical leave does not have any greater right
to reinstatement than if the employee had been continuously working during the leave period.
An employee returning from leave due to his or her own serious health condition must provide a fitnessfor-duty
certification from his or her health care provider that he or she is able to resume work. If the
employee is returning from family and medical leave taken due to his or her own serious health
condition, but is unable to perform the essential functions of the job because of a physical or mental
disability as defined by law, we will attempt to provide a reasonable accommodation if possible.
Additional Employee Rights
The FMLA makes it unlawful for any employer to interfere with, restrain or deny the exercise of any right
provided under the FMLA or to discharge or discriminate against any person for opposing any practice made
unlawful by the FMLA or for involvement in any proceeding under or relating to the FMLA. If employees have
any concerns regarding their FMLA leave or their rights under the FMLA, they should feel free to talk with the
Operator about those concerns.
If a physical or mental disability prevents you from returning to work at the end of the family and medical
leave period, the Company will consider requests for reasonable accommodations, including additional
leave of a limited duration. It is your responsibility to inform the Company of any request for such an
accommodation. As with any disability accommodation, the Company will engage in an interactive process
to determine whether an accommodation is available or would impose an undue hardship.
Jury Duty Leave
Our Company allows team members to take leave to serve jury duty in accordance with state law. Team
members summoned for jury duty should notify the Operator as soon as they receive a jury summons,
and make arrangements with the Operator concerning their schedule. When team members serve jury
duty, they generally are expected to return to work if excused from jury duty during their regular work
hours, unless state law provides otherwise.
6:14 Time Recording
Team members must adhere to the following procedures concerning recording work time:
• You must “clock in” on the cash register timekeeping system at the beginning of your shift.
• You must “clock out” on the cash register timekeeping system at the end of your shift.
• You must “clock out” on the cash register timekeeping system for authorized breaks.

• Your time punch report must show the hours that you actually worked. Do not work “off the
clock.” This means that team members may not perform any work, no matter how minor or brief,
at any time when not clocked-in to work.
• You must record your own work hours. Do not clock in or out for another team member. In
certain instances—such as when employees are working at off-site locations—the Operator may
approve arrangements by which an Executive or Director may record time for other employees.
• If you believe that you need to begin work early (prior to the start of your scheduled shift), or
stay late (after the time your shift is scheduled to end), you must obtain approval of the
Operator, or the Director on Duty. You should obtain this approval before you perform any work
during any time in which you are not scheduled to work.
• Notify your restaurant Financial Director immediately of any timekeeping error, any error on our
timekeeping system, or any error on your paycheck, so that we can look into the matter and
make any necessary corrections promptly.
• Generally, you may not perform any work for the Company except when you are clocked in. We
take our obligation to compensate all hours worked seriously, which unfortunately may require
us to impose disciplinary actions on employees who perform unauthorized work off the clock.
• Employees who are not exempt from the minimum wage and overtime requirements of the Fair
Labor Standards Act (“non-exempt employees”) must report any time spent, no matter how
brief, outside of work hours to your Financial Director on their next scheduled work day. If you
do not know whether you are exempt, you should presume you are not exempt and that this
requirement applies to you.
This requirement is strictly enforced. It is not optional. Thus, for example, if you spend five
minutes responding to a work-related email or phone call from a team member after clocking
out, you must report that time worked on your next scheduled work day, even if the work was
not authorized.
• Further, we may provide additional instructions concerning time recording, which you must
follow.
6:15 Cash & Coupon Accountability
Many team members will function as a cashier on a regular, periodic or temporary basis, depending on
the needs of the Restaurant at any given time. The role of cashier is very important. Because you will be
handling cash and coupons, it is very important that you understand what is expected of you in this
aspect of your job.
Some of the key rules and guidelines that apply to cashier functions in our Restaurant are as follows:
1. At the beginning of your shift, you should verify the beginning cash total in your cash drawer. If
you fail to count the drawer, it will be assumed that you agree with the beginning total
determined by a leader, Administrator or the Operator.
2. You should not allow any other team member (including leaders) to use your cash drawer.
3. Should it be necessary to obtain change during your shift, contact a leader, or the Operator, to
make change. Cashiers should not make change with other cashiers.
4. Should it be necessary to skim your drawer, both the cashier and Financial Director (or the
Manager on support) should verify and record the amount in the POS system.
5. When you finish your shift, your cash drawer will be counted down by a Manager on Support
(Director on Duty) in your presence. If you decide not to be present then it will be assumed that
you agree with the ending cash and coupon total determined by your leader.
6. It is against Restaurant policy to undercharge a customer, ring up an unauthorized discount or
pass food across the counter without payment. Any such incident may result in serious
disciplinary action, including but not limited to immediate termination of employment, as well as
possible prosecution. “Emotional Connections Marketing” transactions must be clearly
documented with “ECM” and a leader’s signature on the receipt which is then placed in your cash
drawer for accounting to balance your ending cash and coupon total.

7. Team members should never store or place cash or coupons in their pockets or otherwise on
their persons. (Leaders are required to carry digital coupons (Be Our Guest cards) at all times
for resolving customer complaints.)
You are responsible for both the cash and coupons that you process during your shift. It is necessary in
our business that we take this Cash and Coupon Accountability Policy extremely seriously. Any action by
a team member contrary to this policy will result in disciplinary action, up to and including termination of
employment. Negligent or purposeful losses may result in forfeiture of pay to the extent allowed by
applicable law. Further, the use of coupons by employees is strictly prohibited, as discussed in Section
8:10.
Additionally, you should understand that the Company may investigate all losses for possible
prosecution. All team members, as a condition of employment, are required to cooperate fully with any
investigation conducted by the Operator, another authorized representative of the Company, or any
authorized law enforcement agency.
7:1 Job Duties & Responsibilities
Although many team members will be assigned to a specific station or stations on a particular day, most
team members will be required to perform a variety of jobs or tasks in the Restaurant. You may be
provided with a position description or on the job training with respect to all the functions of your job at
our Restaurant.
Customer Service. Your main responsibility as a team member is to provide our customers with
efficient, courteous service, quality food, and a clean, pleasant environment for their dining.
Therefore, the following are required of all team members:
• Always smile at the customer, maintain eye contact and be friendly.
• You should speak with an enthusiastic tone and stay engaged in the conversation with the
customer.
• Please remember to treat every team member, leadership team member and customer
(and all individuals) with honor, dignity and respect.
• Although we strive for 60-second service, please do not rush the customer.
• Remember that the customer is always right. Please do not argue with a customer. If
you have a situation with a customer that you cannot handle or that the customer feels
has not been handled adequately, then notify the Operator or Director on Duty immediately.
• Always stay at your assigned position, unless otherwise directed by the Operator or the
Director on Duty.
Other General Responsibilities. The following responsibilities also are a part of most jobs at our
Restaurant, and are vital to providing our customers with the best possible experience every time they
visit our Restaurant:
• When you are working as a cashier or otherwise providing food orders to customers,
always double-check the order to ensure it is correct before giving it to the customer.
• When you are working as a cashier, never leave a cash register drawer open. Only work
out of the drawer assigned to you.
• Everyone is responsible for helping to ensure that stock is rotated properly.
• While clocked in during a shift, everyone is responsible for helping to ensure that the
Restaurant is as clean as possible. Remember, if there is time to lean, there is time to clean!
• Avoid wasting food, paper products, cleaning supplies, etc.
These lists are not all-inclusive or exhaustive. Other responsibilities apply to every job at our Chick-fil-A
Restaurant. Your leader(s) and trainers will familiarize you with your responsibilities during training.

7:2 Age-Restricted Activities
For team members who are 14-17 years old, the law provides that certain tasks in our Restaurant are
prohibited. In addition, there are certain hours of work restrictions that apply to employees who are
under age 18, particularly those who are 14-15 years old. Information concerning age-restricted
activities and hours of work can be found in the employment postings of the Restaurant. If you have
any questions in this regard, please see the Operator or the Director on Duty.
If you are in doubt as to whether a particular activity or time of work is prohibited for a team member of
your age, then you should refrain from performing the task or working at the particular time until you
have consulted with your Director on Duty and obtained proper guidance and direction.
7:3 Standards of Conduct & Disciplinary Actions
The Company does not believe it is necessary to list exhaustively every work rule or standard of conduct
for our team members. All team members are expected to perform their jobs well, to conduct
themselves in a professional manner at all times, and to treat others with honor, dignity and respect.
Additionally, all team members are expected to comply with any rules applicable to employment in our
Restaurant (including, but not limited to, the rules set forth in this Handbook).
In some instances of rule violations, improper conduct or unsatisfactory job performance, progressive
disciplinary action may be appropriate. Serious instances of rule violations, improper conduct or
unsatisfactory job performance, as determined by the Operator, may result in severe forms of
disciplinary action, up to and including immediate termination of employment, without prior progressive
disciplinary action. The following are among the most common examples for severe disciplinary action,
including immediate dismissal:
• Violation of our Civility, Equal Employment Opportunity & Non-Harassment policy;
• Violation of our policy prohibiting violence in the workplace;
• Clocking another team member in or out;
• Clocking in or out for a team member who did not work, or otherwise submitting to be
paid for time not worked;
• Reporting to work under the influence of alcohol or illegal drugs;
• Insubordination or disrespect to the Operator or any member of the restaurant
leadership team;
• Excessive unexcused tardiness or absence, or failure to notify the Operator or team
leader of tardiness or absences in a timely manner;
• Dishonesty or falsification of employment or other records or documents;
• Use of inappropriate language or other inappropriate behavior directed toward other
employees, customers or third persons including, but not limited to, profanity,
obscenity, cursing, or other foul or offensive language in the Restaurant and/or loud or
disruptive language, fighting, or conduct;
• Failure to follow our procedures on cash and coupon accountability;
• Cash theft which includes, but is not limited to:
• Taking money from the cash register (which may be revealed by a cash shortage);
• Writing over rings for entries not made;
• Failing to ring up a sale or a part of a sale;
• Purposely giving too much change.
• Food theft which includes but is not limited to:
• Giving away food over the counter without receipt of the appropriate payment
and/or coupons in exchange;
• Use of coupons by team members;
• Giving away food to team members who are not working that shift without receipt
of the appropriate payment;
• Intentionally over-portioning products;
• Taking food home without payment after closing or finishing your shift;
• Storing food for later pick-up without payment;
• Sharing break food with an individual who is not a team member;
• Signing for food or goods not delivered;

• Eating during your shifts while not on an approved break;
• Giving out unauthorized promotional material or discounts.
Where progressive discipline is appropriate, the following types of disciplinary action may be taken, in no
particular order:
• Verbal warning(s)
• Written warning(s)
• Suspension without pay
• Termination
Disciplinary actions will be approached on a case-by-case basis, taking into account all the relevant facts
and factors of the situation. Therefore, the Company retains the right to skip any or all of these steps of
progressive discipline if it determines this is warranted. The Company also reserves the right to
discipline an employee at any time for inappropriate conduct or behavior, whether or not such conduct
is referenced or mentioned in this policy.
Nothing in this policy is a guarantee that any particular disciplinary steps will be followed in any given
case, or at all, and this policy does not reflect any contractual agreement or right of any team member
that any particular disciplinary steps will be followed in any given case. Employment at our Restaurant
remains at-will.
7:4 Team Member Hygiene & Appearance
We have high standards concerning uniforms and personal appearance, as this is an important element
of providing outstanding service to and instilling confidence in our customers. An attractive,
professional uniform and overall appearance will communicate to customers that we care about
customer service, quality, and cleanliness.
Employees must be well groomed and in good health to handle food. If an employee is sick, or running a
fever, we must send them home, so we do not put them in contact with prepared foods.
Please refer to eTrain for our complete list of uniform expectations under Team Member Appearance
found in the Foundations section under Orientation.
Any other appearance or grooming issue not covered in the Team Member Appearance section may be
addressed at the discretion of the Operator or Director on Duty. The Operator may make case-by-case
assessments on any other appearance-related issues and can restrict work of a team member if any issues
cannot be corrected in an acceptable period of time.
Chick-fil-A at will, consistent with the requirements of federal, state or local law, consider making
reasonable accommodations with respect to dress or grooming requirements that are directly related to
a team member’s religion, disability, and/or ethnicity. If an accommodation of this nature is required,
please notify the Operator or Human Resources Director and please be prepared to discuss potential
reasonable accommodations.
7:5 No Smoking
Smoking is prohibited in all areas of the Restaurant, grounds (including designated employee parking
areas), and/or in view of the customer, including outdoor areas such as the playground, entry points,
landscaped areas, and dumpster pads.
In addition, team members are prohibited from smoking in any public place while wearing any Chick-fil-A
uniform or apparel.
7:6 Foodborne Illness
An outbreak is the incidence of food borne illness that involves TWO or more persons who eat a common
food, with the food confirmed as the source of the illness by laboratory analysis. One individual getting
sick is NOT an outbreak, but an isolated case. Until more people are involved, extensive work will not be
done by the health department to determine the cause of illness.

Handling Foodborne Illness Calls or Complaints
When a person calls or complains he/she became sick eating the Company’s food, act courteous and
polite. If the customer is hostile and rude, do not lose your composure or your temper. If you remain
calm, you will likely quiet the customer—thereby allowing you to obtain the necessary information to
determine if indeed there is a problem. Treat the customer with respect, listen to what the customer says,
be sympathetic and sort through the information presented. Advise the customer you need to obtain
some information concerning the problem, which will take only a few minutes. Don’t admit any liability.
Foodborne Illness Procedures
Once you have advised the customer you need to obtain some information concerning their problem, you
should take the following steps:
1. Inform the Director on Duty.
2. Have the affected customer or employee fill out the attached Suspected Foodborne Illness Report.
3. The Director on Duty should then review the report and obtain information regarding any suspicious
food product. For example, establish which food product or menu item is suspect. Establish how
many menu items using this product on the particular day were sold, to the extent possible.
4. Identify the following characteristics regarding the suspicious food product: packaging, container
type, size, color, grade, labeling, and any identifying lot number, production dates, pull dates, origin
of the product, storage containers and conditions, shipments/receipt dates at the location, and
method of shipment to the location.
5. Isolate the suspected food product(s). Promptly take the food items that may be contaminated
out of circulation. Samples should be placed in clean, sanitized containers and then covered,
dated, and labeled “DO NOT USE – SUSPECTED SOURCE OF FOODBORNE ILLNESS.” All suspected
food should be refrigerated. All team members must be informed that the containers are not to be
tampered with until further notice.
6. Inform the Operator once you have completed these procedures. If the Operator cannot be
reached immediately, please contact Tara Hayes.
8:1 Workplace Behavior
Please Act Professionally.
People who work together have an impact on each other’s performance, productivity, and personal
satisfaction in their jobs. In addition, how our employees act toward customers and vendors will
influence whether those relationships are successful for our Company. Because your conduct affects
many more people than just yourself, we expect you to act in a professional manner whenever you are on
Company property, conducting Company business, or representing the Company at business or social
functions. Although it is impossible to give an exhaustive list of everything that professional conduct
means, it does, at a minimum, include the following:
• following all of the rules in this Handbook that apply to you
• refraining from rude, offensive, or outrageous behavior
• refraining from ridicule and hostile jokes
• refraining from consumption of alcoholic beverages
• treating coworkers, customers, and vendors with patience, respect, and consideration
• being courteous and helpful to others, and
• communicating openly with supervisors, managers, and coworkers.
Individuals who act unprofessionally will face discipline, up to and including termination.
Punctuality and Attendance
You are important to the effective operation of this business. When you are not here at expected times
or on expected days, someone else must do your job or delay doing his or her own job while waiting for
you to arrive. If you work with customers or vendors, they may grow frustrated if they can’t reach you
during your scheduled work times. As a result, we expect you to keep regular attendance and to be on
time and ready to work at the beginning of each scheduled shift.

8:2 Insubordination
This workplace operates on a system of mutual respect between directors and team members. Leaders must
treat their employees with dignity and understanding, and employees must show due regard for their
leaders’ authority. Insubordination occurs when employees unreasonably refuse to obey the orders or follow
the instructions of their supervisors. It also occurs when employees, through their actions or words, show
disrespect toward their supervisors. Insubordinate employees will face discipline, up to and including
termination.
We understand, however, that there may be times when employees have valid reasons for refusing to do as
their supervisor says. Perhaps the employee fears for his or her own safety or the safety of others. Perhaps
the employee believes that following instructions will violate the law or pose some other problem for this
Company. Or maybe the employee thinks that there is a better way to accomplish a goal or perform a task.
When these issues arise, we do not ask that employees blindly follow orders. Instead, we ask that employees
explain the situation to a supervisor. If the situation is not resolved, the employee and the supervisor
together should discuss the matter with the Operator, Director of Human Resources or Tara Hayes.
8:3 Workplace Violence
To help create a safe workplace, and consistent with our commitment to treating every individual with
honor, dignity and respect, the Company has a zero tolerance stance concerning violence (or threats of
violence) in the workplace. Absolutely no workplace violence or threats of violence will be tolerated.
For purposes of this policy, workplace violence is defined as the deliberate and wrongful violation, damage,
or abuse of other persons, one’s self or property, and includes threats of violence. Prohibited conduct
includes, but is not limited to:
• Fighting, or any act or threat made by a team member against another person’s life,
body, health, well-being, family or property, including but not limited to assault, battery,
intimidation, harassment, stalking or coercion.
• Any act or threat of violence that endangers the safety of team members, customers,
vendors, contractors or the general public.
• Any act or threat of violence made directly or indirectly by words, gestures or symbols.
• Any behavior or actions that carry a potential for violence (i.e., throwing objects, waving
fists, destroying property, etc.).
• Use or possession of a firearm or any weapon by a team member on the Restaurant
premises, including the parking areas, except in such cases in which the placement of a
firearm within a locked vehicle is expressly authorized by state law.
All team members have a responsibility to help keep the workplace violence free. To help ensure a
violence-free workplace, any and all acts or threats of violence must be reported to management. All team
members are required to notify the Director on Duty immediately of any violent or threatening behavior,
whether engaged in by or directed toward a team member, management member or third party.
Additionally, team members should report any comments or suggestions from anyone concerning the
possibility that someone might be planning to harm, threaten or intimidate another person at or from work.
Any team member found to have engaged in conduct prohibited by this policy will be subject to
disciplinary action up to and including termination of employment.
8:4 Workplace Safety
The safety of team members, customers and others who come into contact with our business is very
important to our Company. Accordingly, we strive to maintain safe working conditions for all team
members, as well as safe conditions for customers and third parties.
Team members are expected to perform their responsibilities in the safest possible manner. Team
members should use all appropriate measures and precautions to protect themselves, customers and
co-workers. Accordingly, the following non-exhaustive list of workplace safety rules applies:
• Team members are expected to report immediately any unsafe conditions or safety
hazards to their immediate supervisor, Area Director on Duty or the Operator.

• Team members should immediately place “caution” signage out and clean up any spills or, if it is
impractical to do so, should promptly notify their supervisor or the Operator that a spill has
occurred and needs to be cleaned up after identifying and marking the area with proper signage.
• Team members should be aware of the location of the Restaurant’s first aid kit and fire
extinguishers.
• Team members are expected to report any suspicious person(s) or activity to the Operator or the
director on duty as quickly as possible.
• Team members must report immediately any accident or incident that occurs on the job and
results in an injury or the possibility of an injury – no matter how minor it may seem at the time –
to the Operator or the director on duty. An incident report should be filed immediately.
• Fighting or horseplay on the job is prohibited.
8:5 Workers’ Compensation
In accordance with state law, the Company provides insurance coverage for employees in case of workrelated
injury. The workers’ compensation benefits provided to injured employees may include medical
care, cash benefits to replace lost wages, and/or vocational rehabilitation to help qualified injured
employees return to suitable employment.
To ensure that you receive any workers’ compensation benefits to which you may be entitled, you will need
to:
• Immediately report any work-related injury to the Operator and/or the director on duty.
• Seek medical treatment and follow-up care if required.
• Provide the Operator and or Director of Human Resources with a certification from your health care
provider regarding the need for workers’ compensation disability leave and your ability to return to
work from the leave.
In most circumstances, upon submission of a medical certification that a team member is able to return to
work from a workers’ compensation leave, the team member will be offered the same position held at the
time the leave began or an equivalent position, if available. If the same position or its equivalent is not
available, an employee’s return to work will depend on job openings existing at the time of her/his
scheduled return. A team member returning from a workers’ compensation leave has no greater right to
reinstatement than if the team member had been continuously employed rather than on leave.
The location of the facility that provides medical treatment to team members who are injured in a workrelated
incident at our Restaurant is listed on informational posters that are on display in our Restaurant, or
is otherwise available from the Operator. All team members will be referred to the indicated location. Team
members who do not pre-designate their own physicians, will be treated by the physician within the Medical
Provider Network. After this initial treatment, you will be able to choose your physician within the Medical
Provider Network.
We must notify the workers’ compensation insurance company of any concerns of false or fraudulent
claims. Any person who makes or causes to be made any knowingly false or fraudulent material statement
or material misrepresentation for the purpose of obtaining or denying workers’ compensation benefits or
payment may be guilty of a felony.
Team members who are ill or injured as a result of a work-related incident, and who are eligible for family
and medical leave under the federal Family and Medical Leave Act (“FMLA”) and/or state law, will be placed
on FMLA leave (and/or state medical leave) during the time they are unable to work, as applicable, up to a
maximum of 12 weeks in a 12-month calendar year. Leave under the FMLA and applicable state law (if any)
runs concurrently.
8:6 Team Member Property & Workplace Searches
The Company reserves the right to conduct workplace searches when necessary. Team members should
not have any expectation of privacy with respect to any aspect of the Restaurant premises including, but
not limited to, any locker or other storage area that may be provided for the use of the team member.
Additionally, team members should not have any expectation of privacy with respect to any property
brought onto or received at our Restaurant’s premises.

Examples of situations where searches might be conducted include for example, but are not limited to,
situations in which management reasonably believes that a search may be necessary or helpful in
preventing or identifying incidents of theft, or to prevent employees from bringing prohibited items (such
as weapons or illegal drugs) to work.
Any personal items brought onto our property by a team member may be subject to search by
management, security or law enforcement. Although certain situations may arise in which searches of
team member property may not be made without the team member’s consent, failure to provide such
consent may be considered cause for disciplinary action up to and including discharge.
Team members should not have any expectation of privacy where Restaurant or customer property is
concerned. Any property not owned by the team member may be searched at any time with or without the
team member’s consent. Team members may be held accountable for any illegal or prohibited items
found in areas designated to them or areas that are considered to be within their primary control.
8:7 Telephone & Electronic Communications
The telephone in our Restaurant and at the Training Center (including any voice mail or voice messaging
system) is the property of our business, and generally should be used only for calls involving the
Company’s business and business-related activities. Accordingly, our policy is that any communications
through the Company’s telephone and voice mail system at our Restaurant and/or Training Center
should generally have a business purpose. Occasional and minimal personal use is acceptable, but
personal calls must be kept to a minimum and should be kept brief.
Team members should understand that there should be no expectation of privacy by any team member
as to his or her usage of the Company’s telephone, voice mail, computer, e-mail, internet or other
electronic communications device, system or mechanism.
A team member’s cellular phone, smartphone or other personal communications device may not be
used, worn or kept on the team member’s person while the team member is on duty at the Restaurant.
All Executives and members of our Leadership Team are required to keep their cellular phone or a
smartphone on their person while on duty to access our Mobile Reports System and in the event of an
emergency.
Similarly, the computer(s) or computer system(s) in the Restaurant are the property of our business, and
should be used only for business purposes. Chick-fil-A, Inc. and Mack Management, Inc. may access or
monitor its electronic communications (including but not limited to the e-mail and internet systems in
our Restaurant), and may obtain the communications and information contained within those systems
without notice to users.
Email Is Not Private. Email messages, including attachments, sent and received on Company equipment
are the property of the Company. We reserve the right to access, monitor, read, and/or copy email
messages at any time, for any reason. You should not expect privacy for any email you send using
Company equipment, including messages that you consider to be personal or label with a designation
such as “Personal” or “Private.”
All Conduct Rules Apply to Email. All of our policies and rules of conduct apply to employee use of the
email system. This means, for example, that you may not use the email system to send harassing or
discriminatory messages, including messages with explicit sexual content or pornographic images; to
send threatening messages; or to reveal company trade secrets or confidential information.
Professional Tone and Content. We expect you to exercise discretion in using electronic communications
equipment. When you send email using the Company’s communications equipment, you are representing
the Company. Make sure that your email messages are professional and appropriate, in tone and
content. Remember, although email may seem like a private conversation, email can be printed, saved,
and forwarded to unintended recipients. You should not send any email that you wouldn’t want your
boss, your mother, or our Company’s competitors to read.
Email Security. To avoid email viruses and other threats, employees should not open email attachments
from people and businesses they don’t recognize, particularly if the email appears to have been
forwarded multiple times or has a nonexistent or peculiar subject heading. Even if you know the sender,
do not open an email attachment that has a strange name or is not referenced in the body of the email—
it may have been transmitted automatically, without the sender’s knowledge. If you believe your
computer has been infected by a virus, worm, or other security threat to the Company’s system, you
must inform the IT department immediately.

Employees may not share their email passwords or @cfahome passwords with anyone, including
coworkers or family members. Revealing passwords to the Company’s email system could allow an
outsider to access the Company’s network.
8:8 Social Media
We understand that many employees participate in social media websites, blogs, and other online
communities. While we do not seek to regulate how employees spend their time away from work, we do
recognize that statements relating to the Company made via social media sites (or anywhere else) can
have a profound impact on community perceptions of our business.
Accordingly, team members are required to exercise common sense and good judgment in the
statements and other content they post or submit to any social media or other online forum, just as they
would with statements made in any other context. This means, for example, team members should not:
• Make any false, derogatory, harassing or insulting statement about the Company or fellow team
members. While the law permits you to post complaints about the terms or conditions of your
employment with the Company, you may not make statements that reasonably could be viewed
as malicious, obscene, threatening or intimidating, that disparage customers, team members, or
suppliers, or that might constitute harassment or bullying.
• Make any statement that could be construed as coming from the Company, or stating the
position of the Company. You must clarify that any opinions you state concerning the Company,
team members, customers are supplier are solely your opinion and not that of the Company.
• Post or publish confidential information. For example, you must not publish trade secrets,
information about the Company’s agreements with suppliers, or non-public information about
co-workers. However, the law permits you to discuss nonpublic information that relates to the
terms and conditions of your employment, such as wages and hours.
• Use the Company’s logo or other markings without prior permission.
This policy is not intended to prevent team members from engaging in bona fide discussions of working
conditions protected under federal law. If you have questions about whether communications are
protected or prohibited, you may contact any member of the Executive Team.
8:9 Confidentiality
From time to time, team members may be provided with information that is confidential in nature.
Confidential information is any information related to the Company that has not been provided to the
community in general. Because this information relates to our business, we consider it an asset, just like
any tangible asset.
Team members must not discuss any confidential information with anyone outside our Company, and
should avoid unnecessary disclosures of information concerning any customer or supplier. All media
inquiries and other general inquiries about the Company should be referred to the Operator.
Further, while employees may from time to time access confidential or other work-related information
via their own personal computers or devices, all such information—whether confidential or not—belongs
exclusively to the Company. As such, as a condition of initial and/or continued employment, all team
members agree that, upon request at the termination of employment or any other time, they will
produce to the Company all tangible, digital, or other copies of any Company information in their
possession to the Company, and/or delete or destroy any and all remaining copies.
This policy operates in conjunction with our equal employment and other policies, and should not be
construed to prohibit or discourage any good faith statement or complaint to any appropriate agency or
person concerning a perceived violation of law.
8:10 Coupon Use
Team members may not use coupons at our restaurants or any other Chick-fil-A restaurant. We prohibit
coupon use because team members often have ready access to coupons, which they can use just like

cash at any Chick-fil-A restaurant. Consequently, this policy is strictly enforced and coupon use is
considered a serious violation of policy.
We do not prohibit the family members or children of employees from using coupons they may obtain
from Core Essentials or any other promotion, just as any other customer might obtain and use them.
However, we do prohibit employees from providing coupons to family members or friends except
through normal promotions pre-approved by the Operator. Violation of this policy is likewise considered
a serious offense.
8:11 Fraternization
We expect employees to exercise good judgment regarding dating or relationships with other team
members. While we do not prohibit dating between team members in all cases, we do require that it not
affect any team member’s performance of his or her duties. Leadership level employees, however, are
prohibited from dating team members except in rare cases where the Operator may provide express
approval. Employees who choose to date may be required to sign a consent to mutual social relationship.
8:12 Resignation
When an employee resigns from employment, it is considered customary to provide at least two weeks
advance notice of resignation where practicable. Some employees may give a longer notice in order to
allow their employer to plan accordingly before the resigning employee departs. If you choose to resign
from your employment at our Restaurant, we would appreciate your providing us with as much advance
notice as is practicable for you under the circumstances -- although you are not required to provide any
length of advance notice at all.
Please remember that, whatever notice you are able and choose to provide, your employment with Mack
Management, Inc. remains at-will, which means you have the opportunity to resign your employment at
any time you choose. Upon receipt of notice of a team member’s resignation, the Company reserves the
right to choose to release the team member immediately or at some date prior to the team member’s
requested or designated last day of work, rather than waiting for the end of the notice period.
8:13 Termination of Employment
Consistent with our at-will employment policy, Mack Management, Inc. reserves the right to terminate
any team member or leader’s employment on an at-will basis at any time with or without notice or cause,
for any reason not prohibited by law. In the event of termination, team members will be provided with
their final paycheck in accordance with applicable law. Upon termination of employment (whether by
voluntary resignation or involuntary discharge or otherwise), team member and leaders are expected to
immediately return any and all Company property (including, but not limited to keys, uniforms, swipe
cards, etc.) in the employee’s possession, custody or control.
8:14 Audio Video Surveillance
To ensure safety and prevent misconduct in the workplace, the Company has installed video and audio
surveillance systems in our restaurants, and may deem it necessary to install additional systems in the
future. Consequently, you should understand that your conduct in the restaurant or on Company
premises will be recorded. While the purpose of these systems is not to intrude upon daily activities,
you should not expect privacy while in the restaurants.
Access to recordings by these systems will be restricted to authorized personnel. The Company will,
however, comply with law enforcement or court orders requiring the production of surveillance records.
If you have questions about these surveillance systems or recordings, you should contact a Director of
Operations.

8:15 Cell Phones (and PDA’s) While Driving
We know that our employees may use their cell phones, personal digital assistants (PDAs) or other
electronic communication devices—whether these phones belong to the employee or are issued by the
Company—for work-related matters.
Employees are prohibited from using cell phones, PDAs or other electronic communication devices while
operating a vehicle on Company business, except as outlined in the paragraph below. Additionally,
employees are prohibited from sending or reading any work-related text, email, call or other message
while driving at any time, except as outlined in the paragraph below. Company business includes only
those situations in which an employee is specifically instructed to carry out a task that begins and ends
during paid work hours. It does not include driving to or from work, or driving at any other time. While
we do not control the conduct of employees outside work hours, we urge you to avoid all texting or
calling while driving because we care about your personal safety.
If you must make a work-related call or send or read a text while driving, you must wait until you can pull
over safely and stop the car before returning the call or texting. If you receive a work-related call while
driving, you must ask the caller to wait while you pull over safely and stop the car. If you are unable to
pull over safely, you must tell the caller that you will have to call back when it is safe to do so.
8:16 drug-free workplace
It is important to the Company to help provide a safe and drug-free work environment for our customers
and our employees. With this goal in mind and because of the serious drug abuse problem in today's
workplace, we are establishing the following policy for existing and future employees.
The Company explicitly prohibits:
The use, possession, solicitation for, or sale of narcotics or other illegal drugs, alcohol, or
prescription medication without a prescription in the Company workplace and/or while conducting
business or performing a work assignment on behalf of the Company.
Being impaired or under the influence of legal or illegal drugs or alcohol away from the Company
workplace, if such impairment or influence adversely affects the employee's work performance, the
safety of the employee or of others, or puts at risk the Company's reputation.
Possession, use, solicitation for, or sale of legal or illegal drugs or alcohol away from Company
workplace if such activity or involvement adversely affects the employee's work performance, the
safety of the employee or of others, or puts at risk the Company's reputation.
The presence of any detectable amount of prohibited substances in the employee's system while in
the Company workplace and/or while conducting business or performing a work assignment on
behalf of the Company. "Prohibited substances" include illegal drugs, alcohol, or prescription drugs
not taken in accordance with a prescription given to the employee.
The Company will conduct drug and/or alcohol testing under any of the following circumstances:
FOR-CAUSE TESTING: The Company may ask an employee to submit to a drug and/or alcohol test at
any time it feels that the employee may be under the influence of drugs or alcohol, including, but
not limited to, the following circumstances: evidence of drugs or alcohol on or about the
employee's person or in the employee's vicinity, unusual conduct on the employee's part that
suggests impairment or influence of drugs or alcohol, negative performance patterns, or
excessive and unexplained absenteeism or tardiness.
POST-ACCIDENT TESTING: Any employee involved in an on-the-job accident or injury under
circumstances that suggest possible use or influence of drugs or alcohol in the accident or injury
event may be asked to submit to a drug and/or alcohol test. "Involved in an on-the-job accident
or injury" means not only the one who was or could have been injured, but also any employee
who potentially contributed to the accident or injury event in any way.
If an employee is tested for drugs or alcohol outside of the employment context and the results indicate
a violation of this policy, or if an employee refuses a request to submit to testing under this policy, the
employee may be subject to appropriate disciplinary action, up to and possibly including discharge from
employment. In such a case, the employee will be given an opportunity to explain the circumstances
prior to any final employment action becoming effective.

Employees will be provided with a copy of the Drug and Alcohol Testing Policy of MACK Management, Inc.
and must agree to abide by its terms as a condition of employment.
To ensure the accuracy and fairness of our testing program, all testing will be conducted according to
Substance Abuse and Mental Health Services Administration (SAMHSA) guidelines where applicable and
will include a screening test; a confirmation test; the opportunity for a split sample; review by a Medical
Review Officer, including the opportunity for employees who test positive to provide a legitimate
medical explanation, such as a physician's prescription, for the positive result; and a documented chain
of custody.
All drug-testing information will be maintained in separate confidential records.
8:17 Domestic Violence
The Company is committed to providing a safe, healthful, and supportive environment for its employees.
Domestic violence is a leading cause of injury to women in this country. The purpose of this policy is to
heighten awareness of domestic violence and to provide guidance for employees and management to
address the occurrence of domestic violence and its effects on the workplace. Our intent is to increase
victim safety, provide confidentiality within the limits needed for safety, promote a supportive
environment offering access to information and resources, and to increase abuser accountability.
Definition of Domestic Violence
Domestic violence is a pattern of coercive behavior that is used by one person in an intimate relationship
to gain power and control over another. This includes violent acts (occurring within or outside of the
workplace) occurring between family or household members, and which the Company, in its sole
discretion and judgment, determines affects the workplace. Such conduct includes but is not
necessarily limited to:
• Any act or threat of an act of physical aggression that causes physical harm to any other person;
• Any statement or action that reasonably could be perceived as demonstrating intent to cause
physical or serious emotional harm to another;
• Intimidation or verbal harassment;
• Disorderly conduct;
• Threats of suicide;
• Homicide, assault, and battery;
• Rape;
• Stalking;
• Enlisting, coercing or asking others to do any of the above actions; and
• Aiding or abetting others in doing any of the above actions.
Education and Training
We believe that offering employees opportunities to increase their awareness of domestic violence works to
prevent and reduce the impact of domestic violence in the lives of our employees. We provide workplace
educational and informational resources to employees whenever feasible, which may include posters,
brochures, articles or trainings on domestic violence, and information about community resources.
Safety and Security
The Company strives to maintain a safe and secure workplace and does not tolerate any acts or threats of
violence in the workplace. Furthermore, we do not tolerate any acts or threats of domestic violence against
any employee while on our property or while conducting the Company’s business. Employees who
threaten, harass or abuse anyone either at the workplace, or from the workplace, while conducting the
Company’s business and/or using any of the Company’s property, such as computers, telephones, FAX
machines, mail, vehicles or other means, may be subject to disciplinary action, up to and including
discharge.
Employees who become aware of threats or acts of domestic violence that may occur or have occurred in
the workplace must immediately inform their Director on Duty. In addition, employees with orders of
protection or restraining orders that reference the worksite(s) of the Company must provide their

manager with a copy of the order. In response to possible threats, the Operator and/or manager on
duty will undertake an assessment of the risk and implement a safety response plan specific to the
circumstances of the threat, implementing security options to minimize the risk. This plan will take into
consideration the needs and rights of a targeted employee and others in the worksite, maintaining
confidentiality when doing so does not interfere with safety needs.
Employee Leaves
We realize that employees who are victims of domestic violence have multiple and serious needs, some
of which may require time away from work. We will work with employees who are victims of abuse to
assess how existing paid and unpaid leave options may be used to help meet their needs.
Performance Concerns
Employees are encouraged to inform management when performance problems arise that are directly
related to a domestic violence concern. In response to such disclosure, a manager will provide an
employee with information about internal and external resources that the employee can choose to
access for assistance. Managers will also work with the employee to determine if any accommodations,
such as available leave time or workplace safety precautions, are needed.
Internal resources include the Human Resource Department. External resources may be obtained
through either the Human Resource Department or the Mississippi Coalition Against Domestic Violence
Hotline # 1-800-898-3234.
9:1 Employee Benefits
Team members may be entitled to certain benefits. Team members are eligible to receive discounted
meals and paid vacation under the conditions outlined in this handbook, as well as optional health
coverage. Full-time employees at the leader level may be eligible for additional benefits and should
consult the Operator for more information on these.
MACK Management, Inc. Principal Office
262 Market Street
Flowood, MS 39232
601-519-6064