Ddo-PizzaHut Employee Handbook English

EMPLOYEE

HANDBOOK

For Hourly Employees

and Salaried Managers

FOR

Hot Pizzas, LLC

Effective Date October 2011

Pizza Hut Employee Handbook Effective: October 1, 2011

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CONTENTS Page

Welcome ------------------------------------------------------------------------------------------------------- 4

Introduction --------------------------------------------------------------------------------------------------- 5

Company History -------------------------------------------------------------------------------------------- 6

C.H.A.M.P.S. -------------------------------------------------------------------------------------------------- 7

Customer Mania, How We Work Together Principles --------------------------------------------- 8

Business Ethics and Conduct ------------------------------------------------------------------------------ 9

Equal Opportunity, Immigration Compliance ------------------------------------------------------- 9

Anti-Harassment and Anti-Discrimination ----------------------------------------------------------- 10

Disability Accommodations ------------------------------------------------------------------------------ 11

Criminal Convictions and Background Checks ------------------------------------------------------ 12

THE NEW EMPLOYEE Introductory Period -------------------------------------------------------------------------------------- 12

BENEFITS Employment Classifications and Benefits------------------------------------------------------------ 13

Unemployment Compensation ------------------------------------------------------------------------- 13

Workers’ Compensation Insurance -------------------------------------------------------------------- 14

Business Travel Expense ------------------------------------------------------------------------------- 14

Salaried Manager Vacations --------------------------------------------------------------------------- 17

Holidays --------------------------------------------------------------------------------------------------- 18

Salaried Manager Sick Days --------------------------------------------------------------------------- 18

Meal Policy ----------------------------------------------------------------------------------------------- 18

Tuition Reimbursement Program ---------------------------------------------------------------------- 19

LEAVES

Bereavement Leave ------------------------------------------------------------------------------------- 20

Personal Leave ------------------------------------------------------------------------------------------- 20

Military --------------------------------------------------------------------------------------------------- 20

Family and Medical Leave ----------------------------------------------------------------------------- 21

Voting Time Off ----------------------------------------------------------------------------------------- 24

Child’s School Discipline ------------------------------------------------------------------------------ 24

Attending Child’s School Activities ------------------------------------------------------------------ 24

Adult Literacy Programs ------------------------------------------------------------------------------- 24

Jury Duty ------------------------------------------------------------------------------------------------- 25

Witness Duty -------------------------------------------------------------------------------------------- 25

Victim Leave --------------------------------------------------------------------------------------------- 25

YOUR HOURS OF WORK AND YOUR PAY Working Hours ------------------------------------------------------------------------------------------- 26

Overtime -------------------------------------------------------------------------------------------------- 26

Paydays ---------------------------------------------------------------------------------------------------- 26

Pizza Hut Tips -------------------------------------------------------------------------------------------- 27

Electronic Pay Stub Delivery -------------------------------------------------------------------------- 28

Deductions ------------------------------------------------------------------------------------------------ 28

W-2s, Wages and Salaries ------------------------------------------------------------------------------ 28

Requesting Time Off ------------------------------------------------------------------------------------ 29


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TRAINING PROGRAMS

Team Member Training Program --------------------------------------------------------------------- 30

Shift Leader Training Program ------------------------------------------------------------------------ 30

EMPLOYEE RELATIONS

Performance Appraisals --------------------------------------------------------------------------------- 31

Employee Files ------------------------------------------------------------------------------------------ 31

Open Door Policy --------------------------------------------------------------------------------------- 32

Employee Suggestions --------------------------------------------------------------------------------- 32

Arbitration Agreement ---------------------------------------------------------------------------------- 32

STANDARDS

Dress and Grooming, Uniforms, Appearance ------------------------------------------------------- 33

Personal Hygiene, Fingernails, Hair, Name Badge ------------------------------------------------- 34

Attendance and Punctuality ---------------------------------------------------------------------------- 35

Workplace Violence ------------------------------------------------------------------------------------- 36

Drug Testing Policy ------------------------------------------------------------------------------------- 37

Computer Technology Resource Usage Policy (IT) ------------------------------------------------ 39

On-Line and Social Media ------------------------------------------------------------------------------ 42

Telephone Usage, Radios, CDs and MP3 Players -------------------------------------------------- 43

Personal Property, Loitering --------------------------------------------------------------------------- 43

Non-Employee Access --------------------------------------------------------------------------------- 44

Media ------------------------------------------------------------------------------------------------------ 44

Smoking, Food, Gum and Tobacco ------------------------------------------------------------------ 44

Solicitation/Distribution of Literature ---------------------------------------------------------------- 45

Confidentiality of Information ------------------------------------------------------------------------- 45

Safety Policy --------------------------------------------------------------------------------------------- 45

Food Safety Policy --------------------------------------------------------------------------------------- 46

Outside Employment ----------------------------------------------------------------------------------- 46

Conflict of Interest --------------------------------------------------------------------------------------- 47

Special Notice to Arizona Employees --------------------------------------------------------------- 47

Employee Rules of Conduct --------------------------------------------------------------------------- 48

Unacceptable Behavior/Misconduct ------------------------------------------------------------------ 49

MISCELLANEOUS

Bulletin Boards ------------------------------------------------------------------------------------------ 51

Auto Safety ----------------------------------------------------------------------------------------------- 51

Company Property and Facilities --------------------------------------------------------------------- 52

DISMISSAL AND EXITING Voluntary Terminations ------------------------------------------------------------------------------- 52

References ------------------------------------------------------------------------------------------------ 52

Right to Modify ----------------------------------------------------------------------------------------- 52

ACKNOWLEDGMENT OF RECEIPT OF HANDBOOK --------------------------------------- 53


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Welcome new employee!

On behalf of your colleagues, we welcome you to Hot Pizzas, LLC, franchisees of Pizza Hut

and wish you every success here. We’re glad to have you with us!

We believe that each employee contributes directly to our growth and success, and we hope you

will take pride in being a member of our team. We are counting on your expertise to help us

achieve our goals. We greatly appreciate the talents and dedication of our employees. As thanks

for your commitment, it is our practice to treat employees with dignity and respect.

To satisfy the needs of our guests, we must function as a team to provide them with the highest

quality of service. As a part of the teamwork philosophy, we have a policy of open, two-way

communication at all times. Because you can freely address problems and concerns, as well as

your suggestions, to your managers, we do not believe outside organizations are necessary, or

even helpful, to our employee relations.

This handbook was developed to describe some of the expectations of our employees and to

outline the policies, programs, and benefits available to eligible employees. Employees should

familiarize themselves with the contents of the employee handbook as soon as possible, for it

will answer many questions about employment with Hot Pizzas, LLC.

We hope that your experience here will be challenging, enjoyable and rewarding. We want to be

the best, so we only hire the best! Thank you for joining our winning team and again, welcome!

Mark Peterson Krystal Burge

Franchisee Franchisee


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INTRODUCTION

Welcome to Hot Pizzas, LLC (hereinafter collectively referred to as “the Company”). This

Handbook contains information about the employment policies and practices of the Company in

effect at the time of publication.

Except for employment “at-will” status and the arbitration agreement, the Company reserves the

right to change, at its sole discretion, all such policies and practices and the hours, wages,

working conditions, job assignment, position titles, compensation rates and benefits for any

employee. Other than the Franchisees of the Company, no manager, supervisor or representative

of the Company has any authority to enter into any other than an at-will relationship with any

employee. Only the Franchisees of the Company have the authority to make any such agreement

and then only in writing.

As a matter of Company policy, all employment is on an at will basis, meaning that employment

shall last for so long as mutually agreeable. Under this, either the employee or the Company

may terminate the employment at any time with or without cause.

The policies set forth in this Employee Handbook replace any and all previous policy statements,

whether written or oral, which differ from or are inconsistent with the policies expressed in this

Handbook. No such prior policies or procedures shall have any force or effect after the effective

date of this Manual.

It is your responsibility to review and gain an understanding of the contents of this handbook,

and sign the acknowledgement page.

Please read it carefully. It will serve as a guide and ready reference to your questions about the

Company, job, pay, benefits, activities and responsibilities. This handbook cannot answer all

your questions about the subjects it addresses. If you have further questions, feel free to ask the

Director of Human Resources.

Nothing in this Handbook creates, or is intended to create, a promise or contract.

Every effort has been made to make this handbook as comprehensive as possible. However, the

information in this handbook is for guideline purposes only and is not intended to create a

contract, either expressed or implied, of continued employment. Likewise, compliance with the

laws of the States where we operate is an important obligation, and nothing in our policies will

be interpreted to conflict with such laws.

NOTE: Our Company policies and procedures supersede those of Pizza Hut Corporate.


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COMPANY HISTORY

Desert de Oro Foods, Inc., was formed in March 1982, when the brother/sister team of Mark

Peterson and Krystal (Peterson) Burge left college to pursue their entrepreneurial dream of

building a chain of quick serve restaurants. With the support of their parents, Dean and Sonja

Peterson, the pair purchased and personally operated their first location, Taco Bell #2083 in

Kingman, Arizona, for three years before expanding to Bullhead City and Lake Havasu City in

1985.

Vista Foods, Inc. was created in 1987 with the purchase of a single unit in Prescott and has since

grown to five locations, including a multi-brand KFC/TB. In 1988, Mark and Krystal’s mother

and fellow franchisee, Sonja Zee Peterson, left the family law practice to actively participate in

the thriving company.

The company continued to expand and another company, DDO-Cal, Inc., was added to include

restaurants in Blythe and Needles, California. In 1997, the growing company tripled in size with

the addition of 26 restaurants in the Phoenix area under the umbrella of Hot Tacos, Inc. A

northern Arizona district was added in 1999 with the acquisition of seven restaurants in the

White Mountain area.

DDO-Utah, LLC, was created in 2008 with the addition of 14 restaurants. With a cadre of loyal

employees in place, continued successful growth and expansion is the company goal. Another

growth spurt in 2009added five additional restaurants to our southern border regions, stretching

from El Centro and Calexico to Yuma under the umbrella of Zee Tacos, LLC.

In October 2010, Hot Pizzas, LLC, was formed and the company added 40 Pizza Hut restaurants

in the Phoenix metro area. This addition created a new partnership with Pizza Hut Inc and

followed true to the company’s successful goal of expansion and growth.

Both brother and sister hold fast to the belief that business has an obligation to provide a return

to the community, thus all locations are encouraged to be active members of the local chamber of

commerce. The pair also takes an active role in the community within the Taco Bell Franchise

Owners Association. The company is actively involved in supporting the Boys & Girls Club of

America, as well as local B&G clubs and numerous other youth and civic activities.

Continued growth is the company’s ambition, but one thing that remains constant is the

franchisees focus on the customer and their belief in the How We Work Together principles, and

in putting people first.

Today Taco Bell and Pizza Hut, along with Kentucky Fried Chicken and Long John Silver’s, are

owned and operated by YUM! Brands, Inc. We know you share in that same sense of pride as an

employee of the Company.


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THE SECRET TO OUR SUCCESS: C.H.A.M.P.S.

At each of our restaurants, you will hear six letters repeated over and over again: C.H.A.M.P.S.

(Cleanliness, Hospitality, Accuracy, Maintenance, Product Quality, and Speed of Service).

These are the principles Pizza Hut was built on, and these are the standards for our daily

operation. When we provide our guests with 100% C.H.A.M.P.S. with a YES! attitude, we can

keep their loyalty and they will come back.

We want to provide our guests with an atmosphere that is fun, casual and comfortable. Each of

our restaurants has been designed with the guest in mind; for efficient service and pleasant

surroundings, but it takes our Team Members to make our guests’ stay a truly enjoyable one.

C.H.A.M.P.S. begins and ends with you!

Cleanliness: Guests like to eat in clean, comfortable surroundings. Examples of cleanliness

standards include: un-bussed tables are cleaned within 3 minutes, there is no trash or food on the

counter, and there is no debris on the floor or windowsills. Restrooms are clean and fully

stocked, trashcans are no more than 2/3 full and the parking lot is free of litter. We really never

have “spare” time at our restaurants because whenever business slows down, we are cleaning.

We constantly clean and maintain the entire restaurant, including-the exterior, the dining area,

the counter area, the restrooms and the kitchen.

Hospitality: At Pizza Hut we treat our guests as if they were guests in our own home. We go

that extra step to make guests feel welcome. Guests are our first priority. We strive to provide

hospitality because it makes our job more pleasant and also drives our business. The

attentiveness, courtesy and friendliness you display toward your guests is our most important

form of marketing.

Accuracy: Our guests want to receive exactly what they ordered, and they want it prepared and

packaged correctly. Pizza Hut ’s accuracy standards are: correctly enter the guest’s order into

the register, use the right ingredients and portion them accurately, use the correct packaging for

each item and complete all orders with all items.

Maintenance: Guests expect a safe and well-maintained environment.

Product Quality: Guests want hot food served hot, cold food served cold, and all food

portioned correctly and presented neatly. Our menu items are the product of a great deal of

research and development, but we rely on you to make sure that every one of our guests enjoys a

hot, tasty and perfectly prepared meal every time they visit one of our restaurants. We are

famous for the quality of our food, so we insist that you follow specific food preparation

procedures that are both efficient and sanitary.

Speed with Service: Guests expect to receive their food quickly, whether they dine in, carry

out, visit the drive-thru or order for delivery. Fast service means meeting or exceeding our

Speed with Service goals. Serving each guest quickly is our first priority. We expect you to be

efficient, attentive, courteous and respectful at all times.


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CUSTOMER MANIA

Guests are among our company's most valuable assets. Every employee represents Pizza Hut to

our guests. The way we do our jobs presents an image of our entire company. Guests judge all of

us by how they are treated with each employee contact. Therefore, one of our first business

priorities is to assist any guest or potential guest. Nothing is more important than being

courteous, friendly, helpful, and prompt in the attention you give to guests.

Our personal contact with the public, our manners on the telephone, and the communications we

send to guests are a reflection not only of ourselves, but also of the professionalism of our

company. Positive guest relations not only enhance the public's perception or image of our

Company, but also pay off in greater guest loyalty and increased sales.

HOW WE WORK TOGETHER PRINCIPLES

At Pizza Hut, we believe that when everyone follows the “How We Win Together” (HWWT)

principles, we will work as a team in a fun, exciting, and safe environment. You are responsible

for understanding and using these principles. You can expect your management team to

demonstrate our principles

Customer Mania We listen and respond to the voice of the customer.

Belief in People We:

Believe in people.

Trust in positive intentions.

Encourage ideas from everyone.

Actively develop a workforce that is diverse in style and background.

Recognition We find reasons to celebrate the achievements of others and have fun

doing it.

Coaching and Support We coach and support each other.

Accountability We do what we say; we are accountable.

Excellence We take pride in our work and have a passion for excellence.

Positive Energy We execute with positive energy and intensity.

Teamwork We practice team together, team apart


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BUSINESS ETHICS AND CONDUCT

The successful business operation and reputation of the Company is built upon the principles of

fair dealing and ethical conduct of our employees. Our reputation for integrity and excellence

requires careful observance of the spirit and letter of all applicable laws and regulations, as well

as a scrupulous regard for the highest standards of conduct and personal integrity.

The continued success of the Company is dependent upon our customers' trust and we are

dedicated to preserving that trust. Employees owe a duty to the Company, its customers and

shareholders to act in a way that will merit the continued trust and confidence of the public.

The Company will comply with all applicable laws and regulations and expects its managers,

officers, and employees to conduct business in accordance with the letter, spirit, and intent of all

relevant laws and to refrain from any illegal, dishonest, or unethical conduct.

In general, the use of good judgment, based on high ethical and moral principles, will guide to

acceptable and professional conduct. If a situation arises where it is difficult to determine the

proper course of action, the matter should be discussed openly with your immediate supervisor,

restaurant manager, Area Coach, Concept Director, Director of Operations or Director of Human

Resources for advice and consultation. Failing to comply with this standard of business ethics

and conduct could lead to disciplinary action, up to and including possible termination of

employment.

EQUAL OPPORTUNITY

It is the policy of the Company to provide equal opportunity in all aspects of the employer/

employee relationship. The Company acts in compliance with the requirements and intent of

applicable Federal and State regulations and related state and local laws and regulations, which

protect the right to equal employment opportunity.

Personnel actions will be taken without regard to race, creed, color, religion, sex, national origin,

ancestry, age, sexual orientation, gender identity, marital or veteran status, and any other

classifications protected by Federal, State or local law. Our Company will recruit, hire, train,

and promote all persons without discrimination based on race, creed, color, religion, sex, national

origin, ancestry, age, sexual orientation, gender identity, marital status, veteran status or other

protected classification. Likewise, the Company will not discriminate against qualified disabled

individuals or on the basis of genetic information.

Immigration Law Compliance

We are committed to employing only United States citizens and aliens who are authorized to

work in the United States. We will not unlawfully discriminate on the basis of citizenship or

national origin or retaliate against those raising questions or complaints.

In compliance with federal law, each new employee (and former employee), as a condition of

employment, must complete the Employment Eligibility Verification Form I-9 and present

documentation establishing identity and employment eligibility, Social security numbers are

verified using a database of the United States government. Failure to provide lawful

documentation will result in termination of employment within the DHS/ICE guidelines.


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ANTI-HARASSMENT and ANTI-DISCRIMINATION POLICY

The Company is committed to providing all employees with a workplace free of sexual or other

types of harassment or discrimination based on race, color, religion, national origin, ancestry,

age, gender, physical or mental disability, or other protected classifications. The Company

prohibits and will not tolerate unlawful harassment or discrimination by supervisors, coworkers,

or those who do business with the Company.

It is our policy to maintain a work environment free from all forms of unlawful harassment or

discrimination and to insist that all employees be treated with dignity, respect and courtesy.

Harassment, including sexual harassment and discrimination, is prohibited by law. The purpose

of this policy is not to regulate our employees’ personal morality. It is to prevent harassment or

discrimination from occurring, and provide reporting channels if it does.

Harassment includes, without limitation: verbal harassment (derogatory statements, slurs,

teasing, jokes, epithets and innuendo); physical harassment (sexual and personal touching,

assault, physical interference with normal work or involvement); and visual harassment (posters,

cartoons, drawings, computer materials, sexual gestures).

Sexual harassment is defined as unwanted sexual advances or visual, verbal, or physical conduct

of a sexual nature. Sexual harassment includes many forms of offensive behavior. The following

is a partial list of the types of conduct that could constitute sexual harassment.

Any offensive or unwelcome conduct, verbal or physical, based on a person’s gender.

Unwanted sexual advances.

Offering employment benefits in exchange for sexual favors.

Making or threatening reprisals after a negative response to sexual advances.

Visual conduct such as leering, making sexual gestures, displaying of sexual suggestive

objects or pictures, cartoons, or posters.

Verbal conduct such as making or using derogatory comments, epithets, slurs, and jokes.

Verbal sexual advances or propositions.

Verbal abuse of a sexual nature such as graphic verbal commentaries about an

individual’s body, sexually degrading words to describe an individual, suggestive or

obscene letters, notes, or invitations.

Physical conduct such as touching, assault, impeding or blocking movements.

The Company will do its best to keep the workplace free of unlawful conduct that creates an

intimidating, hostile or offensive work environment for our employees. Your cooperation is

needed to achieve the goal by reporting incidents of harassment or discrimination.

In the event that you experience, or see or hear of any conduct that violates this policy, we urge

you to contact your supervisor, Human Resources department, or any member of the

management team. You should also provide your complaint in writing to the Human Resources

department. Supervisors will report all incidents of harassment to the Human Resources

department. The Company will, to the extent possible, treat the matter with the degree of

confidentiality that is appropriate under the circumstances.


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Anti-Harassment And Anti-Discrimination Policy -continued

You should report any harassment or discrimination, even if the person committing the conduct

is not an employee of the Company. The Company’s policy is to take appropriate action to

protect its employees from harassment and discrimination, regardless of who commits the

harassment or discrimination.

All complaints will be promptly and thoroughly investigated, and employees are expected to

cooperate fully in the investigation process.

If, after investigation, the complaint or concern is determined to be justified, the Company will

take necessary and appropriate action to end the harassing or intimidating conduct and prevent its

recurrence, including discipline up to an including termination of employment.

Those who use the complaint procedure will not be subjected to any acts of harassment,

coercion, intimidation or retaliation due to their reporting an incident or participating in an

investigation or proceeding concerning the alleged harassment.

In addition, disciplinary action will be taken against any employee(s) who attempt to discourage

or prevent any harassment victim from using the Company’s complaint procedure to report

harassing conduct. Accordingly, any retaliatory conduct should be reported immediately to your

supervisor or Human Resources department.

DISABILITY ACCOMMODATIONS

The Company is committed to complying fully with the Americans with Disabilities Act (ADA)

and ensuring equal opportunity in employment for qualified persons with disabilities. All

employment practices and activities are conducted on a non-discriminatory basis.

The Company recognizes employees with life-threatening disabilities, such as cancer, heart

disease, and AIDS, may wish to continue their normal pursuits, including work, to the extent that

their condition allows. The decision to continue work will be based on the employee’s ability to

perform the essential functions of the position, with or without reasonable accommodation, to the

Company’s expected performance standards. The Company will reasonably accommodate a

qualified person’s disability provided it does not cause undue hardship to the Company. Should

an employee believe that an accommodation may be needed in order to perform the essential

functions of the employee’s position; the employee should discuss the matter with their manager

and human resource department.


12

CRIMINAL CONVICTIONS/BACKGROUND CHECKS

The Company has the right not to employ or continue to employ anyone who has been convicted

of a felony or misdemeanor involving illegal drugs, dishonesty or breach of trust, breach of

peace, theft, robbery or any crime of violence. Also, to ensure that we don’t get incorrect or

second-hand information, any criminal conviction that occurs after you are employed must be

brought to the attention of your manager within twenty-four hours.

The Company may also conduct background checks that may include criminal convictions,

motor vehicle records, and other relevant background information. You may also be required to

provide proof of automobile insurance coverage if you operate your personal vehicle to conduct

company business. This includes, but is not limited to, running errands for the Company, picking

up or returning products from other restaurants, taking the deposit to the Company’s approved

bank, etc.

The New Employee: INTRODUCTORY PERIOD

The first ninety (90) calendar days of continuous employment at the Company during which you

learn your responsibilities and get acquainted with your fellow employees and the Company is

considered an introductory period. During this time, you will have a chance to decide whether

you are and will be happy with your job, and your supervisor will have the opportunity to

determine whether you are adapting to your new position with the Company.

The Company has the right to lengthen the introductory period if it is deemed necessary, or to

terminate the employment relationship at any time during this period. Completion of the

introductory period does not change your “at will” employment status or entitle you to remain

employed by the Company. Both you and the Company are free, at any time, during or after the

ninety- (90) day introductory period, with or without advance notice, and with or without

“cause”, to end the employment relationship and your compensation.


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Benefits:

EMPLOYMENT CLASSIFICATIONS

Employees at the Company are classified as exempt, part-time nonexempt or temporary

nonexempt.

Exempt Employees: Exempt employees are those whose job assignments meet the federal and

state requirements for overtime exemption. Exempt employees are compensated on a salary

basis and are not eligible for overtime pay. Your supervisor will inform you if your status is

exempt.

Part-Time Nonexempt Employees: Part-time nonexempt employees are those who are

regularly scheduled to and do work thirty-nine (39) hours or less per week. Part-time nonexempt

employees may be assigned a work schedule in advance or may work on an as-needed basis.

Part-time nonexempt employees are eligible for some, but not all, employee benefits described in

this manual.

Temporary Employees: Temporary employees are those who are employed for short-term

assignments. Short-term assignments will generally be periods of three (3) months or less

(summer work). Temporary employees are not eligible for employee benefits and may be

classified as exempt or nonexempt on the basis of job duties and compensation.

ADMINISTRATION OF THE COMPANY BENEFITS

All of the Company employee benefit programs are administered by the Company or its

designated administrators. The Company reserves to itself and its administrators the exclusive

authority and discretion to determine all issues of eligibility and all questions of interpretation

and administration of each benefit.

The Company provides core group insurance coverage for eligible personnel. A summary plan

description booklet will be provided upon enrollment. The Company will comply with

applicable provisions of federal and state insurance laws and regulations. The cost of coverage is

shared by the employee and the Company and depends upon the coverage you choose. Please

contact the Human Resources department at the Restaurant Support Center if you have questions

regarding the group insurance plan. In the event of any increase in medical insurance premium

rates, all employees may be required to contribute to the cost of increased premiums to retain

coverage.

Unemployment Compensation

The Company contributes to the Unemployment Insurance Fund on behalf of its employees.

Employees make no contribution for this coverage. The Company pays the entire cost.

Social Security

Social Security is an important part of every employee’s retirement benefit. The Company pays

a matching contribution to each employee’s Social Security taxes.


14

Worker’s Compensation Insurance

As an employee, you are covered by a Workers’ Compensation insurance program in the event

you become ill or injured because of your work. The Company pays 100% of the premiums.

Benefits will be provided in the event that you suffer an injury or illness arising out of or in the

course of employment.

The Company is concerned for your safety, and it is important that you help to curtail accidents

during your employment. To ensure your physical well-being and the correct processing of

claims, it is extremely important that you notify your Manager immediately of any injury that

occurs during or because of employment, no matter how slight. Employees who either have an

accident or are witnesses to an accident at work are responsible for reporting it on the day it

occurs.

Our Workers’ Compensation insurance covers the cost of your medical care. You may also be

eligible to receive temporary or permanent disability benefits, or vocational rehabilitation

services depending upon the nature and severity of the illness/injury.

The “Notice of Compensation Carrier” is posted. This posting notifies you of benefits, first aid

procedures, and emergency telephone numbers, as well as the name of the Company’s insurance

carrier. Workers’ Compensation fraud drives up the cost of providing this valuable insurance to

everyone. Workers’ Compensation fraud is a crime. Any employee participating in a fraudulent

claim shall be subject to prosecution.

If medical attention is required because of a work-related injury, any time away from work for

medical appointments will not be paid. However, you may elect to use any available accrued

vacation or sick time for this lost time. If you have any questions in regard to Workers’

Compensation benefits, please contact your Manager in Charge or Human Resources.

BUSINESS TRAVEL

Travel for Company purposes shall be properly pre-authorized, reported, and reimbursed; under

no circumstances shall expenses for personal travel be charged to, or be temporarily funded by

the Company, unless otherwise approved by the Director of Operations and Director of Human

Resources. It is the traveler’s responsibility to report his/her actual travel expenses in a

responsible and ethical manner, in accordance with the regulations set forth in the Policy. Any

exceptions to the Policy must be submitted to the Director of Operations and Director of Human

Resources for approval.

Approval of Travel Travelers may not approve the reimbursement of their own travel expenses. Travel expenses

must be approved by the traveler’s supervisor. In addition, an employee shall not approve the

travel expenses of an individual to whom he or she reports to either directly or indirectly.


15

Payment of Travel Certain prepaid expenses such as transportation tickets and conference fees may be billed

directly to the Company. Travelers are required to submit requests for travel to their supervisor

for pre-approved travel expenses. The approved request for travel will be submitted to the RSC

for registration, scheduling and processing.

Transportation Expenses Transportation expenses shall be reimbursed based on the most economical mode of

transportation and the most commonly traveled route consistent with the authorized purpose of

the trip. Transportation tickets should be procured in advance in order to obtain any discounts

offered by the carrier or negotiated by the Company.

Air Travel

Coach class or any discounted class airfare shall be used in the interest of economy. It is the

traveler’s responsibility to submit airline flight requests to the designated RSC personnel at the

Restaurant Support Center (RSC) for booking. Flight request will include the traveler’s

complete name as shown on his/her identification documents, the dates of travel, departure/return

city-location, and time of day of travel. The RSC will attempt to accommodate the traveler’s

requests and will communicate confirmation numbers and airline information to the traveler. The

RSC reserves the right to make alterations to the travel times/dates submitted in an effort to

secure a lower airfare.

Travelers are free to make his/her own airline reservations (coach or discounted fare class) and

later submit the expense for payment. Travelers must have prior approval from the Director of

Operations and/or Director of Human Resources (DO and/or HR) for the travel arrangements and

expenses before purchasing tickets.

Purchased airline tickets which are not used due to an employee’s inability to complete the

travel, and which are not subject to airline credit, will be charged back to the traveler as an

expense and deducted from his/her next paycheck. Any exception to this policy is at the sole

discretion of the Company.

Automobile Travel

The DO and/or HR must approve all Company vehicle travel which is outside of the normal

scope of daily duties for above restaurant leaders. Above restaurant leaders assigned Company

vehicles should refer to the Motor Vehicle Policy (March 2008) for instructions on typical daily

travel.

Private Vehicles

Travelers may use their private vehicle for business purposes if it is less expensive than renting a

car, taking a taxi, or using alternative transportation, or if it saves time. Travel must be approved

in advance by the DO and/or HR.


16

Surface Transportation Used in Lieu of Air Travel

If advance approval has been obtained by DO and/or HR, a traveler may use surface

transportation for personal reasons even though air travel may be the most cost effective mode of

transportation. The cost of meals and lodging, parking, fuel, and taxis incurred while in transit by

surface transportation may be reimbursed. Such costs shall not exceed the cost of airfare, based

on the lower of the regular coach fare available for the location of travel from a standard

commercial air carrier plus transportation costs to and from the terminals. The traveler must

obtain the cost of the most effective mode of transportation prior to the travel occurring so that

the traveler is aware of any cost limitations for reimbursement.

Rental Cars A vehicle may be rented when renting would be more advantageous to the Company than other

means of commercial transportation, such as using a taxi. Advanced DO and/or HR approval and

reservations should be made whenever possible and a compact or economy model requested. The

traveler is responsible for obtaining the best available rate commensurate with the requirements

of the trip. The discount negotiated with car rental agencies by the Company should be requested

when available.

The Company will not accept any vehicle rental charges billed directly to the Company. Note:

The Company does not reimburse for rental company damage waiver or insurance fees. Pre-

approved rental car charges should be paid by the traveler and submitted for payment on an

expense report.

Hotel Rooms

It is the traveler’s responsibility to submit requests for overnight lodging (to be direct billed to

the Company), to the designated RSC personnel at the Restaurant Support Center (RSC).

Lodging requests will include the traveler’s complete name as shown on his/her identification

documents, city-location, dates of check-in and check-out, and any special needs or requests such

as a room to accommodate a disability, ground floor location, etc. The RSC will attempt to

accommodate the traveler’s requests and will communicate confirmation numbers to the traveler.

It is the traveler’s responsibility to review all hotel policies prior to check-in. In the event that

the traveler cannot agree to a hotel policy, (such as no smoking on hotel property), it is the

traveler’s responsibility to locate alternative lodging and make his/her own reservations and later

submit the expense for payment. Reimbursement for such lodging will not exceed the direct bill

rate negotiated with the hotel by the Company. The Company pays for room and tax only, and

the traveler should be prepared to put a personal credit card or cash deposit on file at the hotel to

cover any incidental expenses. Any damage to or theft of hotel property by the traveler that is

direct-billed to the Company will be charged back to the traveler as an expense and deducted

from his/her next pay check.

All employees traveling as representatives of the Company are responsible for conducting

themselves in a professional manner at all times.


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SALARIED MANAGER VACATIONS

Exempt employees are given vacations scheduled in accordance with the following policy. After

completion of the initial twelve (12) months of continuous salaried employment, exempt

employees at the Company begin to accrue vacation time as follows:

VACATION ACCRUAL SCHEDULE

YEARS OF ELIGIBLE SERVICE VACATION DAYS EACH YEAR

After 1 year 5 days After 1 ½ years 5 days every 6 months

After 5 years 5 days every 4 months After 10 years 5 days every 3 months

The Company encourages exempt employees and salaried managers to take vacation on an

annual basis. Earned vacation time can accrue to a maximum of 200 hours, or twenty (20) days.

No additional vacation time will be accrued above the 200 hours limit until accrued vacation

time is used. It is your responsibility to keep track of your accrued vacation time.

Eligible employees (exempt and salaried managers) may use accrued vacation time after the

completion of their first full year of employment at the Company. The Company reserves the

right to schedule vacation time for these employees at its sole discretion.

Paid vacation time may be used in minimum increments of one day. A vacation request must be

submitted to your supervisor for approval in writing thirty (30) days prior to the requested time

off. A vacation day does not alter the manager’s responsibility for the operation of the

restaurant.

Vacations shall be scheduled so as to provide adequate coverage of jobs and staffing

requirements. Your supervisor will make the final determination in this regard. Temporary

employees do not earn paid vacation. Employees on unpaid leave do not accrue vacation time.

(Note: typically employees on paid or unpaid leave of absence do not accrue vacation time. If a

holiday occurs during your vacation period, you will receive an additional vacation day. The goal

of this policy is to allow time for employees to rest and recuperate.

Any employee who has tendered his/her resignation or has left our employ for any reason forfeits

all claims to and eligibility for vacation benefits. In Arizona and Utah, the Company will NOT

pay unused accrued vacation time, even upon resignation (with or without notice) or termination

of employment. In California, as required by state law, all employees will be paid for any

unused accrued vacation time after leaving the Company’s employ.

Restrictions:

Salaried managers are not permitted to take vacation on a Period End date or Company

designated Leadership/Training Conference dates. These dates are known at least one year in

advance. Above Restaurant Leaders are not permitted vacation during the two weeks prior to a

scheduled Company designated Leadership/Training.


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HOLIDAYS The Company will grant holiday time off to all exempt personnel for the holidays listed below:

Thanksgiving Day (November)

Christmas Day (December 25th

)

Additionally, the Restaurant Support Center will observe the following additional holidays:

New Years Day (January 1st)

Memorial Day (May)

Independence Day (July 4th

)

Labor Day (September)

SALARIED MANAGER SICK DAYS

Sick days are a benefit that is accumulated for the exempt employee and salaried manager in

order to provide a cushion for incapacitation due to illness. It is to be used only when the

employee is actually required to recover from illness or off-the-job injury. Sick days are not for

“personal” absences or to attend to a sick family member. Abuse of sick days may result in

disciplinary action up to and including termination.

The Company offers paid sick days to exempt employees who have completed their introductory

period. After completion of your introductory period, you accrue paid sick days at a rate of one

day per quarter. Sick pay is based upon full salary less any applicable State Disability Insurance

benefits. An employee may not accrue more than four sick days at any given time of

employment with the Company. Exempt employees should report only full days of absence due

to illness.

If an exempt employee or salaried manager is absent due to illness, medical evidence of your

illness and/or medical certification of your fitness to return to work satisfactory to the Company

may be required before sick pay will be given. The Company reserves the right to visit while

you are receiving sick pay. If there is any reason to believe that sick pay has been misused, sick

pay may not be awarded. Sick pay will not be paid to an exempt employee or salaried manager

after separation from the Company for any reason.

MEAL POLICY

Employee meals are granted by each RGM independently based on several financial areas of the

restaurant’s performance. The RGM may, from time to time, suspend Employee Meals, based

on restaurant performance. Employee meals are to be eaten only in the designated break area.

Orders will consist of standard menu items and be prepared by another Team Member.

Discounts:

We want you to share Pizza Hut pizza with your family and friends. As a Pizza Hut Team

Member, when you are not working you will receive a 20% discount on any of our guest

products. The discount is available for Dine in and Carry Out orders from your work location

only. The discount excludes alcoholic beverages, bottled beverages, and wings.


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Team Members/Shift Leaders

Pizza Hut Team Members who are in uniform during their shifts or thirty minutes after their

shifts may receive a 50% Employee Meal Discount not to exceed $10.00. This policy also

applies to Team Members who are on their breaks. This does not apply to Team Members on

their “off time”, or their spouses, relatives or friends. Violations to this policy are considered

“theft” and may result in termination and possible criminal action.

All Team Member orders must be rung up under the Manager-In-Charge’s (MIC) observation.

All discounted or free food must have Team Member and MIC’s initials written on the receipt.

The fountain beverages are provided free while on duty if consumed in the appropriate cup. All

other drinks (i.e. milk, juices, etc.) are full menu price.

Salaried Managers:

Restaurant General Managers may receive a 50% Employee Meal Discount not to exceed

$20.00, at their respective restaurants. This privilege also pertains to family and friends who are

accompanied by an RGM. At no time is this privilege extended to family or friends when the

RGM is not present. Violations to this policy are considered “theft” and may result in

termination and possible criminal action. RGMs must initial all of their food and drink receipts.

TUITION REIMBURSEMENT PROGRAM– Salaried Managers

The Company will reimburse up to $300 of tuition per semester/quarter to exempt employees

and salaried managers for successful completion of approved courses. All salaried employees

with a minimum of one (1) year of continuous full-time service are eligible to apply for tuition

reimbursement. Salaried employees on leave of absence, except for those salaried employees on

legislatively mandated leaves that require benefit coverage, i.e. Family Medical Leave, are not

eligible to participate in the tuition and assistance program. Exempt employees must be in good

standing to be eligible for tuition assistance in that there can be no formal employee discipline

proceedings (recent written disciplinary warnings) or attendance problems.

Tuition reimbursement will only be granted to those qualified employees for courses or

programs offered by an approved institution (i.e. an accredited school, college, university or

training school). The determination of an approved institution is the responsibility of the Human

Resources department. Courses of study must be directly related to the employee’s position or

potential positions with the Company. Course or programs must be scheduled outside the

employee’s regular work hours and all homework must be done on the employee’s time. The

Company makes no commitment to provide for all courses leading to a degree. Each course

must be applied for separately and is evaluated on its individual merits in accordance with this

procedure.


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Leaves:

LEAVES OF ABSENCE

The Company may grant leaves of absence to employees in certain circumstances. It is

important to request any leave in writing as far in advance as possible. If the leave is a Family

and Medical Leave Act leave, the correct forms must be obtained from the Human Resources

department. It is important to keep in touch with your supervisor or the Human Resources

Department during your leave, and to give prompt notice if there is any change in your return

date. If your scheduled leave expires and you have not contacted your supervisor or the Human

Resources department, the Company will assume that you do not plan to return and wish to

terminate your employment. If you are unwilling or unable to return to work at the conclusion of

any leave, your employment may be terminated.

It is understood that you will not obtain other employment while you are on a leave of absence.

Acceptance of other employment while on leave, unless otherwise agreed to in advance, will be

treated as a voluntary resignation from employment at the Company.

Funeral or Bereavement Leave of Absence

In the event of the death of your current spouse, child, parent, legal guardian, brother, sister,

grandparent, grand child or mother-, father-, sister-, brother-, son-, or daughter-in-law, you may

take up to three (3) consecutive scheduled workdays off with pay with the approval of your

supervisor. A Status Change form must be completed indicating the number of days requested,

your relationship to the deceased, and have your restaurant manager’s approval.

Personal Leave Of Absence

A personal leave of absence without pay may be granted at the discretion of the Company. A

personal leave of absence can affect your benefit plan coverage. Ask your supervisor for

information.

Military Leave of Absence

The Company grants full and part-time employees who are members of the United States

Uniformed Services leaves of absence to fulfill military obligations and reemployment rights

following separation from service, in accordance with state and federal law. Employees

requiring leave must provide their supervisor with advance notice of the need for leave, unless

notice is impossible or prevented by military necessity.

Members of the National Guard or Reserve components of the armed forces will be granted

leaves to attend annual training exercises and periodic drills. Exempt employees taking such

leave will be paid the difference between their military pay (less travel allowance) and their

regular pay. Non-exempt employees will not receive pay while on leave. Benefits for all

employees will continue during such leave.

Employees who enlist or are called to active duty in the United States Uniformed Services are

entitled to reemployment pursuant to the Uniformed Services Employment and Reemployment

Rights Act, provided that a timely application for reemployment is received, applicable active

duty service did not exceed five (5) years, the employee’s separation from service was under


21

Military Leave of Absence continued

honorable conditions, and reemployment would not create an undue hardship for the Company.

Employees returning to work or applying for reemployment should do so within the following

time frames:

Service Length: Return Date:

1-30 days The first scheduled workday eight hours after the employee’s return home

31-180 days Within fourteen (14) days after completion of service

181 + days Within ninety (90) days after completion of service

Employees who leave the Company for active duty service shall not receive pay or accrue

vacation or sick time during periods of such service. Health care benefits may be continued, at

the employee’s expense, for up to eighteen (18) months after an active duty absence begins.

Upon reemployment, periods of military service are considered service with the Company for

purposes of vesting or accruing benefits in any Company-sponsored pension or retirement plan,

reinstatement of health care benefits, and any other right or benefit that is determined by the

employee’s length of service.

Family and Medical Leave Policy

Employees employed for one year or more and who have worked at least 1,250 hours in the

preceding year may qualify for a maximum of twelve weeks of leave per year for one, or more,

of the following reasons:

The birth of the employee’s child, and in order to care for the child during the first year of

birth;

The adoption of a child by the employee, or the placement of a child with the employee for

foster care, and in order to care for the child during the first year of placement;

To care for a spouse, child or parent who has a serious health condition or due to the

employee’s own serious health condition1.

When an immediate family member (spouse, child or parent) is a retired member of the

Armed Forces, reservist or member of the National Guard who is ordered to active military

duty, in order to make necessary arrangements for the absence.

Employees who are the spouse, son, daughter, parent, or next of kin of a member of the United

States armed services who is recovering from a serious illness or injury sustained in the line of

active duty may be entitled to up to twenty-six (26) weeks of leave in a single twelve (12) month

period to care for the service member.

1 * A serious health condition includes an illness, injury or impairment that requires (1) absence from

work, school or other normal daily activities for more than 3 days; (2) in-patient care at a hospital,

hospice or residential medical care facility; (3) care by a licensed health care provider for a continuing or

chronic condition; or (4) absences due to pregnancy.


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Eligibility Requirements

In order to be eligible for family/medical leave, you must:

Have at least one (1) year of service.

Have worked at least one thousand two hundred fifty (1250) hours during the twelve (12)

months immediately prior to the date requested for leave.

Leave requests by employees who do not meet these eligibility requirements for Family and

Medical Leave may be granted by the Company at its sole discretion, in which case there is no

guarantee of reinstatement at the conclusion of the leave.

Requests for Family and Medical Leave

All requests for Family and Medical Leave (or extensions) must be submitted on a Status Change

and FMLA Request form for final approval. If the need for the leave is foreseeable, you must

provide at least thirty (30) days advance notice. If unforeseeable, leave requests must be made as

soon as practicable under the circumstances. Failure to provide proper notice may result in delay

or denial of leave.

Medical Certification

If you need to request a leave due to your own serious health condition, or to care for a child,

spouse, or parent who has a serious health condition, your request should be accompanied by a

“Medical Report” form that may be obtained from the Human Resource Department. This

certification must be completed by the health care provider responsible for your own or a family

member’s treatment. Failure to return the form within fifteen days from your leave request may

result in denial of leave, or loss of other rights.

If the certification is incomplete or insufficient, the Company will inform you in writing of the

additional information needed and give you seven (7) days to resolve the deficiency.

If your leave exceeds thirty (30) days, or you ask for an extension of your leave, you may be

required to provide additional medical certification of your inability to work. the Company may

require you to obtain a second or third medical opinion. If a second or third medical opinion is

requested, the Company will pay for the examination fees.

Scheduling of Leave

If the leave is for the care of a child after birth or adoption, you must complete the leave within

one (1) year of the birth or adoption.

Family Leave and Medical Leave may be taken intermittently or on a reduced schedule if it is

medically necessary to care for a spouse, parent, or child with a serious health condition or for

your own serious health condition. You may be temporarily transferred to an alternative position

with equivalent pay and benefits that better accommodates a reduced or intermittent schedule.

Intermittent leaves, reduced schedules, and leaves that are foreseeable must be scheduled in a

manner that will minimize disruption to operations. Leave to care for a new child may be taken

only in consecutive weeks, e.g. 4-weeks, 8-weeks, etc., up to 12 weeks.


23

Maximum Duration of Family Leave and Medical Leave

Your leave will be counted as part of your entitlement to family and/or medical leave under the

Family and Medical Leave Act (“FMLA”) and any similar State laws. Under most

circumstances, you will be granted a maximum of twelve (12) weeks of FMLA leave during any

twelve (12) month period. For the purpose of calculating the twelve (12) week maximum, any

other Family and Medical Leave taken during the twelve (12) month period will be included.

The “twelve (12) month period” will be measured backwards from the date you use any Family

and Medical Leave.

A leave to care for a child after birth or adoption may be limited to less than twelve (12) weeks if

your spouse is employed by the Company and is also taking Family and Medical Leave to care

for the new child.

Outside Employment

If you are eligible and your leave is approved, you may not be employed with any employer,

other than the Company during your leave. Outside employment during your leave will result

in immediate termination.

Use of Paid Leave

An employee going on leave must utilize all sick and vacation time as part of his/her leave

period, and will receive all normal and customary pay for sick leave and vacation time used.

However, if these benefits are exhausted prior to the end of the leave, the remainder of the leave

will be without pay by the Company.

Continuation of Health Insurance

The Company will continue its normal contribution toward your health insurance premium for

the allowed weeks of FMLA leave taken during any twelve (12) month period. You are required

to continue to make your normal premium contribution during the entire leave. Any insurance

payment for which you are responsible must be made to the Company. Failure to make such

payment will result in the cancellation of your insurance.

If you elect not to return to work after the expiration of your leave, you may be required to

reimburse the Company for all health insurance premiums paid by the Company during your

leave.

Other Benefits Cease Accruing

You are not eligible for holiday pay during your leave. In addition, you will not be eligible to

earn sick or vacation time until you return to work. However, your leave will not be deemed a

break in your length of service.

Reinstatement

When you are able to return to work, you should give the Company at least two (2) weeks’

notice. This is important so that your return to work is properly scheduled. Upon your return, a

doctor’s certificate stating that you are physically able to return to your normal duties will be

required.


24

You should understand that you have no greater right to reinstatement or to other benefits of

employment than if you had continued to work during your leave. On that basis, the Company

will reinstate you to your former job or an equivalent position if you return from your Family

and Medical Leave within twelve (12) weeks, unless you would not otherwise have been

employed if leave had not been taken.

Voting Time Off

The Company encourages you to fulfill your civic responsibilities by voting. For all Arizona

employees, if you have less than two (2) consecutive hours between the opening of the polls and

the beginning of your work shift or between the end of your regular work shift and the closing of

the polls, you may either arrive to work late or leave work early for such a length of time that

when added to the time difference between work shift hours and opening or closing of the polls

will provide you a total of two (2) consecutive non-work hours to vote. This will be paid time.

Any additional time off will be without pay. You must give reasonable notice of the need to

have time off to vote prior to the day of election. The Company may specify the hours during

which you may absent yourself for voting purposes.

Child’s School Discipline

If you are the parent or legal guardian of a child who lives with you, and you receive written

notice from the principal of the child’s school requesting your attendance at a disciplinary

conference, you are entitled to take an unpaid leave to attend the conference. Check with your

supervisor for eligibility and scheduling before taking any leave to attend a disciplinary

conference.

Time Off For Attending Child’s School Activities.

If you are a parent, guardian, or grandparent with custody of a child in kindergarten or grades 1-

12, inclusive, and wish to take time off to visit the school of your child for a school activity, you

may take off up to eight hours each calendar month (up to a maximum of 40 hours each school

year), provided you give reasonable notice to the Company of your planned absence. Employees

wishing to take such leave may utilize their existing unused vacation time. The Company

requires documentation from the school noting the date and time of your visit. If both parents of

a child work for the Company, only one parent – the first to provide notice – may take the time

off, unless the Company approves both parents taking time off simultaneously.

Time Off For Adult Literacy Programs

The Company will make reasonable accommodations for any employee who reveals a literacy

problem and requests that the Company assist him/her in enrolling in an adult literacy program,

unless undue hardship to the Company would result. The Company will also assist employees

who wish to seek literacy education training by providing employees with the location of local

literacy programs.

The Company will take reasonable steps to safeguard the privacy of any employee who identifies

himself/herself as an individual with a literacy problem. An employee who wishes to identify

himself/herself as such an individual can contact Human Resources directly. Further, individuals


25

who are performing satisfactorily will not be subject to termination of employment because they

have disclosed literacy problems.

While the Company generally encourages employees to improve their literacy skills, the

Company will not reimburse employees for the costs incurred in attending a literacy program.

Nonexempt employees may use vacation pay to make up for the work, which is missed to attend

literacy classes.

JURY DUTY

The Company encourages employees to serve on jury duty when called. Nonexempt employees

who have completed their introductory periods will receive full pay while serving up to five (5)

days of jury duty over any two (2) year period. All employees are expected to notify their

supervisors as soon as they receive a jury duty notice.

If employees are required to serve jury duty beyond the period of paid jury duty leave, they may

use any available vacation time off or may request an unpaid jury duty leave of absence.

Employees will not be dismissed or penalized in any way for serving as a juror, in accordance

with applicable state and federal law.

WITNESS DUTY

If you are required to appear as a witness in a court or hearing, you are to bring the subpoena to

your supervisor within three (3) working days of receipt.

Hourly employees will not be paid for time spent at witness duty. As an hourly employee, if you

are excused from witness duty during your regular working hours, the Company expects you to

return to work. You may retain any funds that you receive for serving as a witness.

VICTIM LEAVE

If you or an immediate family member are a victim of a violent crime, you are eligible for non-

paid time off to attend the court proceeding involving the perpetrators of the crime, including

trials and post trial hearings. You must provide the notice received from either law enforcement

or the prosecutor to your supervisor for approval of time off. Hourly employees will not be paid

for time spent at court proceedings but will be allowed to use any accrued vacation time that they

may have available.

Exempt salaried employees generally will be paid for time-spent serving if the court proceedings

are expected to last less than an entire workweek. As an exempt salaried employee, you must

inform the Company if the court proceedings are expected to last for an entire workweek or

more. If the court proceedings lasts for an entire workweek or more, exempt salaried employees

will not be paid for that workweek but will be allowed to use any accrued vacation time that they

may have available. If you have, any questions regarding this leave or confidentially of this

information please discuss with the Human Resource department.


26

Your Hours of Work and Your Pay: WORKING HOURS, REST AND MEAL BREAKS

Normal operating hours at the Company vary. If you are a non-exempt employee, your

supervisor will assign your scheduled work hours. Exempt employees are expected to work as

much of each workday as is necessary to fulfill their job responsibilities.

All employees are encouraged to take their breaks in the restaurant in designated areas only.

Non-exempt employees are expected to observe assigned working hours and the time allowed for

lunch and rest periods. Non-exempt employees may not leave the premises during rest periods

and should not take more than ten (10) minutes for each rest period. Non-exempt employees

may leave the premises during a lunch period.

The workweek begins on Tuesday and ends on the following Monday for all employees.

It is the employee’s responsibility to accurately record hours worked. The Company

recommends that employees save the clock time receipts for the purpose of payroll

discrepancies. The Company will promptly adjust any errors made on your paycheck.

OVERTIME COMPENSATION

The Company provides compensation for all overtime hours worked by non-exempt employees

in accordance with state and federal law. Prior authorization from your Area Coach must be

obtained before working any overtime. Your supervisor will also notify you when overtime

work is required. All overtime is paid after a 40-hour workweek unless otherwise required by

state law. Overtime is rarely authorized. Authorized overtime is scheduled only by the Area

Coach and is never scheduled at Team Member discretion. Working overtime without proper

authorization may result is disciplinary action.

You are required to work all overtime requested. Overtime requests will be made to you through

your supervisor and overtime must be recorded. No supervisor is authorized to ask an hourly

employee to work “off the clock” without pay. Employees may not “volunteer” to work in any

fashion without being paid for their time. Overtime is to be authorized in advance by your Area

Coach. Failure to obtain authorization may result in disciplinary action, up to and including

dismissal. Please let Human Resources know if you are being asked to work “off the clock”.

PAYDAYS

The payroll period is two workweeks (14 days) long. It begins on Tuesday and ends two weeks

later on Monday. Payday for Pizza Hut is on Monday the week following the end of the payroll

period. All payroll adjustments not received on the pay period prior to the effective day of

change will be made as soon as practicably possible after receipt by the Payroll department. All

hourly adjustments after the end of a pay period will be adjusted as soon as practicably possible.

The Company uses direct deposit or pay cards for payroll. This is a safe and secure method of

receiving your pay. If you do not have direct deposit yet, a pay card will be assigned to you at no

charge. You may continue to use the Company-provided pay card or provide new direct deposit

information to Payroll. Once the pay card is assigned to the employee, it is the responsibility of


27

the employee to follow instructions attached to the pay card for activation and its continued use.

The pay card becomes similar to a bank account where the employee is responsible for all

transactions and loss of the card. The employee will need to contact the pay card company for

assistance. Payroll cannot access employee’s pay cards once the employee has activated the card.

Payroll funds will not be available until Monday, after 2 p.m. If a payday falls on a company-

recognized holiday, you will be paid the day before. Direct any questions you may have

regarding your pay to the RGM or Payroll department.

In some circumstances, the Company may have to print a pay check. In that situation, no one

other than the employee may pick up the employee’s paycheck unless the employee has made

prior arrangements. Paychecks may not be cashed at the restaurant, nor will it be possible to

receive an advance against unpaid earnings. Paychecks not claimed within 14 days will be

returned to the Restaurant Support Center. You will then need to arrange to get your paycheck

by calling the Payroll department. If your check is lost there will be a $35.00 stop payment fee

charged to the employee. If you inadvertently wash or damage your check in any way not

acceptable to your bank, return that damaged portion to your Manager in Charge and a new

check will be issued in 2-4 business days.

Pizza Hut Tips

Delivery Drivers and Servers are paid as tipped employees. This means that Delivery Drivers

and Servers will be paid a service wage and Hot Pizzas, LLC, will take a “tip credit” towards its

minimum wage obligations according to federal and state laws.

For each work week, Hot Pizzas, LLC, will ensure that your service rate combined with your tips

meets the required hourly minimum rate. It is very important that that you record your tips

accurately and record them all at the end of each shift during the clock out function.

Pizza Hut tipped employees are responsible for accurately reporting all cash tips. All credit card

tips will automatically be reported for you at the end of each shift. Failure to accurately report

tips is a violation of the law and is considered reason for disciplinary action up to and including

termination. Tips reported less than $20 in a calendar month are not taxable for FICA and/or

MEDICARE or withholding purposes.

If edits, modifications, or corrections are made to the tip records, both the employee and

restaurant manager must verify the accuracy of the change by initialing the time and tip edit log.

Additionally, keep in mind that:

Your tips are part of your pay and belong to you.

Keep a record to all your tips; they are subject to taxes.

Taxes from the tips you report will be deducted from your paycheck.

Follow the Internal Revenue Service’s “Tipped Employee Brochure” and “Tip Log” to

build your know how.


28

Amount to Meet Guarantee

In the event that your service wage and tip combined to not meet state minimum wage

requirements Hot Pizzas, LLC, will automatically pay you the difference. This is called the

“Amount to Meet Guarantee”.

Electronic Pay Stub Delivery

The Company is encouraging employees to participate in Electronic Pay Stub Delivery as a

method in which your pay stub information will be sent directly to your personal e-mail. This

allows the employee to receive their pay information immediately without waiting to pick up the

pay stub at the restaurant. Employees still need to sign a Payroll Verification Report (PVR) as

required by Federal law verifying hours worked.

Electronic Pay Stub Delivery allows the employee to save pay stubs electronically for future use

and pay history is available at any time. If you are interested in this program, e-mail your full

name, restaurant number, and email address to [email protected].

Deductions

The following deductions will be made from your gross wages earned during a given pay period

and will be shown on your paycheck:

Federal income tax (mandatory)

State income tax (where applicable)

Social security tax (FICA) (mandatory)

Medicare (mandatory)

State disability (where applicable)

You will be required to complete a payroll deduction form to authorize the Company to make

any other payroll deductions.

W-2s

You will receive an annual Wage and Tax Statement (IRS Form W-2) for the proceeding year on

or before January 31. If you believe that deductions are incorrect for any pay period, or are

incorrect on the W-2, check immediately with the Payroll department. If you move, it is your

responsibility to contact the Restaurant Support Center to report your new address. Requests for

duplicate W-2s need to be in writing using the “W-2 Request Form” and faxed to payroll for

processing. You may ask the Human Resources/Payroll Department any questions you have

regarding your paycheck, deductions made, hours shown, etc.

WAGES AND SALARIES

If during your employment the Company considers wage increases for any or all employees,

your pay may or may not be increased depending on your:

performance

length of time in the position

salary range limitations

criteria set for the particular salary review

mailto:[email protected]


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REQUESTING TIME OFF

Every employee will need some time away from work to meet personal needs. These needs can

be as pleasant as a vacation, or as important as time to care for your personal health. However,

time away for one employee usually means work for another or important work left undone. That

is why the Company has a procedure for requesting approval for planned time off for all

employees.

Planned time off includes any situation that you know might prevent attendance at work or needs

to be scheduled, i.e., vacation reservations, doctor’s appointments, moving day, etc.

If you are aware of any situation that might prevent your attendance at work, submit an

“Employee Status Change” form to your supervisor who will review your request and give

approval if:

1. workload allows

2. another staff member has not put in a previous request for the same time

3. you have not had excessive absences

Hourly employees do not accrue vacation time but you will be asked to complete a Status

Change Form and request time off without pay.

You should only take time off without advanced approval when a personal illness or personal

emergency occurs after you have left work on the previous day. If this happens, you are to call

in as soon as possible, but no later than two hours before being scheduled to work as per the

Company’s call-in procedures.

The Company will attempt to approve all reasonable requests.


30

Training Programs:

Team Member Training Program

Our Team Member Training program is completed in the restaurant with a trainer and your

supervisor. Your training begins with The Learning Zone. This is a virtual program that is

completed on a computer in the restaurant. For each topic you will be responsible for

completing the video training and the course assessment test, and then completing the skill

observations with your modular trainer. After you have completed your respective topics, you

will be observed by your RGM and certified in that topic. Training is implemented in each

restaurant to ensure that employees build the skills needed to serve our customers. This training

includes:

Doing more for, and giving more, to our customers than our competition.

Food safety, which ensures our guests are served the highest quality food prepared in the

safest manner possible.

Learning the processes and procedures required to meet/exceed expectations and

standards.

Improving performance to ensure your restaurant’s continuous growth and success.

Developing each employee’s self-sufficiency in running the restaurant.

Meeting specific guidelines for appropriate certifications in the training system. Please

see your Restaurant General Manager for specific deadlines and certifications required.

Training Topics

Instructions are provided for learning about a specific job responsibility or procedure. Each

lesson refers you to the appropriate reference materials, which are defined below, and provides

exercises that you complete to practice what you learn from the reference materials.

Quick References

Tools used on the job help you learn procedures/responsibilities and ensure they are executed

according to standards. Quick References include laminated station cards, posters, charts and/or

job aids that are located in the restaurant for easy reference (i.e., posted in a work area or on the

restaurant’s bulletin board, or stored with the other training materials).

You are constantly encouraged to improve your performance, expand the scope of your

responsibilities and help provide training to employees who need it. That is the only way every

employee can become efficient and successful. Your manager will explain all aspects of the

training programs.

SHIFT LEADER TRAINING PROGRAM

At Pizza Hit we utilize the LAS training program for Shift Leaders which is implemented in the

restaurant to ensure that these employees build the skills needed to serve our guests and run great

shifts to meet restaurant goals.

Training Lessons

Instructions are provided for learning about a specific job responsibility or procedure. Each

lesson refers you to the appropriate reference materials, which are defined below, and provides

exercises to practice what you learn from the references.


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Employee Relations: PERFORMANCE APPRAISALS

Performance appraisals are a tool for supporting communication between you, your supervisor,

and management. Supervisors and employees are strongly encouraged to discuss job

performance and goals on an informal, day-to-day basis. Performance appraisal discussions and

documentation may reflect the following areas but are not limited to these areas alone:

the work being done; your work performance

ways it could be improved

ways performance exceeds expectations

goals to consider or requirements to be set

agreements or disagreements on performance and other work-related issues

possible results or ramifications

You are encouraged to give your viewpoint during this discussion. Use this opportunity to add to

what is said or written. You should state any concerns or disagreements you have.

Performance appraisals are completed on a regular cycle and may include the 30-60-90 day

development plan process.

Performance Appraisals with Corresponding Pay Increases

Pay increases are not automatic with the performance appraisal cycle and will be announced by

the Company in advance. All employees will need to have completed their 90-day introductory

period prior to receiving a performance appraisal that is eligible for a pay increase. Any

employee with less than 90-days of service at the performance appraisal time will be reviewed

for increase at the next cycle. Any employee on an approved leave of absence (LOA) of 30 days

or more will have their performance appraisal cycle delayed by an amount of time equal to the

length of their LOA.

Raises will be considered for exempt and non-exempt employees attaining the performance

standards of at least on target and above. No raises will be given to employees for below

standard performance. No cost of living increases are given.

EMPLOYEE FILES

The information recorded in your personnel file is extremely important to you and to the

Company. It is your responsibility to make sure that the personal data in the file is accurate and

up to date. Immediately report, in writing, any change of address, phone number, etc. to the

Human Resources department. Personnel files are stored electronically at the Restaurant Support

Center.

Current employees of the Company are allowed to inspect their electronic personnel file on the

premises of the Company at a scheduled time mutually convenient for the employee and the

Company. If you want to inspect your personnel file, discuss it with the Human Resources

department. You may add, to your file, your version of any disputed item in your personnel file.


32

OPEN DOOR POLICY

At some time or another, your may have a complaint, suggestion, or question about your job,

your working conditions, treatment you are receiving, etc. Your suggestions for improving the

Company’s operations are always welcome. Your complaints or questions are also of concern to

the Company. For issues other than prohibited harassment and discrimination, we ask that you

take your concerns first to your Restaurant General Manager or Manager in Charge, following

these steps:

1. Bring the situation to the attention of your Manager in Charge (MIC) or Restaurant

General Manager who will investigate and provide a solution or explanation.

2. If the problem is not addressed in a reasonable period, you may put it in writing to

your Area Coach, Concept Director, Director of Operations or the Director of Human

Resources or their designee.

Please consider the Open Door Policy your right and responsibility. Your front line position

makes your comments invaluable. If your immediate supervisor is in the best position to respond

to you, please speak to him/her in person. In addition, you may call anyone in a management

position that is listed above.

Nothing in this Open Door Policy is intended to, or should be taken to limit, the employment-at-

will relationship between you and the Company. Either you or the Company can terminate your

employment at any time with or without “cause” and with or without advance notice.

EMPLOYEE SUGGESTIONS

The Company encourages employees to use creativity and job knowledge to discover ways to

save time, simplify work procedures, reduce waste, improve quality, and eliminate accidents or

hazards. Please submit ideas for improving departmental procedures to your supervisor.

Suggestions regarding overall Company policies and procedures may be submitted to the Human

Resource department.

ARBITRATION AGREEMENT You are required as a condition of employment to review, sign and return to the Human

Resources Department, the Arbitration Agreement which is included in your new hire

paperwork.


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Standards: DRESS AND GROOMING

Your image is our image. You were hired to work here because of the excellent impression that

you made. We feel that you represent the qualities, motivation and responsible attitude to

become an integral part of our team. We have worked very hard to establish the positive image

that Pizza Hut has in this community. Several things have contributed to that: a high-quality

product priced for a good value, comfortable and clean surroundings and, most important, top

notch people such as you providing friendly, efficient service. Our image is critical to our

success, so we have very high expectations of all our team members in terms of performance and

behavior.

You will be inspected upon arrival at the restaurant to ensure you are in proper uniform. Any

deviations may require you to leave the restaurant prior to starting your shift to make corrections.

You may return after the corrections have been made and you are in 100% uniform compliance.

Uniforms; Upon accepting a position with the Company, you will be issued a uniform (a second

uniform may be requested after the 30 day training period). It is your responsibility to ensure

your uniforms are kept in good condition and when reporting to work, they appear neat and

clean. At termination of your employment, you must return or pay replacement cost of all

uniforms issued prior to receiving your final paycheck. In addition to maintaining your uniform,

you are also responsible for providing and maintaining your own dark matching socks and black

safety (non-skid) shoes.

For your safety and comfort, you must wear enclosed shoes that have slip-resistant soles, and

that are easy to clean and maintain. For safety reasons, open-toe, open-back, cloth shoes, clogs,

sandals, or high-heeled shoes are not allowed while working.

Uniforms are wash and wear. Uniform care starts with machine laundering. Use wash and wear,

durable press, or knit/delicate cycle. Set water for warm, not hot temperature, and do not use

bleach. If heavily soiled, soak the uniform overnight in warm water containing a few

tablespoons of detergent. Do not use hot water, bleach or spray chemical stain removers. For

stains, pour liquid detergent on the spot and rub gently with your hand for a few minutes. Use of

a non-abrasive pre-soak may help with stain removal. Let the garment stand and then rinse with

warm water or wash as above. Uniforms may also be dry cleaned from time to time. Dry

uniforms at low heat settings. Remove the uniform immediately from the dryer and place on

hangers to avoid ironing. If an iron must be used, set the temperature to cool. Wash hat/visor by

hand or use a machine setting of cool. Do not use bleach and air-dry the hat/visor, rather than in

a clothes dryer.

Appearance

The following appearance guidelines will help maintain a professional image, promote safety

and provide a pleasant atmosphere for guests in our restaurants. All team members are expected

to follow these appearance guidelines.


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Attire: All Team Members are to dress in the designated uniforms with appropriate

undergarments. Undergarments are not to be visible. Uniforms and other clothing articles are to

be clean and wrinkle free before arriving for work. Uniform shirts must be tucked in at all times.

Clean, well-maintained non-slip shoes and belts are to be worn at all times while at work. Non-

uniform sweaters are not to be worn. Uniform visors and/or hats are to be worn to keep hair

away from your face. Wear your name badge proudly at all times. Our guests feel free to

approach you when they can call you by name. REMEMBER…the uniform is never complete

without A SMILE! Any violations of this policy may result in disciplinary action up to and

including termination of employment.

Grooming and Personal Hygiene: Your body is to be washed and clean. Exposed cuts,

blemishes or lesions are to be bandaged with a blue bandage supplied by the Company and, if on

the hands, you are also required to wear vinyl surgical-type gloves. Hands are to be washed with

soap and hot water before handling food. Cosmetics, deodorant, aftershave and cologne may be

worn in conservative amounts and in good taste.

Jewelry: Jewelry that may be hazardous around equipment must not be worn. One ring on each

hand may be worn. For safety purposes, if gloves are not worn, a blue bandage must be worn

over a ring containing a stone. Bracelets of any kind and loose or visible necklaces are

prohibited. Only the MIC may wear a watch. Dangling or loop earrings are not permitted; only

a single set of ¼-inch posts may be worn. Male employees may not wear earrings. Nose rings,

tongue rings, ear gauges or any other visible body jewelry may not be worn while at work.

Fingernails: Fingernails are to be neat, clean-trimmed, and unpolished.

Artificial fingernails are NOT to be worn.

Tattoos: Clothing and/or bandages must cover tattoos.

Hair: Hair is to be short (to the top of the collar and eyebrows, restrained, clean-cut, and

combed. Any person handling food or food contact surfaces must wear an appropriate hat/visor.

Hair length is to be kept at the top of the collar and the eyebrows. Hairnets may be required if

hair goes beyond the collar or deemed necessary by the manager.

Facial Hair: A mustache may be worn when neatly trimmed to the edge of the

mouth and not extending below the upper lip, and meets all food safety

standards. Sideburns must also be kept trimmed to a maximum length not to

exceed the bottom of the ear lobe. Beards are not permitted. Goatees are

permitted as long as the entire goatee is confined to the chin and no more than

¼ inch in length. Goatees must be neatly trimmed to the edge of the mouth.

Goatees and mustaches must be covered with a beard net when required by

Health Department or Government Agency in any food contact area.

Name Badge: Wear your name badge proudly at all times. Your guests will

feel much more comfortable talking with you if they can call you by your name.


35

ATTENDANCE AND PUNCTUALITY

All employees of the Company are expected to be punctual and regular in attendance. Any

tardiness or absence causes problems for your fellow employees and your supervisor. When you

are absent, others must perform your workload, just as you must assume the workload of others

who are absent. In order to limit problems caused by absence or tardiness of an employee, the

Company has adopted the following policy that applies to absences of non-exempt employees

not previously approved by the Company.

If you are unable to report for work on any particular day, you must call your supervisor at least

two (2) hours before the time you are scheduled to begin working that day. If the shift is an early

morning shift, before 10:00 a.m., you must call your supervisor before 10:00 p.m. the night

before.

If you call-in less than two (2) hours before your scheduled time to begin work (or later than

10:00 p.m. the night before if your shift is scheduled to start before 10:00 a.m.), you will be

considered tardy for that day.

Where there are no extenuating circumstances, you must call in on every/any day you are

scheduled to work and will not report to work. More than three instances of tardiness by any

employee during any twelve (12) month period are considered excessive. Any unexcused

absence is considered excessive.

If any employee fails to report for work without any notification to a supervisor and the absence

continues for one scheduled work day, the Company will consider the employee to have

abandoned employment and to have voluntarily terminated. If any employee leaves work without

any notification or permission from a supervisor, the Company will consider the employee to

have abandoned employment and to have voluntarily terminated; provided that absences covered

by the Family and Medical Leave Act and the Americans with Disabilities Act will not be

considered excessive or result in disciplinary action against an employee.


36

WORKPLACE VIOLENCE

Safety and security of employees is of vital importance to the Company. Acts or threats of

physical violence, including intimidation, harassment and/or coercion, which involve or affect

the Company, or which occur on company property, will not be tolerated.

The prohibition against threats and acts of violence applies to all persons involved in the

operation of the Company including, but not limited to the Company personnel, contract and

temporary workers and anyone else on the Company property. Violations of this policy, by any

individual, may result in disciplinary and/or legal action as appropriate.

Workplace violence is any intentional conduct which is sufficiently severe, offensive or

intimidating to cause an individual to reasonably fear for his/her personal safety or the safety of

his/her family, friends and/or property such that employment conditions are altered or a hostile,

abusive or intimidating work environment is created for one or several Company employees.

Examples of workplace violence include, but are not limited to, the following:

1. Threats or acts of violence occurring on Company premises, regardless of the

relationship between the Company and the parties involved in the incident.

2. Threats or acts of violence occurring off Company premises involving someone who is

acting in the capacity of a representative of the Company.

3. Threats or acts of violence occurring off Company premises involving an employee of

the Company who is a victim if the Company determines that the incident may lead to an

incident of violence on Company premises.

4. Threats or acts resulting in the conviction of an employee or agent of the Company or, of

an individual performing service for the Company on a contract or temporary basis,

under any criminal code provisions relating to violence or threats of violence which

adversely affect the legitimate business interests of the Company.

Specific examples of conduct, which may be considered threats or acts of violence under this

policy include, but are not limited to the following:

1. Threatening physical or aggressive contact directed toward another individual.

2. Threatening an individual or his/her family, friends, associates or property with physical

harm.

3. The intentional destruction or threat of destruction of Company property or another’s

property.

4. Harassing or threatening phone calls.

5. Surveillance.

6. Stalking.

7. Veiled threats of physical harm or like intimidation.


37

Workplace Violence continued

Workplace violence does not refer to occasional comments of a socially acceptable nature.

Rather, it refers to behavior that is personally and objectively offensive, threatening or

intimidating. Any person who engages in a threat of violent action on Company property may be

removed from the premises as quickly as safety permits and may be required, at the Company’s

discretion, to remain off Company premises at least pending the outcome of an investigation into

the incident.

Violation of this policy will result in discipline up to and including termination of employment.

The Company will make the sole determination of whether, and to what extent, threats or acts of

violence will be acted upon by the Company. In making this determination, the Company may

undertake a case-by-case analysis in order to ascertain whether there is a reasonable basis to

believe that violation of this policy has occurred. No provision of this policy shall alter the at-

will nature of employment at the Company.

DRUG TESTING POLICY

The Company has a responsibility to all of its employees to provide a safe workplace and a

responsibility to the public to ensure that their safety and trust in the Company are protected.

Therefore, the Company prohibits the following behavior by employees while on the Company

premises or performing the Company business at any location.

Use of illegal drugs or prescription drugs obtained illegally.

Abuse of legal (prescription or over-the-counter) drugs.

Sale, purchase, transfer, manufacture or possession of controlled substances.

Arrival for work, or working under the influence of drugs/alcohol. “Under the influence”

means the presence of an illegal drug or controlled substance in the hair or body fluids at

levels of detection above the lowest cutoff levels established by the analytical methods of

the Company testing laboratory.

Violation of this policy will result in reassignment, discipline or discharge, or the Company, in

its sole discretion, may allow an employee who tests positive for drugs/alcohol a single

opportunity to complete an approved rehabilitation program. Employees who fail to complete

such a rehabilitation program or who test positive for drugs/alcohol a second time will be

discharged.

A drug-screening test can be an effective means by which to identify those in need of counseling,

treatment, or disciplinary action. The Company drug testing program is intended to supplement,

not replace, other means by which the use of drugs/alcohol can be detected. The Company

reserves the right to engage in other means to detect the use or possession of controlled

substances such as workplace searches.


38

Procedure

Drug tests of all employees are required as outlined below.

1. Following an accident, an incident in which safety precautions were violated or unusually

careless acts were performed.

2. Reasonable suspicion of employee impairment.

3. Randomly as part of a follow-up to the Company approved rehabilitation treatment or

counseling program.

4. A refusal to submit to drug/alcohol testing procedures or a failure to cooperate with the

implementation of this policy and the Company efforts to maintain a drug free workplace

may result in discipline, up to and including discharge.

5. Drug urine screening tests will be conducted at the Company expense during working

hours at a certified laboratory designated by the Company. Transportation of employees

to and from the testing site will be provided, also at the Company expense. Medical

personnel will collect test samples with due regard for employee privacy and an initial

enzyme multiplied immunoassay test (or comparable test) will be conducted on the

sample. Initial positive results will be confirmed by gas chromatography mass

spectrometry or an equally reliable testing method. Test results of the Company

designated laboratory are considered final.

6. Drug oral fluid testing will be conducted at the Company expense during working hours

when laboratory testing is unavailable or when the Company deems the testing necessary.

A Company representative will ask the employee (in view of a witness and/or security

camera) to open the testing kit and provide an oral sample. The employee will be asked to

seal the package and write his/her name on the package, verifying the chain of custody.

The employee will give the sealed testing kit to the Company representative to mail.

Initial positive results will be confirmed by liquid chromatography mass spectrometry or

an equally reliable testing method. A medical review officer (MRO) will verify the test

results and communicate them to the Company. Test results of the designated MRO are

considered final.

7. Drug tests may screen for the following substances or their metabolites: alcohol,

amphetamines, barbiturates, benzodiazepines, cannabinoids, cocaine, methadone, opiates,

propoxyphene, phencyclidine, and methaqualone. Employees tested should notify

laboratory personnel of information that could affect test results, including identification

of currently or recently used prescription or nonprescription drugs.

Confidentiality

One designated person in the Company will receive all reports of test results. This person will

notify only those Company employees or agents who have a need to know about the test results.

Individuals tested may, upon request, receive a copy of their test results. Information regarding

test results will not be provided to any other persons without the written consent of the individual

tested, except as allowed or required by law.


39

Use of Results

The Company will take action on a confirmed positive test result only after receiving a report

from its designated MRO (medical review officer) or testing laboratory. Detection of controlled

substances or alcohol is grounds for immediate dismissal of an employee. Upon request, the

employee or applicant will be given an opportunity to explain, in a confidential setting, a positive

test result, and the presence of any drug in his/her system and to substantiate the explanation

with medical evidence.

In keeping with Company philosophy, every effort will be made to help the employee deal with a

drug/alcohol problem. However, if this effort fails or is inappropriate under the circumstances,

then appropriate disciplinary action will be instituted.

The Company reserves the right to impose discipline, including discharge, on any employee who

violates this policy. Any disciplinary decision will be communicated in writing to the employee

and will be accompanied by a copy of the test results.

Computer and Technology Resource Usage Policy

The Company provides a variety of electronic communications systems for use in carrying out its

business. All communication and information transmitted by, received from or stored in these

systems are the property of the Company and, as such, are intended to be used for job-related

purposes only.

Employees are required to sign an acknowledgment form before receiving access to the various

systems in use at the Company. The following summary guidelines regarding access to and

disclosure of data on any Company electronic communication system will help you better

determine how to use these systems in light of your own and the company's privacy and security

concerns. The following are only summary guidelines; employees should contact the Information

Technology (IT) department for more detailed information.

The IT department maintains the Computer and Technology Resource Usage Policy on behalf of

the Company. However, other departments may develop supplemental policies and controls to

accommodate specific requirement so long as these policies do not compromise corporate

policies and controls.

Monitoring: the Company provides the network, personal computers, electronic mail and other

communications devices for your use on company business. The Company may access and

disclose all data or messages stored on its systems or sent over its electronic mail system. The

Company reserves the right to monitor communication and data at any time, with or without

notice, to ensure that company property is being used only for business purposes. The company

also reserves the right to disclose the contents of messages for any purpose at its sole discretion.

No monitoring or disclosure will occur without the direction of either the Director of Human

Resources or the owners, unless otherwise noted.


40

Retrieval: Notwithstanding the company's right to retrieve and read any e-mail messages, such

messages should be treated as confidential by other employees and accessed only by the intended

recipient. Employees are not authorized to retrieve or read any e-mail messages that are not sent

to them and cannot use a password, access a file, or retrieve any stored information unless

authorized to do so.

Passwords: Initial passwords are assigned by the IT department and should not be given to other

staff or persons outside the organization. Employees should change the provided passwords as

soon as possible using the instructions provided by the IT staff. The Company reserves the right

to override any employee-selected passwords and/or codes. Employees are required to provide

the company with any such codes or passwords to facilitate access as needed. Periodically, staff

may be required to change their passwords. At no time should the Company employee allow a

temporary, contractor or another employee use of their login. In the case where an employee

does provide another person access to their account, they will be responsible for the actions of

the individual using their account. Passwords should not be stored in computer data files, on the

network, or be displayed openly at any workstation.

Message Content: The e-mail system is not to be used to solicit or proselytize for commercial

ventures, religious or political causes, outside organizations or other non-job-related

solicitations. The system is not to be used to create any offensive or disruptive messages. Among

those which are considered offensive are any messages which contain sexual implications, racial

slurs, gender-specific comments or any other comment that offensively addresses someone's age,

sexual orientation, religious or political beliefs, national origin or disability. The organization’s

overall employee manual or code of conduct shall be considered the prevailing authority in the

event of possible misconduct.

Employees should note that any data and information on the system will not be deemed personal

or private. In addition, the e-mail system may not be used to send (upload) or receive (download)

copyrighted materials, trade secrets, proprietary financial information, or similar materials

without prior authorization.

Legal Proceedings: Information sent by employees via the electronic mail system may be used

in legal proceedings. Electronic mail messages are considered written communications and are

potentially the subject of subpoena in litigation. The Company may inspect the contents of

electronic mail messages in the course of an investigation, will respond to the legal process and

will fulfill any legal obligations to third parties.

Physical Security: Access to computer rooms will be limited to staff who require access for the

normal performance of their jobs. Computers with sensitive information installed on the local

disk drive should be secured in a locked room or office during non-business hours. Equipment

which is to be removed from the Company property must be approved in advance with the IT

department and an inventory of this equipment maintained by IT. All equipment removal from

the premises by an individual must be documented, including the makes, manufacturers and

serial numbers on an IT supplied form, and a copy of this form shall be filed in the employees’

personnel folder. If the employee leaves the organization, he/she must return the equipment to

the Company prior to the last day of employment.


41

Network Security: IT will monitor network security on a regular basis. Adequate information

concerning network traffic and activity will be logged to ensure that breaches in network security

can be detected. IT will also implement and maintain procedures to provide adequate protection

from intrusion into the Company's computer systems from external sources. No computer that is

connected to the network can have stored, on its disk(s) or in its memory, information that would

permit access to other parts of the network. Staff should not store personal, business, member or

other credit card/account information, or passwords within word processing or other data

documents.

Personal Computer Security: Only legally licensed software will be installed on the Company

computers. Users are expected to read, understand and conform to the license requirements of

any software product(s) they use or install. Software cannot be copied or installed without the

permission or involvement of the IT department. IT will configure all workstations with virus

protection software, which should not be removed or disabled. Each employee is responsible for

protecting their computer against virus attack by following IT guidelines for scanning all

incoming communications and media, and by not disabling the anti-virus application installed on

their workstation. All data disks and files entering or leaving the Company should be scanned for

viruses. All staff will log out of the network and turn their computers off before leaving the

office at night. Staff should log off of the network when they will be away from their desk for an

extended period.

Backup Procedures: All network resources are backed up nightly, and tapes are rotated on a 6

week schedule and stored off-site. Nightly backups are stored for one week, and a weekly tape

will be stored for no more than five weeks. Data stored on the local PC drives is not routinely

backed up, and as a result, important data and applications should not be stored on the C: drives

of these machines. Staff working on especially crucial information is encouraged to backup these

projects to disks which can be supplied by the IT department. Computer users will be responsible

for ensuring that the data stored on their local machines is backed up as required by the owner.

Access to the Company Computers: the Company will provide computer accounts to all the

Company staff. External people who are determined to be strategically important to the

Company, such as temporary staff, volunteers, or contractors, will also be provided accounts as

appropriate, on a case-by-case basis. The employee managing the temporary or contract staff

assumes responsibility for the identification of access requirements and use of the account.

Accounts will be revoked on request of the user or manager or when the employee terminates

employment at the Company.

Internet Use: The Internet is to be used for business purposes only. Employees with Internet

access are expressly prohibited from accessing, viewing, downloading, or printing pornographic

or other sexually explicit materials. In addition, employees should be mindful that there is no

assurance that e-mail texts and attachments sent within the company and on the Internet will not

be seen, accessed or intercepted by unauthorized parties.

Failure to comply with all components of the Computer and Technology Resource Usage Policy

may result in disciplinary action up to and including termination of employment. If you do not


42

understand any part of the policy, it is your responsibility to obtain clarification from your

manager or the IT department.

Software Usage: Employees are expected to use the standard software provided by IT, or

identify to IT applications they need in the course of their work. Staff members are not permitted

to download applications, demos or upgrades without the involvement of IT. Employees will use

the standard e-mail system provided by the Company for official e-mail communications, and

should not install their own e-mail systems. Additionally, use of instant messaging programs,

such as ICQ, AOL Instant Messenger, Microsoft Messenger, etc., is prohibited unless otherwise

approved by management or the IT department.

Failure to comply with all components of the Computer and Technology Resource Usage Policy

may result in disciplinary action up to and including termination of employment. Any employee

who does not understand any part of the policy is responsible for obtaining clarification from his

or her manager or the IT department.

On-Line and Social Media

While personal web pages on social community sites such as MySpace, YouTube, Facebook and

others is a great forum for self-expression, it is important that you follow proper Pizza Hut

guidelines and policies.

If you talk about Pizza Hut online (e.g., blogs, message boards, forums, videos, photos, etc.),

please make sure you are respectful. Everything you post can be tracked, and anything that

breaks the law and/or Pizza Hut policies could result in disciplinary action. Keep in mind

that even if you delete a post, it could still be stored online permanently.

Here are some tips for online and social community practices:

Don’t be disrespectful about Pizza Hut, its employees, or its customers. You can talk about

your job, but keep comments positive and don’t use names.

Don’t post inappropriate videos, especially anything that happens in the restaurant.

Don’t post any Pizza Hut operational guidelines online, including product build cards,

training materials and visual identification picture materials.

Do make it clear that what you’re saying is your opinion.

Do use common sense when posting materials online.

Do be respectful of Pizza Hut even when you are off the clock. Don’t let the things you do

and say reflect poorly on yourself, your job, or your community.

Do think about what could happen. Pizza Hut Public Relations monitors online postings. Be

aware that crimes including theft, vandalism, and health code violations will be reported to

the proper authorities.

Additionally, if someone is videotaping at your restaurant, either in the drive-thru or lobby,

please call the Pizza Hut Media Line at (949) 863-3915. Keep in mind that cameras of any

type are not allowed in our restaurants.

Pizza Hut Employee Handbook Effective: October 1, 2011 43

Telephone Usage

In emergency situations, the restaurant telephone may be used by employees and on duty law

enforcement officers but only with the permission of your supervisor. Calls should be limited to

two (2) minutes. Calls to Team Members on duty are not permitted except in case of emergency.

The supervisor will take messages for Team Members. Any personal long-distance emergency

calls must be charged to your home number. Misuse of Company telephones, computers, or

other equipment is a violation of Company policy and will result in corrective action, up to and

including termination.

In other cases of emergency where use of the phone is required, the supervisor will make the call

needed for the person(s) requiring help and in no case will anyone else be allowed back area

access for such purposes.

The Company reserves the right, at any time, and without prior notice, to inspect any and all

Company property or facilities to ensure that Company policy is being followed. Such

inspections may be conducted during or after business hours and in the presence or absence of

any employee.

Radios, CD and MP3 Players and Other Personal Electronic Devices

Employees are cautioned that the use of personal telephones, radios, CD players, I-Pods, I-Pads

or any other MP3 player is forbidden while working in the restaurant. The Company focus is

Customer Mania, which is guest service. Radios and other electronic media players distract from

providing quality service to our guests. Area Coaches will ask the employee to remove the

player on the first offense. Area Coaches may confiscate any players if the warning is not taken

seriously. Continued disregard for this policy will result in disciplinary action up to and

including termination of employment.

Personal Property

The Company is not liable for loss or damage to personal property. Care should be taken in

securing your belongings. Any personal property, including purses, wallets, vehicles, etc. is the

employee’s responsibility.

LOITERING

You are expected to report instances of loitering to your supervisor. Loitering is not allowed

inside the restaurant or on the property surrounding it. Loitering includes presence on Company

property by anyone who is not a guest, a supplier, an employee or a service person. Anyone

loitering will be asked to become a guest or to leave the premises. This policy applies to

employees, their friends and families as well as other non-employees. Employees may not arrive

or remain on the premises for more than thirty (30) minutes before or after their shift.


NON-EMPLOYEE ACCESS

Only employees who are in uniform and scheduled to work may go behind the front counter.

Persons announcing themselves at the front counter as present on official business such as to

inspect the restaurant or to conduct warranted investigations are to be referred to the Manager in

Charge. The identification of such persons will be verified by the supervisor, including making

any phone calls felt necessary to the agency or company the individual claims to represent.

MEDIA

At no time should any employee speak to the media concerning any topic related to the business.

Please refer any and all calls to 949-863-3915. Notify your Manager in Charge, Area Coach,

Concept Director, Director of Operations and Director of Human Resources of any media

contact.

SMOKING, FOOD, GUM AND TOBACCO

We always want to give our best presentation while serving our guests. To ensure we do not

give guests the wrong perception that we are eating while preparing their food, we do not allow

eating, chewing gum or using tobacco of any kind while on duty. Arizona voters passed the

Smoke-Free Arizona Act effective May 1, 2007. Our restaurants have been smoke-free;

additionally, the Smoke-Free Act “prohibits smoking within and around all public places and

places of employment within the state of Arizona”.

According to the Smoke-Free Act, smoking is banned in and within 20 feet any enclosed area.

Smoking still is allowed in certain places including outdoor patios as long as the smoke does not

enter areas in which smoking is prohibited. Even outside of the 20 feet, the person responsible

for the building must ensure that smoke does not enter the enclosed area and employees,

customers, and vendors do not have to breathe the smoke when entering or exiting the building.

Smoking cannot enter the building through doors, windows or ventilation systems. The Act

further states that the Company must to clearly and conspicuously post “no smoking” signs at

every entrance and remove all ashtrays from any area where smoking is prohibited.

The Utah Indoor clean Air Act states that an employer must prohibit smoking in all enclosed

indoor places of public access.

The Company encourages employees to quit smoking if they have started. Employees who

smoke must follow all state laws and are not allowed to smoke on Company property or display

their uniform while smoking. Any Company logo or name tag must be covered up while the

employee is smoking. Employees who smoke must wash their hands and follow all safe food

handling protocols before returning to work.


SOLICITATION/DISTRIBUTION OF LITERATURE

In order to maintain and promote efficient operations, discipline and security, the Company has

established rules applicable to all employees, which govern solicitation, distribution of written

material and entry onto the premises and work areas. All employees are expected to comply

strictly with these Company rules.

These rules will be strictly enforced. Any employee who is in doubt concerning the application

of these rules should consult with his or her supervisor immediately.

1. No employee shall solicit or promote support for any cause or organization during his

or her working time or during the working time of the employee or employees at

whom such activity is directed.

2. No employee shall distribute or circulate any written or printed material in work areas

at any time, or during his or her working time or during the working time of the

employee or employees at whom such activity is directed.

3. No employee shall enter or remain on Company premises for any purpose except to

report for, be present during, and conclude a work period. Non-exempt employees

should not report to work more than thirty (30) minutes before they are scheduled to

begin work and should not remain on the premises more than thirty (30) minutes after

the work schedule for the day is completed.

4. Under no circumstances will non-employees be permitted to solicit or distribute

written material for any purpose on Company property.

CONFIDENTIALITY OF INFORMATION

All information, including financial, accounting, and personnel information of any restaurant

owned and operated by the Company, including policies and procedures, may constitute

confidential information or trade secrets of the Company and may not be disclosed to anyone,

even after the employment relationship ends. Employees are required to return all company

information and documents, including electronically stored information, upon termination.

Information covered by this policy may include, but is not limited to, verbal communication,

photography, training aids, forms, documents, reports, videotapes or recordings.

Revealing trade secrets or financial information of the Company to anyone other than an

employee of the Company without written approval will result in disciplinary action up to and

including termination of employment and/or civil action.

SAFETY POLICY

The Company is firmly committed to maintaining a safe and healthy working environment free

from recognized hazards that may cause injury. All employees of the Company are expected to

be safety conscious on the job at all times. All unsafe conditions or hazards should be reported

and/or corrected immediately. Company safety procedures must be followed at all times to

ensure that Team Members and guests enjoy safe restaurant conditions. It is your responsibility

to read and understand the safety policies located in each restaurant.


Safety Policy- continued

The policies cover information on restaurant equipment, knives, electricity, chemical handling

and storage, employee health sanitation, building exterior, fires, robbery, vehicles, and driving

and employee DUI’s (driving under the influence). The safety policy applies to all employees.

All employees are required to observe all safety rules and procedures, properly use the safety

equipment provided as required, practice safety at all times, not create any safety hazards and

report all safety hazards to the supervisor immediately. You are to observe the safety rules

contained in the safety program in every phase of your work. You are required to participate in

the safety effort of the Company by working safely and attending and participating in safety

sessions when offered. Incidents involving personnel are reviewed on a regular basis to identify

any possible safety hazards.

If you should have an accident or injury, report it to the Manager in Charge immediately no

matter how insignificant it may seem. Your particular job requirements may include additional

specific safety guidelines that you are required to observe and practice with no exceptions.

Employees are encouraged to identify present and potential health and safety problems without

fear of retaliation or reprisal. Employees who fail to observe safety rules and practices may be

subject to disciplinary action up to and including dismissal.

FOOD SAFETY POLICY Providing safe food to our guests is our first responsibility. Each employee is expected to learn

and follow all of the Company’s food safety policies and procedures.

Each year every restaurant undergoes an extensive Food Quality and Safety Audit, conducted by

an independent firm. Every employee is expected to prepare for that audit by continually

following food safety procedures.

Any willful violation of these policies or procedures could result in civil action against the

employee and/or disciplinary action up to and including termination for the first offense.

OUTSIDE EMPLOYMENT

Employees may hold outside jobs as long as they meet the performance standards of their job

with the Company. All employees will be judged by the same performance standards and will be

subject to the Company’s scheduling demands, regardless of any outside work requirements. The

Company requires that you report any other job you have or may consider taking. We retain the

right to determine if this outside job interferes with performance, or is in conflict with your

position, scheduling, or ability to give us your best effort.

If the Company determines that an employee’s outside work interferes with performance or the

ability to meet the requirements of the Company, the employee may be asked to terminate the

outside employment if he/she wishes to remain employed by Pizza Hut. Outside employment

that constitutes a conflict of interest is prohibited.


CONFLICT OF INTEREST

Employees are required to avoid situations which give rise to actual or potential conflict of

interest, or the appearance of a conflict of interest. The following guidelines provide general

direction which will allow employees to seek further clarification on issues related to acceptable

standards of behavior.

An actual or potential conflict of interest may occur when an employee is in a position to

influence a decision that may result in a personal gain for that employee or for a relative of that

employee as a result of the Company’s business dealings. It is also a conflict of interest for an

employee or a relative of an employee to accept any kickback, bribe, substantial gift or special

consideration as a result of any transaction or business dealings involving the Company. For the

purposes of this policy, any person who is related by blood and marriage to an employee, or who

lives with the employee, may be considered a relative.

An actual or potential conflict of interest may also occur when current employees engage in

close personal relationships where one employee is in a position to affect the terms or conditions

of employment of the other employee. It is an actual conflict of interest for employees to use

Company facilities, equipment, time or funds for personal affairs and such actions are strictly

prohibited.

When circumstances or conditions exist which may create a potential conflict of interest or the

appearance of a conflict of interest, the employee must report those circumstances to the Human

Resources department so that action may be taken to protect the interests of the Company.

Employees who engage in an actual conflict of interest or who fail to report potential conflicts of

interest are subject to immediate termination.

SPECIAL NOTICE TO ARIZONA EMPLOYEES All employees are encouraged to communicate to the Company whenever the employee believes

working conditions may become intolerable to the employee and may cause the employee to

resign. Under § 23-1502, Arizona Revised Statutes, an employee may be required to notify an

appropriate representative of the employer in writing that a working condition exists that the

employee believes is intolerable, that will compel the employee to resign or that constitutes a

constructive discharge, if the employee wants to preserve the right to bring a claim against the

employer alleging that the working condition forced the employee to resign.

Under the law, an employee may be required to wait for fifteen calendar days after providing

written notice before the employee may resign if the employee desires to preserve the right to

bring a constructive discharge claim against the employer. An employee may be entitled to paid

or unpaid leave of absence of up to fifteen calendar days while waiting for the employer to

respond to the employee’s written communication about the employee’s working condition.


EMPLOYEE RULES OF CONDUCT

You are expected to behave in a professional and business-like manner at all times. In order to

provide some guidance, the following are some examples of such acceptable conduct, including,

but not limited to:

1. We urge you to tell your friends and family members how much you enjoy working at

Pizza Hut and to encourage them to work for us too. However, The Company does not

believe that a manager should supervise a family member, such as a husband, wife,

significant other, brother, sister, son or daughter, parent, grandparent, or in-laws. If

your supervisor is a relative, let your Area Coach know immediately. The family

member will be offered a transfer where possible, or take other steps necessary to

resolve the matter.

2. Behavior Standard: Maintain a positive work atmosphere by acting and communicating

in a manner to get along with customers, clients, co-workers and management.

3. Reporting to work punctually, as scheduled, and being at the assigned workstation,

ready for work, at the starting time.

4. Notifying the Manager in Charge should you need to be absent from work or are

unable to report to work on time.

5. Complying with all performance/conduct and safety/security regulations.

6. Wearing the correct and complete uniform for and in accordance with the work being

performed.

7. Performing assigned tasks efficiently and correctly.

8. Treating fellow employees, guests and visitors in a professional, courteous, respectful

and friendly manner at all times.

9. Maintaining a clean and organized work environment.

10. Obtaining specific approval from the RGM before removing any Company property

from the premises.

11. Refraining from behavior or conduct deemed offensive or undesirable, or which is

subject to disciplinary action.

12. Refraining from cursing, insulting, or defaming another employee in any manner at

any time while on Company property.

13. Leave all portable phones, radios, electronic media players at home or in your vehicle,

as these items are not allowed in the restaurant during working hours.

You are expected to use sound judgment and respect the rights of fellow employees to a safe,

comfortable, and congenial work environment. It is impossible to make a comprehensive list of

all possible kinds of conduct that would be considered as inappropriate. The following

definitions and classifications of violations, for which corrective counseling, performance

improvement, or other disciplinary action may be taken, are merely illustrative. This should not

be considered an exhaustive or all-inclusive list. Disciplinary action, up to and including

termination, will be taken when addressing these violations. The nature and severity of the

offense will be considered in determining disciplinary action to be taken.


UNACCEPTABLE BEHAVIOR/MISCONDUCT

As an employee, you are expected to use sound judgment and respect the rights of fellow

employees to a safe, comfortable, and congenial work environment. It is impossible to make a

comprehensive list of all of the possible kinds of conduct considered as inappropriate.

Employees who act in these or other unacceptable ways may be subject to disciplinary action up

to and including dismissal. Examples include but are not limited to:

1. Excessive absences and/or tardiness or failure to come to work without sufficient

explanation. Unreported absence of one scheduled work day.

2. Failing to meet expected performance standards or unsatisfactory job performance.

3. Interfering with another employee’s job performance.

4. Any deliberate or willful infraction of Company rules or policies and procedures.

Protecting others or cooperating with those who break these and other policies or

commit illegal acts. Violations of the E-Verify program or working without proper

authorization.

5. Failure to observe work hours, such as scheduled starting and quitting times, break and

meal periods, etc. Failure to notify your supervisor in a timely manner when you are

unable to report to work. Improperly calling a supervisor to report absence or tardiness

from work. Failure of a non-exempt employee to obtain permission to leave work for

any reason during normal working hours. Working overtime without authorization or

refusing to work assigned overtime. Purposely giving wrong information when reporting

hours worked or tasks completed, falsifying any document, or violations of wage or

hours of work laws. Failure to accurately claim all tips earned.

6. Performing unauthorized personal work on Company time. Recording the work time of

another employee; or allowing any other employee to record your work time; or

allowing falsification of any time card, either your own or another’s.

7. Abuse of paid sick days.

8. Violating the company’s nondiscrimination and/or anti-harassment policy.

9. Violating the Company’s Drug Policy. Consuming, possessing, or being under the

influence of alcohol and/or drugs during working hours or at any time on company

property or while engaged in Company off-premises business or while in Company

uniform. Driving for the company while being impaired. Failing to comply with the

Company’s drug testing program. Unwilling to submit to a drug test as instructed such as

after an on-the-job injury claim or for random issues.

10. Excessive, wasteful, abusive, unnecessary, or unauthorized use of Company supplies

and/or equipment, particularly for personal purposes. Unauthorized use is considered

theft. Stealing, destroying, abusing or carelessly damaging Company property, tools, or

equipment or the property of another employee or guest.

11. Insubordination, including but not limited to, failure or refusal to obey the lawful request

or instructions of a supervisor or member of management, or the use of abusive or

threatening language toward a supervisor or member of management.

12. Making derogatory racial, ethnic, religious or sexual remarks or gestures, any violation

of the Anti-Harassment and Anti-Discrimination policy, or using profane or abusive

language at any time on Company premises or during work time.

13. Mistreatment of guests or co-workers.

14. Improper cash handling and violations of Cash Policies. Removing money, food,

equipment or other items of value from the premises without approval. Failure to ring up

any transaction immediately collecting money from a guest but not putting the money in

the cash register. Improper use of customer’s credit/debit cards.


15. Any act which might endanger the lives or safety of others, or any violation of any

safety, health, security or Company policy or procedure. Not following proper safety

procedures. Causing yourself or another employee to be injured due to not following

safety procedures or horseplay. Participation in horseplay or practical jokes on Company

time or on Company premises. Provoking a fight or fighting (assault) on Company

premises.

16. Any other incident which puts the Company in jeopardy or injures another person and

otherwise is categorized as unprofessional behavior.

17. Falsification of any documents. Falsifying employment, hours worked, or any other

Company records, or filing a fraudulent injury-on-the-job claim.

18. Bringing firearms or weapons onto Company premises.

19. Committing a fraudulent act or a breach of trust under any circumstances.

20. Failing to maintain the confidentiality of Company information or trade secrets.

21. Unauthorized resale of Pizza Hut (company) products.

22. Soliciting employees or guests for organization membership, gratuities, donations or

loans or similar activity in connection with any outside organization during your

working time or the working time of the employee solicited.

23. Distributing unauthorized literature or any written or printed material during working

time or in work areas. (“Working time” does not include your meal and break periods)

24. Unauthorized use of company equipment, time, materials, facilities, or the Company

name.

25. Misuse of Company email or delivery services, telephones, email or the internet.

26. Sleeping or malingering on the job.

27. Engaging in criminal conduct whether or not related to job performance.

28. Causing, creating or participating in a disruption of any kind during working hours or on

Company property.

29. Making or accepting personal telephone calls during working hours except in

emergencies.

30. Failure to provide a physician’s certificate when requested or required to do so.

31. Wearing extreme, unprofessional or inappropriate style of dress or hair while working.

32. Threatening, committing or encouraging any act of violence in the workplace or against

any person. Workplace violence is not a joking matter. All statements will be taken

seriously.

33. Employee’s failure to conduct himself/herself professionally in a business setting when

representing the Company. Poor conduct and representation when out of town, damage

(smoking) to hotel room.

34. While driving for the Company; leaving the scene of an accident, fleeing a police

officer, reckless driving, and/or drag racing. Failure to submit required drivers license

and insurance information when requested.

35. Failure to adhere to the Company’s Delivery Driver Policy.

36. Any performance, conduct or behavioral situation at any time that may cause

embarrassment to you and or the Company must be avoided. Such behavior and or

conduct are prohibited and will subject any employee involved to disciplinary action up

to and including termination.

No statement in this list or elsewhere in the Employee Handbook is intended to or should be

taken to affect the at-will employment relationship between the Company and its employees.


Miscellaneous: BULLETIN BOARDS

Company bulletin boards are reserved for the exclusive use of the Company for posting work-

related notices or notices which must be posted pursuant to local, state and federal law. From

time to time, the Company will post special notices and information for employees on the

bulletin boards. Please check the board regularly for such notices.

AUTO SAFETY

All vehicles must be operated in a safe and prudent manner at all times. You must obey all

traffic regulations.

Seat belts must be worn at all times.

Drugs, smoking of any kind and alcohol are strictly prohibited.

Motor Vehicle Reports (MVR’s) will be obtained on all employees who drive on Company

business on a regular basis. Any change in driver’s license status should be reported to Human

Resources immediately (i.e. revocation, suspension, points).

Employees who are required to drive their personal motor vehicle or a Company-owned vehicle

must have and maintain a valid driver license and have an acceptable driving record. Employees

will provide a copy of their driver’s license and vehicle insurance to the RSC at least every six

months.

Employees who drive their personal motor vehicle on company business must carry and maintain

personal motor vehicle insurance. Human Resources will answer any questions regarding

coverage required.

Employees who drive their personal motor vehicle or company motor vehicle must comply with

the above or may be subject to disciplinary action up to and including dismissal.

All privately rented or personal vehicles must be operated in accordance with all applicable

local, state, and federal laws, including the requirements from a specific client.

Cell phone usage while driving a motor vehicle should be avoided and is discouraged. We

encourage you to pull off the road into a safe environment to conduct your cell phone business.

Texting is never permissible when driving.

You will be subject to disciplinary action including termination of you are convicted of any of

the following violations when operating a vehicle for Company use:

Leaving the scene of an accident

Driving while intoxicated/under the influence/refusing to take a breathalyzer or blood

alcohol test

Illegally transporting/possessing alcohol/drugs

Fleeing a police officer

Drag racing

Reckless driving

Using a motor vehicle during a felony

Responsible to any degree for a fatal accident, vehicular homicide or assault

Habitual offender or frequent violator of state traffic laws


COMPANY PROPERTY AND FACILITIES All company property and facilities, including storage areas, work areas, lockers, computer

systems, telephones, modems, facsimile machines, duplicating machines and vehicles are to be

used only for Company business and must be properly used and maintained. Negligence in these

areas may be cause for repayment, suspension and/or termination. This policy will be strictly

enforced. In addition, the Company reserves the right to search all areas of its premises and

monitor computer and/or telephone systems. Company property will not be removed from the

premises unless authorization has been obtained from the Company.

Dismissal and Exiting

Employees normally leave the Company in one of four ways:

resignation

dismissal

layoff

retirement

The employee initiates resignations and retirement. The employer initiates dismissals and

layoffs. Resignation is a voluntary act initiated by the employee to terminate employment. The

Company requests a written notice from all employees.

Prior to an employee’s departure, an exit interview may, at the request of the employee or

employer, be scheduled to discuss the reasons for resignation and the effect of the resignation on

benefits. Before or by the end of the last scheduled day of work, you will turn in all property of

the business to your supervisor.

REFERENCES

The Company’s policy as to references for employees who have left the Company is to disclose

only the dates of employment at the Company and the title of the last position held. If you

authorize disclosure in writing, the Company will also provide a prospective employer with

information on the amount of the salary or wage you last earned at the Company.

RIGHT TO MODIFY This handbook cannot anticipate every situation or answer every question about employment. It

is not an employment contract. In order to retain necessary flexibility in the administration of

policies and procedures, the Company reserves the right to change or revise policies, procedures,

and benefits described in this handbook, other than the employment-at-will provisions and the

arbitration agreement, without notice whenever the company determines that such action is

warranted.


ACKNOWLEDGMENT OF RECEIPT OF

EMPLOYEE HANDBOOK

I have been told how to access the Hot Pizzas, LLC (“the Company) Employee Handbook

containing Company personnel policies and procedures electronically, have been told that a hard

copy is available in the restaurant’s office and have read it and fully understand all of the

provisions therein.

This handbook supersedes all previous memos, materials, and handbooks. The information in

this manual is for use as a guideline only and it is not meant to be considered as a contract of any

kind. This information can be changed with the exception of the at will employment policy.

Owing to limitations of space, ongoing changes within the Company and periodic changes in

applicable Federal and State laws, the information in this manual cannot be a complete or final

statement as to Company policy. Therefore, employees may refer to their supervisor for

information regarding the applicability of the guidelines in this manual to any particular

situation.

I know how to access the Employee Handbook and have read the Company’s Anti-Harassment

and Anti-Discrimination policy. Further, I understand that by signing this form, I am

acknowledging that I have read and fully understand the Company’s Anti-Harassment and Anti-

Discrimination policy, Arbitration Agreement and Drug Testing Policy.

I understand that I am being asked to review the information contained within this handbook and

raise any questions that I may have about the stated policies or procedures with the Director of

Human Resources.

I understand that as a matter of the Company’s, policy that employment is at the will of the

employee and the employer and can be terminated at any time without cause.

Further, I understand that no one other than the Owner of the Company may modify or change

the at will nature of my employment relationship. Any such modification must be in writing and

signed by the Owner of the Company and me.

_____________________________ _______________ ____________________

Employee Name – Printed Social Security # Restaurant Number

____________________________________________ __________________________

Employee’s Signature Date

THIS PAGE MUST BE SIGNED AND

RETURNED WITH NEW HIRE PACKET

TO THE PAYROLL DEPARTMENT

Documents

Ddo-PizzaHut Employee Handbook English