Employee Handbook

Please read the following Handbook Carefully and in Detail!

This will be a roadmap for your work in Juan’s Mexican Grill.

You will be asked to sign an “Acknowledgment of Receipt and Review” that you have read, understood the content, and that you agree to comply with it.

Please do not hesitate to ask questions, if something is not clear to you!!!

INTRODUCTORY LANGUAGE AND POLICIES

At-Will Employment

Your employment with Juans Mexican Grill is on an “at-will” basis. This means your employment may be terminated at any time, with or without notice and with or without cause. Likewise, we respect your right to leave the Company at any time, with or without notice and with or without cause.

Nothing in this handbook or any other Company document should be understood as creating a contract, guaranteed or continued employment, a right to termination only “for cause,” or any other guarantee of continued benefits or employment. Only the Owner has the authority to make promises or negotiate with regard to guaranteed or continued employment, and any such promises are only effective if placed in writing and signed by the Owner.

Ethics Code

Juans Mexican Grill will conduct business honestly and ethically wherever operations are maintained. We strive to improve the quality of our services, products, and operations and will maintain a reputation for honesty, fairness, respect, responsibility, integrity, trust, and sound business judgment. Our managers and employees are expected to adhere to high standards of business and personal integrity as a representation of our business practices, at all times consistent with their duty of loyalty to the Company.

We expect that all level employees will not knowingly misrepresent the Company and will not speak on behalf of the Company unless specifically authorized. The confidentiality of trade secrets, proprietary information, and similar confidential commercially-sensitive information (i.e. financial or sales records/reports, marketing or business strategies/plans, product development, customer lists, patents, trademarks, etc.) about the Company or operations, or that of our customers or partners, is to be treated with discretion and only disseminated on a need-to-know basis (see policies relating to privacy).

Violation of the Code of Ethics can result in discipline, up to and including termination of employment. The degree of discipline imposed may be influenced by the existence of voluntary disclosure of any ethical violation and whether or not the violator cooperated in any subsequent investigation.

Mission Statement

Juans Mexican Grill mission is to enrich the lives of our guests, our team members and owners.

We do this through superior quality food and beverages, legendary customer service, sales growth, cost control and treating our team members like family.

We believe that our team members are one of the most important resources and our success depends upon creating and retaining a staff capable of delivering dining experience to every customer, every time.

We strive to keep our team members for a long term, and firmly believe in promoting within. Excellent work ethic, performance and responsibility will not go unnoticed.

Revisions to Handbook

This handbook is designed to help you get familiarized with Juan`s Mexican Grill and our expectations. We want you to understand how we do business and how important you, and every team member is in taking care of our guests and making this a rewarding place to work for all.

The policies stated in this book, may change from time to time. It isn`t flawless either, and at times some flexibility may be necessary, but we have done our best to include as much information, as possible in an easy-to-understand manner.

This Handbook is not a contract, which guarantees your employment for any specific time.

HIRING AND ORIENTATION POLICIES

New Hires and Introductory Periods

Team members are required to complete the “Employee Package” (incl. form I-9 Employment Eligibility Verification Form and W-4 Employees Withholding Certificate). The information provided must be valid and accurate. If at any time during team members employment, it is discovered that any document used was invalid or not authentic, the team member will be terminated.

We are an equal opportunity employer. We will not tolerate discrimination based on race, sex, age, national origin, religion, sexual orientation, or disability.

All team members must be of legal working age. Team members under the age of 16 must comply with federal wage and hour guidelines, no exceptions.

Training Program

We have established up to 2-week training/orientation period. This will allow both you and the company to see whether we are a good fit. During this period, you will be introduced to all aspects of the job. You will be given time to observe and upon your assigned trainer discretion, asked to engage. We will guide you and provide you with direction and feedback. We understand that everyone learns on their own pace, therefore, responsibilities and duties will be delegated, based on your advancement and performance.

WAGE AND HOUR POLICIES

Introduction to Wage and Hour Policies

All hourly team members are given an employee ID number to clock in and out on the restaurant timekeeping system.

Please review your first check in details to confirm the accuracy of all information on it.

Wages are distributed electronically by Friday morning each week.

Employees must create Employee Profile with Paychex, to gain access to their pay stubs, pay information and tax forms. Log-ins set up instructions can be found under the “Restaurant Policies & Forms”

We ask that your report any changes of address, marital and tax withholdings status, as soon as possible, so your year-end statements are accurate.

Recording Time

Juans Mexican Grill is required by applicable federal, state, and local laws to keep accurate records of hours worked and that employees are paid for all hours worked.

Tampering, falsifying, or altering time records or recording on another team member`s ID number is not allowed and may result in disciplinary actions up to and including termination.

You must accurately record all of your time to ensure you are paid for all hours worked, and must follow established Company procedures for recording your hours worked. Time must be recorded as follows:

Immediately before starting your shift.
Immediately after finishing work, before your meal period.
Immediately before resuming work, after your meal period.
Immediately after finishing work.
Immediately before and after any other time away from work.

Notify your Store manager of any pay discrepancies, unrecorded or mis recorded work hours, or any involuntarily missed meal or break periods.

Falsifying time entries is strictly prohibited. Falsifying time entries includes working “off the clock.” If you falsify your own time records, or the time records of co-workers, or if you work off the clock, you will be subject to discipline up to and including termination. Immediately report to the store manager.

Attendance

All team members are expected to work on a regular, consistent basis, and complete their regularly scheduled hours per week. Excessive absenteeism may result in disciplinary action, up to and including termination.

Disciplinary action taken because of absenteeism will be considered on individual basis, following a review of the team member`s absentee and overall work record.

•       If you are going to be late or miss work, team members are expected to call and talk to a manager at least 2 hours before you are scheduled to work.

•       Any team member who does not call or report to work for two consecutive shifts will be considered to have voluntarily resigned employment at Juan’s Mexican Grill.

•       Prior to taking a leave of absence for purposes of vacation, personal leave, military or jury duty, or other planed absences, a team member leave request must be made. A team member leave request shall be submitted via text or in writing to a manager and consist of name, dates requested off, and the reason for the request.

•       To return to work from an accident leave, all team members must present a doctor`s release

•       Any team member who fails to return to work at the expiration of a personal leave of absence will be deemed to have abandoned their job, unless previous arrangement has been made, the management.

Team members must be prepared to start work promptly at the beginning of the shift. Arrive 5 minutes before your shift starts. Your scheduled time is the time you are expected to be on your job, not arrive at the restaurant. If it is not possible for you to begin work at your scheduled time, call the restaurant or the manager on duty.

PERFORMANCE, DISCIPLINE, LAYOFF, AND TERMINATION

Open Door/Conflict Resolution Process

Juans Mexican Grill strives to provide a comfortable, productive, legal, and ethical work environment. To this end, we want you to bring any problems, concerns, or grievances you have about the work place to the attention of your Store manager. To help manage conflict resolution we have instituted the following problem solving procedure:

If you believe there is inappropriate conduct or activity on the part of the Company, management, its employees, vendors, customers, or any other persons or entities related to the Company, bring your concerns to the attention of your Store manager at a time and place that will allow the person to properly listen to your concern. Most problems can be resolved informally through dialogue between you and your immediate Store manager. If you have already brought this matter to the attention of your Store manager before and do not believe you have received a sufficient response, or if you believe that person is the source of the problem, present your concerns to upper-level management. Describe the problem, those involved, efforts you have made to resolve the problem, and any suggested solution you may have.

Resignation Policy

Juans Mexican Grill hopes that your employment with the Company will be a mutually rewarding experience; however, we acknowledges that varying circumstances can cause you to resign employment. The Company intends to handle any resignation in a professional manner with minimal disruption to the workplace. Giving a two-week notice is professional courtesy. The Company requests that you provide a minimum of two weeks’ notice of your resignation. If you are a Store manager, you are requested to provide a minimum of four weeks’ notice. Provide a written resignation letter to your Store manager. If you provide less notice than requested, the Company may deem you to be ineligible for rehire, depending on the circumstances of the notice given.

STANDARD OF CONDUCT

It is important for all team members to be fully aware of the rules, which govern our conduct and behavior. In order to work together as a team and maintain an orderly, productive and positive environment, everyone must conform to standards of reasonable conduct and restaurant policies.

Disciplinary actions are NOT tiered or progressive and any employment action can be taken against a team member at any time, for any reason, including termination, suspension, written warning, informal warning, etc.

While it is impossible to list everything that could be considered misconduct in the workplace, what is outlined here is a list of common-sense infractions that could result in discipline, up to and including immediate termination of employment. This policy is not intended to limit our right to discipline or discharge employees for any reason permitted by law.

Examples of inappropriate conduct include:

Not showing up for a shift without notifying the management (no call, no show, no job). Text message that has not been acknowledged is NOT a proper way of notification. A no-show, will be considered a voluntary resignation on your part.
Supplying false or misleading information to the Restaurant, including information at the time of application for employment.
Clocking another team member “in” or “out” on the restaurant timekeeping system or having another team member clock you either “in” or “out”.
Leaving your job before the scheduled time without the permission of the manager on duty.
Use of foul, threatening, violent or abusive language, including hand gestures.
Disorderly or indecent conduct.
Gambling on restaurant property.
Theft of customer, team member or restaurant property including items found on the restaurant premises.
Theft, dishonesty or mishandling of restaurant funds. Failure to follow cash, gift card or credit card processing procedures.
Applying unauthorized discounts and purposeful failure to charge customer for items handed out.
Refusal to follow instructions.
Engaging in harassment of any kind toward another team member or customer.
Use, distribution or possession of illegal drugs on the restaurant`s property or being under the influence of these substances when reporting to work or during work hours.
Waste or destruction of restaurant property.
Actions or threats of violence or abusive language, directed toward a customer or another staff member.
Excessive tardiness
Habitual failure to punch in or out.
Disclosing confidential information including policies, procedures, recipes, manuals or any propriety information to anyone outside of the restaurant
Rude or improper behavior with customers
Smoking or eating in unapproved areas or during unauthorized breaks – smoking is not allowed in any visible/public areas of the restaurant interior or exterior. Team members will not be discriminated against for smoking, however smoking is only permitted off-premises
Failure to comply with restaurant`s personal cleanliness and grooming standards
Failure to comply with restaurant`s uniform and dress requirements
Unauthorized operation repair or attempt to repair machine, tools and equipment.
Failure to report safety hazards, equipment defects, accidents or injuries immediately to management
Theft of food, including sharing of team member discount.

GENERAL POLICIES

Schedules

Weekly schedules are prepared to meet the work demands of the restaurant. As the work demands change, management reserves the right to adjust working hours and shifts.

Each team member is responsible for working their shifts. You should arrive for your shift with enough time to make sure you`re ready to work when your shift begins, however you should clock in no earlier than 5 minutes prior to your shift start time, unless instructed by your manager. The shift ends when the given shift responsibilities have been completed.

Schedule changes may be allowed only if you find a replacement and get manager`s approval.

Schedule requests need to be submitted 2 weeks in advance. We do ask that you remember just how crucial each position is to the proper functioning of the restaurant. Please remember that even though we will try to comply with your requests, there is no assurance that you will get the requested time off.

Vacations

We are committed to accommodate you and ask that you follow certain steps. You must make a verbal or written Time Off Request at least two weeks in advance to give your manager time to adjust schedules. Please remember that your manager does have the discretion to require you to schedule vacations during periods which do not conflict with necessary operation of the store, or to require you to cancel or reschedule a previously scheduled vacation.

Tardiness

Telephone Courtesy

It is everyone’s responsibility to answer the phone, unless tied with helping customers. If busy and the phone call is not answered, a voice recording will inform the customer to leave a message, and we will return their phone call promptly. If you do answer please do so in a polite manner:” Thank you for calling Juan`s Mexican Grill in (insert location), how may I help you?”. If you are not able to help the customer on the phone, please take their name and number and assure them that someone that can help them will reach out shortly. Relay the message to the person in charge.

Meeting

Staff meetings may be held as necessary. Such meetings are treated as a shift and are mandatory. Only management-approved absences will be accepted.

Teamwork

We cannot achieve our goals and provide the highest level of service to our customers without working as a team.

Teamwork – to work together to achieve a common goal or complete a task in efficient way

If a co-worker is overloaded and you`re available, please help them in any way you can. It`s only a matter of time before they will return the favor. If another team member hasn`t quite caught on to something and you have, ask if you may suggest another way to do it. Genuine teamwork makes for a much more enjoyable and satisfying work environment and results in happier customers. Important aspect of every teamwork is communication and sense of “what`s going on”.

Employee Meals

We are happy to provide a complimentary meal and fountain drink to our team members. Each team member is allowed one meal before or after their shift, or during their break. Please refer to the Complementary Employee Meals List.

Sanitation

Due to the nature of the restaurant business, it is ABSOLUTELY ESSENTIAL that EVERYONE follows safe food handling procedures. This is one area of the Restaurant where there is absolutely no compromise. NEVER take shortcuts on food safety and handling. Every day we are entrusted with the health and even lives of our customers. This is a huge responsibility, one that we must never take lightly.

While you will receive additional and ongoing training on food safety issues here are some of the rules we must ALWAYS follow:

Keep your hands washed. Always wash your hands after using the restroom, touching others surfaces, eating, sneezing or coughing
Change your gloves frequently
Sanitize everything – use sanitizing solution to keep counters, cutting boards and utensils clean. This help keep bacteria away
Prevent cross-contamination. Cross contamination occurs when raw meat comes in contact with already cooked food. This occurs, through hands/gloves, surfaces and utensils.
Keep food at proper temperatures – refer to temperature sheets. This refers to hot and cold
Store food properly – wrap it well, label and date the containers properly and store raw meat below cooked food.
Keep chemicals and cleaning products away from food products.
This list is not all-inclusive. Use common sense when it comes to safety and sanitation

Meal and Rest Periods

Juans Mexican Grill strives to provide a safe and healthy work environment and complies with all federal and state regulations regarding meal and rest periods.

Any shift exceeding 7 hours of work, is required to take no less than 30 minute break.

Breaks for shifts 7 hours or less, may be granted by the store manager` discretion, based on work demand.

Exceptions will be made for employees under 17 years of age.

Computer Security and Copying of Software

Under no circumstances shall company computers or tablets be used for personal use.

Non-solicitation/Non-disturbance Policy

To avoid disruption of business operations or disturbance of employees, visitors, and others, Juans Mexican Grill has implemented a Nonsolicitation/ Non-disturbance Policy. For purposes of this policy, “solicitation” includes, but is not limited to, selling items or services, requesting contributions, and soliciting or seeking to obtain membership in or support for any organization. Solicitation performed through verbal, written, or electronic means is covered by the Nonsolicitation/Nondistribution Policy.
You are prohibited from soliciting other employees during your assigned working time. For this purpose, working time means time during which either you or the employees who are the object of the solicitation are expected to be actively engaged with assigned work. You may conduct solicitations during your lunch period, coffee breaks, or other authorized nonworking time, so long as you do so when the other employees are also on nonworking time.
To avoid inappropriate litter, clutter, and safety risks, you may not distribute literature or other items that are not work related in working areas at any time. Working areas do not include break/rest areas, lunch rooms, or parking lots. Electronic distribution of materials is prohibited during work time. Literature that violates the company’s equal employment opportunity (EEO) and no harassmentpolicies (including threats of violence), or is knowingly and recklessly false, is never permitted. Non-employees are not permitted to distribute materials on company premises at any time.
This policy is not intended to restrict the statutory rights of employees, including the right to discuss terms and conditions of employment.
Violations of this policy should be reported to your Store manager.

Personal Appearance

Your personal appearance reflects on the reputation, integrity, and public image of Juan`s Mexican Grill. All employees are required to report to work neatly groomed and dressed. You are expected to maintain personal hygiene habits that are generally accepted in the community, including clean clothing, good grooming and personal hygiene, and appropriate attire for the workplace and the work being performed.

Juan`s Mexican Grill is not a formal restaurant, and we understand that each persons style is an expression of their personality. However, we do require certain standards of dress:

SHOES – Shoes must be closed toed and be non-skid.

TATTOOS – Some tattoos are allowed, if they are not on the face, and are not vulgar and/or offensive.

BODY PIERCING – If a team member, has a visible body piercing they are required to remove them prior to their shift. You may wear earrings, that are up to half an inch in length.

HANDS AND NAILS – Hands and nails, must be well groomed. If you do have artificial nails, they must be with tip no more than 1/8 of an inch and non-pointy.

HAIR – Please keep beard and goatees neatly trimmed. Facial hair shall be no more than ½ inch fully extended. Hair must be always kept clean and neat. If hair length exceeds collar length, it must be pulled back in a ponytail or tucked up under company approved hat. You may be required to wear hair net, based on Health Department Regulations

JEWELRY – Some jewelry may be allowed, if the length or its placement does not prevent you from doing your job properly and safely. For example, long neckless may be caught in other objects and cause accident, excessive rings may come off in the food, or puncture the gloves.

CLOTHES – Each team member will be issued company shirts – 1-3 depending on part- or full-time employment. You may wear, jeans, pants, or shorts (no shorter than half hip in length). All clothes should be kept in good repair and free of offensive and/or vulgar writing and labeling. Please note certain “distressed” looking clothing may not be allowed. If you are not certain, please speak to one of the managers.

Personal Cell Phone/Mobile Device Use

Cell phones are not allowed to be used during work hours – this includes, calls, texting, browsing, and social networking. Cell phones must be silenced and put away with the rest of your belongings. Should you expect an important call or are in the middle of a difficult situation outside of the restaurant, you may speak to the manager and arrange for you to keep contact through your cell phone. This should be done discreetly. We try to be very understanding, so please do not take advantage of this policy.
Violation of this policy may result in discipline, up to and including termination of employment. Store managers are exempt from that rule.

Security

Accidents and Emergency Situations
Report all accidents to the management. In the event of an emergency, like an apparent injury or choking situation, notify a manager and call 911 immediately.

Crime and Robbery
If you are ever involved in robbery, DO NOT RESIST. Your safety and the safety of the rest of the team members is our number one priority. Don`t be a hero and always cooperate fully.

Fire Protection
Become familiar with the placement of the fire extinguishers. There are few across the restaurant – kitchen and dining area. If a serious fire breaks out, please alert all restaurant guests and team members, and exit the building immediately through the nearest fire exit, in a calm matter. Please assist anyone that may have difficulty, if it safely for you to do so.

Social Media
At Juans Mexican Grill, we recognize the Internet provides unique opportunities to participate in interactive discussions and share information using a wide variety of social media. However, use of social media also presents certain risks and carries certain responsibilities. To minimize risks to the Company, you are expected to follow our guidelines for appropriate use of social media. For purposes of this policy, social media includes all means of communicating or posting information or content of any sort on the Internet, including to your own or someone else’s web log or blog, journal or diary, personal website, social networking or affinity website, web bulletin board or a chat room, whether associated or affiliated with the Company, as well as any other form of electronic communication.

Company principles, guidelines, and policies apply to online activities just as they apply to other areas of work. Ultimately, you are solely responsible for what you communicate in social media. You may be personally responsible for any litigation that may arise should you make unlawful defamatory, slanderous, or libelous statements against any customer, manager, owner, or employees of the Company.

Know and Follow the Rules
Ensure your postings are consistent with these guidelines. Postings that include unlawful discriminatory remarks, harassment, and threats of violence or other unlawful conduct will not be tolerated and may subject you to disciplinary action up to and including termination.

Be Respectful
The Company cannot force or mandate respectful and courteous activity by employees on social media during nonworking time. If you decide to post complaints or criticism, avoid using statements, photographs, video, or audio that reasonably could be viewed as unlawful, slanderous, threatening, or that might constitute unlawful harassment. Examples of such conduct might include defamatory or slanderous posts meant to harm someone’s reputation or posts that could contribute to a hostile work environment on the basis of race, sex, disability, age, national origin, religion, veteran status, or any other status or class protected by law or Company policy. Your personal posts and social media activity should not reflect upon or refer to the Company.

Using Social Media at Work
Do not use social media while on your work time, unless it is work related as authorized by your manager or consistent with policies that cover equipment owned by the Company.

Media Contacts
If you are not authorized to speak on behalf of the Company, do not speak to the media on behalf of the Company. Direct all media inquiries for official Company responses to Human Resources.

Nothing in this policy is designed to interfere with, restrain, or prevent employees from communications regarding wages, hours, or other terms and conditions of employment, or to restrain employees in exercising any other right protected by law. All employees have the right to engage in or refrain from such activities.

Suggestion Policy

At Juans Mexican Grill, we welcome suggestions for continued improvement and welcome your ideas for better ways to do your job, produce or sell the products or services of our Company, or meet customer and client needs. Discuss your ideas with your Store manager or another member of the management team.

We also encourage you to offer any suggestions derived from seminars, magazines, or other outside sources of information you believe would add value to the Company.

Understand that any suggestions, innovations, inventions, or other matter created by you on work time or with Company tools or property are considered to be the property of the Company.

SAFETY AND LOSS PREVENTION

Drug and Alcohol Policy

Juans Mexican Grill is committed to providing a safe, healthy, and productive work environment. Consistent with this commitment, it is the intent of the Company to maintain a drug and alcohol-free workplace. Being under the influence of alcohol, illegal drugs (as classified under federal, state, or local laws), or other impairing substances while on the job may pose a serious health and safety risk to others, and will not be tolerated.

Prohibited Conduct

The Company expressly prohibits employees from engaging in the following activities when they are on duty or conducting Company business or on Company premises (whether or not they are working):

The use, abuse, or being under the influence of alcohol, illegal drugs, or other impairing substances.
The possession, sale, purchase, transfer, or transit of any illegal or unauthorized drug, including prescription medication that is not prescribed to the individual, or drug-related paraphernalia.
The illegal use or abuse of prescription drugs.

While the use of marijuana has been legalized under some state laws for medicinal and/or recreational uses, it remains an illegal drug under federal law. The Company does not discriminate against employees solely on the basis of their lawful off-duty use of marijuana. You may not consume or be under the influence of marijuana while on duty or at work. If you have a valid prescription for medical marijuana, refer to the Company Disability Accommodation policy for additional information.

Nothing in this policy is meant to prohibit your appropriate use of over-the-counter medication or other medication that can legally be prescribed under both federal and state law, if it does not impair your job performance or safety or the safety of others. If you take over-the-counter medication or other medication that can legally be prescribed under both federal and state law to treat a disability, inform your Store manager if you believe the medication may impair your job performance, safety, or the safety of others or if you believe you need a reasonable accommodation before reporting to work while under the influence of that medication.

Violations

Violation of this policy may result in disciplinary action, up to and including termination of employment.

General Safety

Juan`s Mexican Grill is committed to maintaining a safe workplace for all of our team members. The time to be conscious about safety is before an accident.

Safety is everyones responsibility and is a regular, ongoing part of everyones job.

You will receive more specific, detailed information and training on safety issues as an ongoing part of your employment. However, here are some basic guidelines and safety rules to always keep in mind:

·      If there is a spill, put down appropriate signs, and wipe the spill immediately
·      If it rains hard, put out the yellow “Slippery” signs by the entrance doors
·      Never run in hallways or the kitchen, always walk carefully- even when its busy
·      Wear shoes with non-slip soles
·      Report defective equipment or tools to manager immediately
·      Never try to catch a falling knife
·      Let people know, when you are carrying anything hot – don`t be shy yell out something like “Hot Stuff Coming Through”
·      Whenever you are handling glass bottles, always pay attention and try not to drop the bottles
·      If you cannot reach something, ask for help, or use the step stool
·      Use proper lifting techniques – always bend at the knees, lift with your legs, not your back.

Workplace Violence

As the safety and security of our employees, vendors, contractors, and the general public is in the best interests of Juans Mexican Grill, we are committed to working with our employees to provide a work environment free from violence, intimidation, and other disruptive behavior.

Zero Tolerance Policy
The Company has a zero tolerance policy regarding workplace violence and will not tolerate acts or threats of violence, harassment, intimidation, and other disruptive behavior, either physical or verbal, that occurs in the workplace or other areas. This applies to management, co-workers, employees, and non-employees such as contractors, customers, and visitors.

Workplace violence can include oral or written statements, gestures, or expressions that communicate a direct or indirect threat of physical harm, damage to property, or any intentional behavior that may cause a person to feel threatened.

Prohibited Conduct
Prohibited conduct includes, but is not limited to:

Physically injuring another person.
Threatening to injure a person or damage property by any means, including verbal, written, direct, indirect, or electronic means.
Taking any action to place a person in reasonable fear of imminent harm or offensive contact.
Possessing, brandishing, or using a firearm on Company property or while performing Company business except as permitted by state law.
Violating a restraining order, order of protection, injunction against harassment, or other court order.

Reporting Incidents of Violence
Report to your Store manager, in accordance with this policy, any behavior that compromises our ability to maintain a safe work environment. All reports will be investigated immediately and kept confidential, except where there is a legitimate need to know. You are expected to cooperate in any investigation of workplace violence.

Violations
Violating this policy may subject you to criminal charges as well as discipline up to and including immediate termination of employment.

Retaliation
Victims and witnesses of workplace violence will not be retaliated against in any manner. In addition, you will not be subject to discipline for, based on a reasonable belief, reporting a threat or for cooperating in an investigation.

If you initiate, participate, are involved in retaliation, or obstruct an investigation into conduct prohibited by this policy, you will be subject to discipline up to and including termination.

If you believe you have been wrongfully retaliated against, immediately report the matter to management.

CUSTOMER RELATIONS

Customer, Client, and Visitor Relations

Our restaurant exists only because of our customers, and in particular repeat customers who voluntarily choose to return here and spend their money on our food and beverages. Without the customer we don`t have a restaurant, they are the only reason we are here. As a result, taking care of our customers is our highest priority, in fact privilege. The customer always comes first!

Nobody enjoys being the recipient of customer complaints, but complaints are to be expected as part of being in the hospitality business.

The successful resolution to customer complaints, can help increase customers loyalty. This is valid even if dealing with “demanding” customer IF the situation is handled properly.

When faced with customer complaint:
·      Don`t get defensive and try to explain, get a manager
·      Remove the offending item immediately, and get a manager
·      Apologize for the problem and tell the customer we will take care of the problem, and get a manager
·      Always tell a manager. If manager is not immediately available, correct the problem if the customer is present, if not take their name and phone number an assure them that someone will contact them as soon as possible.

Products and Services Knowledge

As a representative of Juans Mexican Grill, you are expected to be familiar with the products and services we offer. You will be asked many questions. If you can answer, great, do so! If not, get a manager or someone else that can better assist them. Under no circumstance leave the customer with “I don`t know” or “I am not sure” answer. As a last resort take their name and number and assure them, that someone will contact them and help them.

FLORIDA POLICIES

Disability Accommodation

Juans Mexican Grill complies with the Americans with Disabilities Act (ADA), the Pregnancy Discrimination Act, and all applicable state and local fair employment practices laws, and is committed to providing equal employment opportunities to qualified individuals with disabilities, including disabilities related to pregnancy, childbirth, and related conditions. Consistent with this commitment, the Company will provide reasonable accommodation to otherwise qualified individuals where appropriate to allow the individual to perform the essential functions of the job, unless doing so would create an undue hardship on the business.

If you require an accommodation because of your disability, it is your responsibility to notify your Store manager. You may be asked to include relevant information such as:

A description of the proposed accommodation.
The reason you need an accommodation.
How the accommodation will help you perform the essential functions of your job.

After receiving your request, the Company will engage in an interactive dialogue with you to determine the precise limitations of your disability and explore potential reasonable accommodations that could overcome those limitations. Where appropriate, we may need your permission to obtain additional information from your medical provider. All medical information received by the Company in connection with a request for accommodation will be treated as confidential.

The Company encourages you to suggest specific reasonable accommodations that you believe would allow you to perform your job. However, the Company is not required to make the specific accommodation requested by you and may provide an alternative accommodation, to the extent any reasonable accommodation can be made without imposing an undue hardship on the Company.

If leave is provided as a reasonable accommodation, such leave may run concurrently with leave under the federal Family and Medical Leave Act and/or any other leave where permitted by state and federal law.

The Company will not discriminate or retaliate against employees for requesting an accommodation.

EEO Statement and Nonharassment Policy

Equal Opportunity Statement

Juans Mexican Grill is committed to the principles of equal employment. We are committed to complying with all federal, state, and local laws providing equal employment opportunities, and all other employment laws and regulations. It is our intent to maintain a work environment that is free of harassment, discrimination, or retaliation because of age (40 and older), sex, sexual orientation (including transgender status, gender identity or expression), pregnancy (including childbirth, lactation, and related medical conditions), marital status, race, national origin (including ancestry), disability, creed, religion, genetic information, HIV status, military or veteran status, or any other status protected by federal, state, or local laws. The Company is dedicated to the fulfillment of this policy in regard to all aspects of employment, including but not limited to recruiting, hiring, placement, transfer, training, promotion, rates of pay, and other compensation, termination and all other terms conditions and privileges of employment.

The Company will conduct a prompt and thorough investigation of all allegations of discrimination, harassment, or retaliation, or any violation of the Equal Employment Opportunity Policy in a confidential manner. The Company will take appropriate corrective action, if and where warranted. The Company prohibits retaliation against employees who provide information about, complain about, or assist in the investigation of any complaint of discrimination or violation of the Equal Employment Opportunity Policy.

We are all responsible for upholding this policy. You may discuss questions regarding equal employment opportunity with your Store manager or any other designated member of management.

Policy Against Workplace Harassment

Juans Mexican Grill has a strict policy against all types of workplace harassment, including sexual harassment and other forms of workplace harassment based upon an individual’s age (40 and older), sex, sexual orientation (including transgender status, gender identity or expression), pregnancy (including childbirth, lactation, and related medical conditions), marital status, race, national origin (including ancestry), disability, creed, religion, genetic information, HIV status, military or veteran status, or any other status protected by federal, state, or local laws. All forms of harassment of, or by, employees, vendors, visitors, customers, and clients are strictly prohibited and will not be tolerated.

Sexual Harassment

Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when (1) submission to such conduct is made either explicitly or implicitly as a term or condition of an individual’s employment; (2) submission to, or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or (3) such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive work environment.

While it is not possible to identify every act that constitutes or may constitute sexual harassment, the following are some examples of sexual harassment:

Unwelcome requests for sexual favors;
Lewd or derogatory comments or jokes;
Comments regarding sexual behavior or the body of another;
Sexual innuendo and other vocal activity such as catcalls or whistles;
Obscene letters, notes, emails, invitations, photographs, cartoons, articles, or other written or pictorial materials of a sexual nature;
Repeated requests for dates after being informed that interest is unwelcome;
Retaliating against another for refusing a sexual advance or reporting an incident of possible sexual harassment to the Company or any government agency;
Offering or providing favors or employment benefits such as promotions, favorable evaluations, favorable assigned duties or shifts, etc., in exchange for sexual favors; and
Any unwanted physical touching or assaults, or blocking or impeding movements.

Other Harassment

Other workplace harassment is verbal or physical conduct that insults or shows hostility or aversion towards an individual because of the individual’s age (40 and older), sex, sexual orientation (including transgender status, gender identity or expression), pregnancy (including childbirth, lactation, and related medical conditions), marital status, race, national origin (including ancestry), disability, creed, religion, genetic information, HIV status, military or veteran status, or any other status protected by federal, state, or local laws.

Again, while it is not possible to list all the circumstances that may constitute other forms of workplace harassment, the following are some examples of conduct that may constitute workplace harassment:

The use of disparaging or abusive words or phrases, slurs, negative stereotyping, or threatening, intimidating, or hostile acts that relate to the above protected categories;
Written or graphic material that insults, stereotypes, or shows aversion or hostility towards an individual or group because of one of the above protected categories and that is placed on walls, bulletin boards, email, voicemail, or elsewhere on our premises, or circulated in the workplace; and
A display of symbols, slogans, or items that are associated with hate or intolerance towards any select group.

Reporting Discrimination and Harassment

If you feel that you have witnessed or have been subjected to any form of discrimination or harassment, immediately notify the store manager or any member of management.

The Company prohibits retaliation against employees who, based on a reasonable belief, provide information about, complain, or assist in the investigation of any complaint of harassment or discrimination.

We will promptly and thoroughly investigate any claim and take appropriate action where we find a claim has merit. To the extent possible, we will retain the confidentiality of those who report suspected or alleged violations of the harassment policy.

Discipline for violation of this policy may include, but is not limited to, reprimand, suspension, demotion, transfer, and discharge. If the Company determines that harassment or discrimination occurred, corrective action will be taken to effectively end the harassment. As necessary, the Company may monitor any incident of harassment or discrimination to assure the inappropriate behavior has stopped. In all cases, the Company will follow up as necessary to ensure that no individual is retaliated against for making a complaint or cooperating with an investigation.

Religious Accommodation

Juans Mexican Grill is dedicated to treating its employees equally and with respect and recognizes the diversity of their religious beliefs. All employees may request an accommodation when their religious beliefs cause a deviation from the Company dress code or the individual’s schedule, basic job duties, or other aspects of employment. The Company will consider the request, but reserves the right to offer its own accommodation to the extent permitted by law. Some, but not all, of the factors that will be considered are cost, the effect that an accommodation will have on current established policies, and the burden on operations — including other employees — when determining a reasonable accommodation. At no time will the Company question the validity of a person’s belief.

If you require a religious accommodation, speak with your Store manager.

Closing Statement

Thank you for reading our handbook. We hope it has provided you with an understanding of our mission, history, and structure as well as our current policies and guidelines. We look forward to working with you to create a successful Company and a safe, productive, and pleasant workplace.

Juan`s Mexican Grill

THIS TEAM MEMBER HANDBOOK DOES NOT CONSTITUTE A CONTRACT OF EMPLOYMENT EITHER IN WHOLE OR PART. WE RESERVE OUR RIGHT TO ADD, DELETE OR CHANGE ANY PORTION OF THE TEAM MEMBER HANDBOOK WITH OR WITHOUT NOTICE.

Acknowledgment of Receipt and Review

By signing below, I acknowledge that I have access to Juan`s Mexican Grill Employee Handbook (handbook) and that I have read it, understand it, and agree to comply with it. I understand that the Company has the maximum discretion permitted by law to interpret, administer, change, modify, or delete the rules, regulations, procedures, and benefits contained in the handbook at any time with or without notice. No statement or representation by a supervisor, manager, or any other employee, whether oral or written, can supplement or modify this handbook. Changes can only be made if approved in writing by the [[position or title]] of the Company. I also understand that any delay or failure by the Company to enforce any rule, regulation, or procedure contained in the handbook does not constitute a waiver on behalf of the Company or affect the right of the Company to enforce such rule, regulation, or procedure in the future.

I understand that neither this handbook nor any other communication by a management representative or other, whether oral or written, is intended in any way to create a contract of employment. I further understand that, unless I have a written employment agreement signed by an authorized Company representative, I am employed “at-will” (to the extent permitted by law) and this handbook does not modify my “at-will” employment status.

This handbook supersedes any previous handbook or policy statements, whether written or oral, issued by Juan`s Mexican Grill.

If I have any questions about the content or interpretation of this handbook, I will contact Radoslava Delcheva.

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