Employee Success Guide
Holdrege

Your Employment at This McDonald's

The McDonald's restaurant you work at is owned and operated by an independent McDonald's franchisee (“McHall Management”). This is your employer. McDonald's Corporation is not involved in any way in the employment matters of this independently owned McDonald's restaurant. Individuals employed by independent owners of McDonald's restaurants are not employees of McDonald's Corporation or its subsidiaries. Throughout this handbook, any reference to this restaurant refers to this independent McDonald's franchisee.

As part of our commitment to responsible and ethical employment practices, McHall Management may consider an applicant's criminal history when making hiring decisions. A criminal conviction does not automatically disqualify an applicant from employment. Each situation is evaluated on an individual basis, considering the nature of the offense, the time elapsed, and the relevance of the conviction to the position sought.

Your employment is “at will.” This means that both you and McHall Management are free to terminate employment at any time, with or without notice, for any reason or no reason at all. The employer reserves the right, in its sole discretion, without prior consultation or agreement with any employee, to change or modify any of its policies at any time, with or without notice. The “at-will” nature of employment may be modified only in writing, addressed specifically to you, and signed by the independent franchisee of this McDonald's restaurant.

Failing to follow the policies in this handbook could result in disciplinary action, up to and including termination.

Your McDonald's

Your restaurant is part of one of the greatest brands in the world. There are approximately 40,000 restaurants in over 120 countries that are collectively employing over 2 million people around the world!

These restaurants serve nearly 70 million customers per day and have collected over $450 million for Ronald McDonald House Charities that support the health and well-being of children.

This restaurant is locally owned and operated by Greg and Cory Hall. This restaurant was originally opened in 1991 and most recently remodeled in 2018.

The restaurant leader of this location is Krista Rock. The area supervisor is Marcella Medrano. The director of operations is Steve Wenzl. Click here to learn more about the leadership team of the organization.

Hours of Operation

This restaurant opens for business every day at 6:00 a.m. and closes at 11:00 pm every night except for Friday and Saturday when it closes at midnight. During the summer, we may stay open extended hours which are determined each summer.

The only holidays that the restaurant is closed are Thanksgiving Day and Christmas Day. We are open reduced hours on Christmas Eve. All other holidays are regular hours.

Parking

The employee parking area is located in the parking lot north of the restaurant between the trash corral and the storage shed as well as the spots immediately to the south (left) of the trash corral. The parking spots immediately around the restaurant should be reserved for customers.

Clocking In and Out

Arrive early enough for your shift so you are ready to work at your scheduled start time. Make sure that any possessions you bring with you are put away before clocking in so that once you are clocked in, you are immediately ready to begin working.

You must clock in before you start working and clock out after you have finished working. When going on break, you must clock out for break prior to placing your order. Do not clock in or out for other employees, and do not have anyone else clock in or out for you. You must clock in within five (5) minutes of your scheduled start time. If you attempt to clock in outside of the five-minute window, a manager will need to approve the time punch. Do not work past your scheduled end time unless approved by a manager.

Biometric Timeclock System (Harri)

Our restaurants use the Harri biometric timeclock system, which utilizes facial recognition to ensure accurate timekeeping and proper authorization. You must use your own face only when clocking in or clocking out. Using a photograph, video, another person's face, or any other method to bypass the biometric system is strictly prohibited. Manager approval must be obtained in-person when required and may not be simulated or falsified through the use of personal devices or images.

Fraudulent use of the biometric timeclock system, including attempting to clock in or out using a phone, photograph, image, or another individual, is considered falsification of time records and misuse of company systems.

Timeclock Errors

We understand that mistakes can occur when clocking in or out. If you notice an error, you must notify a member of management immediately. Management will work with you to correct the error to ensure you are paid for all hours worked. Intentional misuse or failure to report errors is not permitted.

Scheduling and Time Off

Schedules are started every Monday for the following week that runs Monday through Sunday. All time off requests for that next week need to be turned in Monday morning before the schedules have been started. Requests for time off must be written on time off request sheets which are located in the folder outside the office door.

One of the greatest benefits of working for our organization is a flexible work schedule. We try to respect and accommodate your time-off needs, however a request for time off work may not always be approved or excused. We will make every effort to grant your time-off requests.

Once the schedules are posted, you are responsible for knowing your own schedule and working all of the shifts you are scheduled for. You are expected to contact the restaurant via telephone at least three hours in advance (when possible) if you cannot make it to your shift on time. We will not acknowledge or accept messages via another employees, through social media, or any number other than McDonald’s (for example, calling or texting a manager at home).

If an unexpected event arises and you are unable to work a scheduled shift, it is your responsibility to find a replacement. Once a replacement is found, it must be approved in person by the general manager or the manager who is responsible for running that scheduled shift. You may not call or text a manager at home to switch shifts. We have a list of phone numbers available so that you may call other employees. If a replacement is not found, the absence will be unexcused and disciplinary action may result.

On occasion, you may be asked to fill in for someone who is sick or didn’t show up. We value employees who will assist us when we need to call them in to work or ask them to work past their scheduled shift. When this happens, you will be paid for your hours worked and will receive a coupon for a free meal.

Your schedule will be based on a number of factors including your availability, business needs, and your overall performance and versatility. Usually the more you know and the better availability you have, the more hours you will be scheduled. Frequent occurrences of missed shifts or tardiness will likely result in a loss of scheduled hours. Due to changes in restaurant needs, your work schedule and amount of hours may vary each week.

Whenever your permanent availability changes, you need to talk with the scheduling manager at least two weeks in advance. We will always try to accommodate your requests, but note that we may not be able to honor changes that are significantly different from the original availability commitment when you were hired. This may result in a reduction of scheduled hours and pay.

Working Students

To make sure that students’ job experience complements their education, we support the following principles:

• Education is a significant priority. There is no question that, between education and employment, your education comes first.
• To make sure that education comes first, our organization provides flexible working hours to accommodate classes, homework assignments, and extracurricular activities.
• Grades and school attendance should never be compromised by excessive or late working hours.
• Our organization, in collaboration with McDonald’s, provides training programs that help develop students’ skills and highlight the importance of responsibility and self-discipline.
• We take a leadership role in working with parents, educators, and students on education issues.
• Our organization believes in supporting education by recognizing our employees’ scholastic achievements.

Minor Restrictions and Labor Laws

There are both federal and state laws that regulate the hours and duties that a 14/15 year old minor can work. This restaurant takes its child labor obligations seriously and asks for your cooperation in complying with these requirements. 14/15 year old minors will be identified in this restaurant by wearing a red McDonald’s hat and by highlighting their name on the weekly schedule. 14/15 year olds CAN NOT perform the following duties:

• Perform any cooking activities with fryers (including dropping or lifting product)
• Perform any manually filtering of the fryers
• Using microwave ovens
• Loading or unloading a truck
• Entering a walk-in freezer or refrigerator
• Climbing a ladder or step-stool or working on the roof
• Using knives, carton openers, box cutters, vegetable slicers, or sharpening spatulas
• Loading, unloading, or operating the washing machine
• Filling or operating the automatic French fry dispenser
• Baking duties (including inserting or removing products from the oven)
• Clean any surface exceeding 100°F (with the exceptions of the wiping the prep table and scraping the grill)

Attendance

Attendance Expectations

All employees are expected to report to work on time for their scheduled shifts. Regular and punctual attendance is essential to our operations and team performance.

If you are unable to report for work or anticipate being late, you must contact your manager or the restaurant at least three (3) hours before your scheduled shift, except in the case of an emergency. If you are scheduled to open and cannot make it, you must notify your manager the night before.

Tardiness

You are considered tardy if you:

• Clock in more than five (5) minutes after your scheduled shift starts
• Return from break more than five (5) minutes late

Unexcused Absences

An unexcused absence is defined as:

• Clocking in more than thirty (30) minutes late without prior notice
• Leaving your shift early without managerial approval
• Failing to return from break
• Calling in to miss a shift for a reason not covered by approved leave or paid sick time

No-Call, No-Show

A no-call, no-Show occurs when an employee misses their entire scheduled shift without providing any prior notice to management. A no-call, no-show is a serious violation of this policy and will result in disciplinary action.

Three (3) no-call, no-show occurrences, whether consecutive or non-consecutive, may be considered voluntary abandonment of position and may result in termination of employment. Nothing in this policy limits the Company's ability to take corrective action sooner based on the severity or circumstances of the violation.

Excused Absences

The following are considered excused absences when proper notice and documentation requirements are met:

• Death of an immediate family member (spouse, parent, sibling, or grandparent)
• Birth of your own child
• Approved leave under the Family and Medical Leave Act (FMLA), with required documentation
• Medical absences when supported by a healthcare provider's note for yourself or a covered family member for symptoms including but not limited to:
• Diarrhea
• Fever
• Vomiting
• Jaundice
• Any condition that prevents you from safely performing your job duties
• Absences using accrued Paid Sick Time
• If the absence is foreseeable, you must provide at least three (3) hours notice before your scheduled shift.
• If the absence is unforeseeable (e.g., sudden illness), notify your manager as soon as possible.
• If you are absent for more than three (3) consecutive workdays, documentation (such as a provider's note) may be required.

Attendance Violations and Discipline

Attendance violations are tracked and may result in progressive discipline, which may include:

1. Verbal Warning
2. Written Warning
3. Suspension
4. Termination (including immediate termination in cases of repeated, severe, or job-abandonment-related violations)

Employment Status

Nothing in this policy alters the at-will nature of employment. The Company reserves the right to determine appropriate corrective action based on the facts and circumstances of each situation.

Your appearance is a reflection of the McDonald's brand and how you look is important to our customers. A complete McDonald's crew uniform consists of a hat, t-shirt, nametag, dark jeans/pants, dark socks, and dark shoes with non-skid soles. All of your clothing should be clean and free of rips and tears with no frays or holes.

Full-time crew will receive 3 short sleeve t-shirts and 1 hat. Part-time crew will receive 2 short sleeve t-shirts and 1 hat. The crew t-shirts are designed to be worn untucked but you can wear them tucked in if desired. Crew that work in the kitchen will be issued a McDonald's apron upon request. You are responsible for obtaining all other items to complete your uniform.

Crew trainers will receive grey polo shirts instead of t-shirts. The polo shirts are designed to be worn untucked but you can wear them tucked in if desired.

The McDonald's hat must be worn with the brim facing forward. Both crew hats and crew trainer hats are navy. 14-15 year-olds must wear red hats. If you report to work without a hat and are unable to obtain one in a timely manner, you will be required to purchase an additional hat for $5.00 which you can either pay for or it can be automatically deducted from your next paycheck.

Employees have the option to wear black pants or dark/medium colored denim jeans. They should be clean with no large rips/tears and no frayed bottoms. They must be appropriately fitted, meaning not baggy, tight or revealing; and worn at the waist. Tights and yoga pants are not allowed.

Shoes must be closed-toe, closed-heel, and black with slip-resistant, non-skid rubber soles. You can get special McDonald's pricing by ordering from our approved vendor Shoes For Crews or you may purchase elsewhere. Socks should also be worn and should be black as well.

During cold weather, you may wear solid black long sleeves underneath your t-shirt. The sleeves should be free from any graphics or writing. Hoods are not allowed. You may not wear any non-McDonald's branded clothing over your uniform such as a personal coat. However, you may choose to purchase a McDonald's sweatshirt or a McDonald's branded lightweight jacket.

Personal Grooming and Appearance

We expect all employees to exercise appropriate judgment with regard to tattoos, piercings, and facial hair. We allow reasonable self-expression through personal appearance unless it could cause a risk to the safety of our food or the products we serve; or it is regarded as offensive or harassing towards other employees or our customers.

All employees are required to maintain the highest standards related to personal hygiene including regular bathing and use of deodorant, clean hands, and clean fingernails. Nail polish and artificial nails are not permitted unless you wear intact disposable gloves. Excessive jewelry (anything more than a smooth ring/wedding band) on your hands and wrists is not allowed.

Hair should be styled so it is kept restrained back and off of the face. Facial hair should be neatly trimmed. Earrings and ear gauges are allowed but should be no larger than the size of a quarter. Tattoos are permitted that are not obscene, profane, racist, or sexual in nature.

If management determines an employee's appearance is outside of these standards, the employee will be encouraged to identify appropriate options such as removal of excess or offensive jewelry, covering of tattoos, or other reasonable means to resolve the conflict.

Breaks

All hourly employees working a shift of 4.5 hours or longer will receive a 30 minute unpaid break. Employees must punch out for their break and may use the time for his/her own purposes, including leaving the restaurant property. You must take your full 30 minute break. Punching in early or late without approval may result in disciplinary action.

Depending on restaurant conditions, employees may be also given short breaks to do things such as get a drink or use the restroom. These short breaks will be paid and the employee does not need to clock in or out for these breaks.

You should always ask permission from a manager before getting a drink during your shift. You are only allowed to get a small soft drink, tea, or cup of water. The drink needs to be discarded before returning to your station as the health department prohibits keeping drinks in the work areas. You must also wash your hands before returning to your station.

Meal Discounts and Food Policies

All employees will receive a free meal on their break. If you do not work long enough to receive a break, you may receive your free meal directly before or directly after your shift. Your free meal shall consist of one entrée, one side item (unless otherwise noted), and one beverage. Click here to view the current list of eligible menu items. Any additional items may be purchased at a 30% discount.

Employees are not allowed to ring in or make their own food when going on break. You must place all orders from the customer side of the counter just like a regular customer transaction. Your meal must be approved by a manager and all of the items are to be rang in, assembled, and presented by the other employees working behind the counter. All items should be entered individually and not as part of a meal, combo, or other discount.

This free meal is for YOU ONLY. The food must be eaten in the restaurant and you are not allowed to give any of your food to other people.

All members of management are exempt from the item restrictions, however they must consume their free food in the restaurant and are not allowed to give their food to anybody else.

All employees will receive a 30% food discount when not working. You may purchase as much food for as many people as you would like with this discount. If your friends or family wish to use this discount, you must be present with them as a customer. When you are working, you are not allowed to apply your discount to any customer's orders, including friends and family. Your 30% discount is valid at any participating McDonald's restaurant in the U.S.

Taking food without approval or giving unpurchased food away to family and friends is prohibited. All expired food will be discarded and is not to be taken home, sold, or consumed. All of these activities are considered theft and could result in termination and possible prosecution.

Payday

You will be paid by direct deposit or your earnings can be deposited onto a pay card every two weeks on Wednesday, unless Monday, Tuesday, or Wednesday is a holiday. Your paystub information will be posted online after every payroll on our payroll provider's website using the e-mail address you have provided.

We take seriously our obligation to pay you properly and to make sure our pay practices comply in all respects with all federal, state, and local laws. This means you are entitled to be paid for all time worked, including any overtime. If for any reason you believe you have not been paid for all time that you have worked, you should immediately contact your General Manager or our Human Resource Manager and they will assist you in receiving pay for all hours worked.

Diversity & Equal Opportunity

As you will notice, a variety of people work at this McDonald’s. This is one of our strengths. Sometimes, however, diversity in gender, culture, race, age, ability, or any other characteristics may bring misunderstandings. Our vision is to leverage the unique talents, strengths, and assets of our employees in order to provide the world’s best quick service restaurant experience. We continuously strive to maintain an environment in which everyone feels valued, accepted, and rewarded as an integral part of the team. We encourage employees to understand and recognize differences and to appreciate the contributions that all diverse groups and individuals bring to our organization.

We provide opportunities for recruitment, employment, training, development, performance reviews, pay, advancement, and any other aspect of employment based solely on individual abilities and job performance. This policy ensures a practice of equal employment opportunity regardless of race, color, sex, religion, national origin, age, disability, veteran status, sexual orientation, or any other prohibited basis.

Communication

Communication is essential for good teamwork and learning, and so we can deliver the best experience possible to our customers. Check the digital information monitor daily for important information about things like new products, procedural changes, customer complaints, survey scores, and contests.

We will also routinely conduct shift huddles at the beginning or during your shift to give you information and quick training on upcoming promotions or similar events. You may even have an idea of your own that saves time or makes things easier, or you may have some constructive criticism to offer. Please feel free to share your thoughts with our management team. Talking directly with a manager is usually the most effective way to handle a question, suggestion, or problem.

Your opinions about our restaurant operations are very important to us. So yearly, we will ask you to participate in an opinion survey. Your responses are anonymous so that we can assure you of complete confidentiality. We use the results of the surveys to see how our restaurant is doing and to give us an idea of suggested improvements.

Performance Reviews

All crew employees will receive two performance reviews each year effective on the first full pay periods after January 15th and July 15th. Your management team will review your performance, including any commendation and/or disciplinary action forms that you’ve received, and you will receive a pay increase based exclusively on this performance review.

Click here for a copy of the crew performance review.

Shift Managers and above and primary maintenance will receive one performance review each year and will receive a pay increase based exclusively on that performance review effective on the first full pay period in March.

Note that an adjustment in starting wage (for example, a minimum wage increase) or a raise given for a promotion may take the place of a performance review raise. Also, wage limits exist for each position in the restaurant. Contact your general manager if you would like more information concerning these limits.

Advancement Opportunities

For some, this might just be a part time job. But for others, you may choose to make McDonald’s your career. About 75% of general managers and 60% of McDonald’s owner/operators started out as crew just like you!

As a crew member, you are the face of McDonald’s. You work with customers, make food in the kitchen, and clean the lobby. You deliver quality products and fast, accurate, and friendly service.

As a crew trainer, you lead by example and coach and train other crew while you continue to work as an expert on the stations.

As a shift manager, you plan and set up each shift. You monitor performance, solve problems, and make decisions to make sure that everything runs smoothly - ensuring that McDonald’s standards and targets are met every day.

As a department manager, you are responsible for an entire area of the restaurant: kitchen, guest services, or people; and lead a team of other managers and crew in each area.

As a general manager, you lead the entire restaurant, help develop your team of department managers and shift managers, optimize operations, manage profitability, and work with the community to build the brand and business.

As an area supervisor, you are responsible for multiple restaurants. You will help direct and coach the individual restaurant managers to achieve their goals and challenge them to become even better.

As a director of operations, you are responsible for the overall operations of the entire organization—working both through the supervisors and with the general managers directly.

As an owner/operator, you own and maintain your own McDonald’s franchise and are responsible for ensuring McDonald’s requirements are met for all building, equipment, and operational standards.

Beyond the restaurant, you could become an operations consultant or training consultant. Additionally, McDonald’s has occupations such as lawyers, architects, chefs, nutrition experts, marketing, accounting, construction, and more!

Personnel Records

We need to be able to get in touch with you. Tell us when you change your address, telephone number, legal name, emergency contact, or availability so we can update our records.

Telephone and Electronic Devices

Request permission before using the restaurant telephone to make personal phone calls. If you receive a phone call during your shift, we will take a message unless it is an emergency. You may make return phone calls during your break or after your shift.

Personal cell phone use is prohibited unless you are on break or have permission from a manager. Employees should not have their cell phones accessible to prevent any suspicions of fraudulent use. Managers are allowed to use their cell phones for business purposes such as contacting employees or troubleshooting broken equipment.

Personal electronic devices such as speakers, headphones, and earphones are not allowed while you are working. You should not play music on a personal device while you are working.

You are not allowed to charge cell phones, tablets (including McDonald's training tablets), or any other personal device from our computer system. Attaching devices, including USB flash drives, to our equipment could indicate an attempt to access our computer network for malicious purposes.

Smoking and Tobacco

This is a smoke-free restaurant. The use of tobacco, electronic cigarettes, or other vaping devices are prohibited inside the restaurant. We do not give designated smoke breaks. If you choose to smoke, you can do so during your break. Smoking must be done away from entrances to the restaurant and away from the view of customers, such is in the corral area or in your personal vehicle. You are not allowed to smoke inside any storage shed or other outbuilding.

Theft and Dishonesty

Taking cash from a register or safe, intentionally over-charging or under-charging our guests, giving away unauthorized food for free, or knowingly performing any other deceitful transaction is considered theft.

In regards to the 'My McDonald's Rewards' loyalty program on the McDonald's app, employees are not permitted to earn, transfer, or redeem loyalty points from customer purchases.

Any theft, misuse, defacement, or destruction of company, employee, or customer property is prohibited.

Personal Property

Do not bring valuable belongings or large amounts of cash to work. We are not responsible for lost, stolen, or damaged personal property.

Tuition Assistance

We know that the cost of education can make it challenging to earn a college degree. That’s why we offer tuition assistance to eligible employees. Restaurant crew and part-time managers are eligible for up to $2,500 each year if you've averaged at least 15 hours per week over the past 90 days. Full-time managers are eligible for up to $3,000 each year if you average at least 30 hours per week. Visit www.ArchwaysToOpportunity.com to learn more and apply.

Educational Advising Services

Figuring out the next step in your educational journey might feel like a lot. If you want help coming up with a plan for your education, we offer two types of free advising: Virtual group advising to address common questions about school selection and credit transfers; and one-on-one virtual advising to help develop educational goals and action plans unique to your needs. Visit www.ArchwaysToOpportunity.com for more information.

High School Diploma

You can graduate from high school and earn a high school diploma (not a G.E.D.) by taking free classes online – whenever and wherever it’s convenient for you – through Career Online High School. And, you may be able to apply credits from high school courses you’ve already completed. Visit www.ArchwaysToOpportunity.com for more information.

Earn College Credits

If you take McDonald’s management classes during your employment with us, you can earn college credits for each training course you complete. Each course has a recommended number of college credits made by the American Council on Education (ACE). This can save you time and money be transferring those credits to a college or university. Visit www.ArchwaysToOpportunity.com to learn more.

PerkSpot Discount Program

McDonald’s is excited to offer you PerkSpot, a program that gives McDonald’s employees exclusive discounts at many of your favorite national and local merchants, including a 20%-25% discount on your monthly cell phone bill through Verizon or AT&T. Enjoy access to thousands of other discounts in dozens of categories updated daily such as home products, sports, tickets, automobile, apparel, electronics, and restaurants. PerkSpot is completely free and only takes a minute to sign up at www.mcdperks.com.

Paid Time Off

Overview

Paid Time Off (PTO) allows eligible employees to take time off for vacation, illness, personal matters, or emergencies, supporting work-life balance and well-being.

Eligibility Applies to:

• Floor Supervisors
• Certified Shift Leaders
• Department Leaders
• Assistant Restaurant Leaders
• Primary Maintenance
• Restaurant Leaders
• People Development Lead
• Guest Experience & Digital Lead
• Human Resources Coordinator
• Equipment Technicians
• Maintenance Technicians
• Supervisors

PTO Accrual by Role and Tenure

Floor Supervisors, Maintenance Technicians

• Year 1-4: 10 days annually
• Year 5+: 15 days annually

Certified Shift Leaders, Department Leaders, Assistant Restaurant Leaders, Primary Maintenance, Equipment Technicians, Guest Experience & Digital Lead, Human Resources Coordinator

• Year 1-4: 15 days annually
• Year 5+: 20 days annually

Restaurant Leaders

• 20 days annually

Supervisors, People Development Lead

• 25 days annually

Crew, Crew Trainers, Secondary Maintenance, Shift Manager Trainees (MITs)

• On every 5th year anniversary: 5 days (no accrual required)

Waiting Period

A one-time waiting period to January 1st following promotion applies only to an employee's first leadership promotion. No additional waiting period is required for subsequent leadership promotions. During the waiting period, the Paid Sick Time Policy prior to promotion will continue to accrue and be available as per previous job title.

PTO Usage

All PTO days are inclusive of Thanksgiving and Christmas, if requested as paid time off.

PTO Accrual

• PTO is accrued at month-end and can be used in advance, but if separation occurs before accrual, the unearned PTO must be repaid.
• One day of PTO is based on the average hours worked per week the prior calendar year divided by 5. Employees may request a 6-month lookback if their schedule increased significantly.
• No single PTO day may exceed 8 hours.
• All PTO eligible positions will receive a minimum of 1 hour for every 30 hours worked.

This PTO policy meets all requirements of the Nebraska Healthy Families and Workplaces Act. PTO provided under this policy can be used for any purpose allowed under Nebraska's paid sick leave law and fully satisfies the state's sick leave requirements.

Paid Sick Time

Overview

This policy provides paid sick time to eligible employees in accordance with the Nebraska Healthy Families and Workplaces Act. The law ensures employees can accrue and use paid sick time for personal or family health needs, public health emergencies, and related reasons without retaliation.

Covered Positions Eligible for Accrual-Based Sick Time:

• Crew
• Crew Trainers
• Secondary Maintenance
• Shift Manager Trainees (MITs)

Accrual and Usage

• Accrual Rate: 1 hour of paid sick time for every 30 hours worked.
• Eligibility & Usage: Employees begin accruing paid sick time upon hire and become eligible to use accrued time after completing 80 hours of work.
• Annual Cap: 56 hours per year.
• Maximum Usage per Year: 56 hours per year.
• Time Increments: Sick time may be used in hourly increments.
• Carryover: Unused time carries over year to year.
• Pay Rate: Sick time is paid at the employee's regular hourly rate at the time of use.

Acceptable Use of Paid Sick Time

• Their own or a family members' physical or mental illness, injury, health condition, medical appointment or preventive care.
• Care for a child due to a public health emergency closure.
• If the employee or a family member is the victim of domestic abuse, sexual assault, or stalking.
• Self-isolation or quarantine due to exposure to a communicable disease.

“Family Member” includes: child, parent, spouse, sibling, grandparent, grandchild, guardian or any individual with a close family-like relationship.

Employee Notice and Documentation Requirement

• Notice: Employees must notify their manager as soon as possible before their shift.
• Documentation: Reasonable documentation may be requested if sick time exceeds 3 consecutive workdays. If no healthcare provider documentation is available, a personal written statement may suffice.

Employee Rights and Employer Obligations

• No Retaliation: Employers may not discipline, terminate, or take adverse action for appropriate use of paid sick time.
• Shift Coverage: Employers may not require employees to find coverage as a condition for using sick time.
• Separation: Unused paid sick time is not paid out at separation.
• Rehire: If rehired within 12 months, previously accrued but unused paid sick time will be reinstated.

Transition to PTO-Eligible Position

Upon promotion to a PTO-eligible position, any unused accrued sick leave will be carried forward. After the waiting period and upon becoming eligible for PTO, the employee will no longer accrue sick leave, as the PTO policy provides equivalent or greater benefits. Sick time may not be cashed out at promotion or separation.

Medical and Supplemental Benefits

Medical benefits are available for any employee that is reasonably expected to work 30 or more hours per week. If it cannot be determined at the time of hire if you will regularly work more than 30 hours a week, then we will measure your hours over a 48-week period to determine your eligibility. Your number of hours worked will be re-evaluated every year, so your eligibility one year does not automatically qualify you or disqualify you for subsequent years. Plans are available to cover the individual employee, employee + spouse, employee + children, or family.

The total cost of the medical insurance premium will be shared by both you and us. The most that can be deducted from your pay is 9.96% of your gross (before-tax) wages for the individual level of "Health Plan 1" and we pay the remaining cost of that plan. Any additional coverage above and beyond the individual level of "Health Plan 1" will be paid for entirely by you.

Supplemental benefits are available for any employee that works 5 or more hours per week. Supplemental benefits include dental, vision, life insurance, short term disability, long term disability, hospital indemnity, accident insurance, and critical illness insurance. Any supplemental benefits will be paid entirely by you.

For some job classifications, we will provide a minimum annual contribution to the total insurance premium. We will provide $1,000 for floor supervisors and certified shift leaders, $2,000 for department leaders, $3,000 for restaurant leaders and primary maintenance, and $5,000 for area supervisors. These amounts will be distributed with an equal portion being applied to every payroll deduction.

If you would like more details regarding benefits, please visit the McD Health & Welfare Plan Website. You can also use our Estimated Contribution Worksheet and current Rate Sheet to calculate the cost of the premium for any of the options that you choose.

Family and Medical Leave

You may be eligible for job protected leave under the federal Family and Medical Leave Act (FMLA) as well as leave under applicable state and local leave laws. FMLA allows you time off for certain personal and family needs such as the birth of a child; adoption or foster care of a child; caring for a spouse, child, or parent who has a serious health condition; because of your own serious health condition; to care for an injured service member in the family; or to address certain situations due to the deployment of a family member.

Eligibility is based on your having been employed here for at least 12 months and having worked a minimum of 1,250 hours in the preceding 12-month period prior to the start of the FMLA leave. Our organization uses the rolling 12-month period measured forward from the first date that FMLA leave is taken to establish the period during which the 12 weeks of leave entitlement can be used. In certain circumstances, FMLA Leave may be taken intermittently or you may work a reduced schedule.

Click here to view this organization's FMLA policy and access the required forms. Contact your General Manager if you have questions regarding FMLA benefits.

Employee Safety

The safety and health of our employees is our #1 priority and our goal is to provide you with a safe work environment. It is this restaurant’s policy to comply with all federal and state laws and regulations regarding safety and health. You can help in providing a safe and healthy workplace for you and your fellow crew by familiarizing yourself with all of the safety policies, procedures, and requirements. Following all operating procedures and rules can help achieve our common goal — a workplace free of accidents, injuries and hazards.

• Be knowledgeable of safety procedures and alert your manager to any safety concerns or unsafe working conditions in the restaurant.
• Practice safe work habits and obey all safety rules.
• Never take shortcuts when using equipment or when handling, using, storing or transporting chemicals.
• Report any broken or damaged equipment to a manager.
• Be aware of the chemical products used in your restaurant. All of McDonald’s approved cleaning supplies and equipment are safe to use when handled according to manufacturer’s instructions. However, it is still necessary and important to know and understand potential hazards that can exist with any chemical.
• Familiarize yourself with your restaurant’s emergency action plan which explains our emergency procedures in case of a fire or severe weather.
• If you are assigned duties such as filtering the fry vats or cleaning the grills or oven, you must use the Personal Protective Equipment (PPE) required for these jobs. Be sure you are trained on the proper procedures and equipment in advance of performing these duties. Make sure that the PPE fits properly and report any damaged PPE to your manager.

Restaurant Evacuation

In the event the restaurant needs to be evacuated, the following process should be followed to ensure both customer and employee safety:

The shift manager is responsible for:

• Assigning 3 specific employees, as outlined below, to assist in evacuation of the restaurant
• Calling police or fire (# 911) if necessary
• Accounting for and ensuring all employees are present at the Assembly Area

Lobby: Assign highest ranking front counter employee to assist in evacuating all individuals in the lobby, including the restrooms, to the Assembly Area.

Kitchen: Assign highest ranking kitchen employee to turn off all grills and fryers and assist in evacuating all kitchen employees to the Assembly Area.

Back Rooms: Assign highest ranking drive-thru employee to check storage rooms, crew rooms, office, and walk-in refrigerators & freezers and evacuate these employees to the Assembly Area.

All employees should go to, and direct all customers to, the Assembly Area which is the tall, front McDonald's road sign. Authorities will determine when it is safe to return to the building. It is important to remain calm and NOT leave the Assembly Area.

Severe Weather

There are emergencies, such as severe weather, where it will be necessary to take shelter in the restaurant. In the event of a tornado warning, the following process should be followed to ensure both customer and employee safety:

The shift manager is responsible for:

• Assigning 3 specific employees, as outlined below, to assist in relocating personnel to the Shelter Area
• Accounting for and ensuring all employees are present at the Shelter Area

Lobby: Assign highest ranking front counter employee to assist in moving all individuals in the lobby to the Shelter Area.

Kitchen: Assign highest ranking kitchen employee to turn off all grills and fryers and assist in moving all kitchen employees to the Shelter Area.

Back Rooms: Assign highest ranking drive-thru employee to check storage rooms, crew rooms, office, & walk-in refrigerators and freezers and move these employees to the Shelter Area.

All employees should go to, and direct all customers to, the Shelter Area which is the men's restroom. In the event that the men's restroom becomes too full, the women's restroom will be used for any additional people. You will be able to leave the Shelter Area once the warning expires. It is important to remain calm and NOT leave the Shelter Area. Stay away from windows and glass doors.

Fire Extinguishers

In case of a small paper or trash fire, APPLY WATER or use a RED fire extinguisher that is marked with a CLASS A fire rating.

In case of an electrical fire, TURN OFF POWER to the equipment and use a RED fire extinguisher that is marked with a CLASS C fire rating.

In case of a small grease or oil fire, TURN OFF POWER to the equipment and use a RED fire extinguisher that is marked with a CLASS B fire rating, or use a SILVER fire extinguisher that is marked with a CLASS K fire rating.

In the case of a large grease or oil fire, PULL THE ANSUL SYSTEM ACTIVATION HANDLE for the appropriate piece of equipment. Pulling this handle will discharge the fire suppression system and automatically remove power from the equipment. The handle is attached to a cable, so you may have to pull out several inches before the system discharges.

Carbon Dioxide (CO2) Safety

Carbon dioxide is a gas that we use to carbonate soda beverages and power additional equipment within the restaurant. This gas can be very hazardous. A carbon dioxide leak can be dangerous because it takes the place of the oxygen in the air, and reduced levels of oxygen can cause dizziness or suffocation. Carbon dioxide gas is odorless and colorless so leaks may be hard to detect without a detection device.

This restaurant has a carbon dioxide detector in the back room where a majority of the carbon dioxide equipment is located. When a leak is detected, a warning light will flash and/or a siren will sound. Be sure you know where the warning light and siren are located. When this occurs, do not enter the affected area under any circumstances. A manager will analyze the situation, decide to evacuate the restaurant, and call for assistance if necessary.

Hazard Communication Program

During orientation, you will be shown where to locate the Hazard Communication App to locate and view Safety Data Sheets (SDS). During training, you will learn how to properly handle and use the chemicals in the restaurant. You will also learn how to read and understand product warning labels and Safety Data Sheets (SDS) which are accessible through the Hazcom app that is installed on several tablets in the restaurant. The Safety Data Sheets contain important safety information about each chemical product, first aid information, and instructions for action in the event of an accident. This program will help you identify hazardous chemicals that you may use on the job and will tell you what these hazards are and how you can protect yourself from them.

First Aid

Our restaurant has a first aid cabinet stocked with basic items like adhesive bandages, sterile dressings, and burn gel that can be used to treat minor injuries such as small cuts, abrasions, and burns. It also contains a CPR mask to be used for a person that is not breathing.

You should always let a manager know when you are using an item from the first aid cabinet, but don’t ever wait for a manager’s permission if you need something to treat an emergency. Also, always notify a manager of any job related accident or injury.

Food Safety

Making sure that all the food we serve is safe is critically important to this restaurant. You play an important role here because you will be working with and around the food we serve to our customers on every shift. Therefore, we expect the following from you:

• Do not chew gum or eat candy or other foods in the kitchen or behind the counter.
• Do not keep drinks sitting around in the kitchen, front counter, or drive-thru areas. All drinks from break need to be discarded before returning to your station as the health department prohibits drinks in all work areas.
• If you have, or suspect you may have an illness or disease that may be spread through food handling, do not come to work. Instead, call and report this to your manager immediately. These illnesses/diseases include, but are not necessarily limited to, Typhoid, Salmonella, Shigella, Hepatitis A, Norovirus (stomach flu), Campylobacter or E.coli. Similarly, if you have come into close contact at work, school, or home with someone who has (or is suspected of having) one of these illnesses, do not come to work. Instead, immediately contact your restaurant manager to discuss the situation.
• If you have any cuts or sores on your hands, make sure that they are covered with a bandage and that you wear disposable gloves over the bandage while you are at work.
• Do not come to work (and follow your restaurant’s call-in procedures) if you are suffering from diarrhea, fever, vomiting, jaundice, or fever accompanied by sore throat. Please contact your manager if you have any questions about whether your illness requires you to stay home from work.
• Wash your hands before starting work, after using the restroom, and at all other times described in the food safety crew training module. After using the restroom, you should always wash your hands twice - once in the restroom and again in the kitchen.
• Follow all procedures for cooking, preparing, and handling food.
• If you become aware of any situation that you think may jeopardize the safety of our food, our customers, or your fellow employees, immediately tell your manager about the situation.

Robbery Procedures

If anyone enters the store and states they have a weapon, whether seen or not, and demands money, do not resist. Employees should cooperate fully by turning over any requested money. Our primary concern is for the safety of all our employees so your cooperation will help diffuse the situation and help keep our team safe.

Do not volunteer money not requested.

Do not follow the robber from the store. Resisting any robbery or following the robber from the store could result in injury.

Be observant. Obtain a description of the robber(s) and any vehicle used - including license plates. Note the direction they go as they leave, as long as in doing so does not put anyone from you or your team in harm's way.

The primary concern in these events is the safety of our entire team. Anything we can do to expedite the process and get them out of the restaurant sooner will help keep our people safe.

Solicitation and Distribution

In order to avoid interference with work and to ensure customers enjoy their experience, this restaurant maintains the following rules regarding solicitation and distribution. For purposes of this policy, solicitation means requesting funds, purchases, services, membership in any organization, or commitments to outside organizations or causes. Distribution means handing out, dropping off, or leaving behind written material.

• Individuals not employed by this restaurant are prohibited, at all times, from engaging in solicitation or distribution anywhere on restaurant property, including parking lots.
• Employees may not solicit on restaurant property during such employee’s own working time or when the employee being solicited is on working time. Working time does not include breaks, meal periods, or other time when an employee has been relieved from duty. Solicitation is always prohibited in customer selling areas.
• Employees may not, at any time, engage in distribution in any work area of the restaurant. Work areas do not include, for example, the crew room. Employees are further prohibited, anywhere on restaurant property, from engaging in distribution during an employee’s own working time or when the employee receiving the material is on working time.
• The solicitation and distribution policy applies to activities on behalf of any cause or organization, with the exception of restaurant-sponsored charities (e.g., Ronald McDonald House Charities).

Online and Digital Communications

If you participate in online conversations about this restaurant, its employees, customers, products, or the McDonald's brand, it is important that you do it in a way that is safe, appropriate, and legal. The intent of this policy is not to restrict the flow of useful and appropriate information, but to minimize the risk to you, your coworkers, and to our business and the McDonald's brand.

• Do not disclose or post trade secrets or other confidential information of either this restaurant or McDonald's. This may include, for example, our methods or processes, sales figures, guest counts, business plans, how food or marketing promotions are doing, and any other similar internal business-related confidential information or communications.
• Avoid posting or texting statements, photographs, video or audio that reasonably could be viewed as malicious, obscene, threatening or intimidating (such as posts that include discriminatory remarks or content, harassment and threats of violence or similar inappropriate or unlawful conduct).
• Respect your coworkers' privacy. Do not share in any online or digital communications personal health information about your coworkers or any identifiable information that may raise a security issue.
• Think about what you will say and about disclosing your personal details. Correct any mistakes that you make. You post material at your own risk and you are personally responsible for the content of your communications.
• Make it clear that you are employed by a McDonald's franchisee and that your views and opinions are yours and not those of either this independent franchisee or McDonald's when you endorse one of our products in any online or digital communications discussing McDonald's.
• Comply with all copyright, trademark, trade secret, right of publicity and other intellectual property laws in your online communications. If you use McDonald's trademarks or logos in online conversations, do not use them in any way that suggests that either this independent franchisee or McDonald's sponsors, endorses, or is otherwise affiliated with your statements.
• Managers should not use social media sites or other external websites for work-related communications.
• Managers must exercise caution and sound judgment if interacting with subordinates on social media sites or through electronic messaging. Communicating with subordinates via these methods may increase the potential to violate these rules and policies. For example, it may not be sound judgment for Managers to “friend", "follow", or text minor employees under the age of 18.
• Because we want to provide 100% customer satisfaction, do not use your cell phone during work time for personal use or to engage in personal online communications.
• Employees are prohibited from recording, creating, or posting videos on social media platforms (including but not limited to TikTok, Instagram, Facebook, and Snapchat) while on the clock and in work areas designated for employee duties. This includes behind-the-counter areas, stockrooms, and any other locations where business operations are conducted. This policy aims to ensure workplace efficiency, maintain customer privacy, and protect company operations.

Customers With Disabilities

We count on you to make our restaurant a welcome place for all our customers. For persons with vision, hearing, or speech impairments, or other disabilities, your assistance and patience are particularly appreciated. Above all, provide the same excellent service to customers with these impairments as you would provide to all our customers. Under no circumstances should a customer be refused service because of a disability. We will provide reasonable accommodation, as required by law.

When you see a blind person, identify yourself as a McDonald's employee who would be happy to provide service if needed. Do not assume a customer needs assistance. If assistance is accepted, allow the customer to take your arm and walk alongside you. Use directional-oriented terms such as “to the right” or “directly in front of you” instead of “over there” or “right here.”

Ask the blind person if he or she reads braille. If so, we have our menu printed on braille cards that you can offer to the customer. If not, you can simply tell the person about the selections on our menu and ask if he or she needs assistance to the table.

Let a blind person know when you're leaving his or her company. Don't leave the person stranded.

Speak clearly and slowly. This will make it easier for a customer who reads lips to understand you. Shouting or speech that causes exaggerated mouth movements may be confusing. Look directly at the customer when speaking. This allows the customer to see your entire face and use your expressions to help him or her understand you better.

It may be helpful to communicate using pen and paper or picture menus when appropriate. If these items are not readily accessible, we have a clipboard with pen and paper available at the first drive-thru window that you can use.

Another option to use with a customer with a hearing impairment are picture menus that we have available. You can use them to communicate with the customer by pointing to the various menu selections.

If you do not understand what the customer wants, politely ask him or her to repeat themselves. Repeating what you understood is a good way to confirm the order. If you are speaking with a customer who stutters, do not finish sentences for the person or suggest that he or she slows down or takes a breath. Both of these actions are demeaning.

If you still cannot understand a customer with a speech impairment, you can use pen and paper or picture menus as specified above.

Americans with Disabilities Act (ADA) allows service animals to accompany individuals with disabilities. You should never distract or attempt to touch, feed, or pet a service animal. You should never request documentation or proof that the customer is disabled or that the animal is a service animal.

If the service animal barks or growls, it may be performing its job by warning its owner of an oncoming seizure or other danger. However, if the animal is out of control or poses a direct threat and the handler does not take action, you may ask the customer to remove the animal. The customer must still be offered service without the animal present.

Safe, Respectful, and Inclusive Workplace

This restaurant believes in the value of a diverse workforce, equal opportunity, and a workplace free from all forms of unlawful discrimination and harassment. We do not tolerate unlawful discrimination or harassment. Employees who violate this policy will be disciplined up to and including termination.

What is discrimination?

We are committed to following the law and to making employment decisions for the right reasons. This means that hiring and firing decisions, pay, promotions, assignments, and career development opportunities will be made based on your performance and the needs of the business, not on factors that are protected under the law. We will not make decisions based on sex, sex stereotyping, pregnancy (this includes pregnancy, childbirth, and medical conditions related to pregnancy, childbirth, or breastfeeding), race, color, religion, ancestry or national origin, age, disability, medical condition, marital status, sexual orientation, gender, gender identity, gender expression, status of being transgender, military or veteran status, citizenship status, genetic information, or any other protected group status as defined by law.

What is harassment?

All employees must treat each other with respect and take steps to ensure the work environment is free from harassment. Any harassing conduct that creates a hostile work environment for our employees will not be tolerated. This is also true of harassment based on factors like someone's gender, race, age, sexual orientation, disability status, citizenship status, military service, or any other characteristics protected under the law.

This policy covers a wide range of conduct - even if the conduct only offends some employees, but not other employees. Offensive words or actions can be in the form of sexually-suggestive comments; inappropriate jokes; teasing about a person's appearance or their age, race or sex; insults, unwanted nicknames, or stereotyping based on the factors listed above; and the sharing of emails, texts, or pictures that are degrading, make someone uncomfortable, or are insulting, even if the conduct is not sexual in nature.

What is sexual harassment?

We also will not tolerate sexual harassment. Sexual harassment includes unwelcome advances or flirtations, requests for sexual favors, and other conduct based on sex, where agreeing to the conduct becomes a condition of employment, or the conduct is used as the basis for an employment decision, or the conduct creates an intimidating, hostile, or offensive work environment. Even if this conduct is not being used as a basis for an employment decision, it still may be unwelcome. Unwelcome sexual conduct is inappropriate and never acceptable at McDonald's.

Here are some examples of sexual harassment:

• Telling jokes of a sexual nature
• Making comments about a person's body
• Staring at a person in a way that makes them feel uncomfortable
• Sharing pictures, jokes, cartoons, or other materials of a sexual nature
• Touching any employee in a sexual manner (such as tickling or massaging)
• Intentionally brushing up against another person

This policy also covers more severe physical misconduct, such as sexual assault.

What is retaliation?

You will never be retaliated against for raising concerns or complaints regarding behavior that you believe potentially violates this policy. This policy - and the law - does not allow any type of retaliation against someone who makes a complaint or participates in an investigation of a complaint. Retaliation means being punished or experiencing a negative employment action because you raised a concern or complaint of a potential policy violation or participated in an investigation. Examples of retaliation include experiencing a reduction in pay, hours, or favorable work assignments.

When, Where, and to Whom does this policy apply?

This policy applies to all employees, as well as vendors and contractors while engaged in business with the restaurant. We do not tolerate discrimination or harassment by employees against other employees or anyone who visits our restaurant (for example: guests, customers, vendors/suppliers). Further, we do not tolerate discrimination or harassment by these same visitors against our employees.

This Policy applies (without limitation) on restaurant property; offsite at work-related events, gatherings, or training; when using restaurant communications; or any conduct outside of work hours, such as text messaging or using social media on personal devices, where the conduct could have an impact on the restaurant, its employees, or guests.

Responsibilities of Managers (Including Restaurant Leaders, Assistant Restaurant Leaders, Department Leaders, Shift Leaders, and Manager Trainees)

If you supervise or manage people, you must set a positive example by ensuring your conduct, including your employment decisions and workplace behaviors, are free of discrimination and harassment. You are also required to immediately notify a higher-ranking manager or supervisor if you are aware of any conduct that could violate this policy. It is also your responsibility to take steps to eliminate all discrimination, harassment, and retaliation.

Workplace Violence Prevention

We are committed to providing a workplace that is free from violence or any other behavior that jeopardizes the safety and well-being of our employees and guests. Workplace violence includes any behavior that interferes with our ability to maintain a safe, productive, and pleasant environment for all restaurant employees, staff, and guests. Workplace violence is more than just fighting or threatening someone at work — it can be anything that makes an employee or guest feel uncomfortable or afraid, or it can be something that makes it difficult for employees to do their job well and enjoy being at work.

These are some examples of the kinds of behaviors that are not allowed:

• Hitting, punching, kicking, pushing, or inappropriately touching another employee or a guest
• Bullying or harassment directed at one employee by another employee, even if the behavior happens away from the restaurant during non-work hours
• Bringing a firearm or other dangerous weapon to work
• Sending another employee emails, text messages, or voicemail messages which contain threatening, offensive, sexually explicit, racially or culturally insensitive, or other inappropriate content, symbols, or images, even if a personally owned electronic device is used to send the material
• Posting inappropriate materials on social media sites that offend other employees or embarrass McDonald’s
• Any form of sexual harassment, including inappropriate comments or jokes, unwelcome touching, sexual advances, or sexual assault
• Bothering someone with an excessive number of unwanted visits or communications, or by following them outside of work
• Any belligerent speech or behavior, or excessive arguing or profanity
• Possessing, consuming, selling, or distributing alcohol or illegal drugs, including marijuana, in the restaurant
• Intentionally damaging Company property or the property of another employee or guest
• Ignoring or disobeying company policies or health and safety regulations

In the interest of protecting the safety and security of our employees and guests, we reserve the right to address any behavior in addition to that described above, whenever the behavior is disruptive, concerning, or generates a reasonable concern for the well-being of Restaurant employees or guests.

When, Where, and To Whom does this policy apply?

This policy applies to all employees, as well as vendors and contractors while engaged in business with the restaurant. We do not tolerate violence by employees against other employees or anyone who visits our restaurant (for example: guests, customers, vendors/suppliers). Further, we do not tolerate violence by these same visitors against our employees.

This Policy applies (without limitation) on restaurant property; offsite at work-related events, gatherings, or training; when using restaurant communications; or any conduct outside of work hours, such as text messaging or using social media on personal devices, where the conduct could have an impact on the restaurant, its employees, or guests.

Threats from Guests or Customers

Threatening, erratic, or aggressive behavior by guests/customers should be reported immediately to local police using 911. If the risk of violence is imminent, employees should immediately act to protect themselves, move to a place of safety, and then call 911 to report the incident.

Employees should only attempt to help others or de-escalate the situation if they can do so without jeopardizing their own safety. Do not engage or confront potentially violent guests/customers or follow them outside of the restaurant.

Failure of a customer to stop threatening or inappropriate behavior may result in the customer being removed from the premises and future access being restricted.

Weapons, Alcohol, and Drugs

Employees are not permitted to use or possess alcohol on McDonald's property, except where alcohol is specifically permitted at a McDonald's sponsored event.

Employees may not possess, consume, sell, or distribute illegal drugs, including marijuana, in the restaurant or in the parking lot. Employees are prohibited from working while under the influence of alcohol, illegal drugs, or any other substance that could prevent them from performing their job safely.

Employees are prohibited from possessing a firearm or other weapon on McDonald's property, unless the weapon is stored in their private vehicle out of plain site with the vehicle locked. Weapons may not be handled or displayed on McDonald's property, even in private vehicles.

Reporting Discrimination, Harassment, Retaliation, or Workplace Violence

We want you to feel comfortable and safe at work. If you experience or observe discrimination, harassment, retaliation, or workplace violence, we encourage and support you contacting one of the available resources to discuss your concern. Raising concerns regarding conduct that may violate these policies, even if you're not sure whether or not it violates the policy, will help us ensure a safe and respectful workplace for everyone. The following resources are available to you to raise concerns of potential policy violations:

• Your Restaurant Leader
• Your Area Supervisor
• Your Director of Operations
• Human Resource Manager
• Owner/Operator

Please note that you do not have to discuss issues with your restaurant leader before raising a concern or complaint to someone else. You can go to whichever resource you are most comfortable with. The contact information for our leadership team can be found here.

We will support you if you tell the person who is making you feel uncomfortable to stop, but you are not required to, because we recognize that doing so is not always easy or possible. No employee is required to confront a person who is making them feel uncomfortable before raising a concern or complaint.

Depending on the severity of the conduct, and any concerns you may have regarding your physical safety, you may also want to reach out to third parties such as local law enforcement.

All complaints and concerns will be taken seriously and investigated thoroughly, impartially, and in a timely manner. The identity of the individual who raised the concern, alleged victims, witnesses, the person being accused, along with information obtained as part of an investigation, will all be kept confidential to the extent possible and permitted by law.

If our investigation confirms that any policies have been violated or that inappropriate conduct has occurred, we will take immediate corrective action that is proportionate to the violation. Corrective action can come in any form, including termination, reassignment to another job or location, changes in reporting relationships, written warning, training, coaching, counseling, and/or other measures that we deem appropriate under the circumstances.

Once we complete our investigation, we will notify both the employee who raised the concern and the person(s) accused of wrongdoing of the outcome of the investigation. We will do our best to ensure the employee raising the concern feels they have been properly heard and understood, even if they may not be in agreement with the results. The investigator will set a time frame to follow up with the employee raising the concern to ensure there are no other issues.

Additionally, after the investigation of the employee's complaint is completed, if they have any continuing concerns or wish to provide additional information about their complaint or any other situation that makes them feel uncomfortable, we encourage the employee to reach out to Human Resources.

Also, if the employee feels like they are being retaliated against, punished, or treated poorly after they made a complaint, they should reach out immediately so that the employee's concerns can be reviewed and appropriate action taken.

Ronald McDonald House

Although this restaurant donates to several organizations and charities every year, our charity of choice is the Ronald McDonald House. Our local Ronald House is located in Omaha and provides families support and a welcoming place to stay while their seriously ill or injured child is receiving long-term medical care at a local hospital. Families from all over the world have stayed at the Ronald McDonald House in Omaha and may stay for a few days to several weeks. The house in Omaha can host 40 families and is usually always booked to capacity.

The families are served home cooked meals and they have private rooms as well as family rooms and playrooms for the members of the family to make it feel like a home instead of a hospital or hotel. These families go through many changes in their lives and are away from their homes and daily routines. There is never a charge to stay at the Ronald McDonald House, so they rely on donations of money and supplies in order to assist the families in need.

At every McDonald's there are donation canisters at each front counter register and in the drive-thru. The money from the canisters in the Nebraska area goes directly to the local house in Omaha. These canisters are the Ronald McDonald House's biggest source of revenue each year. We also ask our guests to "round up" their total to donate this extra amount to the Ronald McDonald House. There is also typically one or two fundraisers each year when we ask customers to add an extra dollar or two to their order to donate to the local Ronald McDonald House.

Additionally, every McDonald's restaurant in the Nebraska area currently donates a penny from every Happy Meal sold to the Ronald McDonald House in Omaha. A penny may not seem like much, but all together it raises about $30,000 a year. Additionally, every December we host a “giving tree” where customers can pick an ornament off a tree in the lobby which contains a personal item or supply that the house may need, such as paper towels or laundry detergent. The supplies are collected at our restaurant and delivered to the house in Omaha. The Nebraska restaurants collect enough supplies to last almost an entire year.

In 2018, the Ronald McDonald House in Omaha completed an expansion to their existing house and doubled the number of rooms from 20 to 40. The McDonald's restaurants in Nebraska have pledged to raise $1,000,000 over the next 10 years by donating a penny for every pound of French Fries sold in the restaurants.

Accepting Tips

Occasionally you may receive a cash tip from a customer or find some money that a customer may have left behind. We ask in these situations that you direct the money into a Ronald McDonald House collection canister.