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TEAM MEMBER

HANDBOOK

This restaurant is independently owned and operated by Lancaster Wings, Inc., which is an independent franchise
of Buffalo Wild Wings International, Inc. (formerly known as bw-3 Franchise Systems, Inc., hereinafter referred to as
“BWWI”). BWWI does not own Lancaster Wings, Inc. or this restaurant. BWWI has no control over the terms or
conditions of employment of this restaurant’s employees. Your employment is solely with Lancaster Wings, Inc. and
not with BWWI.

This handbook is designed to provide you with important information about your employment with Lancaster Wings,
Inc. However, this handbook is not a contract of employment, and no one in management has the right to alter
employment at-will, unless done so in writing and signed by the owner/operator of this franchise. Lancaster Wings,
Inc. reserves the right to make changes in content or application of this handbook even if they have not been
communicated, reprinted, or substituted in this handbook.

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Your Team Member Handbook
As a new employee, there are many things you need to know about Lancaster Wings,
Inc. (hereinafter referred to as “the Company”). This handbook contains important
information about your employment. Please read the material thoroughly and keep this
handbook for future reference.

The Company’s policies and procedures provide the framework for establishing and
maintaining a professional and pleasant work environment for you and our customers. It
is important that you know, understand and comply with these policies and procedures
so we can conduct our business in an orderly and efficient manner. If you have any
questions about this handbook or any policy or procedure, you are encouraged to
discuss them with your manager.

This handbook is not a contract of employment or guarantee of any length of


employment.

Rather, it is merely a guideline to the Company’s general policies and procedures. We


cannot cover every possible situation or policy and, therefore, if you have any questions
you should talk to your manager. The Company is an at-will employer, meaning that you
are free to leave your employment at any time, for any reason or no reason, and the
Company is free to terminate the employment relationship on the same basis.

The Company has the right to change or depart from any policy, including any policy
contained in this handbook. The only exception to this rule is that a change to an
employee’s “at-will” status may only be made in writing signed by the Company
owner/operator of the Company.

This handbook applies to all employees, including those with written employment
agreements, except to the extent that the two documents are inconsistent, in which case
the employment agreement will govern.

This handbook supersedes all previously issued handbooks and workbooks. Any oral
representation contrary to the contents of this handbook may be invalid and should not
be relied upon.

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Team Member Handbook 2/2013
Table of Contents

Introduction
5 Welcome to the Team
6 About Buffalo Wild Wings’ Restaurants
7 Team Member Handbook Definitions

Your Employment
8 Equal Employment Opportunity
8 Work Hours
9 Rest/Meal Periods
9 Discount Meal Program
9 Payroll Time Records
9 Overtime
10 Attendance and Punctuality
10 Leave of Absence
10 Voluntary Termination of Employment
11 Involuntary Termination of Employment
11 Employment Reference Policy

Your Work Environment


12 Our Values
12 Non-Harassment Work Environment
13 Alcohol, Drugs and Controlled Substances
13 Dress and Grooming
14 Entrances and Exits
14 Parking
15 Loss Prevention
15 Off Duty Dining/Store Visits
16 Solicitation
16 Conduct
17 Safety Overview
17 Personal Property
18 Customer Relations
18 Smoking/Tobacco Use
18 Cell Phone Use

Communication
19 Bulletin Boards
19 Personal Telephone Calls and Mail
19 Personnel Records
20 Employee Meetings
20 Information Disclosure

Your Pay
21 Compensation
21 Replacement Payroll Check
21 Non-Cash Compensation
21 Pay Corrections

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Team Member Handbook 2/2013
Guidelines and Procedures
22 Sexual Harassment/Offensive Behavior Policy
23 Alcohol, Drugs and Controlled Substance Policy
24 Cash Handling Policy
26 Responsible Alcohol Service
31 Work Related Injury/Illness
32 Family and Medical Leave
33 Medical Leave
33 Jury Duty
34 Military Leave
34 Personal Leave
35 Nondisclosure

Receipt Form
37 Acknowledgement of Receipt of Team Member Handbook and At-Will
Employment

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Team Member Handbook 2/2013
Welcome to the Team
We are pleased to welcome you to an independently owned franchise of one of the
fastest growing restaurant chains in the nation. The Company’s success is based on
offering great food at a reasonable price in an entertaining atmosphere to a broad
spectrum of customers from the college campus to the suburbs. The industry we
participate in offers a challenge to each one of us, along with the opportunity to provide a
high level of customer service.

There are many reasons for our success, but no single factor is more important than the
dedication and effort of our team. Our competitors may copy some of our ideas, but they
cannot duplicate our pride, flair for fun, sense of accomplishment, and true dedication to
our business. The Company’s spirit is exclusively ours, and now you are a part of that
spirit.

This handbook brings together many of the Company’s policies and procedures. Please
read the handbook to become familiar with its contents and keep it available for future
reference. If you have any questions and/or suggestions, feel free to discuss them with
any member of the management team.

Again, welcome. We are pleased to have you on the team.

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Team Member Handbook 2/2013
About Buffalo Wild Wings Restaurants
The story began one evening in 1981. Jim Disbrow and Scott Lowery were craving
spicy Buffalo, New York-style chicken wings. After scouring Kent, Ohio they came up
empty-handed and hungry. So they cooked up an idea: a fun, friendly restaurant with
great food at affordable prices. The initial store at Ohio State University was wildly
successful.

Originally named Buffalo Wild Wings and Weck (bw-3) based on the original menu, it
was the first known attempt to develop a restaurant offering real Buffalo, New York-style
wings outside of Buffalo. Millions of wings later, over 85 franchise and company owned
restaurants have opened in campus, mall, suburban, and resort locations.

What’s made Buffalo Wild Wings’ restaurants so successful? The secret is the fourteen
signature sauces. From mild teriyaki to better-be-ready Blazin’ – we have the taste to
please our customers. Each sauce has a unique recipe, not just more spice. We offer
them with any menu item and also bottled to take home.

Today, with 30 years’ experience and over 825 franchised and company owned
restaurant locations across the U.S. and Canada, the Company is uniquely positioned to
take advantage of the market opportunity that exists in the segment we occupy between
fast food and casual dining. As we move into the future, our mission remains the same:

To create a friendly, neighborhood-gathering place featuring a fun atmosphere,


unique food and an affordable entertainment experience for our customer.

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Team Member Handbook 2/2013
Employee Orientation Handbook Definitions
Employee – Any person on the Company’s payroll.

Full-time Employee – An employee classified as full time on the payroll system and
consistently scheduled and working 32 or more hours per week.

Part-time Employee – An employee classified as part time on the payroll system and
consistently scheduled and working less than 32 hours per week.

Occasional/Seasonal (O/S) Employee – An employee who may work up to 40 hours


per week for either a specified period or at irregular intervals, not to exceed 180 days per
year.

Hourly Employee - An employee who is paid wages for actual hours worked.

Salaried Employee – An employee who is paid a fixed wage at regular intervals for
work performed.

Exempt Jobs – Positions excluded from the overtime provisions of the Fair Labor
Standards Act by specific exemptions.

Nonexempt Jobs – Positions subject to the minimum wage and overtime pay provisions
of the Fair Labor Standards Act.

Non-store Employee - All office, district or regional employees.

Immediate Family – An employee’s spouse, children, stepchildren, legal dependents,


parents, brothers, sisters, grandparents, grandchildren and parents-in-law.

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Team Member Handbook 2/2013
Your Employment

Equal Employment Opportunity

The Company is committed to a policy of non-discrimination pursuant to federal, state


and local laws. Depending on where you work, this could include, but is not limited to,
race, color, sex, religion, national origin, disability, age, and to the extent provided by the
law, any protected class, including, but not limited to, marital status or sexual orientation.
This applies to all personnel actions including, but not limited to, recruitment, training,
compensation, hiring, promotions, benefits, layoffs, demotions and terminations.

The Company’s Equal Employment Opportunity Policy incorporates a commitment to


maintain an environment free of harassment and provide reasonable accommodations to
employees and applicants with qualified disabilities in accordance with local, state and
federal anti-discrimination laws.

Any employee who believes that there has been a violation of the Equal Employment
Opportunity Policy is encouraged to report the information by using the reporting
procedure described in the harassment policy.

Work Hours

As a restaurant organization, our work hours must serve our customers’ wants and
needs. Therefore, your work hours may vary depending on workload and/or your
position within the Company.
• Your manager will determine and communicate your schedule and/or post it in your
store or department.
• For store employees, new work schedules are generally posted every week on
Wednesday for the workweek commencing the following Monday.
• Schedule requests must be submitted at least two days prior to the day schedules
are posted.
• It is your responsibility to know when you are scheduled to work.
• If you need time-off from your scheduled shift, you are responsible for:
0 finding your own qualified replacement, and
0 informing the manager(s) affected by the shift change.
The request is subject to approval by the affected manager(s).
• Watch for notices of scheduled meetings.

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Rest/Meal Periods

Rest/meal periods are granted in accordance with state and federal law and based on
business levels, varying deadlines and hours worked. Approved rest/meal periods may
be paid or unpaid time depending on the total number of hours the employee is
scheduled and the length of the rest/meal period. If the approved rest/meal period is
considered paid time, you must remain on Company premises. If the approved
rest/meal period is considered unpaid time, you must record your in/out time and you
may leave Company premises during your unpaid period. Check with your manager for
information about approved rest/meal periods at your location.

Discount Meal Program

Hourly store employees who work at least a four-hour shift may order from the store
menu at a 50% discount during an approved rest or meal period. Store managers may
order from the store menu at a 100% discount during their shift. Employees visiting
stores after work hours as customers must pay 100% of menu prices. Team members
visiting stores when off work will receive a 25% discount.

Discounted orders must be rung up before the food is prepared.

Payroll Time Records

Employees in nonexempt positions are required to record their hours in the week the
hours are worked. Nonexempt employees will be instructed by their manager of the
appropriate method for reporting daily work hours including procedures for documenting
missed or incorrect time-keeping. Employees using the time clock are required to clock
in at the start of their scheduled shift (generally not more than 5 minutes prior to its start
unless requested by their manager) and to clock out when they are done working.

As a nonexempt employee, your hours worked include:


• mandatory store meetings
• required training
• approved rest/meal periods considered paid time
Overtime
On occasion when business conditions require, you may be required to work
overtime as requested. Overtime is paid to nonexempt employees if time worked
in one week exceeds 40 hours or if the employee is otherwise entitled under the
law. The manager’s approval is required before any nonexempt employee
works overtime. Overtime for a nonexempt employee is paid at “time and a
half” or one and one-half times the regular hourly rate, unless the employee’s job
is exempt from the overtime provision or the employee is otherwise not entitled
under the law.

Completing another employee’s time record such as clocking in or out or falsifying your
time record is prohibited and may result in discipline up to and including termination.

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Team Member Handbook 2/2013
Attendance and Punctuality

Attendance and punctuality are important to an efficient operation. Therefore, you are
expected to be at your workstation ready to work at your scheduled starting time.

If you are unable to report to work at your scheduled starting time due to illness, injury or
any other emergency, notify your manager or the next level manager. Notification
should occur at least two hours before your scheduled work time for each day you will be
absent or late, until a date of return has been established. Employees are responsible
for reporting absences personally and should not rely on other people to notify their
manager.

If a Team Member fails to call/report for a shift or calls/reports for a shift less than two
hours prior to their scheduled start time, it will be considered a no call/no show.
Disciplinary counseling for a no call/no show begins immediately with the first incident
and may lead to termination.

Leave of Absence

The following types of absences may be available to eligible employees for the following
reasons:
• Family and Medical (FMLA)
• Medical
• Jury Duty
• Military Duty
• Personal
Certain terms and conditions apply to each leave of absence. Refer to the Guidelines
and Procedures section of this handbook for more information regarding these types of
absences or contact your manager.

Voluntary Termination of Employment

If you decide to leave the Company, we request that you submit a written resignation to
your manager at least two weeks prior to your last day worked. The resignation notice
must include the reason and date of your resignation. Time-off may not be granted
during any resignation period.

If you are participating in the Company’s benefit plans you may be eligible to continue
some benefits if your employment terminates. If you are eligible, you will be sent written
notification of your continuation rights once your manager has been informed of your
termination.

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You are required to turn in all Company property to your manager on or before your last day of
employment, including but not limited to, Company issued attire, keys, electronic
& computer equipment, pagers, calling cards, credit cards, etc.

The Company reserves the right to shorten the length of your resignation period.

Involuntary Termination of Employment

Managers will document all performance issues during a Team Members employment with Lancaster
Wings, Inc., Lancaster Wings West, LLC or Lancaster Wings West II, LLC.

If a manager feels involuntary termination is warranted, he/she must discuss the situation with
the Sr. Operations Manager and/or Human Resources Director and discuss all information
relevant to the pending termination.

During the Team Member’s termination discussion, when at all possible, the Manager will have
another Manager/Supervisor in attendance.

Ensure the Team Member leaves the premises promptly. It is generally advisable to escort the Team
Member to the building exit following the meeting. It may be necessary to allow the Team Member
access to a Team Member storage area to retrieve personal belongings.

Maintain strict confidentiality regarding any Team Member termination. It is natural for other Team
Members to be curious about the circumstances of a fellow Team Member whose absence will be noted
immediately. It is very important that information regarding the termination of any Team Member should
never be discussed with, or in the presence of, other Team Members.

No public statement (customers, media, etc.) will be made by anyone other than a corporate
spokesperson.

Discipline Policy

Disciplinary action may call for any of the four steps: informal discussion, written warning, suspension
with or without pay, or termination of employment- depending on the severity of the problem and the
number of occurrences. There may be situations when one or more of the steps may be bypassed.

We recognize that there are certain types of employment problems that are serious enough to justify
either a suspension or in extreme situations, termination of employment without going through the usual
progressive discipline steps.

While it is impossible to list every type of behavior that may be deemed a serious offence, the Conduct
Policy includes examples of problems that may result in immediate suspension or termination of
employment.

Employment Reference Policy

Because of problems that can arise when former employees ask for employment or job references, the
Company has adopted a policy regarding employment or job references. We expect all employees to
abide by this policy.
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• No employee shall disclose any information about the performance of any former employee or
the reasons for any employee’s departure from the Company.
• All questions or inquiries about former employees shall be directed to the
owner/operator of the Company.
• Unless the Company receives an unconditional written authorization and release
from the former employee, the owner/operator is authorized to provide only the dates
of employment and the position title of the former employee.

If you have any questions about this policy, contact your manager.

Your Work Environment

Our Values

We strive to instill five basic values in all phases of our business operations. We value:

1. Our Customers
By providing an outstanding value, a unique, fun dining and entertainment experience
and the highest possible level of customer service.

2. Each Other
By treating our fellow employees with respect and dignity through honesty, openness and the
sharing of ideas.

3. The Company
By our awareness and caring for all aspects of our Company’s operations, including product quality
and consistency, productivity and assets.

4. Flexibility
By being open to change and constantly looking for ways to improve.

5. Excellence
By always putting forth our very best effort and becoming the leader in every aspect of our
business.

Non-Harassment Work Environment

Verbal or physical conduct by an employee or others which harasses disrupts or interferes with
work performance or creates an intimidating, offensive or hostile environment will not be
tolerated. This includes harassment based on race, sex,
religion, national origin, age, color, disability, and any class protected by state law, which
(depending on your state) may include marital status and sexual orientation. If you feel the actions or
words of a fellow employee or others within your work environment constitute harassment, you have the
right and the responsibility to immediately report the matter to your manager and/or the owner/operator
of the Company. Complaints will be investigated, and the behavior responded to with the appropriate
disciplinary action. Retaliation against employees for reporting such behavior or participating in an

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investigation will not be tolerated. For further information, refer to the Company’s Sexual
Harassment/Offensive Behavior Policy located in the Guidelines and Procedures section of this
handbook.

Work Place Etiquette/No Gossip Policy

We strive to maintain a positive work environment where employees treat each other with respect and
courtesy.

In the workplace, gossip is an activity that can drain, distract and downshift employee job satisfaction. In
order to create a more professional workplace, we are making a commitment to change our atmosphere
to be gossip free. In order to end gossip, means to end a particular type of communications – and that can
include talk, email or social network communications. Any form of workplace gossip, including gossip via
social media, may lead to termination.

Alcohol, Drugs & Controlled Substances

In an effort to provide a safe environment for both employees and customers, we have established
the Company as a drug-free workplace. The use, possession, transfer or trafficking of, or being under
the influence of intoxicants, illegal drugs or controlled substances, in any manner during work hours,
on Company property or in Company vehicles is prohibited. The only exception to this policy is
employees whose job duties specifically include serving customers alcohol such as bartenders or
servers. These employees are permitted to serve alcohol to such customers, provided the employees
abide by all laws and Company policies regarding serving alcohol to customers.

Refer to the Company’s Alcohol, Drugs and Controlled Substances Policy located in the
Guidelines and Procedures section of this handbook.

Dress and Grooming

While an important part of your appearance is a friendly smile, proper dress is also important. You are
expected to dress in a manner that reflects good taste and business professionalism with consideration
to position and frequency of public contact.

Unless indicated, you are required to maintain the following standards relating to personal
hygiene, dress and grooming:

Company Wide Standards


• All clothing must be neat, clean, well fitted and appropriate for a business establishment.
• You are required to comply with established standards where the Company has designated
specific attire (i.e. shirts, hats, etc.).
• Haircut and style must be neat and clean.
• Cosmetics and jewelry should be conservative and not distracting.
• Appropriate undergarments are required.
• You are required to maintain the highest standards of hygiene and grooming.
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Store Employees
While style and color requirements of designated attire may vary from store to store, the following
standards are required of all store personnel during store hours:

Shirt Store employees will wear the shirt that has been issued to them and it must be neat,
clean and wrinkle free when they report to work. Shirts are to be worn tucked-in unless
special circumstances require an exception. Shirts worn under uniforms must be SOLID
black, white or yellow in color.

Shoes Shoes must be polished, clean, closed toe, and a style to accommodate extended
periods of standing and walking. For safety reasons, kitchen personnel must wear
leather-topped shoes. Tennis shoes must be fully laced and tied. Shoes must be ALL
BLACK in color and slip resistant.

Pants You may have the option of selecting between pants, or shorts,
Shorts however, this may vary by position. Shorts must be worn at
an appropriate length(below apron). If pants have loops, a belt must be worn. Pants
may not be leggings/yoga/stretch or jean in material. Pants/Shorts must be all black
in color. Shorts may be worn from Memorial Day to Labor Day only.

Hat Kitchen personnel are required, at all times, to wear the hat they have been issued or any
other approved sports logo hat when working in the kitchen and food preparation areas.
The brim and logo of the hat must be worn to the front.

Jewelry Acceptable jewelry is one (1) ring on each hand, one (1) watch, and one (1) non-
dangling bracelet. A maximum of two (2) pair of studded earrings is acceptable, no
dangling earrings. Jewelry on any visible pierced body part, other than ears, such as
tongue, nose, and lips is prohibited unless approved by General Manager.

Hair Hair must be neat and clean and long hair(shoulder length or longer) must be tied back.
Mustaches and beards must be neat and trimmed.
Nails Polished nails are permitted providing they are well manicured and do
Etc. not violate local or state health code requirements. Whenever possible, tattoos should
be covered while on duty.

Name Tags If you are issued a nametag; you must wear it at all times while on duty.

Office Employees (includes field personnel):


Business casual dress; NOTE: Formal business dress is always acceptable and may be
required when meeting with customers or visitors.

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Entrances and Exits

To accurately monitor movement in and out of the store, you are required to enter and exit via the
front door unless otherwise specified by the manager. While on duty, you must receive management
approval whenever entering or exiting the store premises; except when designated by store
management to perform carryout duties.

In addition, certain locations may have security systems and procedures that need to be followed so
check with the management at your location for additional information.

Parking

To provide customers the best parking spaces near our stores, store employees should select parking
spaces at the opposite end of the parking lot from the store’s entrance. In some cases parking lot
space may not be available for employee parking. Please check with your manager for specific
information regarding employee parking at your location.

Office employees should check with their manager for parking information at their location.

Loss Prevention

The Company has established procedures to guard against the loss of inventory, cash or other
Company property. These procedures not only protect the Company; they protect you as an employee.
It is the responsibility of employees to protect Company assets. Failure to notify the Company of policy
violations, theft or safety issues will be subject to disciplinary action up to and including termination.
Notification may be made via your management team or the owner/operator of the Company.

• Employees may not prepare, misrepresent or administer any Company documents for
personal use or for the unauthorized gain or benefit of others.
• Company property may not be given or sold to anyone without proper management
approval.
• Company product and property cannot be taken from a building until transport authorization
or proof of purchase has been verified.
• All property, including but not limited to, parcels, bags, briefcases, lunch boxes, containers,
coats, jackets and other outerwear on, or carried out of, the Company may be subject to
inspection regardless of working hours. The Company also reserves the right to inspect
Company property such as desks, lockers, storage areas, etc. at any time.
• Employees may not chase shoplifters or individuals robbing the store in any circumstance or
use physical force to detain such individuals. Instead, try to remember as much about the
person(s) as possible for police identification and notify your manager immediately. Situations
involving self-defense will be subject to review.

Off-Duty Dining/Store Visits

Employees are welcome to enjoy the Company’s restaurants/stores on their off-duty time providing
they conduct themselves appropriately, including but not limited to, the following:
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• Wearing a Company issued uniform while visiting the store as a customer is prohibited (this
excludes Company retail apparel).
• Performing work-related functions while visiting the store as a customer is prohibited, except if
approved by the manager on-duty.
• Off-duty employees are required to sit at tables, rather than the bar.
• Non-management employees are allowed to consume alcohol while visiting the stores as
customers provided they do so lawfully and responsibly per management discretion.
• Store managers are prohibited from consuming alcohol in the store they are assigned at
anytime.
• Off-duty store managers, when visiting stores other than their own, are allowed to consume
alcohol provided they do so lawfully and responsibly.

Off-duty employees who do not conduct themselves professionally and in the manner specified
above when visiting stores, will be subject to disciplinary action up to and including termination.

Solicitation

Non-employees are prohibited from soliciting employees or distributing literature on


Company premises.

Solicitation and distribution of literature by employees is prohibited on Company premises when the
employees involved are supposed to be working or at any time in working areas of the building or in
any location where customers or the public are present. Accordingly, solicitation of employees by
other employees is permitted during non-working times in non-working areas of the building (for
example, in the break-room during breaks or meals) to which the public is not admitted. We
encourage employees who wish to solicit financial or other support from their fellow employees for any
cause, charitable, political, or employment related, to do so off the Company premises.

Conduct

The Company strives for an efficient, productive work environment that fosters
dedication and mutual respect among employees. You are expected to conduct yourself in a manner
that promotes a positive work environment. If you conduct yourself contrary to Company standards, you
may be subject to disciplinary action up to and including termination.

The Company does not limit its authority to discipline or discharge for actions, in its judgment, that
negatively affect an efficient, productive environment. The following are some examples of
inappropriate conduct:

• tardiness or absenteeism
• unacceptable work performance
• falsifying employment records (such as employment applications, time keeping records,
Employment Eligibility Verification I-9 Forms, etc.)
• falsifying any Company documents (such as receipts, charge slips, petty cash checks, payroll
checks, store evaluations, etc.)
• discourtesy to a customer
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• verbal or physical conduct that harasses, disrupts or interferes with work performance
or creates an intimidating, offensive or hostile environment
• use, possession, transfer (except to the extent required by the employee’s job duties), or trafficking
or being under the influence of intoxicants, illegal drugs or controlled substances in any manner
during work hours including rest/meal periods on or off Company premises, on Company property
or in Company vehicles
• participating in activities that might conflict with the interests of the Company
• disclosing confidential or sensitive Company information
• possession of firearms or other weapons on Company property
• insubordination, such as refusal to follow work direction or Company policies and procedures
• pleading guilty, no contest or being convicted of a crime that is reasonably related to business or
damages the Company’s reputation
• destruction, misuse or failure to properly care for Company, employee or customer property
• selling or buying Company products at other than authorized prices or for personal gain
• misuse or manipulation of Company equipment or property, including but not limited to, any
alarm/security system, electronic data or telephone equipment
• taking property belonging to the Company, employees or customers including any
misappropriation of funds or property
• disregarding or violating security or safety policies and procedures
• violating transaction procedures
• eating, drinking, smoking, gum or tobacco chewing, except in areas and during time designated by
location management
• implied or actual threat of harm
• gambling on the Company premises, on Company property or in Company vehicles including
football pools, card games, dice, quarters, etc.
• negligence in performing job responsibilities
• failure to cooperate with internal investigations
• obtaining access to, searching through and/or removing confidential information
• chasing or using physical force to detain a person(s) robbing the Company
• leaving Company premises while on duty or on the time clock without authorization
• cashing personal checks in the store for other than payment of food and beverage purchases
• cashing of payroll checks in the store

This list is not intended to be all-inclusive. Employment and compensation can be terminated
with or without cause or notice at any time at the option of either you
or the Company.

Safety Overview

A key priority for the Company is to ensure employees and customers a safe place to work and dine.
We depend on every employee to take a proactive, common sense approach to safety. By
observing safe work practices, employees can help identify potential hazards and eliminate
preventable injury, illness and property damage. Employees should immediately report all potential
hazards and accidents to their manager.
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Personal Property

In most store locations there is not a place where you can keep personal property while at work. Even
at locations that have places for you to keep your personal property, the Company does not assume
responsibility for the loss or theft of personal belongings. You are advised not to carry large sums of
cash or other valuables with you to work.

Customer Relations

Customers are vital to the success of our business. We want to provide our customers with the
highest level of service, a fun atmosphere, unique food and an affordable entertainment experience.
Friendly, professional and respectful treatment of our customers is everyone’s responsibility.

In the restaurant business, outstanding customer service makes a difference in where people choose to
go out to eat. You can satisfy customers by giving your best effort and remembering to treat them the
same way you want to be treated.

Management should be notified of all customer complaints immediately.

Any acts of customer misconduct, such as bringing alcoholic beverages inside the store or using illegal
substances on premise or fighting, must be reported to the manager immediately.

Gem Scores/Shopper Scores

Through-out the month “secret shops” will be performed at each location to ensure guest satisfaction.
Team members/managers receiving below 80 on Shopper Reports or Gem Scores may be subject to
termination.

Smoking/Tobacco Use

For the health and safety of our Team Members, Team Members may not smoke or use other tobacco
products while working and/or while on premises in a Company uniform. This policy applies to all
Company premises and any location where the Team Member is performing work for the Company.
This policy applies, but is not limited to, when you are on a paid break, making a delivery, and/or
servicing or in view of Guests at any time.

Team Members are encouraged to leave tobacco products at home or locked in their car out of sight. If
brought to work, tobacco products must be stored in a location approved by your Manager.

Any violation of this policy may result in disciplinary action up to and including termination of
employment.

Cell Phone Use

Because we expect Team Members to be attentive to our Guests, personal cell phones (and other
personal communication devices) are not to be used while working (this includes checking voicemails
and viewing/sending text messages), unless required for Lancaster Wings, Inc business purposes.

Team Members are encouraged to leave their cell phones at home or locked in their car out of sight.
Managers’ cell phones should be left in the Manager’s office. Cell phones cannot be carried on/in
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Team Member Handbook 5/2013
belt loops, pockets, aprons, etc. during a shift.

Any violation of this policy may result in disciplinary action up to and including termination of
employment.

Communication

Communication is an extremely important aspect of all our jobs. Exchanging information is a


responsibility shared by both the Company and employees. If you have questions about the contents of
this handbook or have concerns regarding any work-related
matter, you are encouraged to discuss them with your manager, and if necessary, the next level
manager or owner/operator of the Company.

Bulletin Boards

Bulletin boards are located in your store, office or work location and are used by management to post
announcements and notices to employees. You are responsible for knowing the posted information
and are encouraged to review bulletin boards
regularly. Because these boards are reserved for communicating Company information, posting
personal notices on Company bulletin boards is prohibited at all times.

Personal Telephone Calls and Mail

Telephone and mail facilities are needed during working hours for effective communication with our
customers and business associates. In order to keep these facilities available for business needs,
personal mail and incoming and outgoing
personal telephone calls should be limited to emergency cases with manager’s approval.

Incoming calls should always be answered in a pleasant voice as follows:


“Buffalo Wild Wings (store location). This is (your name). May I help you?”

Personnel Records

In order to keep Company records up-to-date and ensure that you receive important Company
mailings, please notify your manager at once whenever there is a change in your:
• name
• address
• telephone number
• other personal status changes:
− W-4 (i.e. number of exemptions)
− benefit records (i.e. beneficiary designations)

*Lancaster Wings Inc. does not provide copies of personnel records upon departure of employment.

Employee Meetings

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We believe it is important to inform you of what is happening at the Company. Employee meetings are
scheduled periodically to discuss new menu items, procedures and Company activities. Unless
informed otherwise by your manager, you should consider these meetings part of your job assignment.
Nonexempt employees will be paid for these required meetings.

Information Disclosure

The protection of confidential information is vital to the success and integrity of both company and
franchise owned stores. As an employee of the Company, you are exposed to information about our
operations and business that is not available to the general public. It is essential that you understand
the importance of confidentiality and the possible consequences of disclosing information of a
proprietary nature or misappropriating company documents or files. Any employee who discloses
confidential information may be subject to discipline up to and including termination and other legal
action. Examples of confidential information include but are not limited to:
• Compensation data
• Financial information
• Marketing strategies
• New ventures
• Pending projects and proposals
• Product development information
• Product source information
• System passwords
Discussions of this information with the media, customers, members of the financial community, or
your own friends and family is prohibited. If you are asked direct questions of a sensitive nature do not
answer or even speculate. Always refer inquiries to the owner/operator of the Company.

Your Pay

Compensation

The Company determines compensation based on the nature of the job performed with consideration
to what other employers in the community pay for similar work.

Tipped Employees must claim 100% of all tips received.

Replacement Payroll Check

Lost and damaged checks will be replaced. However, you may be required to pay a service charge if
the Company is assessed a stop-payment charge by the bank. The replacement process may take up
to two weeks. If you lose your check or it is damaged, notify your manager.

Non-Cash Compensation

Non-cash items given you by the Company for contests, prizes or other recognition programs are
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Team Member Handbook 5/2013
generally considered taxable income and are subject to normal withholding taxes.

Pay Corrections

The Company takes reasonable steps to ensure that each employee receives the correct pay in
each paycheck and on the scheduled payday.

In the unlikely event that an error occurs in your pay, please promptly bring the discrepancy to
the attention of your manager so that a correction can be made.

Guidelines and Procedures

Sexual Harassment and Offensive Behavior Policy

The Company abides by federal, state, and local laws in prohibiting sexual harassment and strives to
maintain an employment atmosphere free of harassment, sexual harassment, intimidation or coercion.

Guidelines:
1. Sexual Harassment. The purpose of this policy statement is to remind all
employees that sexual harassment in the workplace is illegal and will not be tolerated by the
Company.

Under the law, “sexual harassment” includes unwelcome sexual advances, requests for sexual
favors, sexually-motivated physical contact or other verbal and physical conduct or communication
of a sexual nature when: (a) submission to that conduct or communication is made a term or
condition, either explicitly or implicitly, of obtaining employment; (b) submission to or rejection of
that conduct or
communication is used as a factor in decisions affecting the individual’s employment;
or (c) that conduct or communication has the purpose or effect of substantially interfering with
an individual’s employment.

Examples of conduct that may be considered sexual harassment include:


• insulting or degrading sexual remarks, jokes or conduct
• threats, demands or suggestions that an employee’s work status or benefits may depend
on the employee’s toleration of or submission to sexual advances
• objectionable physical proximity or physical contact
• displaying sexually suggestive objects or pictures in the workplace
• retaliation against employees for reporting the behavior cited above or similar behaviors
• unwelcome suggestions regarding, or invitations to social engagements or work-related
social events

2. Offensive Behavior. Harassment based on a person’s protected class status is also against the law.
The Company prohibits this type of discriminatory offensive behavior. This includes words or
actions that are offensive to another based on sex, race, age, religion, color, disability, national
origin, or any other status protected by state law, which may include but not be limited to, marital
status and sexual orientation.

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3. Each employee is expected to treat other employees with respect and to report immediately any
sexual harassment or offensive behavior. Sexual harassment or offensive behavior by any
employee will not be tolerated.

4. Employees who have experienced or witnessed sexual harassment or offensive behavior have
several ways to make their concerns known:
• Employees who feel comfortable doing so should directly inform the person engaging in
sexual harassment or offensive behavior that such conduct or communication is offensive,
contrary to Company policy and must cease.

• Employees should immediately contact their manager. If the harasser is the employee’s
manager, the employee should immediately contact the next level manager or the
owner/operator of the Company. Such action may be taken without fear of discipline or
retaliation.

• All employees have a duty to participate in the investigation of any harassment complaint.

5. A violation of this policy will result in disciplinary action up to and including termination.

Employee Role
Employees are expected to:
• Report sexual harassment or offensive behavior to their immediate manager. If the issue is
with their manager, they should report their concerns either to the next level of management or
the owner/operator of the Company.
• Cooperate during investigations. Cooperation involves honest and forthright disclosure of
information requested by the investigator as well as keeping the interview confidential to
ensure the integrity of the investigation.
• Refrain from retaliation against any employee who reports an incident of alleged sexual
harassment or offensive behavior or participates in an investigation.

Non-Fraternization Policy

Lancaster Wings Inc. desires to avoid situations where there is a romantic, personal or marital relationship
between a supervisor and a team member.

Employees with, or who develop, such relationships must immediately notify and disclosure all relevant
circumstances to Director of Operations. Although we have no absolute prohibition regarding such
relationships, we reserve the right to take appropriate action, on a case by case basis, according to the
relevant circumstance. Any failure to disclose the nature of the relationship as contemplated in this policy
may result in disciplinary action up to termination.

Alcohol, Drugs and Controlled Substance Policy

In order to ensure the safety of our employees and customers, the Company strictly prohibits the
possession, use or being under the influence of alcohol, drugs and controlled substances on
Company premises or while on Company business. Actions such as, but not limited to, the following
are prohibited:

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1. Reporting to work and/or being on Company property with evidence of prior consumption,
including intoxicants such as alcohol, illegal drugs and controlled substances.

2. The use, possession, transfer or trafficking of such intoxicants, illegal drugs or controlled substances
in any manner during work hours including rest breaks or meal periods on or off Company premises,
on Company property or in Company vehicles. The only exception to this policy is that employees
whose job duties specifically include serving customers alcohol such as bartenders and servers.
These
employees are permitted to serve alcohol to such customers, provided the employees abide by
all laws and Company policies regarding serving alcohol to
customers.

3. Using Company property or the employee’s position within the Company to make or traffic
intoxicants or illegal drugs.

4. Any other use, possession or trafficking of intoxicants, illegal drugs or controlled substances in
a manner that is detrimental to the interests of the Company.

5. Employment or continued employment with the company is conditioned upon full compliance with
the substance abuse policy. The company further reserves the right to take any and all appropriate
and lawful actions necessary to enforce this
substance abuse policy including, but not limited to, the inspection of suspected areas of
concealment, as well as an employee’s personal property and/ or
conducting a drug test when the company has reasonable suspicion to believe that
the employee has violated this substance abuse policy. If the Company has reason to believe
Team Members are violating any aspect of this policy, they may be immediately suspended pending
investigation. Any violation of this policy may result in disciplinary action, up to and including
discharge. Depending upon the severity of the violation, other actions may be taken against a
Team Member at the Company’s discretion such as notification of law enforcement agencies.

Guidelines
1. Employees in “safety sensitive positions” must report to their manager or next level manager when
they are taking any prescription or over-the-counter medication if the medication is known to cause
an adverse side effect that could interfere with the employees’ ability to safely perform their job
(e.g., motor ability, judgment, reflexes, etc.). A “safety sensitive position” means a job in which the
adverse side effect caused by the prescription or over-the-counter medication would threaten the
health or safety of any person.

2. If the Company has reason to believe employees are violating any aspect of this policy, they may
be immediately suspended pending investigation. Employees may be subject to disciplinary action
up to and including immediate termination.

3. Other actions may be taken against an employee at the Company’s discretion if a violation of this
policy occurs, such as notification of law enforcement agencies.

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Cash Handling

1. Cash Tills

• Each till that is assigned for use will be verified by the manager in the back office prior to being
placed in the register drawer.

• There will always be two cash tills available to ring sales at the front counter.

• All sales transactions that occur in the restaurant will immediately be entered through the
POS system. Bartenders will practice the “First Turn” method, by immediately ringing up a
transaction prior to presenting the guest with their purchase.

• Only change and small bills (up to $20 bills) are to be kept in the till compartments. All
excessive bills will be placed under the till in the register drawer.
• When a $50 or $100 bill is used for payment, check authenticity using a counterfeit
pen.

• Bartenders are expected to secure a valid credit card when a guest requests to run a tab in the
bar.

• Managers will count all drawers in the office with the door locked. It is not acceptable for a
manager to count and pull money for a deposit outside of the office.

• Bartenders/Cashiers will not run a drawer financial for their till. A manager will
run this report and not allow the bartender/cashier to view it until after the drawer has been
counted.

• Bartenders/Cashiers will be present while their drawer is being counted.

• Any overage or shortage will be reported accurately on a shift-by-shift basis.


Unexplained Cash overages in cash tills will be deposited immediately. It is not acceptable to
set aside cash overages for later use.

• Shortage Form will be filled out and faxed to the Sr. Operations Manager any
time there is a shortage for the day +/-$20.00. Additionally, a voicemail will be left for the Sr.
Operations Manager immediately when there is a total cash overage
or shortage for the day +/- $50.00.

i. First Incident: Final Written Notice ii. Second

Incident: Termination

2. Walk Outs

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• Team Members is required to notify the Manager on Duty when a walk out has occurred.
Team Members are responsible for 50% of the total Food and NA Beverage check amount.

• Team Members will be documented for the walk out and Management will take appropriate
disciplinary action. This is defined as a final written warning and could lead to suspension
and/or termination.

• Walk out on Tabs held with Credit Card

a. Walk out tabs held with a credit card may simply be closed out to the credit card.
b. When closing the tab to the credit card, the manager will write “SIF,” or
“signature on file” on the signature line of the charge receipt. c. No tip will

be added to the tab.

d. Only the Manager on Duty will close a walk out tab to a credit card of a guest that is not
present at the store. Managers that enter the store on a day or shift they are not working are
not permitted edit a tab with any management card for any reason.

e. The Team Member will be coached about ways to prevent a walk out in the future (i.e.
being present in the dining room as much as possible). The coaching conversation will be
documented.

3. Credit Card Tips

• Charge tips entered for a larger amount in order to get additional cash back from a transaction
are not allowed by anyone for any reason.

• The Manager on Duty will approve charge tips more than 30% of the amount of the sale prior
to the team member leaving the restaurant.

• If a signed charge card receipt is lost prior to a server or bartender completing their checkout,
any charge tip added to that receipt will be forfeited.

Responsible Alcohol Service

Policy Statement
It is the policy of Lancaster Wings, Inc to monitor guests, serve the Guests appropriately, and safely
respond to any incidents that may arise at the Restaurant as a result of a Guest who has been drinking
alcohol.

Guidelines

Obey all laws prohibiting the sale of alcohol to persons who are visibly intoxicated.

Obey all laws prohibiting the sale of alcohol to minors. All Guests who are consuming alcohol must
have their identification checked as described in this policy.

Exceptions will not be made to our policy of not serving anyone under 21.
I. We will not serve alcohol to a parent or guardian purchasing for a minor child.
II. We will not serve alcohol to minor children in conjunction with any religious event or celebration.
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Follow the procedures set forth in this policy to ensure that a Guest is not served too much alcohol,
including suggestive selling of non-alcoholic drinks and food, slowing service to those Guests who
appear to be nearing the point of intoxication, and refusing to serve Guests who appear to be visibly
intoxicated.

Follow the procedures set forth in this policy regarding Guests who may have become intoxicated.
Know the actions to be taken to avoid Guest intoxication. Recognize the

signs of intoxication.

Follow the appropriate steps and state laws to protect Guests in the unlikely event they become
intoxicated at our Restaurant.

Make every effort to prevent Guests from driving away from the Restaurant if they are intoxicated.

Complete an Incident Report when alcohol is refused to a Guest, when alternative transportation
is arranged for a Guest, or whenever the police are called related to alcohol service.

In the case of state or local required alcohol training, a server or bartender must provide certification of
course completion prior to their first solo shift. This training will not be at Lancaster Wings, Inc expense if
a newly hired server or bartender does not already have certification prior to employment at Lancaster
Wings, Inc.

Additional Company approved/specified Responsible Alcohol Service training must be completed


within the established timeframes. If these certifications are not completed within these timeframes,
Team Members will not be permitted to work in a position that requires serving alcohol.

• Self-training (videos and practice exams) completed prior to first solo shift.
• Formal Classroom instruction and certification will be completed and passed within 90 days
of hire date.

It is each bartender and server’s responsibility to ensure individual certification (local, or state where
applicable, and company-specific) remains current.

It is each bartender and server’s responsibility to use all skills and information learned during all
certification processes, including but not limited to intoxication rate factors, BAC calculations and
behavioral cues related to alcohol consumption.

Failure to follow this Responsible Alcohol Service policy will result in disciplinary action up to and
including termination.

Monitor the consumption of alcohol.

• In order to know what and how much Guests are consuming:


a. Bartenders must follow strict recipe adherence when mixing alcoholic beverages,
including correct glassware used for each recipe.
b. A jigger (measured pours) must be used when mixing drinks. c. Free-
pouring of alcohol is never allowed.

• Do not serve a Guest who appears to be under the influence of illegal drugs.
Immediately contact the Manager if you suspect illegal drug activity in the
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Restaurant.

Prohibit the sale of alcohol to minors.


• The first time a Guest who appears to be under the age of 40 orders an alcoholic beverage,
request to see his/her identification. You must know the forms of identification that are valid in
your area. Each state has different rules regarding valid identifications and confiscation of false
identification.
a. AZ's acceptable forms: All must be valid
i. State Driver’s license or Identification Card ii. Passport
iii. Canadian Identification Card
iv. Armed Forces ID
• Ohio acceptable forms: Again all must be valid
i. State Driver’s License or Identification Card
ii. Military identification Card
ii. It is your responsibility to carefully check over the
identification.
1. Check the photo to ensure it matches the individual.
2. Ensure the individual is at least 21.
3. Ensure the ID has not expired.
4. Must make a reasonable effort to ensure validity of the ID.
5. If you question the validity of the ID, ask personal questions about
information on the ID or ask for a second form of identification.
6. “Power Hour” promotes drinking in large quantity in a short period of time
for a minor who is turning 21 at midnight,
near the end of a business day.
7. It is Buffalo Wild Wings policy that a minor who turns 21 at midnight at the
end of a business day will not be allowed to
consume large quantities of alcohol. Birthday guests are
held to the same level of responsible alcohol consumption/service
as for any other guest. In other words, we do not over serve or
serve those who are intoxicated.

Bars Program

• It is your responsibility to comply with all state and local laws and guidelines.
Local liquor agencies conduct “secret shops” to insure compliance. Any “Red
Card” or failed shop will result in disciplinary action up to and including termination.

Confiscation of false identification:


• After reviewing an ID, if there is reasonable doubt about identification’s authenticity or a
second form of ID was not provided when it was requested, politely inform the Guest that you
will not serve them, return their ID, document the incident and notify the Manager-On-Duty
immediately.
• Do not confiscate the ID.
• If the Guest insists the ID is valid, inform the Guest that you can call the police to come and
check out the ID and confirm its validity. If they do not wish for you to obtain this confirmation,
no service is allowed.

When a Guest orders additional alcoholic beverages:


• If the server or bartender has personally seen the Guest’s identification, he/she does not need
to request to see it on subsequent alcohol purchases on that day.

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• If a guest brings an empty glass or bottle with him/her when ordering an alcoholic beverage, do
not assume he/she was previously carded. Request to see the person’s identification if you did
not personally card him/her.
• In the event a Guest is attempting to purchase multiple alcoholic beverages, an ID for each
drink must be presented and checked for authentication. It is the bartender/server’s
responsibility to ensure that multiple drinks provided to one Guest are delivered to the
appropriate people.
• Team members delivering drinks to a table to help out the server who might be busy are
responsible to make sure that id’s have been checked and that he/she is not delivering drinks
to someone who is not of legal drinking age.
• No minor may purchase alcohol to be consumed by another guest even if that person is over
the age of 21.

Prevent Guest intoxication.


• Observe the Guest upon arrival.
a. If the Guest appears intoxicated, do not serve the Guest any alcohol. b. Complete
an alcohol incident report.
c. Discreetly, so not to cause embarrassment for the Guest, notify the
Manager-on-Duty of the situation.
d. A Guest who has become intoxicated in another restaurant should not be declined
entrance, but should not be served any more alcohol.
e. When possible, keep track of drinks consumed and in what time frame.
You should know how much alcohol a Guest has consumed and to communicate such
information to co-workers and managers as necessary. When counting drinks is not
feasible, you must rely on your skills to recognize the signs of intoxication. Counting of
drinks is simply a tool to assist you in this regard.
f. It is the responsibility of each server and bartender to closely monitor alcohol
consumption for the Guests in their section during the entire visit
of the Guests.
g. Suggestively sell food or non-alcoholic beverages to any Guest whom you need to
slow down the consumption of alcohol.
h. Engage Guests in conversation to observe any loss of inhibitions and
judgment.
i. Refuse to serve a guest who is at the point of intoxication.

Procedures for Last Call


• Last call will be completed by the Manager-On-Duty or bartender no later than 20 minutes before
the established closing time of the restaurant.
• The bartender or server may take and serve last call orders for 5 minutes after last call is
completed.
• One last drink will be sold to a Guest during this time provided his/her current alcoholic beverage
is less than half full. No drinks will be provided to Guests after this 5-minute last call window
closes.
• Alcoholic beverages approved for sale as part of last call are:
a. 16 oz. Draft or 12 oz. Bottle Beer. b. 5 oz. wine
c. A one shot (1 ¼ oz.) mixed drink.
• Doubles and, multiple liquor mixed drinks will not be available for sale during last call.
• All drink glasses (regardless if they have alcohol left in them or not) are pulled from all tables
and emptied immediately at closing time of the Restaurant if required by local laws.
• BWW realizes that states/cities/counties may have more strict guidelines in regards to last
call. In the event this occurs, the stricter guideline will prevail.

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Procedures to Take with an Intoxicated Guest
• It is against Buffalo Wild Wings policy to serve alcohol to an individual who is visibly
intoxicated. This applies whether this person has been drinking at your restaurant or arrived
at your restaurant already intoxicated.
• Immediately notify the Manager-On-Duty that the Guest is being cut off.
• Take the Guest off to the side (use tact and be diplomatic) and away from others in order to
inform them they are being cut off.
• Do not use judgmental statements such as, “you’re drunk” or “you’re too smashed.”
Minimize confrontation. Try to use statements that reflect your concern for their safety.
• To cut off a debate or argument with a Guest, move away. Do not touch or have physical
contact with the Guest. Do not raise your voice. Do not lose sight of the Guest when you move
away.
• Complete an alcohol incident report
• Do not allow the Guest to drive. Offer solutions:
a. Ask them for their keys (do not demand their keys or hold them without their consent.
b. Suggest that a friend or someone else who is not impaired drive them home.
c. Call a taxi (check on free fares in your city).
d. Offer to call a friend of theirs to pick them up.
e. If the Guest refuses help, tell him you will call the police and advise them that he/she
does not appear able to drive safely. Most Guests will then accept help.
f. If all else fails and the Guest refuses help, call the police and report the description
and the make of the car. Again, do not use judgmental
statements such as, “The Guest is drunk.” Instead state, “the Guest does not appear to
be able to drive a car safely.”
• Serving a guest who is visibly intoxicated may result in disciplinary action up to and including
termination.

Proper Communication Regarding Guests:


• If you have slowed or refused beverage service to a Guest, or believe that such action may soon
be necessary, it is your responsibility to inform the Manager-On- Duty and co-workers who may
need to be aware. This is particularly important during shift change.
• If a Guest who has been drinking moves from one area of the Restaurant to another area, be
sure to inform the co-worker in the other area of any information necessary to ensure the Guest
is not over-served.
• It is critical that decisions be enforced. Do not attempt to by-pass the rules, such as asking
Team Members to bend the rules or to over-serve your friends or regular Guests.

Completing an Alcohol Incident Report.


• It is important to document all incidents that are alcohol related. Write the report immediately
after an incident occurs; while the events are clear in your mind. Do not wait until the end of a
shift or the next day.
• The following types of incidents should always be documented:
a. When service is refused.
b. When transportation is arranged. c. When a
minor presents a false ID.
d. When the police are called.
e. When a Guest becomes ill after drinking too much alcohol. f. When
an altercation or violence is threatened or occurs.
• Notify the Manager-on-Duty either before or immediately after you have an incident that
requires you to fill out an Alcohol Incident Report.

Work-Related Injury/Illness
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In the event you suffer or witness a work-related injury/illness, you must report it immediately to
your manager or the manager on duty.

If you are injured on the job, you may be eligible for Workers’ Compensation benefits as stipulated by
state law. The Company pays for these benefits and you are automatically covered on your first day of
active employment. If you lose time from work because of your injury, the state may not provide you
immediate wage benefits.

Failure to report accidents is a serious matter as it may preclude an employee’s coverage


under Workers’ Compensation Insurance.

Family and Medical Leave

Employees may need to take a leave of absence for family or medical reasons. The following
paragraphs highlight some of the provisions from the Family and Medical Leave Act (“FMLA”). For
further details, contact your manager.

The Family and Medical Leave Act provides eligible employees with up to 12 weeks of unpaid leave
during a 12-month period for any of the following reasons:
• birth, adoption or placement of a child for foster care
• to care for an eligible family member who has a serious health condition
• serious health condition of the employee that makes the employee unable to perform the
functions of their job

An employee taking leave for personal illness or to care for a sick family member may take leave on an
intermittent or reduced schedule leave with proper medical certification. Requests for intermittent or
reduced schedule leave after the birth, adoption or foster care placement of a child will be considered on
a case-by-case basis.

If both spouses work for the Company and are eligible for FMLA leave, they are entitled to a combined
12 weeks of leave for birth, adoption, foster care or care of a parent.

Eligible Employees
You are eligible for FMLA leave if:
• On the date you request FMLA leave, the Company employs 50 or more employees within
75 miles of your worksite (provided the Company has also employed 50 or more employees
for each working day during each of 20 or more calendar workweeks in the current or
preceding calendar years), and
• On the date your FMLA leave would start you have both:
a) been employed by the Company for at least 12 months; and
b) worked at least 1,250 hours for the Company during the previous 12 months

Health Benefits
During the period of the employee’s FMLA leave, the Company will maintain the employee’s
group health coverage on the same terms as if the employee had continued in employment for
the duration of the leave. Accordingly, in order to maintain coverage for health benefits during
the leave, employees are required to pay their portion for any health coverage contributions
normally deducted from their paycheck.
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If employees fail to make the required payments for health coverage within 30 days from the
date payments are due, coverage will lapse. If coverage lapses during a FMLA leave, coverage
will be reinstated on the date the employee returns to work provided the employee returns to
work when the approved FMLA leave expires. Coverage is subject to any changes that occur
during the leave.

Requests of Leave, Notice and Certification


To request leave, employees must complete a Leave of Absence form and submit it to their
manager. A 30-day notice is required to use FMLA leave when the need is foreseeable. When
the need is not foreseeable, employees must
notify their manager as soon as possible. Medical certification may be required to support the
need for leave due to a serious health condition affecting the employee or a covered family
member.

Benefits
Taking leave will not result in any loss of benefits or conditions of employment accrued prior
to the leave period. Although FMLA is unpaid, employees may elect or be required to use
available paid benefit days such as vacation.

Job Restoration
Employees taking leave under the FMLA policy will be returned to the same or equivalent
position unless they would have been terminated had they not been on leave (e.g. job
elimination).

In states where leave of absence laws are more generous than FMLA, the state law will prevail.
For more details, contact your manager.

Medical Leave

Employees who are not covered under the Company’s Family and Medical Leave of Absence policy
are eligible for an unpaid Medical Leave of Absence. A Medical Leave of Absence may be requested
when an employee is expected to be absent for more
than one (1) workweek for a serious health condition which renders the employee unable to perform his
or her job functions.

Generally, a medical leave is not authorized for more than six (6) months in length.
Also, if the leave is foreseeable, the request for the leave must be made at least 30 days prior to the
start of the leave. For more details, contact your manager.

Jury Duty

A leave of absence for jury duty will be granted to employees who have been summoned to serve as a
juror. However, when the jury is not meeting or when employees are released from duty prior to the end
of their normal workday, they will be expected to report for work as time and circumstances permit.

All employees called to jury duty must:


• notify their manager as soon as possible but not less than three (3) days prior to the first day of
absence for jury service.
• present to their manager at the time of notification, the jury summons or the notice to report for jury
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Team Member Handbook 5/2013
duty indicating the date and time for such jury service so the manager can notify the person
responsible for processing payroll. (This is necessary to meet payroll record-keeping requirements.)

Employees who have completed 6 months of full-time employment prior to commencement of the
leave are eligible for pay while on jury duty, except Nebraska employees who are pay eligible
regardless of their length of service or full time status. In order to be paid for jury duty, such jury duty
must fall during a regularly scheduled workday.
Pay eligible nonexempt employees will receive their straight time earnings based on their regular work
schedule for each scheduled workday while on jury duty to a maximum of 10 days, unless otherwise
required by law. However, they will not be reimbursed for more than eight (8) hours for any one (1)
day of jury duty or forty (40) hours in any workweek. Also, their wages may be reduced to the extent
they were paid by the government for jury service. Therefore, upon return from jury duty, pay eligible
employees must provide their manager with a statement of earnings received as a juror.

Pay eligible exempt employees will be paid their regular salary in accordance with federal and state
laws. Any monies received by exempt employees from jury service less expenses, must be
endorsed over to the Company.

The Company may request that you be excused or exempt from such jury duty if, in the opinion of the
management, your services are essential at the time of the proposed jury service.

Military Leave

Employees who are members of the armed services including full-time and reserve components of the
United States Army, Navy Marine Corps, Air Force, Coast Guard, the National Guard, the
commissioned corps of the Public Health Service, and any other category of persons designated as
“uniformed service” by the President in time of war or national emergency will be granted a military
leave of absence without pay to serve in active or reserve duty in accordance with applicable law.

Upon notification of orders for active or reserve duty, employees should make every effort to give
advance notice to their manager as soon as possible. Also, whenever possible, the Company requests
advance notice or supporting documents of the military leave in writing.

Personal Leave

Employees, whom have completed 12 months of continuous full-time employment with the Company
immediately prior to the date the leave would commence, may be eligible for an unpaid leave of
absence for compelling personal reasons.

Employees must submit a written request to their manager including the reason(s) for the leave and the
length of the leave. Personal leaves are approved on a case-by-case basis. The decision to approve
or deny is in the Company’s sole discretion and will typically be based on the circumstances such as
length of time requested, the
employee’s job performance, attendance and punctuality, the reason(s) for the leave, the effect the
employee’s absence will have on the work area, the expectation that the employee will return to the
work when the leave expires, etc.

Leaves of absence will be considered only after all vacation time has been exhausted. Generally,
personal leaves will not be granted for more than 30 days. The effect that an approved personal leave
will have on job reinstatement, benefit continuation and the
like, will vary depending on the length and circumstances of your leave. For more details, contact
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Team Member Handbook 5/2013
your manager.

Nondisclosure
Lancaster Wings, Inc possesses confidential information consisting of trade secrets and other
proprietary information concerning its products, processes, and services including recipes, procedures,
customer lists, programs, methods, techniques, improvements, development, marketing and
merchandising.

Employee, in the course of his/her duties, has access to Lancaster Wings, Inc confidential
information. Employee recognizes that Lancaster Wings, Inc’ confidential information is a valuable,
special and unique asset of Lancaster Wings, Inc’ business.

All of Lancaster Wings, Inc’ confidential information remains the property of Lancaster Wings, Inc and
the Employee, except as required in his/her duties to Lancaster Wings, Inc, agrees that he/she will
never, directly or indirectly, during his/her employment or after termination thereof, communicate,
disclose, reveal, or otherwise use in any matter whatsoever any confidential information of Lancaster
Wings, Inc without Lancaster Wings, Inc’ express written consent.

On termination of his/her employment with Lancaster Wings, Inc, employee agrees to leave with
Lancaster Wings, Inc each and every document in his/her possession which is Lancaster Wings, Inc
property, regardless of its confidentiality. Documents include any medium upon which intelligence or
information can be recorded or retriev3ed and includes, without limitation, the original or copies of
written, recorded or graphic matter, however produced or reproduced, including, but not limited to,
letters, correspondence,
facsimiles, e-mail, contracts, records, notes, transcriptions, objects, computer disks, CD- ROM disks,
telephone numbers, telephone lists, customer lists and any other tangible thing.

Employee has carefully read this Non-Disclosure Agreement and agrees that these provisions are
necessary for the reasonable protection of Lancaster Wings, Inc’ business. Employee agrees that in
the event of breach or threatened breach by Employee of any provision of this Agreement, Lancaster
Wings, Inc shall be entitled to
an injunction restraining Employee from violating any provision of this Agreement and Employee
irrevocably gives his/her consent to the issuance of such an injunction. Lancaster Wings, Inc’ right to
an injunction shall not limit any other right to which Lancaster Wings, Inc is entitled.

Any action or proceeding of any kind shall be brought in appropriate court of competent jurisdiction
(state or federal).

The provision contained in this Non-Disclosure Agreement shall be considering conditions of


employment of Employee with Lancaster Wings, Inc. Employee agrees to the terms and conditions in
consideration of his/her employment.

Acknowledgement of Receipt of Employee


Orientation Handbook and At-Will Employment
33
Team Member Handbook 5/2013
I have received a copy of the Employee Handbook. I understand that I am responsible
for the information contained in this handbook and must comply with all the Company’s
policies and rules. Any oral representations contrary to the information contained in this
handbook may be invalid and should not be relied upon. The Company has the right to
change or depart from any policy except that any change to an employee’s “at-will”
status may only be made in writing signed by the owner/operator of the Company. The
information in this handbook supersedes previous handbooks and workbooks.
Employment and compensation can be terminated with or without notice and with
or without cause at any time at the option of either the Company or me.

Employee Name (print)

Employee Signature

Store/Work Location Date

The Company is committed to providing a work environment free of harassment. Sexual


harassment, as well as harassment based on sex, race, age, religion, color, disability,
national origin, or any other protected group, which may include but not be limited to
marital status and sexual orientation, is against the law. Any employee found to have
acted in violation of this policy will be subject to disciplinary action, up to and including
termination.

I will treat every person I interact with while working for the Company with dignity and
respect, and in accordance with the Non-Harassment/Sexual Harassment and Equal
Employment Opportunity policies, and state and federal laws prohibiting harassment.

Employee Signature Date

Original: Keep in Employee’s file.

Uniform Type: Front of House / Heart of House (Kitchen)

Uniform Style: M / F

Uniform Size: XS / Small / Med / Large / XL / XXL

Day Monday Tuesday Wednesday Thursday Friday Saturday Sunday

Day Shift

Night Shift

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Team Member Handbook 5/2013