LOTSA Employee Handbook 102617 - LOTSA Stone Fired Pizza · Title: Microsoft Word - LOTSA Employee...

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EMPLOYEE HANDBOOK Colmont Restaurant Group, LLC Revised July 2017

Transcript of LOTSA Employee Handbook 102617 - LOTSA Stone Fired Pizza · Title: Microsoft Word - LOTSA Employee...

Page 1: LOTSA Employee Handbook 102617 - LOTSA Stone Fired Pizza · Title: Microsoft Word - LOTSA Employee Handbook 102617 Author: adigangi Created Date: 3/8/2018 9:50:36 AM

EMPLOYEE HANDBOOK

Colmont Restaurant Group, LLC

Revised July 2017

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Welcome Who We Are LOTSA Stone Fired Pizza is dedicated to creating a Fast, Fresh, and Fun experience for our guests. We create fresh pizza from dough to done in five minutes. Our goal is to make each guest feel satisfied with his or her meal, whether they build their own or choose from one of our signature combinations. Our stores are comfortable, with music and tvs for entertainment, nooks for relaxing, and large tables to accommodate the whole crew. We are here to serve piping hot, fresh pizzas when you want them, whether you want to order takeout for lunch, an easy dinner with the family, or a post bar-hopping late-night meal. LOTSA is the new neighborhood pizza joint for the person on-the-go. At LOTSA we accomplish our mission to be fast, fresh, and fun with teamwork. We’re organized, communicative, and honest with each other. Each LOTSA employee plays a vital role in creating a good guest experience and is held accountable for their contributions to the team. As a LOTSA employee you strive to get better every day and with the help of our training program we hope to guide you on your path to success. Our History and Timeline The Recipe for LOTSA Success The story behind LOTSA’s 150-second stone fired pizza concept has humble beginnings. In a crowded pizza market, dominated by low-quality “conveyor belt” pizza, our Founder realized there was a need for fast, high-quality, custom-made pizza served at a fair price. Having a son in college at the time inspired him to create a fun, safe environment where students could go late at night to socialize, eat good, inexpensive food and hydrate after a night out. In October 2015, the first LOTSA Stone Fired Pizza restaurant opened its doors to the community in Morgantown, West Virginia and West Virginia University students and quickly become an immediate hit with our guests. Combining fast, fresh, and delicious yet affordable pizza with a fun, late-night atmosphere proved to be a recipe for success. In just two years, LOTSA has expanded to 11 restaurants across nine states, with most locations in college towns. LOTSA’s success is due in large part to the ideas, commitment and energy of its employees. We are not run by a large corporate entity. We are a startup where everyone’s daily contributions make an enormous impact on how we operate. By joining LOTSA, you have the opportunity to shape our future and be a part of history in the making. Welcome to the team! Now let’s get started doing great things together.

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Our Values You have been chosen because we believe you will make an excellent member of the LOTSA team! At LOTSA we attribute success to applying the following values every day: Honesty and Trust, Organization, Teamwork, Personal Accountability, Improve Every Day, and Empathy. You have been chosen because you also hold these values. Using our values, we can champion our LOTSA standards.

1) Honesty and Trust. We are honest and fair. We treat everyone with respect. We have zero tolerance for any dishonest conduct.

2) Organization. We are personally organized and efficient. We learn to leverage the processes, systems and standards provided by the company.

3) Teamwork. We work together to support the success of our team. We respect diverse backgrounds and points of view.

4) Personal Accountability. We meet commitments and ensure results and expectations are made clear. Accountability of an employee is to complete the tasks they are assigned, to perform the duties required by their job; and to be present for their proper shifts in order to fulfill or further the goals of the organization.

5) Improve Every Day. We need to work hard to exceed both our customers and associates expectations. When we improve, we can grow the guest experience, our individual careers, and the success of the company.

6) Empathy. Empathy absorbs emotion. We listen actively and relate with understanding. We express a sincere desire to help. We exceed expectation.

At LOTSA we ensure that these six values are upheld in every store for every guest, so that every visit is Fast, Fresh, and Fun!

1) Fast. The guest should have their pizza from dough to done in five minutes! Our guests not only value their time, but also have a taste for a premium meal without entering a drive-thru - we can and will satisfy our guests’ desires for quality and quickness.

2) Fresh. We strive to provide the freshest product at all times. Whether that is at 11:00am or 3:00am, we promise to always provide a quality meal to our guests.

3) Fun. We promise to work together to provide a fun atmosphere for our team members and guests. This is OUR house where everyone is welcome and provided a space to enjoy good people, great food, and Lotsa fun.

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Introduction This Handbook contains only general information and guidelines. It is not intended to be comprehensive or to address all the possible applications of, or exceptions to, the general policies and procedures described. In addition, no single document can give employees an answer for every situation or dilemma that may arise. If your judgment and this document do not provide the answer, use other resources that are available, such as your supervisor, materials provided upon hire, or the appropriate department such as the Human Resources or Legal Department contained or employ within the Colmont Restaurant Group, LLC, DBA LOTSA Stone Fired Pizza, “LOTSA”. This Handbook and the information in it should be kept confidential. No portion of this handbook should be disclosed to others, except LOTSA employees and others affiliated with LOTSA whose knowledge of the information is required in the normal course of business. This Handbook is not a contract, and nothing contained in this Handbook is an enforceable promise of any kind. Rather, this Handbook is to tell you about the current policies, benefits, rules and procedures that apply to our operations. It is intended solely for informational purposes.

Code of Conduct At LOTSA we abide by a code of conduct. If any employee witnesses any conduct that he or she believes is inconsistent with this Code, LOTSA expects the employee to notify immediately one or more of the people designated below. Any Shift Manager, General Manager, Regional Manager Any member of the Human Resources staff, or Any member of the Senior Management team All concerns will be taken seriously and treated in a confidential manner. If you are uncertain about something you intend to do while conducting LOTSA business, you should seek advice before acting. It is also your responsibility to let us know if you see or learn of something that suggests any law or LOTSA policy has been violated. LOTSA does not tolerate retaliation against any employee who raises concerns or questions regarding a potential violation of any laws or LOTSA policies that he or she reasonably believes to have occurred. LOTSA takes seriously reports of possible violations of any of its policies. As appropriate, we will investigate and take action, including taking steps to prevent a recurrence of any problems. Your cooperation will be required in any investigation. LOTSA requires all employees to follow the law and to act honestly and ethically in conducting our business. We are each responsible for our own conduct. No one has the authority to approve illegal acts, and an illegal act cannot be justified because a superior “ordered it”. LOTSA does not permit an employee to direct or encourage another employee to violate the law or to otherwise act improperly.

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Failure to comply with the law or any of LOTSA’s policies can have severe consequences for LOTSA and the employees involved. Any employee who fails to meet the obligations set forth in this Handbook or the law will be subject to discipline, up to and including dismissal. Discipline also may be imposed if an employee fails to report violations of policies, or the law; if an employee retaliates against another employee for reporting a violation or cooperating in an investigation, or otherwise act dishonestly; if an employee lies or deliberately withholds relevant information in making a report or during an investigation; if an employee directs others to violate any policies, or the law; or if the circumstances indicate a supervisor has failed to adequately or properly perform their supervisory duty. All employees are required to acknowledge upon hire, that they have read understand and are in compliance with the Employee Handbook. Abiding by the Employee Handbook is a condition of continued employment with LOTSA. The procedures, practices, policies and benefits described in this Handbook may be modified or discontinued at any time, for any reason without prior notice. It is your responsibility to review it periodically and follow all policies and procedures as indicated in this Handbook.

Definition and Application This Handbook applies to all of LOTSA’s operations. The term “Legal Department” means any attorney employed by LOTSA. The term “employee” includes LOTSA employees and corporate officers in regard to their LOTSA duties and as appropriate and relevant to the exercise of those duties. To maintain a professional restaurant with quality food, excellent service, and reasonable prices, we have determined a minimum number of policies and procedures that must be followed; however, the policies and procedures contained in the Handbook may be summarized and may not be all-inclusive of the policy and procedure standards that you will be expected to meet. We require, in the interest of achieving these goals, that you familiarize yourself with and conform to these policies and procedures.

Compliance with Laws and Regulations LOTSA is committed to full compliance with the laws, rules and regulations of the cities and states in which we operate. You must comply with all applicable laws, rules and regulations in performing your duties. If you have a question concerning the legality of your or another employee’s conduct, you should consult with your Supervisor, Human Resource representative, or Legal Department.

Anti-Discrimination and Anti-Harassment

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LOTSA is committed to a work environment in which all individuals are treated with respect and dignity. LOTSA believes every employee has the right to work in a professional atmosphere that promotes equal employment opportunities and that is free of unlawful discrimination, including unlawful harassment and retaliation. LOTSA expects that all relationships in the workplace will be business-like and free of bias, prejudice, harassment, and retaliation. Legal Definitions of Harassment Sexual harassment constitutes discrimination and is illegal under federal, state and local laws. As defined by the Equal Employment Opportunity Commission (EEOC) Guidelines, sexual harassment is unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when, for example: (i) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment; (ii) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or (iii) such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment. Note, however, that LOTSA’s policies focus on employee behavior and prohibit behavior that may not qualify as sexual harassment as defined by the EEOC or by law. Sexual harassment may include a range of subtle and not so subtle behaviors and may involve individuals of the same or different gender. Depending on the circumstances, these behaviors may include, but are not limited to: unwanted sexual advances or requests for sexual favors; sexual jokes and innuendo; verbal abuse of a sexual nature; commentary about an individual’s body, sexual prowess, or sexual deficiencies; leering, catcalls, or touching; insulting or obscene comments or gestures; display or circulation in the workplace of sexually suggestive objects or pictures (including through e-mail and text); and other physical, verbal, or visual conduct of a sexual nature. Sex-based harassment, that is, harassment not involving sexual activity or language (e.g., male manager yells only at female employees and not males) may also constitute discrimination if it is severe or pervasive and directed at employees because of their sex. Again, however, LOTSA’s policies focus on employee behavior and prohibit behavior that may not qualify as sexual harassment as defined by the EEOC or by law. Harassment on the basis of any other protected characteristic is also strictly prohibited. Under this policy, harassment is verbal or physical conduct that disparages or shows hostility or aversion toward an individual because of his/her race, color, age, gender, national origin, disability, pregnancy status, veteran status, religion, sexual orientation, marital status, or any other status protected by law or that of his/her relatives, friends, or associates, and that: (i) has the purpose or effect of creating an intimidating, hostile, or offensive work environment; (ii) has the purpose or effect of unreasonably interfering with an individual’s work performance; or (iii) otherwise adversely affects an individual’s employment opportunities. Harassing conduct includes, but is not limited to: slurs, or negative stereotyping; threatening, intimidating, or hostile acts; degrading jokes and display or circulation in the workplace of written or graphic

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material that disparages or shows hostility or aversion toward an individual or group (including through e-mail). Individuals and Conduct Covered These policies apply to all applicants and employees, and prohibit harassment, discrimination, and retaliation whether engaged in by fellow employees, by a supervisor or manager, or by someone not directly connected to LOTSA (e.g., an outside vendor, consultant or guest). Conduct prohibited by these policies is unacceptable in the workplace and in any work related setting outside the workplace, such as during business trips, business meetings, and business-related social events. Retaliation Is Prohibited LOTSA prohibits retaliation against any individual who reports discrimination or harassment or participates in an investigation of such reports. Retaliation against an individual for reporting harassment or discrimination or for participating in an investigation of a claim of harassment or discrimination is a serious violation of this policy and, like harassment or discrimination itself, will be subject to disciplinary action. Investigative Process

● Step One: When a complaint is submitted to Human Resources, an immediate investigation will commence.

● Step Two: Human Resources will talk to both parties maintaining strict confidentiality. Human Resources will attempt to identify the type of harassment and the frequency.

● Step Three: HR will review their finding with a senior member of management and provide their recommendation for discipline (or not) based on their findings.

● Step Four: The parties will be informed of the status of the investigation.

Open Door LOTSA has an obligation to ensure that you are treated fairly and promotes an atmosphere whereby employees can talk freely with members of the management team. Everyone, from time to time, has an idea, question or occasional problem relating to his/her job or to the company in general. We encourage you to communicate and openly discuss these thoughts as we believe that feedback from employees will help us to improve every day. When you have an idea, problem or concern, please follow these steps immediately:

● Talk with your immediate supervisor. ● If you are not satisfied after meeting with your immediate supervisor, or if you are not

comfortable talking to your immediate supervisor given the circumstances, schedule an appointment with your HR Rep or Senior team member. We encourage you to present your ideas and solve your problems with your supervisor as he/she typically has the best understanding of the facts and considerations related to your specific idea, problem or concern.

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LOTSA is interested in all of our employees’ success and happiness with the company. We welcome the opportunity to help employees whenever feasible. Please remember that problems cannot be solved unless LOTSA is aware that a problem exist.

Equal Employment Opportunity LOTSA is an equal opportunity employer. In accordance with the applicable law, we prohibit discrimination against any applicant or employee based on any legally-recognized basis, including, but not limited to: veteran status, uniformed service member status, race, color, religion, sex, age (40 and over),pregnancy (including childbirth, lactation and related medical conditions), national origin or ancestry, physical or mental disability, genetic information (including testing and characteristics), sexual orientation or any other consideration protected by federal, state or local law. Our commitment to equal opportunity applies to all persons involved in our operations and prohibits unlawful discrimination by any employee, including supervisors and co-workers. Complaint Procedure Any employee who believes that he or she has been harassed, discriminated against or subject to retaliation by a co-worker, supervisor, agent, client, vendor or guest of LOTSA in violation of the policy, or who is aware of such harassment, discrimination of or retaliation against others, should report the incident or situation to the General Manager and/or Human Resources immediately.

Employment at Will All employees of LOTSA are employed-at-will, which means that your employment has no definite term. You may terminate your employment at any time, with or without cause, and with or without notice, and LOTSA has the same right. This policy supersedes any other communication, assurance or promise which may have been made to you at any time, whether oral or written. No representative of LOTSA, other than one of the officers of the Company, has any authority, at any time, to enter into any agreement of employment for any specified period of time, or to assure any other personnel action relating to your employment. In order to be valid, any agreement must be in writing and signed by both you and an officer of LOTSA. The information contained in this Handbook does not imply or guarantee continued employment or any other contractual relationship. These policies and procedures may be changed at LOTSA’s discretion.

Confidentiality LOTSA guests love our food so much that they are often very curious about the ingredients and how they are made. Our ingredients and procedures are very special and have come about through a lot of time and effort. We have an obligation to protect these secrets. If a guest asks you specifics about our food, please make sure to keep your answers vague, however, we

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should accurately answer any questions regarding potential allergens. If a guest continues to probe and is not satisfied, please ask for assistance from your supervisor.

Guest Relations As an employee, you make a major contribution to our business growth. Your honesty, integrity, and competence in performing your job are necessary for guest satisfaction. Your ability to develop positive guest relations is essential to our success.

Pay Day and Payroll Information Paydays at LOTSA occur bi-weekly, paid every other Friday (or as required by state law). The official payroll week begins on start of on business Monday morning and ends on close of business on Sunday night, unless otherwise determined by state or local law. See additional details below:

● If payday falls on a holiday, you will receive your pay on the working day before the holiday.

● Check stubs can be viewed in ADP. ● Live checks are mailed to your restaurant until you sign up for direct deposit. ● If you have questions about your paycheck, contact your supervisor immediately. ● It is prohibited to discuss your wages with anyone except your supervisor.

ADP WORKFORCE NOW ADP is a secure online system that allows you to do many things such as view and print your paycheck stubs and change personal information such as your mailing address, and emergency contact information. Please visit https://workforcenow.adp.com/ to access the ADP Workforce Now. OVERTIME Overtime premium pay (time and a half) will be paid for any work performed by an hourly employee in excess of forty hours in one work week. A workweek is defined as a seven-day period from Monday through Sunday. TIPS Any tips received for employees (both via credit card and cash) must be reported at the end of their shift. This process adds the tips into the employee’s taxable earnings and accumulates the tips for W2 reporting. DIRECT DEPOSIT Your pay can be electronically deposited into a checking account, savings account or split between multiple accounts. The accounts may be at a bank, credit union or other financial

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institution and you may do business with any institution of your choice. Simply complete the Direct Deposit Authorization form. Direct Deposit is encouraged by all employees in the corporation. When you sign up for direct deposit during your orientation, your supervisor will enter the information when they set you up in our HR/Payroll System. LOST CHECK If you are issued a live check and you lose it, you must tell your supervisor immediately. He/she will have you complete a Stop Payment Form and send it to Payroll to put a stop payment on the check and make arrangements for another check to be issued after funds are returned to LOTSA (this can take 3-5 business days). You will be charged a $25 fee for the replacement check and it will be mailed to your restaurant.

Wage and Hour Rules LOTSA has a compensation and benefits package for its employees. As an employee, your job is classified according to the nature of your employment. LOTSA is committed to following all applicable federal, state and local minimum wage, overtime wage, child labor and other wage and hour laws and regulations. To ensure that all work performed for LOTSA is compensated correctly, it is essential that all work time is recorded and reported accurately. Every employee is responsible for this important recordkeeping task, both for you and for any employees whom you supervise. If you have questions about your classification, or any other wage and hour issues, consult with your supervisor or the information provided to you upon hire. Any problems with recordkeeping or any inaccuracies in compensation should be reported promptly to your Manager.

Clocking In and Out Crew Members To ensure you get paid accurately each pay period and to avoid requiring a paycheck correction, always clock in immediately at the start of your scheduled shift, when you are in proper attire and ready to work. Do not clock in prior to your scheduled time to begin unless you are asked to do so by the Manager in Charge. Before you leave for the day, check in with the Manager in Charge for approval to leave and then clock out. After you have clocked out, a confirmation of your hours worked will print out. Please review this print out and retain it for your records. If this printout is inaccurate you should notify your manager immediately. You are responsible for properly clocking in and out and any intention to be dishonest or deceitful may result in disciplinary action, up to and including termination. Managers You must clock in and out to perform manager functions on the POS (Point-of-Sale). In the event you must edit your punch time, you must contact your supervisor for permission. Any edits made with the intention to be dishonest or deceitful may result in disciplinary action, up to and including termination.

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Work Week and Schedule for Restaurant Employees The staffing of our restaurants is very important and schedules are created based on a number of factors as outlined below. Your schedule will depend on the shift and position to which you are assigned. The following policies will help our operations run efficiently and allow you the time off you require.

● Hours of Operation: Associates who are responsible for opening procedures may

be scheduled to arrive up to four hours before the restaurant is officially open for business. Those responsible for closing procedures may be scheduled to work one to two hours after closing. LOTSA work week begins on Monday and ends on Sunday unless otherwise determined by state or local law.

● Your Availability: LOTSA has certain scheduling requirements during peak business hours (lunch, dinner, late night, weekends, special events, and holidays). Your availability should be provided to your supervisor at the time of hire. Any changes to your availability should be submitted immediately through our scheduling program. Events may occur that result in you being called into work when you are not scheduled. Also, there may be times when you will be asked to work beyond your scheduled hours. Your cooperation at these times is appreciated and you will be released when the need for your services has passed.

● Schedule Requests: Requests for days off must be submitted to your supervisor two weeks prior to the requested date via HotSchedules. Requests will be accommodated whenever possible. The schedule will generally be posted by 5:00 p.m. on Thursdays for the following week.

● Holidays: Restaurants are closed in observation of the following holidays, however, are subject to change by LOTSA:

o Easter Sunday o Thanksgiving o Christmas Day

● Tardiness and Absence: Each employee must arrive ready for work when

scheduled, in proper attire as defined in section Uniform Policy. When you are absent, other employees must cover the responsibilities. If you cannot report for your scheduled shift you must speak with your supervisor directly at least three hours prior to your scheduled start time. You are responsible for your shift, and must find coverage to be released. Texting your supervisor letting him/her know you will not be at work is not permitted. Consistent tardiness or absences will lead to disciplinary action up to and including termination.

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No Call + No Show = No Job (Job Abandonment) Please remember the following:

● It is your responsibility to check the posted schedule regularly because it may change due to business fluctuations.

● LOTSA management reserves the right to determine employees’ schedules as business operation dictates.

Employees are not to be in work areas if they are not on a scheduled shift. In addition, employees are not to remain in the restaurant in non-work areas if they are not performing work or eating in the normal course of being a guest. In addition, non-LOTSA employees and off-duty employees are not permitted in the back-of-the-house and are never allowed to perform LOTSA work.

Cash Handling Policy Many team members will function as a cashier on a regular, periodic, or temporary basis, depending on the needs of the Restaurant at any given time. The role of cashier is very important. Because you will be handling cash, credit, and coupons. It is very important that you understand what is expected of you in this aspect of your job. Some of the key rules and guidelines that apply to cashier functions in our Restaurant are as follows:

1. At the beginning of your shift, you should verify the beginning cash total in your cash drawer by counting the entire drawer in the presence of a Manager. If you fail to count the drawer, it will be assumed that you agree with the beginning total determined by the Manager.

2. You should not allow any other team member (including Managers) to use your cash drawer.

3. Should it be necessary to obtain change during your shift, contact a Manager to make change. Cashiers should not make change with other Cashiers.

4. Should it be necessary to skim (take money from) your drawer, both the Cashier and Manager should verify, record, and initial the amount of the skim on the Cashier Paid-Out Summary Ticket.

5. When you finish your shift, you may only count your drawer in the presence of the Manager. If you decide not to count your drawer with the Manager, the Manager will count the drawer and it will be assumed that you agree with the ending cash and coupon total determined by the Manager.

6. It is against Restaurant policy to undercharge a guest, ring up an unauthorized discount or pass food across the counter without payment. Any such incident may result in serious disciplinary action, including but not limited to immediate termination of employment, as well as possible prosecution.

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7. Team members should never store or place cash or coupons in their pockets or any place other than the cash drawer.

You are responsible for the cash, credit, and coupons that you process during your shift. Any action by a team member contrary to this policy will result in disciplinary action, up to and including termination of employment. Negligent or purposeful losses may result in forfeiture of pay to the extent allowed by applicable law. Additionally, you should understand that the Company may investigate all losses for possible prosecution. All team members, as a condition of employment, are required to cooperate with any investigation conducted by the Manager, another authorized representative of LOTSA, or any authorized law enforcement agency.

Employee Meal Program LOTSA provides employees a meal benefit. Associates receive a 50% discount off the regular price of all menu items with the exception of bottled drinks and desserts. Employees working more than 8 hours during a scheduled shift will receive one free menu item. All meals must be rung up by a Manager in Charge.

Employee Breaks Employees are entitled to a 20-minute, paid break for every 6 hours of work in one day and a 30-minute, paid break for every 8 hours (except where indicated otherwise per state law).

Tardiness and Absences We take tardiness and absence very seriously. You must arrive at your scheduled time ready to work (5 minutes late to work, or on time but not in your uniform doesn’t count). If you will be late due to an unexpected circumstance, call your supervisor and let him/her know immediately. Each time you are late, even with a valid excuse, it will be documented in your file. LOTSA values you and in order for the business to operate efficiently, the store must be properly staffed. Therefore, when there is a pattern of excessive call offs, absenteeism, tardiness, etc. disciplinary action will occur up to and including termination. If you are ill or cannot report for your scheduled shift for any reason, you must call your supervisor at least 3 hours prior to your start time. If that is not feasible, contact your supervisor as soon as possible. Any illness reported must be followed up with documentation from a physician to return to work. If a situation arises in which you know in advance that you will have to miss your shift, let your supervisor know immediately so that he/she can work with you to make proper accommodations. When you call to report tardiness or absence, you must speak directly to one of your supervisors. Do not leave a message with any other employee. It is not permissible to text your supervisor to report tardiness or absence.

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It is very important that you contact your supervisor about every instance of tardiness or absence. Failure to report for your scheduled shift without calling your supervisor is considered job abandonment and we will assume you have resigned your position. Remember: No Call + No Show = No Job (Job Abandonment)

Uniform Policy You must maintain a high standard of personal hygiene and grooming when you are at work. Remember that you are always representing LOTSA, even while off-duty. You must adhere to the following guidelines at all times. ATTIRE The company has LOTSA branded shirts and hats for all new employees. At your orientation you will be provided our Uniform Payment Agreement. After two paychecks your uniform cost will be deducted from your paycheck. It is your responsibility to maintain the quality and fresh appearance of company provided gear. If your shirt or hat is lost, frayed, or permanently stained or deemed to be below company standards, it will be your responsibility to replace such old gear immediately at your expense. Additional dress standards are as follows:

● Closed toe shoes only. No flip flops, sandals, boots or clogs are permitted. ● Blue or Black jeans may be worn as long as they are clean and in good condition. Jeans

should not be stained, soiled or torn. ● LOTSA shirts must be worn at all times and maintained in good condition. ● Plain (no logos) black or white long sleeve shirts may be worn underneath a LOTSA shirt. ● A company issued/approved hat or visor must also be worn and the condition

maintained. ● Clean red apron. Aprons are provided on site and maintained by LOTSA.

PERSONAL APPEARANCE Personal Hygiene

Pay special attention to your daily personal hygiene. Bathe, brush your teeth, use deodorant, and wash your hair before coming to work.

Hair Restraint/Covering

Long Hair, shoulder length or longer, must be tied back. Long hair cannot be tied up on top of the head or to the side, it must be restrained so it flows down your neck or back. The “pony tail” must not be able to contact or hang over food while prepping it.

Hair should not hang in your face. Long bangs or hair that hangs over the eye or beyond must be restrained back or to the side and tucked under your hat.

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Facial Hair (beards, moustaches, goatees, etc.) Facial hair must be trimmed No “scruffiness” is allowed

Makeup

Makeup is allowed but must be tasteful and not excessive or extreme.

Rings Only one ring is allowed on each hand. If the ring(s) tears food-handling gloves, then the ring(s) must be removed while

working. Jewelry on wrists/arms must be limited to one watch only, and no decorative

gems/stones or charms. No bracelets/bands/string of any kind may be worn on wrists/arms

Earrings

Only one plain stud or simple hoop earring is allowed in each ear. Earrings should not contain decorative gems/stones or charms.

Earrings must be shorter than 1 ½ inches in total length. Grommets must be no larger than ½ inch in diameter

Fingernails

Fingernails must be kept neat, clean, and trimmed. Nail Polish of any kind is not allowed.

Perfume/Cologne

Perfume/cologne is allowed in moderation. We don’t want your perfume/cologne to compete with the smell of our food.

Be considerate of others.

General Policies HAND WASHING Every LOTSA employee must wash and sanitize their hands while at work using the proper method:

1) Turn on faucet 2) Lather hands and exposed portions of arms with soap for at least 10-15 seconds. To

assist you in knowing how long that is, set a timer or watch clock for about 10-15 seconds or sing Happy Birthday twice while hand washing.

3) Rinse hands. 4) Dry hands with a single use towel.

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5) Turn off faucet with the single use towel or other non-hand operated means. You should follow this method every time you wash your hands. You are required to wash your hands during the following times:

● Before starting a shift. ● Before food handling. ● After changing job assignments or stations. ● After eating. ● After using the restroom.

SMOKING LOTSA is a smoke-free environment. Smoking or the appearance of smoking is not permissible with any type of cigarette, prop or device including but not limited to e-cigarettes or digital vaporizers, and this is never allowed in any area of the restaurant or on LOTSA property, including the trash area before, during or after your shift on company premises. It is unacceptable to begin your shift smelling of smoke. Be prepared for your shift by not smoking immediately prior to your shift. Smoking or using any type of tobacco/smoking device or prop is prohibited anywhere within view of our guests while clocked in or in LOTSA attire. Any violation or disputes arising from this policy should be immediately reported to your supervisor or HR Rep. If a guest enters the restaurant with a lit cigarette, electronic cigarette, cigar or pipe or any type of tobacco or e-smoking device politely request for them to put it out or finish it outside before coming in to eat. If asked “why” explain that LOTSA is a smoke free environment. PARKING Employees must park in the designated area determined by your supervisor. PHONE CALLS, CELL PHONES & PAGERS This policy applies to any personally owned device capable of placing or receiving phone calls, messages, text or video messages, or with access to the internet or email.

Cell Phones in the Restaurant – Staff ● Non-management level employees are prohibited from cell phone use while at work.

This prohibition includes receiving or placing calls, text messaging, surfing the Internet, receiving or responding to email or checking for phone messages.

Emergency Use of Cell Phones – Staff

● LOTSA recognizes the fact many of their employees use a cell phone as a means for emergency notification by family, schools, hospitals and other persons or organizations for which emergency contact is necessary. In accordance to this need, please notify all family members, teachers, etc. of your work number in which you will be reachable. Employees will be notified the moment an emergency call is received and will be allowed to do everything the situation calls for.

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Employees who violate this policy will be subject to disciplinary actions, up to and including employment termination. PERSONAL BELONGINGS LOTSA may search any personal belongings brought into the restaurant. Personal items must not be stored in food areas or on top of cases of food. LOTSA is not responsible for lost or theft of any personal items. HOURS OF OPERATION Hours of operation differ based on location of the restaurant. Employees may never close their restaurant outside of normal operating hours without specific direction from Senior Management. Instructions to close a restaurant due to inclement weather, power outages or other occurrences must come from Senior Management. SOLICITATION LOTSA strictly prohibits employees or others from soliciting guests or other employees for anything except products and services offered by the Company in working areas, on working time. LOTSA also prohibits the unauthorized solicitation of employees or guests by outside groups on Company property. Maintain a respectful conversation, but be clear that LOTSA has a no solicitation policy. This includes distributing literature, as well as posting flyers or order forms on facility windows or counters and circulating solicitation via e-mail or in person. PERSONAL RECORDS It is important that we keep all company records accurate as the information in the records affect your pay, deductions, benefits and other matters. For this reason, if you have a change in any of the items below, please notify your supervisor or HR Rep as soon as possible.

● Name: (First, Middle, Last) ● Home Address ● Home Telephone Number ● Emergency Contact ● Number of Dependents ● Marital Status (for insurance purposes) ● Exemptions on your Federal or State W4 Tax Form ● Your immigration status (if your eligibility for employment in the United States is

affected) You may review your file at the discretion of the company and in accordance with all relevant state and federal laws. The following guidelines apply:

● Requests must be submitted in writing to the Corporate office ● Upon approval, you may view your file in the presence of a designated company

representative.

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● Unless mandated by state law you may not mark on or make copies of the documents in the file.

Marketing Policy It is our policy to not partner with outside services or vendors for any in-restaurant event. If we are ever approached to participate in an event with an outside company, including but not limited to where we ask our guests to do something/buy something/listen to something/sign up for something, in order to get free food from LOTSA, we should not be doing any such promotion. Any relationship with any outside party for any promotion must have the Corporate office COO and Legal approval to advance.

Public Relations & Information Disclosure All information disclosed outside of the Company (for example, to media or general public) must be accurate, complete and consistent. We all represent LOTSA. If someone asks you for information refer them to the Corporate Office. Inquiries about former or current employees, such as reference request or employment verification should be referred to the Corporate Office. Do not attempt to answer these questions yourself. Be sure to advise your supervisor of the request. If a member of the media, or someone else, appears unexpectedly at LOTSA and asks to shoot video, take photographs or makes other inquires, immediately notify your supervisor. Do not discuss LOTSA’s business with the individual. The supervisor should contact the VP of Marketing at the Corporate Office to ensure that the correct procedure is followed.

Outside Employment If you are employed by LOTSA in a full-time position, we consider your position here to be your primary employment and priority for your working time. Any outside activity must be approved by senior management and not interfere with your ability to properly perform your job duties with us. If you work for us part-time, you should inform your supervisor of your other employment to ensure it does not conflict with your employment with LOTSA. Your supervisor will inform you if, in the opinion of LOTSA, your other employment appears to be a conflict. If your other job is determined to be a conflict, you may not be employed with LOTSA so long as you are employed in the conflicting job. You may not take any outside job, either for pay or as a donation of your personal time, with a guest or competitor of LOTSA; nor may you do work on your own if it competes with LOTSA in any way including sales of products or services we provide our guests.

Personal Relationships/Fraternization Policy LOTSA is committed to ensuring all employees are treated fairly and consistently. To avoid the potential for perceived preferential treatment, sexual harassment or a conflict of interest, any

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intimate relationship where a person is in a position to influence, either directly or indirectly, any decision concerning the terms and conditions of the subordinates’ employment is prohibited. LOTSA encourages positive working relationships among its employees, especially between supervisors and their direct and indirect reports. Sometimes these relationships also involve socializing or fraternization inside and outside the workplace. These activities can build better communication and trust between employees and supervisors, but they can also result in actual or perceived favoritism and other problems for the work group. For this reason, LOTSA prohibits all supervisors from fraternizing, socializing (including dating), or living with employees who report directly or indirectly to them. All supervisor/subordinate and Corporate staff relationships must be strictly professional. If a personal relationship develops, both individuals are to notify their supervisor or Human Resources representative immediately. We will attempt to accommodate the placement of one of the individuals in a non-conflicting position. However, if that is not possible, we may have no alternative but to terminate one of the individual's employment.

Social Media Policy LOTSA encourages its employees to enjoy their off-duty time. However, certain activities by employees may become a problem if they have the effect of impairing the work of any employee; disrupting the smooth and orderly flow of work within the company; directly or indirectly disclosing confidential or proprietary information; or harming the goodwill and reputation of LOTSA among its guests or in the community at large. In the area of social media (print, broadcast, digital, and online), employee’s use of such media should not produce adverse consequences listed above. The employee responsible for such issues will be subject to counseling and/or disciplinary action, up to and including termination of employment. LOTSA reminds employees that the following guidelines apply for their use of social media both on and off duty:

● An employee should refrain from publishing any personal information about himself or herself, another employee of LOTSA, or a guest in any public medium (print, broadcast, digital, or online) that:

o Has the potential or effect of involving the employee, their co-workers, or third parties;

o Interferes with work of any employee. o Creates a harassing, demeaning, or hostile working environment for any

employee; o Harms the goodwill and reputation of LOTSA among its guests or in the

community at large;

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o Tends to place in doubt the reliability, trustworthiness, or sound judgment of the person who is the subject of the information; or reveals proprietary information or LOTSA trade secrets.

● No employee of LOTSA may use company equipment or facilities for furtherance of non-work-related activities or relationships without the express advance permission of the Supervisor.

● Should you create a personal blog, be sure to provide a clear disclaimer that the views expressed in the blog are the author’s alone, and do not represent the views of LOTSA.

● All information published on an employee blog(s) should comply with LOTSA confidentiality and disclosure of proprietary data policies. This also applies to comments posted on other social networking sites, blogs and forums.

● Social media activities should never interfere with work commitments. ● Do not discuss company guests, employees, or managers without their expressed

consent to do so. ● Do not ignore copyright laws, and cite or reference sources inaccurately. Remember the

prohibition against plagiarism applies. ● Do not use LOTSA logos or trademarks without written consent.

Family and Medical Leave of Absence (“FMLA”) Policy Eligible employees can qualify for up to 12 weeks per year of unpaid leave for certain family and medical reasons. Employees are eligible if they have worked for LOTSA for at least 12 months and have worked 1,250 hours within those 12 months. Leave will be granted for any of the following reasons:

1. To care for the employee’s child after birth or placement for adoption or foster care. 2. To care for the employee’s spouse, son or daughter, or parent who has a serious health

condition. 3. For the employee’s own serious health condition that makes the employee unable to

perform his or her job. The 12-week period is determined on a rolling calendar year based on the start of the leave. In certain circumstances, leave may be granted on an intermittent or reduced schedule basis, as required by law.

The employee must provide 30 days’ advanced notice when the leave is foreseeable. Otherwise the employee must provide as much advanced notice as is practicable. After the employee notifies his/her supervisor, the supervisor will complete a FMLA Request Form. A copy will be provided to the employee. LOTSA may require medical certification to support a request for leave because of a serious health condition, and may require second or third opinions and a fitness for duty report to return to work. For the duration of the leave, LOTSA will maintain the employee’s health coverage under the company’s group health plan as well as other paid benefits (although the employee will be

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expected to contribute the employee share of the premium during the leave). Upon return from leave, the employee will be restored to his or her original position or an equivalent position with equivalent pay, benefits, and other employment terms. Employer Checklist and Steps

● Step One: LOTSA will provide a FMLA request form which must be completed in its entirety. The form must be returned within 15 calendar days of receipt to the employee’s supervisor.

● Step Two: If the form is either incomplete or insufficient HR will specify the information needed and the employee must return the form within 7 days. If after this time period the form is not completed, the leave request may be denied.

● Step Three: LOTSA in its’ sole discretion may send the employed to a health care provider of its own choosing at company expense for an opinion on the need for the requested leave.

● Step Four: If the health care provider’s conclusion differs from the employee request LOTSA may send the employee to a second health care provider again at the employer’s expense and jointly selected by LOTSA and the employee. This final opinion will be binding on both parties.

● Step Five: LOTSA will notify the employee of the final decision. Employee Checklist and Steps

● Step One: The employee must request the FMLA from Human Resources and provide sufficient information to determine if the request qualifies him/her for FMLA protection. The form must be returned within 15 days of receipt.

● Step Two: Obtain medical certification supporting the need for leave due to a serious health care condition affecting you or an immediate family member. Your doctor will need to fill out the Physician's Statement.

● Step Three: The employee is required to report in at least once every two weeks during their leave regarding their status and intent to return to work or at any other time your intent to return to work changes.

● Step Four: Before returning to work the employee needs to obtain a release to work from their doctor documenting your readiness and ability to return to work and stating any limitations you may still have before you are allowed to return to work.

Reasons for Reprimand or Termination Consistent with our Mission and Values, it is important for all employees to be fully aware of the rules which govern our conduct and behavior. In order to work together as a team and maintain an orderly, productive and positive working environment, everyone must conform to standards of reasonable conduct and policies of the Restaurant. AN EMPLOYEE INVOLVED IN ANY OF THE FOLLOWING CONDUCT MAY RESULT IN DISCIPLINARY ACTION UP TO AND INCLUDING IMMEDIATE TERMINATION WITHOUT A WRITTEN WARNING.

● Invalid Work Authorization (I-9 form)

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● Supplying false or misleading information to the Restaurant, including information at the time of application for employment, leave of absence or sick pay

● Not showing up for a shift without notifying the Manager on duty. (No call, no show, no job)

● Clocking another employee “in” or “out” on the Restaurant timekeeping system or having another employee clock you either “in” or “out”

● Leaving your job before the scheduled time without the permission of the Manager in Charge

● Arrest or conviction of a felony offense ● Use of foul or abusive language ● Disorderly or indecent conduct ● Theft of guest, employee or Restaurant property including items found on Restaurant

premises ● Theft, dishonesty or mishandling of Restaurant funds. The failure to follow cash, and or

credit card processing procedures ● Refusal to follow instructions ● Engaging in harassment of any kind toward another employee or guest ● Failure to consistently perform job responsibilities in a satisfactory manner within the

30-day orientation period ● Use, distribution or possession of illegal drugs on LOTSA property or being under the

influence of these substances when reporting to work or during work hours ● Waste or destruction of LOTSA property ● Actions or threats of violence or abusive language directed toward a guest or another

staff member ● Excessive tardiness ● Habitual failure to punch in or out ● Disclosing confidential information including policies, procedures, recipes, manuals or

any proprietary information to anyone outside the Restaurant ● Rude or improper behavior with guests including the discussion of tips ● Smoking or eating in unapproved areas or during unauthorized breaks ● Failure to comply with LOTSA’s personal cleanliness and grooming standards ● Failure to comply with LOTSA’s uniform and dress requirements ● Failure to report safety hazards, equipment defects, accidents or injuries immediately to

management

Guest Protection Our commitment to quality also means that we take steps to protect our guests’ health and safety. You must do your part by following all proper procedures relating to the storage, handling, preparation and service of our products, by working to ensure clean and sanitary conditions in all our facilities, and by continually exploring ways to maintain and improve our quality standards and practices. REPORTING ILLNESS

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The responsibility of the person in charge is to prevent the spread of FOODBORNE ILLNESSES by: Teaching employees the importance of not working when ill. EXCLUDING the employee from working in the food establishment based on the sudden

onset of vomiting or diarrhea or a diagnosed FOODBORNE ILLNESS. RESTRICTING an employee’s duties based on symptoms of FOODBORNE ILLNESS. The responsibility of the food employee is to report to the person in charge: FOODBORNE ILLNESS symptoms:

● Diarrhea ● Fever ● Vomiting ● Jaundice (yellowing of the skin and eyes) ● Sore throat with fever

Lesions containing pus on the hand, wrist or an exposed portion of the arms or other body

parts. Diagnosed Illnesses:

E. coli O157:H7 Campylobacter Hepatitis A Cryptosporidium Shigella Giardia Salmonella Staphylococcus Listeria Norovirus Other food or waterborne illness

BASIC RULES Keep your hands washed.

● Always wash your hands after using the restroom, smoking, touching your hair, eating, sneezing or coughing. If you use latex gloves, change them frequently.

Sanitize everything. ● Besides clean hands, use sanitizing solution to constantly keep counters, cutting

surfaces, and utensils clean. This helps keep food handling areas and preparation tools free of bacteria.

Store food correctly.

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● Raw meat should always be stored below cooked or prepared food. Raw poultry is always placed on the bottom shelf of the walk-in. Keep chemicals and cleaning products away from food products.

● Always follow First In First Out (FIFO) procedures when rotating products.

Safety Policy LOTSA is committed to providing all employees with a clean, safe, and healthy work environment. In order to achieve this goal, we must recognize our shared responsibilities in maintaining a safe work environment. We agree to follow all safety rules and practices, cooperate with officials who enforce those rules and practices, take necessary steps to protect ourselves and other employees, and immediately report any accidents, injuries, and unsafe practices or conditions. ACCIDENT PREVENTION We all have a responsibility to each other to make LOTSA a safe place to work. If you see any unsafe situation or behavior, report it to your supervisor immediately. Below are some examples of situations that must always be reported to your supervisors:

● Wet or slippery floors or stairs ● Equipment that is partially blocking traffic areas ● Exposed or unsafe wires or switches ● Exposed sharp edges of any type ● Equipment that appears to be defective ● Anything that seems to be a fire hazard

If you have or observe an accident involving a personal injury, even if it appears minor, report it to your supervisor immediately. Adhere to the following guidelines to prevent accident or injury:

● Report any condition or practice that appears unsafe to your supervisor immediately ● Use authorized safety gloves when cleaning the slicer or using kitchen knives ● Operate only equipment that you are trained and authorized to use ● Do not block fire corridors or fire exit doors. Furniture, equipment, electrical cords or

trash bags may not be stored in front of exit doors ● Familiarize yourself with the location of all fire extinguishers in our building ● Approach stairwells and intersections carefully. Do not run in the building ● Familiarize yourself with emergency evacuation procedures ● Do not bring unauthorized visitors or children into our building ● Report injuries of any employee (including yourself) or guest to your supervisor

immediately. Your supervisor will assist in arranging for documentation and appropriate medical attention, if necessary.

● If you are injured on the job, you may be entitled to benefits under the Workers’ Compensation law of the state in which you work. LOTSA carries Workers’ Compensation insurance and will assist you in getting all the benefits to which you are

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entitled. To ensure that you receive these benefits when necessary, immediately report every accident or injury, no matter how slight, to your supervisor.

● In case of an emergency, such as a fire or severe injury, call 911 immediately

Video Surveillance LOTSA reserves the right to conduct video surveillance in its restaurants and restaurant parking lots. Employees should be on noticed that they could be under video surveillance in the working areas of the restaurant, public areas of the restaurant, and/ or restaurant parking lots. It is the responsibility of the General Manager and Senior Management to view tapes on a periodic basis and to only be released if dictated by state or federal law. Video footage is not to be given out to anyone other than police officers.

Substance Abuse and Weapons In order to promote the safety of our employees, guests and suppliers, LOTSA has a strict policy regarding substance abuse and weapons. You also may not use or possess illegal drugs or controlled substances on LOTSA property or while you are engaged in any job-related activity. Employees may not report to work with alcohol, illegal drugs or controlled substances in their system. Employees may not have or possess any weapon while in a LOTSA store or on other LOTSA property, to the extent allowed by law. In the event LOTSA discovers an employee at work is under the influence of drugs or alcohol, that employee will be immediately suspended (with a witness).

● The following day or as soon as reasonably possible, LOTSA will investigate the matter with the employee

● In general, immediate dismissal is the consequence as LOTSA does not tolerate any drugs/alcohol use on premises; each situation will be reviewed on a case-by-case basis.

● In the event a LOTSA employee voluntarily discloses a drug/alcohol problem, in general, the company may offer assistance, or a leave of absence to take care of themselves.

Performance Reviews/Evaluations At least once a year, your supervisor will review with you a written evaluation of your performance. If you are a new employee, your supervisor may review your progress more often. You will receive a copy of your written evaluation. The original written evaluation will be forwarded to Human Resources and placed in your personnel file.

Benefits Overview ELIGIBILITY Benefits are available to all full-time employees who meet the eligibility requirements as described below:

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● Associates: First of the month following 1 year of employment; and having worked at least an average of 30 hours per week.

● Shift Managers: First of the month following 30 days of employment; and having worked an average of 25 hours per week.

● Corporate Office: First of the month following 30 days of employment. MEDICAL INSURANCE OVERVIEW LOTSA offers medical insurance through Blue Cross Blue Shield and provides an employer cost sharing arrangement. Upon qualifying for health insurance benefits, you will be given the applicable documentation and details of what options are available to you under the plan. LOTSA will continue to provide health care insurance for an employee who misses work for an FMLA covered reason, if the employee participates in the health care plan and the employee continues to pay for his or her share of the premium. If an employee fails to pay his or her share of the premiums while on FMLA authorized leave, his or her health care coverage may be terminated. Coverage will be reinstated if the employee returns to work after his or her FMLA leave. If the employee does not return from their FMLA leave for a reason other than 1) the continuation, recurrence or onset of a serious health care condition; 2) the continuation, recurrence or onset of a covered service member’s serious injury or illness; or 3) other circumstances beyond the employee’s control, the employee will be required to reimburse LOTSA for its share of the premiums. Note: For additional information on FMLA leaves see the FMLA Policy in this Manual.

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Confirmation of Receipt of Employee Handbook I acknowledge receipt of, and have read, the Employee Handbook for LOTSA and I have been given adequate opportunity to ask questions and receive clarification regarding the policies and procedures set forth in the Employee Handbook, and I understand its contents. I understand that I am required to abide by, and agree to abide by the policies as set forth in the handbook or as otherwise adopted or implemented by LOTSA from time to time. I understand that there may be other policies or procedures in effect at LOTSA from time to time that are not included in the Employee Handbook, and I agree to abide by those policies and procedures. I understand that I have no contract of employment with LOTSA for any definite period of time, either oral or written, and that either I or LOTSA may terminate my employment at any time with or without cause or notice. I understand that I am an “at will” employee of LOTSA and that no agent or employee of LOTSA other than the owner, has any authority to alter or make any employment contract other than the “at will” relationship. I understand that neither the handbook nor any provision therein constitutes an employment contract, an offer to enter into an employment contract or part of an employment contract, or confers any contractual rights. I understand that LOTSA may rescind, modify, change, or deviate from the Employee Handbook or any of its policies or procedures at any time, and any such rescission, modification, change, or deviation may become effective regardless of whether the Employee Handbook has been revised or I have been notified. Employee Name: _________________________________ Employee Signature: ______________________________ Date: ___________________________________________ Handbook Date: __________________________________