Employee Handbook

EMPLOYEE HANDBOOK
TABLE OF CONTENTS
EMPLOYEE HANDBOOK ............................................................................................... 1

TABLE OF CONTENTS .................................................................................................. 1
Acknowledgement and Disclaimer for Employee Handbook ........................................... 3
Purpose........................................................................................................................... 4
Nature of Employment..................................................................................................... 4
Equal Employment Opportunity....................................................................................... 4
WORKING GUIDELINES ................................................................................................ 5
90-Day Trial Period...................................................................................................... 5
Definition of Status....................................................................................................... 5
Scheduling................................................................................................................... 5
Reporting to Work........................................................................................................ 6
Parking ........................................................................................................................ 6
Reporting Off Work ...................................................................................................... 7
Leaving Work............................................................................................................... 7
Break Periods .............................................................................................................. 7
Tip Reporting (Servers and Bussers)........................................................................... 8
Minor Employees ......................................................................................................... 8
Pay Periods ............................................................................................................... 11
Overtime .................................................................................................................... 11
Paychecks ................................................................................................................. 11
Hourly Crew Compensation Policy ............................................................................ 12
Resignation................................................................................................................ 13
Dress and Professional Appearance ......................................................................... 14
Safety Shoe Program ................................................................................................ 17
Tobacco Use ............................................................................................................. 18
Telephone Use .......................................................................................................... 19
Employee Information Center .................................................................................... 19
Use of Personal Vehicle ............................................................................................ 20
Dating Policy.............................................................................................................. 20
Injury or Accident While Working ............................................................................... 20
Access to Personnel Files ......................................................................................... 20
Complaint Procedures ............................................................................................... 21
Behaviors That Will Result in Disciplinary Action....................................................... 21
BENEFITS..................................................................................................................... 22
Meal Discounts .......................................................................................................... 22
Holidays..................................................................................................................... 22
Benefits with Eligibility and Enrollment Requirements ............................................... 23
Medical (PPO – Includes Drug).............................................................................. 23
Dental..................................................................................................................... 23
Vision ..................................................................................................................... 23
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Group Life/ADD Insurance ..................................................................................... 24
Voluntary Life/ADD Insurance ................................................................................ 24
AFLAC Personal Cancer Protector ........................................................................ 24
AFLAC Personal Accident Expense (Individual or Family)..................................... 25
AFLAC Personal Recovery Plus (Individual or Family) .......................................... 25
AFLAC Voluntary Indemnity Plan........................................................................... 25
Employee Assistance Program (Individual and Family) ......................................... 26
401(k) Retirement Savings Plan............................................................................. 26
Leave Benefits ........................................................................................................... 27
Vacation ................................................................................................................. 27
Family Medical Leave ............................................................................................ 27
Short-Term Disability Insurance ............................................................................. 27
Long-Term Disability Insurance.............................................................................. 28
Personal Leave of Absence ................................................................................... 28
Jury Duty................................................................................................................ 28
Bereavement.......................................................................................................... 28
POLICIES...................................................................................................................... 30
Workplace Violence Policy .......................................................................... 30
Unlawful Harassment ..................................................................................... 32
Family Medical Leave Policy ...................................................................... 37
Ethics and Integrity .......................................................................................... 43
Electronics Policy ............................................................................................. 45
Drug and Alcohol Testing Policy ............................................................... 48
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Acknowledgement and Disclaimer for Employee Handbook
This is to acknowledge that I have received a copy of Hoss’s Employee Handbook,
which has a revision date of 10/2003 and supersedes any other Handbooks (or policies)
I may have received during my employment. I understand that this Handbook is
intended to serve as a guide to Hoss’s policies, procedures, and benefits, and that all
policies, procedures, and benefits described in the Handbook are at all times subject to
modification by the Company.
I acknowledge that nothing contained in the Handbook creates a binding contract and
that my employment is at-will, which means that it is for no set period of time and may
be terminated by me or the Company at any time with or without cause. Nothing shall
have the effect of changing the at-will status of my employment other than a written
agreement signed by me and a representative of the Company specifically changing
that status.
Additional copies of the Employee Handbook can be found on Hoss’s website at

www.hosspeople.com, or a copy can be requested from a manager.
If I have questions, I may contact my management team or the Human Resources

Department. You may also call the Hoss’s confidential employee hotline at 1-800-621-
0270 ext. 2345 or send an email to people@hosscorp.com.
Included in the handbook are:
Working Guidelines
Workplace Violence Policy
Unlawful Harassment Policy
Family Medical Leave Policy
Ethics and Integrity Policy
Electronics Policy
Drug and Alcohol Testing Policy
Employee Name _________________________________________________
Employee Signature ___________________________ Date ______________
Witness Name ___________________________________________________
Witness Signature _____________________________ Date ______________
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EMPLOYEE HANDBOOK
Purpose
This manual is designed to acquaint you with Hoss’s Steak and Sea House and to
provide you with information about working conditions, employee benefits, and company
policies affecting your employment. It describes many of your responsibilities as an
employee and outlines the programs developed by Hoss’s to benefit you. You should
read each of this handbook’s provisions carefully and direct any questions you have
about Hoss’s policies to your General Manager or the Human Resources Department.
It is important to realize that no policy manual can anticipate every circumstance that
will occur or every situation that will develop. As Hoss’s faces new and different
situations, the need will arise from time to time to change the policies described in this
manual, or to modify the way the policies are applied. Some of our policies are affected
by federal and state law, which is also subject to change. For these reasons, Hoss’s
reserves the right to revise, supplement, or rescind any portion of this manual as
management deems appropriate, at its sole and absolute discretion. We will attempt to
provide advance notice of any such changes, however, this is not always feasible.
Therefore, Hoss’s retains the right to make changes to the manual without prior notice
to employees. The most up-to-date copy of this handbook is available on Hoss’s
employee website, www.hosspeople.com, or from a manager.
Nature of Employment
Employment with Hoss’s Steak and Sea House is voluntarily entered into by both the
employee and Hoss’s, and we hope that our relationship with our employees will be
mutually satisfying and beneficial. However, we recognize that an employee may resign
his/her employment at any time and for any reason. You as an employee should also
understand that Hoss’s has a corresponding right to terminate your employment at any
time, with or without cause.
While it is certainly not our intent or our practice to terminate employees arbitrarily, it is
important that you understand that employees have no guarantee regarding the
duration of their employment. Likewise, there is no limitation on the grounds for which
employees can be terminated, except as prohibited by law.
Equal Employment Opportunity

Hoss’s supports and is committed to equal employment opportunity for all people.
Hoss’s does not discriminate against applicants or employees on the basis of race,
color, religion, ancestry, national origin, sex, marital status, disability, or veteran status.
By adoption of this policy, Hoss’s Steak and Sea House, Inc., assures compliance with
all state and federal laws, and reaffirms its continued commitment to Equal Employment
Opportunity.
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WORKING GUIDELINES
90-Day Trial Period
1. A new employee must read and sign all appropriate documents relevant to
the position prior to starting work.
2. New employees will serve a 90-day trial period commencing on the first
day of work.
3. New employees will be evaluated a minimum of one time in writing within
the 90-day period.
4. A new employee can be dismissed during their trial period or any time
thereafter, if judged to be incapable of meeting Hoss’s standards.
Definition of Status
All employees of Hoss’s Steak and Sea House are foodservice employees and may be
required to work a variety of duties based on business needs.
Full-Time Employees: The General Manager designates full-time employees.

Designation is based on factors including performance, availability, and business
necessity. Designated full-time employees work an average of 36 hours or more per
week in a 12-month period.
Part-Time Employees: Employees who work an average of less than 36 hours are part-
time employees.
Scheduling
1. As an employee of Hoss’s, you may be required to work a variety of days

and hours from week to week. It is necessary to have the majority of
employees work during the weekend when business is at its peak. All
employees may be required to work on certain special days such as
Mother’s Day and Father’s Day.
2. Each employee must complete an availability form when hired and

whenever availability changes. Availability forms must be submitted two
weeks prior to their effective date.
3. The schedule is written from Monday to Sunday on a weekly basis. It will

be posted by Wednesday at 3:00 p.m. of the prior week. Management
reserves the right to schedule employees based on business needs.
4. Requests for specific days off that vary from your normal availability must
be submitted in writing at least two weeks in advance. All schedule
requests are subject to management approval.
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5. If you need a day off after the schedule is written, you will be required to
find your own replacement whose skills are comparable to your own.
These schedule changes must be reported to and approved by a
manager.
6. Special rules regarding working hours apply to minor employees. Refer to

the Minor Employee section of this handbook.
Reporting to Work
1. Employees must enter through the front door during business hours. If
you arrive at work before business hours, enter through the back doors.
2. If employees would like to eat before their scheduled shift begins, you are
permitted in the restaurant in uniform 1 hour before your shift.
3. You must be at your work area at your scheduled time. To facilitate this,
you may punch in 5 minutes before your assigned starting time. The
manager on duty must authorize a starting time that is earlier than this.
4. You are considered tardy for work if you fail to clock in on or within 5
minutes before your scheduled start time. If you determine that you will be
late, you must call the manager on duty to report your delay.
5. All employees who are paid by the hour must punch in and out on the time
clock. No hourly employee is permitted to work if he/she is not punched in
on the time clock. It is the employee’s responsibility to punch in and out in
order to maintain accurate records.
6. All employees who are paid by the hour are given a PIN number upon hire
for entering their time on the time clock. Employees are not permitted to
use another employee’s pin number for any reason.
Parking
1. A specific area of the parking lot has been provided for your car.
2. Employees are not permitted to park in spaces that are reserved for
Hoss’s guests.
3. Hoss’s assumes no responsibility for any automobile or its contents

parked on its lot.
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Reporting Off Work
The staffing of our restaurant is critical and time consuming. Each person who is placed
on the schedule is needed in order to make the shift for that day run smoothly. When a
scheduled member of the staff is absent, it causes disruption to the workday for the
manager and the staff. If you are unable to report for a scheduled shift, your supervisor
must be notified. Failing to report as outlined, may result in disciplinary action.
1. Reporting off work must only be done for necessary and legitimate
reasons.
2. If you are going to report off work, you must speak to the manager on
duty. An employee is not authorized to accept call-offs.
3. If possible, report off work at least 4 hours before the scheduled starting
time or the night before for opening shifts.
4. A manager may request a doctor's excuse on emergency medical call offs.

The doctor's excuse must include dates of appointment and duration that
employee is unable to work or restricted from work.
5. Excessive absenteeism or failure to report to work may result in

disciplinary action up to and including termination.
6. Hoss’s will consider you to have voluntarily abandoned your job if you do
not report to work and fail to contact your manager for three consecutive
days.
Leaving Work
1. Employees will exit through the front doors during business hours.
2. After the close of business, follow evening security procedures that are
established by your location.
Break Periods
1. Unpaid break periods must be a minimum of 30 minutes in length (.50 in

military time).
2. Managers assign all break periods.
3. Breaks are to be taken in a pre-assigned area away from guests.
4. Employees are responsible for keeping the break area clean.
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5. Employees are permitted to leave the store during their break if they
inform the shift manager when they are leaving and when they will return.
6. Special rules regarding break periods apply to minor employees. Refer to

the Minor Employee section of this handbook.
Tip Reporting (Servers and Bussers)
1. All servers and bussers are required to turn in to management a written,

accurate report of the total tips received weekly. Tip reports are
required by the end of each week. This information is necessary to
correctly compute your paycheck.
2. Use IRS Form 4070-A Employee Report of Tips to Employer to report tips
weekly by your last scheduled shift.
3. Failure to submit a tip report form will result in disciplinary action.
4. Servers and bussers are responsible for maintaining personal records of

tips for IRS tax purposes.
5. The law requires you to report 100 percent of the tips you receive.
Failure to report all tips may result in a tip allocation on your W-2.
Minor Employees
Certain requirements and restrictions apply to the employment of minors (ages 15, 16,
or 17), including the types of duties and the number of hours they can work. Due to
scheduling limitations, 14-year olds will not be hired.
1. Work Permits:
a. A work permit issued by the School Administrator for the minor

employee must be received before any minor can begin working at
Hoss’s. (A copy of the original work permit is acceptable.)
b. In Pennsylvania, a work permit is required for all employees under

18 years of age.
NOTE: There is an exception in Pennsylvania for Emancipated

Minors. An “emancipated minor” is a 17-year old who has
graduated from high school or who has attained his/her academic
potential, as determined by the Chief School Administrator. A
written statement from the school district must be in the minor’s
personnel file if this exception is applied. Emancipated minors may
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be treated as adults, except the prohibited occupations restrictions
still apply until the individual turns 18.
c. In Virginia and West Virginia, only employees under 16 years of

age are considered minors. Therefore, a work permit is required for
all employees under 16.
2. Minors are not permitted to perform “hazardous occupations.” Below is a

list of the types of work prohibited.
Individuals under 18 are not permitted to:

1. go on the roof or do any roofing work
2. operate any power or electrical equipment; for example, garbage
disposal, lawn mower, yogurt machine, mixer, etc.
3. drive a motor vehicle to perform Hoss’s business; for example, he
or she cannot drive to the grocery store for out-of-stock items
In addition, individuals under 16 are not permitted to:

1. do any work requiring the use of a ladder
2. do any cooking or baking
3. do any maintenance or repair of machines or equipment
4. work in freezers, meat coolers, or work in the preparation of meat
for sale
5. load or unload goods to or from trucks
6. work in warehouses (except office and clerical work).
3. Hours of Employment – Pennsylvania
16 and 17 Year Olds
a. School Weeks: No more than 8 hours per day, 28 hours per week,
or 16 hours per weekend. No work before 6:00 a.m. or after
midnight (after 1 a.m. on nights preceding non-school days).
b. Non-School Weeks: (Weeks when there are NO school days in that
week): No more than 8 hours per day, 44 hours per week, or 6
days per week. No work before 6:00 a.m. or after 1 a.m.
15 Year Olds
a. School Weeks: No work on school days. No more than 7 hours

per non-school day. No work before 7:30 a.m. or after 6:30 p.m.
b. Non-School Weeks (Weeks when there are NO school days in that
week): No more than 7 hours per day or 5 days per week. No
work before 7:30 a.m. or after 8:30 p.m.
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4. Hours of Employment - Virginia
16 and 17 Year Olds – No restrictions
15 Year Olds

b. Non-School Weeks (June 1 – Labor Day): No more than 7 hours
per day or 5 days per week. No work before 7:30 a.m. or after 8:30
p.m.
5. Hours of Employment – West Virginia
16 and 17 Year Olds – No restrictions.
15 Year Olds

b. Non-School Weeks (June 1 – Labor Day): No more than 7 hours
per day. No work before 7:30 a.m. or after 8:30 p.m.
6. Mandatory Breaks
a. Pennsylvania: Minors (under 18 years old) must take a 30-minute

break on or before completing 5 hours of continuous work.
b. Virginia: Minors (under 16 years old) must take a 30-minute break

on or before completing 5 hours of continuous work.
c. West Virginia: Minors (under 16 years old) must take a 30-minute

break on or before completing 5 hours of continuous work.
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Pay Periods
1. The payroll follows a two-week cycle commencing on Monday morning

and ending the following Sunday night.
2. Hoss's has a ten-day processing time between the day payroll ends and
the actual date paychecks are issued. Hoss's does not hold an
employee's first paycheck. The following is an example of how a pay
cycle works.
Pay Period Starts - January 6

Pay Period Ends - January 19
Checks Received - January 29
Overtime
Overtime is paid to hourly employees for any hours worked in excess of 40 in

one pay week at 1 ½ times the regular rate. Holiday hours or vacation hours are
not included in the overtime calculation.
Paychecks
1. Restaurant employees may pick up their paychecks at the restaurant in

which they work on payday (Wednesdays) between 2:00 p.m. and 4:00
p.m. and thereafter during non-peak business periods.
2. All employees must sign a roster sheet upon receipt of their check to verify
that the check has been received.
3. Paychecks may only be picked up by the employee unless prior

notification is given.
4. For your convenience, Hoss's offers a direct deposit plan. Direct deposit
allows employees to have their paycheck deposited into a checking,
savings, or credit union of their choice automatically on payday. The
direct deposit money is available at your bank on the morning of each
payday for your use. Check stubs will still be printed for your records.
For information, consult your manager or the Payroll Manager at the
Corporate Office.
5. If a paycheck is lost or stolen after the employee receives it, the employee
is responsible for any check cancellation and reissue fees. Contact your
manager or the Payroll Manager at the Corporate Office immediately.
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7. If a paycheck is in error for any reason, notify your manager or the Payroll
Manager at the Corporate Office before cashing the check. Errors will be
corrected on the next paycheck.
8. By law, Hoss's is required to honor legal garnishments of employees’

wages. These include child support, PHEAA student loan repayment, and
income tax garnishments.
9. Hoss’s is required to withhold the local established wage tax, when

applicable, through payroll deduction for the school district in which the
restaurant is located. If you live in a different school district, you may be
responsible for paying all or a portion of your local taxes because no
payroll tax may have been withheld from your check. Tax rates may vary
by school district.
10. Each employee is responsible for any personal status changes that affect
paychecks. Correct personal information will ensure that your files are up-
to-date. Report any change in your name, address, telephone number,
direct deposit number, etc., to your manager immediately. To update tax
filing status, complete a new W-4 form.
11. Upon termination or resignation, final paychecks will be issued during the
next regular pay cycle, unless state laws dictate otherwise.
12. Retain copies of your check stubs for your records. These cannot be
duplicated.
Hourly Crew Compensation Policy
1. Wage Grades
a. All employees will be compensated based on wage grade
guidelines. No employee’s compensation will exceed wage grade
guidelines under any circumstance.
b. Employees may be hired at a rate ranging from the bottom of the
grade to the midpoint based on General Manager’s discretion and
employee’s experience.
c. An employee whose rate reaches the top of the grade will remain at
that wage level until the grades are adjusted or the employee
moves to another job classification.
d. The Compensation Committee will review wage grades on a yearly
basis.
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2. Wage Increases and Evaluations
a. After hire, employees will be evaluated after 90 days of

employment, then semi-annually thereafter.
b. After midpoint of wage grade is reached, evaluations are only
required to be given annually but may still be given additional times
throughout the year to document performance.
c. Rate increases will only be given during the January through June
evaluation cycle. This increase will be based on the percentage
guidelines approved by the Compensation Committee.
d. Additional increases, other than job classification changes, may be
granted with the Compensation Committee’s written approval.
These must be justified by business necessity only.
3. Job Classifications
a. The “Food Service” job classification consists of the following jobs:
— Dish Person
— Salad Bar Person
— Bus Person
— Host and Hostess
— Prep Person
b. The “Utility Person” job classification is applied to individuals who
are certified in three or more of the following areas of the restaurant
and are currently Certified Department Trainers (CDTs):
— Kitchen, Dish, Salad, Prep, Front of House, In-house
Maintenance
Resignation
Voluntary resignations should be preceded by at least two working week's notice. A

resignation must be in writing with reasons for leaving. Failure to give adequate notice
will impact future considerations for rehire.
Your immediate supervisor reserves the right to waive the two-week notice, grant
immediate resignation and acknowledge that adequate notice was given. Vacation
time may not be used as part of the two-week notice.
Hoss's Steak and Sea House may rehire past employees based on previous
performance and work history. Rehired employees will be considered new employees
with respect to seniority and benefits eligibility.
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Dress and Professional Appearance
1. Employees must wear the attire as defined by work area.
Front of House Back of House Salad Bar and Prep

(Hostess, Server, Cashier, Silverware Wrapper, (Cook, Dish Person)
Bus Person)
Long or short-sleeved, collared, polo-style shirt Hoss-issued t-shirt tucked into pants Hoss-issued polo-style shirt tucked
tucked into pants (purchased at employee into pants
expense)
Color choices:
Hunter Green
Navy Blue
Burgundy
Color swatches are available from the
manager.
You may purchase your shirt anywhere
according to the above requirements.
Khaki-colored dress slacks (purchased at Jeans or heavy duty, casual-style pants Black slacks
employee expense) Color must be black or blue Classic cut leg
Color must match apron color Plain belt must be worn if there are belt Color must not be faded
Pleated or flat front, no outside pockets loops Comfortable fit
Cuffs at the ankle are permitted No jeans, sweats, or stretch pants
Plain belt must be worn if there are belt Belt (if applicable)
loops – Belt must match shoes Black socks or suntan nylons
Socks should match slacks
OR Khaki-colored skirts
Must meet same specifications as slacks
Must be no shorter than 1 inch above the
knee
Suntan pantyhose must be worn
Hoss-issued apron Hoss-issued apron with bib worn up Hoss-issued apron
Black or brown safety shoes Hoss-issued hat Hoss-issued hat or hair net (hair must
be restrained)
Black or brown safety shoes Black safety shoes
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Female Managers Male Managers Female and Male Managers
Dresses, skirts, or business dress shorts of Dress slacks with a belt are required. Hoss's Steak and Sea House
appropriate length (one inch above knee); Dockers and dress corduroys are encourages shirts, sweaters, or
Use discretion in wearing clothing that is a acceptable. Jeans-style pants (for jackets that bear the Hoss logo.
respectable business length according to example, exterior rivets and pockets) are Hoss’s will provide specs for a
your height. unacceptable. local vendor to perform the
Dress slacks must be ankle length or longer Dress shirts with short or long-sleeves embroidery work. Hoss’s will
(not rolled up). Stirrup pants, stretch pants, are required. assume the embroidering cost if a
jeans-style (for example, exterior rivets and A tie is optional by store location. The manager chooses that option.
pockets), or sweatshirt material pants are General Manager of each location will Embroidered Hoss-logo denim
unacceptable. make this decision. If a tie is worn, the button shirts are acceptable.
Stockings or pantyhose must be neutral in top button must be buttoned. If a tie is Golf or polo shirts are not
color or match the color of the outfit worn. not worn, only the top button of the shirt acceptable for a manager.
Blouses and shirts with short or long sleeves may be unbuttoned. Each location also has the choice
are required. Sleeveless tops or tank-top Sport jackets and sweaters are to incorporate an approved
blouses are not permitted. acceptable. uniform program for the
Jackets and sweaters are acceptable. Socks are required management team that is
Safety shoes Safety Shoes administered through a third party.
The manager dress code is at the
expense of each individual
manager.
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2. All employees must be in appropriate dress at the time they clock in and at
all times while on duty. Employees must report to and from work in full
work attire.
3. Work attire must be laundered and presentable.
4. Hoss’s strives to maintain our “Family” restaurant image.
a. Employees must remove all visible pierced jewelry while at work.

Exception: Females are permitted to wear two small earrings in
each ear if working in a non-food production area.
b. Hoss’s reserves the right to require covering of any visible tattoo
while working.
5. Employees must maintain a high standard of personal hygiene and

grooming when reporting to work.
6. Hair must be restrained in food production areas and the dish room.
Ponytails should be restrained twice, if necessary. All hair must be pulled
away from face if it is below the earlobe. Hair must be restrained even if
wearing a hat.
7. Nail polish and artificial fingernails are not permitted in any food
production area of the restaurant. Employees working in non-food
production areas may wear clear polish and acrylic nails.
8. Employees must wear approved safety shoes at all times while on duty.
Shoes should follow the style guidelines for the work area.
9. Name tags must be worn at all times when in uniform. If wearing a hat, it
should be placed on the hat. All other nametags should be displayed on
the left-hand side of the shirt.
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Safety Shoe Program
In an effort to better protect our employees and create a safer working environment for
everyone, Hoss’s Steak and Sea House has instituted a company-wide slip-resistant
safety shoe policy. We have made every effort to design this policy to be flexible with
the ability to meet our employees’ needs both on and off the job.
1. Requirements
a. All employees working in a Hoss restaurant will be required to wear

slip-resistant safety shoes. These shoes may be purchased at the
following approved suppliers:
-- Shoes for Crews available through mail order

-- Tred Safe brand available at most Wal Mart locations
-- TX Traction available at Famous Footwear locations or by
mail order
-- Skechers Work available from www.skechers.com and
participating retailers (list available from manager)
-- Safe-T-Step available at Payless Shoe Stores
-- SafeTrax available at K-Mart stores
-- Red Wing styles with the Grip-Tech Sole available at most
Red Wing dealers
b. The list of suppliers was chosen based on tests in our restaurants.

Each has proven to be effective in helping prevent slip and fall
accidents. The shoes on the approved list also meet specific
testing standards that we require to show each shoe’s slip-
resistance on wet and dry surfaces. We have provided style
choices that are suitable for both on and off the job.
c. Employees who do not wish to purchase a pair of slip-resistant

shoes from an approved supplier may wear a pair of Crew Guards
(overshoes) which are available at all Hoss’s locations. These
overshoes can be worn during the employee’s shift, however they
must be returned at the end of the shift. New employees will be
required to wear the overshoes until they choose to purchase an
approved pair of shoes.
d. All employees must be wearing slip-resistant shoes or overshoes at

all times when working at a Hoss’s. Failure to wear slip-resistant
shoes or overshoes will disqualify an employee from working.
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e. Style requirements:
All shoes must be black or brown

-- Back-of-house: Athletic-style and boot-style
-- Salad Bar: Athletic-style or dress-style
-- Front-of-house: Low-top athletic-style or dress-style
Shoes must meet these style requirements even if you are wearing
an overshoe.
f. Special Requirements
Management will make a good faith effort to accommodate

employees who must wear special footwear due to medical
reasons. Efforts will be made to have a shoe or overshoe available
that fulfills these special requirements.
2. Failure to Comply
a. Employees who are not wearing approved safety shoes will not be
permitted to work in a Hoss’s restaurant until they obtain the proper
footwear. Willful refusal to comply with this policy could result in
disciplinary action up to and including termination.
b. Any employee experiencing a slip and fall accident who was not
wearing approved slip-resistant shoes will be subject to disciplinary
action.
3. Safety Shoe Tips
a. Waterproof your safety work boots and shoes by purchasing a

waterproofing cream or spray at a local shoe store or leather shop.
b. For employees who work in wet areas who are purchasing the less-
expensive safety shoes, we suggest buying two pairs and wearing
them every other workday to allow each pair to dry thoroughly.
c. If you are having difficulty with the support or comfort your safety
shoes are providing, you can purchase special insoles or arch
supports at a local shoe store.
Tobacco Use
Smoking is only permitted in areas outside of the restaurant. Since restaurant designs
vary, each General Manager will approve designated smoking areas. This rule also
applies to the use of any form of smokeless tobacco.
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Telephone Use
1. The use of Hoss’s telephone for personal calls without management’s

approval is not permitted.
2. Use of personal cell phones is not permitted while employees are on the
clock.
Employee Information Center
The documents listed below are posted in the Employee Information Center. These
documents are clearly visible for all employees to read. If you need clarification
concerning any of these matters, contact Hoss’s Human Resources Department.
Pennsylvania West Virginia Virginia
FLSA (Min. Wage) FLSA (Min. Wage) FLSA (Min. Wage)
FMLA FMLA FMLA

EPPA (Polygraph EPPA (Polygraph
EPPA (Polygraph Protection)
Protection) Protection)
EEO EEO EEO
OSHA OSHA OSHA

Abstract of PA Child Labor
Pay Day Notice Pay Day Notice
Law
WV Wage Payment
Hours of Work for Minors Unemployment Insurance
Collection Act
Minimum Wage Law Poster WV Minimum Wage and
Worker’s Compensation
and Fact Sheet Maximum Hours Law
Abstract of Equal Pay Law Unemployment Insurance VA Human Rights Act
PA Right to Know Law Worker’s Compensation

Unemployment Compensation
WV Human Rights Act
Claims Fact Sheet
Worker’s Compensation
Insurance Posting *
PA Human Relations Act
Public Accommodations
Provisions
Mandatory Hoss’s Posters: Sexual Harassment Policy, HR Hotline Poster, Panel

Physicians, MSDS Book
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Use of Personal Vehicle
When your personal vehicle must be used for company business you must:
1. Keep a record of your mileage.
2. Keep receipts for fuel, tolls, etc.
3. Complete and turn in an expense report each month to your supervisor for
reimbursement.
Dating Policy
1. Hoss’s employees must maintain high standards of professionalism and

ethics in their personal relationships with other Hoss’s employees and/or
managers in the workplace.
2. Since Hoss's has no specific policy that forbids Hoss’s employees to date
each other, we ask that you carefully consider the consequences of this
practice, since it often results in unrest and turmoil in the workplace.
3. In keeping with our commitment to operate our workplace with high

employee morale, management reserves the right to take necessary
measures when personal relationships negatively impact business
operations or individual performance.
Injury or Accident While Working
If you are injured or have an accident while working, it is your responsibility to report this
to the manager on duty by the end of the shift. An Employee Accident Report will be
completed. In Pennsylvania, if medical treatment is required, employees must treat with
a physician who is listed on the physician panel posted in the employee information
center for 90 days. Employees in Virginia must also treat with a physician from the list
of providers that is posted in the employee information center.
Access to Personnel Files
If requested, employees will be permitted to examine their personnel file and/or obtain a
copy of the materials therein. Advance notice in writing is required.
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Complaint Procedures
Complaints will be handled in such a way that they enhance working conditions and
provide resolutions to employee problems. The procedures shall be used without fear of
reprisal or employment security.
You are encouraged to discuss with management any and all problems that you may
have in connection with your work. Remember that many times your manager may be
unaware of certain problems, and unless you call them to his/her attention, they may go
by unnoticed and uncorrected. If the situation is not resolved, the employee may
contact the District Manager or Human Resources Department. Note: You should
report any incidents of harassment or discrimination immediately to your General
Manager, the District Manager, or the Human Resources Department.
You may contact the Human Resources Department for any reason via Hoss’s
telephone hotline at 1-800-621-0270 ext. 2345 or via e-mail at people@hosscorp.com.
Both methods of communication are confidential.
Behaviors That Will Result in Disciplinary Action
Failure to comply with any rules, guidelines, or procedures in this handbook will result in
disciplinary action. The following is a list of behaviors that may not be included in other
sections of this handbook. These behaviors, if they occur, will result in disciplinary
action. This list is not exhaustive of the types of behavior that may result in disciplinary
action, but rather is provided as a guide to employees to identify areas of concern to
management. Management retains the right to discipline, including dismissal, for any
behavior, whether related to job performance or otherwise, which adversely affects the
reputation or business activities of our company.
1. Criticizing, condemning, or complaining in a manner that affects employee

morale
2. Insubordination - refusal to accept a proper job as instructed by your

supervisor or failure to carry out directives of management
3. Violation of Safety or Security Policies
4. Violation of Sanitation Policies
5. Falsification of company records (this includes applications, time clock

edits, and work records)
6. Violation of Unlawful Harassment Policy
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BENEFITS
Meal Discounts
1. Employees are eligible for meals at a 50% discount, all the time, at any
Hoss location.
2. Family Meal Discounts - Immediate family members of Hoss’s employees

receive a 10% meal discount when they dine with the employee every
Monday through Thursday.
3. Management-level employees are eligible for manager meals that are

100% paid by Hoss’s while they are on duty and a 50% discount on off-
duty meals at any Hoss location.
Holidays
1. Hoss’s is closed on 7 major holidays so that each employee is able to

spend time with family.
New Year’s Day

Memorial Day
Independence Day
Labor Day
Thanksgiving Day
Christmas Day
Easter Sunday
2. It is not Hoss’s policy to pay holiday pay; however, full-time employees will
be given preference in scheduling during holiday weeks.
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Benefits with Eligibility and Enrollment Requirements
Contribution Payment Eligible

Benefit Description (Employee–EE Method Employees Enrollment Requirements & Time
Company–CO)
Medical (PPO – Single Coverage – Pre-Tax Full-Time 1st of month following 90-day probationary
Includes Drug) EE 27% / CO 73% of Payroll and period or at annual open enrollment
total premium Deduction Management
Family Coverage –
EE 23% / CO 77% of
total premium
Single Coverage – Pre-Tax Full-Time 1st of month following 90-day probationary

EE 100% of total Payroll and period or at annual open enrollment
Dental premium Deduction Management
Family Coverage –
EE 100% of total Part-Time 6 months of service and average of 20 hours
premium per week 6 months prior to annual open
enrollment
Employee Only – EE Pre-Tax Full-Time 1st of month following 90-day probationary

100% Payroll and period or at annual open enrollment
Vision Family – EE 100% Deduction Management
Part-Time 6 months of service and average of 20 hours

per week 6 months prior to annual open
enrollment
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Company–CO)
Group Life/ADD CO – 100% N/A Full-Time 1st of month following 90-day probationary
Insurance and period or at annual open enrollment
Management
(Life Benefit – annual
salary; ADD Benefit –
two times annual
salary)
Voluntary Life/ADD EE – 100% Pre-Tax Full-Time Annual open enrollment

Insurance Payroll and
Deduction Management
(Up to $100,000 for
employee and Part-Time 6 months of service and average of 20 hours
$20,000 for spouse per week 6 months prior to annual open
with no medical enrollment
history required at
first-time eligibility)
AFLAC Personal EE – 100% Pre-Tax Full-Time Annual open enrollment

Cancer Protector Payroll and
(Individual or Family) Deduction Management

enrollment
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Company–CO)

Accident Expense Payroll and

enrollment

Recovery Plus Payroll and

(Servers are enrollment
not eligible
for this plan)
AFLAC Voluntary EE – 100% Pre-Tax Full-Time Annual open enrollment

Indemnity Plan Payroll and
Deduction Management

(Servers are enrollment
not eligible
for this plan)
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Company–CO)
Employee CO – 100% N/A Full-Time Immediate

Assistance and
Program (Individual Management
and Family)
Part-Time 1 year of service (routinely waived for
counseling services)
401(k) Retirement EE – 100% Pre-Tax Employees 21 years of age or older

Savings Plan Payroll meeting the Work more than 1000 hours prior to an
CO – Bi-weekly Deduction eligibility enrollment period
company match up to requirements Employed for at least one year prior to
4% of employee enrollment
income Enrollments take place in January and
July
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Leave Benefits
Benefit Eligible
Description Employees Enrollment Requirements & Time
Full-Time Vacation Year: January to December

After 1 year of service: 40 hours vacation
After 3 years of service: 80 hours vacation
After 12 years of service: 120 hours vacation
Vacation A one-time adjustment will be made on the 1-year anniversary date
to bring employee into the calendar-year cycle
Management Vacation Year: Date of Hire

After 1 year of service: 40 hours
After 2 years of service: 80 hours
Any vacation time not used before the end of the year in which it was
issued will be forfeited
Family All Employees Refer to FMLA Policy

Medical
Leave
Short-Term Management Protects employee from wage loss due to disability for a period of 24 weeks
Disability (CO – 100% of premium) after a 14-day waiting period
Insurance
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Benefit Eligible
Long-Term Management Protects employee from wage loss due to disability for period of disability
Disability (CO – 100% of premium) extending beyond 24 weeks until the age of 65 years
Insurance
Personal All Employees With management approval, all employees may be eligible for a leave of
Leave of absence without pay for personal reasons for a maximum of 12 weeks. All
Absence benefits cease and vacation time is not earned during the personal leave of
absence.
All Employees Employees may request a leave of absence for Jury Duty. Upon receipt of
Jury Duty proof of jury duty, Hoss's will pay the difference between the amount
received for jury duty and regular pay for that period (which is based on
average hours worked over the previous 6 months). Servers will be paid
regular rate during jury duty.
Full-Time and Management Up to 3 days off with pay for employee and spouse’s immediate family
(spouse, parents, children, brothers sisters); employees receive pay for 8
hours each day; unpaid days are allotted for others who are not immediate
Bereavement family.
Part-Time Up to 3 days off with pay for employee and spouse’s immediate family
(spouse, parents, children, brothers, sisters); employees receive pay based
on average hours worked in most recent six-month period; unpaid days are
allotted for others who are not immediate family.
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Benefit Eligible
Military All Employees Military leave will be granted and reinstatement made in compliance with
Leave the Uniformed Services Employment and Re-employment Rights Act
(USERRA). Contact Hoss’s Human Resource Department for complete
information regarding the USERRA law.
During the leave, you will normally be covered by the military’s health plan
and your dependents will be covered 31 days later. Hoss’s will continue
insurance benefits so that no lapse in coverage occurs during the initial
period.
Reserve duty and short-term leaves will be granted unpaid. Vacation time
may be used.
Leaves of absence will also be granted without pay for training, enlistment
in the National Guard, refresher courses, and local, state, and national
disasters.
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POLICIES
Workplace Violence Policy

Hoss’s provides a safe workplace for all employees. All employees should review and
understand all provisions of this workplace violence policy to ensure a safe workplace
and to reduce the risk of violence.
Prohibited Conduct
Hoss’s does not tolerate any type of workplace violence committed by or against
employees. Employees are prohibited from making threats or engaging in violent
activities. This list of behaviors, while not inclusive, provides examples of conduct that
is prohibited.
1. Causing physical injury to another person
2. Making threatening remarks
3. Aggressive or hostile behavior that creates a reasonable fear of injury to

another person or subjects another individual to emotional distress
4. Intentionally damaging employer property or property of another employee
5. Possession of a weapon while on company property or while on company

business
6. Committing acts motivated by, or related to, sexual harassment or

domestic violence
Reporting Procedures
Any potentially dangerous situations must be reported immediately to a manager or the

Human Resources Department. Reports can be made anonymously, and all reported
incidents will be investigated. Reports or incidents warranting confidentiality will be
handled appropriately and information will be disclosed only on a need-to-know basis.
All parties involved in a situation will be counseled, and the results of investigations will
be discussed with them. Hoss’s will actively intervene at any indication of a possibly
hostile or violent situation.
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Individual Situations
While Hoss’s does not expect employees to be skilled at identifying potentially

dangerous persons, employees are expected to exercise good judgment and to inform
the manager or Human Resources Department if any employee exhibits behavior that
could be a sign of potentially dangerous situations. Such behavior includes:
1. Discussing weapons or bringing them to the workplace
2. Displaying overt signs of extreme stress, resentment, hostility, or anger
3. Making threatening remarks
4. Sudden or significant deterioration of performance
5. Displaying irrational or inappropriate behavior
Dangerous/Emergency Situations
Employees who confront or encounter an armed or dangerous person should not

attempt to challenge or disarm the individual. Employees should remain calm, make
constant eye contact and talk to the individual. If a manager can be safely notified of
the need for assistance without endangering the safety of the employee or others, such
notice should be given. Otherwise, cooperate and follow the instructions given.
Enforcement
Threats, threatening conduct, or any other acts of aggression or violence in the

workplace will not be tolerated. Any employee determined to have committed such acts
will be subject to disciplinary action, up to and including termination. Non-employees
engaged in violent acts on the employer’s premises will be reported to the proper
authorities and fully prosecuted.
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Unlawful Harassment
1. Statement of Philosophy
a. Hoss’s is proud of its tradition of an open and friendly work

environment in which all individuals are treated with respect and
dignity. Each individual has the right to work in a professional
atmosphere that promotes equal opportunity and prohibits unlawful
harassment. The goal of this harassment policy is to prevent
harassment from occurring, and to provide for procedures for
implementing this policy. Hoss’s will not tolerate harassment of its
employees by anyone under its control.
b. To ensure such an environment, Hoss’s will not tolerate verbal or

physical conduct by an employee or non-employee who harasses,
disrupts, or interferes with another’s work performance or which
creates an intimidating, offensive, or hostile work environment.
Each supervisor has a responsibility to maintain a workplace free of
such conduct since such conduct constitutes unlawful harassment.
c. Unlawful harassment is a form of discrimination prohibited by the

Pennsylvania Human Relations Act, 42 P.S. § 951, et seq.; Title VII
of the Civil Rights Act, 42 U.S.C. § 2000e et seq; and the
Americans With Disabilities Act, 42 U.S.C. § 12101 et seq. The
term (unlawful harassment) includes, but is not limited to verbal,
graphic, or physical conduct relating to an individual’s race, color,
religion, ancestry, age (40 and above), sex, national origin,
handicap or disability. Special attention is called to the prohibition
of sexual harassment.
d. Unlawful harassment is a form of employee misconduct that

undermines the integrity of the employment relationship and will not
be tolerated. This behavior is unacceptable in the workplace itself
and in work-related settings as well. Employees must be allowed to
work in an environment free from harassment. Consequently,
employees who violate this policy will be subject to disciplinary
action, up to and including discharge.
2. Dissemination of Policy
This policy will be disseminated to all employees and it will be displayed

prominently at the place of employment. All supervisors are responsible
for knowing of its existence and substance and are responsible for its
implementation. The policy covers all individuals in the workplace.
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3. Definition of Harassment
Harassment includes, but is not limited to slurs, jokes, or other verbal,

graphic, or physical conduct relating to an individual’s race, color, religion,
age, gender, national origin, disability or other immutable characteristic
protected by local, state, or federal law. Ethnic harassment includes the
use of derogatory words or phrases characterizing a given racial or ethnic
group. Sexual harassment includes, but is not limited to:
a. Unwelcome sexual advances, requests for sexual favors in

exchange for favorable treatment or continued employment or any
employment benefit, and all other verbal or physical conduct of a
sexual or offensive nature, especially where:
i. submission to such conduct is made either explicitly or

implicitly a term of condition of employment;
ii. submission to or rejection of conduct is used as the basis for
decisions affecting an individual’s employment;
iii. such conduct has the purpose or effect of creating an
intimidating, hostile, or offensive work environment.
b. Offensive comments, jokes, innuendoes, epithets, derogatory or

obscene comments, slurs, or sexual invitations, obscene comments
or gestures or verbal abuse, graphic or suggestive language about
an individual’s dress or body, and all other sexually oriented or
offensive statements.
c. Visual conduct such as derogatory or sexually oriented posters,

photographs, cartoons, drawings or gestures or other displays in
the workplace of a sexually suggestive or offensive nature.
d. Any and all other words of conduct which have the effect of
unreasonably interfering with an individual’s performance or
creating a hostile or offensive work environment.
4. Complaint Procedure
a. The policy encourages individuals who believe they are being

harassed to firmly and promptly notify the offender that his/her
behavior is unwelcome.
b. All Complaints of unlawful harassment, as defined in this Policy, will

be investigated promptly and in an impartial and confidential
manner by or under the direction of the harassment investigator.
The persons designated to perform harassment investigations are
Phil Sukenik and Cynthia Smith, hereinafter investigator. Special
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privacy safeguards will be applied in handling all complaints. No
person named in a complaint of unlawful harassment shall be
involved in conducting or supervising the investigation. Depending
upon the circumstances and the nature of a particular complain of
unlawful harassment, the follow-up investigation may be conducted
by a designated manager who would be acting under the direction
of the investigator.
c. Procedures
i. Any administrator, supervisor, or employee who believes

that the actions or words of an administrator, supervisor,
employee, or non-employee constitute unlawful harassment,
has a responsibility to report or complain to the appropriate
administrative supervisor or to the investigator within sixty
(60) days of the occurrence of the allegation, so the charges
can be investigated in a timely fashion. Formal complaints
must be in writing.
ii. Employees who want to make the investigator aware of a
potential unlawful harassment situation, but not file a formal
complaint, should be aware that these allegations may be
investigated.
iii. It shall be the responsibility of the investigator to promptly
and thoroughly investigate any and all unlawful harassment
complaints received or referred by other employees.
iv. In the case of unlawful harassment complaints lodged by
staff members with a supervisor, the supervisor may, at the
complainant’s request, attempt to resolve the problem
informally. If an informal resolution satisfactory to the
complainant is reached, no further investigation or action by
the Employer is required.
v. All other complaints not formally resolved to the
complainant’s satisfaction will be referred to the investigator
who will initiate an investigation that may include, but not be
limited to, the following:
Interview of the Complainant;
Interview of the Accused;
Interview of any other person with personal
knowledge of the allegation of the complaint; and
Compliance with all state and federal mandates,
statutes and laws.
d. Both the charging party and the person accused of unlawful

harassment will be given every opportunity to express themselves
during the investigation. They may, if so desired, approach the
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investigator either during the investigation or after they receive the
notice of the findings. No attorneys are to be present.
e. All employees should be aware that the privacy of the charging

party and the person accused of unlawful harassment will be kept
as confidential as possible, consistent with the Employer’s legal
obligations and the necessity to investigate allegations and to take
disciplinary action. Investigative files will be kept separate from the
regular personnel files. In all cases, the charging party and the
person accused will be advised of the findings and conclusions.
5. Disposition of Complaint
a. In all cases investigated by the investigator, the results of the

investigation shall be reported in writing. Such report should
include a conclusion and summary of facts upon which such
conclusion is based, and a determination as to remediation, if
appropriate.
b. If the investigator concludes that unlawful harassment has

occurred, he or she shall determine the appropriate remediation
and/or discipline up to and including dismissal.
c. If the investigator concludes that no unlawful harassment has

occurred, the parties shall be so notified. Under no circumstances
shall any record of a complaint which is found to be without basis
be released to any person other than the complainant, and the
accused, without consent of the accused, except by Order of Court.
d. If the investigation is inconclusive, the investigator shall so state in

the report.
e. Neither the charging party nor the person accused will receive a
copy of the final report; however, the findings will be reviewed at
the request of either party.
f. Either party may, if so desired, have his/her comments filed along

with the final report.
g. If the investigator finds on behalf of the charging party, then a

disposition of the matter will be included with the investigator’s final
report.
h. Retaliation taken against individuals who bring unlawful harassment

charges, or individuals who assist in investigating such charges, is
strictly prohibited.
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i. Unlawful harassment charges which are, or have been, in litigation,
are beyond the scope of the investigator.
j. Any form of unlawful harassment is strictly forbidden under this

Policy. Employees who violate this Policy will be subject to
disciplinary action, up to and including termination from
employment.
k. If the investigator concludes that the accused is not guilty of

unlawful harassment, and the complaint was fraudulently made or
lodged in bad faith, then it may determine the appropriate discipline
up to and including dismissal of the complainant, subject to any
limitations of law. In addition, if the investigator concludes that the
accused retaliated against the complainant in any way because of
the complaint, then it may determine the appropriate discipline, up
to and including dismissal on the accused, subject to limitations of
law.
6. Conclusion
Hoss’s Steak and Sea House has developed this policy to insure that its
employees can work in an environment free from unlawful harassment.
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Family Medical Leave Policy
1. General Provisions
It is the policy of Hoss's Steak and Sea House to grant up to 12 weeks of

family and medical leave during a 12-month period to eligible employees,
in accordance with the Family and Medical Leave Act of 1993 (FMLA).
Any questions regarding this policy should be directed to your manager or
to the Human Resources Department.
2. In order to qualify to take family and medical leave under this policy, the
employee must meet all of the following conditions:
a. The employee must have worked for the company at least 12

months, or 52 weeks. The 12 months or 52 weeks need not have
been consecutive. For eligibility purposes, an employee will be
considered to have been employed for an entire week, even if the
employee was on the payroll for only part of a week or if the
employee is on leave during the week.
b. The employee must have worked at least 1250 hours during the 12-
month period immediately before the date when the leave would
begin.
c. The employee must work in an office or work site where 50 or more

employees are employed within 75 miles of that office or work site.
3. In order to qualify for FMLA leave under this policy, the employee must be
taking the leave for one of the reasons listed below:
a. The birth of a child and in order to care for that child

b. The placement of a child for adoption or foster care
c. To care for a spouse, child, or parent with a serious health
condition (described below)
d. A serious health condition (described below) of the employee
An employee may take leave because of a serious health condition. A

serious health condition is defined as a condition which requires inpatient
care at a hospital, Hospice, or residential medical care facility or a
condition which requires continuing care by a licensed health care
provider, as more fully defined in 29 CFR 825.114.
Employees with questions about what illnesses are covered under this
FMLA policy or under the company's leave policy are encouraged to
consult with the Human Resources Department.
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The company may require an employee to provide a doctor's certification
of the serious health condition. The certification process is outlined in
“Certification of a Serious Health Condition.”
All leave designated as FMLA leave must meet all the necessary
qualifications.
An eligible employee can take up to 12 weeks of leave under this policy

during any 12-month period. The company will measure the 12-month
period as a rolling 12-month period measured forward from the date an
employee uses any leave under this policy. Each time an employee takes
leave, the company will compute the amount of leave the employee has
taken under this policy and subtract it from the 12 weeks of available
leave. The balance remaining is the amount the employee is entitled to
take at that time.
If a husband and wife both work for the company, and each wishes to take
leave for the birth of a child, adoption or placement of a child in foster
care, or to care for a parent (but not a parent "in-law") with a serious
health condition, the husband and wife may only take a total of 12 weeks
of leave.
Any FMLA Leave taken by any employee will be automatically counted

toward the 12-week yearly maximum.
4. Employee Status and Benefits During Leave
While an employee is on leave, and if the employee is eligible to

participate in the company's Health Care Benefits, the company will
continue the eligible employee's health benefits during the leave period at
the same level and under the same conditions as if the employee had
continued to work.
If the employee chooses not to return to work for reasons other than a
continued serious health condition, the company will require the employee
to reimburse the company the amount it paid for the employee's health
insurance premium during the leave period.
If an employee is unable to return to work after the 12-weeks FMLA leave

and has benefits, the employee may be eligible for COBRA, in which the
employee will be responsible for paying 102 percent of the premium which
includes the employee and employer portion of the benefit and an
administration cost.
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Under current company policy, the employee pays a portion of the health
care premium. While on paid leave, the employer will continue to make
payroll deductions to collect the employee's share of the premium. While
on unpaid leave, the employee must continue to make this payment, either
in person or by mail. The Human Resources Department will send an
invoice monthly after payroll is completed for the month. If the payment is
not made on the due date specified on the invoice, the employee's health
coverage may be cancelled for nonpayment. It is the employee’s
responsibility to continue to fund employee-funded benefits (dental and
vision).
Any accumulated vacation time may be used during FMLA leave.

Vacation time taken during FMLA leave will be counted toward FMLA
leave.
5. Employee Status After Leave
At the end of the leave period, an employee who takes leave under this
policy will be able to return to the same job or a job with equivalent status,
pay, benefits and other employment terms.
6. Intermittent Leave or Reduced Work Schedule
The employee may take FMLA leave in 12 consecutive weeks, may use
the leave intermittently (take a day periodically when needed over the
year), or under certain circumstances may use the leave to reduce the
work week or work day, resulting in a reduced hour schedule. In all cases,
the leave may not exceed a total of 12 weeks over a 12-month period.
The company may temporarily transfer an employee to an available

alternate position with equivalent pay and benefits if the alternative
position would better accommodate the intermittent or reduced schedule.
For the birth, adoption or foster care of a child, the company and the
employee must mutually agree to the schedule before the employee may
take the leave intermittently or work a reduced-hour schedule. Leave for
birth, adoption or foster care of a child must be taken within one year of
the birth or placement of the child.
If the employee is taking leave for a serious health condition or because of

the serious health condition of a family member, the employee should try
to reach an agreement with the company before taking intermittent leave
or working a reduced-hour schedule. If this is not possible, then the
employee must prove that the use of the leave is medically necessary.
The company may require certification of the medical necessity, discussed
in “Certification of Serious Health Condition.”
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7. Certification of Serious Health Condition
The company may ask for certification of the serious health condition
(form #SF05). The employee should try to respond to such a request
within 15 days of the request, or provide a reasonable explanation for the
delay. Failure to provide certification may result in a denial of continuation
of leave.
Certification of the serious health condition shall include: the date when
the condition began, its expected duration, diagnosis, and a brief
statement of treatment. For medical leave for the employee’s own
medical condition, the certification must also include a statement that the
employee is unable to perform the essential functions of the employee’s
position. For a seriously ill family member, the certification must include a
statement that the patient requires assistance and the employees’
presence would be beneficial or desirable.
If the employee plans to take intermittent leave or work a reduced

schedule, the certification must also include dates and the duration of
treatment and a statement of medical necessity for taking intermittent
leave or working a reduced schedule.
The company has the right to ask for a second opinion if it has reason to
doubt the certification. The company will pay for the employee to get a
certification from a second doctor, which the company will select.
If necessary to resolve a conflict between the original certification and the

second opinion, the company will require the opinion of a third doctor.
The company and the employee will jointly select the third doctor, and the
company will pay for the opinion. This third opinion will be considered
final.
8. Procedure for Requesting Leave
Except where leave is not foreseeable, all employees requesting leave

under this policy must fill out and submit a Leave Request Form that may
be found in the forms directory under PR-06 to their immediate supervisor
with a copy to the Human Resources Department. Employees requesting
FMLA leave will receive a copy of this FMLA policy and form PR-06.
When an employee plans to take leave under this policy, the employee
must give the company 30 days notice. If it is not possible to give 30 days
notice, the employee must give as much notice as is practical. An
employee undergoing planned medical treatment is required to make a
reasonable effort to schedule the treatment to minimize disruptions to the
company’s operations.
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If an employee fails to provide 30 days notice for foreseeable leave with
no reasonable excuse for the delay, the leave request may be denied until
at least 30 days from the date the employer receives notice.
While on leave, employees are requested to report monthly to the

company regarding the status of the medical condition, and their intent to
return to work.
9. Fitness for Duty Certification
When a leave is taken due to an employee’s own serious health condition

as defined by this policy, before returning to work, the employee must
present a certification form signed by the employee’s health care provider
that the employee is able to resume work.
10. Failure to return to work after 12 weeks of FMLA Leave
If an employee is unable to return to work after utilizing 12 weeks of FMLA

leave, the company:
i. Does not have the obligation to retain the individual as an

employee and will place the employee on terminated status.
ii. May rehire the employee if a suitable position becomes available.

Rehired employees will be considered new employees. Rehired
employees will be offered the salary level of the new job with loss of
any years of service credit.
iii. Will discontinue all benefits and extend COBRA and other
portability provisions.
11. For the purpose of this policy, the following definitions apply:
“Spouse” is defined in accordance with applicable State law.
“Parent” includes biological parents and individuals who acted as the

employee’s parents, but does not include parents-in-law.
“Son” or “daughter” includes biological, adopted, foster children,

stepchildren, legal wards, and other persons for whom the employee acts
in the capacity of a parent and who is under 18 years of age or over 18
years of age but incapable of caring for themselves.
“Continuing Care” means: (1) two or more treatments by a health care

provider; (2) two or more treatments by a provider of health care services
41
(e.g., physical therapist) on referral by or under orders of a health care
provider; (3) at least one treatment by health care provider (e.g., a
program of medication or therapy) that results in regimen of continuing
treatment under the supervision of the health care provider; or (4) under
the supervision of, although not actively treated by, a health care provider
for a serious long-term or chronic condition or disability which can not be
cured (e.g., Alzheimer’s or severe stroke).
“Needed to Care For” a family member encompasses (1) physical and

psychological care; and (2) where the employee is needed to fill in for
others providing care or to arrange for third-party care for the family
member.
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Ethics and Integrity
In our business dealings, we may be faced with ethical and legal questions. This is a
guide to general questions and concerns that may arise. Since it is difficult, if not
impossible to include every situation that may occur, it is imperative that you consult
your immediate supervisor if you have any question regarding your latitude for decisions
in this area
Communication
If you are aware of an unlawful or unethical situation, you are responsible for reporting it
to your immediate supervisor when possible. You may also report to higher levels of
management. Reports of unlawful or unethical practices will be investigated promptly.
Hoss's will not tolerate any threats or acts of retribution toward you for reporting these
incidents.
Workplace
We work hard to earn and maintain high standards and respect for our business name.
You are a very important part of this. We expect you to deal honestly and fairly with our
guests, other employees, suppliers, and the community. Any actions on or off the job
that Hoss’s management determines adversely affect your performance, the
performance of other employees, or the legitimate business interests of our company
will be addressed. If it is determined that the employee has engaged in unlawful or
unethical behavior, disciplinary action will be taken up to and including dismissal.
Privacy
Your personnel file contains personal as well as business-related information. Access

to these files is restricted to those people who "need to know". Personal information will
not be released without your approval except to verify employment or when responding
to a legitimate investigative or legal requirement. You may review your personnel file at
any time upon giving a reasonable notice. Since we are required by law to maintain
certain employment records, no documents may be removed from your file.
Fraud, Theft, or Embezzlement
Hoss's will not tolerate dishonest practices. This includes but is not limited to hours
worked, expense reports, deception of numbers, unlawful taking of property of Hoss's,
its employees, guests, or suppliers. Disciplinary action will be taken against any
offender up to and including dismissal. Applicable evidence will be turned over to the
proper authorities for prosecution under the law. Full restitution will be required.
Documentation will be entered into your personnel file.
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Suppliers/Contractors
We are committed to being aggressive in pursuing the best products and services for
our dollar spent. This must be the guiding factor in dealing with suppliers and
contractors. Personal relationships or the potential for personal gain must be set aside
to make objective decisions. We expect you to be fair and impartial in your dealings
with outside concerns.
Use of Company Name
Employees may not represent themselves as an agent or employee of Hoss's for

personal or financial gain unless the same benefits are available to all Hoss employees;
i.e., a Hoss’s corporate discount to anyone joining Sam’s Club.
Memberships
Although we encourage memberships in community organizations, we ask that you

evaluate the organization and your position therein. Before accepting a position in a
profit or non-profit organization, you should consider any potential conflict of interest or
the possibility of creating embarrassment or division of loyalty.
Confidential Information
Many of you will come in contact with proprietary and confidential information. It is
incumbent upon each of us to maintain strict confidence with such information entrusted
to us. Competitors or other groups may attempt to learn about matters, which could be
used to the detriment of the company and all employees. Releasing confidential
information to unauthorized individuals will result in immediate termination.
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Electronics Policy
Purpose
To remain competitive, better serve our customers, and give our talented workforce the
best tools to do their jobs. Hoss’s continues to adopt and make use of new means of
communication and information exchange. This means that many of our employees
have access to one or more forms of electronic media and services, including but not
limited to, computers, e-mail, telephones, voice mail, fax machines, external electronic
bulletin boards, wire services, on-line services, the Internet, and the World Wide Web.
Hoss’s encourages the use of these media and associated services because they can
make communication more efficient and effective and because they are valuable
sources of information about vendors, customers, technology, and new products and
services. However, all employees and everyone connected with the organization
should remember that electronic media and services provided by the company are
company property and their purpose is to facilitate and support company business.
This policy cannot lay down rules to cover every possible situation. Instead, it is
designed to express Hoss’s philosophy and set forth general principles employees
should apply when using electronic media and services. The following procedures
apply to all electronic media and services that are:
1. Accessed on or from company premises

2. Accessed using company computer equipment or via company-paid
access methods
3. Used in a manner that identifies the individual with the company
Prohibited Communications
Electronic media cannot be used for knowingly transmitting, retrieving, or storing any
communication that is:
1. Discriminating or harassing
2. Derogatory to any individual or group
3. Obscene
4. Defamatory or threatening
5. Considered a chain letter
6. Engaged in for any purpose that is illegal or contrary to Hoss’s policy or
business interests
Personal Use
Electronic media and services are provided by Hoss’s primarily for employees’ business
use. Limited, occasional, or incidental use of electronic media (sending or receiving) for
personal, nonbusiness purposes is understandable and acceptable. However,
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employees are expected to demonstrate a sense of responsibility and not abuse this
privilege. It is not appropriate to subscribe to non-business related mailing lists where
information is automatically sent to your e-mail address.
Access to Employee Communications
Hoss’s does not routinely access or monitor employee communications directly.

However, individual use patterns – for example, telephone numbers dialed, sites
accessed, call length, and time at which calls are made – may be monitored for the
following purposes:
1. Cost analysis
2. Resource allocation
3. Optimum technical management or information resources
4. Detecting patterns of use that indicate employees are violating Hoss’s
policies or engaging in illegal activity
Hoss’s reserves the right, at its discretion, to review any employee’s electronic files and
messages to the extent necessary to ensure electronic media and services are being
used in compliance with the law, this policy, and other Hoss Policies.
Employees should not assume electronic communications are totally private.

Accordingly, if you have sensitive information to transmit, you should use other means.
Security/Appropriate Use
Employees must respect the confidentiality of other individuals’ electronic

communications. Except in cases in which explicit authorization has been granted by
company management, employees are prohibited from engaging in, or attempting to
engage in:
1. Monitoring or intercepting the files or electronic communications of other

employees or third parties
2. Hacking or obtaining access to systems or accounts they are not
authorized to use
3. Using other people’s log-ins or passwords
4. Breaching, testing, or monitoring computer or network security measures
No e-mail or other electronic communications can be sent that attempt to hide the
identity of the sender or represent the sender as someone else.
Electronic media and services should not be used in a manner that is likely to cause
network congestion or significantly hamper the ability of other people to access and use
the system.
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Please use discretion when sending electronic messages to “groups”. Limit addresses
to those who the information pertains to.
Anyone obtaining electronic access to other companies’ or individuals’ materials must

respect all copyrights and cannot copy, retrieve, modify, or forward copyrighted
materials except as permitted by the copyright owner.
Participation in On-Line Forums
Employees should remember that any messages or information sent on company-

provided facilities to one or more individuals via an electronic network - for example,
Internet mailing lists, bulletin boards, and on-line services – are statements identifiable
and attributable to Hoss’s.
Hoss’s recognizes that participation in some forums might be important to the

performance of an employee’s job. For instance, an employee might find the answer to
a technical problem by consulting members of a newsgroup devoted to the technical
area.
Employees should include the following disclaimer in all of their postings to public
forums:
“The views, opinions, and judgments expressed in this message are solely those
of the author. The message contents have not been reviewed or approved by
Hoss’s.”
Employees should note that even with the disclaimer, a connection with Hoss’s exists
and a statement could be imputed legally to Hoss’s. Therefore, employees should not
rely on disclaimers as a way of insulating Hoss’s from the comments and opinions they
contribute to forums, Instead, employees must limit their discussion to matters of fact
and avoid expressing opinions while using Hoss’s systems or a company-provided
account. Communications must not otherwise violate this or other Hoss’s policies.
Policy Violations
Employees violating Hoss’s electronic media or services policy are subject to discipline,
up to and including termination. Employees using the electronic media or services for
defamatory, illegal, or fraudulent purposes and employees who break into unauthorized
areas of Hoss’s computer system also are subject to civil liability and criminal
prosecution.
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Drug and Alcohol Testing Policy
The objective of this policy is to inform employees of this company's position on the use
and abuse of drugs, alcohol and/or other controlled substances, and to advise them of the
actions which will be imposed for violations of these Guidelines.
These drug and alcohol testing rules are intended to protect the safety of the workers and
general public by ensuring that employees do not use drugs or misuse alcohol. This
policy is not, does not represent, and should not be taken as a contract for
employment. Violation of this policy may result in disciplinary action up to and including
termination.
Any questions regarding this policy or the drug and alcohol testing program and
procedures may be directed to: Phil Sukenik at (814) 695-7600
Employees Subject to Testing
This policy applies to all applicants and employees of HOSS’S STEAK AND SEA
HOUSE. A separate policy applies to all employees subject to the DOT Regulations,
such as Truck Drivers.
Definitions Used In This Policy
Accident -- For the purpose of this Policy an accident is defined as an incident involving
an employee in which there is either a "fatality" or an injury to any person, as a result of
the accident, requiring treatment away from the workplace or scene of the accident, or
damage to a Company vehicle whereby it is disabled and is required to be towed from the
scene of the accident.
Alcohol means any alcoholic beverage (beer, wine, liquor, etc.) or over-the-counter or
prescription medication containing alcohol, the consumption of which may affect the
behavior, performance and actions of the employee to the extent that he may pose a
threat to the safety of himself or others, and/or manifests itself with a blood alcohol level
of .02 or greater.
Controlled substances or Illegal drugs means any controlled substance or drug, the sale,
possession or consumption of which is illegal. The term includes prescription drugs not
legally obtained and prescription drugs not being used in the manner, combination or
quantity prescribed. It also includes any drug or substance listed under the controlled
substance Drug Device and Cosmetic Act 64. Drugs specifically being tested for include
amphetamines, marijuana, opiates, cocaine, and phencyclidine (PCP).
Medical Review Officer means a licensed doctor of medicine or osteopathy with

knowledge of drug abuse disorders that is employed or used by the Company to review
drug test results, and maintain drug testing files for applicants and employees subject to
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testing. The Medical Review Officer is familiar with the characteristics of drug tests
(sensitivity, specificity, and predictive value), the laboratories running the tests and the
medical conditions and work exposures of the employees. The role of the Medical
Review Officer will be to review and interpret the positive test results.
Negative Test Result in drug testing, means a result, reviewed by an MRO and
determined to have no evidence of prohibited drug use. In alcohol testing, means a
confirmation test result of less than 0.02.
Positive Test Result in drug testing, means a drug test result reviewed by a MRO and
verified to have evidence of prohibited drug use. In alcohol testing, means a confirmation
test result of 0.02 or greater.
Substance Abuse Professional" or ("SAP") means a licensed physician (medical doctor or

doctor of osteopathy), or a licensed or certified psychologist, social worker, employee
assistance professional, or addiction counselor (certified by the National Association of
Alcoholism and Drug Abuse Counselors Certification Commission) with knowledge of and
clinical experience in the diagnosis and treatment of alcohol and drug-related disorders.
Under the Influence means, for the purpose of this Policy, the employee is affected by a
drug or alcohol, or the combination of a drug and alcohol, in any detectable manner. A
determination of whether an employee is under the influence of drugs or alcohol will be
based on specific contemporaneous, articulable observations concerning the
appearance, behavior, speech or body odors of the employee.
Alcohol Prohibitions: Prohibited Conduct
All employees are strictly prohibited from:
1. Reporting or remaining on duty when the employee's BAC indicates a 0.02

or greater alcohol concentration.
2. Employees are prohibited from using alcohol while on duty, on Company

time or on Company premises.
3. If an employee tests positive for alcohol, and is not terminated, performing

Company duties is prohibited until the employee successfully completes
any alcohol treatment program as prescribed by the SAP (Substance Abuse
Professional), and the SAP recommends the employee return to work.
4. Employees may not refuse to submit to any alcohol test required under this
policy.
5. Employees are prohibited from engaging in the unlawful or unauthorized

possession manufacture, distribution or sale of alcohol on Company
premises, in Company vehicles, or while engaged in Company activities.
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Drug Prohibitions: Prohibited Conduct
All employees are strictly prohibited from:
1. Illegal or illicit drug use while on duty or while off duty is prohibited.
a. Employees are prohibited from reporting for duty, or remaining on

duty when the employee uses any drugs, on or off the job, except
when the use is pursuant to a doctor's orders and the doctor has
advised the employee that the substance does not adversely affect
the employee's ability to safely perform his/her duties. The employee
must also alert Company officials to the use of prescription
medications that may impair performance and/or pose a safety
hazard.
b. Prescription medications that cause an employee to be under the
influence as defined above, and which are not taken according to
specific instructions of the employee’s prescribing physician, will
result in a violation of this policy.
2. If an employee tests positive for drugs, and is not terminated, performing

Company duties is prohibited until the employee successfully completes
any drug treatment program as prescribed by the SAP (Substance Abuse
Professional), and the SAP recommends the employee return to work.
3. Refusal to submit to a required drug test is prohibited.
4. Employees are prohibited from engaging in the unlawful or unauthorized

manufacture, distribution, sale or possession of drugs on Company
premises, in Company vehicles or while engaged in Company activities.
Drug and Alcohol Testing Procedures
As required by this policy, employees may be subject to drug and/or alcohol testing in the
following situations:
Pre-employment Testing (Drugs only; Hair Testing only; Management

Personnel Only)
Reasonable Suspicion Testing (All employees)
Post-Accident Testing (All employees)
Return-to-Duty Testing (All employees)
Follow-up Testing (All employees)
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1. Pre-Employment Testing (Management Positions): Drugs only
a. Each applicant to whom the Company has extended a conditional

offer of employment must submit to controlled substance testing after
the offer of employment but before performing job duties. The
employment offer will be conditional upon the passage of the drug
test. Any applicant refusing to be tested will not be hired. All
applicants must submit to hair collection for Drug Screening within 48
hours from the time of notification, in order to be considered for
employment.
b. Current hourly employees being promoted to either a salaried
position or an hourly management position will also be tested for
drugs. Note: This program will not apply to West Virginian
applicants.
c. Any applicant testing positive for drugs will not be hired.
2. Reasonable Suspicion Testing: Drugs and Alcohol
a. Where there is reasonable suspicion that an employee is using

drugs, or is under the influence of alcohol, the Company will require
the employee to be tested for the use of controlled substances
and/or alcohol.
b. Supervisors must require an employee to submit to a drug and
alcohol test where there is reasonable suspicion to believe that the
drug and alcohol rules have been violated.
c. Determination to test will be based on "specific contemporaneous,
articulable observations concerning the appearance, behavior,
speech or body odors of the employee and/or the employee’s job
performance."
d. The employee must submit to reasonable suspicion drug and alcohol
testing when requested to do so by the Company.
e. Alcohol testing is authorized only if the observations are made
during, just before or just after the employee's workday. The
employee, likewise, can only be tested for alcohol during, just before,
or just after the performance of job duties.
f. The supervisor or other designated Company official will "transport"
the employee to the collection site for a Breath and/or Urine Sample.
The employee will not be allowed to drive himself.
g. If the results of a reasonable suspicion alcohol and/or drug test are
negative, the employee will be compensated for all time lost from
work, which is directly attributable to the request to take the test.
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3. Post-Accident Testing/Drugs and Alcohol
a. When tests must be administered: Post-accident alcohol tests should

be administered ASAP after the accident and no later than four (4)
hours, following the accident.
b. Employee's Responsibility:
i. All employees will be drug and alcohol tested, as soon as
practicable, following an accident (as previously defined)
involving the employee, when the accident results in either:
(a) fatality, (b) bodily injury to a person who, as a result of the
injury, immediately receives medical treatment away from the
scene of the accident, (c) one or more motor vehicles
incurring disabling damage as a result of the accident,
requiring the vehicle to be transported away from the scene
by a tow truck or other vehicle.
ii. An employee who is subject to post-accident testing must
remain readily available for a drug and alcohol test, or the
Company may consider the employee to have refused to
submit to testing.
iii. The employee subject to post-accident testing must refrain
from consuming alcohol for eight hours following the accident,
or until he/she submits to an alcohol test, whichever comes
first.
4. Return-to-Duty Testing: In the case of a positive Drug or Alcohol Test:
a. Under this policy, if an employee is given the opportunity to return to

work, after having engaged in prohibited conduct regarding alcohol
misuse and/or illegal drug use, he shall meet all Substance Abuse
Professional requirements and undergo a return-to-duty alcohol test
indicating a breath alcohol concentration of less than 0.02 or a
controlled substance test with a negative result, before the employee
returns to duty.
b. In either event, if a return-to-duty test is required, the employee must
also have been evaluated by a substance abuse professional (SAP)
and have participated in and satisfactorily completed any assistance
or rehabilitation program prescribed.
5. Follow-Up Testing:
Following a determination that an employee is in need of assistance in

resolving problems associated with alcohol misuse and/or use of controlled
substances, the employee shall be subject to a minimum of six random
follow-up controlled substance and/or alcohol tests in the first 12 months, as
directed by the substance abuse professional.
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6. Confirmation Reanalysis of Test Results
a. Positive Drug Tests

i. All positive urine drug test results will be confirmed by gas
chromatography and mass spectrometry (GC/MS). All
confirmed positive drug test results will be reviewed by an
MRO (Medical Review Officer) to determine whether there is
any legitimate explanation for the positive test result. This
review may include a medical interview, review of the
employee's medical history, or review of any other relevant
biomedical factors and all medical records made available by
the tested employees.
ii. Employees testing positive will be given the opportunity to
discuss with the MRO any legitimate explanation for the
positive test result. If the MRO determines that there is a
legitimate medical explanation for the confirmed positive test
result, the MRO will report the test result to the Company as
negative. If the MRO determines that there are no legitimate
explanations for the confirmed positive test result, the results
will be verified by the MRO.
iii. The MRO may verify a test as positive without having
communicated directly with the employee when:
the employee expressly declines the opportunity to
discuss the test, or
the designated Company representative has
successfully contacted the employee and instructed
the employee to contact the MRO and more than
five (5) days have passed since the employee was
contacted by the Company's representative.
iv. Upon request by the employee or applicant (within 72 hours
of being notified results), any employee or applicant testing
positive for controlled substances will be given a reliable
confirmatory urinalysis retest of the sample by a D.H.H.S.
Certified Lab. All costs for the re-test shall be paid for by the
employee unless the test proves negative. Confirmed
positive test results shall be reported to the Medical Review
Officer. If reanalysis fails to detect the presence of the
previously confirmed drug the MRO must cancel the tests and
report the cancellation to employer and employee. Actions
required from the first positive test are not "stayed" pending
the split specimen's result.
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b. Positive Alcohol Tests
If the result of the screening test is an alcohol concentration of .02 or

greater, a confirmation test will be performed. The confirmation test
will be conducted within 30 minutes from the end of the screening
test. The confirmation test result is the final result upon which any
discipline or other action under the Company's policy shall be based.
7. Inability to Provide Adequate Amount of Specimen / Sample
a. Drugs: The employee must provide at least 45 milliliters of urine for

a drug test.
If the employee is unable to provide such a quantity of urine then the

employee will be instructed to drink a set amount of fluid and after a
period of up to three hours, again attempt to provide a complete
specimen. For a Pre-employment Drug Test, if an applicant is still
unable to provide an adequate specimen this will constitute a refusal
to test and the applicant will be considered ineligible for employment
with the Company.
For all other types of drug testing, if the employee is still unable to
provide an adequate specimen, the MRO will refer the employee for
a medical evaluation. If the MRO determines that there is no
legitimate medical explanation for the employee's failure to provide
an adequate amount of urine, this will constitute a refusal to test and
be handled in the same manner as a positive test.
b. Alcohol: Each employee shall blow forcefully into the mouthpiece of

the EBT for at least six (6) seconds or until the EBT indicates that an
adequate amount of breath has been obtained.
If an applicant fails to provide, or is unable to provide an adequate

breath sample, this will constitute a refusal to test rendering the
applicant ineligible for employment with the Company.
If an employee fails to provide or claims that he or she is unable to

provide a sufficient amount of breath sample to permit a valid breath
test because of a medical condition, the Company will require the
employee to be evaluated by a physician. If the physician
determines that the employee's alleged medical condition could not
preclude the giving an adequate breath sample, this will be
considered a refusal to test.
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8. Specimen Adulteration: MRO / Company Guidelines
In the event the MRO receives a laboratory report indicating the possibility
of specimen adulteration, the MRO shall follow procedures outlined below
to review and interpret the laboratory report.
a. Specific Gravity < 1.003 and Creatinine < 0.2 G / L : The MRO will
report the laboratory findings, including negative and cancelled tests,
to the SAPM (Substance Abuse Program Manager). The Company
may require the donor's next urine specimen to be collected under
direct observation procedures. A dilute (specific gravity < 1.003 And
creatinine < 0.2 G / L) may require the individual to submit to another
urine specimen collection and test.
b. Specimen not suitable:
In specimen not suitable reports, the MRO should first discuss the
test result with the appropriate laboratory forensic toxicologist to
obtain more facts or documentation. The MRO should then contact
the employee/applicant and inform him/her that the urine specimen
was not suitable for testing, and will inquire whether medication (e.g.
non-steroidal anti-inflammatory agents) or another medical
explanation may account for the specimen's unsuitability. If no
acceptable explanation for the unsuitability is provided, the MRO will
inform the employee/applicant that another urine specimen will be
collected under direct observation procedures. The MRO will also
report the result to the Company and inform the Company that
another urine specimen collection under direct observation is
required. If there is an acceptable explanation for the unsuitability
the MRO will report the specimen as cancelled.
c. Specimen adulterated:
The MRO will report the result as "specimen adulterated" to the
Human Resource Director and inform the Human Resources
Director that the laboratory finding constitutes a refusal to submit to
testing. Under this policy, this requires that the employee be
removed from performing any job function.
Consequences to Employees Engaging in Prohibited Conduct
Employee’s who are observed engaging in prohibited behavior or tested at .02 or greater
for alcohol or positive for controlled substances, are subject to the following
consequences:
1. If results are positive – first violation:

Disciplinary action will occur as stated in The Hoss Way up to and including
termination.
55
2. If a decision is made to continue employment:
a. EAP professionals will provide an assessment to develop a
mandatory rehabilitation program and monitor employee’s progress.
b. Leave of absence will be granted upon employee’s request under
the guidelines of the Leave of Absence Policy.
c. Retesting program upon EAP’s certification of a rehabilitation
program – this will include testing for at least one year.
3. Financial Consequences:
a. Only first offenders will receive financial assistance.
b. Hoss’s will pay for the expense of all initial testing.
c. Benefits will continue/discontinue under the guidelines of the Leave
of Absence Policy.
d. All uninsured medical and related expenses are the responsibility of
the employee during rehabilitation.
e. Refer to current medical insurance booklet for inpatient/outpatient
coverage for drug treatment.
f. Expenses of ongoing screening as part of the rehabilitation program
will be the responsibility of the employee.
4. If results are positive – second violation:

Termination with possible reinstatement after six months and evidence of
rehabilitation treatment.
5. If results are positive – third violation:

Final termination – no consideration for rehire.
6. Confidentiality:
Any information regarding positive test results will be processed
through the Director of Human Resources. Only those with a need
to know (for example, immediate supervisor for scheduling changes,
Employee Assistance Program counselor for assessment) will have
access to this confidential information.
Refusal to submit to an Alcohol or Drug Test
Refusal to submit to an alcohol or drug test will result in immediate termination. Refusal
to submit to an alcohol or controlled substance (drug) test means that an employee:
1. Fails to provide adequate breath for testing without a valid medical

explanation,
2. Fails to provide adequate urine for controlled substance testing without a

valid medical explanation,
56
3. Engages in uncooperative conduct that clearly obstructs the testing
process,
4. Refuses to sign the drug or alcohol testing form(s),
5. Misuses alcohol between initial and confirmatory test and/or refuses to take
the confirmatory test.*
6. Arrive late or does not arrive at all, at the collection site, without an
acceptable and verifiable excuse.
7. Provides an adulterated specimen (as verified by the testing lab or

collection site or MRO) to be tested. (includes soap and other substances)
Certified Laboratories
All urine drug tests conducted pursuant to this policy shall be performed by laboratories
that meet the certification requirements under the Department of Health and Human
Services' Mandatory Guidelines for Federal Drug Testing Programs (SAMHSA Certified
Labs).
Compensation for Tests
All time spent providing a breath and/or urine sample, including travel time to and from
the collection site in order to comply with post-accident, or negative reasonable suspicion
tests, shall be considered as work time, and the employee will receive his or her regular
compensation for such time.
Cost of Testing
1. The cost of the initial urine drug and breath alcohol testing, unless
otherwise provided for in the Agreement, shall be borne by the Company.
2. The costs of any confirmatory drug tests sent to another DHHS/SAMHSA
certified lab, as requested by the employee will be paid for by that
employee. However, if the tests prove negative, costs shall be borne by the
Company.
3. Costs of any Return-to-Duty and/or Follow-Up Testing performed will be
paid for by the employee.
Compliance as a Condition of Employment
All employees are hereby advised that full compliance with the Company's
controlled substance and alcohol policies shall be a pre-condition of
employment and a condition of continued employment at this Company.
Any employee who violates this policy shall be subject to discipline up to
and including immediate discharge, even for the first offense.
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This policy supersedes any written policies issued as, or included in,
manuals, handouts, or individual policies, prior to this date. This policy is
effective Immediately upon receipt by the employee. This policy is subject
to changes, revisions, etc., without prior notice, depending on policy
requirements.
Leave of Absence Prior to Testing
1. Employee shall be permitted to take an unpaid leave of absence for the

purpose of undergoing treatment pursuant to an approved program of
alcoholism or drug use. The leave of absence must be requested prior to
the commission of any act subject to disciplinary action and may not occur
on the day of a random drug or alcohol test.
2. Such leave of absence shall be granted on a one-time basis and shall be

for a maximum of ninety (90) days, unless extended by mutual agreement.
This leave will be provided under the conditions set forth in the Family and
Medical Leave Act and/or personal leave of absence policy.
3. Employees requesting to return to work from a leave of absence for drug or

alcohol use shall be required to submit to future random drug and/or alcohol
testing for up to 60 months. Failure to do so will subject the employee to
discipline including discharge without the receipt of a prior warning letter.
4. The provisions of this Section shall not apply to probationary employees.
5. Any other costs not covered by the insurance carrier will be the
responsibility of the employee.
Employee Assistance Program (EAP)
As part of its commitment to provide safe conditions to the public and its employees, the
Company maintains an EAP through EAP Services, a division of the The Lytle
Corporation. This program provides information, resources and counseling concerning
the effects and consequences of alcohol and drug use on an individual’s health, work,
and personal life and information on the signs and symptoms of an alcohol or drug
problem.
Conscientious efforts to seek help through the Employee Assistance Program will be held
in the strictest confidence and will not jeopardize any employee’s job or future
advancement.
In addition, the EAP provides referral services to employees and their families seeking
help with problems resulting from alcohol misuse and drug use.
58
Rehabilitation Self-Referrals
An employee who recognizes that he/she may have or is developing a drug or alcohol
problem may seek voluntary assistance through the Employee Assistance Program.
Voluntary participation in the EAP or a rehabilitation program may not be used to
circumvent disciplinary action, nor can the enrollment in the rehabilitation program be
made on the day of a drug or alcohol test. Continued employment following rehabilitation
is conditional upon satisfactory completion of the rehabilitation program and the
Company's after-care program, including the Company's mandated Return-To-Duty and
Follow-Up testing along with evaluation and certification by the Company's Substance
Abuse Professional before returning to work. All costs associated with any further
rehabilitation or treatment program that is not part of the EAP shall be paid for by the
employee, if it is not covered under the Company's insurance policy. Employees who
submit to Voluntary Rehabilitation Program will be entitled to the same programs and
benefits previously listed for anyone failing a drug or alcohol test.
59

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EMPLOYEE HANDBOOK

EMPLOYEE HANDBOOK ............................................................................................... 1

Additional copies of the Employee Handbook can be found on Hoss’s website at

If I have questions, I may contact my management team or the Human Resources

Included in the handbook are:

Employee Name _________________________________________________

Employee Signature ___________________________ Date ______________

Witness Name ___________________________________________________

Witness Signature _____________________________ Date ______________

Equal Employment Opportunity

Full-Time Employees: The General Manager designates full-time employees.

1. As an employee of Hoss’s, you may be required to work a variety of days

2. Each employee must complete an availability form when hired and

3. The schedule is written from Monday to Sunday on a weekly basis. It will

6. Special rules regarding working hours apply to minor employees. Refer to

3. Hoss’s assumes no responsibility for any automobile or its contents

4. A manager may request a doctor's excuse on emergency medical call offs.

5. Excessive absenteeism or failure to report to work may result in

1. Unpaid break periods must be a minimum of 30 minutes in length (.50 in

2. Managers assign all break periods.

3. Breaks are to be taken in a pre-assigned area away from guests.

4. Employees are responsible for keeping the break area clean.

6. Special rules regarding break periods apply to minor employees. Refer to

Tip Reporting (Servers and Bussers)

1. All servers and bussers are required to turn in to management a written,

3. Failure to submit a tip report form will result in disciplinary action.

4. Servers and bussers are responsible for maintaining personal records of

a. A work permit issued by the School Administrator for the minor

b. In Pennsylvania, a work permit is required for all employees under

NOTE: There is an exception in Pennsylvania for Emancipated

c. In Virginia and West Virginia, only employees under 16 years of

2. Minors are not permitted to perform “hazardous occupations.” Below is a

Individuals under 18 are not permitted to:

In addition, individuals under 16 are not permitted to:

3. Hours of Employment – Pennsylvania

16 and 17 Year Olds

a. School Weeks: No work on school days. No more than 7 hours

16 and 17 Year Olds – No restrictions

a. School Weeks: No work on school days. No more than 7 hours

5. Hours of Employment – West Virginia

16 and 17 Year Olds – No restrictions.

a. School Weeks: No work on school days. No more than 7 hours

a. Pennsylvania: Minors (under 18 years old) must take a 30-minute

b. Virginia: Minors (under 16 years old) must take a 30-minute break

c. West Virginia: Minors (under 16 years old) must take a 30-minute

1. The payroll follows a two-week cycle commencing on Monday morning

Pay Period Starts - January 6

Overtime is paid to hourly employees for any hours worked in excess of 40 in

1. Restaurant employees may pick up their paychecks at the restaurant in

3. Paychecks may only be picked up by the employee unless prior

8. By law, Hoss's is required to honor legal garnishments of employees’

9. Hoss’s is required to withhold the local established wage tax, when

Hourly Crew Compensation Policy

a. After hire, employees will be evaluated after 90 days of

Voluntary resignations should be preceded by at least two working week's notice. A

1. Employees must wear the attire as defined by work area.

Front of House Back of House Salad Bar and Prep

3. Work attire must be laundered and presentable.

4. Hoss’s strives to maintain our “Family” restaurant image.

a. Employees must remove all visible pierced jewelry while at work.

Employee Signature _____________ Date

Witness Signature _______________ Date