POLICY AND PROCEDURE

MANUAL

Chalfont & Associates Group, Inc.

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 EMPLOYMENT AT WILL

The Company operates under the doctrine of “employment at will,” this means that the Company
does not offer, guarantee, contract, or promise employment for any specific length of time. You
have the right to leave our Company at any time and the Company has the right to terminate the
employment relationship at any time, with or without notice and with or without cause.

The employment policies we describe in this handbook are general guidelines and are not
conditions of employment. The language in the handbook does not create a contract between the
Company and its employees.

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 WELCOME TO MCDONALD’s & CHALFONT & ASSOCIATES

We are glad to have you with us!

Many of us started as a crew person and understand how you might feel during your first days at
McDonald’s. In fact, Frank Chalfont, Jr. (owner/operator of this store) got his first job with
McDonald’s as a crew person in his father’s store in 1978. Feel free to ask him any questions at
any time.

Whether you are working with us as a part-time or a career employee, we want you to enjoy
working here. You will have a better chance of enjoying your job if you read this handbook and
ask questions of anything you do not fully understand.

This handbook has been designed by your McDonald’s with you and the customer’s interest in
mind. The handbook has been prepared to make you feel at home in your new job and give you
some necessary information. PLEASE READ THIS HANDBOOK CAREFULLY. Reviewing
it from time to time will help make the best of your McDonald’s experience.

If, at any time, you have questions concerning the Handbook or are puzzled about correct
procedures, you are encouraged to discuss them with a member of your store’s management
team. This handbook is a guide and is meant to answer as many questions as possible. Because
business conditions change, we also reserve the right to change and interpret these policies. We
will make every effort to keep you informed on these changes as they occur.

As you read through this handbook, you will find many reasons for our success, but no single
factor is more important than the dedication and effort of McDonald’s employees. Our
competitors can copy many of our secrets, but they cannot duplicate our employee’s pride
enthusiasm and dedication.

As has been the case with many other McDonald’s employees, we know you will find your stay
with us a happy and rewarding experience. This handbook supersedes all previous editions,
which are null and void.

It is a pleasure to welcome new employees and to extend best wishes for continued success to
those who have become a part of the growth and progress of the Company. We are sincerely
proud to have you as a member of our team.

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 MCDONALD’S IS...

McDonald’s began in 1955 by Ray Kroc with the first store in Des Plaines, Illinois. By 1965
there were over 700 stores, by 1970 we grew to over 1500 stores, in 1980 there were over 5,000
stores and today McDonald’s has over 25,000 stores located in over 100 countries. You are an
important part of a company with one of the most widely quoted and desired success stories.
McDonald’s is recognized worldwide and is recognized for consistent quality, service and
cleanliness. Our many products are familiar to most people because we serve over 20 million
guests each day. You are on a winning team, the Number 1 team and your performance and
enthusiasm will keep it that way!

CHALFONT & ASSOCIATES IS...

Chalfont & Associates is a McDonald’s franchisee. Frank F. Chalfont, Jr. was first introduced to
McDonald’s in 1968, when his father, Frank purchased the 832nd store in Huntsville, Alabama.
While growing up, Frank worked in his father’s stores as a crew person. After graduating from
college, Frank was involved in industrial real estate as a financial analyst, property manager and
a broker. In 1992, Frank was accepted into McDonald’s Registered Applicant Training Program
and after several years of volunteer, non-paid training, Frank purchased his first store in
Centralia, MO.

Frank was trained by his father, managers and supervisors (many are still with his father’s
organization) to run the best McDonald’s in the industry. Our goal is to uphold that tradition by
providing our customers with the highest possible Quality, Service, Cleanliness and Value.

As a local business and resident of the community, Chalfont & Associates will always be an
active contributor in the community. We are involved in the Mid-Missouri Ronald McDonald
House, our school systems, local sports leagues, churches, police and fire departments and many
other organizations and charities located throughout our community. We have made every effort
to be responsible business "citizens" in our community and plan to continue doing so in the
future. You can take pride in working with a socially responsible company that takes great pride
in playing an active role in your community.

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 CUSTOMER CARE PHILOSOPHY

We believe that if we are to remain successful, each customer needs to be treated individually.
Every McDonald’s person must be on the lookout for opportunities to please. This could be
assisting a Mother with young children to her table by carrying her tray, overhearing a complaint
about a product and replacing the product and /or order with properly prepared products or
replacing a customer’s spilled drink and insisting that we will clean it up and for them to enjoy
their meal.

You decide how to satisfy your customer! When you spot potential opportunities before the
customer brings a problem to our attention, then you will find customers that appreciate this kind
of alert, caring attitude, wouldn’t you?

It may take a while for you to feel comfortable with this (it sure did for a lot of us). Please feel
free to ask your managers and fellow crew with advice on have to handle these situations.
Before you know it you will have the confidence to handle just about any situation and other
crew will follow your lead and maybe even ask you for advice.

HOWEVER, we cannot just tell you this. You have to want to do this. To succeed at
McDonald’s you have to have a caring attitude. The customer’s ultimate satisfaction is based on
you, your attitude and your enthusiasm.

MCDONALD’S JARGON

At McDonald’s we have our own special vocabulary! As you work in the restaurant you will
hear a “unique language” being used. Do not worry; you will soon learn this “short-hand”
communication.

Here are a few examples:

 "Rush Hour" (Show Time)

This is what we call our busiest times of the day. They can also be the most exciting times!

 "Pick up The Lot" (Lot Check)

Going outside to pick up litter on the parking lot also involves checking the trash cans on the
parking lot and picking up litter in the surrounding landscaping. We have responsibilities to the
communities we serve ... one of which is keeping our neighborhood clean!

 "Working the Window"

Working at our front counter. This originally referred to the windows in our old red and white
striped buildings where the customers placed their orders.

 "Doing the Dives"

Washing the equipment and various utensils that are brought back to the rear sink. Wait till you
try it and you will see how it got this name.

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 "The Bin"
Where we keep the sandwiches after they have been prepared. It helps keep the product hot and
fresh. You will quickly learn that we do not keep them very long (See Holding Time).

 "Holding Time"
How long we allow a product to be kept (held) after it has been prepared. We are very particular
about this! There are definite times for each product. All of the sandwiches can be kept for 10
minutes. No longer! Your Management Team will give you the holding times for all the other
products.

 "Swings"
Hourly paid (versus salaried) Managers. They assist members of salaried management team in
the operation of the restaurant. Most Swings were crew members like you and worked their way
up to this position by virtue of their job performance.

 "Grill Order"
A special order placed by the customer. Please remember that your customer does not call their
order a "grill order" and may not understand what you mean if you say, “Your “grill order” will
be “up” shortly.” or “We are “holding” on your “grill order”.

 "Towels ... Not Rags"

We use clean towels ... not rags.

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OUR EMPLOYMENT POLICIES AND
PROCEDURES

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 EQUAL EMPLOYMENT OPPORTUNITY

It is the policy of McDonald’s to grant equal employment opportunities to all qualified persons
without regard to race, color, sex, religion, age, national origin, disability, genetic information,
veteran’s status, citizenship status, or any other category protected by federal, state, or local
statute. In addition, we will provide reasonable accommodation to the needs of disabled
applicants or employees who have a known disability, so long as this does not create an undue
hardship for the Company or threaten the health and/or safety of others at work.

Denying a qualified person the chance to contribute to our effort because he or she is a member
of a minority group is unfair to everyone. It is our intent and desire to provide equal
opportunities in recruitment, hiring, training, promotion, transfer, wages, benefits, discipline, and
all other privileges, terms, and conditions of employment. This policy has the total support of
the Company as well as the entire management team.

McDonald’s FRANCHISEE’s POLICY AGAINST DISCRIMINATION AND

HARASSMENT

This Independent McDonald’s Franchisee believes in the value of a diverse workforce, equal
opportunity and a workplace free from all forms of unlawful discrimination and harassment. This
Independent McDonald’s Franchisee has zero tolerance for unlawful discrimination or
harassment. Employees who violate this policy will be disciplined up to and including
termination.

This Independent McDonald’s Franchise Prohibits Discrimination and Harassment

This Independent McDonald’s Franchisee strongly believes that employees and applicants for
employment should be treated with respect and without regard to race, color, sex, religion,
national origin, age, disability, veteran status, sexual orientation or any other prohibited basis.
This applies to all employment practices, including, but not limited to, recruiting, hiring, pay,
performance reviews, training and development, promotions and other terms and conditions of
employment. This Independent McDonald’s Franchise does not tolerate any form of harassment,
joking remarks or other conduct (including verbal, non-verbal, or physical) that demeans or
shows hostility toward an individual based on these prohibited reasons and that creates an
intimidating, hostile or offensive work environment, unreasonably interferes with an individual’s
work performance or otherwise adversely affects an individual’s employment opportunities.
Discrimination or harassment of an employee of this Independent McDonald’s Franchisee,
whether by another employee, customer, supplier, vendor, franchisee (or their employees), or
other individuals present in the work environment, will not be tolerated.

This Independent McDonald’s Franchisee Prohibits Sexual Harassment

This Independent McDonald’s Franchisee has zero tolerance for any form of sexual harassment
of any employee, whether male or female. Sexual harassment includes unwelcome sexual
advances, requests for sexual favors and certain other verbal, non-verbal or physical conduct

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which is sexual or based on gender if that conduct could reasonably offend another person,
whether or not such conduct was intended to offend. Examples of sexual harassment include, but
are not limited to, the following:

 Verbal conduct (e.g., jokes, comments or threats relating to sexual activity, body parts, or
other matters of a sexual nature).
 Non-verbal conduct (e.g., staring at a person’s body in a sexually suggestive manner,
sexually related gestures or motions and/or viewing or circulating sexually suggestive
material, whether electronically or otherwise).
 Physical conduct (e.g., grabbing, holding, hugging, kissing, tickling, massaging,
displaying private body parts, unnecessary touching or other unwelcome physical
conduct).
 Making an employment decision (e.g., hiring, promotion, compensation, scheduling,
performance evaluation, work or project assignment, demotion, termination, etc.) based
on an employee’s submission to, or rejection of, conduct of a sexual nature.
 Conduct that denigrates or shows hostility or aversion to a person because of his/her
gender and creates an intimidating, hostile or offensive work environment.
 Any other conduct of a sexual nature that unreasonably interferes with another person’s
work performance; creates an intimidating, hostile or offensive work environment; or
adversely affects another person’s employment opportunities.

Application of this Independent McDonald’s Franchisee’s Policy

All employees must follow this Independent McDonald’s Franchisee’s policy prohibiting
discrimination and harassment while on this Franchisee’s premises, engaging in work-related
activities, company-sponsored training or other functions; and at activities that are not work-
related when conduct at these activities would affect the work environment.

Employee Recourse

Every employee has the right and is encouraged to tell any other employee of this Independent
McDonald’s Franchisee to stop behavior towards him/her that the employee believes to be
discriminatory, harassing and/or offensive.

Any restaurant employee of this Independent McDonald’s Franchisee below the Shift Manager
level who feels subjected to discrimination or harassment should immediately report it to his/her
General Manager (i.e., the highest level manager who works in the restaurant). If the employee is
not comfortable bringing the concern to his/her General Manager, the employee should report
his/her concern to the supervisor or the Human Resource Manager.

Any Staff Employees, Salaried Restaurant Management Employees, Manager Trainees and
Hourly-Paid Shift Manager of this Independent McDonald’s Franchisee who feels subjected to
discrimination or harassment should immediately report his/her concern to the General Manager,
Supervisor or Human Resource Manager.

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This Independent McDonald’s Franchisee investigates all reports appropriately, with sensitivity
towards confidentiality. If the report has merit, this Independent McDonald’s Franchisee will
take corrective action, including, but not limited to, disciplinary action against the offender up to
and including termination.

This Independent McDonald’s Franchisee Prohibits Retaliation

This Independent McDonald’s Franchisee encourages employees to report incidents of

discrimination or harassment freely without fear of retaliation. This Independent McDonald’s
Franchisee prohibits retaliation against any employee who has made a complaint about
harassment or discrimination or has cooperated in the investigation of such a complaint.
Retaliation includes any employment decision or other conduct made with the intent to punish an
employee for, or deter an employee from, complaining about or assisting in the investigation of
discrimination or harassment. Any employee who believes he/she is being retaliated against
should immediately report the situation by following the procedures as stated above in the
Employee Recourse section of this policy.

Responsibilities of Management Employees, Salaried Restaurant Management, Manager

Trainees and Hourly-Paid Shift Managers of this Independent McDonald’s Franchisee

It is the responsibility of every employee to prevent discrimination and harassment. Management

Employees, Salaried Restaurant Management, Manager Trainees and Hourly-Paid Shift
Managers of this Independent McDonald’s Franchisee are responsible for ensuring that their
restaurants or departments/work groups provide a respectful environment for all employees,
customers, suppliers, vendors and other individuals present in the work environment.

Salaried Restaurant Management Employees at or below the Assistant Manager Level, Manager
Trainees and Hourly-Paid Shift Managers of this Independent McDonald’s Franchisee who
witness or receive reports of discriminatory or harassing behavior, or of retaliation, are required
to immediately report the incident to their General Manager (i.e., the highest level manager who
works in the restaurant). If it would not be appropriate to report the concern to the General
Manager (e.g., the complaint is about the General Manager) they should report it to the
Supervisor or the Human Resource Manager. Salaried Restaurant Management Employees,
Manager Trainees and Hourly-Paid Shift Managers also are responsible for taking steps to ensure
that further discrimination, harassment, or retaliation does not occur before their General
Manager (or other appropriate person) is notified of the situation.

Staff Management Employees, including Staff Employees who supervise others, or General
Managers of this Independent McDonald’s Franchisee who witness or receive reports of
discriminatory or harassing behavior, or of retaliation, are required to immediately report the
incident to the Supervisor or Human Resource Manager. Staff Management Employees or
Salaried Restaurant Managers also are responsible for taking steps to ensure that further
discrimination, harassment, or retaliation does not occur before an investigation of the matter is
complete.

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Employees identified in this section who fail to fulfill their responsibilities under this policy
including the reporting requirements listed above may be subject to discipline, up to and
including termination.

Customers, Suppliers, Vendors, Franchisee’s and Others

Employees of this Independent McDonald’s Franchisee are prohibited from discriminating

against or harassing customers, suppliers, vendors, franchisee (and their employees), and other
individuals present in the work environment based on race, color, sex, religion, national origin,
age disability, veteran status, sexual orientation or any other unlawful reason in the course of
work-related activities, company-sponsored training, or company-related functions. This
Independent McDonald’s Franchisee also does not tolerate discrimination or harassment directed
toward our employees by our customers, suppliers, vendors, franchisees (and their employees),
or other individuals present in the work environment.

Any Restaurant Employee of this Independent McDonald’s Franchisee who feels he/she is being
discriminated against or harassed by any such individual should immediately report it to a
manager on duty for assistance in handling the situation. If not satisfied with how a situation was
handled by the manager on duty, promptly report the situation by following the procedures set
out in the Employee Recourse section of this policy. All other employees who feel they are being
discriminated against or harassed by any such individual should immediately report it to their
immediate supervisor (unless this would not be appropriate), the Human Resource Manager or
Area Supervisor.

The provisions of this Independent McDonald’s Franchisee’s policy as well as procedures and
manuals that the Franchisee issues from time to time are guidelines and do not establish
contractual right between this McDonald’s and any of its employees. This Independent
McDonald’s Franchisee is an “at will” employer which means that employment can be
terminated by the Franchisee with or without cause or prior notice, at any time. This McDonald’s
reserves the right to amend this policy and other policies and practices without prior notice, at
any time.

BULLYING BEHAVIOR AT WORK

Our policy is that all employees should be treated fairly and equally and with respect and dignity.
Any behavior to the contrary will not be tolerated in any form. Accordingly, bullying of
employees by management, other employees, vendors or visitors is completely prohibited at
work. Bullying can be physical, emotional or mental and includes any overt or covert act or
combination of acts directed against an employee by another employee or group of employees,
which is intended to ridicule, humiliate, or intimidate the employee. Bullying can be direct,
indirect or can happen on the Internet or other locations.

Any employee who engages in bullying at work will be subject to disciplinary action that could
include dismissal. Employees who feel they have been bullied should promptly report this
through our Open Door Policy.

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Management will take all allegations of bullying seriously and will investigate and take
appropriate action in each case. No employee will be retaliated against on the basis of making a
complaint of bullying.

QSC&V - QUALITY, SERVICE, CLEANLINESS & VALUE

Our philosophy is really very simple, but making it work takes the best effort of everyone on the
team. Our prime objective is:

100% Customer Satisfaction

The customer is the single most important part in our business. Our customers have told us that
they keep coming back because our crew and managers consistently provide Quality, Service,
Cleanliness & Value (QSC&V).

Quality - McDonald’s reputation for quality is known worldwide. It is especially unique because
the highest quality standards are maintained at very reasonable prices.

We use the finest available products and carefully developed formulas. But all of this can be lost
without your help. Always check the products you prepare or serve and insure they meet
McDonald’s standards.

If the products are not right do not serve them, and tell your manager about the situation. All of
our products have designated holding times so only the freshest products are served to our
customers. If you are ever in doubt of a product’s freshness or holding time, ask a manager.
However, if you know a product is not fresh, simply place the product in the appropriate waste
receptacle and mark the wasted product on the “waste” sheet.

One of the keys to quality is Tender Loving Care “TLC”. All efforts can be lost if a sandwich or
raw ingredient is crushed, dropped, or stored at the wrong temperature. Handle all products with
“TLC”. Become a TLC Specialist!

Cleanliness - McDonald’s reputation for cleanliness brings customers to our stores. Our stores
must be spotless at all times, both inside and out. All of us must be neat in our appearance, and
keep our work areas clean. We stress “CLEAN AS YOU GO.” It is easier and always keeps us
at our best. Remember that the best food and service are wasted if the store is not clean.

Service - Quality and cleanliness are wasted without fast, courteous service. A smile does more
to bring a customer back than the best food in the world. And remember ... the customer is the
reason why we are in business. The customer appreciates courtesy and also appreciates speed.
Sometimes it is hard to give both at the same time, but that is our job.

Courtesy is always easier if we remember the Golden Rule. Treat everyone the way you want to
be treated.

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Always acknowledge the customers feelings. You may not agree with what they are saying, but
you can let them know “you are sorry they feel the way they do.” When customers pull us aside
to give a suggestion, complaint or compliment that are acting as our ambassadors to good service
and we should let them know how much we appreciate their input. If the customer has a
reasonable request or complaint, we should respond as fast and courteously as possible.

You are empowered to satisfy the customer. This means you have (or soon will have) the
training, permission, and responsibility to take care of customer needs in order to satisfy 100% of
your customers’ needs.

Anytime a customer has a complaint we want you to feel like you can handle the situation. It
will take you a while to completely understand how to create 100% Customer Satisfaction. In
the meantime, listen to what your fellow crew and managers say and do, and realize you are part
of a team that wants to make each visit special for all McDonald’s customers.

There are only a few things you are NOT empowered to take care of with customers:
1) make cash refunds
2) handle complaints dealing with personal or property injury
3) handle complaints of foreign objects in food
4) change prices
5) complaints regarding orders over $15
Should these situations occur, let the customer know that you will need the manager’s assistance
and that we will promptly attend to their needs.

If a customer, FOR WHATEVER REASON, should ask for a manager then you should get a
manager as soon as possible.

Beyond handling customer complaints, we want you also to be able to spot potential complaints,
and act immediately to meet the customers’ needs. For example, if you are cleaning the dining
area and you overhear a customer complaining about cold french fries, we want you to politely
approach the customer and offer to replace their fries with hot, fresh fries. Another possible
solution to the cold fries situation is to offer them a Be Our Guest (BOG) card for a free order of
fries on their next visit.

Value - Value is the total experience our customers have in our restaurants, from the food and
service quality, to the dining room environment, to the price they pay. If you do not know
already, you will soon learn firsthand that McDonald’s is the leading quick service restaurant
when it comes to providing a good value. After all, it is our heritage and something that is just as
important to our customers today.

POLICY ON ROMANTIC RELATIONSHIPS AT WORK

In the course of business operations, we have found that work relationships are usually more
productive and rewarding if these relationships remain professional in nature and business

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oriented. If a sound and secure business relationship is impaired by emotional or personal
involvement, all of us can be affected adversely -- employees, management, and customers. As
an example, a manager dating another employee could be viewed by others as favoritism or
discrimination and could provide a basis for a serious employee morale problem.

For these reasons, we have established a policy on romantic relationships at work which states
that no supervisor or member of management is allowed to date or maintain a romantic
relationship with any employee under his or her direct or indirect supervision. In addition, no
supervisor or member of management may date or maintain a romantic relationship with any
employee whose duties could create a real or apparent conflict of interest. Should a romantic
relationship develop, it is the supervisor’s responsibility to notify management so that
appropriate preventive action may be taken. Violation of this policy may be grounds for
disciplinary action up to and including dismissal from employment.

HOW AND WHY YOU WERE SELECTED

The company is committed to providing a safe and secure environment for our employees as
well as our customers. This is why we carefully select our employees through a detailed written
application, careful interviewing, and thorough reference and background checks.

The Company will not consider an incomplete or inaccurate application. Applicants that
misrepresent or falsify any information on their employment application will not be considered
for employment. Providing incomplete or inaccurate information, including information during
the employment process constitutes grounds for immediate discharge, if hired. In addition, each
applicant must sign a certification authorizing the Company to conduct the following background
checks, where the information gathered is deemed necessary:

• Personal references;
• Former employers;
• Academic and licensing credentials;
• Criminal records;
• Driving records;
• Social Security Check;
• Sexual Predator Check;
• Workers’ Comp Check.

IMMIGRATION CONTROL AND THE I-9 FORM

The Company is committed to hiring only authorized workers. Within three business days, each
new employee will be asked to (1) provide documents which verify both identity and
authorization to work in this country and (2) to complete the I-9 form. If an employee cannot
provide these required documents, he or she may be either dismissed or suspended until the
required documents are produced.

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 EMPLOYMENT OF RELATIVES

As a matter of policy, the Company does not permit the employment of relatives of current
employees, except under special circumstances and in compliance with our policy of equal
employment opportunity. If consideration is being given to the employment of a relative,
approval by management is required. Marital status is not an automatic bar to employment,
unless the employment of a spouse creates a job-related conflict of interest.

However, an employee will not be permitted to work under the direct or indirect supervision of a
relative, nor may that relative be employed in a payroll, accounting, or personnel function, or in
any other position which might create a conflict of interest or a job related, unsuitable working
arrangement which could have a negative impact on employee morale or customer service.

INTRODUCTORY PERIOD

We consider the first 90 days that you work for us as an introductory period. It gives us an
opportunity to find out whether your work, your attitude, and your attendance measure up to our
standards of performance. It also gives you the opportunity to see if you will enjoy working
here.

Please remember that employment at the Company is on an “at will” basis and this policy will
remain in effect during the entire course of your employment, both during and after the
introductory period.

EMERGENCY CLOSING

Emergency conditions may develop which, for the safety of our employees, might require the
temporary closing of our office. Should that situation occur, management will announce that
emergency conditions exist and that the facilities will be closed. If emergency conditions
develop during non-working hours, it is your responsibility to make every effort to be in contact
with your supervisor during these emergency situations.

SHOULD YOU RESIGN

If you decide to resign from the Company, employees should give their supervisor at least two
(2) weeks written notice; and four (4) weeks’ notice for resigning supervisors.

This courtesy will allow the Company enough time to adjust working schedules and secure a
replacement. Also, your advance notice represents a professional courtesy and will reflect
positively on your employment record and will be noted favorably in your personnel file.

Employees leaving between pay periods will be paid on the next regularly scheduled payday.

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 SEPARATION OF EMPLOYMENT -- DISMISSAL

If, in the opinion of the Company, an employee’s performance is unsatisfactory, failure to fulfill
the requirements of the job, or other reasons, he or she usually will be notified of the problem
and the immediate supervisor will work with the employee to correct the situation.

Sometimes an employee may be dismissed for other reasons, such as violating a Company rule
or policy or engaging in an activity that is detrimental to the best interests of the Company.
Under these circumstances, it may be necessary to terminate the employment relationship.

Regardless of the reason for dismissal from employment, please remember that we operate under
an employment “at will” policy, as described earlier in this handbook. Prior to receiving your
final paycheck, you must 1) surrender all the Company property including keys, documents, and
other items, and 2) fulfill all financial obligations to the Company.

GUIDELINES FOR LAYOFF AND RECALL

The Company has a history of full employment and we do not expect to have any layoffs.
However, if economic or business conditions create an unusual situation which makes it
necessary to cut back our work force, then each job will be carefully evaluated along with each
employee’s record.

EMPLOYEE PROBLEM SOLVING PROCEDURE

Management is interested in how you feel about your job. Your work related complaints or
problems, no matter how large or small, are of concern to us because we know that if you are
satisfied with your job and your working conditions, you will work more effectively and be of
more value to the Company, your co-workers, and yourself.

The purpose of our Problem Solving Procedure is to help you work out to the satisfaction of both
you and anyone else concerned any complaint or problem that you might have. We regard the
use of this Problem Solving Procedure as an opportunity to correct dissatisfaction in job related
practices and policies and we appreciate your help in accomplishing this goal.

1. Your first step is to discuss the problem with your manager. Every effort should be made
to resolve the problem at this level to the satisfaction of both parties.

2. If your manager’s answer is not satisfactory, you have the right to submit your complaint
in writing to the supervisor, then to the Director of Operations. He will review all of the
facts and circumstances and give you an answer as soon as possible. This decision will
be final.

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Remember, the purpose of our Problem Solving Procedure is to give you and the Company an
opportunity to resolve any problems or complaints of any kind. In order for this Problem
Solving Procedure to work, you must want it to work and use it.

CASH REGISTER POLICIES

1. Always count your cash drawer before taking it up to your register. From that point
forward you will be responsible for the cash. Special condition may exist that permit you
from counting your drawer…this does not necessarily relieve you of your responsibility
for the drawer’s contents. All cashiers will start with $100 in their drawer. The person
responsible for the drawer will count the drawer in the presence of the shift manager
before any transactions are initiated and at the end of the cashier’s shift.
2. When giving change to customers, call out the currency from which you are making
change…“out of five”.
3. Place the customer’s paper money across the bill slots until change is received by the
customer. Then place the money in the drawer. All money should be placed face down
and in the same direction in the drawer and should be examined to insure it is legal
tender.
4. Ring up all sales at the time they are made. “Zero or No Sales” are permitted only with
the manager’s approval. Any incident of undercharging or passing free food to anyone
may result in termination and any other remedies available. WE DO ENCOURAGE
REPLACEMENT OF FOOD AND “PROMOS” TO PROMOTE 100% CUSTOMER
CARE!
5. Keep cash register drawer closed except when ringing up a sale or giving change.
6. No one else can work from your drawer and you may not work from someone else’s
drawer.
7. Never leave other work areas to operate a register unless you have specific instructions
from a manager.
8. If an overring is made, you should first let the customer know that you need a manager’s
assistance and then you should immediately call for a manager.
9. If, for any reason, money must be refunded to a customer, call a manager. As previously
discussed, you are empowered to do many things, but refunding money is not one of
them.
10. If money is left behind by a customer, notify a manager as soon as possible. Tips cannot
be accepted.
11. Never ring up a sale or make change for your personal use. Do not make change between
drawers without a manager’s assistance.
12. Traveler’s Checks can be accepted with photo identification and are signed in either your
or a manager’s presence and you must first check with the Director of Operations before
accepting them.
13. Change cannot be made for customers except for the original sale.

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 14. All orders must be paid for when ordered.
15. When a “Be Our Guest” (BOG) card is presented, the corner should be removed and the
dollar amount of additional purchases marked on the card. All “promo” sales must be
supported by a coupon or manager verification.
16. A McDonald’s gift certificate is to be treated the same as cash. Customers can receive
change back from the certificate but cannot evenly exchange for cash.
17. If a bill larger that a $20.00 is given to you, call a manager for approval.
18. Place money in cash drawer face down and in the same direction and in their proper slots.
19. Place all coins in the proper slots in the cash drawer.
20. When your break is given, do not leave your cash drawer until the drawer is either put in
the safe or locked by the manager. Before you go home, make sure your drawer has been
counted. If at any time your register has a variance of more than $2.00, you will be
subject to the restaurant’s progressive discipline policy.
21. You are responsible for the contents of your cash drawer. If, for any reason, you see or
suspect another crew person using your drawer without a manager’s permission, please
inform a manager immediately.
22. Customer complaints regarding money or overrings should be handled by a manager.
Politely inform the customer that you will need a manager’s assistance and immediately
inform a manager of the situation and then follow their instructions. If necessary, ask the
customer to take a seat and wait in the lobby or drive thru parking space and offer to
bring their food/change to them. In all cases, we should make up for the customer’s
inconvenience, even if the problem resulted from the customer’s actions!
23. If you encounter a confusing situation involving giving change to a customer, please call
a manager. Keep in mind there are a few, but not many dishonest people who will attempt
to get extra change by confusing you during the transaction. These “short change artists”
prey upon cashiers during busy periods. ALWAYS call a manager when the customer
tries to offer their paper change back in exchange for other paper change.
24. Total Reductions (T-Reds) in excess of a $.75 daily average, cash variances greater than
$2.00 or unaccounted for refunds, “promos” or overrings will result in use of the
progressive disciplinary policy. Depending on the nature and amount of the problem, the
action taken could be as severe as dismissal. Excessive T-Reds, cash variances, refunds
and/or overrings bring suspicion of dishonesty.

Cash Variances

The possibilities of shortages in our cash registers does exist. We realize that all people
occasionally make mistakes. However, this is a serious matter. You will be instructed in the
proper methods of handling cash before you work the front counter or drive-thru cashier
positions. You are responsible for your cash drawer and its contents. Your signature on the form
indicating receipt of Chalfont & Associates handbook indicates your agreement to be in
compliance with Chalfont & Associates’ cash handling policies.

Any excessive cash variances in your cash drawer could result in your dismissal. Take the time
to handle money carefully. Speed will come with experience. The accounting for each cash
drawer may be posted and kept in full view of all employees.

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 THE OPEN DOOR

We value your questions. We can never show or explain everything, so if you are not clear on
something, please ask. We believe questions and answering them to the best of our ability is
important to both of our successes.

Although we consider McDonald’s to be a progressive and well-meaning company, we realize

that you may encounter a business-related problem that cannot be solved through a crew
meeting, communication session or a one-on-one discussion with management. If you feel you
have such a problem and have attempted to get it resolved through communication with your
store management team, feel free to discuss it with your supervisor. Any such request for
assistance will remain confidential to the parties involved. You can expect either a written or
verbal response to the problem from your supervisor.

YOUR ANNIVERSARY DATE

Your anniversary date is the date of your initial employment or re-employment with the
Company and reflects your experience with the Company. This date is used in determining your
eligibility for a number of employee benefits which are related to length of service.

SERVICE AWARDS

Your time with us is as special to us as it is to you. To demonstrate our pride, we will give you
an award based on your length of service. The awards start at one year, three years, five years,
and ten years. One, three and five year pins are awarded by the Store Manager the payroll after
your anniversary date. Ten year awards are given at a special ceremony at the end of the
calendar year.

We are proud of each crew person who has earned the recognition of a Service Award. We want
you to display your award with enthusiasm and pride.

YOUR PERFORMANCE REVIEW

It is designed to improve Customer Satisfaction by focusing on specific behavior expected by

employees that tie into the Six Customer Satisfaction Standards. The behaviors are also aligned
with the Crew Targeted Selection Dimensions.

The management team should rate the employee on each behavior by either exceeds, meets or
below standards. The overall rating at the bottom is not necessarily an average of the individual

19
behavior rating, but an objective, fact-based rating taking into account both the restaurant’s
priorities and what has previously been communicated to the employee.

This is how your management team compares your performance level to the standards:
 Total Customer Satisfaction
 Teamwork, Work Standards and Job Fit
 Developmental Needs
 Employee Feedback (employee satisfaction)

Overall Performance Evaluation:

 Outstanding
 Excellent
 Good
 Needs Improvement

While we schedule these performance reviews on a regular basis, we encourage you to privately
discuss your ideas, questions, or problems with your supervisor on other occasions.

YOUR JOB

Your job duties and responsibilities have been developed consistent with the needs of the
Company, as well as good management principles and procedures. Our first responsibility is to
our customers. We must be ready to meet any need they may have and we must remain flexible
to adapt to changing situations. Most of the time, your job duties will remain the same.
However, the Company may occasionally ask you to perform job duties other than your regular
job and to work hours which are different from your regularly assigned hours. When those
situations occur, the Company expects you to cooperate. Management reserves the right to
establish work schedules for employees and make work assignments to employees as necessary
to meet the goals and objectives of the Company.

EMPLOYEE CATEGORIES

Employees that work over thirty (30) hours each week are classified as regular full time
employees and are eligible for all employee benefits. Any employee who regularly works less
than thirty (30) hours per week is considered a regular part time employee and is not eligible for
employee benefits, except those mandated by the government.

Employees are designated as regular full time or regular part time at the time of hire. A regular
part time employee may sometimes work varying hours, which might exceed thirty hours per
week on occasion, and still retain the designation of regular part time.

20
A regular part time employee will become a regular full time employee only when the Company
makes this designation as a result of a change in normal working hours to include 30 or more
hours per week.

DRUGS AND ALCOHOL IN THE WORKPLACE

The Company recognizes that if substance abuse occurs within the workforce, several negative
consequences result including deterioration of employee health, increased medical costs,
increased absenteeism, decreased productivity and an increased likelihood of accidents and
injuries. For this purpose, we have established a Drug-Free Work Place Program.

As an employee, your conduct affects the people you work with - your co-workers and our
customers. Use of alcohol or drugs by employees can influence our customer’s confidence in us,
lower productivity, and endanger the safety of everyone. Therefore, we have established some
guidelines:

1. The manufacturing, distribution, dispensation, or possession and/or use of alcohol, illegal

drugs, or any controlled substance on Company property or in Company vehicles is
prohibited.

2. It is a violation of our policy for employees to report to work or operate Company

vehicles or equipment under the influence of alcohol, illegal drugs, or any controlled
substance.

3. The Company reserves the right to require employees to submit to a blood or urine test
prior to employment, or at any point during employment.

Possession or detection of drugs or alcohol, or refusal to abide by this policy, will subject an
employee to disciplinary action, up to and including dismissal. At any time, employees of the
Company are required to submit to a blood test, urinalysis, or other drug/alcohol screening test.
All employees shall abide by the rule and notify the employer of any criminal drug statute
conviction for a violation occurring in the workplace.

OUR ACCOMMODATION POLICY

It is the policy of the Company to offer equal employment opportunity to disabled applicants and
employees in all phases of employment including the application process, performance of
essential job functions, and benefits. Under this policy, reasonable accommodation is defined as
any modification or change to a job, employment practice, or work environment which makes it
possible for a qualified applicant or employee with a known disability to enjoy equal
employment opportunity. The Company will attempt to accommodate an applicant or employee
unless the accommodation would: (1) impose an undue hardship on the Company, or (2) if the
applicant or employee would pose a direct, significant, and an identifiable threat to the health
and safety of others or himself.

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Management reserves the right to make all work-related decisions concerning reasonable
accommodation, disabilities and diseases based on the business interests of our Company. These
decisions will exemplify and take into consideration our commitment to equal employment
opportunity.
ACCOMMODATION OF DISABLED CUSTOMERS

It is the policy of the Company to provide goods and services to all members of our community.
This includes persons with physical or mental disabilities. As an employee of the Company, we
ask that you be aware of and sensitive to any accommodations which may be necessary for
disabled individuals to have access to all of our services.

Accommodation of the disabled may include assistance in accessing Company buildings and
facilities, assistance in understanding written information, assistance in obtaining Company
services, and any other reasonable accommodation. Please see your supervisor should further
assistance be required.

YOUR PERSONNEL RECORD

When you were first employed by the Company, you completed an application form supplying
us with various facts which we must know about you. This information was transferred to a
permanent and confidential file which is the Company’s employment record of you as an
individual. Keeping this record correct and up-to-date is important to you because it enables the
Company to reach you in an emergency, forward your mail, properly maintain your insurance
and other benefits, and compute your payroll deductions. The Company should be notified
promptly of changes in:

• Name
• Address and telephone number
• Marital status (for insurance and withholding tax purposes)
• Beneficiary or dependents listed in your insurance policy
• Number of dependents listed in your insurance policy
• Person to notify in case of accident

In addition, please let us know about the completion of any training or educational courses, so
that you may receive proper consideration as better job opportunities arise throughout the
Company. The Company will maintain all of this information in your official personnel file.

BULLETIN BOARDS

Periodically, we post information of general interest to you on our Company bulletin boards.
Please form the habit of checking these bulletin boards frequently so that you will be familiar
with the information that is located there. Only official Company information may be placed on
bulletin boards.

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 CREW ROOM

The Crew Room is provided for your convenience. It is up to you and all members of the team to
ensure it stays clean. If at any time the General Manger does not feel the crew room meets
minimum standards the employee meal policy will be suspended. Please do not bring expensive
personal items or cash to work and leave either in the open without being secured.

23
YOUR HOURS OF WORK
AND YOUR PAY

24
 YOUR WORK WEEK

Your particular work schedule will depend upon your job and the department to which you are
assigned. Your supervisor will explain your work schedule to you. IF YOU ARE IN
SCHOOL, WE WANT THIS TO BE YOUR PRIORITY AND WE WILL MAKE EVERY
EFFORT TO PROVIDE A WORK SCHEDULE THAT ACCOMMODATES YOUR
SCHOOL AND RELATED ACTIVITIES SCHEDULE!

The work schedule will be posted each week by 5:00 p.m. the Thursday before the following
“work week”. The “work week” covers Wednesday through Tuesday. You are expected to
work as scheduled unless you have been excused by the General Manager. If your schedule has
been changed, you will be notified; but, please look at the schedule each day. You are not
permitted to switch shifts with another crew person or manager without the General Manager’s
approval. Please do not write on, alter, or in any way deface the schedule.

OVERTIME WORK

In the normal day-to-day operation of our business, overtime work is sometimes required by
business needs and general business conditions. Employees must cooperate with their supervisor
when asked to work overtime. Overtime work will be distributed as equally as possible;
however, no overtime work is to be performed except at the request of your supervisor. All
hours worked over 40 per week are paid at an overtime rate for all eligible employees. In
calculating overtime pay, holiday, vacation, sick, and other time off does not count in this
calculation, only actual time worked.

PAYDAY

You will be paid in full for all time that you work in the store. Please be sure to follow the
proper clock in procedures so your time is correctly recorded for each pay period.

You will be paid every two weeks by payroll check. No deductions can be made unless they are
required by law or authorized by you. Please check the amounts carefully and report any errors
immediately. If you work more than forty (40) hours in a week, you will be paid one and
one-half (11/2) times your base hourly rate for the extra hours.

Paydays are every other Wednesday. Please check with your Manager to see when your first
paycheck will come. Your paycheck contains two Wednesday through Tuesday weeks. We hold
no paychecks back when you start.

Paychecks will be available after 2:00 p.m. on paydays. Requests for paychecks during busy
volume periods may not be honored. You may have to wait until business slows down or come
back later. We ask that you please be patient with this because our customers always come first.

25
If you quit or are discharged, your last paycheck will be available on the next scheduled payday.
Before receiving your last pay check you must return all uniforms listed on your property receipt
in a cleaned and neat fashion or your paycheck will have to be withheld for recalculation to
allow for deduction of uniform cost, in accordance with wage and hour regulations. This process
usually takes 10 business days.

SHOULD YOU FIND AN ERROR IN YOUR PAY

We take every precaution to avoid errors in your pay. However, if an error does occur
inadvertently, please inform the payroll department, who will obtain the correct information from
you and determine whether an adjustment is in order. If the paycheck contains an error, you will
receive an adjustment on the next regular payday.

LOANS AND ADVANCES

We have learned that loans to employees or advances in pay do little in the long run to help meet
financial obligations. At the same time, the Company may be put in a very difficult and
unpleasant position, were it required to collect a past due loan. For these reasons, Company
policy is not to make loans or advances of pay to employees.

TIME RECORDS

Employees must keep an accurate record of all hours worked each day. Please be sure to clock-in
when you come to work each day and clock-out when you leave work each day. Also, please
clock-out when you take your lunch break and clock-in when you return from lunch. It is a
direct violation of Company policy to clock-in or out for someone else, or to have them do the
same for you. If this occurs, it may be grounds for immediate dismissal. When beginning work
in the morning, do not record your time until you have completed all personal business and are
ready to begin work.

When leaving work on the last day of the week, please review your time record carefully to see
that all hours of work are properly recorded.

BREAKS & YOUR MEAL PERIODS

1. All employees working more than 5 consecutive hours should be given a 35-minute non-paid
break. The Manager will specify the time the break will be taken. This break is not an
employee option.

2. Minors, employees 16-17 years old should take a 35-minute non-paid break before they work
4 consecutive hours.

26
3. Employees must clock out and order their break meal at the front counter. A manager will
then approve the order and the employee will consume their break meal in the area of the
store set aside for that purpose.

5. The Chalfont & Associates meal policy is as follows:

Employees are entitled to a regular menu breakfast or lunch sandwich and hash browns or
french fries or apples, or parfait, or side salad. Regular menu sandwiches do not include
Double Quarter Pounders, Double Big Macs, Steak Bagels or 20 Piece Chicken McNuggets.
In either case, employees receive free soft drinks, tea and coffee, white or chocolate milk, as
long as they are served in a water cup.

All food received under this policy is for the employee’s personal consumption only and
must be consumed in the restaurant. Crew food is to be ordered by the employee on the
“customer side” of the counter, and entered into the cash register system as any customer
transaction. Crew food also needs to be approved by a manager, and all employee meals are
to be assembled and presented by the employee working behind the counter. Under no
circumstances will employees be allowed to prepare or assemble their own meals. Items not
included in Chalfont & Associates Food Policy must be paid for when ordered. These items
include cones, cookies, McFlurry desserts, pies, specialty coffees, hot chocolate, apple juice,
orange juice, bottled drinks or any other product not listed under the above allowed choices.
Also, any extra items will be charged for including cheese, bacon, tomato and sauces.

CHALFONT & ASSOCIATES OFFERS A VERY GENEROUS FOOD POLICY. ANY

ABUSE OF THIS POLICY MAY RESULT IN YOUR PRIVILEGES BEING
REVOKED FOR 30 DAYS. If widespread abuse of this policy occurs, Management may
terminate Food Privileges for the store. Remember, this food policy is a privilege and should
not be taken for granted or it will no longer be available.

6. During your scheduled work shift, we will attempt to give you a short drink break, if business
permits. Permission for this break will be given by the manager in charge of the floor.
Complimentary drink breaks should be taken in the area of the store set aside for this
purpose. Drinks must be served in a water cup. Only soft drinks, coffee, tea or water may be
consumed during a drink break.

OUR SALARY ADMINISTRATION PROGRAM

It is our policy to pay wages and salaries which are comparable to those of other similarly
situated jobs and services in the surrounding area. We maintain our wage and salary structure by
monitoring local and national salary surveys or trends. We adjust salaries in accordance with the
business and general economic conditions of the Company.

Your individual job classification is determined by the requirements of the job and such factors
as responsibility, skill, training, and education. Pay increases are based upon your record of
service and performance, your particular job classification, and other economic factors. Salaries

27
are normally reviewed on an annual basis and adjustments, if made, are generally made effective
in the first week of January for employees. However, individual raises may be granted at any
time during the year.

YOUR PAYROLL DEDUCTIONS

Your pay represents the full amount of your earnings each pay period, minus the appropriate
deductions that the U.S. government requires the Company to make. For example, we are
required to deduct your federal withholding tax (income tax) and Social Security tax from your
earnings. The Company deposits this deducted amount to the U.S. Treasury and you receive
credit for it on your income tax at the end of the year. Your earnings and the number of your
dependents determine the amount of your tax deduction. You record the number of your
dependents on your W-4 form. Each employee is responsible for completing his or her W-4
form properly and updating it when necessary. Each year, you will receive a W-2 slip showing
your total earnings for the year and the amount of taxes that have been withheld.

Also, deductions for Social Security come out of your paycheck at the rate established by law.
As you know, this rate can change frequently, depending on Congressional action. The
Company pays part of your total Social Security tax and you pay the other part.

EXEMPT EMPLOYEE PAY

Exempt employees are paid a guaranteed salary every week. The Company is committed to
comply with Fair Labor Standards Act (FLSA) regulations and to not make improper salary
deductions. If you feel that your salary has been deducted improperly you may discuss your issue
with the Human Resources Manager who will determine if the pay deduction violates FLSA
regulations. The Company will reimburse employees for any deductions it determines are
improper under FLSA regulations.

28
YOUR RESPONSIBILITIES
TO THE COMPANY

29
 YOUR RESPONSIBILITIES

Always remember that our Company is not content with average work. We want you to achieve
a high degree of success by calling forth your best efforts and helping you achieve your work
goals. In addition to following instructions, doing a good job requires you to think for yourself,
ask questions, and make constructive suggestions. You will find that your supervisor is
interested in your ideas and will appreciate your efforts to do an outstanding job and improve the
Company.

Doing a good job also implies certain obligations on your part. This includes being alert, using
good judgment, being prompt and regular in your attendance, cooperating with your co-workers,
and being loyal to the Company.

BEING PRESENT AND ON TIME

In order for all of our jobs to work together satisfactorily, it is important to be present and on
time every day. If, for any reason, you are unable to be present and/or on time, please call your
manager at least 2 hours before the start of your shift. Texts, emails or voice messages are not
acceptable. Calls will not be taken from anyone other than the employee, unless circumstances
make it impossible.

During this time off, you are not permitted to do any work, which includes making or receiving
work phone calls, texts, or emails, or signing on to the server to work from home or from a smart
phone. Your time off should be spent for the reason in which you are unavailable to be at the
store. Working at any time during this time off is in violation of this policy and is grounds for
disciplinary action up to and including termination.

You are required to call in daily for each day you are going to be absent. A doctor’s note is
required if you are absent two or more days. Failure to call in the first day or any subsequent day
is considered voluntary separation from employment.

An employee is late if he punches in or reports for work three or more minutes after his
scheduled reporting time, whether or not he is paid for the time.

RUMORS

Spreading rumors about the company or co-workers is considered misconduct and is not
tolerated. When you hear a rumor, please advise your manager. We want to keep the lines of
communication clear and uncluttered and we want you to have the answers to all of your
questions.

30
 CARE OF EQUIPMENT

The Company has a substantial investment in Company equipment that is designed to enable you
to do your work more efficiently. Your cooperation in the care and use of this equipment is
necessary to maintain it in good condition. If any of our equipment is working improperly or is
not best for the job, please notify your manager immediately.

GOOD HOUSEKEEPING

One indication of a good Company is the condition and appearance of our building, our
equipment, and our work area. We want to reduce or eliminate accidents, provide healthy and
sanitary working conditions, eliminate fire hazards, become more efficient in our work,
continually improve the quality of our service, and portray a favorable image to our customers.
We can all help by placing trash and refuse in the containers provided and by applying a few
simple rules of good housekeeping. It is everyone’s responsibility to help keep the Company’s
premises clean and in good order.

PROFESSIONAL ATTIRE

It is McDonald’s policy to stress the highest standards possible in all phases of its operations,
including standards regarding cleanliness and neatness. The following guidelines have been
developed and are published to assist the employees in meeting these standards.

At McDonald’s we always reserve the right to present socially acceptable grooming habits to our
customers. When any grooming or uniform question arises that these policies do not seem to
cover, then the Store Manager, Supervisor and/or Director of Operations are the final judge to
determine acceptability.

Uniforms - McDonald’s will furnish applicable uniforms, and we require that you conform to
McDonald’s appearance standards. Therefore, if your uniform is no longer presentable due to
age or normal wear, please let your manager know and it will be replaced.

Under certain circumstances, depending on your weekly work schedule, you may be given more
than one uniform. If your schedule is such that you need more than one uniform, please see your
General Manager.

If you terminate employment at McDonald’s, you are expected to return your uniform(s) cleaned
before receiving your last paycheck.

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Uniform Appearance - All employees shall be required to wear a clean, neat, authorized
McDonald’s uniform while working. Any employee coming to work in a dirty or un-pressed
uniform will not be allowed to work. That shift will count as an unexcused tardy.

Every button on the uniform should be buttoned, except the collar or top button. We may require
a tie be worn in certain situations which also require the buttoning of the collar or top button.
The sleeves on the uniform shirt cannot be rolled. Shirts must be tucked in.

Slacks should be altered to reach the top of the shoes. No rolling or pinning of the pant legs is
allowed. Tapering is permissible if approved in advance by the Store Manager. The pants must
still touch the top of the shoe and not be overly restrictive of the leg.

T-shirts are allowed under the uniform. The shirts must be black or a color that is unnoticeable
under the uniform. The sleeves should not stick out from under the uniform. No writing or
pictures on the shirt can be visible.

Any lost uniform accessory items will have to be purchased to be replaced.

Shoes - Employees should wear shoes that have leather or leather like top that correspond to the
store uniform color or are black or brown. Your shoes surface and laces should be clean and
present a neat appearance. The soles must be non-skid with a low heel. Crew should wear socks
as part of the uniform. Females can also wear hose “footie’s” in place of regular socks. No
suede, open toe, open heel, crepe soles or canvas tennis shoes are allowed. Soft leather shoes
that are non-skid can be worn if they are a solid black or brown color. They can have no
striping, design or fluorescent color on the shoes or laces. Employees cannot work without the
proper non-skid shoes.

Sweaters & Jackets - During cooler weather, wearing a sweater, especially in drive-thru, may
be necessary. We prefer uniform coordinated sweaters worn under the uniform, however a
jacket designed in good taste and color coordinated with the uniform may be substituted for a
sweater. No writing or advertising allowed unless it is McDonald’s oriented.

Name Tags – You will receive a name tag at orientation. Please see the manager for a
replacement name badge.

Hair Policy (Females) - Hair must be neat with the hat/ visor on the head. Hair should be styled
not to extend below the bottom of the collar. If your hair is longer than the bottom of the collar,
then you must wear your hair up, or in a contained pony-tail, or braided. It must be pinned or
banded in such a way so that it is not fly-away. The only loose strands that may show are neat
ones in the sideburn area that do not go below the ear lobe. If pinning is a problem, then use the
hat/visor as a restraint. Hair must be kept out of the face. The hat/visor must be worn straight,
on the head, not sitting on top of hair. Extensions are not acceptable.

Hair Policy (Males) - Hair must be styled so that it does not exceed a moderate length or height.
It must not exceed the bottom of the ear; the ear lobe must be visible. It can be no longer than
the top of the collar. It must be neat with the hat/visor on. All employees must be completely

32
clean shaven. Sideburns are permissible if they are styled not to extend below the ear lobe and
groomed to avoid being overgrown or sweeping away from the ear.

Hair Policy (General) - No unnatural combination of colors or lengths can be used. We must
always keep in mind the image of wholesomeness that we are conveying to the public. If you
have questions about a style or color that you are considering, please see a manager before the
change.

Cosmetics - Good taste and moderation must apply. No heavy eye makeup or heavy rouge. We
accept fingernail polish that is clear. If color is worn, it must be a pale, conservative color. Do
not allow your nail color to become chipped or worn. Keep your nails clean, neat and a short
length. No fake nails are permitted. If color is a problem then wear no color at all.

Jewelry - When worn in good taste and limited in size and amount, jewelry can be worn. Due to
safety and appearance factors, we require that no necklaces be worn unless they are very small
and fine in nature. They should be worn so they do not lie outside the uniform. We also require
that earrings on females be stud type, or loops or danglers that are no larger than a dime and be
limited to one earring per ear. Earrings are not permitted on males. Only wedding, engagement,
class or initial rings can be worn with no more than one ring per hand. Wedding and
engagement rings together count as one. There can be no nose, tongue, lip or eyebrow piercings.

Service award pins are part of the uniform and are to be worn on the collar toward the point.
Other McDonald’s style pins may be given out or earned. These can be worn on the collar or
hat/visor.

REMEMBER: When you wear your uniform, you represent McDonald’s. You are
expected to always maintain the proper appearance. You also should not wear your
uniform or any part of it into any liquor stores, bars or competitors place of business.
Employees who have questions or difficulty in meeting these standards are encouraged to
discuss their questions with their Store Managers.

CONFLICT OF INTEREST AND OUTSIDE WORK

The Company would prefer that employees not obtain any job in addition to working at the
Company, although we realize that it may be necessary in some situations.

Please remember that your first obligation is to the Company, including regular and additional
work hours as well as any meeting(s) requiring your attendance. Therefore, should you find it
necessary to work a second job; you must obtain permission from a member of the
administrative staff.

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 SMOKING

The Company is interested in the health and welfare of its employees and customers. In order to
provide a clean and healthful work environment, and in accordance with the Florida Clean
Indoor Air Act, the Company has been designated non-smoking.

This includes all air-conditioned spaces; break rooms, private offices, Company vehicles as well
as general working areas. Employees are not permitted to smoke in the presence of customers.
This policy applies to electronic cigarettes and smokeless tobacco products as well.

TELEPHONE

The telephone is one of our most important pieces of equipment. The way in which you answer
or use the telephone has a great impact on our customer relationships and the services we offer
the public. When you answer the telephone, you should always use a pleasant, pleasing tone of
voice and exhibit a friendly and willing attitude.

The Company does not object to your making or receiving an occasional personal call in an
emergency, but it must be brief and rare and may not be long distance without prior approval by
management. Excessive use of the phones for personal use will not be tolerated. Abuse of
telephone privileges may result in disciplinary action.

CELL PHONES – VOICE AND DATA TRANSMISSIONS

This policy applies to voice and data transmissions, such as texting and email. Employees may
not use cell phones while with a client or visitor. Usage of cell phones is prohibited during
working hours unless it pertains to Company business. Absolutely no texting during working
hours will be tolerated.

Using a cellular phone’s camera or recording capabilities is prohibited on company property.

Misuse of cellular phone minutes could result in reimbursing the Company for the charges and
further disciplinary action, up to and including termination.

E-MAIL AND INTERNET POLICY

Employees should not use the Internet for personal matters, private business, or entertainment
except during non-work time, and only if appropriate websites are accessed.

34
Employees are not allowed to upload or download software, copyrighted materials, trade secrets,
proprietary financial information, or similar materials without prior authorization. Employees
may not use a code, access a file, or retrieve any stored information unless specifically
authorized.

Some of the inappropriate web sites include games, amusement, various chat rooms, and
sexually oriented material. Use of these inappropriate web sites might affect individual job
performance and might be offensive to others, as well. Therefore, it is the policy of the
Company that employees may not access any web sites which may be offensive to others during
work time or non-work time. Some of these web sites can appear when you are searching for
another site, so be careful when using the search engines to make sure that you do not access any
of these inappropriate web sites.
Similarly, all employees should remember that the email system is Company property.
Remember that even when you delete an email message, it can remain in the computer’s memory
system forever and can sometimes be retrieved at a later date. You should compose email
messages with the same care as hard copy correspondence. Remember, when you hit the send
button the email has been sent and cannot be retrieved. Carefully consider this fact before
sending any email. Employees have no privacy rights with regard to messages they place on the
email system. It is very important to compose email messages that are professional, business-
like, and in good taste. In addition, you may not access another employee’s e-mail without that
employee’s permission.

Email messages may not contain material that is offensive nor should they contain racial, ethnic,
religious or sexual slurs, or any other language that is inappropriate. The Company reserves the
right to monitor, retrieve, and read all email messages and electronic transmissions. Violation of
any aspect of this policy is grounds for immediate termination.

ONLINE COMMUNICATIONS POLICY FOR RESTAURANT EMPLOYEES

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

KNOW THE RULES

Do read the policies in this handbook and the policies displayed in your restaurant and ensure
your online communications and texts are consistent with these policies. Discriminatory remarks,
harassment and threats of violence or similar inappropriate or unlawful conduct may subject you
to disciplinary action up to and including termination.

Manager must exercise caution and sound judgement if interacting with subordinates on
Facebook or similar social media sites. Participating in such forums with subordinates may

35
increase the potential to violate these rules and policies. For example, it may not be sound
judgement for managers to “friend” minor employees under the age of 18.

Manager should not use Facebook, or other external websites for work-related communications.

Do think about what you will say and about disclosing your personal details. Correct any
mistakes that you make. You post material at your own risk and you are personally responsible
for the content of your communications.

Do respect your coworkers’ privacy. Do not share in any online communications personal health
information about your coworkers or any identifiable information that may raise a security issue.
This does not prohibit you, however, from disclosing or discussing personal, confidential
information with others, so long as you did not come into possession of such information as part
of your formal duties.

Because we want to provide 100% customer satisfaction, during working time do not use your
cell phone for personal use or to engage in personal online communications. You may
participate in any social media platform sponsored by this independent franchisee or
McDonald’s.

Do make it clear that you are employed by a McDonald’s franchisee and that your views and
opinions are yours and not those of either this independent franchisee or McDonald’s when you
endorse one of our products in an online communication or blog discussing McDonald’s.

Do avoid posting or texting statements, photographs, video or audio that reasonably could be
viewed as malicious, obscene, threatening or intimidating (such as posts that include
discriminatory remarks or content, harassment and threats of violence or similar inappropriate or
unlawful conduct).

Do comply with all copyright, trademark, trade secret, right of publicity and other intellectual
property laws in your online communications. If you use McDonald’s trademarks or logos in
online conversations, do not use them in any way that suggests that either this independent
franchisee or McDonald’s sponsors, endorses, or is otherwise affiliated with your statements.

Do not disclose or post trade secrets or other confidential information of either this franchisee or
McDonald’s. This may include, for example, our methods or processes, sales figures, guest
counts, business plans, how food or marketing promotions are doing, and any other similar
internal business-related confidential information or communications.

If you fail to follow these policies, it may result in disciplinary action, up to and including
termination. If you have questions regarding this policy, contact your General Manager.

This independent McDonald’s franchisee reserves the right to amend this policy and other
policies and practices without prior notice, at any time. Further, nothing in this policy should be
construed as limiting employees from discussing wages, hours and other terms and conditions of
employment.

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 EMPLOYEE MEETINGS

Management tries to meet with every employee in a group setting as often as possible. These
meetings are a good time to share your thoughts or ideas with management. We will always
endeavor to give sufficient notice so that all may find it convenient to attend. If the meeting is
deemed mandatory, an unexcused absence may result in disciplinary action, up to and including
termination.

RECEIVING BUSINESS GIFTS

Company employees are prohibited from accepting unusual gifts, gratuities, or entertainment
from individuals or companies doing business with the Company. Receiving gifts or other items
places the employee in a difficult position which could create embarrassment or a conflict of
interest for the employee and the Company.

FALSIFICATION OF DOCUMENTS AND FRAUD

Any employee who is found to have falsified any document pertaining to their employment with
the Company, customer information, or any document pertaining to the general business
operations of the Company, will be subject to immediate dismissal.

Employees found to have been involved in any theft or fraud at the Company or at any time in
their employment history will also be subject to immediate dismissal.

REMOVAL OF DOCUMENTS AND EQUIPMENT

Official documents or equipment, such as files, paperwork, email, supplies, computers, and other
equipment belonging to the Company may not be removed from the Company property unless
the employee has expressed consent of his or her supervisor.

Any “work” removed at the end of the day must be returned to the office on the next morning
unless other arrangements have been made with your supervisor. Failure to comply with this
policy may result in disciplinary action, up to and including termination.

INQUIRIES CONCERNING EMPLOYEES

All inquiries concerning employees from outside sources must be handled by the Human
Resources Department.

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 CUSTOMER GRIEVANCES

All customer grievances should be referred to your store manager and handled promptly at that
level if possible. Grievances needing attention at a higher management level should be brought
forth as quickly as possible. We believe it is entirely possible to "win an argument--but lose a
customer" and we will do all in our power to be fair and equitable in any given situation.

SOLICITATION AND DISTRIBUTION

Solicitation and distribution of literature by employees on Company property during working

time is prohibited. Solicitation and distribution of literature on Company property by
non-employees at any time is prohibited.

ACCIDENTS

If you witness an accident, whether to a customer, visitor, or employee, you must immediately
refer the matter to your manager, regardless of how insignificant the accident may appear to be.
A written report should be made and state specifically the place, time and exact nature of the
accident, names and addresses of all persons involved (including any witnesses), and the extent
of injuries or damages incurred.

This procedure is necessary in order to provide immediate medical aid to an injured person and
to facilitate a full and prompt report to the insurance Company. You should not make any
statements to the injured person as to your opinions on the cause of the accident; instead, report
the complete circumstances to management.

SAFETY RULES

Safety is an important subject at the Company. We want to provide you with a safe and healthful
place to work. The following safety rules will help us accomplish that goal.

1. Report all injuries, no matter how slight, to your manager.

2. Obtain authorization from your manager before seeing the doctor for job-related
accidents.

3. Observe all danger and warning signs and follow established safety procedures.

4. Employees are required to wear seat belts in Company vehicles at all times.

38
5. Report to your manager all machinery, equipment, tools, or other items in need of repair.

6. If in doubt as to any unsafe act or condition, consult your manager.

7. Horseplay, in any form, is not permitted.

Remember, it’s better to be safe than sorry. Employees should be sent for medical care after
proper approval when there is any doubt whatsoever. Failure to observe all Safety Rules could
result in disciplinary action not to exclude termination and loss of Worker’s Comp benefits.

ENGLISH PROFICIENCY POLICY

In order to provide services to the public, employees who have routine contact with customers
are required to be sufficiently proficient in English to be able to communicate effectively.
English must be used by employees when dealing with customers who prefer the use of English.
Another language may be used if preferred by a customer.

In order to comply with the Occupational Safety and Health Administration (OSHA) regulations
and to communicate hazards in the workplace, employees are required to be sufficiently
proficient in English to understand and follow safety instructions and instructions given during
an emergency.

In order to carry out certain jobs, employees are required to be sufficiently proficient in English
to understand and follow written instructions in English.

Employees who are multilingual are to use English to address coworkers who speak only
English.

Employees proficient in multiple languages may use those languages as long as it does not
disrupt the workplace. For example, just as off-color words in English are not acceptable, off-
color words in other languages are not to be used.

Employees who wish to transfer to a position that requires proficiency (oral or written) in
English and who need to improve their language skills may be eligible to participate in company-
sponsored English classes. Contact the human resources department for more information.

Employees who are not sufficiently proficient in English to carry out their job duties may be
required to participate in English classes or transferred to positions where less proficiency is
required. Ultimately, poor job performance may lead to termination.

39
Employees who violate this policy are subject to discipline up to and including discharge.

OPENING AND CLOSING PROCEDURES

“Staggered Method for Openers”... Openers will meet at an off-site location and then proceed to
the restaurant. At the restaurant, the manager will drive the lot inspecting windows, landscaping
and movement inside the restaurant. Any suspicious activity would be reported to the police and
all employees would wait for the police before entering the building.

If the manager determines all appears in order, then all employees except one are to enter the
building. The remaining employee should position their car at an exit so that if necessary, they
can leave the premises to call the police.

Upon entering the restaurant, the manager will check the rest rooms and entire restaurant for
anything out of the ordinary. While inspecting the restaurant, a designated crew person will
proceed directly to the telephone to call the police, if necessary. If the manager indicates a
problem, then the "Telephone Person" should call the police and the person waiting in their car
should immediately leave and go to the nearest phone and call the police.

If the opening manager is not at the off-site location by 5:00 AM, then call the restaurant
manager.

“Staggered Method for Closers” ... Between 8-9:00 PM, closers should move their cars close to
the exit door. At close, the closing manager will check the restaurant, including rest rooms to
insure no one except the closers are left in the building.

Following clean-up, everyone will gather at the exit door while the closing manager observes the
parking lot from inside the building and determines if it is okay to proceed with the staggered
method for closing. If everything appears alright, the manager will unlock the door and permit
two closers to leave the building, start their cars and proceed directly to the parking lot’s exit, but
instruct them not to leave until everyone is in their car and has started their car.

While the first two closers go to their car, the manager will remain inside the restaurant with the
doors locked and another crew person will remain by the telephone to contact the police if there
is a problem. Before the last 2 closers leave the restaurant, one of the closers should position
their car at an exit so that if necessary, they can leave the premises to call the police. If there is
no problem, the “Telephone Person” and the closing manager will leave the building together,
get in their cars, start their cars and leave the parking lot with the other employees.

If anyone approaches an employee or the closing manager, then you should immediately call the
police or drive off the lot and call the police, depending on whether you are the “Telephone
Person” or the “Parking Lot” person.

Any deviation from the above procedures, will likely lead to termination.

40
 EMPLOYEE PARKING

The Company may have parking spaces reserved and designated for customer parking.
Employees are required to park in a designated employee parking area and your supervisor can
tell you where you may park your vehicle. Should these parking spaces not be convenient due to
a disability or other medical condition, please notify your manager and reasonable
accommodation will be achieved.

CONTROLLING COSTS

The proper control of materials and time helps make all of us more successful. On the other
hand, waste of time, materials, equipment, and utilities is costly to the Company and to you. We
ask every employee to make the Company and your individual job more successful by
monitoring the amount and quality of the work you produce. Each employee should eliminate
waste of time as well as materials wherever possible.

In the long run, we will all benefit by reducing operating costs. Wasting time is just as
inefficient as excessive absenteeism or tardiness. We expect all employees to help the Company
control costs to the maximum degree possible.

AUTHORITY TO ENTER CONTRACTS

No employee, other than a person duly authorized by management, has the authority to enter a
contract on behalf of the Company. In addition, employees should incur no unauthorized
expense on the part of the Company. Otherwise, the employee may be responsible for this cost.

PUBLIC ANNOUNCEMENTS AND THE NEWS MEDIA

No employee, other than a person duly authorized by management, may make any public
announcements or comments regarding our Company to newspaper, radio, television, or other
outside media or public relations representatives. If you are requested to make a public
statement regarding our Company, its products or services, its customers, or other matters
relating to Company or industry business, you should courteously decline and refer the contact to
the management.

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 POLITICAL ACTIVITIES

The Company encourages employees to be good citizens and become involved in civil and
political matters and no employee’s job will be adversely affected by becoming involved in this
way. On the other hand, employees may not conduct political affairs while on duty and should
not identify themselves as Company employees with respect to any political activity, nor in any
communication to any news source.

WEAPONS AT WORK

Company employees are not allowed to have weapons such as knives, guns, rifles, explosives, or
any other device whose primary purpose is the infliction of bodily harm in their possession while
at work. Employees who violate this policy will be subject to immediate dismissal.

WORKPLACE VIOLENCE--ZERO TOLERANCE POLICY

The Company has adopted a Zero Tolerance Policy for workplace violence. Consistent with this
policy, acts or threats of physical violence, including intimidation, harassment, and/or coercion,
that involve or affect the Company or that occur on Company property will not be tolerated.
Examples of workplace violence include, but are not limited to, the following:

 All threats or acts of violence occurring on Company premises, regardless of the

relationship between the Company and the parties involved in the incident;

 All threats or acts of violence occurring off the Company’s premises involving someone
who is acting in the capacity of a representative of the Company;

 All threats or acts of violence occurring off the Company’s premises involving an
employee of the Company if the threats or acts affect the legitimate interests of the
Company.

Every employee and every person on Company property is encouraged to report incidents of
threats or any acts of violence of which he or she is aware. The report should be made to your
supervisor or any member of management.

STAFF SEARCH AND SECURITY POLICY

The Company reserves the right to conduct an investigation of missing property or other
suspected rule or policy violations. When that occurs, it may become necessary to conduct a
search of an employee’s working area, possessions, and belongings.

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Please understand that offices, desks, lockers, and file cabinets are the property of the Company
and are subject to search by the Company at any time. In addition, packages, lunch boxes, bags,
and cars are subject to search at any time while they are on the premises of the Company.

The Company expects employees to comply with this policy and cooperate with investigations
including searches. Employees who do not cooperate will be subject to disciplinary action, up to
and including termination.

Searches will be conducted with prudence and propriety and employees will be treated with
dignity and respect. It is not the intention of this policy to embarrass or humiliate anyone, but
simply to protect the rights of all of us and help make the workplace more safe and comfortable.

LABOR REGULATIONS - MINORS

The federal and state governments have set specific hours that minors can work. McDonald’s
and Chalfont & Associates are very concerned that no violations of the law occur. If you have
any questions or concerns in this area or feel you are working in violation of our policy, contact
your manager.

Mistakes in your schedule which would put your work time in violation of the law should be
brought to the immediate attention of your manager. Breaks are closely monitored and require
that the appropriate break be taken. Any minor returning early from a break will receive
disciplinary action.

STORE TRANSFERS

If you have had a satisfactory history with McDonald’s and wish to be transferred from one
Chalfont & Associate’s McDonald’s to another, you may submit a written request to the General
Manager. If your manager approves your request, he/she will forward it to your new store for
approval.

On occasion, we may ask you to transfer to another store on a temporary or permanent basis to
meet a special need. Normally, such transfers are made between stores that are in your vicinity.
This would be done with your cooperation and approval.

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 GENERAL INFORMATION

 You should get permission from the manager in charge before clocking in early. You
should be ready to work and in complete uniform when you clock in.
 Before you leave, you should check with the manager in charge to assure that your
responsibilities are completed.
 You should not be in the restaurant longer than 15 minutes after your shift has ended.
 When you are off duty, you much check with the manager if you require assistance.
Under no circumstances are employees to walk behind the counter out of uniform.

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YOUR BENEFITS

45
 THE PAYCHECK ISN'T ALL - THERE’s MORE

Your paycheck is important, but it does not represent all of the compensation you receive from
the Company. Not only do you receive your wages each payday, you also receive a substantial
number of employee benefits which, while not paid in cash, still represent a real financial asset to
you and your family. These benefits include paid vacations, paid holidays, and various types of
insurance. We want you to have a full understanding of your staff benefits, so we are devoting a
full section to the discussion of each one. If you ever have any questions concerning any of your
staff benefits, ask your supervisor to help you.

YOUR PAID VACATION

We believe that paid vacations are important to both you and the Company by providing you
with a time of relaxation to be away from your work and enjoy personal activities. Vacation with
pay is one way we show our appreciation to our management employees who have at least one
year of service.

Salaried Managers, Hourly Managers

Position Vacation Time Awarded
General Managers Three Weeks
Salaried Assistant Managers Two Weeks
Hourly Swing Manager One Week

Vacation eligibility is based on the calendar year, and after the anniversary date of initial hire,
prorated the first partial year through December 31 of that initial year.

Vacations will be scheduled through your General Manager, Supervisor and/or Director of
Operations on a first-come, first-served basis. Where there is a conflict, the more senior
employee will have preference. Seniority is based on continuous, unbroken service, including
authorized leaves of absence. Any changes in vacation must be approved by the management.
Payment will be based on your average pay for the previous calendar year and will be made on
the pay day following your vacation. A manager must be employed 60 days after receiving
vacation pay or they are responsible for reimbursing the company 100% of the vacation pay.

We believe it is in the best interest of both you and the Company for you to take a vacation every
year, and so your vacation cannot accrue from year to year or be waived for extra pay.

YOUR PAID HOLIDAYS

We have a number of paid holidays each year. These are days which you will not be required to
work but will be paid, if you are eligible. Our normal paid holiday schedule is as follows:

Thanksgiving Day Christmas Day

46
To be eligible for holiday pay, you must be on active status, and must have worked the last
regularly scheduled day before the holiday and the first regularly scheduled day following the
holiday unless authorized in advance.

The company reserves the right to change this holiday schedule if necessary and prudent to the
operation of the company. Persons observing other religious holidays will be granted time off
without pay, if requested in advance and if it does not create an undue hardship on the company.

SICK DAY DOCUMENTATION

If an employee misses two consecutive days as a result of an illness, a doctor’s excuse must be
provided. In addition, the Company reserves the right to require an employee to provide a
doctor’s excuse when it appears, in the Company’s judgment, that the employee is abusing the
sick leave privilege. Employees must notify the manager on duty at least 2 hours before the
scheduled shift if they will be out due to sickness. If an employee neglects to call the manager on
duty and does not show up for their scheduled shift, they have voluntarily resigned their position
with the company.

MEDICAL INSURANCE

Full-time, salaried management employees of the Company are eligible for our group health
insurance benefits the first of the month after completing thirty days of employment. New
employees must submit an application for insurance prior to becoming eligible as stated above.

The Company contributes a percentage of your premiums and the balance may be made through
payroll deductions. Employees are responsible for the full premium for dependents. You will
receive a booklet which will explain the benefits you receive under the group medical insurance
plan. All benefits are set forth in the insurance booklet, and we suggest that you review it
thoroughly so you can understand the type and amount of benefits you will receive. If you have
any questions regarding these benefits, contact the Human Resource Manager at the office. We
will supply you with the necessary forms to make claims under the insurance programs.

Insurance for yourself and any dependents will terminate at the end of the month following the
termination of your employment with the company. Under the provisions of COBRA, you and
your covered dependents may remain a member of the plan and continue coverage for a period of
18-36 months after you leave the company. You will be given the details of this option at the
time you leave.

FAMILY AND MEDICAL LEAVE OF ABSENCE

The Company is covered under the federal Family and Medical Leave Act (FMLA) and provides
job protected leaves of absence to eligible employees in certain circumstances in accordance
with the FMLA.

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FMLA Eligibility and Amount of Leave:

If you have been employed for a minimum of twelve (12) months (which need not be
consecutive), and have worked at least 1,250 hours of service during the twelve (12) months
prior to needing leave, then you are eligible for leave under the FMLA. You will be entitled to
twelve (12) weeks of unpaid leave based on a “rolling" back twelve (12) month period.

Purposes for Which Leave Can Be Taken:

Leave may be taken for any one, or for a combination, of the following reasons:

 To care for the employee’s child after birth, or placement for adoption or foster care
(Leave taken for this reason must be completed within the 12 month period beginning on
the date of birth or placement);

 To care for the employee’s spouse, son, daughter or parent (but not in-law) who has a
serious health condition;

 For the employee’s own serious health condition that makes the employee unable to
perform one or more of the essential functions of the employee’s job; and/or

 Because of any qualifying exigency arising out of the fact that an employee’s spouse,
son, daughter or parent is a covered military member on active duty or has been notified
of an impending call or order to active duty status in the National Guard or Reserves in
support of contingency operation.

Qualifying exigencies may include attending certain military events, short notice deployment,
arranging for alternative childcare, addressing certain financial and legal arrangements, attending
certain counseling sessions, rest and recuperation, and attending certain post-deployment
activities.

Notice of Eligibility for, and Designation of, FMLA Leave

Employees requesting FMLA leave will receive written notice informing them whether they are
eligible for FMLA leave and, if not eligible, the reasons why they are not eligible. If eligible for
FMLA leave, employees will receive, 1) written notice of their rights and responsibilities, 2) the
designation of leave as FMLA-qualifying or non-qualifying, and 3) the amount of leave, if
known, that will be counted against the employee’s leave entitlement.

Intermittent Leave and Reduced Leave Schedules

FMLA leave usually will be taken for a period of consecutive days, weeks or months. However,
employees also are entitled to take FMLA leave intermittently or on a reduced leave schedule
when medically necessary.

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Health Care Provider Certification of "Serious Health Condition":
Health care provider certification of your serious health condition or that you are needed to care
for a covered family member with a serious health condition is required. You must provide
certification from a responsible health care provider within fifteen (15) days after you request
FMLA leave, if possible, and no later than the date your leave begins if you were able to give
thirty (30) days advance notice of your need for FMLA leave.

You may be required to provide subsequent medical recertification during your leave. Failure to
provide requested certification within fifteen (15) days, if practicable, may result in delay of
further leave until it is provided.

Group Health Insurance and Payments:

During FMLA, the Company continues to pay its portion of your health insurance benefits, and
you continue to pay your portion. If paid time off (e.g. vacation days) is substituted for unpaid
leave, the Company will deduct your portion of the premiums as a regular payroll deduction. If,
on the other hand, the leave is unpaid, you must pay your portion of the premiums by making
arrangements with the Human Resources Department. Failure to pay your portion timely may
result in the termination of coverage.

Paid Holidays and Vacation During FMLA

Paid holidays are not provided to employees who are on family and medical leave and vacation
time, as well as other benefits, do not accrue during the leave.

Return to Work from FMLA

If you return to work at the conclusion of your leave, you will be restored to your previous
position or an equivalent position. When you return to work, if your leave was due to your own
serious health condition, you must provide medical certification verifying your ability to return
to work and stating any limitations which might apply.

Servicemember Family Leave

An eligible employee who is the spouse, son, daughter, parent, or next of kin may take up to 26
workweeks of leave to care for a veteran, or member of the Armed Forces, including a member
of the National Guard or Reserves, who is undergoing medical treatment, recuperation, or
therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list,
for a serious injury or illness.

Other Provisions of our FMLA Policy

Should a current employee become disabled, this leave of absence policy, as well as our
Accommodation Policy will apply.

Provide Notice of the Need for Leave

Employees who take FMLA leave must provide timely notification of their need for FMLA
leave. The following describes the timing and content of such employee notices.

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Timing of Employee Notice

Employees must provide 30 days advance notice of the need to take FMLA leave when the need
is foreseeable. When 30 days’ notice is not possible, or the approximate timing of the need for
leave is not foreseeable, employees must provide notice of the need for leave as soon as
practicable under the facts and circumstances of the particular case. Employees must also follow
customary notice and procedural requirements for requesting time-off or reporting absences
when requesting FMLA leave, absent unusual circumstances.

Content of Employee Notice

To trigger FMLA leave protections, employees must inform the Human Resources department of
the need for FMLA-qualifying leave and the anticipated timing and duration of the leave, if
known. Employees may do this by either requesting FMLA leave specifically, or explaining the
reasons for leave so as to allow a determination that the leave is FMLA-qualifying.

Calling in “sick,” without providing the reasons for the needed leave, will not be considered
sufficient notice for FMLA leave under this policy. Employees must respond to any questions
posed to determine if absences are potentially FMLA-qualifying.

If employees fail to explain the reasons for FMLA leave, the leave may be denied. When
employees seek leave due to FMLA-qualifying reasons for which the FMLA-protected leave has
been previously provided, they must specifically reference the qualifying reason for the leave or
the need for FMLA leave.

MEDICAL OR PERSONAL LEAVE OF ABSENCE

If you need time away from the Company because of illness, disability, pregnancy, or related
conditions, discuss the matter with your manager. Leaves available are for pregnancy and
FMLA, if eligible. While on leave, you must make arrangements to pay your portion of any
insurance premium.

During this absence, you must provide your manager with a letter from your physician stating
when you must stop working, as well as one when you return to work stating that you are able to
perform the full duties of the position for which you were hired.

Employees whose leave lasts longer than the allotted time frame will be separated, and
employees who fail to return from leave will be presumed to have resigned. Employees who
refuse a job offer, even if it is a different job at a lower pay rate, will be separated.

Paid holidays are not provided to employees who are on leave.

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 FLORIDA CRIME VICTIM LEAVE

Employees who have been employed for at least three months and who are victims or family or
household members of victims of domestic violence or sexual violence are entitled to take leave
to seek an injunction for protection against domestic violence or cases of repeat, dating, or
sexual violence. “Family or household member” includes spouses, former spouses, persons
related by blood or marriage, persons residing together as a family, and parents—regardless of
whether they are married—who share a child.

Leave also can be taken to obtain medical care or mental health counseling, legal aid, services
from a victim-services organization such as a domestic violence shelter or rape crisis center, or
assistance in making employees' homes secure from acts of domestic violence or sexual violence
or in seeking new housing to escape perpetrators.

If possible, please provide a one week advance notice of your need for the leave, although this
may be waived under certain circumstances, such as in the case of imminent danger to the safety
of you or your family. You may take up to three work days and you must utilize all of your
regular benefit time (vacation and sick leave) prior to using this special personal leave.

Please be assured that all information relating to this leave will be kept strictly confidential. The
Company reserves the right to require supporting documentation of the need for the leave.

FLEXIBLE SCHEDULING

One of the greatest benefits in working for McDonald’s is our flexible scheduling policy. We try
to mold your availability around our needs. This allows you the freedom to devote time to
school studies or activities, your family responsibilities or other things that may keep you from
having complete or full time availability.

Keep in mind that we cannot fulfill everyone’s personal scheduling needs but we will try. There
are certain times and days when we need a greater number of crew to work because of customer
demand. If you narrow down your availability too much, then we may not be able to satisfy you.

On occasion, you may be asked to continue working past your scheduled time. If you continue
working, you will be released as soon as possible. You may be requested to work when you are
not scheduled. Although it is not required that you make yourself available, your cooperation is
appreciated.

Always talk over with a manager any changes in availability you might have or other things that
could potentially affect your work status.

Upon posting of the schedule, you are responsible for your schedule. Any information you
receive regarding your schedule other than the posted schedule may not be reliable. Do not write
on, alter or in any way deface the schedule.

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All requests for time off are to be requested via the restaurant policy for requesting time off. Not
showing up for your scheduled shift will be considered voluntary separation from employment.
Walking out during your shift will be considered job abandonment, therefore resigning without
notice.

We are open for business in most stores at least 18 hours a day. So there is almost always a place
for you.

MILITARY LEAVE

A military leave of absence will be granted to employees who are absent from work because of
service in the U.S. uniformed services in accordance with the Uniformed Services Employment
and Reemployment Rights Act (USERRA). Employees are asked to give as much notice as
possible of the need for leave, consistent with the circumstances.

MILITARY RESERVE OR NATIONAL GUARD TRAINING LEAVES

If you are a member of the Reserve or National Guard and you are called upon to serve a tour of
active duty (usually two weeks but sometimes longer), you will be granted a military leave of
absence for the time required. You should give your supervisor as much advance notice as
possible of your intent to be away. If you wish, you may take your normal vacation during this
time, but this is not required.

YOUR SOCIAL SECURITY INSURANCE BENEFITS AND PAYMENTS

The Federal Social Security Program provides you with a variety of benefits including retirement
payment, death benefits, disability insurance, and monthly income payments to certain dependent
survivors of covered employees. According to the federal regulations, both you and the
Company contribute to your social security account.

Normally, you will be eligible to receive monthly income from Social Security when you retire
or become totally or permanently disabled. If you have questions about your Social Security
benefits, please see your Human Resources representative.

WORKERS' COMPENSATION

If you are injured while you are at work, you will receive certain benefits under the Workers'
Compensation policy which the Company carries on each employee. These benefits normally
include the cost of your medical attention as well as a certain percentage of your weekly income
for a specified number of weeks.

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If you become injured on the job, please report it immediately to your Manager so that we can
provide you with the proper medical attention and ensure that your Workers' Compensation
claim is filed properly.

INSURANCE AGAINST UNEMPLOYMENT

Unemployment Compensation Insurance provides you with a certain amount of income, should
you become unemployed through no fault of your own. The entire cost of this insurance is paid
for by the Company. When eligible, you receive weekly income benefits, to be determined by
the amount of wages you have received.

JURY DUTY OR SERVING AS A WITNESS

If you are summoned for jury duty, please tell your manager as soon as possible. As good
citizens, any one of us is subject to being called for jury duty at any time. If you receive a
summons to appear for jury duty, you will be granted time off to attend. You are to present the
Clerk’s Letter of Attendance each day that you attend jury duty.

Just as soon as you receive a summons to serve on a jury, please tell your manager so that we can
arrange for another employee to take over in your absence.

Employees who are excused from court prior to the end of a business day are required to contact
their manager and return to work that day, if their manager determines that there is sufficient
time remaining within the scheduled work period for meaningful work.

BEREAVEMENT LEAVE

If you have a death in your immediate family, you may arrange for funeral leave in order to
make necessary arrangements, attend the funeral, or handle other affairs immediately associated
with the funeral.

Eligible employees will be granted up to three (3) days of paid leave. Immediate family is
defined as including your spouse, children, parents or legal guardians, brother or sister,
grandparents, or special situations such as a close relative living in the same household.
Appropriate documentation is required by your manager to authorize bereavement pay.

VOTING TIME

We encourage Company employees to vote in all municipal, state, and national elections. You
should try to arrange your voting time either before or after work or during lunch. If necessary,
due to unforeseen situations, the Company may grant unpaid time off to vote, if there is no other
alternative, and if the Company’s business considerations allow it.

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RULES FOR ALL OF US TO LIVE BY

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 EMPLOYEE CONDUCT

The purpose of these rules is to define the rights of everyone, not to restrict these rights. By
keeping you informed of your rights, you will be more satisfied and the Company can operate in
an orderly and efficient manner. We have found that most employees have a keen sense of
appropriate behavior and strive to exhibit the best and highest professional conduct at all times.
Most employees abide by the rules.

Our rules here are very simple -- if any employee engages in activity detrimental to the best
interests of the Company, our customers or our employees, then he or she will receive
appropriate discipline.

Violations of Company policies will be dealt with by disciplinary measures which may/will
include a verbal or written correction notice, suspension, or discharge, depending upon the
frequency and the nature of offense. The company does not guarantee that one form of action
will necessarily precede another. Management reserves the right to make all disciplinary
decisions.

Activity detrimental to the Company includes habitual lateness and/or absenteeism, destruction
of property, fighting, reporting to work under the influence of drugs or alcohol, stealing,
insubordination, refusing to perform an assignment and others. The following list is not all-
inclusive, but provides an example of improper and unacceptable behavior.

MISCONDUCT

1. Inefficiency, unsatisfactory performance, or lack of application or effort on the job.

2. Committing actions which affect the safety of equipment or personnel.

3. Violating a safety rule or safety practice.

4. Knowingly recording the work time of another employee, having one’s work time
recorded by another employee, or unauthorized altering of a work time record.

5. Being late without proper notice.

6. Being absent without proper notice or excuse.

7. Spending unnecessary time away from the job.

8. Leaving your job or your regular working area during working hours for any reason
without authorization from your manager except for lunch, break periods, and going to
the restroom.

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9. Leaving work before the end of a regular workday or not ready to work at a normal
starting time.

10. Reporting to work in an intoxicated condition or under the influence of drugs, or

possession of illegal drugs on Company property, or consuming alcohol or illegal drugs
on Company property.

11. Disorderly conduct or indecency reflecting on the Company.

12. Immoral conduct or indecency reflecting on the Company.

13. Harboring a disease that will endanger customers or co-workers.

14. Misrepresentation of facts in seeking employment.

15. Removal of another employee’s property or Company property without permission.

16. Willful destruction or carelessness, which results in the loss or damage of Company
property.

17. Insubordination (refusal to perform service connected with an employee’s job as required
by the employee’s manager or supervisor).

18. Unauthorized possession of weapons, fireworks, or explosives on Company property.

19. Contribution to unsanitary conditions.

20. Theft of any amount of money or property from the Company, co-workers, customers, or
visitors.

21. Engaging in unprofessional behavior, such as obscene language or loud or abusive

behavior.

Violations of Company policies will be dealt with by a written correction to dismissal, depending
upon the frequency and the nature of offense. Management reserves the right to make all
disciplinary decisions.

PROGRESSIVE DISCIPLINE POLICY

If you are in violation of any of our company policies, you will be subject to the following
progressive discipline:

 The first violation will result in a verbal warning, depending on the severity;
 The second violation will be a written warning, which will be signed by both the
employee and a manager, depending on the severity;

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 The third violation will result in suspension of up to one week, depending on the
severity;
 The fourth violation will result in termination of employment;
 All documentation involved in the progressive discipline process will be kept in
the employee’s personnel file;
 The management of Chalfont & Associates reserves the right to change or modify
the consequences at any time to fit any circumstance;
 All decisions will be made on an individual basis and will be enforced
accordingly by the General Manager, Supervisor and Director of Operations in
conjunction with the HR Manager.

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 RECEIPT FOR PERSONNEL POLICY HANDBOOK

By signing below, you agree to all terms and conditions of employment with Chalfont &
Associates Group, Inc. You agree to be an employee of the highest integrity and agree to abide
by all rules at all times. Failure to do so could result in disciplinary action leading up to and
including termination of employment.

Management reserves the right to change, modify, add or delete any portion of this handbook at
any time for any reason. For additional details on any laws or regulations, you may refer to the
Human Resources section of the McDonald’s Operations and Training Manual. Additional
details, questions and/or concerns can be discussed with the General Manager or HR Manager.

I have received a copy of the employee handbook for Chalfont & Associates Group, Inc. I agree
to read it or have it read to me, keep the handbook for future reference, and observe present and
future Company personnel policies and rules. I understand that this handbook does not create a
contract between me, McDonald’s, and/or Chalfont & Associates Group, Inc.

NAME: __________________________

SIGNED: __________________________

DATE: __________________________

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