2015 California Restaurant Employee Handbook

RESTAURANT
EMPLOYEE HANDBOOK
CALIFORNIA
JULY 2015
Prepared by HR Prescriptions for the exclusive use of Reins International, Inc. ©

All Rights Reserved
Reins International California Restaurant Employee Handbook 1 Updated: July 1, 2015
TABLE OF CONTENTS
1 - INTRODUCTION .............................................................................................................................................................. 9
2 - EMPLOYMENT ............................................................................................................................................................... 10
AT WILL EMPLOYMENT POLICY .............................................................................................................................................. 10
EQUAL EMPLOYMENT OPPORTUNITY ................................................................................................................................... 10
AMERICANS WITH DISABILITIES ACT ..................................................................................................................................... 10
EMPLOYMENT ELIGIBILITY VERIFICATION ............................................................................................................................. 10
PRE-EMPLOYMENT BACKGROUND/CREDIT/REFERENCE CHECKS ......................................................................................... 10
INTRODUCTORY PERIOD OF EMPLOYMENT .......................................................................................................................... 10
EMPLOYMENT RELATIONSHIP ............................................................................................................................................... 11
EXEMPT EMPLOYEE STATUS .................................................................................................................................................. 12
NON-EXEMPT EMPLOYEE STATUS ......................................................................................................................................... 12
TRANSFERS/RE-CLASSIFICATIONS/PROMOTIONS ................................................................................................................. 12
TRANSFER .......................................................................................................................................................................... 12
PROMOTION ...................................................................................................................................................................... 12
OUTSIDE EMPLOYMENT ........................................................................................................................................................ 12
RE-EMPLOYMENT .................................................................................................................................................................. 13
EMPLOYMENT OF RELATIVES AND SPOUSES ........................................................................................................................ 13
PERFORMANCE WORK REVIEW AND SALARY REVIEW ......................................................................................................... 13
PERSONNEL RECORDS ........................................................................................................................................................... 14
3 - WAGE AND SALARY ADMINISTRATION.......................................................................................................................... 16
PAYMENT OF WAGES ............................................................................................................................................................. 16
PAYROLL................................................................................................................................................................................. 16
PAY PERIOD/PAYDAYS ............................................................................................................................................................ 16
TIMESHEETS .......................................................................................................................................................................... 17
EARNED INCOME TAX CREDIT ................................................................................................................................................ 18
GARNISHMENT OF WAGES .................................................................................................................................................... 18
4 - WORKING CONDITIONS AND HOURS ............................................................................................................................ 19
HOURS OF WORK................................................................................................................................................................... 19
MEAL AND REST BREAKS ...................................................................................................................................................... 19
EMERGENCY CLOSINGS ......................................................................................................................................................... 20
5 - LEAVES OF ABSENCE...................................................................................................................................................... 21
LEAVES OF ABSENCE OVERVIEW ............................................................................................................................................ 21
ALCOHOL AND DRUG REHABILITATION LEAVE ...................................................................................................................... 21
BEREAVEMENT LEAVE ........................................................................................................................................................... 21
LEAVE FOR VICTIMS OF DOMESTIC VIOLENCE OR SEXUAL ASSAULT .................................................................................... 21
EMERGENCY VOLUNTEER FIREFIGHTER LEAVE ..................................................................................................................... 21
FAMILY/MEDICAL LEAVE ........................................................................................................................................................ 21
JURY DUTY LEAVE .................................................................................................................................................................. 24
MILITARY LEAVE..................................................................................................................................................................... 24
ORGAN AND BONE MARROW LEAVE .................................................................................................................................... 27
PAID SICK LEAVE (PSL) ........................................................................................................................................................... 27
PREGNANCY DISABILITY LEAVE ............................................................................................................................................. 27
SCHOOL REQUIRED APPEARANCE LEAVE .............................................................................................................................. 28
SCHOOL VISITATION LEAVE.................................................................................................................................................... 28
VICTIM OF A CRIME LEAVE .................................................................................................................................................... 28
WORK-RELATED INJURY LEAVE/WORKERS’ COMPENSATION LEAVE ..................................................................................... 28
6 - EMPLOYEE BENEFITS ..................................................................................................................................................... 30
EMPLOYEE BENEFITS OVERVIEW........................................................................................................................................... 30
EMPLOYEE PREMIUM CONTRIBUTION .................................................................................................................................. 30
CONTINUATION OF GROUP HEALTH INSURANCE (COBRA) ................................................................................................... 30
HOLIDAYS .............................................................................................................................................................................. 31
EMPLOYEE MEALS ................................................................................................................................................................. 31
GYU-KAKU CUSTOMER REWARD CARD PROGRAM ............................................................................................................... 31
7 – OTHER COMPANY POLICIES .......................................................................................................................................... 32
ATTENDANCE AND PUNCTUALITY POLICY ............................................................................................................................. 32
BUSINESS CONDUCT AND ETHICS POLICY ............................................................................................................................. 34
CAR USAGE FOR BUSINESS PURPOSES .................................................................................................................................. 34
COMPANY PROPERTY AND RIGHT TO INSPECT ...................................................................................................................... 36
COMPANY PROPERTY IN VEHICLES ........................................................................................................................................ 36
COMPANY TELEPHONES AND OFFICE EQUIPMENT ............................................................................................................... 36
EMPLOYEE PROPERTY............................................................................................................................................................ 39
HEALTH AND SAFETY ............................................................................................................................................................. 40
HOUSEKEEPING ..................................................................................................................................................................... 41
INCLEMENT WEATHER AND DISASTER POLICY ...................................................................................................................... 41
NO SOLICITATION POLICY ...................................................................................................................................................... 41
ONLINE ACTIVITIES, BLOGGING, AND SOCIAL NETWORK SITES POLICY................................................................................ 41
PERSONAL CALLS DURING WORK .......................................................................................................................................... 42
ROMANTIC RELATIONSHIPS POLICY ...................................................................................................................................... 42
SMOKING POLICY .................................................................................................................................................................. 42
STANDARDS OF CONDUCT .................................................................................................................................................... 42
OFF-DUTY CONDUCT ............................................................................................................................................................. 43
UNLAWFUL HARASSMENT POLICY ........................................................................................................................................ 44
VIOLENCE PREVENTION POLICY ............................................................................................................................................ 45
8 - TERMINATIONS ............................................................................................................................................................. 46
EXIT INTERVIEW .................................................................................................................................................................... 46
FINAL PAYCHECK .................................................................................................................................................................... 46
9 - PROBLEM RESOLUTION PROGRAM ............................................................................................................................... 47
ARBITRATION......................................................................................................................................................................... 48
10 - ACKNOWLEDGMENT OF HANDBOOK RECEIPT ............................................................................................................ 49
(EMPLOYEE’S COPY) .............................................................................................................................................................. 49
11 - ACKNOWLEDGMENT OF HANDBOOK RECEIPT ............................................................................................................ 51
(COMPANY’S COPY) .............................................................................................................................................................. 51

CONTRACT DISCLAIMER
This Employee Handbook is not a contract of employment. Accordingly, this Handbook should not be
interpreted to create any express or implied contractual rights or evidence of such rights between and any
employee. Despite any disciplinary procedures or company rules, standards of conduct or regulations, or oral
representations made to you, your employment is “at-will,” which means that the relationship between Reins
International, Inc. dba Gyu-Kaku and you may be terminated by either party unilaterally at any time, with or
without notice, for any reason, or for no reason at all, except as prohibited by law.
NOTICE OF PROPRIETARY INFORMATION
This Handbook is the property of Reins International, Inc. (also referred to as “Gyu-Kaku” or "the Company").
The information contained herein is proprietary to this Company and may not be copied or reproduced without
the express written permission of the Company’s President. This Handbook has been prepared for the express
use of personnel employed by Gyu-Kaku. Accordingly, all employees must return their Handbook to the Human
Resources Department prior to their last day of employment with the Company.
TRANSLATED VERSIONS
A translated version of the Employee Handbook will be provided to those employees whose primary language is
Spanish. If any discrepancies exist between a translated version and the English Employee Handbook version,
the English Employee Handbook shall prevail over such translated version.

INTRODUCTION
Message from the President
Welcome to Reins International California, Inc. (referred to as “Gyu-Kaku”) food service team! We look
forward to working with you to make our restaurants the best possible dining experience for all of our
guests in California and around the world. As a valued team member, we hope that you will work closely
with your fellow team members to learn about the various food products that are offered at our restaurants. Please
work diligently with your co-workers to provide the best possible customer service to every person that walks through
our doors.
We should be thankful that we live in a country where food is plentiful. In many third world and developing countries
food is very scarce. We as a team should make it a point not to waste food because there are so many people who
could benefit from what we may consider as waste. Food is very precious regardless of where you live and we must
treat it as such. Let’s make it a point not to waste ANY food.
Reins International California, recognizes that each of our Associates is a valued resource and hopes to ensure that
each Associate has the opportunity to excel within the best possible working environment at Reins International
California. Therefore, this Associate Handbook is provided as a source of information regarding our unique policies and
procedures to assist in making your work experience the best that it possibly can be!
We hope that your experience here will be challenging, enjoyable, and rewarding.
Again, welcome!
Toshi Hayakawa
President

Our Mission - “Kandou”
At Gyu-Kaku, we make it our mission to exceed expectations continually.
As an international restaurant, we seek to provide our customers with a premier dining experience both in flavor,
service, and ambience.
Our primary goal is always to strive to exceed every expectation of each customer that comes through our doors. We
want our customers to leave our restaurants with a sense that they have experienced the finest Japanese cuisine and
been a part of the most appealing aspects of Japanese culture.
Thus, each team member plays an important role in creating the perfect Japanese dining experience for each of our
customers. We want to deliver the highest level of service by anticipating and graciously responding to every
customer need before it is requested and also by providing a unique and delicious sensation with every bite of food
that the customer partakes.
We are counting on each of our team members to live out the Gyu-Kaku motto of empathy in service, grace under
pressure, and precision in details whenever he or she is on our work site.
As we continue to expand and grow, we hope that our valued base of loyal customers will continue to grow and invite
others to join our clientele. We hope that you will help to “spread the word” and enhance our reputation by sharing
your “Kandou” with each of our customers.
Gyu-Kaku Spirit
At Gyu-Kaku, we believe that when we strive to ensure the satisfaction and happiness of our customers by meeting
their needs, we too will find satisfaction and fulfillment in our work and responsibilities.
Therefore, Gyu-Kaku team members will observe the practice of treating everyone as we would like to be treated and
exercise continuous empathy and consideration for others.
At Gyu-Kaku, we seek to have a restaurant that is continuously growing and expanding.
At Gyu-Kaku, we believe that every member of the team will be happier when he or she is continually growing,
improving and accomplishing greater and greater goals.
At Gyu-Kaku, we believe that no man is an island and that it is through our united team efforts that we can each be
successful.
At Gyu-Kaku, we strive for professionalism of the highest caliber in order to create an efficient and productive work
environment.
Our Promise
Gyu-Kaku is committed to providing the best quality products to each and every customer. Gyu-Kaku is committed to
providing the best caliber of service to each and every customer.
Gyu-Kaku is committed to creating a dining environment that will enhance the customer’s dining experience and to
providing a memorable experience for each and every customer.
Gyu-Kaku is committed to creating a safe environment in which to enjoy dining for each and every customer.
Gyu-Kaku is in a continual cycle of efficient improvement and growth in an effort to ever improve and enhance every
customer’s experience in dining.

Gyu-Kaku Principles
At Gyu-Kaku, the needs of the customer come first and every team member is expected to respond to customers in
such a manner.
At Gyu-Kaku, everyone is a vital member of the team and we succeed together and fail together. We must all work
together to create loyalty and trust among one another.
At Gyu-Kaku, we are working to earn success, not demand it. Success is measured as a team accomplishment for no
one is able to achieve alone.
At Gyu-Kaku, the foundation of our business is based upon considerate communications and interactions both among
the Gyu-Kaku team and also with our valued customers.
When Gyu-Kaku succeeds and increases its profitability, every team member will be able to enjoy the benefits of such
prosperity by better salaries, better work schedules, and better benefits.

1 - INTRODUCTION
INFORMATION ABOUT THIS HANDBOOK

This Employee Handbook sets forth the terms and conditions of employment of all employees at Gyu-Kaku
restaurants. It is intended to acquaint employees with some of the Company’s policies and benefits. The
purpose of this Handbook is to spell out your rights and your responsibilities, i.e. what you can expect from the
Company and what the Company expects of you. For the purposes of this Handbook, we will use the terms,
“Gyu-Kaku.”, the “Company”, “We” or “Us”.
This Handbook contains the policies and practices in effect at the time of publication. It replaces all previously
issued handbooks, policies, benefit statements, or memoranda. Nothing in this handbook, or any other
document, including benefit plan descriptions, creates or is intended to create a promise or representation of
continued employment for any employee. The policies contained in this Employee Handbook are not intended
to create any contractual rights or obligations.
Please be sure to sign the ACKNOWLEDGMENT OF RECEIPT form, and return it to the Human Resources
Department within one week after receiving the Employee Handbook. If you have any questions about its
contents, contact the Human Resources Department immediately.
CHANGES TO THE EMPLOYEE HANDBOOK

Since our business is constantly changing, we expressly reserve the absolute right at any time to revise, add, or
delete from all or any part of the policies and procedures contained in this Handbook with reasonable notice,
with the sole exception of all employees at-will employment status which cannot be amended or altered except
in writing signed by the Company’s President and the employee.
We attempt to notify you of these changes by memo or other appropriate means. Changes are effective on
dates determined by the Company and you may not rely on policies that have been superseded. Also, no oral
statements or representations can in any way change or alter the provisions of this Handbook.

2 - EMPLOYMENT
AT WILL EMPLOYMENT POLICY
Your employment with Gyu-Kaku will be at will. This means you and the Company are free
to terminate the employment relationship at any time, with or without a reason, and with
or without prior notice. Except for its employment-at-will policy, the Company has the
right to change any and all of its policies or practices at any time, including the right to
change your compensation, hours, and working conditions. No supervisor, manager or
representative of the Company has authority to enter into any agreement, either express or
implied, relating to any term or condition of your employment (including your at-will status) except the President,
and in order for any such agreement to be valid, it must be in writing and signed by both you and the President.
In the event that any policies of the Company conflict with your at-will status, the at-will provisions will prevail.
EQUAL EMPLOYMENT OPPORTUNITY

It is the policy of Gyu-Kaku to recruit, hire, train, promote and transfer the best qualified individual for each job
opening without regard to sex, race, religious creed, color, gender, gender identity, national origin, ancestry,
citizenship, nationality, age, physical disability, mental disability, medical condition, marital status, pregnancy,
sexual preference /orientation, genetic information, veteran status or any other characteristic protected by state
or federal laws.
AMERICANS WITH DISABILITIES ACT

Gyu-Kaku adheres to the Americans with Disabilities Act (ADA), as amended, and makes every effort to ensure
that qualified individuals with a disability are not discriminated against in any terms, conditions, or privileges of
employment.
Any applicant or employee who requires an accommodation in order to perform essential job functions should
contact and request such accommodation from the Human Resources Department, a Company representative
with day-to-day personnel responsibilities. The individual with the disability should specify what accommodation
is needed to perform the job. The Company will then identify any barriers interfering with the equal opportunity
of the applicant or the employee to perform his or her job. The Company will also identify possible
accommodations to help eliminate the barrier. If reasonable and not imposing an undue hardship, the Company
will make the accommodation.
EMPLOYMENT ELIGIBILITY VERIFICATION

All offers of employment are conditioned on your establishing the right to work in this country. Prior to your first
day of work, you will be required to produce documents acceptable under the Department of Homeland Security
and Immigration Services regulations or other applicable laws to establish that right.
PRE-EMPLOYMENT BACKGROUND/CREDIT/REFERENCE CHECKS

Gyu-Kaku reserves the right to request and conduct pre-employment background, credit and reference checks.
Gyu-Kaku conducts all checks in full compliance with applicable state, federal, and local laws and ordinances.
INTRODUCTORY PERIOD OF EMPLOYMENT

The first 90 days of your continuous employment (or longer if, in its sole discretion, Gyu-Kaku determines that an
extension is appropriate) -- will be an "Introductory Period" to give you an opportunity to determine if your job
at Gyu-Kaku is suitable for you, and to also give Gyu-Kaku a preliminary chance to find out if your performance,
attitude and attendance measure up to Gyu-Kaku standards. All absences are without pay during the
Introductory Period. Employment is at the mutual consent of the employee and the employer and may be
terminated at-will, with or without cause, at any time during or after the Introductory Period. Satisfactory
completion of the Introductory Period does not guarantee any special rights nor guarantee continued
employment.
During an employee’s introductory period, eligibility for certain company benefits may be limited. Specific
information regarding company-provided benefits will be provided to you by the Human Resources Department
at the appropriate time.
EMPLOYEE CLASSIFICATIONS
The following terms and definitions are used to describe the classification of employees at Gyu-Kaku.
Introductory Employee:
You are an introductory employee if you are new to the Company and you are still in the introductory period of
employment which is the first ninety (90) days of employment. Your eligibility for some Company-provided
benefits is limited during this time. The Company reserves the right to extend the introductory period of
employment.
Regular Employee:
You are a “regular employee” if you are scheduled to work on a regular basis throughout the year and you have
successfully completed the introductory period of employment. Regular employees may be either full-time or
part-time workers.
Full-Time Employee:
You are a “full-time employee” if you have satisfactorily completed the introductory period and are regularly
scheduled to work, and regularly do work the Company’s standard workweek schedule of forty (40) hours or
more. Full-time employees are eligible for certain company benefits which are explained further in this
Handbook.
Part-Time Employee:
You are a “part-time employee” if you are regularly scheduled to work less than thirty (30) hours per week.
Except for legally-required benefits (See Section on Employee Benefits), part-time employees are not eligible for
Company benefits except for those required by law.
Temporary Worker:
Temporary workers are defined as those performing jobs of limited duration arising out of special projects,
abnormal workloads, or emergencies. Temporary workers’ assignments generally continue for the periods of
one month or less, however, assignments may be extended. They may be provided by a third party temporary
employment agency. A temporary worker cannot change from a temporary status to any other status unless
offered employment in writing by the President.
Independent Contractor:
Independent contractors may be employees of firms with which the Company has contracted for services or
self-employed individuals with which the Company has contracted directly. Self-employed contractors are
required to sign an independent contractor agreement and carry full responsibility for their legally required
insurance and tax obligations. All independent contractors must sign a nondisclosure agreement and abide by
the Company’s standards of conduct. Also, independent contractors are not subject to the overtime, rest break
and meal regulations explained elsewhere in this Handbook.
EMPLOYMENT RELATIONSHIP
Since all Gyu-Kaku employees are hired for an indefinite and unspecified duration, none of these employee
classifications guarantees employment for any specific length of time. Employment is at the mutual consent of
the employee and the company. Accordingly, either the employee or the Company can terminate the
employment relationship at will, at any time, with or without cause or advance notice. Furthermore, no
employee or representative of the Company, other than the President, has any legal authority to alter the at-will
nature of the employment relationship. The President can alter the nature of the employment relationship with
the company only if done so in a written agreement that is signed both by the President and the employee
involved.
EXEMPT EMPLOYEE STATUS

Depending on their job functions, some employees such as officers, managers, assistant managers, buyers,
executive assistants and Human Resources personnel may be classified as exempt employees. Exempt
employees are not entitled to overtime pay and are not required to take meal or rest periods. They may be
required to work before or after regular work hours during the regular workweek, on weekends or on holidays,
depending on Gyu-Kaku activities and their job responsibilities, without additional compensation.
NON-EXEMPT EMPLOYEE STATUS

Employees who are subject to the provisions of federal and state law requiring the payment of daily and weekly
overtime are considered to be non-exempt. Non-exempt employees are mandated to do the following:
• Must take an unpaid meal period of at least 30 minutes while not engaged in any Gyu-Kaku -related
activities. This meal period should be scheduled by your supervisor, but in no event no later than after 5
consecutive hours of work. For example, if you start your shift at 10:00 a.m., you must take a meal period
before 3:00 p.m. No supervisor can make any exceptions to this rule. It is your responsibility to take the
scheduled breaks and meal periods. Non-exempt employees are provided with meal waivers should
they work less than 6 hours per shift and wish to waive their meal break.
• Meal periods may not be used to make up tardiness or skipped to begin work later or leave work early.
• Must take a 10-minute paid rest period around the middle of every 4 hours of time worked daily.
• Must record all time worked, meal and rest periods taken and must not, under any circumstances, record
the time of another employee. If there is a mistake on the number of hours paid, the employee should
inform their supervisor and complete the necessary correcting paperwork, evidenced by signatures of
both the supervisor and the employee. Corrections to hours worked must be submitted to HR and
Payroll for processing by the next pay period.
TRANSFERS/RE-CLASSIFICATIONS/PROMOTIONS
TRANSFER
Company reserves the right to transfer or reclassify an employee to meet its operational requirements. A
request by an employee for a transfer or reclassification may also be effected at the sole discretion of Company.
PROMOTION
It is the policy of the Company to promote qualified employees on a non-discriminatory basis. While
preference in filling available positions will be given to current employees whenever possible, because of
qualification requirements for the position, promotions from within are not always possible.
OUTSIDE EMPLOYMENT
The Company understands your potential need for additional employment outside of the Company. However,
the Company has concerns regarding how a second job would have negative effects on your job performance
and commitment to us.
You may engage in work outside your regular Gyu-Kaku work schedule provided this work does not detract from
your job performance and does not present a conflict of interest with your employment here. It is, however,
Company policy that any "outside" employment or business activity be considered secondary to your
employment with Gyu-Kaku. You must discuss and obtain approval for all outside business or work activities
from your Manager prior to undertaking all such activities in order to ensure that a conflict of interest will not
arise.

If you are unable to maintain acceptable performance standards following the acceptance of outside
employment, permission to continue such employment may be withdrawn, or you may be subject to disciplinary
action, up to and including termination of employment.
The Company's Workers' Compensation Insurance will not pay for illness or injury arising from any outside
employment or outside business or personal activities.
RE-EMPLOYMENT
Employees who are rehired within six-months of their separation date will be required to complete an
introductory period in the same manner as other new employees. After completing the introductory period,
they will be given credit for service completed before their prior separation from the Company for purposes of
computing their length of service for Company-sponsored benefits.
EMPLOYMENT OF RELATIVES AND SPOUSES
Many good job applicants may come from relatives and spouses of present employees.
Relatives and spouses will be considered when they apply for job openings, but will be given no
preferential treatment over other applicants. When a relative is hired, the new employee
generally is not employed in a restaurant that already employs a relative. The Company will
attempt to prevent any circumstances where a subordinate relationship with a related
employee might develop an issue of safety, security or morale concern, or potential conflict of
interest. The Company defines “relatives” as any person related to an employee by kinship (i.e. children,
siblings, parents, cousins, nieces/nephews, or by relationship (i.e. spouses, registered domestic partners, in-laws
and step-relatives) or adoption. Present employees who marry or who become related by marriage will be
permitted to continue employment with the Company only if they do not work in a direct supervisory
relationship with one another, work in Accounting, Human Resources or otherwise pose difficulties for
supervision, security, safety, or morale. If employees who marry or who become related by marriage do work in
a direct supervisory relationship with one another, the Company will attempt to reassign one of the employees
to another position for which he or she is qualified, if such a position is available. If no such position is available,
then one of the employees will be required to leave the Company.
PERFORMANCE WORK REVIEW AND SALARY REVIEW
Performance evaluations are an important part of the Company’s personnel practices.

They provide an objective, consistent, and fair way to gauge each employee’s on-the-job
effectiveness. The evaluation process should inform employees of their standing in the
company and communicate expected standards of performance. It is also used to discuss
work standards, areas where improvement is needed, career development potential, and
possible opportunities.
Each employee’s performance is evaluated on a continuing basis. All employees generally will be given a work
review after ninety (90) days to inform them about what they are doing correctly and what they need to
improve upon.

PERSONNEL RECORDS
It is the policy of the Company to maintain personnel records and forms for applicants, employees, and past
employees in order to document employment-related decisions, evaluate and assess policies, and comply with
government record keeping and reporting requirements.
The Company strives to balance its need to obtain, use, and retain employment information
with each individual’s right to privacy. To this end, it attempts to restrict the personnel
information maintained to that which is necessary for the conduct of its business or which is
required by federal, state, or local law. The material in employee personnel files is the
property of the Company, but employees may review the contents of their files with written
notice given to the Human Resources Department in advance. Requests for copies of
employee personnel files will be honored provided these requests are in writing using the Company’s request
form. Copies will be provided within 30 calendar days of request. Employees requesting to view their files
can do so before or after their scheduled work hours. Employees may view their files once during a calendar
year. The Company will limit the number of employee files that may be viewed or copied to 50 files per month.
Employees have a responsibility to make sure their personnel records are up to date and are required to notify
the Company in writing of any changes regarding:
 Name
 Address
 Telephone number
 Marital Status (for benefits and tax withholding purposes only)
 Number of dependents (for tax and insurance purposes)
 Addresses and telephone numbers of dependents and spouse or former spouse (for insurance purposes
only)
 Beneficiary designations for any of the Company’s insurance and disability plans
 Persons to be notified in case of emergency
In addition, if a change of dependents or marital status results in an increase or decrease in the number of
dependents a new Form W-4 for income tax withholding purposes must be completed within ten (10) days of
such change.
The Company will take reasonable steps to restrict disclosure of your personnel file to authorized individuals
within the Company. Disclosure of personnel information to outside sources will be limited. However, the
Company will cooperate with requests from authorized law enforcement, or local, state, or federal agencies
conducting official investigations.

EMPLOYMENT VERIFICATION AND REFERENCE CHECKS
All requests for work-related references, for both current and former employees, must be directed to the
Human Resources Department. No other person (manager, supervisor or employee)
is authorized to release any written or verbal reference information. The Company’s
policy regarding references for former employees is to disclose only the dates of
employment and the title of the last position held. If a former or current employee
authorizes additional disclosures in writing, the Company will provide a prospective employer or financial agency
with the requested information.
The Human Resources Department will respond to requests by the Employment Development Department
(EDD) regarding the circumstances of a termination for the purpose of determining the eligibility for
unemployment benefits. The Company will also cooperate with legal requests for information from authorized
law enforcement or local, state, or federal agencies.

3 - WAGE AND SALARY ADMINISTRATION
PAYMENT OF WAGES
Associates are paid bi-weekly; every other Friday. Associates must complete their time records in a timely manner in
order to ensure that they are paid for all hours worked. If a pay day falls on a holiday, paychecks will be distributed on
the preceding workday. Checks are distributed by the Associate’s immediate supervisor at the Associate’s work
station on the date assigned for payment. If the Associate is absent from his or her work station when the paycheck is
distributed, the Associate may claim the paycheck from his or her immediate supervisor when the Associate returns.
If the Associate fails to report to work when scheduled, any paycheck that has already been issued as well as a final
paycheck will be mailed to the Associates address on file in the Associate’s personnel record. Associates also have the
option of having their paycheck automatically deposited with their bank.
Employees in administrative and management positions are paid a wage that is comparable in
the job market for the position they hold. Increases are made when warranted by merit or
promotion. Changes are sometimes made without notice. However, the Company will
provide you with as much notice as possible whenever a change is made.
Gyu-Kaku reserves the right to increase or decrease an employee’s rate of pay for any reason, with reasonable
notice to the employee. Such factors as the economy or business conditions may require a temporary or
long-term decrease in pay.
PAYROLL
PAY PERIOD/PAYDAYS
For payroll purposes, the workday (a consecutive 24-hour period) begins at 4:01 a.m. and
ends at 4:00 a.m. the next day. The workweek for all employees begins at 12:01 a.m. on
Monday and ends at 12:00 midnight on the following Sunday. Paydays occur every other
Friday. If a regular payday falls on a company-designated holiday, employees will be paid on
the preceding workday. Gyu-Kaku reserves the right to change the payday schedule.
If an employee has requested Paid Sick Leave during the week in which a payday occurs, he
or she must inform his/her Supervisor or Manager and make arrangements for receipt of the paycheck.
If there is an error on an employee’s check, the employee should report it immediately to his/her Supervisor or
Manager who will contact the Payroll Department. Every effort will be made to correct errors on the next
scheduled payroll check. If an employee requests a check to be voided and reissued, the Company will be
reimbursed by the employee for the costs associated with voiding and reissuing the check.
Direct deposit is available for employee paychecks. Please contact the Human Resources Department for more
information regarding direct deposit.
GRATUITIES
Gyu-Kaku customers usually show their satisfaction with their dining experience at Gyu-Kaku by leaving a gratuity, or a
tip, when they pay their bill.
To recognize the contribution of all Associates who contribute to the customer’s dining experience, Gyu-Kaku pools all
tips among those Associates in the chain of service to the customer. The restaurant manager will post a schedule
which will state the percentage of the tip pool which will be distributed to Associates in different job classifications. An
associate’s paycheck is made up of the wage rate he/she receives multiplied by the number of hours worked (including
any overtime hours). Tips that are left for distribution among tipped associates will be distributed at the end of the
associate’s shift, or at the end of the working day or the next working day. Income taxes for tips are calculated in the
associate’s paycheck and taxes are deducted from associates’ hourly wages.

In other words, the more customers that come to Gyu-Kaku, and the happier they are with their dining experience,
more money will be made by the Associates who participate in the tip pool.
DEDUCTIONS
Certain deductions required by law will be made from each employee’s wages. These include state and federal
income taxes, social security, and state disability insurance payments. In addition, Company has an obligation to
comply with all court-ordered wage garnishments. Other deductions may be made from an employee’s salary
with his/her written authorization and approval from Company.
ADVANCES
The Company does not permit advances against paychecks.
OVERTIME FOR NON-EXEMPT EMPLOYEES

When necessary, non-exempt employees may be required to work overtime. In accordance
with federal law, all non-exempt employees will be paid one and one-half (1.5) times the
employee’s regular hourly rate for any hours actually worked over 40 hours per work week. For purposes of
calculating overtime pay, only actual hours actually worked in a given workweek will be counted. All overtime
work must be authorized by Management in advance. The Company provides compensation for all overtime
hours worked by non-exempt employees in accordance with state and federal law. In California, non-exempt
employees are paid at the following rates for a regular workweek where an employee is scheduled to work eight
hours each day:
Hours Worked Multiplier Rate of Employee’s Regular Pay

Hours worked beyond 8 hours in any workday 1.5x regular rate of pay
Hours worked beyond 12 hours in any workday 2.0x regular rate of pay
Up to 8 hours worked on the 7th consecutive 1.5x regular rate of pay
day worked of the workweek
Hours worked beyond 8 hours on the 7th 2.0x regular rate of pay
consecutive day worked of the workweek
Hours worked beyond 40 straight hours in a 1.5x regular rate of pay
workweek
As permitted by law, overtime hours worked in a current pay period will be paid in the check for the following
pay period.
TRAVEL TIME COMPENSATION

It is the Company’s policy to reimburse employees for expenses incurred by them for business-related reasons
including travel. The Company maintains a separate policy on Business Travel which employees are to follow
when traveling on company business. If your job involves any business travel for Gyu-Kaku, you will be paid
based on the Gyu-Kaku’s Business Travel Policy.
PAY FOR MANDATORY MEETINGS/TRAINING

The Company will pay non-exempt employees for attendance at meetings, lectures and training programs
provided that the employee has obtained prior management approval.
TIMESHEETS
Employees are required by law to record hours worked on timesheets indicating when they
begin a shift, begin and end a meal period, and leave at the end of each workday. In addition,
all absences that occur during each pay period must be recorded. The Company uses a tracking
system with a finger scanner to record each employee’s time. Employees must record their
time by scanning in at the start and at the end of each work period, including before and after a meal break.
Employees also must record their time whenever they leave the building for any reason other than Company
business.
Timesheets are legal documents and official Company property. At the completion of each pay period, if there
are any discrepancies between the hours you worked during the pay period and those recorded by the tracking
system, you are required to complete and sign a Timecard Record Correction Form. Upon confirming the hours,
your Manager will also sign the Timecard Record Correction Form. Falsifying or altering timesheets, failure to
record the time a shift or meal period begins and ends or completing the timesheet for another employee, may
result in disciplinary action, up to and including termination.
Time is recorded in one-minute increments. While you will be paid for all hours you work, unless approved by
your Manager, working any hours other than those scheduled will be deemed a violation of company
policy. Overtime is only allowed when approved, in advance, by your Manager. Managers will explain to you
the proper procedures for completing and submitting your timesheet in accordance with established payroll
policies.
If you have any questions, please ask your Manager or the Human Resources Department.
EARNED INCOME TAX CREDIT

Based on annual earnings, an employee may be eligible to receive the earned income tax credit from the Federal
government. The earned income tax credit is a refundable Federal income tax credit for low-income working
individuals and families. The earned income tax credit has no effect on certain welfare benefits. In most cases,
earned income tax credit payments will not be used to determine eligibility for Medicaid, supplemental security
income, food stamps, low-income housing or most temporary assistance for needy families’ payments.
Even if an employee does not owe Federal taxes, s/he must file a tax return to receive the earned income tax
credit. The employee should fill out the earned income tax credit form in the federal income tax return booklet.
For information regarding eligibility to receive the earned income tax credit, including information on how to
obtain the IRS notice 797 or Form W-5, or any other necessary forms and instructions, contact the Internal
Revenue Service by calling 1-800-829-3676 or through its web site at www.irs.gov.
GARNISHMENT OF WAGES
Gyu-Kaku will honor and comply with all garnishments and other wage attachment orders required by law. An
employee will be notified by the Human Resources Department prior to the garnishment or wage order
attachment.

4 - WORKING CONDITIONS AND HOURS
HOURS OF WORK
The Company’s standard schedule for restaurant employees is Monday through Sunday between
8:00 A.M. and 2:00 A.M. Employees should be prepared to start work at the time fixed for their particular job.
Your hours of work include all of the time that you are required to be at work, either on the Company's premises
or while conducting the Company's business elsewhere, but do not include meal periods. If you need to leave
work for any extended period during business hours, except during your meal period, you must also inform your
manager.
Gyu-Kaku reserves the right, in its sole discretion, to change work hours and schedules and to require work on
Saturdays, Sundays and holidays. However, we attempt to provide reasonable advance notice.
MEAL AND REST BREAKS – Non-Exempt California Employees
MEAL PERIODS
All non-exempt employees who work more than five (5) hours in a day are required to take a
minimum thirty (30) minute duty-free meal period.
To make sure we comply, and to make sure employees receive what they are eligible to receive, all employees
who are scheduled to work more than five hours must start their meal period before completing the 5th hour of
actual work on their shift (for example, if you are scheduled to work eight hours and your start time is 7:00 a.m.,
your meal period must begin no later than 11:59 AM -- or four hours and fifty-nine minutes after your shift
begins).
An employee who works over ten (10) hours in a day (but no more than 12 hours) must take a second thirty (30)
minute meal period before completing the 10th hour of actual work on their shift, unless the employee decides
to waive the second meal period as further explained below.
Employees are completely relieved of their job responsibilities during their meal periods, and are free to leave
the Company premises. The employee must take a minimum 30 minutes for their meal period. Employees must
clock in and out for all meal periods (including both their first and second meal periods). Employees are not
allowed to perform any work during a meal period and must clock in before resuming work at the end of their
meal period.
Employees must notify Human Resources if they are unable to regularly take their meal breaks in accordance
with this policy.
Waiver of Meal Periods. Employees may waive their meal periods only under the following circumstances:
1) If an employee will complete their work day in six (6) hours or less, the employee may waive their meal
period; or
2) Employees who work over ten (10) hours in a day (but no more than 12 hours in a day) may waive their
second meal period only if they take their first meal period and they do not work more than twelve (12) hours
that day.
Employees may not waive meal periods to shorten their work day or to accumulate meal periods for any
other purpose.

Except as otherwise set out in this policy, no department manager or supervisor is authorized to instruct or
approve an employee’s wish to skip a meal or rest period, or to perform any work during a meal period.
Employees should immediately report a manager’s or supervisor’s instruction to skip a meal period to Human
Resources.
On Duty Meal Period. In very limited situations, certain designated employees may be required to work an
on-duty meal period due to the nature of the employee’s duties. Unless your manager directs you to take an
on-duty meal period due to the nature of your job duties and you agree to an on-duty meal period in writing,
you will NOT be permitted to take an on-duty meal period.
REST PERIODS
The Company also provides non-exempt employees with the opportunity to take a Ten (10) minute rest period
for every four (4) hours worked (or major fraction thereof), which should be taken so far as they are able in the
middle of each work period.
Employees may either be relieved for their rest periods or take them at their own discretion under these
guidelines. Rest periods may not be combined with meal periods.
Rest periods are counted as hours worked, and thus, employees are not required to record their rest periods on
their timesheets or time cards. Rest periods may not be waived to shorten your workday or be accumulated for
any other purpose. For easy reference, the following chart summarizes the rest period policy.
Rest Periods
Hours Worked Permitted
0 – 3.5 0
3.5 – 6.0 1
6.0 – 10.0 2
10.0 – 14.0 3
14.0 – 18.0 4
Employees must notify Human Resources if they are unable to regularly take their rest breaks in accordance
with this policy.
EMERGENCY CLOSINGS
At times, emergencies such as severe weather, fires, power failures or earthquakes, can
disrupt our Company operations. In extreme cases, these circumstances may require
the closing of a facility. When the decision to close is made after the workday has
begun, non-exempt employees will receive official notification from their supervisor. In
these situations, you will be paid for one-half of your scheduled work day up to a
maximum of four (4) hours. When the decision to close is made and you are notified
before the workday has begun, your scheduled work day will be unpaid.

5 - LEAVES OF ABSENCE
LEAVES OF ABSENCE OVERVIEW

Circumstances may arise that require an employee to be away from work for a period of time. Due to the
complexities of the various leave of absence (hereafter called “LOA”) laws, employees are strongly urged to
contact the Human Resources Department when he or she has questions about a leave of absence. The
Company will comply with all applicable leave of absence laws.
ALCOHOL AND DRUG REHABILITATION LEAVE

The Company wishes to assist employees who recognize that they have a problem with alcohol
or drugs that may interfere with their ability to perform their job in a satisfactory manner.
Employees who have a problem with alcohol and drugs and who decide to enroll voluntarily in a
rehabilitation program will be given unpaid time off to participate in the program unless it
would result in an undue hardship to the Company to provide the time off. If an employee requests time off to
participate in such a program, it will be unpaid. the Company will also make reasonable efforts to keep the fact
that the employee is enrolled in the program confidential.
Paid Sick Leave will not be earned during the leave of absence. The leave will be subject to the same provisions
and rules as applies to medical leaves.
BEREAVEMENT LEAVE
The Company provides restaurant employees with unpaid bereavement leave up to three
(3) days to attend a funeral when there is a death in the employee's immediate family.
Immediate family is defined as a spouse, registered domestic partner, child, stepchild,
siblings, mother, father, spouse’s (current) parent, grandparent, and grandchild.
Restaurant employees, who have a death of any family member and require additional
time off, must immediately notify their supervisor if they wish to request this additional time off for
bereavement leave. Upon returning from bereavement leave, employees should provide the Company with a
written receipt provided by the funeral home (i.e., death certificate).
LEAVE FOR VICTIMS OF DOMESTIC VIOLENCE OR SEXUAL ASSAULT

Victims of domestic violence or sexual assault may take unpaid time off from work for any action related to the
assault, under certain conditions. The Company will not disclose information pertaining to employees on such
leaves. This policy also applies to parents of children who have been sexually assaulted. Unpaid time off may
be used for events such as court proceedings, medical attention, crisis counseling, psychological counseling, and
participating in safety planning and programs to increase future safety. Employees may use accrued Paid Sick
Leave to be compensated for time taken for this leave.
EMERGENCY VOLUNTEER FIREFIGHTER LEAVE

For employees who are required to perform emergency duty as a volunteer firefighter, time off to perform
emergency volunteer fire fighting duties will be granted with pay up to 2 days, and thereafter, without pay.
FAMILY/MEDICAL LEAVE
In accordance with the federal Family and Medical Leave Act and California Family Rights Act, Reins
International/Gyu-Kaku will provide eligible employees with family care and medical leaves (“FMLA leave”). To be
eligible for a FMLA leave, an employee must have actually worked (no unpaid leave time is counted) for Reins
International/Gyu-Kaku for at least 12 months and at least 1,250 hours during the 12 months immediately
preceding the start of the FMLA leave.

An eligible employee will be granted up to 12 workweeks of unpaid leave during a 12 month period measured
forward from the date any FMLA leave begins (unless specified otherwise) for one or more of the following
reasons:
(1) For birth of a son or daughter, and to care for the newborn child;
(2) For placement with the employee of a son or daughter for adoption or foster care;
(3) To care for the employee’s spouse, son, daughter, or parent with a serious health
condition;
(4) Because of a serious health condition that makes the employee unable to perform the
functions of the employee’s job;
(5) Because of any qualifying exigency arising out of the fact that the 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) in support of a contingency operation; and
(6) To care for a covered active duty service member or a veteran with a serious injury, illness or aggravation of
existing or pre-existing injury or illness, if the employee is the spouse, son, daughter, parent, or next of kin
of such a service member or a veteran. (In the case of a veteran, the medical treatment must be received
within 5 years of serving in the military.) In such a case, the employee is entitled to 26 workweeks of leave
to care for such a covered service member or a veteran during a 12-month period that begins on the first
day the employee takes FMLA leave to provide such care and ends 12 months after that date.
Spouses who are eligible for FMLA leave and are both employed by Reins International/Gyu-Kaku may be limited
to a combined total of 12 weeks of leave, or 26 weeks of leave to care for a covered service member or a veteran
during any 12-month period or, if the leave is taken for birth of the employee’s son or daughter or to care for the
child after birth, for placement of a son or daughter with the employee for adoption or foster care or to care for
the child after placement, or to care for the employee’s parent with a serious health condition.
For purposes of determining the amount of leave used by an employee, the fact that a holiday may occur within
the week taken as FMLA leave has no effect; the week is counted as a week of FMLA leave. However, if an
employee is using FMLA leave in increments of less than one week, the holiday will not count against the
employee’s FMLA entitlement.
FMLA leave may be taken intermittently or on a reduced leave schedule for a serious health condition of a parent,
son, or daughter, for the employee’s own serious health condition, or a serious injury or illness of a covered
service member or veteran which requires treatment by a health care provider periodically or when an employee
is recovering from a serious health condition and is not strong enough to work a full-time schedule. Reins
International/Gyu-Kaku may require the employee to transfer temporarily; during the period the intermittent or
reduced leave schedule is required, to an available alternative position for which the employee is qualified and
which better accommodates recurring periods of leave than does the regular position. An eligible employee may
use intermittent or reduced schedule leave after the birth or adoption to be with a healthy child only if Reins
International/Gyu-Kaku agrees.
The employee must substitute accrued paid leave, such as Paid Sick Leave, for unpaid FMLA leave. The term
“substitute” means that the accrued Paid Sick Leave will run concurrently with the unpaid FMLA leave and will be
counted leave against the employee’s total FMLA leave entitlement. The substitution of the accrued paid leave is
not required during the period that the FMLA leave is paid because of a disability or a work-related injury.
Paid Family Leave (PFL) insurance provides up to 6 weeks of benefits for employees who must take time off to
care for a seriously ill child, spouse, parent, or registered domestic partner, or to bond with a new minor child.
The 6 weeks run concurrently with the unpaid FMLA leave. The 6 weeks of benefits to bond with a new minor
child expire at the end of the 12-month period that begins on the minor child's date of birth, adoption, or foster
care placement. PFL requires a 7 calendar day non-payable waiting period. An employee may not receive PFL
insurance benefits if he or she is receiving or will receive state disability insurance, unemployment compensation
insurance, or workers' compensation benefits for the same period. Although PFL is paid, any accrued unused PSL
must be substituted and be counted against the employee’s total PFL leave entitlement.
A “serious health condition” entitling an employee to FMLA leave means an illness, injury, impairment or physical
or mental condition that involves inpatient care or continuing treatment by a health care provider. Treatment
does not include routine physical examinations, eye examinations, or dental examinations. A regimen of
continuing treatment that includes the taking of over-the-counter medications such as aspirin, antihistamines, or
salves, or bed-rest, drinking fluids, exercise, and other similar activities that can be initiated without a visit to a
health care provider, is not, by itself, sufficient to constitute a regimen of continuing treatment for purposes of
FMLA leave. Conditions for which cosmetic treatments are administered are not “serious health conditions”
unless inpatient hospital care is required or unless complications develop. Ordinarily, unless complications arise,
the common cold, the flu, ear aches, upset stomach, minor ulcers, headaches other than migraine, routine
dental or orthodontia problems, periodontal disease, etc., are examples of conditions that do not meet the
definition of a serious health condition and do not qualify for FMLA leave.
Both the mother and father are entitled to FMLA leave to be with the healthy newborn child (i.e., bonding time)
during the 12-month period beginning on the date of birth. The mother is entitled to FMLA leave for incapacity
due to pregnancy, for prenatal care, or for her own serious health condition following the birth of the child.
Circumstances may require that FMLA leave begin before the actual date of birth of a child. An expectant mother
may take FMLA leave before the birth of the child for prenatal care or if her condition makes her unable to work
for up to 4 months in addition to the 12 weeks of the FMLA leave. Employees may take FMLA leave before the
actual placement or adoption of a child if an absence from work is required for the placement for adoption or
foster care to proceed.
“Spouse” means a husband or wife as defined or recognized under State law for purposes of marriage in the
State where the employee resides, including common law marriage in States where it is recognized, or a
registered domestic partner.
“Parent” means a biological, adoptive, step or foster father or mother, or any other individual who stood in loco
parentis to the employee when the employee was a son or daughter as defined in the following paragraph (c).
This term does not include parents “in law.”
“Son or daughter” means a biological, adopted, or foster child, a stepchild, a legal ward, or a child of a person
standing in loco parentis, who is either under age 18, or age 18 or older and incapable of self-care because of a
mental or physical disability at the time that FMLA leave is to commence.
“Next of kin of a covered service member or veteran” means the nearest blood relative other than the covered
service member’s or veteran’s spouse, parent, son, or daughter, in the following order of priority: blood relatives
who have been granted legal custody of the covered service member or veteran by court decree or statutory
provisions, brothers and sisters, grandparents, aunts and uncles, and first cousins, unless the covered service
member or veteran has specifically designated in writing another blood relative as his or her nearest blood
relative for purposes of military caregiver leave under the FMLA. When no such designation is made, and there
are multiple family members with the same level of relationship to the covered service member or veteran, all
such family members shall be considered the covered service member’s or veteran’s next of kin and may take
FMLA leave to provide care to the covered service member or veteran, either consecutively or simultaneously.
When such designation has been made, the designated individual shall be deemed to be the covered service
member’s or veteran’s only next of kin.
The employee must provide at least 30 days advance notice before FMLA leave is to begin if the
need for the leave is foreseeable based on an expected birth, placement for adoption or foster care,
planned medical treatment for a serious health condition of the employee or of a family member,
or the planned medical treatment for a serious injury or illness of a covered service member or
veteran. If 30 day notice is not practicable, such as because of a lack of knowledge of approximately when leave
will be required to begin, a change in circumstances, or a medical emergency, notice must be given as soon as
practicable. For foreseeable leave due to a qualifying exigency notice must be provided as soon as practicable,
regardless of how far in advance such leave is foreseeable.
The need for leave for the employee’s, a family member’s, a military service member’s or veteran’s serious
health condition must be supported by a certification issued by a health care provider. The employee must have
the health care provider fill out the form provided by the Human Resources Department within 15 calendar days.
If Reins International/Gyu-Kaku has reason to doubt the validity of a medical certification, it may require the
employee to obtain a second opinion at its expense. If the opinions of the employee’s and Reins
International/Gyu-Kaku designated health care providers differ, Reins International/Gyu-Kaku may require the
employee to obtain certification from a third health care provider, jointly designated or approved, at its expense.
This third opinion shall be final and binding.
The employee will be able to continue Reins International/Gyu-Kaku group health insurance coverage, including
the dependents’ coverage, during the FMLA leave on the same terms as if the employee continued to work.
Reins International/Gyu-Kaku obligation to maintain health benefits stops if the employee fails to return to work
when the leave entitlement is exhausted.
Upon timely return from the leave, the employee will be returned to the employee’s original job or to an
equivalent job. If during the leave, Reins International/Gyu-Kaku has a layoff and the employee would have lost
his/her position had the employee not been on leave, the employee is not entitled to reinstatement and will be
laid off. An employee whose FMLA leave was occasioned by the employee’s own serious health condition that
made the employee unable to perform the employee’s job, the employee must obtain and present certification
from the employee’s health care provider that the employee is able to resume work.
JURY DUTY LEAVE

If an employee is called for jury duty or subpoenaed to appear as a witness in any
proceeding in which the employee is not a party, the employee should notify his or her
supervisor immediately. Any employee who is summoned for judicial appearance duty is
encouraged to serve, unless he/she is still undergoing the Introductory Period. If an
employee desires a judicial appearance leave, the employee should submit a request for
approved absence to his or her supervisor accompanied by the official order to appear.
Employees must obtain a certificate of jury or witness duty service from the court clerk and submit it to their
supervisor.
Gyu-Kaku may attempt to have an employee excused from jury duty by sending an excusal letter to the Jury
Commissioner after discussing it with the employee. Restaurant employees who are called for jury duty or
subpoenaed to appear as a witness in a proceeding may take this leave as unpaid.
MILITARY LEAVE
Gyu-Kaku is committed to protecting the job rights of employees absent on military leave. In
accordance with federal and state law, it is our policy that no employee or prospective
employee will be subjected to any form of discrimination on the basis of that person's
membership in or obligation to perform service in any of the Uniformed Services of the United States. Specifically,
no person will be denied employment, reemployment, promotion, or other benefit of employment on the basis
of such membership. Furthermore, no person will be subjected to retaliation or adverse employment action
because such person has exercised his or her rights under this policy. If any employee believes that he or she has
been subjected to discrimination in violation of this policy, the employee should immediately contact the Human
Resources Department.

Short Term Military Leave
In addition to the rights and benefits provided to employees taking Extended Military Leave (as described in this
policy), eligible employees who must be absent from their job for a period of not more than ten working days
each year in order to participate in temporary military duty are entitled to as many as ten days paid military
leave. All benefits will continue during an employee’s temporary military leave.
All Other (Extended) Military Leave

Employees directed to participate in extended military duties in the U.S. Armed Forces that exceed ten working
days will be placed on an unpaid military leave of absence status for a period of as long as five years (with eight
exemptions) and will be entitled to the rights and benefits described below, subject to the procedures outlined
below.
Procedures For All Military Leave

1. The employee will provide his or her immediate supervisor with notice, (either verbal or written) that the
employee will be engaging in military service. Employees are requested to provide such notice as soon as they
have knowledge of upcoming military service.
2. When the employee intends to return to work, he or she must make notification of reinstatement to the
Human Resources Department within the application period set forth below.
3. If the employee does not return to work at the end of the leave period, the supervisor must notify the Human
Resources Department so that appropriate action may be taken.
Benefits
If an employee is absent from work due to military service, benefits will continue as follows:
1. If an employee has military orders for over 31 days, the employee and covered dependents will be offered a
“Cobra-like” health coverage for up to 18 months. Beginning after the first 31 days of military leave, group health
insurance coverage for an employee and/or an employee’s covered dependents will run concurrently with
applicable health insurance coverage under COBRA.
2. Any group term life/AD&D insurance provided by Gyu-Kaku will be suspended the day the employee becomes
active military.
3. Restaurant Employees do not accrue Paid Sick Leave while on military leave of absence.
4. With respect to the retirement plan, upon reemployment, employees who have taken military leave will be
credited for purposes of vesting with the time spent in military service and will be treated as not having incurred
a break in service. Immediately upon reinstatement, the employee may, at the employee’s election, make any or
all employee contributions that the employee would have been eligible to make had the employee's
employment not been interrupted by military service. Such contributions must be made within a period that
begins with the employee's reinstatement and that is not greater in duration than three times the length of the
employee's military service, not to exceed five years. Employees will receive all associated company match for
such contributions at the time they are made.
Reinstatement
Upon an employee's prompt application for reinstatement (as defined below); an employee will be reinstated to
employment in the following manner depending upon the employee's period of military service:
1. Military Service - For a period of 1 to 90 days:
(A) in the position of employment in which the person would have been employed if the continuous
employment of such person with the employer had not been interrupted by such service, the duties of which the
person is qualified to perform; or
(B) in the position of employment in which the person was employed on the date of the commencement of
the service in the uniformed services, only if the person is not qualified to perform the duties of the position
referred to in subparagraph (A) after reasonable efforts by the employer to qualify the person.
2. Military Service – for a period of 91 or more days:
(A) in the position of employment in which the person would have been employed if the continuous
employment of such person with the employer had not been interrupted by such service, or a position of like
seniority, status and pay, the duties of which the person is qualified to perform; or (B) in the position of
employment in which the person was employed on the date of the commencement of the service in the
uniformed services, or a position of like seniority, status and pay, the duties of which the person is qualified to
perform, only if the person is not qualified to perform the duties of a position referred to in subparagraph (A)
after reasonable efforts by the employer to qualify the person.
3. Employee with a service-connected disability - if after reasonable accommodation efforts by the employer, an
employee with a service-connected disability is not qualified for employment in the position he or she would
have attained or in the position that he or she left, the employee will be employed in (i) any other position of
similar seniority, status and pay for which the employee is qualified or could become qualified with reasonable
efforts by GYU-KAKU; or (ii) if no such position exists, in the nearest approximation consistent with the
circumstances of the employee's situation.
Application For Reinstatement

An employee who has engaged in military service must, in order to be entitled to the reinstatement rights set
forth above, submit an application for reinstatement according to the following schedule:
1. If service is less than 31 days (or for the purpose of taking an examination to determine fitness for service) -
the employee must report for reinstatement at the beginning of the first full regularly scheduled working period
on the first calendar day following completion of service and the expiration of eight hours rest and after a time
for safe transportation back to the employee's residence.
2. If service is for 31 days or more but less than 180 days - the employee must submit an application for
reinstatement with Human Resources no later than 14 days following the completion of service.
3. If service is 181 days or over - the employee must submit an application for reinstatement with the
Administration no later than 90 days following the completion of service.
4. If the employee is hospitalized or convalescing from a service-connected injury - the employee must submit an
application for reinstatement with Human Resources no later than two years following completion of service.
Exceptions To Re-employment
In addition to the employee's failure to apply for reemployment in a timely manner, an employee is not entitled
to reinstatement as described above if any of the following conditions exist:
1. Gyu-Kaku’s circumstances have so changed as to make reemployment impossible or unreasonable.
2. The employee's employment prior to the military service was for a non-recurrent period and there was no
reasonable expectation that the employment would have continued indefinitely or for a significant period.
3. The employee did not receive an honorable discharge from military service.

General Benefits Upon Reinstatement
Employees reinstated following military leave will receive seniority and other benefits determined by seniority
that the employee had at the beginning of the military leave, plus any additional seniority and benefits the
employee would have attained, with reasonable certainty, had the individual remained continuously employed.
Documentation
An employee's manager will, upon the employee's reinstatement, request that the employee provide Gyu-Kaku
with military discharge documentation (DD214) that establishes the length and character of the employee's
military service.
ORGAN AND BONE MARROW LEAVE

Any employee who must take a leave for the purpose of donating an organ to another person
may take a paid leave up to 30 days per year or up to 5 days per year for bone marrow
donation. A medical note will be required. Health insurance and other benefits will be
maintained during the leave. Upon timely return from the leave, the employee will be
reinstated to the former position or an equivalent position.
PAID SICK LEAVE (PSL)

Restaurant employees who have worked in California for 30 days or more and have completed their Introductory
Period with the Company will be eligible for Paid Sick Leave time on their 90th day of employment. Restaurant
employees will accrue one (1) hour for every 30 hours worked and may be used as follows:
For preventive care for themselves or a family member, as well as for the diagnosis, care, or treatment
of their or their family member’s existing health condition. A “family member” is described as
follows: (1) child, which means a biological, adopted, or foster child, stepchild, legal ward, or a
child to whom the employee stands in loco parentis. This definition of a child is applicable regardless
of age or dependency status; (2) parent, which means a biological, adoptive, or foster parent,
stepparent, or legal guardian of an employee or the employee’s spouse or registered domestic partner, or a
person who stood in loco parentis when the employee was a minor child; (3) spouse, (4) registered domestic
partner, (5) grandparent, (6) grandchild, or (7) sibling. An employee can also use this time if s/he is a victim of
domestic violence, sexual assault, or stalking.
Paid Sick Leave may be taken in increments of 2 hours. At the end of the calendar year of employment with the
Company, these hours if not used, will roll over. Paid Sick Leave is not paid out at the time an employee ends
his employment with the Company. Restaurant employees, who return before their one year anniversary of
termination will have the hours accrued at the time of termination re-instated and may continue to accrue up to
48 hours of Paid Sick Leave (PSL) and may use 24 hours of PSL in a calendar year. Employees will be asked to
complete whenever possible the Company’s Request for Time Off form before going on sick leave. If the time off
is not requested in advance due to an emergency or illness, the Request for Time Off form shall be completed on
the first day upon returning to work.
PREGNANCY DISABILITY LEAVE

Upon submission of a physician’s note certifying the disability, any employee disabled on
account of pregnancy or child birth may take an unpaid pregnancy leave. Unless the
pregnancy leave also qualifies for reasons set forth in the preceding "FAMILY CARE AND
MEDICAL LEAVE," the following will apply:
(a) Pregnancy Disability Leave (PDL) could last up to 17-1/3 weeks or more, the employee will be guaranteed
her job upon return to work. The Company will make every effort to re-instate the employee to its
existing position or one comparable.
(b) The employee must have the physician's signed release in order to return to work. Upon return to work,
there will be no loss of seniority. If the pregnancy leave also qualifies as FMLA leave, the pregnancy
leave need not be taken concurrently, and Reins International/Gyu-Kaku will continue to pay employer’s
portion of the health insurance premiums up to 12 workweeks for covered employees. If the
pregnancy leave does not qualify as FMLA leave, Reins International/Gyu-Kaku will pay employer’s
portion of the health insurance premiums up to 30 calendar days for covered employees. During any
unpaid leave or a portion of the pregnancy leave, if applicable, the employee will stop earning vacation
hours/pay. The employee may elect to apply accrued but unused PSL toward the pregnancy leave.
SCHOOL REQUIRED APPEARANCE LEAVE

If an employee, who is the parent or guardian of a child facing suspension from school, is summoned to the
school to discuss the matter, the employee should alert his or her supervisor as soon as possible before leaving
work. The Company may ask for documentation of the suspension as a condition for granting leave. No
disciplinary action will be taken against any employee who takes time off for this purpose.
If you are a parent, guardian or grandparent who has custody of a child in kindergarten or a grade between 1 and
12, inclusive, or attending a licensed child care facility, you may take time off to appear at the school when such
an appearance is requested by the school, provided you give reasonable advance notice of your absence to your
supervisor. Any employee who takes time off under this policy must provide documentation from the child's
school to substantiate the fact that the employee attended the meeting required by the school on a specific date
and at a particular time.
Any employee who takes time off under this policy must take this time off without pay.
SCHOOL VISITATION LEAVE

If you are a parent, guardian or grandparent who has custody of a child in kindergarten or a
grade between 1 and 12, inclusive, or attending a licensed child care facility, you may take time
off without pay up to 40 hours each school year, not exceeding 8 hours in any calendar month of the school year,
to participate in activities of the school of any child, provided you give reasonable advance notice of your
planned absence to your supervisor. Any employee who takes time off under this policy must provide
documentation from the child's school to substantiate the fact that the employee participated in a school activity.
The documentation must verify that the employee participated in the activity on a specific date and at a
particular time.
Any employee who takes time off under this policy must take this time off without pay. A Request for Leave form
must be completed and submitted to the Human Resources Department
VICTIM OF A CRIME LEAVE

Employees who are victims of a serious crime may take time off to participate in judicial proceedings relating to
the crime. The immediate family members of such crime victims may also take time off to participate in such
proceedings. As provided by law, employees may use their accrued Paid Sick Leave benefits to cover any time
off.
WORK-RELATED INJURY LEAVE/WORKERS’ COMPENSATION LEAVE

You are protected by the Company’s workers’ compensation insurance policy while employed. The policy
covers you in case of occupational injury or illness. Medical services for work-related injury or
illness must be authorized by the Company and reported by the employee immediately. Delays
in reporting may lead to non-acceptance of the claim.
If an employee is injured on the job and requires medical attention during his or her working
hours on the day the injury occurs, the employee receives his or her hourly rate of pay for the balance of the
normal shift not worked, provided the attending physician certifies that the time lost was necessary. In
addition, the Company may grant a leave of absence without pay for work-related injuries.

The time you miss from work for the initial visit is paid. Time for any follow-up visits is not paid. Medical
treatments or therapy have to be scheduled on your own time. If they cannot be scheduled outside of work
time and you want to make up for time lost due to medical treatment or therapy during work time, you need
your supervisor’s approval (please see also the section on sick leave about procedures for requesting time off).
Under specific circumstances, workers’ compensation may also compensate you (partially) for lost wages.
Workers' compensation leaves are granted, without Company pay, for situations in which there is a physician's
written statement that a leave is required because of work related illness, injury, or other physical disability. The
physician's statement must provide details acceptable to the Company regarding the nature of the disability and
the anticipated length of absence from work. Leaves involving questionable work-related disabilities, as
permitted by prevailing State and Federal laws may receive special attention from the Company and the workers’
compensation insurance carrier.
An approved leave for a work-related disability generally will be extended for the duration of the disability until
an employee is released for either full or partial duty, is determined to be permanently disabled and unable to
return to work, or informs the Company that s/he does not intend to return to work for the Company.
Prior to returning to work, an employee must obtain and provide the Manager with a physician's written release.
The release must include specific restrictions, if any, that affect his/her ability to return to work and the
anticipated duration of such restrictions. We will return an employee to “light/modified duty” provided his/her
physician approves such. Employees are not allowed to return to work without a physician’s release. Failure to
provide such physician's release may result in termination. In some cases, another medical release at the
Company's expense may be required from a physician appointed by the Company.

6 - EMPLOYEE BENEFITS
EMPLOYEE BENEFITS OVERVIEW

Gyu-Kaku offers Restaurant employees a medical benefit program. To participate in this program, a Restaurant
employee must successfully complete the Introductory Period of employment.
The Company’s employee medical benefits package is available for eligible employees and their dependents who
wish to participate in the plan. The details of the medical benefits provided are described more fully in the
official insurance booklets or summary plan descriptions which you receive after you have successfully
completed your Introductory Period of employment. All questions about the nature and extent of your benefits
are governed by Plan documents. Also, as part of the enrollment process, it is necessary to complete the
necessary group insurance forms within the required timeframe – Open Enrollment.
Gyu-Kaku reserves the right to change and/or modify the policy coverage and/or to adjust the respective
percentages contributed by the Company and the employees upon written notice.
EMPLOYEE PREMIUM CONTRIBUTION

Monthly insurance premiums for employees and their dependents that participate in the Company’s insurance
benefit plans are partially covered by Gyu-Kaku and partially by the participating employee.
CONTINUATION OF GROUP HEALTH INSURANCE (COBRA)

A federal law, the Consolidated Omnibus Budget Reconciliation Act of 1985, commonly known as "COBRA,”
requires that the Company offer eligible employees and their eligible dependents special options to temporarily
continue medical coverage at their expense when group benefits are lost for any of the following reasons:
Qualifying Event Length of Coverage Who is Covered
Termination (other than for gross misconduct), 18 months Employees

reduction in work hours, or retirement Dependents
Birth or adoption of a child Same as Dependent
employee Child
Social Security determines a Qualified Beneficiary 29 months Disabled
is disabled at any time during the first 60 days Employees or
of their COBRA coverage Dependents
Death of an Employee 36 months Dependents
Divorce/Legal Separation 36 months Dependents
Marriage or attainment of maximum age limit 36 months Dependent
by a dependent child Child
Covered Employee becomes entitled to 36 months from the date Dependents
Medicare of Medicare entitlement
Each employee or covered family member has the responsibility to inform the Company's Plan Administrator in
writing within 60 days of the occurrence of a qualifying event involving a divorce, a legal separation, the
ineligibility of a dependent child as described above or when Social Security has determined that a Qualified
Beneficiary is disabled. Each employee or covered family member must also notify the Company’s Plan
Administrator in writing within 30 days whenever a Qualified Beneficiary is no longer disabled.
In the case of an employee's death, termination, reduction of hours or entitlement to Medicare benefits,
employees and/or their covered dependents will automatically be notified by the Company’s Plan Administrator
of their specific options under COBRA. Employees and/or their covered dependents, if any, will be provided with
a form to sign, accepting or declining continuation coverage. The continuing coverage will be identical to the
coverage currently being provided under the group plan. However, employees and/or their covered

dependents must pay the full amount of the premium plus a two- percent administration charge for their
continued coverage.
If an employee and/or the employee's eligible dependents do not choose continued coverage and continuous
coverage, if any, has been exhausted as a result of a U.S. Military Duty leave of absence, group medical insurance
coverage will cease as of the last day of the month in which employment termination or any other qualifying
event occurs. If continued coverage is elected by an employee and/or an eligible dependent, such coverage will
end on the earliest of the following:
1. Coverage under another group health plan, unless a pre-existing condition exists for which the new plan
limits or excludes coverage; or
2. Entitlement to Medicare (coverage only discontinued for entitled individual); or
3. The Company no longer provides group health coverage’s to any of its employees;
4. The premium is not paid on a timely basis; or
5. The end of the applicable length of coverage period as set forth above (i.e. 18, 29 or 36 months).
HOLIDAYS
Due to the nature of our business, restaurant employees are paid their regular rate of pay if scheduled to work
on a holiday. The Company will pay overtime pay for restaurant employees who work over 8 hours on a holiday
or 40 hours in a week that includes a holiday.
EMPLOYEE MEALS
The Company has a Discount & Complimentary Meal Program for restaurant employees as follows:
Employee Makanai 70% off discount: For every 5 hours worked, all employees may receive one 70% off discount
on A la Carte priced items from the *Selected Food Items Only. This discount is non-transferable and will expire 1
hour after the employee’s shift is completed.
This discount is subject to change or cancellation at any time.
*Except any lunch sets, courses, promotional items, Kobe items, select premium items. No Alcoholic beverages
can be redeemed. Employees are not allowed to get anything from the kitchen besides the dish ordered and paid
for; this includes any extra sides and sauces.
Employees’ Rice and Soda: Employees can receive as many complimentary Rice, Brown Rice and Fountain drinks
per shift worked, however all complimentary Rice, Brown Rice and Fountain Drinks must be punched into POS.
Birthday Dessert: One birthday dessert per birthday customer can be ordered per day. Employees must punch
into the POS system the Birthday Dessert served as a complimentary special to the customer.
Failure to punch in Employee Rice, Brown Rice, Fountain Drinks and/or the Birthday Dessert may result in
disciplinary action up to and including possible termination of employment.
GYU-KAKU CUSTOMER REWARD CARD PROGRAM

The Company has a Reward Card Program which was designed to incentivize our customers. Although many of
our employees are also our customers, Gyu-Kaku does not allow employees to create, obtain or possess a
Reward Card in their name. Failure to comply with this policy may result in disciplinary action up to possible
termination of employment.

7 – OTHER COMPANY POLICIES
ATTENDANCE AND PUNCTUALITY POLICY

Attendance and punctuality are an essential part of all employees' job performance. All employees
are expected at work at the start of their scheduled shifts, ready to perform their work. If an
employee is going to be unavoidably late, the employee must notify his or her manager as to the
expected time of arrival as soon as possible, within 15 minutes of the scheduled starting time.
Gyu-Kaku does not condone "making up" time in lieu of arriving late or being absent. Gyu-Kaku reserves the right
to deduct wages for tardiness, early departure or unexcused absence.
ABSENCE AND TARDINESS

On occasion, it may be necessary for an employee to be late or absent from work. Gyu-Kaku is
aware that emergencies, illnesses, or pressing personal business that cannot be scheduled
outside work hours may arise. It is the responsibility of all employees to contact their
Manager and all affected parties if they will be absent or late.
An “absence” occurs when an employee misses one or more consecutive scheduled workdays for a single reason
(e.g. Flu, family illness or hospitalization). The Company requires at least 24-hour notice advance notification of
absences. In case of absences for medical reasons, the supervisor may request medical certification to justify
excusing an absence.
“Tardiness” occurs when an employee is not present in the assigned work area by the start of the employee’s
daily work schedule, or when an employee fails to return to the assigned work area immediately after his or her
scheduled rest or meal break except when instructed by his/her supervisors or management.
UNAUTHORIZED/UNEXCUSED ABSENCE
An absence shall be considered “unauthorized or unexcused” whenever the employee’s supervisor and/or
department has not been properly notified and the employee has not been given consent. Responsibility for
excusing an unauthorized absence shall rest with the manager. Supervisory discretion should be exercised
depending on the severity of the violation. The manager should take into consideration any mitigating
circumstances and the employee’s overall attendance record when making the decision. Unexcused absences
may be recorded as leave without pay at the discretion of the supervisor. Otherwise, it must be charged to the
employee’s sick leave as appropriate.
An “unauthorized” absence also occurs when a supervisor does not accept as reasonable an employee’s
explanation for an absence or lateness. However, a manager may only designate a medical-related absence as
unauthorized after gaining concurrence from the Human Resources Department.
The manager shall notify the employee in writing that the absence was not excused because it was unauthorized
and that it will be submitted as unapproved leave without pay. A copy of the Company’s decision shall be
placed in the employee’s personnel file.
EXCESSIVE ABSENCE
Absence is considered “excessive” when an employee is away from work to the extent that completion of normal
work requirements is adversely affected. These absences may have been previously excused or unexcused and
caused by medical or other reasons. An employee must be notified that absences are excessive before such
incidents can be considered for disciplinary action. A manager will not designate medical-related absences as
excessive without the concurrence of the Human Resources Department.

NO CALL - NO SHOW
An incident of “no call - no show” occurs when an employee both fails to report for work at the start of a
scheduled work shift and fails to notify his supervisor or manager two hours before the start of the work shift
that he or she plans to be absent. Merely leaving a voice message, texting or e-mailing does not constitute
notifying a supervisor (calling in). Employees must receive confirmation from their Supervisor or Manager in
order for such communication to be considered a “notification”, Employees who fail to “notify” for three (3)
consecutive scheduled days will be considered to have terminated their employment. Repetitive but
non-consecutive incidents of no call- no show will result in disciplinary action up to and including termination.
EXCESSIVE TARDINESS
Tardiness will be considered “excessive” when it occurs more than three (3) times in a given pay period.
Excessive tardiness may be grounds for disciplinary action including termination, depending upon its severity,
frequency, and impact on individual or departmental work performance.
FAILURE TO REMAIN ON DUTY

An incident of failure to remain on duty occurs when an employee does not obtain permission to leave the work
site during scheduled work time or takes or exceeds a break period without authorization. Incidents of failure to
remain on duty will be treated in the same manner as “unauthorized/unexcused absences.”
EMPLOYEE’S RESPONSIBILITY: NOTIFICATION PROCEDURES

All employees must report all requests for absence, early-outs, and any changes affecting the regular employee
schedule to their manager and complete and submit the appropriate request form to the Human Resources
Department.
In addition, all employees are responsible for:
1. Becoming familiar and complying with the Attendance Policy found in this Handbook;
2. Recording arrival and departure times on the approved time recording documents (e.g. timecard) or
timekeeping device; and
3. Obtaining prior approval from their immediate supervisor for leaves, tardiness, breaks, or any
deviation from their work schedule;
4. Complying with additional policies and procedures regarding attendance as issued from time-to-time
by management.
For the purposes of ensuring continuity of services, employees are advised to plan in advance for absences,
early-outs, and any other changes to their work schedule, and notify management accordingly.

BUSINESS CONDUCT AND ETHICS POLICY
No employee may accept a gift or gratuity from any customer, vendor, supplier, or other person doing business
with Gyu-Kaku because doing so may give the appearance of influencing business decisions, transactions, or
services.
Gyu-Kaku strictly prohibits any employee from accepting gifts or promotional items from suppliers or
vendors for personal use. Any employee who accepts or takes gifts or promotional goods for personal
use will be subject to disciplinary action up to and including termination. Please refer to the Gift Policy
that stipulates the details of the rules as necessary.
CAR USAGE FOR BUSINESS PURPOSES

Employees may use personal vehicles for business purposes only with prior approval from their manager. Before
using a personal vehicle for business use, consult with your Supervisor or Manager for
more information about this Company policy. Employees will be required to have a
current valid driver’s license and proof of insurance. Employees using their personal
vehicles may be reimbursed at a rate determined by the Company on a per mileage
basis; please speak with Accounting for the current rate. In addition, all tolls and parking charges may be
reimbursed. Any business trip where an employee uses their personal vehicle must be approved in advance
by the immediate supervisor and the expenses must be submitted on the Company’s expense report form
within 15 calendar days of the last business trip.
IN ADDITION TO APPLYING GOOD COMMON SENSE REGARDING THE SAFE OPERATION OF VEHICLES, THE
FOLLOWING RULES SPECIFICALLY RELATING TO OPERATING ALL TYPES OF VEHICLES APPLY:
1. Any employee under the influence of or impaired by any illegal drug or alcoholic beverage or any legal
drug which may impair an employee's abilities while on the job must not operate any vehicle.
2. Employees must have a current, valid driver’s license.
3. Non-employees may not be transported at any time in any vehicle being used for Company business
except those who have a legitimate business justification for being transported such as an official
Company visitor.
4. Any mechanical defects should be reported by employees to their Manager for appropriate corrective
action prior to operating any vehicle for business purposes.
5. Employees driving vehicles on Company business must immediately report to their manager any accident
and any moving or nonmoving violation for which they are cited while driving a vehicle. The Company
accepts no responsibility for citations issued to employees by any law enforcement agency while driving a
vehicle on Company business under any circumstance. All liabilities created by any citation will be the
responsibility of employees who receive them.
6. All employees operating their own or Company vehicles on Company business are required to obey all
traffic regulations.
IN THE EVENT OF AN ACCIDENT

Employees who are involved in an accident in the course of using any vehicle on Company business are expected
to adhere to the following procedure:
1. Do not admit liability and do not make a statement to anyone except the Police or appropriate Company
management personnel.

2. Obtain the names and addresses of witnesses, vehicle owner(s), injured person(s), insurance Carrier and
other driver(s)
3. Write down the driver’s license number and issuing states of all parties.
4. Note these items:
• Speed of each vehicle with its direction of travel

• Signal given by each driver, if any
• Point and time of accident
• Any mechanical aspect of the other vehicle which may have caused the accident (e.g.,
no brake lights, etc.)
5. Promptly contact your supervisor.
6. Promptly report all damage to the Human Resources Department.
Under no circumstances are employees allowed to place themselves or others at risk to fulfill business needs.
Any employee who violates Gyu-Kaku’s Vehicle Policy does so at his/her own risk and any liabilities, traffic
violations, citations, or fines that may result will be the sole responsibility of that employee.
Violators of this policy will be subject to discipline, up to and including termination.
CELLULAR PHONE WHILE DRIVING

Gyu-Kaku prohibits employees from using any mobile telephone (“Cell Phone”) while driving a motor vehicle
while working. Additionally, Gyu-Kaku employees are prohibited from using a Cell Phone or any electronic
wireless communication device to write, send, or read text-based messages (e.g. text messages, instant
messages, email, etc.) while driving motor vehicles while working.
As Gyu-Kaku is convinced that telephone calls, text messages, instant messages, emails, etc. are a dangerous
distraction regardless of technological medium utilized, Gyu-Kaku’s policy prohibits the use of Cell Phones while
driving even if hands-free devices are available and even if the local state law permits such use.
This policy also extends to the use of Cell Phones and electronic wireless communication devices for Gyu-Kaku
-related purposes while driving during non-work hours.
When possible and not risking exposure of confidential information to non-privileged persons, an employee
should allow his/her passenger to handle phone calls and communication. If passengers are not present, and the
communication is vital to Gyu-Kaku’s business interests, Gyu-Kaku employees should safely pull off to the side of
the road, bring the vehicle to a complete stop, and put the vehicle in park before placing or accepting a phone
call or sending or reading a text message, instant message, or email.
Please note that stopping at a stop sign, red light, or in a traffic jam is still considered “driving” under applicable
state law.
Under no circumstances are employees allowed to place themselves or others at risk to fulfill business needs.
Any employee who violates Gyu-Kaku’s mobile/cellular use while driving policy, does so at his/her own risk and
any liabilities, traffic violations, citations, or fines that may result will be the sole responsibility of that employee.
Violators of this policy will be subject to discipline, up to and including termination.

COMPANY PROPERTY AND RIGHT TO INSPECT
The Company provides offices, desks, cabinets, computers, equipment, lockers and other property that
employees use in the performance of their job duties. These facilities are the sole and exclusive property of the
Company. In order to prevent possession of illegal drugs, stolen property, weapons, or other improper
materials at the workplace, the Company may conduct inspections of its facilities.
Accordingly, the Company reserves the right to inspect such facilities and property at any time,
whether during work hours or not and with or without advance notice. This policy applies to
all Company property, regardless of whether it is for your exclusive use and regardless of
whether you are allowed to maintain a lock or other means to limit access to the property. To
facilitate enforcement of this policy, employees also may be questioned and their personal possessions
inspected upon entering and/or leaving the premises. Any employee who wants to avoid inspection of any
articles or materials should not bring such items onto Company premises.
You are expected to cooperate in such inspections, and your consent to inspection is required as a condition of
employment. Refusal to consent to this policy and any such inspections may result in disciplinary action, up to
and including termination of employment.
COMPANY PROPERTY IN VEHICLES

Employees driving on company business in their own vehicle, a company vehicle or a rental car must ensure that
any company property is safely stowed and out of view when leaving the vehicle. Company assets are the
responsibility of the employee to whom they have been assigned. If a company asset is stolen from a company
vehicle or an employee’s vehicle, the employee is subject to disciplinary action for not complying with this
policy. The Company is not responsible for the theft of personal items in a company vehicle or any vehicle used
for company business.
COMPANY TELEPHONES AND OFFICE EQUIPMENT

Company telephones and business equipment are to be used for Gyu-Kaku -related business
purposes only. On occasion, personal calls may be necessary, but must be limited to emergencies
or essential personal business and kept as brief as possible. Employees who violate this policy will
be subject to disciplinary action, up to and including termination of employment.
Your telephone manners reflect on the image of Gyu-Kaku. Please, therefore, answer promptly, speak distinctly,
handle requests efficiently, transfer calls correctly and remain courteous throughout.
CONFIDENTIALITY POLICY
The protection of confidential business information and trade secrets is vital to the interests and the success of
Gyu-Kaku. Confidential information is any and all information disclosed to or known by you as a consequence of
your employment with the company that is not generally known to people outside the
company about its business, its marketing and sales strategies and plans, its finances,
operations, employees, methods, processes, compositions, machines, computer software of
programs, research projects, customers, customer accounts, customer information, customer
reports and customer finances, product information and reports, suppliers, accounts, billing
methods, pricing data, sources of supply, business methods, production or merchandising systems or plans, and
any and all information entrusted to the company in confidence by third parties, and any and all information
defined as "trade secrets" under the Uniform Trade Secrets Act.
Confidential information may be contained in written manuals, verbal communications, in any unwritten
knowledge, and in the unwritten knowledge of other employees, and/or any other tangible method of
expression, including hard disk and soft disk drive mechanisms. Examples of confidential information include,
but are not limited to, the following examples: computer programs and codes, customer lists, customer

preferences, product pricing and financial information, pending projects and proposals, proprietary production
processes, technical data, and new product prototypes.
It is an employee’s responsibility to not reveal, disclose or divulge any confidential business information unless it
is necessary for the performance of work duties. When sharing confidential and proprietary information, every
employee should carefully analyze the business purpose for providing any such information. Confidential
business information should be shared and used on a “need-to-know” basis. If an employee has any questions
regarding possible inappropriate disclosure of such information, he or she should check with the Company
before divulging such information.
CONFLICT OF INTEREST POLICY

IMPROPER DEALINGS
Company employees are expected to avoid situations that create actual or potential
conflicts in which an employee's actions or loyalties are divided between personal and
Company interests or between Company interests and those of another. Company
employees must avoid any activity, agreement, business investment, or interest that could
be in conflict with Company's interests or that could interfere with the employee's duty and
ability to best serve Company. Employees are required to notify their immediate supervisor/manager in
writing should there be a possibility that a conflict of interest exists.
Prohibited activities include, but are not limited to the following:
 To give or to receive gifts in connection with company business relationships.

 To own, directly or indirectly, a financial interest in suppliers, customers, or competitors except for
publicly traded securities where the employee's percentage of ownership is less than one percent.
Financial interest includes loans, stock, contracts, joint ventures, and the like.
 To derive personal gain, directly or indirectly, from purchases or sales made by the company, other
transactions to which the company is a party, use of company assets, use of company facilities, or use of
company personnel.
 To borrow money from or lend money to a supplier, customer, company employee, or competitor.
Normal personal and mortgage loans from banks and other financial institutions are permitted.
 To be a director, officer, employee, contractor, or consultant of a supplier, customer, or competitor, or
to receive income from these sources. Outside directorships may be permitted in limited circumstances,
but only with the written approval of the President of the Company.
 To indicate, directly or indirectly, that any supplier or customer must purchase anything from or give
anything to the Company or any company employee in order to remain a supplier or customer.
 To violate applicable law pursuant to the instructions or direction of any person or entity, including a
company employee.
 To accept outside compensation for work that is already being paid for by the company, or to accept
outside employment that interferes in any way with the employee's position with the company.
 To recruit, solicit, or hire (or to assist others to do so), any company employee to work for an unrelated
entity except as part of an approved, written outplacement plan.
 To sell, utilize, or disclose confidential information of the Company except in the pursuit of the best
interests of the company.
 To compete with the Company.
 To buy stock or securities of a Company with which the Company is conducting or contemplating
conducting acquisition negotiations; To buy or sell real estate or mineral interests that the Company is
considering or in the same area as the Company; To buy or sell commodities, supplies, or products of a
same or similar type as the Company's.
 To enter into option agreements with respect to commodities, supplies, or products the same as the
Company's.
 To use "insider" information to trade in Company stock or to buy or sell anything.
 To violate any applicable federal or state security or stock law.
 To use proprietary or confidential Company information for personal gain or to the Company's
detriment.
 To use Company property or labor for personal use.
 To develop a personal relationship with a subordinate employee of the Company or with an employee of
a supplier, customer, or competitor that might interfere with the exercise of impartial judgment in
decisions affecting the Company or any employees of the Company.
Any questions regarding the Company’s conflict of interest policy should be addressed to the employee’s
supervisor. Violations of this policy may result in disciplinary action, including termination and any and all
remedies available in law and equity.
DRESS CODE POLICY

In the interest of maintaining a professional image to our customers and employees,
Gyu-Kaku employees must observe good habits of cleanliness and personal hygiene. In
addition, Restaurant employees must wear the Company provided uniform in a manner
that is consistent with their responsibilities.
Clothing which fails to exhibit the Company's image or which violates safety rules is prohibited.
You are expected to wear your uniform and check with your manager or the HR Department if you are unsure
about the condition of your uniform or whether a particular article of clothing would be appropriate prior to
wearing it. It is the responsibility of each Manager to communicate uniform dress code standards to all
employees. Employees who are inappropriately dressed will be sent home and directed to return to work in
proper attire. Such employees will not be compensated from such time away from work.
DRUG AND ALCOHOL POLICY

The Company is concerned about the use of alcohol, illegal drugs, or controlled substances as it
affects the workplace. Use of these substances whether on or off the job can adversely affect an
employee’s work performance, efficiency, safety, and health, thereby seriously impairing the
employee’s value to the company. In addition, the use or possession of these substances on the
job constitutes a potential danger to the welfare and safety of other employees and exposes them
to the risks of property loss or damage, and injury.
The following rules and standards of conduct apply to all employees either on Company property or during the
workday (including meals and rest periods). The Company strictly prohibits the following:
1. Possession, use, or being under the influence of alcohol while on the job;
2. Driving a Company vehicle while under the influence of alcohol or drugs;
3. Distribution, sale, or purchase of an illegal or controlled substance while on the job; and
4. Possession or use or being under the influence of an illegal or controlled substance while on the job.
Violation of the above rules will not be tolerated. All employees must report to work in a condition fit
to perform their jobs safely and effectively. Violation of this policy will result in discipline, up to and
including termination. The Company may also bring the matter to the attention of appropriate law
enforcement authorities.
After close of business, NO associate or manager is permitted to drink at Gyu-Kaku. Associates may not drink at
Gyu-Kaku within 3 hours after their shift ends. If an associate comes to Gyu-Kaku on a day when the associate is
not scheduled for work, the Associate may drink on the same terms and conditions as any other customer of
Gyu-Kaku.
The legal use of prescribed drugs, when taken consistent with the prescribing doctor's instruction, is not
prohibited. Using over-the-counter drugs is also permitted. While these drugs may be legally obtained and
used, some of them may cause a sleep-inducing or narcotic effect. Therefore, employees who take or
anticipate taking any legal drugs that may affect their ability to perform their job must immediately notify their
Manager of the situation prior to engaging in work under the influence of these legal drugs. If an employee
fails to notify their Manager of the use of such drugs, it could result in disciplinary action, up to and including
termination.
Reasonable Suspicion and Search

If the Company has reason to suspect that you may be using drugs, controlled substances or alcohol, or may be
under the influence of or impaired by alcohol or drugs while at work or when reporting for work, you may be
asked to submit to a urinalysis or a blood test conducted at a Company designated medical facility. If the
Company reasonably suspects that your impairment from drugs or alcohol may have been a factor in your
involvement in an injury or accident at work or while operating Company equipment or vehicles, you may also be
asked to take a blood test, urinalysis, or other drug/alcohol screening. Such examination and/or tests, when
requested, will be on Company time, are considered a condition of continued employment and will be at the sole
expense of the Company. Should you refuse to submit to the requested examination or test, you will be subject
to termination for insubordination.
The Company retains the right to search and inspect all Company owned property and premises, including
common areas used by employees, to detect the presence of drugs, controlled substances or alcohol. Company
owned property includes, but is not limited to office equipment, furniture, buildings, real estate and vehicles.
Such inspections may occur at any time, with or without notice. Therefore, you should have no expectation of
privacy for items brought on the Company premises. As a term and condition of continued employment, you
are expected and required to fully cooperate with any search being conducted to detect the presence of drugs or
alcohol on Company property.
Disciplinary Action
Any employee who is found to be using, possessing, selling, purchasing and/or distributing, or under the
influence of drugs or alcohol in violation of the terms of this policy will be subject to termination of employment.
Additionally, the Company may refer such activities to appropriate law enforcement authorities for further
action.
DRUG TESTING
An employee may be asked or required to submit to testing procedures designed to detect
the presence of drugs and/or alcohol either with or without cause. As an example, testing
may be required if an employee (a) is acting in a manner that leads to a suspicion that he or
she either possesses, controls or is under the influence of a legal or illegal drug and/or
alcohol, (b) was directly or indirectly involved in a work-related accident or mishap, (c) performs safety sensitive,
safety-related or security sensitive work, or (d) is suspected that he or she has or may have been involved in the
use, possession, transfer, distribution, manufacture and/or sale of drugs or alcohol in company-controlled areas,
on company-owned property, while on duty or while operating a vehicle or potentially dangerous equipment for
Company-related business.
A request for testing does not necessarily mean or imply that an employee is under the influence of any
improper substance or has violated any policy. However, such testing may be requested or required when the
Company determines that it is appropriate to promote the interests of this policy. Any employee who does not
consent to and cooperate fully with any search and/or medical testing procedure is subject to disciplinary action,
up to and including termination for insubordination.
EMPLOYEE PROPERTY
Employees are encouraged to avoid bringing expensive items or personal possessions that have sentimental
value to work and to take all precautions to safeguard all such items and possessions if brought to work,
especially wallets and purses. Employees who bring any kind of personal items and possessions to work do so
at their own risk. The Company accepts no responsibility for any items or possessions that are stolen, lost or
damaged in any way.
EQUIPMENT AND PROPERTY ACCESS POLICY

Gyu-Kaku telephones (including mobile phones), fax machines, computers and e-mail systems are to be used for
Gyu-Kaku -related business purposes only. Although employees are able to use codes or passwords to restrict
access to telephone or e-mail messages that are left on the systems of Gyu-Kaku, it must be remembered that
Gyu-Kaku systems are intended solely for Gyu-Kaku business use. Gyu-Kaku, therefore, may access any messages
left or transmitted over its telephone system or computer e-mail systems. Because Gyu-Kaku reserves the right
to obtain access to all voice mail, e-mail and other computer messages left on or recorded on its system,
employees should not assume that such messages are confidential or that access by Gyu-Kaku or its designated
representatives will not occur. Any codes or password(s) an employee uses must be disclosed to Gyu-Kaku.
Gyu-Kaku also reserves the right to open and inspect employees' office desks, drawers, lockers, cabinets,
computers and related equipment as well as any of their contents, effects, articles or files, with or without
advance notice or consent.
All employees must refrain from listening to their own radios, iPod or other portable audio/music equipment
during work time.
HEALTH AND SAFETY

The Company has a long-standing commitment to provide every employee with a safe working
environment. It is the employee’s responsibility to observe the rules, regulations and
standards of conduct expected of all employees as contained in this Handbook.
It is up to each employee to assist Company in maintaining a clean and safe workplace. A neat and
business-like appearance of all work areas is important to the safety of employees, visitors, clients, customers,
and the Company’s image. Therefore, it is the responsibility of all employees to maintain a clean and orderly
office or work area.
All employees are expected to perform their work in a safe manner. All employees are expected to carefully
review all safety and operating rules in order to observe the safety of all employees. The Company has an
Injury and Illness Prevention Program for its operations as part of its ongoing obligation to maintain the safety
and health of employees, and requires every employee to report any unsafe condition or accident (no matter
how minor) so that corrective action can be taken as soon as possible.
Essential components of the Company’s safety policy include:

 Providing mechanical and physical safeguards to the maximum extent possible.
 Conducting safety and health inspections to find, eliminate, or control safety and health hazards as well
as unsafe working conditions and practices, and to comply fully with the safety and health standards for
every job.
 Training all employees in good safety and health practices.
 Providing necessary personal protective equipment, and instructions for use and care.
 Developing and enforcing safety and health rules, and requiring that employees cooperate with these
rules.
 Investigating, promptly and thoroughly, every accident to find out what caused it and correct the
problem so it will not happen again.
 Conducting safety meetings, setting up a system of recognition and awards for outstanding safety service
or performance.
 It is imperative that every employee knows the exact location of all stairwells and floor exits and the
location of fire alarm boxes and fire extinguishers in their work areas.

HOUSEKEEPING
All employees are expected to keep the restaurant’s areas clean and organized. Please clean up after your
meals. Dispose of trash properly.
INCLEMENT WEATHER AND DISASTER POLICY

In the event of disasters such as terrorists’ attacks, workplace violence, long-term electrical outage,
long-term phone service disruption, flooding, computer sabotage or failure, severe inclement
weather, fire, earthquakes and civil disturbance, the first priority will be to ensure the safety of
customers and employees within our facilities. The next priority will be to reestablish any disrupted business
operation.
In such an event, Gyu-Kaku recognizes that it may become necessary to close for business, to schedule a delayed
opening, or to close early. As early as possible on the day of the event, the managers will notify the employees
they supervise of the business closing, delayed opening or early closing. Non-exempt employees will be paid for
only the actual hours worked.
NO SOLICITATION POLICY
Associates may engage in solicitation on Gyu-Kaku premises only during their nonworking time. Nonworking time
means time during meals or breaks and before or after work.
Associates may distribute or circulate non-Gyu-Kaku written materials only during nonworking time and only in
non-work areas. Areas in Gyu-Kaku facilities where food is served or prepared, or where customers are present are
considered working areas in Gyu-Kaku facilities. If an Associate is not certain whether an area is a work or non-work
area, he or she should consult his or her immediate supervisor for clarification. Solicitation or distribution in any way
connected with the sale of any goods or services for profit is strictly prohibited anywhere on Gyu-Kaku property at any
time. Similarly, solicitation or distribution of literature for any purpose by non-associates is strictly prohibited on
Gyu-Kaku property at any time.
Gyu-Kaku has bulletin boards located throughout the facility for the purpose of communicating with Associates.
Postings on these boards are limited to Gyu-Kaku-related material including statutory and legal notices, safety and
disciplinary rules, Gyu-Kaku policies, memos of general interest relating to Gyu-Kaku, local operating rules, and other
Gyu-Kaku items. Absolutely No other postings will be permitted for any other purpose.
ONLINE ACTIVITIES, BLOGGING, AND SOCIAL NETWORK SITES POLICY

You are personally responsible for the content you publish on blogs, wikis or any other form of user-generated
media, such as Facebook and Twitter, or in your private emails and text messages. What you do on your own
time is your affair. However, activities in or outside of work that affect your Gyu-Kaku job performance, the
performance of others, or Gyu-Kaku's business interests are a proper focus for company policy. Be mindful that
what you publish will be public for a long time—protect your privacy. Don't provide Gyu-Kaku 's, customer’s or
another's confidential or other proprietary information. You must not comment on confidential Gyu-Kaku
financial information such as Gyu-Kaku 's future business performance, business plans, or prospects.
Don't use ethnic slurs, personal insults, obscenity, or engage in any conduct that would not be acceptable in
Gyu-Kaku 's workplace. Some bloggers work anonymously, using pseudonyms or false screen names. Gyu-Kaku
discourages that in blogs, wikis or other forms of online participation that relate to Gyu-Kaku, our business or
issues with which the company is engaged. We believe in transparency and honesty. If you are blogging about
your work for Gyu-Kaku, we encourage you to use your real name, be clear who you are, and identify that you
work for Gyu-Kaku. Please use a disclaimer such as this: “The postings on this site are my own and don’t
necessarily represent Gyu-Kaku’s positions, strategies, or opinions.” Bloggers and commenters are personally
responsible for their commentary on blogs and social networking sites. Bloggers and commenters can be held
personally liable for commentary that is considered defamatory, obscene, proprietary or libelous by any offended
party. Employees cannot use blogs or social networking sites to harass, threaten, discriminate or disparage
against Reins International or Gyu-Kaku employees or anyone associated with or doing business with Gyu-Kaku.

Be thoughtful about how you present yourself in online social networks. The lines between public and private,
personal and professional are blurred in online social networks. By virtue of identifying yourself as a Gyu-Kaku
employee within a social network, you are now connected to your colleagues, managers and even Gyu-Kaku's
customers. You should ensure that content associated with you is consistent with your work at Gyu-Kaku. If you
have joined Gyu-Kaku recently, be sure to update your social profiles to reflect Gyu-Kaku's guidelines.
For Gyu-Kaku's protection and well as your own, it is critical that you show proper respect for the laws governing
copyright and fair use of copyrighted material owned by others, including Gyu-Kaku's own copyrights and brands.
You should never quote more than short excerpts of someone else’s work.
PERSONAL CALLS DURING WORK

Because of the volume of outside business calls required during the business day, personal calls on Company
telephones during working hours are to be made or received only in cases of emergency. Use of private mobile
phones to make or accept personal phone calls during working hours is prohibited. Please limit the making and
receiving of calls and text messages to your breaks and meal period.
ROMANTIC RELATIONSHIPS POLICY

The Company strongly discourages all employees from engaging in romantic or sexual relationships with other
employees to avoid issues of sexual harassment, conflict of interest and discord interfering with
employee productivity. Specifically, the Company strictly prohibits any member of management
from dating or engaging in romantic or sexual relationships with non-management employees
or direct or indirect subordinates.
Employees are required to disclose any such relationship to their manager or the Human Resources Department
so that any detrimental consequences of the romantic involvement can be mitigated. The Company is not
interested in interfering in an employee’s personal life; however, we cannot allow any potential issues that could
harm the Company or our employees.
SMOKING POLICY
In keeping with the Company's intention to provide a safe and healthy work environment,
smoking in the workplace is prohibited at all times except in Company designated areas where
local laws and ordinances allow. Smoking is never allowed while in the presence of customers,
public areas, or in restrooms. Please be especially attentive to the sensitivities of customers or fellow employees
who may object to smoking. This policy applies equally to all employees, customers and visitors.
When smoking in the designated areas, please make sure you extinguish your cigarette before disposal to
prevent any risk of a fire. Aids to assist in quitting smoking that appear as cigarettes are prohibited and are not
to be displayed where customers can see them. Signs will be posted to inform customers, visitors and others
entering the premises of local City ordinances regarding smoking regulations.
STANDARDS OF CONDUCT
The following are some examples of activities that we view as improper conduct. This is by no means an
exhaustive list, and we expect everyone to exercise good judgment. However, these are actions for which you
can assume immediate disciplinary action will be taken, up to and including termination of employment:
 Theft
 Awarding customers, friends, relatives or themselves free food or drinks
 Abuse of Company property or equipment
 Sexually, verbally, physically or mentally abusing or harassing any person associated with the
Company – on or off-premises
 Habitual tardiness or absence
 Solicitation or acceptance of personal gifts or gratuities

 Falsifying Company records
 Disclosing confidential or proprietary Company information to unauthorized persons
 Engaging in activity that is determined to be a serious conflict of interest with the Company
 Insubordination or failure to carry out instructions
 Job abandonment
 Misrepresentation or omission of material matters in the employment application and other forms;
 Misrepresentation of a leave request;
 Misusing or destroying Gyu-Kaku property;
 Fighting or provoking a fight on Gyu-Kaku premises;
 Possession of firearms, explosives and other deadly weapons or devices on Gyu-Kaku premises;
 Consumption of alcohol during working time or when performing work for Gyu-Kaku;
 Possession, distribution, sale, use or being under the influence of illegal drugs or substance on
Gyu-Kaku premises, while on Gyu-Kaku business, or when such activity away from Gyu-Kaku is
harmful to the reputation of Gyu-Kaku;
 Engaging in sexual activities on Gyu-Kaku premises;
 Leaving the premises during work hours without permission;
 Sleeping or dozing off during work hours or while on the job;
 Creating or contributing to unsanitary or unsafe conditions by poor housekeeping;
 Violation of any Gyu-Kaku policies, rules and regulations set forth in this Handbook or promulgated
by Gyu-Kaku; and
 Other Misconduct.
OFF-DUTY CONDUCT
While Gyu-Kaku does not seek to interfere with the off-duty and personal conduct of its employees, certain types
of off-duty conduct may interfere with the Company’s legitimate business interests. For this reason, employees
are expected to conduct their personal affairs in a manner that does not adversely affect the Company’s or their
own integrity, reputation or credibility. Illegal or immoral off-duty conduct by an employee that adversely affects
the Company’s image, credibility or legitimate business interests or the employee’s ability to perform his or her
job will not be tolerated.

UNLAWFUL HARASSMENT POLICY
Gyu-Kaku is committed to maintaining a workplace free from any form of unlawful employee
harassment or intimidation because of sex, race, religious creed, color, national origin,
ancestry, citizenship, nationality, age, gender, gender identity, physical disability, mental
disability, medical condition, marital status, pregnancy, sexual preference/orientation,
genetic information, veteran status or any other basis prohibited by applicable state or
federal law. Gyu-Kaku will not tolerate such unlawful harassment, inside or outside Gyu-Kaku, by anyone
connected with Gyu-Kaku that disrupts or interferes with an employee's job performance or creates an
intimidating, offensive or hostile work environment.
Any unlawful harassment, conveyed subtly or overtly, in the form of actions, words, gestures or activities that are
offensive or hostile in nature, is prohibited. It is advisable to refrain from making any comment or action of a
humorous nature regarding sexual, religious, racial or other matters of the kind listed above, since one person's
humorous intent may be perceived to be offensive or hostile by another person.
Prohibited conduct includes but is not limited to:
• Verbal abuse or derogatory statements;

• Visual conduct such as derogatory or sexually oriented posters or drawings or gestures;
• Physical conduct such as touching, blocking or impeding movements, unwanted neck/shoulder massages,
palm reading or assault;
• Sexual advances or propositions, including repeated requests for a date;
• Repeated comments about one’s physical appearance or attire;
• Use of e-mails and other communication systems to transmit or receive sexually-suggestive,
pornographic or sexually-explicit pictures, messages or material;
• Implying in any way that an employee's employment, wages or advancement depends on submitting to
sexual advances; and
• Retaliation for having reported the harassment.
Reporting Procedure
Any employee who believes that he/she or another employee is the victim of unlawful harassment should
immediately report the incident to your Manager or to the Human Resources Department.
Harassment is a very serious matter and every such complaint will be treated as confidentially as possible and
thoroughly investigated. If the complaint is determined to be valid, appropriate disciplinary action, including
termination, will be taken against the harasser. During the investigation of the complaint and until approval is
obtained from Management, any employee who is the subject of a complaint may not participate in any
performance evaluation or employment decision affecting the complainant. No employee who reports a
perceived harassment or conduct creating an offensive working environment will be retaliated against for making
the report.
In addition to notifying the Company about harassment, discrimination or retaliation, employees also may file an
administrative complaint with the DFEH or the U.S. Equal Employment Opportunity Commission (“EEOC”).

VIOLENCE PREVENTION POLICY
Gyu-Kaku is committed to providing a workplace that is free from acts of violence or threats of violence. In
keeping with this commitment, Gyu-Kaku has established a policy that provides zero tolerance for actual or
threatened violence against co-workers, customers, visitors, or any other persons who either are on our
premises or have contact with employees in the course of their duties. Every verbal or physical threat of violence
must be treated seriously and reported immediately to Management. In order to promote compliance with this
policy and maximize our efforts to provide a workplace that is free from violence, we must enlist the support of
all employees. Compliance with this policy and Company’s commitment to a “zero tolerance” policy with respect
to workplace violence is every employee’s responsibility.
If an employee becomes aware of any actual violence, imminent violence, or threat of imminent violence,
obtaining emergency assistance must be a matter of first priority. The employee should
immediately contact his or her supervisor and, if appropriate, should contact the local law
enforcement authorities by dialing 911. Immediately after contacting the law enforcement
authorities for emergency assistance, the employee must then report the incident to his or
her immediate supervisor. The supervisor must report the matter immediately to the
Human Resources Department which will investigate the matter and take appropriate
corrective action, including disciplinary action up to including termination and any remedies
available in law and equity.

8 - TERMINATIONS
Please remember that the employment relationship is based on the mutual consent of the employee and
Gyu-Kaku. Accordingly, either the employee or Gyu-Kaku can terminate the employment relationship at-will, with
or without cause or advance notice, at any time.
No employee or representative of Gyu-Kaku has any authority to enter into any agreement for employment for
any specified period of time or to make any agreement that is contrary to the employment-at-will policy. Further,
the President may not alter the at-will nature of the employment relationship unless it is done specifically in a
written agreement signed both by the President and the employee.
Voluntary Termination
A voluntary termination is one that is initiated by the employee. Although employees have the same right as
Gyu-Kaku to terminate the employment relationship at-will and at any time, when possible, Gyu-Kaku would
appreciate prior notice of an intention to resign. Depending on the circumstances, Gyu-Kaku, in its sole discretion,
may accept a resignation immediately and accelerate the final date of employment.
Involuntary Termination
An involuntary termination is one that is initiated by Gyu-Kaku. Either the employee or the Company can
terminate the employment relationship at will, at any time, with or without cause or advance notice. The date of
separation is the employee's last day worked. Gyu-Kaku in its sole discretion may choose to provide the
employee with prior notice. Gyu-Kaku in its sole discretion will determine the length of notice to be given if any.
Upon voluntary or involuntary termination from Gyu-Kaku, you must promptly return to your supervisor this
Handbook, all Gyu-Kaku business cards, stationery, office keys, cellular phones, customer lists, sales manuals,
electronic files, records, notes, and written materials of any nature whatsoever relating to the business of
Gyu-Kaku or its customers or their manner of conducting business. You shall not keep in your possession or
control any copies of such records, correspondence and/or written material.
EXIT INTERVIEW
Human Resources may conduct an exit interview to discuss the employee’s reasons for leaving and any other
impressions that the employee may have about Gyu-Kaku.
FINAL PAYCHECK
Employees will receive their final paycheck within the time required by law. The final
payment for employees who resign with at least 72 hours advance notice will be provided on
their last day of work. Employees who resign without providing at least 72 hours advance
notice, however, will receive their final paycheck within 72 hours of their resignation.
Employees who are terminated involuntarily will be provided their final paycheck on their last
day of work.
If you have not received your final pay check within 72 hours, immediately contact Human Resources.

9 - PROBLEM RESOLUTION PROGRAM
To resolve employee concerns or problems, the Company has a formal problem resolution program designed to
allow employees to discuss their concerns and receive a timely response. Working out problems early or when
they are small often prevents misunderstandings that occur when communication breaks down. The
procedure is as follows:
Employees who have a problem or question relative to policy or their work situation are urged to discuss the
question or problem with their manager. Employees who feel uncomfortable discussing
the problem with their manager or who do not receive a response within a week or so,
are encouraged to refer all of their concerns to the Human Resources Department. The
situation will be reviewed and another attempt will be made to resolve the issue. If an
employee is still unsatisfied with the resolution after speaking with the manager, he can
request a review of the concerns, in writing, by the Company’s Human Resources Department who will review
and discuss with the Company’s President. The Company’s President’s decision will be final and conclusive on all
employment and personnel matters.
By following the above procedure, the Company gives managers an opportunity to solve employee problems.
Managers are also expected to create a relationship with employees that will encourage discussion of any issues
in an open and direct manner.
Employees using this procedure do so without any fear of retaliation for pursuing problems with or beyond their
manager.

ARBITRATION
Gyu-Kaku promotes a voluntary system of alternative dispute resolutions to resolve
employment issues which cannot be settled by mutual discussion between employees
and the Company. This program mutually benefits the Company and its employees by
reducing expenses and increasing efficiencies.
The arbitration policy and agreement is presented in the New Hire Packet.
Please review it carefully before signing. If you have any questions, please contact the Human Resources
Department.

10 - ACKNOWLEDGMENT OF HANDBOOK RECEIPT
(Employee’s COPY)
I acknowledge that I have received a copy of the Company Employee Handbook. I understand that the
statements contained in this Handbook are guidelines concerning some of the Company’s policies and benefits,
and do not create any contractual or other legal obligations. I have read and I understand the contents of this
Handbook, and I have been given the opportunity to ask any questions I might have about provisions that I did
not understand.
I recognize that this Handbook cannot anticipate every situation or answer every question about my
employment by the Company. I understand that the Company reserves the right to change or revise all or any
portion of this Handbook (except the at-will employment policy) without advance notice and at any time that
Company, in its sole discretion, deems that revision is appropriate or necessary.
I understand and agree that my employment with the Company is at-will, and can be terminated with or without
cause or notice by either the President of Gyu-Kaku or myself. I also understand that no manager or any other
employee of the Company has the authority to enter into any agreement for employment for any specified
period of time or to make any agreement contrary to the at-will relationship described above. The at-will
relationship will remain in effect throughout my employment with the Company unless it is specifically modified
by an express written agreement.
I acknowledge that these statements about the at-will nature of my employment constitute the complete
understanding between the Company and me regarding this subject.
Date: _______________
Employee Signature
Employee Name (please print)
Date: _______________
Employer Representative

11 - ACKNOWLEDGMENT OF HANDBOOK RECEIPT
(Company’s COPY)
I acknowledge that I have received a copy of the Company Employee Handbook. I understand that the
statements contained in this Handbook are guidelines concerning some of the Company’s policies and benefits,
and do not create any contractual or other legal obligations. I have read and I understand the contents of this
Handbook, and I have been given the opportunity to ask any questions I might have about provisions that I did
not understand.
I recognize that this Handbook cannot anticipate every situation or answer every question about my
employment by the Company. I understand that the Company reserves the right to change or revise all or any
portion of this Handbook (except the at-will employment policy) without advance notice and at any time that
Company, in its sole discretion, deems that revision is appropriate or necessary.
I understand and agree that my employment with the Company is at-will, and can be terminated with or without
cause or notice by either the President of Gyu-Kaku or myself. I also understand that no manager or any other
employee of the Company has the authority to enter into any agreement for employment for any specified
period of time or to make any agreement contrary to the at-will relationship described above. The at-will
relationship will remain in effect throughout my employment with the Company unless it is specifically modified
by an express written agreement.
I acknowledge that these statements about the at-will nature of my employment constitute the complete
understanding between the Company and me regarding this subject.
Date: _______________
Employee Signature
Employee Name (please print)
Date: _______________
Employer Representative

2015 California Restaurant Employee Handbook

Uploaded by

Copyright:

Available Formats

2015 California Restaurant Employee Handbook

Uploaded by

Document Information

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

2015 California Restaurant Employee Handbook

Uploaded by

Copyright:

Available Formats

RESTAURANT

Prepared by HR Prescriptions for the exclusive use of Reins International, Inc. ©

Reins International California Restaurant Employee Handbook 3 Updated: July 1, 2015

NOTICE OF PROPRIETARY INFORMATION

Reins International California Restaurant Employee Handbook 4 Updated: July 1, 2015

Message from the President

Reins International California Restaurant Employee Handbook 5 Updated: July 1, 2015

At Gyu-Kaku, we make it our mission to exceed expectations continually.

At Gyu-Kaku, we seek to have a restaurant that is continuously growing and expanding.

Reins International California Restaurant Employee Handbook 6 Updated: July 1, 2015

Reins International California Restaurant Employee Handbook 7 Updated: July 1, 2015

INFORMATION ABOUT THIS HANDBOOK

CHANGES TO THE EMPLOYEE HANDBOOK

Reins International California Restaurant Employee Handbook 9 Updated: July 1, 2015

EQUAL EMPLOYMENT OPPORTUNITY

AMERICANS WITH DISABILITIES ACT

EMPLOYMENT ELIGIBILITY VERIFICATION

PRE-EMPLOYMENT BACKGROUND/CREDIT/REFERENCE CHECKS

INTRODUCTORY PERIOD OF EMPLOYMENT

EXEMPT EMPLOYEE STATUS

NON-EXEMPT EMPLOYEE STATUS

Reins International California Restaurant Employee Handbook 12 Updated: July 1, 2015

EMPLOYMENT OF RELATIVES AND SPOUSES

PERFORMANCE WORK REVIEW AND SALARY REVIEW

Performance evaluations are an important part of the Company’s personnel practices.

Reins International California Restaurant Employee Handbook 13 Updated: July 1, 2015

Reins International California Restaurant Employee Handbook 14 Updated: July 1, 2015

Reins International California Restaurant Employee Handbook 15 Updated: July 1, 2015

Reins International California Restaurant Employee Handbook 16 Updated: July 1, 2015

OVERTIME FOR NON-EXEMPT EMPLOYEES

Hours Worked Multiplier Rate of Employee’s Regular Pay

TRAVEL TIME COMPENSATION

PAY FOR MANDATORY MEETINGS/TRAINING

EARNED INCOME TAX CREDIT

Reins International California Restaurant Employee Handbook 18 Updated: July 1, 2015

MEAL AND REST BREAKS – Non-Exempt California Employees

Reins International California Restaurant Employee Handbook 19 Updated: July 1, 2015

Reins International California Restaurant Employee Handbook 20 Updated: July 1, 2015

LEAVES OF ABSENCE OVERVIEW

ALCOHOL AND DRUG REHABILITATION LEAVE

LEAVE FOR VICTIMS OF DOMESTIC VIOLENCE OR SEXUAL ASSAULT

EMERGENCY VOLUNTEER FIREFIGHTER LEAVE

Reins International California Restaurant Employee Handbook 21 Updated: July 1, 2015

JURY DUTY LEAVE

Reins International California Restaurant Employee Handbook 24 Updated: July 1, 2015

All Other (Extended) Military Leave

Procedures For All Military Leave

1. Military Service - For a period of 1 to 90 days:

2. Military Service – for a period of 91 or more days:

Application For Reinstatement

1. Gyu-Kaku’s circumstances have so changed as to make reemployment impossible or unreasonable.

Reins International California Restaurant Employee Handbook 26 Updated: July 1, 2015

ORGAN AND BONE MARROW LEAVE

PAID SICK LEAVE (PSL)

PREGNANCY DISABILITY LEAVE

SCHOOL REQUIRED APPEARANCE LEAVE

SCHOOL VISITATION LEAVE

VICTIM OF A CRIME LEAVE

WORK-RELATED INJURY LEAVE/WORKERS’ COMPENSATION LEAVE

Reins International California Restaurant Employee Handbook 28 Updated: July 1, 2015