H7EATS, LLC

Team Member
Handbook
 Orientation & Company Introduction

Welcome to Day One of your training. Over the next six shifts, you will be learning all the procedures
necessary for becoming a successful team member. Your trainer is here to help you, so do not be
afraid to ask questions. Have fun!

Introduction
Once you have been selected as a team member, it is time to orient you to Chicken Salad Chick
operations. The purpose of the orientation process is to introduce you to Chicken Salad Chick’s policies
and procedures, and to provide you with a good picture of who we are and what you will be doing
while you are employed with us.

By the end of Day One, you will have completed the following:

• Employee new hire forms, including review and signing of the Orientation & Policies Handbook
and Confidentiality Agreement
• Review our history and mission
• Review of important company policies and procedures
• Review of foodservice sanitation
• Review of restaurant safety
• Review of our customer service philosophy
• Review our menu
• Store Tour
• Receipt of all necessary training materials, including reference manuals, booklets, rules,
guidelines, and uniform.
Company Vision
To be a favorite dining destination while being our brand’s leader in culture and profitability.

Company Mission
To deliver an exceptional experience through the service of fresh and delicious food. Our commitment
is to serve our community, guests, and team members by celebrating each person’s story through
excellent customer service and flawless execution of daily operations.

Company History
Chicken Salad Chick was founded in 2008 by Kevin and Stacy brown with a passion for undying
customer service and freshly prepared menu selections. Their dedication to customers and
maintaining the highest standards in food quality has made “The Chick” the success that it is today. To
understand who we are, it is important to read and understand “Our Story”, which is posted on the
menu and on the wall in each of our locations.

CSC was created to please customers by offering every “chicken salad lover” their perfect chicken
salad. Through careful pairing of ingredients and a commitment to a positive customer experience,
CSC offers a fresh menu in a warm, whimsical atmosphere. In 2012, CSC officially opened its first
franchise location and has since been expanding across the Southeast.
GENERAL POLICIES AND PROCEDURES
This Orientation & Policy Handbook covers current company policies. You are responsible for reading
and understanding each policy, and then signing an acknowledgment form agreeing to follow the
policies while working at Chicken Salad Chick. Please ask your manager if you have any questions
regarding a policy.

At-will Employment
While we hope to have a long and profitable relationship with you, your employment with the
Company (H7EATS, LLC) is voluntary and is subject to termination by you or the Company at will, with
or without cause, and with or without notice, at any time.

While the Company may have a disciplinary system in place, this system does not have to be used – the
Company may make the decision to terminate you without first taking these disciplinary steps.

None of the information provided in our policies signifies a contractual agreement or should be
interpreted to conflict with, eliminate or modify in any way your employment-at-will status with the
Company.

No individual, except Clarke or Kim Hayes, Franchise Owners, can approve any kind of contractual
agreement. Should a contractual agreement be signed by this person, it must also be notarized to be
applicable.

Payroll Practices
Pay periods are two weeks beginning on Monday of the first week and ending on Sunday of the second
week. Employees are paid biweekly every other Friday. When a payroll date falls on a holiday,
employees will, when possible, be paid on the last business day before the holiday. Otherwise,
employees will be paid on the first business day following the scheduled payroll date. The payroll
schedule is subject to change.

Direct Deposit
You are encouraged to have your paycheck deposited directly into your bank account.

Salary Deductions and Withholding

Chicken Salad Chick will withhold taxes and other authorized deductions as required by law.

Employee Dating Policy

The purpose of the following policy is to ensure a fair and peaceful work environment for all team
members.
H7EATS, LLC strongly believes that a work environment where employees maintain clear boundaries
between employee personal and business interactions is necessary for effective business operations.
This policy does not prevent the development of friendships or romantic relationships between co-
workers, it does establish boundaries as to how relationships are conducted during working hours and
within the working environment.

Individuals in supervisory or managerial roles and those with authority over others’ terms and
conditions of employment are not allowed to enter into a romantic relationship with any employee
that is in a subordinate position under this policy due to their status as role models, their access to
sensitive information, and their ability to affect the employment of individuals in subordinate
positions.

This policy does not preclude or interfere with the rights of employees protected by the National Labor
Relations Act or any other statute concerning the employment relationship.

Procedures:

1. During working time and in working areas, employees are expected to conduct themselves in
an appropriate workplace manner that does not interfere with others or with overall
productivity.
2. During nonworking time, such as lunches, breaks, and before and after work period, employees
engaging in personal exchanges in nonwork areas should observe appropriate workplace
manner to avoid offending other workers or putting others in an uncomfortable position.
3. Employees are strictly prohibited from engaging in physical contact that would in any way be
deemed inappropriate in the workplace by a reasonable person while anywhere on company
premises, whether during working hours or not.
4. Employees who allow personal relationships with co-workers to adversely affect the work
environment will be subject to H7EATS, LLC’s disciplinary policy, including counseling for minor
problems. Failure to change behavior and maintain expected work responsibilities is viewed as
a serious disciplinary matter.
5. Employee off-duty conduct is generally regarded as private, as long as such conduct does not
create problems within the workplace. An exception to this principle, however, is romantic or
sexual relationships between supervisors and subordinates.
6. Any supervisor, manager, executive or other company official in a sensitive or influential
position with H7EATS, LLC may not engage in a romantic or sexual relationship with another co-
worker. This includes any fraternization that may be perceived as romantic in nature.
7. When a conflict-of-interest or potential risk is identified due to a company official’s relationship
with a co-worker, H7EATS, LLC will work with the parties involved to consider options for
resolving the problem. The initial solution may be to transfer one of the employees to a
different location. Matters such as hiring, firing, promotions, performance management,
 compensation decisions and financial transactions are examples of situations that may require
reallocation of duties to avoid any actual or perceived reward or disadvantage. If one or both
parties refuse to accept a reasonable solution, such refusal will be deemed a voluntary
resignation.
8. Failure to cooperate with H7EATS, LLC to resolve a conflict or problem caused by a romantic or
sexual relationship between co-workers in a mutually agreeable fashion may be deemed
insubordination and result in disciplinary action up to and including termination.
9. The provisions of this policy apply regardless of the sexual orientation of the parties involved.
10. Where doubts exist as to the specific meaning of the terms used above, employees should
make judgements based on the overall spirit and intent of this policy.
11. Any concerns about the administration of this policy should be addressed to the franchise
owner.

Family and Relatives

The employment of relatives in the same area of an organization may cause serious conflicts and
problems with favoritism and employee morale. In addition to claims of partiality in treatment at
work, personal conflicts from outside the work environment can be carried into day-to-day working
relationships.

For the purpose of this policy, a relative is any person who is related by blood or marriage, or whose
relationship with the employee is similar to that of persons who are related by blood or marriage.
Relative of persons currently employed by H7EATS, LLC may be hired so long as they will not be
working directly for or supervising a relative. H7EATS, LLC must be made aware immediately if any hire
is being considered where a relative is being hired.

Procedures:

1. Notify the franchise owner of the hire and the relationship.

2. In the event that one relative gets promoted to a supervisor or managerial role, they should not
be the direct report for any relative or be responsible for any reviews, promotions, raises or
employment status decisions.
3. If a relative is promoted to a supervisor or managerial position with another relative as a direct
report then the franchise owner will determine if either employee should be reassigned to
another store.
4. If the relative relationship is established after employment, the franchise owner will decide
what the appropriate decision is for handling the conflict.
5. In other cases where a conflict or the potential for conflict arises, even if there is no supervisory
relationship involved, the parties may be separated by reassignment or terminated from
employment.
Drug Testing
H7EATS, LLC reserves the right to randomly test employees for compliance with its drug-free workplace
policy. As used in this policy, “random testing” means a method of selection of employees for testing,
performed by an outside third party. The selection will result in an equal probability that any
employee from a group of employees will be tested. Furthermore, H7EATS, LLC has no discretion to
waive the selection of an employee selected by this random selection method.

Employees who refuse to submit to a test are subject to immediate discharge. If an employee tests
positive on an initial screening test, the employee will be suspended while the confirmation test is
being conducted. On receipt of the confirmation test, the employee will be subject to disciplinary
action, up to and including discharge.

Clocking In, Clocking Out

Employees are permitted to arrive 10-15 minutes early for their shift and are allowed to clock in within
2 minutes of their scheduled start time. The manager on duty must be notified of late arrivals or
missed punches.

All team members must be dressed and ready to begin work when they arrive at their assigned work
location. All staff must allow adequate time to prepare to work once they arrive, check the schedule,
and familiarize themselves with daily specials, changes, and other tasks before beginning work.

Personal business – discussion of personal plans is not to be conducted while clocked in.

Schedules
Team members are assigned to work shifts. Requests for days off will be accommodated when
possible. However, a request for a day off is not a guarantee that time off will be granted. Request
must be submitted 24 hours prior to schedule being posted. Schedules will be posted in a timely
manner.

Given the nature of the food service industry, team members are expected to be available for holidays
and weekends.

Schedule changes are allowed only if a replacement employee is available and the shift change has
been approved by your manager. These changes must be requested within 48 hours of shift change. If
there is a change without an approval from your General Manager, it will lead to further disciplinary
action up to and including termination.

Inclement Weather_
Chicken Salad Chick is open for business unless there is a government-declared state of emergency
or unless you are advised otherwise by your supervisor. There may be times when we will delay
opening, and on rare occasions, we may have to close when severe weather develops, or is
anticipated to develop during the day. Use common sense and your best judgment when traveling to
work in inclement weather.
Employee Appearance and Hygiene
Appearance is an important part of our customer’s perception of our business and has an impact on
your attitude. What we wear and how we wear it influences our attitude about ourselves and how we
treat others. While we work in a casual dining atmosphere, it is imperative to take pride in your
personal appearance to portray a clean and neat appearance. Below is a detailed list of personal
appearance requirements.

Uniform
• Employees will wear a company issued shirt from Chicken Salad Chick
o You will receive 2 shirts. Additional shirts can be purchased at cost.
• Black or Khaki pants or blue jeans with no cuts, rips or tears will always be worn while working.
• Pants must be worn at the waist and secured with a belt if there are belt loops.
• All clothing must fit properly.
• All clothing will be pressed, clean, and in good condition (no stains, fraying, holes, or
discoloration).
• All shirts will be tucked in except for pregnancy.
• When wearing an undershirt, the undershirt will be black or white.
• All short sleeve undershirts will be no longer than outerwear shirt when outerwear shirt is a
short sleeve.
• No shorts allowed.
• Non-slip shoes must fit properly with laces tied, unless limited by temporary medical
conditions.
• All hats will be company issued hats and will be clean and in good condition (no stains,
discoloration, or fraying)
• Nametags must be worn at all times.
o You will receive a nametag. If lost, you must replace it at cost.
• Closed toed, slip resistant shoes are mandatory to be worn by all employees

Jewelry
• Jewelry (including medical alert jewelry) will be modest in size to help prevent the cross-
contamination of food and worn in good taste to not be distracting to customers and our fellow
employees.
• All necklaces should be worn inside clothing to avoid being a safety hazard.
• Rings are limited to a wedding band (none on thumbs). If wearing a wedding band in food
preparation area, it must be covered at all times with foodservice gloves.
• Wristwatches, bracelets, or wristbands (rubber or string) are not permitted.
• If wearing a medical bracelet, it must be kept in pocket while on your shift.
• Earrings are limited to stud earrings only. No more than two earrings per ear.
 • A small nose stud (1.5 mm – 2.0 mm in size) can be worn. No other visible pierced jewelry
or body adornments are allowed, including septum piercings, nose rings or tongue studs.

Grooming
• Good personal hygiene is expected of each employee when they report to work (clean-
shaven, bathed with appropriate amount of body deodorant)
• Hair will be clean and worn in good taste as to not be distracting to customers.
• Hair and nails must follow local health department guidelines.
• All hairstyles will be neat and professional in appearance; no unnatural hair colors or
eccentric styles (Mohawks, shaven patterns, blue, purple, pink, etc.)
• Hair that falls around face will be tied back using a simple hair band or barrette that has
no loose or dangling parts (for example: no hair feathers or hair wraps)
• Male: may have a fully grown in, well-maintained mustache, beard, or goatee, unless
otherwise restricted by regulatory codes and standards (beard guards may be required by the
local health department). Facial hair must be neatly trimmed and no longer than ¼” and may
not present an unkempt appearance.
• Sideburns will be trimmed to no longer than the bottom of the earlobe and of a consistent
width on the sides, from top to bottom.
• Makeup will be subdued and worn in good taste as not to be distracting to
customers or fellow employees.
• If fingernails extend past the fingertip when viewed from the open palm then employee must
be in gloves at all times.
• If fingernail polish is worn then employee must be in gloves at all times.
• Tattoos are allowed, but not on your face, neck or throat. No offensive tattoos allowed.
• Perfume or cologne will be subdued and should not be distracting to customers and fellow
employees.

It is the intent of this policy to comply with applicable state, local and federal laws prohibiting
discrimination based on color, race, religion, sex (including pregnancy, sexual orientation and
gender identity), national origin, disability, age, genetic information and any other status protected
under such laws.

Telephones
Access to Chicken Salad Chick telephone system is given principally for work-related activities or
approved educational / training activities. Incidental and emergency call use is permitted. Please ask
your manager for the correct phone number to be called in the event of an emergency. This privilege
should not be abused and must not affect the employee’s performance of employment-related
activities. Chicken Salad Chick telephone system is always the property of Chicken Salad Chick. By
accessing the telephone system through facilities provided by Chicken Salad Chick, you
acknowledge that Chicken Salad Chick has the right to monitor its telephone system from time to
time to ensure that employees are using the system for its intended purposes.

Cell phones
Cell phone use is not permitted while you are clocked in at the restaurant unless you are on an
assigned break period, in the approved break area and never in view of our guests. Employees may
use personal cell phones during work hours for any legitimate safety, security, or emergency
purposes. The use of cameras on cell phones during work hours is prohibited to protect the privacy
of Chicken Salad Chick as well as that of fellow employees. However, this restriction will not apply
to any recordings made in the exercise of any rights granted to an employee by federal law.

Chicken Salad Chick prohibits the use of hand-held cellular devices while driving. Employees are
strongly encouraged to use a hands-free cellular device while driving, should the use become a
necessity. Sending and/or receiving text messages is expressly prohibited while operating any
vehicle.

Personal phone calls are not permitted at Chicken Salad Chick. Emergency calls should be
directed to your manager. Please ask your manager for the correct phone number to be called
in the event of an emergency for you.

Office Equipment
Certain equipment may be assigned to employees as deemed appropriate by the company. This
equipment is the property of Chicken Salad Chick and can only be used in accordance with the then
current use policies as may be updated from time to time. It is expected that you will treat this
equipment with care and report any malfunctions immediately to staff members equipped to
diagnose the problem and take corrective action.

Technology Appropriate Use

All Technology/Systems provided by Chicken Salad Chick are designed to provide access to data as needed
to fulfill their job responsibilities. All data and information provided by company systems are covered by
state and federal laws and by Chicken Salad Chick policies regarding the use of confidential data and of IT
resources.

Each individual will be held responsible for any security breach traceable to their assigned logon if it
is the result of a failure to follow company policies for proper use which includes using best
practices provided by the company. Employees may also be held liable for any willful misuse or
deliberate system damage traceable to their logon. Violation of State & Federal Laws or company
policies governing responsible use of IT resources may result in loss of access privileges, disciplinary
action up to and including termination
Internet Access
Access to the Internet is given principally for work-related activities or approved educational /
training activities. Incidental and occasional personal use is permitted. This privilege should not be
abused and must not affect the employee’s performance of employment-related activities. The
employee must use care NOT to click on links that are of unknown or suspicious destinations. Any
unusual activity must be reported to the management team immediately. Never enter any
information requested over the internet or email unless you have voice direction of confirmation
from an authoritative person known personally to you. When in doubt, always call for approval at
published direct phone line if you are unsure.

Right to Monitor
Chicken Salad Chick email, data storage, and network system is at all times the property of Chicken
Salad Chick. By accessing any resource or data through these systems and facilities provided by
Chicken Salad Chick, you acknowledge that Chicken Salad Chick (by itself or through its service
providers) may from time to time monitor, log and gather statistics on employee activity and may
examine all individual connections and communications. Please note that Chicken Salad Chick May
use email filters to block spam and computer viruses and to enforce or monitor policy compliance
These filters may from time to time block legitimate email messages.

Viruses, Malware, and Social Engineering Attacks

The company makes available virus protection for all company devices. Any attempt to block
updates or remove these protections will be seen as a violation of company policies. You should
never share your login or password with anyone. IT will never ask you for your password so report
any attempt to get your password to your supervisor. You should not open links or attachments of
any kind from unknown sources. If you receive something that looks suspicious, from someone you
do know, contact the sender by telephone at a known valid number to verify that they sent it. In
any event, notify management, immediately if you believe that you may have a virus or malware.
Immediately disconnect your computer from and wired or wireless network if malware is detected.

Responsibilities and Obligations

Employees may not access, download or distribute material that is illegal, or which others may find
offensive or objectionable, such as material that is pornographic, discriminatory, harassing, or an
incitement to violence.
You must respect and comply with copyright laws and intellectual property rights of both Chicken
Salad Chick and other parties at all times. When using web-based sources, you must provide
appropriate attribution and citation of information to the websites. Software must not be
downloaded from the Internet without the prior approval of qualified persons within Chicken Salad
Chick. Our partners and vendors are protected by non- disclosure agreements which prevent the
sharing of information with others. This includes any sensitive information including business terms
or agreements including pricing or services provided.

Email
The email system is the property of Chicken Salad Chick. All emails are archived on the server in
accordance with our records retention policy, and all emails are subject to review by Chicken Salad
Chick. You may make limited use of our email system for personal business matters, so long as
such use is kept to a minimum and does not interfere with your work. The company assumes no
responsibility for the protection or retention of personal data or information.

Chicken Salad Chick electronic mail is subject to monitoring, and the release of specific
information is subject to applicable laws and Company rules, policies and procedures on
confidentiality. Existing rules, policies and procedures governing the sharing of confidential
information also apply to the sharing of information via commercial software.

Electronic mail is like any other form of Company communication and may not be used for
harassment or other unlawful purposes. Your email account is a Company-provided privilege and
is Company property. Remember that when you send email from Chicken Salad Chick domain,
you represent Chicken Salad Chick whether your message is business-related or personal.

Violation of this Policy: In all circumstances, use of Internet access and email systems must be
consistent with the law and Company policies. Violation of this policy is a serious offense and, subject
to the requirements of the law, may result in a range of sanctions, from restriction of access to
electronic communication facilities to disciplinary action, up to and including termination.

Storage of Personal Belongings

During your shift, you may store personal belongings in the space provided for that purpose.
Please do not bring valuable items into the restaurant, and do not leave uniforms or any other
personal items in the restaurant.

Scheduled Meetings
It is mandatory for all employees to attend scheduled employee meetings. If you are unable to
attend, you must contact your manager and receive written permission for missing the
meeting. Not attending a meeting without written permission is considered a no call/no show
resulting in disciplinary action, up to and including termination.

Shift Changes
All shift changes must be approved by your manager. See previous section on scheduling for
approval process.
Grievance Procedure
To ensure a congenial working environment for all team members, we ask that you bring all
work-related complaints and constructive criticisms to the management staff. Your managers
will always be available to listen to your suggestions or complaints. If you are unable to resolve
problems at the managerial level, please contact the Franchise owners.

Handling Guest Requests/Complaints

In accordance with our philosophy that pleasing our guests is our number one priority, please
try to honor every request. If we have the equipment, products, and skills necessary to fulfill
the request, we will do it! If you are uncertain whether we can honor a request, check with the
manager at once so that he or she can take appropriate action. It is your responsibility to
ensure that no guest leaves the restaurant unhappy with our food or service. Do not allow a
disgruntled guest to leave without the manager on duty being aware of the situation.

Tardiness and Absenteeism

Punctuality and regular attendance are important to the smooth operation of the restaurant. If
you are late or absent, our ability to perform work is affected and an unfair burden is placed on
your co-workers. Therefore, unless your absence is permitted or excused, you are responsible
for being at work and arriving on time. If you are going to be absent or late it is your
responsibility to:
1. Seek help to cover your shift using Altametrics
2. Reach out to your management team via text advising you are unable to work
3. Begin calling the store at 8am and continue to call until you speak with the manager on
duty (do NOT leave a voicemail)
While we know emergencies can happen, failure to follow all three steps will result in
disciplinary action up to and including termination.

All employees are expected to work on a regular, consistent basis and complete their regularly
scheduled hours per week. Tardiness and absenteeism can result in disciplinary action, up to
and including termination. Excessive absenteeism is indicated by any absence of 3 or more
days without a doctor’s note. You may not return to work after a 3-day absence without
management approval or a doctor’s release.

Any employee who does not call or report to work for one shift should be considered to have
voluntarily resigned.

Employee Parking
Parking near the restaurant is limited. Follow the specific information regarding parking areas
that is available from your manager.

Entering the Restaurant

When arriving at the restaurant be properly dressed and groomed for your shift. Enter through
the designated entrance as identified by your manager. Immediately make your way to the
back of the house or to your assigned position. Always greet guest with a smile and friendly
presence.

Evaluation Period
During the first three months (90 days) of your employment with us, you will be in an
“evaluation period”. During this time, your supervisor will continually evaluate your
performance and compatibility. Should your performance not meet the standards set forth by
Chicken Salad Chick, your employment will be terminated. In some circumstances, the
evaluation period may be extended.

Employee Breaks
Employees who work a continuous 4.5-hour shift will be eligible for a 10-minute break.
Employees who work a continuous 6.5-hour shift will be eligible for a 30-minute meal break.

You must have approval from you supervisor to take your break and you must clock out during
that time. Check with management on approved areas for where to take breaks.

Employee Food Discount

While working during an assigned shift, employees receive 70% off the cost of their meals $10
or less. Each employee must be clocked out and get in line as a customer when ordering food.
Any violation of this policy could lead to disciplinary action up to and including termination.
Drinks while on duty will be free. Meals taken on break must be eaten in a section of the dining
area approved by management. In the event that the dining room is full of guests then verify
an approved space with management.

Employees will be eligible for 50% off meals for themselves and one guest during off hours.

Safety and Accident Rules

We provide a clean, hazard-free, healthy, safe environment in which to work and make every effort
to comply with all relevant federal, state and local occupational health and safety laws, including the
federal Occupational Safety and Health Act. As an employee, you have a duty to comply with the
safety rules of Chicken Salad Chick, and you are expected to take an active part in maintaining this
hazard-free environment. You should observe all posted safety rules, adhere to all safety
instructions provided by your supervisor and use safety equipment where required. Your workspace
should be kept neat, clean and orderly. You are required to report any accidents or injuries –
including any breaches of safety – and to promptly report any unsafe equipment, working condition,
process or procedure to a supervisor. In addition, if you become ill or get hurt while at work, you
must notify your manager immediately. Failure to do so may result in a loss of benefits under the
state workers’ compensation law. Failure to abide by Chicken Salad Chick’s safety and accident rules
may result in disciplinary action, up to and including termination. Your training and onboarding will
guide you through specific crisis management and inclement weather procedures.

Workplace Violence Prevention Policy

As stated above, Chicken Salad Chick is committed to the safety and security of our employees.
Workplace violence presents a serious occupational safety hazard to our organization, staff, and
clients.

Workplace violence includes any physical assault or act of aggressive behavior occurring where an
employee performs any work-related duty in the course of his or her employment including but not
limited to an attempt or threat, whether verbal or physical, to inflict physical injury upon an
employee; any intentional display of force which would give an employee reason to fear or expect
bodily harm; intentional and wrongful physical contact with a person without his or her consent
that entails some injury; or stalking an employee with the intent of causing fear of material harm to
the physical safety and health of such employee when such stalking has arisen through and in the
course of employment.

Acts of violence by or against any of our employees where any work-related duty is performed
will be thoroughly investigated and appropriate action will be taken, including involving law
enforcement authorities when warranted. All employees are responsible for helping to create an
environment of mutual respect for
each other as well as clients and visitors, following all policies, procedures, and practices, and for
assisting in maintaining a safe and secure work environment.

Anti-discrimination and Harassment is Prohibited

Chicken Salad Chick is an equal opportunity employer and makes all employment decisions without
regard to race, religion, color, sex (including pregnancy, sexual orientation, and gender identity),
national origin, disability, age, genetic information, or any other status protected under applicable
federal, state, or local laws. This policy applies to all terms and conditions of employment, including
but not limited to, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of
absence, benefits, compensation, and training. We seek to comply with all applicable federal, state,
and local laws related to discrimination and will not tolerate the interference with the ability of any of
Chicken Salad Chick’s employees to perform their job duties.

Chicken Salad Chick makes decisions concerning employment based strictly on an individual’s
qualifications and ability to perform the job under consideration, the comparative qualifications
and abilities of other applicants or employees, and the individual’s past performance within the
organization.

If you believe that an employment decision has been made that does not conform with
management’s commitment to equal opportunity, you should promptly bring the matter to the
attention of your immediate supervisor, designated manager, or Human Resources. Your complaint
will be promptly, thoroughly, and impartially investigated. There will be no retaliation against any
employee who files a complaint in good faith, even if the result of the investigation produces
insufficient evidence to support the complaint.

Additionally, the state of Texas prohibits discrimination based on expunged criminal records.

Americans with Disabilities Act

The federal Americans with Disabilities Act (ADA) prohibits discrimination against qualified
individuals with disabilities in job application procedures, hiring, firing, advancement,
compensation, fringe benefits, job training and other terms, conditions and privileges of
employment. The ADA does not alter Chicken Salad Chick’s right to hire the best-qualified applicant,
but it does prohibit discrimination against a qualified applicant or employee because of his or her
disability, or because of a perceived disability. As a matter of Company policy, Chicken Salad Chick
prohibits discrimination of any kind against people with disabilities.

Disabled Defined:
An applicant or employee is considered disabled if he or she (1) has a physical or mental impairment
that substantially limits one or more major life activities; (2) has a record or history of such an
impairment; or
(3) is regarded or perceived (correctly or incorrectly) as having such impairment.

A qualified employee or applicant with a disability is an individual who satisfies the requisite skill,
experience, education and other job-related requirements of the position held or desired, and who, with
or without reasonable accommodation, can perform the essential functions of that position.

Reasonable Accommodation
A reasonable accommodation is any change in the work environment (or in the way things are usually
done) to help a person with a disability apply for a job, perform the duties of a job, or enjoy the
benefits and privileges of employment.

Qualified applicants or employees who are disabled should request reasonable accommodation
from Chicken Salad Chick in order to allow them to perform a particular job. If you are disabled and
you desire such reasonable accommodation, contact your immediate supervisor, designated
manager, or Human Resources. On receipt of your request we will meet with you to discuss your
disability. We may ask for information from your health care provider(s) regarding the nature of
your disability and the nature of your limitations or take other steps necessary to help us determine
viable options for reasonable accommodation. We will then work with you to determine whether
your disability can be reasonably accommodated, and if it can be accommodated, we will explore
alternatives with you and endeavor to implement a mutually agreeable accommodation.

Reasonable accommodation may take many forms and it will vary from one employee to another.
Please note that according to the ADA, Chicken Salad Chick does not have to provide the exact
accommodation you want, and if more than one accommodation works, we may choose which one
to provide. Furthermore, Chicken Salad Chick does not have to provide an accommodation if doing
so would cause undue hardship to Chicken Salad Chick.

Break Time for Nursing Mothers

The federal Fair Labor Standards Act (FLSA) allows employees to take reasonable, unpaid break
time to express breast milk as needed for up to one (1) year after the birth of a child. Chicken Salad
Chick will provide a place for the employee to express breast milk, other than a bathroom, that is
shielded from view and free from intrusion from co-workers and the public. Employees will not be
discharged or in any other manner discriminated against in exercising their rights under this policy.

Military Service Leave

Employees serving in the uniformed services, including the Army, Navy, Marine Corps, Air Force,
Coast Guard and Public Health Service commissioned corps, as well as the reserve components of
each of these services, may take unpaid military leave, as needed, to enable them to fulfill their
obligations as servicemembers. Servicemembers must provide advance written or verbal notice to
Chicken Salad Chick for all military duty, unless giving notice is impossible, unreasonable, or
precluded by military necessity.
Employees should provide notice as far in advance as is reasonable under the circumstances. In
addition, employees may, but are not required to, use accrued vacation or personal leave while
performing military duty.

Jury Duty
Chicken Salad Chick encourages employees to fulfill their civic duties. To that end, employees will
be allowed leave to serve on a jury, if summoned. We request that you bring in a copy of your
summons notice as soon as you receive it, so that we may keep it on file. If you are called during a
particularly busy period, we may ask you to request a postponement. Chicken Salad Chick will
provide additional documentation in this regard, if necessary, to obtain such postponement.

Jury duty can last from a portion of a single day to several months or more. During this time, you
will be considered on a leave of absence and will be entitled to continue to participate in insurance
and other benefits as if you were working. While serving on jury duty, you are expected to call in to
your supervisor periodically to keep him or her apprised of your status.
Appearance as a Witness
An employee called to appear as a witness will be permitted time off to appear, but without pay.
Employees will be permitted to use accrued vacation time when appearing as witnesses.

Voting
Chicken Salad Chick encourages all employees to vote. Most polling facilities for elections for public
office are scheduled to accommodate working voters. Chicken Salad Chick, therefore, requests that
employees schedule their voting for before or after their work shift. An employee who expects a
conflict, however, should notify his or her supervisor, in advance, so that schedules can be adjusted
if necessary.

Background Checks/Investigative Reports

Chicken Salad Chick may conduct a background check on any applicant or employee with their signed
consent. The background check may consist of prior employment verification, reference checks,
education confirmation, criminal background, credit history, or other information, as permitted by
law. Third-party services may be hired to perform these checks. All offers of employment and
continued employment are contingent upon a satisfactory background check. Human Resources will
order the background check upon receipt of the signed release form, and either internal HR staff or
an employment screening service will conduct the checks. A designated HR representative will review
all results. The HR representative will notify the hiring manager regarding the results of the check.
In instances where negative or incomplete information is obtained, the appropriate management and
the director of Human Resources will assess the potential risks and liabilities related to the job's
requirements and determine whether the individual should be hired. If a decision not to hire or
promote a candidate is made based on the results of a background check, there may be certain
additional Fair Credit Reporting Act (FCRA) requirements that will be handled by Human Resources in
conjunction with the employment screening service (if applicable).

Background check information will be maintained in a file separate from employees' personnel files
for a minimum of five years.
Chicken Salad Chick reserves the right to modify this policy at any time without notice.

Work Hours for Minors

Chicken Salad Chick will verify the age of minor employees being hired to work in our restaurants. If
the minor does not have acceptable identification, they can apply for an age certificate from the school
board district where he or she will be employed.

There are no restrictions on the schedules or number of hours worked by minors age 16 and 17.

Minors aged 14 - 15 are restricted by state law to the following hours of work:
• May not work during school hours.
• Can work no more than 8 hours in a day when school is not in session
 • Can work no more than 40 hours in a week when school is not in session
• Can work no more than 3 hours in a day when school is in session
• Can work no more than 18 hours in a week when school is in session
• Can work only between 7 a.m. and 7 p.m. during the school year. However, between June 1
and Labor Day, they may work between the hours of 7 a.m. and 9 p.m.

Investigative Reports
Investigative reports are reports based on personal interviews regarding a person’s character,
general reputation, personal characteristics, or lifestyle. An employer who requests an investigative
report must provide written notice to the employee that they have requested an investigative
report within three days of doing so.

The employer must also give the employee a statement that they have the right to request
additional disclosures and a summary of the scope and substance of the report. Within five days of
an employee’s request, the employer must inform the employee in writing of the complete nature
and scope of the investigation requested.

The employer must also certify to the consumer reporting agency that it has complied with these
requirements regarding investigative reports.

Social Media Policy

While Chicken Salad Chick encourages its employees to enjoy and make good use of their off-
duty time, certain activities on the part of the employees may become a problem if they have
the effect of impairing the work of any employee; harassing, demeaning, or creating a hostile
work environment for any employee; disrupting the smooth and orderly flow of work within
the company; directly or indirectly disclosing confidential or proprietary information; or
harming the goodwill and reputation of Chicken Salad Chick among its customers or the
community at large. In the area of social media (print, broadcast, digital, and online)
employees may use such media in any way they choose as long as such use does not produce
the adverse consequences noted above. For this reason, Chicken Salad Chick reminds its
employees that the follow guidelines apply in their use of social media, both on and off duty:

1. If an employee publishes any personal information about themselves, another

employee of Chicken Salad Chick, a client, or a customer in any public medium
(print, broadcast, digital, or online) that:
2. Has the potential or effect of involving the employee, their co-workers, or
Chicken Salad Chick in any kind of dispute or conflict with other employees or
third parties.
3. Interferes with the work of any employee.
4. Creates a harassing, demeaning, or hostile working environment for any
employee.
5. Disrupts the smooth and orderly flow of work within the office, or the delivery of
services to the company’s clients or customers.
a. Harms the goodwill and reputation of Chicken Salad Chick among its
customers or in the community at large.
b. Tends to place in doubt the reliability, trustworthiness, or sound
judgement of the person who is the subject of the information; or
c. Reveals proprietary information for Chicken Salad Chick trade secrets.
d. The employee(s) responsible for such problems will be subject to
counseling and/or disciplinary action, up to and potentially including
termination of employment, depending upon the circumstances.
6. No employee of Chicken Salad Chick may use company equipment or facilities
for furtherance of non-work-related activities or relationships without the
express advance permission of the General Manager.
7. Employees who conduct themselves in such a way that their actions and
relationships with each other could become the object of gossip among others in
the office, or cause unfavorable publicity for Chicken Salad Chick in the
community, should be concerned that their conduct may be inconsistent with
one or more of the above guidelines. In such a situation, the employees
involved should request guidance from (a designated member of management)
to discuss the possibility of a resolution that would avoid such problems.
Depending upon the circumstances, failure to seek such guidance may be
considered evidence of intent to conceal a violation of the policy and to hinder
an investigation into the matter.
8. Should you decide to create a personal blog, be sure to provide a clear
disclaimer that “The views expressed in the blog are the author’s alone, and do
not represent the views of Chicken Salad Chick.”
9. All information published on any employee blog(s) should comply with Chicken
Salad Chick’s confidentiality and disclosure of proprietary data policies. This also
applies to comments posted on other social networking sites, blogs, and forums.
10. Be respectful to Chicken Salad Chick, co-workers, customers, clients, partners,
and competitors, and be mindful of your physical safety when posting
information about yourself or others on any forum. Describing intimate details
of your personal and social life or providing information about your detailed
comings and goings might be interpreted as an invitation for further
communication – or even stalking and harassment that could prove dangerous
to your physical safety.
 11. Social media activities should never interfere with work commitments.
12. Your online presence can reflect on Chicken Salad Chick. Be aware that your
comments, posts, or actions captured via digital or film images can affect the
image of Chicken Salad Chick.
13. Do not discuss company clients, guests, or partners without their express written
consent to do so.
14. Do not ignore copyright laws and cite or reference sources accurately.
Remember that the prohibition against plagiarism applies online.
15. Do not use any Chicken Salad Chick logos or trademarks without prior written
consent. The absence of explicit reference to a site does not limit the extent of
the application of this policy. If no policy or guidelines exists, Chicken Salad
Chick employees should use their professional judgement and follow the most
prudent course of action. If you are uncertain, consult your supervisor or
manager before proceeding.

Harassment Policy
Chicken Salad Chick has a zero-tolerance policy towards any form of harassment in the
workplace. All complaints of harassment will be promptly and confidentially investigated by
Chicken Salad Chick and appropriate action, including possible termination, will be taken
against those who violate this policy. Additionally, persons who engage in sexual harassment
may be held civilly and/or criminally liable for their actions.

It is our policy to treat all personnel with dignity and respect and make personnel decisions
without regard to race, sex, age, color, national origin, religion, or disability. We strive to
provide everyone a workplace that I free of harassment of any kind. Employees are
encouraged to promptly report incidences of harassment.

All our employees have the right to be free from sexual harassment. Chicken Salad Chick does
not condone actions, words, jokes, or comments that a reasonable person would regard as
sexually harassing or coercive.

Definition of Sexual Harassment

“Unwelcome sexual advances, requests for sexual favors, and other verbal or physical
conduct of a sexual nature constitute sexual harassment when submission to or rejection of
this conduct explicitly or implicitly affects an individual’s employment, unreasonably
interferes with an individual’s work performance, or creates an intimidating, hostile, or
offensive work environment.” (Title VII of the Civil Rights Act of 1964)
-Sexual harassment can occur in a variety of circumstances, including but not limited to the
following:
-The victim as well as the harasser may be a woman or a man. The victim does not have to be
of the opposite sex.
-The harasser can be the victim’s supervisor, an agent of the employer, a supervisor in
another area, a co-worker, or a non-employee.
-The victim does not have to be the person harassed but could be anyone affected by the
offensive conduct.
-Unlawful sexual harassment may occur without economic injury to or discharge of the
victim.
-The harasser’s conduct must be unwelcome.

Types of Sexual Harassment

Quid Pro Quo – A supervisor demands a sexual favor of a subordinate in exchange for
tangible job benefits such as hiring, promotion, job training, or job retention.
Hostile Work Environment – The harassment creates a hostile work environment even
though it does not result in a tangible job detriment. (The hostile work environment can be
created by a supervisor, co-worker, or even a non-employee).
Gender Harassment – An individual is harassed just because of his or her gender.
Retaliation – An individual is punished for alleging sexual harassment.
• Sexual harassment may take many forms. For example:
• Whispering in an obvious way about the way a person looks, walks, talks, or sits
• Displaying written or graphic sexual material
• Soliciting dates or sex
• Repeatedly talking about sex
• Constant, aggressive, and unwanted attention, directly or indirectly of a sexual
nature
• Threatening consequences if (sexual) attention is not reciprocated.
• Making sexual references to a person’s clothing or body
• Telling offensive sexual jokes
• Making suggestive noises
• Making sexually oriented comments about weight, body shape, or size
• Invasion of personal space
• Cornering another person
• Attempts to kiss or fondle
• Physical attack
• Attempted sexual assault
• Inappropriate touching, patting, hugging, or brushing against a person’s body
• Gestures and other behaviors
 • Employees need to be concerned not only with the intent of their actions of this
kind, but also the effects; while sexual harassment involves repeated, unwanted
sexual attention, persons involved in isolated or inadvertent incidents
demonstrate insensitivity toward others. Repeated occurrences will be
considered intentional violations of the harassment policy.

Complaint Procedures
Anyone who feels it necessary to discuss what may appear to be sexual harassment should
report the harassment promptly to the general manager and/or the owner. Your report will
be kept as confidential as possible. A prompt and thorough investigation will be made. The
investigation will include an interview of both the accuser and the accused, as well as with
any relevant witnesses to the alleged sexual harassment. If a claim is substantiated, Chicken
Salad Chick will take immediate and appropriate action, including discipline and possible
termination.

Theft
Chicken Salad Chick has zero tolerance for theft. If you are caught stealing, you will be
terminated, and we will pursue legal action to the fullest possible extent of the law.

Smoke-free Workplace
Smoking, vaping, and use of chew are not permitted in any of the H7EATS, LLC Chicken Salad
Chick locations or vehicles. Employees wishing to engage in these activities may do so during
their designated break times off the property and in accordance with local ordinances.

Leaving Chicken Salad Chick

If you wish to resign your employment with Chicken Salad Chick, you are requested to notify your
manager of your anticipated departure date at least two (2) weeks in advance. This notice should
be in the form of a written note or letter.

Chicken Salad Chick asks all employees to participate in an exit interview with management
prior to leaving Chicken Salad Chick. If you leave Chicken Salad Chick in good standing, you
may be considered for reemployment later.

Employee Conduct and Work Rules

To ensure exceptional operations and provide the best possible work environment, we expect
employees to follow the rules of conduct that will protect the interests and safety of all
employees and the restaurant.

It is not possible to list all the forms of behavior that are considered unacceptable in the
workplace. However, the following are examples of infractions that may result in corrective
action, up to and including termination of employment:

• Theft or inappropriate removal or possession of property

• Actions, dress, or gestures that reflect poorly on the brand and are deemed
inappropriate.
• Falsification or tampering of timekeeping records.
• Working under the influence of alcohol or illegal drugs.
• Possession, distribution, sale, transfer, or use of alcohol or illegal substances on company
property or at a company sponsored event, and/or while operating company equipment
or company owned vehicle.
• Fighting or threatening violence in the workplace.
• Negligent or improper conduct leading to damage of employer-owned or customer-
owned property.
• Insubordination or other disrespectful conduct.
• Violation of safety or health rules
• Smoking in prohibited areas
• Sexual or other unlawful or unwelcome harassment.
• Excessive absenteeism indicated by any absence of 3 or more days without a doctor’s
note. You may not return to work after a 3-day absence without management approval
or a doctor’s release.
• Unauthorized absence from assigned work area while clocked in.
• Unauthorized use of company telephones, mail system, or other employer-owned
equipment.
• Unauthorized disclosure of confidential information, including but not limited to recipes,
sales information, or other confidential knowledge or data.
• Violation of company policy
• Use of a mobile phone in view of customers or while on duty
• Unsatisfactory performance or conduct
• Possession of firearms, stun guns, tasers, or pepper spray on company property or on
company business
• Receipt of any income or material gain from individuals outside the restaurant for
materials produced or services rendered while on duty.
H7 EATS, LLC
Team Member Handbook Acknowledgement

I, ___________________________________________________ have received,

reviewed, and fully understand the Chicken Salad Chick Operations and Policies
Handbook and its contents. I was given an opportunity to have my questions addressed
prior to signing this acknowledgement. By signing this acknowledgement, I agree to
adhere to all company policies as stated in the handbook. Whether the amendments,
deletions, and additions are written or verbal, I understand that it is my responsibility to
adhere to the policies.

Employee Printed Name: _________________________________________________

Employee Signature: ____________________________________________________

Date: __________________________