Shift leader

A Shift Leader works directly with crewmembers to effectively operate the restaurant during their shift. The Shift Leader ensures that restaurants are clean and well maintained, that all company procedures are followed and all standards for food quality, cleanliness, sanitation and customer service are met.

The Shift Leader must also control costs at budgeted levels in relation to cash handling, food products, labor, supplies, etc.

Qualifications

• Stand for up to 8 hours
• Able to lift 50 pounds
• Use motion that entails pushing, pulling, stretching and continuous bilateral use of fingers and wrists

Anti-Harassment & Discrimination

Z and H Foods, Inc. is committed to providing a workplace that is free from harassment and discrimination. For this reason, Z and H Foods, Inc.

prohibits harassment specifically covered by Title VII of the Civil Rights Act and discrimination based on age, race, color, religion, gender, sexual orientation, disability, national origin, gender and / or Gender identity, veteran status or any other basis protected by law.

This policy applies to all employees, guests and business partners such as suppliers, distributors and vendors. It is the responsibility of all employees to create and maintain an atmosphere free from harassment and discrimination.

DEFINITION OF HARASSMENT

This harassment policy Harassment is unwelcome verbal or physical conduct, and includes unsolicited remarks, gestures, touching, display or circulation of written materials or pictures derogatory to an individual or group of individuals based on age, race, color, religion, gender, sexual orientation, disability, national origin, veteran status or any other basis protected by law.

Harassment includes any physical, verbal or visual conduct that creates an intimidating, offensive or hostile environment.

Conduct constitutes harassment when :

• Submission to the conduct is made either an implicit or explicit condition of employment
• Submission to or rejection of the conduct is used as a basis for an employment decision
• The harassment interferes with an employee's work performance or creates a hostile, intimidating or offensive work environment.

The following are some examples of prohibited harassment. This is provided as a sample only and is not an exhaustive list :

• Verbal abuse, jokes, kidding, or other language related to a person's personal characteristics
• Gossiping about others or spreading rumors
• Unwanted sexual advances, invitations or comments
• Unwanted physical contact such as assault, unwanted touching, blocking normal movement or interfering with physical movements
• Visual conduct such as derogatory, racially or sexually oriented cartoons, clothing, drawings, posters, photographs or gestures
• Transmitting sexually suggestive, derogatory or offensive materials on Z and H Foods, Inc. phones (including cell phones, Ipads, PC, PDAs), computers, internet, e-mail, facsimile, etc.

accessing or distributing such material on personal equipment during work time

• Threats or demands to submit to sexual requests as a condition of continued employment or receipt of products / services / benefits or to avoid some loss or penalty
• Retaliation for having reported or threatened to report harassment or discrimination

The type of behavior described above is unacceptable not only in the workplace, but also in other work-related settings such as business trips or Company sponsored social events.

In addition, such behavior is also prohibited when directed toward non-employees, such as job applicants, delivery personnel, service personnel, visitors and, of course, customers to the restaurants.

As described above, the use of the Company's e-mail or voice mail systems in violation of this policy is prohibited; employees are reminded that e-mail and voice mail messages are monitored by the Company, and no employee should expect such messages are private.

INDIVIDUALS COVERED BY THIS POLICY

This policy covers all officers, directors, and employees of Z and H Foods, Inc. Sexual harassment, whether engaged in by co-workers, supervisors, officers or by non-employees with whom the employees come into contact in the course of employment (i.

e., the Company's service providers or contractors), is contrary to this policy and will not be tolerated. The Company encourages the reporting of all incidents of sexual harassment, regardless of who the offender may be and will not tolerate any retaliation against individuals who decline sexual advances or bring complaints about harassment or who participate in investigations regarding harassment.

REPORTING A COMPLAINT

The Company encourages individuals who believe they have been or are being harassed to promptly advise the alleged offender that his or her behavior is unwelcome.

In many circumstances however, an employee may be uncomfortable with confronting that person, especially if the harasser is the employee's manager or supervisor.

Therefore, whether or not you decide to confront the alleged harasser, the Company asks that individuals who believe they have been subjected to sexual harassment report the incident to any of the following persons :

• Restaurant hourly Team Members are to notify the General Manager, Assistant General Managers, Assistant Manager, the District Supervisor or the Regional Human Resource Manager.
• Restaurant General Managers and Assistant Managers are to notify the District Supervisor, the Region Human Resource Manager or the Regional Director or Vice President.
• Corporate staff employees are to notify their immediate supervisor or the Human Resources Department.

Alternatively, an employee who is uncomfortable notifying any of the above-named individuals may contact any officer of the Company or the Legal Department directly.

Employees may also call the Z and H Foods, Inc. Toll-Free Harassment Reporting Hotline at 1-800-285-5698 or via email athzfoods.integrityline.com.

Employees are urged to report harassment before it becomes severe or pervasive. Isolated incidents of harassment may not be violations of law, especially if the offended person fails to communicate that they are unwelcome.

However, because a pattern of such incidents may be unlawful, it is important to report such conduct before it becomes a serious problem.

The Company encourages prompt reporting of complaints so that swift and appropriate action may be taken. However, due to the sensitive nature of sexual harassment, the Company does not impose a time limit for reporting sexual harassment.

Employees should recognize, however, that the more time that passes after an incident, the more difficult it becomes for the Company to perform a complete, accurate and thorough investigation and take effective action.

All employees have the right at any time to report sexual harassment to the Equal Employment Opportunity Commission or its state and local counterparts.

PROTECTION AGAINST RETALIATION

The Company will not in any way retaliate against an individual who makes a legitimate report of perceived harassment; nor will the Company permit any employee to engage in retaliation of any kind against individuals who initiate or participate in harassment investigations.

Retaliation is a serious violation of this Policy and anyone who feels they have been subjected to any acts of retaliation should immediately report such conduct.

Any person who directly or indirectly retaliates against an employee for reporting any perceived acts of harassment or participating in an investigation of harassment will be subject to disciplinary action, up to and including discharge.

HARASSMENT OF AND BY NON-EMPLOYEES

The Company also encourages employees to report harassment by non-employees , such as vendors, contract personnel, other service providers and any other non-employees.

In addition, harassment by Z and H Foods, Inc. employees of non-employees such as customers, invitees, delivery personnel, service personnel, and job applicants is also prohibited.

INVESTIGATING THE COMPLAINT

All allegations of harassment will be promptly and thoroughly investigated. The Company will conduct an impartial investigation, and no individuals who are alleged to have participated in the harassment will have any role in the investigation of the complaint.

The Company will endeavor to maintain confidentiality throughout the investigatory process to the extent practical and appropriate under the circumstances.

Even if the victim has not actually made a complaint or does not wish to have his or her allegations investigated, the Company has a duty to investigate all instances of harassment that are brought to the Company's attention.

RESOLVING THE COMPLAINT

The Company has specific Procedures and Guidelines for investigating harassment; those Procedures and Guidelines must be reviewed by the investigators prior to initiating any investigation of harassment.

Upon completing the investigation of a sexual harassment complaint, the findings will be communicated to the complainant and alleged offender.

If the Company finds that harassment occurred, the harasser will be subject to appropriate disciplinary action. Disciplinary actions against the harasser may include :

• written reprimand
• referral to appropriate counseling or training
• withholding of a promotion or bonus
• reassignment
• temporary suspension without pay or probation
• discharge

No matter how minor the infraction and even if it is a first offense, a written reprimand, as opposed to a verbal reprimand, must always be given when it has been determined that sexual has occurred.

Even where it is a first offense for a harasser, if the offense is serious enough the Company may terminate the harasser for his or her actions.

RECONSIDERATION

If the person bringing the complaint or the alleged offender is dissatisfied with the outcome of the investigation, either individual has the right to seek reconsideration of the decision through the Company's grievance procedures.

FALSE AND MALICIOUS ACCUSATIONS

The Company recognizes that false accusations of harassment can cause serious harm to innocent persons. If an investigation results in a finding that the person bringing the complaint has knowingly, or, in a malicious manner, falsely accused another person of harassment, that person may be subject to disciplinary action, up to and including discharge.

CONFIDENTIALITY

Everyone involved in this process should recognize its impact on co-workers, relatives, and the general public before communicating with people who do not have a business need to know.

This in no way is intended to discourage anyone's access to the EEOC or its state and local counterpart agencies.

CONCLUSION

Z and H Foods, Inc. has developed this Policy to provide a work environment free of harassment of any kind and ensure that all of its employees are treated with dignity and respect.

PI251775757

Last updated : 2024-10-18