T & B CONCEPTS

TEAM MEMBER HANDBOOK VER 4.0 2023

 TEAM MEMBER HANDBOOK RECEIPT

I certify that I have received a copy of T & B Concepts’ Team Member Handbook.

I understand that the Hickory Tavern reserves the right to modify, revoke, suspend, terminate, or
change any or all plans, policies, or procedures described in this handbook, in whole or part, at any
time and without prior notice.

I UNDERSTAND THAT THIS HANDBOOK DOES NOT CONSTITUTE AN

EMPLOYMENT CONTRACT BETWEEN THE HICKORY TAVERN AND ITS TEAM
MEMBERS. I FURTHER UNDERSTAND ALL EMPLOYMENT IS AT-WILL AND
MAY BE TERMINATED BY EITHER PARTY AT ANY TIME WITH OR WITHOUT
CAUSE AND WITHOUT PRIOR NOTICE.

Your Signature

Printed Name

Date
TEAM MEMBER HANDBOOK RECEIPT............................................................................. 2
INTRODUCTION........................................................................................................................ 1
SECTION 1. ABOUT THIS HANDBOOK ................................................................... 1
SECTI

Contents
TEAM MEMBER HANDBOOK RECEIPT............................................................................. 2
INTRODUCTION........................................................................................................................ 1
SECTION 1. ABOUT THIS HANDBOOK ................................................................... 1
SECTION 2. OUR EMPLOYMENT RELATIONSHIP ............................................. 1
SECTION 3. MISSION STATEMENT ......................................................................... 1
SECTION 4. OPEN DOOR POLICY ............................................................................ 1
EQUALITY IN THE WORKPLACE........................................................................................ 1
SECTION 5. EQUAL EMPLOYMENT OPPORTUNITY POLICY ......................... 1
SECTION 6. HARASSMENT ........................................................................................ 2
SECTION 7. EMPLOYMENT OF RELATIVES ........................................................ 3
SECTION 8. WORKPLACE ROMANCE/FRATERNIZATION .............................. 3
PAYROLL .................................................................................................................................... 5
SECTION 9. PAYCHECKS ........................................................................................... 5
SECTION 10. DEDUCTIONS ........................................................................................ 5
SECTION 11. PAYROLL ADVANCES AND GARNISHMENTS ............................ 5
SECTION 12. OVERTIME ............................................................................................ 5
SECTION 13. TIP-OUT PROCEDURE........................................................................ 5
SECTION 14. CLAIMING TIPS ................................................................................... 6
SECTION 15. W-2 EARNINGS STATEMENTS ......................................................... 6
BENEFITS .................................................................................................................................... 6
SECTION 16. BENEFITS IN GENERAL .................................................................... 6
SECTION 17. WORKPLACE INJURIES AND OCCUPATIONAL DISEASES .... 6
SECTION 18. TEAM MEMBER FOOD DISCOUNT ................................................ 7
TIME OFF (PAID & UNPAID).................................................................................................. 7
SECTION 19. VACATIONS .......................................................................................... 7
SECTION 20. FAMILY AND MEDICAL LEAVE POLICY ..................................... 7
 We provide Family and Medical Leave for all eligible employees. Please
see the additional handout provided to you at orientation or ask
Human Resources for a copy ..................................................................... 7

TEAM MEMBER OBLIGATIONS ........................................................................................... 7

SECTION 21. PROFESSIONAL EXPECTATIONS – WORK ETHICS.................. 7
SECTION 22. ATTENDANCE ...................................................................................... 8
(a) Attendance and Punctuality Generally .................................................. 8

(b) Schedules................................................................................................... 8

(c) Exchange of shifts in HotSchedules ....................................................... 8

(d) Time Clock................................................................................................ 8

SECTION 23. HEALTH AND SAFETY ....................................................................... 8

SECTION 24. CHANGES IN PERSONAL STATUS .................................................. 9
TEAM MEMBER CONDUCT ................................................................................................... 9
SECTION 25. GENERALLY ......................................................................................... 9
SECTION 26. DRUG FREE WORKPLACE POLICY ............................................. 11
SECTION 27. SMOKING POLICY ............................................................................ 11
SECTION 28. CONFIDENTIALITY .......................................................................... 11
SECTION 29. ELECTRONIC MAIL, COMPUTER, AND INTERNET USAGE
POLICY .......................................................................................................................... 12
SECTION 30. SOCIAL MEDIA POLICY/BLOGGING/INTERNET POSTING
POLICY .......................................................................................................................... 12
SECTION 31. CELL PHONE POLICY ...................................................................... 13
SECTION 32. SOLICITATIONS................................................................................. 14
SECTION 33. PARKING.............................................................................................. 14
SECTION 34. ENTERING / LEAVING BUILDING ................................................ 14
SECTION 35. OFFICE ETIQUETTE ......................................................................... 14
SECTION 36. BAR RESTRICTIONS ......................................................................... 14
SECTION 37. TOBACCO PRODUCTS / CHEWING GUM ................................... 15

ON 2. OUR EMPLOYMENT RELATIONSHIP ......................................................... 1

 SECTION 3. MISSION STATEMENT ......................................................................... 1
SECTION 4. OPEN DOOR POLICY ............................................................................ 1
EQUALITY IN THE WORKPLACE ........................................................................................ 1
SECTION 5. EQUAL EMPLOYMENT OPPORTUNITY POLICY ......................... 1
SECTION 6. HARASSMENT ........................................................................................ 2
SECTION 7. EMPLOYMENT OF RELATIVES ........................................................ 3
SECTION 8. WORKPLACE ROMANCE .................................................................... 3
PAYROLL .................................................................................................................................... 5
SECTION 9. PAYCHECKS ........................................................................................... 5
SECTION 10. DEDUCTIONS ........................................................................................ 5
SECTION 11. PAYROLL ADVANCES AND GARNISHMENTS ............................ 5
SECTION 12. OVERTIME ............................................................................................ 5
SECTION 13. TIP-OUT PROCEDURE........................................................................ 5
SECTION 14. CLAIMING TIPS ................................................................................... 6
SECTION 15. W-2 EARNINGS STATEMENTS ......................................................... 6
BENEFITS .................................................................................................................................... 6
SECTION 16. BENEFITS IN GENERAL .................................................................... 6
SECTION 17. WORKPLACE INJURIES AND OCCUPATIONAL DISEASES .... 6
SECTION 18. TEAM MEMBER FOOD DISCOUNT ................................................ 7
TIME OFF (PAID & UNPAID).................................................................................................. 7
SECTION 19. VACATIONS .......................................................................................... 7
SECTION 20. FAMILY AND MEDICAL LEAVE POLICY ..................................... 7
We provide Family and Medical Leave for all eligible employees. Please
see the additional handout provided to you at orientation or ask
Human Resources for a copy ..................................................................... 7

TEAM MEMBER OBLIGATIONS ........................................................................................... 7

SECTION 21. PROFESSIONAL EXPECTATIONS – WORK ETHICS.................. 7
SECTION 22. ATTENDANCE ...................................................................................... 8
(a) Attendance and Punctuality Generally .................................................. 8

(b) Schedules................................................................................................... 8
 (c) Exchange of shifts in HotSchedules ....................................................... 8

(d) Time Clock................................................................................................ 8

SECTION 23. HEALTH AND SAFETY ....................................................................... 8

SECTION 24. CHANGES IN PERSONAL STATUS .................................................. 9
TEAM MEMBER CONDUCT ................................................................................................... 9
SECTION 25. GENERALLY ......................................................................................... 9
SECTION 26. DRUG FREE WORKPLACE POLICY ............................................. 11
SECTION 27. SMOKING POLICY ............................................................................ 11
SECTION 28. CONFIDENTIALITY .......................................................................... 11
SECTION 29. ELECTRONIC MAIL, COMPUTER, AND INTERNET USAGE
POLICY .......................................................................................................................... 12
SECTION 30. SOCIAL MEDIA POLICY/BLOGGING/INTERNET POSTING
POLICY .......................................................................................................................... 12
SECTION 31. CELL PHONE POLICY ...................................................................... 13
SECTION 32. SOLICITATIONS................................................................................. 14
SECTION 33. PARKING.............................................................................................. 14
SECTION 34. ENTERING / LEAVING BUILDING ................................................ 14
SECTION 35. OFFICE ETIQUETTE ......................................................................... 14
SECTION 36. BAR RESTRICTIONS ......................................................................... 14
SECTION 37. TOBACCO PRODUCTS / CHEWING GUM ................................... 15
 INTRODUCTION

SECTION 1. ABOUT THIS HANDBOOK

This handbook is being made available to you for information purposes only. It does not contain
all the Hickory Tavern’s policies and it does not constitute an employment contract between you
and the Hickory Tavern.
We reserve the right to modify, revoke, suspend, terminate, or change any or all plans, policies, or
procedures described in this handbook, in whole or part, at any time and without prior notice. In
any state in which the law requires different provisions than are contained in this handbook, state
law governs.

SECTION 2. OUR EMPLOYMENT RELATIONSHIP

Employment at the Hickory Tavern is a voluntary at-will relationship. That means that either of
us may terminate our relationship with or without cause or prior notice. Nothing in this handbook
or in any of our policies changes that relationship.

SECTION 3. MISSION STATEMENT

Our Mission is to exceed all guest expectations in food quality, atmosphere, and service; in order
to create a value based experience surpassing any other dining experience. To promote a cohesive
and fun-loving team of Team Members who are committed to performing at a higher level. To
empower our Team Members to impact their work environment and improve operations. To
maintain a drug, alcohol, and harassment-free work environment. Our purpose, is to create your
craveable experience. To be everyone’s favorite place for any occasion. To have fun and make
money.

SECTION 4. OPEN DOOR POLICY

We believe in providing you with the freedom to express ideas, to offer constructive criticism, and
to bring to the attention of others, concerns about work-related situations. You are encouraged to
offer suggestions on improving our procedures or operations to any level of management.
Whenever you believe that a work-related problem exists, please discuss your concern with your
immediate supervisor first. If you are not satisfied with your supervisor’s response, you may take
your concerns to the next level of management without fear of reprisal.

EQUALITY IN THE WORKPLACE

SECTION 5. EQUAL EMPLOYMENT OPPORTUNITY POLICY

It is the Hickory Tavern’s policy to select, employ and promote the best qualified candidates for
all job openings. In keeping with this policy, the Hickory Tavern is committed to providing equal
employment opportunities to all individuals without regard to age, sex, race, color, creed, religion,
national origin, disability, veteran’s status, or any other status or condition protected by state or
federal law, except when a bona fide occupational qualification applies. The Hickory Tavern
accepts its obligation as an employer to hire, develop and promote the best qualified people it can
find, basing its judgment solely on their job-related qualifications such as work quality, attitude,
and experience, so that the principles of equal employment opportunity are furthered.
We abide by the principles of equal opportunity in all our employment actions, including:
recruiting, selection, training, compensation, promotion, transfer, discharge, layoffs, benefits, or
other employment programs.

SECTION 6. HARASSMENT
The Hickory Tavern expects its Team Members to avoid any behavior which creates or contributes
to an intimidating, hostile or offensive environment for any client, guest, or fellow Team Member,
regardless of whether any such behavior is of a sexual nature or refers to religion, gender, race,
age, ethnic background, national origin, disability or otherwise. The Hickory Tavern will not
tolerate sexual harassment or any other form of harassment.
The Equal Employment Opportunity Commission (EEOC) has issued guidelines under Title VII
of the Civil Rights Act of 1964 concerning sexual harassment in the work place. The guidelines
list three criteria for determining whether acts such as unwelcome sexual advances, requests for
sexual favors and other verbal or physical conduct of a sexual nature constitute unlawful sexual
harassment:
(i) Submission to the conduct is made either an explicit or implicit condition
of employment, or
(ii) Submission to or rejection of the conduct is the basis for continued
employment or termination or decisions affecting pay, benefits or
advancement opportunities or the lack thereof, or
(iii) The conduct has the purpose or effect of substantially interfering with an
individual’s work performance or creating an intimidating, hostile or
offensive work environment.
Any conduct of a sexual nature (including verbal conduct) that is offensive to other Team Members
of the Hickory Tavern must be avoided. Sexual harassment may also arise from other forms of
conduct, such as unwanted demonstrations of affection, unwanted touching, sexual gestures, “off-
color” jokes or suggestive remarks about appearance or grooming. Conduct which may seem
normal or amusing to some could be deeply offensive to others. In any instance of substantiated
sexual harassment, the Hickory Tavern will take appropriate corrective action. Depending upon
the severity of the conduct and prior history, corrective action may range from counseling to
termination of the Hickory Tavern’s relationship with the offending individual.
If you encounter conduct which you believe constitutes ethnic, racial, religious, or sexual
harassment, or similarly abusive verbal or physical conduct that interferes with any individual’s
work performance or creates an intimidating, hostile or offensive work environment, you should
inform your immediate supervisor, or follow the open-door policy, and choose whichever person
you deem appropriate under the circumstances. Supervisors should immediately advise the
Director of Human Resources of any complaints which have been brought to their attention. The

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Director of Human Resources will be responsible for confirming that all complaints are carefully
reviewed and that, where warranted, appropriate corrective action is taken. The Hickory Tavern’s
objective is to resolve any complaints quickly and fairly, regarding all individuals involved, and
to retain as much confidentiality as possible.
The Hickory Tavern will not tolerate retaliation against any Team Member complaining of
harassment or providing information in connection to a complaint. If you complain of
harassment, every effort will be made to resolve the situation and to take all appropriate action.
Please note that willfully false accusations of sexual harassment or any other misconduct, however,
is also improper and will not be tolerated by the Hickory Tavern.
The Hickory Tavern’s goal is to have a work place free from any harassment. All Team Members
of the Hickory Tavern are expected to cooperate in the attainment of this goal. This imposes an
obligation on all Team Members to avoid conduct which constitutes harassment. A failure to meet
this obligation will result in appropriate corrective action, which may consist of discipline up to
and including discharge.
It should also be noted that offensive or abusive conduct, even when unrelated to sex, race, age, or
any other protected characteristic, should always be avoided. All Team Members associated with
the Hickory Tavern are expected to conduct themselves in a civil and professional manner, whether
dealing with colleagues, other Team Members, clients, or guests.

SECTION 7. EMPLOYMENT OF RELATIVES

Relatives of Team Members are eligible for employment with the Hickory Tavern. However,
close relatives of Team Members will not be hired, transferred, or promoted into positions where
they can influence the employment conditions or career of other relatives. When considering
employment of a close relative of an existing Team Member, the Hickory Tavern will consider the
potential supervisory relationship between the two would-be Team Members, Hickory Tavern
security, the impact on the morale of any organizational units within the Hickory Tavern and any
potential conflicts of interest.
If Team Members marry or become related and any potential problems exist, we will attempt to
make reasonable accommodations. If a satisfactory accommodation cannot be made, only one of
the Team Members may be permitted to remain with the Hickory Tavern.
“Relatives” include your spouse, children, brother, sister, in-laws, step relationships, mother,
father, grandchildren, and grandparents, or other relative sharing a home on a regular basis.

SECTION 8. WORKPLACE ROMANCE/FRATERNIZATION

11/27/2018

Hickory Tavern believes that a work environment where employees maintain clear boundaries
between employee personal and business interactions is necessary for a healthy and productive work
environment. Although this policy does not prevent the development of friendships or romantic
relationships between co-workers, it does establish boundaries as to how such relationships are
conducted within the working environment. Individuals in supervisory or managerial roles are
subject to more stringent requirements under this policy due to their status as role models, their

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access to sensitive information, and their ability to affect the employment of individuals in
subordinate positions. All employees, including those who may be in personal relationships with
other employees, must at all times comply with Hickory Tavern’s non-discrimination and anti-
harassment policies. Any and all personal workplace relationships must be entirely consensual and
must not impact the terms and conditions of employment of the employees involved or any other
employee.
Therefore, in order to minimize the risk of conflicts, potential claims of favoritism and/or sexual
harassment, and to promote fairness in the workplace, Hickory Tavern maintains the following policy
with respect to workplace romance and fraternization.

A. Hourly Team Members

• Hourly Team Members may date and develop friendships and relationships with other Hourly Team
Members as long as the relationships do not have a negative impact on the performance of their work
or the work of others.

• While at work, employees involved in relationships with other employees must at all times conduct
themselves in a professional manner, including treating others with respect and refraining from
behavior that may make others feel uncomfortable, such as overt physical displays of affection and/or
sexual language and innuendos.

• Any relationship that interferes with the company culture of Craveology, the harmonious work
environment, or the productivity of employees will subject the employees to discipline up to and
including termination.

• Employees involved in a relationship covered by this policy may be asked to sign a document
acknowledging that their relationship is entirely consensual and free from coercion and harassment.

• If Hickory Tavern believes the relationship is causing issues at work, it may, in its discretion,
require one of the Team members to transfer to another locations. If no other location is available,
one of the employees may be asked to resign.

B. Managerial and Supervisory Employees

• • No employee in a management or supervisory position shall have a romantic, dating or

sexual relationship, or a close friendship with an employee whom he or she directly supervises or
whose terms or conditions of employment he or she may influence. Terms and conditions of
employment include such things as shift assignments, promotion, termination, or discipline. If an
employee is in doubt as to whether or not he or she is covered by this provision, the employee must
check with the store manager or Human Resources.
• • Management and supervisory employees include General managers, Assistant managers,
Kitchen managers, Bar managers, Service managers, Host managers and key hourly
• • If a personal relationship develops between a manager or Key hourly and a subordinate
employee, the supervisor or manager must notify his or her immediate supervisor. Hickory Tavern,
along with the affected employees, will determine what action, if any, should be taken. Possible
actions could include the transfer or termination of one or both employees.

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• • Employees who disregard this policy will receive disciplinary actions up to and including
termination of employment. .

PAYROLL

SECTION 9. PAYCHECKS
You will be paid every two weeks on Thursdays. Our payroll week runs from Wednesday through
Tuesday. Your check will reflect your compensation due for the prior two-week period, minus
required payroll deductions. Your deposit will be available after 2:00 pm on payday Thursday.

SECTION 10. DEDUCTIONS

Deductions will be made from your paycheck as required by law, including amounts for your
portion of Social Security contributions, Federal Income Tax, State, and Local Taxes, as well as
any garnishments or any other deductions required by law. Deductions may also be made at your
request for contributions to Hickory Tavern programs such as health insurance.
Any such deductions will be itemized on your paycheck stub. You should review your paycheck
stub carefully each payday. If you ever have questions about anything appearing on your paycheck
stub, you should contact the payroll clerk at the Hickory Tavern’s corporate office.

SECTION 11. PAYROLL ADVANCES AND GARNISHMENTS

Except as set forth in this handbook, it is Hickory Tavern policy that we do not make loans or
payroll advances to any Team Member. If a garnishment is served on the Hickory Tavern, we
must accept and process the garnishment as required by state and federal law. You will be made
aware of any garnishment served on the Hickory Tavern.

SECTION 12. OVERTIME

Work requirements may make it necessary for hourly Team Members to work more than forty (40)
hours in a week. Overtime pay will be paid to those Team Members whose positions entitle them
to payment of overtime in accordance with state and federal law. All overtime worked must be
approved in advance by your supervisor. If, at any time, you have any questions about overtime
pay, ask your supervisor.

SECTION 13. TIP-OUT PROCEDURE

The Hickory Tavern employs a tip-pooling procedure in accordance with law for the fair
distribution of revenue received and services performed by our Team Members who support the
front of the house. The Hickory Tavern’s tip-pooling procedure requires all tipped Team Members
to contribute a portion of their tips to a pool from which each eligible Team Member receives a
share. Thus, any front of the house Team Member eligible to contribute to tip-share will relinquish
their share to management at the end of their shift to be distributed appropriately to those eligible

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to receive tip-share. Each eligible Team Member’s share of a pool will be available for pick-up on
the next weekday after the shift in which the tips in question were earned. You may not tip-out
directly to individual Team Members. In addition, we will collect from an individuals’ credit card
tips, the fee imposed on T & B Concepts by our credit card merchant, based on our current
processing rates.

SECTION 14. CLAIMING TIPS

The IRS requires you to claim 100% of your tipped income. Tipped income is 100% of received
gratuities less tip-out. A daily tip log or journal is strongly recommended. You will claim your
tips daily when punching out on the point of sale system. Under reporting of tips may result in
disciplinary action or termination.

SECTION 15. W-2 EARNINGS STATEMENTS

In January of each year, each Team Member who was on the Hickory Tavern payroll for any part
of the previous year will receive a W-2 form. This form specifies your gross income and the
amounts of certain deductions.
BENEFITS

SECTION 16. BENEFITS IN GENERAL

The information contained in this handbook is only intended to be a guide touching on certain
highlights of our benefits plans. It is not intended as a substitute for the detailed requirements and
provisions of the programs which are contained in the benefit booklets and insurance policies
separately provided to you. Some benefits are available to you only after you have met certain
eligibility requirements. The Hickory Tavern retains the discretion to make changes to the benefits
offered to Team Members.
Salaried Team Members may be eligible for Group Health Insurance, paid vacations, family leave,
personal leave, sick leave, bereavement leave, jury duty leave, military leave and medical leave,
subject to the conditions contained in documents and personnel policies available for examination
in the Human Resource Department.

SECTION 17. WORKPLACE INJURIES AND OCCUPATIONAL DISEASES

It is of extreme importance that all injuries or occupational diseases (no matter how minor) are
reported to the manager on duty as soon as they occur. The manager will then fill out an accident
report (within 24 hours). If medical attention is required, then, where applicable, the appropriate
paperwork will be sent to the appropriate workers’ compensation authority. Failure to provide
written notice of injuries or occupational diseases within thirty (30) days after an injury or the
development of most occupational diseases, or the refusal to accept medical services provided by
the Hickory Tavern, will greatly reduce the chances of receiving payment for claims. Team
Members making a claim for workers’ compensation must also file a claim with the North Carolina

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Industrial Commission within two (2) years of the accidental injury or two (2) years after the death,
disability, or disablement caused by an occupational disease.

SECTION 18. TEAM MEMBER FOOD DISCOUNT

All tipped and hourly Team Members may purchase one meal per working shift at 50% off the
published price. Some menu restrictions apply. No smoking or alcohol consumption is allowed
during this time.
TIME OFF (PAID & UNPAID)

SECTION 19. VACATIONS

Earned but unused vacation time will be paid to a salaried management Team Member upon
separation from the Hickory Tavern except in cases where a salaried management Team Member
resigned without providing 30 days’ notice or when a Team Member is terminated for cause.
“Cause” is defined to include, in management’s sole discretion, the following: failure to comply
with the Hickory Tavern policies and procedures; failure to perform you work duties in a
responsible manner; failure to comply with attendance policy; failure to comply with the Drug
Free Workplace policy; falsifying time records; any act of dishonesty; commission of any illegal
act in connection with your work; violation of the Hickory Tavern’s confidentiality policy; or any
other activity described in the Employee Conduct section of this Handbook. Therefore, salaried
management Team Members terminated for Cause or who resign without 30 days’ notice
will forfeit any pay for earned but unused vacation.
SECTION 20. FAMILY AND MEDICAL LEAVE POLICY
We provide Family and Medical Leave for all eligible employees. Please see the additional
handout provided to you at orientation or ask Human Resources for a copy

TEAM MEMBER OBLIGATIONS

SECTION 21. PROFESSIONAL EXPECTATIONS – WORK ETHICS

The following is a list of minimum requirements required by all Team Members.
1. Positive Attitude
2. Timeliness
3. Correct, clean and wrinkle free Uniform
4. Hard Work
5. Enthusiasm
6. Integrity and Honesty
7. Respect for Hickory Tavern Policies, Procedures, and Fellow Team Members

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SECTION 22. ATTENDANCE
(a) Attendance and Punctuality Generally
The work performed by each Team Member is an important part of our total operations. You are
part of a team and getting the work done depends on everyone being at work on time. Accordingly,
you are expected to be at your work area ready to work at your scheduled starting time.
Your attendance is critical to our success. In the restaurant business you work on a daily-basis.
Work missed today cannot be made up tomorrow and a guest who suffers today, will not return
tomorrow. Here come some guidelines: Communication is the key! If running late for a shift,
call A.S.A.P. and speak to a manager directly. If you must miss a shift due to illness, a minimum
of 4 hours’ notice is required. In case of emergency, call A.S.A.P. All absences must be verified.
For example, if you are involved in a traffic accident, a police report or moving violation
documentation will be required.
Please note that absences become part of your work record and may be the basis for discipline or
discharge. Poor attendance is not acceptable and may result in disciplinary action up to and
including discharge.
(b) Schedules
Schedules will be posted by Monday for each upcoming payroll week (Wednesday – Tuesday).
Any schedule requests must be made in HotSchedules on the Friday before the new schedule starts.
Remember that a request is just that, and you must verify that your supervisor has approved your
request. If you have a scheduling conflict, you will be required to arrange to have your shift
covered by another Team Member. Management may assist you in finding a Team Member to
cover your shift. Any coverage for an already scheduled shift must be approved by management.
(c) Exchange of shifts in HotSchedules
During your training you will learn how to use the HotSchedules program.
HotSchedules is available for all hourly Team Members 24 hours a day. Shifts may be swapped,
traded, or given up at will among equally qualified individuals. A manager must approve all shift
changes. Unapproved shift changes will result in disciplinary actions.
(d) Time Clock
Our point of sale computer system provides our time and attendance records. It is your
responsibility to record your actual hours worked by using the point of sale computer system in
compliance with state and federal law (for example, start of the shift, in and out at lunch time, and
completion of the shift). You cannot work without recording and reporting your hours.
It is important that all hours worked be reported and that you be paid for hours you have worked.
Review your time card for accuracy daily! If you have a problem with the reporting of hours or
with your pay, please notify your supervisor. It is a violation of Hickory Tavern policy to record
another Team Member’s hours or to sign a time sheet for another Team Member.

SECTION 23. HEALTH AND SAFETY

Safety is a prime concern to everyone. You have a responsibility to report hazardous conditions
to your supervisor immediately, so the conditions can be corrected.
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Unsafe work habits are often the cause of injuries. We all need to be constantly alert in everything
we do to avoid injury to ourselves or to our coworkers. If you are injured at work, regardless of
the severity of the injury, you must report the incident to your supervisor immediately.

SECTION 24. CHANGES IN PERSONAL STATUS

We are required to maintain certain records about all our Team Members, which must be kept
current. You are responsible of any changes in your address, phone number, dependents, or marital
status as soon as possible through payroll service. Please see your supervisor for any questions.

TEAM MEMBER CONDUCT

SECTION 25. GENERALLY

It is the Hickory Tavern’s policy to place as few restrictions on your personal conduct as is
possible. For the protection of our Team Members, property, and business interests, however, we
have established general rules of conduct that must be observed by all Team Members.
To assure full cooperation in the observance of these standards, Team Members who do not follow
Hickory Tavern policies or fail to meet Hickory Tavern standards of work performance,
attendance, punctuality, or other personal conduct will be subject to disciplinary action, which may
include verbal warnings, written warnings, suspension, or discharge. In some instances, immediate
discharge may occur. A Team Member’s overall record and the nature of the offense will be
considered to determine the appropriate disciplinary and/or counseling action. Nothing within this
policy or the Hickory Tavern’s counseling procedures, however, alters the at-will employment
relationship or implies that termination will be made only for cause.
In addition to (and without limiting) the other policies, procedures, and standards of conduct stated
elsewhere in this handbook, the following rules have been developed as guidelines for Team
Members and for supervisors to use in managing Team Member actions. Involvement in any of
the activities listed below or other similarly inappropriate conduct will be considered a violation
of Hickory Tavern policies and will be sufficient grounds for disciplinary action up to and
including immediate discharge.
• Violation of Hickory Tavern policies or procedures.
• Neglect of job responsibilities (for example, sleeping on the job, taking long lunches,
repeatedly leaving work early, engaging in excessive personal conversations, engaging in
excessive personal use of telephone and computer systems, unsatisfactory performance).
• Theft or attempted theft of Hickory Tavern property, another Team Member’s property, or
a non-Team Member’s property on Hickory Tavern premises.
• Threatening, intimidating, coercing, or harassing fellow Team Members, visitors, or
clients, either verbally or physically.
• Bringing firearms, explosives, or weapons of any kind on Hickory Tavern premises.
• Two (2) unexcused absences within a thirty (30) day period.

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 • Sexual harassment or any other prohibited discrimination or harassment.
• Chronic absenteeism or tardiness.
• Charging of personal long distance or toll calls to the Hickory Tavern’s business phones
or excessive use of Hickory Tavern phones for personal local calls.
• Conviction of a felony or misdemeanor involving moral turpitude.
• Willful or negligent damage to Hickory Tavern property or the property of other Team
Members.
• Dishonesty in your work, including, but not limited to, falsification of time cards, entering
data on another Team Member’s time card, falsification of expense reporting, and
furnishing false or incomplete information for employment or other Hickory Tavern
records.
• Reporting to work under the influence of prohibited drugs, alcohol or controlled
substances, or possession, use, sale, or providing these kinds of substances to others while
on Hickory Tavern premises.
• Gambling, fighting, disorderly conduct, or abusive language and conduct.
• Engaging in unsafe acts or creating unsafe conditions.
• Willful disobedience, insubordination, or failure to carry out any reasonable orders given
by a management representative, including refusal to work on jobs assigned by your
immediate supervisor.
• Leaving your assigned work place, except for health purposes, for other than assigned
duties, without authorization from your supervisor.
• Directly or indirectly selling any item on Hickory Tavern premises without proper
authority.
• Unauthorized solicitation on Hickory Tavern premises during working hours.
• Unauthorized distribution of literature or other matter in work areas during work hours.
Posting literature or other matter on Hickory Tavern premises without proper authorization.
• Violation of social media policy.
• Violation of cell phone policy.
• Sharing confidential information about Hickory Tavern as further described.in the
Confidentiality provision of this Handbook.
• Sharing information about other Team Members and/or guests, in any manner, including
through social media, without the Team Member’s or guest’s explicit permission.
This list of rules is not intended to be exhaustive. The list merely outlines those acts which are
generally considered to be inappropriate in any employer/Team Member relationship. The
Hickory Tavern may, when it deems appropriate, change this list with or without notice. Team
Members are required to report any arrest, except for minor driving violations, to Human
Resources within 5 days of the arrest.

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SECTION 26. DRUG FREE WORKPLACE POLICY
The Hickory Tavern is committed to providing its Team Members with a safe, healthy, and
productive work environment. It is our policy, therefore, to prohibit being under the influence of,
using, selling, purchasing, transferring, receiving, or possessing alcohol, drugs (excluding the
proper use of over-the-counter or prescription medicines), or controlled substances while you are
engaged in Hickory Tavern activities or in Hickory Tavern vehicles. This policy also applies to
off-duty conduct involving drugs, alcohol, or controlled substances if the conduct has a reasonable
possibility of causing harm to the Hickory Tavern’s reputation. The policy applies without regard
to whether the conduct is occasional, recreational, or habitual.
This policy also prohibits abuse of legal over-the-counter and prescription drugs. If you believe
that your use of prescribed or over-the-counter drugs may adversely affect your conduct or job
performance, you should report this to Director of Human Resources. In some cases, the Hickory
Tavern may request a statement from your healthcare provider explaining your use and the effects
on you of over-the-counter or prescription drugs.
You are required to notify the Director of Human Resources of any criminal drug statute conviction
for a violation occurring while employed by the Hickory Tavern no later than five (5) days after
your conviction.
Violation of any part of this Drug Free Workplace policy is subject to immediate disciplinary
action, up to and including immediate discharge.
Any Team Member suspected to be under the influence of drugs or alcohol will be sent home
immediately. We have no tolerance for this behavior and will immediately terminate
offenders.

SECTION 27. SMOKING POLICY

Smoking may be permitted, if at all, only in designated areas and times, which will be determined
by the Store Managers for each business location.

SECTION 28. CONFIDENTIALITY

Any information concerning performance, probation, promotion, possible discharge, personal
activities, or any other issues that are deemed sensitive or are on a need-to-know basis are
confidential between you and the Hickory Tavern.
In addition, information about our business such as sales figures, costs, profitability, customers,
and operations, or any other similar information, is considered confidential. Information of this
kind cannot be shared, during or after your employment with the Hickory Tavern, with the public,
competitors, or the media. All memoranda, notes, lists, records, and other documents made or
compiled by you or made available to you concerning the business is the Hickory Tavern’s
property.
Failure to handle confidential information properly may result in discharge or other disciplinary
action as appropriate.

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SECTION 29. ELECTRONIC MAIL, COMPUTER, AND INTERNET USAGE POLICY
The Hickory Tavern’s computer system resources, including electronic mail and Internet services,
are provided to all Hickory Tavern personnel at the Hickory Tavern’s expense for use in
conducting Hickory Tavern business and are the property of the Hickory Tavern. Therefore, all
messages created, stored, or retrieved on the system, including through electronic mail or the
Internet, are considered Hickory Tavern records. Your use of Hickory Tavern computers and
computer systems, including accessing electronic mail and Internet pages through any
Hickory Tavern equipment, is not private or confidential and you should have no expectation
of privacy in the use of these items.
Limited personal use that does not interfere with Hickory Tavern activities is allowed. However,
the Hickory Tavern reserves the right to have designated personnel access, monitor and/or disclose
all messages and files on the electronic mail, Internet, and computer systems and to monitor
Internet usage. Team Members may not access the files or communications of others when there
is no substantial business purpose. Team Members engaging in unauthorized access of files and
messages will be disciplined appropriately, which may include discharge.
Certain personal uses of the computer system are unacceptable, including:
(i) Transmitting, retrieving, or storing communications of a discriminatory or
harassing nature, such as obscene or X-rated materials; abusive, profane, or
offensive language; and derogatory or inflammatory remarks about an
individual’s race, age, disability, religion, national origin, physical
attributes, sex, or sexual preference;
(ii) Disclosing confidential information without authorization;
(iii) Conducting any business other than Hickory Tavern business;
(iv) Sending, receiving, or downloading copies of materials in violation of
copyright laws;
(v) Sending, receiving, or downloading “spam” messages or chain letters;
(vi) Gambling;
(vii) Playing computer games.
Unacceptable use of the Hickory Tavern’s computer system may result in disciplinary action up
to and including discharge.
This list of unacceptable uses is not intended to be exhaustive. The list merely outlines uses of the
Hickory Tavern’s computer system which the Hickory Tavern considers inappropriate and which
the Hickory Tavern may, when it deems appropriate, change with or without notice.

SECTION 30. SOCIAL MEDIA POLICY/BLOGGING/INTERNET POSTING POLICY

Hickory Tavern respects the rights of employees to utilize social networking sites (such as
Facebook, Twitter, and Instagram), blogs and message boards for personal expression as well as
promoting the Hickory Tavern. This personal expression should adhere to Hickory Tavern

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Tavern’s Internet Use Policy as well as the Team Member Conduct Policy. We ask all employees
to keep in mind that you are a representative of Hickory Tavern and you have a personal
responsibility to what you publish on such social media sites. All Team Members are encouraged
to be thoughtful of how you represent yourself on social media networks. The lines between public
and private, personal, and professional are blurred in social media networks. You should take the
necessary measures to ensure that any content you post on these sites is an appropriate reflection
of yourself and one in which you would want to present to Hickory Tavern.
1. Team Members are encouraged to uphold the same standards of behavior and ethics towards
each other, guests, and vendors outside work as if they were at work. (Don’t use ethnic slurs,
personal insults, or anything else that would be deemed inappropriate in the workplace).
2. We ask that all Team Members represent their views as your own. Unless you are a social media
ambassador or a designated spokesperson of Hickory Tavern, refrain from speaking on behalf of
the Hickory Tavern. Please be clear and concise to your audience that your views are solely yours
and do not reflect the views of Hickory Tavern. We encourage that Team Members do this by
speaking in first person and identifying yourself when discussing issues pertaining to Hickory
Tavern. Do not paraphrase others unless you can directly cite your source.
3. We ask that all employees maintain confidentiality of Hickory Tavern information. It is a
violation of Hickory Tavern policy for any Team Member to publicly post confidential Hickory
Tavern documents, financial or legal matters. Please respect fair use and financial disclosures laws.
4. All Team Members are restricted from using Hickory Tavern logos on personal blogs etc.
Hickory Tavern Logos with a link to a social media site for the sole purposes of marketing efforts
may be used if Hickory Tavern Marketing Team have approved them. Please contact Thom Perez
in Marketing for approval. All Team Members are discouraged from using the Hickory Tavern
name or any of its subsidiaries to promote any products or opinions for personal benefit.
5. We ask that all Team Members respect the privacy of employees, guests, etc., and not post any
information that could compromise their privacy. Doing so could result in disciplinary action not
excluding termination. Keep in mind that what you publish on the internet is a “fingerprint” and
will be public for a long time – and never go away!
6. Under both federal and state laws you could be held personally liable for any statements deemed
defamatory, obscene, discriminatory, harassing, proprietary or libelous (whether they pertain to
Hickory Tavern, other companies, employees, guests, business partners or other individuals). You
may also be liable if you post confidential or copyrighted information belonging to others.
Remember that the First Amendment does not apply to private companies, only to protect
individuals from government infringement on their rights.
7. If you see something inappropriately posted on a website regarding the Hickory Tavern or our
employees, please report that to your supervisor, Marketing, or Human Resources. We expect our
Team Members to be positive representatives of the Hickory Tavern and to bring any concerns to
management first and not to post on social media.

SECTION 31. CELL PHONE POLICY

While at work, Team Members are expected to exercise discretion in the use of cell phones for
calls or any other purpose. Cell phone use during the work hours can interfere with fulfilling one’s

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responsibilities and have an adverse effect on our dining patrons. Therefore, Team Members are
only permitted to use their cell phones, for any reason, while on a manager approved break. Team
Members are prohibited from using their cell phones at any time in what would be considered
“guest areas.” (Defined as anywhere in which a guest has normal access, dining room, bar,
bathroom, host stand or front entry). There should never be a cell phone visible in the front of
house for any reason.
The management of each store will have an assigned area for Team Members to use their cell
phones during approved periods and that will be the only place cell phone use of any type is
permitted. Cell phones cannot be used to record other employees or guests without their permission
or to record confidential or proprietary information regarding the Hickory Tavern.
Team Members failure to follow this policy may result in disciplinary action, including and up to
termination.

SECTION 32. SOLICITATIONS

Team Members shall not engage in nonwork-related activities while on duty. Team Members,
whether on or off duty, shall not solicit other Team Members or any non-Team Members for any
purpose on Hickory Tavern premises. Non-Team Members may not solicit Team Members or any
other non-Team Members on Hickory Tavern premises for any purposes.

SECTION 33. PARKING

The Team Member parking area for each business location will be set by the Store Manager
responsible for that location. Our Hickory Tavern strongly endorses the “Buddy System.” No
Team Member should exit the building alone after dark.

SECTION 34. ENTERING / LEAVING BUILDING

During store hours all Team Members must enter and exit the building in full uniform.

SECTION 35. OFFICE ETIQUETTE

No hourly Team Members are allowed in the office while the safe is open or money is being
counted. Only two people are allowed in the office during check-out procedure. If the safe is open
and money is being counted, or if counseling is in progress, do not disturb the manager unless it is
an emergency.

SECTION 36. BAR RESTRICTIONS

Off duty Hourly Team Members are allowed in the restaurant, however you must change
clothing. No portion of your uniform may be worn while visiting our store. Hourly Team
members may not dine/ drink in the bar area of the location they work in. Please feel to enjoy
the dining room as a guest. Please refrain from sitting anywhere in the bar area. No Bar tables,
surfboard, or bar. Remember, once you are a guest in our store, you must follow the same rules

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as any other guest. You can be terminated for improper behavior off duty in the restaurant. All
bar restrictions, and rules, are regulated by the Hickory Tavern and can be changed at any time
without notice.
Managers may enjoy the dining room of their assigned location. Please refrain from sitting
anywhere in the bar area. No Bar tables, surfboard, or bar. The consumption of alcoholic
beverages will not be permitted in assigned location. Managers are invited to enjoy the bar of
non-assigned Hickory Taverns. Remember, once you are a guest in our store, you must follow
the same rules as any other guest. You can be terminated for improper behavior off duty in the
restaurant. All bar restrictions, and rules, are regulated by the Hickory Tavern and can be
changed at any time without notice.

SECTION 37. TOBACCO PRODUCTS / CHEWING GUM

Tobacco products are not permitted to be used by Team Member’s while on duty. Chewing gum
is not allowed by Front of the House Team Members while on duty.

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