Anti-Harassment Policy
The Company’s anti-harassment policies are detailed in its most current employee handbook. However, the Company
wants to make it clear that under no circumstances will it tolerate its employees being subjected to harassment. The term
“harassment” includes, but is not limited to, slurs, jokes, and other verbal, graphic, or physical conduct relating to an
individual’s race, color, sex, religion, national origin, citizenship, age, or disability. “Harassment” also includes sexual
advances, requests for sexual favors, unwelcome, or offensive touching, and other verbal, graphic, or physical conduct of
a sexual nature.
The Company considers all sexual advances toward a minor employee or applicant to be sexual harassments. Any
employee who observes such behavior must immediately report the behavior.
If you believe you have been harassed by anyone with whom you come into contact during your employment, you should
report it by any or all of the following methods:
To file a concern online, please visit the following link where you can fill in a form to submit your concern.
https://forms.office.com/r/N96aX2icX8
To raise a concern by email, please email HumanResources@DGInc.com.
Retaliation against an employee who has complained about sexual or any other form of unlawful harassment, or against
employees who cooperate with an investigation into such behavior will not be tolerated.
All harassment claim investigations will be kept confidential to the extent possible. All harassment complaints will be
thoroughly investigated, and when appropriate, corrective action including disciplinary action, will be taken. We consider
harassment to be a major offense, which can result in disciplinary action, up to and including the offender’s employment
being terminated.
Do not assume that the Company is aware of your problem. It is your responsibility to make known your complaints and
concerns so that they may be resolved by members of our management team and owners.
Employment of Minors
The Company recognizes that the [fast-food industry] provides many individuals under the age of 18 with their first
employment opportunity. The Company wants to ensure that their employment is consistent with the law and provides a
positive experience into the workplace. Therefore, remember the following:
Minimum Age. The Company will not hire any individuals under 16 years of age.
Prohibited Duties. Minors should never be asked to perform hazardous tasks, which could include but are not limited to,
using or cleaning power-driven meat processing machines (meat slicers, meat saws, patty forming machines, meat grinders,
and meat choppers), commercial mixers, and trash compactors.
Employees under the age of 18 should never be asked to close the restaurant/store alone.
Break Policy. Any employee under the age of 18 must take an uninterrupted 30-minute break every 4 hours.
Compliance with State Law. Each state has laws and regulations pertaining to the employment of minors and their
working conditions. Employment of Minors must comply with applicable state law.
Definition of Sexual Harassment. The Company prohibits sexual harassment. Sexual harassment is, generally unwelcome
sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature when: (1) surrendering
to such conduct is made directly or indirectly a term or condition of an individual's employment; (2) surrendering to or
rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or (3) such
conduct unreasonably interferes with an individual's work performance or creates an intimidating, hostile or offensive
working environment. Other forms of harassment, like race, religious and disability harassment, are also prohibited.
Sexual Advances towards Employees Under the Age of 17 are prohibited. The Company considers all sexual advances toward
employees or applicants under the age of 17 to be sexual harassment. Any employee found to have engaged in such conduct
will be terminated. Additionally, be aware that sex with a minor is against the law and considered statutory rape. The age of
consent varies from state to state. As a citizen of your state, you are charged with knowledge of the criminal laws that apply
to you.
No Romantic Relationships with Supervisors. Shift leaders or any other type of supervisors are prohibited from dating
employees they supervise.
Duty To Report. Employees who experience or witness inappropriate behavior must report it. Report the conduct to any
general manager, district manager, any member of management, or the Human Resource Department at
humanresources@dginc.com. Report without fear of retaliation.
If you feel uncomfortable, tell someone.
If you see something, say something –
report the inappropriate conduct.
YOUR WORKWEEK AND COMPENSATION
Workweek and Pay Cycle
The Company's work week begins at 12:01 a.m. on Tuesday and ends at 11:59 p.m. on Monday. You will be paid
weekly on Tuesdays. Employee pay will include earnings for all work performed through the end of the previous
payroll period. If a payday falls on a day off such as a holiday, you ordinarily will be paid on the preceding
business day. Copies of your pay stubs can be found in MyADP.
We take steps to ensure that employees receive the correct amount of pay in each paycheck and that employees
are paid promptly on the scheduled payday. Paycheck stubs reflect the hours worked and your compensation for
those hours. You are expected to review your pay stub to ensure that it is accurate. In the unlikely event that
there is an error in the amount of pay, you should promptly bring the discrepancy to the attention of a HR
representative so that corrections can be made as quickly as possible. Occasionally, an employee will lose or
misplace a paycheck. If this should happen to you, please check with your supervisor or an HR representative
who may be able to help you replace the lost check
Time Records
Employees, who are paid by the hour, must record the hours they work each day. You must “clock-in” before
performing any work and “clock-out” at the end of your day and before going on an unpaid break. If for any
reason an employee fails to clock in or out, the employee should notify their supervisor immediately. Falsifying
of information on time records, “clocking-in” or “clocking-out” for another employee or destructing time records
may result in termination. Care must be exercised in recording your hours worked, overtime hours and
absences. If you believe your time records are not recorded accurately, you must notify a manager immediately.
Wage and Salary Policy
No employee will be paid below the applicable federal or state minimum wage. We desire to pay wages and
salaries that are competitive with other similar employers in the marketplace. No person may be paid directly
out of petty cash or any other such fund for work performed. All hourly employees must be paid for all hours
worked. Similarly, every single hour an hourly employee performs work for the benefit of the Company must be
recorded in our time-recording system. Employees are expected to “clock in” and “clock out” using our time
keeping system. No alterations or corrections of any recorded time entries or attendance reports are to be made
without both a manager's and employee's approval and initials indicating approval of the alteration or
correction. Team meetings, restaurant decorating, any cleaning work, or any time spent working for the work
benefit of the Company must be recorded as hours worked.
Overtime Pay
Non-exempt employees may work overtime only at the request and with the written authorization of their
supervisor. Overtime pay is based on hours worked per work week in accordance with state and federal
requirements. Non-exempt employees shall record all time worked, including time worked over their normal
schedule. Overtime hours worked in excess of forty (40) hours in a work week will be paid one- and one-half
times your base rate of pay per hour. If you worked unauthorized overtime hours, you will be paid in accordance
to federal, state, and local law, but you will be subject to disciplinary action, including termination. Hours worked
This policy applies to Tri City Foods
means time actually spent on the job. It does not include hours away from work due to vacation, sickness, or
holiday even when these days are compensated. Other time away from work is not considered hours worked.
When it is necessary to work overtime, you are expected to cooperate as a condition of your employment.
Exempt employees are not entitled or eligible for overtime pay.
Employee Benefits
Healthcare benefits may be available to you. Please contact the Benefits department at Benefits@DGInc.com for
more information and to learn whether you might be eligible.
Meal Policy
Employees (including all restaurant and Above Store Leaders) will receive a 50% discount on employee meals.
Meals can be consumed before or after your shift or during your scheduled meal period.
The following procedures must be used in obtaining your meal:
Do’s:
• Order your meal from the customer side of the front counter. Another employee must ring in your meal
before the meal is made.
• Clean up after you have eaten.
• Your meal must be consumed by you in the restaurant. No takeout is allowed.
• You must sign the receipt for your meal.
Don’ts:
• Make your meal yourself.
• Take food out of the restaurant.
Fountain drinks, coffee and iced tea are free while working. If you want to eat before or after your shift, you may
get your meal one-half (1/2) hour before your shift begins or immediately after your shift ends. At no time are
employees permitted to have food or drink at their stations and must be out of the customer's view. There are
no discounts for off duty employees, family members or friends. Proper payment for all food items is expected
from off duty employees, relatives, or guests. With the exception of guest service issues, do not discount, give
away, or eat food without your supervisor’s permission. Never eat or take unsold food. Alcohol is never
discounted or free and never consumed at your workplace. Not following these guidelines could result in
corrective action, which may include termination.
This policy applies to Tri City Foods
INSURANCE BENEFITS
For more information regarding the benefits programs, please refer to the Summary Plan Descriptions,
which were provided to employees upon eligibility, or contact your Human Resources Representative.
MEDICAL INSURANCE
The Dhanani Group currently offers eligible employees, as outlined below, medical insurance coverage
through BlueCross BlueShield of Illinois.
• Salaried Full-Time Employees are eligible for medical benefits on the first of the month following
60 days of continuous employment.
• Hourly Full-Time Employees meeting the Affordable Care Act hours requirement of working an
average of 30+ hours per week, over a 12-month period, will become eligible for medical
benefits on the first of the next month. After one year of continuous employment, employees
will be measured annually prior to annual enrollment for the 30+ hours per week requirement.
Upon eligibility, employees have 30 days to make their medical election. Absent a qualifying life event,
employees may only make changes to their insurance elections towards the end of each benefit year,
during annual open enrollment.
Please contact your Human Resources Representative to determine if you are eligible for the medical
insurance or if you may have had a qualifying life event. Changes to insurance must be made within 30
days of the qualifying life event.
DENTAL AND VISION INSURANCE
The Dhanani Group currently offers eligible employees, as outlined below, dental and vision insurance
coverage through MetLife.
• Salaried Full-Time Employees are eligible for medical benefits on the first of the month following
60 days of continuous employment.
• Hourly Full-Time Employees meeting the Affordable Care Act hours requirement of working an
average of 30+ hours per week, over a 12-month period, will become eligible for medical
benefits on the first of the next month. After one year of continuous employment, employees
will be measured annually prior to annual enrollment for the 30+ hours per week requirement.
Upon eligibility, employees have 30 days to make their dental and/or vision election. Absent a qualifying
life event, employees may only make changes to their insurance elections towards the end of each
benefit year, during annual open enrollment.
Please contact your Human Resources Representative to determine if you are eligible for the dental
and/or vision insurance or if you may have had a qualifying life event. Changes to insurance must be
made within 30 days of the qualifying life event.
LIFE AND DISABILITY INSURANCE
The Dhanani Group currently offers eligible employees, as outlined below, life, short-term, and long-term
disability insurance coverage through MetLife.
• Salaried Full-Time Employees are eligible for medical benefits on the first of the month following
60 days of continuous employment.
Upon eligibility, employees have 30 days to make their life, short-term, and/or long-term disability
election. Absent a qualifying life event, employees may only make changes to their insurance elections
towards the end of each benefit year, during annual open enrollment.
Please contact your Human Resources Representative to determine if you are eligible for the life, short-
term, and/or long-term disability insurance or if you may have had a qualifying life event. Changes to
insurance must be made within 30 days of the qualifying life event.
WORKSITE BENEFIT INSURANCE
The Dhanani Group currently offers all employees, regularly working 16+ hours per week, worksite
benefits through Aflac.
Please contact your Human Resources Representative for additional information, or with any questions.
QUALIFYING LIFE EVENTS
The following are common examples of a qualifying life event:
• Marriage, divorce, or legal separation.
• The birth, adoption, or placement for adoption of a child.
• Your child becomes eligible or ineligible for coverage.
• Death of a dependent.
• A court issued Qualified Medical Child Support Order (QMCSO) requiring the plan to provide
medical coverage.
• The gain or loss of coverage.
• Involuntarily losing previously held health insurance coverage.
Under certain circumstances, such as: divorce, marriage, and a dependent’s loss of medical insurance, it
is the employee’s responsibility to advise their Human Resources Representative within 30 days of the
qualifying life event, so that coverage may be offered. Please contact your Human Resources
Representative to determine if you may have had a qualifying life event.
THE FEDERAL CONSOLIDATED OMBINUS BUDGET RECONCILIATION ACT (COBRA)
The Federal Consolidated Omnibus Budget Reconciliation Act (COBRA) gives employees and their
qualified beneficiaries the opportunity to continue coverage under the employer’s medical, dental, and
vision plan, when a qualifying life event would normally result in the loss of eligibility status.
COBRA Coverage may continue for differing lengths of time, depending upon the reason for eligibility.
The time limitations are:
• Up to 18 months if loss of coverage is due to termination of employment or reduction in work
hours, leading to a loss of eligibility status.
• Up to 36 months for dependents if loss of coverage is due to death of the employee, divorce, or
a dependent child’s loss of eligibility status.
• Up to 29 months if a qualified beneficiary on the plan is eligible for disability extension (which
occurs when the individual is determined to be disabled by the Social Security Administration
before the 60th day of COBRA coverage and remains disabled for the initial 18 months of COBRA
coverage).
Under extended coverage, the eligible individual pays the full cost of coverage at the employer’s group
rate, plus an administrative fee.
Continued coverage may terminate if:
• The individual becomes covered by another group plan (including Medicare);
• The individual fails to pay the required premium within the establish grace period; or
• The employer no longer offers the plan(s) to its active employees.
Employee Cash Handling Procedures
The Company entrusts employees to handle considerable sums of money on a daily basis. In exchange
for that trust, we expect those employees to abide by the following rules. Cashiers are accountable and
responsible for the efficient and accurate operation of their assigned cash register. Cashiers who engage
in the following types of conduct will be subject to immediate termination (and possibly prosecution):
• Misuse of coupons, discounts, or sale-voiding ability.
• Failure to account for all sales through the cash register.
• Giving free food to friends, relatives, or employees.
• Theft of any type.
Cash control procedures must be followed in order to protect the safety of the team and the profitability
of the business. For these reasons, employees need to understand basic cash handling procedures. It is
the responsibility of the cashier to:
• Verify and initial the accuracy of the starting sums in the register.
• Verify and initial all cash withdrawals from the register.
• Verify and initial the concluding sums in the register at the end of a shift. Record drawer counts
on the Daily Control Sheet.
• Cash pulls should be completed at the end of each rush at which time cash in the drawer should
not exceed $200.
• Verify and initial the time when the employee signs off a drawer.
• Never count or organize drawers or cash at any time other than those established.
• Place customer currency on the ledge of the drawer before providing change.
• Never shortchange anyone.
• Place all bills facing the same direction in the cash drawer.
• Verify all bills larger than $20 to are not counterfeit.
• Drop all bills larger than $20 into the safe immediately; excessive amounts of currency bills
(greater than the beginning bank) must also be dropped in the safe a minimum of once per hour.
• No bills should be stored under the drawer.
• Obtain a manager's approval to accept any bill larger than $20.
• Complete only one transaction at a time.
• Ring up each sale immediately. Never put money aside to be rung up later.
• Never allow another employee to use or operate your register until you are relieved from
responsibility over the drawer. If anyone operates the register drawer, notify the manager
immediately to receive a re-verified drawer.
• Keep all receipts obtained from the automated safe, coupons, employee meal receipts, and
manager meal receipts.
• Never remove money, or checks without management authorization.
• Never use the manager's register keys or access codes.
• Always notify a manager immediately when a manager void is required.
• Never void an order to zero without manager approval. Always initial all manager void receipts.
• Never use the "open coupon" function as a method to void.
• Always close the cash drawer after each transaction (single PUW register excluded during rush
hour operation).
• Always have a manager handle any discrepancies with a customer.
• Always ring up and record employee meals. Verify that a manager approves all manager and
employee meals.
• Never leave the cash drawer unattended.
• Never mix personal funds/money with business funds/money.
• Never use a personal credit card or customer credit card like an ATM, either to collect funds from
tips or to allow customers to receive cash back on credit card purchases.
• Never give unauthorized refunds, discounts or give away any free food or product.
• Any refund requires a ticket to be attached, customer signature and phone number and a
manager signature on the refund slip.
• Always sign the POS cashier report.
• Always give the guest a receipt when required or requested.
• Never have backpacks, purses, or other containers near the register.
• Never place money or checks in your pockets, purse or other personal articles.
• Never over ring or under ring a check to cover shortages or for personal gain.
• Never take money or products for personal use, resale or to cover errors.
• Never attempt to conceal cash shortages, force balance cash funds, or falsify/misrepresent
receipts or reports.
• Do not hold checks beyond date received and do not accept checks numbered under 500.
• Do not float cash receipts or change fund.
• Do not cash employee checks.
• Do not accept a personal check without current identification and proper approval.
Cashier Accountabilities:
• Any cash loss of over $20 resulting from a cashier not following cash procedures of policies may
result in immediate employment termination.
• Any cash loss from $10 to $19.99 resulting from a cashier not following cash procedures or
policies may result in a final written warning of the cashier.
• Any cash loss below $10 resulting from a cashier not following cash procedures or policies may
result in a first written warning of the cashier.
• Consistent shortages or overages of +/- $2.00 may result in disciplinary action. Cashier void
maximum is no more than 1.00% of sales.
The Company does not allow paying back of lost funds to correct cash shortages.
The following guidelines are to ensure that we follow all food safety standards and that we all
represent the BURGER KING® brand.
Hat/Visor/Crown
• BK® hat/visor with additional hair restraints
Polo Shirt or T-Shirt FOH Team Members:
BK® polo shirt • Crowns Allowed
• Must be tucked into pants or skirt • Must wear hair restraint underneath the
BK® T-Shirt crown if interacting with food
• May be worn untucked
*Black long-sleeve shirt may be worn under shirt Nametag
• Latest version with a clearly legible name
Pants
√ X
• Black flat front pants • tights Belt
• Plain black belt or BK® branded belt
• Dark blue or black flat- • yoga pants • Belts are required if pants have belt loops
front jeans • scrubs
• Black skirt (not required • sweatpants
to be BK® branded) Accessories
√ X
Socks • One plain smooth • Headphones,
• Black/Neutral colored socks or stockings • Earrings wider
ring
must be worn at all times • Necklace tucked in than a dime,
uniform • Bracelets
Shoes • Nails less than 1/8
• Solid black (no logos) (exception of
• Slip resistant, leather or vinyl, closed heel inch from finger medical bracelets)
and toe shoes
The following guidelines are to ensure that we follow all food safety standards and that we all
represent the BURGER KING® brand.
Manager Shirt
• BK® long or short-sleeved manager shirt Nametag
• Latest version with a clearly legible name
tucked into pants or skirt. • May also contain title
Facial Hair
• Mustaches that extend past the mouthline
or beards/goatees longer than ½" in length
must be covered with a beard net
Pants
Accepted: Belt
• Black flat front pants • Plain black belt or BK® branded belt
• Dark blue or black flat-front jeans • Belts are required if pants have belt loops
• Black skirt (not required to be BK® branded)
No: tights, yoga pants, scrubs or sweatpants Accessories
• Metal watch
Socks • Plain black belt or BK® branded belt
• Black/Neutral colored socks or stockings
• One plain smooth ring
must be worn at all times
• Necklace tucked in uniform
Shoes • Nails less than 1/8 inch from finger
• Solid black (no logos)
• Slip resistant, leather or vinyl, closed heel No: Headphones, earrings wider than a dime,
and toe shoes bracelets (exception of medical bracelets)
Attire and Grooming
Proper attire creates a positive impression for others about our Company and our image. The locations where employees work, and the type of job performed will determine the
appropriate attire. It is important for all employees to project a professional image while at work by being appropriately attired. Employees are expected to be clean, well-groomed and
presentable. For more information, please refer to the Company’s Attire and Grooming policy. Clothing must be consistent with the brand standards and must be appropriate to the type of
work being performed.
UNIFORM:
• Employees must wear clean and wrinkle-free clothes at all times.
• Employees must wear clothes in good repair with no shreds, frays, or tears.
• Employees must wear brand approved uniform shirts, hats/visor and name tags at all times.
• Employees must wear approved pant style and color consistent with brand standards.
• Employees may not wear sweatpants, stretch pants, cargo pants, or jogging pants.
• Employees must wear pants in a manner that does not cause the pants to sag, fall, or hang below the employee’s waistline.
• Belts must be worn if pants have belt loops and must be a plain black belt or BK branded belt.
• Employees who wear t-shirts under their uniforms must wear plain white shirts with no text or graphics. It must fit well and not extend beyond the uniform sleeve.
• Approved branded sweaters and jackets may be worn in season only. These items must fit properly and should not be oversized.
• If a uniform shirt becomes permanently stained, soiled or is not the proper size, employees are permitted to request a replacement.
• While wearing your uniform or logo wear (especially hat and visors) the logo must be facing forward.
SHOES:
• Shoes should be dark in color (black or brown) and must have slip resistant soles.
• Shoes must have a leather or vinyl "upper" area. Never wear suede, fabric or tennis shoes as this is a safety hazard.
• Open-toed shoes are not permitted at any time. Sandals, crocs, canvas, platform and sports shoes are not permitted.
• Shoes are to be clean and in good repair.
PERSONAL HEIGENE:
• Employees are expected to practice sound personal hygiene habits. Daily bathing, use of deodorant and good dental hygiene are essential for our team members.
• Natural and artificial scents may become a distraction from a well-functioning workplace and employees should refrain from using products to the extent that others can smell these
fragrances.
HAIR:
• Employee hair must be neatly groomed and clean.
• It must be pulled back away from the face and controlled at all times and hairnets may be required.
• Hair must be in compliance with all food safety and health department regulations.
FACIAL HAIR:
• Beards, mustaches and goatees are permitted but must be neatly trimmed and may not extend below the corners of the mouth. Facial hair must be covered with a beard net when
required by the Health Department or Government Agency in any food contact areas.
JEWLERY:
• One pair of earrings is permitted but must be a stud or post type. No dangling earrings or hoops are permitted for safety reasons.
• Earrings or gauges may not be any larger than a dime in diameter.
• Ears that are "gauged" or that have large discs in them are not permitted.
• Necklaces are permitted but must be worn inside of the shirt for safety reasons.
• One ring per hand is permitted, such as a plain wedding band. If the ring has a stone, a single-use disposable glove must be worn on that hand when handling food.
• Watches or bracelets are not permitted while handling food. Employees may wear a watch or bracelet when not handling food.
• Approved Service pins or buttons must be securely fastened.
MAKE-UP:
• Make-up should enhance facial features but should not be overdone.
• False eyelashes cannot be worn while handling food or near food contact services.
HANDS/NAILS:
• Hands must be properly washed any time food handling is interrupted (by cleaning assignment, handling money, trip to the restroom, after work breaks, etc.).
• All cuts must be securely bandaged with a blue bandage and covered with a glove.
• Fingernails must be manicured, clean and well-kept for sanitary reasons.
• Nail polish, false or acrylic nails/nail tips are not permitted unless covered with a glove.
TATTOOS:
• Tattoos should not be offensive, and while on duty employees should make every reasonable effort to cover them.
• Threatening, vulgar, or other inappropriate tattoos are not acceptable. Any tattoo deemed offensive will need to be covered.
The following are examples of INAPPROPRIATE ATTIRE:
• Clothing that falls outside of the required brand standard uniform
• Any clothing with offensive wording
• Low cut blouses, tank tops, halter tops, bare midriffs, bare back, bare shoulders or cropped shirts
• Mini-skirts
• Sheer clothing
• Shorts (unless approved by brand stand)
• Clothing worn without undergarments
• Clothing worn with the wrong color undergarments or undergarments that are inappropriately visible.
• Clothing that is sexually suggestive or provocative, or
• Ill-fitting garments are inappropriate work attire, including clothing that may be too bulky, too tight, too short, too long.
The Company is confident that employees will use their best judgment regarding attire and appearance; however, we, at our sole discretion, will determine the appropriateness of an
employee's attire and grooming. Any employee who is improperly dressed will be counseled or may be sent home to change clothes. Continued disregard of this policy may be cause for
disciplinary action, which may result in termination. Please ask your supervisor if you have any questions about the dress code.
Exceptions for Attire and Grooming
Any employee that requires reasonable accommodation for reasons based on religion, disability or other grounds protected by federal, state, or local laws should contact their supervisor
or the Human Resources Department. Reasonable accommodation will be granted unless it causes undue hardship on the Company.
Please read the following statements and sign below to indicate your receipt and acknowledgment of
the listed documents and policies.
By my signature below, I acknowledge receipt of the following documents and policies. I understand
that it is my responsibility to read and comply with the policies contained herein and any revisions made
to them. I understand what avenues I am to take should the need arise as described in these documents.
I knowingly and voluntarily agree to the terms described in these policies and commit myself to
following the policies explained therein as a condition of my employment.
Documents and policies:
- Harassment Policy
- Employment of Minors
- Payroll Summary
- New Hire Benefits Summary
- Cash Handling Policy
- Dress Code Guidelines
Brandon Padilla
Employee First and Last Name Employee Signature
04/17/2025
Date
