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OSI RESTAURANT PARTNERS, LLC

EMPLOYEE POLICIES HANDBOOK

OSI Restaurant Partners, LLC, headquartered in Tampa, Florida, was founded in 1988 by
those who believe in hospitality, sharing, quality, being courageous and having fun! OSI
Restaurant Partners, LLC, along with its subsidiaries and their affiliated companies (collectively
referred to as “OSI” throughout this document), is a company of restaurants. Included in the OSI
restaurant group are Outback Steakhouse, Carrabba’s Italian Grill, Bonefish Grill, Fleming’s Prime
Steakhouse & Wine Bar.

OSI is committed to providing its employees with tools and direction that will assist them
in becoming effective employees. This Handbook is part of that commitment. The information in
this Handbook is intended to acquaint employees with OSI’s general policies, principles,
standards, and practices. It is your responsibility to become familiar with these policies, to
understand them, and to ask your management team for clarification on any of them if necessary.
We will assist you in this process by reviewing the policies with you during your orientation period.

We thank you for starting with us, and wish you a successful and lasting career at OSI.

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 TABLE OF CONTENTS
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Equal Employment Opportunity Policy.............................................................................................. 3
Employment at Will ........................................................................................................................ 3
Immigration and Naturalization ......................................................................................................... 3
Discrimination and Harassment Policy ............................................................................................. 4
Reasonable Accommodation ............................................................................................................ 7
Dating Policy ..................................................................................................................................... 7
Shared Tips and Tip Credit Policy .................................................................................................... 8
Declaring Tips ................................................................................................................................... 9
Schedule Responsibility.................................................................................................................... 9
Documentation of Hours Worked ................................................................................................... 10
Clock-in Procedures for Tipped Employees.........................................................................................10
Employee Pay ................................................................................................................................... 11
Check Cashing Policy ....................................................................................................................... 11
Personnel Records ........................................................................................................................... 11
Ethics and Compliance Hotline Policy .............................................................................................. 12
Drug and Alcohol Abuse ................................................................................................................... 13
Responsible Vending Policy ............................................................................................................. 14
Workplace Threats and Violence .........................................................................................................15
Principles Conduct ............................................................................................................................ 16
Solicitation and Distribution .............................................................................................................. 17
Family and Medical Leave ................................................................................................................ 17
Uniformed Services Leave of Absence ................................................................................................20
Safe Working Statement ................................................................................................................... 22
Direct Hand Contact Policy ............................................................................................................... 23
Social Media Policy ........................................................................................................................... 24
Employee Safety Program ...................................................................................................................25

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EQUAL EMPLOYMENT OPPORTUNITY POLICY

OSI offers equal employment opportunities to all employees and applicants for
employment without regard to race, color, gender, age, religion, national origin,
disability, marital status, sexual orientation, genetic information, veteran status, or any
other status protected by applicable federal, state and local laws. This policy applies to
all aspects of the employment relationship, including, but not limited to, recruiting,
hiring, placement, compensation, working conditions, training, promotion, discipline,
and termination.
OSI’s compliance with equal opportunity laws and regulations shall in no way affect its
exclusive right to hire, terminate, and lay-off employees; to announce rules and
regulations; and in all respects to carry out the ordinary and customary functions in
management, including but not limited to termination of employees at will to the extent
permitted by applicable laws. Subject to applicable laws, all policies, benefits,
procedures, and operating methods are subject to change or discontinuation at the
option of management.
OSI expressly prohibits any form of unlawful employee discrimination or harassment
based on race, color, religion, gender, national origin, age, disability, marital status,
veteran status, sexual orientation, genetic information or any other status protected by
applicable laws.

EMPLOYMENT AT WILL
Your employment is voluntary and is subject to termination by you or OSI at will, with or
without cause, and with or without notice, at any time, for any reason.

This Handbook contains policies and practices which are guidelines to help you
understand OSI’s expectations. Nothing in these policies, or in those set forth in the
concept-specific handbooks that you receive during your orientation, shall be
interpreted to be in conflict with or to eliminate or modify in any way the employment-
at-will status of OSI employees.

Nothing in this Handbook, in your concept-specific handbook, or in any employment-

related document should be construed as an employment contract or the basis for any
implied contract.

IMMIGRATION AND NATURALIZATION

The U.S. Immigration and Naturalization Service require that OSI and candidates for
employment provide specific information within three (3) days of commencing
employment. Candidates for employment must complete Section 1 of Form I-9 and
provide OSI with specific documents to establish their identity and employment
eligibility. The U.S. Department of Justice provides a list of acceptable documents on
its employment eligibility form.

Employees will not be allowed to continue employment without providing these

identification documents for inspection.

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WATCH THE HARASSMENT VIDEO

DISCRIMINATION AND HARASSMENT POLICY

OSI is about doing things right. Our goal has always been to have a fun, friendly
atmosphere in which we all work together to provide high-quality food and service to
customers.

For OSI to maintain its fun and friendly atmosphere, however, all employees must
respect the feelings of others. OSI wants all of its employees to know that when it
comes to discrimination and harassment, all employees are expected to follow one
very basic commitment about doing things right.

THE COMMITMENT: Each employee must be treated with dignity and respect.

Guidelines:

OSI does not discriminate on the basis of race, color, gender, age, religion, national
origin, disability, marital status, sexual orientation, genetic information, veteran status,
or any other status protected by applicable federal, state or local law, and will not
tolerate any discrimination or harassment by or against its employees.

This policy applies to all aspects of employment, including recruiting, hiring, training,
working conditions, compensation, promotion, discipline and termination.

Working conditions become discriminatory when employees are subjected to

harassment because of their race, color, gender, age, religion, national origin,
disability, marital status, sexual orientation, genetic information, veteran status, or any
other status protected by applicable law. This policy prohibits any discriminatory
employment action, and any unwelcome conduct because of the individual’s protected
status which creates a hostile or intimidating work environment. Among the types of
unwelcome conduct prohibited by this policy are any forms of verbal, physical, visual or
written materials or acts that are demeaning, intimidating, threatening or hurtful, or
which shows hostility toward individuals, because of their protected status. OSI WILL
NOT TOLERATE HARASSMENT OR DISCRIMINATION OF ITS EMPLOYEES.

Sexual harassment of employees will not be tolerated. Unwelcome sexual advances,

requests for sexual favors, and other verbal or physical conduct of a sexual nature will
constitute sexual harassment when:

 Engaging in sexual conduct is an express or implied condition to an individual’s

success at work;

 Engaging in or refusing to engage in sexual conduct is the reason for any

employment decision affecting an employee; or

 When sexual advances, requests for sexual favors, or other verbal or physical
conduct of a sexual nature have the purpose or effect of unreasonable
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interference with an individual’s work performance. This includes circumstances

where such misconduct creates an intimidating, hostile, or offensive working
environment.

Harassing conduct based on gender is strictly prohibited, regardless of whether or not

it is overtly sexual in nature, and regardless of whether the individuals involved are of
the same or different gender.

No member of the OSI team is above this policy. It applies to managers and
employees with equal force. This policy governs the conduct of OSI employees
regardless of where that conduct takes place.

This policy also applies to harassment by customers, vendors, contractors or other

persons coming in to the workplace. OSI will take reasonable steps to protect its
employees from harassment by these persons.

ANY EMPLOYEE WHO BELIEVES THAT HE OR SHE HAS BEEN HARASSED OR

DISCRIMINATED AGAINST MUST CONTACT ANY ONE OF THE FOLLOWING
PERSONS THEY FEEL MOST COMFORTABLE WITH, IMMEDIATELY:

PROPRIETOR

JOINT VENTURE PARTNER See Poster in Store for Phone #

EMPLOYEE RELATIONS (800) 806-1133

Contact any of the above people with whom you would be most comfortable speaking.
Please also refer to the Info Poster in your restaurant for any additional individuals who
may be listed to contact.

OSI will swiftly and thoroughly investigate any complaints brought to its attention.
Every reasonable effort will be made to maintain confidentiality during the investigation
of a charge of harassment or discrimination. If OSI determines that this policy has
been violated, OSI will take remedial action that is effective and appropriate to the
circumstances. Employees who violate this policy will face discipline, which may range
from counseling to an unpaid suspension or immediate termination, and may include
such other forms of disciplinary action as OSI deems appropriate under the
circumstances.

OSI will not tolerate any form of retaliation against any employee for making a good
faith complaint of harassment or discrimination. ANY EMPLOYEE WHO BELIEVES
THAT HE OR SHE HAS BEEN RETALIATED AGAINST FOR COMPLAINING
ABOUT HARASSMENT OR DISCRIMINATION, OR FOR TAKING PART IN AN
INVESTIGATION OF SUCH A COMPLAINT, MUST CONTACT ANY ONE OF THE
INDIVIDUALS LISTED ABOVE IMMEDIATELY.

Let’s all have fun, but treat each other with respect.

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DISCRIMINATION AND HARASSMENT POLICY

For Massachusetts Only:

In addition to the above, if you believe you have been subjected to sexual harassment, you may
file a formal complaint with either or both of the government agencies set forth below. Using our
complaint process does not probhibit you from filing a complaint with these agencies. Each of
the agencies has a short time period for filing a claim (EEOC – 180 days; MCAD – 6 months).

1. The United States Equal Opportunity Commissions (“EEOC”), One Congress Street,
10th Floor, Boston, MA 02114, (617) 565-3200.

2. The Massachusetts Commission Against Discrimination (“MCAD”)

a. Boston Office:
One Ashburton Place, Room, 601
Boston, MA 02108
(617) 727-3390

Springfield Office:
424 Dwight Street, Room 220
Springfield, MA 01103
(413) 739-2145

Worchester Office:
22 Front Street, Fifth Floor
P.O. Box 8038
Worchester, MA 01641
(508) 799.6379.

Let’s all have fun, but treat each other with respect.

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REASONABLE ACCOMMODATION
OSI supports the letter and spirit of the Americans with Disabilities Act and
seeks to give full and equal employment opportunities to all people capable of
successfully performing the essential functions of the position for which they
apply or in which they are employed, with or without reasonable
accommodation.
OSI provides employees and applicants with the reasonable accommodation
necessary to help them perform the essential functions of their positions, unless
such accommodation poses an undue hardship on the Company. If you believe
you need an accommodation to perform the essential functions of your position
because of a disability, please contact your Managing Partner with such
request.

DATING POLICY
Except in the circumstances described below, members of management and staff
members are not allowed to date one another. The term dating is meant in its broadest
sense.

OSI recognizes that people may meet at work and enter into consensual relationships.
OSI will respect meaningful relationships, provided the procedures set forth within this
policy are followed. OSI will, however, discipline members of management and
employees who engage in casual relationships with one another, or who engage in
meaningful relationships but do not follow the procedures set forth in this Policy.

If a member of management and employee become involved in a meaningful

relationship, the manager must immediately inform his/her Proprietor AND JVP. The
JVP will then, as soon as practical, transfer the manager or the employee so they may
continue their meaningful relationship but cannot work together. The JVP retains the
authority to determine which of the two to transfer.

Managers and employees will be subject to discipline, which may include immediate
termination, in the following circumstances:

a. If the manager and employee engage in a casual relationship with one another,
as opposed to a meaningful relationship.

b. If the manager fails to timely inform the JVP of the existence of the relationship.
OSI retains the right to decide what is timely on a case-by-case basis.

c. If a complaint about the relationship is made by any employee, including

complaints claiming favoritism or retaliation, or if management finds evidence of
favoritism or retaliation.

d. If the manager in any way favors the employee he/she is having a relationship
with, or retaliates against the employee during or after the relationship.

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SHARED TIPS AND TIP CREDIT POLICY

I understand that the practice of sharing tips among tipped employees is required by
OSI, subject to applicable law. I will comply with the tip-sharing policy in effect at the
restaurant for which I work.

I understand that my tips will be used as a credit against the minimum wage otherwise
required to be paid to me, as permitted by federal and/or state laws.

By my signature on the employee file folder, I certify that I have been informed of the
provisions of subsection 3(m) of the Fair Labor Standards Act as amended in 1974
pertaining to tipped employees. That subsection of the act states:

"Wage" paid to any employee includes the reasonable cost, as

determined by the Administrator, to the employer of furnishing such
employee with board, lodging, or other facilities, if such board, lodging,
or other facilities are customarily furnished by such employer to his
employees: Provided, that the cost of board, lodging, or other facilities
shall not be included as a part of the wage paid to any employee to the
extent it is excluded there from under the terms of a bona fide collective-
bargaining agreement applicable to the particular employee: Provided
further, that the Secretary is authorized to determine the fair value of
such board, lodging, or other facilities for defined classes of employees
and in defined areas, based on average cost to the employer or to
groups of employers similarly situated, or average value to groups of
employees, or other appropriate measures of fair value. Such
evaluations, where applicable and pertinent, shall be used in lieu of
actual measure of cost in determining the wage paid to any employee.
In determining the wage an employer is required to pay a tipped
employee, the amount paid such employee by the employee's employer
shall be an amount equal to:

(1) the cash wage paid such employee which for purposes of such
determination shall be not less than the cash wage required to be paid
such an employee on August 20, 1996; and

(2) an additional amount on account of the tips received by such

employee which amount is equal to the difference between the wage
specified in paragraph (1) and the wage in effect under section 206(a)(1)
of this title.

The additional amount on account of tips may not exceed the value of
the tips actually received by an employee. The preceding 2 sentences
shall not apply with respect to any tipped employee unless such
employee has been informed by the employer of the provisions of this
subsection, and all tips received by such employee have been retained
by the employee, except that this subsection shall not be construed to
prohibit the pooling of tips among employees who customarily and
regularly receive tips.

I further understand that under the Internal Revenue Service code, all tips (including
tips included on credit card slips) received by an employee in the course of
employment must be reported to the employer. OSI must collect both income tax and
employee social security tax.
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SHARED TIPS AND TIP CREDIT POLICY

Massachusetts Only:

By my signature on the employee file folder, I also certify that I have been
informed of the relevant portion of Section 7 of Chapter 151 of the General
Laws of Massachusetts. That portion of the law states:

In determining the wage an employer is required to pay a tipped

employee, the amount paid to such employee by the employer shall be
an amount equal to: (1) the cash wage paid such employee which for
purposes of such determination shall be not less than the cash wage
required to be paid such an employee on July 1, 1999; and (2) an
additional amount on account of the tips received by such employee
which amount is equal to the difference between the wage specified in
clause (1) and the wage in effect under section 1. The additional amount
on account of tips may not exceed the value of the tips actually received
by an employee. This paragraph shall not apply with respect to any
tipped employee unless such employee has been informed by the
employer of the provisions of this paragraph, and all tips received by
such employee have been retained by the employee, except that this
paragraph shall not be construed to prohibit the pooling of tips among
employees who customarily and regularly receive tips.

DECLARING TIPS
By Law: All tips received (less amounts contributed to tip share) MUST be declared
as “Wages Declared” on the register and on the check out form when clocking out
from your shift. This includes cash tips as well as credit card tips. Failure to report all
tips earned will result in disciplinary action, up to and including termination.

SCHEDULE RESPONSIBILITY
It is your responsibility to be aware of your schedule and on time for all of your shifts.
Any time you cannot work your scheduled shifts it is up to you to get your shift
“covered” by a qualified employee and a manager must approve it. The change must
be recorded in the work transfer book. Both parties and a manager must initial the
change. You cannot cover your shift with another employee who would be on
overtime status by covering your shift.

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DOCUMENTATION OF HOURS WORKED

HOURLY EMPLOYEES NEVER WORK WITHOUT BEING CLOCKED IN. Hourly

employees must clock in when they begin work, and clock out when they stop working.
Working “off the clock” is strictly prohibited and will result in disciplinary action, up to
and including termination. If you ever believe you are being asked or required to
work “off the clock,” immediately notify your Managing Partner, your area Joint
Venture Partner (JVP), or anyone else listed on the Info Poster in your
restaurant.

When you clock out, a slip of paper (“chit”) is printed. Please review your chit at the
time you clock out to verify the hours worked, and get a manager to sign or initial the
chit. Retain your time chits for the entire pay period to compare your hours worked with
your paycheck. If you believe your paycheck is incorrect, have difficulty recording your
time, or forget to clock in or out, immediately notify your Managing Partner.

Hourly employees are not permitted to begin working before their scheduled start time
unless they first obtain permission from a manager. If such permission is granted, you
are to clock in at the time you start working. Hourly employees are to obtain permission
from a manager before continuing to work beyond the end of their scheduled shift. If
such permission granted, you are to remain clocked in during the time you continue
working.

OSI does not encourage its hourly employees to work overtime, but recognizes that
overtime may be necessary from time to time in order to best serve our guests. All
overtime worked by an hourly employee must be approved in advance by the
employee’s manager. It is your responsibility to inform your manager when you are
approaching overtime hours.

Falsifying or altering time records, failing to record all hours worked, working
unapproved overtime, and having another employee record your time or recording time
for another employee are all expressly prohibited. Violations of any of these rules may
result in disciplinary action, up to and including termination.

CLOCK-IN PROCEDURES FOR TIPPED EMPLOYEES

Employees working in a position for which they receive tips (e.g., servers, hosts,
bussers, and bartenders) will typically perform only tipped functions – which include
providing service to the customers and performing “side work.” There may be times,
however, when a tipped employee is instructed by management to perform non-tipped
functions. An example of this is when the head wait stops performing work as a server,
and begins performing head wait duties. Another example is if a busser is asked to
stop bussing tables, and to assist in the kitchen by working in the dish area for a period
of time. In those instances when management instructs a tipped employee to change
from performing tipped functions to performing non-tipped functions, the employee
must clock out of the tipped position, and clock back in at the non-tipped position.
Please see your Managing Partner if you have any questions about this policy.

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EMPLOYEE PAY
Employees are paid every two weeks or as otherwise required by applicable state law.
You must pick up your own check. For your own protection we will not give your check
to anyone but you. Make arrangements to pick up your check during “non -peak” hours.
If you prefer to have your funds electronically deposited into your bank account, we
also offer Direct Deposit. Ask your manager how to sign up for this benefit!

At some restaurants, we offer two options for you to receive your pay. You may choose
either: (1) having your pay directly deposited into your personal bank account, or (2)
having your pay directly deposited into your Pay Card account. (Pay Cards are similar
to bank “debit” cards). At those restaurants, we do not offer traditional paper
paychecks. There are many advantages to this. Your money is available to you in a
secure and convenient manner on the morning of every payday. There is no travel time
or gas expense to collect your check at work. Also, there is no wasted time at the bank
waiting to cash your check or paying expensive check cashing fees. Additionally, you
are never dependent on weather, holiday schedules, or mail to receive your pay. Your
pay will be deposited into your bank account or in your Pay Card account every two
weeks or as otherwise required by applicable state law. You will receive a pay
statement for each pay period, detailing your pay and employer withholdings (e.g., for
taxes). Employees who enroll in the pay card program will also receive “trans checks,”
which can be cashed in full like traditional paychecks, and used as checks to pay bills.
Please ask your manager for more information regarding these two options.

CHECK CASHING POLICY

To meet our customers' needs there are going to be times when you will need to
accept a check for the purchase of a meal or gift certificate. It is important that when
accepting checks you obtain as much information regarding your customer as possible
(Drivers License Number, phone number and address). This information will help in the
collection process should the check be returned unpaid. Another way to safeguard
against loss is to use a check collection/guarantee agent. With most customers a
returned check was a checkbook error; however, with some it is fraud.

Regarding employees (hourly and management), at NO TIME should an employee be

allowed to cash a personal check or paycheck at the restaurant. We are not a bank.
Should any losses be incurred because of failure to comply with this policy the loss will
be deducted from the respective managing partner’s distribution, along with any
associated bank fees. Failure to comply with this policy may result in disciplinary
action, up to and including in termination.

PERSONNEL RECORDS
Please notify your manager promptly of any changes in your:

 Name, address and/or telephone number;

 Tax withholdings information;
 Beneficiaries and dependents designated on your insurance benefits, if applicable;
 Emergency contact information;
 Authorization to work in the United States

It is very important you keep us up to date regarding your personnel information. Unreported
changes could affect your withholding tax, insurance benefits, or how quickly your emergency
contact may be reached.

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ETHICS AND COMPLIANCE HOTLINE POLICY

OSI is committed to the highest standards of financial reporting. To help ensure the
integrity of financial reports, OSI has established procedures for the confidential,
anonymous submission by OSI employees of concerns regarding questionable
accounting or auditing matters. The purpose of this Ethics and Compliance hotline is to
enable OSI to become aware of any fraud or accounting irregularities before they can
be detected by OSI’s internal controls. OSI’s internal controls and operating
procedures are intended to detect, prevent, and deter improper activities regarding
accounting, internal accounting controls and auditing matters. However, even the best
systems of control cannot provide absolute safeguards against irregularities. OSI
employees have a responsibility to evaluate and report allegations of suspected
improper actions involving accounting and auditing matters to appropriate parties.

Share What You Know

Employees and others are encouraged to report allegations of suspected improper
activities regarding accounting, internal accounting controls and /or auditing matters.
Anyone with reasonable basis for believing such improper accounting or auditing
activities has occurred at OSI is expected to report these acts to the Ethics &
Compliance Hotline within five (5) business days of becoming aware of the improper
acts.

Ethics & Compliance Hotline: (866) 886-1346

Web address: http://www.openboard.info/osi/
Email address: osi@openboard.info

Warning: If you send a message via email and you have your signature set up to
automatically appear on your outgoing emails, you must delete the signature prior to
sending the email to retain your anonymity.

Each report submitted should provide as much specific information as possible

including names, dates, and events that took place, as well as describe why the
incident may be a violation. If you leave a message on the voicemail, you will be asked
to log on the ethics and compliance hotline website within five (5) business days, to
provide additional information to evaluate the reported incident and follow up on the
resolution of the reported act. Employees who are aware of inappropriate activities and
do not report them could be held partially responsible for the wrongdoing.

Employer Obligations
OSI will review and investigate, as appropriate, reports of improper accounting or
auditing activities. OSI will take prompt and effective action to stop such activities and
discipline those responsible.

Reportable Activities
Employees should report improper or questionable activities regarding accounting,
internal accounting controls, and/or auditing matters. Examples of improper or
questionable activities include, but are not limited to, the following:
 Making or altering documents or computer files with the intent to defraud
 Intentionally mishandling or reporting money transactions
 Authorizing or receiving compensation for hours not worked
 Misappropriating or misusing OSI resources, such as funds or other company
assets
 Conducting unethical business activities
 Violating state or federal law

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 Violating the Code of Business Conduct and Ethics Policy (which can be
found on OSI’s website at: www.outbacksteakhouse.com, under “Corporate
Governance”)
 Requesting another employee to violate any of OSI’s corporate policies or
procedures regarding accounting, internal accounting controls, and/or auditing
matters (e.g., asking an employee not to post invoices until the next reporting
period)

Caller Protection
Reports submitted to the Ethics & Compliance Hotline are anonymous and will be
answered by the internal audit department. A caller who elects to disclose his or her
identity will not be discharged, demoted, suspended, threatened, harassed or retaliated
against in any way for providing information about an improper act. Any employee that
retaliates against someone for reporting an improper act will be subject to disciplinary
action, up to and including termination. Any employee who believes that he or she has
been retaliated against for reporting an improper act in accordance with this policy
must immediately contact any of the individuals listed in the Discrimination and
Harassment Policy, located in this Handbook.

False Accusations
Any employee who makes a knowingly false allegation will face disciplinary action,
which may range from counseling to an unpaid suspension or immediate termination,
and may include such other forms of disciplinary action as OSI deems appropriate
under the circumstances.

DRUG AND ALCOHOL ABUSE

OSI is committed to maintaining a work environment that is free from the use, sale,
possession or distribution of controlled substances or drugs, and free from the abusive
use of legal drugs or alcohol.

The illegal use, sale, or possession of narcotics, drugs, or controlled substances while
on the job or on Company property is strictly prohibited and is a dischargeable offense.
Any illegal substances may be turned over to the appropriate law enforcement agency
and may result in criminal prosecution.

Any employee who reports to work under the influence of alcohol, unlawful drugs or
controlled substances that are not validly prescribed, or who consumes alcohol,
unlawful drugs or controlled substances that are not validly prescribed, on the job or
during breaks is subject to discipline, up to and including termination. OSI reserves the
right to require that an employee submit to a test to determine the presence of alcohol,
unlawful drugs or controlled substances when OSI has reasonable suspicion the
employee is under the influence of drugs or alcohol while at work. Among other things,
reasonable suspicion may be based upon the employee causing, contributing to or
being involved in an accident while on Company premises. Refusal to submit to such a
test, or a positive test result, will result in disciplinary action, up to and including
termination.

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WATCH THE RESPONSIBLE VENDING VIDEO (If applicable)

RESPONSIBLE VENDING POLICY

OSI is committed to ensuring responsible vending in all of its restaurants. As a member of OSI,
you are expected to know our Responsible Vending Policy and follow it.

OUR POLICIES ARE:

 We promote and encourage responsible drinking.
 We will not knowingly allow visibly intoxicated customers to enter the restaurant.
 We will not knowingly serve adult beverages to visibly intoxicated customers.
 We will make every reasonable effort to prevent visibly intoxicated customers from
driving, including notifying the police.
 We only employ servers of adult beverages that are of legal serving age (some OSI
concepts employ only servers of adult beverages who are of legal drinking age).
 We never serve adult beverages to minors (Customers or employees).
 All employees (including all management) always pay full price for alcoholic beverages
when dining in our restaurants; there are no “comp” privileges for adult beverages for
employees whatsoever. THERE ARE NO EXCEPTIONS.
 When the restaurant is closed for operations for the evening, there is to be no one in
the restaurant other than the closing staff.
 Bartenders and servers are expected to be fully knowledgeable and in compliance with
local and state alcoholic beverage laws and operating guidelines. Bartenders and
servers must strictly obey all liquor laws in their area of the country. You may be held
personally liable for any proceedings or fines levied against you if you fail to follow
these policies.
 Depending on state law, the only time that adult beverages may be provided to
restaurant employees of legal drinking age within the restaurant is for legitimate training
purposes (i.e. wine seminars, drink tasting, new drink roll-outs).
 Members of management are never allowed to drink alcohol in the restaurant before,
during or after a shift.
 Failure to follow these policies is grounds for termination.

Special Events:
 Restaurant employees are not permitted to consume adult beverages during special
events. It is strongly encouraged that Management provides an appreciation party for
volunteers after all events. Again, minors are never served adult beverages.

 Management is responsible to ensure proper and responsible liquor service is being

conducted at all times including company-sponsored events such as Holiday Parties,
Anniversary Parties, Athletic Events, etc.

CHECKING IDs
Any customer that is of questionable drinking age must show proper identification per your ID
checking guide. Any customer that does not clearly look over 30 years of age should be ID’ed
and must have a valid picture ID card. Acceptable forms of a valid I.D. include: military ID, state
issued ID with seal, driver’s license or passport. Two current ID checking guides are to be
positioned in each restaurant (at the bar & at service ally). You can obtain these from the home
office mailroom.
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HANDLING BAR RELATED PROBLEMS

If a customer is conducting himself distastefully or treating you in a way that makes you
uncomfortable or disturbing other customers, bring this to your manager’s attention. Have fun
serving drinks but use good/sensible judgment.

It is your responsibility to monitor your customer’s behavior with regard to drinking. However,
you should never confront a customer yourself! As with all customer problems, alert the highest
level Manager on duty at once. The Manager will address the situation. Management is
committed to supporting our employees in intervening with intoxicated customers.

Most importantly, you can go to jail for serving an intoxicated person and/or a minor. Failure to
follow the policies listed can result in OSI and you being sued. If you are found to have violated
any of these policies you will face discipline, which may range from counseling to an unpaid
suspension or immediate termination, and may include such other forms of disciplinary action
as OSI deems appropriate under the circumstances.

WATCH FOR THE FOLLOWING BEHAVIOR:

The Effects of Alcohol on Behaviors

Physical Reaction Personal Judgment

Irregular or slurred speech
Poor Coordination
Dazed, glassy look
Inability to complete sentences
Spilling food and drink
Inability to sit up properly
Swaying or drowsiness
Stumbling & walking into things
Overly Friendly
Aggression
Change in speech pattern
Annoying other people
Crude behavior or language
Boasting
Inappropriate flirting
Complaining loudly
Changing consumption rates
Buying drinks for everyone
Irrational statements

NOTIFY MANAGER IF YOU OBSERVE THESE BEHAVIORS

As always, we are expected to utilize good judgment at all times. Fun is one of our Principles
that must continue to be the strength of our organization. We need to invest our time, thoughts
and efforts into a fun culture. However, Fun has never included a lack of Responsibility. We
can and must maintain a responsible organization.

WORKPLACE THREATS AND VIOLENCE

Nothing is more important to OSI than the safety and security of its employees. Threats,
threatening behavior, or acts of violence against employees, visitors, guests, or other individuals
by anyone on OSI property will not be tolerated. Violations of this policy will lead to disciplinary
action, which may include termination of employment.

Any employee, who witnesses, receives or otherwise becomes aware of a threat or act of
violence by another employee, a vendor or a guest must immediately contact any one of the
following persons:

HIGHEST LEVEL MANAGER ON DUTY

PROPRIETOR
JOINT VENTURE PARTNER See Poster in Store for Phone Number
EMPLOYEE RELATIONS (800) 806-1133

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PRINCIPLES OF CONDUCT
When groups of people work together, reasonable expectations are necessary to run a
successful business and make working conditions more pleasant for everyone. If you fail to
work within these expectations, you will be subject to disciplinary action, up to and including
termination.

Where appropriate, you will be counseled by management and given an opportunity to resolve
the situation, improve your performance, or change your behavior. Management considers each
situation carefully when determining the appropriate course of action. The list below contains
examples of unacceptable behavior. While this list is not inclusive, it illustrates a general
guideline of serious violations that will not be tolerated, and which will result in disciplinary
action, up to and including unpaid suspensions or immediate termination. Any other types of
unacceptable behavior not specifically addressed below may also result in similar disciplinary
action.

 Customer complaints regarding your service

 Attendance problems, such as missing scheduled shifts, tardiness or leaving work early
 Missing a scheduled shift without first calling in with an acceptable excuse, or failing to
provide appropriate documentation supporting an absence
 Questioning a tip, or discussing it in any area of service
 Unauthorized use of another person’s login/password
 Use of abusive, profane or obscene language directed towards or within hearing range
of guests, fellow employees, or vendors.
 Misuse of Comp Meal privileges.
 Violation of, or failure to follow, established policy, procedure or safety standard, or to
comply with a reasonable management request (insubordination)
 Reporting to work under the influence of drugs or alcohol or in an unfit condition
 Possessing, using, or being under the influence of illegal drugs or prescription drugs
that aren’t yours on Company property or while traveling on Company business (e.g.,
trainers at store openings)
 Act of dishonest, theft, or violence towards guests, fellow employees, vendors or OSI
 Possessing a firearm or other dangerous devise while on Company property
 Failure to report all tipped income
 Intentional failure to charge for an item
 Adding gratuity to a customer’s charge without authorization
 Changing a customer’s charge in any way without a Manager’s approval
 Unauthorized recording of conversations or an event including any conversations with
management or a peer
 Divulging confidential company information
 Job abandonment – walking off the job
 Falsification of company documents (e.g. timecard alterations, inventory padding, etc)
 Supplying false or misleading information during the application process or while
employed
 Permitting persons not conducting OSI related business in the store during business or
non-business hours
 Destruction of property belonging to guests, fellow employees, vendors or OSI

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SOLICITATION AND DISTRIBUTION

We do not allow solicitation of our customers or employees, as set forth below.

Solicitation or distribution of literature by persons not employed by OSI is prohibited at

all times on any Company property. Employees may not solicit or distribute literature
for any purpose during working time. Working time includes the working time of the
employee doing the soliciting or distributing and the employee to whom the soliciting or
distributing is being directed, but does not include meal periods, scheduled breaks,
times before or after a shift, or other times when employees are not scheduled to be
performing their job duties. Distribution of literature in work areas is prohibited at all
times.

LEAVES OF ABSENCE

FAMILY AND MEDICAL LEAVE

OSI recognizes that it may be necessary for you to be absent from your job for health
or family reasons. OSI respects and understands these issues, and it is our policy to
comply with the Family and Medical Leave Act (FMLA). Below is a description of your
rights and obligations under the FMLA.

The FMLA allows eligible OSI employees to take up to twelve (12) weeks of unpaid, job
protected leave in a twelve (12) month rolling calendar period for certain medical and
family reasons, and up to 26 weeks unpaid, job protected leave to care for a family
member injured while in the armed services (as explained below).

Under some circumstances, employees may take FMLA leave intermittently – taking
leave in separate blocks of time for a single qualifying reason – or on a reduced leave
schedule – reducing the employee’s usual weekly or daily work schedule. When leave
is needed for planned medical treatment, the employee must make a reasonable effort
to schedule treatment so as not to unduly disrupt the employer’s operation. If FMLA
leave is for birth and care, or placement for adoption or foster care, use of intermittent
leave is subject to the employer's approval.

Who is Eligible?

Employees are typically eligible for FMLA leave if they meet both of the below
requirements:

 Work for OSI for a total of 12 months

 Worked at least 1250 hrs over the previous twelve (12) months prior to the start
of the leave

Reasons for Leave

A covered employer must grant an eligible employee up to a total of 12 workweeks of

unpaid leave during any 12-month rolling period for one or more of the following
reasons:

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 for the birth and care of a newborn child of the employee;

 for placement with the employee of a son or daughter for adoption or foster
care;
 to care for a spouse, son, daughter, or parent with a serious health condition;
 to take medical leave when the employee is unable to work because of a
serious health condition; or
 for qualifying exigencies arising out of the fact that the employee’s spouse, son,
daughter, or parent is on active duty or call to active duty status as a member of
the National Guard or Reserves in support of a contingency operation.

Under the FMLA, eligible employees who are a spouse, son, daughter, parent, or next
of kin of a current member of the Armed Forces, including a member of the National
Guard or Reserves, with a serious injury or illness will be granted up to a total of 26
workweeks of unpaid leave during a “single 12-month period” to care for the service
member. When State leave law is more generous than FMLA, OSI will comply with
State leave law.

If both you and your spouse are employed by OSI, you are limited to a combined total
of 12 workweeks (or 26 workweeks if leave to care for a covered service member with
a serious injury or illness) for the birth and care of a newborn child, placement of a
child for adoption or foster care, or to care for a parent who has a serious health
condition. Leave for birth and care, or placement for adoption or foster care, must
conclude within 12 months of the birth or placement.

“Serious health condition” means an illness, injury, impairment, or physical or mental

condition that involves either:

Inpatient care (i.e., an overnight stay) in a hospital, hospice, or residential medical-

care facility, including any period of incapacity (i.e., inability to work, attend school,
or perform other regular daily activities) or subsequent treatment in connection with
such inpatient care; or

Continuing treatment by a health care provider, which includes:

(1) A period of incapacity lasting more than three consecutive, full calendar
days, and any subsequent treatment or period of incapacity relating to the
same condition that also includes:

· treatment two or more times by or under the supervision of a health

care provider (i.e., in-person visits, the first within 7 days and both
within 30 days of the first day of incapacity); or

· one treatment by a health care provider (i.e., an in-person visit within

7 days of the first day of incapacity) with a continuing regimen of
treatment (e.g., prescription medication, physical therapy); or

(2) Any period of incapacity related to pregnancy or for prenatal care. A

visit to the health care provider is not necessary for each absence; or

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(3) Any period of incapacity or treatment for a chronic serious health

condition which continues over an extended period of time, requires periodic
visits (at least twice a year) to a health care provider, and may involve
occasional episodes of incapacity. A visit to a health care provider is not
necessary for each absence; or

(4) A period of incapacity that is permanent or long-term due to a condition

for which treatment may not be effective. Only supervision by a health care
provider is required, rather than active treatment; or

(5) Any absences to receive multiple treatments for restorative surgery or

for a condition that would likely result in a period of incapacity of more than
three days if not treated.

RIGHTS AND OBLIGATIONS UNDER THE FMLA

When planning medical treatment, you must first consult with your Managing Partner
and make a reasonable effort to schedule the leave and treatment schedule so as not
to unduly disrupt OSI’s operations, subject to your health care provider’s approval. If
you are on intermittent or reduced leave, OSI may temporarily transfer you to an
alternate position which better accommodates your leave, and which has the same pay
and benefits.

If the leave is the result of your serious health condition, and you are a salaried
employee, sous chef or manager in training(MIT), you may be eligible for disability
benefits during part of the 12-week period.

ADVANCE NOTICE AND MEDICAL CERTIFICATION

You typically will be required to provide advance notice and medical certification of the
need for FMLA leave, as set forth below. The leave request may be denied if these
conditions are not met.

You must provide at least 30 days of advance notice when the leave is foreseeable
and such notice is practical. If the leave is unforeseeable less than 30 days in
advance, you must notify your immediate supervisor as soon as practical upon learning
of the need for leave (generally the same or next business day of learning of the need
for leave, except in extraordinary circumstances). Also contact the Benefits
Department.

OSI may require that your health care provider supply a medical certification to support
a request for leave because of your or a covered family member’s serious health
condition. Failure to provide the requested medical certification in a timely manner
(usually within 15 days of being notified of this requirement) may result in denial of the
leave until it is provided, and may result in disciplinary action being taken against you,
up to and including termination, for unexcused or excessive absenteeism.

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Under certain circumstances OSI may, at its expense, require second or third medical
opinions regarding the medical certification. OSI may also require medical
recertification periodically during the leave, and you may be required to contact your
Managing Partner periodically to report on your status and intent to return to work.

If the leave is due to your own serious health condition or pregnancy, a fitness for duty
report from your physician will typically be required to return to work.

JOB BENEFITS AND PROTECTION

For the duration of FMLA leave, OSI will maintain your health coverage under the
elected group health plan, subject to the following conditions. If paid leave is
substituted for unpaid FMLA leave, OSI will deduct your portion of the health plan
premium as a regular payroll deduction. If the leave is unpaid, you must make
arrangements with the Benefits Department to pay your portion of the premium during
the leave. Group health care coverage may cease for the remainder of the leave if
your premium payment is more than 30 days late.

Upon returning from FMLA leave, most employees will be restored to their original or
equivalent positions with equivalent pay, benefits, and other terms of employment.
Taking FMLA leave will not result in the loss of any employment benefit that accrued
prior to the start of an approved leave, with the exception of paid leave that you may
use during your FMLA leave.

FMLA does not affect any Federal or State law prohibiting discrimination, or supersede
any State or local law which provides greater family or medical leave rights.

If you are interested in pursuing a Family and Medical Leave of Absence, please
contact your Managing Partner immediately. He or she will be able to discuss the
specifics of this policy with you.

UNIFORMED SERVICES LEAVE OF ABSENCE

OSI complies with the Uniformed Services Employment and Reemployment Rights Act
(“USERRA”), and other applicable state and local laws. OSI will grant appropriate
leaves of absence to a full-time or part-time employee to complete uniformed service
requirements, whether voluntary or involuntary. Uniformed services include the U.S.
Armed Services (including the Coast Guard), the National Guard, and the
commissioned corps of the public health service.

OSI will not discriminate against an employee for being a past or present member of
the uniformed services, or for being a current applicant for uniformed services duty.
Nor will OSI retaliate against any employee for enforcing their rights under USERRA,
or for assisting someone in enforcing such rights.

Under most circumstances, any employee requesting a service leave of absence

must provide advance notice of service. OSI requests that an employee submit
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copies of his or her military orders or other written notice or service requirements to
the Managing Partner. Upon completion of service, an employee must timely apply
for reemployment in accordance with federal and state law. The employee should
submit documents providing that his or her reemployment application is timely, total
service did not exceed five years, and service ended under honorable circumstances.
OSI will reinstate any employee who takes a service leave of absence with the same
seniority status and pay he or she would have acquired if he or she had not been
absent due to service, as long as the employee satisfies the eligibility requirements for
reinstatement under federal and state law. To ensure compliance with these
reinstatements, an employee should contact their Managing Partner whenever he or
she contemplates or anticipates a service leave of absence.

Employees on a service leave of absence may elect to continue their existing OSI-
based health plan coverage for themselves and their dependents for up to 24 months
while in the military, subject to the requirements set forth under USERRA and other
applicable state and local laws. Employees who do not elect to continue their health
plan coverage during military service may be reinstated back into OSI’s health plan
when they become reemployed by OSI, generally without any waiting periods or
exclusions (e.g., pre-existing condition exclusions) except for service-connected
illnesses or injuries.

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SANITATION IN THE WORKPLACE

SAFE WORKING STATEMENT

I understand that I will be preparing or handling food in a restaurant, at special
events or in another type of foodservice setting. The health and safety of our
guests and employees is our greatest concern, and OSI’s goal is always to
prevent food borne illness.
To help prevent the transmission of food borne illness and infectious disease of
any kind:
a. I will notify my manager if I or someone I live with or work with (e.g., at a
second job) has been diagnosed with or is suspected to have
Salmonella, Shigella, E. coli, Hepatitis A, Norwalk Virus or any other food
borne illness or infectious disease.
b. I will notify my manager if I have: (1) any symptoms of gastrointestinal
illness such as nausea, vomiting, diarrhea, jaundice (yellowing of the
skin or eyes) or a sore throat accompanied by a fever of greater than 100
degrees; or (2) a lesion, boil or other open wound on my hands, wrists,
arms or other uncovered body part.
c. I will NOT work while I have any of the above gastrointestinal symptoms
or an open lesion, and for twenty-four hours (or such longer period as I
am instructed) until after the gastrointestinal symptoms or lesion have
completely disappeared.
I understand that my manager will require a doctor’s note and appropriate
medical clearance prior to my returning to work if I or someone I live with or
work with (e.g., at a second job) have experienced any of the above conditions
or symptoms.
I agree to follow established procedures for both safety and food handling.
I agree to report any work related accident or injury to my supervisor as soon as
it occurs, but no later than the end of the shift and will notify my supervisor of
any need for treatment.
I understand that failure to follow the above procedures will result in disciplinary
action up to and including termination and may reduce my Workers’
Compensation benefits.

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DIRECT HAND CONTACT POLICY

How to wash your hands:

 Rinse your hands in hot water.

 Apply the hand soap.
 Scrub your hands and exposed arms for 20 seconds. Count it down.
Concentrate on your fingertips, between your fingers, and palms.
 Use a single service towel to dry your hands.
 Use the towel to turn off the water faucet.
When you need to wash your hands:

 Entering the work area.

 Immediately before working with ready-to-eat-food, clean equipment, or
unwrapped single-use items.
 After going to the toilet. Wash your hands twice. One time in the
restroom. One time upon return to your station.
 After touching parts of your body other than your hands and clean arms.
 After eating, drinking, or break.
 After coughing, sneezing, using a handkerchief, tissue, or tobacco.
 After touching dirty utensils or equipment. Between bussing a table and
setting it or serving food or beverages.
 Whenever switching preparation from raw food and ready-to-eat food.
 Whenever you wipe your hands on your apron or uniform.
 Anytime to remove oil, grease, or to prevent cross contamination
between jobs.
 After any activity that contaminates your hands.
 Immediately before leaving at the end of your shift.
ALWAYS wash hands in the hand wash sink. Do not use the hand wash sink to
wash food or utensils. The prep sink is to wash food or rinse utensils in the
continuous use and may contain harmful germs that can contaminate your
hands. Never wash hands in food prep, three-compartment, or other utility
sinks. Bacteria and residue washed off hands may contaminate food, utensils,
or other sinks used for those items.
Many people believe that wearing gloves eliminates or reduces the need for
hand washing. Actually, you must still wash your hands prior to putting on
gloves. Also, you should change gloves whenever you do something that
requires that you wash your hands (see the list above).

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OSI Social Media Policy

Social Media is any on-line application or internet tool that allows peer-to-peer or social
interaction. It can take many different forms. Examples include: Face book, twitter, MySpace,
YouTube, picture sharing networks, email, video, blogs, social forums, chat rooms and more.

We ask all team members to keep in mind that you are a representative of OSI (but not an
official spokesperson) and you have personal responsibility for what you communicate, post
or publish on social media sites. 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, photos or discussions you post on these sites is an appropriate
professional reflection of yourself and one which does not violate any of OSI’s policies.

OSI respects the rights of team members to utilize social media sites. However, OSI’s policies
regarding its Code of Business Conduct & Ethics policy, Internet Use Policy (including
privacy requirements), protection of proprietary and confidential information and
prohibiting discrimination and harassment continue to apply. If OSI determines that a team
member has violated any of these policies through a social media site, that team member will be
subject to disciplinary action up to and including termination.

In addition to being subject to possible disciplinary action by OSI, posting inappropriate content
to a social media site may subject you to liability under federal and state laws. For example,
you could be held personally liable under federal and state laws with regard to any statements
or photos deemed defamatory, obscene, discriminatory or harassing in nature, whether they
pertain to OSI, other companies, teammates, guests, business partners or other individuals.
You may also be liable if you post confidential or copyrighted information belonging to others.

Below are some additional points of clarification:

1. Team members should not speak of OSI or its guests in a derogatory manner. If you
have concerns please communicate them to your immediate supervisor or use one of
the many internal problem solving/complaint mechanisms provided to you (e.g. ethics
hotline, points of contacts as described in our discrimination and harassment policy,
etc.). Team members are expected to uphold the same standards of behavior and ethics
towards teammates, guests and vendors outside of work as they do while at work.

For example, posting threatening comments, using abusive or hateful language,

harassing customers or co-workers, posting obscene photos or using ethnic slurs
is a violation of this policy.

2. It is a violation of OSI policy for any team member to publicly post confidential company
documents or proprietary information.

3. Unless you are a designated spokesperson of OSI and its subsidiaries you should
refrain from speaking on behalf of the company. Making statements about future

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financial performance, pricing decisions or legal matters can get both you and the
company into serious legal trouble.

4. Do not use Company Trademarks in any social media sites. The use of any OSI-related
logos, without prior approval from our Chief Marketing Officer, is a violation of company
policy. All team members are prohibited from using the OSI name or any of its
restaurant concepts to promote any products or opinions for personal benefit.

5. All team members must fully respect the privacy of customers, teammates and guests.
Do not post any information that could compromise their privacy. For example, posting
negative or derogatory comments concerning customers or their tipping habits is not
appropriate. Doing so will result in disciplinary action. Keep in mind that what you
publish on the internet is a “fingerprint” and will be public for a long time. Anything you
post is accessible to anyone with a browser.

6. It is a violation of company policy to record videos, take photos or record conversations

in the workplace. The use of any photography or recording devices for training or
business purposes must be approved by the JVP. For example, if a customer asks a
team member to take a photo of their special occasion the team member may do so but
they may not retain or post those photos on any social media or public site.

EMPLOYEE SAFETY PROGRAM POLICY

Policy
The company has a long-standing philosophy of taking care of our people. Part of
taking care of our people is to ensure the safety, health and well-being of our
employees. This policy serves to outline our commitment to this philosophy and
provide guidance to all employees on the standards the company expects its
employees to adhere to.

General Information
1. This policy applies to all employees in all restaurants.
2. It is the responsibility of each employee to perform all tasks in a safe and efficient
manner complying with all local, state and federal safety and health regulations.
3. All accidents need to be reported immediately by the employee to the manager on
duty. All employees are advised of this during new hire orientation and it is
reinforced annually via the “Safe Food” refresher training.
Accidents include:
-Employee injuries and illnesses that occur on the restaurant property
-Customer accidents and injuries in and on the restaurant property, including by not

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limited to slips, trips, and falls.

-Any unsafe condition in the restaurant
4. Failure to report such an accident may result in disciplinary action up to and
including termination of employment.
5. Each employee must sign a safety statement during new hire orientation.
Furthermore, it is expected that every employee is responsible for taking reasonable
measures to ensure the safety of themselves and others

General Safety Rules.

 Use common sense in performing your duties in a safe manner
 Report any work injury/illness at the time it occurs to the manager on duty.
 Report any unsafe conditions to your manager and take appropriate action to
prevent co-workers or guests from being injured.
 Request assistance in lifting heavy items
 Report or clean up all spills immediately.
 Store all sharp items in their proper location when not in use.
 Open and close doors cautiously and use extra caution in congested areas.
 Be sure to keep all exits and walkways clear.

Personal Protective Equipment

 Protective equipment, including personal protective equipment (PPE) for
hands and fingers are provided by OSI for use by employees when
performing certain acts as a part of their assigned duties. Employee owned
slip-resistant footwear must be worn at all times when working.

 Use of cut-resistant gloves during designated tasks is a mandatory part of

OSI’s Cut-Prevention Program. All employees are required to wear the
proper sized glove anytime they are using a knife or other cutting tool to
perform a cutting act.

 Use of cut-resistant gloves during designated tasks is a mandatory part of

OSI’s Cut-Prevention Program. All employees are required to wear the
proper sized glove anytime they are using a knife or other cutting tool to
perform a cutting act.

 Use of cut resistant polishing gloves will help prevent lacerations while
polishing stemware and is a mandatory part of OSI’s Cut-Prevention

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Program. All employees are required to wear the appropriate sized cut-
resistant polishing glove on each hand while they are polishing stemware.

 Slip-resistant shoes must be worn by all employees while performing work.

This too, is a mandatory part of OSI’s Safety Program.
Please refer to the best practices section of the safety policy manual for more
specific details on each PPE.

Return to Work/Modified Duty

Purpose
A Return to Work (RTW) (Modified Duty) position is a temporary position in which an
employee is assigned when they are unable to return to their regular position following
an on-the-job injury or illness. The RTW position temporarily addresses the restrictions
placed on an employee by their treating physician.
It is the policy of OSI, when possible, to modify work assignments for a limited period to
assist employees who are temporarily restricted from performing their regularly
assigned duties due to an on-the-job injury.

I understand and acknowledge that the safety program has been reviewed with me by a
member of management. If I have any questions, I will contact my managing partner or
any other member of management to get additional guidance as needed.

I understand that I am required to adhere to all policies regarding the safety program
and that failure to do so could subject me to disciplinary action.

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