Professional Documents
Culture Documents
Employee Handbook 2023 2
Employee Handbook 2023 2
Employee Handbook
We would like to welcome you to MAC LLC Management McDonald’s Restaurants. We are
so glad you joined our team. We trust this finds you mutually excited about your new
employment with our locally owned and operated management team.
The 9 company McDonald’s Restaurants are owned and operated by MAC LLC
Management.JJ Lietz is the Owner/Operator. While we are a franchisee of a global company,
we are still very much local. We take pride in our community involvement and are grateful for
the ability the arches give us to help our team develop and grow. We are proud to serve in
Massachusetts, Beverly, Danvers, Gloucester, North Andover Rowley, Salem, Lynn and
Peabody and proudly give back to local sponsorships in the communities we serve.
Chuck Lietz started at McDonalds in 1980 as a crew person. Chuck spent many years
working his way up through the ladder, starting as a crew person in Chicago until he was
approved as a franchisee in 1987 and purchased his first restaurant in Gloucester, MA in
1990. Chuck passed in 2022 and his son, JJ has over 25 years of McDonald’s experience
and was approved to be a McDonald’s franchisee in 2014. The company is proud to continue
Chucks legacy of leadership and focus, always leading by example in the Drive-Thru, and
keeping the customer, crew & managers, all #1.
MAC LLC Management takes immense pride in our restaurants and the people that work
hard every day to provide outstanding customer service. Thank you for joining our team and
feel free to contact our office if there is anything that we can do to help you transition into
your new position.
We are committed to helping employees obtain their dreams through hard work and
dedication by providing the most outstanding customer service and exemplifying positive
people skills. Finally, don’t forget, during your orientation video viewing, please look around
the crew rooms to see employee benefits, Archways to Opportunity program, and other
McDPerks. Thank you and welcome to the MAC LLC Management McDonald’s family.
Table of Contents
WELCOME
FIRST DAY CHECKLIST
ORIENTATION RULES & REGULATIONS OVERVIEW________________________________
ORGANIZATION PEOPLE CHART__________________________________________________
PAY PRACTICES
DIVERSITY AND LEAVE OF ABSENCE
TAKING RESPONSIBILITY
OPEN COMMUNICATION
SAFETY & SECURITY
STAGGERED METHOD OF OPENING AND CLOSING
ENSURING THE SAFETY OF OUR FOOD
ENSURING THE SAFETY OF OUR EMPLOYEES
PERFORMANCE AND WAGE REVIEWS, RULES OF CONDUCT
SEXUAL HARASSMENT POLICY
STANDARD OF CONDUCT
CASH REGISTER POLICY
MCDONALD’S AND WORKING STUDENTS
CHILD LABOR LAWS-14/15-YEAR-OLDS
CHILD LABOR LAWS-16/17-YEAR-OLDS
GROOMING AND APPEARANCE
SOCIAL MEDIA
FAMILY MEDICAL LEAVE ACT-(FML.A)
FOOD POLICY
UNIFORM POLICY
HEALTH INSURANCE
PAID TIME OFF
MCDONALD’S POLICY NOTICE
MCDONALD’S PHILOSOPHY
COVID_________________________________________________________________________-
PAID VACATIONS________________________________________________________________
Your employment at your McDonald's
The statements in this guide are not promises and do not create any kind of employment contract.
Your employment is “at will.” This means that both you and the employer are free to terminate
employment at any time, with or without notice, for any reason or no reason at all. The employer
reserves the right in its sole discretion, without any prior consultation or agreement with any em-
ployee, to change or modify any of its policies at any time, with or without notice. The at will
nature of employment may be modified or changed only in writing addressed specifically to you
expressly stating that you are no longer employed at will, and must be signed by both you and
the General Manger or Supervisor, Director of Operations.
Welcome
Whether you have joined us to begin a full-time career in the restaurant industry, as a part-time
job for some extra spending money, or something in between we are thrilled to welcome you into
our McFamily. We will do everything we can to train, empower and encourage you. We will treat
you with dignity and respect and most of all we will value your contributions and unique person-
ality.
As you may know, McDonald's it a very large company. Actually, we are the leading global food
service retailer in the world, with over 34,000 restaurants in 119 different countries, and we have
been taking care of our customers since 1948. Did you know that McDonald's has 1.8 million
employees working in their restaurants and offices around the world? We also serve 68 million
customers every single day.
The majority of McDonald's restaurants in the United States (92%) are owned and operated by
individual franchisees. We are very proud to be the Owner/Operators of nine McDonald’s
restaurants for over 30 years of which you are now employed. JJ Lietz is the Owners of this
franchise and has held every position in the restaurant. Needless to say with their background
we encourage personal growth while you are with us. This has become a career and so much
more to all of us here at The Organization.
Besides the pride we take in satisfying our guests and helping our employees grow, we are also
proud to be associated with Ronald McDonald House Charities (RMHC). Each year your hard
work and generosity, along with the generosity of our customers, contributes. Millions of dollars
to this great charity. We, also as a company donate 5 cents from each Happy Meal sold to
RMHC.
RMHC is a granting agency which donates these millions of dollars each year to other nonprofit
charities that make a positive impact on the lives of children around the world. One of the largest
functions of RMHC is to financially support the “Ronald McDonald Houses”. Our closest houses
are near the Children's Hospitals in Boston and Providence. The Ronald McDonald House is a
home away from home for families of seriously ill children. By providing a loving home envi-
ronment at little or no cost, families can be will and comfort their sick child.
As you can see you have stepped into much more than just a job. We sincerely hope you enjoy
your experience with us and we will do whatever we can to make you part of our winning team.
If you should ever need to talk to us, please stop us when you see us in your restaurant or e-mail
us directly at localmcdonaldsfeedback@gmail.com
The Organization- CC&J Company LLC.-J&C Company LLC.-C&J Company LLC.- MAC
LLC
Welcome to McDonald’s.
Sincerely,
JJ Lietz Owner/Operator
Gisela Moran
Director of Operations
In the following pages you can read through and see what is
expected of your and of us in future.
First Day Checklist
This McDonald’s franchise is independently owned and operated by JJ Lietz, a McDonald’s li-
censee.
Restaurant Address:
□ Owner/Operator: JJ Lietz
□ General Manager
□ Department Manager(s)
□ Swing Managers
□ Crew Trainers
This independent McDonald’s franchise reserves the right to amend or modify the policies in this
handbook, and other policies of this McDonald’s franchises at any time without prior notice.
These policies do not create any contractual obligations between this McDonald’s franchise and
its employees. At this independently owned and operated McDonald’s franchise, your employ-
ment is as will. This means that you are free to terminate your employment at any time, for any
reason, and this McDonald’s franchise remains the same right. The McDonald’s franchisee is the
only person who may make an exception to this, and it must be in writing and signed by the
Owner/Operator.
Pay Practices
McDonald's and your restaurant management team are committed to treating you fairly and with
respect. To fulfill that commitment we want to ensure that your pay and McDonald's pay prac-
tices comply with all state, federal and local laws. This means that you are entitled to be paid for
every hour that you work, including, all overtime worked. If for any reason, you believe that you
have not been paid for all hours that you have worked, you should immediately contact your
General Manager, your Area Supervisor, your Director Of Operations, or our Office, and they
will assist you in receiving pay for all hours worked.
To make sure that you get paid for all hours that you work you must clock in when you begin
work and you must clock out when you have finished your work for the day. Because it is impor-
tant that you receive pay for all hours that you work, you must never punch in or out for anyone
else and you must never let anyone punch in or out for you. All shifts of 6 or more hours require
a break by US Federal Law.
Depending on your shift and the state in which you work, you may also be entitled to a meal
break. Your manager should inform you at the start of your employment what meal break yon
can expect to receive. You will then be given the opportunity to take that meal break during your
shift. If you have any questions, about meal breaks or concerns about whether they are being
provided to you in accordance with this manual, please notify your General Manager, Area Su-
pervisor, Director of Operations, or Owner/Operator, as soon as possible. By working together in
this way, we can make sure you get to take the meal periods during your shirt to which you are
entitled.
We all know that mistakes can happen in clocking in and out. It is important that we correct any
mistakes that occur as quickly as we can. Therefore, if you notice that you made a mistake in
clocking in or clocking out, please contact you manager immediately. We will then work with
you to ensure that you get paid for all hours you work.
Because your management team wants to ensure that you are paid for all hours worked, a man-
ager may notify you of an error in recording your time that the manager believes needs to be cor-
rected. It is important that you understand the change your manager wants to make and that you
agree with your manager that the change corrects your time record.
If after discussion, you and your manager cannot agree as to what changes should be made to
correct your time records, then your manager should contact the General Manager so that the is-
sue can be resolved promptly. If your manager fails to contact the General manager to resolve
this issue, or you are unhappy with the resolution, then you should bring it to the attention of
your General Manager, your Area Supervisor, Director of Operations, or your Owner/Operator as
soon as possible so that the issue can be resolved and you can receive all of the pay you have
earned without any delay.
McDonald's takes seriously its obligations to pay you for all hours that you work and to follow
all legal requirements with regard to meal periods.
If you believe at anytime that a manager is not living up to the obligations, please bring it to the
attention of your General Manager, your Area Supervisor, Director of Operations, or your Own-
er/Operator as soon as possible so that we can rectify the situation quickly.
McDonald’s strictly prohibits retaliation against any employee who seeks to correct any pay er-
rors or report any problems regarding McDonald's obligations to pay employees correctly.
Leave of Absence
FAMILY AND MEDICAL LEAVE
You may be eligible for Family and Medical Leave. This benefit allows you time off for certain
personal and family needs for, among other things, birth of a child, adoption of foster care of a
child, caring for a spouse, child or parent who has a serious health condition, your own serious
health condition, or certain qualified military caregiver leave. Eligibility is based on your having
been employed for twelve (12) months and having worked a minimum of 1,250 hours in the pre-
ceding 12-month period. The 12-month period is measured from the first day you use family
leave (that is, measured on the rolling basis rather than on a calendar year basis). In certain cir-
cumstances, Family and Medical Leave may be taken intermittently or you may work a reduced
schedule. If you feel you are in need of Family and Medical Leave, please see PFML information
that is updated yearly and posted in the crew rooms.
It is McDonald's policy to comply with all federal and state laws in accordance with this policy.
If you have concerns in this regard, you should contact your General Manager, Supervisor, Di-
rector of Operations, or Owner Operator.
Taking Responsibility
The following is a list of some basic expectations we need you to follow while working at Mc-
Donald’s. Like any organization we have rules that help each of us understand how we're to in-
teract with one another and our customers. While these are not all or our expectations for you,
they are very important. By following them you'll be on your way to a successful work experi-
ence at McDonald's. Violation of the policies listed below will be cause for sever disciplinary
action including possible termination.
1. Arrive on time for your shift. If an emergency delays you, call the restaurant. Call at least four
hours in advance if you can't make it to your shift.
2. Pack only in areas designated by your management.
3. Do not use tobacco or chew gum while you are working.
4. You must clock in when you start working and clock out after you have finished work for the
day. You must be completely ready to work when you clock in (i.e. hands washed and personal
items put away. Do not clock in or out for other people, and don't have them do it for you.
5. You are entitled to be paid for all hours that you work. If, for whatever reason, you believe that
you have not been paid for all hours that you have worked, you should immediately contact
your General Manager, your Area Supervisor, Director of Operations, or Owner Operator and
they will assist you in receiving pay for all hours worked.
6. Request permission before using the restaurant telephone to make personal phone calls.
7. Check the crew bulletin board regularly for information.
8. Do not bring valuable belongings or large amounts of cash to work.
9. Do not ask to receive your paycheck early or to have a personal cheek cashed.
10. Do not take food without your manager's approval. Do not give food to your friends or family
(This is a terminable and prosecutable offense).
11. No manager is allowed to date crew employees who work in the same restaurant as the manag-
er. Dating a fellow crew member is acceptable as long as it is consensual and doesn`t interfere
with our restaurant operations.
12. Giving false information on the employment application or during the hiring process is forbid-
den and can result in terminations.
13. Theft, misuse, defacement, or destruction of company, employee, or customer property is pro-
hibited.
14. Abusive, threatening, or cursing behavior towards any employee or customer is prohibited.
15. The possession of weapons of any type is prohibited on the premises, in the parking lot, or at
any function or activity sponsored by McDonald's unless otherwise permitted by state or local
law.
16. Alcohol and illegal drugs are strictly prohibited on the premises. You may not report to work
under the influence of alcohol or illegal drugs. You may not possess, sell, or distribute drugs or
alcohol on the premises, in the parking lot, or at any functions or activity sponsored McDon-
ald's.
17. We need to be able to get in touch with you. Tell us when you change your address, Telephone
number, legal name, emergency contact, or availability so we can update our records.
18. Immediately tell your manager about any job-related illness, accident, or unsafe working condi-
tions.
19. Failure to call in when absent. (must call in at least 4 hours prior to start of your shift) Employ-
ees must call in for themselves.
20. Following all COVID-19 Guidelines and Safety Measures posted throughout the restaurant and
on the e*Smartclock.
Extras
Following are some of the added extras to working at McDonald’s:
! Activities. Throughout the year you will have an opportunity to participate in crew activities-
which may include contests, costume days, and restaurant decorating, people appreciation
days, crew outings, and our annual party. These activities provide you with the opportunity to
have a good time and get to know your fellow employees.
! Breaks. Breaks will be provided depending on your work hours. Breaks range from a quick
pause for something to drink, to a half hour unpaid meal breaks. State law mandates all
hourly employees will take a 30 minute unpaid break for any shift 6 hours or longer.
! Meal Policy. One of the best benefits of working for McDonald’s is the food. See pg. 40 or
your general Manager regarding your meal policy.
! Uniforms. You will be provided two complete uniforms. You will need to keep them clean
and wrinkle free. You must return them in good condition when you leave employment.
Open Communication
Satisfying the needs of our employees and customers requires frequent communication. Your
managers will be communicating with you in several ways. They will also be asking for your
input on how to make things better. Here are some of the communication tools we use in this
restaurant.
! Focus Groups (Rap Sessions). These are small, informal group discussions of ideas, sug-
gestions and problems. They are held as needed and may be initiated by management or by a
crew person such as yourself.
! Your Own Ideas. As you work, you may find a method that saves time and energy or you
may have some constructive criticism to offer. We welcome your input. In fact, many of our
crew persons’ suggestions have been adopted at this McDonald’s. Please feel free to share
your thoughts with your General Manager.
! Open Door. At this McDonald’s, we value the results we have gained by keeping the door
open for communication for any employee. If you feel your ideas are not getting proper con-
sideration, or if you have a problem you cannot resolve, contact your manager, Supervisor,
Director of Operations or our office at localmcdonaldsfeedback@gmail.com
Safety & Security
Statistics prove that crime increases during the holiday season, and our restaurants are no excep-
tion. To prevent you, your staff and your restaurant from becoming a victim of crime, review
each of the following pertinent areas with your management team.
Robbery Deterrence: The “critical period” is 2 hours before customer close. Many robberies
occur during this time because managers are often in the office completing paperwork and/or
handling cash versus being up front “managing” the business. Be an “up-front” manager and in-
struct your crew and managers to call 911or the police department if suspicious people are seen
in the restaurant or on the lot. Prior to Holiday Hours, make sure to notify police of extended
hours and request increased patrol of the restaurants.
Managers on Duly:
• Shift Manager should have headset on at all times.
• Wear headsets while completing tray paths to allow constant communication with the drive
thru cashiers.
• Manager Must maintain control of store keys at all times
• Ensure back door is secure during overnight hours unless expecting scheduled deliveries (all
trash should be taken out during daylight hours).
Staggered Open/Closer: Use the staggered method of opening and closing when employees are
entering or exiting the building when the dining room is closed. During dark hours, nu employ-
ees should be outside the restaurants unless necessary for shift changes or mandatory by law (i.e.
offsite breaks). This method is described in the Operations and Training manual online .
Lighting: During the holiday season, leave the parking lot lights on throughout the night to pro-
vide additional security for your opening and closing crews.
Skims and Deposit Procedures: Follow the Cash Management and Deposit Procedures as out-
lined in the Operations Training Manual.
Freezers: Check the quick release lock in the walk-in freezer so in the event of a robbery, em-
ployees can escape. Keep all freezers and walk in coolers locked at all times.
Security Systems: Check to ensure our camera’s are recording every day.
Computer Codes: Computer codes are for managers ONLY! Absolutely no one besides a mem-
ber of management will have access to the safe or a manager’s code to the registers. This is a vi-
olation of Company policy.
Safety
Our number one priority is your personal safety while on the job. You can be certain that your
management team will do everything possible to ensure that you and your fellow team members
are provided with a safe work environment.
To help us continue to provide a safe place to work, we welcome any safety suggestions you
have. Bring them to the attention of your management team, so that the unsafe condition may be
corrected immediately.
We ask that you do your part in maintaining a Safe work environment by working safely, wear-
ing safety equipment when required, observing our safety rules, and keeping our work place neat
and clean & follow all COVID-19 guidelines.
In the unlikely event you are injured, please immediately report the incident to your manager,
Cheek with your General Manager for addition information.
Staggered Method of Opening and Closing Guide
Summary of Staggered Restaurant Opening
Step Who What When Where
1 Manager and crew Meet off-site 30 minutes before Off-site
members entering the restau-
rant
2 Lookout Drives or walks to After opening Outside of restaurant
restaurant team meets
3 Manager Checks for suspi- Upon arriving at Restaurant and park-
cious situations restaurant ing lot
4 Manager and one Open door quickly Immediately upon Door of restaurant
crew member arriving at restau-
rant
5 Manager Locks door Immediately upon Inside restaurant
entry
6 Crew member Turns on inside After door is Inside restaurant
lights and stands by locked
telephone
7 Manager Signals lookout to After ensuring all Front door of restau-
enter is normal inside rant
restaurant
8 Manager Opens door for As lookout enters Front door of restau-
lookout and locks rant
immediately after
entry
As part of orientation, the manager should demonstrate how to properly wash hands.
(Sing the “Happy Birthday” song two times)
! Soliciting. Solicitation of employees who are on working time, by outsiders, for funds,
memberships, individual commitment to outside organizations, or distributions of literature
for any purpose, is prohibited.
! Loitering. Any person not working will NOT be allowed to be in the restaurant.
! Leftover food. Any and all food not sold or purchased at close will be counted as waste and
discarded by management. Cooking extra food at or near close will not be tolerated. Violators
will be terminated, charged and prosecuted.
Distributions of literature is prohibited in customer selling areas, or employee working areas dur-
ing working time. Restaurant premises must be kept clean and free of liter at all times.
Employees who have finished work are requested to leave the premises as soon as possible. Off
duty employees are not permitted to distribute literature, to solicit, or otherwise interfere with or
disturb working employees.
! Discrimination. At this McDonald’s franchise, we treat all employees and applicants for em-
ployment fairly and without regards to race, color, sexual orientation, religion, national ori-
gin, veteran status, disability or age. Discrimination against any employee or applicant based
on any of these conditions will not be tolerated. It is our policy to reflect a diverse force with-
in our restaurants.
! Sexual Harassment. At this McDonald’s franchise, we prohibit sexual harassment of any
employee because it is intimidating an abuse of power, and is inconsistent with our policies,
practices and management philosophy. Sexual harassment is defined as unwelcome sexual
advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature.
Sexual harassment is sexual conduct that interferes with another person’s work performance
or creates an intimidating, hostile or offensive work environment. This may include a sexual
joke or an unwelcome touch.
Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors and cer-
tain other verbal, non-verbal or physical conduct which is sexual or based on gender if that con-
duct could reasonably offend another person, whether or not such conduct was intended to of-
fend.
Examples of sexual harassment can include but are not limited to the follow-
ing:
• Verbal harassment, including jokes, comments or threats relating to sexual activity, body
parts, or other matters of a sexual nature.
• Non-verbal harassment, including staring at a person’s body in a sexually suggestive manner,
sexually related gestures or motions and/or circulating sexually suggestive material.
• Physical conduct, including grabbing, holding, hugging, kissing, tickling, massaging, dis-
playing private body parts, unnecessary touching or other unwelcome physical conduct.
• An employment decision (including promotion, demotion, compensation, scheduling) made
by a Supervisor or Director of Operations based on the employee’s submission to or rejection
of sexual conduct.
• Submission to sexual conduct as an implicit or explicit condition of getting or keeping a job.
• Conduct that denigrates or shows hostility or aversion to a person because of his/her gender
and creates an intimidating, hostile or offensive work environment.
• Any other sexual conduct that unreasonably interferes with another person’s work perfor-
mance or creates an intimidating, hostile or offensive work environment or adversely affects
another person’s employment opportunities.
EMPLYEE RECOURSE
Every employee has the right and is encouraged to tell any other McDonald’s employee to stop
behavior towards him/her that the employee believes to be discriminatory, harassing and/or of-
fensive.
RESTURANT EMPLOYEES
Any restaurant employee who feels subjected to discrimination or harassment should immediate-
ly report it to his/her General Manager (i.e., the highest level manager who works in the restau-
rant). If the employee is not comfortable bringing the concern to his/her General Manager, the
employee should report his/her concern to the employee’s Supervisor, Director of Operations or
Owner/Operators.
Any salaried Restaurant Management employee, Manager Trainee or Hourly –Paid Shift manag-
er, including Area Manager who feels subjected to discrimination or harassment should immedi-
ately report to his/her General Manager, Supervisor, Director of Operations or Owner/Operator.
If the employee is not comfortable bringing his/her concern to these persons, the employee
should contact his/her Owner/Operators.
McDonald’s investigates all reports appropriately, with sensitivity towards confidentially. If the
report has merit, McDonald’s will take corrective action, including but not limited to, discipli-
nary action against the offender up to and including termination.
Violating this policy will lead to disciplinary action up to and including dis-
charge
This policy creates no contractual rights on the part of any person.
The Organization believes in the value of a diverse workforce, equal opportunity and a work-
place free of discrimination and all forms of unlawful harassment because these values make
good business sense and they are the right things to do.
*The Organization reserves the rights to amend or modify this policy at any time without prior
notice. This policy does not create any contractual obligations between this McDonald’s and its
employees. At this McDonald’s your employment is at will. This means that you are free to ter-
minate your employment at any time, for any reason, and this McDonald’s retains the same right.
McDonald’s Prohibits Retaliation
McDonald’s encourages employees to report incidents of discrimination or harassment freely
without fear of retaliation. McDonald’s prohibits retaliation against any employee investigation
of such a complaint. Retaliation includes any employment decision or other conduct made with
the intent to punish an employee for, or deter an employee from, complaining about or assisting
in the investigation of discrimination or harassment. Any employee who believes he/she is being
retaliated against should immediately report the situation by following the procedures as stated
above in the Employee Recourse section of this policy.
It is the responsibility if every employee to prevent discrimination and harassment. Staff Man-
agement employees, Salaried Restaurant Management, Manager Trainees and Hourly-Paid Shift
Manager, including Area managers are responsible for ensuring that their restaurants or depart-
ments/works groups provide a respectful environment for all employees, customers, suppliers,
vendors and other individual present in the work environment.
Restaurant Management Employees at or below the Assistant Manager Level, Manager Trainees
and Hourly-Paid Shift Managers, including Area Managers who witness or receive reports of
discriminatory or harassing behavior, or of retaliation are required to immediately report the in-
cident to their General Manager (i.e., the highest level manager who works in the restaurant). If it
would not be appropriate to report the concern to the General Manager (e.g., the complaint is
about the general Manager) they should report it to their Supervisor, Director of Operations, or
Owner/Operators. Salaried Restaurant Management employees Manager Trainees, and Hourly-
Paid Shift Managers, including Department Managers also are responsible for taking steps to en-
sure that further discrimination, harassment or retaliation does not occur before their General
Manager (or other appropriate person) is notified of the situation.
Employees identified in this section who fails to fulfill their responsibilities under this policy in-
cluding the reporting requirements listed above may be subject to discipline, up to and including
termination.
McDonald’s employees are prohibited from discriminating against or harassing customers, sup-
pliers, vendors, franchisees (and their employees), and other individuals present in their work
environment based on race, color, sex, religion, national origin, age disability, veteran status,
sexual orientation or any other unlawful reason in the course of work-related activities, compa-
ny-sponsored training, or company-related functions.
McDonald's also does not tolerate discrimination or harassment directed toward customers, sup-
pliers, vendors, franchisees (and their employees), or other individuals present in the work envi-
ronment.
Any Restaurant Employee who feels he/she is being discriminated against or harassed by any
such individual should immediately report it to a manager on duty for assistance in handling the
situation. If not satisfied with how a situation was handled by the manager on duty, promptly re-
port the situation by following the procedures set out in the Employee Recourse section of this
policy.
All other employees who feel they are being discriminated against or harassed by any such indi-
vidual should immediately report it to their immediate Supervisor, Director of Operations, (un-
less this would not be appropriate) or Owner/Operators.
The provisions of this policy as well as procedures and manuals that McDonald's issues from
time to time are guidelines and do not establish contractual rights between McDonald's and any
of its employees. McDonald's is an "at-will" employer which means that employment can be
terminated by McDonald's with or without cause or prior notice, at any time. McDonald's re-
serves the right to amend this policy and other policies and practices without prior notice, at any
time.
This policy is part of the McDonald's Standards of Business conduct. Any questions, or issues
related to these Standards can be directed to the Supervisor, Director of Operations or Owner/
Operator.
Additional Expectations
Solicitation by outsiders for funds, memberships, or individual commitments to outside organiza-
tions, or distribution of literature for any purpose is prohibited at all-time anywhere
on company property, including parking lots.
Distribution of literature is prohibited in customer selling areas, or employee working areas dur-
ing working time. Store premises must be kept clean and free of litter at all times.Employees
who have finished work are requested to leave the premises as soon as possible. Off duty em-
ployees are not permitted to distribute literature or to solicit or otherwise interfere with or disturb
working employees.
Standard of Conduct
As in any work environment, conduct is governed by certain regulations intended to maintain
good working relations, safety, security and operating efficiency. In establishing rules of conduct,
it is not the Company’s intention to restrict the personal rights of any individual but, instead, to
define them clearly as a protection to the rights of all employees, and to ensure maximum under-
standing and cooperation.
Infractions
The following are among the infractions that may be cause for disciplinary action up to and in-
cluding discharge. They have been separated into 2 categories based on the degree of severity.
This list is not intended to be comprehensive. Infraction may occur from time to time that do not
appear in category 1 or 2. This is no way limits the company’s ability to suspend and/or dis-
charge.
Category 1: Results in Suspension and/or Discharge
Category 2: 1st offense results in a Written Warning, Subsequent violations as a result of these
actions, will result in Suspension and/or Discharge.
Category 1 Category 2
• Theft • Loitering
• Destruction of defacement of Company prop- • Failure to be courteous and polite
erty • Failure to maintain company standards re-
• Possession, sale, use or under the influence of garding appearance, performance, sanitation
alcohol or drugs on in Company property and safety
• Engaging in activities on Company premises • Failure to inform your Supervisor, Director
that are in violation of the law, or engaging in, of Operations within
aiding, or abetting criminal activity • 4 hours of scheduled start time when unable
• Illegal gambling on Company property to report to work
• Falsification of employment applications, • Failure to observe safety rules and regula-
time records or other Company records tions.
• Threatening, fighting or otherwise causing • Distribution of any non-company or non-
harm to another person work related material during work time and in
• Transacting personal business on or in Com- the work area without authorization
pany property • No call/ no show
• Unauthorized use of Company time, materials
or equipment (telephones, computers, etc.)
• Altering time records
• Leaving Company property during working
hours without permission
• Horseplay or practical jokes
• Use of obscene or immoral language or be-
havior
With nearly 14,000 restaurants nationwide, McDonald's restaurants make up one of the country’s
largest employers of young people. A long with this leadership comes an important responsibili-
ty: to ensure that education and schoolwork are the top priorities of our school-age employees.
To make sure that students job experience complements, rather than detracts from, their educa-
tion, we support the following principles in our restaurants:
1. Education is a significant priority. There is no question that, between education and employ-
ment, your education comes first.
2. To make sure that education comes first, McDonald’s provides flexible working hours to ac-
commodate classes, homework assignments, and extracurricular activities.
3. Grades and school attendance should never be compromised by excessive or late working
hours.
4. McDonald’s provides training programs that help develop student’s skills and highlight the
importance of responsibility and self-discipline.
5. We take a leadership role in working with parents, educators, and students on education is-
sues.
There are federal and state laws that regulate the hours and duties of a minor (14/15 year olds
and 16/17 year olds) can work. McDonald’s takes its child labor obligations seriously and asks
for your cooperation in complying with these obligation. If you have any questions about the
laws in your state or related policies and procedures please check with your General Manager,
Area Supervisor, Director of Operations, or Owner/Operator. These laws are also outlined specif-
ically on pages 27-33.
The Child Labor Laws for 14/15 Year Olds Employed The Organization
ACCEPTABLE DUTIES:
14/15 year-olds MAY WORK on these stations:
Front counter
Lobby
Drive-thru
Draw Drinks
Initiator
Assembler
PROHIBITED DUTIES:
14/15 year-olds (MUST NOT:
• Perform any cooking activity using fry vats (e.g., fries, hash browns, filets, nuggets,
chicken, etc.)
• Use a microwave oven
• Load or unload trucks or conveyors
• Work in walk-in freezers or refrigerators
• Perform any biscuit preparation
• Perform any machine set-up, tear down or repair work
• Operate, load or empty a trash compactor or shredder
• Work on ladders, scaffolding or roofs.
• Operate any power-driven machinery
• Operate, adjust or clean electric or power driven food slicers (including electric knives or
cheese, vegetable and meat slicers or shredders)
• Clean any kitchen surface or non-power-driven equipment if the temperature of the sur-
face/equipment exceeds 100 degrees F. (except that they are allowed to perform the regu-
lar grill maintenance process that takes place while cooking on the grill, e.g., involving
the use of water and spatula to scrape away and remove particles and grease from the sur-
face of the grill)
• Work on any filtering task.
• Perform any type of work on a roof
• Operate an elevator
• Operate any laundry equipment
• Drive on any public roadways while working
MAXIMUM HOURS AND TIME OF DAY RESTRICTIONS:
PROHIBITED DUTIES:
16/17 year-olds MUST NOT:
• Operate any power-driven machinery
• Operate, clean or repair power-driven meat slicers, grinders or choppers
• Operate, clean or repair power-driven bakery machines (except for certain countertop
models and pizza dough rollers)
• Operate or load power-driven paper balers, compactors, or other power-driven paper pro-
cessing machines
• Work in roofing or on or about a roof
• Oil or clean hazardous machinery in motion
• Work 30 feet or more above ground or water
• Work on ladders, scaffolding or roofs
• All minors under 17 years old may not drive on public road ways on the job (They cannot
run errands, pick up products at a nearby restaurant, or transport a fellow employee while
the driver is working his or her shift.)
12. Washing hands properly is the most important thing an employee can do to help ensure that
our customers receive safe food. Employees must wash their hands before entering the
kitchen and touching food. If you leave the kitchen area, you must discard your gloves, re-
wash your hands and put on fresh gloves, or after using the restroom, after taking break, after
handling garbage or cleaning supplies and after touching the face, hair, or body.
13. Employees are NOT allowed to wear or carry electronic devices, such as cell phones and
beepers, while on duty. Any emergency calls that the employee receives should come through
the restaurant’s telephone. No photography is allowed in the restaurant without written con-
sent from the Supervisor, Director of Operations.
14. Cosmetics must be subtle, moderate and within the natural color spectrum. This includes hair
coloring and colognes.
15. In general, tattoos, and body markings, such as hickeys, should not be visible to our cus-
tomers.
Social Media
ONLINE COMMUNICATIONS POLICY FOR RESTAURANT EMPLOYEES OF THIS IN-
DEPENDENT OWNER OPERATOR
If you participate in online conversations about any McDonald’s, its employees or products, it is
important that you do it in a way that is safe, appropriate and legal. The intent of this Policy is
not to restrict the flow of useful and appropriate information, but to minimize the risk to you,
your coworkers and to this McDonald’s and the McDonald’s Brand.
Because we want to provide 100% customer satisfaction, this independent McDonald’s Owner
Operator prohibits engaging in all personal online communications during working time or in
working areas, even when using your personal electronic communications tools such as cell
phones and other mobile devices. You may participate in the crew website
StationM(station.com).
As an employee of this Independent McDonald’s Owner Operator, people may think your views
are the views of this and/or any other McDonald’s. When you participate in any online commu-
nications or blog discussing McDonald’s, make it clear that you are an employee of this McDon-
ald’s and that your views and opinions are yours and not those of this and/or any other McDon-
alds.
Know the Rules
• Do follow the policies in this handbook and the policies displayed in your restaurant.
• Managers must exercise caution and sound judgment if interacting with subordinates on
Facebook or similar social media sites. Participating in such forums with subordinates
may increase the potential to violate these rules and policies. For example, it may not be
sound judgment for Managers to “friend” minor employees under the age of 18.
• Do think about what you will say and about disclosing your personal details. Correct any
mistakes that you make. You post material at your own risk and you are personally re-
sponsible for the content of your communications.
• Do respect your coworkers privacy. It is a violation of this policy to share in any online
communications personal information about your coworkers (like religion, health, or any
identifiable information that may release to a safety issue, such as work schedules, phone
numbers, residence).
• Do not engage in any personal online activity including texting or engage in personal cell
phone use while on working time or in working areas.
• Do not speak or claim to speak on behalf of any McDonald’s in your online communica-
tions.
• Do not discuss or disclose employees, customers, franchisees, or suppliers by name with-
out their permission.
• Do not post material that is bullying in nature, abusive, profane, or otherwise inappropri-
ate regarding McDonald's, its products, our employees, officers, customers, suppliers,
franchisees, and competitors.
• Do not use McDonald's logos or copyrighted materials. Do not misuse our trademarks in
your online communications.
• Do not disclose or comment on confidential information of any McDonald's, including
the restaurant where you work. For example: sales figures, guest count, business plans, or
how food or marketing promotions are doing.
• Do not post any photos or video of the inside of your McDonald's restaurant, including
those of coworkers, customers, or work events. Do not post photos or video of employees
in McDonald's uniforms on any website.
• Do not use blogs, Facebook, or other external websites for restaurant communications.
Remember If you fail to follow these policies, it may result in disciplinary action, up to and in-
cluding termination.
Questions If you have questions regarding this policy, contact your Supervisor, Director of Oper-
ations or your Owner/Operator.
The provisions of this independent McDonald’s Owner Operation’s policy as well as procedures
and manual that the Owner Operator issues from time to time are guidelines and do not establish
contractual rights between this McDonald’s and any of its employees. This independent McDon-
ald’s Owner Operator is an “at-will” employer which means that employment can be terminated
by the Owner Operator with or without cause or prior notice, at any time. This McDonald’s re-
serves the right to amend this policy and other policies and practices without prior notice, at any
time.
Reason for the leave, and the employee desires that leave be counted as FMLA leave, the em-
ployee must notify their Supervisor, Director of Operations within 2 business days of the em-
ployee’s return to work that the leave was for an FMLA reason.
BENEFITS COVERAGE DURING LEAVE
During a period of family or medical leave, an employee will be retained on McDonald’s health
plan (if insurance is in force/applicable) under the same conditions that applied before leave
commenced. To continue health coverage, the employee must continue to make any contribu-
tions that he or she made to the plan before taking leave. Failure of the employee to pay his or
her share of the health insurance premium may result in loss coverage.
If the employee fails to return work after the expiration of the leave, the employee will be re-
quired to reimburse McDonald’s for payment of health insurance premiums during the family
leave, unless the reason the employee fails to return is the presence of a serious health condition
which prevents the employee from performing his or her job or to circumstances beyond the em-
ployee’s control.
An employee is not entitled to the accrual of any seniority or employment benefits that would
have accrued if not for the taking of leave. An employee who takes family or medical leave will
not lose any seniority or employment benefits that accrued before the date leave began.
RESTORATION TO EMPLOYMENT
An employee eligible for family and medical leave-with the exception of those employees desig-
nated as “highly compensated employees”-will be restored to his or her old position or to a posi-
tion with equivalent pay, benefits and other terms and conditions of employment. McDonald’s
cannot guarantee that an employee will be returned to his or her original job. A determination as
to whether a position is an “equivalent position” will be made by McDonald’s.
RETURN FROM LEAVE
An employee must complete a “Notice of Intention to Return from Family or Medical Leave”
before he or she can be returned to active status. If an employee wishes to return to work prior to
the expiration of a family or medical leave absence, notification must be given to the employee’s
general manager and Supervisor, at least two (2) working days prior to the employee’s planned
return.
FAILURE TO RETURN FROM LEAVE
The failure of an employee to return to work upon the expiration of a family or medical leave of
absence will subject the employee to immediate termination unless an extension is granted. An
employee, who requests an extension of family leave or medical leave due to the continuation
recurrence or onset of her or his own serious health condition, or of the serious health condition
of the employee’s spouse, child or parent, must submit a request for an extension, in writing, to
the employee’s immediate Supervisor, Director of Operations. This written request should be
made as soon as the employee realizes that she or he will not be able to return at the expiration of
the leave period.
The Organization Employee Food Policy
Crew, Crew Trainers & Maintenance
Balance, active lifestyles…. It’s what I eat and what I doTM …I’m lovin’ it.
Over the years, McDonald’s has stressed physical activity and fitness while creating a menu of
delicious products that promote balanced eating. One of the best benefits about working at Mc-
Donald’s is our food products. As a valued employee, you are entitled to ½ priced foods in the
restaurant. The food is for YOUR CONSUMPTION ONLY! Your meal can include up to an
EVM or equivalent. Tap water during your shift is available upon request and with the permis-
sion of a member of the management team. This drink must be used in a “courtesy cup”. If you
get a quick break for a drink, this is for water only. The sodas are NOT included. The health de-
partment prohibits drinks in all work areas. If soda is ordered with your meal, refills are good
only during your break. Your drink cup must be discarded when your break is over.
All food received under this policy is for the employee’s personal consumption only and must be
consumed in the restaurant. Crew food is to be ordered by the employee on the “customer side”
of the counter, and entered into the cash register system as any customer transaction. Crew food
also needs to be approved by manager, and all employee meals are to be assembled and present-
ed by the employee working behind the counter. Under no circumstances will employees be al-
lowed to prepare or assemble their own meals.
Swing/Department Managers
One free meal just prior to during or after your shift, meal is defined as above. During off hours
½ price as above applies as well. Meal is for your consumption.
Any violations of this policy and this privilege will be suspended.
McDonald’s Uniform Policy
I, the undersigned, agree and understand that the following uniform policy is within state and
federal regulations and is my responsibility to abide this policy.
Whereas I am being paid at or above the minimum wage, I am responsible for the maintenance
of the following items of apparel issued to me by McDonald’s. It is also my responsibility to re-
imburse McDonald’s for any lost or stolen items within this issuance. Pants, Shirt, Hat, Tie
Note: Wear McDonald’s uniform whenever on the job. The entire uniform should always be
clean and wrinkle free. McDonald’s crew uniform including hat, shirt, pants, dark shoes, dark
socks, or neutral hose and name badge must be worn in the restaurants at all times. As a mini-
mum, each crew member should have two complete uniforms (i.e. two shirts, two pants and a
hat). We provide you with the items listed above and as such, these items must be returned in us-
able condition. If they are lost or not usable employee will be charged for replacement.
Health Insurance
The Organization offers to all employees Health Insurance as mandated by Federal Law.
The following applies:
• Must sign on within 30 days of hire date or have to wait until open enrollment.
• Work at least 32 hours per week
A separate handout will be given to you as part of this booklet.
Your general manager will ask you to sign an acknowledgement stating you have been informed
of the requirements. Separate documents, which will be part of the orientation packet, show the
plans and costs and waivers or sign-up forms if you request the forms.
ALL EMPLOYEES-If all of the time is used and additional sick leave is needed later in the
year, The Organization will not provide additional paid time. *
*State Law: if an employer provides at least 40 hours of paid time off (or Earned sick time for
hourly employees) which may also be used as earned sick time in accordance with the re-
quirements of this law, that employer does not have to provide any additional sick leave to em-
ployees who use all of their time for other purposes (i.e. vacation or personal time). If those
employees use all of their time and then need sick leave later in the year, the employer does not
have to provide more time for that as long as the employer's polices make it clear that such
additional time will not be provided.
McDonald’s Philosophy
McDonald’s wants to make all employees aware of the issues of discrimination, harassment
and sexual harassment in the work place. Our goal is to promote a business environment of
mutual respect. McDonald’s believes in the value of a diverse workforce, equal opportunity
and a workplace free from discrimination and all forms of unlawful harassment for our em-
ployees, suppliers, vendors and customers of The Organization. These values make good busi-
ness sense, promote positive working and business relationships, and they are the right things
to do.
Sincerely,
JJ Lietz-Owner/Operator
Gisela Moran - Director of Operations
Your Pledge
I have read and agree to comply with McDonald’s Zero Tolerance Policy Regarding Discrimina-
tion and Sexual Harassment of The Organization. I will not engage in any form of discrimina-
tion, harassment or sexual harassment covered under this policy, and I will immediately report
any form of discrimination, harassment and sexual harassment that I may experience or witness
as set out in the Employee Recourse Section of McDonald Zero Tolerance Policy. I will strive to
do my part to promote a business environment of mutual respect at the McDonald’s restaurant
where I work.
-All Employees must sign the Employee Handbook Acknowledgment form which exemplifies
that the person has read and understands this Company Handbook.
* The Organization reserves the right to amend or modify this policy at any time without prior
notice. This policy does not create any contractual obligations between this McDonald’s and
its employees. At this McDonald’s, your employment is at will. This means that you are free to
terminate your employment at any time, for any reason, and this McDonald’s retains the same
right. McDonald’s USA
Guidance for U.S. Owner/Operators and
Restaurant Workplace Violence Prevention Policy
Introduction
We are pleased to share with you this optional Restaurant Workplace Violence Pre-
vention Policy for Owner-Operators (“Policy”) as a resource to enhance your own
efforts to maintain safe workplaces. This Policy addresses our Brand Standard on
workplace violence prevention and mitigation, which requires putting “procedures in
place for incident reporting, as well as policy and training established to mitigate the
risk of violence in the workplace.”
a. Brand Standard
Every McDonald’s U.S. Owner/Operator must develop its own policy to address
workplace violence in accordance with the Global Brand Standards, which require
“procedures in place for incident reporting, as well as policy and training established
to mitigate the risk of violence in the workplace.”
Finally, training tools should be developed to ensure employees are aware of the
Workplace Violence Prevention Policy and its elements and are periodically re-
minded of the Policy and its purposes.
DISCLAIMER: This is an op4onal resource for independent owner/operators. Owner/operators may choose to use all, some, or
none of this resource in opera4ng their own McDonald’s restaurant(s) and businesses.
Owner/Operator Policy Template
Restaurant Workplace Violence Prevention Policy
MAC LLC, C&J Company LLC, J&C Company LLC, CC&J Company LLC independently owns
and operates this McDonald’s-brand restaurant (“Restaurant”) and is your employer, not Mc-
Donald’s Corporation or McDonald’s USA. Here, at MAC LLC, C&J Company LLC, J&C Com-
pany LLC, CC&J Company LLC, we are committed to providing a workplace that is free from
violence or any other behavior that jeopardizes the safety and well-being of our employees and
guests.
Workplace violence includes any behavior that interferes with our ability to maintain
a safe, productive, and pleasant environment for all restaurant employees, staff,
and guests. Workplace violence is more than just fighting or threatening someone
at work—it can be anything that makes an employee or guest feel uncomfortable or
afraid, or it can be something that makes it difficult for employees to do their job
well and enjoy being at work.
These are some examples of the kinds of behaviors that are not allowed:
In the interest of protecting the safety and security of our employees and guests,
we reserve the right to address any behavior in addition to that described above,
whenever the behavior is disruptive, concerning, or generates a reasonable concern
for the well-being of Restaurant employees or guests.
Employees are not permitted to use or possess alcohol on Company property, ex-
cept where alcohol is specifically permitted at a Company-sponsored event. Em-
ployees may not possess, consume, sell, or distribute illegal drugs, including mari-
juana, in the workplace, and employees are prohibited from working while under
the influence of alcohol, illegal drugs, or any other substance that could prevent
them from performing their job safely.
This policy applies to all Restaurant employees and staff, as well as vendors and
contractor while engaged in business with the Restaurant.
We do not tolerate violence by or against anyone who works in this Restaurant nor
by or against anyone who visits our Restaurant (for example, guests, customers,
and vendors/suppliers).
• On Restaurant property
• Offsite with other employees, contractors, or vendors, including at Restau-
rant-sponsored events, activities, and training; on business trips; and at
work-related meals and gatherings
• When using Restaurant communication systems, equipment, or resources
• Any conduct outside work hours, including text messaging and using social
media on personal devices, where the conduct has an impact or foreseeable
impact on the Restaurant, its employees or guests
Reporting
Enforcement
Violations of this policy may lead, at this MAC LLC, C&J Company LLC, J&C Compa-
ny LLC, CC&J Company LLC sole discretion, to disciplinary and/or other appropriate
responsive action, up to and including termination of employment, even if it is the
first offense. We also further reserve the right to report abusive, threatening, or
violent behavior to the proper legal authorities. This policy supplements all other
Restaurant policies that require appropriate and respectful behavior.
All employees are required to cooperate fully and truthfully with any investigation of
workplace violence or other misconduct. This Policy does not allow any type of re-
taliation against someone who makes a complaint in good faith, or participates in
an investigation of a complaint, even if no violation is ultimately confirmed. Retali-
ation means being punished or experiencing a negative employment action because
you raised a concern or complaint of a potential Policy violation or participated in an
investigation. Examples of retaliation include experiencing a reduction in pay, hours,
or favorable work assignments. Anyone found to have retaliated against someone
for raising concern under this policy will be subject to disciplinary action under our
disciplinary procedures.
Some resources that you may find helpful are located at:
FAQs on MAC LLC, C&J Company LLC, J&C Company LLC, CC&J Company
LLC Workplace Violence Policy
Why did MAC LLC, C&J Company LLC, J&C Company LLC, CC&J Company
LLC develop this policy?
We are a people-first Restaurant. We care about you and the experience you have
working here. We have resources to assist you. We are all in this together, and we
are stronger and better when we work together to keep this Restaurant a safe and
violence-free work environment.
MAC LLC, C&J Company LLC, J&C Company LLC, CC&J Company LLC is committed to main-
taining a work environment that is healthy, safe, productive, and inclusive for all—this policy
prohibits employees and staff members from doing anything that makes a guest or another em-
ployee feel unsafe or uncomfortable. This includes any type of violence, or even the threat of
violence, as well as any type of inappropriate or disrespectful comment or communication.
Sometimes, an employee or staff member can violate this policy even when they do something
when they are away from the workplace or not working.
All reported incidents will be investigated impartially and as quickly as possible. MAC LLC, C&J
Company LLC, J&C Company LLC, CC&J Company LLC will treat all investigations, including
the names of the people who report issues and those who cooperate during investigations, as
confidential matters, but in some cases, certain disclosures may be necessary to fully investi-
gate the complaint, to protect other workers, to take corrective action, or are required by law.
In appropriate circumstances, MAC LLC, C&J Company LLC, J&C Company LLC, CC&J Com-
pany LLC may inform the person who reported the issue of the results of the investigation, but in
most cases, the results of the investigation will not be shared with employees so that the privacy
of all individuals is respected.
After the investigation of your complaint is completed, if you have any continuing
concerns or wish to provide information about any other situation that makes you
feel uncomfortable, please reach out to the Restaurant’s HR personnel or the re-
sources listed above.
Yes. Retaliation against anyone who makes a complaint in good faith under this
policy or who participates in any investigation is strictly prohibited.
Anyone found to have retaliated against someone for raising any concern under this
Policy will be subject to disciplinary action under our disciplinary procedures.
If our investigation confirms that this Policy has been violated or that other inap-
propriate conduct has occurred, the Restaurant will take immediate corrective ac-
tion that is proportionate to the violation. Corrective action can come in any form,
including termination, reassignment to another job or location, changes in reporting
relationships, written warning, training, coaching, counseling, and/or other mea-
sures that the Restaurant deems appropriate under the circumstances.
If you believe you are in danger or at imminent risk of harm, move to a place of
safety, if possible, and immediately call police or 911. Then notify JJ Lietz- Owner/
Operator 978-857-5915 of the situation as soon as you can.
Food Safety
Refrigeration slows
40° Refrigerated products must be kept at
or below 40° to slow the growth of
bacteria.
Freezing stops
0° Frozen products must be kept at less
than 0°. Bacteria does not grow in a
frozen state.
8213090-13 May 2013 (05/01/13) Proprietary Information. Unauthorized use is prohibited. ©2013 McDonald’s. 1
Food Safety
-Employee doesn’t pay more than 9.12% more of their earnings for Individual
Insurance
-If a employee wants the insurance, they have to fill out the McDonald’s
Licensees and RMHC Health and Welfare Plan enrollment form.
-All employees who decline insurance, must sign the Health Insurance
Acknowledgment Form for 2023
MAC/C&J/J&C/CCJ LLC. Varies
McDonald’s Restaurants
319 Lynnway
Lynn,MA 01901
ACA Compliant
McDonald’s Orientation Checklist
3. i9 Form Complete
4. MA Health Care Waiver Form or Insurance Enrollment Form Complete
5. Uniform/Training Schedule
________________________________
Employee Signature