Updated 1/2015
SSC DD Employee Handbook
Surfside Coffee Company, LLC
A Franchisee of Dunkin’ Donuts Franchising LLC
(“Dunkin’ Brands”)
d/b/a Dunkin’ Donuts and Baskin Robbins
Employee Handbook
Updated 1/2015
SSC DD Employee Handbook
Table&of&Contents&
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Updated 1/2015
SSC DD Employee Handbook
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Updated 1/2015
SSC DD Employee Handbook
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Updated 1/2015
SSC DD Employee Handbook
Welcome to Surfside Coffee Company
We are very happy to welcome you to Surfside Coffee Company. Thank you for joining us!
We want you to feel that your employment with our company will be a mutually beneficial and
pleasant one. You have joined an organization that has established an outstanding reputation
for quality products and services. Credit for this goes to every one of our employees. We hope
you will find satisfaction and take pride in your work here.
Throughout this Employee Handbook, we will refer to Surfside Coffee Company as “the
Company”. The Company owns and operates Dunkin’ Donuts® stores and Baskin Robbins
stores as a franchisee of Dunkin’ Brands in the state of Florida. The Company has shop
employees, field employees and support staff in this market, as well as support staff in offices in
Iselin, NJ. Most of the policies and procedures in this Employee Handbook apply to all
employees, but certain terms of employment may vary depending on the state you work in or
whether you are field based or in the corporate office.
This Employee Handbook provides answers to many of the questions you may have about the
Company’s policies and procedures as well as the Company’s benefits programs. If anything is
unclear, please discuss the matter with your manager. You are responsible for reading and
understanding this Employee Handbook, and your performance evaluations will reflect your
adherence to the Company policies and procedures. In addition to clarifying responsibilities, we
hope this Employee Handbook also gives you an indication of the Company’s interest in the
welfare of all employees who work here.
From time to time, the information included in our Employee Handbook may change. The
Company will inform you of these changes as they occur.
Compensation and personal satisfaction gained from doing a job well are only some of the
reasons most people work. Most likely, many other factors count among your reasons for
working -- pleasant relationships, working conditions, career development, advancement
opportunities, and health benefits are just a few. The Company is committed to doing its part to
ensure you a satisfying and rewarding career with us.
We extend to you our personal best wishes for your success and happiness at Surfside Coffee
Company.
Sincerely,
Chief Executive Officer
Vice President of Operations
Chris Mellgren
Don MacDonald
Updated 1/2015
SSC DD Employee Handbook
You're a Part of Our Team...
As a member of the Company’s team, you will be expected to contribute your
talents and energies to improve the environment and quality of the Company, as
well as the Company's products/services. In return, you will be given opportunities
to grow and advance in your career.
The Company is dedicated to two standards:
1. To have a great team, deliver great products and a great guest experience to
every guest, every day.
2. To provide everyone working with Surfside the best possible opportunities and
benefits, as well as creating a challenging, rewarding and enjoyable work
environment.
Our company is constantly growing! We strongly believe in promotion
from
within and our size and growth plans create a unique opportunity for all of
our employees to grow with us and share in our success. We encourage each of
you to inquire about how we can help you develop your skills and take the next
step in your career.
No on
e will be denied opportunities or benefits on the basis of age, sex, color,
race, creed, national origin, sexual orientation, religious persuasion, marital status,
political belief, or disability that does not prohibit performance of essential job
functions; nor will anyone receive special treatment for those reasons.
We value and encourage feedback, from everyone on the Surfside team, on all
aspects of our business. Should you have ideas and suggestions for improvement
during your employment with us, we ask that you share them with your supervisors
and peers.
… and we are only as good as our w
hole team!
Updated 1/2015
SSC DD Employee Handbook
NOTICE TO EMPLOYEES
Notice: Please read carefully
This material defines your rights and limits our responsibilities.
This Employee Handbook has been issued to familiarize you with basic Company policies and
working conditions as of the date of issue. It is not meant to cover these matters in detail or to
include all of the Company policies and working conditions. Since such procedures are
constantly changing as the business evolves, it must be understood that these procedures or
policies may change, as business needs dictate and that this handbook may not include a
summary of all procedures.
The Company operates Dunkin Brands Franchised Locations in the state of Florida and
recognizes that from time to time the laws applicable to employment in its jurisdictions may vary.
It is the intent of the Company to comply with the laws of the appropriate jurisdiction and to the
extent that any provision of this handbook is inconsistent with the applicable law, the Company
intends that the local laws be followed.
We reserve the right to respond to specific situations in whatever manner we believe best suits
the needs of the Company and the employee(s) involved. Where there are differences between
the provisions of this manual and other documents which set forth our policies in greater detail or
more specifically (such as in our insurance policies), the provisions of the more detailed, specific
documents shall control.
Nothing in this handbook is intended to create an express or implied contract of employment.
The Company does not recognize any contract of employment unless it is reduced to writing and
signed by the Chief Executive Officer of the Company. We adhere to the principle of
employment-at-will (see Disclaimer of At-Will Employment and Non-Contract), which allows
either party to terminate the employment relationship at any time for any reason not prohibited
by law.
While we do not intend to change the policies and procedures contained in this handbook
without good reason, the Company reserves the right to change or modify any of its
policies or procedures or its conditions of employment in whatever manner we believe to
be appropriate based on changes in the law, evolving business conditions, market
factors influencing the Company, or other relevant factors. The Company endeavors to
notify employees when such changes take place.
Updated 1/2015
SSC DD Employee Handbook
Notice of Confidentiality
The material contained herein is made available only to employees of the Company. It contains
confidential business and proprietary information owned by the Company and its franchisor, Dunkin’
Brands.
No employee may reproduce, disclose, disseminate, sell, or otherwise use this material without the prior
written consent from the Company, and any such action may result in disciplinary action up to and
including immediate termination.
Disclaimer of At-Will Employment and Non-Contract
This Employee Handbook is prepared to provide our employees with information and guidelines. It is not
a contract of employment between The Company and the employees. Each employee of the Company
is an at-will employee. This means that as an employee of the Company, you may leave your
employment at any time, with or without cause, and with or without prior notice. However, the Company
does request advance notice when possible. Likewise, the Company may discharge you, with or without
cause, and with or without prior notice at any time.
Only an Officer of the Company has the authority to change policies and practices described in this
Employee Handbook, as well as being the only one to enter into agreements with employees. No other
officers or representatives of the Company have such authority, nor do they have authority to make
agreements inconsistent with the contents of this Employee Handbook.
The Company may change or amend policies and practices described in this Employee Handbook at any
time, with or without advance notice. If you have any questions regarding this Disclaimer or the contents
of this Employee Handbook, please discuss them with your Manager or Supervisor.
Notice of Revision
This Employee Handbook supersedes and revokes all prior versions of an Employee Handbook or
any memo, bulletin, policy or procedure, on any subject discussed in this Employee Handbook
that has been issued prior to the date occurring below.
The policies in this Employee Handbook are to be considered as guidelines. The Company, at its option,
may change, delete, suspend or discontinue any part or parts of the policies in this Employee Handbook
at any time without prior notice. Any such action shall apply to existing as well as future employees with
continued employment being the consideration between the employer and employee. Employees may
not accrue eligibility for monetary benefits that they have not earned through actual time spent at work.
Employees shall not accrue eligibility for any benefits, rights, or privileges beyond the last day worked.
Should any provision in this Employee Handbook be found to be unenforceable and/or invalid, such
finding does not invalidate the entire Employee Handbook, but only that provision.
Updated 1/2015
SSC DD Employee Handbook
Surfside Coffee Company
Mission Statement
Our mission is to have a great team, deliver great products and a great
guest experience to every guest, every day. Our success can be
measured by the satisfaction of our guests, the success of our people
and the profitable growth of our business.
R(+&0$,
Be!honest!no!matter!what…
You!can!always!recover!from!
the!truth
!M&0*(+0>V>9>$,
Own!the!outcome!of
!your!actions,!good!or
bad
%`+$&;2>$,
Character!shines!brightest!
when!n
o!one!is!looking
R4)>9>$,
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and!the!team…not!the!
individual
B2#+0*#2&+/,
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without!hesitation
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Always!do!the!right!
thing,!especially!when!it!
is!difficult
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Earn!other’s!respect!and!
give!them!yours
Updated 1/2015
SSC DD Employee Handbook
What You Can Expect From The Company
The Company’s established employee relations policy is to:
1. Operate an economically successful business so that a consistent level of steady work is
available.
2. Select people on the basis of skill, training, ability, attitude, and character without
discrimination with regard to age, sex, color, race, creed, national origin, sexual orientation,
religious persuasion, marital status, political belief, or disability that does not prohibit
performance of essential job functions.
3. Pay all employees according to their effort and contribution to the success of our business.
4. Review wages, employee benefits and working conditions constantly with the objective of
providing attractive benefits in these areas, consistent with sound business practices.
5. Provide paid vacations and holidays to all eligible, full-time employees.
6. Provide eligible, full-time employees with medical benefits.
7. Provide the best equipment and environment available.
8. Develop competent people who understand and meet our objectives, and who accept with
open minds, the ideas, suggestions and constructive criticisms of co-workers.
9. Assure employees, after talking with their manager, an opportunity to discuss any problem
with officers of the Company.
10. Make prompt and fair adjustment as a result of any complaints, which may arise in the
everyday conduct of our business, to the extent that is practical.
11. Respect individual rights, and treat all employees with courtesy and consideration.
12. Maintain mutual respect in our working relationship.
13. Provide buildings and offices that are attractive, comfortable, orderly and safe.
14. Promote employees on the basis of their performance and merit.
15. Make promotions or fill vacancies from within the Company, whenever possible.
16. Keep all employees informed of the progress of the Company, as well as the Company's
overall aims and objectives.
17. Do all these things in a spirit of friendliness and cooperation so that the Company will
continue to be known as "a great place to work!"
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What the Company Expects from You
Your first responsibility is to know your own duties and how to do them promptly, correctly, and pleasantly.
Secondly, you are expected to cooperate with management and your fellow employees and maintain a good team
attitude. How you interact with fellow employees and those whom the Company serves, and how you accept
direction can affect the success of your store. In turn, your performance in one store can impact the entire
Company. Consequently, whatever your position, you have an important assignment: perform every task to the
very best of your ability. The result will be better performance for the Company and personal satisfaction for you.
This Employee Handbook offers insight on how you can positively perform to the best of your ability to meet and
exceed the Company’s expectations.
We strongly believe you should have the right to make your own choices in matters that concern and control your
life. We believe in direct access to management. We are dedicated to making the Company a company where you
can approach your manager, or any member of management, to discuss any problem or question. We expect you
to voice your opinions and contribute your suggestions to improve the quality of the Company.
Remember that you help create the healthful, pleasant and safe working conditions that the Company intends for
you. Your dignity and that of fellow employees, as well as that of our customers, is important.
The Company needs your help in making each working day enjoyable and rewarding.
Knowledge of the Company
After having learned to competently perform your own duties, your next step is to familiarize yourself with other
Company activities. This can prove valuable to you, our customers and the Company, which may provide additional
“cross-training.”
Knowledge of the services and products of the Company will help you avoid the “I don't know” syndrome. Our
customers' confidence in you increases, as you are able to answer their basic questions. However, please don't
pretend you know the answer or try to guess the answer when you are uncertain. If you are unsure of the correct
information, refer the inquiry to your manager, or to a person more qualified to respond.
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Letter to all Employees regarding a Drug Free Workplace
The illegal use of drugs is a national problem that seriously affects every American. Drug abuse
not only affects individual users and their families, but it also presents dangers for the workplace.
As you are aware, the Company is committed to providing a safe work environment and
fostering the health and well-being of our employees. Illegal drug use jeopardizes this
commitment and can create negative effects at the workplace.
To address this problem, the Company has developed a policy regarding the illegal use of drugs
that we believe best serves the interests of all employees and the Company. Our policy formally
and clearly states that the use of illegal drugs will not be tolerated. This policy was designed
with two basic objectives in mind: 1) employees deserve a work environment that is free from the
effects of drugs and the problems associated with their use, and 2) the Company has a
responsibility to maintain a safe and healthy work environment.
We believe it is important that we all work together to make the Company a Drug-Free
Workplace and a safe, rewarding place to work.
Surfside Coffee Company
Chris Mellgren
Don MacDonald
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Drug and Alcohol Abuse Policy
The Company and all employees working here must cooperate to maintain a safe, healthy and productive work
environment. One important element for such an environment is a workplace free of alcohol and drug abuse.
Employees will not use or consume illegal drugs or alcohol in the workplace or on the Company’s premises. You
will not work under the influence of illegal drugs or alcohol. You will not possess, distribute or attempt to distribute,
purchase or attempt to purchase, sell or attempt to sell, illegal drugs or alcohol while performing work on the
Company’s premises.
For purposes of this policy:
“Drug” means any substance (other than alcohol) capable of altering the mood, perception, pain level or judgment
of the person consuming it.
“Illegal drug” means any drug that is not legally obtained, which is not legally obtainable in the applicable state,
which is not lawfully prescribed for you, or which is not being used for a lawfully prescribed purpose.
“Under the influence” means an individual is affected in any detectable manner by the presence of alcohol or an
illegal drug in his or her body.
“Substance abuse” means the use or consumption of a drug or alcohol in a manner or to an extent that it causes a
change in the user’s behavior or has a negative impact on the user’s work performance and life.
“Substance abuse Test” means testing by any recognized method chosen by the Company that is appropriate for
measuring drug or alcohol use.
The Company may request an employee to take a drug test if:
1. The Company has reason to suspect that the employee is using or is under the influence of an illegal drug or
alcohol.
Reasonable suspicion is based on, but not limited to, such factors as:
• An employee’s involvement in a work-related accident.
• An employee’s unusual behavior or work performance.
• Observing an employee’s use of, possession of, sale of, or purchase of drugs or alcohol on the
Company’s premises or when carrying out work activity for the Company off premises.
• Observing that the employee appears to be under the influence of drugs or alcohol.
• Observing a pattern of abnormal or erratic behavior by an employee.
• Learning that an employee is under investigation for illegal possession, use, or sale of drugs or alcohol.
• The arrest or conviction of an employee on a drug-related or alcohol-related charge.
• Discovering that an employee has tampered with a drug test or taken action to interfere with or defeat
the results of a drug test.
• The employee is returning to work following participation in a substance abuse treatment program or
following a leave of absence related to substance abuse.
The Company schedules periodic testing on a department-wide basis. An employee who refuses to submit to a
substance abuse test will be subject to disciplinary action, up to and including termination.
Employees who violate this policy are subject to disciplinary action, up to and including termination.
Drug Screening Policy
The Company is committed to enforcing a drug screening policy to encourage and promote a Drug-Free
Workplace.
The Company reserves the right to conduct a mandatory, confidential drug screening, as stated in the
following guidelines:
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1. PRE-EMPLOYMENT SCREENING: New employees applying for a position with the Company may be required to
take a drug test/criminal background check before they can be employed with the Company. All positions may be
subject to drug testing/background checks including, but not limited to, Store Managers (SM), Assistant Managers
(AM), managers in training (MIT), Shift Leaders (SL), Crew, and corporate employees.
Consequences of testing positive: If an applicant tests positive for illegal drug use and/or receives an
unacceptable criminal background check, he or she will be denied employment.
2. PRE-PROMOTION SCREENING: Any current employee who is promoted within the Company to an unsupervised
position may be required to submit to a drug test/criminal background check before the Company considers the
promotion effective. All pre-promotion screenings must be taken within 24 hours of job offer.
Consequences of testing positive: If a promotion candidate tests positive for illegal drug use, the Company may
terminate their employment.
3. POST-ACCIDENT SCREENING: In cases of an on-the-job injury, employees injured should be sent to a doctor or
hospital immediately, depending on the severity of the injury. In this situation, the employee may be subject to urine
and/or blood testing for drug use or abuse.
Consequences of testing positive: The District Manager has the authority to terminate an employee for unsafe
practices. They may also recommend treatment for drug use, suspend an employee, or have them take “follow-up”
drug tests as a condition to remain employed with the Company.
4. FOR CAUSE: Employees will not be permitted to work while under the influence of drugs or alcohol. Individuals who
appear to be unfit for duty may be subject to a medical evaluation that may include drug and/or alcohol testing.
Refusal to comply with a fitness-for-duty evaluation will result in immediate termination.
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Customer Relations
The success of the Company depends upon the quality of the relationships between the Company, our
employees, our customers, our suppliers and the general public. Our customers' impression of the Company and
their interest and willingness to purchase our products from us is significantly influenced by the people who serve
them. In a sense, regardless of your position, you are the Company’s representative. The more goodwill you
promote, the more our customers will respect and appreciate you, the Company, and the Company’s products.
Here are several things you can do to help give customers a good impression of Dunkin’ Donuts:
1. Dedicate yourself to approaching every customer interaction with the goal of further building customer
loyalty.
2. Act competently and always deal with customers in a courteous and respectful manner.
3. Communicate pleasantly and respectfully with your co-workers and other employees at all times.
4. Follow up on questions and requests promptly, provide businesslike replies to inquiries and requests, and
perform all duties in an orderly manner.
5. Take great pride in your work and enjoy doing your very best.
These are the building blocks for yours and the Company’s continued success. Thank you for adding your
support.
Job Classifications
Employment Classifications
At the time you are hired, you are classified as full-time, part-time, or temporary/seasonal, and are also told
whether you qualify for overtime pay. Unless otherwise specified, the benefits described in this Employee
Handbook apply only to full-time employees. All other policies described in this Employee Handbook and
communicated by the Company apply to all employees, with the exception of certain wage, salary and time off
limitations applying only to "non-exempt" (see the definition that follows) employees. If you are unsure of which
job classification your position fits into, please ask your Manager.
Exempt Full-Time Store Managers
Employees who are classified as Full Time Store Managers and are paid by salary.
Employees (F/T) Status
Employees who are classified by the Home Office as routinely working 30
+ hours each week on behalf of
the Company.
Part-Time Employees (P/T) Status
Employees who are classified by the Home Office as routinely working fewer than
30 hours per week on
behalf of the Company.
Temporary/Seasonal Employees
A temporary/seasonal employee is one who is hired for special projects or short-term periods of time. A
temporary/seasonal employee may work any number of hours a week. Temporary/seasonal employees are not
eligible for employee benefits described in this Employee Handbook, except to the extent required by provision
of state and federal laws.
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“Non-exempt” and “Exempt” Employees
“Non-Exempt” Employee: The term “non-exempt” refers to employees who are not exempt from the Fair Labor
Standards Act. They are employees to whom the Company pays overtime pay at the rate of one-and-one-half
times the employee’s regular hourly rate, for all hours worked on behalf of the Company beyond 40 hours in a
workweek.
“Exempt” Employee: “Exempt” employees are those who are exempt from provisions of the Fair Labor
Standards Act and are not paid overtime wages. “Exempt” employees are salaried employees whose
employment duties are executive, administrative, outside sales or professional. Employees who are exempt
from overtime must fit into one of these four work activity categories by meeting very specific guidelines.
Certain policies that apply to non-exempt employees (such as timekeeping and payment of overtime pay) do not
apply to exempt employees. No statement in this Employee Handbook is intended to conflict with provisions of
the Fair Labor Standards Act (the federal wage and hour law) governing exempt employees and the Company’s
treatment of exempt employees.
Employment Practices and Policies
Employment Practices and Policies
Whether you are a new hire or a former employee returning to the Company, you may feel awkward in your new
surroundings. This is a normal feeling and is expected. Your fellow employees, especially your Manager, or other
direct supervisors, want to help you get off to a good start. Feel free to ask them for help regarding your concerns or
anything you don’t understand at any time throughout your employment with the Company. We are dedicated to
maintaining good working conditions, competitive wages and benefits, open communications and employee
involvement. Please tell us if you have a problem. We are always looking for ways to make this a better place to
work.
One of the first things you should do is carefully read this Employee Handbook. It is designed to answer many of
your questions about the practices and policies of the Company, what you can expect from the Company, and what
the Company expects from you.
Proof of U.S. Citizenship and/or Right to Work
Federal regulations require that all new hires must complete and sign a Federal Form I-9, Employment Eligibility
Verification form, within 3 days of becoming employed. In addition, all new hires must present ORIGINAL
documents, as listed on the back of the I-9 Form, proving their identity and eligibility to work in the U. S.
Equal Employment Opportunity (EEO)
The Company provides equal employment opportunities to all employees and applicants for employment, without
regard to race, color, religion, creed, gender, national origin, age, marital or veteran status, sexual orientation, or the
presence of handicaps or disabilities or any other basis protected by state or federal laws.
In addition, this policy of equal opportunities applies to all terms and conditions of employment. This includes, but is
not limited to, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation
and training.
Americans with Disabilities Act
The Company is committed to complying with the law protecting qualified individuals with disabilities. The Company
complies fully with the Americans with Disabilities Act, as well as state laws, which require that the Employer make
reasonable accommodations for disabled individuals in our workplace. We are committed to treating physically or
mentally disabled individuals without discrimination in any area of work, including pre-employment, application,
hiring, supervision and evaluation, provided the requested accommodation does not create an undue hardship for
the Company and/or does not pose a direct threat to the health or safety of others in the workplace and/or to the
individual. The Company treats all medical information and records concerning disabilities as strictly confidential.
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Any employee of the Company involved in discriminatory practices is subject to disciplinary action, up to and
including termination.
Policy Against Harassment and Discrimination
The Company expressly prohibits any form of unlawful harassment of and/or unlawful discrimination against
employees and co-workers based on race, color, religion, creed, gender, sexual preference, national origin, age,
veteran status, the presence of handicaps or disabilities, or any other legally protected characteristic or status.
What Is Harassment and Discrimination?
Harassment is making derogatory comments or telling jokes about someone's age, color, race, religion, sexual
preference, national origin, disability, sex, and/or other verbal, physical and visual behavior; to trouble, worry or
torment someone on a persistent basis.
Discrimination occurs when a person or group of people are treated differently from another person or group of
people.
Discriminatory Harassment is the verbal or physical conduct or visual material that denigrates or shows hostility
toward an individual based on his or her connection in a protected class and that creates an intimidating working
environment.
Employees have the right to be free from harassment on the job, either from co-workers, supervisors, managers,
vendors, or customers. Harassment, including sexual harassment, is prohibited by state and federal anti-
discrimination laws where (1) submission to such conduct is made either explicitly or implicitly a term or condition of
employment; (2) submission to or rejection of such conduct by an individual is used as the basis for employment
decisions affecting such individual; or (3) such conduct has the purpose or effect of interfering with an individual’s
work performance or creating an intimidating, hostile or offensive working environment. All employees are
prohibited from engaging in the harassment of any employee and/or customer in the course of conducting business,
on or off the Company’s premises.
Our policy strictly prohibits inappropriate or unwelcome sexual, physical, verbal, or non-verbal behavior in the
workplace involving employees and/or customers. We consider the following conduct a representation of the types
of inappropriate acts that may violate our policies, even though they may not constitute illegal conduct. This list is
not all-inclusive. It should be used as a guideline only. Company policies prohibit:
• jokes, teasing, comments, or conversations about another person’s race, color, religion, creed, gender, sexual
preference, national origin, age, veteran status, the presence of handicaps or disabilities, or any other legally
protected characteristic or status.
• gossiping or complaining about another employee “behind their back”.
• intentional physical conduct that is sexual in nature, such as rubbing a person’s shoulders or any pinching,
patting, grabbing, or brushing against another person’s body;
• intentional physical conduct that is not sexual in nature, such as hitting or pushing;
• threatening or implying that “sexual cooperation” will have an effect on employment or on compensation,
advancement, or any other condition of employment;
• displaying sexually explicit or suggestive materials;
• repeated unwelcome flirtation, advances, propositions, or requests to date;
• looking someone up and down or staring at them suggestively;
• speaking about another person’s or one’s own sexual experiences; or
Responsibility
All company employees, and particularly Managers, have a responsibility for keeping their work environment free of
harassment and discrimination. Any employee, who becomes aware of an incident of harassment and/or
discrimination, whether by witnessing the incident or being told of it, must report it to their immediate supervisor or
to someone in the Human Resources Department with whom they feel comfortable. When management becomes
aware that harassment and/or discrimination might exist, they are obligated by law to take prompt and appropriate
action, whether or not the victim wants the Company to do so.
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Harassment and Discrimination Complaint Procedure
Each of us – officers, directors, managers, supervisors and employees – are responsible for creating an
atmosphere free of discrimination and harassment, whether of a sexual nature or otherwise. Further, each of us is
responsible for respecting the rights of our co-workers.
If you experience job-related harassment based on your gender, race, religion, disability or other legally protected
factor, or you believe you have been treated in an unlawful, discriminatory or harassing manner by a supervisor or
co-worker, the Company asks you to do this: Immediately contact the Human Resources Department, District
Manager, Vice President of Operations, or someone with whom you are comfortable speaking with. An
employee may file a complaint with any of these people.
If the person to whom you report the offending behavior fails to resolve the complaint to your satisfaction within five
(5) working days, put your complaint or issue in writing and submit it to the Vice President of Operations, who will
gather information from all parties involved and make a decision. Normally, this decision will be made within 10
working days.
All persons involved in the complaint and the investigation will keep all information related to the complaint and the
investigation confidential to the maximum extent possible. This means all persons involved will share such
information only with persons who have a need to know.
If you believe you have witnessed harassing behavior in the workplace, immediately contact your Manager, District
Manager, or the Human Resources Department. In addition, any Manager who becomes aware of harassing
behavior must immediately report it to the Human Resources Department and must immediately act to end the
harassing behavior.
Retaliation Prohibited
The Company prohibits any type of retaliation against any employee who in good faith files a complaint under this
policy or against any employee who assists in the complaint investigation.
Disciplinary Action for Harassment or Discrimination
Should the Company determine that an employee is responsible for harassing or illegally discriminating against
another employee or against a customer of the public with whom the Company does business, appropriate action
will be taken against the offending employee, up to and including termination.
All supervisory employees of the Company will attend a Harassment and Discrimination Prevention Training Class
within the first six months of employment.
Leave of Absence
Leave of absence without pay may be granted by law and/or at the Company's discretion to eligible employees to
maintain continuity of service in instances where unusual or unavoidable circumstances require a prolonged
absence. The Vice President of Operations must approve a requested leave of absence in excess of one (1) week.
The District Manager may approve a leave of one (1) week or less.
FMLA (Family Medical Leave Act) forms are given to the employee if necessary.
In determining whether the leave should be granted, the following factors are considered:
1. Reason for leave
2. Length of service
3. Job performance record
4. Needs of the department/business
A leave of absence of more than one (1) week will be restricted to the following reasons/length:
UReasonU UMaximum Leave Time*U
1. Medical
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2. Worker’s Compensation
3. FMLA See FMLA Policy below
4. Personal
5. Military Reserves
Family and Medical Leave Act (FMLA):
You may qualify for a family and medical leave of absence if:
! You have worked for the Company for at least 12-months, and
! You have worked at least 1250 hours for the Company during the 52-week period preceding the
start of your leave of absence, and
! You are employed in or from a work site where the Company employs at least 50 employees
within a 75-mile radius.
Employees who qualify may take up to 12 weeks* of unpaid leave, in a 12-month rolling period, in the following
situations:
! after the birth or adoption of a child,
! to care for a child, spouse or parent who has a serious health condition, or
! when a serious health condition prevents you from performing the duties of your position with the
Company.
The 12-month rolling period is the 12-month period immediately prior to the request.
* State laws can override Federal law if the state's leave provisions benefit the employee.
A “serious health condition” is defined as an illness, injury, impairment, or physical or mental condition that
involves:
• Inpatient care in a hospital, hospice, or residential medical care facility, or
• Continuing treatment by a health care provider.
In some instances, the Company may require or you may elect to use your paid vacation for leave under this policy.
A paid time off benefit used during FMLA is provided in the same manner and under the same conditions as it is
when used separate from FMLA.
If an employee is off work due to a work-related injury or a work-related illness, which also qualifies as a “serious
health condition” under FMLA, the employee may not elect and the Company may not require the employee to
use paid time off benefits while receiving benefits under workers compensation. However, when an employee is
off work due to a work-related injury or work-related illness, which also qualifies as a “serious health condition”
under FMLA, the employee’s time off under workers compensation will also count as time off under FMLA.
When possible, you will provide reasonable notice in advance of the need for leave under this policy.
If you and your spouse both are Employees of the Company your total number of workweeks of leave you both
may take is limited, in some instances, to 12 workweeks as previously designated as a rolling 12-month period.
The Company requires you to support your claim for leave by providing a copy of certification from a health care
provider. (Forms are available from the Human Resources Department)
When taking leave under this policy, you will not lose any employment benefits you have earned prior to taking
leave.
Also, during the period of your leave under this policy, the Company maintains your coverage in the group health
plan. This means the Company will continue your benefits on the same basis as if you were continuing your
employment.
The Company will require you to pay your share of benefit premium payments on the same basis as if you were
continuing your employment, or any manner you and the Company voluntarily agree to.
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For complete information about your rights and obligations under this policy, talk with a Human Resources
Department representative or review the information about the Federal Family and Medical Leave Act posted in
all the Company locations.
No statement in this Employee Handbook is intended to conflict with your rights or the Company’s obligations
under the Federal Family and Medical Leave Act. If there is a conflict, the provisions of the Federal Family and
Medical Leave Act will control.
The Company will maintain your group health insurance benefits while you are on a family and medical leave
under this policy, under the same terms and conditions prior to taking the leave. Group health insurance benefits
will end if: You inform the Company of your intent not to return from the leave, if you fail to return from the leave,
if you exhaust your family and medical leave entitlement and are on an approved leave, if your premium payment
is more than 30 days late.
When you return from your family and medical leave under this policy, you are entitled to the same job position
you held before the leave, or to an equivalent position with equivalent benefits, pay and other terms and
conditions of employment. Job restoration may be denied to salaried Employees who are among the highest
paid 10% of our workforce within 75 miles of the facility where they are employed.
When seeking to use family and medical leave under this policy, the Company requires you to provide: 30 days
advance notice when your need is foreseeable and medical certification supporting your need for a leave due to
a serious health condition affecting yourself or an immediate family member.
For complete information on your eligibility and other terms and conditions of this policy, examine the summary
of the federal Family and Medical Leave Act (FMLA) posted on all bulletin boards in break and common areas.
For further explanations and answers to any of your questions on the FMLA, talk with a representative in the
Human Resources Department. Nothing in this policy is intended to conflict with provisions of federal and state
law. If there is any conflict, the provisions of federal and state law will apply.
Military Service Leave
You are eligible for military leave if you are called to active military duty or to Reserve or National Guard training, or if
you volunteer for such duty or training. The Uniformed Services Employment and Reemployment Rights Act of 1994
(USERRA) entitles employees who leave a civilian job for active duty, training, or other covered duty in the Armed
Forces, whether voluntarily or involuntarily, to return to their civilian job after discharge from military duty without loss of
employment or reemployment opportunities, seniority and all prerequisites of seniority he/she would have attained had
he/she remained continuously employed, pension credits, promotion, or any other benefit of employment.
The Law applies to members of the National Guard and Reserves and the commissioned corps of the Public Health
Service as well. Some employees may be members of these components of the service who may be called to duty or
training.
If an employee in the Guard or Reserves requests a leave to go on active duty or for training, he/she must be granted
the leave. This is true regardless of the amount of time requested.
Like employees who take family or medical leave, employees taking military leave must meet certain criteria to be
eligible for USERRA rights:
The employment which the employee left to perform uniformed service must not have been for a brief,
non-recurrent period with no reasonable expectation that it would continue indefinitely.
The leave must be for the purpose of going on active duty, active duty for training, initial active duty for
training, inactive duty training, full-time National Guard duty, or to be examined to determine fitness to
perform any such duty.
The employee must not remain in the uniformed service for a period, in combination with all of his or her
previous leaves from the Company, which exceeds five years.
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USERRA also reaffirms and clarifies that while an individual is performing military service, he or she is deemed to be on
a leave of absence and is entitled to the non-seniority rights accorded other individuals on non-military leaves of
absence.
Individuals performing military duty of more than 30 days may elect to continue employer sponsored health care
for up to 18 months; however, they may be required to pay up to 102 percent of the full premium. For military
service of less than 31 days, health care coverage is provided as if the service member had remained employed.
USERRA clarifies pension plan coverage by making explicit that all pension plans are protected.
Military leave is separate from your paid vacation time. You may not take your vacation during the seven days
before or seven days after your military leave.
Submit copies of your military orders to your Manager to qualify for military leave, as required by applicable state
and federal laws.
You are eligible for re-employment following completion of your military duty or training, according to applicable
state and federal laws.
Jury Duty
The Company recognizes and encourages the civic responsibility to serve on jury duty, when called. Our stores
operate 7 days a week, and many are open 24 hours per day. We do a majority of our business in the mornings,
on weekends, and Holidays, which may not conflict with jury duty service. We will make every attempt to
arrange your work schedule to eliminate or minimize schedule conflicts. We will schedule your hours around
your jury duty to include utilizing shifts during our 7-day workweek. You will not be required to work after a full
day of jury duty, but any part of partial jury day can be adjusted to include returning to your store for work. In
order to make this allowance, you must present your jury summons to your Store Manager (or Area Manager)
before performing jury duty - if possible, at least two weeks prior to the initial date of duty. Your Manager can
then arrange the schedule to make sure the store has proper coverage.
Compensation -Wages due will be processed according to state required guidelines; any separate
compensation received from the court system for your time will be netted against any compensation provided by
the Company, if applicable, for a given day(s) of jury duty service.
Bereavement
In the event of a death in your immediate family, time may be needed to handle family affairs and attend the funeral.
We will provide full-time Salaried Managers up to three (3) working days, with pay, for this time off. Immediate
family member is defined as a current spouse, child, parent, grandparent, brother, sister, mother-in-law or father-in-
law. To determine eligibility, please contact the Human Resources Department for explanation of our policy.
Documentation may be requested to substantiate the paid leave.
Personal Leave
If unusual circumstances arise which require you to be away from your job in circumstances which are not
covered by state or federal family and medical leave acts, or pregnancy disability, jury duty or military leave laws,
you may request a personal leave of absence, without pay. Such a leave may or may not be approved, and you
are not guaranteed that your job will be available when your leave ends.
Life-Threatening Illnesses
We are committed to providing equal opportunity to all employees, including those who have a life-threatening
illness (cancer, AIDS, cardiopulmonary diseases, etc.). We are also committed to providing a safe work
environment that meets or exceeds state and federal regulations. Consequently, employees who have a
life-threatening illness will be treated like other employees as long as they meet performance standards, and
medical and other evidence indicates that their condition is not a threat to themselves or others.
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We also believe all information regarding an employee with a life-threatening illness must remain private and
confidential. We ask all employees to treat employees with a life-threatening illness with compassion and
understanding.
Employment of Minors
The number of hours a minor may work per day and per week depends upon their age, whether school is in
session, and the state they work in. The maximum daily and weekly hours allowed are different from state to
state. In all cases, minors may not work during the hours when they are required to attend school.
The following information lists the hours allowed by minors in Florida. Please make sure you review the schedule
and are aware of the limitations on hours allowed. If you have any questions, please review with your Store
Manager or District Manager.
It is the minor employee’s responsibility to know the restrictions of their work hours.
Minors are prohibited from handling baking machines
Minors under the age of 18 are prohibited from operating, feeding, setting up, adjusting, repairing, or
cleaning ANY power-driven bakery machines.
Minors under the age of 16 are not permitted to perform any part of the baking process, such as
weighing and mixing ingredients; placing or assembling products in pans or on trays; operating ovens;
removing items from ovens; placing items on cooling trays; and, finishing baked products.
PERMITTED WORKING HOURS FOR MINORS
FLORIDA / FEDERAL
Maximum Hours of Work (Minors may not work during times they are required to be in school)
Hours for Minors
14-15 year old - max 15 hrs per week/3 hrs per day, not before 7am or after 7pm, max 3 hours on school days,
8 hours on non-school days
16-17 year old – max 30 hrs per week/3 hrs per day, not before 6:30am or after 11pm, max 8 hours on when
school is scheduled the following day
All – no more than 4 hours without 30 minute uninterrupted break
Meals and Breaks
Your meal and break times are scheduled by your supervisor. The Company will regulate meal and break times
in accordance with state laws. The meal period is not paid unless otherwise required by state law. You must be
clocked out. All meals/breaks should be restricted to designated employee break areas, not in view of any
customer areas.
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SSC DD Employee Handbook
Company Rules and Regulations
Absence or Lateness
From time to time, it may be necessary for you to be absent from work. The Company is aware that emergencies,
illnesses, or pressing personal business that cannot be scheduled outside your work hours may arise.
If you are unable to report to work or if you expect to arrive late, please contact your Manager immediately. You
must notify your manager as soon as you know you will be unable to report or will be late, but no later than 2
hours prior to your scheduled shift. If you know in advance that you will need to be absent, you are required to
request this time off directly from your Manager. The Manager will determine when it will be the most suitable time
for you to be absent from work.
When you call in to inform the Company of an unexpected absence or late arrival, ask for your Manager directly.
For late arrivals, please indicate when you expect to arrive for work. Notifying a fellow employee is not sufficient.
If you are unable to call in yourself because of an illness or an emergency be sure to have someone call the
manager on your behalf.
Excessive Absenteeism or Lateness
In general, three (3) absences in a 90-day period, or a consistent pattern of absences, will be considered excessive,
and the reasons for the absences may come under question. Lateness or leaving early is as detrimental to the
Company as an absence. Three (3) such incidents in a 90-day period will be considered a “Lateness pattern” and
will carry the same weight as an absence. Other factors, like the degree of Lateness, may be considered. A pattern
of absenteeism, lateness or leaving early may lead to disciplinary action, up to and including termination. Absence
from work, for two (2) consecutive scheduled days without notifying your Manager, may be considered a
voluntary resignation on the employee’s part.
Record of Absence or Lateness
If you are absent because of an illness for two (2) or more successive scheduled workdays, you must submit to your
Manager written documentation from your doctor that you are able to resume normal work duties prior to returning
to work. You will be responsible for any charges made by your doctor for this documentation.
Your Manager will make a note of any absence or Lateness, and the reason, which will be placed in your personnel
file. Your attendance record is a significant factor considered when evaluating requests for promotions, transfers,
leaves of absence, and approved time off, as well as scheduling layoffs, etc.
Bulletin Boards
Bulletins and bulletin board(s) are our "official" way of keeping everyone informed about new policies, changes in
procedures and special events. Information of general interest is posted regularly on the store bulletin board. Please
form the habit of reading the bulletin board regularly so that you will be familiar with the information posted on it.
Only authorized personnel are permitted to post, remove or alter any notice on the bulletin board. If you want to
have notices posted on the Company bulletin board, see your Manager for instructions.
Business Hours
The regular operating store hours for most Dunkin’ Donuts are 24 hours a day. Some stores may not be open 24
hours based on certain factors determined by the Company. The Company office operates Monday through Friday
from 9 a.m. to 5 p.m, Eastern Standard Time. The store’s hours of operation may change, as business needs
deem necessary.
Communications
Successful working conditions and relationships depend upon successful communication. Not only do you need to
stay aware of changes in procedures, policies and general information, you also need to communicate your ideas,
suggestions, personal goals or problems as they affect your work. All employees are responsible for reading,
initialing, and responding to all email communications.
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SSC DD Employee Handbook
In addition to the exchanges of information and expressions of ideas and attitudes which occur daily, make certain
you are aware of and utilize all company methods of communication, including this Employee Handbook, bulletin
boards, fax logs, emails, discussions with your Manager, memoranda, staff meetings, newsletters, training
sessions, etc.
You will receive other information booklets, such as your insurance booklets if applicable, from time to time. You
may take these booklets home so that your family may know more about your job and your benefits.
In addition, you may receive letters from the Company. There is no regular schedule for distribution of this
information. The function of each letter is to provide you with interesting news and helpful information that will keep
you up-to-date on the events here at the Company.
Confidential Information
The Company employees may work with, or have access to, information that is considered confidential or
proprietary in nature. Such information includes data, product specifications, production techniques, personnel
records and personnel matters, payroll data, financial data, sales and marketing activity and plans, trade secrets
and proprietary information.
This information must be kept confidential. This means all employees of the Company will not disclose such
information to co-workers who have no need to know or to any persons outside the workplace, without the specific
authorization of an officer of the Company.
The Company employees are to protect the security of confidential information. This means confidential information
must be in locked files when not in use. The Company employees are to protect the security of computer files
containing confidential information.
The Company employees are not permitted to remove or make copies of any company records, reports or
documents without prior knowledge and approval of an officer of the Company.
As an employee of the Company, you have access to personal and confidential information. All the Company
business must be kept strictly confidential. You may be required to sign a Confidential Information Agreement to
this effect.
The penalties for any employee who does not strictly comply with this procedure will be severe, subject to
disciplinary action, up to and including possible termination.
Dissemination of Information to Outside Third Parties
(Request for Information From the Media)
The Company and Dunkin’ Brand have defined strict procedures to limit the number of authorized spokesmen to the
media or outside third parties. This policy allows us to coordinate the timing and content of any release of
information and applies to any kind of Company information with regard to comments on your store, the industry,
including telephone or written surveys seeking information about your store or the Dunkin’ Donut business.
Our procedure is as follows: If you are ever approached by a reporter or any member of the media for any reason,
you should first have your Manager contact the 24 Hour Dunkin’ HELP Line (800) 444-1890; and, then immediately
notify Don MacDonald, VP of Operations at 855.336.6887 ext 102.
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SSC DD Employee Handbook
Employee References / Release of Information
Except for records and information that we are required to provide by law, no information about you will be
released unless there is a signed authorization form from you on file, and the request is in writing. This includes
your own request for release of information to outside parties.
All requests received for any type of reference checks/verification of employment on current or former employees
must be forwarded in written form (via fax or mail) with attached authorization to the HR Department. If you should
receive a verbal request, inform the caller to submit the request in writing and give the Home Office fax number or
address. Verification of Employment and wage requests are to be completed by the HR Dept. only, not the Store
Manager. In writing, we will confirm dates of employment, location, pay rate, position, reason for leaving, and
whether employee is eligible for rehire.
Salary Confidentiality
The Company considers all salary and compensation information to be strictly confidential. Any employee caught
disclosing salary information including their own may result in immediate termination.
Personnel Files
Access to employee files is limited to the following individuals:
1. Persons other than the employee: Other employees may have access to personnel files only if they have a
need to know, so that access to the files and information contained therein is limited to the following:
• Supervisors and Managers who need to make decisions concerning the individual’s employment;
• Office staff if they may need access in the course of performing their duties.
2. Each employee may inspect his/her own personnel file, provided a written request is made to the VP of
Operations. No materials are to be removed except as specifically authorized by the VP of Operations.
3. Non-employees may not, except with specific written authorizations, have access to the files themselves.
Generally, such access would be granted only upon advice of counsel (i.e. in response to a subpoena,
summons, or request for information from a federal, administrative or law enforcement agency). Access of
outsiders to information in a file is governed by the Company policy on references. No information is to be
provided to outsiders on the basis of a telephone request.
How to Handle Media Inquiries
Do:
Do Not:
! Be polite and courteous.
! Assign blame to anyone.
! Be helpful
without providing specific
information; offer to contact a representative
of the company
who can provide further assistance.
! Allow media to film, photograph, or interview
customers or employees on the premises.
! Speculate on any question.
! Volunteer information.
! Demonstrate
genuine concern (if the inquiry
involves a crisis situation).
! Minimize a p
roblem.
! Call the HEL
Pline at 1-800-444-1890.
! Advise media that all inquiries must be
referred to corporate.
! Violate anyone’s privacy (such as providing
names and personal information for
customers or employees).
! Give a “no comment” reply (implies denial)
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SSC DD Employee Handbook
Conflicts of Interest
The Company expects the primary interest of employees is the best interest of the clients/customers we serve. A
conflict of interest occurs when the interests of an employee or an outside party actually or potentially affect the
interests of the Company or of its clients/customers.
Personal beliefs
The Company recognizes that our employees may hold a wide range of personal beliefs and values. These may
create a conflict of interest when they prevent employees from fulfilling their job responsibilities, or when employees
express their personal beliefs in ways that upset or distract co-workers, clients, customers, or when employees
attempt to convince others of their personal beliefs during work hours.
Employment of Relatives and Workplace Relationships
The Company hires qualified relatives of employees if the employment does not create an actual or perceived
conflict of interest. No relatives will work together in a supervisory/subordinate role. Employment of relatives as co-
workers in the same department must be approved in advance.
For purposes of this policy, “relative” means the following persons related to an employee by blood or by law: A
spouse, child, parent, brother, sister, aunt, uncle, grandchild, grandparent, son-in-law, daughter-in-law, mother-in-
law, or father-in-law. Also, for purposes of this policy, “relative” means domestic partner, that is an individual with
whom an employee is cohabiting. It also means the following persons related to the domestic partner by blood or
by law: A child, parent, brother, sister, aunt, uncle, grandchild, grandparent, son-in-law, daughter-in-law, mother-in-
law, or father-in-law.
When employees working in the same department/store become romantically involved, begin cohabiting, or marry,
the Company will first attempt to offer comparable employment in another department/store to one of the
individuals. If comparable employment is not available, the Company will terminate one of the employees. The
employees involved will be offered the opportunity, together, to decide which employee will move to another
department/store, or which employee will be terminated. If the two employees together cannot reach a decision on
the job move or on the termination, the Company will make the decision based on the best business-related
interests of the Company.
Employees who initiate a romantic involvement, who initiate cohabiting, or who marry while working for The
Company are treated according to the guidelines in this policy.
Spouse Accepts Employment from a Competitor
Should your spouse, or domestic partner, accept employment with a competitor, the Company reserves the right to
terminate your employment. (See Conflicts of Interest)
Spouse Works for a Competitor
If your spouse, or domestic partner, is employed with a competitor, the Company reserves the right not to offer
employment to you. (See Conflicts of Interest)
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Computers and Electronic Equipment
All computer, electronic, telephonic documents, and communications transmitted by, received from or stored in the
Company’s equipment, are the property of the Company. Employees are not to use the Company-owned
computers, software, and other business equipment, including facsimiles, copy machines, telephones, and other
electronic equipment for their personal needs, correspondence, messages, or business. Employees are not to
transmit material on the Company’s equipment in violation of any state or federal law or government regulation.
Employees may not use a code, access a computer or electronic file, retrieve any stored communication, or download any
online document or software without authorization of upper management. All pass codes are the property of the
Company. Employees will use only the pass code issued to them and will use no pass code unknown to the Company.
Employees using computers away from the Company premises to access computers on the Company premises are to
use caution to protect their computers as well as the content of their computers from damage or theft. Because of the risk
of theft of computers and files, employees are not to store on their computers away from the Company premises sensitive
or confidential information, or information that could be used by others to damage the Company’s interests.
Because of the risk of inadvertently importing viruses into the Company’s computer equipment, employees are not
to import to the Company’s computer equipment hard drive files or documents that are created outside the
Company’s premises until the document or file is first scanned for viruses by the computer’s anti-virus program. In
addition, only the President and Director of Information Technology have the authority to select software to use in
your company computer. The Company reserves the right to audit all software on computers within the
organization to identify possible unlicensed, illegal, or unauthorized software copies. An employee’s computer files,
and electronic and telephonic communications are not private. If such software is found, it will be removed and the
person responsible for installing the software, if identified, may be disciplined, up to and including termination.
Employees are not to transmit material on the Company’s equipment in violation of any state or federal law or
government regulation. Employees are not to download online documents or software without the approval of a
Manager. Employees are not to disguise their identity when creating, transmitting messages, or other material on
or from the Company’s equipment. Any attempt to access the Internet from our company’s computers will be
grounds for immediate termination.
Employees have no right to privacy in their use of the Company’s equipment. The Company reserves the right to
randomly inspect or monitor employees’ use of the equipment at any time. In addition, the Company will inspect or
monitor an employee’s use of computer and electronic equipment when a supervisor or member of management
has reason to believe the employee may not be complying with this policy.
The Company does permit employees limited personal use of the computer at their workstations during the
employees’ break or mealtime, as well as before and after work with the Manager’s approval. When using the
computer for personal use, the employee must not use it in any illegal, obscene, harassing or discriminatory way,
and must not use it in any manner that is a violation of the Company’s Harassment and Discrimination policies.
(This does not apply to Store computers.)
An employee violating this policy is subject to disciplinary action, up to and including termination.
Conflict Resolution
Whenever you have a problem or complaint, we expect you to speak up and communicate directly with us. You can
take the following steps:
1. First, talk to your immediate Manager or Supervisor. Your Manager is most familiar with you and your job and
is, therefore, in the best position to assist you. Your Manager works closely with you, and is interested in
seeing that you are treated fairly and properly.
2. If your Manager cannot help you resolve the matter, you can speak to your District Manager who will give your
problem or complaint prompt consideration.
3. If your District Manager cannot help you resolve the matter, you can speak to the Director of the Human
Resources Department and/or the Director of Operations who will see that your concern is addressed.
Remember -- it is always best to resolve problems right away. Little problems tend to turn into big problems; facts
become confused; resentment and anger builds up. It is always best to get things off your chest before they get out
of hand.
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SSC DD Employee Handbook
Discounting
It is against Company policy for employees to give discounts and/or free product to friends and family members.
Employees not adhering to this policy will face disciplinary action, up to and including termination
.
Dress Code/Personal Appearance
A neat, tasteful appearance contributes to the positive impression you make on our customers. We expect you to be
suitably dressed and groomed during working hours or when you are representing the Company. An appropriately
clean appearance bolsters your own poise and self-confidence and greatly enhances our company image. For this
reason we have established a dress code at the Company which is outlined below. These guidelines support our
professional Company image, and will ensure consistency across the chain. Always presenting a professional
appearance is one of the factors that will help distinguish us from the competition. From time to time this dress
code will be modified to meet the current standards of Dunkin’ Brand. Please refer to the employee uniform
guidelines posted in each restaurant for the current standards.
Managers and supervisors are responsible for interpreting and enforcing dress and grooming standards in their
areas of responsibility. This includes counseling employees whose appearance is inappropriate. Reasonable
accommodation will be made for employees' religious beliefs and disabilities whenever possible, consistent with the
business necessity.
PERSONAL HYGIENE POLICY
Hands must be washed before starting a shift, after using the restroom, or any time the employee leaves the service
line. They should be washed any time your hands come in contact with foreign objects, after coughing, sneezing,
wiping your face or touching your hair.
TATOOS
Visible tattoos must be covered.
JEWELRY
Team members are limited to wearing no more than two (2) earrings per ear and may not be large hoop earrings.
Necklaces must be worn under shirts. Watches and a single ring on each hand may be worn. Bracelets should be
removed before starting a shift. Facial jewelry and tongue rings must be removed before the start of a shift.
FINGERNAILS
Must be kept maintained and clean, free of dirt or debris. Nail polish is limited to natural colors and may not be
more than ½” long from the tip of the finger. Artificial nails, nail charms or decals are not permitted.
MAKEUP
During working hours, team members must refrain from wearing excessive makeup. Dark eyeliner and bright
colored eye shadow should be avoided.
UNIFORM POLICY
All employees must be in the appropriate and complete uniform at all times during their shift. The required uniform
consists of multi-brand shirt, khaki pants, hat, nametag and black rubber-soled shoes. Two (2) shirts, a hat and
nametag will be supplied to each team member. Pants and shoes are the responsibility of each employee.
Employees must return their uniforms upon termination of employment.
SHIRTS
Managers: a solid color blue, Must be clean, neat and tatter free. They should be tucked in at all times and
laundered appropriately.
Shift Supervisors and Assistant Managers: a solid red color. Must be clean, neat and tatter free. They should be
tucked in at all times and laundered appropriately.
Crew: a solid color white. Must be clean, neat and tatter free. They should be tucked in at all times and laundered
appropriately.
HATS
Must be worn at all times while working your shift. They must be worn straight and removed when taking a break.
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SSC DD Employee Handbook
PANTS
Managers and Supervisors: Should be khaki, in good condition and laundered appropriately. Must have then
appropriate length, and not be excessively baggy or long.
Crew: May either khaki or blue jeans. Must have then appropriate length, and not be excessively baggy or long.
Must be clean, neat and tatter free.
NAMETAG
Must be worn at all times, on the left front chest area of the shirt.
SHOES
Must be black, rubber-soled and be closed-toe. No sandals, hiking boots or wooden-soled shoes are permitted.
SOCKS
Must be worn at all times, due to health and sanitation policies.
Personal appearance should be a matter of concern for each employee. All clothing must be clean, pressed and
neatly maintained at all times. Shoes must be in good condition and polished or brushed clean. If your manager
feels your attire is out of place, you may be asked to leave your workplace until you meet the standards of this dress
code. You will not be paid for the time you are off the job for this purpose.
Employee Meal Discounts
Staying nourished on the job is important and leads to a more productive employee. We have great food and want
employees to eat.
Employees are allowed to purchase food for personal consumption before their scheduled shift or during an unpaid
meal break at a 50% discount. Employees are entitled to free drip coffee, iced coffee and hot or iced tea beverages
for personal consumption while working. All employees must retain a copy of their receipt for any food purchased
for consumption while working. The employee must sign a copy of the receipt, which is retained by the cashier.
If you have any questions about this policy, please see your Store Manager.
Employee File Maintenance
Keeping your file up-to-date can be important to you with regard to pay, deductions, benefits and other matters. If
you have a change in any of the following items, it is your responsibility to notify the Human Resources Department
as soon as possible:
1. Legal name
2. Home address
3. Home telephone number
4. Person to call in case of emergency
5. Number of dependents
6. Marital status
7. Change of beneficiary
8. Exemptions on your W-4 tax form
Coverage or benefits that you and your family may receive under the Company’s benefits package could be
negatively affected if the information in your file is incorrect.
Ethical Guidelines
The Company is dedicated to serving its customers, clients, and the public with the highest ethical standards.
Gaining and keeping the trust and goodwill of our customers and the public is our highest goal.
Each employee of the Company is an ambassador to our clients and to the public. It is important that in performing
your duties and representing this organization, you always do so honestly, fairly, legally and ethically.
This means you will put the customers’, clients’, and publics’ interests before your own. You will deal with co-
workers, customers, clients, and customers of the public cheerfully and with respect.
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Exit Interviews
In instances where an employee voluntarily leaves our employ, the Company management would like to discuss
your reasons for leaving and any other impressions that you may have about the Company. If you decide to leave,
you may be asked to grant us the privilege of an exit interview. During the exit interview, you can express yourself
freely. It is hoped that this exit interview will help us part as professionals, as well as provide insights into possible
improvements we can make within the Company. All information will be kept strictly confidential and will in no way
affect any reference information that the Company management provides to another employer about you.
Former Employees
Depending on the circumstances, the Company may consider a former employee for re-employment. Such
applicants are subject to the Company’s usual pre-employment procedures. To be considered for re-employment,
an applicant must have been in good standing at the time of their previous employment with the Company. The
former employee must have provided at least two weeks advance notice of their intention to terminate their
employment with the Company. The owner must approve in advance any former employee tanning on any current
employee’s free account.
Gifts and Gratuities (Rewards)
Except for promotional items (which include the Company logo), such as promotional calendars, tee-shirts, coffee
mugs, pens, key chains, etc., employees may not solicit or accept for themselves or for others, including members
of their families, whether directly or indirectly, any gifts, gratuities (rewards), favors, loans or preferential treatment
of any sort from organizations, individuals or customers who do, or seek to do, business with the Company unless
authorized in advanced by senior management.
Bartering with other businesses in exchange for any food and/or beverage products is strictly prohibited unless
approved by the Vice President of Operations.
Ideas
We need your ideas as we believe the person doing a job is in the best position to think of ways of doing it more
easily, more efficiently, and more effectively. If you think of a better way of doing your job or the job of a fellow
employee, discuss it with your Manager, who will welcome your suggestions and ideas.
Promotion Policy
Promotion from within is an important part of recognizing and rewarding capable employees. Employees who meet
the qualifications for job vacancies may receive consideration for promotion.
An employee who wishes to apply for a posted job opening must meet the qualifications for the position and must
have a record of satisfactory work performance. The employee must have been in his or her current position for a
minimum of six (6) months before applying for a posted job opening.
There are occasions, however, when it becomes necessary to consider and to select job candidates from outside
the current work force. For example, there are times when a position requires specific skills that are not available in
our current work force.
Open Door Policy
Employees are encouraged to share their concerns, seek information, provide input, and resolve problems/issues
through their immediate manager, and, as appropriate, consult with any member of management toward those
ends. Managers and supervisors are expected to listen to employee concerns, to encourage their input, and to
seek resolution to their problems/issues
.
Parking
Talk to your manager about the parking locations for your store. If there is a specific employee parking area the
general guidelines are as follows:
1. Please park away from the building, or in an adjoining parking lot. The parking places nearest to the store
need to be available for our customers’ convenience.
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2. When closing the store, you should move your car to a closer, well-lit location 1-2 hours before the store is
closed.
Political Contributions
The Company respects and encourages employee participation in political activities, but not on behalf of, or as a
representative of, the Company or on Company time.
Property & Equipment Care
It is your responsibility to understand the machines you need to use to perform your duties. Good care of any
machine that you use during the course of your employment, as well as the conservative use of supplies, will benefit
you and the Company. If you find that a machine is not working properly or in any way appears unsafe, please
notify your manager immediately so that repairs or adjustments may be made. Under no circumstances should you
start or operate a machine you do not deem safe, nor should you adjust or modify the safeguards provided.
Return of Company Property
Any company property issued to you, such as keys, credit cards, cell phones, computers, computer software, etc.
must be returned to the Company at the time of your resignation or dismissal, or whenever your manager or a
member of management requests it. You are responsible to pay for any lost or damaged items. The value of any
property issued and not returned may be deducted from your paycheck, and you may be required to sign a wage
deduction authorization for this purpose.
Protection of Company and Employee Property
The Company provides some employees with certain equipment and property to assist them in performing their job
duties when outside the workplace. Much of this equipment and property, such as cellular phones, computers, and
modems have value in excess of $100. Employees who are provided with employer-owned equipment or property,
or who take employer-owned equipment or property away from the workplace, have a responsibility to protect the
equipment or property from being lost, damaged, or stolen.
Lost, Damaged and Stolen Property
If the equipment or property placed in the care of an employee is lost, damaged, or stolen because of the
employee’s negligence or willful disregard, the employee may be required to pay the Company an amount equal to
the replacement value or repair cost of the equipment or property in excess of $100. (This means that if the
replacement value or repair cost of the equipment or property is $300, the employee will pay the Company $200.)
The employee will make arrangements with the Company to pay the amount owed. If the employee and the
Company are unable to agree upon, the Company will take the necessary legal steps to recover the value of the
loss from the employee. These steps may include deductions from the employee'’ pay when permitted by federal or
state law.
Resignation
While we hope both you and the Company will mutually benefit from your continued employment, we realize that it
may become necessary for you to leave your job with the Company. If you anticipate having to resign your position
with the Company, you are expected to notify your manager at least two (2) weeks in advance of the date that you
must leave. All resignations must be signed and submitted in writing two (2) weeks prior to the last day of
employment and to your manager. On or before your last shift, you are responsible for returning all Company
property in your possession or for which you are responsible.
If you voluntarily resign and do not notify your immediate supervisor at least two weeks in advance, you will not be
paid any bonus or vacation compensation, if applicable.
Seniority
Many of your benefits, like vacations, are determined by seniority. Also, seniority is one of the many factors
considered when making promotions. Therefore, seniority is very important to you as an employee. You must
complete an Introductory Period when you are hired. During this period, you carry no seniority rights. If you are
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SSC DD Employee Handbook
retained after the Introductory Period, you will be credited with seniority. Your seniority will reflect your length of
employment beginning on the date on which you began employment with the Company.
Solicitations & Distributions
Solicitation for any cause during working time and in working areas is not permitted. You are not permitted to
distribute non-company literature in work areas at any time during working time. Employees are not permitted to sell
chances, merchandise or otherwise solicit money or contributions without management approval. Persons not
employed by the Company are prohibited from soliciting or distributing literature on company property.
Smoking and Tobacco
The Company has adopted a Smoking and Tobacco Policy to protect the health and safety of all its employees and
customers. Smoking and the use of tobacco products is not allowed in any Dunkin’ Donuts store, at any time.
Smoking is prohibited in front of all store locations. Smoking must be confined to designated outdoor areas and is
prohibited in all areas where paint and flammable materials are present.
An employee found smoking or using tobacco in a prohibited area may be subject to disciplinary action, up to and
including termination.
Store Meetings
From time to time, your Manager may schedule store meetings before, during, or after work. It's to your advantage
to be at these meetings. They give you and your fellow workers a chance to receive information on the Company
events, to review problems and possible solutions, and to make suggestions about your department or your job. If
your attendance at Store Meetings is mandatory, you will be informed in advance.
Telephone
Company telephones are to be used for business purposes in serving the interests of our customers and in the
course of normal Company operations. Answer all calls promptly and courteously. On occasion, personal calls
may be necessary, but we ask your cooperation in limiting them to emergencies or essential personal business. All
personal phone calls must be brief. All phone calls for business and personal use will be taken second to customers in
the restaurant. No long distance personal calls are allowed.
Cell Phones/PDAs/Other Handheld Devices – Personal cell phones, blackberries, sidekicks, etc. (handheld
devices) in the stores must be turned off. Employees cannot use any handheld device without the
Manager’s approval. Handheld devices may not be used at any time “on the floor” in view of our customers. The
company will not be liable for the loss or damage of handheld devices brought into the workplace.
Theft
Internal theft can be a serious problem for any company. Although taking small items of the Company property may
seem inconsequential, the cumulative effect can be very large. The Company will not tolerate property theft of any
type. We consider property theft to be the unauthorized use of company services or facilities or the taking of any
company property for personal use.
Unauthorized possession or removal of company property is a very serious offense. Employees violating this policy
will be subjected to discipline up to and including possible dismissal and prosecution. The Company will consider
the dollar value of the item(s) taken, the Employee's seniority, and the employee's past work record in setting
penalties. If you are dismissed because of unauthorized possession or removal of company property, the reason for
your dismissal may be provided to any future employer that contacts the Company. Referrals to criminal authorities
will be made on a case-by-case basis.
Work Schedule
We will not be able to offer employment to any employee that cannot work weekends. Weekend
shifts must be shared by all employees. Your individual schedule of work hours may vary and will be given to you
by your Manager. We try to be flexible with all schedule requests, but they are requests, and are not guaranteed.
Special requests must be submitted in writing to the manager prior to making the schedule for the following week.
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SSC DD Employee Handbook
You will be notified promptly whenever a change is necessary. Should you have any questions concerning your
work schedule, please ask your Manager.
If your availability changes and you are unable to comply with scheduling requirements, your employment with the
Company may be terminated.
Compensation Practices
Wage and Salary Policies
It is the Company’s desire to pay wages and salaries that are competitive with other employers in the marketplace
in a way that will be motivational, fair and equitable, variable with individual and in compliance with all applicable
statutory requirements.
You are employed by the Company and will be compensated directly from our payroll system. No person may be
paid directly out of petty cash or any other such fund for work performed.
Discussing your compensation or the compensation of others with coworkers may be grounds for
termination.
Time Cards/Records
By law, we are obligated to keep accurate records of the time worked by all employees. This is done through our
point-of-sale computer system. Hours listed on the computer payroll report is the only way the Payroll Department
knows how many hours the employee worked and how much to pay employees. This report indicates when
employees arrive and depart. Employees are to clock in and clock out for lunch and for brief absences like a doctor
or dentist's appointment. All employees are required to keep their supervisor advised of their departures from and
returns to the premises during the workday.
All store employees (including exempt employees) are responsible for clocking in and out on the computer. If you
forget to clock-in or clock-out, your Manager must make the correction on the payroll report and both you and your
Manager must initial the correction. Employees are not permitted to clock in more than six (6) minutes before their
scheduled starting time nor more than six (6) minutes after their scheduled quitting time without the Manager's
approval. Employees need to review their hours each week and notify their Manager if they have failed to clock in
or clock out.
No one may record hours worked under someone else’s employee number. Clocking in under anyone else’s
employee number is cause for disciplinary action, up to and including termination, of both employees. Do not alter
your own or another person's time record, or influence anyone else to alter your time record. In the event of an
error in recording your time, please report the matter to your Manager immediately.
Overtime Pay
You generally are not expected to work more than 40 hours in a workweek. If, occasionally, your work requires
working more than 40 hours in a workweek, overtime work is subject to the following conditions: (1) You are not
permitted to work overtime unless you receive advance approval from your Manager.
(2) Non-exempt employees are paid overtime for all time physically worked in excess of 40 hours per workweek.
(3) The overtime rate is one-and-one-half times your regular hourly rate of pay.
Pay Period
Each pay period covers services performed during a two-week period. Payday is on the Friday following the end of
each biweekly pay period.
Changes will be made and announced in advance whenever Company holidays or closings require modification in
the regular payday.
Deductions from Paycheck (Mandatory)
Various payroll deductions are made each payroll to comply with federal and state law pertaining to taxes and
insurance. Deductions will be made for the following:
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• Federal Income Tax Withholding
• State Income Tax Withholding
• Local City Resident / Non-Resident Tax Withholding (if applicable)
• Social Security and Medicare (FICA)
• State Disability Insurance (if applicable)
• Garnishments/Liens
• Other Items designated by the employee
At the end of each calendar year, you will be supplied with your Wage and Tax Statement (W-2) form. This
statement summarizes your income and deductions for the year. If you have any questions regarding these
deductions, please contact the Payroll Department.
Any other mandatory deductions to be made from your paycheck, such as court-ordered attachments, will be
explained whenever the Company is ordered to make such deductions. Some states may require other payroll
deductions.
Wage Assignments (Garnishments) / Liens
We hope you will manage your financial affairs so that we will not be obligated to execute any court-ordered wage
assignment or garnishment against your wages. However, whenever court-ordered deductions are to be taken from
your paycheck, you will be notified. According to the Federal Wage Garnishment Act, three (3) or more
garnishments may be cause for dismissal.
Paycheck Distribution & Cashing Procedures
Paychecks are distributed directly to your primary work location. Paychecks may not be cashed at the store.
Misplaced Checks
Once you receive your paycheck, put it in a safe place. If you misplace it, notify your Manager immediately. If you
cannot find it, you need to complete a “Stop Payment Request form” which your Manager will send to the Payroll
Department. A stop payment/reissue bank fee will apply and will be deducted from the reissued check.
Error in Pay
Every effort is made to avoid errors in your paycheck. If you believe an error has been made, notify your Manager
immediately. He or she will take the necessary steps to research the problem and to assure that any necessary
correction is made promptly.
Employee Performance
Introductory Period
Your first ninety (90) days of employment with the Company is considered an Introductory Period. During this first
ninety days, your job performance, attendance, attitude, and overall interest in your job will be observed. This
Introductory Period will be a time for getting to know your fellow employees, your manager and the tasks involved in
your job position, as well as becoming familiar with the Company’s products. During this time, you will not accrue
benefits described in this Employee Handbook unless otherwise required by law. Your manager will work closely
with you to help you understand the needs and processes of your job.
Please understand that completion of the Introductory Period does not guarantee continued employment for any
specified period of time, nor does it require that an employee be discharged only for "cause."
Behavior and Guidelines for Conduct
We encourage you to follow a personal code of conduct, which fosters your own well-being, the well-being of your
co-workers, and which allows you and your co-workers to achieve quality, profitable production in your work.
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Following are examples of such behavior, which create an atmosphere in which you and your co-workers can
achieve work-related goals:
! Maintaining personal cleanliness.
! Cleaning of your own workspace at the end of each day.
! Expressing your views and opinions honestly and without rancor or sarcasm.
! Doing your share of the work and contributing your best efforts when you are working in
cooperation with co-workers.
! Completing work assignments on schedule.
! Discussing with co-workers and your Manager ideas and suggestions for improving work efficiency
and the quality of our products and service.
! Using the Company’s equipment and work supplies in a responsible way that reduces operating
costs.
! Conduct professional conversations with co-workers that UDOU UNOTU include disrespectful
comments about customers or fellow employees.
! Do not say anything about another employee or customer that you would not say to them directly
(Golden Rule).
This list is not all-inclusive. We ask that you behave in a manner generally acceptable to the workplace and in a
manner, which gives credit to yourself, and to the Company.
Employees who do not follow standards of good behavior will be subject to disciplinary action, up to and including
termination.
Performance Appraisals
Your Manager is continuously evaluating your job performance. Day-to-day interaction between you and your
Manager should give you a sense of how your Manager perceives your performance.
However, to avoid haphazard or incomplete evaluations, the Company conducts a formal appraisal once a year for
each eligible employee.
Performance appraisals will be conducted annually. Other performance appraisals may be conducted, as deemed
necessary, on a more frequent basis. New employees may be reviewed more frequently. A performance appraisal
may also be conducted in the event of a promotion or change in duties and responsibilities.
Performance appraisals are not a guarantee of wage, salary or benefits increases, job or career
advancement or of continued employment.
During formal performance appraisals, your Manager will consider the following factors, among others:
• Attendance, initiative and work effort
• Knowledge of your work
• Attitude and willingness
• The quality and quantity of your work
• The conditions under which you work
• Customer service skills
• Adherence to the Company’s policies and procedures
The primary reason for performance appraisals is to identify your strengths and challenges in order to reinforce your
good habits and develop ways to improve in other areas. This appraisal also serves to make you aware of and to
document how your job performance compares to the goals and description of your job. This is a good time to
discuss your interests and future goals. Your Manager is interested in helping you to progress and grow in order to
achieve personal as well as work-related goals. Perhaps your Manager can recommend further training or
additional opportunities for you.
Compensation Reviews
Wage and salary increases are based on your performance and assessed potential, not length-of-service or the
cost-of-living. Having your compensation reviewed does not necessarily mean that you will be given an increase.
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All wage and salary increase recommendations have to be approved by the Vice President of Operations before
they are granted.
Unacceptable Activities
Generally speaking, we expect each person to act in a mature and responsible way at all times. However, to avoid
any possible confusion, some of the more obvious unacceptable activities are noted below. Your avoidance of these
activities will be to your benefit as well as the benefit of the Company. If you have any questions concerning any
work rule or any of the unacceptable activities listed, please see your Manager for an explanation.
Occurrences of any of the following violations, because of their seriousness, may result in immediate termination
without warning:
• Willful violation of any Company policy; any deliberate action that is extreme in nature and is obviously
detrimental to the Company’s efforts to operate profitably.
• Being intoxicated or under the influence of controlled substance drug while at work; use or possession or
sale of controlled substance drugs in any quantity while on Company premises, except medications
prescribed by a physician which do not impair work performance.
• Possession of dangerous or illegal firearms, weapons or explosives on Company property or while on
duty.
• Engaging in criminal conduct or acts of violence, or making threats of violence toward anyone on
Company premises or when representing the Company; fighting, or horseplay or provoking a fight on
Company property, or negligent damage of property.
• Insubordination or refusing to obey instructions properly issued by your Manager pertaining to your work;
refusal to help out on a special assignment.
• Threatening, intimidating or coercing fellow employees on or off the premises -- at any time, for any
purpose.
• Engaging in an act of sabotage; willfully or with gross negligence causing the destruction or damage of
Company property, or the property of fellow employees, customers, suppliers, or visitors in any manner.
• Theft of Company property or the property of fellow employees or customers; unauthorized possession or
removal of any Company property, including documents, from the premises without prior permission from
management; unauthorized use of Company equipment or property for personal reasons; using Company
equipment for personal profit.
• Providing product to a customer at no charge without a valid business reason (i.e. giving out free coffee or
food to friends or family, etc.).
• Charging a customer for a product or service and not entering it as a sale in the stores point-of-sale
system (computer).
• Using an employee number or a number other than your own to enter a computer transaction.
• Dishonesty; willful falsification or misrepresentation on your application for employment or other work
records; lying about sick or personal leave; falsifying reason for a leave of absence or other data
requested by the Company; alteration of Company records or other Company documents.
• Violating the non-disclosure agreement; giving confidential or proprietary company information to
competitors or others, including unauthorized Company employees; working for a competing business
while a Company employee; breach of confidentiality of personnel information.
• Malicious gossip and/or spreading rumors; engaging in behavior designed to create discord and lack of
harmony; interfering with another employee on the job; willfully restricting work output or encouraging
others to do the same.
• Immoral conduct or indecency on Company property.
• Conducting a lottery or gambling on Company premises.
• Any act of harassment, sexual, racial or other; telling sexist or racial-type jokes; making jokes about race
ethnically or sexual orientation.
• Allowing non-employees in the store before or after business hours without specific authorization from
supervisor.
• Tampering with security devices (i.e. turning off security camera.)
• Time-Clock violations: Altering time cards without manager’s approval.
Occurrences of any of the following activities, as well as violations of any Company rules or policies, may be subject
to disciplinary action, up to and including termination. This list is not all-inclusive. Notwithstanding this list, all
employees remain employed “at will.”
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• Unsatisfactory or careless work; failure to meet quality standards as explained to you by your Manager;
mistakes due to carelessness or failure to get necessary instructions.
• Cash overages or shortages in excess of $5 for any given shift when employee is assigned the role of
cashier.
• Leaving work before the end of a workday or not being ready to work at the start of a workday without
approval of your Manager. Not opening the store on time.
• Sleeping on the job.
• Excessive use of company telephone for personal calls.
• Use of personal cellular phones, personal computers, etc. on Company premises.
• Leaving the office or store during your work hours without the permission of your Manager, or if a
Manager, without permission of your District Manager.
• Smoking in restricted areas or at non-designated times, as specified by Company policy.
• Posting, removing or altering notices on any bulletin board on Company property without permission of an
officer of the Company.
• Failure to report an absence or late arrival; excessive absence or lateness.
• Buying Company merchandise at a discount for resale.
• Obscene or abusive language toward any customer, manager, or co-worker; indifference or rudeness
towards a customer or co-worker; any disorderly/antagonistic conduct on the Company’s premises.
• Soliciting during working hours and/or in working areas; selling merchandise or collecting funds of any kind
for charities or others without authorization during business hours, or at a time or place that interferes with
the work of another employee on Company premises.
• Failure to maintain a neat and clean appearance in terms of the standards established by the Company;
any departure from accepted conventional modes of dress or personal grooming; wearing improper or
unsafe clothing.
• Eating food and beverages in undesignated areas or at your workstation.
• Using someone else’s employee code to ring up any type of transaction on the point-of-sale computer.
• Negligence in observing prevention and safety rules.
Disciplinary Actions
Unacceptable behavior, which does not lead to immediate dismissal, may be dealt with in the following manner
(attach Progressive Disciplinary Action Form)
1. Verbal Warning
2. Written Warning
3. Dismissal
Written warnings will include the reasons for the manager's dissatisfaction and any supporting evidence. You will
have an opportunity to defend your actions and rebut the opinion of your Manager at the time the warning is issued.
Disciplinary actions may also include fines, bonus deductions, suspensions or other measures deemed appropriate
to the circumstances.
All pertinent facts will be carefully reviewed, and the employee will be given a full opportunity to explain his or her
conduct before any decision is reached. The Human Resources Department or another member of senior
management will give a second opinion concerning the unacceptable behavior before dismissal occurs.
If you commit any of the actions listed below, or any other action not specified but similarly serious, you will be
suspended without pay pending the investigation of the situation. Following the investigation you may be terminated
without any previous disciplinary action having been taken:
1. Theft
2. Falsification of Company records
3. Conflict of interest
4. Threat of, or the act of doing bodily harm
5. Willful or negligent destruction of property
6. Use and/or possession of intoxicants, drugs or narcotics
7. Neglect of duty
8. Refusal to perform assigned work or to follow a direct order
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9. Any act of harassment, sexual, racial or other; telling sexist or racial-type jokes; making jokes about race
ethnically or sexual orientation.
10. Allowing non-employees in the store before or after business hours.
Job Counseling
If you are concerned about your job performance, or if you wish to talk about job prospects in line with your career
interests and abilities, you may arrange for a counseling discussion with your Manager and/or District Manager.
Such a discussion will be confidential and will in no way jeopardize your present position or future with the
Company.
Unemployment
The Company pays federal and state taxes to provide eligible employees with unemployment insurance. the
Company pays the entire cost of this benefit.
You may be eligible for unemployment insurance benefits if your work hours are reduced or if you are temporarily
laid off or permanently terminated. Federal and state laws and guidelines determine whether you qualify for
unemployment benefits, and the amount of the benefits if you qualify.
Employee Safety and Health
We strive to provide safe working conditions for our employees. We observe the safety laws of the governments
within whose jurisdictions we operate. No one will knowingly be required to work in any unsafe manner. Safety is
every employee's responsibility, and all employees are expected to do everything reasonable and necessary to
keep the Company a safe place to work.
The Company expects its employees to conduct themselves in a safe manner. Please use good judgment and
common sense regarding safety standards, observe all safety rules posted in various areas, and follow all OSHA
and state safety regulations. Employees are required to report any and all injuries to their supervisor immediately. A
“Worker’s Compensation, First Report of Injury” report must be completed for all injuries, no matter how minor, and
needs to be signed by all employees involved, and all witnesses.
Accidents or Injury
No matter how insignificant an on-the-job injury may seem when it occurs, notify your Manager immediately. As
soon as the injured employee has been taken care of, send an email to the Human Resources Department with
brief details of the incident. Then follow up by faxing the appropriate report to the Human Resources Department,
as the Company has only 24 hours to report the incident.
Injury Reporting Procedure
We sincerely hope you are never injured on the job, but if an injury occurs, the following procedures have been
established to ensure that an injured employee receives proper medical attention and to ensure that required
necessary reports are filed in a timely manner. All injuries, no matter how slight, must be reported to your
supervisor.
1. Immediately report to your supervisor all accidents, illnesses, or injuries resulting from work-related
circumstances, even if there is no lost time from work or initial medical treatment. Your care in maintaining
a safe work environment is extremely important.
2. Injuries requiring only first aid: Treatment will be administered and the supervisor notified.
3. Minor injuries requiring medical treatment: Employees sustaining minor injuries will be referred to the
Company-designated medical facility for treatment.
4. Serious injuries: Employees sustaining serious injuries will be taken immediately to the appropriate medical
facility for treatment.
5. Each time a doctor treats an injury or the employee visits the doctor as a follow-up to an injury, the
supervisor must be notified and given a copy of the physician's statement indicating work status.
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Hazardous Materials
In accordance with the Hazardous Materials Communication Act, all stores are supplied with Material Safety Data
Sheets (MSDS) to inform employees of the hazardous products used in the store. Material Safety Data Sheets are
located in the SOP Manual. As part of your Tanning Consultant training you will be required to review the stores
MSDS. Pay close attention to the Products:
1. Health hazards when misused.
2. Reactivity -- Problems when combined with other products.
3. Special protection necessary in the use of the product, if any.
Fires and Emergencies
IN CASE OF EMERGENCY DIAL 911.
The facility where you work has an emergency procedure to follow in the event of fire or disaster. Exits, fire
extinguishers, and first aid kits are located throughout the facility. Know the location of all alarms and fire
extinguishers, and familiarize yourself with the proper procedure for using them, should the need arise.
Workers Compensation
The Company purchases workers compensation insurance to protect employees who are injured, who become ill,
or who die as a result of their employment. The Company pays the entire cost of this benefit. Information about
workers compensation rights and benefits is posted in every store location.
You may be eligible for workers compensation benefits when your injury or illness results from your employment.
Workers compensation pays for your hospital and medical expenses. In addition, after a brief waiting period, if you
are unable to work, workers compensation pays you disability income in amounts set by state law. Federal and
state laws and guidelines determine whether you qualify for workers compensation benefits, and the amount of your
benefits if you qualify.
If you are injured while working or if you develop an illness as a result of your work, you are to report your injury or
illness to the Human Resources Department immediately, or as soon as you are physically able to do so. Your
failure to promptly report your injury or illness may jeopardize your right to workers compensation benefits.
Light-Duty Return to Work
The Company encourages employees who are recovering from an illness, injury or disabling condition to return to
modified, alternate or light-duty work when such work is available.
The Company will make reasonable efforts to provide modified, alternate or light-duty work opportunities to ill,
injured or disabled employees. If the employee’s regular job cannot be modified to meet physical and medical
restrictions, the Company will attempt to provide the employee with suitable alternative job. For example, if you are
away from work because of a work-related injury, the Company will make reasonable efforts to provide you with
light-duty work to allow you to return to physically and medically suitable employment as quickly as possible.
Security
Maintaining the security of the Company’s buildings and property is every employee's responsibility. Develop habits
that insure security as a matter of course. Good security results from being aware and using common sense.
Remember, the safety of everyone in your store is the primary concern. Development of good money handling
habits and an overall alertness on your part, and that of your employees will enhance the safety of your employees
and customers and minimize the potential for financial loss.
Basics
• The Manager on Duty should never leave the store during business hours without prior permission from
their immediate supervisor. Banking needs are the only reason the MOD should ever be away from the
store.
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• Always keep cash properly secured. If you are aware that cash is insecurely stored, immediately inform the
person responsible.
• Insure that fire exits are locked and alarms are functioning.
• Keep office door closed and locked at all times.
• Safe should remain locked at all times.
• Always have two employees closing the store. (See detail in Robbery section.)
• Never let anyone in the store before opening or after closing unless he/she is a scheduled employee.
• Bank deposits need to be made daily. Deposits are to be counted and sealed by opening manager.
• Never resist a person attempting a robbery. Your personal safety is our number one concern.
• When you leave the premises make sure that all entrances are properly locked and secured and exit
through the “exit” door at the close of business.
• Never discuss your store's sales volume with strangers or even with friends. Never discuss volumes,
especially dollars, in any public place, such as a bar, ball game, etc.
• Report any vehicles that seem to be "hanging around" or are seen frequently with no apparent purpose.
• Count all money in a secure, enclosed area; never where you can be observed.
Alarm
All stores are provided with an alarm system. Persons responsible for opening and closing the store should be
thoroughly familiar with the operation of the system.
The store manager must assign every management person in the store a unique 4 digit “Access Code” to arm and
disarm the system. Please get this code on your first shift in your store. No person should be given another
manager’s code. Keep the alarm company's service number and monitoring number posted and report any problems
with the system to them immediately.
Should the system malfunction and service cannot be obtained until the following day, contact your local police
department and advise them of the situation. Ask them to provide additional drive-by protection overnight. Alert your
District Manager of the problem.
Do not hang display materials, including balloons, close to the motion detectors or HVAC vents. After closing, the
sudden gust created by the air conditioning system turning on will move the hanging materials possibly causing a
false alarm.
All stores are equipped with a “panic button” to notify police of an emergency. You should be aware of the location
and know how to alarm and reset them on your first shift in your store. The panic button is to be used only in the
case of a robbery.
Security System
Aside from being a general deterrent to robbery, shoplifting and internal theft, the security system is a very valuable
tool for the manager to address and resolve a wide spectrum of loss prevention issues, including customer
situations. Employees should be aware that video cameras monitor the activities in the store and that video of
employees violating Company policy may be used as evidence of said violation for the purpose of discipline up to
and including termination.
Deposits
It is the Company’s policy that Bank Deposits be made daily. Failure to make a daily deposit (excluding days banks
are closed) will result in immediate termination. Prepare the bank deposit in a secure area. Once the opening
manager seals the deposit bag, it may not be opened again by any store personnel. Place the deposit bag in
another bag for camouflaging purposes while transporting the deposit to the bank. Alter your banking routine and
route to the bank daily. Do not go to the bank the same time every day. Do not become predictable.
Always write down the bags identifying number on your deposit tickets. Do not leave the window until you have a
validated deposit ticket for the correct amount. Always verify the bank deposit receipt vs. your own deposit ticket
before leaving the bank. The bag number and your initials must go on all deposit slips.
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Ninety percent of all bank deposit robberies occur either immediately after leaving the store or within 50 feet of the
bank's door. Robberies often happen right in our parking lot. Going to the bank daily is mandatory, but going at the
exact same time every morning is highly discouraged. Most bank deposit robberies occur because the eventual
robber observes your routine and is able to predict the right time to make the grab. Never leave the back of the store
with a bank deposit bag visible; always conceal it in a brief case, satchel or non-descript bag. Always observe the
people in or near your travel path for potential setups. If you notice anyone loitering or sitting in a car outside your
store delay taking the deposit until you can be sure that your travel path is safe; or, if you have serious suspicions, call
the police and request an escort, advising them of your suspicions. Always make deposits during daylight hours
preferably in the middle of the day after the morning rush; but, very your routine so that you do not become a
predictable target.
Never resist a robbery attempt. Be alert and make a mental note of all the details such as descriptions, vehicles,
license numbers, type of weapons used, clothing worn, etc., and call 911 immediately.
Safe
The Company is security conscious, therefore, all stores are provided with a safe. The safe must be kept locked at
all times. The only personnel who have access to the safe's contents are the Store Manager and Assistant
Managers. The safe should never be left on "Day Lock," and the door of the safe must remain closed unless the
MOD is actually accessing the safe.
• The contents in the safe should be counted three times a day. Once in the morning before the deposit is made,
again at the shift change by the closing MOD, and finally at closing. All safe totals should be noted on the "Shift
Change Log”. The amount of the deposit at shift change must be verified against the total currency that has been
collected through cash drops and the tills that have been counted out. The safe count should never change. Cash
should always balance to your individual store's total safe count (i.e. change funds & tills).
• The MOD is personally responsible for all the money in the store. The turnover of the store, the cash (safe, deposit,
change fund & cash drops and cash tills) dictates the changing of the MOD. The MOD must sign for the cash as
accepted. Therefore, only the MOD that has completed the shift change procedure is allowed access to the safe at
any point.
• Never give your safe code to anyone.
Robbery
The purpose of this section is to insure that all stores are aware of the preventive measures, which can be taken to
control robberies, and the procedures, which should be followed in the event a store is robbed. The Company
believes that preventive measures can be taken to control robberies, but should a robbery occur, the safety and well
being of our store employees is the Company's first consideration and concern. Statistics indicate that most
robberies occur during the first hour after opening or the last two hours before closing. In addition, Mondays,
Saturdays and Sundays are the most frequent occurrences of robbery.
Preventive Measures
The following preventive measures should be followed:
• Do not keep large amounts of cash in your tills. Make cash pulls and record on cash pull log whenever a till
exceeds $200.00 of additional currency. Ensure tills are counted down and worksheet initialed before
Cashier's leave their shift. As business slows, minimal amounts of cash, as well as open tills should be kept
at the front counters.
• Do not block vision into the store by placing displays in the window.
• Keep the parking lot well lighted after dark. (If you are in a shopping center, report burnt out bulbs to the
shopping center manager or landlord.)
• Bank deposits are made daily, according to our bank deposit policy.
• Help make your employees security conscious. The following is a list of things about which your employees
should be cautious.
Section 1. Shoppers wearing hats, sunglasses, gloves or any article of clothing obviously not in general
conformity with the time of year or location
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Section 2. Clear garbage bags should be used when practical for smaller waste cans in service areas. If black
bags are used to consolidate garbage before taking out, Managers should randomly inspect the
contents. Never take garbage out after dark-no exceptions. If you must use a rear door for
garbage do it during the middle of the day and have a second person manning the door to prevent
unauthorized entry.
Section 3. Never leave the door unlocked before opening or after closing! If someone is watching your store,
this could allow a burglar easy access. Do not open the back door after dark – no exceptions.
Section 4. Keep all lights on until just before leaving the store.
Section 5. When closing the store, move your vehicle to a well-lighted area near the store entrance prior to
closing time. When locking up the store, one employee should go to his car, lock the doors, turn on
the lights and drive to a point in plain view of the person who is still in the store. The person locking
the store can then let himself out and proceed to his car. This procedure ensures that at least one
person is always in a position to call or go for help.
In Case of a Robbery
The following actions should be taken if a robbery actually occurs.
Section 1. Keep calm, hit the silent alarm (the panic button), and do not resist the persons attempting the
robbery. Your personal safety is our number one priority.
Section 2. Attempt to obtain a description of the suspect, observing what type of gun and listening to his/her
voice. In order to permit a search for possible evidence, always preserve and protect evidence
(don't touch registers, etc.).
Section 3. If possible, send someone to the window in an attempt to see the vehicle. Try to observe the color,
license number and direction of departure.
Section 4. Call police immediately. Stay on the telephone until the officer states that you have given all the
information needed. If questioned about the amount of money lost, reply "an undetermined
amount." Explain that the District Manager will let the police know this as soon as it has been
determined.
Section 5. Call your District Manager who will assist the Store Manager in making a written report in as much
detail as possible.
Section 6. Preserve and protect evidence (don't touch anything that has been touched by the robber).
Section 7. Obtain names, address and telephone numbers of any customers who are involved or are
witnesses.
Section 8. Do not attempt to apprehend a robber or suspect shoplifter. Always think about security and train
your help to be security conscious. Resolve any doubts by calling the police; "play your hunches."
Never ignore your feelings about something being funny or not just quite right. The police will not
criticize you and would rather receive a false alarm than miss the opportunity to prevent or detect
criminals in action.
Burglary
All stores must be aware of the preventive measures, which can be taken to control burglaries and/or break-ins, as
well as the procedures, which should be followed in the event a store is burglarized.
All stores are equipped with alarm systems - know their operation and use them properly.
The following preventive measures should be kept in mind:
Section 1. Verify that all cash drawers are empty.
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SSC DD Employee Handbook
Section 2. When counting cash in the store before opening or after closing, do not count the money where you
can be observed from the outside.
Section 3. Be sure all money is locked in the safe.
Section 4. Do not leave the combination of the safe written down anywhere in the store.
Section 5. Be sure that the alarm system is set when leaving the store at closing. (Double check by calling the
security company if you are unsure.)
Section 6. Don't leave the store at night until you are sure all doors and windows are locked.
Section 7. Do not leave the exit door open for employees to enter through. If someone is watching the store,
this could allow him or her access.
In Case of a Burglary
The following procedures should be followed in the event your store is burglarized.
Section 1. Secure the store. Do not allow anyone to touch potential evidence until the police have arrived and
all the money is counted.
Section 2. Contact your District Manager.
Section 3. Do not touch anything until the police have finished their investigation.
Section 4. Only the District Manager is authorized to reveal the amount stolen to the police.
Section 5. Get names and phone numbers from any witnesses.
Immediate Termination Security Violations
1. Leaving the safe open.
2. Leaving the safe on day-lock.
3. Failure to make a daily deposit.
4. Using any security code, other than the one assigned to you, for store entry or closing.
5. Unauthorized person(s) in store before opening or after closing.
6. Giving employees keys to locked areas (after prior warning by supervisor).
7. Giving employees the code and/or access to the safe.
8. Falsifying over/short moneys ( i.e. taking money from or adding money to daily deposit).
9. Borrowing money from the safe or change fund.
10. Failure to complete shift change procedures (after prior warning by supervisor).
11. Using ID other than your own (after prior warning by supervisor).
12. Failure to open store on scheduled shift (after prior warning by supervisor).
13. Falsification or manipulation of the store's inventory.
14. Time clock manipulation. Managers may not edit their own time clock entries. If there is a time card or
clock in/clock out error, it must be changed by another member of the management team.
15. Any "Class A" - Gross Violation from the Disciplinary Actions section of this handbook.
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SSC DD Employee Handbook
If you have a Problem
If you have any questions concerning your job or if you encounter any work-related problems, we encourage you to
discuss your questions or problems with us. We cannot address any of your questions, concerns, or problems
unless we know about them.
If you have a problem, please talk to with your immediate supervisor as soon as possible. Your immediate
supervisor is the person responsible for what goes on in your immediate work area and may be in the best position
to help you.
If you prefer not to speak with your immediate supervisor, or if you feel your immediate supervisor cannot or has not
satisfactorily resolved the problem, please ask to speak with your District Manage. Your District Manager is
available to assist you and work on solving your problem at any time. Finally, if you still feel the need to speak to
other members of the management team, we encourage you to speak to the Director of Operations.
The Company takes all concerns and problem brought to its attention seriously. We will work to address your
concerns or resolve your problem as soon as possible under the circumstances. You are encouraged to utilize this
procedure without fear of reprisal.
Summary
Once again, this Employee Handbook provides answers to most of the questions you may have about the
Company’s policies and procedures, as well as the Company’s benefits programs. If anything is unclear, please
discuss the matter with your Manager. You are responsible for reading and understanding this Employee
Handbook, and your performance evaluations will reflect your adherence to the Company policies and procedures.
In addition to clarifying responsibilities, we hope this Employee Handbook also gives you an indication of the
Company’s interest in the welfare of all employees who work here. By always keeping the contents of this
Employee Handbook in mind, you should be happy and successful in your work with us.
Again,'welcome'to'the'Company.''We'look'forward'to'workin g 'w ith'yo u.'
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SSC DD Employee Handbook
Notes
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SSC DD Employee Handbook
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SSC DD Employee Handbook
HANDBOOK ACKNOWLEDGMENT
I acknowledge that I have received the Company’s Employee Handbook ("the Handbook"), and understand that
violations of the policies contained in the Handbook, including the anti-harassment policy, could result in disciplinary
action, up to and including termination.
I further understand that the information contained in the Handbook represents guidelines for the Company and that
the Company reserves the right to modify the Handbook or amend or terminate any policy, procedure, or employee
benefit program at any time.
I further understand that the contents of the Handbook do not form a written employment contract. Either the
Company or I have the right to terminate my employment at any time.
I further understand that no manager, supervisor or representative of the Company, other than the an officer, has
any authority to enter into any agreement guaranteeing employment for any specific period of time or on any
specific terms; and then only if said agreement is in writing, approved by the Board of Directors and signed by an
officer.
I further understand that if I have any questions about the interpretation or application of any policies contained in
the Handbook, I should direct these questions to the on-site supervisor.
_______________________________________ __________________________
Employee Signature Date
_______________________________________
Name Printed
__________________________
Social Security Number
Please sign and keep this acknowledgment for your records.
_______________________________________
Employer Name
_______________________________________
Location Name
PC#__________
Surfside Coffee Company, LLC