Chick-fil-A Enos Ranch is the guest facing name of a Restaurant located in California. While you will report to work and represent the brand of Chick-fil-A Enos Ranch, an independently owned and operated franchise of Chick-fil-A, Inc., your employer is the holding company for Chick-fil-A Enos Ranch: 7Redz, LLC.
Congratulations and welcome to Chick-fil-A Enos Ranch; I wish you every success here. I grew up a in military family, and settled in the Atlanta area, the birthplace of Chick-fil-A, for my high school. After graduating from the United States Air Force Academy, I embarked on a career in the Air Force that led me to 4 countries, 2 war zones, 11 moves, a beautiful wife and 5 wonderful children. It was my honor to serve the United States for 28 years as an instructor pilot, a cargo pilot, a VIP pilot, an academic professor, and a military diplomat. After retiring, I sought an opportunity where I could continue to serve. I worked with a childhood friend who had his own Chick-fil-A Restaurant in the Atlanta area, while I pursued the dream of owning my own. It is my honor and privilege to now be serving you here in Santa Maria and the communities of the central coast of California. I am passionate about making an impact on Santa Maria. I truly believe that is why I am here–to have an impact the community and to have an impact on you.
I believe that each Team Member contributes directly to Chick-fil-A Enos Ranch’s growth and success, and hope you will take pride in being a member of our team.
This Handbook was developed to describe some of the expectations of our Team Members and to outline the policies, programs, and benefits available to eligible Team Members. Team Members should familiarize themselves with the contents of the Team Member Handbook as soon as possible, for it will answer many questions about employment with Chick-fil-A Enos Ranch.
I hope that your experience here will be challenging, enjoyable, and rewarding. Again, welcome!
Purpose and Scope of this Handbook
This Handbook is designed to acquaint you with Chick-fil-A Enos Ranch and provide you with information about working conditions, Team Member benefits, and some of the policies affecting your employment. You should read, understand, and comply with all provisions of the Handbook. Team Members should understand, however, that the Handbook is not intended to be a contract, either expressed or implied, to make a guarantee of any kind, or to alter the “at-will” relationship between Chick-fil-A Enos Ranch and the Team Member. Rather, this Handbook describes many of your responsibilities as a Team Member and outlines the programs developed by Chick-fil-A Enos Ranch to benefit Team Members. One of our objectives is to provide a work environment that is conducive to both personal and professional growth.
This Handbook summarizes and provides a ready reference to the mechanics of our functioning on a day-to-day basis. From time to time, you may be given additional information and/or policies to replace or supplement the current Handbook pages. Chick-fil-A Enos Ranch reserves the right to revise, supplement, or rescind any policies or portion of the Handbook from time to time as it deems appropriate, in its sole and absolute discretion. You are responsible for maintaining an updated version of the Handbook. You are also expected to be familiar with our policies, rules, and procedures.
Chick-fil-A Enos Ranch is committed to workplace policies and practices that comply with federal, state and local laws. In the event of an inconsistency between the Team Member Handbook and the law, the applicable law will apply.
This Handbook does not prohibit protected conduct or communications relating to your wages, hours or working conditions, or any other conduct protected by Section 7 of the National Labor Relations Act. Furthermore, nothing in this Handbook prohibits a Team Member from reporting concerns, making lawful disclosures or communicating with any governmental authority about conduct the Team Member believes violates any laws or regulations.
This Handbook remains the property of Chick-fil-A Enos Ranch.
The Chick-fil-A story started in 1946, when Truett Cathy opened his first Restaurant, Dwarf Grill, in Hapeville, Georgia. Credited with inventing the original boneless breast of chicken sandwich, Mr. Cathy founded Chick-fil-A, Inc. in the 1960s and pioneered the establishment of Restaurants in shopping malls with the opening of the first Chick-fil-A Restaurant at a mall in suburban Atlanta in 1967. Since then, Chick-fil-A has steadily grown to become the largest quick-service chicken Restaurant chain in the United States.
Corporate Purpose of Chick-fil-A, Inc
To glorify God by being a faithful steward of all that is entrusted to us and to have a positive influence on all who come into contact with Chick-fil-A
Vision and Values of Chick-fil-A Enos Ranch
We believe that having vision and values gives us proper guidance in our activities and you should know what they are as you begin your association with Chick-fil-A Enos Ranch.
Chick-fil-A Enos Ranch’s Vision:
Quite simply…to be the BEST! Not just the best quick serve Restaurant, but the best Restaurant in town. This means we want to provide the best tasting food and the best quality customer experience. We also want to have a positive impact on anyone who comes in contact with us—guests, Team Members, vendors…anyone. We also want to build leaders from our team, leaders in both the Restaurant and the community.
Chick-fil-A Enos Ranch’s Core Values:
Integrity, Excellence, Service, Quality, Safety. All decisions from the top to the bottom will be examined through the lens of these values, and made consistent with them.
Commitment to Hospitality
Chick-fil-A Enos Ranch strives to maintain an atmosphere of hospitality for all guests. We welcome respectfully all guests and seek to create a remarkable experience for all who visit our Restaurant. We want to maximize the opportunity to grow the business by having a positive influence on others and by providing an environment whereby guests, Team Members and all who come in contact with us are treated with honor, dignity, and respect.
Recipe for Service
Just as we have recipes for the consistent preparation of our menu items, we also have a Recipe for Service to ensure that each of our guest experience a high level of consistent guest service. Team Members are to abide by the standards and expectations set by Chick-fil-A Enos Ranch. Each individual will be expected to display and maintain a positive attitude, maintain a clean and organized Restaurant, and create remarkable experiences for our guests. By combining the Core Four and elements of Second Mile Service, our guests will become Raving Fans of Chick-fil-A Enos Ranch. Raving Fans are guests that come more often, pay full price, and tell others about Chick-fil-A Enos Ranch.
The following steps are expected when serving a guest:
Second Mile Service
Whoever compels you to go one mile, go with him two. — Matthew 5:41.
The phrase “going the second mile” has found its way into our modern vernacular. Its roots are found all the way back in first-century Palestine. The Romans had conquered most of the Mediterranean world. By law, a Roman citizen or soldier could compel a subject from one of the conquered lands to carry his backpack, or load, for him for one mile, but one mile only. As Jesus was preaching His Sermon on the Mount, He said, “Whoever compels you to go one mile, go with him two.” The first mile is a mandated mile; the second is one of the secrets to our success.
Chick-fil-A Enos Ranch strives to provide “Second Mile Service” to all our guests. We do this by going above and beyond guest expectations. Our goal is that every guest, on every visit, will experience at least one element of Second Mile Service. There are unlimited ways in which we can deliver Second Mile Service to our guests. Many are as simple as a warm welcome, a heartfelt “My Pleasure”. We like to say “My Pleasure” when the guest offers a thank you for our service, and a fond farewell as the guest departs. Other ways of offering Second Mile Service are as simple as refreshing a beverage at the table, assisting a parent with young kids to their table, or carrying a meal out to someone’s car. At Chick-fil-A Enos Ranch, Second Mile Service should be “Second nature”!
The key to providing Second Mile Service is showing honor, dignity and respect to all guests. We want to care for them in a special and personal way. Providing Second Mile Service is important in all positions and areas of our Restaurant. Being alert to guests and anticipating their needs is a great way to develop this behavior. We trust you will enthusiastically embrace this concept, and display a Second Mile Service attitude not only toward our guests, but also to your fellow Team Members and others!
Second Mile Service Requirements
Carrying trays from the counter to guest’s table for the elderly, those with disabilities, parents with small children, and any other guest needing additional assistance. We also take large catering orders out to the cars for our guests.
What You Can Expect from Chick-fil-A Enos Ranch
By providing direction, proper training, and the resources you need to do your job, we believe you will be a successful Team Member, working productively, efficiently and safely.
What Chick-fil-A Enos Ranch Expects from You
By providing direction, proper training, and the resources you need to do your job, we believe you will be a successful Team Member, working productively, efficiently and safely. One of the key advantages we have over other quick-service Restaurants is: Providing QUALITY Food AND SERVICE to our Guests.
You are challenged with the responsibility of CREATING RAVING FANS, which are the heart of Chick-fil-A Enos Ranch. We believe this can be done by applying the following commitments everyday:
Accuracy of Employment Related Documents
Chick-fil-A Enos Ranch relies upon the accuracy of information contained in the employment application, as well as the accuracy of other information provided by Team Members throughout the hiring process and during employment. Any misrepresentations, falsifications, or material omissions in any of this information or data may result in Chick-fil-A Enos Ranch’s exclusion of the individual from further consideration for employment or, if the person has been hired, termination of employment.
Chick-fil-A Enos Ranch’s Leadership Team will strive to communicate to you through a variety of mediums because we realize an informed Team Member will be a productive and successful one. Some of the standard ways information important to you may be communicated are as follows:
Chick-fil-A Enos Ranch does not require that you have a smart phone, however, communication will be made easier through the use of smart phone apps. A computer and or handheld device will be made available to you in the store if you do not have a smart phone, or choose not to use it for work related communication.
Employment at Will
Unless you have an individual, negotiated, written agreement signed by the Owner/Operator of Chick-fil-A Enos Ranch which states otherwise, your employment relationship with Chick-fil-A Enos Ranch is at-will. The policy of at-will employment means that employment with Chick-fil-A Enos Ranch is voluntarily entered into, and you are free to resign at-will at any time, with or without notice or cause. The policy also means that Chick-fil-A Enos Ranch may terminate your employment at-will at any time, with or without notice or cause. At-will employment also means that Chick-fil-A Enos Ranch may make decisions regarding other terms of employment, including but not limited to demotion, promotion, transfer, compensation, benefits, duties, and location of work at any time, with or without cause or advance notice. No representative of Chick-fil-A Enos Ranch other than the Owner/Operator has the authority to enter into any agreement for employment for a specified duration or to make any agreement for employment other than at-will. Any such agreement must be by individual agreement, in writing, and signed by the Owner/Operator.
Equal Employment and Nondiscrimination
Equal Employment Opportunity Policy
Chick-fil-A Enos Ranch is an equal opportunity employer and is committed to equal opportunity for all Team Members and applicants. Chick-fil-A Enos Ranch recruits, hires, trains, promotes, compensates, and administers all personnel actions without regard to an individual’s race, color, religion, sex, sex stereotype, pregnancy, gender, gender identity, gender expression, national origin, age, mental or physical disability, ancestry, medical condition, marital status, military or veteran status, citizenship status, sexual orientation, genetic information, or any other protected status of an individual or that individual’s associates or relatives. For purposes of this policy, gender includes gender identity and expression, transgender identity, pregnancy, breastfeeding, childbirth, or related medical condition, and gender stereotyping. This policy applies to all areas of employment, including recruitment, testing, screening, hiring, selection for training, upgrading, transfer, demotion, layoff, discipline, termination, compensation, benefits, and all other privileges, terms, and conditions of employment.
All Team Members must follow this policy. Any Team Member who violates this policy will be subject to disciplinary action, up to and including termination of employment.
Any Team Member who believes that they, or that another person, has been subjected to any form of unlawful discrimination must immediately bring the concern to the attention of a supervisor, manager, or directly to the Owner/Operator or Operations Director. All reports describing conduct that is inconsistent with this policy will be investigated promptly and effectively in accordance with the procedure outlined in the Policy against Sexual Harassment and Other Workplace Harassment.
Our commitment to equal employment opportunity applies to all persons involved in our operations and prohibits unlawful discrimination and harassment by any Team Member (including supervisors and co-workers), agent, client, guest, or vendor.
Reasonable Accommodations Policy
Chick-fil-A Enos Ranch stands committed to fulfilling its obligations under the Americans with Disabilities Act and all other applicable federal, state, and local statutes and regulations governing the work place. In that vein, and consistent with applicable law, Chick-fil-A Enos Ranch will provide reasonable accommodations to enable qualified individuals with a disability to perform the essential functions of their jobs, and to enable individuals to enjoy benefits and privileges of employment equal to those enjoyed by Team Members without disabilities, unless doing so creates an undue hardship, in accordance with all legal requirements. Every good faith effort will be taken by Chick-fil-A Enos Ranch to fulfill the objectives of this policy.
Any applicant or Team Member who requires an accommodation to perform the essential functions of the job should contact the Owner/Operator to request that accommodation. Chick-fil-A Enos Ranch will engage in an interactive process with an applicant or Team Member who requests an accommodation and make an individualized assessment of the request. If the accommodation is reasonable and will not directly threaten someone’s health or safety or impose an undue hardship. Chick-fil-A Enos Ranch will grant the accommodation. Chick-fil-A Enos Ranch may also propose and, where appropriate select, an alternative accommodation that allows the Team Member to perform the essential functions of their position. Providing a Team Member with a reasonable accommodation does not excuse the Team Member from meeting the job requirements and performance standards in their position.
Individuals seeking a reasonable accommodation may be required to provide medical verification of their disability and need for accommodation by submitting medical information to the Owner/Operator or Director of Operations. All medical information received will be treated as confidential in accordance with Chick-fil-A Enos Ranch policy and any applicable laws. Failure to submit requested documentation may affect Chick-fil-A Enos Ranch’s decision to grant or deny the requested accommodation.
Policy against Sexual Harassment and Other Workplace Harassment
Chick-fil-A Enos Ranch expects every Team Member to show respect for all of our colleagues, clients, associates, and vendors. Professional conduct furthers Chick-fil-A Enos Ranch’s mission, promotes productivity, minimizes disputes, and enhances our reputation. Accordingly, this policy forbids any unwelcome conduct that is based on an individual’s race, color, religion, sex, sex stereotype, pregnancy (which includes pregnancy, childbirth, and medical conditions related to pregnancy, childbirth, or breastfeeding), gender, gender identity, gender expression, national origin, age, mental or physical disability, ancestry, medical condition, marital status, military or veteran status, citizenship status, sexual orientation, genetic information, or any other protected status of an individual or that individual’s associates or relatives. For purposes of this policy, gender includes gender identity and expression, transgender identity, pregnancy, breastfeeding, childbirth, or related medical condition, and gender stereotyping. Chick-fil-A Enos Ranch is thus committed to providing a work environment that is free of unlawful discrimination, including harassment that is based on any legally protected status. Chick-fil-A Enos Ranch will not tolerate any form of harassment that violates this policy.
This policy and the law forbid any Team Member, manager, supervisor, officer, director, supplier, vendor, guest, or any other third party that a Team Member encounters in connection with Chick-fil-A Enos Ranch business to harass, discriminate, or retaliate against any Team Member, applicant, or contractor, intern, or volunteer, on the basis of any legally protected status or activity. This policy also prohibits offensive conduct that does not rise to a violation of the law, as explained below.
The conduct prohibited by this policy, whether verbal, physical, or visual, includes any discriminatory employment action and any unwelcome conduct that is inflicted on someone because of that individual’s protected status. Among the types of unwelcome conduct prohibited by this policy are epithets, slurs, negative stereotyping, intimidating acts, and the circulation or posting of written or graphic materials that show hostility toward individuals because of their protected status. Chick-fil-A Enos Ranch prohibits that conduct, even if the conduct is not sufficiently severe or pervasive to constitute unlawful harassment.
Sexual harassment deserves special mention. Harassing conduct based on gender often is sexual in nature but sometimes is not. This policy forbids harassment based on gender regardless of whether the offensive conduct is sexual in nature. Any unwelcome conduct based on gender is also forbidden by this policy regardless of whether the individual engaged in harassment and the individual being harassed are of the same or are of different genders.
According to the U.S. Equal Employment Opportunity Commission (“EEOC”), unwelcome sexual advances, requests for sexual favors, and other verbal, physical or visual conduct based on sex constitute unlawful sexual harassment when (1) submission to such conduct becomes an implicit or explicit term or condition of employment, (2) submission to or rejection of the conduct is used as the basis for any employment decision, or (3) the conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment.
This policy forbids harassment based on gender regardless of whether it rises to the level of a legal violation. Examples of gender-based harassment forbidden by this policy include (1) offensive sex-oriented verbal kidding, teasing or jokes, (2) repeated unwanted sexual flirtations, advances or propositions, (3) verbal abuse of a sexual nature, (4) graphic or degrading comments about an individual’s appearance or sexual activity, (5) offensive visual conduct, including leering, making sexual gestures, the display of offensive sexually suggestive objects or pictures, cartoons or posters, (6) unwelcome pressure for sexual activity, (7) offensively suggestive or obscene letters, notes or invitations, (8) offensive physical contact such as patting, grabbing, pinching, or brushing against another’s body, and (9) sexual favoritism.
Team Member Responsibility
Everyone at Chick-fil-A Enos Ranch can help assure that our workplace is free from prohibited discrimination or harassment.
Avoiding Prohibited Conduct
Everyone is expected to avoid any behavior or conduct that could reasonably be interpreted as prohibited harassment; no Team Members, or even the highest ranking individuals at Chick-fil-A Enos Ranch, are exempt from the requirements of this policy. Every Team Member is expected to inform management and/or the Owner/Operator of any person in the workplace whose conduct the Team Member finds unwelcome.
All incidents of alleged discrimination, harassment, retaliation, or other conduct inconsistent with this policy must be reported immediately.
Any manager or supervisor who is aware of conduct inconsistent with this policy or who receives a report of conduct inconsistent with this policy must report it immediately to the Owner/Operator.
If you feel you have experienced or witnessed any conduct that is inconsistent with this policy, you are to immediately notify the Owner/Operator or Director of Operations. These are the individuals authorized by this policy to receive and act upon complaints of discrimination, harassment, and retaliation on behalf of Chick-fil-A Enos Ranch. This policy does not require reporting discrimination, harassment, or retaliation directly to a Team Member’s immediate supervisor or to any individual who is creating the harassment, discrimination, or retaliation.
All reports describing conduct that is inconsistent with this policy will be investigated promptly and effectively. To that end, both the reporting party and the party who allegedly violated this policy will be offered an opportunity to be interviewed or to otherwise respond. Chick-fil-A Enos Ranch will take appropriate action once the report has been thoroughly investigated. That action may be a conclusion that a violation occurred, as explained immediately below. Chick-fil-A Enos Ranch might also conclude, depending on the circumstances, either that no violation of policy occurred, or that Chick-fil-A Enos Ranch cannot conclude whether or not a violation occurred.
If an investigation reveals that a violation of this policy or other inappropriate conduct has occurred, then Chick-fil-A Enos Ranch will take corrective action, including discipline up to and including termination, reassignment, changes in reporting relationships, training, or other measures as Chick-fil-A Enos Ranch deems appropriate under the circumstances, regardless of the job positions of the parties involved. Chick-fil-A Enos Ranch may take corrective action for any inappropriate conduct discovered in investigating reports made under this policy, regardless of whether the conduct amounts to a violation of law or even a violation of this policy. If the person who engaged in harassment is not employed by Chick-fil-A Enos Ranch, then Chick-fil-A Enos Ranch will take whatever corrective action is reasonable and appropriate under the circumstances.
Policy Against Retaliation
Chick-fil-A Enos Ranch forbids that any Team Member treat any other Team Member or former Team Member or applicant adversely for reporting discrimination or harassment, for assisting another Team Member or applicant in making a report, for cooperating in an investigation, or for filing an administrative claim with the EEOC or a state governmental agency. All Team Members who experience or witness any conduct they believe to be retaliatory should immediately follow the reporting procedures stated above.
In investigating and in imposing any corrective action, Chick-fil-A Enos Ranch will attempt to preserve confidentiality to the extent that the needs of the situation permit.
Application of the Policy to Non-Team Members
Chick-fil-A Enos Ranch’s policy also applies to the dealings of any Team Member with non-Team Members such as guests, vendors, and members of the public. Furthermore, the policy also applies to individuals who do business with Chick-fil-A Enos Ranch, who are present on Chick-fil-A Enos Ranch’s premises, or who interact with any Team Member of Chick-fil-A Enos Ranch while the Team Member is on-duty.
Open Door Policy
Chick-fil-A Enos Ranch has adopted an Open Door Policy for all Team Members. This means that every leader’s, supervisor’s or director’s “door” is open to every Team Member. The purpose of our Open Door Policy is to encourage open communication, feedback and discussion about any matter of importance to a Team Member. Chick-fil-A Enos Ranch’s open door policy means that Team Members of Chick-fil-A Enos Ranch are free to talk with any leader, supervisor, director and/or the Owner/Operator at any time.
If any area of your work is causing you concern, you have the responsibility to address your concern with your supervisor. Whether you have a problem, a complaint, a suggestion, or an observation, Chick-fil-A Enos Ranch’s leaders want to hear from you. By listening to you, Chick-fil-A Enos Ranch is able to improve, to address complaints, and to foster Team Member understanding of the rationale for practices, processes, and decisions.
Team Members are further encouraged to pursue discussion of their work-related concerns with the management official they have approached until the matters they have raised are fully resolved. Chick-fil-A Enos Ranch cannot guarantee that in each instance the Team Member will be satisfied with the result, but in each case an attempt will be made to explain the resolution of the matter to the Team Member, even when it is not the result that the Team Member sought. Chick-fil-A Enos Ranch believes that such concerns are best addressed through informal and open communication. Team Members may also submit a written complaint and direct it to the attention of the Owner/Operator as soon as possible after the events that give rise to the Team Member’s work-related concerns.
No Team Member will be disciplined or otherwise penalized for raising a good-faith concern. Chick-fil-A Enos Ranch will attempt to keep confidential all such expressions of concern, their investigation, and the terms of their resolution. At the same time, however, some dissemination of information to others may be appropriate during the process of investigating and resolving the Team Member’s concerns
Team Member Classifications
If you have questions regarding your eligibility for particular benefits, see the Owner/Operator.
Regular Full-time Team Members
A regular full-time Team Member is a Team Member who is normally scheduled to work and does work a schedule of 30 hours or more per week.
Regular Part-time Team Members
A regular part-time Team Member is a Team Member who is normally scheduled to work and does work a schedule of less than 30 hours per week. Part-time Team Members are not eligible for some Company benefits that may now or in the future be available to full-time Team Members.
Each position and job is designated as either non-exempt or exempt.
You will be advised of your Team Member classification at the time of hire, promotion, or transfer or if any other change in your position with Chick-fil-A Enos Ranch occurs. Because all Team Members are hired for an unspecified duration, assignment to any of these classifications does not guarantee employment for any specific length of time. Regardless of classification, employment is at the mutual consent of you and Chick-fil-A Enos Ranch.
Non-exempt Team Members
Full or part-time Team Members who are subject to the provisions of federal and state law requiring the payment of weekly and/or daily overtime are considered to be non-exempt.
Exempt Team Members
Team Members who are not subject to the provisions of federal and state law requiring the payment of overtime are considered exempt. In our industry, exempt Team Members normally include top-level executives, depending on their specific job duties and responsibilities. Chick-fil-A Enos Ranch intends to maintain the salary basis of all of its salaried exempt Team Members. Notwithstanding any other provision of this Handbook, Chick-fil-A Enos Ranch’s policies are to be interpreted in accordance with the salary basis requirements of the Fair Labor Standards Act and state law.
A Team Member’s exempt or non-exempt status may be changed only upon written notification from the Owner/Operator. Questions about your Team Member classification should be directed to the Owner/Operator.
Overtime Pay, Non-Exempt Team Members
When operating requirements or other needs cannot be met during regular working hours, Team Members may be scheduled to work overtime in accordance with all legal requirements. All overtime must be approved in advance by the Operations Director. Team Members who fail to work scheduled overtime or who work overtime without prior authorization, may result in disciplinary action up to and including termination of employment. Non-exempt Team Members must not perform any work “off the clock.”
All non-exempt Team Members will be paid a premium for overtime hours as follows:
Non-exempt Team Members will be paid one and one-half times their regular rate of pay for hours worked in excess of eight (8) hours in a work day and/or forty (40) hours in a workweek and for the first eight (8) hours worked on the seventh (7th) consecutive day worked in a workweek. Non-exempt Team Members will be paid two times their regular rate of pay for all hours worked in excess of twelve (12) hours in a workday and in excess of eight (8) hours worked on the seventh (7th) consecutive day worked in a workweek.
Overtime is based on actual hours worked. Paid time off for holidays, vacation, personal days, paid sick time and vacation does not count as “hours worked” for overtime purposes.
Hours and Days of Work
Business hours are generally Monday through Saturday, 6:30 AM to 10 PM.
The work week at the Restaurant begins on Sunday at 12 AM and ends on Saturday at 11:59 PM. In addition, the “workday” is defined as beginning at 12 AM each day and ending at 11:59 PM that evening.
Chick-fil-A Restaurants are, and always have been, closed on Sundays. Chick-fil-A’s founder, S. Truett Cathy, wanted to ensure that everyone had at least one day a week as an opportunity for rejuvenation, rest, and to pursue personal activities. At Chick-fil-A Enos Ranch, we are always closed on Sundays. Occasionally, it may be necessary to meet with our staff, conduct training or extra cleaning, or repair equipment on Sunday but we are never open to the public for business on Sunday or sell Chick-fil-A products on Sunday.
Work schedules will be posted by noon on Saturday for the workweek beginning the following Monday. Schedule change requests should be made before Tuesday evening of the preceding week. Once the request deadline has passed, you must work your scheduled shift or find a qualified Team Member to take your place. Any changes must be authorized by the scheduler, Operations Director, or Owner/Operator. Last-minute changes can be approved by the shift Supervisor or Manager on Duty.
Detailed instructions will be provided to you during orientation on the use of HotSchedules for requesting time off, trading shifts and general scheduling communication. Team Members are to report for work on time as scheduled and to work all scheduled hours. With the exception of sick leave, failure to report to work for your shift, without finding a Supervisor/Operations Director/or Operator approved replacement, may result in disciplinary action, up to termination.
When you work a shift of more than five (5) hours, Chick-fil-A Enos Ranch provides you with at least a thirty (30)-minute off duty, unpaid meal period before the end of the fifth (5th) hour of work, unless you work six (6) hours or less in a workday and you and Chick-fil-A Enos Ranch agree to voluntarily waive the meal period. You should begin your meal period by no later than the end of your fifth (5th) hour of work. You are relieved of all of your work duties during your meal period, and you are free to use your meal period time for whatever purpose you desire. This means you are not required to stay at the Restaurant. You are expected to return to work promptly at the end of your meal period.
When you work a shift of more than ten (10) hours, Chick-fil-A Enos Ranch provides you with a second thirty (30)-minute off-duty, unpaid meal period. However, if you work more than ten (10) hours in a day, but not more than twelve (12) hours, then you and Chick-fil-A Enos Ranch can agree to waive your second meal period.
Each non-exempt Team Member is required to record accurately the time they begin and end each meal period. Non-exempt Team Members must not perform any work “off the clock” during meal periods. Any time spent performing work during a meal period must be reported and also reflected on your time record.
Team Member Meals
As a Team Member, you will be allowed to eat a free meal as long as you have been scheduled for at least a 3-hour shift. This is a generous privilege amounting to essentially $1 or more per hour in compensation, and can be revoked if the policy is abused in any way. If you are late to clock in for your shift, even one minute, you will only receive ½ of your authorized meal subsidy.
Your free meal is limited to one entrée sandwich, 8-count nugget, or 3-count strips, small soup and one side item (medium waffle fries, small fruit cup, small kale salad or side salad) or one entrée salad of your choice, large soup or grilled wrap with no side. Parfaits, shakes, and dessert items are excluded as choices. Breakfast items allowed are one breakfast sandwich, biscuit, 4-count mini, breakfast burrito or breakfast bowl and a side item (hash brown or small fruit cup).
Drinks consumed while working will be provided to Team Members at no cost provided you use a hard plastic cup with a lid for cold drinks, or cup designed for hot drinks (not glass or ceramic) with a lid if you choose to drink coffee. You may bring this cup from home (must have a lid), or you may purchase one from the store. If you do not have a cup, you may purchase a small 14-oz Chick-fil-A styrofoam cup or coffee cup for 50¢ and use it for the duration of your shift. You may not use the same cup for subsequent shifts. Milk shakes, juice, milk, lemonade, iced coffee or frosted beverages are also excluded as choices. Please use the same cup throughout your shift and keep in the break area with your name and lid on it. You MUST dispose of or take home your drink cup at the end of your shift. This will ensure the break area is kept as clean as possible for the rest of the Team.
Failure to NOT throw away your cup or keep the break area clean will result in disciplinary action, if this practice is recurring.
The following rules and conditions apply to this Team Member meal benefit:
Team Members are authorized and permitted to take one ten (10)-minute paid rest break for every four (4) hours worked or major fraction of four (4) hours. Rest breaks should be taken as close to the middle of each four (4)-hour work period as possible. You are encouraged to take all authorized rest breaks each workday.
If you work more than six (6) hours in a day, then you are authorized and permitted to take two (2) paid rest breaks that day. If you work six (6) hours or fewer, then you are authorized and permitted to take one (1) paid rest break each day. If you work more than ten (10) hours in a day, then you are authorized and permitted to take an additional rest break. Team Members working fewer than three and one half (3-1/2) hours in a day are not entitled to a rest break.
Team Members may not add their rest breaks to their meal period as a means of taking a longer meal period. Team Members also should not work through their meal period or rest breaks in order to arrive late or leave early.
The following chart summarizes the applicable meal and rest periods authorized and permitted under this policy based on the number of hours worked in a given workday:
