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Pizza hut EMPLOYEE HANDBOOK For Hourly Employees a

For Hourly Employees
and Salaried Managers
Hot Pizzas, LLC
Effective Date October 2011
Welcome ------------------------------------------------------------------------------------------------------- 4
Introduction --------------------------------------------------------------------------------------------------- 5
Company History -------------------------------------------------------------------------------------------- 6
C.H.A.M.P.S. -------------------------------------------------------------------------------------------------- 7
Customer Mania, How We Work Together Principles --------------------------------------------- 8
Business Ethics and Conduct ------------------------------------------------------------------------------ 9
Equal Opportunity, Immigration Compliance ------------------------------------------------------- 9
Anti-Harassment and Anti-Discrimination ----------------------------------------------------------- 10
Disability Accommodations ------------------------------------------------------------------------------ 11
Criminal Convictions and Background Checks ------------------------------------------------------ 12
Introductory Period -------------------------------------------------------------------------------------- 12
Employment Classifications and Benefits------------------------------------------------------------ 13
Unemployment Compensation ------------------------------------------------------------------------- 13
Workers’ Compensation Insurance-------------------------------------------------------------------- 14
Business Travel Expense ------------------------------------------------------------------------------- 14
Salaried Manager Vacations --------------------------------------------------------------------------- 17
Holidays --------------------------------------------------------------------------------------------------- 18
Salaried Manager Sick Days --------------------------------------------------------------------------- 18
Meal Policy ----------------------------------------------------------------------------------------------- 18
Tuition Reimbursement Program ---------------------------------------------------------------------- 19
Bereavement Leave ------------------------------------------------------------------------------------- 20
Personal Leave ------------------------------------------------------------------------------------------- 20
Military --------------------------------------------------------------------------------------------------- 20
Family and Medical Leave ----------------------------------------------------------------------------- 21
Voting Time Off ----------------------------------------------------------------------------------------- 24
Child’s School Discipline ------------------------------------------------------------------------------ 24
Attending Child’s School Activities ------------------------------------------------------------------ 24
Adult Literacy Programs ------------------------------------------------------------------------------- 24
Jury Duty ------------------------------------------------------------------------------------------------- 25
Witness Duty -------------------------------------------------------------------------------------------- 25
Victim Leave --------------------------------------------------------------------------------------------- 25
Working Hours ------------------------------------------------------------------------------------------- 26
Overtime -------------------------------------------------------------------------------------------------- 26
Paydays ---------------------------------------------------------------------------------------------------- 26
Pizza Hut Tips -------------------------------------------------------------------------------------------- 27
Electronic Pay Stub Delivery -------------------------------------------------------------------------- 28
Deductions ------------------------------------------------------------------------------------------------ 28
W-2s, Wages and Salaries ------------------------------------------------------------------------------ 28
Requesting Time Off ------------------------------------------------------------------------------------ 29
Pizza Hut Employee Handbook
Effective: October 1, 2011
Team Member Training Program --------------------------------------------------------------------- 30
Shift Leader Training Program ------------------------------------------------------------------------ 30
Performance Appraisals --------------------------------------------------------------------------------- 31
Employee Files ------------------------------------------------------------------------------------------ 31
Open Door Policy --------------------------------------------------------------------------------------- 32
Employee Suggestions --------------------------------------------------------------------------------- 32
Arbitration Agreement ---------------------------------------------------------------------------------- 32
Dress and Grooming, Uniforms, Appearance ------------------------------------------------------- 33
Personal Hygiene, Fingernails, Hair, Name Badge ------------------------------------------------- 34
Attendance and Punctuality ---------------------------------------------------------------------------- 35
Workplace Violence ------------------------------------------------------------------------------------- 36
Drug Testing Policy ------------------------------------------------------------------------------------- 37
Computer Technology Resource Usage Policy (IT) ------------------------------------------------ 39
On-Line and Social Media------------------------------------------------------------------------------ 42
Telephone Usage, Radios, CDs and MP3 Players -------------------------------------------------- 43
Personal Property, Loitering --------------------------------------------------------------------------- 43
Non-Employee Access --------------------------------------------------------------------------------- 44
Media ------------------------------------------------------------------------------------------------------ 44
Smoking, Food, Gum and Tobacco ------------------------------------------------------------------ 44
Solicitation/Distribution of Literature ---------------------------------------------------------------- 45
Confidentiality of Information ------------------------------------------------------------------------- 45
Safety Policy --------------------------------------------------------------------------------------------- 45
Food Safety Policy--------------------------------------------------------------------------------------- 46
Outside Employment ----------------------------------------------------------------------------------- 46
Conflict of Interest --------------------------------------------------------------------------------------- 47
Special Notice to Arizona Employees --------------------------------------------------------------- 47
Employee Rules of Conduct --------------------------------------------------------------------------- 48
Unacceptable Behavior/Misconduct ------------------------------------------------------------------ 49
Bulletin Boards ------------------------------------------------------------------------------------------ 51
Auto Safety ----------------------------------------------------------------------------------------------- 51
Company Property and Facilities --------------------------------------------------------------------- 52
Voluntary Terminations ------------------------------------------------------------------------------- 52
References ------------------------------------------------------------------------------------------------ 52
Right to Modify ----------------------------------------------------------------------------------------- 52
ACKNOWLEDGMENT OF RECEIPT OF HANDBOOK --------------------------------------- 53
Pizza Hut Employee Handbook
Effective: October 1, 2011
Welcome new employee!
On behalf of your colleagues, we welcome you to Hot Pizzas, LLC, franchisees of Pizza Hut
and wish you every success here. We’re glad to have you with us!
We believe that each employee contributes directly to our growth and success, and we hope you
will take pride in being a member of our team. We are counting on your expertise to help us
achieve our goals. We greatly appreciate the talents and dedication of our employees. As thanks
for your commitment, it is our practice to treat employees with dignity and respect.
To satisfy the needs of our guests, we must function as a team to provide them with the highest
quality of service. As a part of the teamwork philosophy, we have a policy of open, two-way
communication at all times. Because you can freely address problems and concerns, as well as
your suggestions, to your managers, we do not believe outside organizations are necessary, or
even helpful, to our employee relations.
This handbook was developed to describe some of the expectations of our employees and to
outline the policies, programs, and benefits available to eligible employees. Employees should
familiarize themselves with the contents of the employee handbook as soon as possible, for it
will answer many questions about employment with Hot Pizzas, LLC.
We hope that your experience here will be challenging, enjoyable and rewarding. We want to be
the best, so we only hire the best! Thank you for joining our winning team and again, welcome!
Mark Peterson
Pizza Hut Employee Handbook
Krystal Burge
Effective: October 1, 2011
Welcome to Hot Pizzas, LLC (hereinafter collectively referred to as “the Company”). This
Handbook contains information about the employment policies and practices of the Company in
effect at the time of publication.
Except for employment “at-will” status and the arbitration agreement, the Company reserves the
right to change, at its sole discretion, all such policies and practices and the hours, wages,
working conditions, job assignment, position titles, compensation rates and benefits for any
employee. Other than the Franchisees of the Company, no manager, supervisor or representative
of the Company has any authority to enter into any other than an at-will relationship with any
employee. Only the Franchisees of the Company have the authority to make any such agreement
and then only in writing.
As a matter of Company policy, all employment is on an at will basis, meaning that employment
shall last for so long as mutually agreeable. Under this, either the employee or the Company
may terminate the employment at any time with or without cause.
The policies set forth in this Employee Handbook replace any and all previous policy statements,
whether written or oral, which differ from or are inconsistent with the policies expressed in this
Handbook. No such prior policies or procedures shall have any force or effect after the effective
date of this Manual.
It is your responsibility to review and gain an understanding of the contents of this handbook,
and sign the acknowledgement page.
Please read it carefully. It will serve as a guide and ready reference to your questions about the
Company, job, pay, benefits, activities and responsibilities. This handbook cannot answer all
your questions about the subjects it addresses. If you have further questions, feel free to ask the
Director of Human Resources.
Nothing in this Handbook creates, or is intended to create, a promise or contract.
Every effort has been made to make this handbook as comprehensive as possible. However, the
information in this handbook is for guideline purposes only and is not intended to create a
contract, either expressed or implied, of continued employment. Likewise, compliance with the
laws of the States where we operate is an important obligation, and nothing in our policies will
be interpreted to conflict with such laws.
NOTE: Our Company policies and procedures supersede those of Pizza Hut Corporate.
Pizza Hut Employee Handbook
Effective: October 1, 2011
Desert de Oro Foods, Inc., was formed in March 1982, when the brother/sister team of Mark
Peterson and Krystal (Peterson) Burge left college to pursue their entrepreneurial dream of
building a chain of quick serve restaurants. With the support of their parents, Dean and Sonja
Peterson, the pair purchased and personally operated their first location, Taco Bell #2083 in
Kingman, Arizona, for three years before expanding to Bullhead City and Lake Havasu City in
Vista Foods, Inc. was created in 1987 with the purchase of a single unit in Prescott and has since
grown to five locations, including a multi-brand KFC/TB. In 1988, Mark and Krystal’s mother
and fellow franchisee, Sonja Zee Peterson, left the family law practice to actively participate in
the thriving company.
The company continued to expand and another company, DDO-Cal, Inc., was added to include
restaurants in Blythe and Needles, California. In 1997, the growing company tripled in size with
the addition of 26 restaurants in the Phoenix area under the umbrella of Hot Tacos, Inc. A
northern Arizona district was added in 1999 with the acquisition of seven restaurants in the
White Mountain area.
DDO-Utah, LLC, was created in 2008 with the addition of 14 restaurants. With a cadre of loyal
employees in place, continued successful growth and expansion is the company goal. Another
growth spurt in 2009added five additional restaurants to our southern border regions, stretching
from El Centro and Calexico to Yuma under the umbrella of Zee Tacos, LLC.
In October 2010, Hot Pizzas, LLC, was formed and the company added 40 Pizza Hut restaurants
in the Phoenix metro area. This addition created a new partnership with Pizza Hut Inc and
followed true to the company’s successful goal of expansion and growth.
Both brother and sister hold fast to the belief that business has an obligation to provide a return
to the community, thus all locations are encouraged to be active members of the local chamber of
commerce. The pair also takes an active role in the community within the Taco Bell Franchise
Owners Association. The company is actively involved in supporting the Boys & Girls Club of
America, as well as local B&G clubs and numerous other youth and civic activities.
Continued growth is the company’s ambition, but one thing that remains constant is the
franchisees focus on the customer and their belief in the How We Work Together principles, and
in putting people first.
Today Taco Bell and Pizza Hut, along with Kentucky Fried Chicken and Long John Silver’s, are
owned and operated by YUM! Brands, Inc. We know you share in that same sense of pride as an
employee of the Company.
Pizza Hut Employee Handbook
Effective: October 1, 2011
At each of our restaurants, you will hear six letters repeated over and over again: C.H.A.M.P.S.
(Cleanliness, Hospitality, Accuracy, Maintenance, Product Quality, and Speed of Service).
These are the principles Pizza Hut was built on, and these are the standards for our daily
operation. When we provide our guests with 100% C.H.A.M.P.S. with a YES! attitude, we can
keep their loyalty and they will come back.
We want to provide our guests with an atmosphere that is fun, casual and comfortable. Each of
our restaurants has been designed with the guest in mind; for efficient service and pleasant
surroundings, but it takes our Team Members to make our guests’ stay a truly enjoyable one.
C.H.A.M.P.S. begins and ends with you!
Cleanliness: Guests like to eat in clean, comfortable surroundings. Examples of cleanliness
standards include: un-bussed tables are cleaned within 3 minutes, there is no trash or food on the
counter, and there is no debris on the floor or windowsills. Restrooms are clean and fully
stocked, trashcans are no more than 2/3 full and the parking lot is free of litter. We really never
have “spare” time at our restaurants because whenever business slows down, we are cleaning.
We constantly clean and maintain the entire restaurant, including-the exterior, the dining area,
the counter area, the restrooms and the kitchen.
Hospitality: At Pizza Hut we treat our guests as if they were guests in our own home. We go
that extra step to make guests feel welcome. Guests are our first priority. We strive to provide
hospitality because it makes our job more pleasant and also drives our business. The
attentiveness, courtesy and friendliness you display toward your guests is our most important
form of marketing.
Accuracy: Our guests want to receive exactly what they ordered, and they want it prepared and
packaged correctly. Pizza Hut ’s accuracy standards are: correctly enter the guest’s order into
the register, use the right ingredients and portion them accurately, use the correct packaging for
each item and complete all orders with all items.
Maintenance: Guests expect a safe and well-maintained environment.
Product Quality: Guests want hot food served hot, cold food served cold, and all food
portioned correctly and presented neatly. Our menu items are the product of a great deal of
research and development, but we rely on you to make sure that every one of our guests enjoys a
hot, tasty and perfectly prepared meal every time they visit one of our restaurants. We are
famous for the quality of our food, so we insist that you follow specific food preparation
procedures that are both efficient and sanitary.
Speed with Service: Guests expect to receive their food quickly, whether they dine in, carry
out, visit the drive-thru or order for delivery. Fast service means meeting or exceeding our
Speed with Service goals. Serving each guest quickly is our first priority. We expect you to be
efficient, attentive, courteous and respectful at all times.
Pizza Hut Employee Handbook
Effective: October 1, 2011
Guests are among our company's most valuable assets. Every employee represents Pizza Hut to
our guests. The way we do our jobs presents an image of our entire company. Guests judge all of
us by how they are treated with each employee contact. Therefore, one of our first business
priorities is to assist any guest or potential guest. Nothing is more important than being
courteous, friendly, helpful, and prompt in the attention you give to guests.
Our personal contact with the public, our manners on the telephone, and the communications we
send to guests are a reflection not only of ourselves, but also of the professionalism of our
company. Positive guest relations not only enhance the public's perception or image of our
Company, but also pay off in greater guest loyalty and increased sales.
At Pizza Hut, we believe that when everyone follows the “How We Win Together” (HWWT)
principles, we will work as a team in a fun, exciting, and safe environment. You are responsible
for understanding and using these principles. You can expect your management team to
demonstrate our principles
Customer Mania
We listen and respond to the voice of the customer.
Belief in People
 Believe in people.
 Trust in positive intentions.
 Encourage ideas from everyone.
 Actively develop a workforce that is diverse in style and background.
We find reasons to celebrate the achievements of others and have fun
doing it.
Coaching and Support
We coach and support each other.
We do what we say; we are accountable.
We take pride in our work and have a passion for excellence.
Positive Energy
We execute with positive energy and intensity.
We practice team together, team apart
Pizza Hut Employee Handbook
Effective: October 1, 2011
The successful business operation and reputation of the Company is built upon the principles of
fair dealing and ethical conduct of our employees. Our reputation for integrity and excellence
requires careful observance of the spirit and letter of all applicable laws and regulations, as well
as a scrupulous regard for the highest standards of conduct and personal integrity.
The continued success of the Company is dependent upon our customers' trust and we are
dedicated to preserving that trust. Employees owe a duty to the Company, its customers and
shareholders to act in a way that will merit the continued trust and confidence of the public.
The Company will comply with all applicable laws and regulations and expects its managers,
officers, and employees to conduct business in accordance with the letter, spirit, and intent of all
relevant laws and to refrain from any illegal, dishonest, or unethical conduct.
In general, the use of good judgment, based on high ethical and moral principles, will guide to
acceptable and professional conduct. If a situation arises where it is difficult to determine the
proper course of action, the matter should be discussed openly with your immediate supervisor,
restaurant manager, Area Coach, Concept Director, Director of Operations or Director of Human
Resources for advice and consultation. Failing to comply with this standard of business ethics
and conduct could lead to disciplinary action, up to and including possible termination of
It is the policy of the Company to provide equal opportunity in all aspects of the employer/
employee relationship. The Company acts in compliance with the requirements and intent of
applicable Federal and State regulations and related state and local laws and regulations, which
protect the right to equal employment opportunity.
Personnel actions will be taken without regard to race, creed, color, religion, sex, national origin,
ancestry, age, sexual orientation, gender identity, marital or veteran status, and any other
classifications protected by Federal, State or local law. Our Company will recruit, hire, train,
and promote all persons without discrimination based on race, creed, color, religion, sex, national
origin, ancestry, age, sexual orientation, gender identity, marital status, veteran status or other
protected classification. Likewise, the Company will not discriminate against qualified disabled
individuals or on the basis of genetic information.
Immigration Law Compliance
We are committed to employing only United States citizens and aliens who are authorized to
work in the United States. We will not unlawfully discriminate on the basis of citizenship or
national origin or retaliate against those raising questions or complaints.
In compliance with federal law, each new employee (and former employee), as a condition of
employment, must complete the Employment Eligibility Verification Form I-9 and present
documentation establishing identity and employment eligibility, Social security numbers are
verified using a database of the United States government. Failure to provide lawful
documentation will result in termination of employment within the DHS/ICE guidelines.
Pizza Hut Employee Handbook
Effective: October 1, 2011
The Company is committed to providing all employees with a workplace free of sexual or other
types of harassment or discrimination based on race, color, religion, national origin, ancestry,
age, gender, physical or mental disability, or other protected classifications. The Company
prohibits and will not tolerate unlawful harassment or discrimination by supervisors, coworkers,
or those who do business with the Company.
It is our policy to maintain a work environment free from all forms of unlawful harassment or
discrimination and to insist that all employees be treated with dignity, respect and courtesy.
Harassment, including sexual harassment and discrimination, is prohibited by law. The purpose
of this policy is not to regulate our employees’ personal morality. It is to prevent harassment or
discrimination from occurring, and provide reporting channels if it does.
Harassment includes, without limitation: verbal harassment (derogatory statements, slurs,
teasing, jokes, epithets and innuendo); physical harassment (sexual and personal touching,
assault, physical interference with normal work or involvement); and visual harassment (posters,
cartoons, drawings, computer materials, sexual gestures).
Sexual harassment is defined as unwanted sexual advances or visual, verbal, or physical conduct
of a sexual nature. Sexual harassment includes many forms of offensive behavior. The following
is a partial list of the types of conduct that could constitute sexual harassment.
Any offensive or unwelcome conduct, verbal or physical, based on a person’s gender.
Unwanted sexual advances.
Offering employment benefits in exchange for sexual favors.
Making or threatening reprisals after a negative response to sexual advances.
Visual conduct such as leering, making sexual gestures, displaying of sexual suggestive
objects or pictures, cartoons, or posters.
Verbal conduct such as making or using derogatory comments, epithets, slurs, and jokes.
Verbal sexual advances or propositions.
Verbal abuse of a sexual nature such as graphic verbal commentaries about an
individual’s body, sexually degrading words to describe an individual, suggestive or
obscene letters, notes, or invitations.
Physical conduct such as touching, assault, impeding or blocking movements.
The Company will do its best to keep the workplace free of unlawful conduct that creates an
intimidating, hostile or offensive work environment for our employees. Your cooperation is
needed to achieve the goal by reporting incidents of harassment or discrimination.
In the event that you experience, or see or hear of any conduct that violates this policy, we urge
you to contact your supervisor, Human Resources department, or any member of the
management team. You should also provide your complaint in writing to the Human Resources
department. Supervisors will report all incidents of harassment to the Human Resources
department. The Company will, to the extent possible, treat the matter with the degree of
confidentiality that is appropriate under the circumstances.
Pizza Hut Employee Handbook
Effective: October 1, 2011
Anti-Harassment And Anti-Discrimination Policy -continued
You should report any harassment or discrimination, even if the person committing the conduct
is not an employee of the Company. The Company’s policy is to take appropriate action to
protect its employees from harassment and discrimination, regardless of who commits the
harassment or discrimination.
All complaints will be promptly and thoroughly investigated, and employees are expected to
cooperate fully in the investigation process.
If, after investigation, the complaint or concern is determined to be justified, the Company will
take necessary and appropriate action to end the harassing or intimidating conduct and prevent its
recurrence, including discipline up to an including termination of employment.
Those who use the complaint procedure will not be subjected to any acts of harassment,
coercion, intimidation or retaliation due to their reporting an incident or participating in an
investigation or proceeding concerning the alleged harassment.
In addition, disciplinary action will be taken against any employee(s) who attempt to discourage
or prevent any harassment victim from using the Company’s complaint procedure to report
harassing conduct. Accordingly, any retaliatory conduct should be reported immediately to your
supervisor or Human Resources department.
The Company is committed to complying fully with the Americans with Disabilities Act (ADA)
and ensuring equal opportunity in employment for qualified persons with disabilities. All
employment practices and activities are conducted on a non-discriminatory basis.
The Company recognizes employees with life-threatening disabilities, such as cancer, heart
disease, and AIDS, may wish to continue their normal pursuits, including work, to the extent that
their condition allows. The decision to continue work will be based on the employee’s ability to
perform the essential functions of the position, with or without reasonable accommodation, to the
Company’s expected performance standards. The Company will reasonably accommodate a
qualified person’s disability provided it does not cause undue hardship to the Company. Should
an employee believe that an accommodation may be needed in order to perform the essential
functions of the employee’s position; the employee should discuss the matter with their manager
and human resource department.
Pizza Hut Employee Handbook
Effective: October 1, 2011
The Company has the right not to employ or continue to employ anyone who has been convicted
of a felony or misdemeanor involving illegal drugs, dishonesty or breach of trust, breach of
peace, theft, robbery or any crime of violence. Also, to ensure that we don’t get incorrect or
second-hand information, any criminal conviction that occurs after you are employed must be
brought to the attention of your manager within twenty-four hours.
The Company may also conduct background checks that may include criminal convictions,
motor vehicle records, and other relevant background information. You may also be required to
provide proof of automobile insurance coverage if you operate your personal vehicle to conduct
company business. This includes, but is not limited to, running errands for the Company, picking
up or returning products from other restaurants, taking the deposit to the Company’s approved
bank, etc.
The New Employee:
The first ninety (90) calendar days of continuous employment at the Company during which you
learn your responsibilities and get acquainted with your fellow employees and the Company is
considered an introductory period. During this time, you will have a chance to decide whether
you are and will be happy with your job, and your supervisor will have the opportunity to
determine whether you are adapting to your new position with the Company.
The Company has the right to lengthen the introductory period if it is deemed necessary, or to
terminate the employment relationship at any time during this period. Completion of the
introductory period does not change your “at will” employment status or entitle you to remain
employed by the Company. Both you and the Company are free, at any time, during or after the
ninety- (90) day introductory period, with or without advance notice, and with or without
“cause”, to end the employment relationship and your compensation.
Pizza Hut Employee Handbook
Effective: October 1, 2011
Employees at the Company are classified as exempt, part-time nonexempt or temporary
Exempt Employees: Exempt employees are those whose job assignments meet the federal and
state requirements for overtime exemption. Exempt employees are compensated on a salary
basis and are not eligible for overtime pay. Your supervisor will inform you if your status is
Part-Time Nonexempt Employees: Part-time nonexempt employees are those who are
regularly scheduled to and do work thirty-nine (39) hours or less per week. Part-time nonexempt
employees may be assigned a work schedule in advance or may work on an as-needed basis.
Part-time nonexempt employees are eligible for some, but not all, employee benefits described in
this manual.
Temporary Employees: Temporary employees are those who are employed for short-term
assignments. Short-term assignments will generally be periods of three (3) months or less
(summer work). Temporary employees are not eligible for employee benefits and may be
classified as exempt or nonexempt on the basis of job duties and compensation.
All of the Company employee benefit programs are administered by the Company or its
designated administrators. The Company reserves to itself and its administrators the exclusive
authority and discretion to determine all issues of eligibility and all questions of interpretation
and administration of each benefit.
The Company provides core group insurance coverage for eligible personnel. A summary plan
description booklet will be provided upon enrollment. The Company will comply with
applicable provisions of federal and state insurance laws and regulations. The cost of coverage is
shared by the employee and the Company and depends upon the coverage you choose. Please
contact the Human Resources department at the Restaurant Support Center if you have questions
regarding the group insurance plan. In the event of any increase in medical insurance premium
rates, all employees may be required to contribute to the cost of increased premiums to retain
Unemployment Compensation
The Company contributes to the Unemployment Insurance Fund on behalf of its employees.
Employees make no contribution for this coverage. The Company pays the entire cost.
Social Security
Social Security is an important part of every employee’s retirement benefit. The Company pays
a matching contribution to each employee’s Social Security taxes.
Pizza Hut Employee Handbook
Effective: October 1, 2011
Worker’s Compensation Insurance
As an employee, you are covered by a Workers’ Compensation insurance program in the event
you become ill or injured because of your work. The Company pays 100% of the premiums.
Benefits will be provided in the event that you suffer an injury or illness arising out of or in the
course of employment.
The Company is concerned for your safety, and it is important that you help to curtail accidents
during your employment. To ensure your physical well-being and the correct processing of
claims, it is extremely important that you notify your Manager immediately of any injury that
occurs during or because of employment, no matter how slight. Employees who either have an
accident or are witnesses to an accident at work are responsible for reporting it on the day it
Our Workers’ Compensation insurance covers the cost of your medical care. You may also be
eligible to receive temporary or permanent disability benefits, or vocational rehabilitation
services depending upon the nature and severity of the illness/injury.
The “Notice of Compensation Carrier” is posted. This posting notifies you of benefits, first aid
procedures, and emergency telephone numbers, as well as the name of the Company’s insurance
carrier. Workers’ Compensation fraud drives up the cost of providing this valuable insurance to
everyone. Workers’ Compensation fraud is a crime. Any employee participating in a fraudulent
claim shall be subject to prosecution.
If medical attention is required because of a work-related injury, any time away from work for
medical appointments will not be paid. However, you may elect to use any available accrued
vacation or sick time for this lost time. If you have any questions in regard to Workers’
Compensation benefits, please contact your Manager in Charge or Human Resources.
Travel for Company purposes shall be properly pre-authorized, reported, and reimbursed; under
no circumstances shall expenses for personal travel be charged to, or be temporarily funded by
the Company, unless otherwise approved by the Director of Operations and Director of Human
Resources. It is the traveler’s responsibility to report his/her actual travel expenses in a
responsible and ethical manner, in accordance with the regulations set forth in the Policy. Any
exceptions to the Policy must be submitted to the Director of Operations and Director of Human
Resources for approval.
Approval of Travel
Travelers may not approve the reimbursement of their own travel expenses. Travel expenses
must be approved by the traveler’s supervisor. In addition, an employee shall not approve the
travel expenses of an individual to whom he or she reports to either directly or indirectly.
Pizza Hut Employee Handbook
Effective: October 1, 2011
Payment of Travel
Certain prepaid expenses such as transportation tickets and conference fees may be billed
directly to the Company. Travelers are required to submit requests for travel to their supervisor
for pre-approved travel expenses. The approved request for travel will be submitted to the RSC
for registration, scheduling and processing.
Transportation Expenses
Transportation expenses shall be reimbursed based on the most economical mode of
transportation and the most commonly traveled route consistent with the authorized purpose of
the trip. Transportation tickets should be procured in advance in order to obtain any discounts
offered by the carrier or negotiated by the Company.
Air Travel
Coach class or any discounted class airfare shall be used in the interest of economy. It is the
traveler’s responsibility to submit airline flight requests to the designated RSC personnel at the
Restaurant Support Center (RSC) for booking. Flight request will include the traveler’s
complete name as shown on his/her identification documents, the dates of travel, departure/return
city-location, and time of day of travel. The RSC will attempt to accommodate the traveler’s
requests and will communicate confirmation numbers and airline information to the traveler. The
RSC reserves the right to make alterations to the travel times/dates submitted in an effort to
secure a lower airfare.
Travelers are free to make his/her own airline reservations (coach or discounted fare class) and
later submit the expense for payment. Travelers must have prior approval from the Director of
Operations and/or Director of Human Resources (DO and/or HR) for the travel arrangements and
expenses before purchasing tickets.
Purchased airline tickets which are not used due to an employee’s inability to complete the
travel, and which are not subject to airline credit, will be charged back to the traveler as an
expense and deducted from his/her next paycheck. Any exception to this policy is at the sole
discretion of the Company.
Automobile Travel
The DO and/or HR must approve all Company vehicle travel which is outside of the normal
scope of daily duties for above restaurant leaders. Above restaurant leaders assigned Company
vehicles should refer to the Motor Vehicle Policy (March 2008) for instructions on typical daily
Private Vehicles
Travelers may use their private vehicle for business purposes if it is less expensive than renting a
car, taking a taxi, or using alternative transportation, or if it saves time. Travel must be approved
in advance by the DO and/or HR.
Pizza Hut Employee Handbook
Effective: October 1, 2011
Surface Transportation Used in Lieu of Air Travel
If advance approval has been obtained by DO and/or HR, a traveler may use surface
transportation for personal reasons even though air travel may be the most cost effective mode of
transportation. The cost of meals and lodging, parking, fuel, and taxis incurred while in transit by
surface transportation may be reimbursed. Such costs shall not exceed the cost of airfare, based
on the lower of the regular coach fare available for the location of travel from a standard
commercial air carrier plus transportation costs to and from the terminals. The traveler must
obtain the cost of the most effective mode of transportation prior to the travel occurring so that
the traveler is aware of any cost limitations for reimbursement.
Rental Cars
A vehicle may be rented when renting would be more advantageous to the Company than other
means of commercial transportation, such as using a taxi. Advanced DO and/or HR approval and
reservations should be made whenever possible and a compact or economy model requested. The
traveler is responsible for obtaining the best available rate commensurate with the requirements
of the trip. The discount negotiated with car rental agencies by the Company should be requested
when available.
The Company will not accept any vehicle rental charges billed directly to the Company. Note:
The Company does not reimburse for rental company damage waiver or insurance fees. Preapproved rental car charges should be paid by the traveler and submitted for payment on an
expense report.
Hotel Rooms
It is the traveler’s responsibility to submit requests for overnight lodging (to be direct billed to
the Company), to the designated RSC personnel at the Restaurant Support Center (RSC).
Lodging requests will include the traveler’s complete name as shown on his/her identification
documents, city-location, dates of check-in and check-out, and any special needs or requests such
as a room to accommodate a disability, ground floor location, etc. The RSC will attempt to
accommodate the traveler’s requests and will communicate confirmation numbers to the traveler.
It is the traveler’s responsibility to review all hotel policies prior to check-in. In the event that
the traveler cannot agree to a hotel policy, (such as no smoking on hotel property), it is the
traveler’s responsibility to locate alternative lodging and make his/her own reservations and later
submit the expense for payment. Reimbursement for such lodging will not exceed the direct bill
rate negotiated with the hotel by the Company. The Company pays for room and tax only, and
the traveler should be prepared to put a personal credit card or cash deposit on file at the hotel to
cover any incidental expenses. Any damage to or theft of hotel property by the traveler that is
direct-billed to the Company will be charged back to the traveler as an expense and deducted
from his/her next pay check.
All employees traveling as representatives of the Company are responsible for conducting
themselves in a professional manner at all times.
Pizza Hut Employee Handbook
Effective: October 1, 2011
Exempt employees are given vacations scheduled in accordance with the following policy. After
completion of the initial twelve (12) months of continuous salaried employment, exempt
employees at the Company begin to accrue vacation time as follows:
After 1 year
After 1 ½ years
After 5 years
After 10 years
5 days
5 days every 6 months
5 days every 4 months
5 days every 3 months
The Company encourages exempt employees and salaried managers to take vacation on an
annual basis. Earned vacation time can accrue to a maximum of 200 hours, or twenty (20) days.
No additional vacation time will be accrued above the 200 hours limit until accrued vacation
time is used. It is your responsibility to keep track of your accrued vacation time.
Eligible employees (exempt and salaried managers) may use accrued vacation time after the
completion of their first full year of employment at the Company. The Company reserves the
right to schedule vacation time for these employees at its sole discretion.
Paid vacation time may be used in minimum increments of one day. A vacation request must be
submitted to your supervisor for approval in writing thirty (30) days prior to the requested time
off. A vacation day does not alter the manager’s responsibility for the operation of the
Vacations shall be scheduled so as to provide adequate coverage of jobs and staffing
requirements. Your supervisor will make the final determination in this regard. Temporary
employees do not earn paid vacation. Employees on unpaid leave do not accrue vacation time.
(Note: typically employees on paid or unpaid leave of absence do not accrue vacation time. If a
holiday occurs during your vacation period, you will receive an additional vacation day. The goal
of this policy is to allow time for employees to rest and recuperate.
Any employee who has tendered his/her resignation or has left our employ for any reason forfeits
all claims to and eligibility for vacation benefits. In Arizona and Utah, the Company will NOT
pay unused accrued vacation time, even upon resignation (with or without notice) or termination
of employment. In California, as required by state law, all employees will be paid for any
unused accrued vacation time after leaving the Company’s employ.
Salaried managers are not permitted to take vacation on a Period End date or Company
designated Leadership/Training Conference dates. These dates are known at least one year in
advance. Above Restaurant Leaders are not permitted vacation during the two weeks prior to a
scheduled Company designated Leadership/Training.
Pizza Hut Employee Handbook
Effective: October 1, 2011
The Company will grant holiday time off to all exempt personnel for the holidays listed below:
Thanksgiving Day (November)
Christmas Day
(December 25th)
Additionally, the Restaurant Support Center will observe the following additional holidays:
New Years Day
(January 1st)
Memorial Day
Independence Day
(July 4th)
Labor Day
Sick days are a benefit that is accumulated for the exempt employee and salaried manager in
order to provide a cushion for incapacitation due to illness. It is to be used only when the
employee is actually required to recover from illness or off-the-job injury. Sick days are not for
“personal” absences or to attend to a sick family member. Abuse of sick days may result in
disciplinary action up to and including termination.
The Company offers paid sick days to exempt employees who have completed their introductory
period. After completion of your introductory period, you accrue paid sick days at a rate of one
day per quarter. Sick pay is based upon full salary less any applicable State Disability Insurance
benefits. An employee may not accrue more than four sick days at any given time of
employment with the Company. Exempt employees should report only full days of absence due
to illness.
If an exempt employee or salaried manager is absent due to illness, medical evidence of your
illness and/or medical certification of your fitness to return to work satisfactory to the Company
may be required before sick pay will be given. The Company reserves the right to visit while
you are receiving sick pay. If there is any reason to believe that sick pay has been misused, sick
pay may not be awarded. Sick pay will not be paid to an exempt employee or salaried manager
after separation from the Company for any reason.
Employee meals are granted by each RGM independently based on several financial areas of the
restaurant’s performance. The RGM may, from time to time, suspend Employee Meals, based
on restaurant performance. Employee meals are to be eaten only in the designated break area.
Orders will consist of standard menu items and be prepared by another Team Member.
We want you to share Pizza Hut pizza with your family and friends. As a Pizza Hut Team
Member, when you are not working you will receive a 20% discount on any of our guest
products. The discount is available for Dine in and Carry Out orders from your work location
only. The discount excludes alcoholic beverages, bottled beverages, and wings.
Pizza Hut Employee Handbook
Effective: October 1, 2011
Team Members/Shift Leaders
Pizza Hut Team Members who are in uniform during their shifts or thirty minutes after their
shifts may receive a 50% Employee Meal Discount not to exceed $10.00. This policy also
applies to Team Members who are on their breaks. This does not apply to Team Members on
their “off time”, or their spouses, relatives or friends. Violations to this policy are considered
“theft” and may result in termination and possible criminal action.
All Team Member orders must be rung up under the Manager-In-Charge’s (MIC) observation.
All discounted or free food must have Team Member and MIC’s initials written on the receipt.
The fountain beverages are provided free while on duty if consumed in the appropriate cup. All
other drinks (i.e. milk, juices, etc.) are full menu price.
Salaried Managers:
Restaurant General Managers may receive a 50% Employee Meal Discount not to exceed
$20.00, at their respective restaurants. This privilege also pertains to family and friends who are
accompanied by an RGM. At no time is this privilege extended to family or friends when the
RGM is not present. Violations to this policy are considered “theft” and may result in
termination and possible criminal action. RGMs must initial all of their food and drink receipts.
The Company will reimburse up to $300 of tuition per semester/quarter to exempt employees
and salaried managers for successful completion of approved courses. All salaried employees
with a minimum of one (1) year of continuous full-time service are eligible to apply for tuition
reimbursement. Salaried employees on leave of absence, except for those salaried employees on
legislatively mandated leaves that require benefit coverage, i.e. Family Medical Leave, are not
eligible to participate in the tuition and assistance program. Exempt employees must be in good
standing to be eligible for tuition assistance in that there can be no formal employee discipline
proceedings (recent written disciplinary warnings) or attendance problems.
Tuition reimbursement will only be granted to those qualified employees for courses or
programs offered by an approved institution (i.e. an accredited school, college, university or
training school). The determination of an approved institution is the responsibility of the Human
Resources department. Courses of study must be directly related to the employee’s position or
potential positions with the Company. Course or programs must be scheduled outside the
employee’s regular work hours and all homework must be done on the employee’s time. The
Company makes no commitment to provide for all courses leading to a degree. Each course
must be applied for separately and is evaluated on its individual merits in accordance with this
Pizza Hut Employee Handbook
Effective: October 1, 2011
The Company may grant leaves of absence to employees in certain circumstances. It is
important to request any leave in writing as far in advance as possible. If the leave is a Family
and Medical Leave Act leave, the correct forms must be obtained from the Human Resources
department. It is important to keep in touch with your supervisor or the Human Resources
Department during your leave, and to give prompt notice if there is any change in your return
date. If your scheduled leave expires and you have not contacted your supervisor or the Human
Resources department, the Company will assume that you do not plan to return and wish to
terminate your employment. If you are unwilling or unable to return to work at the conclusion of
any leave, your employment may be terminated.
It is understood that you will not obtain other employment while you are on a leave of absence.
Acceptance of other employment while on leave, unless otherwise agreed to in advance, will be
treated as a voluntary resignation from employment at the Company.
Funeral or Bereavement Leave of Absence
In the event of the death of your current spouse, child, parent, legal guardian, brother, sister,
grandparent, grand child or mother-, father-, sister-, brother-, son-, or daughter-in-law, you may
take up to three (3) consecutive scheduled workdays off with pay with the approval of your
supervisor. A Status Change form must be completed indicating the number of days requested,
your relationship to the deceased, and have your restaurant manager’s approval.
Personal Leave Of Absence
A personal leave of absence without pay may be granted at the discretion of the Company. A
personal leave of absence can affect your benefit plan coverage. Ask your supervisor for
Military Leave of Absence
The Company grants full and part-time employees who are members of the United States
Uniformed Services leaves of absence to fulfill military obligations and reemployment rights
following separation from service, in accordance with state and federal law. Employees
requiring leave must provide their supervisor with advance notice of the need for leave, unless
notice is impossible or prevented by military necessity.
Members of the National Guard or Reserve components of the armed forces will be granted
leaves to attend annual training exercises and periodic drills. Exempt employees taking such
leave will be paid the difference between their military pay (less travel allowance) and their
regular pay. Non-exempt employees will not receive pay while on leave. Benefits for all
employees will continue during such leave.
Employees who enlist or are called to active duty in the United States Uniformed Services are
entitled to reemployment pursuant to the Uniformed Services Employment and Reemployment
Rights Act, provided that a timely application for reemployment is received, applicable active
duty service did not exceed five (5) years, the employee’s separation from service was under
Pizza Hut Employee Handbook
Effective: October 1, 2011
Military Leave of Absence continued
honorable conditions, and reemployment would not create an undue hardship for the Company.
Employees returning to work or applying for reemployment should do so within the following
time frames:
Service Length:
1-30 days
31-180 days
181 + days
Return Date:
The first scheduled workday eight hours after the employee’s return home
Within fourteen (14) days after completion of service
Within ninety (90) days after completion of service
Employees who leave the Company for active duty service shall not receive pay or accrue
vacation or sick time during periods of such service. Health care benefits may be continued, at
the employee’s expense, for up to eighteen (18) months after an active duty absence begins.
Upon reemployment, periods of military service are considered service with the Company for
purposes of vesting or accruing benefits in any Company-sponsored pension or retirement plan,
reinstatement of health care benefits, and any other right or benefit that is determined by the
employee’s length of service.
Family and Medical Leave Policy
Employees employed for one year or more and who have worked at least 1,250 hours in the
preceding year may qualify for a maximum of twelve weeks of leave per year for one, or more,
of the following reasons:
 The birth of the employee’s child, and in order to care for the child during the first year of
 The adoption of a child by the employee, or the placement of a child with the employee for
foster care, and in order to care for the child during the first year of placement;
 To care for a spouse, child or parent who has a serious health condition or due to the
employee’s own serious health condition1.
 When an immediate family member (spouse, child or parent) is a retired member of the
Armed Forces, reservist or member of the National Guard who is ordered to active military
duty, in order to make necessary arrangements for the absence.
Employees who are the spouse, son, daughter, parent, or next of kin of a member of the United
States armed services who is recovering from a serious illness or injury sustained in the line of
active duty may be entitled to up to twenty-six (26) weeks of leave in a single twelve (12) month
period to care for the service member.
* A serious health condition includes an illness, injury or impairment that requires (1) absence from
work, school or other normal daily activities for more than 3 days; (2) in-patient care at a hospital,
hospice or residential medical care facility; (3) care by a licensed health care provider for a continuing or
chronic condition; or (4) absences due to pregnancy.
Pizza Hut Employee Handbook
Effective: October 1, 2011
Eligibility Requirements
In order to be eligible for family/medical leave, you must:
 Have at least one (1) year of service.
 Have worked at least one thousand two hundred fifty (1250) hours during the twelve (12)
months immediately prior to the date requested for leave.
Leave requests by employees who do not meet these eligibility requirements for Family and
Medical Leave may be granted by the Company at its sole discretion, in which case there is no
guarantee of reinstatement at the conclusion of the leave.
Requests for Family and Medical Leave
All requests for Family and Medical Leave (or extensions) must be submitted on a Status Change
and FMLA Request form for final approval. If the need for the leave is foreseeable, you must
provide at least thirty (30) days advance notice. If unforeseeable, leave requests must be made as
soon as practicable under the circumstances. Failure to provide proper notice may result in delay
or denial of leave.
Medical Certification
If you need to request a leave due to your own serious health condition, or to care for a child,
spouse, or parent who has a serious health condition, your request should be accompanied by a
“Medical Report” form that may be obtained from the Human Resource Department. This
certification must be completed by the health care provider responsible for your own or a family
member’s treatment. Failure to return the form within fifteen days from your leave request may
result in denial of leave, or loss of other rights.
If the certification is incomplete or insufficient, the Company will inform you in writing of the
additional information needed and give you seven (7) days to resolve the deficiency.
If your leave exceeds thirty (30) days, or you ask for an extension of your leave, you may be
required to provide additional medical certification of your inability to work. the Company may
require you to obtain a second or third medical opinion. If a second or third medical opinion is
requested, the Company will pay for the examination fees.
Scheduling of Leave
If the leave is for the care of a child after birth or adoption, you must complete the leave within
one (1) year of the birth or adoption.
Family Leave and Medical Leave may be taken intermittently or on a reduced schedule if it is
medically necessary to care for a spouse, parent, or child with a serious health condition or for
your own serious health condition. You may be temporarily transferred to an alternative position
with equivalent pay and benefits that better accommodates a reduced or intermittent schedule.
Intermittent leaves, reduced schedules, and leaves that are foreseeable must be scheduled in a
manner that will minimize disruption to operations. Leave to care for a new child may be taken
only in consecutive weeks, e.g. 4-weeks, 8-weeks, etc., up to 12 weeks.
Pizza Hut Employee Handbook
Effective: October 1, 2011
Maximum Duration of Family Leave and Medical Leave
Your leave will be counted as part of your entitlement to family and/or medical leave under the
Family and Medical Leave Act (“FMLA”) and any similar State laws. Under most
circumstances, you will be granted a maximum of twelve (12) weeks of FMLA leave during any
twelve (12) month period. For the purpose of calculating the twelve (12) week maximum, any
other Family and Medical Leave taken during the twelve (12) month period will be included.
The “twelve (12) month period” will be measured backwards from the date you use any Family
and Medical Leave.
A leave to care for a child after birth or adoption may be limited to less than twelve (12) weeks if
your spouse is employed by the Company and is also taking Family and Medical Leave to care
for the new child.
Outside Employment
If you are eligible and your leave is approved, you may not be employed with any employer,
other than the Company during your leave. Outside employment during your leave will result
in immediate termination.
Use of Paid Leave
An employee going on leave must utilize all sick and vacation time as part of his/her leave
period, and will receive all normal and customary pay for sick leave and vacation time used.
However, if these benefits are exhausted prior to the end of the leave, the remainder of the leave
will be without pay by the Company.
Continuation of Health Insurance
The Company will continue its normal contribution toward your health insurance premium for
the allowed weeks of FMLA leave taken during any twelve (12) month period. You are required
to continue to make your normal premium contribution during the entire leave. Any insurance
payment for which you are responsible must be made to the Company. Failure to make such
payment will result in the cancellation of your insurance.
If you elect not to return to work after the expiration of your leave, you may be required to
reimburse the Company for all health insurance premiums paid by the Company during your
Other Benefits Cease Accruing
You are not eligible for holiday pay during your leave. In addition, you will not be eligible to
earn sick or vacation time until you return to work. However, your leave will not be deemed a
break in your length of service.
When you are able to return to work, you should give the Company at least two (2) weeks’
notice. This is important so that your return to work is properly scheduled. Upon your return, a
doctor’s certificate stating that you are physically able to return to your normal duties will be
Pizza Hut Employee Handbook
Effective: October 1, 2011
You should understand that you have no greater right to reinstatement or to other benefits of
employment than if you had continued to work during your leave. On that basis, the Company
will reinstate you to your former job or an equivalent position if you return from your Family
and Medical Leave within twelve (12) weeks, unless you would not otherwise have been
employed if leave had not been taken.
Voting Time Off
The Company encourages you to fulfill your civic responsibilities by voting. For all Arizona
employees, if you have less than two (2) consecutive hours between the opening of the polls and
the beginning of your work shift or between the end of your regular work shift and the closing of
the polls, you may either arrive to work late or leave work early for such a length of time that
when added to the time difference between work shift hours and opening or closing of the polls
will provide you a total of two (2) consecutive non-work hours to vote. This will be paid time.
Any additional time off will be without pay. You must give reasonable notice of the need to
have time off to vote prior to the day of election. The Company may specify the hours during
which you may absent yourself for voting purposes.
Child’s School Discipline
If you are the parent or legal guardian of a child who lives with you, and you receive written
notice from the principal of the child’s school requesting your attendance at a disciplinary
conference, you are entitled to take an unpaid leave to attend the conference. Check with your
supervisor for eligibility and scheduling before taking any leave to attend a disciplinary
Time Off For Attending Child’s School Activities.
If you are a parent, guardian, or grandparent with custody of a child in kindergarten or grades 112, inclusive, and wish to take time off to visit the school of your child for a school activity, you
may take off up to eight hours each calendar month (up to a maximum of 40 hours each school
year), provided you give reasonable notice to the Company of your planned absence. Employees
wishing to take such leave may utilize their existing unused vacation time. The Company
requires documentation from the school noting the date and time of your visit. If both parents of
a child work for the Company, only one parent – the first to provide notice – may take the time
off, unless the Company approves both parents taking time off simultaneously.
Time Off For Adult Literacy Programs
The Company will make reasonable accommodations for any employee who reveals a literacy
problem and requests that the Company assist him/her in enrolling in an adult literacy program,
unless undue hardship to the Company would result. The Company will also assist employees
who wish to seek literacy education training by providing employees with the location of local
literacy programs.
The Company will take reasonable steps to safeguard the privacy of any employee who identifies
himself/herself as an individual with a literacy problem. An employee who wishes to identify
himself/herself as such an individual can contact Human Resources directly. Further, individuals
Pizza Hut Employee Handbook
Effective: October 1, 2011
who are performing satisfactorily will not be subject to termination of employment because they
have disclosed literacy problems.
While the Company generally encourages employees to improve their literacy skills, the
Company will not reimburse employees for the costs incurred in attending a literacy program.
Nonexempt employees may use vacation pay to make up for the work, which is missed to attend
literacy classes.
The Company encourages employees to serve on jury duty when called. Nonexempt employees
who have completed their introductory periods will receive full pay while serving up to five (5)
days of jury duty over any two (2) year period. All employees are expected to notify their
supervisors as soon as they receive a jury duty notice.
If employees are required to serve jury duty beyond the period of paid jury duty leave, they may
use any available vacation time off or may request an unpaid jury duty leave of absence.
Employees will not be dismissed or penalized in any way for serving as a juror, in accordance
with applicable state and federal law.
If you are required to appear as a witness in a court or hearing, you are to bring the subpoena to
your supervisor within three (3) working days of receipt.
Hourly employees will not be paid for time spent at witness duty. As an hourly employee, if you
are excused from witness duty during your regular working hours, the Company expects you to
return to work. You may retain any funds that you receive for serving as a witness.
If you or an immediate family member are a victim of a violent crime, you are eligible for nonpaid time off to attend the court proceeding involving the perpetrators of the crime, including
trials and post trial hearings. You must provide the notice received from either law enforcement
or the prosecutor to your supervisor for approval of time off. Hourly employees will not be paid
for time spent at court proceedings but will be allowed to use any accrued vacation time that they
may have available.
Exempt salaried employees generally will be paid for time-spent serving if the court proceedings
are expected to last less than an entire workweek. As an exempt salaried employee, you must
inform the Company if the court proceedings are expected to last for an entire workweek or
more. If the court proceedings lasts for an entire workweek or more, exempt salaried employees
will not be paid for that workweek but will be allowed to use any accrued vacation time that they
may have available. If you have, any questions regarding this leave or confidentially of this
information please discuss with the Human Resource department.
Pizza Hut Employee Handbook
Effective: October 1, 2011
Your Hours of Work and Your Pay:
Normal operating hours at the Company vary. If you are a non-exempt employee, your
supervisor will assign your scheduled work hours. Exempt employees are expected to work as
much of each workday as is necessary to fulfill their job responsibilities.
All employees are encouraged to take their breaks in the restaurant in designated areas only.
Non-exempt employees are expected to observe assigned working hours and the time allowed for
lunch and rest periods. Non-exempt employees may not leave the premises during rest periods
and should not take more than ten (10) minutes for each rest period. Non-exempt employees
may leave the premises during a lunch period.
The workweek begins on Tuesday and ends on the following Monday for all employees.
It is the employee’s responsibility to accurately record hours worked. The Company
recommends that employees save the clock time receipts for the purpose of payroll
discrepancies. The Company will promptly adjust any errors made on your paycheck.
The Company provides compensation for all overtime hours worked by non-exempt employees
in accordance with state and federal law. Prior authorization from your Area Coach must be
obtained before working any overtime. Your supervisor will also notify you when overtime
work is required. All overtime is paid after a 40-hour workweek unless otherwise required by
state law. Overtime is rarely authorized. Authorized overtime is scheduled only by the Area
Coach and is never scheduled at Team Member discretion. Working overtime without proper
authorization may result is disciplinary action.
You are required to work all overtime requested. Overtime requests will be made to you through
your supervisor and overtime must be recorded. No supervisor is authorized to ask an hourly
employee to work “off the clock” without pay. Employees may not “volunteer” to work in any
fashion without being paid for their time. Overtime is to be authorized in advance by your Area
Coach. Failure to obtain authorization may result in disciplinary action, up to and including
dismissal. Please let Human Resources know if you are being asked to work “off the clock”.
The payroll period is two workweeks (14 days) long. It begins on Tuesday and ends two weeks
later on Monday. Payday for Pizza Hut is on Monday the week following the end of the payroll
period. All payroll adjustments not received on the pay period prior to the effective day of
change will be made as soon as practicably possible after receipt by the Payroll department. All
hourly adjustments after the end of a pay period will be adjusted as soon as practicably possible.
The Company uses direct deposit or pay cards for payroll. This is a safe and secure method of
receiving your pay. If you do not have direct deposit yet, a pay card will be assigned to you at no
charge. You may continue to use the Company-provided pay card or provide new direct deposit
information to Payroll. Once the pay card is assigned to the employee, it is the responsibility of
Pizza Hut Employee Handbook
Effective: October 1, 2011
the employee to follow instructions attached to the pay card for activation and its continued use.
The pay card becomes similar to a bank account where the employee is responsible for all
transactions and loss of the card. The employee will need to contact the pay card company for
assistance. Payroll cannot access employee’s pay cards once the employee has activated the card.
Payroll funds will not be available until Monday, after 2 p.m. If a payday falls on a companyrecognized holiday, you will be paid the day before. Direct any questions you may have
regarding your pay to the RGM or Payroll department.
In some circumstances, the Company may have to print a pay check. In that situation, no one
other than the employee may pick up the employee’s paycheck unless the employee has made
prior arrangements. Paychecks may not be cashed at the restaurant, nor will it be possible to
receive an advance against unpaid earnings. Paychecks not claimed within 14 days will be
returned to the Restaurant Support Center. You will then need to arrange to get your paycheck
by calling the Payroll department. If your check is lost there will be a $35.00 stop payment fee
charged to the employee. If you inadvertently wash or damage your check in any way not
acceptable to your bank, return that damaged portion to your Manager in Charge and a new
check will be issued in 2-4 business days.
Pizza Hut Tips
Delivery Drivers and Servers are paid as tipped employees. This means that Delivery Drivers
and Servers will be paid a service wage and Hot Pizzas, LLC, will take a “tip credit” towards its
minimum wage obligations according to federal and state laws.
For each work week, Hot Pizzas, LLC, will ensure that your service rate combined with your tips
meets the required hourly minimum rate. It is very important that that you record your tips
accurately and record them all at the end of each shift during the clock out function.
Pizza Hut tipped employees are responsible for accurately reporting all cash tips. All credit card
tips will automatically be reported for you at the end of each shift. Failure to accurately report
tips is a violation of the law and is considered reason for disciplinary action up to and including
termination. Tips reported less than $20 in a calendar month are not taxable for FICA and/or
MEDICARE or withholding purposes.
If edits, modifications, or corrections are made to the tip records, both the employee and
restaurant manager must verify the accuracy of the change by initialing the time and tip edit log.
Additionally, keep in mind that:
 Your tips are part of your pay and belong to you.
 Keep a record to all your tips; they are subject to taxes.
 Taxes from the tips you report will be deducted from your paycheck.
 Follow the Internal Revenue Service’s “Tipped Employee Brochure” and “Tip Log” to
build your know how.
Pizza Hut Employee Handbook
Effective: October 1, 2011
Amount to Meet Guarantee
In the event that your service wage and tip combined to not meet state minimum wage
requirements Hot Pizzas, LLC, will automatically pay you the difference. This is called the
“Amount to Meet Guarantee”.
Electronic Pay Stub Delivery
The Company is encouraging employees to participate in Electronic Pay Stub Delivery as a
method in which your pay stub information will be sent directly to your personal e-mail. This
allows the employee to receive their pay information immediately without waiting to pick up the
pay stub at the restaurant. Employees still need to sign a Payroll Verification Report (PVR) as
required by Federal law verifying hours worked.
Electronic Pay Stub Delivery allows the employee to save pay stubs electronically for future use
and pay history is available at any time. If you are interested in this program, e-mail your full
name, restaurant number, and email address to Phpayroll@tacos.com.
The following deductions will be made from your gross wages earned during a given pay period
and will be shown on your paycheck:
Federal income tax (mandatory)
State income tax (where applicable)
Social security tax (FICA) (mandatory)
Medicare (mandatory)
State disability (where applicable)
You will be required to complete a payroll deduction form to authorize the Company to make
any other payroll deductions.
You will receive an annual Wage and Tax Statement (IRS Form W-2) for the proceeding year on
or before January 31. If you believe that deductions are incorrect for any pay period, or are
incorrect on the W-2, check immediately with the Payroll department. If you move, it is your
responsibility to contact the Restaurant Support Center to report your new address. Requests for
duplicate W-2s need to be in writing using the “W-2 Request Form” and faxed to payroll for
processing. You may ask the Human Resources/Payroll Department any questions you have
regarding your paycheck, deductions made, hours shown, etc.
If during your employment the Company considers wage increases for any or all employees,
your pay may or may not be increased depending on your:
length of time in the position
salary range limitations
criteria set for the particular salary review
Pizza Hut Employee Handbook
Effective: October 1, 2011
Every employee will need some time away from work to meet personal needs. These needs can
be as pleasant as a vacation, or as important as time to care for your personal health. However,
time away for one employee usually means work for another or important work left undone. That
is why the Company has a procedure for requesting approval for planned time off for all
Planned time off includes any situation that you know might prevent attendance at work or needs
to be scheduled, i.e., vacation reservations, doctor’s appointments, moving day, etc.
If you are aware of any situation that might prevent your attendance at work, submit an
“Employee Status Change” form to your supervisor who will review your request and give
approval if:
1. workload allows
2. another staff member has not put in a previous request for the same time
3. you have not had excessive absences
Hourly employees do not accrue vacation time but you will be asked to complete a Status
Change Form and request time off without pay.
You should only take time off without advanced approval when a personal illness or personal
emergency occurs after you have left work on the previous day. If this happens, you are to call
in as soon as possible, but no later than two hours before being scheduled to work as per the
Company’s call-in procedures.
The Company will attempt to approve all reasonable requests.
Pizza Hut Employee Handbook
Effective: October 1, 2011
Training Programs:
Team Member Training Program
Our Team Member Training program is completed in the restaurant with a trainer and your
supervisor. Your training begins with The Learning Zone. This is a virtual program that is
completed on a computer in the restaurant. For each topic you will be responsible for
completing the video training and the course assessment test, and then completing the skill
observations with your modular trainer. After you have completed your respective topics, you
will be observed by your RGM and certified in that topic. Training is implemented in each
restaurant to ensure that employees build the skills needed to serve our customers. This training
 Doing more for, and giving more, to our customers than our competition.
 Food safety, which ensures our guests are served the highest quality food prepared in the
safest manner possible.
 Learning the processes and procedures required to meet/exceed expectations and
 Improving performance to ensure your restaurant’s continuous growth and success.
 Developing each employee’s self-sufficiency in running the restaurant.
 Meeting specific guidelines for appropriate certifications in the training system. Please
see your Restaurant General Manager for specific deadlines and certifications required.
Training Topics
Instructions are provided for learning about a specific job responsibility or procedure. Each
lesson refers you to the appropriate reference materials, which are defined below, and provides
exercises that you complete to practice what you learn from the reference materials.
Quick References
Tools used on the job help you learn procedures/responsibilities and ensure they are executed
according to standards. Quick References include laminated station cards, posters, charts and/or
job aids that are located in the restaurant for easy reference (i.e., posted in a work area or on the
restaurant’s bulletin board, or stored with the other training materials).
You are constantly encouraged to improve your performance, expand the scope of your
responsibilities and help provide training to employees who need it. That is the only way every
employee can become efficient and successful. Your manager will explain all aspects of the
training programs.
At Pizza Hit we utilize the LAS training program for Shift Leaders which is implemented in the
restaurant to ensure that these employees build the skills needed to serve our guests and run great
shifts to meet restaurant goals.
Training Lessons
Instructions are provided for learning about a specific job responsibility or procedure. Each
lesson refers you to the appropriate reference materials, which are defined below, and provides
exercises to practice what you learn from the references.
Pizza Hut Employee Handbook
Effective: October 1, 2011
Employee Relations:
Performance appraisals are a tool for supporting communication between you, your supervisor,
and management. Supervisors and employees are strongly encouraged to discuss job
performance and goals on an informal, day-to-day basis. Performance appraisal discussions and
documentation may reflect the following areas but are not limited to these areas alone:
 the work being done; your work performance
 ways it could be improved
 ways performance exceeds expectations
 goals to consider or requirements to be set
 agreements or disagreements on performance and other work-related issues
 possible results or ramifications
You are encouraged to give your viewpoint during this discussion. Use this opportunity to add to
what is said or written. You should state any concerns or disagreements you have.
Performance appraisals are completed on a regular cycle and may include the 30-60-90 day
development plan process.
Performance Appraisals with Corresponding Pay Increases
Pay increases are not automatic with the performance appraisal cycle and will be announced by
the Company in advance. All employees will need to have completed their 90-day introductory
period prior to receiving a performance appraisal that is eligible for a pay increase. Any
employee with less than 90-days of service at the performance appraisal time will be reviewed
for increase at the next cycle. Any employee on an approved leave of absence (LOA) of 30 days
or more will have their performance appraisal cycle delayed by an amount of time equal to the
length of their LOA.
Raises will be considered for exempt and non-exempt employees attaining the performance
standards of at least on target and above. No raises will be given to employees for below
standard performance. No cost of living increases are given.
The information recorded in your personnel file is extremely important to you and to the
Company. It is your responsibility to make sure that the personal data in the file is accurate and
up to date. Immediately report, in writing, any change of address, phone number, etc. to the
Human Resources department. Personnel files are stored electronically at the Restaurant Support
Current employees of the Company are allowed to inspect their electronic personnel file on the
premises of the Company at a scheduled time mutually convenient for the employee and the
Company. If you want to inspect your personnel file, discuss it with the Human Resources
department. You may add, to your file, your version of any disputed item in your personnel file.
Pizza Hut Employee Handbook
Effective: October 1, 2011
At some time or another, your may have a complaint, suggestion, or question about your job,
your working conditions, treatment you are receiving, etc. Your suggestions for improving the
Company’s operations are always welcome. Your complaints or questions are also of concern to
the Company. For issues other than prohibited harassment and discrimination, we ask that you
take your concerns first to your Restaurant General Manager or Manager in Charge, following
these steps:
1. Bring the situation to the attention of your Manager in Charge (MIC) or Restaurant
General Manager who will investigate and provide a solution or explanation.
2. If the problem is not addressed in a reasonable period, you may put it in writing to
your Area Coach, Concept Director, Director of Operations or the Director of Human
Resources or their designee.
Please consider the Open Door Policy your right and responsibility. Your front line position
makes your comments invaluable. If your immediate supervisor is in the best position to respond
to you, please speak to him/her in person. In addition, you may call anyone in a management
position that is listed above.
Nothing in this Open Door Policy is intended to, or should be taken to limit, the employment-atwill relationship between you and the Company. Either you or the Company can terminate your
employment at any time with or without “cause” and with or without advance notice.
The Company encourages employees to use creativity and job knowledge to discover ways to
save time, simplify work procedures, reduce waste, improve quality, and eliminate accidents or
hazards. Please submit ideas for improving departmental procedures to your supervisor.
Suggestions regarding overall Company policies and procedures may be submitted to the Human
Resource department.
You are required as a condition of employment to review, sign and return to the Human
Resources Department, the Arbitration Agreement which is included in your new hire
Pizza Hut Employee Handbook
Effective: October 1, 2011
Your image is our image. You were hired to work here because of the excellent impression that
you made. We feel that you represent the qualities, motivation and responsible attitude to
become an integral part of our team. We have worked very hard to establish the positive image
that Pizza Hut has in this community. Several things have contributed to that: a high-quality
product priced for a good value, comfortable and clean surroundings and, most important, top
notch people such as you providing friendly, efficient service. Our image is critical to our
success, so we have very high expectations of all our team members in terms of performance and
You will be inspected upon arrival at the restaurant to ensure you are in proper uniform. Any
deviations may require you to leave the restaurant prior to starting your shift to make corrections.
You may return after the corrections have been made and you are in 100% uniform compliance.
Uniforms; Upon accepting a position with the Company, you will be issued a uniform (a second
uniform may be requested after the 30 day training period). It is your responsibility to ensure
your uniforms are kept in good condition and when reporting to work, they appear neat and
clean. At termination of your employment, you must return or pay replacement cost of all
uniforms issued prior to receiving your final paycheck. In addition to maintaining your uniform,
you are also responsible for providing and maintaining your own dark matching socks and black
safety (non-skid) shoes.
For your safety and comfort, you must wear enclosed shoes that have slip-resistant soles, and
that are easy to clean and maintain. For safety reasons, open-toe, open-back, cloth shoes, clogs,
sandals, or high-heeled shoes are not allowed while working.
Uniforms are wash and wear. Uniform care starts with machine laundering. Use wash and wear,
durable press, or knit/delicate cycle. Set water for warm, not hot temperature, and do not use
bleach. If heavily soiled, soak the uniform overnight in warm water containing a few
tablespoons of detergent. Do not use hot water, bleach or spray chemical stain removers. For
stains, pour liquid detergent on the spot and rub gently with your hand for a few minutes. Use of
a non-abrasive pre-soak may help with stain removal. Let the garment stand and then rinse with
warm water or wash as above. Uniforms may also be dry cleaned from time to time. Dry
uniforms at low heat settings. Remove the uniform immediately from the dryer and place on
hangers to avoid ironing. If an iron must be used, set the temperature to cool. Wash hat/visor by
hand or use a machine setting of cool. Do not use bleach and air-dry the hat/visor, rather than in
a clothes dryer.
The following appearance guidelines will help maintain a professional image, promote safety
and provide a pleasant atmosphere for guests in our restaurants. All team members are expected
to follow these appearance guidelines.
Pizza Hut Employee Handbook
Effective: October 1, 2011
Attire: All Team Members are to dress in the designated uniforms with appropriate
undergarments. Undergarments are not to be visible. Uniforms and other clothing articles are to
be clean and wrinkle free before arriving for work. Uniform shirts must be tucked in at all times.
Clean, well-maintained non-slip shoes and belts are to be worn at all times while at work. Nonuniform sweaters are not to be worn. Uniform visors and/or hats are to be worn to keep hair
away from your face. Wear your name badge proudly at all times. Our guests feel free to
approach you when they can call you by name. REMEMBER…the uniform is never complete
without A SMILE! Any violations of this policy may result in disciplinary action up to and
including termination of employment.
Grooming and Personal Hygiene: Your body is to be washed and clean. Exposed cuts,
blemishes or lesions are to be bandaged with a blue bandage supplied by the Company and, if on
the hands, you are also required to wear vinyl surgical-type gloves. Hands are to be washed with
soap and hot water before handling food. Cosmetics, deodorant, aftershave and cologne may be
worn in conservative amounts and in good taste.
Jewelry: Jewelry that may be hazardous around equipment must not be worn. One ring on each
hand may be worn. For safety purposes, if gloves are not worn, a blue bandage must be worn
over a ring containing a stone. Bracelets of any kind and loose or visible necklaces are
prohibited. Only the MIC may wear a watch. Dangling or loop earrings are not permitted; only
a single set of ¼-inch posts may be worn. Male employees may not wear earrings. Nose rings,
tongue rings, ear gauges or any other visible body jewelry may not be worn while at work.
Fingernails: Fingernails are to be neat, clean-trimmed, and unpolished.
Artificial fingernails are NOT to be worn.
Tattoos: Clothing and/or bandages must cover tattoos.
Hair: Hair is to be short (to the top of the collar and eyebrows, restrained, clean-cut, and
combed. Any person handling food or food contact surfaces must wear an appropriate hat/visor.
Hair length is to be kept at the top of the collar and the eyebrows. Hairnets may be required if
hair goes beyond the collar or deemed necessary by the manager.
Facial Hair: A mustache may be worn when neatly trimmed to the edge of the
mouth and not extending below the upper lip, and meets all food safety
standards. Sideburns must also be kept trimmed to a maximum length not to
exceed the bottom of the ear lobe. Beards are not permitted. Goatees are
permitted as long as the entire goatee is confined to the chin and no more than
¼ inch in length. Goatees must be neatly trimmed to the edge of the mouth.
Goatees and mustaches must be covered with a beard net when required by
Health Department or Government Agency in any food contact area.
Name Badge: Wear your name badge proudly at all times. Your guests will
feel much more comfortable talking with you if they can call you by your name.
Pizza Hut Employee Handbook
Effective: October 1, 2011
All employees of the Company are expected to be punctual and regular in attendance. Any
tardiness or absence causes problems for your fellow employees and your supervisor. When you
are absent, others must perform your workload, just as you must assume the workload of others
who are absent. In order to limit problems caused by absence or tardiness of an employee, the
Company has adopted the following policy that applies to absences of non-exempt employees
not previously approved by the Company.
If you are unable to report for work on any particular day, you must call your supervisor at least
two (2) hours before the time you are scheduled to begin working that day. If the shift is an early
morning shift, before 10:00 a.m., you must call your supervisor before 10:00 p.m. the night
If you call-in less than two (2) hours before your scheduled time to begin work (or later than
10:00 p.m. the night before if your shift is scheduled to start before 10:00 a.m.), you will be
considered tardy for that day.
Where there are no extenuating circumstances, you must call in on every/any day you are
scheduled to work and will not report to work. More than three instances of tardiness by any
employee during any twelve (12) month period are considered excessive. Any unexcused
absence is considered excessive.
If any employee fails to report for work without any notification to a supervisor and the absence
continues for one scheduled work day, the Company will consider the employee to have
abandoned employment and to have voluntarily terminated. If any employee leaves work without
any notification or permission from a supervisor, the Company will consider the employee to
have abandoned employment and to have voluntarily terminated; provided that absences covered
by the Family and Medical Leave Act and the Americans with Disabilities Act will not be
considered excessive or result in disciplinary action against an employee.
Pizza Hut Employee Handbook
Effective: October 1, 2011
Safety and security of employees is of vital importance to the Company. Acts or threats of
physical violence, including intimidation, harassment and/or coercion, which involve or affect
the Company, or which occur on company property, will not be tolerated.
The prohibition against threats and acts of violence applies to all persons involved in the
operation of the Company including, but not limited to the Company personnel, contract and
temporary workers and anyone else on the Company property. Violations of this policy, by any
individual, may result in disciplinary and/or legal action as appropriate.
Workplace violence is any intentional conduct which is sufficiently severe, offensive or
intimidating to cause an individual to reasonably fear for his/her personal safety or the safety of
his/her family, friends and/or property such that employment conditions are altered or a hostile,
abusive or intimidating work environment is created for one or several Company employees.
Examples of workplace violence include, but are not limited to, the following:
1. Threats or acts of violence occurring on Company premises, regardless of the
relationship between the Company and the parties involved in the incident.
2. Threats or acts of violence occurring off Company premises involving someone who is
acting in the capacity of a representative of the Company.
3. Threats or acts of violence occurring off Company premises involving an employee of
the Company who is a victim if the Company determines that the incident may lead to an
incident of violence on Company premises.
4. Threats or acts resulting in the conviction of an employee or agent of the Company or, of
an individual performing service for the Company on a contract or temporary basis,
under any criminal code provisions relating to violence or threats of violence which
adversely affect the legitimate business interests of the Company.
Specific examples of conduct, which may be considered threats or acts of violence under this
policy include, but are not limited to the following:
1. Threatening physical or aggressive contact directed toward another individual.
2. Threatening an individual or his/her family, friends, associates or property with physical
3. The intentional destruction or threat of destruction of Company property or another’s
4. Harassing or threatening phone calls.
5. Surveillance.
6. Stalking.
7. Veiled threats of physical harm or like intimidation.
Pizza Hut Employee Handbook
Effective: October 1, 2011
Workplace Violence continued
Workplace violence does not refer to occasional comments of a socially acceptable nature.
Rather, it refers to behavior that is personally and objectively offensive, threatening or
intimidating. Any person who engages in a threat of violent action on Company property may be
removed from the premises as quickly as safety permits and may be required, at the Company’s
discretion, to remain off Company premises at least pending the outcome of an investigation into
the incident.
Violation of this policy will result in discipline up to and including termination of employment.
The Company will make the sole determination of whether, and to what extent, threats or acts of
violence will be acted upon by the Company. In making this determination, the Company may
undertake a case-by-case analysis in order to ascertain whether there is a reasonable basis to
believe that violation of this policy has occurred. No provision of this policy shall alter the atwill nature of employment at the Company.
The Company has a responsibility to all of its employees to provide a safe workplace and a
responsibility to the public to ensure that their safety and trust in the Company are protected.
Therefore, the Company prohibits the following behavior by employees while on the Company
premises or performing the Company business at any location.
Use of illegal drugs or prescription drugs obtained illegally.
Abuse of legal (prescription or over-the-counter) drugs.
Sale, purchase, transfer, manufacture or possession of controlled substances.
Arrival for work, or working under the influence of drugs/alcohol. “Under the influence”
means the presence of an illegal drug or controlled substance in the hair or body fluids at
levels of detection above the lowest cutoff levels established by the analytical methods of
the Company testing laboratory.
Violation of this policy will result in reassignment, discipline or discharge, or the Company, in
its sole discretion, may allow an employee who tests positive for drugs/alcohol a single
opportunity to complete an approved rehabilitation program. Employees who fail to complete
such a rehabilitation program or who test positive for drugs/alcohol a second time will be
A drug-screening test can be an effective means by which to identify those in need of counseling,
treatment, or disciplinary action. The Company drug testing program is intended to supplement,
not replace, other means by which the use of drugs/alcohol can be detected. The Company
reserves the right to engage in other means to detect the use or possession of controlled
substances such as workplace searches.
Pizza Hut Employee Handbook
Effective: October 1, 2011
Drug tests of all employees are required as outlined below.
1. Following an accident, an incident in which safety precautions were violated or unusually
careless acts were performed.
2. Reasonable suspicion of employee impairment.
3. Randomly as part of a follow-up to the Company approved rehabilitation treatment or
counseling program.
4. A refusal to submit to drug/alcohol testing procedures or a failure to cooperate with the
implementation of this policy and the Company efforts to maintain a drug free workplace
may result in discipline, up to and including discharge.
5. Drug urine screening tests will be conducted at the Company expense during working
hours at a certified laboratory designated by the Company. Transportation of employees
to and from the testing site will be provided, also at the Company expense. Medical
personnel will collect test samples with due regard for employee privacy and an initial
enzyme multiplied immunoassay test (or comparable test) will be conducted on the
sample. Initial positive results will be confirmed by gas chromatography mass
spectrometry or an equally reliable testing method. Test results of the Company
designated laboratory are considered final.
6. Drug oral fluid testing will be conducted at the Company expense during working hours
when laboratory testing is unavailable or when the Company deems the testing necessary.
A Company representative will ask the employee (in view of a witness and/or security
camera) to open the testing kit and provide an oral sample. The employee will be asked to
seal the package and write his/her name on the package, verifying the chain of custody.
The employee will give the sealed testing kit to the Company representative to mail.
Initial positive results will be confirmed by liquid chromatography mass spectrometry or
an equally reliable testing method. A medical review officer (MRO) will verify the test
results and communicate them to the Company. Test results of the designated MRO are
considered final.
7. Drug tests may screen for the following substances or their metabolites: alcohol,
amphetamines, barbiturates, benzodiazepines, cannabinoids, cocaine, methadone, opiates,
propoxyphene, phencyclidine, and methaqualone. Employees tested should notify
laboratory personnel of information that could affect test results, including identification
of currently or recently used prescription or nonprescription drugs.
One designated person in the Company will receive all reports of test results. This person will
notify only those Company employees or agents who have a need to know about the test results.
Individuals tested may, upon request, receive a copy of their test results. Information regarding
test results will not be provided to any other persons without the written consent of the individual
tested, except as allowed or required by law.
Pizza Hut Employee Handbook
Effective: October 1, 2011
Use of Results
The Company will take action on a confirmed positive test result only after receiving a report
from its designated MRO (medical review officer) or testing laboratory. Detection of controlled
substances or alcohol is grounds for immediate dismissal of an employee. Upon request, the
employee or applicant will be given an opportunity to explain, in a confidential setting, a positive
test result, and the presence of any drug in his/her system and to substantiate the explanation
with medical evidence.
In keeping with Company philosophy, every effort will be made to help the employee deal with a
drug/alcohol problem. However, if this effort fails or is inappropriate under the circumstances,
then appropriate disciplinary action will be instituted.
The Company reserves the right to impose discipline, including discharge, on any employee who
violates this policy. Any disciplinary decision will be communicated in writing to the employee
and will be accompanied by a copy of the test results.
Computer and Technology Resource Usage Policy
The Company provides a variety of electronic communications systems for use in carrying out its
business. All communication and information transmitted by, received from or stored in these
systems are the property of the Company and, as such, are intended to be used for job-related
purposes only.
Employees are required to sign an acknowledgment form before receiving access to the various
systems in use at the Company. The following summary guidelines regarding access to and
disclosure of data on any Company electronic communication system will help you better
determine how to use these systems in light of your own and the company's privacy and security
concerns. The following are only summary guidelines; employees should contact the Information
Technology (IT) department for more detailed information.
The IT department maintains the Computer and Technology Resource Usage Policy on behalf of
the Company. However, other departments may develop supplemental policies and controls to
accommodate specific requirement so long as these policies do not compromise corporate
policies and controls.
Monitoring: the Company provides the network, personal computers, electronic mail and other
communications devices for your use on company business. The Company may access and
disclose all data or messages stored on its systems or sent over its electronic mail system. The
Company reserves the right to monitor communication and data at any time, with or without
notice, to ensure that company property is being used only for business purposes. The company
also reserves the right to disclose the contents of messages for any purpose at its sole discretion.
No monitoring or disclosure will occur without the direction of either the Director of Human
Resources or the owners, unless otherwise noted.
Pizza Hut Employee Handbook
Effective: October 1, 2011
Retrieval: Notwithstanding the company's right to retrieve and read any e-mail messages, such
messages should be treated as confidential by other employees and accessed only by the intended
recipient. Employees are not authorized to retrieve or read any e-mail messages that are not sent
to them and cannot use a password, access a file, or retrieve any stored information unless
authorized to do so.
Passwords: Initial passwords are assigned by the IT department and should not be given to other
staff or persons outside the organization. Employees should change the provided passwords as
soon as possible using the instructions provided by the IT staff. The Company reserves the right
to override any employee-selected passwords and/or codes. Employees are required to provide
the company with any such codes or passwords to facilitate access as needed. Periodically, staff
may be required to change their passwords. At no time should the Company employee allow a
temporary, contractor or another employee use of their login. In the case where an employee
does provide another person access to their account, they will be responsible for the actions of
the individual using their account. Passwords should not be stored in computer data files, on the
network, or be displayed openly at any workstation.
Message Content: The e-mail system is not to be used to solicit or proselytize for commercial
ventures, religious or political causes, outside organizations or other non-job-related
solicitations. The system is not to be used to create any offensive or disruptive messages. Among
those which are considered offensive are any messages which contain sexual implications, racial
slurs, gender-specific comments or any other comment that offensively addresses someone's age,
sexual orientation, religious or political beliefs, national origin or disability. The organization’s
overall employee manual or code of conduct shall be considered the prevailing authority in the
event of possible misconduct.
Employees should note that any data and information on the system will not be deemed personal
or private. In addition, the e-mail system may not be used to send (upload) or receive (download)
copyrighted materials, trade secrets, proprietary financial information, or similar materials
without prior authorization.
Legal Proceedings: Information sent by employees via the electronic mail system may be used
in legal proceedings. Electronic mail messages are considered written communications and are
potentially the subject of subpoena in litigation. The Company may inspect the contents of
electronic mail messages in the course of an investigation, will respond to the legal process and
will fulfill any legal obligations to third parties.
Physical Security: Access to computer rooms will be limited to staff who require access for the
normal performance of their jobs. Computers with sensitive information installed on the local
disk drive should be secured in a locked room or office during non-business hours. Equipment
which is to be removed from the Company property must be approved in advance with the IT
department and an inventory of this equipment maintained by IT. All equipment removal from
the premises by an individual must be documented, including the makes, manufacturers and
serial numbers on an IT supplied form, and a copy of this form shall be filed in the employees’
personnel folder. If the employee leaves the organization, he/she must return the equipment to
the Company prior to the last day of employment.
Pizza Hut Employee Handbook
Effective: October 1, 2011
Network Security: IT will monitor network security on a regular basis. Adequate information
concerning network traffic and activity will be logged to ensure that breaches in network security
can be detected. IT will also implement and maintain procedures to provide adequate protection
from intrusion into the Company's computer systems from external sources. No computer that is
connected to the network can have stored, on its disk(s) or in its memory, information that would
permit access to other parts of the network. Staff should not store personal, business, member or
other credit card/account information, or passwords within word processing or other data
Personal Computer Security: Only legally licensed software will be installed on the Company
computers. Users are expected to read, understand and conform to the license requirements of
any software product(s) they use or install. Software cannot be copied or installed without the
permission or involvement of the IT department. IT will configure all workstations with virus
protection software, which should not be removed or disabled. Each employee is responsible for
protecting their computer against virus attack by following IT guidelines for scanning all
incoming communications and media, and by not disabling the anti-virus application installed on
their workstation. All data disks and files entering or leaving the Company should be scanned for
viruses. All staff will log out of the network and turn their computers off before leaving the
office at night. Staff should log off of the network when they will be away from their desk for an
extended period.
Backup Procedures: All network resources are backed up nightly, and tapes are rotated on a 6
week schedule and stored off-site. Nightly backups are stored for one week, and a weekly tape
will be stored for no more than five weeks. Data stored on the local PC drives is not routinely
backed up, and as a result, important data and applications should not be stored on the C: drives
of these machines. Staff working on especially crucial information is encouraged to backup these
projects to disks which can be supplied by the IT department. Computer users will be responsible
for ensuring that the data stored on their local machines is backed up as required by the owner.
Access to the Company Computers: the Company will provide computer accounts to all the
Company staff. External people who are determined to be strategically important to the
Company, such as temporary staff, volunteers, or contractors, will also be provided accounts as
appropriate, on a case-by-case basis. The employee managing the temporary or contract staff
assumes responsibility for the identification of access requirements and use of the account.
Accounts will be revoked on request of the user or manager or when the employee terminates
employment at the Company.
Internet Use: The Internet is to be used for business purposes only. Employees with Internet
access are expressly prohibited from accessing, viewing, downloading, or printing pornographic
or other sexually explicit materials. In addition, employees should be mindful that there is no
assurance that e-mail texts and attachments sent within the company and on the Internet will not
be seen, accessed or intercepted by unauthorized parties.
Failure to comply with all components of the Computer and Technology Resource Usage Policy
may result in disciplinary action up to and including termination of employment. If you do not
Pizza Hut Employee Handbook
Effective: October 1, 2011
understand any part of the policy, it is your responsibility to obtain clarification from your
manager or the IT department.
Software Usage: Employees are expected to use the standard software provided by IT, or
identify to IT applications they need in the course of their work. Staff members are not permitted
to download applications, demos or upgrades without the involvement of IT. Employees will use
the standard e-mail system provided by the Company for official e-mail communications, and
should not install their own e-mail systems. Additionally, use of instant messaging programs,
such as ICQ, AOL Instant Messenger, Microsoft Messenger, etc., is prohibited unless otherwise
approved by management or the IT department.
Failure to comply with all components of the Computer and Technology Resource Usage Policy
may result in disciplinary action up to and including termination of employment. Any employee
who does not understand any part of the policy is responsible for obtaining clarification from his
or her manager or the IT department.
On-Line and Social Media
While personal web pages on social community sites such as MySpace, YouTube, Facebook and
others is a great forum for self-expression, it is important that you follow proper Pizza Hut
guidelines and policies.
If you talk about Pizza Hut online (e.g., blogs, message boards, forums, videos, photos, etc.),
please make sure you are respectful. Everything you post can be tracked, and anything that
breaks the law and/or Pizza Hut policies could result in disciplinary action. Keep in mind
that even if you delete a post, it could still be stored online permanently.
Here are some tips for online and social community practices:
 Don’t be disrespectful about Pizza Hut, its employees, or its customers. You can talk about
your job, but keep comments positive and don’t use names.
 Don’t post inappropriate videos, especially anything that happens in the restaurant.
 Don’t post any Pizza Hut operational guidelines online, including product build cards,
training materials and visual identification picture materials.
 Do make it clear that what you’re saying is your opinion.
 Do use common sense when posting materials online.
 Do be respectful of Pizza Hut even when you are off the clock. Don’t let the things you do
and say reflect poorly on yourself, your job, or your community.
 Do think about what could happen. Pizza Hut Public Relations monitors online postings. Be
aware that crimes including theft, vandalism, and health code violations will be reported to
the proper authorities.
Additionally, if someone is videotaping at your restaurant, either in the drive-thru or lobby,
please call the Pizza Hut Media Line at (949) 863-3915. Keep in mind that cameras of any
type are not allowed in our restaurants.
Pizza Hut Employee Handbook
Effective: October 1, 2011
Telephone Usage
In emergency situations, the restaurant telephone may be used by employees and on duty law
enforcement officers but only with the permission of your supervisor. Calls should be limited to
two (2) minutes. Calls to Team Members on duty are not permitted except in case of emergency.
The supervisor will take messages for Team Members. Any personal long-distance emergency
calls must be charged to your home number. Misuse of Company telephones, computers, or
other equipment is a violation of Company policy and will result in corrective action, up to and
including termination.
In other cases of emergency where use of the phone is required, the supervisor will make the call
needed for the person(s) requiring help and in no case will anyone else be allowed back area
access for such purposes.
The Company reserves the right, at any time, and without prior notice, to inspect any and all
Company property or facilities to ensure that Company policy is being followed. Such
inspections may be conducted during or after business hours and in the presence or absence of
any employee.
Radios, CD and MP3 Players and Other Personal Electronic Devices
Employees are cautioned that the use of personal telephones, radios, CD players, I-Pods, I-Pads
or any other MP3 player is forbidden while working in the restaurant. The Company focus is
Customer Mania, which is guest service. Radios and other electronic media players distract from
providing quality service to our guests. Area Coaches will ask the employee to remove the
player on the first offense. Area Coaches may confiscate any players if the warning is not taken
seriously. Continued disregard for this policy will result in disciplinary action up to and
including termination of employment.
Personal Property
The Company is not liable for loss or damage to personal property. Care should be taken in
securing your belongings. Any personal property, including purses, wallets, vehicles, etc. is the
employee’s responsibility.
You are expected to report instances of loitering to your supervisor. Loitering is not allowed
inside the restaurant or on the property surrounding it. Loitering includes presence on Company
property by anyone who is not a guest, a supplier, an employee or a service person. Anyone
loitering will be asked to become a guest or to leave the premises. This policy applies to
employees, their friends and families as well as other non-employees. Employees may not arrive
or remain on the premises for more than thirty (30) minutes before or after their shift.
Pizza Hut Employee Handbook
Effective: October 1, 2011
Only employees who are in uniform and scheduled to work may go behind the front counter.
Persons announcing themselves at the front counter as present on official business such as to
inspect the restaurant or to conduct warranted investigations are to be referred to the Manager in
Charge. The identification of such persons will be verified by the supervisor, including making
any phone calls felt necessary to the agency or company the individual claims to represent.
At no time should any employee speak to the media concerning any topic related to the business.
Please refer any and all calls to 949-863-3915. Notify your Manager in Charge, Area Coach,
Concept Director, Director of Operations and Director of Human Resources of any media
We always want to give our best presentation while serving our guests. To ensure we do not
give guests the wrong perception that we are eating while preparing their food, we do not allow
eating, chewing gum or using tobacco of any kind while on duty. Arizona voters passed the
Smoke-Free Arizona Act effective May 1, 2007. Our restaurants have been smoke-free;
additionally, the Smoke-Free Act “prohibits smoking within and around all public places and
places of employment within the state of Arizona”.
According to the Smoke-Free Act, smoking is banned in and within 20 feet any enclosed area.
Smoking still is allowed in certain places including outdoor patios as long as the smoke does not
enter areas in which smoking is prohibited. Even outside of the 20 feet, the person responsible
for the building must ensure that smoke does not enter the enclosed area and employees,
customers, and vendors do not have to breathe the smoke when entering or exiting the building.
Smoking cannot enter the building through doors, windows or ventilation systems. The Act
further states that the Company must to clearly and conspicuously post “no smoking” signs at
every entrance and remove all ashtrays from any area where smoking is prohibited.
The Utah Indoor clean Air Act states that an employer must prohibit smoking in all enclosed
indoor places of public access.
The Company encourages employees to quit smoking if they have started. Employees who
smoke must follow all state laws and are not allowed to smoke on Company property or display
their uniform while smoking. Any Company logo or name tag must be covered up while the
employee is smoking. Employees who smoke must wash their hands and follow all safe food
handling protocols before returning to work.
Pizza Hut Employee Handbook
Effective: October 1, 2011
In order to maintain and promote efficient operations, discipline and security, the Company has
established rules applicable to all employees, which govern solicitation, distribution of written
material and entry onto the premises and work areas. All employees are expected to comply
strictly with these Company rules.
These rules will be strictly enforced. Any employee who is in doubt concerning the application
of these rules should consult with his or her supervisor immediately.
No employee shall solicit or promote support for any cause or organization during his
or her working time or during the working time of the employee or employees at
whom such activity is directed.
No employee shall distribute or circulate any written or printed material in work areas
at any time, or during his or her working time or during the working time of the
employee or employees at whom such activity is directed.
No employee shall enter or remain on Company premises for any purpose except to
report for, be present during, and conclude a work period. Non-exempt employees
should not report to work more than thirty (30) minutes before they are scheduled to
begin work and should not remain on the premises more than thirty (30) minutes after
the work schedule for the day is completed.
Under no circumstances will non-employees be permitted to solicit or distribute
written material for any purpose on Company property.
All information, including financial, accounting, and personnel information of any restaurant
owned and operated by the Company, including policies and procedures, may constitute
confidential information or trade secrets of the Company and may not be disclosed to anyone,
even after the employment relationship ends. Employees are required to return all company
information and documents, including electronically stored information, upon termination.
Information covered by this policy may include, but is not limited to, verbal communication,
photography, training aids, forms, documents, reports, videotapes or recordings.
Revealing trade secrets or financial information of the Company to anyone other than an
employee of the Company without written approval will result in disciplinary action up to and
including termination of employment and/or civil action.
The Company is firmly committed to maintaining a safe and healthy working environment free
from recognized hazards that may cause injury. All employees of the Company are expected to
be safety conscious on the job at all times. All unsafe conditions or hazards should be reported
and/or corrected immediately. Company safety procedures must be followed at all times to
ensure that Team Members and guests enjoy safe restaurant conditions. It is your responsibility
to read and understand the safety policies located in each restaurant.
Pizza Hut Employee Handbook
Effective: October 1, 2011
Safety Policy- continued
The policies cover information on restaurant equipment, knives, electricity, chemical handling
and storage, employee health sanitation, building exterior, fires, robbery, vehicles, and driving
and employee DUI’s (driving under the influence). The safety policy applies to all employees.
All employees are required to observe all safety rules and procedures, properly use the safety
equipment provided as required, practice safety at all times, not create any safety hazards and
report all safety hazards to the supervisor immediately. You are to observe the safety rules
contained in the safety program in every phase of your work. You are required to participate in
the safety effort of the Company by working safely and attending and participating in safety
sessions when offered. Incidents involving personnel are reviewed on a regular basis to identify
any possible safety hazards.
If you should have an accident or injury, report it to the Manager in Charge immediately no
matter how insignificant it may seem. Your particular job requirements may include additional
specific safety guidelines that you are required to observe and practice with no exceptions.
Employees are encouraged to identify present and potential health and safety problems without
fear of retaliation or reprisal. Employees who fail to observe safety rules and practices may be
subject to disciplinary action up to and including dismissal.
Providing safe food to our guests is our first responsibility. Each employee is expected to learn
and follow all of the Company’s food safety policies and procedures.
Each year every restaurant undergoes an extensive Food Quality and Safety Audit, conducted by
an independent firm. Every employee is expected to prepare for that audit by continually
following food safety procedures.
Any willful violation of these policies or procedures could result in civil action against the
employee and/or disciplinary action up to and including termination for the first offense.
Employees may hold outside jobs as long as they meet the performance standards of their job
with the Company. All employees will be judged by the same performance standards and will be
subject to the Company’s scheduling demands, regardless of any outside work requirements. The
Company requires that you report any other job you have or may consider taking. We retain the
right to determine if this outside job interferes with performance, or is in conflict with your
position, scheduling, or ability to give us your best effort.
If the Company determines that an employee’s outside work interferes with performance or the
ability to meet the requirements of the Company, the employee may be asked to terminate the
outside employment if he/she wishes to remain employed by Pizza Hut. Outside employment
that constitutes a conflict of interest is prohibited.
Pizza Hut Employee Handbook
Effective: October 1, 2011
Employees are required to avoid situations which give rise to actual or potential conflict of
interest, or the appearance of a conflict of interest. The following guidelines provide general
direction which will allow employees to seek further clarification on issues related to acceptable
standards of behavior.
An actual or potential conflict of interest may occur when an employee is in a position to
influence a decision that may result in a personal gain for that employee or for a relative of that
employee as a result of the Company’s business dealings. It is also a conflict of interest for an
employee or a relative of an employee to accept any kickback, bribe, substantial gift or special
consideration as a result of any transaction or business dealings involving the Company. For the
purposes of this policy, any person who is related by blood and marriage to an employee, or who
lives with the employee, may be considered a relative.
An actual or potential conflict of interest may also occur when current employees engage in
close personal relationships where one employee is in a position to affect the terms or conditions
of employment of the other employee. It is an actual conflict of interest for employees to use
Company facilities, equipment, time or funds for personal affairs and such actions are strictly
When circumstances or conditions exist which may create a potential conflict of interest or the
appearance of a conflict of interest, the employee must report those circumstances to the Human
Resources department so that action may be taken to protect the interests of the Company.
Employees who engage in an actual conflict of interest or who fail to report potential conflicts of
interest are subject to immediate termination.
All employees are encouraged to communicate to the Company whenever the employee believes
working conditions may become intolerable to the employee and may cause the employee to
resign. Under § 23-1502, Arizona Revised Statutes, an employee may be required to notify an
appropriate representative of the employer in writing that a working condition exists that the
employee believes is intolerable, that will compel the employee to resign or that constitutes a
constructive discharge, if the employee wants to preserve the right to bring a claim against the
employer alleging that the working condition forced the employee to resign.
Under the law, an employee may be required to wait for fifteen calendar days after providing
written notice before the employee may resign if the employee desires to preserve the right to
bring a constructive discharge claim against the employer. An employee may be entitled to paid
or unpaid leave of absence of up to fifteen calendar days while waiting for the employer to
respond to the employee’s written communication about the employee’s working condition.
Pizza Hut Employee Handbook
Effective: October 1, 2011
You are expected to behave in a professional and business-like manner at all times. In order to
provide some guidance, the following are some examples of such acceptable conduct, including,
but not limited to:
1. We urge you to tell your friends and family members how much you enjoy working at
Pizza Hut and to encourage them to work for us too. However, The Company does not
believe that a manager should supervise a family member, such as a husband, wife,
significant other, brother, sister, son or daughter, parent, grandparent, or in-laws. If
your supervisor is a relative, let your Area Coach know immediately. The family
member will be offered a transfer where possible, or take other steps necessary to
resolve the matter.
2. Behavior Standard: Maintain a positive work atmosphere by acting and communicating
in a manner to get along with customers, clients, co-workers and management.
3. Reporting to work punctually, as scheduled, and being at the assigned workstation,
ready for work, at the starting time.
4. Notifying the Manager in Charge should you need to be absent from work or are
unable to report to work on time.
5. Complying with all performance/conduct and safety/security regulations.
6. Wearing the correct and complete uniform for and in accordance with the work being
7. Performing assigned tasks efficiently and correctly.
8. Treating fellow employees, guests and visitors in a professional, courteous, respectful
and friendly manner at all times.
9. Maintaining a clean and organized work environment.
10. Obtaining specific approval from the RGM before removing any Company property
from the premises.
11. Refraining from behavior or conduct deemed offensive or undesirable, or which is
subject to disciplinary action.
12. Refraining from cursing, insulting, or defaming another employee in any manner at
any time while on Company property.
13. Leave all portable phones, radios, electronic media players at home or in your vehicle,
as these items are not allowed in the restaurant during working hours.
You are expected to use sound judgment and respect the rights of fellow employees to a safe,
comfortable, and congenial work environment. It is impossible to make a comprehensive list of
all possible kinds of conduct that would be considered as inappropriate. The following
definitions and classifications of violations, for which corrective counseling, performance
improvement, or other disciplinary action may be taken, are merely illustrative. This should not
be considered an exhaustive or all-inclusive list. Disciplinary action, up to and including
termination, will be taken when addressing these violations. The nature and severity of the
offense will be considered in determining disciplinary action to be taken.
Pizza Hut Employee Handbook
Effective: October 1, 2011
As an employee, you are expected to use sound judgment and respect the rights of fellow
employees to a safe, comfortable, and congenial work environment. It is impossible to make a
comprehensive list of all of the possible kinds of conduct considered as inappropriate.
Employees who act in these or other unacceptable ways may be subject to disciplinary action up
to and including dismissal. Examples include but are not limited to:
1. Excessive absences and/or tardiness or failure to come to work without sufficient
explanation. Unreported absence of one scheduled work day.
2. Failing to meet expected performance standards or unsatisfactory job performance.
3. Interfering with another employee’s job performance.
4. Any deliberate or willful infraction of Company rules or policies and procedures.
Protecting others or cooperating with those who break these and other policies or
commit illegal acts. Violations of the E-Verify program or working without proper
5. Failure to observe work hours, such as scheduled starting and quitting times, break and
meal periods, etc. Failure to notify your supervisor in a timely manner when you are
unable to report to work. Improperly calling a supervisor to report absence or tardiness
from work. Failure of a non-exempt employee to obtain permission to leave work for
any reason during normal working hours. Working overtime without authorization or
refusing to work assigned overtime. Purposely giving wrong information when reporting
hours worked or tasks completed, falsifying any document, or violations of wage or
hours of work laws. Failure to accurately claim all tips earned.
6. Performing unauthorized personal work on Company time. Recording the work time of
another employee; or allowing any other employee to record your work time; or
allowing falsification of any time card, either your own or another’s.
7. Abuse of paid sick days.
8. Violating the company’s nondiscrimination and/or anti-harassment policy.
9. Violating the Company’s Drug Policy. Consuming, possessing, or being under the
influence of alcohol and/or drugs during working hours or at any time on company
property or while engaged in Company off-premises business or while in Company
uniform. Driving for the company while being impaired. Failing to comply with the
Company’s drug testing program. Unwilling to submit to a drug test as instructed such as
after an on-the-job injury claim or for random issues.
10. Excessive, wasteful, abusive, unnecessary, or unauthorized use of Company supplies
and/or equipment, particularly for personal purposes. Unauthorized use is considered
theft. Stealing, destroying, abusing or carelessly damaging Company property, tools, or
equipment or the property of another employee or guest.
11. Insubordination, including but not limited to, failure or refusal to obey the lawful request
or instructions of a supervisor or member of management, or the use of abusive or
threatening language toward a supervisor or member of management.
12. Making derogatory racial, ethnic, religious or sexual remarks or gestures, any violation
of the Anti-Harassment and Anti-Discrimination policy, or using profane or abusive
language at any time on Company premises or during work time.
13. Mistreatment of guests or co-workers.
14. Improper cash handling and violations of Cash Policies. Removing money, food,
equipment or other items of value from the premises without approval. Failure to ring up
any transaction immediately collecting money from a guest but not putting the money in
the cash register. Improper use of customer’s credit/debit cards.
Pizza Hut Employee Handbook
Effective: October 1, 2011
15. Any act which might endanger the lives or safety of others, or any violation of any
safety, health, security or Company policy or procedure. Not following proper safety
procedures. Causing yourself or another employee to be injured due to not following
safety procedures or horseplay. Participation in horseplay or practical jokes on Company
time or on Company premises. Provoking a fight or fighting (assault) on Company
16. Any other incident which puts the Company in jeopardy or injures another person and
otherwise is categorized as unprofessional behavior.
17. Falsification of any documents. Falsifying employment, hours worked, or any other
Company records, or filing a fraudulent injury-on-the-job claim.
18. Bringing firearms or weapons onto Company premises.
19. Committing a fraudulent act or a breach of trust under any circumstances.
20. Failing to maintain the confidentiality of Company information or trade secrets.
21. Unauthorized resale of Pizza Hut (company) products.
22. Soliciting employees or guests for organization membership, gratuities, donations or
loans or similar activity in connection with any outside organization during your
working time or the working time of the employee solicited.
23. Distributing unauthorized literature or any written or printed material during working
time or in work areas. (“Working time” does not include your meal and break periods)
24. Unauthorized use of company equipment, time, materials, facilities, or the Company
25. Misuse of Company email or delivery services, telephones, email or the internet.
26. Sleeping or malingering on the job.
27. Engaging in criminal conduct whether or not related to job performance.
28. Causing, creating or participating in a disruption of any kind during working hours or on
Company property.
29. Making or accepting personal telephone calls during working hours except in
30. Failure to provide a physician’s certificate when requested or required to do so.
31. Wearing extreme, unprofessional or inappropriate style of dress or hair while working.
32. Threatening, committing or encouraging any act of violence in the workplace or against
any person. Workplace violence is not a joking matter. All statements will be taken
33. Employee’s failure to conduct himself/herself professionally in a business setting when
representing the Company. Poor conduct and representation when out of town, damage
(smoking) to hotel room.
34. While driving for the Company; leaving the scene of an accident, fleeing a police
officer, reckless driving, and/or drag racing. Failure to submit required drivers license
and insurance information when requested.
35. Failure to adhere to the Company’s Delivery Driver Policy.
36. Any performance, conduct or behavioral situation at any time that may cause
embarrassment to you and or the Company must be avoided. Such behavior and or
conduct are prohibited and will subject any employee involved to disciplinary action up
to and including termination.
No statement in this list or elsewhere in the Employee Handbook is intended to or should be
taken to affect the at-will employment relationship between the Company and its employees.
Pizza Hut Employee Handbook
Effective: October 1, 2011
Company bulletin boards are reserved for the exclusive use of the Company for posting workrelated notices or notices which must be posted pursuant to local, state and federal law. From
time to time, the Company will post special notices and information for employees on the
bulletin boards. Please check the board regularly for such notices.
All vehicles must be operated in a safe and prudent manner at all times. You must obey all
traffic regulations.
 Seat belts must be worn at all times.
 Drugs, smoking of any kind and alcohol are strictly prohibited.
Motor Vehicle Reports (MVR’s) will be obtained on all employees who drive on Company
business on a regular basis. Any change in driver’s license status should be reported to Human
Resources immediately (i.e. revocation, suspension, points).
Employees who are required to drive their personal motor vehicle or a Company-owned vehicle
must have and maintain a valid driver license and have an acceptable driving record. Employees
will provide a copy of their driver’s license and vehicle insurance to the RSC at least every six
Employees who drive their personal motor vehicle on company business must carry and maintain
personal motor vehicle insurance. Human Resources will answer any questions regarding
coverage required.
Employees who drive their personal motor vehicle or company motor vehicle must comply with
the above or may be subject to disciplinary action up to and including dismissal.
All privately rented or personal vehicles must be operated in accordance with all applicable
local, state, and federal laws, including the requirements from a specific client.
Cell phone usage while driving a motor vehicle should be avoided and is discouraged. We
encourage you to pull off the road into a safe environment to conduct your cell phone business.
Texting is never permissible when driving.
You will be subject to disciplinary action including termination of you are convicted of any of
the following violations when operating a vehicle for Company use:
 Leaving the scene of an accident
 Driving while intoxicated/under the influence/refusing to take a breathalyzer or blood
alcohol test
 Illegally transporting/possessing alcohol/drugs
 Fleeing a police officer
 Drag racing
 Reckless driving
 Using a motor vehicle during a felony
 Responsible to any degree for a fatal accident, vehicular homicide or assault
 Habitual offender or frequent violator of state traffic laws
Pizza Hut Employee Handbook
Effective: October 1, 2011
All company property and facilities, including storage areas, work areas, lockers, computer
systems, telephones, modems, facsimile machines, duplicating machines and vehicles are to be
used only for Company business and must be properly used and maintained. Negligence in these
areas may be cause for repayment, suspension and/or termination. This policy will be strictly
enforced. In addition, the Company reserves the right to search all areas of its premises and
monitor computer and/or telephone systems. Company property will not be removed from the
premises unless authorization has been obtained from the Company.
Dismissal and Exiting
Employees normally leave the Company in one of four ways:
 resignation
 dismissal
 layoff
 retirement
The employee initiates resignations and retirement. The employer initiates dismissals and
layoffs. Resignation is a voluntary act initiated by the employee to terminate employment. The
Company requests a written notice from all employees.
Prior to an employee’s departure, an exit interview may, at the request of the employee or
employer, be scheduled to discuss the reasons for resignation and the effect of the resignation on
benefits. Before or by the end of the last scheduled day of work, you will turn in all property of
the business to your supervisor.
The Company’s policy as to references for employees who have left the Company is to disclose
only the dates of employment at the Company and the title of the last position held. If you
authorize disclosure in writing, the Company will also provide a prospective employer with
information on the amount of the salary or wage you last earned at the Company.
This handbook cannot anticipate every situation or answer every question about employment. It
is not an employment contract. In order to retain necessary flexibility in the administration of
policies and procedures, the Company reserves the right to change or revise policies, procedures,
and benefits described in this handbook, other than the employment-at-will provisions and the
arbitration agreement, without notice whenever the company determines that such action is
Pizza Hut Employee Handbook
Effective: October 1, 2011
I have been told how to access the Hot Pizzas, LLC (“the Company) Employee Handbook
containing Company personnel policies and procedures electronically, have been told that a hard
copy is available in the restaurant’s office and have read it and fully understand all of the
provisions therein.
This handbook supersedes all previous memos, materials, and handbooks. The information in
this manual is for use as a guideline only and it is not meant to be considered as a contract of any
kind. This information can be changed with the exception of the at will employment policy.
Owing to limitations of space, ongoing changes within the Company and periodic changes in
applicable Federal and State laws, the information in this manual cannot be a complete or final
statement as to Company policy. Therefore, employees may refer to their supervisor for
information regarding the applicability of the guidelines in this manual to any particular
I know how to access the Employee Handbook and have read the Company’s Anti-Harassment
and Anti-Discrimination policy. Further, I understand that by signing this form, I am
acknowledging that I have read and fully understand the Company’s Anti-Harassment and AntiDiscrimination policy, Arbitration Agreement and Drug Testing Policy.
I understand that I am being asked to review the information contained within this handbook and
raise any questions that I may have about the stated policies or procedures with the Director of
Human Resources.
I understand that as a matter of the Company’s, policy that employment is at the will of the
employee and the employer and can be terminated at any time without cause.
Further, I understand that no one other than the Owner of the Company may modify or change
the at will nature of my employment relationship. Any such modification must be in writing and
signed by the Owner of the Company and me.
Employee Name – Printed
Social Security #
Employee’s Signature
Restaurant Number
Pizza Hut Employee Handbook
Effective: October 1, 2011