ACTIVITY NO. 2: BASIC RULES AND
REGULATIONS IN GOLDEN ARCHES
DEVELOPMENT CORPORATION
Submitted by:
Group 8 BSEM 2019 Leader: Dalagan, Juchelle
Ralph Lawrence Bido
Samantha Recierdo Jumawit,
Rozen Monforte
Rosalyn Torres
Basic Responsibilities & Restaurant Policies
There are some working conditions unique to our business which you cannot be expected to
know about unless we cail your attention, such as:
Here are some of the basic ground rules at the restaurant for your compliance:
1. Because we are food handling business, employees are required to wash their hands every 30
minutes and prior to their duty, after using the Comfort Room and/or handling any cleaning tool
or when hands have been exposed to contamination. You should also sanitize your hands every
30 minutes.
2. Because your swipe card is your personal work record, you alone should punch your swipe
card. You should not punch or tamper with another employee’s swipe card.
3. The restaurant telephone is’ for business purposes only. However, if you have to make an
emergency call, do so during your break or when you are off duty after asking permission from a
member of your Management Team. To avoid disturbing operations, important calls for Crew
employees on duty will be noted down by the receiving manager and delivered to the Crew.
Return calls can be made on break or offduty upon the approval of a member of the
Management Team.
4. We do not change currency or cash personal checks in the restaurant. (lf you are assigned to
do cashiering, you have to observe the Cash Handling Policies and Procedures).
5. Business transactions not related to McDonald's are prohibited within company premises.
Report unautherized transactions to a member of your Management Team.
6. Make it a practice to look at the bulletin board regularly to check on any policy update or
training procedure changes. Please do not post anything or alter any of the notices on the
bulletin board unless authorized by the Management Team.
7. You should report any injury or accident to the manager on duty immediately at the time
the accident occurred. This way they can be sure it is handled properly and ensure that the
area is safe and clean so the accident does not recur. An employee involved in an accident
resulting to physical injury should immediately consult with the accredited clinic for medical
check-up.
8. There will be no objections to Crew members dating one another as long as it does not
interfere with restaurant operations, otherwise, the management has the option to take the
necessary steps including changing of the employees schedule and assignment. Management
employees are not allowed to date Crew or fraternize with hourly paid employees.
9. Before any Crew can report to work again after an illness, the Crew should secure a medical
certificate from the accredited clinic and cannot work until this is provided.
10. At closing time, all waste products will be discarded by a member of the Management
Team. No product is to be taken from the restaurant unless paid of or eaten in compliance to
11. Because of the limited parking space in most restaurants, employees with private vehicles
should park in the area designated by the Management Team. This is so the customer can use the
parking spaces nearest the restaurant.
12. Neatness, as a basic element of QSC, you are required to observe personal neatness and proper
uniform at work.
13. You are not allowed to have in your possession your cellphone while on duty.
14. Any form of customer complaint received should be reported to the Manager.
15. Do not bring valuable personal belongings or large amounts of cash to work. Important
personal belongings should be turned over to the Manager for safe keeping.
16. In order to keep our records up to date, it is your responsibility as an employee to notify your
Management Team at once whenever there is a change in your:
Name (thru marriage or otherwise)
Address
Telephone or contact number
Marital Status Person to notify in case of accident/illness Declared dependent or beneficiary
17. Ask your Management Team to explain any work policies or procedures which you do not fully
understand.
ATTENDANCE POLICY
Tt's every Crew’s responsibility to report to work on time. Without proper approval from your
Management Team, lates or over break will be considered unexcused. Lates and over breaks
will be treated the same. These offenses will be subject to disciplinary action. If a Crew incurs
an attendance violation, he/she will receive a progressive disciplinary action. After each
disciplinary action, the Crew has two (2) months to improve his/her attendance. If a Crew is late
or over break again after two (2) months period, he/she will receive progressive disciplinary
action starting with a verbal warning.
The progressive disciplinary action a Crew may receive is as follows:
1st offense - verbal warning
2nd offense - written warning
3rd offense - suspension of 3 working days
4th offense - 5 days suspension from work or termination
This is not to say that we will be inflexible with matters concerning bonafile emergencies
(Typhoon, illness, etc) or real cause that cannot be avoided. Refer to AWOL policy of the Crew
Handbook’s Implementing Guidelines.
SCHEDULE & WORK HOURS
Your schedule will be posted at least four days ahead of time. You are
expected to work as scheduled unless excused by the Manager-In-Charge,
Scheduling Manager or Restaurant Manager. At the time you were hired, you
submitted a time availability schedule that fits in with your class schedule. On
occasion, you may be asked to continue working past your normal schedule
time.
A time recording equipment has been installed in each restaurant to ensure
accurate recording of your working time for pay purposes. You are expected to
be in complete uniform when you punch in for work. You are also expected to
punch-out in complete uniform at the end of your scheduled time. If you can’t
report for work on your scheduled shift, inform the Restaurant Ma ager,
Scheduling Manager, or Manager-In Charge at least two (2) days in advance so
a replacement for you may be arranged. Any emergency changes in schedule
should be directed for the approval of the Restaurant Manager, Scheduling
Approved sudden changes in your schedule be marked as
follows: Excused Absence (EA) - Request approval from the
Restaurant Manager, Scheduling Manager or Manager-In-Charge
at least two hours prior to the scheduled time of duty that the
Crew cannot report for work due to sickness or emergency
reasons. The employee should be able to show proof to support
the reason for requesting an EA. For extended absences or
prolonged sickness, the Crew should be able to present a
document or medical certificate to the Restaurant Manager
before the succeeding absences will be considered as excused.
COMPANY I.D.
The Company I.D. is issued to McDonald's Crew for proper
Identification and for time recording purposes. Each employee is
assigned a specific employee number that corresponds to the bar
code that appears in the I.D.. Disciplinary action which is not
necessarily progressive can be given to employee for tampering on
the proper use of the Company I.D. The safe keeping of the I.D. will be
the responsibility of the employee. Progressive disciplinary action will
be given to an employee for losing his/her I.D. without a justifiable
reason as supported by an affidavit of loss. Progressive Disciplinary
Action will be as follows:
1st' offense - Written Warning
2nd offense - 3 days suspension
3rd offense - 5 days suspension
4th offense - 15 days suspension
5th offense - 30 days suspension
6th offense – termination
SWAPPING OF SCHEDULE
Under certain circumstances, if you find that you cannot
attend to your scheduled work because of school
obligations or other important reasons, you may be allowed
to swap or give your schedule to another Crew person who
could work on your scheduled shift. The Schedule
Swapping Form should be filled out and signed by both
Crew. Notice of this swapping should be approved by the
Restaurant Manager or the Scheduling Manager at least two
(2) days in advance.
NEATNESS
We have learned over a period of time, that our customers
like clean, well groomed and neat Crew in our restaurants.
To meet this preference, we ask you to comply with the
following:
1. You are expected to be in complete & clean uniform
when you report to work. Crew uniforms must be worn
properly while on duty. This includes the following:
a. The Company shall provide:
● Polo
● Pants
● Bullcap
● Nameplate
● Apron (for kitchen)
● Ribbon (for ladies if part of the uniform)
● Hairnet
You will provide yourselves with:
● Black socks or skin tone stockings for ladies
● Black non skid shoes
● Plain white undershirt (V neck) for men
b. To keep a neat looking appearance, a plain while
collarless T-shirt should be worn by male Crew under
the uniform.
c. Men should always wear clean, black, closed, nonskid shoes with dark colored socks (black or dark blue).
d. For both men and women, open-toed sandals,
canvass shoes cannot be worn.
e. A maximum of two (2) pins are allowed to be worn on
the collar of the uniform.
f. Crew assigned to the production area, must wear a
clean apron.
g. Crew uniforms can only be worn while on duty.
2. All employees are required to maintain the highest standards relating to personal
hygiene inciuding bathing daily, use of deodorant and moderate use of cosmetics . Only
the ladies are allowed to wear make up.
3. Body Tattoo should not be visible when in McDonald’s Uniform.
4. Hair dye aside from black and dark brown should not show when wearing the hairnet
and bull cap.
5. Only one pair of stud earrings are allowed to be worn by women. Men are not allowed to
wear earrings. Necklace can also be worn but should be hidden under the uniform. No
other accessory is allowed to be worn while on duty.
6. Cellular phones and other personal electronic gadgets should not be in the possession of
the employee while on duty.
7. Employees should style their hair so that it does not exceed a moderate length. All
employees are required to keep their forehead clear. For the men, full ear should show. The
hair must not overlap the collar, and should be styled not to exceed a reasonable height
from the scalp. Ladies hair should be neatly styled, away from the face. Use a clip or
matching colored ribbon to tie long hair.
8. For sanitation purposes a hairnet, must be worn to cover the entire hair from the
forehead down to the nape.
9. A neat, clean-appearance is required: men are not allowed to grow their mustache.
Likewise, it is essential that stubbles be shaven as soon as noticeable.
11.Whether on or off-duty, proper attire and appearance in the restaurant
premises must be observed. Employees are not allowed to wear slippers
athletic shorts or sleeveless undershirts within the restaurants premises as
these do not present a professional appearance of the employees working in
the restaurant.
12. All employees should have clean hands & short fingernails at all times.
Employees are not allowed to wear nail polish.
Remember, we are in the food business and appearance and sanitation are
very important to our customers. Failure to follow the Neatness and Uniform
policies and guidelines will be subject to progressive disciplinary action as
follows: 1st offense - written warning 2nd offense - 3 days suspension 3rd
offense - 5 days suspension 4th offense - 7 days suspension 5th offense - 15
days suspension 6th offense - 30 days suspension 7th offense - termination
An employee who has been given disciplinary action for violations of the
Neatness policy has a chance to be cleared of such record only upon
EMPLOYEE MEAL & BREAK POLICY
One of the best things about working for McDonald's is the
food. It’s free to our employees during their work shift. You
will receive a 20 minute meal break with pay. The type of
meal will depend on the number of hours you worked. If
you have at least 4 hours, you will receive Meal A. If you
worked more than 4 hours but not exceeding 8 hours, you
will receive Meal B. Your Manager will explain the specific
meal combination applicable in your restaurant.
MEDICAL CHECK-UP
To safeguard the safety and health of our employees and customers. All
employees are required to undergo the Medical Check-up and secure Health
Certificate based on the schedule set by the Company according to the
requirements set by the municipality where the establishment or restaurant
is located.
This policy is also being implemented by the Company in compliance to P.D.
856, Chapter III “Food Establishments” of the Code of Sanitation of the
Philippines and in accordance with the set sanitation standard as stipulated
in Department of Health Order No. 258-B,1991.
Disciplinary action as indicated below will be given to employees who shall
violate, disobey, omit or neglect to comply with this policy
The progressive disciplinary action will be as follows:
First Offense - written warning. Second Offense suspension for 3. working days without pay Third
Offense - suspension for 15 working days without
pay Fourth Offense - higher disciplinary action
including termination
FOOD SAFETY POLICY
Food Safety is McDonald’s top priority. It is our responsibility to serve safe
and high quality products to our customers. Standard procedures are to be
followed strictly based on the Food Safety Booklet, Station Observation
Checklist (SOC), Quality Reference Guide (QRG), Management Development
Program (MDP) and Operations and Training Manual (O. 7). Food safety
deviations may include but not limited to:
1. Using and /or serving past UTD proac cts. 2. Any practices that can
negatively impact food safety. Example: refusing unannounced water
sampling, negligence of ersuring that the chlorinator is in good working
condition, placing ice inside the sundae mix reservoir, and other practices
with negative impact on food safety. 3. Restaurant Transfer in and/out of
chilled and frozen products without proper authorization from QA
Department and/or Operations Managers.
4. Having 2 consecutive “F” (failed) rating from any Food Safety audits. Example: MIC-if
causes of F rating are related to shift management (shift concern). Food Safety Manager
and RNif cause of the F rating is absence or failure of the food safety system” of the
restaurant.
5. Failure to accomplish and file the Food Safety Checklist.
Food Safety Checklist is to be completed and kept on file in the restaurant for a minimum
of 60 days. The Purpose of the checklist is to help you in your efforts to serve safe food,
consistent with McDonald’s standards, as well as local health codes. This checklist must be
completed at least once per day without exception. If you answer “no” to any item in the
checklist, the problem must be corrected immediately.
Non-compliance or deviation from any of the Food Safety Standards along with some other
guidelines set by the Company on food safety will be subject to disciplinary action which
could range from written warning to termination of employment. Higher disciplinary action
which includes suspension or termination may apply to violations that could directly or
indirectly result to loss in sales, complaints and lawsuits, and grave threats to the health of
customers and some other reasons that could harm the image of the Company.
DUTY TO REPORT/FAILING TO CALL
You have a duty to report any violations of the Company
policies and procedures and, while you may initially be
reluctant to “get involved,” it’s important to note that failure
to report violations can have substantial consequences. In
addition to the possibility of being held personally liable for
the legal or ethical violation (which may result in fines or
even imprisonment), you may be subject to disciplinary
proceedings, including termination. So, when in doubt,
speak up.
LOST & FOUND PROCEDURES
Any item found inside the restaurant, (eg. lobby, restroom,
play area, Crew room) and within the vicinity of the
restaurant (eg. parking area, drive thru, etc.) wherein the
owner cannot be identified at the time the item or cash was
found should be handled following the Lost & Found
procedures.
Safekeeping of Lost & Found items or Cash.
Any uniaimed item or cash found in the restaurant should be kept in
the safe with groper label while other items that may not fit inside the
safe should be kept in a secured cabinet. The RM should designate a
logbook specifically intended for the recording and safekeeping of
lost and found items or cash. The item/s or cash should be Kept in
the safe and should be part of the safe turn-over. The cabinet key
should be kept together with the other restaurant keys. The RM
should ensure that the lost and found procedures are implemented
properly in the restaurant.
Responsibility of the person who found the
item/cash and the Manager-In Charge.
The employee who found an unattended item or cash
should immediately report the incident and turn over the
item/cash to the MIC. Inspection and recording of the
content of the found Item or cash should be done both by
the employee and the MIC in the presence of the company
guard or another manager. The Manager ‘should complete
the information in the logbook. Both the Manager and the
employee who found the item should sign in the logbook
to Signify that the information and description in the
logbook is correct.
The logbook should contain the following information:
● Item/s found
● Specific description of the item
● Date it was found
● Exact location where it was found
● Name of the Employee who found the item
● Name of the MIC where it was initially turned over
● Date of redemption or disposal of the item/cash
● Other pertinent information relating to the event Upon
completion of the report, if there is any information on the
identity of the owner, the MIC should immediately contact the
owner and ask the owner to claim the item/s or cash upon
presenting proper identification and complying with the
company’s requirement on redemption.
Redemption of the item by the owner
The MIC should handle the redemption of the item/cash.
The MIC should verify proper identification of the person,
verify the information on the incident when the item was
lost (date, time, exact location, activity the owner was
engaged to during that time), and specific description of
the lost item. In the event where valuable item is being
redeemed, the RM should be the one to handle the
redemption.
Disposal of unclaimed items from the Lost and
Found
Items not claimed after a period of 1 year
should be placed in a plastic bag and
disposed in the garbage. For cash found, the
amount should be punched in the cash
register as other receipts after two weeks.
Violation of the Lost and Found procedure is a
ground for disciplinary action including
NO LOITERING POLICY
Because of the size of our restaurants and the crowded conditions which come
about when many customers and a large. Crew are present it is in the interest of
orderliness that we ask your cooperation in carrying out the following:
1. Off-duty employees should not arrive at the restaurant earlier than the
scheduled shift and should leave the restaurant thirty (30) minutes after the shift.
2. Off-duty employees should refrain from loitering inside and outside the
restaurant premises.
3. If off-duty Crew wants to buy food and eat in the lobby, he/she must be in
civilian clothes and can stay for a maximum of only 30 minutes. The Crew must
notify the manager and present the receipt for signature.
4. Resigned/terminated employees, employees on leave, may only enter the
premises as customer. An employee who is under suspension from work is not
allowed to enter the premises of the restaurant during the duration of the
NO SOLICITATION POLICY
Solicitation for funds, membership, or individual commitment to dutside
organization, or distribution of literature for any purpose, or attempts to sell
merchandize or services, by outside non-employee persons is prohibited on
McDonald’s premises.
Solicitation by empioyees for funds, membership or individual commitment
to outside organizations or causes, or attempt to sell non-McDonald’s
merchandise or services is also prohibited on McDonald’s premises during
such employee’s own working time or even when on working time.
Distribution of non-approved, non-McDonald’s literature for any purpose or
sales on non-McDonald’s merchandise or services, on McDonald’s premises
by employees is not permitted. The premises must be kept clean and free of
FAIR TREATMENT
As a company, we expect that all employees treat one another with respect and dignity.
Every employee has a unique role in making McDonald’s a more inspiring and rewarding
place to work. Our values are richly embedded in this commitment and are backed-up by
many of the policies and practices outlined in this handbook. McDonald’s complies with all
other applicable civil rights, human rights and labor laws. We are committed to providing
an environment that values diversity with a conscious desire to achieve understanding,
respect and continuous learning. Promoting teamwork and excellence demands a working
environment that is free from discrimination, harassment or other intimidating personal
behaviors. McDonald’s worldwide maintains a professional and harassment-free working
environment — they are places where employees act with respect for one another and for
those with whom we do business. This includes intimidation or harassment of others
through abusive language, physical aggression, deliberately causing injury to another, or
any disorderly conduct or malicious disturbance.
RUDE BEHAVIOR
Being in the service industry, our primary objective is to provide 100%
Total Customer Satisfaction to each and every customer that visits our
restaurants by “serving safe, hot food in a fast, accurate and friendly
manner in a clean restaurant.”
We are coming up with a Customer Delight Experience (CDE) program
that aims to ensure that we deliver fast, friendly and accurate service,
thereby keeping true to our primary objective.
One of the major behaviors affecting CDE is rudeness of Crew and
managers to customers. No matter how fast the service is, how great the
food is or how clean the restaurant is, all these good experiences are
easily forgotten when the customer is treated rudely by a Crew/manager.
In line with this and as part of the CDE program, as per company policy “You
should always treat your customer & co-employee with utmost respect and
courtesy and failure to do so shall result in the imposition of appropriate
disciplinary action.”, the following are the guidelines for disciplinary actions,
for all Managers and Crew members who exhibit rude behavior to a
customer or co-employee:
1. An investigation shall be conducted once a Crew/manager has exhibited
rude behavior.
2. 2. Once the Crew/manager has been found guilty of such, the following
disciplinary actions shall be given:
a. 1st offense — 3 to 5 days suspension from work, without pay
b. 2nd offense — 10 to 15 days suspension from work, without pay
c. 3rd offense — termination * Depending on the severity of the situation,
management may exercise a higher disciplinary action including
DRUG ABUSE PREVENTION POLICY, PROCEDURES
AND PROGRAMS
GADC acknowledges the problem of drug abuse in Philippine
society. Substance abuse is a serious threat to our employees,
their families, customers, shareholders and the community at
large. It also poses a risk to our operations and quality of our
products. The Company is addressing this problem by
introducing the Drug Abuse Policy, Procedure and Program to
ensure the company will have a drug-free workplace. Refer to
Drug Abuse Policy, Procedures and Programs of the Crew
Handbook’s Implementing Guidelines.
SEXUAL HARASSMENT & OTHER SEXUALLY
IMPROPER BEHAVIOR
In compliance with the provisions of Republic Act No. 7877
(the Anti-Sexual Harassment Act of 1995) and its implementing
rules and regulations, the Company hereby promulgates and
implements Anti-Sexual Harassment Policy.
The Company prohibits sexual harassment in any form. Sexual
harassment is prohibited because it creates an intimidating,
hostile or offensive environment, is an abuse of power, and
further, is inconsistent with the Company's policies, practices
and management philosophy.
The Company is committed to maintaining a respectful work environment
that is free of sexual harassment and all forms of sexual intimidation and
exploitation. In keeping with this commitment, we will not tolerate sexual
harassment of any employee. Pursuant to this commitment and further
protection of its employees, the Company prohibits as well any and all forms
of sexually improper conduct by anyone, including any of its managers,
supervisors, and employees.
The Company also considers that retaliation/ reprisal in any way against
anyone who has articulated any concern about sexual harassment or any
sexually improper behavior, whether that concern relates to harassment of or
discrimination against the individual raising the concern as a violation of
this policy. Any employee who feels subjected to discrimination or
harassment should immediately report it to a member of the Management
Team. Such reports will be investigated thoroughly. If the report has merit,
disciplinary action will be taken against the offender. Refer to Sexual
EMPLOYEE IMAGE
The Company is engaged in the business of operating a quick service
restaurant. As such, it deals with a vast number of customers everyday. It is
therefore very important that we project a positive image not only to
coemployees but to the general public we serve.
Likewise, employees should guard themselves against any complaint or
harassment that may be filed against him or her by a co-employee or
customer that can tarnish the good name of the Company with regards to his
or her performance or personal life . More importantly, the employees are
prohibited from displaying conduct which is willful, flagrant, scandalous,
lewd, or shameless as to show indifference to the opinion of good and
respectable members of the community
Any employee who failed to disclose his/her
relationship with a co-employee shall be meted with
the appropriate disciplinary action, which may range
from written warning to suspension, depending on
the circumstances of the case.
An employee who is found guilty of committing an
immoral conduct as defined above shall be meted
with the appropriate disciplinary action, which may
range from suspension to dismissal, depending on the
circumstances of the case.
COMPANY'S RIGHT TO PROTECT ITS INTERESTS TO
CONFIDENTIAL INFORMATION
The Company reserves the right to protect its interests to information and materials and
consider the same as Confidential Information.
“As used herein, ‘Confidential Information’ means all data, reports, interpretations, forecasts,
records, products, processes, plans or intentions, formula specifications and operating
methods, product information, know-how, design rights, trade secrets, market opportunities,
unpublished sales and financial information, projected earnings, budget appropriations to
acquire or lease properties and/or equipment, marketing and real estate terms, research
results and test data, information about Company management and its relationships and
transactions with specific franchisees, suppliers, vendors, etc. and other business affairs of a
confidential nature containing or otherwise reflecting information concerning the Company's
clients and finances, which is not available to the general public and which the Company shall
provide you and/or your representatives (whether in writing, verbally or by any other means
and whether directly or indirectly), together with analysis, compilations, _ studies or other
documents which contain or otherwise reflect such information, whether before or after the
CASH HANDLING POLICY
The possibility of shortages in our cash register does exist. We realize that
our people occasionally make mistakes. However, this is a serious matter. You
will be instructed on the proper methods in handling of cash and the
standard operating procedures. If you have a significant cash shortage, you
will be notified and your cash register procedures reviewed, your procedure
and cash register will be verified. If these problems repeat itself, you may be
transferred to another work area of the restaurant operations or possibly face
discipliffry action depending on the gravity of the offense. Any discrepancy
found in the cash count and procedure could result to disciplinary action
ranging from a verbal warning to termination. Regardless of what station the
employee is assigned, an employee can be made liable for any loss and
discrepancy if the employee is found accountable on any transaction
LEAVE OF ABSENCE
An employee can be allowed to take a leave of absence without pay only if
the employee is able to present a valid and reasonable explanation primarily
because of obligations in school or other personal reasons, under the
following considerations:
1. Employee should be able to show proof of the declared reason why the
employee is taking a leave of absence.
2. Only Regular part-time employees can apply for a leave of absence.
3. All requests must be made at least (15) days in advance. Forms should be
filled up in duplicate copies -one for management and one for the
employee. This has to be noted by the Scheduling Manager and approved by
the Restaurant Manager.
4. A leave of absence is a privilege and not a right. The employee must be performing at a
satisfactory level to be granted a leave and should get a copy of the approved leave form.
The employee will be expected to return to work upon expiration of an approved leave.
5. Upon returning, scheduling of work hours will depend upon the needs of the restaurant
and the employee's time availability.
6. If the employee wishes to return earlier than the approved leave, the employee must
submit a written request and get approval from the Restaurant Manager or scheduling
Manager. This decision will be on the discretion of the Restaurant Manager.
7. If the employee is prevented from returning on the date as earlier agreed, it will be
absolutely necessary for the employee to personally notify the Management Team or submit
a letter of extension and seek approval from the Restaurant Manager for an extension of the
leave.
8. If the employee fails to report on the day immediately after the expiration of an approved
leave, the employee will be considered AWOL.
ABSENCE WITHOUT OFFICIAL LEAVE (AWOL)
An employee who absents himself from work without officially notifying
his/her Manager and obtaining the latter's approval is considered absent
without Official leave. To avoid being considered AWOL, the employee
should strictly follow the procedure below:
a. File an application for leave of absence for approval of the Manager at
least three (3) days in advance before his intended leave.
b. If it is an emergency reason that prevents the employee from submitting a
duly approved leave form, the employee shall personally call the Manager
and seek for approval two hours before the start of his shift/schedule. An
employee is also considered on AWOL if he fails to return to work on the day
immediately following the expiration of the period of the employee’s
Emergency reasons will mean matters could not be
reasonably known before hand by the employee such as
the serious illness, accident, or death of an immediate
member of the family, typhoons, war, and other events
beyond the employees control. Necessarily, the meaning
of emergency reasons excludes attendance at events
such as weddings, fiestas, birthday celebrations,
graduation rites, baptisms, funeral wakes, and other
similar events. The employee must present’ proof of
occurrence of the cause of the emergency (e.g., death
certificate, medical certificate, etc.). Otherwise, the
employee shall be considered on AWOL during the
AWOL shall be subject to the following schedule of penalties as indicated below:
An employee who fails to show up for work after one
hour from his/her work schedule will be considered as
AWOL unless the employee is able to secure the
approval of the Manager to consider the absence as
an Excused Absence (EA) or an Excused Late (EL.).
An employee who has been given disciplinary action
for violations of the AWOL policy has a chance to be
cleared of such record only upon completing two
years without any violation on the AWOL policy.
RESIGNATION & REHIRE
Employees who resigned from the Company can only be
rehired after one year from the time of separation on the
discretion of the Restaurant Manager and approval of the
Operations Consultant based on the need of the
restaurant The Restaurant Manager should be able to
secure a clearance from the Human Resources
Department and recommendation from the previous
Restaurant Manager of the applicant.
HOLDING OF LAST PAY/SALARY OF RESIGNING
EMPLOYEES
A resigning or terminated employee should secure a clearance from all
money and property responsibility in the Company. He/she should be
cleared from all obligations before his/her final pay will be released. Final
pay will include the resigning employee's last salary and all remuneration
due to the resigning employee. In the event that the resigning or
terminated employee has outstanding obligations, loans or debts from the
Company, the same shall be deducted from the last pay of the employee. In
cases where the final pay is not sufficient to pay for all the employee's
obligations to the Company, the employee should be able to settle the
remaining balance before the employee will be cleared from the Company.
The Company may take legal steps for failure of the separating employee to
settle his obligations with the Company on or before the effectivity date of
PREVENTIVE SUSPENSION
An employee being charged and investigated on violations of the
employee handbook and manual, Company policies, or for causes
provided under Article 282 of the Labor Code may be placed
under preventive suspension without pay for a maximum period
of thirty (30) days if the employee's continued presence in the
workplace poses a serious and imminent threat to the life or
property of the employer or of his co-workers (Rules
Implementing the Labor Code, Book V, Rule XXII, Sections 8 and
9, Rule XXIII, Book V)
An employee who has been preventively suspended will not receive his
salary up to a maximum of thirty (30) days while under investigation.
However, if the employee’s preventive suspension is extended more than
thirty (30) days, said employee will receive salary henceforth. After due
investigation, and the employee is found liable and the penalty imposed is
termination from employment, he shall not receive his salary for the initial
thirty (30) days of preventive suspension. On the other hand, if the
punishment is thirty (30) days suspension, his preventive suspension will be
converted to suspension as a penalty, and he likewise will not receive his
salary for his first. thirty (30) days of preventive suspension. Finally, if his
punishment is less than thirty (30) days suspension (i.e. twenty (20) days
suspension), the corresponding number of days of preventive suspension
will be converted to suspension as a penalty, and the other days of
preventive suspension will be paid for by the Company (i.e. the remaining
ten (10) days).
RULES OF CONDUCT
Under our Code of Conduct, we seek to conduct our business in accordance
with the highest standards of business ethics. The common values of high
business ethics that have characterized our approach to business
throughout our history demand high professional standards, place a
premium on honesty and fair dealing in relationships with our customers,
suppliers, employees and other persons with whom we have business
relationships, and anticipate that we will compete vigorously and fairly in
the markets we serve and comply with laws that affect our business.
The guidelines below cover some, but by no means all, of the situations
that might arise. Periodically the Company may elaborate upon particular
issues in separate policy statements and may adopt additional or amended
guidelines.
The rules are not listed in any particular order. The specific disciplinary action may range
from verbal warning to termination which will be determined by your Management Team
depending on the specifics of each case such as frequency, severity and precedents.
1. You are required to obey instructions and perform work as required or assigned. Any
insubordination or failure to obey lawful instructions with regard to work and behavior
will result to disciplinary action: Example: Intentionally not following proper procedure in
assigned station.
2. 2. You should respect the person, rights and properties of all who work with you.
particularly our customers. Acts of, or even attempts to cause physical and / or
psychological harm, injury, damage, loss, and situations to endanger safety and wellbeing of the above stated persons will be subjected to disciplinary action. Some examples
are:
a. Fighting, attempting or provoking bodily injury to another employee or customer,
threatening to do the same with the restaurant premises (whether on or off duty) or
during social functions.
b. Engaging in horseplay, scuffling, throwing things or causing confusion by shouting or
demonstration which endanger safety of employees. (ex. throwing/wetting each other with
water or “baptizing” new closers).
c. Use of profane, obscene, vile or abusive language at the counter, in the vicinity or presence
3. It is your responsibility to be focused on your job while at the workplace, taking utmost
care of products, raw materials, equipment, facilities, fixtures, supplies and any Company
property placed under your care to the extent that you will be responsible for their proper
disposition, preventing damage, unnecessary waste and/or loss.” You are expected to report
to the management any problem that would compromise safety, proper maintenance and
productive use. Acts of irresponsibility in the handling of materials, products and processes
related to your job, which includes negligence, carelessness and/ or mischief, will be given
disciplinary action. Some examples are: a. Incompetence or inefficiency in job performance.
b. Failure to maintain standards of production. Enticing, coercing, or influencing others to fail
to maintain production standards.
4. You are expected to be always honest and truthful in your everyday dealings with your
superiors and co-workers, particularly when handling cash items, reporting, accomplishing
official documents.
5. You should not smoke while on duty and in unauthorized places.
6. You should always account for “free food vouchers” like BOG’s and Gift Certificates that
you handle according to procedures, and failure to do so shall be given disciplinary action.
7. You should always treat customers with utmost respect and courtesy and failure to do so
shall be given disciplinary action.
8. You are not allowed to leave the job without permission or conduct personal affairs
without authorization while working. Example is: Leaving the station and talking to visiting
10. You should report personal injuries immediately to a member
of the Management Team.
11. You are not allowed to post, deface, or remove notices on
bulletin boards without authorization.
12. You are not allowed to use any equipment without permission
for purpose other than Company business including training
materials (video cassette recorder or VCR, cassette tapes, TV
monitor).
13. You are expected to comply with the “No solicitation’, “No
Loitering” rules.
WORKPLACE SAFETY
Having a safe workplace is one of the most important benefits we offer
to our employees and their families. We are committed to ensuring a
safe working environment for all employees. We do this by following
strict safety and heaith rules and practices communicated to you during
your orientation, through the Station Observation Checklist,
memorandums, pre-meal briefing, classes and other communication
vehicles available in the restaurant. Having a workplace safety includes
but not limited to:
1. Prohibiting the possession of weapons and other dangerous devices
by McDonald’s employees, contractors, suppliers, franchisees and visitors
at all times on the Company’s customers’ property;
2. Not tolerating any threats of harm-either direct or indirect — or any
conduct that harasses, disrupts, or interferes with another employee’s work
or performance or creates an intimidating, hostile work environment,
3. Rigorously adhering to the established safety procedures, following safety
practices and avoiding short cuts;
4. Requiring every McDonalds business to have an active safety program that
is strongly supported by its Management Team.
While compliance with all applicable laws, regulations, and record-keeping
requirements is mandatory, McDonald's seeks to exceed the minimum legal
standards.
It is our intent to avoid all injuries and to be recognized as an industry leader
in safety. Non compliance with the above mentioned guidelines in providing
safe workplace could result to disciplinary action including termination. If
you become aware of any actual or potential safety or environmental hazard,
STANDARD OPERATING PROCEDURES
The procedures on how things should be done on the
different processes and systems in the restaurants are
communicated to employees through the Station
Observation Checklist, memorandums, pre-meal briefing
and other Employees are expected communication
vehicles available in the restaurant. to be consistent in
adhering to these procedures in order to maintain the
standard set by the Company.
SECURITY POLICIES
To further protect the restaurant premises and employees working here, the following
guidelines have been set:
1. All personnel (on duty or not) shall have their bags and parcels inspected by the
guard on duty or the Manager in the absence of the guard, before going in and when
coming out. prior to your schedule or after duty to prevent you from being late.
2. The guard or any of the Management Team will be authorized to conduct frisking to
it’s employees on situations when there is a need to respond to a report on possible
theft. restaurant transfers)
3. All Company items (premiums, Crew orders, taken out from the restaurant should be
presented to the guard or Any item brought in to the restaurant that can easily be
mistaken as a Company property should be presented to the guard of Manager before
bringing it inside the restaurant for proper identification.
4. Crew may stay on the restaurant premises for a maximum of 30 minutes
prior to their duty and 30 minutes after duty.
5. Openers are advised to stay outside the restaurant until a member of the
Management Team arrives.
6. The delivery and corral doors are not for entry or exit of personnel unless
being part of the delivery team of the restaurant. No one is allowed to use
these doors as a passageway for personal use.
7. All items, products including trash taken out from the restaurant should
be presented to the guard or manager for checking.
8. All bags and parcels must be restaurants in the cabinet provided for.
9. Crew waiting for other Crew is advised to wait for their friends outside the
restaurant premises.
10.Crew should not leave any personal belongings to the Locker or Crew
room. Lockers will be emptied during closing by the manager.
11. Items left in cabinet/locker will be removed. You can claim these items
from your manager.
ANNUAL ACKNOWLEDGMENT
Every restaurant or department is provided a copy of the
handbook for you to use as guide on your day to day
work. Various communication vehicles will be made
available for the Company to communicate and re-orient
you on the — content of this handbook along with some
other updates on policies and procedures. You will be
required to sign a statement at least annually that you
have read and understood the Employee Benefits. Policies
CONCLUSION
Again, welcome to McDonald’s. We look forward to working with
you and we'll do everything we can to make your job a pleasant
one.
We have not outlined much of the information you will need to
know to make your McDonald’s experience a success.
This handbook is available for you to refer to in case you need
some Clarifications on out Company policies, procedures and
benefits. Please remember to review this handbook from time to
time; and above all, when you aren't clear on something, please
This handbook will be reviewed regularly to reflect any
new policy or changes in our procedures and benefits.
This information will be passed on to you at the earliest
possible time. As we have stated before, we of course,
welcome any suggestions or recommendations you
might have concerning our policies, as well as your
handbook.
We hope this will help you get started. The real key from
this point forward is your own attitude. If it shines, we
shine.
THANKYOU!