1. law, govt and politics

www.colcal.net
Restaurant
Orientation
Handbook
Welcome to the Team!
____________
Name
____________________________
Store Number
____________________________
Manager Name
____________________________
Store Phone Number
-2-
www.colcal.net
www.colcal.net
Table of Contents
Section 1: Your Employment at Taco Bell
Section 1: Your Employment at Taco Bell ............................................................................................................. - 4 At-Will Employment Policy ............................................................................................................................... - 4 Work Schedules & Reporting Your Hours Worked ............................................................................................ - 5 -
At-Will Employment Policy
Rules for Rest Breaks, Meal Periods & Discounted Meals .................................................................................. - 6 Your Pay ........................................................................................................................................................... - 7 Vacation Policy & Your Employee Benefits....................................................................................................... - 9 Rules for Parking & Personal Belongings......................................................................................................... - 11 Section 2: Taco Bell Team Member Code of Conduct .......................................................................................... - 12 Code of Conduct for Working with Others ....................................................................................................... - 13 Code of Conduct for Personal Conduct & Safety .............................................................................................. - 15 Section 3: Team Member Training Schedule ........................................................................................................ - 19 -
Introduction: TACO BELL® follows an At-Will Employment Policy.
Definition At-Will Employment:
“At-will employment” means that an employer or employee may terminate an employment
relationship at any time with or without cause or prior notice provided the termination does
not violate federal, state or local laws. Full-time, part-time, temporary and other Team
Members are considered “employees at-will.”
Section 4: Policies ............................................................................................................................................... - 21 Our “Union Free” Philosophy .......................................................................................................................... - 21 9 Days Consecutive Leave Policy .................................................................................................................... - 21 Leave Requests ................................................................................................................................................ - 21 Payment of Wages ........................................................................................................................................... - 22 Safety, Medical Provider, Foul Language Policies............................................................................................ - 23 Harassment in the Work Place - Zero Tolerance Policy .................................................................................... - 24 Drug & Alcohol Free Workplace ..................................................................................................................... - 25 Background Check Disclosure, Consent, & Internet, Computer Usage ............................................................. - 27 Cash Register Policy ........................................................................................................................................ - 28 -
Giving notice of Termination:
Restaurant employees are not required to give notice of termination. However, TACO BELL
restaurant employees as a courtesy should notify their RGM at least two weeks before they
plan to terminate employment.
Who has Authority about Employment:
The Chief CEO and the President are the only people at TACO BELL who have the
authority to:
• Enter into any agreement for employment for any specified period of time.
• Change any of the At-Will Employment Policy.
Taco Bell Employee Online and Social Community Protocol ........................................................................... - 29 Protocolo en línea y social del empleado de Bell del Taco de la comunidad ...................................................... - 30 Commitment to L.A.S.T................................................................................................................................... - 31 -
Note: No other officer, manager or representative of TACO BELL may waive the
terms and requirements of the At-Will Employment Policy.
El Compromiso a L.A.S.T................................................................................................................................ - 32 Appearance Policy ........................................................................................................................................... - 33 Attendance Policy ............................................................................................................................................ - 35 Attendance Tracking Log ................................................................................................................................. - 36 California Employee’s Wage Info .................................................................................................................... - 37 Franchise/Licensee Disclaimer
The information contained in this book is for TACO BELL Franchisees’ and Licensees’ general information in developing their own
policies and procedures; provided, however, that any provisions concerning food quality, food preparation and Guest service standards
must always be followed. Telephone numbers referenced are usually applicable only to company-operated restaurants unless the
Franchisee or Licensee is participating in a particular program or service. In general, Guest complaints and employee issues arising in
franchised or licensed restaurants should be directed to the applicable Franchisee or Licensee.
-3-
Right to Change Employment Conditions:
TACO BELL may do the following with or without notice:
• Demote a restaurant employee.
• Transfer a restaurant employee.
• Change a restaurant employee’s hours.
• Change a restaurant employee’s compensation at any time.
TACO BELL always tries to accommodate all restaurant employees’ needs but reserves the
right to change employment conditions for the good of the business.
-4-
www.colcal.net
www.colcal.net
1
Work Schedules & Reporting Your Hours Worked
Rules for Rest Breaks, Meal Periods & Discounted Meals
Introduction:
Everyone needs and deserves a rest break or meal period when working. TACO BELL®
wants you to feel refreshed and productive while you work by following a few simple rules.
Read Posted Work Schedule:
Each workweek begins on a Wednesday and ends on a Tuesday. The RGM prepares and
posts a work schedule every Thursday for the upcoming workweek. Your manager will
show you:
• Where the schedule is posted.
• How to read the schedule.
Reporting Hours:
You are responsible for reporting your hours by:
• Clocking in and clocking out when you begin working and when you finish working.
• Or, if applicable,
o Using the “Break/In” and “Break/Out” key when taking rest breaks.
o Using the “Out/In” keys when taking unpaid meal periods.
Working Overtime:
Before you work overtime, ask your manager for approval. When you work overtime, you
will be paid at a premium rate according to federal and state laws.
When to Take Breaks:
According to state laws and regulations, you are entitled to rest breaks and meal periods
depending upon:
• Your age
• The number of hours you work each day
In the absence of state law, TACO BELL policy is to provide employees with reasonable
opportunities for breaks during the workday. Breaks will be provided at the manager’s
discretion based upon the flow of business in the restaurant.
Note: In every state, all breaks of less than 30 minutes must be paid.
Ask your manager to show you the posted TACO BELL Rest Break and Meal Period Matrix
in your restaurant.
Where to Take Breaks:
You must take your rest breaks and meal periods away from:
• The food production area.
• The cash register service area.
Rules for Discounted Meal Items:
When you work a shift of two (2) or more hours, you may eat one (1) discounted meal.
Follow these rules:
• You can receive a discounted meal immediately before, during or after your shift.
• You must eat your discounted meal in the restaurant.
• You must go to the front counter and place your order as a Guest.
• You and your manager must sign the register receipt and place the signed receipt in
the cash register drawer.
Mistakes:
Immediately tell your RGM about mistakes in hours reporting or call your Human
Resources representative.
Get Approval for Time Off:
Your RGM must approve time off. Give your request to your RGM at least one week
before the work schedule is posted.
Rules for Beverages:
Beverages are free to all restaurant employees during their work shift. You must drink
beverages away from workstation areas. Pre-packaged drinks such as milk, orange juice and
bottled water should be rung up because they are inventoried items.
Note: Drink cups are not permitted in work areas. 1-3
-5-
-6-
www.colcal.net
www.colcal.net
Your Pay
Your Pay continued
Introduction:
TACO BELL® tries to:
• Pay Team Members competitively for similar positions in the quick-service restaurant
industry.
• Reward Team Members who achieve and exceed our high standards of performance.
Sign for Your Pay:
For your protection, TACO BELL® requires you to sign your pay report confirming:
• The hours you worked are correct on the report
• You received your pay
If the hours on the pay report are wrong, write the correct hours on the report and tell your
RGM about the mistake.
It is important to know about your pay period and paycheck.
Bring questions about your pay to your manager’s attention.
Know Your Pay Period:
In most states, TACO BELL restaurants have a two-week pay period. Each pay period
begins on a Wednesday and ends the second Tuesday after. Ask your manager when pay
periods are scheduled for your restaurant.
You can find Visa Paycard information on the following websites:
• www.paymastr.com/ourtacos.html
• www.paymastr.com/ourtacos_crewpage.html
Important: If you are not being paid for all hours worked, speak with your RGM, AC, MC,
Human Resources representative.
SAMPLE PAY PERIOD CALENDAR
Sund
ay
Mond
ay
Wednes
day
Thurs
day
Frida
y
Satur
day
1
2
3
4
7
8
9
10
11
14
15
16
17
18
22
23
24
25
29
30
31
Tues
day
See Policy section for more details on Pay
Pay Period 1
Starts
5
6
12
13
Receiving Vacation Pay:
TACO BELL pays you for your earned vacation time based on the average number of hours
you worked each week during the year prior (not to exceed 40 hours per week). To receive
your vacation pay, you must take your earned vacation time.
Pay Period 1
Ends
19
20
21
Ask your RGM about our company’s policy.
Pay Period 1
Payday
26
27
28
See Policy section for more details on Pay
Taco Bell guarantees payment of wages to be available the Tuesday following the end of the pay period but will
try to have them available the Friday following the end of the pay period.
-7-
-8-
www.colcal.net
www.colcal.net
Vacation Policy & Your Employee Benefits
Vacation Policy & Your Employee Benefits continued
Introduction:
You may be entitled to a vacation and certain employee benefits. Your vacation and benefits
depend upon whether you are employed as restaurant:
• Management (Restaurant General Manager, Assistant General Manager), or
• Non-management (Team Member or Shift Lead).
Vacation Policy:
Use this table to determine what vacation time you may receive and when you have earned
it.
IF you are employed as
IF you are employed as
restaurant
ASL, RGM, AGM for 6
years or less
ASL, RGM for at least 7
years or longer
AGM, SL & Facilities
Captain
Team member
THEN you are entitled to
One week of paid time off
(maximum of 2 weeks per
year)
One week of paid time off
(maximum of 3 weeks per
year)
One week of paid time off
(maximum of 2 weeks per
year)
One week of paid time off
WHEN you have worked
Six (6) months of continuous
service.
Four (4) months of
continuous service.
Benefits for RGM, AGM:
As a salaried manager, you are entitled to these benefits:
The benefit takes effect …
Type of Benefit
Non-Insurance-Related
On-the-job training (training in current and
future jobs at Taco Bell)
Discounted Health Club Membership
IRA – 2 types
Savings Incentive Bonus
Floating Holidays – 1 per quarter
Holidays – Thanksgiving & Christmas
“Any two food items & drink” coupons
RGM, AGM, SL, Facilities Captain
Workers’ Compensation insurance (coverage
for expenses involving any work-related injury
or illness)
Medical, dental, and life insurance & Health
Expense & Day Care Reserve Accounts
(Cafeteria Plan).
Six (6) months of continuous
service.
One (1) year of continuous
service, and
An average of 30 hours or
more per week during the
previous year.
The first day of hire.
After 60 days of continuous service AND a 30 hour
average hours worked per week is maintained.
Enrollments are done quarterly with effective dates of 2/1,
5/1, 8/1 and 11/1.
As a team member or Shift Lead,
you are entitled to these benefits:
The benefit takes effect …
The first day of hire and as you progress in your career
with Taco Bell.
Benefits for Shift Leads and Team Members:
Type of Benefit
On-the-job training (training in current and
future jobs at Taco Bell)
Workers’ Compensation insurance (coverage
for expenses involving any work-related injury
or illness)
Discounted Health Club Membership
IRA – 2 types
Shift Leaders
Team Members
Medical, dental, and life insurance& Health
Expense & Day Care Reserve Accounts
(Cafeteria Plan).
Information About Benefits:
-9-
The first day of hire and as you progress in your career
with Taco Bell.
The first day of hire.
The first day of hire.
60 days of continuous service prior to the beginning of
the calendar year. (You must be enrolled in the program
making regular contributions for a full uninterrupted
year).
After 60 days of continuous service
After 60 days of continuous service
RGM – 3 per payday, AGM – 2 per payday
1 Free Meal per work day.
The first day of hire.
The first day of hire.
The first day of hire.
1 Free Meal per work day.
50% off Meal per work day.
After 180 days of continuous service AND a 30 hour
average hours worked per week is maintained.
Enrollments are done quarterly with effective dates of 2/1,
5/1, 8/1 and 11/1.
You will receive information about your insurance benefits when you are
eligible to receive them. You may ask your Restaurant General Manager for
further details or refer to the Benefits Manual in the Resource Center.
- 10 -
www.colcal.net
www.colcal.net
Section 2: Taco Bell Team Member Code of Conduct
Rules for Parking & Personal Belongings
To keep TACO BELL a safe, fun place to work, there is a code of conduct that all restaurant
employees must follow.
Rules for Parking:
To keep our Guests delighted and our Team Members safe, follow these parking rules:
• During daylight hours, park in spaces furthest away from the restaurant entrance (as
long as this does not create safety hazard) to allow Guests easy access to our
restaurants
• After dark, park where the vehicle is visible from inside the restaurant
• During late-night hours (10:00 P.M. to closing), park near the door that you will exit
from at the end of your shift
• Never exit by the back door
Rules for Personal Belongings:
Store personal belongings in designated areas only. Don’t bring valuable items to work.
This will prevent theft or loss of your belongings. TACO BELL is not responsible for
misplaced or lost items.
When to Follow Code of Conduct:
Follow the Team Member Code of Conduct whenever you are on TACO BELL property—
working a shift, taking your rest break or meal period or visiting.
Note: Some parts of the Code of Conduct may apply to your behavior off the job.
Consequences:
If you do not follow the Team Member Code of Conduct, you may be subject to discipline
up to and including termination.
Overview of Code of Conduct:
The following is a list of the Team Member Code of Conduct. An explanation of each rule is
given on the next several pages.
Code of Conduct for Working with Others:
• Follow the “Golden Rule
• Stay cool
• Follow the Equal Employment
Opportunity Policy
• Don’t supervise or be supervised by a
relative
• Follow supervisor’s instructions
• Don’t solicit restaurant employees for
charity
• Don’t harass others
Code of Conduct for Good Character and Personal Conduct:
• Keep good attendance and be timely
• Don’t break the law
• Don’t steal or damage property
• Report violations
• Don’t share confidential information
• Don’t chew gum or smoke
• Be honest
• Be drug and alcohol free
Code of Conduct for Health, Safety and Security:
• Follow personal appearance standards
• Follow personal safety and security rules
• Follow food safety rules
- 11 -
- 12 -
www.colcal.net
www.colcal.net
Code
Code of Conduct for Working with Others continued
Code of Conduct for Working with Others
Code of Conduct
Follow the “Golden
Rule”
Stay cool
Follow the Equal
Employment
Opportunity Policy
Don’t supervise or be
supervised by a relative
Don’t Harass Others
Code of Conduct
Description
Apply the Golden Rule:
Always treat others the way you want to be treated—with honesty and
respect.
If you find yourself upset by a Guest, co-worker, or supervisor, it’s important
to keep your cool. Apply these guidelines to stay cool:
Do …
Don’t …
• Give yourself time to cool
• Act in anger.
• Threaten others.
down before responding.
• Express yourself in a calm,
• Use abusive language.
• Fight or cause harm.
respectful way.
We apply our code of conduct consistently and without bias. Taco Bell has a
Zero Tolerance Policy, which prohibits any form of harassment or
discrimination based on:
• Sex.
• Race.
• Religion.
• Disability.
• Color.
• National
• Sexual
• Marital status.
• Age.
• Veteran status.
heritage.
orientation.
No employee of Taco Bell should be supervised by a family member. Taco
Bell does not allow team members to be supervised by a family member, such
as:
• Husband.
• Sister.
• Daughter.
• Wife.
• Uncle.
• Brother.
• Son.
• Aunt.
• Parent.
• Grandparent.
• Cousin.
• Niece.
• In-law.
• Nephew.
Note: If your supervisor(s) is a relative, notify your above-store
management so other arrangements may be made.
Commitment: Harassment-free workplace. Taco Bell is committed to
providing you with a work environment free from all types of harassment.
This commitment is referred to as our Zero Tolerance Policy. This policy
includes:
Sexual harassment.
Harassment based on age, race, color, religion, sex, sexual orientation,
national origin, disability, marital or veteran status.
No one may harass. Taco Bell will not tolerate harassment of our team
members by anyone, including any:
Vendor.
Supervisor.
Co-worker.
Description
Responsibility for compliance. All Taco Bell Team Members are
responsible for complying with Taco Bell’s Zero Tolerance Policy on
harassment.
Team members are responsible to report harassment when it occurs.
All Taco Bell Managers are responsible for:
Enforcing the Zero Tolerance Policy.
Taking action when a violation occurs.
Violations have serious consequences. Violations of the Zero Tolerance
Policy are considered serious offenses and
Will result in disciplinary action.
Up to and including termination.
May lead to personal legal action and financial liability.
Don’t harass others, cont.
Prevention guidelines. Follow these guidelines to prevent harassment of
others:
•
•
•
Don’t make racial or sexual jokes or suggestive comments.
Don’t touch someone in a manner he/she might not like.
Don’t make gestures of a sexual nature.
Don’t make unwelcome or derogatory comments (including
generalizations, descriptions, or jokes) about a person’s:
• Sex.
Race.
• Religion.
• Disability.
Color.
• National
• Sexual
• Marital status.
heritage.
orientation.
Age.
• Veteran status.
You are protected from retaliation. If you complain about or report an
incident of harassment, you cannot be retaliated against. The law and Taco
Bell policy protect you from retaliation.
Code of Co
Guest.
- 13 -
- 14 -
www.colcal.net
www.colcal.net
Code of Conduct for Personal Conduct & Safety continued
Code of Conduct for Personal Conduct & Safety
Code of Conduct
Keep good
attendance and
be timely
Don’t steal or
damage property
Don’t share
confidential
information
Description
Code of Conduct
Each day you are scheduled to work, you must arrive:
In complete uniform.
On time, ready to work.
Rules if late or can’t work. Follow these rules if you will be late or unable to work:
IF you…
THEN …
Give your manager two (2) hours
notice so he/she can find a substitute
Will be late.
for you
Can’t work a scheduled shift.
Get permission from the Manager In
Must leave your shift early.
Charge.
Follow these rules about company property:
Don’t take what isn’t yours.
Don’t neglect, deface, damage, or steal company property, equipment, or
furniture.
Use company time, money, property, people, and services for company business
only.
Conduct all cash handling with the utmost honesty and in accordance with cash
handling procedures.
Comply with our meal policy:
• Pay for what you eat.
• Don’t give food away unless authorized by your Manager In Charge.
Provide proper information. Provide complete and accurate information when
filling out our company records, such as applications, I-9 forms, time cards, financial
forms and reports.
Verify your pay:
I have received my check.
All hours are correct.
- 15 -
Follow these guidelines about drugs and alcohol:
Don’t work under the influence of illegal drugs or alcohol.
Don’t drink alcohol or use illegal drugs on company property.
Don’t bring alcohol or illegal drugs onto company property.
Prescription drug. If you are taking a prescription drug that will limit your
ability to do your job or which could present a safety hazard, tell your
manager before you begin work. It may be best to avoid working while on
such medication.
Never break the law on or off company property.
Possible consequences. Should you break the law, the following may
result with your employment at Taco Bell:
IF you are …
THEN ____________ …
Don’t break the law
Taco Bell and its employees have a right to keep certain information private. Don’t
share confidential information, such as
Food, sales, and wage information.
Business policies, procedures, plans and records.
Employee work schedules, home telephone numbers, and addresses.
Possible consequences. Confidential business information, in the wrong hands may
result in:
A robbery attempt or other security emergencies and/or
You being held liable for disclosing such information.
Taco Bell wants and expects all team members to be honest in handling company
records including pay.
Be honest
Be drug and alcohol free
Description
Convicted of the following while
you are employed:
Felony.
Crime of dishonesty.
Violent crime.
Charged with a serious crime
Report violations
Will likely be discharged.
May suspend you without pay until
the matter is resolved.
If you see someone violate the rules, break the law, or engage in dishonest
behavior, tell either:
Your Restaurant General Manager (RGM).
Your Assistant Manager (AM).
Your Area Coach.
Your Human Resources representative:
970-245-0898 x322
You are expected to cooperate. If the company is investigating a situation
and you have relevant information, we expect that you will:
Cooperate fully in the investigation.
Let us know what you may have seen or heard.
- 16 -
www.colcal.net
www.colcal.net
2—6
Code of Conduct for Personal Conduct & Safety continued
Code of Conduct for Personal Conduct & Safety Continued
Code of
Conduct
Code of Conduct
Description
We want you to be able to talk honestly and openly to your supervisor. But there may be times
when you wish to talk to someone else about a concern, make a suggestion or comment, discuss
an idea, ask a private question, or disagree with a decision. We also understand that there are
times when you may not feel comfortable talking about concerns with the management team. We
want you to have a safe place to go.
The Open Door
Policy
If you feel you cannot talk about these things with your supervisor, you have several options and
you are free to choose any or all of the following:
• Area Coach
• Director of Operations
• The President
• Call HR Department (970) 245-0898 ext. 322
Follow Personal
Appearance
Standards
You will never be punished for:
Calling any of the options listed above.
Being a witness or otherwise participating in any investigation.
We want you to enjoy your job at TACO BELL and we want to hear and resolve your concerns.
We have zero tolerance for retaliation. If anyone tries to punish you, corrective action will be
taken against them, which could include losing their job. Supervisors are responsible for
supporting TACO BELL’s Open Door Policy.
By following the TACO BELL® code of conduct for personal appearance, you promote:
• Safety
• Professional TACO BELL image
• Pleasant atmosphere for Guests
Follow
Personal
Appearance
Standards
Rules about your uniform:
• Wear a uniform that is neat and clean.
• Wear your hat and belt.
• Wear your name tag on the right side of your uniform where Guests can easily read it in the
restaurant at all times.
Follow Personal
Safety & Security
Rules
Description
Rules about hygiene:
• Bathe regularly.
• Keep fingernails clean and trimmed.
• Food Champions: Acrylic and polish (unchipped) acceptable with gloves.
• Don’t wear excessive fragrances; you may wear moderate amounts of cosmetics,
deodorant, after-shave, perfume or cologne.
• Do not smoke or chew gum at any time in the restaurant.
Rules about hair:
• Keep your hair neat, clean and worn above the collar and eyebrows.
• Wear your uniform hat to keep hair out of your face and food. (And hairnet, where
required by law.)
• Long hair that does not fit under the hat requires a hair net.
• Keep sideburns, mustaches and beards neatly trimmed. If you wear a beard, provide a
physician’s or religious leader’s note and cover your beard with a beard net.
• Keep sideburns no longer than earlobes.
Follow all safety and security rules for the benefit of your Team Members, our Guests and
yourself.
Rules for safety:
• Avoid horseplay that could result in an injury.
• Never bring a gun, knife or weapon onto restaurant property.
• Use the back-support belt when lifting items over 20 pounds.
• Report all accidents to the MIC right away.
• Watch the Safety Awareness video.
• Use heat-resistant gloves with hot water (Bunn) and when frying.
• Use cut-resistant gloves when using knives.
Rules about your footwear: Wear slip-resistant shoes that are dark in color, such as black or
brown, and have a closed toe and heel. Socks should be same solid color as shoes. Wear approved
shoes. You may purchase approved shoes through the Shoes for Crew Program. Ask your
manager for details.
Rules for security:
Follow TACO BELL® security rules. You will learn more about the following situations during
your Team Member Training program:
• Restrictions for unauthorized personnel
• Opening and closing the restaurant
• Use of alarm system
• After-dark security
• A robbery
• Watch the “Robbery & Crime Prevention” video
Rules about jewelry, tattoos and accessories.
• Wear jewelry in moderation (one ring per hand, no stone), same number of stud earrings per
ear—two stud maximum).
• Do not wear jewelry that dangles (long earrings, loop earrings, and bracelets).
• Do not wear any body-piercing jewelry that is visible (including tongue rings.)
• Tattoos should not be visible, if possible.
• Do not wear or carry any beeper device or cell phone while working.
Follow TACO BELL food safety rules. You will learn more about the following situations
during your Team Member Training program:
• Washing hands
• Reporting any cuts
• Reporting certain illnesses
- 17 -
Think Safety!
Follow Food
Safety Rules
- 18 -
www.colcal.net
www.colcal.net
Section 3: Team Member Training Schedule
Day
Team Member Name:____________________________________________
16
Date Hired:_____________________________________________________
Day
17
RGM:_________________________________________________________
Date
Shift
Topic (Cards#)
Day
Trainer
18
Day
Day
1
19
Day
Day
2
20
Day
Day
3
21
Day
Day
4
23
Day
Day
5
24
Day
Day
6
25
Day
Day
7
26
Day
Day
8
27
Day
Day
9
28
Day
Day
10
29
Day
Day
11
30
Day
Note: You will be paid for your time spent in training.
12
Day
13
Day
14
Day
15
- 19 -
- 20 -
www.colcal.net
www.colcal.net
Payment of Wages
Section 4: Policies
Our “Union Free” Philosophy
Our company prefers to deal with people directly, rather than through a representative or
labor union. Our policies and programs are specifically designed to meet the needs of
employees by providing a positive environment where each employee enjoys the maximum
opportunity for open communication, conflict resolution, job satisfaction and job
advancement based on skill and effort.
Considerable thought and commitment have gone into the development of our style of
management. Employees deal directly with management on all issues here with complete
freedom to think and speak for themselves, and are rewarded for their individual merit and
achievements. We are committed to treating our employees respectfully and fairly, and we
do so without monthly dues, the threat of strikes, arguments, or artificially created tensions
which too often result when outside representation is involved.
Simply put, our philosophy has always been that we will respect our employees, their desires
and needs, whatever they may be, and we do not feel that a union is necessary at our
company.
9 Days Consecutive Leave Policy
Payment:
Taco Bell is a Paperless Payday Company. You have two options to sign up for electronic pay:
1. DIRECT DEPOSIT: Complete the Direct Deposit Authorization Form using your current bank
account or open a new bank account at a banking institution of your choice.
2. VISA® PAYROLL CARD: Don’t have or want a checking or savings account? Complete the Visa
Paymast’r Enrollment Form. We will provide you with a personalized PAYCHEK PLUS! Visa® Payroll
Card and your funds will be electronically deposited into an account and withdrawn at ATM’s, or used
at retail stores to make purchases. Go to www.paymastr.com/ourtacos.html for more information
Electronic pay is a benefit and is strongly encouraged for the following reasons:
Timeliness - Pay is deposited timely and available the morning of pay day
Convenience - No need to travel to the bank or check cashing venues and stand in long lines
Convenience - No need to pick up check while on vacation or on your day off
Convenience – Payroll card can be used at most ATM’s and retail stores to make purchases
Economical - Check cashing fees are eliminated with traditional direct deposit and eliminated or
reduced with the payroll card
Efficiency - Can elect to have pay deposited into two accounts
Safety – No need to carry around large amounts of cash
Safety – No lost, stolen or washed checks
If you do not enroll in either program, you will automatically be enrolled in the Visa Payroll Card program.
We are excited about offering these programs to you and we know that you will appreciate their many
benefits.
Employees absent for more than 9 consecutive days after leave benefits are exhausted will
be considered a term and will receive a new hire date.
Voluntary Retirement Savings Plan:
This program is voluntary and will allow you to contribute to a retirement plan of your choice.
Family & Medical Leave, floating holiday benefits & vacation benefits provide eligible
employees time off for either emergency or leisure reasons.
Contact our 3rd party investment company representative – Penny Hardrick @ 243-6600 and she will assess
your risk tolerance (help you invest in the type of mutual funds you would prefer), answer any questions
you may have and set up your accounts.
Leave Requests
Leave requests must be in writing - ask your manager for a Leave Request form when
requesting leave.
The two IRA programs available are:
• Roth IRA- Non-Tax deductible - However, no taxes due on interest earned at retirement.
• Traditional IRA- Tax deductible now- However, taxes are due on principle & interest at retirement.
Return this Payroll Deduction Authorization Form when your investment accounts are established
According to the law you are limited on the amount of contributions you can make in one tax year. The
limit is currently at $5,000.00 per person per tax year. The company does not sponsor or endorse the
investment company or its investments. The tax consequences are the same whether or not payroll
deductions are used to make the IRA contribution. The investment company charges $15.00 /year for
administrative fees, which will be deducted from your account. Bi-Weekly contribution range from $50.00
(min) and up.
- 21 -
- 22 -
www.colcal.net
www.colcal.net
Harassment in the Work Place - Zero Tolerance Policy
Safety, Medical Provider, Foul Language Policies
Because ColCal is dedicated to providing the safest environment possible for its employees, the following policies are in effect until
further notice:
Notice of Zero Tolerance for Unsafe Practices or Foul Language
Employees will be written up immediately for running, sliding, slamming doors, throwing objects, walking too quickly around
corners, roughhousing, or for not following procedures designed to prevent injury, even if there is no resulting injury.
Employees will utilize all protective gear: back brace, fry gloves & apron, cut resistant gloves, lizard box cutters, etc
Employees should report any unsafe practices witnessed of another employee to management.
Employees should report any unsafe situations or environments witnessed in the store to management.
Employees who are written up twice for unsafe practices will be terminated immediately, even if there is no resulting injury.
If an employee’s unsafe behavior could result in serious harm to him/herself, fellow employees, or customers, termination may
result due to that one, single incident
Any team member or manager using foul language anywhere on the premises, whether on or off duty, will be subject to
disciplinary action up to and including termination.
Safety
For Cause/Post Accident Testing: Working under the influence of drugs or alcohol is subject to discipline up to and including
termination. Company policy mandates for-cause and post-accident drug screening, by signing below, you are acknowledging this.
The Drug & Alcohol Free policy is attached and is located in the Answer System/Book 6 located in your store and is available upon
request.
The company will begin post-accident and for-cause testing for the abuse of alcohol and for the use of illegal drugs or their
metabolites. Post-accident tests will be required of all employees whose acts, or failure to act, appear to have caused or
contributed to any work related injury requiring off-site medical attention or on-the-job accident estimated at the time of the
accident to have caused property damage or loss in excess of $250.00. The use of marijuana, even with a medical marijuana card,
is not conducive to a restaurant’s safety sensitive nature and remains a violation of Federal Law, and accordingly, such conduct
violates this policy.
Designated Medial Provider: All employees should obtain treatment of work-related injuries and illnesses at
22271- Job Care 298 Vermont Ave., Dinuba, phone number is 591-4166
22272- Job Care, 1311 11th Street, Reedley, phone number is 638-5005
22812- Job Care, 1142 Rose Ave., Suite B, Selma, phone number is 891-8940
4230- Wasco Medical Plaza at 1217 7th St. Wasco, phone number is 758-4185
27241- Comprehensive Medical Group, 1230 Jefferson Street. Delano, phone number 725-7793
3744, 16535, 22639, 27673. 9484- Valley Industrial & Family Medical, 225 S. Chinowth, Visalia, phone number is 627-3222
Colorado: Western Medical Associates located at 1060 Orchard Avenue. The phone number is 241-7600 or
Foresight Family Physicians located at 2503 Foresight Circle. The phone number is 242-2660
We are committed to providing a work environment free of harassment. Company policy prohibits sexual
harassment, and harassment based on pregnancy, childbirth or related medical conditions, race, religious creed,
color, national origin or ancestry, physical or mental disability, medical condition, marital status, age, sexual
orientation or any other basis protected by federal, state or local law or ordinance or regulation. All such
harassment is unlawful. Taco Bell’s anti-harassment policy applies to all persons involved in the operation of
Taco Bell and prohibits unlawful harassment by any employee of Taco Bell, including supervisors, co-workers
and vendors.
Prohibited unlawful harassment includes but is not limited to the following behavior: verbal conduct such as
taunting or name-calling, derogatory jokes or comments, slurs or unwanted sexual advances, invitations or
comments; visual displays such as derogatory and/or sexually-oriented posters, photography, cartoons, drawings
or gestures; physical conduct including assault, unwanted touching, intentionally blocking normal movement or
interfering with work because of sex, race, or any other protected basis; threats and demands to submit to sexual
requests as a condition of continued employment, or to avoid some other loss, and offers of employment
benefits in return for sexual favors; and retaliation for reporting or threatening to report harassment.
Complaint Procedure: If you believe that you have been harassed, you are encouraged to firmly and
promptly notify the offender that the behavior is unwelcome. As soon as possible, submit a written or oral
complaint to your supervisor or to the following person(s):
Kathy Stevens
Colorado Area Coach
(909) 732-1107
Dawn Needham
California Area Coach
(559) 300-4976
Fredy Orellana
California Area Coach
(707) 386-7880
Mike Gonzales
Director of Operations
(559) 300-3578
Ken Basinger
President
(970) 245-0898 ext. 325
Brandy Parris
Human Resource Manager
(970) 245-0898 ext. 322
Your complaint should include details of the incident or incidents, names of the individuals involved, and
names of any witnesses. Supervisors will refer all harassment complaints to the area coach, director of
operations, human resources representative or the president. Taco Bell will promptly inform the employee of his
or her rights to assistance and investigate the harassment allegations. Employees need to report improper
conduct even if they are not the primary victim.
In the event of a life or limb-threatening emergency, the insured employee will be sent to the nearest emergency medical facility.
Follow-up care should be provided by the medical provider designated above.
If an unauthorized medical provider treats an employee, the employee will be responsible for payment of said treatment. All
employees must sign below, acknowledging this company policy.
Acknowledgement:
I have read and am fully aware of the company policies regarding zero tolerance for unsafe practices, working under the influence of
drugs or alcohol and consenting to for-cause & post-accident drug screening and medical treatment for work-related injuries and
illnesses. I also understand I must notify my employer in writing of my injury within three days of the injury.
If Taco Bell determines that unlawful harassment has occurred, effective remedial action will be taken in
accordance with the circumstances involved. Any employee determined by Taco Bell to be responsible for
unlawful harassment will be subject to appropriate disciplinary action up to and including termination. A
company representative will advise all parties concerned of the results of the investigation. Taco Bell will not
retaliate against you for filing a complaint and will not tolerate or permit retaliation by management, employees
or co-workers.
Taco Bell encourages all employees to report any incidents of harassment forbidden by this policy
immediately so that complaints can be quickly and fairly resolved.
Worker’s compensation FRAUD is a FELONY – punishable by 5 years in prison and fines up to $50,000.
OUR OBJECTIVE: To provide our valued employees with a safe environment in which to work.
- 23 -
- 24 -
www.colcal.net
www.colcal.net
Drug & Alcohol Free Workplace
accordingly, such conduct violates this policy. Remaining drug and alcohol free and participation in COLCAL drug and alcohol
testing program is a condition of continued employment.
Drug & Alcohol Policy, Testing Policy and Employee Notice & Acknowledgement/Consent of Employer Testing Requirement
COLCAL are committed to maintaining a safe and productive work environment that promotes both the health and the welfare of its
employees and the public. The abuse of drugs and alcohol is incompatible with these goals. The primary purpose of this Policy is to
insure worksite safety and avoid drug and alcohol related work performance problems by striving for a drug and alcohol free working
environment. As an employer, protection of our people, property, and the public is paramount. This Policy should be considered by all
employees as a preventative policy rather than a punitive policy.
Company Policy:
It is the Policy of COLCAL to take all steps necessary to secure the safety of its employees and to minimize threats to the public
safety by its employees during working hours. A major factor in both employee safety and public safety is substance abuse. The abuse
of liquor and/or illegal drugs, on or off the job, affects job performance. All employees of COLCAL should be made aware of the
following policy guidelines regarding drug and alcohol abuse:
1. The use, sale, purchase, transfer, possession or storage of illegal drugs or alcohol while in the course or scope of employment
within COLCAL or on COLCAL property are prohibited. Reporting to work under the influence of drugs or alcohol is also
prohibited. Compliance with the Policy is a condition of continued employment, and non-compliance shall be grounds for
disciplinary action which could include immediate dismissal. No alcoholic beverages will be brought onto or consumed on
COLCAL premises or COLCAL activities except when approved by management in connection with COLCAL authorized events.
2. Employees who have illegal drugs or alcohol in their systems or who possess or consume illegal drugs or alcohol on the job, have
the potential for interfering with their own as well as their co-workers’ safe and efficient job performance. Employees who violate
these rules will be subject to disciplinary action up to and including termination of employment. A positive drug or alcohol test is
considered proof that the employee is in violation of this policy. The use of marijuana, even with a medical marijuana card, is not
conducive to a restaurant’s safety sensitive nature and remains a violation of Federal Law, and accordingly, such conduct violates
this policy.
3. Off-the-job illegal drug use is proper cause for disciplinary action up to and including termination of employment.
4. Employees who are convicted of offenses involving illegal drugs or alcohol may be considered to be in violation of this Policy. In
deciding what action to take, management will take into consideration the nature of the charges, the employee’s present job
assignment, the employee’s record with COLCAL and other factors relative to the impact of the employee’s arrest upon the
conduct of COLCAL business.
5. Employees taking prescription medications that could adversely affect safe work performance should report any work restrictions
promptly to their supervisor or someone in authority with COLCAL Generally speaking, the employee need not reveal the name of
the medication or the reason for which it is used unless directly asked for this information. The use of prescription medications
pursuant to a prescribed medical treatment program is naturally not grounds for disciplinary action, although it is important for
COLCAL to be aware of such use in order to take safety precautions.
6. For purposes of this Policy, “drugs” shall refer to all drugs, the possession or use of which are illegal under federal, state, or local
law, including, but not limited to marijuana, hashish, heroin, cocaine, hallucinogens, depressants, stimulants, illegal inhalants, and
any other drug not prescribed for current personal treatment by a physician. Alcohol is also considered a drug for purposes of this
Policy.
Notice of Employers Testing Requirements:
This is to inform you that COLCAL dba Taco Bell, conducts for-cause and post-accident testing to identify employees who may be
abusing drugs and/or alcohol. A copy of COLCAL policy on this matter is on the reverse side of this form and available in the Answer
System Book 6 – Policies & Procedures located in your store. Copies will be given to you upon request. You have the right to refuse
to undergo testing. However, the consequences of refusal to undergo testing or a refusal to cooperate in testing will result in
disciplinary actions up to and including termination.
An employee who fails a test will be subject to disciplinary action up to and including discharge. The use of marijuana, even with a
medical marijuana card, is not conducive to a restaurant’s safety sensitive nature and remains a violation of Federal Law, and
- 25 -
Testing Policy:
As part of COLCAL on-going commitment to establishing a drug-free workplace, beginning August 1, 2003 COLCAL Drug-Free
Workplace Policy is in effect. The company reserves the right to administer a drug and/or alcohol test to any employee who, by
actions and appearance, appears unfit for duty.
Why should COLCAL be concerned about drug and alcohol abuse in the workplace? Federal experts report that between 6 and 12
percent of all US workers have used an illegal drug in the last month, 12 million Americans are alcoholics, and an astonishing 2
million are regular users of cocaine. Did you know that drug and alcohol abusers are:
• 21/2 times more likely to have absences of 3 days or more
• 3.6 times more likely to injure themselves or another employee in a workplace accident
• 5 times more likely to be involved in an accident off the job (which, in turn, affects attendance or performance on the job)
• 5 times more likely to file a workers’ compensation claim
• Responsible for ½ on all on the job accidents
Being under the influence of drugs or alcohol on the job adversely affects not only the employee, but co-workers, and the customer.
Not only is safety jeopardized, the product or service can be affected due to low productivity, poor quality and waste. Moreover,
illegal drug and alcohol abuse exposes workers and customers to related criminal behavior such as drug dealing and theft. Employees
have the right to work in a safe environment and the customer the right to receive maximum productivity, high quality, and minimum
waste from employees. This requires competent and “safe” employees. Employees under the influence of drugs and alcohol are not
competent and are just as ineffective and dangerous as a defective machine. It is the responsibility of this organization to provide an
efficient, effective, and safe workplace for everyone. The use of marijuana, even with a medical marijuana card, is not conducive to a
restaurant’s safety sensitive nature and remains a violation of Federal Law, and accordingly, such conduct violates this policy.
Employees asked to submit to a drug and/or alcohol test will be tested by urinalysis and/or breath test for the presence of the
following, but not limited to: alcohol, amphetamines, barbiturates, benzodiazepines, cocaine, marijuana, opiates, methadone,
methaqualone, phencyclidine, and propoxypene. Confirmation tests will be used to verify positive results and will utilize gas
chromatography/mass spectrometry (GC/MS) to confirm the molecular structure of the substance detected. All employees who test
positive will be offered the opportunity to discuss their test results in confidence and with a Medical Review officer (a medical
professional with an expertise in toxicology) who will ensure that the test result reflects only the presence of illegal drugs or alcohol.
A verified positive test result means a test result that was positive on the FDA-approved immunoassay test, confirmed by the GC/MS
assay, and reviewed and verified by the Medical Review Officer. All drug and alcohol testing information will be kept confidential,
with only authorized individuals who have a “need to know” having access to them, and will be released only pursuant to law or when
relevant to a claim or action brought by the employee.
An employee who refuses to be tested when so required will be considered insubordinate and subject to the full range of disciplinary
action, up to and including immediate dismissal. Attempts to alter or substitute the specimen provided will be deemed a refusal to take
the drug test. Disciplinary action taken against an employee found to be using illegal drugs or under the influence of alcohol may
include the full range of disciplinary action up to and including immediate dismissal. The severity of the action chosen will depend on
the circumstances of each case. Intoxication may result in loss of workers’ compensation benefits.
COLCAL will give the same consideration to employees with chemical dependency and alcohol problems as it does to employees
having other health problems. Seeking assistance for such a problem prior to a positive test result will not jeopardize an employee’s
job, whereas continuing problems with performance, attendance, or behavior will. Those employees seeking assistance should contact
their Area Coach or President, Ken Basinger at 970-245-0898.
Acknowledgement & Consent:
By signing below, I acknowledge receipt and understanding of the above written notices, agree to abide by the terms of COLCAL
policy pertaining to drugs and alcohol. I authorize COLCAL dba Taco Bell to procure investigative reports described in this disclosure
form and I release COLCAL dba Taco Bell and/or its agents and any persons or entity, which provides information pursuant to this
authorization, from any and all liabilities, claims or law suits in regards to the information obtained from any and all of the above
referenced sources used.
- 26 -
www.colcal.net
www.colcal.net
Cash Register Policy
Background Check Disclosure, Consent, & Internet, Computer Usage
Notice of Background Check:
I understand that one or more consumer reports concerning my criminal record, driving record, credit history, character,
general reputation, personal characteristics, and mode of living, whichever are applicable, may be procured by COLCAL
dba Taco Bell from time to time.
CA employees only: I would like a free copy of my investigative report.
Internet & Computer usage and Website Confidentiality Agreement:
It is understood that the internet connection and computer is to be used for Taco Bell learning and tools only
(Learning Zone, Answer System, ColCal.net, Team Taco Bell) Any non-Taco Bell activity is in direct violation of
this agreement and subject to disciplinary action. All internet activity will be monitored.
It is understood and agreed to that the below identified discloser of confidential information may provide certain
information that is and must be kept confidential. To ensure the protection of such information, and to preserve any
confidentiality necessary under patent and/or trade secret laws, it is agreed that
1. The Confidential Information to be disclosed can be described as and includes:
Technical and business information relating to proprietary ideas and inventions, ideas, trade secrets, drawings and/or
illustrations, existing and/or contemplated products and services, research and development, production, costs, profit and
margin information, finances and financial projections, customers, clients, marketing, and current or future business plans
and models, regardless of whether such information is designated as “Confidential Information” at the time of its
disclosure.
2. The Recipient agrees not to disclose the confidential information obtained from the discloser to anyone unless required
to do so by law. Failure to follow this process may be unlawful.
3. All usernames and passwords are deemed confidential and are not to be shared with anyone who has not been granted
usage by reading and signing this agreement. Failure to follow this process will result in disciplinary action.
Unacceptable use of the Internet by employees includes, but is not limited to:
1. All sites will be monitored and/or blocked if they are deemed to be harmful and/or not productive to business.
2. The installation of software such as instant messaging technology is strictly prohibited.
3. Downloads of any kind are strictly prohibited.
Unacceptable use of the computer by employees includes, but is not limited to:
1. Changing computer settings is strictly prohibited, such as but not limited to date/time, security, control panel,
screen saver, wall paper.
2. Do not cause physical damage to the computer, such as but not limited to scratching, dropping, spilling food or
drink.
3. Removal of the computer from the restaurant is strictly prohibited and will be handled as theft.
Acknowledgement & Consent:
By signing below, I acknowledge receipt and understanding of the above written notices, agree to abide by the terms
of COLCAL and I authorize COLCAL dba Taco Bell to procure the consumer and investigative reports described in this
disclosure form and I release COLCAL dba Taco Bell and/or its agents and any persons or entity, which provides
information pursuant to this authorization, from any and all liabilities, claims or law suits in regards to the information
obtained from any and all of the above referenced sources used.
- 27 -
- 28 -
www.colcal.net
www.colcal.net
Taco Bell Employee Online and Social Community Protocol
Protocolo en línea y social del empleado de Bell del Taco de la comunidad
Many of you have personal web pages on social community sites such as MySpace,
YouTube, Facebook and others. While it’s a great forum for self-expression, it is important
that you follow proper Taco Bell guidelines and policies.
If you talk about Taco Bell 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 Taco Bell 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 Taco Bell, 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 Taco Bell 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 Taco Bell 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. Taco Bell 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 Taco Bell Media Line at (949) 863-3915. Keep in mind that cameras of any
type are not allowed in our restaurants.
Muchos de usted tienen Web pages personales en sitios sociales de la comunidad por
ejemplo MySpace, YouTube, Facebook y otros. Mientras que es un gran foro para uno
mismo-expresión, es importante que usted sigue las pautas apropiadas y políticas del Taco
Bell.
Si usted habla del Taco Bell en línea (e.g., los blogs, mensaje suben, los foros, los videos, las
fotos, los etc.) se cercioran de por favor que usted sea respetuoso. Todo usted fija puede ser
seguido, y cualquier cosa que rompe la ley y/o Las políticas del Taco Bell podían dar
lugar a la acción disciplinaria. Tenga presente que aunque usted suprime un poste, él se
podría todavía almacenar en línea permanentemente.
Aquí están algunas extremidades para las prácticas en línea y sociales de la comunidad:
• No sea irrespetuoso sobre el Taco Bell, sus empleados, o su clientes. Usted puede
hablar de su trabajo, pero mantiene comentarios positives y no utilice los nombres.
• No fije los videos inadecuados, especialmente cualquier cosa que sucede adentro el
restaurante.
• No fije cualquier pauta operacional del Taco Bell en línea, incluyendo tarjetas de la
estructura del producto, materiales de entrenamiento e identificación visual materiales
del cuadro.
• Haga claro que refrán es su opinión.
• utilice el sentido común al fijar los materiales en línea.
• sea respetuoso del Taco Bell aun cuando que usted está del reloj. No deje las cosas
que usted hace y la opinión refleja mal en se, su trabajo, o su comunidad.
• piense de qué podría suceder. Relaciones públicas del Taco Bell postings en línea de
los monitores. Esté enterado que los crímenes incluyendo hurto, el vandalismo, y las
violaciones del código de la salud serán divulgados al apropiado autoridades.
Además, si alguien está grabando en su restaurante, cualquiera en conducir-por o el pasillo,
llama por favor la línea de los medios del Taco Bell en (949) 863-3915. Tenga presente que
las cámaras fotográficas de ningún tipo no están permitidas en nuestros restaurantes.
Thanks for your understanding and support! Questions, Call the Taco Bell Media line at
(949) 863-3915.
¡Gracias por su comprensión y ayuda! ¿Preguntas? Llame la línea de los medios del Taco
Bell en (949) 863-3915.
- 29 -
- 30 -
www.colcal.net
www.colcal.net
Commitment to L.A.S.T.
El Compromiso a L.A.S.T
- 31 -
- 32 -
www.colcal.net
www.colcal.net
Appearance Policy
Uniform
Shirt must be a Taco Bell shirt provided by the company
• Shirt must be tucked in neatly
• Shirt must be clean, pressed, and collar straight
• Can wear one dark colored undershirt. Shirt must be Black or Purple
Pants will be provided by Taco Bell and are the only ones allowed to be worn
• Pants cannot be baggy or skin tight
• Pants must be hemmed to top of shoes
• Pants must be worn at the waist not on the hips
Must be wearing a Taco Bell belt, trimmed to size
Shoes must be slip resistant and black
• Closed toe and heel
• Clean & Polished
Socks must be dark in color
Name tag should have name engraved and be attached to the shirts eyelets
Hat is on straight, not worn, and eyes are visible
Only approved Taco Bell Jackets can be worn by Drive-Thru Service Champions
Hair
Keep your hair neat, clean and worn above the collar and eyebrows.
Wear your uniform hat to keep hair out of your face and food. (And hairnet, where required by law.)
Hair longer than the base of the neck— including ponytails, braids, and buns—must be restrained to keep
hair from contacting food and/or food contact surfaces and covered with the hairnet.
Do not wear false eyelashes
Facial hair must be neat and clean. Follow these grooming standards:
• Mustaches and goatees must be neatly trimmed to the edge of the mouth. When required by the local
health department, mustaches and goatees must be covered with a beard net.
• A mustache is hair growing on a man's upper lip, under the nose. It may extend down the sides of the
mouth and may also adjoin a beard or goatee.
•
A goatee is a man's beard trimmed to a tuft on the chin. The goatee may be confined to the chin, or may
adjoin the mustache.
•
Sideburns are the growth of hair on the cheek beside the ear. Sideburns must be neatly trimmed and
must not extend past the bottom of the ear.
•
Beards are permitted only for medical or religious reasons. Beards must be neatly trimmed and covered
with a beard net. A note from a doctor or religious leader explaining the justification for wearing a beard
must be in the employee's personnel file.
•
A beard is the growth of hair on the face covering the chin and sides of the face. It may adjoin the
mustache and/or sideburns.
Jewelry
Wear jewelry in moderation.
Do not wear jewelry that dangles (long earrings, loop earrings, and bracelets).
• Earrings may not be larger than ¼".
• Do not wear more than two post or stud earrings in each ear.
• Do not wear hoop or ring earrings.
• Wear the same number of earrings in each ear.
Do not wear jewelry on your arms or hands, except a plain ring such as a wedding band/set on one hand. If
the ring has a stone, you must wear a single-use disposable glove on that hand.
Medical Alert necklaces are allowed if they are not visible or are worn inside the shirt.
Do not wear any body-piercing jewelry that is visible (including tongue rings)
Do not wear a watch on your wrist while handling food. You may wear a watch when not handling food.
Tattoos and Nails
Visible Tattoos are not allowed
Tattoos, if visible, MAY NOT include references to profanity, gang association, or sexual content
Keep fingernails clean and trimmed.
Food Champions: Acrylic and polish (unchipped) acceptable with gloves.
Hygiene and Other Appearance Standards
Don’t wear excessive fragrances; you may wear moderate amounts of cosmetics, deodorant, after-shave,
perfume or cologne.
Bathe daily. Keep face and hands clean
Do not smoke or chew any tobacco product in the restaurant
Do not chew gum in the restaurant
Do not wear or carry any beeper device or cell phone while working
- 33 -
- 34 -
www.colcal.net
www.colcal.net
Attendance Policy
Attendance Tracking Log
Attendance and punctuality are very important to the overall success and efficient operation of any business.
Good attendance and punctuality are essential components of solid employee performance and are measured by
objective standards. Poor attendance and tardiness:
• Disrupts productivity
• Harms morale
• Burdens other team members
• Makes it difficult to adequately serve our guest
Attendance Tracking Log
Date
Absent
Tardy
Name
Reason
FH/VAC
Used
Consequently you are expected to keep regular attendance, be on time, and work your entire scheduled shifts.
When you do not meet these requirements, you will be subject to disciplinary action, which may include
termination.
Definitions:
• “ABSENCE” is defined as any time you are scheduled to work and are unable to report to work or fail to
work your entire scheduled shift, or report to work so late that you are not allowed to work the rest of your
shift. Each day you are absent counts as a separate absence, even if the absences are on consecutive workdays.
Illness, emergencies and other personal reasons for missing work count as an absence, even though your
reason for being gone may be valid and unavoidable. However Family and Medical Leave, Vacation, Jury
Duty, Military Duty, or other leaves of absence provided as employee benefits do not count as “ABSENCE”
when properly requested and approved. (Time off from a scheduled shift that has been approved in writing by
a manager will not be considered an absence).
• “TARDINESS” is defined as any time that you arrive after the scheduled start of you shift, or any time you
are not in FULL UNIFORM and present at your work station at the designated time.
• “NO SHOW” is defined as any time you fail to report to work and fail to call and notify the MIC that you
will be absent.
If you will be absent or tardy for your scheduled shift, provide as much advance notice as possible so that your
manger can find a replacement. Notice of less than 2 hours before your shift in not adequate.
An absence will generally result in DISCHARGE when:
• You are absent and do not call to explain your failure to report to work. “NO SHOW”
• You give a reason for your absence that is untrue, misleading, or unacceptable.
• The number of absences exceeds 12 days in a 12 month period, or 3 days in the past 3 month period
prior to your most recent absence.
A tardy will generally result in DISCHARGE when:
• You are tardy and do not call in, as required, to explain your failure to report to work on time.
• You give a reason for your tardiness that is untrue, misleading, or unacceptable.
• You are late more than 3 times within any 30 day period.
ANY employee who fails to report to work for 2 consecutive scheduled shifts WITHOUT CALLING in will be
deemed to have voluntarily quit.
Employment at Taco Bell is at-will. This attendance policy does not alter, amend or modify Taco Bells right
to terminate employment at-will, or for fewer absences or tardies that are provided for above, or under other
- 35 -
- 36 -
www.colcal.net
www.colcal.net
California Employee’s Wage Info
WORKERS’ COMPENSATION
NOTICE TO EMPLOYEE
Labor Code section 2810.5
Effective January 1, 2012, California Labor Code section 2810.5(a) requires that the following information be provided to each
employee at the time of hire in the language the employer normally uses to communicate employment-related information. Exceptions
to this requirement are indicated on the next page. This notice is available in other languages at www.dir.ca.gov/DLSE.
EMPLOYEE
Insurance Carrier’s Name: Employers
Address: P.O. Box 71088 Charlotte, NC 28272-1088
Telephone Number: 1-888-682-6671
Policy No.: _EIG 1407071 00________________________
Employee Name:
Hire Date:
□ Self-Insured (Labor Code 3700) and Certificate Number for Consent to Self-Insure:________________________
ACKNOWLEDGMENT OF RECEIPT
EMPLOYER
Name of Employer:
ColCal California, Inc. dba Taco Bell
___________________
(PRINT NAME of Employer representative)
(PRINT NAME of Employee)
(SIGNATURE of Employer representative)
(SIGNATURE of Employee)
(Date provided to employee & signed by representative)
(Date received by employee & signed by employee)
(Check all that apply): □ Sole Proprietor X Corporation □ Limited Liability Company □ General Partnership
□ Other type of entity:
__
____________________________________________________
□ Staffing agency (e.g., temp agency or PEO)
Other Name Employer is doing business as (if applicable):
dba Taco Bell
Physical Address of Main Office: 2764 Compass Dr. Ste 101, Grand Junction CO 81506____________
Labor Code section 2810.5(b) requires that the employer notify you in writing of any changes to the information set forth in this
Notice within seven calendar days after the time of the changes, unless one of the following applies: (a) All changes are reflected on a
timely wage statement furnished in accordance with Labor Code section 226; (b) Notice of all changes is provided in another writing
require by law within seven days of the changes.
Employer’s Mailing Address: 2764 Compass Dr. Ste. 101, Grand Junction CO 81506
Employer’s Telephone Number:
970-245-0898 Extension 322 for Human Resources or 321 for Payroll
If the worksite employer uses any other business or entity to hire employees or administer wages or benefits, complete the
information above for the worksite employer, complete the information below for the other business, and complete the remaining
sections. If there is no other business or co-employer, or if the only other business is a recruiting service or a payroll processing
This Notice is NOT required if (a) you are directly employed by the state or any political subdivision thereof, (b) you are an
employee who is exempt from the payment of overtime wages by statute or wage order, or (c) you are covered by a collective
bargaining agreement that expressly provides for wages, hours of work and working conditions, and provides for premium wage rates
for all overtime worked.
service, skip the rest of this section, and complete the remaining sections.
The full text of Labor Code section 2810.5 may be found at www.leginfo.ca.gov/calaw.html. Check “Labor Code” and search for
“2810.5” in quotes.
Name of Other Business:
This other business is a:
The employee’s signature on this notice merely constitutes acknowledgement of receipt. In accordance with an employer’s
general recordkeeping requirements under the law, it is the employer’s obligation to ensure that the employment and wage-related
information provided on this notice is accurate and complete. Furthermore, the employee’s signature acknowledging receipt of this
notice does not constitute a voluntary written agreement as required under the law between the employer and employee in order to
credit any meals or lodging against the minimum wage. Any such voluntary written agreement must be evidenced by a separate
document.
□ Professional Employer Organization (PEO) or Employee Leasing Company or a Temporary Services Agency
□ Other:
Physical Address of Main Office:
Mailing Address:
Telephone Number:
WAGE INFORMATION
Rate(s) of Pay:
Rate by (check box):
____
□ Hour
□ Shift
Overtime Rate(s) of Pay:
□ Day
□ Week
□ Salary
_____________
□ Piece rate
□ Commission
□ Other (provide specifics):
Employment agreement is (check box): □ Oral
□ Written
X At Will
Allowances, if any, claimed as part of minimum wage (including meal or lodging allowances):____________________
Regular Pay Day: TACO BELL restaurants have a two-week pay period. Each pay period begins on a Wednesday and ends the
second Tuesday after. Taco Bell guarantees payment of wages to be available the Tuesday following the end of the pay period
- 37 -
- 38 -