Restaurant Orientation Handbook

Transcription

1 Restaurant Orientation Handbook Welcome to the Team! Name Store Number Manager Name Store Phone Number - 2 -

2 Table of Contents Section 1: Your Employment at Taco Bell At-Will Employment Policy Work Schedules & Reporting Your Hours Worked Rules for Rest Breaks, Meal Periods & Discounted Meals Your Pay Vacation Policy & Your Employee Benefits Rules for Parking & Personal Belongings Section 2: Taco Bell Team Member Code of Conduct Code of Conduct for Working with Others Code of Conduct for Personal Conduct & Safety Section 3: Team Member Training Schedule Section 4: Policies Our Union Free Philosophy s Consecutive Leave Policy Leave Requests Payment of Wages Safety, Medical Provider, Foul Language Policies Harassment in the Work Place - Zero Tolerance Policy Drug & Alcohol Free Workplace Background Check Disclosure, Consent, & Internet, Computer Usage Cash Register Policy Taco Bell Employee Online and Social Community Protocol Protocolo en línea y social del empleado de Bell del Taco de la comunidad Commitment to L.A.S.T El Compromiso a L.A.S.T Appearance Policy Attendance Policy Attendance Tracking Log California Employee s Wage Info 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 Section 1: Your Employment at Taco Bell At-Will Employment Policy 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. 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. Note: No other officer, manager or representative of TACO BELL may waive the terms and requirements of the At-Will Employment Policy. 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

3 1 Work Schedules & Reporting Your Hours Worked 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. 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. 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. 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 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. 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

4 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. It is important to know about your pay period and paycheck. 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. 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. Bring questions about your pay to your manager s attention. You can find Visa Paycard information on the following websites: SAMPLE PAY PERIOD CALENDAR Important: If you are not being paid for all hours worked, speak with your RGM, AC, MC, Human Resources representative. Sund ay Mond ay Tues day Wednes day Thurs day Frida y Satur day See Policy section for more details on Pay Pay Period 1 Starts Pay Period 1 Ends Pay Period 1 Payday 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. Ask your RGM about our company s policy. 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

5 Vacation Policy & Your Employee Benefits 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 WHEN you have worked One week of paid time off Six (6) months of continuous (maximum of 2 weeks per service. 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 Four (4) months of continuous service. 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 Vacation Policy & Your Employee Benefits continued Benefits for RGM, AGM: 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 & Care Reserve Accounts (Cafeteria Plan). As a salaried manager, 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. 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. 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, Benefits for Shift Leads and Team Members: you are entitled to these benefits: Type of Benefit The benefit takes effect On-the-job training (training in current and future jobs at Taco Bell) The first day of hire and as you progress in your career with Taco Bell. Workers Compensation insurance (coverage for expenses involving any work-related injury or illness) The first day of hire. Discounted Health Club Membership The first day of hire. IRA 2 types The first day of hire. Shift Leaders 1 Free Meal per work day. Team Members 50% off Meal per work day. Medical, dental, and life insurance& Health Expense & Care Reserve Accounts (Cafeteria Plan). Information About Benefits: 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

6 Rules for Parking & Personal Belongings 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 Section 2: Taco Bell Team Member Code of Conduct To keep TACO BELL a safe, fun place to work, there is a code of conduct that all restaurant employees must follow. 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. 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. 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

7 Code Code of Conduct for Working with Others Code of Conduct for Working with Others continued Code of Conduct Description Code of Conduct Description 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 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. down before responding. Threaten others. Express yourself in a calm, Use abusive language. respectful way. Fight or cause harm. 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. Religion. National heritage. Race. Color. Age. Disability. Sexual orientation. Marital status. Veteran status. 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. Wife. Son. Cousin. Sister. Uncle. Aunt. Niece. Daughter. Brother. Parent. In-law. Grandparent. 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: Supervisor. Vendor. Co-worker. Guest. Don t harass others, cont. Code of Co 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. 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: Race. Color. Age. Sex. Religion. National heritage. Disability. Sexual orientation. Marital status. 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

8 Code of Conduct for Personal Conduct & Safety Code of Conduct for Personal Conduct & Safety continued Code of Conduct Description Code of Conduct Description Keep good attendance and be timely Don t steal or damage property Don t share confidential information Be honest 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 Will be late. Can t work a scheduled shift. Must leave your shift early. THEN Give your manager two (2) hours notice so he/she can find a substitute for you Get permission from the Manager In 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. 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. 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 Be drug and alcohol free Don t break the law Report violations 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 Convicted of the following while you are employed: Felony. Crime of dishonesty. Violent crime. Charged with a serious crime 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: 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

9 2 6 Code of Conduct for Personal Conduct & Safety Continued Code of Conduct for Personal Conduct & Safety continued Code of Conduct The Open Door Policy Follow Personal Appearance Standards 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. 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) ext. 322 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 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. 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. Code of Conduct Follow Personal Appearance Standards 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 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 Food Safety Rules Think Safety! 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

10 Section 3: Team Member Training Schedule Team Member Name: Date Hired: RGM: Date Shift Topic (Cards#) Trainer Note: You will be paid for your time spent in training

11 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 s Consecutive Leave Policy 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. Family & Medical Leave, floating holiday benefits & vacation benefits provide eligible employees time off for either emergency or leisure reasons. Leave Requests Leave requests must be in writing - ask your manager for a Leave Request form when requesting leave Payment of Wages 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 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. Voluntary Retirement Savings Plan: This program is voluntary and will allow you to contribute to a retirement plan of your choice. Contact our 3 rd party investment company representative Penny 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. 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, 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

12 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 $ 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 Job Care 298 Vermont Ave., Dinuba, phone number is Job Care, th Street, Reedley, phone number is Job Care, 1142 Rose Ave., Suite B, Selma, phone number is Wasco Medical Plaza at th St. Wasco, phone number is Comprehensive Medical Group, 1230 Jefferson Street. Delano, phone number , 16535, 22639, Valley Industrial & Family Medical, 225 S. Chinowth, Visalia, phone number is Colorado: Western Medical Associates located at 1060 Orchard Avenue. The phone number is or Foresight Family Physicians located at 2503 Foresight Circle. The phone number is 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. Harassment in the Work Place - Zero Tolerance Policy 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) Mike Gonzales Director of Operations (559) Dawn Needham California Area Coach (559) Ken Basinger President (970) ext. 325 Fredy Orellana California Area Coach (707) Brandy Parris Human Resource Manager (970) 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. 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

13 Drug & Alcohol Free Workplace 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 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. 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 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

14 Background Check Disclosure, Consent, & Internet, Computer Usage Cash Register Policy 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

15 Taco Bell Employee Online and Social Community Protocol 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) Keep in mind that cameras of any type are not allowed in our restaurants. Thanks for your understanding and support! Questions, Call the Taco Bell Media line at (949) Protocolo en línea y social del empleado de Bell del Taco de la comunidad 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) Tenga presente que las cámaras fotográficas de ningún tipo no están permitidas en nuestros restaurantes. Gracias por su comprensión y ayuda! Preguntas? Llame la línea de los medios del Taco Bell en (949)

16 Commitment to L.A.S.T. El Compromiso a L.A.S.T

17 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

18 Attendance Policy 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 Burdens other team members Harms morale Makes it difficult to adequately serve our guest 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 Attendance Tracking Log Attendance Tracking Log Name Date Absent Tardy Reason FH/VAC Used

19 California Employee s Wage Info NOTICE TO EMPLOYEE Labor Code section Effective January 1, 2012, California Labor Code section (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 EMPLOYEE Employee Name: Hire Date: EMPLOYER Name of Employer: ColCal California, Inc. dba Taco Bell (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 Employer s Mailing Address: 2764 Compass Dr. Ste. 101, Grand Junction CO Employer s Telephone Number: 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 service, skip the rest of this section, and complete the remaining sections. Name of Other Business: This other business is a: 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 Insurance Carrier s Name: Employers Address: P.O. Box Charlotte, NC Telephone Number: Policy No.: _EIG WORKERS COMPENSATION Self-Insured (Labor Code 3700) and Certificate Number for Consent to Self-Insure: ACKNOWLEDGMENT OF RECEIPT (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) Labor Code section (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. 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. The full text of Labor Code section may be found at Check Labor Code and search for in quotes. 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. Rate(s) of Pay: Overtime Rate(s) of Pay: Rate by (check box): Hour Shift 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 : 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