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Salaried Employee Handbook Appt Corporation Ltd and Appt

Management Service Ltd

Revised August 2019

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Salaried Employee Handbook Contents INTRODUCTORY SECTION

Page 1.1 Introduction to the Salaried Employee Handbook 4 1.2 Message to New Employees 5 1.3 Our Company Values 6 1.4 Ronald McDonald House Charities 7 1.5 Our Environment 7 1.6 People Stuff 8 1.7 Internal Communication 8

CONTRACTUAL SECTION Terms and Conditions

2.1 Place of Employment and Mobility 9 2.2 Hours of Work 9 2.3 Pay 10 2.4 Deductions / Repayments 10 2.5 Eligibility to Work in the UK 11 2.6 Data Protection 11 2.7 Probationary Period 12 2.8 Performance Management Policy 12 2.9 Service Recognition Awards Programme 13 2.10 Private Medical Care 13 2.11 Holiday Entitlement 14 2.12 Holiday Pay 15 2.13 Sabbatical Leave Programme 15 2.14 Sickness Absence and Notification Procedure 16 2.16 Period of Notice 18 2.17 Garden Leave 18 2.18 Acts of Discipline and Sanctions 18 2.19 Confidentiality 19 2.20 Conflicts of Interest 19 2.21 Outside Business Interests 20 2.22 Standards of Business Conduct 20 2.23 Receiving Gifts 20 2.24 Canvassing 21 2.25 Requests from the Media 21 2.26 Use of the Internet and Other Company Equipment 21 2.27 Social Media Policy 21

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NON-CONTRACTUAL SECTION

3.1 Whistleblowing 26 3.2 Business Expenses 26 3.3 Telephone Use 27 3.4 Bonus Scheme 27 3.5 Employee Discounts 27 3.6 Pension Scheme 28 3.8 Health & Safety 28 3.9 Hygiene & Food Safety 33 3.10 Appearance Guidelines 35 3.11 Meal Arrangements 37 3.12 Diversity & Inclusivity Policy 37 3.13 Flexible Working 38 3.15 Maternity Leave 38 3.14 Adoption Leave 39 3.15 Paternity Leave 39 3.16 Parental Leave 39 3.17 Shared Parental Leave 40 3.18 Domestic Leave 40 3.19 Jury Service 40 3.20 Funeral / Compassionate Leave 40 3.21 Reserve Forces Leave 40 3.22 Personal Leave 40 3.23 Training Policy 41 3.24 Discipline Procedure 41 3.25 Appeal Procedure 46 3.26 Criminal Acts 47 3.27 Grievance Procedure 47 3.28 References 48 3.29 Transfer of Ownership 48 4.1 Office Address and Contact

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INTRODUCTORY SECTION

1.1 Introduction to the Salaried Employee Handbook This is the Salaried Employee Handbook for employees of Appt Corporation Ltd and Appt Management Services Ltd. It is divided into two main sections, Contractual and Non-Contractual. The Contractual section, together with an employee’s Statement of Terms and Conditions of Employment, sets out the main terms and conditions relating to their employment with Appt Corporation and Appt Management (the Company) and is legally binding on behalf of the Company and the employee. The Non-Contractual and introductory sections provide information which relates to employment but which does not form part of the terms and conditions of employment. Further policies and procedures mentioned in this handbook are available from the People Team. Please note that policies available via the McDonald’s Intranet relate to employees of McDonald’s Restaurants Limited and are not applicable to your employment. Policies and other matters set out in this handbook are necessary for a business; they help us function in an efficient and orderly manner. Throughout the handbook we have used the generic term “manager” to describe an employee’s immediate Reporting Manager, unless otherwise stated. Salaried employees should read this handbook carefully. Any questions that may arise can be answered by their manager or the Managing Director. Employees must comply at all times with any Company rules, policies and procedures in place relating to diversity, discrimination, harassment, health and safety and any other rules and procedures introduced by the Company. Breach of any Company rules, policies or procedures may result in disciplinary action, including dismissal. We reserve the right to make changes to this handbook and amend existing policies or to introduce new policies at any time. As changes are made, these will be communicated to all employees. Any changes to future legislation will be incorporated at the appropriate time. This handbook supersedes all previous handbooks and, in so far as matters within it are defined as contractual, is incorporated into your terms and conditions of employment.

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1.2 Message to New Employees

I would like to welcome you to Appt Corporation Ltd trading as McDonald’s. You are joining a Company with a positive culture dedicated to developing our staff at every level. We’re so focused on making our customers happy that we want to become the UK’s best-loved restaurant company. McDonald’s arrived in the UK in the seventies and have continued to change to keep ahead of the game. At Appt Corporation, the way we do things shapes who we are. We’re all about being customer obsessed, and celebrating those special feel good moments with our customers and each other. And we’re up for creating an even better restaurants through living our great behaviours every day through the Vital Ingredients and by recognising great behaviour, helped by Food for Thoughts.

We take pride in our work and treat our customers, and each other, with respect – so there are rules for how we behave and what happens if we do something wrong. It’s all explained in this handbook where all our company policies are clearly outlined. Ask your reporting manager or HR team for further details of policies. Please read them carefully, so we’re all clear about doing the right thing.

I recognise that the key to our continued success lies with Our People and we pride ourselves on our diverse, ambitious and motivated team. All of us, whatever job we do, play an important role in bringing McDonald’s and Appt Corporation’s vision to life. To help you succeed we provide you with the training and tools you need to do your job well, we understand that our investment in you will be an investment into the continued growth of the Company. I am delighted to welcome you to our team.

Welcome to Appt Corporation! In joining Appt Corporation Ltd you are part of an organisation that contributes to the success and reputation of McDonald’s in the UK. Your employment is with Appt Corporation - but to our customers there is little difference.

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1.3 Our Company Values Our Company values are aligned with McDonald’s Restaurants Limited’s values in that we aspire to be our customers’ favourite place and way to eat… to achieve this mission, our actions as individuals and as a system, must reflect our values. We place the customer experience at the core of all we do Our customers are the reason for our existence. We demonstrate our appreciation by providing them with high quality food and superior service, in a clean, welcoming environment, at a great value. Our goal is Quality, Service, Cleanliness and Value (QSC&V) for each and every customer, each and every time. We are committed to our people We provide opportunity, nurture talent, develop leaders and reward achievement. We believe that a team of well-trained individuals with diverse backgrounds and experiences, working together in an environment that fosters respect and drives high levels of engagement, is essential to our continued success. We believe in the McDonald’s System As a Company, we mirror the McDonald’s business model, depicted by the “three-legged stool” of owner/operators, suppliers and Company employees. This is the foundation of our Company, and the balance of interests among the three groups is key. We operate our business ethically Sound ethics is good business. We hold ourselves and conduct our business to high standards of fairness, honesty, and integrity. We are individually accountable and collectively responsible. We give back to our communities We take seriously the responsibilities that come with being a leader. We help our customers build better communities through supporting Ronald McDonald House Charities. We grow our business profitably We work to provide sustained profitable growth for our shareholders. This requires a continuing focus on our customers and the health of our system. We strive continually to improve We are a learning organisation that aims to anticipate and respond to changing customer, employee and system needs through constant evolution and innovation.

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1.4 Ronald McDonald House Charities

Ronald McDonald House Charities (RMHC) has been McDonald’s charity of choice in the UK for over 20 years Appt Corporation provides ongoing support to the charity. Thanks to RMHC, families with seriously ill children in hospital can live in a safe and supportive Ronald McDonald House, free ‘home away from home’ accommodation just a stone’s throw from the hospital. There are currently 14 Ronald McDonald Houses and 29 sets of Ronald McDonald Family Rooms providing over 400 bedrooms every night, 365 days a year. The Charity’s biggest source of income comes from the collection boxes in McDonald’s restaurants (both Company owned and franchised) through which customers give millions of pounds each year. www.rmhc.org.uk

1.5 Our Environment The Company takes its environmental responsibilities very seriously. Our overall vision is to use our scale to maximise our positive environmental impact. We are continually looking for ways to reduce our environmental footprint to ensure that our operations today do not have a negative effect on the lives of future generations. The overall principle used is that of ‘Reduce, Re-Use, Recycle’, and there are a number of initiatives underway to help us to do this. Highlights include: Reduce We are very focused on reducing energy consumption to reduce our carbon footprint. Everyone in restaurants can help by turning equipment off when not in use. We are also constantly looking at ways to reduce our overall environmental impact, from the amount of water we use to the waste we produce. One of the most effective ways is through reducing the amount of materials used per product through redesigning lighter, thinner packaging. This means fewer raw materials and less waste, whilst maintaining safety, hygiene and portability. Reducing litter is an on-going target in supporting our local communities. McDonald’s were the first restaurant in the sector to introduce ‘litter patrols’, reflecting the importance we place in this key area Recycle We use our delivery trucks to pick up cardboard and used cooking oil from restaurants for recycling. The used cooking oil is converted to biodiesel to power the delivery fleet. Much of our packaging contains recycled material. Drink carriers, take out bags and napkins are made from 100% recycled materials. Re-use We re-use the hard plastic containers used to deliver hamburger buns and Coca-Cola by sending them back to the factory to be washed and re-used again and again. Our environmental activities are developing rapidly as the consumer infrastructure and legislative backdrop changes, but our principle of maximising our positive environmental impact remains constant.

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We will continue to pursue initiatives that are not only good for the Environment but also good for the Brand and good for the Business.

1.6 People Stuff People Stuff is our Human Resources and Training System which allows employees to enter and amend their personal information and manage direct reports on a “self-service” basis. Employees can manager their own personal information, view their job, salary and training history, download their payslip, search for and book their training courses, and enroll on selected training courses(s) (subject to approval by their manager).

1.7 Internal Communications Internal communications within Appt Corporation happens through different forums in order to;

1. to help people do their job better 2. to help people feel better about their jobs and build a sense of community 3. to create ambassadors for the brand with friends and family

Forms of communication channels: Franchisee Operations Update and Franchisee News These are business newsletters distributed electronically on a weekly basis capturing all audiences, operations based employees and from the franchising community. They are distributed at the same every week and provide the recipients with essential business information and focus for the week ahead. Intranet This is the internal internet site, a one-stop shop for users, providing relevant information as well as highlighting current initiatives. It is a vital tool for business priorities and campaigns. NABIT (Nuts and Bolts Integration Team) Focusing on Operation Excellence, the NABIT process provides a system where information and tools can be packaged together and cascaded throughout the business to relate to the Company Strategic Plan. Our vision to be the best restaurant experience, passionately people focused and customer obsessed and to always inspire our people through the execution of McDonald’s five critical success factors people, product, place, promotion and price. It is delivered via one of two methods, through NABIT updates, booklets which are delivered to restaurants informing them of new initiatives or updates or NABIT bundles, our shoulder to shoulder training sessions which take place in restaurants. Company News From time to time the Company will communicate important updates through email, posters, and at our quarterly Business Managers meetings.

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CONTRACTUAL SECTION Terms and Conditions of Employment

2.1 Place of Employment and Mobility Employees may be required to move to another restaurant or office base (which is within reasonable travelling distance) on a permanent or temporary basis as determined by the Company due to operational requirements and/or to broaden their Company experience. Although the Company will endeavour to base employees as near to their home as possible, it is nevertheless a condition of employment that employees will move location as and when asked to do so provided that the appointment is not inferior in terms of salary.

2.2 Hours of Work Hours of work depend on your job and location and are fully flexible unless otherwise agreed. Operations Management Restaurant Salaried Management have no fixed hours of employment, but the Company endeavours to operate a 5 day working week, which will include weekends, evenings and nightshifts, including 24/7 opening hours of restaurants where applicable. Shift patterns will attempt to ensure that every salaried manager should have at least one weekend off per month. The Company reserves the right to make changes in hours due to operational requirements. All shift patterns must comply with the requirements of the Working Time Regulations. Restaurant management must also ensure that they take adequate rest breaks whilst on shift. Days off in lieu for working must be taken within two calendar months or they will be forfeited, unless otherwise agreed with their manager. Office Staff For our office based staff, the normal hours of working are 9.00am to 6.00pm, Monday to Friday. It is not our Company policy to pay a premium payment, but it is recognised that in certain job roles overtime may be necessary of which an employee would be notified of by their reporting manager. Where this is the case, time off in lieu should be taken. Overtime should only be worked with advance agreement from an employee’s manager. There may be some variation to these hours for staff in certain job roles and these will be notified individually to those concerned.

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2.3 Pay Pay Procedure Salaried employees with Appt Corporation Ltd will receive monthly payment in arrears on the last day of each month. The salary payment is by direct transfer to their own account. Their salary can be paid directly into a bank account or most building society accounts. Salaried employees with Appt Management Services Ltd will be paid their salary in arrears on the last day of each month by direct transfer to their own account. Where either of these dates is not a business day (i.e. Monday to Friday) payment is advanced to the nearest business day. If an employee changes their bank/building society account number, branch or name, they must change by using People Stuff or alternatively in writing to Payroll. Your Pay Slip can be viewed online and/or printed from My Stuff at each payroll period. For tax queries, employees may contact the tax office below, which deals with all Company employees. Her Majesty’s Revenue & Customs (HMRC) Pay As You Earn Queensway House PO Box 1970 Liverpool L75 1WX Website: www.gateway.gov.uk Quote reference 961/BZ92035 and NI Number. Location Weighting Allowance Location Weighting Allowance is applicable to operations based employees. Depending on your place of employment you may be entitled to a Location Weighting Allowance. Operation based management working within the M25 and in other locations identified by the Managing Director as appropriate will receive a Location Weighting Allowance. This allowance does not form part of your basic pay and will cease if you transfer to a non-designated restaurant. It is paid with your salary on the normal pay days and is subject to income tax and national insurance contributions. Cash for Car Allowance Cash for car allowance is applicable to operations based employees from Business Manager and above. To be entitled for cash for car allowance you must hold a full driving license. This allowance does not form part of your basic pay and will cease if you lose your license or disqualified from driving. It is paid with your salary on the normal pay days and is subject to income tax and national insurance contributions.

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2.4 Deductions/Repayments Employees authorise the Company to deduct from their salary (including but not limited to any outstanding holiday pay, sick pay and pay in lieu of notice) any amounts which are owed by them to the Company. This includes Company loans, expenses, relocation assistance, and overpayment of holiday or travel allowance. This also includes any payments, which an employee may owe due to damage to or loss of Company property.

2.5 Eligibility to Work in the UK All employees may at any time be required to provide evidence, satisfactory to the Company, of their right to live and work in the UK. This is a legal requirement. If an employee cannot provide the relevant information they will no longer be scheduled shifts and their employment with the Company may be terminated. If an employee’s right to enter the UK is limited by time, then their continued employment is subject to them being able to satisfy the Company, on at least an annual basis, that they have a continuing right to live and work in the UK. Guidelines on Eligibility to Work in the UK are available from the People Team.

2.6 Data Protection We need to process the personal information (including sensitive personal data) that has been provided by employees to the Company or that the Company acquires about them. Employees agree that the Company may process this information for any administrative and management purposes connected with their employment and any retirement benefits scheme; for example, in order to calculate pay, to make payments, to make decisions regarding potential promotion or disciplinary action and to send work-related items to home addresses, where applicable. Personal information may be disclosed to third parties contracted by the Company for the same purposes. Additionally, the Company may transfer this information out of the UK to countries that do not have laws, or have different laws, relating to data protection (such as the USA). Employees must keep the Company informed of any changes to personal details, such as home address, marital status, bank details and next of kin by updating your personal details on My Stuff. In the course of their employment, employees may have access to personal information relating to other people. They must treat this information in the strictest confidence and take all steps as may be specified by the Company to prevent the unauthorised disclosure of any such information or any processing of it which may be contrary to the provisions of the Data Protection Act 1998 (as amended and superseded from time to time). Failure by employees to take such steps as have been specified by the Company or any unauthorised disclosure or processing of personal information may constitute gross misconduct and may result in summary dismissal. A copy of the Company’s Privacy Statement policy is available from the People Team.

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2.7 Probationary Period If an employee does not have any continuous previous employment with the Company or McDonald’s (where a TUPE transfer has occurred), their employment will be subject to a probationary period. Operations Management Your appointment through promotion to a Salaried Employee is subject to a probationary period of 6 months, Should the Company not be satisfied with your performance period, your appointment as a Salaried Employee may be terminated. In that event your position and hourly rate shall revert back to the rate prevailing at the time prior to your employment as salaried employee. The Company may, at its discretion, can extend this period for up to a further three months. Office Staff This period will last for three months (unless varied by an individual’s employment contract) from the date of commencement of employment or as specified in their Statement of Terms and Conditions. The Company may, at its discretion, can extend this period for up to a further three months.

2.8 Performance Management Policy The Company policy is to “pay for performance”. Our

performance development system is constructed in such a way that our best performers will be rewarded with higher percentage increases to their salary when it is reviewed. Performance reviews are a basic ingredient of our performance development system. Performance review meetings should occur before a salary increase is recommended or approved by a manager. At that time, a review of past performance and objectives is discussed and development activities agreed. Support and coaching is available to all employees if they are experiencing performance difficulties and if it is appropriate in the circumstances. Overall performance will be classified in one of four performance levels. Listed below are the current definitions for each performance grade. These may vary periodically:

PEFORMANCE REVIEW (PR) RATING DESCRIPTION

4 Exceptional Performance

3 Significant Performance

2 Some Improvement Required

1 Unacceptable Performance

The current percentage increases are available from the People Team. These percentages may change from year to year and may be decreased, increased or remain the same at the Company’s absolute discretion. Promotional Increase Guidelines If an employee is promoted, their salary will normally be increased in line with their previous annual performance review grade. The current percentage promotion increases are available from People Team.

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Maximum Salary Policy Employees who have reached the maximum salary for their job role will normally receive a performance review at the appropriate time but may only receive 50% of any increase they would have been awarded. Current salary scales, including maxima are available from the People Team. Performance Review Frequency Performance reviews will usually be carried out on a six monthly basis during their employment. A review of pay, based on performance will be carried out annually. General There is no guarantee that an employee’s salary will be increased in any one year. Office Staff Grading All office staff are graded into one of ten job grades. These align all office based jobs into broad bands. Job grade determines the salary and benefits applicable to each grade.

2.9 Service Recognition Awards Programme Employees are eligible for service awards which recognise continuous service with the Company. Only continuous periods of service will count towards eligibility. Service recognition awards will be made after the following Company service milestones:

Service Milestone Value of Award

5 years £75

10 years £200

15 years £350

20 years £500

25 years £750

30 years £1,000

2.10 Private Medical Care The Company provides employees, their spouse or civil partner and any dependent children up to the age of 21 (the full definition of dependent child/children can be found in the Scheme Booklet which is available from the People Team. Free membership of a private medical care scheme is subject to eligibility and the rules of that scheme as may be amended from time to time. Employees are eligible if they have six months continuous service for restaurant management. In the case of employees who were promoted to salaried employment from hourly paid employment, their hourly paid period of service will be taken into account when assessing their eligibility for private medical care. General Full details of this scheme are forwarded annually to employees by AXA PPP Healthcare, who runs the scheme. Additionally, the Scheme Booklet can also be found on the Intranet.

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Claims may be made by calling the AXA PPP Helpline - 01892 504 472. The Inland Revenue regards membership of the scheme as a ‘benefit in kind’ and will assess the subscriptions the Company makes on behalf of employees for income tax liability. This liability will be collected through Payroll along with other income tax.

2.11 Holiday Entitlement Annual Holidays The Holiday Year runs in line with the calendar year (i.e.1st January to 31st December). Annual holiday entitlement for full time employees (part-time employees are pro rata) is shown in the following table: Service Operations Management Office Staff

Under 1 years’ service 2.5 days* per complete calendar month’s service

1.70 days per complete calendar month’s service

Over 1 years’ service 30 working days* 20 working days plus bank holidays

* For operations management holiday entitlement is inclusive of all public / bank holidays. Office Staff In addition to their holiday entitlement, office staff are entitled to the usual eight public / bank holidays (pro-rata for part-time employees) each year or days off in lieu of these holidays, depending on their work schedule and as agreed by their manager. Public/bank holidays that occur during a period of annual leave do not count against an office employees annual leave allowance. Days off in lieu for working public / bank holidays must be taken within two calendar months or they will be forfeited, unless otherwise agreed with their manager. General Holidays must be arranged with the specific agreement of an employee’s manager to take into account operational requirements. At least four weeks’ notice must be given by an employee before any holiday is taken. Unless there are exceptional circumstances, more than 2 weeks at a time cannot be taken without obtaining prior permission. Holiday entitlement cannot be carried forward to the next year unless holidays have not been taken due to operational requirements. In this case, an employee must obtain written confirmation from their manager. The amount of holiday entitlement that can be carried over is limited to 5 days for full-time employees or in the case of part-time employees, the equivalent is calculated on a pro-rata basis. Holidays during busy trading periods, e.g. during December, will not normally be allowed unless in exceptional circumstances and/or at the discretion of an employee’s manager. If an employee changes from full-time to part-time, or vice versa, part way through a leave year, their allowance for that year will be pro-rated to take into account of the change and leave already taken will be deducted accordingly.

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2.12 Holiday Pay Where an employee is employed for part of the calendar year only (either on commencement or termination of salaried employment) they will be entitled to paid holiday pro rata to the number of complete calendar months worked. On termination of employment, where an employee has taken more or less holiday than their accrued holiday entitlement, an adjustment (based on an employee’s normal rate of pay) will be made in their final salary payment. The adjustment will be either by way of deduction, if more entitlement has been taken, or by way of an additional payment where less entitlement has been taken, calculated on a pro rata basis. Employees dismissed for gross misconduct, who resign without notice, or who are absent from work without explanation and fail to return despite formal Company communication, will only be entitled to the basic holiday entitlement which has been accrued under the Working Time Regulations 1998 (and any subsequent amendments). They will not be entitled to any additional contractual holiday pay they may have accrued. Any additional holiday given is non-contractual. Employees cannot take holiday after notice to terminate employment has been given by either the employee or the Company, unless this has been agreed by the employee’s manager at the time.

2.13 Sabbatical Leave Programme The Company believes that employees that have been with Appt Corporation for a substantial period of time will lend a unique and valuable perspective to our business. To benefit from the knowledge and experience which these employees have acquired, the Company operates a sabbatical leave programme. By “sabbatical” we mean a programme which allows long term employees the opportunity to reflect on their job, career, and the overall operation of the business away from the daily pressures at work. This time should be spent in any way that will contribute to the employee’s professional and personal growth with Appt Corporation. Eligibility Salaried employees will receive one eight week sabbatical for every ten years continuous service with the Company (subject to eligibility). However in order to be eligible for sabbatical leave an employee must have completed five years as salaried employee. Once an employee becomes eligible for their first sabbatical, they will be eligible for their next one 10 years from that date. There is no pay in lieu of sabbatical if an employee leaves the Company without taking it. Sabbaticals cannot be taken whilst a period of notice is being worked. If an employee has been off for more than 26 weeks (other than maternity, shared parental, or adoption leave), their sabbatical cannot be taken unless they have returned to work for a minimum of 6 months prior.

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Full details along with full eligibility requirements is contained in the Sabbatical Leave Programme policy available from the People Team.

2.14 Sickness Absence and Notification Procedure In the event of unavoidable absence from work due to sickness or injury, employees must inform their manager at least two hours before the start time of the first day of absence, or as soon as reasonably possible. An explanation should be provided as to why they cannot attend work, and where possible they should give an indication of when they may be likely to return. Text and e-mail messages are not acceptable. In exceptional circumstances where an employee is unable to make the call personally, they must ensure that the person contacting the manager on their behalf relays the information above. Failure to follow the correct reporting procedure may result in an absence being unpaid and the disciplinary policy being invoked. When absent for any reason, all employees must maintain regular contact with their manager during the period of self-certification and on a regular basis thereafter, advising them of a likely return date. If the absence lasts for more than three days and up to seven days a “self-certificate” must be completed by the employee. The self-certificate is available from their manager, GP or DWP (Department for Works and Pensions) Office and should be completed immediately on their return to work. If the absence lasts for more than seven days a Fit Note must be provided at the employee’s own expense (and subsequent Fit Notes to cover their full period of absence) stating the nature of the illness, length of sickness absence and likely return date. The employee must ensure the manager receives all Fit Notes. Payment of Salary Company Sick Pay – The section is Non Contractual and ONLY applicable to employees that qualify as per the previous terms and conditions of their contract under TUPE, Not applicable to employees on Appt Corporation contract. a) For employees with consecutive periods of employment: Provided employees comply with the notification procedure outlined in this handbook, the Company will make up the difference between their entitlement to Statutory Sick Pay (SSP) and their normal earnings for a period of up to 4 weeks’ (pro rata if employee works part time) in any tax year. Should their continuous sickness absence (which has exceeded 4 weeks) overlap into a new tax year, Company Sick Pay will be awarded in the new tax year at the discretion of their manager or franchisee. b) For employees with continuous periods of employment and new employees with no continuous periods of employment, there is no entitlement to Company Sick Pay where notice to terminate employment has been given by either party. Also Company Sick Pay will not be paid to employees who subsequently report sick whilst suspended on disciplinary grounds. Provided the notification procedure outlined in this handbook is followed, the Company will process any SSP to which the employee maybe entitled.

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If an employee is absent from work due to an accident which occurred or a condition which was sustained, either on or off duty, any Company Sick Pay paid by the Company in respect of such absence will be paid as a loan which must be repaid to the Company if damages are recovered in respect of the injury, condition or absence from work. Statutory Sick Pay (SSP) (Applicable to all employees on Appt Corporation or Appt Management contracts) When an employee is absent from work due to sickness, part of their maintained earnings will come from SSP. SSP is payable for a maximum of 28 weeks in any period of incapacity for work (PIW). “Qualifying days” for SSP purposes are those days of the week on which they are due to work in accordance with their Statement of Terms and Conditions and any subsequent amendments. In order that SSP can be paid, it is vital that an employee follows the notification procedure. Managers will then notify the Payroll Department to pay the appropriate amount. The Company is required to keep detailed records of payments of SSP, so employees’ co-operation is important. If an employee is late notifying an absence, without good cause, the Company may, at its discretion, withhold SSP for the same number of days as notification was late. Employees not eligible to SSP An employee will be excluded from SSP if they:

Have average weekly gross earnings less than the lower weekly earnings limit for National Insurance contribution liability.

Are off sick within 57 days of a previous claim for one of these state benefits:

Sickness benefit Invalidity pension Severe disablement allowance

Or if they receive the following: Statutory Maternity Pay or Allowance Unemployment benefit (but only in very limited circumstances) Have done no work for the Company under the contract of employment Are off sick during a stoppage of work at their place of employment due to a trade dispute,

unless they have not taken part in the trade dispute and have no direct interest in it Have already been paid 28 weeks’ SSP in any single period of incapacity for work Are in legal custody

If an employee is not eligible for SSP from the Company they will be notified and sent an SSP (1) form. Conduct whilst off sick Whilst an employee is absent from work, we do not expect them to participate in any activity that would delay their recovery, nor do we expect them to work for another employer unless this is part of a rehabilitation programme and is agreed with the Company in advance. If we find this is the case we may consider withholding sick pay, or take disciplinary action.

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Medical Examination The Company may require an employee to undertake an independent medical examination (at the Company’s expense) using a medical practitioner of the Company’s choice at any time (whether or not you are absent by reason of sickness or injury). Access to Medical Reports Act 1988 Subject to the Company complying with the Act, employees agree that the doctor carrying out the examination may disclose to them and discuss with the Company the results of such examinations and that the Company may use this information for management purposes in relation to their employment.

2.15 Period of Notice Unless varied by an individual’s employment contract, employment will be subject to the following periods of notice, which may be given by either party in writing:

Period of continuous service Notice

Probationary period 1 week

0 – 4 years’ service 4 weeks

5 years and up to 12 years’ service 1 week for each year of continuous service

12 years and over 12 weeks

Instead of giving the notice to which employees may be entitled, the Company reserves the right to terminate employment without notice, upon payment of the basic salary plus location weighting allowance (if applicable) the employee would reasonably have expected to receive had they worked during their period of notice (subject to income tax and NI). It’s highly likely that you were auto-enrolled into our Friends Life pension – unless you requested to opt out. When you leave, both your contributions and those made by the Company will remain in your pension plan and can only be used for pension purposes.

2.16 Garden Leave After notice of termination has been given by an employee or the Company, provided they receive full pay and contractual benefits until their employment terminates, the Company may at its absolute discretion for all or part of the notice exclude the employee from their normal place of work and may require them to carry out different or no duties and/or to instruct them not to communicate with suppliers, customers, employees, agents or representatives of the Company. Any accrued but unused holiday entitlement shall be deemed to be taken during any period of Garden Leave.

2.17 Acts of Discipline and Sanctions Summary Dismissal

Acts of dishonesty or gross misconduct may result in an employee being summarily dismissed. Summary dismissal means dismissal without notice, or payment in lieu of notice.

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Where disciplinary proceedings are taken against an employee, the Company reserves the right at its discretion to impose upon the employee a formal disciplinary sanction such as a transfer to another restaurant or job role, demotion, loss of seniority or loss of increment whether or not such a sanction results in a reduction to their pay. Such a sanction may be imposed in addition to a warning issued under the Company’s Disciplinary Procedure or as an alternative to dismissal. The Company reserves the right to demote an employee and transfer them to another restaurant or department if deemed appropriate.

Only Business Managers and/or employees more senior to them can carry out dismissals.

Suspension with Pay

If any misconduct is alleged to have occurred, in circumstances where dismissal may be the appropriate sanction, the Company reserves the right to suspend the employee on full pay in order that an investigation can be carried out. During suspension, the Company may require the employee to stay away from their place of work and not to undertake some or any of their duties. Company Sick Pay will not be paid to employees who subsequently report sick whilst suspended on disciplinary grounds. They will however receive any SSP to which they are entitled if the employee has followed the correct reporting notification.

Suspension without Pay

In certain cases where formal disciplinary action is not appropriate a manager may suspend an employee without pay for the shift or remaining part of the shift instead.

Demotion

A demotion will include the appropriate reduction in salary and benefits to correspond with the job following demotion.

It should be noted that in situations where an employee voluntarily requests a demotion, they must support their request in writing at the time. Once agreed, their manager will also provide written confirmation of the demotion and confirm the relevant changes to salary and benefits.

Please refer to the disciplinary procedure at Section 3.25 for further information.

2.18 Confidentiality Employees will not, during the continuance of their employment (except so far as may be necessary in the ordinary course of their employment or in order to comply with a Court Order or any statutory obligation or in order to make a protected disclosure under the Public Interest Disclosure Act 1998) or after the termination of their employment, utilise, disclose or otherwise make use of, for their own purpose or to any third party any trade secrets, secret or confidential operations, processes or dealings or information relating to the Company, its subsidiaries or associates, its business affairs or transactions, its customers, or finances or any such information relating to Appt Corporation or McDonald’s. Employees will immediately, upon termination of employment, surrender to the Company any notes, Company documentation, trade secrets or property (including copies of any such information) which may be in or come into their possession. Nothing in an employee’s terms and conditions of employment or their handbook will prevent them from disclosing information to comply with a Court Order, perform any statutory obligation on them to do so

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or from exercising their rights as a ‘whistleblower’ under the Employment Rights Act 1996 (as amended by Public Disclosure Act 1998). Full detail of the Company’s Whistleblowing Policy is available from the People Team.

2.19 Conflicts of Interest It is the policy of the Company to respect the privacy of all employees. The Company’s employees are entitled to engage in activities of a private nature, provided that these activities do not detract from the ability of the employee to fulfill their obligations and provided that such activities do not conflict with or reflect adversely upon the interests of the Company. Every employee must avoid any situation that conflicts with or appears to conflict with the Company’s interests. Full details of the Managing Close Relationships at Work Policy is available from the People Team.

2.20 Outside Business Interests During employment employees may not, without the consent of the Company, engage in or be interested in any other occupation or business whatsoever other than as a holder of shares or other securities of any Company where such securities are at the time being quoted on any recognised Stock Exchange and where their interest in them does not exceed 1% of the aggregate amount of such security. If employees intend to undertake outside employment they must request written permission from their manager. If permission is granted, employees must understand that it is their responsibility to ensure that their overall working pattern complies with the Working Time Regulations (as amended or superseded from time to time). Any questions regarding exceptions to this policy, interpretation of the Company’s conflict of interest policy or questions regarding application of the policy to particular situations should be discussed initially with an employee’s manager. All such enquiries will be treated in the strictest of confidence.

2.21 Standards of Business Conduct McDonald’s is committed to the highest standards of ethical and legal conduct wherever it does business, as such it requires franchisees to ensure that its Standards of Business Conduct are adhered to, and that they live up to the responsibilities and expectations described in the Standards. You must therefore read a copy of the Standards of Business Conduct which is available from the People Team.

2.22 Receiving Gifts Some outside contractors or suppliers of goods and services have traditionally given small gifts to Company employees at Christmas and other times as an expression of thanks for our custom. Salaried employees may accept small token gifts in these situations if such gifts comply with the Company’s Anti-Corruption Policy & Gifts & Hospitality Policy (which is available from the People

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Team). Any employee, who is unsure as to whether to accept a gift, should seek guidance from their manager or the Managing Director. New employees and newly-promoted Business Managers and other staff will be required to complete on-line training regarding the Bribery Act.

2.23 Canvassing Conducting personal business, including the canvassing for membership or funds, distribution of literature or carrying out such activities at any time within Company restaurants/offices is strictly prohibited. Canvassing by outside persons for funds, or membership to outside organisations or causes, or distribution of literature for any purpose is also prohibited within restaurants and offices.

2.24 Requests from the Media As a major global brand, McDonald’s and its Franchisees frequently attract enquiries from newspapers, TV and radio stations for information or interviews. So that consistent, accurate and up to date information can always be provided, all such requests must be referred to your Managing Director. The Managing Director will then contact the Duty Press Officer or Communications Department of McDonald’s Restaurants Limited if necessary. Employees should never, under any circumstances, divulge information to the media. Even harmless comments can be taken out of context and result in distorted, inaccurate or damaging reports. Any approach from a reporter should immediately be referred to your Managing Director who will liaise with Communications at McDonald’s Head Office in East Finchley. In an emergency situation there is a Duty Press Officer available 24 hours who can be contacted on 08702 413300. This number should only be called by employees when they are unable to contact their Managing Director.

2.25 Use of the Internet and Other Company Equipment The Internet, telephones, smart devices and e-mail are for business purposes only unless otherwise permitted by the Company’s Internet, Computer, Telephone, E-mail and CCTV Policy for Employees and Contractor policy which is available from the People Team. Any alleged abuse of this policy may be subject to disciplinary action, which could result in dismissal.

2.26 Social Media Policy The McDonald’s Brand is widely and passionately discussed in many forums, including online in social media dialogue and articles. The Company supports free speech and encourages employees to embrace social media. In the UK McDonald’s Restaurants Limited have “ourlounge.co.uk” as an

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employee engagement website and this features both blogs and forums. You also have access to our lounge. We recognise the need to have a policy which ensures that employees who use social media either for work purposes, or in a personal capacity, have guidelines as to the Company’s expectations and which defines their responsibilities. This policy offers guidance in three areas:

Personal use of social media

Professional use of social media

Internal use of social media

What is Social Media? There is a wide variety of social media tools. The following is not intended to be a complete list but covers the majority of current tools:

Social networking sites such as Facebook, My/Space, Bebo, Friendstar, Four-Square, etc.

Video and photo sharing websites such as Flickr, YouTube, Clinches

Micro-blogging sites, e.g. Twitter, Apture, OnlyWire

Weblogs, including corporate blogs, personal blogs or blogs hosted by traditional media

publications

Forums and discussions boards, e.g. Whirlpool, Yahoo! Groups or Google Groups

Online encyclopaedias such as Wikipedia

McDonald’s Commitment The Company adheres to McDonald’s Values when participating in the online social media community and we expect the same commitment from anyone employed by or contracted to the McDonald’s brand, including our employees and our suppliers. In order to protect the Company and McDonald’s brand, any involvement in or use of social media must not undermine the goodwill, reputation, development and/or operation of:

The Company

McDonald’s Restaurants Limited

Our Products

Our Services

Our People

Who and what is covered by this Policy? This policy includes the use of social media when employees are at work and when they are not. When an employee identifies him/herself as an employee of the Company and/or as representing or associated with the McDonald’s brand, whether that’s online or otherwise, he/she is covered by the requirements of this Policy. This policy applies to anyone who is engaged by the Company. Personal Use of Social Media

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Whilst it is important to note that this policy does not apply to any personal use of social media platforms where the McDonald’s brand or the Company is not identified, employees are requested to be mindful of the following:

1. Everything that is published on the internet can be read by managers, colleagues, business

partners, journalists, competitors, suppliers and the general public.

2. Employees are asked to think about what they are writing in the same way they would when

communicating with people they do not know personally.

3. Specifically, the following guidelines should be followed when the Company/the McDonald’s

brand is identified or there is any implicate mention of the Company/McDonald’s:

a. No offensive or inappropriate pictures should be downloaded and/or posted.

b. No offensive or inappropriate comments should be downloaded and/or posted.

c. No offensive or inappropriate comments about colleagues or customers should be

posted.

d. Any information, which may violate any Company policies and procedures, especially the

Diversity & Inclusivity Policy should not be posted.

e. No reference should be made to any affiliation with any political organisation.

4. Information, which is confidential or proprietary of the Company or McDonald’s, should never be

disclosed. Employees’ contracts prohibit this in general and the internet makes no exception to

this rule.

5. Unless the use of social media channels is relevant to the employee’s job role, personal use of

social media should take place in the employee’s own time and should not include the use of a

Company email address (if an employee has one).

6. Employees should never enter nor use any disreputable or illegal website or service using

Company supplied equipment. The Company has identified websites to which our system will

not allow access. Any attempt to access any prohibited website will result in a message

confirming that access is denied. Repeated attempts to access prohibited websites will be

highlighted and employees may face disciplinary action.

7. Employees should be aware that personal postings in social media channels may be visible for

everyone to see for years to come.

8. Employees are strictly prohibited from using McDonald’s logos and/or trademarks in any

personal situations without prior written agreement from the Managing Director, who would need

to obtain agreement from the McDonald’s legal team.

Professional Use When employees are using social media for permitted work activities, employees should:

Be very cautious with social media or consumer-related media when aiming to influence public

opinion on McDonald’s. For example, employees who participate in a poll or take part in a

discussion on the internet should not try to influence the poll’s outcome.

When participating in social media on behalf of the Company, employees should always disclose

who they are and who they work for. Employees must be honest and must not pretend to be

someone they are not.

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Understand the rules, beliefs and desires of the online communities before communicating with

them.

Always respect the privacy and contact preferences of each individual and be aware that some

people will not want to be contacted via social media channels.

Internal Use Ourlounge.co.uk offer opportunities to post entries to internal discussion boards. The purpose of these is to give individual employees and teams an environment where they can express their views and communicate transparently. When participating, employees are asked to please follow the rules outlined below. Rules of Social Media Engagement Employees are asked to adhere to the following rules when engaging in social media: Respect Employees are required to be respectful of all individuals and communities with whom they interact online and recognise the following:

Company Values should be remembered and adhered to in all interactions online.

The opinions of others, even in times of heated discussion and debate, should be treated with

politeness.

Illegal material (words or images) or material which could be perceived as embarrassing, offensive,

harassing or defamatory to any person or entity should never be posted.

Jokes or derogatory comments based on or related to gender, sexual orientation, race, ethnicity,

age, marital status, religion or any other discriminatory ground should never be posted.

Responsibility Employees should remember that customers, other employees, suppliers and competitors may have access to the online content that is posted. Employees are personally responsible for the content they post online. Employees must ensure that:

Any information about the Company and/or McDonald’s products and services that is provided is

factually accurate.

If an employee expresses any comment or opinion about a particular topic and he/she is identifying

him/herself as being an employee, it must be clear that the content is not expressed on behalf of

the Company or McDonald’s but is representative of his/her own beliefs.

At all times, the Company reserves the right to monitor social media and take action where an employee’s comments have the potential to impact relationships with McDonald’s partners, suppliers and/or customers. Employees with a Company email address must also remember that the address is the property of the Company and any communication to and from the email address may be seen to represent the Company. Care must always be taken by employees to act responsibly. Accuracy

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As soon as a posting is made, the internet never forgets. Once an item, comment or article is published, access to the wider world is available. Postings should be as accurate as possible and any amendments or changes to posts should be explained and acknowledged. If an employee realises that they have made a mistake on an entry it should be corrected and an acknowledgement of the error posted as soon as possible. Representation There is a big difference between speaking “on behalf of” the Company and/or McDonald’s, which requires appropriate authorisation, and speaking “about” the Company and/or McDonald’s. Employees must therefore:

Not speak on behalf of the Company and/or McDonald’s unless they have the appropriate

authorisation. When an employee speaks on behalf of the Company and/or McDonald’s without

authorisation, he/she may face disciplinary action.

Not imply, in any way, they are authorised to speak on the Company and/or McDonald’s behalf if

they are not so authorised.

Recognise and be mindful not to damage the Company and/or McDonald’s reputation, commercial

interests and/or bring the Company and/or McDonald’s into disrepute.

Disclose only publically available information such as that on the McDonald’s managed website

(www.mcdonalds.co.uk).

Must not include Company / McDonald’s logos or trademarks in any personal posting to the internet.

Any request to speak on behalf of the Company and/or McDonald’s should be directed to the Managing Director who will liaise with the Communications Department of McDonald’s Restaurants where appropriate. Employees must never offer a comment or opinion without due authorisation. Employees must not use social media to direct feedback to the Company and /or McDonald’s or his/her manager. Breaches of this Policy Employees are requested to follow the requirements of this policy at all times. Failure to comply with the policy will be regarded as misconduct and employees may face disciplinary or other appropriate action, up to and including termination of employment. The Company reserves the right to monitor the use of our IT system.

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NON-CONTRACTUAL SECTION

3.1 Whistleblowing Procedure Employees are often the first to realise that there may be something seriously wrong within a business. However, they may not express their concerns because they feel that speaking up would be disloyal to their colleagues or to their employer. They may also fear harassment or victimisation. In these circumstances, it may be easier to ignore the concern rather than report what may be a suspicion of malpractice. In the unlikely event that an employee has any genuine concerns about malpractice, the Company encourages employees to raise them at the earliest practicable stage. Malpractice within the Company is taken very seriously. The Company’s Whistleblowing procedure provides safeguards for employees who raise concerns about malpractice in connection with the Company. The aim is to provide a rapid mechanism under which genuine concerns can be raised internally and, if necessary, externally without fear of adverse repercussions to the individual. It is also intended to promote throughout the Company a culture of openness and a shared sense of integrity by inviting all workers to act responsibly in order to uphold the reputation of the Company. This procedure also seeks to balance the need to provide safeguards for employees who raise genuine concerns about malpractice against the need to protect other members of staff against uninformed or vexatious allegations, which can cause serious difficulty to innocent individuals. The full Whistleblowing policy is available from the People Team.

3.2 Business Expenses Expenses incurred during the course of an employee’s work, whether paid personally or on a Company credit card, should be reclaimed by sending your expenses form to the Accounts Office. As a general rule, employees are expected to exercise prudence with respect to business related expenditure, and at all times base their business spending decisions on the best interests of the business. When submitting an expenses claim for reimbursement employees are expected to neither gain nor lose financially. Employees should comply with any relevant policy relating to business expenses which may be in force from time to time. Failure to do so may result in disciplinary action. Further details are available from the People Team. Booking Travel and Hotel Accommodation All travel and accommodation for Company business should be authorised by your manager and booked in line with the Company’s expenses policy. Details of the travel policy are available from People Team

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Use of Public Transport and Taxis Employees should travel by standard class only. When travelling in London, the Underground should always be used where possible. Taxis may be used for travel to/from business meetings and functions only if authorised by the manager. Taxis should not be used for travel between home and work. The cost of late night taxis for restaurant management cannot be reclaimed from the Company, as in formulating the pay scales it has been taken into account that restaurant management will sometimes be travelling home after public transport has ceased. Full details of the Expenses Policy can be found from the People Team.

3.3 Telephone Use Restaurants should not be called during busy trading periods e.g. lunch time. Local personal calls may be made occasionally, but personal international calls are not allowed. International calls are not permitted. Whenever possible calls should be made during cheap rate periods.

3.4 Company Bonus Scheme Restaurant Management - Restaurant Bonus Scheme Its aim is to focus on rewarding top performing restaurants and, subject to eligibility and the relevant rules in force from time to time, the entire restaurant management team based on restaurant results. The Company reserves the right to vary or withdraw Company bonus schemes at any time. Please refer to the bonus information from the People Team for further information of the scheme which is currently in operation.

3.5 Employee Discounts All employees of the Company are eligible to access the McDonald’s Employee Discount Site via our lounge. This site offers exclusive deals with a large choice of fantastic discounts and savings from over 1,600 retailers. The site is updated on a regular basis with new offers being added all the time. In addition to access to the Employee Discount Site employees will be issued with a card which entitles them to a discount in all participating McDonald’s restaurants. This card is for their personal use and cannot be used whilst at work or passed to third parties. If a card is lost a new one will not be available until another card is re-issued nationally, currently twice yearly. Employees should ensure that they make themselves familiar with the terms and conditions of usage at all times.

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3.6 Pension Scheme All employees who are eligible for the Company’s auto-enrolment pension scheme upon commencement of employment, or at any time during their employment will be auto-enrolled every three years on to the Pension Scheme. The employee will have the option to opt-out if they choose to do so within the set time limit. Retirement might seem a long time off, but it’s important to save for later life through a pension at work. By law, we have to automatically enrol you into our Friends Life workplace pension if:

you’re not a member of another scheme

you earn over the lower earnings level set at the

beginning of each tax year

you’re aged 22 or over and

you’re under state pension age.

You can choose to contribute to the scheme from your own wages, if you want to; and we contribute too.

Current Auto Enrolment contribution as of April 2018 levels are:

Employee: 5% of wages

Company: 3% of wages

Effective from 6th April 2019

There are various rules for our pension scheme – for example, what counts as ‘pay’. Full details will be emailed to you by our automatic enrolment administrator. Full details of the scheme are available from the People Team.

3.7 Health and Safety The Company is committed to minimising the risk of injury or ill-health to employees, customers and visitors. We will continue to examine and review our operation to ensure that all necessary systems are in place and resources available to provide a safe and healthy work place. We must all work together to identify hazards and take action to minimise risks. As with all other aspects of our business, we seek to continually improve our performance. This will involve measuring against standards and reviewing progress on a regular basis. The Company will regard any neglect of health and safety requirements as a serious breach of discipline. Cooperation on the part of all employees is vital to the success of the Health and Safety Policy. The following information has been taken from the Health & Safety Manual and constitutes part of the Safety Policy. Consult the Health & Safety Manual for full details of the Safety Policy and risk assessments. What are employee’s responsibilities? Employees are responsible to:

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take reasonable care for the Health and Safety of themselves and of other persons who may be affected by their acts or omissions at work

co-operate with members of the management team and others so far as is necessary to comply

with Company policy and enable the Company to fulfil its statutory obligations observe all safety rules and procedures, use the protective clothing or other safeguards provided

and not misuse or recklessly interfere with anything that, in fulfillment of a statutory requirement, is provided in the interests of health and safety. Shift Managers have additional responsibilities for the training and supervision of others during their shifts and ensuring that staff adhere to the correct procedures. Business Managers have a particularly important set of responsibilities with regard to the wider management of health and safety and the impact this can have on staff, managers, customers and other visitors to the restaurant.

What should an employee do if they witness a health or safety hazard? If any specific health or safety hazard, which is not covered by the established rules and procedures, comes to an employee’s attention, they should ensure that employees or others are not in imminent danger (e.g. isolate the area or equipment concerned) and report it to their manager who will take action and inform the appropriate member of the hierarchy. In an emergency you must immediately bring the situation to the attention of the manager and the Franchisee. How will employees be informed of current health & safety issues? Health and Safety is an integral part of all procedures. Additionally specific training in safety matters is included in various management development courses in line with an employee’s responsibilities. A Health & Safety Manual is provided at each restaurant and gives details of the safety policy, the organisation and arrangements for implementing and developing that policy and risk assessments for various tasks, equipment, and chemicals. New information and updates are included as part of the McDonald’s NABIT process to highlight safety issues and to notify managers of any changes in safety procedures. Consultation with staff The Company supports the principle and recognises the value of involvement of staff and managers in the development and operation of the Health and Safety Policy. There are regular opportunities to raise safety and discuss safety matters at managers’ meetings or Safety Circle meetings. Additionally we welcome any specific or general comments on health and safety matters at any time by contacting your manager or the Managing Director. Working Time Regulations - Health Assessments In compliance with the Working Time Regulations, any employee classified as a night worker will be offered a free health assessment before they start night work (NB restaurant management are all classed as night workers). The purpose of the health assessment is to determine whether an employee is fit to carry out the night work to which they are assigned. Night workers are also given the opportunity to have further assessments at annual intervals, or earlier if there has been a significant change in the matters to which the assessment relates. Any employee wishing to have a further assessment should speak to their manager. Slips and Falls Floor cleaning should be restricted to quiet periods, when areas can be closed off safely to allow adequate drying time. However, spillages should be cleaned up immediately using paper towels for

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small spills or a clean, well wrung out mop and the Dry-mop system. Hot, clean solutions of floor cleaner must always be used when mopping floors as this will clean effectively and the floor will dry more quickly. Excessive quantities of water must not be used in areas where customers and other employees have access. “Caution Wet Floor” signs should be used where appropriate. Do not keep “Caution Wet Floor” signs in place after the floor is dry. Telling other employees the floor is wet may be sufficient in restricted/confined areas, for example the kitchen and front counter, but warning signs should still be used where it is practical and safe to do so. The floor cleaning card can be found on the Intranet. Floor surfaces must be maintained in good condition, with worn or damaged flooring replaced or repaired. Footwear for managers and staff must be clean and in good condition, and comply with our sensible shoe policy – please see Appearance policy for further details. Electrical Equipment Employees are not allowed to carry out any repair or maintenance (other than calibration) to any electrical equipment. Employees are only allowed to carry out those tasks for which they have been trained. Employees have a personal duty to follow Company training as so not to endanger themselves, fellow employees, customers or any other visitor. Electrical repairs, testing or maintenance can only be carried out by an approved contractor. Speak to your manager if you have any concerns over any electrical equipment in the restaurant. No unauthorised electrical equipment is to be used or brought into Company premises; this includes any personal portable electrical equipment. Electrical installations and equipment must not be tampered with. Any equipment known, or suspected to be dangerous, must be isolated, disconnected and clearly marked with ‘Do Not Use’ tape. Such equipment must be repaired, or disposed of, without delay. Smoking Smoking by all employees is prohibited in all areas unless specifically authorised in a designated area. Employees are not be allowed to smoke either in the immediate vicinity of the restaurant or in the customer areas when they are wearing the identifiable Company uniform Fire Precautions The procedure to be followed in the event of a fire or other emergency evacuation is included in the Welcome Meeting and also published on Fire Instruction Notices, together with the Fire Assembly Point. Shift Managers must ensure that:

Emergency exit routes and doors are kept clear at all times Fire doors are not blocked open or otherwise tampered with and self-closing devices are

attached and operational Business Managers must ensure that:

All staff receive training in fire safety at their Welcome Meeting Fire drills are carried out at least every 6 months

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All fire suppression and detection equipment is tested and maintained in good condition. The Fire Log is maintained up to date The Fire Risk Assessment section of the Health & Safety Manual is completed for the restaurant

where fire alarms, fire equipment, or emergency exits are shared with adjoining premises. It is the Business Manager’s responsibility to liaise with the associated parties to ensure that joint responsibilities towards fire safety are fulfilled.

Filtering Oil One of the jobs that an employee may be required to carry out or supervise in the restaurant is the filtering or disposal of used oil. All staff conducting this task must have passed the Filtering Station Observation Checklist, which must be repeated every 6 months. Protective clothing is provided by the Company and MUST always be worn throughout the filtering process. Business Managers are responsible for ensuring that sufficient protective clothing is available and Shift Managers are responsible for ensuring that the protective clothing is worn correctly, cleaned and returned to storage in good condition. Operating Goods Lifts or Hoists Lifts/hoists are extremely dangerous if not used correctly. The instructions for the use of the lift/hoist are posted next to the lift/hoist entrances. It is the responsibility of the Business Manager to ensure that all employees who use a lift/hoist have been made aware of the instructions for use and that the equipment is tested regularly, kept in a clean condition and is well maintained. In general, the following must be adhered to:

follow operating instructions carefully never exceed the weight limits report any faults immediately to a manager do not put mops or brooms in the lift (these may fall through the inner lift gates and prevent the

movement of the lift car) never enter the lift shaft for cleaning or any other purposes, unless specifically authorised and

supervised by the appointed Lift Contractor; and finally our lifts do not carry the safety devices necessary to be classed as passenger lifts, and should

NEVER be used to transport people. Hazardous Substances/Chemicals Details of the Company’s policy on control and handling of substances hazardous to health are to be found in the Health and Safety Manual in the Manager’s Office. Employees will be given information on the handling of chemical products upon joining the Company and during their training. Protective clothing is provided and must be worn where appropriate e.g. whilst cleaning the grill and using Hi-Temp grill cleaner employees must wear protective gauntlets and visor. Protective gloves are not specified for general cleaning using sanitisers or detergents, but some individuals may be sensitive to these products and cleaning gloves should be available upon request. The Business Manager is responsible for ensuring that centrally supplied and approved chemicals are used. Where no suitable

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centrally supplied chemical exists the provision for local risk assessment of chemicals is outlined in the Health & Safety Manual and must be followed. Manual Handling It is important that the correct posture is adopted when lifting or carrying heavy objects. However, employees should not attempt to lift too heavy a weight and should always obtain assistance in such instances. Additionally, they should not attempt to remove objects from high shelving without the use of a stepladder. The following principles should always be observed:

safe grip - use as much of the palms as possible straight back - avoid strain on the ligaments knees bent - utilise strong muscles in the thighs and buttocks arms close to body and elbows flexed minimise effort feet apart - one in advance of the other, increase base of support seek help if necessary

Deliveries Prior to assisting with deliveries in the restaurant, staff must receive the appropriate training regarding the associated hazards, particularly regarding the danger of crushing limbs under wheels or between cages and door frames. Loaded wheeled cages can be difficult to handle. Restaurant management will ensure that the appropriate number of employees are assigned to handle the deliveries. Compacting Employees will be trained on how to compact refuse. Operating instructions are posted on or by the compactor and must be adhered to. If a restaurant has use of a shared compactor, for example in a shopping centre or airport, the Business Manager is responsible for ensuring that the relevant procedures are followed by the restaurant employees. Safe Employees should always use the handle when closing the safe to avoid fingers becoming trapped. Burns Employees should always assume that all equipment parts are HOT. Grill surfaces, hot oil and hot drinks are potential causes of burn injuries. Use locking bars if available whilst cleaning toasters. Employees should follow the correct procedures to minimise the risk of burns. Drive Thru’s Employees taking orders outside at Drive Thru’s should pay particular attention to oncoming traffic, and take special care if vehicles are reversing. Managers should ensure that planting is maintained so that it does not obstruct visibility of drivers negotiating the site, or of pedestrians crossing traffic routes. Accidents

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All injuries, however slight, must be reported to the Shift Manager and an entry must be made in the Accident Book. Shift Managers must ensure that their first aid qualification remains current. The Business Manager is responsible for the provision of first aid equipment and at least one fully trained first aider is scheduled on each shift. If an employee is running a shift and an accident occurs, please refer to the guidelines on the Accident Procedure Checklist, which is posted on the inside cover of the Accident Book. We are under a legal obligation to report specified types of injury to employees or customers, absences from work following an injury, or incidents known as ‘Dangerous Occurrences’, to the Local Authority (Environmental Health Department) within strictly defined time periods. The Shift Manager at the time of the incident is responsible for communicating the appropriate information to the Supervisor and the Hygiene and Safety Consultant without delay to enable the Company to fulfil its statutory duties under the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations (RIDDOR). See the Accident Procedure Checklist for full details; if in doubt always call the Manager or the Managing Director for advice. Office based employees must also report any injury, however slight, sustained in an accident within the office environment to their Manager and must ensure that an entry is made in the Accident Book. Company Vehicles All employees who drive Company vehicles in the course of their employment must drive in accordance with the Highway Code. Additionally the Company will take a serious view of employees who drive whilst under the influence of drugs and/or alcohol. Other Matters There may be other safety procedures specific to particular restaurants. Therefore each Business Manager is responsible for ensuring that, such procedures are publicised in the restaurants Health and Safety File.

3.8 Hygiene & Food Safety Because we run a restaurant business, we have the highest obligation to our customers to ensure that they are not exposed to any risk of infection or illness. Personal Hygiene Practices Employees must always wash their hands before they start work for the day, or before starting work on any food handling station, after any break, after using the toilet, after carrying out cleaning tasks, after touching their hair or face, after coughing or sneezing into their hand, after any dirty task such as rubbish disposal, or after any other activities where they may become dirty or contaminated. If no such activities have been performed then hands should be washed in line with the Timed Handwashing Programme. DON’T smoke, eat or drink in any unauthorised area and never cough or sneeze over food. DON’T wear your own clothing over your uniform in food preparation, storage or service areas. DO always wear your hair under the uniform hat when working in the kitchen. Any hair that is worn outside the uniform hat must be covered with a hairnet. DO always wear aprons whilst working in the kitchen area.

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DO always practice good personal and kitchen hygiene as taught on the online Food and Restaurant Safety training, Hygiene and Food Safety flyer and Station Observation Checklist. Sickness Reporting Policy for Food Handlers If an employee contracts or is exposed to any illness or disease that could be transmitted to others, or could pose a risk to food, they must immediately cease work and report the matter to their manager. All food handlers have a responsibility to our employees and customers not to work if they are suffering from food poisoning, or suffering from the symptoms of food poisoning i.e. vomiting or diarrhoea. If an employee is suffering from these symptoms they will not be allowed to work again until they show no symptoms for a 48-hour period and have ceased medication for any such symptoms for 48 hours. Failure to report such conditions is an offence under the Food Safety Regulations and may lead to prosecution as well as being classed as an example of gross misconduct. If employees require more information they can refer to the Hygiene and Safety Information Poster in their restaurant, the “Fitness to Work” policy guidance available from McDonald’s Intranet or contact the Managing Director. Guidance for Food Handlers Food handlers also include members of the restaurant management team. DON’T work if you are suffering from any confirmed or suspected case of illness that is likely to be transmitted by food, e.g. food poisoning such as salmonella or dysentery. DON’T work if you are suffering from vomiting, diarrhoea, fever, nausea etc. DON’T work if you are suffering from infected, scaling, weeping, or discharging wounds, skin infections, eye or ear infections or sores, especially on exposed parts of your skin. Inform your manager so that they can decide if the wound etc. can be effectively covered. Wounds must be covered with a blue waterproof plaster. DON’T work if you are suffering from a heavy cold, flu and any other infection of the respiratory system. DO notify your manager immediately if you are suffering from any of the conditions mentioned above. DO tell your manager if anyone in the same household as you or who is in very close contact is suffering from confirmed or suspected food poisoning or vomiting or diarrhoea. DO report to your manager on returning from holiday if you have had any confirmed or suspected illness or vomiting or diarrhoea, etc. Also inform your manager if you have travelled to an area where enteric fevers (e.g. typhoid and para-typhoid) are present. This is particularly the case if you have travelled outside Europe or North America. Guidance for Managers DON’T allow food handlers to work if they are suffering from any of the above symptoms. DO seek advice from your Managing Director or the Hygiene & Safety Advisor of McDonald’s Restaurants if food poisoning is suspected or if you are unsure about any particular illness. DO advise employees of their legal obligation to report any infectious or potentially infectious conditions.

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Food Safety Procedures The Company’s operating procedures are specifically designed to ensure high quality, safe food. These procedures must be adhered to at all times, in particular:

Food must NOT be used if it is past its Use-By or Best Before date Food must NOT be served if the holding time has expired Food must be stored, cooked, held or served at the correct temperature Staff must not be left unsupervised on a station unless they have been trained on that station Good personal hygiene must be practiced by all staff and managers at all times, including

reporting illness The correct equipment and utensils must always be used for each task Food equipment, utensils and preparation areas must be kept clean using the correct cleaning

method If something is not right, e.g. a freezer is too warm or a piece of equipment is faulty, it must be

taken out of use and repaired as soon as possible ALWAYS look carefully at the food that is being prepared or served, if it’s not right don’t serve it and take action to improve procedures accordingly. It is the responsibility of the shift manager to maintain good hygiene standards and practices in the workplace throughout that shift. This includes visitors, such as contractors, who must work hygienically and leave the work area clean, tidy and free from any possible contamination.

Failure to comply with the food safety procedures will be treated as a serious breach of discipline and is likely to result in disciplinary action (including dismissal) being taken. Hygiene & Food Safety

3.9 Appearance Guidelines The Company considers that the way employees dress and their overall appearance is of significant importance in portraying a professional image to all our customers and stakeholders. Managers are responsible in ensuring that these guidelines are adhered to in respect of themselves and the employees they manage. Failure by employees to adhere to these standards could constitute misconduct under the Company’s Disciplinary Procedure. Restaurant Based Employees Personal Hygiene Personal hygiene must include regular bathing, shampooing hair, use of deodorant and keeping hands and fingernails clean. Finger Nails and Make Up

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Nails must be kept clean and short (i.e. not extending beyond the finger tips). The wearing of false eyelashes, false nails or nail varnish/art is not permitted. Make up may be worn, but should not be excessive. Perfume and aftershave should not be excessive. Shoes You will be on your feet for most your shift work so wear your own comfortable and sensible shoes. Your shoes should also be clean and in good condition. In a restaurant environment some footwear is not considered sensible, including sandals or open-toed shoes, high heels or shoes which don’t have a good grip. Uniform Employees should wear a neat, clean pressed Company uniform, which must not be worn outside work. Hats and Aprons Aprons must be worn by all employees who work in the kitchen (this includes all management). Separate aprons must be worn for preparing breakfast products and then changed before preparing main menu products. If disposable aprons are worn for tasks such as cleaning, they must be removed and discarded once the task is completed and before returning to another work station. Hair and make-up Hair should be neat, tidy and well groomed. Hair must be kept under the hat and away from the face and styled or tied back, e.g. in a ponytail, so that it is close to the head. Hair nets will be required for hairstyles that do not comply with this and where a ponytail is worn. Extraordinary hairstyles and/or hair colouring and hair beads/ ornaments which can be a source of physical contamination are not permitted, unless they are hidden by the uniform hat. Hair extensions may also be a risk and should be firmly secured and/or covered. You can wear makeup if you want to, but don’t go overboard and false eyelashes are not to be worn at work.

Religious Headscarf, Hijab or Turbans The Company respects employees’ religious beliefs and recognises that some women wear a religious headscarf, or hijab, and some men wear a turban. We allow either of these to be worn. Any headscarf or turban should be clean, dark in colour and free from frayed edges, tassels or beads as they could get trapped in equipment or fall into food. Headscarf is provided by the employer as part of the uniform allowance. Beards A clean shaven appearance is preferred. Beards, moustaches and sideburns are allowed but should be short, neat, tidy and clean. If your beard cannot be trimmed for genuine religious, cultural or medical grounds or if you’re handling food, e.g. working in the kitchen, on fries or in the beverage cell, you must cover your facial hair with an approved beard net / snood (this includes stubble). If you can’t cover your facial hair completely, it’s not allowed. Jewellery No watches, small badges or visible jewellery of any sort (including tooth jewellery), with the exception of a plain wedding band is permitted to be worn by any employee (this includes

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management) as they could get caught in equipment, trap dirt and become a food safety risk or source of physical contamination. The jewellery requirement extends to include any visible body piercing, including ear(s) tongue, eyebrow(s) and nose piercing. However, studs in parts of the body that are covered, e.g. navels, are acceptable. The use of self-adhesive plasters, or similar, to cover jewellery or newly pierced visible body parts, is not allowed. Extraordinary styled and/or decorated glasses and/or coloured and patterned contact lenses are also not allowed. Religious Symbols Although jewellery (with the exception of a plain wedding band) is not allowed to be worn in restaurants for safety reasons, religious symbols can be worn. An employee who wishes to wear a religious symbol, due to genuine religious or cultural beliefs should be allowed to do so. If the symbol is a bracelet the wearer must adopt the clear glove procedures (see Food Safety Manual) when working in the kitchen or a long sleeved shirt with a tight fitting cuff should be worn if working elsewhere. If the request is to wear a necklace, this should be completely covered by the shirt. Medical / Alert Bracelets/ Necklaces These are allowed as they are worn for a specific medical reason and need to be retained on the person’s body so that they are readily accessible in the event of a medical emergency. An employee should wear the bracelet/necklace under their shirt or wear a long sleeved shirt with tight fitting cuffs. Employees should also inform all their shift running managers that they wear a medical bracelet/necklace in case of an emergency. Copper/magnetic bangles should not be worn while working. Tattoos Tattoos, including Henna type tattoos that are visible while wearing a McDonald’s uniform will only be permitted if they are unobtrusive and inoffensive. Office Based Employees All office based employees should ensure that they dress appropriately for an office environment at all times. This includes the periods when business casual is recommended. Office based employees, when visiting restaurants and working in kitchen and front counter areas, must adhere to the Appearance Guidelines for Restaurant Based Employees as detailed above.

3.10 Meal Arrangements Restaurant Management are entitled to free food and beverages whilst on duty. This is for personal consumption only and should only be consumed in designated areas of the restaurant. Current food allowances should always be adhered to. The Company reserves the right to vary the policy as necessary.

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3.11 Diversity & Inclusivity Policy The Diversity Policy is designed to promote and sustain a working environment, which is free from unlawful discrimination, harassment, victimisation and bullying. The Company regards all of its employees as members of a team where everyone is treated with respect. The Company understands, accepts, respects and values the differences that make each person unique. We aim to make sure that no job applicant or existing employee is treated less favourably because of their sex, age, marriage/civil partnership, sexual orientation, gender reassignment, disability, pregnancy or maternity, race, religion or belief (the “Protected Characteristics”) and that no-one is disadvantaged by conditions, requirements or practices which cannot be shown to be just and fair. The way we recruit and work should ensure that employees are selected, promoted and treated according to their ability and that everyone has an equal opportunity to receive training and development. The Company is committed to being an inclusive employer and will therefore always consider ways, within reason, of overcoming difficulties at work due to an employee's disability or chronic medical condition or other personal circumstances. This could involve, for example, adopting different working patterns or making other workplace adjustments. All complaints of discrimination, harassment, victimisation or bullying will be treated seriously and in confidence while an investigation is conducted into an employee’s grievance. No employee bringing such a complaint or grievance in good faith will suffer any detriment as a result of having brought the complaint or grievance. Any employee who feels he or she has experienced discrimination, harassment or bullying may be accompanied by a Company employee (within reason) or trade union official of their choice at any stage of the grievance procedure. The Policy covers harassment by staff and also harassment by third parties such as customers or suppliers. The Managing Director will regularly monitor and review the Policy and will take such corrective action as may be necessary to ensure it is being complied with. The Company is committed to the success of this Policy and asks for the co-operation of all employees to ensure that everyone is treated with dignity and respect and that the McDonald’s environment is free from discrimination, harassment, victimisation and bullying of any kind. The Diversity & Inclusivity Policy is available the People Team. The following sections 3.12 to 3.18 inclusive are a general summary only of some of the key points. Full details of your entitlement can be found in the relevant policy from the People Team

3.12 Flexible Working The Flexible Working Policy outlines the Company’s commitment to consider flexible working arrangements for eligible employees who have caring responsibilities. The Company recognises the contribution of all its employees and also understands that, at some time in their working lives, employees may find it difficult to fulfil domestic, family and working commitments due to having caring

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responsibilities. Where this occurs, the Company will always consider practical help through the flexible working policy. The Flexible Working Policy is available from the People Team.

3.13 Maternity Leave This is a brief summary of employees’ rights to Maternity Leave and pay and their health, safety and welfare. Full details are available from McDonald’s Intranet. Employees are entitled to take up to 26 weeks’ Ordinary Maternity Leave and up to 26 weeks’ Additional Maternity Leave making a total of 52 weeks’. This is regardless of the number of hours worked or length of service. Company Maternity Pay – Entitlement ONLY applicable to employees that qualify as per the previous terms and conditions of their contract under TUPE, Not applicable to employees on Appt Corporation contract. Salaried employees, who have 5 or more years’ continuous service, with at least two complete years of salaried service, ending with the week immediately before the 14th week before the expected week of childbirth, may receive 8 weeks’ Company Maternity Pay. This will be paid in addition to any Statutory Maternity Pay already provided by the Government. Further information is available from the Maternity pack on the McDonald’s Intranet.

3.14 Adoption Leave Approved adopters will be entitled to up to 26 weeks Ordinary Adoption Leave followed immediately by up to 26 weeks Additional Adoption Leave – a total of up to 52 weeks leave provided that employees have been continuously employed for at least 26 weeks ending with the week in which an employee has been notified of being matched with a child.

3.15 Paternity Leave A period of 10 days’ paid Paternity Leave at the government’s latest rate of statutory paternity pay from time to time in force will be granted if an employee has at least 26 weeks’ continuous service ending with the week immediately before the 14th week before the expected week of childbirth (which can be taken as a single week or as 2 weeks consecutively) or ending with the week in which the child’s adopter is notified that they have been matched with a child, provided the employee has or expects to have responsibility for the child’s upbringing. Company Paternity Pay – Entitlement ONLY applicable to employees that qualify as per the previous terms and conditions of their contract under TUPE, Not applicable to employees on Appt Corporation contract. The Company will pay the difference between an employee’s full pay and the prescribed statutory paternity pay at the relevant time for the first 5 days’ Paternity Leave. This applies to employees with at least two years’ continuous salaried service at the time of birth or adoption of their child. The remaining Paternity Leave will be paid at the prescribed statutory rate in force at the relevant time. Ordinary Paternity Leave is in addition to annual holiday entitlement and should be taken within the

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period of 56 days beginning with the date of the birth or adoption. Any exceptions must be approved by their manager. A copy of the Paternity Leave policy is available from the People Team

3.16 Parental Leave This allows a parent to be absent from work for up to 18 weeks for the purpose of caring for a child. Employees with one year’s continuous service and who have parental responsibility are entitled to unpaid leave for up to 18 weeks for the purpose of caring for a child. This applies to children up to the age of 5 (or 18 for children entitled to a disability living allowance). At least 21 days’ notice in writing must be given by the employee. The Company may postpone a period of Parental Leave for up to 6 months. Parental Leave can be taken in blocks of 1 - 4 weeks per annum. The Parental Leave Policy is available from the People Team.

3.17 Shared Parental Leave Shared Parental Leave enables eligible parents to choose how to share the care of their child during the first year of birth or adoption. The total amount of Shared Parental Leave available is 52 weeks, less the weeks spent by the child’s mother on maternity or adoption. Shared Parental Leave Policy is available from the People Team.

3.18 Domestic Leave This gives an entitlement for unpaid time off for family emergencies. Employees have an entitlement to reasonable unpaid time off to deal with emergencies involving a dependant (e.g. spouse, child, and parent). No qualifying service is needed. Domestic Leave Policy is available from the People Team.

3.19 Jury Service Employees called upon for jury service should notify their manager as soon as they are aware of the date. The Company will not pay you during your jury service. However, the employee can claim loss of earnings from the court. You will need to present to the Company a Certificate of Loss of Earnings; which the court will provide. The Company shall complete the Certificate of Loss of Earnings in order for the employee to proceed with their claim.

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3.20 Funeral / Compassionate Leave In the event of a death in an employee’s immediate family (i.e. parent, spouse, child, partner, sibling, grandparent) employees will be granted paid leave to attend the funeral. Additional paid leave may be granted at the discretion of the Managing Director.

3.21 Reserve Forces Leave If an employee is a member of the reserve forces and wishes to attend annual camp they may do so provided this does not interfere with the needs of the business. Such leave is either unpaid or annual holiday entitlement should be used. The Reserve Forces Leave Policy is available from the People Team.

3.22 Personal Leave Occasionally employees need time off to attend to unforeseen and personal matters. In this respect the Company will take a compassionate approach to such absence provided no alternative arrangements could have been made. Every effort must be made by the employee to contact their manager before any such absence. Normally employees will not be paid for these absences but the Company reserves the right to consider each on its individual merits.

3.23 Training Policy Mission It is the aim of the Company to create a learning environment, which facilitates the development of the highest level of skill among all employees. Our training programmes have been designed to enable all employees to be proficient in their job and to enable each employee to feel that they make a valuable contribution to the achievement of the Company’s goals of 100% Customer Satisfaction, Increased Market Share and Increased Profitability. Policy All new employees will receive induction training followed by a structured development programme relevant to their position. Ongoing training needs will be identified as part of the Performance Development System. Newly promoted staff will receive training as appropriate to the key skills required in their new job. Where possible, we aim to integrate learning with work and therefore a significant proportion of training occurs in the workplace. An ongoing programme of training evaluation enables us to keep training up to date and relevant to the needs of the business. Training programme information is published and explained during the induction process. More detailed information on training courses and programmes is available from the People Team or the McDonald’s Intranet. The Company is ultimately responsible for the development and resourcing of employee training programmes, but the day to day responsibility for training rests with managers. Employee development is an integral part of every manager’s job. Employees are also encouraged to show initiative in identifying their own training needs and in suggesting a development plan to be agreed with their manager.

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The Company believes that training is the foundation of our success. It is an ongoing process that belongs to all Company employees - it’s everyone’s job, every day. Employees will have the right to request time to train or to undertake accredited programmes leading to a qualification, or, for unaccredited training, the right to request assistance to help them develop skills related to their job. Employees should refer to the Company’s Time to Train Policy, which is available from the People Team

3.24 Disciplinary Procedure Employees are expected to report for work on time, to perform their tasks diligently and to an acceptable standard and to follow the instructions of those in authority. Employees should not conduct themselves in a manner that is detrimental to the interests of the Company. The Company’s Disciplinary Procedure helps to promote good employment relations as well as fairness and consistency in the treatment of employees. It should not be viewed primarily as a means of imposing sanctions. Rather it should be seen as a way of helping and encouraging improvement amongst employees whose conduct or standard of work is unsatisfactory. It is necessary for the effective and safe running of the Company that employees comply with the provisions set out in this handbook as well as any rules and instructions that may be in force in their restaurant or office from time to time. Principles The Disciplinary Procedure comprises two phases as follows: Investigation The purpose of which is to gather all of the facts, not to come to any conclusions or make any decisions. Discipline The purpose of which is to review all of the facts, review possible disciplinary outcomes and make a decision. General Information

No formal disciplinary action will normally be taken against an employee until the matter has been fully investigated.

Formal disciplinary action means a sanction such as a formal written warning, demotion or dismissal. It does not include an informal caution or suspension.

An employee may be suspended (usually on full pay) in any situation where it is alleged or

believed that the employee may have committed an act of misconduct/gross misconduct. Investigations will be conducted within a reasonable period.

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At every stage in the procedure the employee will be advised in writing of the nature of the complaint against them and will be given the opportunity to state their case before any decision is made.

At all stages the employee will have the right to be accompanied by a Company employee of

their choice (within reason) or a Trade Union Official* during Disciplinary Hearings (but not Investigation Meetings). *For the purpose of the disciplinary or grievance procedure a Trade Union Official must be either a full time officer or employed by a Trade Union or have been reasonably certified in writing by the union as having experience of, or as having received training in, acting as an employee’s companion at Disciplinary Hearings. Written confirmation of any necessary certification will be required prior to the start of any hearing.

An employee will not normally be dismissed for a first breach of discipline except in the case of

gross misconduct, when the penalty is likely to be dismissal without notice or payment in lieu of notice.

An employee will have the right to appeal against any formal disciplinary penalty imposed. The procedure may result in formal disciplinary action at any level if the alleged misconduct

warrants it.

The Company reserves the right to skip any stage of the procedure if it considers it appropriate. All disciplinary procedures, statements and records will be kept confidential. Employees will be given an explanation of the disciplinary action taken and have the right to see

all the evidence against them prior to any disciplinary meeting/decision. Examples of misconduct which may lead to a caution and/or disciplinary action This list is not intended to be exhaustive. They are not listed in any particular order:

Insubordination and failure to obey instructions or perform work as required or defined. Neglect or carelessness which results in the loss, damage, or destruction of the property of the

Company or any other person. Habitual lateness or absence without authority. Leaving the job without permission while working. Failure to maintain standards of production. Failure to observe security rules. Failure to report personal injuries immediately to a manager. Using obscene, vile or abusive language to fellow employees.

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Failure to maintain acceptable standards of personal appearance. Unprofessional conduct with respect to other employees or customers. Abuse of the Company Car Policy and/or negligent driving. Failure to complete the Daily Product Safety Checklist. Conducting personal affairs/other business without authorisation whilst working. Entering into external service contracts without the prior authorisation of the relevant reporting

manager. Inaccurate accounting.

Failure to adhere to Close Relationship Policy.

Examples of gross misconduct likely to result in dismissal Gross misconduct that is likely to lead to dismissal is generally any Serious Misconduct that is detrimental to the good conduct of the Company’s business. The following are examples of Serious Misconduct that is likely to lead to summary dismissal, i.e. dismissal without notice or payment in lieu of notice. The list is not intended to be exhaustive. They are not listed in any particular order:

Any act of dishonesty or violence. Harassment, victimisation, discrimination against and/or bullying any employee or customer

including on the basis of sex, age, marriage / civil partnership, sexual orientation, disability, gender reassignment, pregnancy and maternity, race, religion or belief.

Contravention of safety rules or failure to obey any instruction which could affect the safety of

any employee or customer (e.g. deliberately filtering shortening incorrectly, using out of date stock).

Fraudulent completion of Company accounts, inventories, accruals and/or other documents (for

example expenses claim form).

Removing Company money without authority or failing to place Company monies immediately into safe custody.

Failing to ring up the full amount of any sale or falsifying “over-ring” slips. Receiving, taking, or giving away food or other Company property without obtaining full payment

or without the appropriate authority.

Damaging, destroying or removing without permission Company equipment, or that of fellow employees.

Fraudulent use of an Employee Discount Card and site.

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Making statements or disclosing to any person, including press, radio, television and media

representatives, any information relating to the Company, its business or affairs, its customers or finances, or any of its trade secrets at any time during the continuance of your employment (except so far as may be necessary during the ordinary course of your employment).

Deliberately failing to collect and/or account for any “free food” vouchers. Failing to comply with the requirements of the Data Protection Act.

Failure to follow the cash handling procedures correctly.

Falsifying any clock card records and making incorrect adjustments to hours worked. Misuse of Company accounts or funds including Ronald McDonald House Charity money and/or

funds.

Conviction of an offence deemed by the Company to be serious. Gross unprofessional conduct with respect to other employees or customers. Using obscene, vile, abusive or threatening language to customers or other employees. Failing to report promptly any chronic ailments or communicable diseases, particularly gastric

disorders e.g. food poisoning, or deliberately endangering the health of any employee or customer.

Reporting for work under the influence or using, possessing, receiving, consuming, dealing,

selling alcohol and/or drugs on the premises. This will not apply in the case of medicines prescribed by a medical practitioner.

Assaulting or injuring any employee or customer or threatening or attempting to do the same. Falsifying an application form or giving false information relating to your employment (including

for the avoidance of doubt your immigration status and right to work in the UK).

Failure to comply with the required document checks of a prospective or current employee’s right to work in the UK as stipulated in the Company’s Eligibility to Work in the UK Policy. This shall include but is not limited to a failure to carry out checks correctly or carrying out checks negligently.

Scheduling an employee to work in contravention of their visa restrictions. This shall include but

is not limited to scheduling an employee on a student visa to work over the maximum number of hours per week as stipulated in their visa.

Fraudulent completion of the Daily Product Safety Checklist. Abuse of the Company computers to view, download, upload inappropriate information and/or

breach of the Company’s IT policy.

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Bringing or potentially bringing the Company into serious disrepute.

Accepting / offering bribes. Breach of trust and confidence.

Abuse or failure to follow any of the Company’s policies or procedures.

Victimisation of employees making a disclosure under the Whistleblowing Procedure. Activity on social networking sites (such as Facebook or Twitter) which, in the Company’s

reasonable opinion, could damage the reputation of the Company or any of its customers, clients and suppliers.

Inappropriate behaviour at Company organised work or social functions.

Sanctions for Poor Performance or Misconduct Poor performance or misconduct can result in the following: Informal Action: Caution/Reprimand If it is not appropriate to issue a formal disciplinary warning, e.g. for a first instance of lateness or no show, a verbal caution will be given. Details will be noted on the employee’s discipline record and in their personal file. Formal Disciplinary Action: 1. First Written Warning A First Warning for misconduct or “some improvement required” (poor performance) will be given and details noted on the employee’s discipline record on People Stuff and in their personal file. 2. Final Written Warning Where the First Warning has not been heeded or there is any other misconduct occurs again or the misconduct is serious enough to merit a Final Written Warning itself, or poor performance continues or does not improve, the employee will be given a Final Written Warning which will state that if any misconduct occurs again or poor performance continues or fails to improve, dismissal can be the result. Details of Final Written Warnings will be noted on the employee’s discipline record in their personal file. Where appropriate, a manager may proceed to the Final Written Warning stage without having given a First Warning and/or a caution. 3. Disciplinary Transfer, Demotion or Dismissal Where a Final Written Warning is not heeded and any misconduct occurs again, or poor performance continues or does not improve, or serious misconduct occurs, the final or appropriate step might be a disciplinary transfer to another restaurant or department and/ or demotion or, as a last resort dismissal. Demotion is likely to result in the appropriate reduction in salary and benefits to correspond with the grade following demotion and may be coupled with a formal warning. It should be noted that in situations where an employee voluntarily requests a demotion, they must support their request in writing

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at the time. Once agreed, the manager will provide written confirmation of the demotion for the employee and confirm any changes to salary and benefits. Dismissal, except in the case of gross misconduct, will be with appropriate notice. The Company may decide to make a payment in lieu of notice (subject to income tax and National Insurance deductions) and an employee will not be required to work their notice.

3.25 Appeal Procedure Right to appeal against disciplinary action If an employee is dissatisfied with any formal disciplinary action taken, they have the right to appeal against it by writing to the Managing Director within 14 days of any decision. Appeals may be raised on a number of grounds, which could include perceived unfairness of the action, the severity of the penalty, new evidence coming to light or procedural irregularities. These grounds will be considered when deciding the extent of a new investigation and/or rehearing. Appeals will be dealt with as promptly as possible taking into account operational requirements. Where and who to appeal to The Company will nominate the person who will conduct the appeal and the employee will be advised of the appeal meeting details once their written request has been received. The decision made following the appeal will be final.

3.26 Criminal Acts Before Conviction If criminal charges brought against an employee, it is the responsibility of the employee to notify the Company. The matter will be investigated and all the facts considered. The Company may decide that employment cannot be continued and reserves the right to dismiss the employee without notice in appropriate cases. In some situations it may be appropriate to suspend an employee without pay pending the final outcome of a criminal hearing and the Company reserves the right to do so in such circumstances. If the employee is ultimately found not guilty they will not be entitled to reclaim any money lost as a result of this suspension without pay. After Conviction If a criminal charge results in conviction, the Company will investigate the matter fully and will consider all the facts. The Company may decide that employment cannot be continued and reserves the right to dismiss the employee without notice in appropriate cases. Convictions for criminal acts which occur outside employment with the Company and which are not spent convictions within the terms of the Rehabilitation of Offenders Act 1974 but which are relevant to employment (e.g. shoplifting, fraud, assault, sex offences or anything that is detrimental to the Company, especially having regard to our nature as a family orientated business) may result in summary dismissal.

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3.27 Grievance Procedure The Company realises that from time to time employees may have work related problems or concerns about their work, working environment or working relationships that they wish to raise and have addressed. The Grievance Procedure provides a mechanism for problems that cannot be resolved through informal discussions with their manager. If an employee feels they have such a problem and have attempted to get it resolved through informal methods, they should follow the formal grievance procedure outlined below. It is normally anticipated that informal grievances will be resolved by a one to one discussion between an employee and their manager. General Points

Formal grievances should be made in writing to the employees’ immediate manager. Where the grievance is against their manager the matter should be raised with the manager’s manager.

Grievance hearings will be conducted as promptly as possible taking into account operational

requirements. The Company will nominate the person who will investigate the grievance and will advise the

employee raising the grievance of the meeting details. Employees have the right to be accompanied by a Company employee of their choice (within

reason) or by a *Trade Union Official at any stage. * A Trade Union Official must be either a full time officer employed by a Trade Union or have been reasonably certified in writing by the union as having received training in, acting as a employee’s companion at grievance hearings. Written confirmation of any necessary certification will be required prior to the start of any hearing.

Any grievance will be heard by a nominated person at least one level above the person raising

the grievance.

All grievance proceedings and documentation will be kept confidential. Employees will be advised of the outcome as soon as possible.

If an employee is not satisfied with the outcome of their meeting with the person the Company has nominated to hear the grievance, they can appeal. An appeal will be dealt with by the level of management above the one that was involved in the initial grievance meeting. Appeals will be dealt with as promptly as possible taking into account operational requirements. The decision made following the appeal will be final.

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3.28 References It is not Company policy to provide open references, however the Company will respond to any request from a prospective employer to provide a factual reference. Reference requests should be made to the People Team.

3.29 Transfer of Ownership The Company is committed to the ongoing success of the business. From time to time, ownership of and responsibility for the operation of the restaurant may change from the Franchisee to another Franchisee or to McDonald’s Restaurants Limited. If there is a transfer which affects an employee, their employment will normally be dealt with in accordance with the Transfer of Undertakings (Protection of Employment) Regulations 2006 (and any subsequent amendments).

4.1 Office Address and Contact Head Office: Iron Bridge, Uxbridge Road, Hanwell, Middlesex UB1 3EG People Team: peopleteam@apptcorp.com General: contactus@apptcorp.com Website: www.apptcorp.com

4.2 INDEX

Absence from work 14,15 & 42

Access to medical records 12, 14 & 16

Accidents 27 - 32

Acts of discipline and sanctions 17, 41 - 47

Adoption leave 38

Appeals against disciplinary action 46

Appearance guidelines 34 - 37

Bank holidays 13

Beards 35

Body piercing 36

Bonus 27

Breaks 8

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Business Expenses 24 - 25

Bullying 43

Burns 31

Canvassing 19

Compacting 31

Company cars 25

Company maternity pay 38

Company sick pay 14 - 16

Company values 6

Compassionate leave 40

Confidentiality 10 & 18

Conflicts of interest 18

Contractual definition 4

Criminal acts outside of work 49

Data Protection 9

Deductions/repayments from salary 9

Deliveries 31

Demotion 17 & 45

Disciplinary investigation 44

Disciplinary policy 41 - 47

Disciplinary transfer 45

Discrimination 43

Dismissal 45 - 46

Diversity and Inclusivity policy 37 - 38

Domestic leave 39

Drive Thru's 32

Electrical equipment 29

Eligibility to work in the UK 9

Emergency loan scheme 26

Employee Discounts 27

Environment 7

Filtering 30

Finger nails 35

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Fire precautions 29 - 30

Flexible working 38

Food safety procedures 32 - 34

Funeral leave 40

Garden Leave 16

Grievance procedure 47

Gross misconduct (examples) 42 - 43

Hair/hairnets 35

Harassment 43

Hats and Aprons 35

Hazardous substances/chemicals 31

Headscarves 35

Health and safety 27 - 32

Health and safety - Company vehicles 32

Health and safety hazards 31

Health and safety responsibilities 28

Health assessment - Working Time Regulations 28

Holiday entitlement 13

Holiday pay 13

Hotel accommodation 25

Hours of work 8

Hygiene and food safety 32 - 34

Hygiene and food safety - guidance for food handlers 33

Hygiene and food safety - guidance for managers 34

Hygiene and food safety - sickness reporting 33

Index 49

Interviews with news media 19

Introduction 4

Jewellery 36

Jury service 40

Lifts or hoists 30

Make up 35

Manual handling 31

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Maternity leave 38

Maternity pay 38

Maximum salary policy 11

Meal arrangements 37

Medical bracelets/necklaces 36

Medical examinations 16

Message to new employees 5

Misconduct (examples) 42 - 43

Misuse of Company vehicles 25

Moustaches 36

Nail varnish 35

Night workers - health assessments 28 - 29

Non disclosure of information 18

Non-contractual definition 4

Outside business interests 18

Parental leave 39

Paternity leave 39

Pay procedure 9

Pension scheme 27

Performance management policy 11

Period of notice 16

Personal hygiene 35

Personal leave 40

Place of employment 8

PR ratings 11

Private medical care 12

Probationary period 12

Public Interest Disclosure Act 18

Receiving gifts 19

References 48

Reserve forces leave 40

Religious symbols 36

Ronald McDonald House Charities 7

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Safes 31

Service Recognition Awards Programme 12

Shift patterns - Working Time Regulations 8

Shoes 35

Sickness absence 14

Sickness notification 15 & 33

Sideburns 36

Slips and falls 29

Smoking 29

Social Media policy 20 - 23

Statutory sick pay 14 - 15

Suspension with pay 42

Tattoos 36

Tax office 9

Telephone use 26

Tooth Jewellery 36

Training policy 40 - 41

Transfer of Ownership 48

Turbans 35

Uniforms 35

Use of Company equipment 20

Whistleblowing 24

Working Time Regulations 8 & 28 - 29