DD
WARRIOR
HANDBOOK
FOR WARRIORS
AND
CHIEF WARRIORS
A GUIDE TO EMPLOYMENT POLICIES AND
PROCEDURES IN THE WORKPLACE
CONFIDENTIAL – GENGHIS GRILL PROPERTY
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GENGHIS GRILL WARRIOR HANDBOOK 3/26/2012
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TABLE OF CONTENTS
TABLE OF CONTENTS ................................................................................................................. I
KEY DEFINITIONS ...................................................................................................................... III
OVERVIEW .................................................................................................................................. 1
INTRODUCTION TO GENGHIS GRILL ..................................................................................... 1
BRIEF HISTORY OF GENGHIS ................................................................................................... 2
MISSION STATEMENT................................................................................................................ 2
KULTURE AND PHILOSOPHY ................................................................................................... 3
CODE OF KHANDUCT ................................................................................................................ 4
EMPLOYMENT ........................................................................................................................... 7
EQUAL EMPLOYMENT OPPORTUNITIES ............................................................................... 7
ORIENTATION PERIOD .............................................................................................................. 7
EMPLOYMENT STATUS AND CLASSIFICATION .................................................................. 7
HARASSMENT, DISCRIMINATION AND/OR RETALIATION ............................................... 8
Discriminatory and/or Harassing Conduct Prohibited ................................................................ 8
Retaliation Prohibited ................................................................................................................. 9
Reporting Policy Violations ........................................................................................................ 9
The Investigation ...................................................................................................................... 10
EMPLOYMENT AT WILL .......................................................................................................... 10
COMPENSATION AND WORK HOURS ............................................................................... 11
PAYROLL CHECKS ................................................................................................................... 11
RECORDING TIME AND PAYROLL DEDUCTIONS .............................................................. 11
TIP REPORTING, TIP CREDIT AND TIP POOL ......................................................................... 12
SCHEDULES ............................................................................................................................... 13
CLOCK IN / OUT ......................................................................................................................... 14
ATTENDANCE ............................................................................................................................ 14
OVERTIME .................................................................................................................................. 15
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POLICIES AND PROCEDURES .............................................................................................. 15
VIOLENCE IN THE WORKPLACE ........................................................................................... 15
CRIME AND ROBBERY ............................................................................................................. 15
REPORTING UNSAFE CONDITIONS ...................................................................................... 15
WARRIOR UNIFORMS .............................................................................................................. 16
PERSONAL PROPERTY AND PERSONAL COMMUNICATION DEVICES ........................ 17
DRUG FREE WORKPLACE ....................................................................................................... 17
INFORMATION AND COMMUNICATION SYSTEMS ........................................................... 21
Use of Communication Systems ............................................................................................... 21
Monitoring, Inspection and Waiver of Privacy Rights ............................................................. 21
Prohibited Uses ......................................................................................................................... 21
MEDIA POLICY .......................................................................................................................... 22
SOCIAL MEDIA/NETWORKING POLICY ............................................................................... 22
OUTSIDE EMPLOYMENT ......................................................................................................... 23
EMPLOYMENT OF RELATIVES/SIGNIFICANT OTHERS .................................................... 24
INCLEMENT WEATHER ........................................................................................................... 24
CORPORATE KEYS ................................................................................................................... 24
EATING / DRINKING / SMOKING ............................................................................................ 25
FAN COMPLAINTS .................................................................................................................... 25
CERTIFICATIONS ...................................................................................................................... 25
CASH AND CREDIT / DEBIT CARD HANDLING ................................................................... 26
TELEPHONE COURTESY ......................................................................................................... 28
EVALUATIONS AND PROMOTIONS ...................................................................................... 28
TRANSFERS ................................................................................................................................ 28
SEPARATION FROM EMPLOYMENT ..................................................................................... 29
BENEFITS AND GUIDELINES ............................................................................................... 29
HOLIDAYS .................................................................................................................................. 29
VACATION DAYS ...................................................................................................................... 29
PERSONAL DAYS ...................................................................................................................... 30
HEALTH AND OTHER INSURANCE ....................................................................................... 30
MEALS ......................................................................................................................................... 30
PARKING ..................................................................................................................................... 30
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FAMILY AND MEDICAL LEAVE ............................................................................................. 30
OTHER LEAVES OF ABSENCE ................................................................................................ 34
WARRIOR RELATIONS .......................................................................................................... 35
OPEN DOOR POLICY ................................................................................................................. 35
BUSINESS RECORDS AND NON-DISCLOSURE OF CONFIDENTIAL INFORMATION ... 36
INSPECTION OF PROPERTY .................................................................................................... 36
TRAVEL AND BUSINESS EXPENSES ..................................................................................... 36
PERSONNEL RECORDS ............................................................................................................ 38
NON-SOLICITATION/NON DISTRIBUTION .......................................................................... 39
REFERENCES ............................................................................................................................. 39
STATE ADDENDUMS ......................................................... ERROR! BOOKMARK NOT DEFINED.
KEY DEFINITIONS
We use the following terms in this handbook:
FAN = Customer/Guest
WARRIOR = Hourly Employees
CHIEF WARRIOR = Store Managers
CORPORATE WARRIOR = Corporate Office Employees
FUTURE WARRIOR = Children under the age of 12
ALLIES = Vendors/Suppliers
ALL WARRIORS = Warriors, Chief Warriors and Corporate Warriors
ANY WARRIORS = Warriors, Chief Warriors and Corporate Warriors
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OVERVIEW
INTRODUCTION TO GENGHIS GRILL
Welcome to our Team!
Khangratulations and welcome to the Team of Genghis Grill-The Mongolian Stir
Fry. Our continued success in providing the highest quality food, beverages and service to our
Fans depends on having quality people like you join our Team. We want you to enjoy your time
here and are committed to helping you succeed in your new job.
This handbook is designed to help you understand Genghis Grill’s general policies regarding
employment and you are required to read it and at all times comply with its provisions. After
reading this handbook, keep it for future reference. This handbook contains only general
information and guidelines. It is not intended to be comprehensive or to address all the possible
applications, or exceptions to, the general policies and procedures described. For that reason any
questions should be directed to a Chief Warrior or the Human Resources Department in charge.
This handbook applies to all Warriors and Chief Warriors. All policies, practices, procedures,
and benefits of Genghis Grill, except for the Arbitration Agreement and the Non-Disclosure
Agreement, whether or not described in this handbook, may be changed, modified, or
discontinued by Genghis Grill at any time, without prior notice and with retroactive effect. From
time to time, this handbook may be amended. You are expected to review and comply with
amendments as they are issued.
Oral statements by Chief Warriors, Corporate Warriors or the owners concerning the conditions
of your employment will be superseded by the written policies that are the basis of this handbook
and will therefore not be contractual in nature unless approved in writing by an authorized
representative of Genghis Grill. At times and in some cases, the application of these policies
may be affected by present or future government regulations or state or local law.
The information and guidelines contained in this Warrior handbook supersede any prior versions
or any other Warrior handbook that may have been issued by Genghis Grill.
We are excited that you have joined us!
Sincerely,
The Genghis Grill Management Team
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BRIEF HISTORY OF GENGHIS
The Partners: At Genghis Grill, the Khanbinations are endless. The same holds true for the
operating principals and fearless entrepreneurs of The Chalak Group. The Chalak Group consists
of Al Bhakta, Chet Bhakta, Nik Bhakta and Ron Parikh, whose drive to explore the endless
possibilities led them from being one of the 1st franchisee groups to join the Genghis Grill brand
and to owning the concept and take it to what Genghis Grill is today-a segment leader when it
comes to Mongolian Barbecue. Each individual has a key role in the day to day operations of
Genghis Grill Franchise Concepts, LP. The Chalak Group has been involved in the Genghis Grill
system since its early days. They have seen the concept mature from its infancy to the strong
brand that it is today. The Chalak Group also owns and operates several of its own, successful
Genghis Grill restaurants in the Dallas/Fort Worth area in Texas.
The Birth of Genghis Grill: The Mongolian Stir Fry first opened its doors in Dallas in 1998. The
first location was an immediate success and the concept's founder started considering different
growth plans. Genghis Grill launched its franchise program in August of 2001, due in part to an
overwhelming amount of unsolicited interest in franchising the concept. The first several
franchises awarded were all through unsolicited interest by fans of Genghis Grill. The franchise
program has attracted interest from coast to coast in the United States and as far away as Hong
Kong and the Middle East. The Chalak Group under the banner, Genghis Grill Franchise
Concepts, LP acquired the Genghis Grill system in 2004. The Chalak Group encompasses a team
of young, intelligent, and focused entrepreneurs who also own and operate ALL Genghis Grill
locations in the Dallas/Fort Worth Metroplex. With their leadership, the future of Genghis Grill
is bright and promising.
Now, The Chalak Group and Genghis Grill have plans to open over 1000 stores by 2020. From
1970 to the 21st century …and now ready to KHANQUER THE WORLD!
MISSION STATEMENT
Our mission is to enrich the lives of our Fans, Warriors, Chief Warriors, Corporate Warriors and
owners. We accomplish this mission through superior quality food and beverages, legendary
customer service, sales growth, cost controls and treating our Warriors, Chief Warriors and
Corporate Warriors like family. We believe that our Warriors, Chief Warriors and Corporate
Warriors are the most important resource and our success depends on creating and retaining a
staff capable of delivering an exceptional dining experience to every Fan on every visit to
Genghis Grill-The Mongolian Stir Fry.
“IF FANS ARE GENUINELY NOT HAPPY,
GO ABOVE AND BEYOND TO MAKE SURE THEY LEAVE HAPPY.”
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KULTURE AND PHILOSOPHY
Genghis Grill – The Mongolian Stir Fry’s success depends upon our people. Our restaurant can
only prosper and provide opportunities for employment and growth when we continually
improve ourselves and the work we do. We recognize however, that success is not measured by
sales, customer counts and numbers alone. We are measured as much by the way in which we
achieve our goals, as we are by the actual achievements themselves. We believe that a
commitment to uncompromising values and integrity should always guide our decisions and
actions as we pursue our goals. Following are the core values that form the foundation of our
measurement of success.
WE BELIEVE IN PROVIDING LEGENDARY SERVICE. Our goal is to provide the kind of
unique and genuine sort of personal care and attention that our Fans tell stories about.
WE BELIEVE THAT GOOD IS NOT ENOUGH. We never stop trying to do it better, no matter
how good we are. We constantly strive to "raise the bar.”
WE BELIEVE IN HONESTY AND TRUST. We work to build trust with others in each and
every transaction and interaction, whether it’s with Fans or all of our Warriors. We recognize
that honesty and trust form the bond that holds organizations and relationships together.
WE BELIEVE IN ONGOING TRAINING AND DEVELOPMENT OF OUR PEOPLE. We see
it as a worthy investment in the future of the restaurant and as a way of enabling our Warriors to
achieve their potential in whatever they do. We are committed to the educational process. We
believe that learning should last a lifetime and the more we learn, the more we will know.
WE BELIEVE IN DOING BUSINESS IN A PROFESSIONAL AND ORDERLY MANNER.
We take great pride in having good systems, standardized procedures and being organized. This
handbook is the first step.
WE BELIEVE IN PUTTING OUR WARRIORS FIRST. Our Warriors, Chief Warriors and
Corporate Warriors are the foundation of this organization. When Genghis Grill puts its people
first, the results are spectacular and the service we offer our Fans shows it. Superior service
comes from the heart. We realize that our Fans will have a wonderful experience only when our
staff is truly happy.
THERE IS NO “I” IN TEAM. The value of an individual is never held higher than the value of
the team. For the team to function at its greatest potential, all individuals that comprise the team
must work in harmony. It is important that no individual disrupts the positive chemistry of the
team. TEAMWORK! – TEAMWORK! – TEAMWORK!
TEAMWORK = SUCCESS. We cannot achieve our goals and provide the highest levels of
service to our Fans without working together as a team. Teamwork is not a difficult concept to
understand. It boils down to common courtesy and common sense. If a fellow Warrior is
overloaded and you’re not, helping them in any way you can is an example of teamwork. It’s
only a matter of time before they will return the favor, though that’s not the main reason to help
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them. Pitching in to help a Fan, whether they are technically “yours” or not, is not just a good
idea; rather, it is the essence of teamwork and it impresses both your fellow Warriors and the
Fans who appreciate your assistance. If another Warrior hasn’t quite caught on to something and
you have, offer a suggestion to help them get the job done. Genuine teamwork makes for a much
more enjoyable and satisfying work experience for all Warriors and results in happier Fans.
ATTITUDE CREATES AMBIANCE. To preserve our great work environment, we strive to hire
upbeat and positive people from a variety of cultures and backgrounds. A positive attitude is an
approach to a way of life. It is a conscious choice and is the driving force behind exceptional
service. All Warriors are responsible for fostering an atmosphere that encourages positive
attitudes.
PROMOTION FROM WITHIN. We are committed to both Genghis Grill and personal growth.
We believe that without the growth of our Warriors, we too will become stagnant. Everything
changes around us and we intend to change with it, not to be left behind and forgotten. Please
Khantact your Chief Warrior for any growth opportunities.
CODE OF KHANDUCT
Genghis Grill is committed to maintaining its Kulture and Philosophy to ensure a pleasant, fun
and rewarding employment experience for all Warriors and an enjoyable and memorable dining
experience for its Fans. In furtherance of its Kulture and Philosophy, Genghis Grill maintains a
Code of Khanduct to help you understand the conduct expected of you, as well as conduct that is
inappropriate in our work environment. This Code of Khanduct is not intended to be all-
inclusive; rather, it is intended to provide guidance.
More specifically, Genghis Grill expects all Warriors to:
► Provide outstanding customer service and a great experience to our Fans.
► Comply with this handbook and all Genghis Grill policies, procedures and directives,
including, without limitation, the Discrimination, Harassment and Retaliation policy,
operations policies, and all other policies, procedures and practices.
► Treat all Warriors, Fans and Allies in a respectful and courteous manner.
► Maintain the confidentiality of Genghis Grill’s confidential information, such as recipes,
business strategies and the like.
► Comply with all safety practices, policies and procedures.
► Be on time and alert when scheduled to be at work.
► Be careful and conscientious in performance of duties.
► Comply with all food safety practices, policies and procedures mandated by the city, county,
state and federal jurisdictions.
► Immediately report workplace injuries to the Chief Warrior on Duty.
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► Accurately record all time worked, not tamper with or change time entries without prior
written approval from management and not clock in or out for other Warriors or Chief
Warriors.
► Accurately and timely report tips.
► Engage in the open door process to resolve any issues you may have.
► Maintain the quality and integrity of the food and beverages we serve.
► Comply with all alcohol related agencies rules, regulations, policies and requirements.
► Refrain from horseplay in the workplace.
Similarly, Genghis Grill prohibits all Warriors from engaging in misconduct which includes, but
is not limited to:
► Violating any policies, procedures or practices, including, but not limited to, failing to report
workplace accidents, harassment, and discrimination or retaliation concerns.
► Insubordination, such as refusing to comply with a Chief Warrior’s instruction, arguing in
front of customers and other, related conduct.
► Theft or unauthorized removal or possession of Genghis Grill, Warrior or Fans’ monies or
property.
► Falsifying Genghis Grill records, including employment applications, payroll records, reports
regarding absences, expenses, claims regarding workplace injuries, time records (including
clocking in or out for another Warrior), Aloha POS entries and any other records.
► Failing or otherwise refusing to cooperate in any workplace investigation.
► Making intentional misrepresentations of fact during any investigation.
► Sleeping on the job.
► Smoking on the job.
► Possessing, using, distributing, or reporting to work under the influence of illegal drugs or
reporting to work under the influence of alcohol.
► Creating, maintaining and/or failing to report an unsafe work environment. This includes
fighting.
► Tampering with any food or beverages.
► Failing to pay for your own meals and beverages.
► Disclosing or otherwise using, other than in connection with your employment with Genghis
Grill, any Genghis Grill confidential, sensitive and/or proprietary information.
► Negligently using Genghis Grill property or equipment.
► Engaging in threatening, intimidating, offensive or inappropriate verbal, non-verbal and/or
physical conduct, including, but not limited to, threats of violence.
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► Abandoning your shift without prior approval, absent a true emergency, such as, by way of
example only, an illness, injury or death in the family.
► Willful destruction, damage, theft, or defacing of Genghis Grill, Warrior, Fan or Ally
property or equipment.
► Improperly manipulating the Aloha POS system or any other software used by Genghis Grill.
► Excessive, unexcused absenteeism.
► Credit card or debit card theft or abuse, including any form of identity theft.
► Obscene, abusive, intimidating, disruptive, derogatory, stalking, or threatening
language/behavior towards anyone.
► Bringing obscene, pornographic, or other inappropriate materials onto company premises,
intentionally viewing inappropriate Internet sites or downloading inappropriate materials
from the Internet while on Genghis Grill premises, e-mailing offensive and/or disruptive
messages and/or attachments, or placing inappropriate materials on Genghis Grill computers.
► Conviction, while employed, of an unlawful offense related to the performance of job
responsibilities, acts of violence, dishonesty or moral turpitude.
► Failing to give adequate notice to a Chief Warrior/Supervisor of absence from work; which
includes leaving work early without prior approval.
► Failing to follow safety and sanitation rules and standards.
► Intentionally misrepresenting any leave, health or return to work status, or employment
status.
► Engaging in any type of conduct, verbal or otherwise, on or off duty, that reflects negatively
on Genghis Grill’s reputation or brand or has the impression of reflecting negatively on
Genghis Grill’s reputation or brand.
Failure to adhere to the handbook and related policies may result in disciplinary action up to and
including termination of employment. Genghis Grill may, in its sole discretion, suspend anyone,
with or without pay, for up to thirty (30) days, pending resolution of any claims of misconduct or
policy violations. If anyone who is suspended without pay is restored to employment, Genghis
Grill may choose, at its sole discretion, to reinstate with or without reimbursement for lost
wages. If a suspended Warrior, Chief Warrior or Corporate Warrior is terminated as a result of
the matter that initiated the suspension, and if the suspension was without pay, there will be no
reimbursement of lost wages.
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EMPLOYMENT
EQUAL EMPLOYMENT OPPORTUNITIES
Genghis Grill is an Equal Opportunity Employer and is committed to recruiting and retaining the
best qualified Warriors, Chief Warriors and Corporate Warriors who demonstrate the ability to
perform competently and work well with others. Discrimination based on race, color, religion,
sex, pregnancy, age, national origin, citizenship status, veteran status, physical or mental
disability, genetic information, or any other basis protected by law is prohibited by law and this
policy. This policy governs all aspects of employment, including selection, job assignment,
compensation, discipline, termination, and access to benefits and training and applies to all
employment decisions, including hiring, promotion, discharge, and other matters affecting terms
and conditions of employment.
Additionally, Genghis Grill will make reasonable accommodations for qualified individuals with
known disabilities unless doing so would result in undue hardship. If you believe you have a
disability requiring accommodation, it is your responsibility to notify management so that
possible accommodations may be explored.
ORIENTATION PERIOD
You have been through our Warrior selection process and we believe that you have the potential
to develop into a successful Warrior. We require that all Warriors and Chief Warriors complete
a 90-day orientation period to enable us to get to know one another, see how you adapt to your
new position and determine if you are willing and able to carry out the responsibilities for your
new job. During the orientation period you will begin your training and be observed by
management. We encourage you to ask questions and seek additional help from our
management staff if you feel you do not understand what is expected of you or think that you
need additional training. Your employment may be separated if you do not successfully
complete the orientation period or at any time during or following the orientation period at the
discretion of management.
EMPLOYMENT STATUS AND CLASSIFICATION
Orientation Period Warriors - Warriors who are in their orientation period.
Part-time Warriors - Warriors who work less than 32 hours per week.
Full-Time Warriors - Warriors who work at least 32 hours per week.
Hourly-Non-Exempt - Warriors in this classification include all Warriors covered by the
overtime provisions of the Fair Labor Standards Act (FLSA), and any applicable state wage and
hour laws. Hourly/non-exempt Warriors are entitled to time and one-half for all hours worked in
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excess of 40 hours in a work week and, in states with provisions for daily overtime premiums,
for hours worked in excess of the amount specified by applicable state law.
Salaried-Exempt - Warriors in this classification include all those classified as exempt from
the overtime provisions of the FLSA and any applicable state laws. It is our policy to comply
with the salary basis requirements of the FLSA. All Warriors in positions that meet the exempt
definition will normally be classified as salaried/exempt personnel; however, this determination
is made on a case-by-case basis and must be reviewed and approved by the Human Resources
Department in-charge at the corporate office.
Salaried-Non-Exempt - Warriors in this classification include all salaried Warriors classified
as non-exempt from the overtime provisions of the FLSA, or any applicable state wage and hour
laws. Salaried/non-exempt team members are entitled to time and one half for all hours worked
in excess of 40 hours in a work week and, in states with provisions for daily overtime premiums,
for hours worked in excess of the amount specified by applicable state law. This determination is
made on a case-by-case basis and must be reviewed and approved by the Human Resources
Department in-charge at the corporate office.
HARASSMENT, DISCRIMINATION AND/OR RETALIATION
Genghis Grill prohibits unlawful discrimination, harassment, retaliation, and other forms of
illegal or unethical conduct by any Warrior, Chief Warrior or Corporate Warrior against any Fan,
Warrior, Chief Warrior, Ally or anyone else. This policy sets forth examples of the types of
conduct prohibited by our policies, as well as procedures for handling questions or complaints.
Discriminatory and/or Harassing Conduct Prohibited
Genghis Grill prohibits any harassing or discriminating conduct because of race, color, religion,
sex, pregnancy, age, national origin, disability, veteran status, protected activity (such as
opposition to prohibited discrimination, refusal to commit an unlawful act, reporting an unlawful
act, or participation in the Company’s EEO/Employment complaint process) or any other basis
prohibited by law.
Sexual And Other Unlawful Harassment
Sexual and other forms of harassment come in many forms and can be directed against
males or females by fellow Warriors, Chief Warriors, Allies, Fans or other persons.
Genghis Grill expects all Warriors to act professionally at all times and to use the
EEO/Employment complaint procedure detailed below if he or she believes that
offensive conduct has occurred at Genghis Grill.
Prohibited conduct includes, but is not limited to, the following:
► Offensive, derogatory, inappropriate or abusive statements, assault, coercing,
comments, slurs or gestures;
► Mocking, ridiculing or mimicking another’s culture, sexual orientation, gender
specific traits, accent, appearance or customs;
► Epithets, slurs, insults, or negative stereotyping;
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► Writing or drawing graffiti anywhere on Genghis Grill premises;
► Posting written or graphic material that denigrates or shows hostility or aversion
toward an individual or group that is placed on walls, bulletin boards, or elsewhere on
premises or circulated in the workplace;
► Use of sexual or other epithets based on any protected category;
► The use of sexually suggestive language and other behavior that is offensive,
derogatory, inappropriate or abusive, including patting, pinching, whistling, or
rubbing;
► Conduct that interferes with job performance or creates an offensive or intimidating
work environment;
► Unwelcome flirtation, requests for sexual favors, sexual advances or propositions,
requests for “dates,” and other verbal or physical conduct of a sexual nature;
► Display of sexually suggestive or sexually explicit pictures (including cell phone
pictures), greeting cards, books, drawings, photographs, magazines, websites,
cartoons or objects;
► Circulation of e-mails, jokes, inappropriate “texts”, or other materials that reasonably
could be viewed as offensive by any Warrior; which includes in any electronic format
from a cell phone or PDA
► Implying, by words or actions, that a Warrior must tolerate or submit to sexual
advances or offensive, inappropriate, or abusive conduct.
Other Illegal or Unethical Conduct Prohibited
Genghis Grill is committed to the highest regard for law and ethics. Illegal or unethical
conduct of any type is prohibited. If you believe that anyone (Chief Warrior, Warrior,
Corporate Warrior, etc.) has asked or instructed you to commit an illegal or unethical act,
or if you believe you are being retaliated against for refusing to do so, you should report
this immediately to your Chief Warrior or Human Resources in Charge at the Corporate
Office. Genghis Grill prohibits any Warrior from engaging in any illegal or unethical
conduct or asking or instructing another to do so. Further, if any Fan or Ally engages in
illegal or unethical activity, or asks you to do so, this should also be reported.
Retaliation Prohibited
Genghis Grill prohibits retaliation against anyone who makes a good faith complaint or report
under this policy, participates in an investigation of a complaint under this policy or who
otherwise acts to enforce or uphold this policy. If you believe you are being retaliated against in
violation of this policy, you should immediately report it.
Reporting Policy Violations
If you have been subject to or are otherwise aware of any conduct which is offensive, harassing
or discriminatory based upon one’s race, color, religion, gender, pregnancy, age, national origin,
disability, veteran status or other protected category, whether involving fellow Warriors, Chief
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Warriors, Corporate Warriors, Fans, Allies or others, you should timely report the matter, even if
you are not the recipient or target of the conduct and even if you are unsure whether the conduct
would violate this policy. You should report all incidents of discrimination, harassment,
retaliation, illegal or unethical conduct directed at you or another person, regardless of the
offender’s identity or position.
The report of suspected violations should be made to your Chief Warrior, to the Owners or to the
Human Resources Department in-charge at the corporate office. You can also report any
potential violations by calling (214)774-4240 x155 or toll free at (888) 436-4447 x155 or e-
mailing your complaint to [email protected]. At a minimum, your report
should identify the details of the complaint, the date of the incident(s) at issue, the names of the
persons involved, your name and the names of any witnesses.
The Investigation
Genghis Grill will promptly investigate all complaints, including interviewing the complainant
and the alleged harasser where possible. A Warrior, Chief Warrior or Corporate Warrior may be
suspended, with or without pay, pending the results of the investigation. The investigation may
include interviews with Warriors and others who may have relevant information. All Warriors
are expected to cooperate fully and provide all relevant information concerning the investigation.
Failure to cooperate fully with an internal investigation may result in disciplinary action up to and
including discharge from employment. Knowingly making false allegations is a serious act of
misconduct subject to corrective action, including termination.
We will maintain confidentiality of the complaint, the investigations and the result to the extent
possible, and we will instruct everyone contacted during the investigation to do so as well. The
complaining party and any accused will be given full opportunity to present their views and will
be advised of the results of the investigation.
If the investigation supports the complaint, Genghis Grill will take appropriate disciplinary
action, up to and including termination. The goal of any disciplinary action taken will be to stop
the harassment and avoid its repetition. The discipline may vary depending on the severity of the
harassment, the alleged harasser’s employment history and any prior complaints of similar
harassment. Appropriate disciplinary measures include suspension, counseling, transfer,
demotion or discharge. Regardless of the outcome of the investigation, Genghis Grill will not
tolerate any retaliation against any Warrior, Chief Warrior or Corporate Warrior for participating
in the investigation of or making an allegation of harassment.
EMPLOYMENT AT WILL
All Warriors and Chief Warriors are employed at-will and this handbook does not create a
contract of employment. Unless you have an individual written employment agreement for a
definite period of time that is signed by you and an authorized Genghis Grill representative, your
employment may be terminated by you or Genghis Grill at any time, for any reason not
prohibited by law, with or without cause and with or without notice. Absent such an agreement,
the only contract between you and Genghis Grill, other than your separately signed Arbitration
Agreement and Non-Disclosure Agreement, is the agreement that your employment is at-will.
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COMPENSATION AND WORK HOURS
PAYROLL CHECKS
Paychecks are available at the restaurant and at the corporate offices every other Monday. Due
to unforeseen circumstances checks may arrive early on the preceding Friday. Unless you
provide your Chief Warrior with advanced written notice of a family member coming to pick up
your check, you may pick up your check during non-peak hours. Non-peak hours are between
2:00pm and 5:00pm. You must notify us with permission to give your check out to whoever will
be picking it up. They must be prepared to show their identification to us before issuing the
check.
If you have questions regarding your payroll check, please contact your direct Chief Warrior or
your Human Resource Department in-charge at the corporate office.
RECORDING TIME AND PAYROLL DEDUCTIONS
Non-Exempt Warriors - Non-exempt Warriors will be paid only for actual hours worked
unless they receive benefits under any other Genghis Grill policies. All hours of work must be
accurately recorded. Working “off the clock” is against the law and a violation of Genghis Grill
policy. If you have been instructed to work off the clock by anyone, you must report this matter
immediately to management.
Exempt Warriors - Exempt Chief Warriors are paid on a salary basis and, with certain
exceptions, must be paid their full salary for any week in which they perform work. An exempt
Warrior’s pay may be reduced in the following circumstances:
► Chief Warriors who are absent for at least a full day because of sickness or disability will not
be paid for that day if they are eligible for benefits under Genghis Grill’s policies. Their pay
will not be reduced if they are absent for less than a full day because of sickness or disability.
► Chief Warriors who take leave under the Family and Medical Leave Act (FMLA – defined
later in the handbook) will not be paid for that time unless they have accrued benefits under
any Genghis Grill policy which runs concurrent with the FMLA leave. Pursuant to the
FMLA’s intermittent leave policy, pay of Warriors on FMLA leave will be reduced by the
hours missed even if it is less than a full day.
► Chief Warriors may be suspended without pay for certain other types of workplace
misconduct, but only in full-day increments. The reduction in pay will be proportionate to
the number of days suspended.
► Chief Warriors who work less than 40 hours during their first or last week of employment
will be paid a proportionate part of their full salary for the time actually worked, provided a
written two weeks notice is given.
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Payroll Deductions-Upon receiving your first check you will notice some standard deductions
that are required by law. These deductions may include the following:
► Federal and State Taxes
► Social Security Taxes
► Garnishment Governed by Law, such as Child Support Payments, Student Loans or Tax
Levies
These garnishments will only be deducted from your check by state or federal documentation.
Optional Deductions-During your course of employment, Chief Warriors may acquire certain
benefits. Upon receiving those benefits, their might be a cost associated at the expense of the
Chief Warrior. Those expenses can be deducted out of their check only with written consent.
These deductions may include the following:
► Health Insurance Premiums
► Dental Insurance Premiums
► Retirement Plan-401(k)
► Charitable Contributions
► Miscellaneous/Other
TIP REPORTING, TIP CREDIT and TIP POOL
Federal and state taxation laws mandate Warriors to report all income received from their work.
All tips you receive, whether in cash or included in a credit card transaction, are taxable income
to you and must be timely and accurately recorded. You are required by law and by this policy
to report and record your actual tips for each shift.
Genghis Grill requires that all restaurants pay their non-exempt Warriors at least minimum wage.
For Warriors who receive tips, the restaurant uses a tip credit which allows for tip income to
count towards the federal minimum wage unless otherwise prohibited by law.
Genghis Grill also requires that this Tip Reporting & Tip-Pool Policy be made available to all
Warriors and that the Tip Reporting & Tip-Pool Policy is explained to all new Warriors as part
of new-Warrior orientation. Genghis Grill does not allow Chief Warriors, Corporate Warriors or
owners to participate in the tip-pool program.
At the end of each shift, tipped Warriors must disclose on the Aloha POS the amount of credit
card tips and total tips, less any tips shared with any other Warriors. Your tips will be recorded
and reflected in the total tips section on your paycheck stub. Endorsement of your paycheck
indicates that you acknowledge that your tip information on the stub is accurate and correct.
It is your responsibility to comply with Internal Revenue Service (IRS) requirements of reporting
all of your tip income. While you are responsible for reporting all of your tip income, the
restaurant may be required to allocate additional tip income to any tipped Warrior that does not
declare at least 8% of their gross sales as tip income.
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Genghis Grill has a mandatory tip pool policy. The tip-out, based on gross, daily sales for each
server, is:
► 1.5% Busser
► 1% Bartender
► .75% Hostess
► .75% Khan’s Koach
Anyone subject to the tip-out who does not work on any particular day is not permitted to
participate in the tip pool for that day. The Aloha POS will automatically calculate these
amounts when you process your checkout at the end of your shift. By law, all tipped Warriors
are required to report 100% of tips on a daily basis before clocking out, and this includes
Warriors who receive tips as part of the tip pool. This also includes any tips received from other
Warriors in the normal course of your job. Tips are taxable income and Genghis Grill will report
declared tips to the IRS.
As an additional matter, tips are an important indicator of a customer’s satisfaction with the
service that they received from a Warrior. Accordingly, Genghis Grill will monitor the tips
declared by each Warrior, in part, to measure and evaluate his or her service performance and to
ensure proper reporting of income.
Warriors may be disciplined, up to and including termination, for claiming less than the amount
established by documentation and other data and information, depending on the severity of the
violation.
The U.S. Department of Labor amended its tip credit notice regulations, effective May 5, 2011,
to require employers to inform tipped employees of certain tip credit information. You will
receive and sign a document at the end of this Handbook that outlines the specific dollar amounts
and required information that pertains to your position. The tipped credit permits an employer to
take a tip credit toward its minimum wage obligation for tipped employees equal to the
difference between the required cash wage and the federal minimum wage. The tip credit
claimed by the employer cannot exceed the amount of tips actually received by the tipped
employee. Assuming you have received a sufficient amount of tips to cover the tip credit, the
amount of your tips per hour to be credited as wages will be the difference of the current hourly
minimum wage less the current tipped hourly wage. You have the right to retain all the tips you
receive, except for a valid tip pooling arrangement limited to employees who customarily and
regularly receive tips. The tip credit will not apply to any tipped employee unless the employee
has been informed of these tip credit provisions. If you have questions on the tip credit, please
see your manager.
SCHEDULES
Schedules are prepared to meet the work demands of the restaurant. As the work demands
change, management reserves the right to adjust working hours and shifts. Schedules are posted
weekly on Wednesday. All Warriors and Chief Warriors are responsible for working their
scheduled shifts.
You should arrive for your shift with enough time to make sure you’re ready to work when your
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shift begins. You should clock in when your shift begins and be ready to start work immediately.
Warriors must enter and exit through the front door during business hours – not the back door.
Emergency absences will be considered excusable only if the Warrior contacts the Chief Warrior
as soon as possible prior to the shift (minimum 2 hour notice where possible), and the reason is
valid. Failure to do so may result in disciplinary action up to and including termination.
Likewise, Warriors who fail to report for two scheduled shifts (no call/no show) will be
considered to have abandoned their job and voluntarily quit.
Workweek: according to the current Genghis Grill pay schedule, a workweek is defined as 5:00
a.m. Monday through 4:59 a.m. on Monday of the following week. The actual days worked by
each individual Warrior will vary.
Schedule Request Forms: if you need to change your schedule, please fill out a Schedule Request
Form available from a Chief Warrior. This is a request. It is up to the Chief Warrior to see if
he/she can fulfill your request. Genghis Grill cannot guarantee that your schedule request can be
made. Requests for schedule changes are based on a first-come, first-served basis.
CLOCK IN / OUT
You will be clocking in and out using the Aloha POS time clock. You will be given a personal
code for which you will be responsible. This code will allow you to clock in five (5) minutes
prior to your scheduled shift and you must clock out no later than five (5) minutes after the end
of your scheduled shift, unless otherwise approved by your Chief Warrior.
ATTENDANCE
Attendance is important for our business to function and to ensure the best experience for our
Fans. Excessive, unexcused absenteeism may result in disciplinary action, up to and including
termination. Genghis Grill requires the following:
► If you are going to be late or miss work, you are expected to contact your Chief Warrior and
advise of the situation. Warriors and Chief Warriors are expected to call and talk to their
direct Chief Warrior at least two (2) hours before they are scheduled to work if they will be
late or miss work.
► Any Warrior or Chief Warrior who does not report to work for two (2) shifts without
sufficient explanation will be considered to have voluntarily resigned from employment with
Genghis Grill.
► Prior to taking a leave of absence, you are required to submit a Warrior Leave Request Form
to your Chief Warrior and receive written approval for the leave. In the event that the
policies in this handbook require additional leave forms (such as the Family and Medical
Leave policy), you will be expected to comply with those policies as well.
► Warrior Leave Requests should be submitted at least two (2) weeks prior to the scheduled
leave date where possible.
► Warriors and Chief Warriors returning from any type of leave due to a medical condition
must present a fitness for duty certification.
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► Any Warrior or Chief Warrior who fails to return to work following the expiration of a penal
or other leave of absence will be deemed to have abandoned his or her job unless he or she
has provided a satisfactory reason to management.
► The requirements of this Attendance Policy are subject to and may be modified by
emergency situations or otherwise at the discretion of management.
OVERTIME
Due to the nature of our business, we do not anticipate that Warriors will regularly work
overtime. Genghis Grill requires that all non-exempt Warriors obtain written approval from
management prior to working overtime. Failure to obtain advance written approval may result in
disciplinary action, up to and including termination.
POLICIES AND PROCEDURES
VIOLENCE IN THE WORKPLACE
Genghis Grill promotes a safe environment and prohibits violence against Warriors, Fans, Allies
and the general public. Threats, threatening behavior or acts of violence against and by anyone
on Genghis Grill property will not be tolerated. Genghis Grill also forbids any Warrior, Fan, or
Ally, to bring any weapons into the workplace. Violations of this policy may lead to disciplinary
action, which could include dismissal, arrest and prosecution, or all of the above.
CRIME AND ROBBERY
If you are ever involved in a robbery at work, do not resist. Statistics show that people, who
resist, are three times more likely to be injured than people who do not resist. The safety of you,
your fellow Warriors and Fans are our highest priority. Don’t be a hero. Always cooperate fully
and do not resist! Call 911 as soon as it is safe to do so.
REPORTING UNSAFE CONDITIONS
It is important to us and to our Fans and Allies that you are alert to unsafe, hazardous conditions.
All Warriors are responsible for maintaining a clean, safe work area. Failure to do so may result
in disciplinary action. All Warriors are also required to promptly report unsafe conditions to
Chief Warriors or anyone else in management and shall not be subject to retaliation.
Genghis Grill is a subscriber to workers’ compensation insurance. All Warriors should
understand, however, that they may be disqualified from receiving workers’ compensation
insurance benefits under applicable law if, by way of example only, their injury occurred while
they were in a state of intoxication or was caused by the Warrior’s willful attempt to injure
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himself or herself or to unlawfully injure another person or failure to report injury in a timely
manner.
All Warriors are required to immediately report all accidents, no matter how minor, and
emergencies, to management. In the event a Chief Warrior is unavailable please call the
corporate office at 1-888-436-4447. Failure to do so may result in disciplinary action up to and
including termination. Genghis Grill is a subscriber to workers’ compensation insurance. Please
direct any questions about workers’ compensation benefits to the Human Resources Department
in charge at the corporate office.
WARRIOR UNIFORMS
The way we wear our uniforms to work is a reflection of the pride we have in ourselves and
Genghis Grill. Each Warrior should be well groomed and present a positive self-image to
customers, members of the public, and industry representatives.
Because it’s important to keep everyone consistent throughout the restaurant, we require
Warriors to adhere to all uniform policies at all times. Warriors must show up to work in proper
uniform. If you do not, you will be sent home without pay to change. Should you have any
questions regarding this policy, please refer to the poster located in the restaurant.
Please remember the following:
► Warriors are expected to provide a neat, acceptable appearance at all times during the
workday. Clothing must be clean, stain free, well pressed and in good repair.
The uniform consists of:
A clean Genghis Grill T-Shirt/Polo, which must be tucked in, and Hat or
Apron (if hat or apron is applicable)– Employer Provided
Any warrior wearing a baby tee must wear a black undershirt, to
prevent any skin from being shown.
If you choose to wear an undershirt, it must be black and short-sleeved.
Only approved long sleeve Genghis Grill Shirts may be worn.
Clean BASIC Form fitting Blue Jeans. All blue jeans must be
rip/hole/stain/jewelry/design FREE. Skinny Jeans and Long Jeans maybe
be worn as long as it creates a professional look.
Solid BASIC Black Belt. All belts need to be stud/jewelry/design FREE.
Proper, safe work non-slip shoes are expected at all times. Shoes must be
solid black. Open-toe style shoes are not permitted.
Black socks or stockings must be worn at all times.
► Use of jewelry is restricted to allow for wedding or engagement rings so it will not pose any
safety risks. Watches are only allowed in the FOH for Food Safety Reasons. All necklaces
must be tucked in. Only one inch hoop earrings may be worn. Gauge earrings are allowed as
long as it does NOT exceed ¼ inch and they must be black or clear. No facial piercings may
be worn, including retainers.
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► Proper personal hygiene, including daily bathing, use of deodorant and clean teeth, as well as
attention to cleanliness while at work is expected at all times.
► No fake fingernails or long fingernails will be tolertated. Only clear nail polish is permitted.
► All visible tattoos must be covered, or a long sleeve Genghis Grill T-Shirt must be
purchased.
► Warriors are instructed on proper product handling techniques and required to follow
company and federal and state food handling regulations.
► Warriors must wash hands prior to shift start, after breaks, and after doing anything other
than preparing food.
► Warriors should be aware of and avoid unsanitary work habits, such as biting on nails,
touching any area of the face hair or scratching the head or body.
► Cologne and/or perfume should be worn sparingly.
► Hair, highlights, goatees and mustaches should be clean, combed and controlled, and must be
of a natural color. No beards will be allowed. Hair must be restrained and should be off the
collar and pulled back if long. Hair nets are required in the BOH, underneath all hats.
► Make-up should be worn sparingly and in good taste and of natural color.
PERSONAL PROPERTY AND PERSONAL COMMUNICATION
DEVICES
Warriors and Chief Warriors are prohibited from bringing any personal property to the restaurant
during work time due to the lack of storage and the potential for loss, destruction or distraction.
Likewise, please do not bring any personal communication devices with you to work. This
includes cell phones, PDAs, megaphones, pagers, palm pilots, MP3 players, instant messaging
units, etc. All of these items need to be left at home, or secured and out-of-sight in your
automobile. Genghis Grill is not responsible for lost, stolen, or damaged personal property.
DRUG FREE WORKPLACE
Genghis Grill will not tolerate possession/use/abuse of any controlled substance on its premises.
Any Warriors and/or Chief Warriors reporting for work under the influence of alcohol or
controlled drugs, will be asked to leave immediately. Under these circumstances, assistance will
be provided to ensure that the Warrior arrives home safely. Any Warriors and/or Chief Warriors
who report to work under the influence of alcohol or drugs risk disciplinary action up to and
including termination.
Genghis Grill understands Warriors and applicants under a physician’s care may be required to
use prescription drugs, such as those prescribed drugs and over-the-counter drugs which have
been legally obtained and are being used solely for the purpose for which and by the person for
whom they were prescribed or manufactured; however, unlawful work-related abuse of
prescribed medications will be dealt with in the same manner as the work-related abuse of Illegal
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Substances, which are defined as drugs, or the synthetic or generic equivalent of drugs which are
illegal under federal, state or local laws, including but not limited to, marijuana, heroin, hashish,
cocaine, hallucinogens, depressants and stimulants not prescribed for the current medical
treatment by an accredited physician and any other drug-like substance, the use, possession or
sale of which is unlawful. It also includes any legal drug which is being used in a manner or for
a purpose other than as prescribed or labeled. This includes inhalants. Genghis Grill reserves the
right to have Warriors and Chief Warriors to be drug tested at any time.
Warriors and/or Chief Warriors who are convicted of illegal drug-related violations under state
or federal law, or who plead guilty or no contest to such charges, which may impact their
performance in the workplace, must inform Genghis Grill within five (5) days of such conviction
or plea. Failure to do so will result in disciplinary action up to and including termination from
employment for a first offense.
Any Warrior or Chief Warrior who brings onto Genghis Grill’s premises or property, has
possession of, is under the influence of, or possesses in the Warrior’s body, blood or urine in any
detectable amount, or uses, consumes, transfers, sells or attempts to sell or transfer any form of
Illegal Substances as defined above while on Genghis Grill business or at any time during the
hours between the beginning and ending of the Warrior’s work day, and whether on Genghis
Grill business, property or not, is subject to disciplinary action up to and including discharge or
suspension without pay from employment, even for the first offense.
A Warrior or Chief Warrior who is under the influence of alcoholic beverages at any time while
engaged to perform Genghis Grill business is subject to discipline up to and including discharge
or suspension without pay from employment, even for the first offense. Genghis Grill-sponsored
activities which may include the service of alcoholic beverages are not included in this provision;
however, at such events, Warrior and Chief Warriors are required to exercise good discretion and
judgment, and Genghis Grill does not encourage alcohol consumption at any after-hours business
and/or social activities. A Warrior shall be determined to be under the influence of alcohol if: (a)
the Warrior’s normal facilities are impaired due to consumption of alcohol; or (b) the Warrior
has a blood alcohol level of .04 or higher.
Applicants and Employees Subject to Testing: Applicants for employment by Genghis Grill and
all employees who are offered a conditional promotion will be subject to testing.
Confidentiality: Information regarding test results will be treated as confidential. In that regard,
Genghis Grill will attempt to provide it only to persons within the Company with the need to
know.
Circumstances Under Which Testing May be Requested or Required: All of the following may
be required to submit to drug testing:
► Applicants who have been given a conditional offer of employment.
► Current Warriors and/or Chief Warriors who have been given a conditional offer of
promotion.
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► Suspected use, possession or sale of illegal drugs.
► Warriors and/or Chief Warriors who exhibit aberrant or reckless behavior.
► Warriors and/or Chief Warriors suspected of abusing or misusing legal drugs or medications.
► Warriors and/or Chief Warriors involved in an on-the-job accident.
Warriors and/or Chief Warriors may be required to submit alcohol testing under the following
circumstances:
► Suspected use of alcohol during working hours.
► Warriors and/or Chief Warriors who exhibit aberrant or reckless behavior.
► Warriors and/or Chief Warriors involved in an on-the-job accident.
Substances Which May Be Tested: Tests conducted under this policy may include: Illegal
Substances, which are defined as drugs, or the synthetic or generic equivalent of drugs which are
illegal under federal, state or local laws, including but not limited to, marijuana, heroin, hashish,
cocaine, hallucinogens, depressants and stimulants not prescribed for the current medical
treatment by an accredited physician and any other drug-like substance, the use, possession or
sale of which is unlawful. It also includes any legal drug which is being used in a manner or for
a purpose other than as prescribed or labeled.
Testing Methods and Collection Procedures to be Used:
Drugs: Urinalysis is the method employed for testing for the presence of drugs. The urine
sample will be taken at an office designated by Genghis Grill under controlled conditions. The
specimen will then be tested at a laboratory chosen by Genghis Grill for a screening test. If the
results of that screening test are positive, a confirmation test will be performed to corroborate the
results of the screening test. The results of the confirmation test are controlling.
The laboratory will retain for a period of one year a portion of all specimens which test positive.
Any team member whom tests positive may have a test performed upon the retained portion of
the specimen at the team members expense. Genghis Grill shall retain control of the specimen at
all times, including transportation to and from the approved retesting laboratory.
If a sample is tested and is found to be diluted or if it appears that any kind of tampering of the
sample may have occurred, the individual may be required to provide another sample, and
management reserves the right, in order to get a valid sample, to require the visual observation
and confirmation of the taking of the sample. Should the individual be caught diluting a sample
or tampering with a sample, the individual will not receive any further employment consideration
and if the individual is an employee, that individual may be discharged and denied re-
employment opportunities.
Consideration will be given to the results of the retest. However, those results are not binding
upon Genghis Grill.
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Alcohol: Breath, saliva and/or blood serum testing will be the methods employed for testing for
the presence of alcohol. A saliva or breath specimen will first be obtained from the team
member or applicant, and a test will be performed. If the results are positive, the individual will
be required to provide a blood serum specimen for a confirmation test. The results of the
confirmation test are controlling.
Consequences of Refusing to Undergo Testing: Failure to submit to any required medical or
physical examinations or tests constitutes misconduct and may result in discharge or suspension
without pay from employment.
Potential Adverse Personnel Action Which May Be Taken as a Result of a Positive Test:
Drugs: A positive test result occurs when the initial screening or the confirmation test indicates
the presence of the drug(s) for which the test was conducted. A positive test result is a violation
of Company policy. If the team member test positive for a substance for which the team member
could have a valid explanation (i.e., a legal drug), Genghis Grill will request the team member to
provide an explanation for the positive test result, including, but not limited to, documents or a
container demonstrating a current and valid prescription from a physician for the drug or
medication which caused the positive test result. After consideration of the team member's
explanation, if Genghis Grill determines that the team member had a valid explanation for the
positive test result, (i.e., the team member was taking a legal drug), Genghis Grill will consider
the test result as negative. Genghis Grill nevertheless retains the right to ensure that the team
member is capable of performing the essential functions of the position (with or without an
accommodation) and that the team member's use of the drug or medication does not constitute a
direct threat of harm to the team member or others.
A negative test result occurs when either the initial screening or the confirmation test indicates
the absence the drug(s) for which the test was conducted.
Alcohol: A positive test result occurs when both the breath/saliva and the blood serum tests
indicate the presence of alcohol equal to or greater than .040%. A positive test result is violation
of Company policy.
A negative test result occurs when either the breath/saliva test or the blood serum test indicates
the presence of alcohol at less than .040%.
The Rights of an Applicant and Warrior to Explain, in Confidence, the Test Results; Available
Appeal Procedures, Remedies and Sanctions: Any Warrior or Chief Warrior who tests positive
following any tests administered pursuant to this policy shall have the opportunity to explain the
results to his or her immediate supervisor, either in writing or in person, either prior to or after
receiving notice of any adverse employment action that may occur.
The Rights of an Applicant and Warrior to Obtain All Information and Records Related to that
Individual’s Testing: Any Warrior or Chief Warrior who is tested pursuant to this policy shall
have the right to obtain all information and records maintained by Genghis Grill relative to such
tests. To the extent such information and records may be under the control of third-parties, the
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Warrior or Chief Warrior is responsible for any costs incurred to obtain such information and
records.
Confidentiality Requirements: Information regarding all aspects of suspected violations of this
policy, the fact that tests have been conducted, the results of such tests, and the Employee’s
explanation of same will be treated as confidential to the extent practical. In that regard Genghis
Grill will attempt to provide such information only to persons within the Company with the need
to know.
INFORMATION AND COMMUNICATION SYSTEMS
Use of Communication Systems This policy applies to all Genghis Grill-provided information and communication
systems (such as telephones, voice mail, facsimile, cell phones, personal digital assistant (PDAs),
pagers and computer systems), and all information that is created, accessed, distributed, recorded
and/or stored with the use of those systems.
Monitoring, Inspection and Waiver of Privacy Rights While limited personal use of Genghis Grill-provided communication systems is permitted, you
have no privacy rights in your personal use of our communication systems. Genghis Grill has
the right to monitor and inspect all information on and/or usage of any Genghis Grill-provided
communication system at any time, for any reason and without further notice.
Available technology allows the review of e-mails sent or received (even after they are deleted)
and review of Internet web sites viewed by all Warriors. If you want personal information
and/or personal use to be private, then do not use our communication systems and tell your
friends not to deliver private information to you at work and/or by use of our communication
systems. Also, your personal use should not interfere with your job performance or violate any
policies in this handbook.
Genghis Grill may conduct video surveillance of its premises in public areas (all areas except
restrooms) and may also monitor telephone calls periodically to ensure compliance with our
policies.
Prohibited Uses You may use our communication systems only in a manner that complies with Genghis Grill
polices. For example, you are prohibited from any use of our communication systems that:
► Violates our policies relating to harassment, discrimination, retaliation, illegal conduct,
unethical conduct and violence. Examples include, but are not limited to, viewing or sending
sexually, racially or other inappropriate materials, entering chat rooms or dating websites or
downloading unethical or other inappropriate materials.
► Discloses any confidential, trade secret and/or other privileged information to any
unauthorized person.
► Violates any license or copyright laws.
► Interferes with job performance.
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► Creates a conflict of interest.
► Adversely affects the interests of Genghis Grill.
MEDIA POLICY
Genghis Grill’s media policy is that all media inquiries must be directed to the Marketing
Department in-charge at the corporate office for review and response. Such inquiries may
include newspaper, TV and radio news requests, as well as requests for photographs to publish or
otherwise share in any medium (other than pictures taken by Fans or others at the restaurant for
purely personal use). This policy applies regardless of the inquiry topic, which may include
general matters related to our cuisine, restaurant operations, products and services and/or general
company or crisis information. Please note that filming requests (i.e., TV shows, movies,
documentaries and commercials) are also included within this policy and must be directed to the
Marketing Department in-charge at the corporate office (214-774-4240).
You should not represent yourself as a Genghis Grill “official” or “spokesperson” or
communicate with members of the media or in any public medium – including online forums and
newsgroups –regarding matters that relate to Genghis Grill, our business or our Fans without
express authorization from the Marketing Department in-charge at the corporate office.
SOCIAL MEDIA/NETWORKING POLICY
Personal web sites and web logs have become prevalent methods of self-expression in our
culture. Genghis Grill respects the right of its Warriors and Chief Warriors to use these mediums
during their personal time. This policy applies to all Warriors and Chief Warriors who make web
postings that affect Genghis Grill, any Warriors, Fans, Allies, Future Warriors, competitors and
the general public, both during and post-employment. Any Warrior or Chief Warrior who makes
anonymous web postings is also responsible for complying with this policy.
Web postings include personal web sites, web logs (“blogs”), multi-media and social networking
websites including, but not limited to, MySpace, Facebook, YouTube, LinkedIn and Twitter, and
Wikis such as Wikipedia and any other sites or medium where text, photographs, links and other
information or documentation can be posted, viewed and/or downloaded.
Pursuant to this policy:
► All Warriors, Chief Warriors and Corporate Warriors are personally responsible for their web
postings and solely liable for web postings that are defamatory, invade privacy, are harassing,
retaliatory and/or violate any other local, state or federal laws.
► Web postings by any Warriors, Chief Warriors and Corporate Warriors shall not violate any
of the policies set forth in the Warrior Handbook and/or any other Genghis Grill rules.
► Warriors, Chief Warriors and Corporate Warriors who make web postings that in any way
relate to Genghis Grill must include a disclaimer to readers/viewers stating that the views
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expressed are the Warrior or Chief Warrior’s alone and that such views do not necessarily
reflect the views of Genghis Grill.
► Warriors, Chief Warriors and Corporate Warriors prohibited from making any purely
personal web postings (by way of example only, Facebook postings to friends about personal
matters) during work time or on Genghis Grill business.
► Warriors, Chief Warriors and Corporate Warriors shall not cite, reference or post pictures of
Genghis Grill’s restaurants, Fans, Future Warriors, Allies, competitors or the general public
in any Genghis Grill restaurants without the express, written approval from the Marketing
Department in charge at the corporate office.
► If a member of the news media contacts a Warriors, Chief Warriors and Corporate Warriors,
in general, or regarding his or her postings concerning or in any way relating to Genghis
Grill, our current or potential products, Warriors, Allies, Fans, and competitors, the Warrior
must refer the media to the Marketing Department in charge at the corporate office.
► Warriors, Chief Warriors and Corporate Warriors are expected to uphold Genghis Grill’s
values and business reputation and refrain from making defamatory statements or disclosing
any personal or private information about Genghis Grill Warriors, former Warriors, Fans,
Allies, competitors or any member of the general public.
► Warriors, Chief Warriors and Corporate Warriors shall not allow web postings to interfere
with their job duties.
► Warriors, Chief Warriors and Corporate Warriors may not disclose, in any format, any
information that is confidential, sensitive, privileged or proprietary to Genghis Grill. This
includes information about trademarks, upcoming product releases, sales, finances, number
of products sold, and number of Warriors, company strategy, and any other information that
has not been publicly released by the company. These are given as examples only and do not
cover the range of what Genghis Grill considers confidential and proprietary. If you have any
question about whether information has been released publicly or doubts of any kind, speak
to the Marketing Department in charge at the corporate office before releasing information
that could potentially harm the company, or our current and potential products, Warriors,
Allies, and Fans.
The above policy should not be interpreted to restrict or interfere with any Warriors, Chief
Warriors and Corporate Warrior’s federal or state labor law rights, free speech, or any
whistleblower protections under federal or state law. For any questions about this policy or any
matter related to web postings, contact the Human Resources Department in charge at the
corporate office.
OUTSIDE EMPLOYMENT
All Warriors and Chief Warriors are permitted to work other jobs outside of Genghis Grill except
for positions directly involving a Mongolian-themed restaurant, provided that they do not
interfere with a Warrior or Chief Warrior’s scheduled shifts, regular hours, or performance at
Genghis Grill.
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EMPLOYMENT OF RELATIVES/SIGNIFICANT OTHERS
Genghis Grill strives to promote a fair and fun work environment. In furtherance of this goal,
Genghis Grill prohibits relatives from working in direct Chief Warrior/subordinate positions with
each other.
Genghis Grill recognizes that at times, consensual, romantic and/or sexual relationships between
Warriors may occur. When such a relationship is between a Warrior who has Chief Warrior
authority and one who does not, Genghis Grill’s ability to enforce its policy against sexual
harassment can be affected. Relationships between Chief Warriors and Warriors, or any Chief
Warrior and subordinate, may also negatively affect morale and create security concerns.
Therefore, if such relationships arise, they will be considered carefully by Genghis Grill
management and appropriate action may be taken. Such action may include a change in the
responsibilities of the Warriors involved in such relationships or transfer of location and/or Chief
Warrior reporting relationship within Genghis Grill. It is the responsibility and mandatory
obligation of the Chief Warrior/Chief Warrior promptly to disclose the existence of the
relationship to the Human Resources Department in-charge at the corporate office. Any Warrior
may make the disclosure as well, but the burden of doing so shall be upon the Chief
Warrior/Chief Warrior. Failure to make such disclosure is a violation of this policy and may
lead to disciplinary action up to an including termination of employment.
INCLEMENT WEATHER
Genghis Grill recognizes that the weather can affect our restaurant and corporate operations. In
the event of inclement weather (for example, ice storms, tornadoes), you are required, and it is
your responsibility, to contact your Chief Warrior to determine whether your location will be
closed, open late or close early.
When operations are officially closed due to weather/emergency conditions, time off from
scheduled work will be unpaid. When a weather/emergency closing has not been determined and
a Warrior chooses not to report to work, or to arrive late or leave early, the Warrior is required to
communicate with his/her Chief Warrior as to their status for the day and any time off will be
unpaid. In these circumstances, Warriors who work will receive regular pay.
CORPORATE KEYS
Chief Warriors are provided with keys to access corporate stores. Chief Warriors are prohibited
from making duplicates of the keys or loaning them to anyone for use or duplication without
prior written authorization from management. You are expected to safeguard the keys at all
times and must immediately report lost or stolen keys to the Human Resources Department in
charge at the corporate office. All keys must be returned to Genghis Grill upon request or upon
the termination of employment.
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EATING / DRINKING / SMOKING
Warriors and Chief Warriors are not allowed to eat or drink while on the clock. You may eat
before or after a scheduled shift, prior to clocking in or after clocking out, by having the
bartender ring up a Warrior Meal. You must prepay for the meal ($5.00 including tax, Genghis
Grill reserves the right to modify the price) before going to the food bar, and you must take your
receipt with you to show the grill master that you have purchased the meal. You are not allowed
to eat in the bar area, but rather in a designated restaurant area, as long as you are not in uniform.
Warriors discovered eating food that is not paid for may be seen as performing an act of theft
which may result in immediate termination. Soft drinks are permitted, but only a quick drink and
dump instance in plastic glasses only. You should never use a TO-GO cup. You should never
leave your personal glasses anywhere. If you are of legal drinking age, you may be allowed to
consume alcoholic beverages when you are in the restaurant as a Fan, but never immediately
before or after a scheduled shift. As a Fan, your consumption of alcoholic beverages will be at
the discretion of the Chief Warrior, and the limit is two (2) drinks and must be consumed in the
dining area and not in the bar. You will be required to pay full price for each alcoholic beverage
immediately after it is ordered and rung up. For all Warriors, smoking is not allowed while at
work in any part of the restaurant or restaurant premises during business hours.
FAN COMPLAINTS
No one enjoys being the recipient of complaints, but complaints are to be expected as part of
being in the hospitality business. Complaints can even be viewed in a positive light if they are
handled properly. Complaints can give us insights as to how to make our restaurant better.
Demanding Fans force us to be our best. Resolving complaints satisfactorily can even increase
Fan loyalty if they are handled properly.
When faced with a complaint from a Fan:
► Do not get defensive and try to explain.
► Remove the offending item immediately.
► Apologize for the problem and tell the Fan you will take care of the problem.
► Make sure the Chief Warrior is aware of any and all situations (big or small).
CERTIFICATIONS
Food Certification: Depending on local/state ordinances, you may be required to obtain a state-
issued food protection management training certificate and to give proper documentation of such
certification to a Chief Warrior so it can be added to your Warrior file. In the event this is a
requirement for your restaurant location, you will be responsible for the fee associated with
obtaining this certification, but you will be compensated at minimum wage for your time spent in
the certification class. You will have thirty (30) days to complete any certifications that are
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required by local/state ordinances. Please check with your Chief Warrior for further information
on this issue.
Alcoholic Beverage Policy/Certification: Depending on local/state law, Warriors involved in the
sale or service of alcoholic beverages may be required to obtain appropriate certification and to
give a copy to a Chief Warrior so it can be added to their Warrior file. If it is required, you will
be responsible for the fee associated with obtaining this certification and must obtain your
certification before your first day of orientation. Please check with your Chief Warrior for
further details on the certification. All Warriors who take orders for and/or serve alcoholic
beverages should check identifications (“Ids”) for any individual who looks under the age of 40.
Servers should check (“Ids”) for those individuals appearing to be under the age 40 regardless of
whether they have already purchased drinks at the bar area. Also, Genghis Grill prohibits the
service of alcoholic beverages to any individual under the age of twenty-one (21), even if they
are with a parent or guardian. Any violation of Genghis Grill policy or state or federal law
regarding the service of alcoholic beverages may lead to immediate termination.
CASH AND CREDIT / DEBIT CARD HANDLING
The following cash management procedures have been established to help protect the safety of
Genghis Grill Warriors and Fans and its financial assets. There are no exceptions to the cash
management policies and procedures. Failure to follow any of the cash management procedures
may involve disciplinary action up to and including termination. If for any reason these cash
management policies and procedures cannot be followed, warriors must immediately notify their
Chief Warrior to determine appropriate current and future action.
Genghis Grill reserves the right to utilize all investigative means, including audio and video
surveillance, to protect people and assets. It is management’s responsibility to assure that all
warriors are trained on proper cashing handling procedures and that these procedures are
followed.
All Warriors who handle “cash” (cash includes but is not limited to cash, credit/debit cards, gift
cards, loyalty cards, comp cards, coupons, accounts receivable, and checks) are accountable for
following these cash management procedures. Acts or omissions contrary to this policy may
result in disciplinary action up to and including termination. Borrowing funds or replacing cash
with IOUs or checks is prohibited. Cashing checks of any type in the restaurant, whether
personal checks, payroll checks, Fans’ checks, or other third party checks is strictly prohibited.
Cash and Credit/Debit Card Handling: All warriors who handle cash transactions for Fans are
responsible for their tables until the final checkout at the end of the shift. Any warrior with cash
shortages at the end of the shift, or who fails to pay proper attention to their tables such that Fans
leave without paying (tab skipping), may be subject to immediate disciplinary action up to and
including termination. Undercharging or giving food away without payment is theft. Any such
incident may result in corrective action up to and including immediate termination and possible
criminal charges.
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Many of our Fans pay by credit or debit cards. Warriors are required to maintain the
confidentiality of credit and debit card numbers. Credit and debit cards are only to be used for
sales in the normal course of business. Warriors are not permitted to refund cash on credit and/or
debit transactions, including refunding all or a portion of the tip amount. Warriors are not
permitted to use any credit or debit card (their own or anyone else’s) to close a ticket previously
paid for in cash by a Fan. Warriors are not permitted to use any credit or debit card (their own or
anyone else’s) for the purpose of receiving a cash advance. All credit card transactions over $100
must be approved from a Supervisor, with a valid photo ID.
Deposit Procedures: Deposits must be made every day, during regular banking hours. The
Chief Warrior on duty is responsible for taking all deposits to the bank as soon as possible after
preparation. Allowing someone other than a Chief Warrior to take deposits to the bank is strictly
prohibited. Taking deposits to any location other than the bank is strictly prohibited and is
grounds for immediate termination. The closing deposit must be prepared and locked in the safe
overnight. The opening manager for the next business day must deposit the previous night’s
closing deposit prior to the opening of the restaurant. Leaving cash in areas overnight other than
in the safe is prohibited. Funds must not be left unattended or improperly secured at any
time. The Chief Warrior on duty will be held accountable for the management and handling of
all cash and cash handling procedures.
Any Chief Warrior on duty will collect, organize, and count all cash and verify the amount
against POS readings to determine overages/shortages. Cash counts require that like bills are
stacked portrait up and facing the same direction. At shift change, the Chief Warrior will verify
with the opening manager, the money that was collected for the shift. Once the money has been
verified it becomes the closing Chief Warrior’s responsibility.
It is the responsibility of the General Manager to ensure that all deposits are properly
deposited. Any discrepancies in deposits, alterations, missing deposits, etc. must be reported to
the Area Supervisor and Company headquarters immediately.
No passengers, including friends, family, other Chief Warriors or Warriors, or any others may
accompany the Chief Warrior on duty when taking the deposit to the bank. Chief Warriors are
required to vary their routine, including the time and departure route to the bank, but chief
warriors must not make any stops in between the restaurant and the bank (other than those
required by traffic signals). Be alert for suspicious vehicles or persons. If you believe that you
are being followed please call the police and your immediate supervisor.
Credit/Debit Card Acceptance Policy:
► Restaurants generally accept Visa, Master Card, American Express, Discover, and debit
cards. Credit/Debit acceptance is for Fan use only.
► Warriors must receive an authorization on each credit/debit card used. The charge slip
should indicate the card number, expiration date, order number, and amount of order,
including tip.
► Warriors must verify the signature on the card with the signature on the charge slip.
► Credit/Debit cards may be charged for the amount of the order and tip only. Cash advances
on Credit/Debit cards for warriors or Fans is strictly prohibited.
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► Warriors are not allowed to give change back to a Fan from a credit card purchase.
Forging or altering any information on any credit/debit card receipt is strictly prohibited and may
result in immediate termination and possible criminal charges. Failure to follow these policies
could lead to charge backs to warriors, as allowed by law, as well as further disciplinary actions
up to and including termination.
TELEPHONE COURTESY
It is everyone’s responsibility to answer the phone. Always answer the phone promptly, within
two rings. Always answer in a friendly, upbeat and polite manner, remembering that customer
service begins on the phone:
THANK YOU FOR CALLING GENGHIS GRILL THE MONGOLIAN STIR FRY LOCATED IN
____________, THIS IS ____________, HOW MAY I HELP YOU?
Respond to any questions that you are absolutely certain you can answer correctly. If you are not
sure, ask the person if you may put them on hold for a moment and quickly refer the call to a
Chief Warrior. Always thank the person for calling. When a caller asks to speak to a Chief
Warrior, always ask the caller for their name. Make sure that you give out the store number to
your family for emergency contact only, due to cell phones not being allowed during the shift.
All Warrior phone calls must be filtered through a Chief Warrior. An excessive amount of
emergency calls for any given Warrior may result in disciplinary action up to and including
termination.
EVALUATIONS AND PROMOTIONS
All Warriors and Chief Warriors should receive written and/or verbal performance evaluations at
least once a year. The evaluation process is intended to let you know how well you’re
performing and help you be more effective and productive. The evaluation also gives you the
opportunity to share your thoughts about your performance and future goals with your Chief
Warrior.
We view the evaluation process as an opportunity to identify the accomplishments and strengths
of each Warrior. It also allows us to openly discuss areas that might need improvement and
allows us to work with you in setting goals for any improvement. Depending on your position
and performance, you may be eligible for a pay increase and/or promotion; however, neither pay
increases nor promotions are guaranteed and are based solely on your job performance, results,
and availability of such positions.
TRANSFERS
Within the scope of good business practices and subject to management’s discretion and the
candidate’s qualifications, Genghis Grill generally allows any Warrior to transfer between
positions, departments, restaurants and geographic locations. Transfer request approval will be
based on several factors, including job performance, tenure and disciplinary action records.
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Warriors interested in a transfer should make a formal request to the Human Resources
Department in-charge at the corporate office to transfer to a new location. Some positions may
require an assessment to be completed prior to transfer. Genghis Grill does not guarantee the
approval of any transfer request.
SEPARATION FROM EMPLOYMENT
Upon your separation from employment with Genghis Grill for any reason, Genghis Grill does
not pay severance pay and requires that Warriors and Chief Warriors immediately return all
Genghis Grill property (keys, Warrior Manuals, uniforms, etc.) in their possession, custody or
control.
Genghis Grill requests that all Warriors and Chief Warriors provide a two (2) week written
notice prior to resignation. We also request that Warriors and Chief Warriors complete an Exit
Interview form.
BENEFITS AND GUIDELINES
HOLIDAYS
Genghis Grill allows for unpaid time off for certain National / religious holidays, provided you
notify your management and request the day(s) off according to policy.
Additionally, Genghis Grill currently observes (and all offices and restaurants are closed during)
the following holidays:
Thanksgiving Day
Christmas Day
These holiday days are subject to change. Genghis Grill does not offer holiday pay and you will
be paid your standard rate of pay if you work on any given holiday.
VACATION DAYS
Salaried-Exempt and Salaried-Non-Exempt Warriors are eligible for vacation days based on the
following schedule:
After the completion of six (6) months of employment: 5 vacation days
After the completion of twelve (12) months of employment: 5 vacation days
After the completion of three (3) years of employment: 10 vacation days
After the completion of five (5) years of employment: 15 vacation days
Vacation days must be taken in full-day increments and all vacation days must be taken within
the employment calendar year. Vacation days not used in a calendar year will be lost and will
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not carry forward into the next calendar year. Genghis Grill will not pay Warriors for vacation
time that is not used as specified herein. Further, Genghis Grill does not pay for unused vacation
time upon separation from employment for any reason other than State mandated pay outs.
PERSONAL DAYS
Salaried-Exempt and Salaried-Non-Exempt Warriors accrue personal days as follows:
Following the completion of one (1) year of employment (counted from the first date of
employment): 2 personal days.
Following the completion of each, subsequent year of employment (counted from the
first date of employment): 1 personal day.
Salaried-Exempt and Salaried-Non-Exempt Warriors may accrue up to, but no more than, five
(5) personal days during their employment with Genghis Grill. Earned but unused personal days
will not be paid. Further, Genghis Grill does not pay for unused personal days upon separation
from employment for any reason other than State mandated pay outs.
HEALTH AND OTHER INSURANCE
Salaried-Exempt and Salaried-Non-Exempt Warriors who meet the eligibility criteria are eligible
for medical, dental, life and vision insurance coverage. Salaried-Exempt and Salaried-Non-
Exempt Warriors may contact the Human Resources Department in charge at the corporate
office for additional information.
MEALS
Genghis Grill will subsidize the cost of one meal per work day as a benefit to all full and part-
time Warriors. The current cost is $5.00 per Warrior meal, the bowl used is to be a Future
Warrior Bowl. Genghis Grill reserves the right to modify the price. You must pay before going
to the food bar, and you must take your receipt with you to show the grill master that you have
purchased the meal.
PARKING
All Warriors must park in designated parking areas. If any Warrior vehicle is in the Fan parking
area without prior Chief Warrior approval, the Warrior will be subject to disciplinary action, up
to and including termination.
FAMILY AND MEDICAL LEAVE
Genghis Grill grants periods of unpaid leave to Warriors who request time off for family or
medical reasons in accordance with the federal Family and Medical Leave Act (FMLA) and any
state versions of the FMLA. Under the FMLA, you may be eligible for a period of job-protected
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unpaid leave if you meet the criteria set forth in the FMLA. This policy contains a brief
overview of the statutory criteria as well as Genghis Grill’s own policies regarding FMLA leave.
The provisions included herein are a summary of the entitlements and requirements under the
FMLA. Questions regarding FMLA leave should be directed to the Human Resources
Department in charge at the corporate office.
General Eligibility: To qualify for FMLA leave, you must have worked at Genghis Grill for at
least twelve (12) months (not necessarily concurrently), must have worked at least 1,250 hours
during the twelve (12) months preceding the leave, and must work at a location where Genghis
Grill employs at least fifty (50) Warriors within a seventy-five (75) mile radius. Not all Genghis
Grill locations may meet this requirement.
Types and Duration of FMLA Leave: There are essentially three categories of FMLA leave
under this policy – (1) Basic FMLA Leave (which includes family and medical leave), (2) Active
Duty Leave; and (3) Military Caregiver Leave.
Basic FMLA Leave
You may be eligible for up to 12 weeks of unpaid leave in a rolling backward 12-month period
for the following reasons: (i) the birth of a child and to care for such child or placement for
adoption or foster care of a child; (ii) to care for an immediate family member (spouse, child
under 18 years old or 18 and over who is incapable of self-care, or parent) with a serious health
condition; or (iii) because of a serious health condition which renders you unable to work.
Active Duty Leave
You may also be eligible for up to 12 weeks of unpaid leave in a rolling backward 12-month
period because of any qualifying exigency arising out of the fact that your spouse, son or
daughter (of any age), or parent, defined as a covered service member, is on active duty (or has
been notified of an impending call or order to active duty) in the National Guard or Reserves or
is a retired member of the Armed Forces or Reserves and has been notified of an impending call
or order to active duty in support of a contingency operation.
Military Caregiver Leave
You may also take Military Caregiver Leave to care for a spouse, son or daughter (of any age),
parent or next of kin who is a current member of the Armed Forces, including the National
Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy, is otherwise
in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or
illness incurred in the line of duty on active duty. A covered service member has a serious
illness or injury for purposes of this paragraph if he or she is medically unfit to perform the
duties of his or her office, grade, rank or rating. If you are eligible, you are entitled to a total of
up to 26 weeks of unpaid Military Caregiver Leave during a single 12-month period. This single
12-month period begins on the first day you take Military Caregiver Leave and ends 12 months
after that date. The leave entitlement described in this paragraph applies on a per-covered
service member, per-injury basis. However, no more than 26 weeks of leave may be taken
within a single 12-month period by any covered Warrior. Even in circumstances where any
Warrior takes other leave covered by the federal FMLA pursuant to the Basic FMLA Leave and
in the Active Duty Leave sections above, the combined leave shall not exceed 26 weeks during
that 12-month period.
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When Spouses Work Together: A husband and wife, when both are eligible for FMLA leave and
both work at Genghis Grill, are eligible for either up to a combined 12 weeks of unpaid leave as
discussed in the Basic FMLA Leave and Active Duty Leave sections above, or up to a combined
26 weeks of unpaid leave as discussed in the Military Caregiver Leave section above.
Notice of Need for FMLA Leave: If the leave is foreseeable (e.g. birth or placement, planned
medical care, leave due to active duty of immediate family member), you must provide at least
30 days’ advance notice. If the need for leave is not foreseeable or circumstances prevent
providing the 30-day advance notice, then you should provide as much notice as practicable
(generally, either the same or next business day). You must provide sufficient information for
Genghis Grill to reasonably determine whether the FMLA may apply to the leave request. If you
fail to give the required notice for foreseeable leave with no reasonable excuse, you may be
denied the taking of the leave until you provide adequate notice of need for the leave. You
should make every reasonable effort to schedule medical treatments so as not to disrupt the
ongoing operations of Genghis Grill.
Intermittent FMLA Leave: Intermittent leave also may be available depending upon your serious
health condition or your immediate family member’s serious heath condition. Military Caregiver
Leave may be taken intermittently or on a reduced leave schedule when medically necessary.
Warriors must make reasonable effort to schedule medical treatment so to minimize disruptions
to business operations. Further, if the need for leave is foreseeable based on planned medical
treatment, Genghis Grill reserves the right to transfer you temporarily to an alternate position
with equivalent pay and benefits for which you are qualified, if the transfer better accommodates
the requested leave.
Initial Response: Upon review of a leave request, Genghis Grill will respond to you with a
Notice of Eligibility and Rights & Responsibilities, notifying you of your eligibility status and
informing you of your rights and responsibilities, including responsibility to provide
documentation supporting the leave request.
Documentation Supporting FMLA Leave: Your reason for the leave must be covered under the
FMLA, and you must provide and complete the appropriate FMLA Certification of Health Care
Provider Form supporting the need for the leave. A request for reasonable documentation of
family relationship verifying the legitimacy of FMLA leave may also be required. Warriors will
have fifteen (15) calendar days in which to return a completed Certification form following
receipt of the form from Genghis Grill. If you fail to provide timely certification after being
required to do so, Genghis Grill may deny your request for FMLA leave.
If the Certification form is incomplete or insufficient, you will be given written notification of
the information needed and will have seven (7) calendar days after receiving such written notice
to provide the necessary information. If there is reason to doubt the validity of the medical
certification, a second opinion, at the expense of Genghis Grill, related to the health condition
may be required. If the original certification and the second opinion differ, a third opinion, at the
expense of Genghis Grill, may be required. The opinion of the third health care provider, which
Genghis Grill and the Warrior jointly select, will be the final and binding decision.
A request for Active Duty Leave must be supported by the Certification of Qualifying Exigency
for Military Family Leave form as well as appropriate documentation, including the covered
military member’s active duty orders. A request for Military Caregiver Leave must be supported
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by the Certification for Serious Injury or Illness of Covered Service Member form as well as any
necessary supporting documentation.
Designation of Leave: Upon review of the submitted documentation, Genghis Grill will provide
you with a Designation Notice of whether the leave will be designated and will be counted as
FMLA qualifying leave.
Recertification: Under certain circumstances as provided by law, including (but not limited to)
situations in which the need or nature of the approved leave changes, Genghis Grill may, in its
sole discretion, require recertification of your serious health condition. Genghis Grill may also
request recertification every year in which FMLA leave is taken for any serious health condition
that lasts longer than one (1) year. In these situations, you will have fifteen (15) days in which to
provide, at your expense, a completed Recertification form.
Substitution of Paid Leave: FMLA leave is unpaid except in cases where paid leave balances are
available. You are required to use paid leave concurrently with unpaid FMLA leave time. You
may use any available vacation pay during the FMLA qualifying leave. Any substituted paid
time will run concurrently with, and be applied against, the 12-week or 26-week maximum.
After paid leave finishes running, the remainder of the leave will be unpaid. If leave is taken in
excess of the weeks for which you are eligible, you will not be assured a position with Genghis
Grill upon your return.
Fitness for Duty Certification Requirement: For all persons returning from FMLA leave,
Genghis Grill requires a fitness for duty certification that addresses your ability to perform the
essential functions of your job.
Job Restoration: Upon your return from FMLA leave, you will generally be restored to your
original position, or to an equivalent job with equivalent pay, benefits, and other terms and
conditions of employment. With limited exceptions, your use of FMLA leave generally should
not result in the loss of any employment benefit earned or accrued before using FMLA leave, nor
be counted against you under a “no fault” attendance policy. If a bonus or other payment,
however, is based on the achievement of a specified goal such as hours worked, products sold, or
perfect attendance, and you have not met the goal due to FMLA leave, payment may be denied
unless it is paid to any Warrior on equivalent leave status for a reason that does not qualify as
FMLA leave.
If you are unable to return to work at the conclusion of eligible FMLA leave, you may be
terminated consistent with Genghis Grill’s absenteeism/attendance policy barring other legal or
practical considerations.
Benefits During FMLA Leave: During the approved FMLA leave, your coverage under Genghis
Grill’s benefits, if any, including health insurance, will continue, but you will be required to
continue to pay your portion of any applicable premiums as if you had not taken leave and
failure to do so may result in loss of coverage pursuant to law. If you fail to return to work for at
least 30 days after expiration of the leave, Genghis Grill reserves its right to recover premiums
paid, if any, to maintain your coverage, if any, during the leave period as allowed by applicable
law.
Forms: Contact your Chief Warrior or the Human Resources Department in charge at the
corporate office at (888) 436-4447 x. 155 for additional information regarding FMLA, including
applicable forms for your use.
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OTHER LEAVES OF ABSENCE
As with any absence, you must let your Chief Warrior and Human Resources Department in-
charge at the corporate office know as soon as possible when you learn you will have to be away
from work on a leave of absence. In addition to FMLA leave, Genghis Grill provides the
following types of leave:
Jury Duty – Genghis Grill will provide unpaid time off to non-exempt Warriors to attend jury
duty. For exempt Chief Warriors, Genghis Grill will pay your regular day’s pay for each of the
first three (3) days of jury duty. If the jury duty exceeds three (3) days, Genghis Grill will
provide you with the time off without pay for the remainder of your jury service. These
provisions may vary depending on applicable state or local laws. You are required to obtain
documentation from the court verifying the length of your absence, report to scheduled work
whenever you are not required in court and keep your Chief Warrior and a Human Resources
representative informed of the expected length of your absence.
Voter Leave - Genghis Grill will comply with all applicable State or local voter leave laws.
Bereavement Leave – Genghis Grill will provide unpaid time off to non-exempt Warriors for
bereavement leave. For exempt Chief Warriors, if there is a death in your immediate family,
Genghis Grill will allow you to take up to three (3) work days for the purpose of arranging and
attending a funeral and resolving personal problems with regard to the death. Genghis Grill will
pay your regular pay for these missed days. Your "immediate family" includes: parent or legal
guardian, mother-in-law, father-in-law, grandparent, grandparent-in-law, brother, sister, brother-
in-law, sister-in-law, spouse, children, step-children, and step-parents.
Personal Leave - In certain circumstances Genghis Grill, upon request and at our sole
discretion, may provide leave for a personal reason for up to thirty (30) days. You must submit a
request for unpaid personal leave of absence to your Chief Warrior. Your Chief Warrior will
submit the request to the appropriate member of management for final approval. Failure to
return from leave at the time agreed may result in termination of employment. If you accept any
employment or go into business for yourself while on a leave of absence, you may be considered
to have voluntarily resigned from Genghis Grill. You will be responsible for any required
benefit premiums that may occur during your leave. Upon return to work, Genghis Grill does
not guarantee that you will be restored to your original position, or to an equivalent job with
equivalent pay, benefits, and other terms and conditions of employment. Such decisions will be
made on a case by case basis depending on the needs of the business. Genghis Grill may
consider an extension of this leave on a case by case basis or whereas otherwise required by law.
Workers’ Compensation Leave - Genghis Grill will comply with all state laws regarding
workers’ compensation leave.
Military Leave - Genghis Grill supports all Warriors requesting a leave of absence to meet his
or her military obligations. Any Warrior who notifies Genghis Grill of the need to take military
leave to meet military obligations shall be granted such leave, without pay, together with any
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other rights and entitlement provided by law. Genghis Grill requests the maximum amount of
notice possible be given. All Warriors on military leave will be entitled to reinstatement in
accordance with applicable laws and regulations under the Uniformed Services Employment and
Reemployment Rights Act (USERRA).
Other Leaves – Genghis Grill will comply with all state laws regarding other types of
mandatory leave.
► Prior to taking a leave of absence, you are required to submit a Warrior Leave Request Form
to your Chief Warrior and receive written approval for the leave. In the event that the
policies in this handbook require additional leave forms (such as the Family and Medical
Leave policy), you will be expected to comply with those policies as well.
► Warrior Leave Requests should be submitted at least two (2) weeks prior to the scheduled
leave date where possible.
► Warriors and Chief Warriors returning from any type of leave due to a medical condition
must present a fitness for duty certification.
► Any Warrior or Chief Warrior who fails to return to work following the expiration of a
personal or other leave of absence will be deemed to have abandoned his or her job unless he
or she has provided a satisfactory reason to management.
► The requirements of this Attendance Policy are subject to and may be modified by
emergency situations or otherwise at the discretion of management.
WARRIOR RELATIONS
OPEN DOOR POLICY
Genghis Grill has an open door policy to promote and facilitate open, honest, two-way
communications between Warriors and Chief Warriors. We expect you to communicate with
your Chief Warrior or any other Chief Warrior in the event you have an issue related to your
employment to allow us the opportunity to hear and address any issues or concerns you may
have. Genghis Grill cannot guarantee any particular resolution but will attempt in good faith to
handle all matters in a timely, professional and responsible manner.
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Pursuant to this policy, Genghis Grill also encourages you to communicate to your Chief Warrior
or any other Chief Warrior at the corporate office any ideas you have to improve our business,
including, without limitation, services, training, atmosphere and communications, as well as any
interest by you in advancement. We strive for improvement every day and recognize that great
ideas can come from our Warriors. Although not all ideas can be adopted, you are encouraged
to contribute your thoughts, ideas and actions to building a better Genghis Grill.
BUSINESS RECORDS AND NON-DISCLOSURE OF
CONFIDENTIAL INFORMATION
All information that is related to Genghis Grill business is the property of Genghis Grill and
should be treated as confidential information. Both during and following your employment with
Genghis Grill, you are required to maintain the confidentiality of information concerning
Genghis Grill’s business, Warriors, Fans and Allies. Confidential information includes, but is
not limited to, Warrior and Fan information, information related to pricing, recipes, training
programs, ordering and vendors and marketing methods and strategies. You may access, copy,
remove, or disseminate Genghis Grill business records only if you are authorized to do so, and
only then for the purpose of Genghis Grill’s business. You may not discuss Genghis Grill’s
confidential information with anyone outside Genghis Grill, including members of your family,
both during and following your employment with Genghis Grill.
Additionally, all passwords and safe codes are highly confidential and may not be shared with
anyone. You are required to immediately report to the Human Resources Department in charge
at the corporate office any real or suspected theft of any passwords and safe codes, as well as any
reasonable belief that the security and confidentiality of passwords or safe codes have in any way
been compromised.
INSPECTION OF PROPERTY
All property furnished to you by Genghis Grill (office, vehicle, desk, computer, locker and/or
storage area, etc.) remains the sole property of Genghis Grill and is subject to inspection and/or
search by Genghis Grill at any time, for any reason and without further notice. Genghis Grill
may also search and/or inspect any person or personal property belonging to you (vehicle, purse,
briefcase, etc.) on Genghis Grill premises. If you want to avoid inspection of any articles,
materials or other belongings, do not bring them on Genghis Grill premises or store them in or on
Genghis Grill property. When you sign the Handbook Acknowledgment form, you are
knowingly and voluntarily consenting to surveillance and search by Genghis Grill.
TRAVEL AND BUSINESS EXPENSES
This policy provides guidelines and establishes procedures for all Warriors whose job includes
travel on Genghis Grill business. We have a positive image to uphold to our Fans whether we
are in or out of the restaurants. All Warriors are expected to act appropriately and professionally
at all times while traveling on or engaging in Genghis Grill business and to comply with all
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company policies.
Travel Expenses and Reimbursements
Genghis Grill will reimburse authorized Warriors for necessary and reasonable expenses
incurred while traveling on Genghis Grill business. Please contact the Human Resources
Department in charge at the corporate office for additional information regarding
reimbursements.
Cell Phone / PDA Use During Company Travel
Genghis Grill is always concerned about the safety of its Warriors, Fans and the general public.
Employees whose job responsibilities include regular or occasional driving and those who are
issued a cell phone, PDA or use their personal cell phone for business use are required to pull off
to the side of the road and safely stop the vehicle before placing or accepting a call or texting,
regardless of the circumstances, including slow or stopped traffic. Use of a cell phone or PDA
while driving is not required by the company. Safety must come before all other concerns.
Requirements for Personal Vehicle Use for Company Business Genghis Grill expects that all Chief Warriors who use their personal vehicles for Genghis Grill
business will have a current valid and current (not expired) state driver’s license that is not
restricted, proof of insurance in at least the minimum amount required by the state in which the
Chief Warrior has the vehicle registered and a driving record without excessive accidents,
moving violations or other moving or non-moving citations for a period of two (2) years prior to
the date of hire. All Chief Warriors who are eligible for an automobile allowance, will have their
personal Motor Vehicle Record reviewed before the allowance is given. An automobile
allowance will be given to the Chief warrior if all requirements above are current and in good
standing. It will be the Chief Warriors responsibility to provide updates on any changes that are
made to their driving record and vehicle registration and insurance to the Human Resource
Department. Any violation of this policy may result in serious injury as well as significant
financial loss to Genghis Grill. Because of this risk and exposure, any person violating this
policy is subject to disciplinary action, including immediate termination.
Driving for Company Business
Safety is of critical importance to Genghis Grill. Whether you are driving your own car, a
corporate vehicle or a rental car for Genghis Grill business, the following policies apply:
► Absolutely no alcoholic beverages or illegal drugs are allowed in personal vehicles while
conducting Genghis Grill business unless pre-approved by management.
► No one is permitted to drive on Genghis Grill business while under the influence of alcohol
or other drugs, legal or illegal, that may impair safe driving ability and judgment.
► All drivers and passengers must wear seat belts at all times.
► All Warriors will abide by all restrictions on their licenses, such as the restriction to drive
while wearing corrective lenses.
► All Warriors shall refrain from using the vehicle for hire or to pick up hitchhikers.
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► All Warriors will maintain in the vehicle, where applicable, a copy of the owner’s manual,
the maintenance and service records and a current insurance identification card.
► All Warriors will abide by all local, state and federal laws governing the use of motor
vehicles.
► All fines, defense costs, citations, tickets and other penalties arising from the use of a vehicle
for Genghis Grill business are solely the responsibility of the Warrior or Chief Warrior who
incurred them. Failure to follow this policy may result in disciplinary action up to and
including termination.
► Warriors who drive on Genghis Grill business must comply with the cell phone usage policy
contained in this handbook.
► Warriors who travel for Genghis Grill business must, at all times have with them or in the
vehicle their driver’s license, current proof of insurance and valid registration.
► All Warriors shall immediately report all accidents, however minor, and tickets and citations
to the Human Resources Department in charge at the corporate office.
► All Warriors shall immediately notify the Human Resources Department in charge if his or
her license is suspended or revoked or if there are any recordable events that affect his or her
motor vehicle record, even if events are related to a personal automobile.
► All Warriors will immediately notify Genghis Grill if any insurance company drops personal
insurance coverage or otherwise denies coverage.
PERSONNEL RECORDS
It is important to you and to Genghis Grill that your personnel records be correct and up-to-date.
It is your responsibility to notify the corporate office of any changes in your name, address,
telephone number, marital status, number of dependents and emergency contact information. It
is also important to have your current telephone number listed with your Chief Warrior so you
can be advised of unusual operating schedules or events and that list is strictly for internal use
only.
Material in your personnel record file is considered confidential Genghis Grill property and
access is typically restricted to Chief Warriors who have a legitimate reason to review the
information. Any Warrior who wishes to review his or her own file should contact the Human
Resources Department in-charge at the corporate office. Your review of the record will be
conducted in the corporate office and in the presence of an individual appointed by Genghis Grill
to maintain the files.
If, after examining your personnel record, you believe it contains inaccurate information, you
should advise the Human Resources Department in-charge at the corporate office, in writing, of
any perceived inaccuracy within forty-eight (48) hours after you have reviewed your file. The
Human Resources Department in-charge at the corporate office will review any such matters and
determine whether any corrections are appropriate.
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NON-SOLICITATION/NON DISTRIBUTION
Genghis Grill’s non-solicitation/non-distribution policy is as follows:
► Persons who are not employed by Genghis Grill are not permitted to distribute material or
solicit within the work area of any job site at any time.
► There shall be no solicitation of any kind, including solicitations for membership or
subscriptions, at any time by Warriors during their working time or in such a way as to
interfere with the work of other Warriors.
► No distribution of literature of materials of any kind, including circulars, shall be permitted in
any work area during working time.
► Genghis Grill maintains bulletin boards for the sole purpose of communicating information
from Genghis Grill to its Warriors and to post notices required by law.
► Only designated management personnel may place notices on or take down materials from
the bulletin boards.
REFERENCES
Requests for information on current or former Warriors will be handled only through the Human
Resources Department in-charge at the corporate office. Warriors, Chief Warriors and
Corporate Warriors are not authorized to disclose any personal information to outside sources
regarding current or former Warriors, Chief Warriors or Corporate Warriors unless to do so is
part of their job duties. All calls or inquiries for references of any kind should be directed to the
Human Resources Department in-charge at the corporate office.
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GENGHIS GRILL WARRIOR HANDBOOK 3/26/2012
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THE HANDBOOK IS
TO BE GIVEN TO
THE WARRIOR TO
KEEP. THE NEXT 3
PAGES NEED TO BE
STORED IN
WARRIORS FILE
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GENGHIS GRILL WARRIOR HANDBOOK 3/26/2012
41
Pooled Tip Credit Notice SERVERS/BUSSERS The U.S. Department of Labor recently amended its tip credit notice regulations, effective May
5, 2011, to require employers to inform tipped warriors of certain tip credit information. We are
informing you of the following as a result of this new requirement:
• The amount of cash wage to be paid to you per hour will be $2.13.
• Assuming you have received a sufficient amount of tips to cover the tip credit, the
amount of your tips per hour to be credited as wages will be $5.12.
• You have the right to retain all the tips you receive, except for a valid tip pooling
arrangement limited to warriors who customarily and regularly receive tips. Your
required tip-pool contribution or percentage is
► 1.5% Busser
► 1% Bartender
► .75% Hostess
► .75% Khan’s Koach
The tip credit being taken is only on the amount you actually receive and your tips will
otherwise not be retained except for your contribution to the tip pool.
• The tip credit shall not apply unless you have been informed of these requirements.
• The tip credit claimed by the employer cannot exceed the amount of tips actually
received by the
tipped warrior.
You are being provided this information in accordance with Section 203 (m) of the Fair Labor
Standards Act. Please sign and date this notice indicating that you understand it. If you have any
questions regarding this policy, contact Human Resources at (888)Genghis-(436-4447) ext 155.
My signature indicates that I have been informed of the tip credit notice.
___________________ __________________________
Warrior’s Name (Print) Chief Warrior’s Name (Print)
____________________ __________________________
Warrior’s Signature Chief Warrior’s Signature
____________________ __________________
(Date) (Date)
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GENGHIS GRILL WARRIOR HANDBOOK 3/26/2012
42
Tip Credit Notice BUSSERS/HOSTS/KHAN’S KOACH
The U.S. Department of Labor recently amended its tip credit notice regulations, effective May
5, 2011, to require employers to inform tipped employees of certain tip credit information. We
are informing you of the following as a result of this new requirement:
• The amount of cash wage to be paid to you per hour will be
BUSSERS=$4.00
HOSTS=$6.50
KHAN’S KOACH=$4.00
• Assuming you have received a sufficient amount of tips to cover the tip credit, the
amount of your tips per hour to be credited as wages will be
BUSSERS=$3.25
HOSTS=$.75
KHAN’S KOACH=$3.25
• You have the right to retain all the tips you receive, except for a valid tip pooling
arrangement limited to employees who customarily and regularly receive tips.
• The tip credit shall not apply unless you have been informed of these requirements.
• The tip credit claimed by the employer cannot exceed the amount of tips actually
received by the
tipped warrior.
You are being provided this information in accordance with Section 203 (m) of the Fair Labor
Standards Act. Please sign and date this notice indicating that you understand it. If you have any
questions regarding this policy, contact Human Resources at (888)Genghis-(436-4447) ext 155.
My signature indicates that I have been informed of the tip credit notice.
___________________ __________________________
Warrior’s Name (Print) Chief Warrior’s Name (Print)
____________________ __________________________
Warrior’s Signature Chief Warrior’s Signature
____________________ __________________
(Date) (Date)
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GENGHIS GRILL WARRIOR HANDBOOK 3/26/2012
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WARRIOR HANDBOOK ACKNOWLEDGMENT
I acknowledge that I have received, read and understand the contents of the Genghis Grill
Warrior Handbook for Warriors and Chief Warriors. I understand that the policies and
procedures contained within this handbook (specifically excluding my separately executed
arbitration agreement and non-disclosure agreement, where applicable) are subject to revision or
revocation, with or without my prior knowledge, at any time and for any reason deemed
necessary by management. I further understand that I am personally responsible for remaining
knowledgeable about and abiding by the contents of this handbook and all other posted or
publicized Genghis Grill policies and procedures.
I understand that my compliance with this handbook and other policies and procedures is a
condition of my continued employment or association with Genghis Grill and that any violation
of the policies and procedures contained in the handbook may result in disciplinary action at the
discretion of the Genghis Grill, including possible termination of employment.
I acknowledge and understand that my receipt of this handbook does not imply a contract of or
right to employment for any particular length of time from Genghis Grill. This handbook
replaces all previous handbooks.
I agree to accept and abide by all Genghis Grill policies and procedures contained within this
handbook and all other posted or publicized, written or verbal, Genghis Grill policies and
procedures.
I expressly consent to the surveillance and searches identified in this handbook and I agree to
release, discharge and hold harmless Genghis Grill from any negligence as a result of any such
surveillance or search.
___________________________________________ ____________________
Warrior Name Date
___________________________________________ ____________________
Warrior Signature Location
*****************************************************************************
__________________________________________ ____________________
Chief Warrior Name Date
__________________________________________
Chief Warrior Signature
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