Burrell Family McDonald's

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This Page is for Employees Only

This Page is for Employees Only

Our Policies

A Guide to Actions and Behaviors at McDonald’s

This is confidential and proprietary information of McDonald’s

Your Employment at Your McDonald’s

Who is Your employer? The McDonald’s restaurant you work at is owned and operated by an independent McDonald’s Franchisee (your “owner operator”). This is your employer. McDonald’s Corporation is not involved in any way in the employment matters of the independently owned McDonald’s restaurants.  Individuals employed by independent owners of McDonald’s restaurants are not employees of McDonald’s Corporation or its subsidiaries.

The statements in this guide are not promises and do not create any kind of employment contract. Your employment is “at will”. This means that both you and the employer are free to terminate employment at any time, with or without notice, for any reason or no reason at all. The employer reserves the right in its sole discretion, without any prior consultation or agreement with any employee, to change or modify any of its policies at any time, with or without notice. The at-will nature of employment may be modified or changed only in writing addressed specifically to you expressly stating that you are no longer employed at-will, and which is signed by both you, and the independent owner of the McDonald’s restaurant that you work at.

We Value You, Your Growth, and Your Contributions

We’re not a hamburger company serving people, but a people company serving hamburgers. This independently owned and operated McDonald’s cares about its customers. Our outstanding customer service begins with the way we care about our employees. Our promise to you as a new employee is outlined below. 

  • Respect and Recognition. Every employee at this independently owned and operated McDonald’s is consistently treated with dignity and respect and given recognition for his or her contribution.
  • Values and Leadership. Every employee at this independently owned and operated McDonald’s has a leader who listens and communicates openly and honestly and acts in the interest of all other people who contribute to the business (i.e. customers, owner/operators, suppliers, etc.).
  • Competitive Pay and Benefits. Every employee at this independently owned and operated McDonald’s receives pay and benefits that are fair and fit his or her contributions to the business.
  • Learning, Development, and Personal Growth. Every employee at this independently owned and operated McDonald’s has the opportunity to advance in skill, contribution, and career level through high quality training, coaching, and feedback.
  • Resources to Get the Job Done. Every employee at this independently owned and operated McDonald’s has a   comfortable place to work, with access to the materials, equipment, and information needed to do the job.
Taking Responsibility

The following is a list of some basic expectations we need you to follow while working at this independently owned and operated McDonald’s. Like any organization, we have rules that help each of us understand how we’re to interact with one another and our customers. While these are not all of our expectations for you, they are very important. By following them you’ll be on your way to a successful career at this independently owned and operated McDonald’s and you’ll avoid the risk of discipline by your management team or regional staff.

  1. Arrive on time or early for your shift. If an emergency delays you, call the restaurant.
  2. Park only in areas designated by your management.
  3. Do not use tobacco or chew gum while you are working.
  4. Clock in at the beginning of your shift, and clock out at the end. Don’t clock in or out for other people, and don’t have them do it for you.
  5. Request permission before using the restaurant telephone to make personal phone calls
  6. Check the schedule and call at least three hours in advance if you can not make it to your shift.
  7. Check the crew bulletin board regularly for information. Do not post anything personal or not specifically related to this independent McDonald’s franchise or without permission from the General Leader.
  8. This independently owned and operated McDonald’s does not allow soliciting in the Restaurant or on the premises.
  9. Do not bring valuable belongings or large amounts of cash to work.
  10. Do not ask to receive your paycheck early or to have a personal check cashed.
  11. Do not take food without your manager’s approval. Do not give food to your friends.
  12. Giving false information on the employment application or during the application process is forbidden.
  13. Theft, misuse, defacement, or destruction of company, employee, or customer property is prohibited.
  14. We need to be able to get in touch with you. Tell us when you change your address, telephone number, legal name, emergency contact, or availability so we can update our records.
  15. Immediately tell your manager about any job-related illness, accident, or unsafe work conditions.
  16. Once Restaurant doors have been locked to the public, employees may not unlock or open them without permission of management.
Helping Ensure the Safety of our Food

Making sure that all the food we serve is safe is critically important to McDonald’s. It’s what our customers expect of us — and what we expect of ourselves! You play an important role here because you will be working with and around the food we serve to our customers on every shift. Therefore, we expect the following from you:

  1. If you have, or suspect you may have, an illness or disease that may be spread through food handling don’t come to work. Instead, call and report this to your manager immediately. These illnesses/diseases include, but are not necessarily limited to, Typhoid, Salmonella, Shigella, Hepatitis A, Norovirus, Campylobacter or Ecoli. Similarly, if you have come in close contact at work, school, or home with someone who has (or is suspected of having) one of these illnesses, don’t come to work. Instead, immediately contact your restaurant manager to discuss the situation.
  2. If you have any cuts or sores on your hands, make sure that they are covered with a bandage and that you wear disposable gloves over the bandage while you are at work.
  3. Do not come to work (and follow your restaurant’s call in procedures) if you are suffering from diarrhea, fever, vomiting, jaundice, or fever accompanied by sore throat (unless these symptoms are caused by a medical condition that your medical provider has confirmed will not cause food borne illness for example a pregnancy related condition such as “morning sickness”, and you feel capable of working).
  4. Wash your hands before starting work, after using the restroom, and at all other times described in the food safety crew training module.
  5. Practice good personal hygiene before coming to work and while at work.
  6. Follow McDonald’s procedures for cooking, preparing, and handling foods.
  7. If you become aware of any situation that you think may jeopardize the safety of our food, our customers, or fellow employees, immediately tell your manager about the situation.
Diversity Deserves Respect

You will notice a variety of people work at this independently owned and operated McDonald’s. This is one of our strengths. Sometimes, however, diversity in gender, culture, race, age, and ability can bring misunderstandings. The following are guidelines that will help you work with people who are different from you. Take these seriously. While some of our policies just make good business sense, they are also the law. 

  • Equal Opportunity: We provide opportunities for recruitment, employment, training, development, performance reviews, pay, advancement, and any other aspect of employment based solely on individual abilities and job performance. This policy ensures a practice of equal employment opportunity regardless of race, color, sex, religion, national origin, age, disability, veteran status, or any other prohibited basis.
  • Diversity: Our vision for diversity is to leverage the unique talents, strengths, and assets of our employees in order to provide the world’s best quick service restaurant experience. We continuously strive to maintain an environment in which everyone feels valued, accepted, and rewarded as an integral part of the team. We encourage employees to understand and recognize differences and to appreciate the contributions that all diverse groups and individuals bring to the system. Our top management believes in the value of a diverse workforce.
  • Family and Medical Leave: You may be eligible for Family and Medical Leave. This benefit allows you time off for certain personal and family needs such as the birth of a child, adoption or foster care of a child, caring for a spouse, child or parent who has a serious health condition or because of your own serious health condition. Eligibility is based on your having been employed for 12 months and having worked a minimum of I ,250 hours in the preceding 12-month period. The 12-month period is measured from the first day you use family leave (that is, measured on the rolling basis rather than on a calendar year basis). In certain circumstances Family and Medical Leave may be taken intermittently or you may work a reduced schedule. If you feel you are in need of Family and Medical Leave, contact your management team or your Human Resources representative.
Burrell Family McDonald’s and Working Students

This independently owned and operated McDonald’s is a large employer of young people. Along with this leadership comes an important responsibility: to ensure that education and schoolwork are the top priorities of our school-age employees. To make sure that students’ job experience compliments, rather than detracts from, their education, this independent McDonald’s franchisee supports the following principles in our restaurants:

  1. Education is a significant priority. There is no question that, between education and employment, education comes first.
  2. To make sure that education comes first, this independently owned and operated McDonald’s provides flexible working hours to accommodate classes, homework assignments, and extracurricular activities.
  3. Grades and school attendance should never be compromised by excessive or late working hours.
  4. This independently owned and operated McDonald’s provides training programs that help develop students’ skills and highlight the importance of responsibility and self-discipline.
  5. This independently owned and operated McDonald’s obeys all laws concerning the employment of minors and continues to commit to policies that go beyond local requirements.
  6. We take a leadership role in working with parents, educators, and students on education issues.
  7. This independently owned and operated McDonald’s believes in supporting education by recognizing our employees’ scholastic achievements.
  8. Check with your manager about additional rules of conduct, policies, and procedures in your restaurant.
Open Communication

Communication is essential for good teamwork and learning. We do everything we can to keep communication open between you and your management team. Here are some of the communication tools we use in this restaurant.

  • Rap Sessions: These are small, informal group discussions of ideas, suggestions, and problems. They are held as needed and may be initiated by management or at the request of a crew person.
  • Crew Meetings: At these meetings, we discuss policies, events and promotions, or special situations. We make an extra effort to make sure these meetings are fun and productive for you.
  • Employee Commitment Surveys: Your opinions about our restaurant operations are very important to us. So from time to time, we may ask you to participate in an opinion survey. Your responses are always anonymous so that we can assure you of complete confidentiality. We use the results of the surveys to see how our restaurant is doing and to give us an idea of what improvements we need to make.
  • Your Own Ideas: You may have an idea that saves time and energy, or you may have some constructive criticism to offer. Please feel free to share your thoughts with your management team.
  • Open Door:  At our McDonald’s, we keep the door open for communication from any employee. If you feel you are not being heard or if you have a problem you cannot resolve, let your manager know
Burrell Family McDonald’s Franchisee’s Policy Against Workplace Violence

This Independent McDonald’s Franchisee does not tolerate workplace violence. Employees who violate this policy will be disciplined up to and including termination.  Our McDonald’s franchisee is committed to providing a workplace that is free from violence or any other behavior that jeopardizes the safety and well-being of our employees and guests.  This policy applies to all Restaurant employees and staff, as well as vendors and contractors while engaged in business with the Restaurant.

Definition of Workplace Violence:  Workplace violence includes any behavior that interferes with our ability to maintain a safe, productive, and pleasant environment for all restaurant employees, staff, and guests.  Workplace violence is more than just fighting or threatening someone at work – it can be anything that makes an employee or guest feel uncomfortable or afraid, or it can be something that makes it difficult for employees to do their job well and enjoy being at work.

These are some examples of the kinds of behaviors that are not allowed:

  • Hitting, punching, kicking, pushing, or inappropriately touching another employee or a guest;
  • Bullying or harassment directed at one employee or another employee, even if the behavior happens away from the restaurant during non-work hours;
  • Bringing a firearm or other dangerous weapon to work;
  • Sending another employee emails, text messages, or voicemail message which contain threatening, offensive, sexually explicit, racially or culturally insensitive, or other inappropriate content, symbols, or images, even if a personally owned electronic device was used to send the material;
  • Posting inappropriate materials on social media sites that offend other employees or embarrasses McDonalds;
  • Any form of sexual harassment, including inappropriate comments or jokes unwelcome toughing, sexual advances, or sexual assault;
  • Bothering someone with an excessive number of unwanted visits or communications, or by following them outside of work;
  • Any belligerent speech or behavior, or excessive arguing or profanity;
  • Possessing, consuming, selling, or distributing alcohol or illegal drugs, including marijuana, in the workplace;
  • Intentionally damaging company property or the property of another employee or guest;
  • Ignoring or disobeying company policies or health and safety regulations.

In the interest of protecting the safety and security of our employees and guests, we reserve the right to address any behavior in addition to that described above, whenever the behavior is disruptive, concerning, or generates a reasonable concern for the well-being of Restaurant employees or guests.

  • Weapons in the Workplace:  Possession of weapons of any type or form is prohibited on the premises, in the parking lot, or any function or activity sponsored by this independently owned and operated McDonald’s.
  • Drugs and Alcohol: Employees are not permitted to use or possess alcohol on Company property, except where alcohol is specifically permitted at a Company-sponsored event.  Employees may not possess, consume, sell or distribute illegal drugs, including marijuana, in the workplace, and employees are prohibited from working while under the influence of alcohol, illegal drugs, or any other substance that could prevent them from performing their job safely. 
  • Smoking/Vaping: All Restaurants are smoke-free facilities and smoking, e-cigarettes, or vaping are only allowed in designated smoking areas by those 21 years of age and over.  No person under the age of twenty-one (21) shall possess or use tobacco products, alternative nicotine products, or vapor products on the premises. Violation of these policies, or anyone 21 years of age and over that supplies a person under 21 years of age with these types of products, may result in termination of employment.

For Guest or Customer Threats Specifically:

  • Threatening, erratic or aggressive behavior by guests/customers should be reported immediately to local police using 911.
  • If the risk of violence is imminent, employees should immediately act to protect themselves, move to a place of safety and then call 911 to report the incident.
  • Employees should only attempt to help others or de-escalate the situation if they can do so without jeopardizing their own safety.
  • Do not engage or confront potentially violent guests/customers or follow them from inside the Restaurant or office locations.
  • Failure of a customer to stop threatening or inappropriate behavior may result in the customer being removed from the premises and future access being restricted.

Emergencies and immediate threats of harm must be reported to the police or other emergency personnel without delay.

  • Violence Outside of Work: Some employees experience violence or the threat of violence by a current or former spouse, domestic partner, boyfriend/girlfriend, family member, or friend.  We strongly encourage employees experiencing violence in their personal relationships to seek outside resources, including law enforcement (when appropriate) for assistance.  This Restaurant requires employees to immediately notify their immediately Supervisor or HR of any situation that could reasonably present the risk of on-the-job violence or may impact the workplace, using any one of the reporting mechanisms (contact management, call the Office 270-765-5300, ext. 2, or scan the QR code posted in the Restaurant).  When appropriate, this Restaurant will implement a plan for at-risk employees to reduce the likelihood of a penitential confrontation in the workplace.  Employees who apply for or obtain a temporary or permanent Protective Order or Restraining Order that includes the company premises must immediately notify management and provide management with copies of any petition or declaration seeking such orders, proof of service, and the signed court order.  We are committed to supporting victims of relationship violence by enforcing any restraining orders at the workplace and by providing referrals for benefits and resources for assistance.
Burrell Family McDonald’s Franchisee’s Policy Against Discrimination and Harassment

This independent McDonald’s Franchisee believes in the value of a diverse workforce, equal opportunity and a workplace free from all forms of unlawful discrimination and harassment. This Independent McDonald’s Franchisee does not tolerate unlawful discrimination or harassment. Employees who violate this policy will be disciplined up to and including termination.

This Independent McDonald’s Franchisee Prohibits Discrimination and Harassment

This Independent McDonald’s Franchisee strongly believes that employees and applicants for employment should be treated with respect and without regard to race, color, sex, religion, national origin, age, disability, veteran status, sexual orientation or any other prohibited basis. This applies to all employment practices, including, but not limited to, recruiting, hiring, pay, performance reviews, training and development, promotions and other terms and conditions of employment. This McDonald’s does not tolerate any form of harassment, joking remarks or other conduct (including verbal, nonverbal, or physical conduct) that demeans or shows hostility toward an individual based on these prohibited reasons and that creates an intimidating, hostile or offensive work environment, unreasonably interferes with an individual’s work performance or otherwise adversely affects an individual’s employment opportunities. Discrimination or harassment of an employee of this Independent McDonald’s Franchisee, whether by another employee, customer, supplier, vendor, franchisee (or their employees), or other individuals present in the work environment, will not be tolerated.

This Independent McDonald’s Franchisee Prohibits Sexual Harassment

This Independent McDonald’s Franchisee also does not tolerate any form of sexual harassment of any employee, whether male or female. Sexual harassment includes unwelcome sexual advances, requests for sexual favors and certain other verbal, nonverbal or physical conduct which is sexual or based on gender if that conduct could reasonably offend another person, whether:

  • Verbal conduct (e.g., jokes, comments or threats relating to sexual activity, body parts, or other matters of a sexual nature);
  • Non-verbal conduct (e.g., staring at a person’s body in a sexually suggestive manner, sexually related gestures or motions and/or viewing or circulating sexually suggestive material, whether electronically or otherwise).  
  • Physical conduct (e.g., grabbing, holding, hugging, kissing, tickling, massaging, displaying private body parts, unnecessary touching or other unwelcome physical conduct);
  • Making an employment decision (e.g., hiring, promotion, compensation, scheduling, performance evaluation, work or project assignment, demotion, termination, etc.) based on an employee’s submission to, or rejection of, conduct of a sexual nature;
  • Conduct that denigrates or shows hostility or aversion to a person because of his/her gender and creates an intimidating, hostile or offensive work environment;
  • Any other conduct of a sexual nature that unreasonably interferes with another person’s work performance; creates an intimidating, hostile or offensive work environment; or adversely affects another person’s employment opportunities.

Application of this Independent McDonald’s Franchisee’s Policy

All employees must follow this Independent McDonald’s Franchisee’s policy prohibiting discrimination & harassment AND workplace violence while on this Franchisee’s premises, engaging in work-related activities, company-sponsored training or other functions; and at activities that are not work-related when conduct at these activities would affect the work environment.

Employee Recourse

Every employee has the right and is encouraged to tell any employee of this Independent McDonald’s Franchisee to stop behavior towards him/her that the employee believes to be discriminatory, harassing and or offensive.

Restaurant Employees of this Independent McDonald’s Franchisee

Any restaurant employee of this Independent McDonald’s Franchisee below the Shift Manager level who feels subjected to discrimination or harassment or workplace violence should immediately report it to their Restaurant Manager (i.e., the highest-level manager who works in the restaurant). If the employee is not comfortable bringing the concern to his/her Restaurant Manager, the employee should report his/her concern to the employee’s Human Resources Representative or to the employee’s Owner Operator.

Staff Employees, Salaried Restaurant Management Employees, Manager Trainees and Hourly Paid Shift Managers of this Independent McDonald’s Franchisee

Any Staff Employee, Salaried Restaurant Management employee, Manager Trainee or Hourly-Paid Shift Manager who feels subjected to discrimination or harassment should immediately report to his/her Human Resources Representative or to the employee’s Owner Operator.

This Independent McDonald’s Franchisee Prohibits Retaliation

This Independent McDonald’s Franchisee encourages employees to report incidents of discrimination or harassment and workplace violence freely without fear of retaliation. This Independent McDonald’s Franchisee prohibits retaliation against any employee who has made a complaint about harassment or discrimination or workplace violence or has cooperated in the investigation of such a complaint. Retaliation includes any employment decision or other conduct made with the intent to punish an employee for, or deter an employee from, complaining about or assisting in the investigation of discrimination or harassment or workplace violence. Any employee who believes he/she is being retaliated against should immediately report the situation by following the procedures as stated above in the Employee Recourse section of this policy.

Responsibilities of Management Employees, Salaried Restaurant Management, Manager Trainees and Hourly-Paid Shift Managers of this Independent McDonald’s Franchisee

It is the responsibility of every employee to prevent discrimination and harassment and end workplace violence. Staff Management employees, Salaried Restaurant Management, Manager Trainees and Hourly-Paid Shift Managers of this Independent McDonald’s Franchisee are responsible for ensuring that their restaurants or departments/work groups provide a respectful environment for all employees, customers, suppliers, vendors and other individuals present in the work environment.

Salaried Restaurant Management Employees at or below the Assistant Manager Level, Manager Trainees and Hourly-Paid Shift Managers of this Independent McDonald’s Franchisee 

Who witness or receive reports of discriminatory or harassing behavior, workplace violence, or of retaliation, are required to immediately report the incident to their Restaurant Manager (i.e., the highest level manager who works in the restaurant). If it would not be appropriate to report the concern to the Restaurant Manager (i.e., the complaint is about the Restaurant Manager) they should report it to their Human Resources Representative or their Owner Operator. Salaried Restaurant Management employees, Manager Trainees and Hourly Paid Shift Managers also are responsible for taking steps to ensure that further discrimination, harassment, workplace violence, or retaliation does not occur before their Restaurant manager (or other appropriate person) is notified of the situation.

Staff Management Employees, including Staff Employees who supervise others, or Restaurant Managers of this Independent McDonald’s Franchisee 

Who witness or receive reports of discriminatory or harassing behavior, workplace violence, or of retaliation, are required to immediately report the incident to their Human Resources Representative or to their Owner Operator. Staff Management employees or Salaried Restaurant Managers also are responsible for taking steps to ensure that further discrimination, harassment, workplace violence, or retaliation does not occur before an investigation of the matter is completed.

Employees identified in this section who fail to fulfill their responsibilities under this policy, including the reporting requirements listed above, may be subject to discipline, up to and including termination.

Customers, Suppliers, Vendors, Franchisees, and Others

Employees of this Independent McDonald’s Franchisee are prohibited from discriminating against or harassing customers, suppliers, vendors, franchisees (and their employees), and other individuals present in the work environment based on race, color, sex, religion, national origin, age, disability, veteran status, sexual orientation or any other unlawful reason in the course of work-related activities, company-sponsored training, or company related functions. This Independent McDonald’s Franchisee also does not tolerate discrimination or harassment directed toward our employees by our customers, suppliers, vendors, franchisees (and their employees), or other individuals present in the work environment.

Any Restaurant Employee of this Independent McDonald’s Franchisee who feels he/she is being discriminated against or harassed by any such individual should immediately report it to a manager on duty for assistance in handling the situation. If not satisfied with how a situation was handled by the manager on duty, promptly report the situation by following the procedures set out in the Employee Recourse section of this policy. All other employees who feel they are being discriminated against or harassed by any such individual should immediately report it to their immediate supervisor (unless this would not be appropriate), their Human Resources Representative or to their Owner Operator.

The provisions of this Independent McDonald’s Franchisee’s policy as well as procedures and manuals that the Franchisee issues from time to time are guidelines and do not establish contractual rights between this McDonald’s and any of its employees This Independent McDonald’s Franchisee is an “at will” employer which means that employment can be terminated by the Franchisee with or without cause or prior notice, at any time. This McDonald’s reserves the right to amend this policy and other policies and practices without prior notice, at any time.

Reporting Concerns
  1. Speak with a member of management
  2. Call the Burrell Family McDonald’s Office 270-765-5300, ext. 2
Additional Expectation

Solicitation

Solicitation by employees for funds, memberships, commitment to outside organizations, or causes is prohibited on restaurant premises. No one may distribute literature or make solicitations in working areas during working time or in areas open to the public at any time. Furthermore, non-employees shall not be permitted to distribute literature or solicit our employees at any time on company property. Employees who have finished work are requested to leave the premises as soon as possible. Off duty employees are not permitted to distribute literature, solicit, or otherwise interfere with or disturb working employees.