Art & Jakes

Employee Handbook

Revised: July 2024

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1. Table of Contents

2. WELCOME .................................................................................................................................................. 1
3. EMPLOYMENT POLICIES.............................................................................................................................. 1
AGE REQUIREMENTS ...................................................................................................................................................... 1
TRAINING FOR INTERVENTION PROCEDURES – “TIPS” CERTIFICATION ..................................................................................... 1
ORIENTATION PERIOD .................................................................................................................................................... 2
SUPERVISOR / MANAGER ON DUTY (“MOD”).................................................................................................................... 2
WORK HOURS .............................................................................................................................................................. 2
MEAL PERIODS AND BREAK PERIODS ................................................................................................................................. 2
OVERTIME ................................................................................................................................................................... 3
ABSENCE AND TARDINESS ............................................................................................................................................... 3
TERMINATION OF EMPLOYMENT ...................................................................................................................................... 3
REFERENCE INQUIRIES .................................................................................................................................................... 3
4. COMPENSATION ......................................................................................................................................... 4
TOAST (EMPLOYEE) PAYROLL AND OTHER EMPLOYMENT RECORDS ......................................................................................... 4
PAYDAYS ..................................................................................................................................................................... 4
TIMEKEEPING ............................................................................................................................................................... 5
PAYROLL DEDUCTIONS ................................................................................................................................................... 5
CASH HANDLING PROCEDURE .......................................................................................................................................... 6
RESPONSIBILITY FOR ACCURATE CASH DRAWER COUNTS: ...................................................................................................... 6
CASH DRAWER MANAGEMENT: ....................................................................................................................................... 6
DAILY RECONCILIATION: ................................................................................................................................................. 6
ACCOUNTABILITY FOR SHORTAGES: ................................................................................................................................... 7
INVESTIGATION AND RESOLUTION: .................................................................................................................................... 7
DOCUMENTATION AND REPORTING: ................................................................................................................................. 7
TRAINING AND COMPLIANCE: .......................................................................................................................................... 7
WRITTEN AUTHORIZATION FOR WAGE DEDUCTIONS: ........................................................................................................... 7
TIPS ............................................................................................................................................................................ 7
NOTICE TO TIPPED EMPLOYEES ........................................................................................................................................ 8
POOLED TIPS ................................................................................................................................................................ 8
CASH ADVANCES ........................................................................................................................................................... 9
5. EQUAL EMPLOYMENT OPPORTUNITY ......................................................................................................... 9
EQUAL EMPLOYMENT OPPORTUNITY................................................................................................................................. 9
SEXUAL HARASSMENT AND OTHER UNLAWFUL HARASSMENT / DISCRIMINATION ...................................................................... 9
REPORTING AND ANTI-RETALIATION POLICY ..................................................................................................................... 11
DISABILITY ACCOMMODATION ....................................................................................................................................... 12
RELIGIOUS ACCOMMODATION ....................................................................................................................................... 12
6. BENEFITS AND EMPLOYEE LEAVE ...............................................................................................................12
HEALTH INSURANCE ..................................................................................................................................................... 12
JURY DUTY ................................................................................................................................................................. 13
UNPAID PERSONAL LEAVE ............................................................................................................................................. 13
BEREAVEMENT LEAVE .................................................................................................................................................. 13
EMPLOYEE INJURY AND WORKER’S COMPENSATION........................................................................................................... 13
7. EMPLOYEE CONDUCT ................................................................................................................................14
ELECTRONIC COMMUNICATIONS..................................................................................................................................... 14
CONFIDENTIALITY AND NON-DISCLOSURE OF INTELLECTUAL PROPERTY .................................................................................. 16
PROHIBITED CONDUCT ................................................................................................................................................. 16
EMPLOYEES CANNOT PARTICIPATE IN ART & JAKE’S FAN CLUB REWARDS PROGRAM ................................................................ 18
PERSONAL BUSINESS AND CELL PHONES .......................................................................................................................... 18
UNIFORMS AND EMPLOYEE APPEARANCE ......................................................................................................................... 19
FOR FRONT OF HOUSE (“FOH”) POSITIONS ADDITIONAL UNIFORM AND APPEARANCE REQUIREMENTS INCLUDE: .......................... 19
FOR BACK OF HOUSE (“BOH”) POSITIONS ADDITIONAL UNIFORM AND APPEARANCE REQUIREMENTS INCLUDE: ............................ 20
EMPLOYEE PARKING .................................................................................................................................................... 20
EMPLOYEE PERSONAL PROPERTY .................................................................................................................................... 20
WORK ENVIRONMENT - DRUG AND ALCOHOL USE ............................................................................................................ 21
NO ALCOHOL CONSUMPTION BY MANAGERS DURING AND AFTER SHIFT ................................................................................ 21
TWO (2) DRINK MAX BY STAFF AFTER SHIFT .................................................................................................................... 21
8. GRAZING AND GARBAGE MOUTHING ........................................................................................................22
WORK ENVIRONMENT - FIRE PROTECTION....................................................................................................................... 22
WORK ENVIRONMENT - SAFETY AND ACCIDENTS ............................................................................................................... 22
SANITATION ............................................................................................................................................................... 22
9. CUSTOMER/PUBLIC RELATIONS .................................................................................................................23
CUSTOMER / GUEST SERVICE ......................................................................................................................................... 23
GUEST APPEARANCE .................................................................................................................................................... 23
ALCOHOL SERVING POLICY AND THE IDENTIFICATION OF MINORS ......................................................................................... 23
LIQUOR LIABILITY ........................................................................................................................................................ 24
LOST AND FOUND ........................................................................................................................................................ 24
ROBBERY ................................................................................................................................................................... 24
VISITORS ................................................................................................................................................................... 24
10. EMPLOYEE ACKNOWLEDGEMENT .........................................................................................................24
11. APPENDIX A – ART & JAKES’ DISCOUNT , VOID AND DONATION MANAGEMENT - SOP ..........................27
12. APPENDIX B - ART & JAKES’ DISPUTE RESOLUTION PROGRAM ..............................................................28
13. APPENDIX C - ART & JAKES’ STAFF PERFORMANCE MANAGEMENT – SOP .............................................29
14. APPENDIX D - ART & JAKES’ POLICY ON BARTENDER CONDUCT AND TIPPING .......................................30
15. APPENDIX E - ART & JAKES’ CODE OF CONDUCT – STANDARD OPERATING PROCEDURE........................33
16. APPENDIX F - ART & JAKES’ POLICY ON MANAGEMENT ALCOHOL CONSUMPTION ................................34
17. APPENDIX G - ART & JAKES’ POLICY ON STAFF ALCOHOL CONSUMPTION ..............................................37

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2. Welcome
Welcome to the Art & Jakes team! We are looking forward to working with you.
We value our employees not just as employees, but as entrepreneurs. As an
employee of our company, we give you the tools to create a business within a
business by creating relationships with our guests.

Our policies and procedures in this Handbook aren’t intended to be all inclusive,
but rather to serve as a guideline. None of the policies, procedures or benefits
contained in this handbook are intended to constitute a contract of employment.
Only the Corporate Officers of Art & Jakes have any authority to enter into any
agreement extending the employment of any employee for any specific period, or
to make any promise or agreement contrary to the rules and policies of Art &
Jakes. Any such promise or agreement must be in a writing signed by an Officer.

Reference to “the Company”, “our” or “we” are referring to Art & Jake’s.
Reference to “you” are meant to be the employee of Art & Jakes.

Your employment with Art & Jakes is an employment at will. Just as you may quit
your employment with us at any time for any reason, Art & Jakes may terminate
your employment at any time for any reason.

If you have questions about this handbook or subjects not covered in this
handbook, please consult a manager.

We wish you the best of luck as a team member of Art & Jakes. We hope you
have a rewarding experience.

3. Employment Policies
AGE REQUIREMENTS

All servers and bartenders must be 18 years of age or older. It is illegal for any
employee under the age of 18 to take orders for any alcoholic beverage, so don’t
do it!

TRAINING FOR INTERVENTION PROCEDURES – “TIPS” CERTIFICATION

All current and prospective servers, bartenders and managers shall have a state
approved TIPs Certification for their workplace location that is provided to Art &
Jakes within seven (7) days of hire or within seven (7) days of an existing
certificate’s expiration. Failure to timely provide a valid certificate will result in

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being locked out of all employee systems until the TIPs Certification is provided.
The Website for certification is: https://servingalcohol.com. You are responsible
for paying all certification costs.

ORIENTATION PERIOD

When you are first hired, you need to determine if Art & Jakes is right for you. At
the same time, Art & Jakes will provide training to you and needs to determine
whether you will be able to perform as needed in your new job. For that reason,
all new employees start on a 90-day orientation period. During the first 90 days,
if you or the company feels that we are not a good fit, either of us can choose to
end our employment relationship without cause. If you feel you need additional
training during orientation, please feel free to request it from management.

SUPERVISOR / MANAGER ON DUTY (“MOD”)

Each employee will be introduced to the management team. You are

responsible to the supervisor or manager on duty during the time you are
scheduled to work.

WORK HOURS

You will work the hours scheduled unless changes are authorized in writing by
your manager. Schedules are posted on whentomanage.com. Schedules are
posted on Thursday for the following week. Hours and shifts are not guaranteed;
therefore, schedules may be changed at the discretion of your manager to meet
business needs. Changes in work schedules will be done by your manager as
far in advance as possible.

MEAL PERIODS AND BREAK PERIODS

Employees receive a 50% discount on regularly priced food items eaten on

premises if they are eating directly before, during, or after their shift. Discounts
do not apply to items on the Kids Menu, Lunch Menu, Limited Time Promotions,
Desserts and Daily Specials. All Employees and Managers shall follow the
procedures in Art & Jakes’ Discount, Void and Donation Policy attached as
Appendix A.

All meals must be coordinated with the manager on duty prior to inputting the
order. Employees are allowed to have fountain soda, coffee, tea and/or water
during their shift without charge. These are the only beverages allowed and
should not be consumed in customer view. Employees are not allowed to bring
outside beverages into the restaurant.

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OVERTIME

All overtime over forty (40) hours per week requires manager approval.

ABSENCE AND TARDINESS

If, because of unforeseen circumstances, you are going to be late or miss a

scheduled shift, it is your responsibility to notify your manager as soon as
possible, but no later than two hours prior to the start of your shift. It is your
responsibility to give proper notification of scheduling conflicts or expected
absences. Notification received from another employee, friend or relative is not
considered proper, except in emergency situations. If you fail to show up for a
shift without having first contacted your manager, it will be considered a “No Call,
No Show” and is subject to disciplinary action up to and including termination.
The absence of an ill employee may be excused if the employee provides a
doctor’s release within 48 hours after returning to work.

Three consecutive scheduled shifts of no-call, no-show is considered job

abandonment and a voluntary resignation.

Tardiness is grounds for performance counseling. A demonstrated pattern of

tardiness is subject to disciplinary action up to and including termination.

TERMINATION OF EMPLOYMENT

Termination of employment may occur for voluntary or involuntary reasons.

Voluntary termination may result from the formal resignation of an employee or

from an extended absence without notification (three consecutive scheduled
days of absence without notification or two separate incidents of no-call/no-
show). An employee may tender formal resignation either orally or in writing to
his/her manager. In the case of absence without notification, resignation is
based on job abandonment.

Employees terminating voluntarily are requested to provide a two-week notice,

preferably in writing. The requested notice is a courtesy to help ensure that
appropriate coverage is maintained and the orderly return of Art & Jake’s
property.

Involuntary termination may occur at any time. If you are involuntarily terminated
from Art & Jake’s, you are terminated from all Art & Jake’s locations.

REFERENCE INQUIRIES

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 Art & Jakes will respond to reference inquiries from other employers and
legitimate third parties regarding employees, such as bank verifying employment
for an employee applying for a loan. All requests for reference information should
be directed to the human resources department. Unless otherwise required by
law, Art & Jakes will only respond to written inquiries. Information will be
released only after a written release has been received from the employee or
former employee, whichever the case may be. However, Art & Jakes reserves
the right to release any information it deems appropriate in its discretion without
authorization.

4. Compensation
TOAST (EMPLOYEE) PAYROLL AND OTHER EMPLOYMENT RECORDS

New hires are required to provide a social security card or at the very least,
provide a valid social security number to prevent payment delays and preparation
of correct quarterly payroll tax returns. Employees who provide an incorrect
social security number will be requested to pay $175.00 for each quarterly return
that has to be corrected and re-filed, along with any fines or penalties assessed.

Employees are responsible for updating their contact (including their emergency
contact) and mailing information in their Toast Payroll profile.

Direct deposit bank information is input and provided by an employee, only. Art
and Jakes’ policy prohibits a manager or corporate officer from entering that
information. If an employee’s banking information is wrong, the funds will be
rejected by the bank on pay-day. Art and Jakes isn’t notified until after the
following Tuesday, Wednesday or Thursday and then a physical check is cut by
corporate and mailed to an employee’s address in their Toast Payroll profile.

The Toast Payroll Profile stores an employee’s training certificates, doctor’s

notes, employee write-ups, incident reports, etc. and is accessible to an
employee at any time.

PAYDAYS

Our pay week runs from Wednesday through Tuesday. In compliance with State
law, employees will be paid bi-weekly on the Tuesday following the end of the
pay week. You may pick up checks at the restaurant on payday between 2pm
and 4pm.

For your protection, you are the only authorized person to pick up your paycheck.
If you desire someone else to pick up your paycheck, written authorization must
be given to the manager in advance.

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Paychecks for terminated employees will be issued on the following scheduled
payday. If you do not pick up your paycheck within two weeks of the last pay
date, your check will be mailed to the address listed on your pay stub.

Employees may not cash paychecks at work. Direct Deposit is not mandatory,
but all employees are eligible for direct deposit. To sign up for direct deposit, talk
with your Manager. Lost checks should be immediately reported to a manager.

Please check your paycheck carefully. If you believe an error has been made, it
is your responsibility to call it to the attention of a manager.

TIMEKEEPING

Accurately recording time worked is the responsibility of every employee. Time

worked is all the time actually spent on the job performing assigned duties. All
hourly and salaried employees shall accurately record the time they begin and
end work by clocking in and out. Do not clock in for work prior to the beginning of
your scheduled shift. Clock in for work when your shift begins and begin to work
immediately. Do not clock out until you have finished your duties, and then do so
immediately. Never clock in or out for another employee. Salaried employees
are prohibited from adjusting time entries for other salaried employees and must
email: [email protected] for adjustments. Altering, falsifying or tampering
with time records or recording time on another employee’s time record will result
in disciplinary action up to and including termination.

There is no “off the clock” work time at Art & Jakes. If your supervisor, manager
or anyone requires you to clock out and continue working, report it to human
resources immediately or at the very least within 24 hours via email to:
[email protected] and [email protected] with “URGENT” in the subject
line, so that it may be investigated. Your report should include the date and time
you were required to clock out, the name and title of the person requiring you to
clock out, the names and positions of any witnesses and the amount of time you
were required to work.

Art & Jakes’ policy is that there shall be no retaliation, harassment or

discrimination against an employee making a good faith, truthful report to human
resources and any such actions should be reported to human resources via
email to: [email protected] and [email protected] with “URGENT” in the
subject line. Your report should include the same information stated above and a
description of the acts that you feel were retaliatory, harassing or discriminatory.
Due to the nature of an investigation, Art & Jakes cannot guarantee
confidentiality.

PAYROLL DEDUCTIONS

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The following list represents deductions you may notice on your paycheck /direct
deposit stub:

i. Federal Income Tax

ii. State Income Tax
iii. City/Local Income Tax
iv. Social Security (FICA) Tax
v. Federal Medicare Tax
vi. Voluntary Employee Deduction
vii. Garnishments and Support Orders

It is Art & Jake’s practice to comply with all valid claims against the wages of
employees. If a wage garnishment, child support order or some other legally
valid claim is received against your wages, Art & Jake’s is required to comply
with the provisions of the garnishment notice or order, as soon as practical after it
is received, to ensure its compliance with applicable laws. Art & Jake’s reserves
the right to charge the state-allowed fee to collect a garnishment.

CASH HANDLING PROCEDURE

RESPONSIBILITY FOR ACCURATE CASH DRAWER COUNTS:

o Bartenders, servers, carry-out cashiers, managers and all employees

assigned to handle cash are responsible for the accuracy of their cash
drawers.
o Employees shall count their cash drawer at the beginning and end of their
shifts.
o Any discrepancies found during these counts must be reported
immediately to a Manager.

CASH DRAWER MANAGEMENT:

o Each cash drawer will be assigned to a specific employee or group of

employees during their shift.
o Employees shall not use each other’s cash drawers without a Manager’s
authorization.
o Cash drawers must be kept secure and locked when not in use.

DAILY RECONCILIATION:

o Cash drawers will be reconciled at the end of each shift.

o Reconciliation consists of counting the cash in the drawer and recording
the total cash sales.
o Any discrepancies between the recorded sales and the cash drawer will
be documented, reported to a Manager and an explanation will be
requested from the assigned employee(s).

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ACCOUNTABILITY FOR SHORTAGES:

o If a cash drawer is found to be short, the employee(s) responsible for that

drawer may be deemed accountable for the shortage.
o The shortage amount may be deducted from the responsible employee’s
wages in accordance with applicable law.
o If multiple employees operate under a single drawer, the shortage amount
sought may be split equally among those employees.

INVESTIGATION AND RESOLUTION:

o All reported shortages will be investigated by Management to ensure there

are no errors, nor fraudulent or criminal activities.
o Employees will have an opportunity to explain and discuss any
discrepancies during the investigation.
o Corrective actions, including additional training or disciplinary measures,
may be taken based on the findings of the investigation.

DOCUMENTATION AND REPORTING:

o Management will maintain records of all shortages, investigations, and

resolutions.

TRAINING AND COMPLIANCE:

o All employees responsible for handling cash must undergo training on

proper cash handling.
o Compliance with this procedure is mandatory. Failure to follow this
procedure may result in disciplinary action, up to and including termination
of employment. The mishandling of funds, theft and failure to follow cash
flow / handling policy are examples of Prohibited Conduct in this
Handbook.

WRITTEN AUTHORIZATION FOR WAGE DEDUCTIONS:

o In accordance with applicable law, an employee’s freely given written

consent and voluntary authorization will be requested for any wage
deductions for cash shortages before the deduction(s) is/are made. The
authorization will specify the reason and amount of the deduction..
o Any deductions for cash shortages will not reduce an employee's wages
below applicable minimum wage.

TIPS

Depending on the requirements of your position, you may be eligible to receive

tips in addition to your base rate of pay.

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As an employee of Art & Jakes, all of the tip income you receive, whether cash or
credit included in a charge card, is taxable income, minus any tips contributed to
the pooled tips (see below). Tips may only be accepted in cash or by credit card.
Tips paid by mobile payment applications such as CashApp, Venmo, PayPal or
any other similar platforms are prohibited. After every shift you work, you are
required to report 100% of the tips you take home. If any tipped employee does
not declare tips of at least 10% of their gross sales, Art & Jakes may be required
to allocate additional tip income to you.

You are responsible to input the correct amount of credit card tips. Use the
“Server Charge Report” to cross-reference all tips. If you have overcharged a
guest, you will be requested to reimburse the overcharge plus any fees charged
to the guest.

Tips are generally cashed out between 2pm and 4pm daily. Management may
need to adjust those times if there is a special event scheduled.

NOTICE TO TIPPED EMPLOYEES

• The amount of the direct (or cash) wages the employer is paying a tipped
employee, must be at least $2.13 per hour under applicable federal law in
Georgia and $3.93 per hour under Michigan law for 2024;
• the additional amount claimed by the employer as a tip credit, cannot
exceed $5.12 (the difference between the minimum required direct (or
cash) wage of $2.13 and the current federal / Georgia minimum wage of
$7.25) or $6.40 in Michigan for 2024;
• the tip credit claimed by an employer cannot exceed the amount of tips
actually received by a tipped employee;
• all tips received by a tipped employee are to be retained by the employee
except for a valid tip pooling arrangement limited to employees who
customarily and regularly receive tips; and
• the tip credit will not apply to any tipped employee unless the employee
has been informed of these tip credit provisions.

POOLED TIPS

Art & Jakes’ servers are tipped employees who receive support from bartenders,
food runners and bussers. Art & Jakes’ servers shall remit a tip to the bartenders
equal to 3% of their alcohol / liquor sales for a shift, which is taxable income to
the bartenders. Art & Jakes’ servers and bartenders in Michigan shall remit a tip,
to be pooled and divided amongst the food runners and bussers equal to 2% of
their food sales for a shift, which is taxable income to the employees in the food
sales tip pool. Art & Jakes’ servers and bartenders in Georgia shall remit a tip, to
be pooled and divided amongst the food runners and bussers equal to 1.5% of

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 their food sales for a shift, which is taxable income to the employees in the food
sales tip pool.

CASH ADVANCES

Art & Jakes does not allow advances on paychecks. Don’t ask!

5. Equal Employment Opportunity

EQUAL EMPLOYMENT OPPORTUNITY

It is the policy of Art & Jakes not to discriminate on the basis of race, creed,
color, national origin, sexual orientation, gender identity or expression, religion,
medical condition, marital status, genetic sex, age, disability, height, weight,
veteran status or any other status protected by state or federal law. It is our
policy and practice to ensure an equal opportunity in employment for all qualified
individuals with disabilities in accordance with the Americans with Disabilities
Act and similar state laws.

SEXUAL HARASSMENT AND OTHER UNLAWFUL HARASSMENT / DISCRIMINATION

It is the policy of Art & Jakes to promote a productive work environment and not
tolerate verbal or physical conduct by anyone, including members of
management, employees, guests or suppliers, that harasses, disrupts or
interferes with another’s work performance or that creates an intimidating,
offensive or hostile environment.

Employees are expected to maintain a productive work environment that is free

from harassing or disruptive activity. No form of harassment or discrimination will
be tolerated, including harassment for the following reasons: race, religion, color,
sex, age, sexual orientation, gender identity or expression, national origin,
pregnancy, disability, height, weight, military/veteran status or other factors
protected by federal, state or local law. Special attention should be paid for the
prohibition of sexual harassment which has a gender-neutral prohibition.

With respect to harassment and discrimination, prohibited conduct includes:

i. Unwelcome sexual advances; request for sexual favors; and all other verbal
or physical conduct of a sexual or otherwise offensive nature, especially
where:

1. Submission to such conduct is made either explicitly or implicitly a term

or condition of employment;
2. Submission to or rejection of such conduct is used as the basis for
decisions such as promotion, discharge, performance review, pay

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 adjustments, corrective action, work assignments or any other
condition of employment or career advancement; or
3. Such conduct has the purpose or effect of unreasonably interfering
with the individual’s work performance or creating an intimidating,
abusive, hostile or offensive working environment, even if it leads to no
adverse job consequences.
ii. Offensive comments, jokes, innuendoes and other sexually oriented
statements. Examples of which include, but are not limited to:

1. Touching, such as rubbing or massaging someone’s neck or

shoulders, stroking someone’s hair or brushing against another’s
body;
2. Lewd, off-color or sexually oriented comments or jokes;
3. Offensive e-mail, text messages, or voice-mail messages;
4. Sexually suggestive touching, grabbing, groping, kissing or fondling;
5. Foul or obscene language;
6. Leering, staring or stalking;
7. Suggestive or sexually explicit poster, calendars, photographs, graffiti
or cartoons;
8. Unwanted or offensive letters or poems;
9. Sexually oriented or explicit remarks, including written or oral
references to sexual conduct, gossip regarding one’s sex life, body or
sexual activity; or
10. Repeated requests for dates.
iii. Prohibited conduct that may be deemed discriminatory and subject an
employee to disciplinary measures and / or termination, includes:

1. Racial or national origin slurs or the derogatory characterization of

any person’s race or heritage;
2. Offensive, derogatory or demeaning written or verbal comments
regarding a person’s physical height, weight or disability;
3. Offensive, derogatory or demeaning written or verbal comments
about a person’s affiliation or religious practices including clothing,
dress, head coverings, etc. that does not interfere or create a safety
concern affecting an employee’s safety and ability to perform his/her
job;

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 4. Offensive, derogatory or demeaning written or verbal comments
about Art & Jakes accommodation of a person’s disability and/or
religious practices;
5. Failure to provide accommodation for another’s physical disability,
such as refusing to be visible for lip reading to a hearing-impaired
employee, guest or vendor when requested;
6. Deliberate indifference to reasonable accommodation, such as
clearing or inhibiting passage for an employee, guest or vendor using
a walker and/or wheelchair;
7. Treating someone differently because that person is married to (or
associated with) an individual of a particular religion or race;

REPORTING AND ANTI-RETALIATION POLICY

If you experience or witness sexual or other unlawful harassment in the

workplace or anywhere where employees do business on behalf of Art & Jake’s,
please report the conduct in accordance with the Company’s Dispute Resolution
Program (see attached Appendix B) and email human resources at:
[email protected] and [email protected] with “URGENT” in the subject
line.

Art & Jake’s prohibits retaliation against anyone for reporting harassment,
assisting in making a harassment complaint or cooperating in a harassment
investigation. Retaliation can include disparaging comments, uncivil behavior or
any other negative treatment of an employee by members of management,
employees, guest or suppliers or others resulting from the harassment complaint
of the employee or the cooperation of the employee in a harassment
investigation. Report all retaliatory conduct via email to human resource at:
[email protected] and [email protected] with “URGENT” in the subject
line.

Any manager who becomes aware of possible sexual or other unlawful

harassment / discrimination should immediately report the conduct to human
resources at: [email protected] and [email protected] pursuant to the
Company’s Dispute Resolution Program (Appendix B) so it can be investigated at
the Step 2: Executive Review level in a timely and confidential manner, if the
employee does not wish to utilize Step 1: entitled the Open Door Policy. Anyone
engaging in sexual or other unlawful harassment or inappropriate behavior will be
subject to disciplinary action, up to and including termination of employment.

Art & Jakes shall investigate all allegations of sexual or other unlawful
harassment thoroughly and promptly. To the extent possible, your confidentiality
and that of any witnesses and the alleged harasser will be protected against
unnecessary disclosure. When the investigation is completed, you will be

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 informed of the outcome of the investigation at the Step 2: Executive Review
level, if the report is at that stage of the Company’s Dispute Resolution Program.

DISABILITY ACCOMMODATION

Art & Jakes’ policy is to provide reasonable accommodation to an employee or

job applicant with a disability, unless doing so would cause significant difficulty
or expense for it as an employer.

Art & Jakes understands that it cannot ask disability-related questions or require
medical examinations until after an applicant has been given a conditional job
offer, unless there is an obvious or voluntarily disclosed disability or where an
applicant has disclosed a need for accommodation.

A reasonable accommodation is any change in the workplace (or in the ways

things are usually done) to help a person with a disability apply for a job,
perform the duties of a job, or enjoy the benefits and privileges of employment.
Reasonable accommodation might include, for example, providing a ramp for a
wheelchair user or providing a reader or interpreter for a blind or deaf employee
or applicant.

RELIGIOUS ACCOMMODATION

Art & Jakes’ policy is to reasonably accommodate an employee's religious

beliefs or practices, unless doing so would cause more than a minimal burden
on Art & Jakes operations. An example of a reasonable accommodation is one
that enables an employee to practice his or her religion, such as swapping shifts
with a co- worker so that he or she can attend religious services, when there is
adequate personnel coverage. No employee will be forced to participate (or not
participate) in a religious activity as a condition of employment.

However, an accommodation that may cause undue hardship due to cost,

compromises workplace safety, decreases workplace efficiency, infringes on the
rights of other employees, or requires other employees to do more than their
share of potentially hazardous or burdensome work is not required.

6. Benefits and Employee Leave

HEALTH INSURANCE

Health insurance is available to all full-time employees. Art & Jakes provides a
50% contribution towards the monthly premium of the $5,000 Deductible Policy
ONLY. Any additional coverage costs are the employee’s responsibility. There
is a 90-day waiting period before an employee is eligible for coverage.

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JURY DUTY

Art & Jakes considers jury duty a civic responsibility and will arrange for an
employee to be absent from work to serve on a jury or as a witness in a court
case. Employees requiring such leave must inform their General Manager and
provide a copy of the summons, juror service certificate, or other proof of service.
Employees on jury/witness leave must keep management up to date on their
jury/witness duty schedule. Jury/witness duty is an unpaid absence.

UNPAID PERSONAL LEAVE

Provided the appropriate documentation is produced, unpaid time off may be

available to employees for:

i. Victims of crimes to attend criminal court proceedings;

ii. Victims of domestic violence, sexual assault, sexual or criminal
harassment, or stalking, or the parent or guardian of a victim of these
crimes to seek law enforcement assistance, medical treatment,
counseling, services from a victim services provider, or to a secure home;
iii. Parents of a sick child who requires home care, even if the child’s health
condition is not serious or
iv. Leave under the Family Medical Leave Act.

BEREAVEMENT LEAVE

Employees who suffer the loss of an immediate family member may receive up to
three days of unpaid funeral leave. Please let a manager know if this situation
occurs and he/she will help you make arrangements to cover your schedule.

Art & Jakes defines “immediate family” as the employee’s spouse, child,
stepchild, parent, stepparent, grandparent, step grandparent, grandchild, sibling,
stepsibling, parent-in-law, sibling-in-law or legal guardian.

Misuse or abuse of this policy will result in discipline up to and including

termination of employment.

EMPLOYEE INJURY AND WORKER’S COMPENSATION

Any accident or injury, regardless of the severity, must be reported to the

manager on duty (“MOD”) immediately. The MOD will offer medical
care/ambulance for all injuries as deemed medically necessary. An employee
must confirm or deny his/her need for medical attention.

An incident report of exactly what happened, how the injury occurred, as well as
the exact location and time will need to be filed with the manager and human

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 resources. The failure to report these injuries in a timely manner may affect your
eligibility for workers’ compensation benefits and may subject you to discipline up
to and including discharge from employment.

Art & Jake’s provides workers’ compensation benefits as required by law and at
no cost to employees. The workers’ compensation program covers on-the-job
injuries to the extent required by law. Subject to applicable legal requirements,
workers’ compensation benefits begin after a short waiting period.

Employees who violate safety standards, cause hazardous or dangerous

situations, or fail to report or, where appropriate, remedy such situations, may be
subject to disciplinary actions, up to and including termination of employment.

7. Employee Conduct
ELECTRONIC COMMUNICATIONS

We encourage our employees to explore in a responsible manner all forms of

electronic communications to build relationships, learn and collaborate, while
abiding by Art & Jakes values and policies. Electronic communications include,
but are not limited to, social networking systems (e.g., Facebook, Twitter,
LinkedIn, etc.), websites, text messages, computers, video conferencing, e-mail
systems, and phones. Below are listed some principles every employee must
follow when using any form of electronic communication:

• Use your good judgement. Just like in the physical world, when
communicating electronically, exercise good judgment as to how you react to
what is said by others and what you are saying to other people.
• Protect the privacy of others. Do not disclose confidential information of Art &
Jakes or personal information of any person including employees using
electronic communications, unless such disclosure is for business purposes,
authorized by Art & Jakes and specific to your job responsibilities.
• Know the rules for electronic communications. Violation of Federal, State,
Local laws, this policy, or any other policy related to employee behavior while
using any form of electronic communication are subject to disciplinary action.
• Employees, including management employees, are not permitted to use any
form of electronic communications to conduct Company business outside of
scheduled work hours, without approval in advance from their supervisor.
The supervisor approving such work must ensure the employee is paid as
may be required by the applicable wage and hour law for any time spent
working outside regularly scheduled work hours.
• Employees are personally responsible for the content they publish on any
form of electronic communication. If you are sending a communication that
pertains to Art & Jakes, its employees, your job, or anything else related to Art
& Jakes, that is not part of your assigned job duties and not within the course

14
 and scope of your job, you must make it clear that you are speaking for
yourself and not on behalf of Art & Jakes.
• If you identify yourself as an employee of Art & Jakes in a posting or other
electronic communication and you are not performing your assigned job
duties or responding as an authorized representative of Art & Jakes, you must
do the following:
• For written communications, include this disclaimer: “The opinions
expressed here are the personal opinions of [your name]. Content
published here is not approved by Art & Jakes before it is posted and
does not necessarily represent the views and opinions of Art &
Jakes.”
• For verbal communications, state clearly the same statement made
above that is used for written communications.
• Employees have no expectation of privacy in communications with respect to
the use of any of the Company’s electronic communication services, including
but not limited to company platforms, computers, internet connectivity
(including Wi-Fi), e-mail, voicemail, IM, and social networking services.
• The company platform, equipment, services, and technology provided to
access the internet and e-mail system remain at all times the property of Art &
Jakes. As such, Art & Jakes reserves the right to monitor internet and
platform traffic and retrieve and read any data composed, sent or received
through our online connections and stored in our computer systems. All
content of the Company’s computer systems is subject to monitoring, search,
review and use by the Company at any time. If you use these or any other
Company electronic communications system or connection (i.e., Wi-Fi) for
personal use, there is no expectation of privacy.
• Any employee’s use of foul language, cyberbullying and harassment like
tactics while on the company’s platform will result in one warning to cease
and desist, after that disciplinary action, up to termination, will be
administered.
• Employees must honor the privacy rights of Art & Jakes and its employees by
seeking permission before writing about or displaying internal Art & Jakes
happenings that might be considered to be a breach of privacy and
confidentiality. This shall include, but not be limited to, posting of
photographs, video, or audio of Art & Jakes, its employees, customers,
suppliers, agents or competitors, without first obtaining written approval from
corporate management.
• Nothing in this policy shall prohibit an employee from maintaining a social
media presence on his/her own time using his/her own personal equipment
and facilities.
• Nothing in this policy prohibits employees from discussing the terms and
conditions of their employment, including wages and workplace conditions.
• Nothing in this policy should be construed or applied to limit or interfere with
an employee’s rights under Section 7 of the National Labor Relations Act.

15
• All employees are subject to disciplinary action up to and including
termination of employment for conduct while making use of any form of
electronic communication, where that conduct:
• Is an unlawful act as defined by Federal, State or local laws;
• Divulges trade secrets, confidential, proprietary or privileged information
regarding the Company, its current or former employees, vendors, or
customers;
• Is a trademark infringement;
• Contains offensive comments based on race, sex, or any other category
protected by law or posting/transmitting this type of content;
• Is unauthorized use of Company logos, name or brand information; or
• Violates our Company values or any Company policy.

CONFIDENTIALITY AND NON-DISCLOSURE OF INTELLECTUAL PROPERTY

Property such as trademarks, service marks, logos, designs, copyrights, patents,

trade secrets, recipes, photographs, processes, marketing and any other
information that Art & Jakes develops and uses in relation to our products,
services and business are valuable intellectual property assets and confidential
information.

Employees shall not use, disclose, download, distribute, forward, share,

assimilate, copy or provide access to Art & Jakes’ Intellectual Property without
express written permission from a corporate officer.

Employees shall not create a link from their website, post, or other networking to
an Art & Jakes website or social media pages.

This non-disclosure prohibition shall include, but not be limited to, customer and
vendor lists, health information, employee lists, an employee’s or guest’s
personal information (home addresses, social security numbers, pay rates, etc.)
and rates or costs for services or products.

PROHIBITED CONDUCT

The following conduct is prohibited and will not be tolerated by Art & Jakes and
may result in disciplinary action up to and including possible suspension or
termination without a written warning as further described in Art & Jake’s Staff
Performance Management Policy (attached as Appendix C). This list of prohibited
conduct is illustrative only; other types of conduct that threaten security, personal
safety, employee welfare and Art & Jakes’ operations may also be prohibited.

• Not showing up for shift (NO CALL, NO SHOW);

• Leaving your job without manager approval;

16
• Failure to consistently perform your job duties;
• Tardiness;
• Rude or improper behavior toward a guest regarding a tip;
• Smoking or eating during unapproved hours. Approved hours are before 11
AM, between 2-5 PM, after 9 PM with Manager Approval;
• Failing to comply with Art & Jakes’ dress code;
• Falsifying employment records, employment information, or other Company
records (note that employment information includes Social Security Numbers
and any other documents used to verify identity and ability to work in the
United States);
• Recording the work time of another employee or allowing any other employee
to record your work time, or falsifying any time record, either your own or
another employee’s such as clocking other employees “in” or “out”:
• Theft and deliberate or careless damage or destruction of any Art & Jakes
property, or the property of any employee or customer, including, but not
limited to mishandling of funds, failure to follow cash flow handling
procedures, guest check or credit card procedures;
• Unauthorized comping of alcoholic beverages, in other words not charging for
drinks and/or deliberately serving heavy pours over standard alcohol
measures may be deemed employee theft as further described in attached
Appendix D – Art & Jakes’ Policy on Bartender Conduct and Tipping;
• Removing or borrowing Art & Jakes property without prior authorization;
• Unauthorized use of Art & Jakes equipment, intellectual property, time,
materials, or facilities;
• Provoking a fight or fighting during working hours or on restaurant property;
• Participating in horseplay or practical jokes on Company time or on Art &
Jakes premises, also prohibited is putting a pie or any other food item in
the face of an employee having a birthday;
• Carrying firearms or any other dangerous weapons on restaurant premises at
any time;
• Engaging in criminal conduct whether or not related to job performance;
• Causing, creating, or participating in a disruption of any kind during working
hours on Company property;
• Insubordination, including but not limited to failure or refusal to obey the
orders or instructions of a supervisor or member of management, or the use
of abusive or threatening language toward a supervisor or member of
management;
• Using fowl, lewd or abusive language at any time on Art & Jakes premises;
• Failing to personally notify a supervisor when unable to report to work and
returning without doctor’s note;
• Violation of Art & Jakes social media policies;
• Unexcused absence(s);
• Failing to obtain permission to leave work for any reason during normal
working hours;
• Failing to observe working schedules, including rest and lunch periods;

17
• Failing to provide a physician’s certificate when requested or required to do
so;
• Sleeping or malingering on the job;
• Violating Art & Jakes drug and alcohol policies of absolutely NO drinking or
usage during shift, which is grounds for immediate suspension or termination;
• Working overtime without authorization or refusing to work assigned overtime;
• Wearing disturbing, unprofessional or inappropriate styles of dress or hair
while working;
• Violating any safety, health, security or Company policy, rule, or procedure;
• Committing a fraudulent act or a breach of trust under any circumstances;
• Committing or involvement in any act of unlawful harassment of another
individual, including but not limited to, co-workers, vendors and guests;
• Failing to promptly report work-related injury or illness; or
• Violating any other Art and Jakes’ policies and standard operating procedures
attached hereto including Art & Jakes’ Code of Conduct (see Appendix E).

This statement of prohibited conduct does not alter Art & Jake’s policy of at-will
employment. Either you or Art & Jakes remain free to terminate the employment
relationship at any time, with or without reason or advance notice.

EMPLOYEES CANNOT PARTICIPATE IN ART & JAKE’S FAN CLUB REWARDS PROGRAM

Employees are prohibited from:

• obtaining an Art & Jakes’ Fan Club rewards account,

• applying the rewards of a family or friends’ account to other customers /
guests, or
• engaging in any type of fraudulent account activity – the violation of which
is – immediate termination.

Applying a reward account benefit to an order or check with an employee food

discount will result in immediate deactivation of the account.

PERSONAL BUSINESS AND CELL PHONES

Art & Jakes requires that you conduct your personal business off company
premises, on your own time. Use of cell phones or other personal devices are
prohibited while on the clock. Use of these devices, before or after shifts are not
to be in view of customers. If you choose not to abide by this rule, your phone
will be collected and returned at the end of your shift. Please ensure your
important contacts have the restaurant phone number in case of an emergency.

Violation of this policy shall be considered misuse of company time and will result
in disciplinary action, up to and including termination of employment.

18
UNIFORMS AND EMPLOYEE APPEARANCE

We require that you wear certain styles shirt and pants and possibly other items
that could be a part of your basic street clothing and that you can buy at a variety
of stores. Clean nails, hands, teeth, and the use of an effective deodorant are a
must in the restaurant business. Your clothing must be clean and wrinkle-free.
Your shoes must be non-slip soled shoes.

FOR FRONT OF HOUSE (“FOH”) POSITIONS ADDITIONAL UNIFORM AND APPEARANCE REQUIREMENTS INCLUDE:

• Hair must be clean and pulled back away from face.

• Hair must be restrained if shoulder length or longer, and always away from
items being served.
• Make-up should be simple and applied lightly.
• Management will approve the length of mustaches, sideburns and beards.
While growing a beard, daily shaving & shaping of the beard is required.
• Manicures must be well-maintained – no chipping. Clear polish only. White
French-tip also allowed.
• Tattoos and body piercing (other than ears) must be removed or concealed
from guests’ view.
• Jewelry should be kept to a minimum; management reserves the right to
approve appropriateness.
• Perfume, colognes, and aftershave must be fresh and lightly scented.
• T-shirts worn under a FOH shirt must be a V-neck and not visible to guests.
• Intentional body alteration or modification for the purpose of achieving a
visible, physical effect that disfigures, deforms or similarly detracts from a
professional image is prohibited. Examples include, but are not limited to,
visible tattoos, brands, body piercing (other than traditional ear piercing),
tongue piercing or splitting, tooth filing, earlobe expansion, and acquiring
visible, disfiguring skin implants.
• Methods to conceal an unacceptable piercing, such as using a bandage, are
not permitted. For tattoo coverage, a discrete bandage or opaque makeup will
be permitted if they completely conceal the tattoo. Spacers or retainers are not
permitted in any visible body piercing while working. Jewelry worn in non-
visible piercings that may pose a safety risk because of working clothes design
and/or job responsibilities will not be permitted.
• Clothing must be clean (not stained); not worn, free of fraying or holes and
wrinkle-free.
• BLACK PANTS: Casual style, all black, loose fitting casual slacks (Dockers
style), with belt loops and a maximum of 2 front and 2 rear pockets. Pants
cannot touch the floor. Females may wear solid black conservative yoga
pants. No jeans are allowed for either gender.
• SOCKS: Black socks.
• BLACK SHOES: Athletic shoes with non-skid soles.

19
• PENS: Bring several with you. They should be without advertising on them.
• SHIRT: Color assigned base upon job assignment. All shirts must be tucked
into pants. T-shirts can be worn but cannot be visible to the guest. Detroit
Lions jerseys may be worn on game days unless told otherwise by
management.
• BLACK APRONS: Servers will wear aprons, which will be provided to them
and must come with a bank to start your shift.

FOR BACK OF HOUSE (“BOH”) POSITIONS ADDITIONAL UNIFORM AND APPEARANCE REQUIREMENTS INCLUDE:

• BLACK PANTS: Casual style, all black, loose fitting casual slacks (Dockers
style), with belt loops and a maximum of 2 front and 2 rear pockets. Pants
cannot touch the floor. Females may wear solid black conservative yoga
pants. No jeans are allowed for either gender.
• SOCKS: Black socks are required.
• BLACK SHOES: Athletic shoes with non-skid soles.
• Shirts and hats are required and will be provided.
• SHIRT: Color assigned base upon job assignment. All shirts must be tucked
into pants. T-shirts can be worn but cannot be visible to the guest.
• Detroit Lions jerseys may be worn on game days unless told otherwise by
management.
• No excessive jewelry.
• No shorts at any time.

EMPLOYEE PARKING

There are designated parking areas for on-duty employees. Your manager will
explain where you should park your car. At no time should an employee park in
areas designated for our guest.

Safety first! If you are leaving after dark, consider walking as a group or asking
someone to walk with you.

EMPLOYEE PERSONAL PROPERTY

Art & Jake’s cannot guarantee the protection of your personal property while on
Company property. Therefore, employees are encouraged not to bring personal
property to the workplace. All personal property left in the workplace is done so
at the risk of the employee. No legal obligation is assumed by the Company in
the event of loss or damage to personal property.

Art & Jakes will prosecute anyone caught in the act of theft or destruction of such
property to the full extent of the law.

The best rule of thumb is that if you don’t need it for work, don’t bring it to work.

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WORK ENVIRONMENT - DRUG AND ALCOHOL USE

The following rules and standards of conduct apply to all employees either on Art
& Jakes’ property or during the workday (including meal periods). Behavior that
violates this policy includes: possession or use of an illegal or controlled
substance; being under the influence of an illegal or controlled substance while
on the job; or distribution, sale, or purchase of an illegal or controlled substance
while on the job.

Violation of these rules and standards of conduct will not be tolerated. Art &
Jakes also may bring the matter to the attention of appropriate law enforcement
authorities.

In order to enforce this policy, Art & Jakes reserves the right to conduct searches
of Art & Jakes’ property or employees and/or their personal property, and to
implement other measures necessary to deter and detect abuse of this policy.

Any employee who is using prescription or over-the-counter drugs that may

impair the employee’s ability to safely perform the job, or affect the safety or well-
being of others, must notify a manager of such use immediately before starting or
resuming work.

NO ALCOHOL CONSUMPTION BY MANAGERS DURING AND AFTER SHIFT

General managers and managers are strictly prohibited from consuming alcohol
during and after completion of their scheduled shifts. Violation of this policy (see
Appendix F – Art & Jakes’ Policy on Management Alcohol Consumption) will
result in disciplinary action, up to and including termination of employment.
General managers and managers are welcome guests (no AJ’s logoed uniforms)
on their days off who may purchase and consume alcoholic beverages and food
(without discount) just like any other Art & Jakes customer and shall not act in
any supervisory or decision-making capacity during their visit.

TWO (2) DRINK MAX BY STAFF AFTER SHIFT

Staff members may purchase and consume a maximum of two alcoholic

beverage in the public areas of the premises after completing their scheduled
shifts in street clothes (no AJ’s logoed uniforms). Staff may not enter the back-
of-house areas, nor appear to act in any official Art & Jakes’ capacity. Staff shall
conduct themselves in a manner that does not negatively impact the reputation of
Art & Jakes in compliance with Art & Jakes’ Policy on Staff Alcohol Consumption
– Appendix G.

21
8. Grazing and Garbage Mouthing

Employees are not to graze on any food item, including bar garnish. This
includes any mis-cooks or wrong orders from the kitchen. Employee are not to
eat any leftovers from a guest’s plate. Employees are not to prepare any food
item for a fellow employee without first seeing a correct order ticket rung in from
the front of house. All food eaten must be rung in from front of house and
properly discounted by a manager.

Eating food that has not been rung in and properly paid for will be considered
theft. Disregarding or failing to follow this policy will result in discipline, up to and
including termination of employment.

WORK ENVIRONMENT - FIRE PROTECTION

In the event of a fire, notify the manager on duty immediately. The kitchen is
equipped with a dry powder system that is automatically activated in the event of
a kitchen fire. There are handheld fire extinguishers throughout the restaurant.
Each employee will learn where these are during his/her training program. The
building also has multiple doors for guest evacuation.

WORK ENVIRONMENT - SAFETY AND ACCIDENTS

Please follow these simple safety rules to maintain a safe environment:

§ If you drop it, pick it up.

§ If you spill it, wipe it up.
§ Keep floors clean of debris and keep them dry.
§ Watch your step on tiled floors.
§ Walk – do not run!
§ Remove or report all aisle obstructions to management.
§ Report all leaking or dripping equipment to management.
§ Report all unsafe conditions, equipment or practices to management.
§ Wear a cutting glove at all times when using all slicing/dicing equipment and
knives.

PLEASE REPORT ANY HAZARDOUS SITUATION, IE, SPILLS, ETC.

TO ENSURE THE SAFETY OF ALL EMPLOYEES AND GUESTS!

SANITATION

22
 All equipment and work areas must be maintained in clean and sanitary
conditions at all times. Unclean and/or unsanitary conditions will not be
tolerated.

Failure to follow the sanitation standards as outlined in the training program will
result in disciplinary action, up to and including termination of employment.

9. Customer/Public Relations
CUSTOMER / GUEST SERVICE

Our restaurants exists because of our guests. It is our job to make every
experience a memorable one. But, unfortunately, there will be customers with
complaints. It is inevitable in the hospitality industry. The following are the key
element for handling a customer complaint:

§ Handle complaints in a positive, professional manner.

§ Never argue or become confrontational with a guest.
§ Remove the charge for the item in question.
§ Let the guest know that you will handle the complaint.
§ Get the manager involved in the BOH and explain the situation.

DO NOT try to recover the table yourself. Always involve a manager as soon as
possible so we can do our best to resolve the problem before it’s too late.

A resolved guest = repeat business.

GUEST APPEARANCE

Management should be notified of any unusual or offensive dress on the part of

a guest. Pants or shorts, shirts and footwear are required by law.

ALCOHOL SERVING POLICY AND THE IDENTIFICATION OF MINORS

If a guest does not clearly appear to be at least 35 years old, you must ask for
their identification to verify the guest’s age. If the guest presents any
identification other than a driver’s license from the restaurant’s home state, take
the identification to a manager for verification.

It is your responsibility to check for proper identification. If you knowingly accept

a fake identification or knowingly serve a minor, you are subject to disciplinary
action up to and including termination of employment.

23
 LIQUOR LIABILITY

We encourage our guests to “enjoy in moderation.” State laws and moral

awareness prohibit us from serving alcoholic beverages to an intoxicated guest.
We want all of our guests to arrive home safely. Therefore, we will arrange
transportation for any guest needing another way home. However, it will be the
guest’s responsibility for any cost incurred for transportation. Notify a manager
immediately if a guest is obviously intoxicated or acting disorderly.

LOST AND FOUND

If you find something left by a guest or employee, take it to the manager on duty.
All items of value such as credit cards, money, or jewelry will be placed in the
safe. Other items will be kept in the manager’s office. All inquiries regarding lost
items must be referred to a manager.

ROBBERY

Restaurants are a prime target for armed robberies. If you are confronted with a
robbery situation, be cooperative, be calm and do what is requested of you.

Money and property can be replaced – you cannot!

VISITORS

Employees on duty may not have visitors. Loitering of off-duty employees is

prohibited

No visitor(s), previous employee(s) and/or off-duty employee may enter the back
of the house unless accompanied by a manager.

Salespersons must use the front door. Take their business card, ask them to be
seated, and give their card to the manager on duty. Always be polite and
professional to visitors.

10. Employee Acknowledgement

I have reviewed a copy of the Employee Handbook and its Appendices including
the Mandatory Dispute Resolution Program. I understand the Art & Jakes’
policies and procedures set forth in it. I also understand that it is my
responsibility to comply with the policies and guidelines contained in the
Employee Handbook and any revisions made to it.

24
The Employee Handbook described important information about Art & Jake’s,
and I understand that I should consult my manager regarding any questions not
answered in the Manual.

I acknowledge that this Employee Handbook is neither a contract of employment

nor a legal document. I have entered into my employment relationship with Art &
Jake’s voluntarily and acknowledge that there is no specified length of
employment and that my employment is “at will.” Accordingly, either Art & Jake’s
or I can terminate the relationship at will, with or without cause, at any time.

I further acknowledge that each Art & Jakes location is independently owned and
operated and that the name of my corporate employer is based on the location
that I am assigned to, as follows:

• Clarkston, AJ’s of Clarkston, LLC at 6898 Sashabaw Rd, Village of Clarkston,

MI 48348
• Shelby Township, 23 Mile Location: AJ’s 23 Mile, LLC at 14741 23 Mile
Road, Shelby Township, MI 48315
• Sterling Heights M-59 Location: AJ’s 59, LLC at 44899 Mound Road, Sterling
Heights, MI 48314
• Washington: AJ’s of Washington, LLC at 65859 Van Dyke, Washington, MI
48095
• Lansing: AJ’s Sparty LLC, 2800 Preyde Blvd., Lansing, MI 48912
• Northville: AJ’s 6 Mile, LLC at 39715 Six Mile Road, Northville, MI 48168
• Newnan, GA: Art and Jakes of Georgia, LLC, a GA LLC, located at 510
Newnan Crossing Bypass, Newman, GA 30263

Art & Jakes may use third-party companies to streamline and provide efficient
services, such as AJs Payroll, Inc. for payroll processing, amongst others. The
third-party companies are not your employer.

I understand that I may request a copy of the Art & Jakes Employee Handbook
from my manager and that I may also view a copy online.

Employee Name (print):___________________________________________

Employee Signature______________________________________________

25
Manager Signature: _______________________________________________

Date: ____________________________________

26
11. Appendix A – Art & Jakes’ Discount , Void and Donation
Management - SOP

27
12. Appendix B - Art & Jakes’ Dispute Resolution Program

28
 Art & Jakes
Mandatory Dispute
Resolution Program

Revised: July 2024

Appendix B
 Table of Contents

DISPUTE RESOLUTION PROGRAM .................................................................................................. 1

Step 1: UTILIZE THE OPEN-DOOR POLICY ................................................................................... 1
Step 2: EXECUTIVE REVIEW ........................................................................................................ 2
Step 3: MEDIATION .................................................................................................................... 3
Step 4: ARBITRATION ................................................................................................................. 4
MULTI-STATE BUSINESS ............................................................................................................. 5
PROGRAM PROVISIONS/ENFORCEMENT ................................................................................... 5
PROGRAM STEPS ........................................................................................................................ 5
NOT AN EMPLOYMENT CONTRACT/EXCLUSIVE REMEDY .......................................................... 5
Employee Acknowledgement ........................................................................................................ 6

Appendix B
THIS PROGRAM IS A CONDITION OF YOUR EMPLOYMENT AND IS MANDATORY
AND THE EXCLUSIVE MEANS BY WHICH DISPUTES BETWEEN YOU AND THE
COMPANY MAY BE RESOLVED.

DISPUTE RESOLUTION PROGRAM

This Dispute Resolution Program is adopted for Art & Jake’s entities,1 subsidiaries or
affiliated entities, and all successors and assigns of any of them, all of which are
collectively hereinafter referred to as the “Company.”

The Company is committed to building a strong relationship between the Company and
all of our employees - a relationship that is based on trust and open communication.
The Company is an equal opportunity employer and strives to maintain an atmosphere
of mutual trust and open, honest communication. By working together, we can reach
any goal we set for ourselves. We do not and will not tolerate harassment or
discrimination by any employee, regardless of their status with the Company, and no
employee will be retaliated against for using this Program.

We understand, however, that problems and disagreements are unavoidable when

people with different viewpoints spend a lot of time together. We cannot entirely
eliminate disagreements, but we can provide a process for resolving them when they do
occur by taking prompt constructive action.

Based on these beliefs and values, we developed this DISPUTE RESOLUTION

PROGRAM (the “Program”). The Program is a four-step process for resolving
workplace problems quickly and fairly. This policy describes the steps that both you and
the Company must take to resolve many types of workplace problems. The Company is
also obligated to follow the Program and will also be bound by arbitration. The types of
problems covered by the Program are explained in detail in this policy.

When you have a work-related problem, follow the steps listed below in this policy.

STEP 1: UTILIZE THE OPEN-DOOR POLICY

1
Each Art & Jakes location is independently owned and operated. The name of each limited liability
company employer is based on the location:
• Clarkston, Sashabaw Road Location: , 6898 Sashabaw Rd,
Village of Clarkston, MI 48348
• Shelby Township, 23 Mile Location: AJ’s 23 Mile, LLC at 14741 23 Mile Road, Shelby Township,
MI 48315
• Sterling Heights M-59 Location: AJ’s 59, LLC at 44899 Mound Road, Sterling Heights, MI 48314
• Washington: AJ’s of Washington, LLC at 65859 Van Dyke, Washington, MI 48095
• Northville: AJ’s 6 Mile, LLC at 39715 Six Mile Road, Northville, MI 48168
• Newnan, GA: Art and Jakes of Georgia, LLC, a GA LLC, located at 510 Newnan Crossing Bypass,
Newman, GA 30263

Appendix B
In any relationship, when a disagreement occurs, keeping emotions bottled up inside
only causes the problem to get bigger. At the Company we want to encourage open
communication so we can solve the problem with the least amount of stress for those
involved. To do this, we have developed an Open-Door Policy that encourages you to
talk with your manager to get your concerns addressed quickly.

1. Talk directly to your immediate manager. If you have a problem, first discuss it with
your Supervisor, Manager on Duty or General Manager as soon as possible after the
problem arises.

2. Talk to a higher level of management. Sometimes, you may not be able to resolve
the issue with your Direct Supervisor or Manager on Duty. If this is the case, take
your concern to your General Manager to get the answers you need.

3. Talk with Human Resources. If you have tried the above steps and are not satisfied,
or if you are not comfortable talking to your managers for any reason, you can
contact the Human Resources department to get the help you need, via email at:
kyle@ artjakes.com and [email protected] with “URGENT” in the subject line.
Your email report or Step 1 FORM should include: the date(s) and time(s) that the
problem began, the names and titles of all involved in the problem including the
names and titles of all witnesses, a description of the problem and how you would
like the problem resolved in a reasonable manner that is fair to all involved so that a
productive work relationship may continue with every party showing another mutual
respect.

4. Note that Art & Jakes cannot guarantee confidentiality and that a problem will be
resolved in the manner that you propose.

STEP 2: EXECUTIVE REVIEW

If you have tried the Open-Door Policy and are not satisfied, you may request the
Executive Review Step. In this step, the Company’s President or his designee (the
“Executive”) will review the issue or problem and attempt to resolve the issue or
problem to your satisfaction and to the satisfaction of your Manager and the Company.
Otherwise, the assigned Executive will issue a written decision on the matter.

Here is how you obtain access to the Executive Review Step:

1. Request review. As soon as possible after your exhaustion of the Open-Door Policy
process, you can start the Executive Review process by contacting the Company’s
Human Resources department via email at: kyle@ artjakes.com and
[email protected].

2. Submit information. In order to access the Executive Review Step, you should
provide a written statement that contains as much of the following information as is
reasonably available to you:

Appendix B
 a. Describe in detail, to the best of your ability, the factual basis on which your
claim is made.
b. Describe the measures you have taken during Step 1 to resolve the issue
including the supervisors you have spoken with about the problem.
c. Describe the nature and extent of any remedy or relief you believe you should
have.

You can obtain the Step 1 FORM to use for this purpose from the Human
Resources Department.

3. The Review. The Company’s Executive will review the problem and make whatever
investigation he/she believes is appropriate under the circumstances. This may
include, in all likelihood, a discussion with you and your Manager and a review of all
relevant documents.

4. The Solution. The Executive will attempt to find a way to resolve the problem to the
satisfaction of all the parties involved in the situation. However, if the problem cannot
be resolved in this manner, a decision will be made in the Executive Review.

5. Non-Legal Claims. If your claim is not a statutory or common law claim (“legal
claim”), Executive Review is the final step in the Dispute Resolution Program. Only
legal claims may proceed to mediation or arbitration. Mediation and arbitration are
not available to review performance evaluations, job elimination or lay-off decisions.
Company work rules, policies and pay rates or increases or decreases in benefits,
except to the extent such matters relate to statutory or common law claims.

STEP 3: MEDIATION

If you believe you have a legal claim that was not solved through STEPS 1 and 2, the
Open-Door Policy or Executive Review, the next step is Mediation. In Mediation, an
objective, independent third party tries to help the parties reach a mutually agreeable
solution.

When you or the Company requests Mediation, the Company will contact a dispute
resolution center, mediation center or a similar organization or designated professional
specializing in dispute resolution. The agency, if any, will assign a professional Mediator
to mediate or the parties will decide on a mediator. The Mediator will listen, work to
open communication lines, and offer creative solutions. But the Mediator does not make
a final decision. It is up to you and the Company to reach an agreement. The goal of
mediation is to develop a solution that satisfies both parties involved.

Here is how to put the Mediation Step to work for you:

1. Advise the Human Resources department that you request Mediation via email at:
kyle@ artjakes.com and [email protected] . You should request Mediation
within twenty-one (21) days from the date of the decisions in Step 2, Executive

Appendix B
 Review, so that the issues will be fresh in your mind. You will be requested to
complete a Step 3 - Request for Mediation FORM, which will be furnished. The
Company may also request Mediation within 21 days after Step 2 is completed.

2. Select Mediator. When either you or the Company request Mediation, the parties will
select an outside, independent neutral mediator to handle the mediation process.
The Company will pay the fees of the Mediator and the mediation agency, if any. If
you and the Company cannot agree on a Mediator, the mediation center will choose
the Mediator.

3. You, the Mediator and the Company representative meet. The Mediator will
schedule a meeting between you and the Company representative. The Mediator
will guide the discussion and help resolve the problem. However, it is up to both you
and the Company to reach an agreement. The Mediator does not make the final
decision.

4. Written agreement. If appropriate, after you and the Company have agreed upon a
solution, a written agreement will be signed by the parties.

STEP 4: ARBITRATION

If you have a work-related problem that involves one of your legally protected rights,
which has not been resolved through the earlier steps, you may request Arbitration. As
a condition of your employment with Art & Jakes you have agreed to arbitrate any
claims within six (6) months of occurrence or completion of Step 2 – Executive Review
and as further described in the Arbitration Agreement between you and Art & Jakes.

In Arbitration, an outside neutral expert chosen and agreed upon by you and the
Company, called an “arbitrator”, becomes involved in the resolution process. He or she
listens to the facts, then makes a final binding decision and awards any damages, just
like a judge in a court of law. Arbitration is less formal than conventional court litigation
but is clearly established and governed by rules and standards of conduct, which are
designed to assure due process of law is fully protected. The goal of Arbitration is to
provide effective and efficient problem resolution.

Here is a brief explanation of the Arbitration process works:

1. Request Arbitration. If you believe you have a legal claim, you may request that
your claim go to Arbitration. Simply complete the Step 4 - Arbitration Request FORM
and return it to Art & Jakes Corporate Office, c/o: Brendan Trpcevski, Chief
Executive Officer, 65859 Van Dyke, Washington, MI 48095 by certified mail return
receipt requested or via email at: kyle@ artjakes.com and [email protected]
with “ARBITRATION REQUEST” in the subject line. If your submission is by email,
a confirmation will be emailed to you. If you do not receive a confirmation follow up.
The form can be obtained from the Human Resources department.

Appendix B
2. A hearing is set. The arbitrator will schedule a date, time and place for a hearing.
During this hearing, both you and the Company may present pertinent facts,
documents and witnesses. You may hire a lawyer to participate in the Arbitration
hearing with you at your own cost. The hearing will be conducted near your Michigan
place of employment, at another mutually agreeable location or via Zoom.

3. A decision is made.
The arbitrator will make a final binding decision in writing that will set forth the
essential findings and conclusions on which the award is based. The decision of
arbitrator shall have a final and binding effect in any related litigation.

MULTI-STATE BUSINESS

The Company is engaged in transactions involving interstate commerce and your

employment involves such commerce; therefore, the parties agree that the Michigan
Uniform Arbitration Act, MCL 691.1681 et seq. (“the Michigan Arbitration Act”) shall
govern the interpretation, enforcement and proceedings under the Dispute Resolution
Program.

PROGRAM PROVISIONS / ENFORCEMENT

The provisions of the Program document are severable and, should any provision be
held unenforceable, all others will remain valid and binding. No provision of the Program
document will be held unenforceable if such provision can be reasonably interpreted in
a manner that results in such provision being enforceable. The appointed Arbitrator and
not any federal, state, or local court or agency, shall have exclusive authority to resolve
any dispute relating to the interpretation, arbitrability, applicability, enforceability or
formation of the Arbitration Agreement.

If a court should determine that Arbitration under this Program is not the exclusive, final,
and binding method for the Company and its employees to resolve disputes and/or that
the decision and award of the arbitrator is not final and binding as to some or all of a
party’s claim(s), the party must submit the claim(s) to Arbitration and pursue the
Arbitration to conclusion before filing or pursuing any legal, equitable, or other legal
proceeding for any eligible claim in a court of competent jurisdiction.

PROGRAM STEPS

While we encourage you to use all of the steps in the Program in the order outlined, we
realize that in some cases it may not be appropriate to use the preliminary steps.
Accordingly, if your claim involves a legal claim that is subject to Arbitration hereunder,
you may proceed directly to Step 2 – Executive Review. The Company may also skip
Step 1 and process the matter under Step 2 – Executive Review.

NOT AN EMPLOYMENT CONTRACT/EXCLUSIVE REMEDY

Appendix B
While this Program constitutes a binding promise between you and the Company to
resolve all disputes pursuant to the process outlined herein, this Program is not and
shall not be construed to create any contract of employment, expressed or implied. Nor
does this Program in any way alter the “at will” status of any employment.

This Program will prevent you from filing a lawsuit in Court for an
individual legal claim subject to arbitration.

Employee Acknowledgement
I have reviewed a copy of the Art & Jakes Mandatory Dispute Resolution Program. I
understand the Art & Jakes’ policies and procedures set forth in the Program. I also
understand that it is my responsibility to comply with the Program and any revisions
made to it.

The Program describes important information and I understand that I should consult my
manager regarding any questions.

I have entered into my employment relationship with Art & Jake’s voluntarily and
acknowledge that there is no specified length of employment and that my employment
is “at will.” Accordingly, either Art & Jake’s or I can terminate the relationship “at will” at
any time. My employment with Art & Jake’s is contingent on my agreement to: arbitrate
any and all claims as described in the Mandatory Dispute Resolution Program, a six (6)
month claim limitations period and to entering into a contractually binding Arbitration
Agreement.

Employee Name (please print):___________________________________________

Employee Signature: ______________________________________________

Manager Signature: _______________________________________________

Date: ____________________________________

Appendix B
13. Appendix C - Art & Jakes’ Staff Performance
Management – SOP

29
 ART & JAKES ABSTRACT
Art & Jakes Staff Performance Management 101

STAFF
PERFORMANCE
MANAGEMENT
Standard Operating Procedures
Contents
Staff Performance Management Standard Operating Procedure ................................................................ 2
Policy: ........................................................................................................................................................ 2
Purpose: .................................................................................................................................................... 2
Responsibilities: ........................................................................................................................................ 2
Procedure:................................................................................................................................................. 2
Performance Management and Employee Discipline Includes: ................................................................... 3
Step 1: Counseling and Verbal Warning ................................................................................................... 3
Step 2: Written Warning ........................................................................................................................... 3
Step 3: Final Written Warning and/or Suspension ................................................................................... 4
Step 4: Termination of Employment ......................................................................................................... 4
Employee Appeal Process ............................................................................................................................. 5
Performance and Conduct Issues Not Subject to Progressive Discipline, i.e. Gross Misconduct................. 5
Documentation ............................................................................................................................................. 5
Important Note ............................................................................................................................................. 5
Staff Performance Management Standard Operating Procedure
SOP Title: Performance Management, Employee Discipline and Termination of
Employment
Effective Date: 7/25/2023
Last Revision Date: 7/25/2023

The following has been defined by Art & Jakes Sport Bar and Grill Restaurant as a Standard Operating
Procedure. These guidelines have been established to improve the guest experience, advance
operations and provide consistency.

Policy:

The purpose of a Performance Management, Employee Discipline and Termination of Employment

policy is to identify and address employee and employment-related issues. No performance
management, discipline and termination policy can be expected to address each and every workplace
situation requiring corrective action; therefore, the Company (AJS) takes a comprehensive approach
regarding performance management and/or discipline and termination and we will attempt to consider
all relevant factors before making decisions regarding discipline and/or termination of employment.

Purpose:

Art and Jakes performance management and employee discipline and termination policy and
procedures are intended to provide a structured process to improve and prevent a recurrence of
unacceptable behavior and/or poor work performance. When coaching to improve performance, or
discipline of an employee is unsuccessful, this policy sets forth the procedures by which the employee
may be terminated from employment with AJS.

Responsibilities:

All Salaried Leaders.

Procedure:

The objective of performance management is to improve performance and give the employee an
opportunity to correct performance-related issues. When using this guide, consideration should be
given to the nature of the incident, the frequency of the violation and the employee’s overall work
record before disciplinary action is taken.

Before you act, ask yourself:

o Is the employee aware of their poor performance or unacceptable behavior?

o Have I objectively gathered all the facts?
o Am I responding quickly, consistently and reasonably?
o Has the employee been previously counseled?
o Has the discipline policy been applied? If not, why?
o Is there documented evidence of the performance/behavioral problem?
o Is the discipline reasonably related to the seriousness of the offense?

Performance Management and Employee Discipline Includes:

Step 1: Counseling and Verbal Warning

Step 2: Written Warning

Step 3: Final Written Warning and/or Suspension (HR Involvement is required)

Step 4: Termination of Employment (HR Involvement is required)

Step 1: Counseling and Verbal Warning

Step 1 has the immediate supervisor schedule a meeting with an employee to discuss the employee’s
poor performance, unacceptable conduct or inappropriate behavior. There should always be at least
two managers present during counseling sessions. The immediate supervisor will explain and discuss the
nature of the problem or violation of company standards, policies and procedures. The managers
meeting with the employee are expected to clearly describe expectations and steps the employee must
take to improve performance or resolve the problem.

When an employee is given a verbal warning, he/she should be informed of the specific work
performance deficiency and provided constructive feedback, expectations for improvement and
additional training when warranted. An employee receiving a verbal warning is expected to correct the
problem, ask for feedback when needed and sustain improvement over time.

At the conclusion of the meeting with the immediate supervisor, the employee must be informed the
counseling session and verbal warning will be documented and placed in their personnel file.

Step 2: Written Warning

Step 2 is a written warning that formally documents poor performance, unacceptable conduct or
inappropriate behavior and the consequences of these concerns.
The immediate supervisors will meet with the employee to review any additional incidents or
information and prior relevant performance management concerns. Consequences for the employee
must be spelled out clearly and communicated to the employee verbally during the meeting and also in
writing in the Written Warning. The employee must be informed verbally and in the Written Warning
that they may be subject to additional discipline up to and including termination of employment if
immediate and sustained and corrective action is not taken by the employee.

Step 3: Final Written Warning and/or Suspension

A Final Written Warning formally documents poor performance, unacceptable conduct or inappropriate
behavior and the consequences of these concerns. Under Art and Jakes Performance Management,
Discipline and Termination Policy, a Final Written Warning is the most severe discipline an employee
may receive short of termination of employment. Any employee who receives a Final Written Warning
may be terminated from employment with AJS at any time and without any additional warning, notice
or counseling.

There may be performance, conduct or safety-related concerns that are so problematic and harmful
that it is necessary to suspend the employee from the workplace. Employees should never be
suspended as a form of punishment. Suspension should be used to protect either the company, other
employees or our guests from unacceptable or inappropriate conduct. Also, suspension of an employee
will often be necessary to allow for an investigation to occur. Managers must include a Human
Resources Representative if you intend to suspend an employee. Except for extreme circumstances, an
employee should not be suspended without prior consultation with a Human Resources Team Member.

A Final Written Warning may not always be necessary, depending on the seriousness of the offense. If
the nature of the concerns is extreme or considered Gross Misconduct, a recommendation of
termination of employment might be considered by the Company after consideration of all the facts and
circumstances.

The immediate supervisors will meet with the employee to review any additional incidents or
information and prior relevant disciplinary concerns. Consequences for the employee must be spelled
out clearly and communicated to the employee verbally during the meeting and also in the Final Written
Warning. The employee also must be informed that the employee may be subject to additional
discipline up to and including termination of employment if immediate and sustained correction action
is not taken by the employee.

Step 4: Termination of Employment

The last and most serious step in the performance management and discipline/termination procedure is
a recommendation to terminate employment. Generally, AJS will exercise the progressive nature of this
policy by first counseling the employee and warning the employee, verbally and in writing. A final
written warning or suspension from the workplace before proceeding to a recommendation to
terminate employment will normally be expected. However, AJS reserves the right to combine and skip
steps depending on the circumstances of each situation and the nature of the offense.

Termination of employment MUST be approved by Human Resources in all cases.

Employee Appeal Process

Employees may be given the opportunity to present information they believe challenges the information
management has used to issue disciplinary action. The purpose is to provide insight into extenuating
circumstances that may have contributed to the employee’s performance or conduct issues, while
allowing for an equitable solution. An employee desiring to appeal any disciplinary action (including
termination of employment) must submit a written request to the Human Resources Department within
thirty (30) days of the date the disciplinary action is taken. After the appeal period has expired, the
disciplinary action will be considered final and not subject to further review or modification, except
upon the written recommendation of the Human Resources Department.

Performance and Conduct Issues Not Subject to Progressive Discipline,

i.e. Gross Misconduct

The offenses listed below are not subject to progressive discipline and may be grounds for supporting an
immediate termination of employment. This list is not inclusive of all offenses supporting an immediate
termination.

Behavior that is illegal is not subject to progressive discipline, and such behavior may be grounds for
immediate termination and reported to local law enforcement authorities.

Theft, substance abuse, intoxication at work or a work-sponsored event (unfit to perform the duties of
the job), verbal threats, fighting and other acts of violence at work, insubordination, failure to report to
work, refusing to comply with a reasonable work request, illegal use, possession, or distribution of illicit
drugs and/or material, unauthorized or improper use of AJS property, sexual harassment, falsifying AJS
records including time-keeping and commission of any crime on AJS premises.

Documentation

Employees must be presented with written documentation at the time the counseling sessions occur
and are to be asked to sign copies of documents attesting to his or her receipt and understanding of the
corrective action outlined in the documents. Copies of these documents must be placed in the
employee’s personnel file. If an employee refuses to sign a document, the manager must immediately
write “refused to sign” on the employee signature line. Copies of any written discipline issued to an
employee must be submitted to the Human Resources Department immediately.

Also, terminated employee’s must be removed from Toast Payroll immediately.

Important Note
Nothing in this policy provides any contractual rights regarding employee discipline or counseling, nor
should anything in this policy be read or construed as modifying or altering the employment-at-will
relationship between Art and Jakes and its employees. Although AJS may apply this Performance
Management, Employee Discipline and Termination policy in a progressive manner, all employment with
AJS remains “at-will”, meaning either Art and Jakes or the employee may end the employment
relationship at any time without prior notice or warning.
14. Appendix D - Art & Jakes’ Policy on Bartender Conduct
and Tipping

30
 Policy on Bartender Conduct and Tipping
Purpose:
To establish clear guidelines for tipping practices and the responsible conduct of
bartenders at Art & Jake's Sports Bar & Grill, ensuring fair business practices and
maintaining a professional environment.
Scope:
This policy applies to all bartenders employed by Art & Jake's Sports Bar & Grill.
Policy Statement:
Art & Jake's Sports Bar & Grill has established specific rules regarding the acceptance of
tips and the proper conduct of bartenders to ensure compliance with business
standards and legal requirements.
Policy Details:
1. Tipping Practices:
o Bartenders are allowed to accept tips only in the form of cash or credit card.
o Tips received via mobile payment applications such as CashApp, Venmo, PayPal,
or any other similar platforms are strictly prohibited.
o Any violation of this tipping policy will be subject to disciplinary action.
2. Comping and Pouring Practices:
o Bartenders are not authorized to comp (provide free) drinks to customers under
any circumstances.
o Overpouring (serving more alcohol than the standard measure) is strictly
prohibited and considered theft.
o Any unauthorized comping or overpouring will result in immediate disciplinary
action, up to and including termination of employment.
3. Theft and Fraud:
o Engaging in any form of theft or fraudulent activity, including but not limited to
unauthorized comping or overpouring of drinks, will not be tolerated.
o Bartenders found to be in violation of this policy will face severe disciplinary
measures, including potential legal action.
4. Responsibilities:
o It is the responsibility of all bartenders to adhere to this policy.
o Management will monitor compliance with this policy and address any violations
promptly.

31
5. Reporting Violations:
o Employees are encouraged to report any violations of this policy to
management.
o Reports will be treated with confidentiality to the extent possible, and there will
be no retaliation against employees who report violations in good faith.
Implementation:
This policy is effective immediately and must be communicated to all bartenders.
Regular training sessions will be conducted to ensure understanding and compliance.
By implementing this policy, Art & Jake's Sports Bar & Grill reaffirms its commitment to
maintaining a fair, professional, and lawful working environment.

32
15. Appendix E - Art & Jakes’ Code of Conduct – Standard
Operating Procedure

33
16. Appendix F - Art & Jakes’ Policy on Management
Alcohol Consumption

34
 Policy on Management Alcohol Consumption
Purpose:
To establish a clear and consistent policy regarding the consumption of alcohol by
general managers and managers at Art & Jake's Sports Bar & Grill, ensuring a
professional and safe working environment.
Scope:
This policy applies to all general managers and managers employed by Art & Jake's
Sports Bar & Grill.
Policy Statement:
Art & Jake's Sports Bar & Grill maintains a zero-tolerance policy for the consumption of
alcohol by general managers and managers while on duty or after their shift within the
premises. This policy aims to uphold the highest standards of professionalism, safety,
and customer service.
Policy Details:
1. Zero Tolerance During and After Shifts:
o General managers and managers are strictly prohibited from consuming alcohol
during their scheduled shifts.
o Consumption of alcohol on the premises after the completion of their shifts is
also strictly prohibited.
o Violation of this policy will result in disciplinary action, up to and including
termination of employment.
2. Off-Days as Customers:
o General managers and managers are permitted to visit Art & Jake's Sports Bar &
Grill as customers on their off days.
o When visiting as customers, they must pay for their drinks and food like any
other customer.
o During such visits, they will not be performing or acting in any official capacity as
managers of Art & Jake's.
3. Behavior and Conduct:
o While visiting as customers, managers are expected to conduct themselves in a
manner that reflects positively on Art & Jake's Sports Bar & Grill.
o Any behavior that could damage the reputation of the establishment or create a
hostile environment for other patrons or staff will not be tolerated.
4. Responsibilities:

35
 o It is the responsibility of all general managers and managers to adhere to this
policy.
o Senior management will enforce this policy and address any violations
appropriately.
5. Reporting Violations:
o Employees are encouraged to report any violations of this policy to senior
management.
o Reports will be treated with confidentiality to the extent possible, and there will
be no retaliation against employees who report violations in good faith.
Implementation:
This policy is effective immediately and must be communicated to all general managers
and managers. Regular training sessions will be conducted to ensure understanding and
compliance.
By implementing this policy, Art & Jake's Sports Bar & Grill reaffirms its commitment to
maintaining a professional, safe, and enjoyable environment for both employees and
customers.

36
17. Appendix G - Art & Jakes’ Policy on Staff Alcohol
Consumption

37
 Policy on Staff Alcohol Consumption
Purpose:
To establish guidelines for the responsible consumption of alcohol by staff members at
Art & Jake's Sports Bar & Grill, ensuring a professional and safe working environment.
Scope:
This policy applies to all staff members employed by Art & Jake's Sports Bar & Grill.
Policy Statement:
Art & Jake's Sports Bar & Grill permits staff members to consume a limited amount of
alcohol on the premises after their shift, provided they adhere to the guidelines outlined
in this policy. This policy aims to balance the well-being of staff members with the need
to maintain a professional and orderly environment.
Policy Details:
1. Post-Shift Alcohol Consumption:
o Staff members are allowed to consume up to a maximum of two alcoholic drinks
on the premises after their scheduled shifts.
o All drinks must be paid for by the staff members.
2. Dress Code:
o Staff members must change out of their work attire or cover up any Art & Jake's
logo on their clothing before consuming alcohol.
o This ensures a clear distinction between their role as employees and as
customers.
3. Behavior and Conduct:
o While consuming alcohol on the premises, staff members are not to act in any
official capacity as employees of Art & Jake's.
o Staff members must remain in the public areas of the establishment and are
strictly prohibited from entering the back-of-house areas once their shift has
ended.
o Any behavior that could negatively impact the reputation of Art & Jake's or
create a hostile environment for other patrons or staff will not be tolerated.
4. Responsibilities:
o It is the responsibility of all staff members to adhere to this policy.
o Management will enforce this policy and address any violations appropriately.
5. Reporting Violations:

38
 o Employees are encouraged to report any violations of this policy to
management.
o Reports will be treated with confidentiality to the extent possible, and there will
be no retaliation against employees who report violations in good faith.
Implementation:
This policy is effective immediately and must be communicated to all staff members.
Regular training sessions will be conducted to ensure understanding and compliance.
By implementing this policy, Art & Jake's Sports Bar & Grill reaffirms its commitment to
maintaining a professional, safe, and enjoyable environment for both employees and
customers.

39