Alabama

Employee Handbook

Main Office:
1502 East Park Avenue
Enterprise, AL 36330
334.347.1295

Montgomery Office:
7111 Halcyon Park Dr. Suite A
Montgomery, AL 36117
334.272.1063

1
The policies outline herein are periodically reviewed and subject to change without notice at any time.
June 2024
 MURPHY Family RESTAURANTS

This handbook and the policies within apply to all 31 Alabama entities; here and after referred to
as Murphy Family Restaurants or the Company.

Golden-Twelve Enterprises, LLC.

Golden-Five Enterprises, LLC.
Golden-One Enterprises, LLC.
GCSC Enterprises, LLC.
Golden-Eight Enterprises, LLC.
Golden-Nine Enterprises, LLC.
Golden-Two Enterprises, LLC.
Steve Court Enterprises, LLC.
Sachem Mountain Enterprises, LLC.
Golden-Three Enterprises, LLC.
Golden-Ten Enterprises, LLC.
Buenofortuno, LLC.
Golden-Four Enterprises, LLC.
Golden-Six Enterprises, LLC.
Golden-Napier Enterprises, LLC.
Golden-Eleven Enterprises, LLC.
Golden-Madison, LLC.
Golden-Southern Blvd., LLC.
Golden-Greenville, LLC.
Golden-Atlanta Hwy, LLC.
Golden-Zelda, LLC.
Golden-Tallassee, LLC.
Golden-Taylor, LLC.
Golden-Union Springs, LLC.
Golden-Dickenson, LLC.
Golden-Eastchase, LLC.
Golden-Selma, LLC.
Golden-Fairview, LLC.
Golden-Eastern Blvd., LLC.
Golden-Seven Enterprises, LLC.
Golden-Pike Rd, Corp.

2
The policies outline herein are periodically reviewed and subject to changewithout notice at any time.
June 2024
 MURPHY Family RESTAURANTS
Welcome to our Team
Murphy Family Restaurants is an independent, locally owned franchise of The McDonald’s Corporation.
You have joined one of the greatest brands in the world. We are delighted to have you join us. We are
hopeful your experience here will prove to be a positive one. It is our desire that the working atmosphere
you find in our restaurants is a friendly one in which you may grow both personally and professionally. To
ensure this, we have an open-door policy. If something is not meeting your expectations, please feel free
to discuss it with one of the managers. If you are still not satisfied, you are welcome to meet with us.
Please remember – don’t keep a problem inside. You can’t reach a solution if no one knows about it.
You may use the open-door procedure without fear of reprisal.
We are in the service business. By our pleasant attitudes and neat appearances, we can help make each
customer’s visit a pleasant experience. We are counting on each one of you to make this happen each
and every day. As the founder of McDonald’s Corporation, Ray Kroc, once said, “None of us is as good
as all of us,” and “The customers are not an interruption of our business; they are the reason we are in
business.”
We are looking forward to working with you.

Sincerely,

Gerry, Cheryl, & Stephen

“The Murphy Family”

Did you Know….

33% of the current McDonald’s franchise owner/operators started as crew?
400 hundred of the best crew from 51 countries were awarded the opportunity to work at the
McDonald’s brand restaurants that served the Olympians at the 2002 games in Salt Lake City, Utah
One out of every 12 working Americans received their training at a McDonalds restaurant
Hundreds of celebrities, Olympians and politicians started here in the restaurant just like you
More than 5,800 students attend Hamburger University, McDonalds worldwide leadership training, in
Chicago, Illinois each year
Ronald McDonald House Charities had donated nearly $250 million to assist families and children
worldwide
This year, McDonald’s recognized 128 U.S. Restaurant Leaders with the Ray Kroc award, which
honored them for the superior performance and commitment to running excellent restaurants?

3
The policies outline herein are periodically reviewed and subject to changewithout notice at any time.
June 2024
 MURPHY Family RESTAURANTS

Table of Contents

Page
Welcome to the Team 3
Did you know…? 3
Your Employment 5
What is Expected of You 6
Rules of Conduct 7
Employee Appearance Policy 10
Cash Policy Procedures 11
Theft Policy 12
Attendance and Schedule Policy 13
Cell Phone Policy 14
Benefits 24
Employee Meal Policy 24
Referral Program 24
Dr. On Demand (Free Telehealth) 25
Working Students 26
Archways to Opportunity 26
Grow with Us 27
Wage Guidelines 28
Safe & Respectful Policies 31
(Safe, Respectful & Inclusive Workplace)

Drug & Alcohol Abuse & Testing Policy 36

Workplace Violence Prevention Policy 39
Responsible & Ethical Recruitment Policy 42

Employee Handbook Acknowledgement Receipt 45

4
The policies outline herein are periodically reviewed and subject to changewithout notice at any time.
June 2024
 MURPHY Family RESTAURANTS
YOUR EMPLOYMENT
Murphy Family Restaurants is an independent, locally owned franchise of The McDonald’s Corporation.
You have joined one of the greatest brands in the world. We are confident that you will be an important
asset to our team and will help us serve the highest quality food and create great experiences for our
customers.
By joining Murphy Family Restaurants, you have opened a world of opportunities. You will learn important
life skills such as time management, the ability to teach and coach others and the ability to think on your
feet. We will give you a flexible schedule and the opportunity to make friends. We look forward to having
you on our team and contributing to the success of the restaurant as well as your own development.
ABOUT THIS HANDBOOK
This employee handbook contains information about the employment policies and practices of Murphy
Family Restaurants (hereafter referred to as the Company). We expect each employee to read this
handbook carefully as it is a valuable reference for understanding your job and company.
This handbook, however, cannot anticipate every situation or answer every question about your
employment. The contents of this handbook do not create an employment contract. To retain necessary
flexibility, the Company reserves the right to change or revise policies, procedures, and benefits described
in this handbook, other than the employment-at-will provisions, without notice, whenever the Company
determines that such action is warranted. This handbook supersedes all previous handbooks and
statements, or policies published or distributed by Murphy Family Restaurants and all inconsistent written
or oral statements.
EMPLOYMENT AT WILL
We sincerely hope that your employment relationship with the Company will be satisfying and mutually
beneficial. Please be advised that your employment relationship with the Company is at will. This means
that you are entirely free to resign at any time, either with or without a reason. It also means that the
Company has the very same right as you and can terminate your employment at any time with or without
cause or advance notice.
The at will nature of your employment may be modified or changed only in writing, addressed specifically
to you, and expressly stating that you are no longer employed at will. Further, only an agreement making
this statement, signed by Murphy Family Restaurants’ Owner-Operator is valid. No one, including the
Owner-Operator, has the authority to make any verbal statements which are legally binding on the
Company with respect to altering your “at will” employment status.
Each employee must acknowledge in writing their receipt of these policies and their understanding of the
fact that the handbook is not intended as either an express or an implied contract of employment, and their
understanding of the fact that they are employed “at-will.”
CONFIDENTIAL COMPANY INFORMATION
The Company’s confidential and proprietary information is vital to its current operations and future success.
Each employee should use all reasonable care to protect or otherwise prevent the unauthorized disclosure
of such information.
In no event should employees disclose or reveal confidential information within or outside the Company
without proper authorization or purpose. Employees who improperly use or disclose the Company’s
confidential and/or proprietary information may be subject to discipline, up to and including termination of
employment.
Confidential or proprietary information includes, but is not limited to, non-public information regarding the
Company’s business methods and plans, databases, systems, technology, know-how, marketing plans,
business development, products, services, financial statements, financial projections, financing methods,
pricing strategies, customer sources, employee health/medical records, system designs, customer lists and
methods of competing.

5
The policies outline herein are periodically reviewed and subject to changewithout notice at any time.
June 2024
 MURPHY Family RESTAURANTS
What is expected of you?
Be on time
Arrive early enough for your shift so you will not be late and can clock in at your start time. If you are not
on time, other team members will have to cover for you.
Be flexible
Every day is different. Some days, we may need you to fill in for another crew member, or you may be
trained on a station you have not worked before.
Be polite
Make sure you are courteous to other crew members and customers.
Be respectful
Treat crew members and customers with patience and kindness.
Be responsible
Every job is important. The better you do your job, the easier it is for the whole crew.
Be clean and neat
The way you present yourself tells people you care about yourself and about them.
Be willing to learn
You will learn something important every day.
Be Food Safety Focused
This includes washing your hands per guidelines and reporting contagious illness, and treating our fellow
coworkers, food, and equipment with respect.

Get the manager when:

1. There is an accident or injury on the Company’s property.
2. The customer wants a refund, or they have accidentally been charged too much. (A manager will need
to authorize returning money to a customer.)
3. Someone from the media wants to ask the Company questions.
4. Someone claims that they got sick from eating our food or they found a foreign substance in our food.
5. Someone threatens you, makes you nervous, or treats you disrespectfully.
6. Someone claims that they have a legal problem with our Company or your restaurant.

JOB DUTIES
During the introductory period, your manager will explain your job responsibilities and the performance
standards expected of you. Be aware that your job responsibilities may change at any time during your
employment. From time to time, you may be asked to work on special projects, or to assist with other work
necessary or important to the operation of your department. Your cooperation and assistance in performing
such additional work is expected.
The Company reserves the right, at any time, with or without notice, to alter or change job responsibilities,
reassign, or transfer job positions, or assign additional job responsibilities.
At the end of this period, if the Company rates the employee's job performance as acceptable and there
are no discipline problems, the probationary period will end. Completion of the probationary period does
not affect your status as an at-will employee, and you continue to be employed at will.

6
The policies outline herein are periodically reviewed and subject to changewithout notice at any time.
June 2024
 MURPHY Family RESTAURANTS
30-DAY PROBATIONARY PERIOD
The first thirty (30) days of employment with Murphy Family Restaurants is probationary. The
probationary period is intended to give new employees the opportunity to demonstrate their ability to
achieve a satisfactory level of performance and to determine whether the new position meets their
expectations. We use this period to evaluate employee capabilities, work habits, and overall performance.
If during the 30-Day Probationary Period, you commit a violation of any policy, you will be subject
to disciplinary action up to and including immediate termination. At any time during the
probationary period, either the employee or the Company may terminate the employment
relationship with or without cause or advance notice.

RULES OF CONDUCT

The Company is committed to guarding employee security, personal safety, and welfare as well as
Company assets and operations. Disciplinary action will be taken for engaging in prohibited conduct and
it may call for any of the following four steps—verbal warning, written warning, suspension, or termination
of employment—depending on the severity of the conduct and number of occurrences. The use of
progressive discipline is at the Company’s sole discretion and does not alter the Company’s policy of at-
will employment. There may be circumstances when one or more steps are bypassed, at management’s
sole discretion. The usual progressive disciplinary procedure followed for an offense is as follows:
VERBAL WARNING: An informal warning where supervisor informs the employee of a violation of
Company rules. The supervisor may document the verbal warning, depending on severity of offense and
the notice of the verbal warning will be filed in the employee’s personnel file.
WRITTEN WARNING: In situations where a more formal or serious warning is merited, a written summary
of the prohibited conduct is given to the employee. A written warning details the violation of Company rules,
the required changes in behavior the employee must make and the time frame within which to do so. The
employee will sign and receive a copy of this warning. The warning will be filed in the employee’s personnel
file.
SUSPENSION: An employee may be suspended without pay for failure to follow the terms of a written
warning or for a serious policy violation or pending investigation of an alleged breach of serious policy. A
suspension will be considered a “last chance” and final warning before termination, even if no
documentation is issued.
TERMINATION: The final step in the disciplinary process.
This list of prohibited conduct is illustrative only. This list is not meant to be all inclusive, but an overview
of policies and procedures which must be followed. Items are not listed in any particular order.

- Deliberately giving away or receiving any food or other Company property without obtaining full
payment or without appropriate authority (i.e. giving fries, pies, or drinks to friends or family without it
being paid for), will result in termination. Using Promotion keys or Discount keys in this effort will also
result in termination.

- Violations of the Company’s Drug and Alcohol-Free Workplace Policy.

- Purchasing alcoholic beverages for Company employees who are minors or are employees that you
supervise, or the purchase of any illegal drugs for an employee is ground for immediate termination.

- Possession, sale, or consumption of alcohol or any illegal drugs on the Company’s property is
grounds for immediate termination.

- Deliberately assaulting or injuring any employee or customer or threatening or attempting to do the

same. Violence in the workplace is prohibited.

7
The policies outline herein are periodically reviewed and subject to changewithout notice at any time.
June 2024
 MURPHY Family RESTAURANTS
- Failure to ring up any sales at the time of transaction.

- Falsified time records, employment applications, hiring documents or intentionally and maliciously
falsifying Company business records.

- Falsely stating or making a claim of injury is illegal. If you have been injured on the job, please
contact a manager immediately.

- The possession of a gun or any dangerous weapon in the restaurant or any workplace areas.

- Removing money from the cash register without permission or failing to place all money received into
the cash register, or using a promo key and still receiving money from the customer will result in
termination.

- Murphy Family Restaurants has a NO PAY ADVANCE AND NO PERSONAL LOAN POLICY.

- Failure to obey any instruction which could affect the safety of any customer or employee also neglect
or carelessness that results in loss, damage or destruction of the property belonging to any person,
be it fellow employees or customers, will result in termination.

- Falsifying any time card/punches, including punching in someone else’s card numbers to record
hours not worked, or clocking in early and not beginning, or allowing falsification of any time card,
either your own or another’s work will result in termination.

- Consuming any food without authority or payment.

- Failing to promptly report any chronic ailments or communicable diseases or deliberately endangering
the health of any employee or customer in violation of Company’s food safety policy. This includes
COVID 19, Hepatitis A, Norovirus, Nontyphoidal Salmonella, Salmonella Typhi, E. coli, and Shigella.

- Due to the potential for issues such as invasion of privacy (employee and customer), sexual or other
harassment (as defined by our harassment/discrimination policy), protection of proprietary recipes
and preparations techniques, Crew Members may not take, distribute, or post pictures, videos or
audio recordings while on working time. Crew Members also may not take pictures or make
recordings of work areas, employees, etc. (this includes social media post on Apps like
TikTok, FaceBook, Instagram, SnapChat, etc.). An exception to the rule concerning pictures and
recordings of work areas would be to engage in activity protected by the National Labor Relations
Act, the Occupational Safety and Health Act, or any local, state, or federal law.

- Accepting tips from customers; if the customer insists, you can suggest donating to RMHC canister.

- Insubordination/failure to obey instructions or perform work as required or defined and refusing

assigned tasks may result in termination.

- Neglect or carelessness which results in loss, damage or destruction of the property of the Company
or any other employee or customer.

- Unexcused absences or tardiness.

- Failure to notify a supervisor when unable to report to work.

- Leaving Company property without permission while on working time. Do not leave the floor while on
duty unless a manager or designated crew person placed in charge gives you permission.

8
The policies outline herein are periodically reviewed and subject to changewithout notice at any time.
June 2024
 MURPHY Family RESTAURANTS
- We expect employees to be working while on the clock. Having personal conversations on front
counter while customers are waiting for service or waiting to receive their order is prohibited.
Excellent customer service is our number one goal.

- Failing to observe security rules such as safety, theft, and improper use of equipment will result in
termination.

- There is no such thing as a smoke/tobacco break (i.e. cigarettes, dip, chew, vapor cigarettes). Utilize
your break period to smoke or vape. All restaurants are non-smoking/vaping restaurants. Smoking
or use of any tobacco products or vapor cigarettes is not permitted anywhere in the stores. We are a
NON-SMOKING/VAPING restaurant. Smoke or use tobacco products or vapor cigarettes only in
outside areas designated by management, with no visible McDonald’s brand logo uniform pieces.
(Take off hat & cover uniform, etc.) As always, you must wash and sanitize your hands prior to
returning to your station after smoking and/or vaping. Minors are not permitted to smoke and/or vape
anywhere on the property.

- Failing to report personal injuries immediately to the Manager.

- Using profane or abusive language that is insulting, uncivil, malicious or vicious during working time.
Employees are responsible for communicating with appropriate business decorum during working
hours toward customers and co-workers.

- Posting, defacing, or removing notices on bulletin boards without authorization. Bulletin boards are
reserved for the exclusive use of the Company for posting work-related notices or notices which must
be posted pursuant to local, state and federal law. From time to time, special notices and information
for employees will be posted by the Company on the bulletin boards. Please check the boards
regularly for such notices. Employees are prohibited from posting any material on Company bulletin
boards.

- In-store promotions are not to be utilized by crew unless prior management approval is received (i.e.
BOG’s)

- Unauthorized access to restricted areas, property or records or removing them from the store
premises without proper written authorization, store property, including food, records, computers,
tablets or other materials or removing from the store premises without proper authorization, the
property of customers or fellow employees. The Company reserves the right to inspect any
handbags, purses, gym bags, etc., of all employees when exiting the restaurant.

- Failure to observe the Company’s Zero Tolerance Policy regarding Discrimination, Harassment,
Sexual Harassment, and Retaliation.

- At no time should a crew person use a manager code for refunds, over-rings, T-Reds, promos, etc.
Manager codes are for use by Salary, Department, Certified Shift Managers, or Area Supervisors.

- You are not permitted to chew gum while on duty/on the floor. No eating of any food on the floor:
candy, fries, etc. All food, candy, etc. should be consumed in the crew room.

- Participating in horseplay or practical jokes in the restaurant area while on working time.

- Engaging in criminal conduct whether or not related to job performance.

- Sleeping or malingering on the job.

- Violation of the Company’s uniform or grooming policy.

- Violation of any safety, health, security or Company policy, rule, or procedure.

9
The policies outline herein are periodically reviewed and subject to changewithout notice at any time.
June 2024
 MURPHY Family RESTAURANTS
All employees are expected to know and follow this policy. Nothing in this policy is intended to prevent
employees from engaging in concerted activity protected by law. This statement of prohibited conduct
does not alter the Company’s policy of employment at will. Either you or the Company may terminate
the employment relationship at any time for any or no reason, with or without cause or notice. If you have
any questions regarding this policy, please ask the Owner/Operator before acting.

EMPLOYEE APPEARANCE POLICY

Appearance is particularly important for employment with the Company. We are committed to projecting a
clean, appropriate, and professional image to our customers through the staff and management of our
restaurants. Failure to follow the required grooming and appearance guidelines may be grounds for
disciplinary action up to and including possible termination.
Employees are provided uniforms (shirts, hats, and nametags) at no charge. The number of uniforms
provided will be determined by the expected number of hours that the employee will work per week.
The employee is responsible to keep the uniforms clean and properly maintained. Shoes and pants are
not provided. New uniforms will be exchanged for old, worn-out items or if new sizes are needed. If
employees need a replacement, they must speak to their manager. If an employee needs replacement
for reasons other than normal wear and tear, the employee may be subject to disciplinary action for
failure to maintain their uniforms.
• Employees must report to work in proper uniform each day. A proper uniform includes shirt, blue
jeans/blue pants, shoes, and name tag. The visor is part of the uniform until the employee reaches
a management position.
• Shoes must be black and slip resistant. Shoes must be purchased by the employee before the
official start date.
• Pants must be blue jeans or blue pants (no leggings, sweatpants, etc.). They should not have
any holes, jewels, frayed ends, etc. and must be worn at the waist (no sagging).
• Only solid black, blue, or gray personal jackets may be worn (no graphics) or a McDonald’s
branded sweatshirt.
• Practicing good personal hygiene is one of the ways to keep our food safe. These are some of the
thing’s employees need to do: Keep clean (bathing or showering and brushing your teeth every
day is recommended). You must inform your restaurant manager if you have an infectious or
contagious illness that may prevent you from serving food or handling food equipment in a sanitary
manner. Washing hands properly is the most important thing an employee can do to help ensure
that our customers receive safe food. Employees must wash their hands: • before entering the
kitchen and touching food • after using the restroom • after taking a break • after handling garbage
or cleaning supplies • after touching the face, hair, or body, and any time there is a potential for
cross contamination.
• Ensure that nails are short, clean, neat, and manicured. Artificial nails are not appropriate as they
may fall off into any food product or food preparation area. No nail polishes. If you choose to wear
nails or polish, it is mandatory that you always wear gloves in both the service area and
production area.
• Hair must be clean, restrained, off the face, and pinned back or up.
• Mustaches, goatees, and beards are allowed but must be neatly trimmed/close cropped and
well-groomed (not to exceed ¼” – ½” in length). If you have a beard that exceeds ½” in
length, a beard net must be worn.

10
The policies outline herein are periodically reviewed and subject to changewithout notice at any time.
June 2024
 MURPHY Family RESTAURANTS
• Jewelry should be moderate, in good taste, not excessive and not be a safety hazard to the
employees or customers. Loose dangling bracelets, earrings, hanging necklaces, and excessive
amounts of jewelry can be a safety hazard while preparing and serving our food. Therefore,
employees must limit the amount and type of jewelry worn. No visible chains or necklaces. Rings
are limited to one per hand. Only one watch is permitted. No watches are to be worn in the
production area. Small or stud like earrings may be worn. Earrings must be small, unobtrusive,
and smaller than a dime. Facial, nose, tongue and other visible body piercing should be small or
stud like and neutral in color, and a maximum of 3 piercings. In general, tattoos are acceptable,
however graphic, violent, or otherwise offensive tattoos should never be visible. Visible tattoos
cannot violate our other policies. For example, visible tattoos cannot contain obscene, profane,
racist, sexual, or objectionable words or imagery.
• Only the uniform attire may be worn during scheduled shifts. This includes meetings, rallies, etc.
unless specified by management (i.e., football season, holidays, etc.)
• Reporting to work without proper uniforms or appearance will result in disciplinary action and could
include termination after warning.
• Buttons, tags, or other items that are pinned or otherwise attached to or displayed on the uniform
other than those provided by the Company can detract from the brand image we strive to strengthen
through our crew uniforms. Accordingly, employees may not wear more than one button, in addition
to those provided by the Company.
• During a pandemic, or any time the CDC, Department of Health, or the Company mandates, all
employees must wear face coverings. These face coverings are intended to help protect fellow
employees, customers, and others from harm by restricting exposure to the respiratory droplets of
the person wearing the face covering.
• Your manager will inform you of additional requirements regarding acceptable attire. Certain
employees may be required to wear safety equipment or clothing. Your supervisor must approve
any deviations from these guidelines.

RELIGIOUS, MEDICAL, GENDER IDENTITY, AND DISABILITY ACCOMMODATIONS

The Company will reasonably accommodate exceptions to this policy if required due to an
employee’s religious beliefs, gender identity, medical condition, disability, or any other protected
characteristic. Employees who need such an accommodation should contact their General
Manager or Supervisor.

CASH POLICY PROCEDURES

• Prior to working on a register, employee’s cash drawer is counted WITH A MANAGER while the
employee is clock in to verify amount of money in drawer assigned (should be $100). Employees
signs cash drawer slip which stated amount of money in drawer, and employee accepts
responsibility for cash in that drawer. Employee can only use/work the cash drawer which is
assigned to them and no other.
• If employee’s drawer is $2.00 or more OVER OR UNDER and it is the first incident, this will result
in a written warning and made part of their personnel record.
• In the event employee’s cash drawer is $2.00 or more OVER OR UNDER and it is the second
violation, this can result in a one-week suspension without pay from work and made part of their
personnel record.
• If employee’s drawer is $2.00 OVER OR UNDER and it is the third violation, this will result in
termination of employment.
• At any time if employee is OVER OR UNDER $5.00 or more, this is grounds for immediate
termination.
• Excessive B-reds or T-reds (total reduction of a transaction/sale before or after a completed order
has entered into a register) can result in immediate termination at the discretion of the manager
based on the facts and circumstances. Total reductions on your cash drawer need to average
between $2.25 and below. Overrings must average $4.00 and below.
• Employees assigned to a register that cannot make change for a customer or for another
11
The policies outline herein are periodically reviewed and subject to changewithout notice at any time.
June 2024
 MURPHY Family RESTAURANTS
employee must call a manager and the manager will make change. All bills $20 and up received
from customers should be marked with a counterfeit pen or detection device. All bills $50 and up
must be approved by a manager.

POLICY ON THEFT OF CASH AND FOOD

It is the Company’s policy to terminate and prosecute for:

Theft of food and cash, and to prosecute those who steal to the fullest extent of the law. The
following are some examples of violations that can lead to termination and prosecution:
a. Collecting money from a customer and not ringing up the entire order and pocketing
money.
b. Giving away food or taking food and not receiving full payment for entire order and not
ringing up entire order on register.
c. Promo of food without validated coupon and pocketing money.

THEFT OF CREDIT/DEBIT CARD INFORMATION

Employees are prohibited from collecting or storing customer’s credit/debit card information. Credit/debit
cards should remain in the customer’s sight, and an employee should never image, record, or store a
customer’s credit/debit card information. Theft of credit/debit card information will result in termination.
LOYALTY FRAUD
An employee's mobile device should never be used while processing a customer's transaction. Employees
are not permitted to earn, transfer or redeem loyalty points from customer purchases. This conduct
constitutes fraud and attempted theft. Accordingly, employees who have been identified conducting
fraudulent transactions may be subject to account closure and forfeiting of fraudulently accrued points. In
addition, the Company will take immediate disciplinary action up to and including termination against any
employee who commits any act of fraud or theft, including fraudulent use of loyalty points.
EMPLOYEE PROPERTY

Employees are urged not to bring valuables to work. If necessary to do so, all valuables should be kept in
a secure location. The Company assumes no responsibilities for the loss, theft or damage of employee
personal property.
To maintain a safe, healthy, and productive work environment, the Company reserves the right at all times
to search or inspect employees' surroundings and possessions. This right extends to the search or
inspection of clothing, offices, files, desks, credenzas, lockers, bags, briefcases, containers, packages,
parcels, boxes, tools and tool boxes, lunch boxes, any employer-owned or leased vehicles, and any
vehicles parked on company property.
Employees should have no expectation of privacy while on the Company premises, except in restrooms or
locker rooms.
Refusal to allow search or inspection as described here may result in discipline.
GENERAL COMPANY POLICIES
1. All coats/jackets and bags are to be placed in the cabinet in the front lobby (if applicable) or in a
crew locker behind the counter. If a jacket/coat cannot fit into the cabinet or locker, then the
employee must ask the manager if it is OK to place the item in a designated place as determined
by the manager. Crew should bring their own lock for the lockers and take home their lock at the
end of each shift. Locks should not remain on any locker for more than one shift.

After employee has punched out after the end of shift, employees cannot go back the work areas of the
store such as the front counter or to the break room.

12
The policies outline herein are periodically reviewed and subject to changewithout notice at any time.
June 2024
 MURPHY Family RESTAURANTS
EMPLOYEE PARKING
Employees should park only in the area designated by the manager. The Company is not responsible for
any damage to your vehicle or contents of your vehicle while parked on company property.
ATTENDANCE AND SCHEDULE
One of the greatest benefits of working for our organization is a flexible work schedule. Your schedule will
be based on several factors, including your availability, the needs of the business, and your overall
performance and versatility. Due to changes in restaurant needs and employee availability, your work
schedule and number of hours will likely vary each week. You work as a team, and from time to time you
will want or need time off, and so will your teammates. Sometimes this will happen unexpectedly.
Nevertheless, it is important to provide as much notice as possible, and to accommodate others when
you can. Accordingly, you may be asked to come to work on a shift that you were not originally scheduled
to work—as others might be asked on your behalf. Obviously, the more notice we have, the less the other
team members will be inconvenienced—and the less you will be inconvenienced when it is your turn. All
of us value employees who are considerate of their teammates, who assist when needed and when they
can, if they are asked to come in, or to work past their scheduled shift. But, out of respect for others,
unexcused failures to abide by the procedures set forth below shall result in disciplinary action, up to and
including termination.

WORK AVAILABILITY
If your availability changes, please notify us in writing at least two weeks in advance, unless that is not
practicable. At different points throughout the year, we may ask you to update your availability in anticipation
of vacations, school schedules, or holidays.
SCHEDULE POSTING
Work schedules for the following week will be posted before the beginning of the new work week. You are
expected to know your work schedule and follow it. If you need to make a change to your schedule after it
has been posted, please contact your General Manager as soon as is practicable, and please make your
best effort to find a replacement.
CALL IN PROCEDURES
If you are unable to report for your shift, where practicable you must contact the restaurant and speak with
a manager a minimum of 5 hours before your shift begins, or if you’re scheduled for the breakfast shift, the
night before. You must also let the manager know at the time you call in sick or due to an emergency how
long you expect to be out. In the event of illness or absence of at least 3 consecutive shifts, your manager
may request documentation demonstrating that your absence was for a medical reason or emergency and
can safely return to work. Obviously, a failure to report means that your teammates will have to pick up the
slack, either by having to come in when they were not scheduled, or by having to work with less crew.
Unexcused absences will result in disciplinary action, up to and including termination.
NO CALL/ NO SHOW
Should you fail to call in or report to work for a scheduled shift this will be considered an unexcused
absence. If there are extenuating, emergency circumstances related to your failure to come to work and to
call the restaurant, please contact your General Manager as soon as practicable. If you are a No Call No
Show for more than three consecutive shifts, it will be presumed that you have abandoned your job.
TARDINESS
All employees should report to work on time for their assigned shift. Except in the case of an emergency,
if you are going to be late, you must notify the manager in ADVANCE of your shift’s start time. Employees
who violate the attendance policy will be subject to discipline, up to and including termination.

13
The policies outline herein are periodically reviewed and subject to changewithout notice at any time.
June 2024
 MURPHY Family RESTAURANTS
FMLA/ADA/LEAVE LAWS/PROTECTED LEAVE

If you are entitled to FMLA leave due to a serious medical condition or a serious medical condition of a
family member or other qualifying reason, or to a reasonable accommodation due to disability, or a leave
pursuant to local, state or federal law, and you have acted in accordance with the provisions governing
ADA accommodations and FMLA leave contained in this handbook or otherwise pursuant to law, you will
not be subject to disciplinary action for attendance.

ENSURING THE SAFETY OF OUR FOOD

One of the most crucial elements of our business model is ensuring that our food is safe. It is what our
customers expect of us—and what we expect of ourselves! You play an important role here because you
will be working with and around the food we serve to our customers on every shift. Therefore, we expect
the following from you:
1. If you have or suspect you may have an illness or disease that may be spread through food
handling, do not come to work. Instead, call and report this to you General Manager
immediately. These illnesses/diseases include, but are not necessarily limited to, Typhoid,
Salmonella, Shigella, Hepatitis A, Norovirus, Campylobacter or E. coli, and COVID 19.
Similarly, if you have come into close contact at work, school, or home with someone who has
(or is suspected of having) one of these illnesses, do not come to work. Instead, immediately
contact your General Manager to discuss the situation.
2. If you have any cuts or sores on your hands, make sure that they are covered with a bandage
and that you wear disposable gloves over the bandage while you are at work.
3. Do not come to work (and follow your restaurant’s call-in procedures) if you are suffering from
diarrhea, fever, vomiting, jaundice, or fever accompanied by sore throat (unless these
symptoms are caused by a medical condition that your medical provider has confirmed will not
cause food borne illness—for example a pregnancy-related condition such as “morning
sickness”, and you feel capable of working). Please contact your doctor and your General
Manager if you have any questions about whether your illness requires you to stay home from
work.
4. Wash your hands before starting work, after using the restroom, and at all other times described
in the food safety crew training module.
5. Follow all procedures for cooking, preparing, and handling food.
6. If you become aware of any situation that you think may jeopardize the safety of our food, our
customers, or your fellow employees, immediately tell your General Manager about the
situation.

EMPLOYEE CELL PHONE POLICY

Cell phones and electronic devices may not be used while on working time. Cell phones must be on
silent mode and out of the view of customers. Any emergency calls that the employee receives should
come through the restaurant telephone. Employees may use cell phones while on break. An exception
to this policy is cell phone use to engage in conduct protected under the National Labor Relations Act, the
Occupational Safety and Health Act, or any federal, state, or local law.

14
The policies outline herein are periodically reviewed and subject to changewithout notice at any time.
June 2024
 MURPHY Family RESTAURANTS
TELEPHONE POLICY
The phone at our restaurant is a BUSINESS TELEPHONE. It is to be used only for that purpose –Company
business. IT IS NOT TO BE USED TO MAKE OR RECEIVE PERSONAL CALLS. WE DO NOT ACCEPT
PERSONAL CALLS AT ALL. NO EXCEPTIONS WILL BE MADE. All employees must check their schedule
ahead of time to arrange ahead for transportation. It is the employee’s responsibility to write down their
schedules for the week and not to call to find out when scheduled to work. The store telephone is to be
used for Company business. Please limit personal phone calls to emergencies. No personal long-distance
phone calls may be made from the store telephone.
DATING, NEPOTISM AND FRATERNIZATION
While we understand and respect employees’ needs to develop personal relationships at work, the
following rules apply in order to avoid workplace conduct that may negatively impact the work
environment.

DATING OR ROMANTIC RELATIONSHIPS

Employees who have a direct or indirect reporting relationship to each other are prohibited from dating.
“Dating” means being involved in any kind of romantic or intimate relationship, and includes, but is not
limited to, any sexual relationship or encounter.
NEPOTISM
Claims of favoritism, a conflict of interest, or problems with supervision, safety, security, or morale may
exist when relatives have a direct or indirect reporting relationship to each other. As a result, nepotism is
prohibited in the restaurant. Generally, relatives may not have a direct or indirect reporting relationship to
each other. Any exceptions to this policy to minimize the problems of supervision, safety, security, or
morale can only be made by the Area Supervisor, Director of Operations, or the Owner.
RESTAURANT MANAGEMENT AND CREW EMPLOYEES
Managers are prohibited from taking any action which would compromise their ability to effectively
supervise and/or discipline the employees under their direction. In addition, the Company prohibits
managers from purchasing alcohol for any underage crew members, and for any crew members who work
in the same restaurant.
EMPLOYEE OBLIGATIONS:
*Any employee who enters or plans to enter into a dating or romantic relationship that violates this policy
must advise his/her General Manager immediately.
*Relatives who experience a change in employment status and find themselves in a direct or indirect
reporting relationship to each other must advise the Area Supervisor, Director of Operations, or the Owner
immediately.
*In order to address a violation of this policy and to minimize problems of supervision, safety, security, or
morale, the Company may take such steps as it deems reasonable and appropriate to correct the violation,
including but not limited to transferring or reassigning one or both of the employees involved, demoting the
management level employee, or terminating the management level employee.
SERVICE ANIMALS
The American with Disabilities Act, various state laws and our restaurant policy permit service animals to
accompany disabled customers or their trainers inside the restaurant.
If you are not sure whether an animal is a pet or service animal, ask the person with the animal, “Is this a
service animal?” If they confirm that it is a service animal:
- Permit the customer or service animal to remain in the restaurant
- Do not ask the customer about his/her disability
- Do not request documentation or any proof that the customer is disabled or that the animal is in
fact a service animal
- Do not touch, feed, pet, talk to or make noises directed at the service animal
15
The policies outline herein are periodically reviewed and subject to changewithout notice at any time.
June 2024
 MURPHY Family RESTAURANTS
If the customer states the animal is not a service animal, or if you do not understand their response to your
question, ask you manager for assistance immediately.
If the service animal appears to be threatening other customers or otherwise acting in a disruptive manner,
you should ask the owner why the animal is acting in this manner BEFORE taking any action.
- If the service animal barks or growls, it may be performing its job by warning its owner of an
upcoming seizure or other danger
- If after talking to the service animal’s owner, you conclude that the animal is in fact threatening
other customers, you should ask the owner to either control the animal or take the animal outside
of the restaurant
- Always provide the customer the option of remaining on the premises without the service animal

Please note that even if accompanied by other persons, individuals with a service animal are still permitted
to have their service animal with them inside the restaurant.
VOICE MAIL, E-MAIL, WORK PROVIDED APPS AND COMPUTER FILES
Company provided voice mail, e-mail, work provided apps, and computers are maintained by the Company
to facilitate Murphy Family Restaurants business. Therefore, all messages sent, received, composed,
and/or stored on these systems are the sole property of the Company.
Messages or communications on Company voice mail, e-mail, work provided apps or computer systems
are subject to the same policies regarding harassment and discrimination as are any other workplace
communications. Offensive, harassing or discriminatory content will not be tolerated. Content that is
considered offensive includes, but is not limited to, any message which contains sexual implications, racial
or gender slurs, or any other statement that offensively addresses someone’s age, sex, sexual orientation,
gender identification, pregnancy status, marital status, religious or political beliefs, ancestry, national origin,
citizenship, disability, or any other protected characteristic.
Employees should have no expectation of privacy with respect to Company provided voice mail, work
provided apps, e-mail, and computer-based communications. Even when a message is erased, it may still
be possible to retrieve it from a backup system. Therefore, employees should not rely on erasure of
messages to guarantee that a message remains private. The Company reserves the right to listen to
employee voice mail and read e-mail messages and messages exchanged on the work provided app, and
to access employee computer files to ensure compliance with these rules. This may be done without notice
to an employee and in the employee’s absence.
Notwithstanding the Company’s right to retrieve and review such material, such material should be treated
as confidential by other employees and accessed only by the intended recipient. Employees are not
authorized to retrieve any voice mail or e-mail messages that are not addressed to them.
Employees are prohibited from using passwords without prior authorization and registration. The existence
of a password on voice mail, e-mail or computer systems is not intended to indicate that messages or other
communications will remain private.
Employees are prohibited from loading any software onto a company provided computer where such action
would violate the software license. Employees are prohibited from loading any software onto a company
provided computer without the express approval of their manager or supervisor.

16
The policies outline herein are periodically reviewed and subject to changewithout notice at any time.
June 2024
 MURPHY Family RESTAURANTS
ONLINE COMMUNICATIONS POLICY FOR EMPLOYEES
• Do not comment on trade secrets and proprietary Company information (business, financial and
marketing strategies) without the advance approval of the Owner/Operator.
• Do not make negative comments about our customers on any social media platform.
• Use of social media on Company equipment during working time is permitted, if your use is for
legitimate, preapproved Company business. Please discuss the nature of your anticipated
business use and the content of your message with the Owner/Operator. Obtain his or her approval
prior to such use.
• Respect copyright, trademark and similar laws and use such protected information in compliance
with applicable legal standards.
• This policy applies to any form of personal social networking, including without limitation, postings
outside of work hours and through non-Company computer systems.

Restrictions: (YOU MAY NOT do any of the following)

• Due to the potential for issues such as invasion of privacy (employee and customer), sexual or
other harassment (as defined by our harassment/discrimination policy), protection of proprietary
recipes and preparation techniques, employees may not take, distribute, or post pictures, videos,
or audio recordings while on working time. Employees also may not take pictures or make
recordings of work areas. An exception to the rule concerning pictures and recordings of work
areas would be to engage in activity protected by the National Labor Relations Act, the
Occupational Safety and Health Act, or any local, state, or federal law.
• Use the Company’s (or any of its affiliated entities) logos, marks or other protected information or
property for any business/commercial venture without the Owner/Operator’s express written
authorization.
• Make knowingly false representations about your credentials or your work.
• Create a blog or online group related to the Company (not including blogs or discussions involving
wages, benefits, or other terms and conditions of employment, or protected concerted activity)
without the advance approval of the Owner/Operator. If a blog or online group is approved, it must
contain a disclaimer approved by the Owner/Operator.
• Department Managers, General Managers, Area Supervisors, and office employees may not
“friend” or otherwise “invite” crew members on any social media site.

Do Not Violate the Law and Related Company Policies:

• Be thoughtful in all your communications and dealings with others, including email and social
media. Never harass (as defined by our anti-harassment policy), threaten, libel or defame fellow
professionals, employees, customers, competitors or anyone else. In general, it is always wise to
remember that what you say in social media can often be seen by anyone. Accordingly,
harassing comments, obscenities or similar conduct that would violate Company policies is
discouraged in general and is never allowed while using the Company’s equipment or during your
working time.

Discipline:
• All employees are expected to know and follow this policy. Nothing in this policy is, however,
intended to prevent employees from engaging in concerted activity protected by law. If you have
any questions regarding this policy, please ask the Owner/Operator before acting. Any violations
of this policy are grounds for disciplinary action, up to and including immediate termination of
employment.

MEDIA
The Company strives to anticipate and manage crisis situations to reduce disruption to our employees
and to maintain our reputation as a high-quality company. To best serve those objectives, the Company
will respond to the media in a timely and professional manner only through designated spokespersons.

17
The policies outline herein are periodically reviewed and subject to changewithout notice at any time.
June 2024
 MURPHY Family RESTAURANTS
SECURITY
Security of Company facilities as well as the welfare of our employees and customers requires that every
individual be constantly alert to security risks. In this regard, please note the following:
• Immediately notify your supervisor of suspicious persons, or persons acting in a suspicious manner,
in or around the facility.
• Immediately notify a supervisor of the loss of keys, security passes or identification badges.
• Do not lend keys, security passes, or identification badges to anyone who is not authorized to
possess them.
• Do not disclose computer passwords, electronic door codes, or any other security access
information to anyone who is not authorized to possess that information.
• Do not allow unauthorized individuals behind the counter or in working areas.

HEALTH AND SAFETY

The health and safety of employees and others on Company property are of critical concern. We strive to
attain the highest possible level of safety in all activities and operations. The Company also intends to
comply with all health and safety laws applicable to our business.
To this end, the Company must rely upon our employees to ensure that work areas are kept safe and free
of hazardous conditions. Employees should be conscientious about proper workplace operating methods
and potentially dangerous conditions or hazards. Employees should report any unsafe conditions or
potential hazards to a supervisor immediately; even if you believe you have corrected the problem. If you
suspect a concealed danger is present on Company premises, or in a product, facility, piece of equipment,
process or business practice for which the Company is responsible, bring it to the attention of your manager
immediately.
Periodically, the Company may issue rules and guidelines governing workplace safety and health. The
Company may also issue rules and guidelines regarding the handling and disposal of hazardous
substances and waste. All employees should familiarize themselves with these rules and guidelines as
strict compliance will be expected. Contact your manager for copies of current rules and guidelines. Failure
to strictly comply with rules and guidelines regarding health and safety or negligent work performance which
endangers health and safety will not be tolerated.
CUSTOMER RELATIONS
We are a service business and all of us must remember that the customer always comes first. It is the
customer that pays all of our wages. Remember, while the customer is not always right, the customer is
never wrong.
Customers are to be treated courteously and given proper attention at all times. Never regard a customer’s
question or concerns as an interruption or an annoyance. Customer inquiries whether in person or by
telephone must be addressed promptly and professionally.
In accordance with the Company’s Policy Against Discrimination, Harassment, and Retaliation, the
Company strictly prohibits and does not tolerate discrimination or harassment against customers because
of any characteristic protected under applicable federal, state or local law.
Never argue with a customer. If a problem develops, or if a customer remains dissatisfied, ask your
manager or supervisor to intervene. Also, in accordance with the Company’s Policy Against Discrimination,
Harassment, and Retaliation, the Company strictly prohibits and does not tolerate discrimination or
harassment by customers against its employees because of any characteristic protected under applicable
federal, state or local law. If you feel as though you have been subjected to any conduct that you believe
violates the Policy Against Discrimination, Harassment, and Retaliation, you must promptly contact your
restaurant’s General Manager, or if you feel uncomfortable doing so, any Supervisor, Operations Manager,
office staff personal or Owner-Operator, as soon as possible after the offending conduct.

18
The policies outline herein are periodically reviewed and subject to changewithout notice at any time.
June 2024
 MURPHY Family RESTAURANTS
VIDEO SURVEILLANCE
In order to address safety and security concerns, the Company has installed surveillance cameras. If there
is any reported incident of theft, trespass, workplace violence, employee misconduct, workplace injury, or
any type of safety violation (hereafter collectively referred to as “security incidents”), the Company will utilize
its surveillance equipment as an investigatory tool. The Company will also make use of its surveillance
equipment to deter any future security incidents.
The Company reserves the right to actively monitor, through its surveillance cameras, any areas for safety
reasons (to protect against failure, breakage, or accident) or confidentiality reasons (to protect documents
or other proprietary information). Although the video surveillance policy is intended to monitor for security
incidents and other safety reasons at the Company, it is possible that such surveillance may monitor
activities not related to the Company’s business.
While employees have no expectation of privacy in any of the areas under video surveillance, the Company
respects the privacy of its employees. Accordingly, there will be no video cameras installed in the
Company’s restrooms, locker rooms, or changing areas.
The video surveillance cameras and any images obtained from the surveillance are to be used solely for
the purposes of this video surveillance policy. Any unauthorized use of or tampering with these video
cameras and/or images is strictly forbidden and may result in discipline, up to and including termination of
employment.
EMPLOYMENT ELIGIBILITY VERIFICATION COMPLIANCE POLICY

In compliance with the Immigration Reform and Control Act of 1986 ("IRCA") and any other applicable
federal, state, or local laws, Murphy Family Restaurants is committed to:
• Employing only those who are authorized to work in the US.
• Not discriminating based on national origin or citizenship in hiring, recruiting, or terminating
employees.

Every employee of Murphy Family Restaurants must adhere to all aspects of this policy. Failure to comply
with IRCA may subject Murphy Family Restaurants and any responsible individuals to civil monetary or
criminal penalties. Violations of this policy may be grounds for employee discipline, up to and including
termination of employment.
All employees must complete Section 1 of the Form I-9 no later than the first day of employment and must
present acceptable documents authorized by the USCIS proving identity and employment authorization no
later than the third day after starting employment with Murphy Family Restaurants. The I-9 employment
eligibility verification process must be completed for each new employee within the required time frame.
There are no exceptions to this requirement. Employees who do not complete the process within the
required time frame will not be permitted to work.

The Company may not request more or different documents than are required to verify employment
eligibility, reject reasonably genuine-looking documents, or specify certain documents over others with the
purpose or intent of discriminating based on citizenship status or national origin. U.S. citizens and all other
work-authorized individuals are protected from unfair documentary practices.
The Company prohibits retaliation against applicants or employees who assert their rights under the anti-
discrimination provisions of the Immigration and Nationality Act and/or IRCA.

SOLICITATION AND DISTRIBUTION POLICY

For purposes of this policy, solicitation means requesting funds, purchases, services, membership in any
organization, or commitments to outside organizations or causes. Distribution means handing out, dropping
off, or leaving behind written material.
Solicitation by non-employees and distribution of literature for any purpose by non-employees is always
prohibited anywhere on company property, including parking lots.
Solicitation by an employee is prohibited on company property, including parking lots, during the employee’s
working time or when the employee being solicited is on working time. Working time is the time employees
19
The policies outline herein are periodically reviewed and subject to changewithout notice at any time.
June 2024
 MURPHY Family RESTAURANTS
are expected to be working and does not include rest, meal, or other authorized breaks. Solicitation by
employees is also prohibited even when not on working time if such solicitation takes place at any time in
the working areas of the restaurant. Solicitation is always prohibited in customer selling areas.
Distribution of literature by an employee is prohibited on company property, including parking lots, during
the employee’s working time, as defined above, or when the employee receiving the material is on working
time. Distribution by employees is also prohibited even when not on working time if such distribution takes
place in customer selling areas or in employees’ working areas. Company property, including parking lots,
must always be kept clean and free of litter.
WORKERS’ COMPENSATION PROGRAM
The Company carries workers’ compensation insurance coverage as required by law to protect employees
who are injured on the job. This insurance provides medical, surgical, and hospital treatment in addition to
payment for loss of earnings that result from work-related injuries.
If you are injured while working, you must report it immediately to your General Manager, or Area Supervisor
regardless of how minor the injury may be. All claims will be investigated.
Please note as with all our injury cases, a mandatory drug test will be given upon treatment when there is
a reasonable possibility that the drug use by the reporting employee was a contributing factor to the reported
injury or illness.
Workers’ compensation benefits (paid or unpaid) will run concurrently with FMLA leave, if applicable, where
permitted by state and federal law.
PERSONAL LEAVE OF ABSENCE
There are times when you need time off from work not otherwise protected by law or Company policy. We
try to respect and accommodate employees’ needs; however, a request for time off work may not always
be approved. Not all requests for time off can be approved or be excused. If a need for a time off arrives,
you must obtain approval in advance from your manager. You must also follow our policies and practices
regarding absences.
FAMILY MEDICAL LEAVE ACT/MILITARY LEAVE

The Company provides leave according to the Family and Medical Leave Act of 1993 (FMLA), which
provides for unpaid, job-protected leave to covered employees in certain circumstances.
Eligibility

To qualify for FMLA leave, you must: (1) have worked for the Company for at least 12 months, although it
need not be consecutive; (2) worked at least 1,250 hours in the last 12 months; and (3) be employed at a
worksite that has 50 or more employees within 75 miles. If you have any questions about your eligibility
for FMLA leave, please contact the main office (334) 347 -1295.
Leave Policy
If eligible, you may take up to 12 or 26 weeks of family or medical leave, whichever is applicable (as
explained below), within the relevant 12-month period defined below. While you are on FMLA leave, the
Company will maintain your group health insurance coverage at the same level and under the same
circumstances as when you were actively working, as explained more fully under the section titled,
"Medical and Other Benefits." On returning from approved FMLA leave, you have the right to be restored
to the same job or an equivalent position, subject to the terms, limitations, and exceptions provided by
law.

20
The policies outline herein are periodically reviewed and subject to changewithout notice at any time.
June 2024
 MURPHY Family RESTAURANTS
Leave Entitlement
You may take up to 12 weeks of unpaid FMLA leave in a 12-month period, which uses a "rolling" method
that is measured backward from the date you use any FMLA leave for any of the following reasons:
• the birth of a child and in order to care for that child (leave to be completed within one year of
the child's birth);
• the placement of a child with you for adoption or foster care and in order to care for the newly
placed son or daughter (leave to be completed within one year of the child's placement);
• to care for a spouse, child, or parent with a serious health condition;
• to care for your own serious health condition, which renders you unable to perform any of the
essential functions of your position; or
• a qualifying exigency of a spouse, child, or parent who is a military member on covered active
duty or called to covered active-duty status (or has been notified of an impending call or order
to covered active duty).

You may take up to 26 weeks of unpaid FMLA leave in a single 12-month period, beginning on the first
day that you take FMLA leave to care for a spouse, child, parent or next of kin who is a covered service
member and who has a serious injury or illness related to active-duty service, as defined by the FMLA's
regulations (known as military caregiver leave).

Definition of Serious Health Condition

A serious health condition is an illness, injury, impairment, or physical or mental condition that involves
either an overnight stay in a medical care facility, or continuing treatment by a health care provider for a
condition that either prevents the employee from performing the functions of the employee’s job or prevents
the qualifying family member from participating in school or other daily activities.

Subject to certain conditions, the continuing treatment requirement may be met by a period of incapacity of
more than 3 consecutive calendar days combined with at least two visits to a health care provider or one
visit and a regimen of continuing treatment, or incapacity due to pregnancy, or incapacity due to a chronic
condition. Other conditions may meet the definition of continuing treatment.

Both Spouses Employed by the Company

Spouses who are both employed by the Company and eligible for FMLA leave may be limited to a:
• Combined total of 12 weeks of leave during the 12-month period if leave is requested:
• for the birth of a child and in order to care for that child;
• for the placement of a child with the employee for adoption or foster care and in order
to care for the newly placed child; or
• to care for an employee's parent with a serious health condition.
• Combined total of 26 weeks in a single 12-month period if the leave is either for:
• military caregiver leave; or
• a combination of military caregiver leaves and leave for other FMLA-qualifying
reasons.
Notice of Leave

If your need for FMLA leave is foreseeable, you must give the Company at least 30 days' prior written
notice. If this is not possible, you must at least give notice as soon as practicable (within one to two
business days of learning of your need for leave). Failure to provide this notice may be grounds for
delaying FMLA-protected leave, depending on the particular facts and circumstances.
Additionally, if you are planning a medical treatment or a series of treatments or you are taking military
caregiver leave, you must consult with the Company first regarding the dates of this treatment to work out
a schedule that best suits the needs of the employee or the covered military member, if applicable, and
the Company.

21
The policies outline herein are periodically reviewed and subject to changewithout notice at any time.
June 2024
 MURPHY Family RESTAURANTS
Where the need for leave is not foreseeable, you are expected to notify the Company within one to two
business days of learning of your need for leave, except in extraordinary circumstances. The Company
has Family and Medical Leave Act request forms available from the main office (334) 347 -1295. Please
submit a written request, using this form, when requesting leave.
Certification of Need for Leave
If you are requesting leave because of your own or a covered relative's serious health condition, you and
the relevant health care provider must supply appropriate medical certification. You may obtain Medical
Certification forms from the main office (334) 347 – 1295. When you request leave, The Company will
notify you of the requirement for medical certification and when it is due (at least 15 days after you
request leave). If you provide at least 30 days' notice of medical leave, you should also provide the
medical certification before leave begins. Failure to provide requested medical certification in a timely
manner may result in denial of FMLA-covered leave until it is provided.
The Company, at its expense, may require an examination by a second health care provider designated
by the Company. If the second health care provider's opinion conflicts with the original medical
certification, the Company, at its expense, may require a third, mutually agreeable, health care provider to
conduct an examination and provide a final and binding opinion. The Company may require subsequent
medical recertification. Failure to provide requested certification within 15 days, when practicable, may
result in delay of further leave until it is provided.
The Company also reserves the right to require certification from a covered military member's health care
provider if you are requesting military caregiver leave and certification in connection with military exigency
leave.
Reporting While on Leave
If you take leave because of your own serious health condition or to care for a covered relative, you must
contact the Company on bi-weekly basis regarding the status of the condition and your intention to return
to work. In addition, you must give notice as soon as practicable (within two business days if feasible) if
the dates of leave change or are extended or initially were unknown.
Leave Is Unpaid
FMLA leave is unpaid. You may be required to substitute any accrued and unused vacation, paid time off,
sick days, or personal days for unpaid FMLA leave as described below:
• If you request leave because of a birth, adoption, or foster care placement of a child, any accrued
and unused paid leave may first be substituted for unpaid family/medical leave and run
concurrently with your FMLA leave.
• If you request leave because of your own serious health condition, or to care for a covered
relative with a serious health condition, any accrued paid vacation, paid time off, sick days, or
personal days leave may be substituted for any unpaid family/medical leave and run concurrently
with your FMLA leave.

The substitution of paid leave time for unpaid FMLA leave time does not extend the 12 or 26 weeks
(whichever is applicable) of the FMLA leave period. In no case can the substitution of paid leave time for
unpaid leave time result in your receipt of more than 100% of your salary. Your FMLA leave runs
concurrently with other types of leave, for example, accrued vacation time that is substituted for unpaid
FMLA leave and any state family leave laws, to the extent allowed by state law.

22
The policies outline herein are periodically reviewed and subject to changewithout notice at any time.
June 2024
 MURPHY Family RESTAURANTS
Medical and Other Benefits

During approved FMLA leave, the Company will maintain your health benefits as if you continued to be
actively employed. If paid leave is substituted for unpaid FMLA leave, the Company will deduct your
portion of the health plan premium as a regular payroll deduction. If your leave is unpaid, you must pay
your portion of the premium through paper check. Your health care coverage will cease if your premium
payment is more than 30 days late. If your payment is more than 15 days late, we will send you a letter to
this effect. If we do not receive your premium payment within 15 days after the date of this letter, your
coverage may cease. If you elect not to return to work for at least 30 calendar days at the end of the
leave period, you will be required to reimburse the Company for the cost of the health benefit premiums
paid by the Company for maintaining coverage during your unpaid leave, unless you cannot return to
work because of a serious health condition or other circumstances beyond your control.
Exemption for Key Employees
Key employees, defined as salaried and FMLA-eligible employees who are among the highest paid 10%
of all employees at a worksite or within 75 miles of that worksite, may not be returned to their former or an
equivalent position following FMLA leave if restoration of employment will cause substantial and serious
economic injury to the operations of the Company. This fact-specific determination will be made by the
Company on a case-by-case basis. The Company will notify you if you qualify as a key employee, if the
Company intends to deny reinstatement and of your rights in these instances.
Intermittent and Reduced Leave Schedule
If medically necessary, FMLA leave occasioned by a serious health condition may be taken intermittently
(in separate blocks of time due to a serious health condition) or on a reduced leave schedule (reducing
the usual number of hours you work per workweek or workday). FMLA leave may also be taken
intermittently or on a reduced leave schedule for a qualifying exigency relating to covered military service.
If leave is unpaid, the Company will reduce your salary based on the amount of time actually worked. In
addition, while you are on an intermittent or reduced leave schedule, the Company may temporarily
transfer you to an available alternative position that better accommodates your leave schedule and has
equivalent pay and benefits.
Returning from Leave
If you take leave because of your own serious health condition (except if you are taking intermittent
leave), you are required, as are all employees returning from other types of medical leave, to provide
medical certification that you are fit to resume work. Otherwise, you will not be permitted to resume work
until it is provided.

23
The policies outline herein are periodically reviewed and subject to changewithout notice at any time.
June 2024
 MURPHY Family RESTAURANTS
Benefits
Employee Meal Benefit
1. Employee must first punch out on time clock and inform manager when they are ready get his/her
meal.
2. Crew must then get in line at front counter (just like a customer if customers are in line) and the
manager rings up the order as well as gets the order together for the employee. At no time is the
employee to ring up his or her own meal nor to make or take their own food at any time. The
manager will accommodate the employee to expedite getting the employee their meal.
3. NO EMPLOYEE IS ALLOWED TO TAKE FOOD OR DRINK AT ANY TIME UNLESS A
MANAGER FIRST RINGS UP THE ITEM ON THE REGISTER.
4. I understand the Company’s policy as stated above and understand if any of the above
procedures are not followed by the employee, the employee will be terminated by management.
5. If a crew person would like a small courtesy cup drink, they must request one from a manager
and the manager must give permission to do so. At no time, may a crew person take a courtesy
drink without permission. Courtesy drinks must be taken out of view of customers. Drink cups are
not allowed by your station, you must ask managers for drinks, business permitting.
6. You will receive 1 FREE MEAL per shift. This includes a Combo Meal or an Entrée, Side &
Drink. A dessert item may be substituted for the side item. The food must be eaten at the
restaurant by the employee. You may use your Free Meal on your meal break, before or after
your shift.
7. In addition, you will receive a discount of 70% on any additional food outside of your Free
Meal. There are no restrictions on the amount of food an employee may have. The food must be
eaten at the restaurant by the employee. The discount is also applicable to food / drinks you
consume before or after your shift in the restaurant.

*Refills available on soft drinks, tea, or coffee.

Can be used on personal time through the McDonalds Mobile App

at any participating McDonalds restaurant. No limit on the total
amount, can be used in drive thru, dine in or Mobile order.
You are Welcome :)
Email used for Mobile App must match Email in Employee Record (e*HR)

Just a few of the most popular deals

 Tickets to movies, sporting events, theme parks and concerts  20%-
25% on all major cell phone services – each restaurant team could save
over $7,000/year!  Payless & Skechers shoe discounts  McDonald’s
branded items  Electronics – laptops, TV’s, cell phones, tablets,
accessories  Automotive – cars, tires, car maintenance,  Restaurants
…literally thousands of discounts in dozens of categories

24
The policies outline herein are periodically reviewed and subject to changewithout notice at any time.
June 2024
MURPHY Family RESTAURANTS

25
The policies outline herein are periodically reviewed and subject to changewithout notice at any time.
June 2024
 MURPHY Family RESTAURANTS
Working Students

To make sure that students’ job experience complements their education, the Company supports the
following principles.
1. Education is a significant priority. There is no question that, between education and employment, your
education comes first.
2. To make sure that education comes first, our organization provides flexible working hours to
accommodate classes, homework assignments, and extracurricular activities.
3. Grades and school attendance should never be compromised by excessive or late working hours.
4. Our organization, in collaboration with McDonald’s, provides training programs that help develop
students’ skills and highlight the importance of responsibility and self- discipline.
5. Our organization complies with all laws concerning the employment of minors.
6. We take a leadership role in working with parents, educators, and students on education issues.
7. Our organization believes in supporting education by recognizing our employees’ scholastic
achievements.

LIMITATIONS ON WORKING STUDENTS There are federal and state laws that regulate the hours and
duties a minor (14/15-year old’s and 16/17-year old’s) can work. The Company takes its child labor
obligations seriously and asks for your cooperation in complying with these obligations. If you have any
questions about the laws in your state or related policies and procedures please check with your General
Manager, or Owner/ Operator.

Tuition Assistance
& Archways to Opportunity®
McDonald’s and its independent franchisees, like our Company, are committed to
helping employees further their education and achieve their dreams.

To help anyone who works at a company-owned or independently franchised

restaurant, we created Archways to Opportunity, a comprehensive education strategy
with multiple programs that give people an opportunity to grow and learn – no matter
where they are on their journey.

Programs are available to McDonald’s employees and the employees of participating

independent franchisees. Here are just a few ways Archways to Opportunity can help
employees on the path to success:

• Tuition Assistance $2500/year for Crew and $3000/year for Managers

• Improve English skills
• Earn a high school diploma*
• Work toward a college degree
• Get help making an education and career plan with advisors*

* This benefit is extended to immediate family of eligible employees of participating

26
The policies outline herein are periodically reviewed and subject to changewithout notice at any time.
June 2024
 MURPHY Family RESTAURANTS

Here are some of the things we look for in

our Future Leaders

Do you strive to satisfy customers? Do you work well with the crew?
➢ Do you smile and have a positive ➢ Do you treat co-workers politely and
attitude? with respect?
➢ Do you make customers feel ➢ Do you listen and share ideas
welcome? effectively?
➢ Are you friendly and polite? ➢ Do you communicate well with co-
➢ Are you quick, helpful, and effective in workers who speak another
handling customer complaints? language?

Do you take initiative? Do you consistently uphold the

Company’s standards?
➢ Do you complete tasks before being asked
by a manager? ➢ Do you follow proper procedures,
➢ Do you strive to learn and master skills? even when you are not supervised or
➢ Are you a good problem solver? when you are under pressure?
➢ Do you help the crew to maintain
standards?
➢ Do you inform a manager when
standards are not being met?
➢ Do you report to work on time?
➢ Do you appear neat, clean, and
properly dressed?
➢ Do you set a great example for
others?

Grow with us at Murphy Family Restaurants!

We offer many classes within our organization and led by our Supervisors and General Managers

Crew Trainer Class

Shift Management Excellence Class
Leadership Transitions Class
Servsafe – National Restaurant Administration

Most classes conducted 2 to 4 times per year, always Green and Growing.

27
The policies outline herein are periodically reviewed and subject to changewithout notice at any time.
June 2024
 MURPHY Family RESTAURANTS
Alabama Wage Guidelines

Payroll
- The work week runs from Wednesday to Tuesday
- You are paid bi-weekly on Wednesday via pay card or direct deposit only

Hourly Positions
Position Minimum Rate Maximum Rate
Crew JTC: 650 $9.00 $13.00/$14.00 overnight
Crew Trainer JTC: 648 $9.25 $13.25/$14.25 overnight
Shift Manager Trainee JTC:739 $11.00 $14.00
Certified Shift Manager JTC: 647 $12.00 $16.00
*Hourly Dept. Manager/Hourly $13.00 $17.00
Assistant JTC: 10001, 10002
Manager OJE JTC: 653 $11.00 Hourly /$13.00 Salaried N/A
Maintenance JTC: 670 $11.00 $13.50
Primary Maintenance JTC: 671 $12.00 $16.00
*Retired JTC used for employees who have been grandfathered into this position

Hourly Merit Review Scale:

Crew (2x per year) Merit Increase Manager (1x per year) Merit Increase
Outstanding $0.30 Outstanding $0.90
Excellent $0.20 Excellent $0.60
Good $0.10 Good $0.30
Needs Improvement $0.00 Needs Improvement $0.00

28
The policies outline herein are periodically reviewed and subject to changewithout notice at any time.
June 2024
 MURPHY Family RESTAURANTS
EMPLOYEE CLASSIFICATION

EXEMPT
Exempt employees are paid on a salaried basis and are not eligible to receive overtime pay.

NONEXEMPT
Nonexempt employees are paid on an hourly basis and are eligible to receive overtime pay for
overtime hours worked.

FULL-TIME EMPLOYEES
Regular full-time employees are those who are scheduled for and do work 30 or more hours per
week.

PART-TIME EMPLOYEES
Regular part-time employees are those scheduled for and work less than 30 hours per week.
TIMEKEEPING
Your management team is committed to treating you fairly and with respect. We want to ensure that you
are paid for all hours worked, and that our pay practices comply in all respects with all state, federal and
local laws. This means that you are entitled to be paid for all time worked, including any overtime. You
must always be punched in when you are working. Working off the clock is never permitted. If for any
reason, you have not been paid for all hours that you have worked, you should immediately contact your
General/Restaurant Manager, Area Supervisor, or Operations Manager and they will assist you in receiving
pay for all hours worked.
To make sure that you get paid for all hours that you work, you must clock in before you begin any work
and you must clock out only when you have finished all of your work for the day. Do not punch out until
your last task is completed. Because it is important that you receive pay for all hours that you work, you
must never punch in or out for anyone else and you must never let anyone punch in or out for you.
We all know that mistakes can happen clocking in and out. It is important to correct any mistakes that occur
as quickly as possible. Therefore, if you notice that you made a mistake in clocking in or clocking out, or if
you notice any other mistakes in your paycheck or on your time punch report as to the hours that you work
or the pay you received, please contact your manager immediately. We will then work with you to ensure
that you get paid for all hours you worked.
A member of your management team may also notify you if he/she believes there has been an error in
recording your time. It is important that you understand the change your manager wants to make and that
you agree with your manager before correcting your time record. You may be required to sign any payroll
report as requested by your manager, indicating you understand and agree with the correction made.
If, after discussion, you and your manager cannot agree as to what change should be made to correct your
time records, then you should call your General Manager so that the issue can be resolved promptly. If
you are still unhappy with the resolution, then you should bring it to the attention of your Area Supervisor
and/or Operations Manager as soon as possible so that the issue can be resolved and you can receive all
of the pay you have earned without any delay.
We take seriously our obligation to pay you for all hours that you work and to follow all legal requirements
with regard to meal and rest breaks.

29
The policies outline herein are periodically reviewed and subject to changewithout notice at any time.
June 2024
 MURPHY Family RESTAURANTS
If you believe at any time that a manager is not living up to those obligations, please bring it to the attention
of your General Manager, Area Supervisor, or Operations Manager as soon as possible so that we can
rectify the situation quickly.
ON-LINE TRAINING
On occasion, the Company offers on-line training. Training is to be completed only with pre-approval by the
General Manager and only while you are on the clock. Employees will be paid for all time in completing the
training. However, employees who complete on-line training without pre-approval of management will be
subject to discipline, up to and including termination of employment.
OVERTIME
As necessary, employees may be required to work overtime. A supervisor must previously authorize all
overtime work. The Company provides compensation for all overtime hours worked by non-exempt
employees in accordance with state and federal law.
For overtime purposes for non-exempt employees, the workday begins at 4:01 a.m. and ends at 4:00 a.m.
The workweek begins at 04:01 a.m. Wednesday and ends at 4:00 a.m. the following Wednesday for all
employees.
Exempt employees are expected to work as much of each work day as is necessary to complete their job
responsibilities. No overtime or additional compensation is provided to exempt employees.
PAYROLL DEDUCTIONS
The law requires the Company to make certain deductions from every employee’s paycheck. Among these
are applicable federal, state and local income taxes. The employer must also deduct social security taxes
on each employee’s earnings up to a specified limit called the social security “wage base”. The Company
matches the amount of social security taxes paid by each employee.
Eligible employees may voluntarily authorize deductions from their paychecks to cover the cost of
participation in various programs, including the cost of dependent insurance coverage.
Occasionally, the Company is court ordered to make deductions from an employee’s pay, for reasons such
as payment to the IRS, or child support related payments. The Company will comply with applicable state
and federal laws regarding garnishment and assignment of wages.
Your paycheck stub or other documentation, where authorized by state or local law, will itemize amounts
that have been withheld. It is important that you keep this information for tax purposes. If you have
questions concerning deductions made from your paycheck or how they were calculated, please contact
the Office Payroll Department.
UPDATING INFORMATION
Please tell us when you change your address, telephone number, legal name, emergency contact, or
availability so we can update our records.
MINOR LABOR LAWS/POLICIES (ALABAMA)
15-year-olds are not permitted to work in our Alabama locations
16-,17-, & 18-year-olds
Our minor labor policies are stricter than the parameters set forth by state and federal law to ensure
complete compliance:
(1) During school: No more than 40 hours per week. Not before 7 a.m. or after 9:30 p.m. preceding a
school day. No later than 12:00 a.m. (midnight) if there is no school the next day. Maximum of 7
hours per day; no more than 5 consecutive days and no more 6 days per week.
(2) When school is not in session: No more than 40 hours per week. Not before 7 a.m. or after 12:00
a.m. (midnight). Maximum of 8 hours per day; no more than 6 days a week.
(3) Minors must take a 30-minute break after 4.5 hours of work.
(4) Minors (under 18) may not unload truck deliveries, filter vats, or use a ladder.

30
The policies outline herein are periodically reviewed and subject to changewithout notice at any time.
June 2024
 MURPHY Family RESTAURANTS
BREAK POLICY
FOR ALL NON-MINOR/ADULT EMPLOYEES:
(1) Managers must make sure that employee takes his/her entire break – 29 minutes is a violation.
Employees will be completely relieved of all duties during their break. Letting an employee go 30
minutes early in place of a break is unacceptable.
(2) Any changes by a manager to an employee’s time punches must be signed off by the employee
and manager.
(3) All employees must be clocked in while working. No employee may start work without being given
a clock-in number. No employee may work without being clocked in.

The Company takes seriously its obligations to pay you for all hours that you work and to follow all legal
requirements with regard to rest and meal periods. If you have any questions about rest and meal breaks,
or concerns about whether they are being provided to you in accordance with this policy, please notify your
General Manager or Owner-Operator as soon as possible. By working together this way, we can make sure
you get to take the meal periods during your shift.
TERMINATIONS
If you decide to voluntarily leave your employment with the Company, we ask that you give at least two
weeks’ notice. This will give us the opportunity to make the necessary adjustments in our operation.
Terminated employees, either voluntary or involuntary, must return all Company-owned property (e.g.
computers, vehicles, keys, passwords, uniforms, identification badges, credit cards) at the time of
termination.
Terminated employees are entitled to all wages earned during their employment. All terminated
employees will be paid in accordance with state and federal laws.

SAFE & RESPECTFUL WORKPLACE POLICIES

It is important to us that you work in a safe and respectful workplace. All employees must treat each other
with respect and take steps to ensure that the work environment is safe and free of unlawful discrimination,
harassment, and retaliation. We are stronger and better when we work together to keep a respectful, safe,
and inclusive work environment for the Company. We also prohibit workplace violence. The Company is
committed to enforcing these policies.
EEO POLICY
We are an equal opportunity employer. The Company values a diverse workforce. Our vision for diversity
and inclusion is to leverage the unique talents, strengths, and assets of our employees in order to provide
our customers with the best restaurant experience possible. We continuously strive to maintain an
environment in which every employee feels accepted, rewarded, and valued as an integral part of the team.
This policy ensures a practice of equal employment opportunity regardless of race (including but not limited
to hairstyle and hair texture), color, religion, creed, national origin or ancestry, ethnicity, sex, marital, familial,
and/or parental status (including, for example, whether you are married, single, have biological or adopted
children, or are planning to have children, sexual orientation, gender (including gender nonconformity and
status as a transgender or transsexual individual), gender expression, pregnancy, childbirth, related
medical conditions, breastfeeding, age, physical or mental disability, citizenship, past, current or
prospective service in the uniformed services, genetic information, protective order status, arrest or
conviction record, status as a homeless person, or any other characteristic protected under applicable
federal, Alabama, or local law, including “perceived” status in any protected category. These protections
extend to all employment practices and decisions, including recruitment and hiring, appraisal systems,
discipline, promotions, training, and career development programs.

31
The policies outline herein are periodically reviewed and subject to changewithout notice at any time.
June 2024
 MURPHY Family RESTAURANTS
POLICY REGARDING DISABILITY ACCOMMODATIONS

Murphy Family Restaurants makes every effort to ensure that qualified individuals with a disability, including
pregnancy, lactation childbirth, or related conditions, are not discriminated against with respect to the terms,
conditions, or privileges of employment. Murphy Family Restaurants complies with the Americans with
Disabilities Act (ADA), as amended by the ADA Amendments Act, and all applicable state or local law.
Under certain circumstances, these laws require employers to provide reasonable accommodations to
qualified individuals with disabilities in various aspects of their employment.
Any employee or applicant who requires an accommodation to perform the essential functions of the job
should contact the General Manager, Area Supervisor, or Owner/Operator at 334-347-1295 and request
an accommodation. Once the Company is aware of the request for an accommodation, the Company will
engage in an interactive process to determine what limitation(s) may prevent the employee from performing
the job, and identify possible accommodations that may resolve the limitation(s), thereby enabling the
applicant or employee to perform the essential functions of the job. If the Company and employee, through
the interactive process, can identify accommodation(s) that are reasonable and do not impose undue
hardship on the Company and do not present a possible direct threat to the health or safety of others in the
workplace or to the individual, the accommodation will be granted. The interactive process described in
this policy is a collaborative process. An employee seeking an accommodation shall cooperate with the
Company’s requests.
Policy Against Discrimination, Harassment & Retaliation
Murphy Family Restaurants independently owns and operates this McDonald’s brand restaurant and is your
employer, not McDonald’s Corporation or McDonald’s USA. Murphy Family Restaurants (hereinafter also
referred to as “the Company”) cares about you and the experience you have working in our restaurant. This
Policy against Discrimination, Harassment, and Retaliation (the “Policy”) describes our expectations for all
employees, supervisors and managers as we work together to maintain a respectful workplace, free from
discrimination, harassment, and retaliation. We are committed to supporting this Policy because it is
important to us that you work in a safe, respectful, and inclusive workplace.
This Policy applies to all employees – on restaurant property or offsite with other employees, as well as our
contractors and vendors. In other words, we will not tolerate harassment of employees by non-employees
(for example: interns, temporary workers, independent contractors, franchisees, guests, customers,
vendors, and suppliers), and we will not tolerate harassment of non-employees by employees.
NON-DISCRIMINATION

This Policy strictly prohibits and does not tolerate discrimination against employees. This means that
hiring and firing decisions, pay, promotions, assignments, and career development opportunities will be
made based on your performance and the needs of the business, not on characteristics that are protected
under the law. We will not make decisions based on sex, sex stereotyping race (including but not limited
to, hair texture and protective hairstyles), color, religion, creed, national origin or ancestry, alienage or
citizenship status, ethnicity, familial status, marital status, sex, sexual orientation (including actual or
perceived heterosexuality, homosexuality, bisexuality, and asexuality), gender (including gender
nonconformity, gender identity or expression, and status as a transgender or transsexual individual),
pregnancy (this includes pregnancy, childbirth, and medical conditions related to pregnancy, or
breastfeeding), age, physical or mental disability (including perceived disability), military or veteran
status, genetic information, or any other characteristic protected under applicable federal, Alabama, or
local law.

32
The policies outline herein are periodically reviewed and subject to changewithout notice at any time.
June 2024
 MURPHY Family RESTAURANTS
HARASSMENT

This Policy strictly prohibits unwelcome conduct based upon the characteristics identified above. All
employees must treat each other with respect and contribute to creating a work environment that is free
from harassment. Any harassing conduct that creates a hostile work environment for our employees will
not be tolerated. This Policy prohibits a wide range of
conduct – even if the conduct only offends some employees, but not other employees. Prohibited conduct
includes, but is not limited to:
• Offensive words or actions can be in the form of sexually-suggestive comments;
• Inappropriate jokes;
• Teasing about a person’s appearance or their age, race or sex;
• Insults, unwanted nicknames, or stereotyping based on the factors listed above;
• Sharing of emails, texts, or pictures that are degrading, make someone uncomfortable, or are
insulting, even if the conduct is not sexual in nature.

SEXUAL HARASSMENT

For purposes of this Policy, sexual harassment includes unwelcome advances or sexually suggestive
comments, requests for sexual acts, and other conduct based on sex, where agreeing to the conduct
becomes a condition of employment, or the conduct is used as the basis for an employment decision, or
the conduct creates an intimidating, hostile, or offensive work environment. Even if this conduct is not being
used as a basis for an employment decision, it still may be unwelcomed. Unwelcome sexual conduct is
inappropriate and never acceptable.
Examples of inappropriate behavior:

• touching any person in a sexual manner;

• making comments about a person’s body;
• intentionally brushing up against another person;
• staring at a person in a way that makes them feel uncomfortable; &
• sharing pictures, jokes, cartoons, or any materials of a sexual nature.

The examples above are illustrative only, and not exhaustive. This Policy prohibits sexual harassment,
sexual orientation harassment, gender identity harassment, gender expression harassment, and more
severe physical misconduct, such as sexual assault.
NO RETALIATION

This Policy strictly prohibits unlawful retaliation against any employee by any employee. You will not be
retaliated against for raising concerns or complaints about behavior that you believe potentially violates
this, Policy. All forms of unlawful retaliation are prohibited, including an employee experiencing a reduction
in pay, hours, or favorable work assignments. Other examples of retaliation include an employee: being
disciplined without a legitimate reason; receiving a performance evaluation that is lower than it should be
based on relevant performance factors; experiencing verbal or physical abuse; or being unduly scrutinized
for non-work-related reasons.
Examples of concerns or complaints include:
• Lodging a good faith internal complaint (written or oral) with Human Resources or management
specifically opposing unlawful discrimination or harassment or complaining about violations of
wage and hour law (for example, if an employee believes he has been sexually harassed or not
paid overtime he is owed).
• Filing a good faith complaint of unlawful discrimination or harassment with the US Equal
Employment Opportunity Commission (EEOC) or any similar state or local agency, or in court.
33
The policies outline herein are periodically reviewed and subject to changewithout notice at any time.
June 2024
 MURPHY Family RESTAURANTS
• Participating in the Company’s internal investigation into allegations of discrimination or
harassment.
• Supporting another employee's internal or administrative complaint of unlawful discrimination or
harassment (by, for example, testifying or providing an affidavit in support of a co-worker who has
filed a discrimination complaint with the EEOC).
• Requesting an accommodation under the Americans with Disabilities Act or state anti-
discrimination statutes.
• Requesting or taking leave under the Family and Medical Leave Act, local family leave law, or filing
workers compensation claims.
The examples above are illustrative only, and not exhaustive. No form of retaliation for any protected activity
will be tolerated. If you believe that you are being retaliated against or treated poorly because you raised
a concern, made a complaint, or participated in the investigation of a concern or complaint, please contact
any of the resources listed below as soon as possible.

COMPLAINT PROCEDURE

The Company is committed to enforcing these policies. However, the effectiveness of our efforts depends
largely on individuals telling us about inappropriate workplace conduct. If you feel as though you have been
subjected to any conduct that you believe violates these non-discrimination, harassment, or retaliation
policies, or if you believe you have witnessed conduct that may violate this Policy, you must promptly
contact your restaurant’s General Manager, or if you feel uncomfortable doing so, your Human Resources
Representative at (334) 347 - 1295 , Area Supervisor at 334-347-1295, or Owner/Operator at (334) 347 -
1295 as soon as possible after the offending conduct. Your complaint should be as detailed as possible,
including the names of all individuals involved and any witnesses.
The Process After a Complaint/Concern is Raised

Complaints will be taken seriously and investigated thoroughly, impartially, and in a timely manner.
Employees are expected to fully cooperate in any investigation into any potential Policy violations or other
violations of the law even if they themselves did not raise the initial concern or complaint. All employees
have a duty to cooperate in investigations regarding alleged Policy violations.

While the investigation is taking place, we will take appropriate steps to ensure your safety in the workplace.
Those steps are dependent on the circumstances and may include a temporary reassignment or leave for
the person who allegedly violated the Policy, immediate directions to others to stop certain behaviors,
and/or employee training.
The Company will keep the investigation confidential to the extent possible. This includes protecting
information regarding: the identity of individual(s) who raise concerns regarding harassment, alleged
victims, witnesses, and alleged harassers, along with information obtained as part of an investigation. For
example, while it is sometimes important to share information regarding the complaint in order to thoroughly
investigate it, the number of people who are aware of the complaint and the identity of the people involved
will be limited to what the law or an effective investigation and next steps require. We also note that if you
are a minor, local or state law may require us to report your name and the information we have about the
alleged harm in certain circumstances.
If you feel like you are being punished or treated poorly after you made a complaint, you should reach out
to one of the above resources immediately. If at any time you have questions about the process or the
status of an investigation, please reach out to one of the above resources. You will also be updated and
notified once the investigation has been concluded.
If the person accused of discrimination, harassment, or retaliation has questions or concerns regarding the
process, they should reach out to one of the above resources, but they should not discuss the issues with
the complainant.

34
The policies outline herein are periodically reviewed and subject to changewithout notice at any time.
June 2024
 MURPHY Family RESTAURANTS
The Process After An Investigation

If our investigation confirms that this Policy has been violated or that inappropriate conduct has occurred,
we will take appropriate timely actions to ensure the conduct does not continue. The type of action taken
will depend on the nature and severity of the violation that has occurred and other relevant factors. It may
include corrective action with respect to the employee who violated the Policy in a variety of forms, including
termination, reassignment to another job or location, changes in reporting relationships, written warning,
training, coaching, counseling, and/or other measures that we find appropriate for the circumstances.
After the investigation of your complaint is completed and appropriate steps are taken, you can still
provide information about any other situation that makes you feel uncomfortable. If you do not receive a
satisfactory response after reporting any incident, please immediately contact the Owner-Operator at
(334) 347 - 1295 or Reporting Hotline: 844-875-9774.

ZERO TOLERANCE

Supervisors and managers must set a positive example by ensuring their own conduct, including their
employment decisions and workplace behaviors, are free of discrimination and harassment. Any employee
at the shift manager level or higher that observes or becomes aware of any conduct that could violate this
Policy must report the conduct to the General Manager, Area Supervisor, Operations Manager, Human
Resources, or Owner-Operator, so that an investigation can begin, and corrective action taken, if
appropriate. Failure to do so may result in disciplinary action up to an including termination.
In sum, if you experience or observe conduct that potentially violates this Policy, we want to hear from you!
We will support you if you tell the person who is making you feel uncomfortable to stop, but you are not
required to, because we recognize that doing so is not always easy or possible. No employee is required
to confront a person who is making them feel uncomfortable before raising a concern or complaint. There
are multiple individuals who will support you as soon as you contact them. Employees can also choose to
reach out to third parties such as local law enforcement, which they can do on their own or with the
assistance of the above resources. Your safety is of the highest importance to us.

35
The policies outline herein are periodically reviewed and subject to changewithout notice at any time.
June 2024
 MURPHY Family RESTAURANTS
Drug & Alcohol-Free Workplace Policy and Drug and Alcohol Testing Policy
Preface
Murphy Family Restaurants has developed a policy regarding the illegal use of drugs and the abuse of
alcohol that we believe best serves the interests of all employees. Our policy formally and clearly states
that the illegal use of drugs or abuse of alcohol or prescription drugs will not be tolerated. As a means of
maintaining our Drug & Alcohol-Free Workplace Policy, we have implemented employee drug & alcohol
testing.
An employee whose conduct violates Murphy Family Restaurants' Drug & Alcohol-Free Workplace Policy
will be disciplined up to and including termination.
Substance Abuse Policy Statement
Murphy Family Restaurants is committed to providing a safe work environment and to fostering the well-
being and health of its employees. That commitment is jeopardized when any Murphy Family
Restaurants employee illegally uses drugs on the job, comes to work under their influence, possesses,
distributes, or sells drugs in the workplace, or abuses alcohol on the job. Therefore, Murphy Family
Restaurants has established the following policy:
It is a violation of company policy for any employee to use, possess, sell, trade, offer for sale, or offer to
buy illegal drugs or otherwise engage in the illegal use of drugs on the job.
It is a violation of company policy for anyone to report to work under the influence of illegal drugs or alcohol,
and/or bring illegal drugs or alcohol on the premises.
It is a violation of the company policy for anyone to use prescription drugs illegally. Nothing in this policy
precludes the appropriate use of legally prescribed medications. Employees who take over-the-counter
medication or other lawful medication that can be legally prescribed under both federal and state law to
treat a disability must inform their supervisors if they believe the medication will impair their job performance,
safety, or the safety of others or if they believe they need a reasonable accommodation before reporting to
work while under the influence of that medication. The employee is not required to identify the medication
or the underlying illness. Various federal, state, and local laws protect the rights of individuals with
disabilities and others regarding the confidentiality of medical information, medical treatment, and the use
of prescription drugs and substances taken under medical supervision. Nothing contained in this policy is
intended to interfere with individual rights under, or to violate, these laws.
While the use of marijuana has been legalized under certain state law for medicinal uses, it remains an
illegal drug under federal law and its use as it impacts the workplace is prohibited by our Company Policy.
Employees may not consume or be under the influence of marijuana while on duty or at work, even if the
employee has a valid prescription for medical marijuana or is on break. Employees may be subject to
disciplinary action to the fullest extent permitted by law for using, possessing, or being under the influence
of marijuana.
An employee suspected of possessing or abusing alcohol, an illegal drug (including marijuana), intoxicant,
or a controlled substance is subject to inspection and search with or without notice. Employees’ personal
belongings, including any bags, purses, briefcases, and clothing, and all Company property, are also
subject to inspection and search, with or without notice. Employees who violate the Company’s drug and
alcohol policy or who are suspected of violating this policy (as determined at the Company’s discretion) will
be removed from the workplace immediately and will be subject to disciplinary action. The Company may
also bring the matter to the attention of appropriate law enforcement authorities. Any conviction for criminal
conduct involving illegal drugs, intoxicants, or controlled substances, whether on or off duty, or any
violations of the Company’s drug and alcohol abuse policy, may lead to disciplinary action, up to and
including termination.

36
The policies outline herein are periodically reviewed and subject to changewithout notice at any time.
June 2024
 MURPHY Family RESTAURANTS
Employees in violation of this policy are subject to disciplinary action up to and including termination.
It is the responsibility of the company's managers and supervisors to counsel employees and implement
corrective actions whenever they see change in performance or behavior that suggest an employee has a
drug or alcohol problem. Although it is not the manager’s or supervisor's job to diagnose personal problems,
the manager or supervisor should encourage such employees to seek help and advise them about available
resources for getting help. Everyone shares responsibility for maintaining a safe work environment, and
co-workers should encourage anyone who has a drug problem to seek help.
The goal of this policy is to balance our respect for individuals with the need to maintain a safe, productive,
and drug-free environment. The intent of this policy is to send a clear message that the illegal use of drugs
and the abuse of alcohol are incompatible with employment at Murphy Family Restaurants.
Confidentiality

The confidentiality of any information received by the employer through this substance abuse testing
program shall be kept confidential and maintained separate from the individual’s personnel file, except as
otherwise provided by law.
Positive Test Results
Murphy Family Restaurants will notify employees in writing within five (5) days of receipt of a confirmed
positive test result from the laboratory. The written notification of confirmed positive test results will also
address the consequences of such results, and the options available to the employee.
An employee who tested positive for the presence of drugs or alcohol may contest or explain the results to
Murphy Family Restaurants, within five (5) working days after notification of the test results. Anyone wishing
to contest or explain the results must state the desire to do so in writing, dated and signed by the employee
and delivered to Murphy Family Restaurants within five (5) working days after receipt of written notification.
Any employee who tests positive for drugs and/or alcohol will be subject to discipline, up to and including
termination.

Employees who refuse to submit to testing as required by the Company or who fail to complete the test
will be subject to discipline, up to and including termination.

General Procedures
Any employee reporting for work visibly impaired will be deemed unable to properly perform required
duties and will not be allowed to work. If possible, the employee's manager or supervisor will first seek
another manager’s or supervisor's opinion to confirm the employee's status. Next, the manager or
supervisor will consult privately with the employee to determine the cause of the observation. If, in the
opinion of the manager or supervisor, the employee is considered impaired, if possible, the employee will
be sent home by taxi or other safe transportation alternative - depending on the determination of the
observed impairment – and accompanied by the manager or supervisor or another employee if
necessary.
An impaired employee will not be allowed to drive. In cases where no person is available to transport an
impaired employee and that employee insists on driving, the police will be called.
Employee Testing
Murphy Family Restaurants has adopted testing practices to identify employees who use illegal drugs on
or off the job or who abuse alcohol on the job. It shall be a condition of employment for all employees to
submit to drug and alcohol testing when employees have caused, contributed to, or been involved in any
on-the-job injury and there is a reasonable possibility that the drug or alcohol use by the reporting employee
was a contributing factor to the reported injury or illness and the injury resulted in a loss of work time, which
means any period of time during which an employee stops performing the normal duties of employment
and leaves the place of employment to seek care from a licensed medical provider. An employee shall be
sent for a substance abuse test if he/she is involved in on-the-job accidents where personal injury and/or
damage to company property occurs and there is a reasonable possibility that the drug or alcohol use by
37
The policies outline herein are periodically reviewed and subject to changewithout notice at any time.
June 2024
 MURPHY Family RESTAURANTS
the reporting employee was a contributing factor to the reported injury or illness. The ability to obtain
Workers’ Compensation benefits may be affected for any employee who refuses to submit to or
cooperate with a blood or urine test following an on-the-job injury in which the employee was
injured, and where there is a reasonable possibility that the drug or alcohol use by the reporting
employee was a contributing factor to the reported injury or illness in accordance with current
Alabama law. Also, testing positive following a drug screen may result in a forfeiture of Workers
Compensation benefits, in accordance with Alabama law.
The Company has selected an independent laboratory certified by the state and/or federal government to
conduct its testing. The Company also has identified an appropriate collection site that will follow all
necessary chain of custody procedures. The Company will pay for the full cost of the test. Employees will
be compensated for time spent submitting to a test required by the Company.

If the physician, official, or lab personnel have reasonable suspicion to believe that the employee has
tampered with the specimen, the employee is subject to disciplinary action up to and including termination.
Drugs to be tested for pursuant to D.O.T. regulations currently include marijuana metabolites, cocaine
metabolites, opiate metabolites, phencyclidine, and amphetamines. In addition, Murphy Family
Restaurants reserves the right to test for other drugs which may include, but is not limited to, the above
drugs plus barbiturates, benzodiazepines, methadone, methaqualone and alcohol, or other drugs should
there be a reasonable suspicion they are being used.
A positive finding will generate a confirmation through Gas Chromatography/Mass Spectrometry (GC/MS)
or an equivalent confirmation technique and the results will be kept confidential.
Employees with a confirmed positive test result may, at their option and expense, have a second
confirmation test made on the same specimen. An employee will not be allowed to submit another
specimen for testing.
Alcohol Abuse
An employee who is under the influence of alcoholic beverages at any time while on company business
or at any time during the hours between the beginning and ending of the employee’s workday, whether
clocked in or not, and whether on Murphy Family Restaurants business or property or not, shall be guilty
of misconduct and is subject to discipline up to and including termination.
Murphy Family Restaurants does not condone, nor does it allow minors to possess or consume alcohol in
violation of state law. Murphy Family Restaurants will uphold all state laws regarding minors in possession
of alcohol. Further, minors in possession or under the influence of alcohol may be subject to termination
pursuant to the substance abuse policy at Murphy Family Restaurants.
An employee shall be determined to be under the influence of alcohol if . . .
1.The employee’s normal faculties are impaired due to the consumption of alcohol, or
2.The employee’s blood alcohol level test is .04% or higher.
An employee testing positive with a blood alcohol test between 0.02% and 0.04% will not be allowed to
work the remainder of that day and will be issued a disciplinary action letter of warning and will be subject
to random testing during the next twelve (12) months. The second positive test of a BAC between 0.02%
and 0.04% in any consecutive twelve (12) month period will be subject to suspension of three (3) days
without pay. Three positive tests of a BAC between 0.02% and 0.04% in any twelve-month period may be
cause for immediate termination of employment.
Failure to submit to a required substance abuse test also is misconduct and shall be subject to discipline
up to and including termination.
Any denial of benefits would be conducted pursuant to the Alabama Workers’ Compensation Act as
amended in 1992.
An impaired employee will not be allowed to drive. In cases where no person is available to transport an
impaired employee and that employee insists on driving, the police will be called.

38
The policies outline herein are periodically reviewed and subject to changewithout notice at any time.
June 2024
 MURPHY Family RESTAURANTS
Workplace Violence Prevention Policy
About this Policy

Murphy Family Restaurants is committed to ensuring that all employees and visitors to our restaurant
are treated and treat others with dignity and respect. We want all employees to thrive in a workplace that
is safe and free from all forms of workplace violence.

Definition of Workplace Violence

We define workplace violence as “any incident in which a person is abused, threatened or assaulted in
circumstances relating to their work.” Workplace violence includes behavior that interferes with our ability
to maintain a safe and secure environment. It includes, but is not limited to, physical violence, threats of
physical violence, attempted physical violence, physically intimidating or coercive behavior, advocating
workplace violence, and the intentional destruction of Company or personal property.

While not an exhaustive list, the following are examples of conduct prohibited under this policy:

• physical assault or threat to assault;

• stalking;
• possessing or threatening with a weapon or brandishing any object as a weapon;
• intentionally damaging property;
• aggressive or hostile behavior that creates a reasonable fear of injury to another person;
• abusive, threatening or intimidating statements, phone calls, voice mails, e-mail messages, texts,
or symbols; and
• encouraging violence against another employee or their family, friends, or property.

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

When, Where, and To Whom This Policy Applies

This policy applies to all Restaurant employees, company staff, and visitors.

We do not tolerate violence by or against anyone who works in this Restaurant or by or against anyone
who visits our Restaurant (for example, guests, customers, and vendors/suppliers).

This Policy applies (without limitation) in all the following situations:

• On Restaurant property
• Offsite with other employees, contractors, or vendors, including at Restaurant-sponsored events,
activities, and training; on business trips; and at work-related meals and gatherings
• When using Restaurant communication systems, equipment, or resources
• Any conduct outside work hours, including text messaging and using social media on personal
devices, where the conduct has an impact on employment with or engagement by the
Restaurant.

39
The policies outline herein are periodically reviewed and subject to changewithout notice at any time.
June 2024
 MURPHY Family RESTAURANTS
For Guest or Customer Threats Specifically

• Threatening or aggressive behavior by guests/customers should be reported immediately to local

police using 911

• Failure of a customer to stop threatening behavior may result in the customer being removed from
the premises and future access being restricted or limited.

• Do not engage or confront potentially violent guests/customers or follow them from inside store or
office locations. Notify police promptly using 911. You can access the U.S. Security resource on
atmcd.com for de-escalating aggressive behavior for more information.

• If you have any questions, please contact your manager.

Reporting

It is everyone’s responsibility to keep our workplace safe. If employees feel that their safety or the safety
of others is endangered at any time, or if they witness or experience any incident in which a person is
abused, threatened, or assaulted in circumstances relating to their work, they have the responsibility to
exercise good judgment and report such conduct. Reports can be made anonymously, and all reported
incidents will be investigated impartially and as quickly as possible. If necessary, this Restaurant will take
steps to protect the victim of any violent behavior or threatened violent behavior. Reports or incidents
warranting confidentiality will be handled appropriately, and information will be disclosed to others only on
a need-to-know basis.

Reports of violent behavior can be made to any of the following:

• The Restaurant’s General Manager

• Area Supervisor (Office Number: 334-347-1295)
• Employee Hotline: 844-875-9774

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

Enforcement

Violations of this policy may lead, at Murphy Family Restaurants’ sole discretion, to disciplinary and/or
other appropriate responsive action, up to and including termination of employment, even if it is the first
offense. We also reserve the right to report abusive, threatening, or violent behavior to the proper legal
authorities. This policy supplements all other Restaurant policies that require appropriate and respectful
behavior.

Prohibition Against Retaliation

All employees are required to cooperate fully and truthfully with any investigation of workplace violence or
other misconduct. This Policy does not allow any type of retaliation against someone who makes a
complaint or participates in an investigation of a complaint, even if no violation is ultimately confirmed.
Retaliation means being punished or experiencing a negative employment action because you raised a
concern or complaint of a potential Policy violation or participated in an investigation. Examples of
retaliation include experiencing a reduction in pay, hours, or favorable work assignments. Anyone found
to have retaliated against someone for raising concern under this policy will be subject to disciplinary
action under our disciplinary procedures.

40
The policies outline herein are periodically reviewed and subject to changewithout notice at any time.
June 2024
 MURPHY Family RESTAURANTS
Violence Outside of Work

We recognize that some employees will experience violence in their personal lives—including but not
limited to violence at the hands of a current or former spouse, domestic partner, boyfriend/girlfriend, family
member, or friend. We strongly encourage employees experiencing violence in their personal relationships
to seek outside resources that can provide assistance.

Some resources that you may find helpful are located at:

• National Domestic Violence Hotline [https://www.thehotline.org/] at 1-800-799-7233 or TTY 1-

800-787-3224, or by online chat
• National Sexual Assault Hotline [https://www.rainn.org/about-national-sexual-assault-telephone-
hotline] at 1-800-656-4673, or by online chat

In addition, this Restaurant requires our employees to provide notice of any circumstances that reasonably
present the risk of on-the-job violence or may impact the workplace using any one of the reporting
mechanisms discussed below. This Restaurant will take proactive action that is proportionate to the threat.
For example, this Restaurant’s General Manager and/or Area Supervisor will design a plan with at-risk
employees to prepare for any possible emergency situations.

Additionally, please immediately inform the Area Supervisor if you have obtained or are the subject of a
protective or restraining order that covers Company property as a protected area. We are committed to
supporting victims of relationship violence by enforcing any restraining orders at the workplace and by
providing referrals for benefits and resources for assistance.

No Weapons Policy
The Company prohibits the carrying, possession, or use of any firearm or weapon, whether concealed or
not, by any applicant or employee during such time that the applicant or employee is at any of the
Company’s restaurant location, the corporate office, corporate car or while conducting Company business.
This policy applies to all employees and their guests, regardless of whether the individual has a license to
carry the firearm or weapon. (Exception: an employee who holds a license to carry a handgun and lawfully
possess a firearm may store that firearm in a locked, privately owned motor vehicle in the designated
parking area.) Any violation of this Section will not be tolerated, and may result in disciplinary action, up to
and including termination.

41
The policies outline herein are periodically reviewed and subject to changewithout notice at any time.
June 2024
 MURPHY Family RESTAURANTS
Responsible and Ethical Recruitment Policy
About This Policy
Murphy Family Restaurants is committed to the principles of responsible and ethical recruitment in our
employment practices. Murphy Family Restaurants owns and operates this McDonald’s-brand restaurant
and is alone responsible for determining the employment and recruitment policies and practices in effect
for its restaurants and staff.
This Policy applies (without limitation) to:
• all restaurant employees and staff employees of Murphy Family Restaurants.
• all third parties recruiting and/ or managing migrant labor on behalf of Murphy Family Restaurants.

Murphy Family Restaurants commitments

Murphy Family Restaurants is committed to the principles of responsible and ethical recruitment in relation
to all our employees, interns, temporary workers, independent contractors and require the same of our
third-party recruiting agencies and companies who manage labor on our behalf. We make our Responsible
and Ethical Recruitment Principles available to other third-party contractors to educate them on our
responsible recruitment standards and encourage them to develop similar policies and procedures for their
own business operations.
We are committed to eliminating the practice of migrant workers paying recruitment fees and related costs
to secure their employment as informed by the Internal Labor Organization’s general principles and
operational guidelines for fair recruitment and the Employer Pays Principle.
Murphy Family Restaurants condemns all forms of slavery, forced labor, human trafficking, or exploitation,
and we prohibit such practices across our business.
All Murphy Family Restaurants’ restaurant employees and staff when engaging in the recruitment
of migrant workers are expected to implement the following standards:
- Workers do not pay recruitment fees —whether to a private labor broker/ employment agent or to
the employer itself;
- Workers are provided contracts in a language fully understandable by the workers at the point of
recruitment and prior to deployment;
- Murphy Family Restaurants does not keep or withhold any government-issued identification,
monetary deposits, bonding, or other collateral as a condition of employment; and
- If workers reside in employer-provided housing, there must be a plan for management of safe
housing and accommodation, including that it is structurally sound and in good repair.

How we Help Ensure Responsible and Ethical Recruitment of Migrant Workers

We encourage open and honest communications among our employees and our business partners.
Employees may raise recruitment-related issues, or report potential or actual responsible recruitment
violations through a number of reporting channels, including contacting their manager, a designated
Human Resources representative, or another designated representative of Murphy Family Restaurants at
(334) 347 - 1295 on anonymously through our Employee Hotline at: (844) 875 - 9774. Reports received
by Murphy Family Restaurants of violations of our policies, including this Responsible and Ethical
Recruitment Policy are reviewed and addressed as appropriate.

42
The policies outline herein are periodically reviewed and subject to changewithout notice at any time.
June 2024
 MURPHY Family RESTAURANTS
ACCOMMODATIONS TO HANDBOOK POLICIES
If you believe you need an accommodation to any of these policies based on your disability, religion, gender
identity, or any other protected class, please contact the restaurant Owner or Human Resource professional
at 334-347-1295.
EMPLOYEE RIGHTS UNDER THE NATIONAL LABOR RELATIONS ACT
Nothing in this Handbook is intended to restrict or otherwise prevent employees from engaging in the rights
afforded to them under Section 7 of the National Labor Relations Act, including the discussion of wages,
hours, and other terms and conditions of employment.
CONCLUSION
Many Company policies and employee benefits have been treated only briefly in this handbook. If you have
any questions or want more information, your General Manager or Area Supervisor will be glad to fill in the
details for you and will also be happy to help you get answers to any question you have regarding the
Company’s policies.

43
The policies outline herein are periodically reviewed and subject to changewithout notice at any time.
June 2024
MURPHY Family RESTAURANTS

This
Page
Intentionally
Left
Blank

44
The policies outline herein are periodically reviewed and subject to changewithout notice at any time.
June 2024
 MURPHY Family RESTAURANTS
Employee Handbook Acknowledgement Receipt
I have received my copy of the Company’s Employee Handbook. I understand and agree that it is my
responsibility to read and familiarize myself with the policies and procedures contained in the handbook
and to follow those policies and procedures at all times.

I certify that I have read and understand the policies included in the handbook and agree to comply with
these rules and responsibilities during my employment. This includes the Policy Against Discrimination,
Harassment & Retaliation, Workplace Violence Prevention Policy, and Responsible & Ethical Recruitment
Policy.

I do hereby certify that I have received the Murphy Family Restaurants Substance Abuse Policy
Statement/Drug and Alcohol Testing Policy and have had the Drug-Free Workplace Program explained to
me.

I understand that I may be required to submit to a drug and/or alcohol test when I have been involved in
an on-the-job accident and there is a reasonable possibility that the drug or alcohol use by me was a
contributing factor to the reported injury or illness and where personal injury, property damage occurs, or
when a significant loss of company funds or property occurs.

I understand that failure to comply with a drug or alcohol testing request, tampering with urine or other
samples, or a positive result may lead to termination of employment. I also understand that my ability
to receive Workers’ Compensation benefits for injuries may be affected if I refuse to submit to or
cooperate with a blood or urine test following an on-the-job accident with which I am involved,
and that a positive drug/alcohol screen may result in the denial of Workers’ Compensation
benefits.

I understand that I am on a thirty (30) day probationary period. If during the 30-Day Probationary Period, I
commit a violation of any policy, I will be subject to disciplinary action up to and including immediate
termination. At any time during the probationary period, either I or the Company may terminate the
employment relationship with or without cause or advance notice.

I understand and agree that nothing in the employee handbook creates a promise or representation of
continued employment and that employment at the Company is employment at-will; employment may be
terminated at the will of either the Company or myself. My signature certifies that I understand that the
foregoing agreement regarding my at–will status is the sole and entire agreement between the Company
and myself concerning the duration of my employment and the circumstances under which my
employment may be terminated. It supersedes all agreements, understandings, and representations
concerning my employment with the Company.

I understand that except for my at-will status, all policies can be changed at any time by the Company.
The Company reserves the right to change my hours, wages, and working conditions at any time. I
understand and agree that other than the owner-operator of the Company, no manager, supervisor, or
representative of the Company has authority to enter into any agreement, express or implied, for
employment for any specific period of time, or to make any agreement for employment other than at-will;
only the owner-operator has the authority to make any such agreement and then only in writing, signed by
the owner-operator.

Employee’s Signature___________________________________________________
Employee’s Printed Name________________________________________________
Date_________________________________________________________________

A copy of the Confirmation of Receipt of Handbook will be retained

in the employee's personnel file.
45
The policies outline herein are periodically reviewed and subject to changewithout notice at any time.
June 2024