Gilley Enterprises, Inc.

Workplace Violence Prevention Policy

About this Policy

Gilley Enterprises, Inc. independently owns and operates this McDonald’s-brand
restaurant (“Restaurant”) and is your employer, not McDonald’s Corporation or
McDonald’s USA. Here, at Gilley Enterprises, Inc., we are committed to providing a
workplace that is free from violence or any other behavior that jeopardizes the
safety and well-being of our employees and guests.

Definition of Workplace Violence

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

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

o Hitting, punching, kicking, pushing, or inappropriately touching another

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

In the interest of protecting the safety and security of our employees and guests,
we reserve the right to address any behavior in addition to that described above,

1
whenever the behavior is disruptive, concerning, or generates a reasonable concern
for the well-being of Restaurant employees or guests.

Drugs and Alcohol

Employees are not permitted to use or possess alcohol on Company property,

except where alcohol is specifically permitted at a Company-sponsored event.
Employees may not possess, consume, sell, or distribute illegal drugs, including
marijuana, in the workplace, and employees are prohibited from working while
under the influence of alcohol, illegal drugs, or any other substance that could
prevent them from performing their job safely.

Weapons in the Workplace

Employees are prohibited from possessing a firearm or other weapon on Company

property, including parking areas, except in states that allow employees the right to
store firearms on Company property in their private vehicles. Under these
circumstances, employees must store any firearm out of plain site and keep their
vehicles locked while on Company property. Weapons may not be handled or
displayed on Company property, even in private vehicles.

When, Where, and To Whom This Policy Applies

This policy applies to all Restaurant employees and staff, as well as vendors and
contractor while engaged in business with the Restaurant.

We do not tolerate violence by or against anyone who works in this Restaurant nor
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 or foreseeable
impact on the Restaurant, its employees or guests

For Guest or Customer Threats Specifically

2
  Threatening, erratic, or aggressive behavior by guests/customers should be
reported immediately to local police using 911
 If the risk of violence is imminent, employees should immediately act to
protect themselves, move to a place of safety, and then call 911 to report
the incident
 Employees should only attempt to help others or de-escalate the situation if
they can do so without jeopardizing their own safety (access the U.S.
Security resource on de-escalating aggressive behavior for more information)
 Do not engage or confront potentially violent guests/customers or follow
them from inside store or office locations
 Failure of a customer to stop threatening or inappropriate behavior may
result in the customer being removed from the premises and future access
being restricted
 If your organization has any questions, please contact your Field Security
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 must immediately 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
 [email protected]
 1(866) 396-4846

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 this Gilley Enterprises, Inc. 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.

3
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 in good faith, 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.

Violence Outside of Work

Some employees may experience violence or the threat of violence by a current or

former spouse, domestic partner, boyfriend/girlfriend, family member, or friend. We
strongly encourage employees experiencing violence in their personal relationships
to seek outside resources, including law enforcement (when appropriate), for
assistance.

Some resources that you may find helpful are located at:

 National Domestic Violence Hotline at 1-800-799-7233 or TTY 1-800-787-

3224, or by online chat
 National Sexual Assault Hotline at 1-800-656-4673, or by online chat

This Restaurant requires employees to immediately notify the General Manager or

Supervisor of any situation that could reasonably present the risk of on-the-job
violence or may impact the workplace, using any one of the reporting mechanisms
discussed below. When appropriate, this Restaurant will implement a plan for at-
risk employees to reduce the likelihood of a potential confrontation in the
workplace.

Employees who apply for or obtain a temporary or permanent Protective Order or

Restraining Order that includes the company premises must immediately notify the
General Manager or Supervisor and provide the General Manager or supervisor with
copies of any petition or declaration seeking such orders, proof of service, and the
signed court order.

We are committed to supporting victims of relationship violence by enforcing any

restraining orders at the workplace and by providing referrals for benefits and
resources for assistance.

4
FAQs on Gilley Enterprises, Inc. Workplace Violence Policy

Why did Gilley Enterprises, Inc. develop this policy?

We are a people-first Restaurant. We care about you and the experience you have
working here. We have resources to assist you. We are all in this together, and we
are stronger and better when we work together to keep this Restaurant a safe and
violence-free work environment.

Who is covered by this policy?

This policy applies to all Restaurant employees and staff.

What type of conduct does the policy prohibit?

Gilley Enterprises, Inc. is committed to maintaining a work environment that is

healthy, safe, productive, and inclusive for all—this policy prohibits employees and
staff members from doing anything that makes a guest or another employee feel
unsafe or uncomfortable. This includes any type of violence, or even the threat of
violence, as well as any type of inappropriate or disrespectful comment or
communication. Sometimes, an employee or staff member can violate this policy
even when they do something when they are away from the workplace or not
working.

Who should I contact if I have observed or experienced violent behavior?

Reports of violent, disruptive, or other concerning behavior should be made

immediately to any of the following:

 This Restaurant’s General Manager.

 Supervisor
 [email protected]
 1(866)396-4846

Reports can be made anonymously.

Emergencies and immediate threats of harm must be reported to the police

or other emergency personnel without delay.

What will happen if I raise a concern?

All reported incidents will be investigated impartially and as quickly as possible.

Gilley Enterprises, Inc. will treat all investigations, including the names of the
people who report issues and those who cooperate during investigations, as

5
confidential matters, but in some cases, certain disclosures may be necessary to
fully investigate the complaint, to protect other workers, to take corrective action,
or are required by law.

In appropriate circumstances, Gilley Enterprises, Inc. may inform the person who
reported the issue of the results of the investigation, but in most cases, the results
of the investigation will not be shared with employees so that the privacy of all
individuals is respected.

After the investigation of your complaint is completed, if you have any continuing
concerns or wish to provide information about any other situation that makes you
feel uncomfortable, please reach out to the Restaurant’s HR personnel or the
resources listed above.

Will I be protected from retaliation?

Yes. Retaliation against anyone who makes a complaint in good faith under this
policy or who participates in any investigation is strictly prohibited.

Retaliation means punishing someone or taking a negative employment action

because someone raised a concern or complaint under this policy, or because
someone participated in an investigation. Examples might include:

 Termination of employment;
 Reduction in pay or hours, or changes in work assignments;
 Disciplining, or reassigning someone; or
 Demoting or transferring an employee.

Anyone found to have retaliated against someone for raising any concern under this
Policy will be subject to disciplinary action under our disciplinary procedures.

Employees may report actual or potential acts of workplace violence or workplace

misconduct anonymously.

What will happen if an investigation finds that inappropriate behavior has

occurred?

If our investigation confirms that this Policy has been violated or that other
inappropriate conduct has occurred, the Restaurant will take immediate corrective
action that is proportionate to the violation. Corrective action can come in any form,
including termination, reassignment to another job or location, changes in reporting
relationships, written warning, training, coaching, counseling, and/or other
measures that the Restaurant deems appropriate under the circumstances.

As an employee, what is expected of me under this policy?

6
All Restaurant employees and staff are expected to:

 Treat everyone with respect and dignity.

 Be accountable for their actions.
 Help create a work environment that is safe and free of violence.
 Report any incidents of violent, threatening, disruptive, disrespectful, or
inappropriate behavior that affects anyone in the workplace.
 Complete all required training.

As a manager, what is expected of me under this policy?

In addition to the above, managers and supervisors are expected to:

 Model safe and respectful behavior.

 Report all incidents of violent, threatening, disruptive, disrespectful, or
inappropriate behavior when they become aware of them.
 Take reported incidents of misconduct seriously, and call law enforcement
when there is an imminent threat.
 Investigate allegations of violent behavior promptly and thoroughly in
partnership with Jennifer Thomas or James Laird.
 Impose timely and proportionate corrective action when warranted.
 Participate in training on how to create a safer workplace through conflict
resolution.

What should I do if I think my partner or someone else I know will try to

hurt me while I’m at work?

If you believe you are in danger or at imminent risk of harm, move to a place of
safety, if possible, and immediately call police or 911. Then notify the General
Manager or Supervisor of the situation as soon as you can.

Immediately notify the General Manager or Supervior if you apply for or obtain a
temporary or permanent Protective Order or Restraining Order that includes
company premises.