Associate Handbook (7.14.08)

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Important Notice

The information contained in this handbook has been developed solely for use by Applebee’s restaurants. It is not intended to be adefinitive manual for franchisee use as to its operation of an Applebee’s restaurant. A franchisee should use this handbook only asan example. Certain information may not comply with the state laws in which the franchisee operates and in addition, afranchisee’s particular location or discretionary procedures may require handbook changes. Please seek independent legal advice.

Applebee’s Welcomes You . . . . . . . . . . . . . . . . 2

Disclaimer . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3

Lookin’ Good In the Neighborhood . . . . . . . . 4

Show Me the Money . . . . . . . . . . . . . . . . . . . . . 6

More Job Information . . . . . . . . . . . . . . . . . . . 7Eatin’ Good In the NeighborhoodRecognition ProgramsMeetingsFeedbackMovingHolidaysVacations

Doing the Right Thing . . . . . . . . . . . . . . . . . . . 9Business Gifts and PaymentsPolitical and Community Activities andContributionsConflicts of InterestUsing Private Company InformationOn and Off the Job ConductInternational RelationsViolations of the Code of Conduct

Keeping On the Right Track . . . . . . . . . . . . . 11Having Visitors at WorkParking, Eating, Drinking and SmokingThe PressPrivacyProgressive Discipline

Falling Off Track . . . . . . . . . . . . . . . . . . . . . . . 12

Working With Your Schedule . . . . . . . . . . . . 13TardinessIllnessWork Schedules and Time Off

Got a Problem? Let’s “Resolve It!” . . . . . . . . 15

Guest Relations . . . . . . . . . . . . . . . . . . . . . . . . 16AlcoholLost and FoundProper Attire for GuestsAnswering the Telephone

Seriously Serious Stuff . . . . . . . . . . . . . . . . . 18WeaponsRobberiesFiresSafety in GeneralBartendingNo Strip Search AllowedAnti-Discrimination and Anti-Harassment

Good Stuff to Know . . . . . . . . . . . . . . . . . . . . . 20Family and Medical Leave ActTipsWorker’s CompensationJury Duty, Military Duty and A Death in Your Family

Appendix . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21Family and Medical Leave ActMedical LeaveJury DutyMilitary Leaves of AbsenceDeath in the FamilyHolidaysVacationInsuranceTip ReportingResolve It! ProgramAnti-Discrimination and Anti-Harassment PolicySafetyApplebee’s Slip-Resistant Shoe PolicyWorkers’ CompensationAssociate IllnessAlcohol and Substance Abuse Policy

Applebee’s Restaurants Associate Handbook • Rev. 7/5/06 Applebee's IP LLC © 2008

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Applebee’s Restaurants Associate Handbook

Contents

Applebee’s Restaurants Associate Handbook • Rev. 7/5/06Applebee's IP LLC © 2008

At Applebee’s, our mission is to nourish,enrich and celebrate our Associates, our Guestsand our communities. Now it’s your mission, too.And since we think you’re worth it, we’ll makesure Applebee’s challenges your imagination andencourages you to explore and better your world.

When you join the Applebee’s team, you’resaying — “I don’t settle for second best.” Neitherdo we and that’s why we developed the conceptwe call: BIG Fun TRIP.

It’s an easy way to remember how and whywe do business in this neighborhood — the wayyou’ll do business as an Applebee’s Associate.

Here’s what it means:

BALANCE: Have balance in your personal andprofessional life.

INNOVATION: Take risks, learn from mistakes.

GUEST DRIVEN: All we do, we do for our Guests.

FUN: Enjoy. Smile. Laugh.

TEAMWORK: It’s what makes us work as acompany.

RESULTS: Set and meet your goals.

INTEGRITY: Be trustworthy in all your dealings.

PASSION FOR SERVICE: When you’reenthusiastic, it shows.

You may not climb Mt. Everest, swim theEnglish Channel, travel to another star system orwin the Nobel prize. But then again — maybe youwill. You are the only person who can set yourboundaries, define your limits, determine yourdirection — no one else.

So go ahead — tap into that potential. Climbas high as you want, swim as fast as you can,reach up and touch the stars, conquer theimpossible: We are confident that nothing isbeyond your grasp and that you will further ourvision of becoming the world’s favorite neighbor.

We already know how smart and capable youare. That’s why you’re here, in our neighborhood,a member of the Applebee’s team. And we onlyhire the best.

Welcome to Applebee’s — you’re embarkingon a BIG Fun TRIP like you’ve never taken before.You’re going to love it here.

Lloyd L. Hill

Chairman and Chief Executive Officer

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Applebee’s Welcomes You To The Neighborhood


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Make Our Lawyers’ Day ByReading This Disclaimer:

You probably think just reading this handbook and going throughyour training period is enough to make you a good Applebee’sAssociate. Nope. We also have to tell you what we’re NOT sayinghere. We think the people in the Applebee’s neighborhood — yournew neighborhood — are a little bit higher up on the food chain thanmost. But unfortunately our very competent and highly-paid lawyerssay that’s not good enough. We still have to disclaim some stuff toyou. Working at Applebee’s is a lot more exciting than this. Wepromise. Now here’s the $64,000.00 disclaimer:

“Applebee’s may change the policies set forth in this handbook at

any time, for any reason, with or without notice to Associates.

Nothing in this handbook is intended to constitute an employment

contract, and all Associates are employed at the will of Applebee’s.

Nothing in this handbook is intended to create an employment

relationship of any definite duration, nor shall anything in this

handbook be interpreted as a waiver by Applebee’s or its

subsidiaries of their rights to terminate any Associate at any time,

with or without cause or notice. No person, other than the CEO of

Applebee’s, has the authority to make representations to the

contrary.”


Lookin’ Good In theNeighborhoodLooking Good

Applebee's appreciates individuality and we encourage you toexpress yours – before and after work, but not during it. Why do wehave that policy? Let's look at Sam the Server for an answer. Samlikes to stand out from the crowd, so he's decided to wait on hiscustomers while wearing one of his socks on his head. Yes, it'sstrange, but if Applebee's didn't have a dress code or rules on whatyou can and cannot wear, then Sam might do just that.

Style – The Applebee's Way

Shirt Of course, with Sam's sense of fashion, we're not about tothrow him out in the dining room without help. We provideAssociates with two Applebee's logo red/black golf shirts. At aminimum, we expect the bottom button to stay fastened. Noadditional shirts are allowed over or under your golf shirt. Exception:on chilly days you can wear matching turtlenecks under your golfshirt or long-sleeve polo shirt (available for purchase throughapproved vendors). Applebee's has to give prior approval before anypromotional T-shirts can be worn. Neighborhood Experts may wearthe approved Neighborhood Expert polo shirts.

What's in a Name?

Name Tag We provide you with a name tag (using clear tapewith black typed lettering). Wear it while on duty. Lose it and youhave to buy another one. You can also wear up to three Applebee'spromotional buttons or stickers (and that includes your name tag).Why a name tag? Because guests will want to know your namewhen you wow them with your service!

Who Wears the Pants (or Shorts) Around Here?

Pants or Shorts Servers should wear solid black dress pants orshorts. No denim, corduroy, patterns, cargo, baggies, pedalpushers/capris, tight-fitting stretch fabrics or stitched pockets. Shortsshouldn't be more than two inches above the knee and, please, save thelong skirts for formal occasions. Keep them no more than two inchesabove or below the knee. And we do insist that Sam – and all of ourAssociates – keep their shirts and the rest of their work clothes, clean,neat and pressed. In other words, come to work looking like theambassador of Applebee's that you are, not like you slept on a parkbench.

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Be an ambassador ofApplebee’s

A clean, well-groomed, natural

appearance

Wear your Applebee’sshirt

Shoes with slip-resistant soles

Limited jewelry

No excessive make-up, facialdecorations or

tattoos visible to the Guests


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Got Belt Loops?

Belt Now you're dressed and almost ready for work. Uh-oh.Where's your belt? Got belt loops, you wear a black belt. No beltloops, you don't have to.

Applebee's Style

Apron If you're a server, we'll add an apron to yourworking wardrobe so you don't have to worry about whatto wear to work. And neither do we.

If the Shoes (and Socks) Fit

Shoes and Socks Sam is teetering down the aisle with abig tray of food. Why is he teetering? Because he's wearingroller blades! Sam needs to be very careful or he'll lose hisbalance and dump that big tray of food right in that guest's lap.So Sam saves his blades for after work. Instead he wears clean,polished, closed-toe, slip-resistant, plain, dark leather shoes withmatching socks. No boots, high heels, sandals, clogs or slingbacksallowed. If he's wearing shorts (or, in the case of a female, a skirt)he should wear white slip-resistant shoes and white anklets orcrew-length socks. Females can also wear suntan hosiery.

Rings on Your Fingers…But Not Through Your Nose

Jewelry Applebee's doesn't want you coming to work withstuds and rings from head to toe. We have nothing against jewelry -in fact, you can wear one ring on each hand (but we're generous - awedding set counts as one), one necklace, a matched pair of piercedearrings that don't extend more than a half inch below your earlobes. Rings or jewelry in the nose, eyebrow, tongue or other visibleskin surfaces must be removed during any shift at the restaurant.Like socks on your head, if you don't see anything saying you can,then you can't. It's that simple.

Rapunzel Doesn't Work Here

Hair Hair should be neat, washed and groomed. If longer thancollar length, you must tie it back for health reasons. No loosestrands are allowed to hang around the face or neck. Unnatural haircolors and extreme styles will not be permitted. All facial hair(beards, mustaches and sideburns) must be neat and trimmed. If youwant lime green hair be advised: We are not amused. Our objectiveat Applebee's is to enhance our guests' appetites, not destroy them.


Don't Come to Work Smelling Like the Gym

Grooming While we like for our Associates to be physically fit,don't come to work smelling like a locker room right after abasketball game. One whiff of Eau de Sam as he prepares to take aguest's order and you're looking at an empty seat. Can you blamethem? Applebee's expects its Associates to maintain a professionalimage, including good personal hygiene, clean nails, appropriatemake-up and groomed hair. Visible tattoos must be covered duringany shift at the restaurant.

Meanwhile, Back in the Kitchen

Kitchen Dress Code What about the kitchen dudes anddudettes? We don't like for anyone to feel left out. So, you are issuedan apron, a hat, and a couple of those fashionable Applebee's shirts.You can wear them with dark blue or black slacks or jeans. Darkleather shoes or leather tennis shoes with non-slip soles completethe picture. We don't want you propelled across a wet floor like ahuman hockey puck.

Just like the folks up front, we expect you to bathe regularly,keep your nails trimmed and clean, your hair neatly groomedand up under that hat – which you've got to wear all the time.

You can wear a pair of small earrings, but leave off therest of the jewelry. It's for your own safety. Really.

Show Me the MoneyPaychecks

When will you get paid? Pick up your paycheck everyother Friday between two and five. Yes, we mean p.m. You

want the Manager to sleep in the restaurant?

Tips

You have to report them – all of them. Don’t get mad at us. Wedidn’t make the law.

For lots of absolutely fascinating legal stuff about paychecks andtips, or if you’re having trouble sleeping, check out the back of thebook in the Appendix.

Insurance

Applebee’s offers health insurance to all active Associates.Please refer to your Benefits book for details.

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Paychecks: every other Friday

Tips must bereported

Insurance: very basic or

comprehensive

Lookin’ Good In the Neighborhood . . . continued


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More Job InformationEatin’ Good In the Neighborhood

Kitchen Associates may eat free — up to $8.00 per day. Ask yourManager and she’ll tell you the rules. Everybody else gets half offregular price menu items. There is a catch, though: You can’t buyalcohol and you can’t buy food and take it somewhere else to eat. Oh —and you can’t take the leftovers home and give them to your best budbecause you don’t get doggie bags, either. Besides, have you ever seenthe Queen of England walk out of a restaurant clutching a doggie bag?

Your meals must be paid for and rung up, just like anyone else’s.The Manager will show you where you can eat and when.

Recognition Programs — You Did Good

Some lucky Associate at each restaurant each month (and whois paid on an hourly basis) will be named an AppleSTAR. So what,you say? It means you have been selected as one of Applebee’s bestand brightest and we want everyone to know it. In recognition ofyour excellence, you receive an AppleSTAR pin. (Was that you weheard going “Woo-hoo”? Will you please let us finish?)

You also get your nameplate on a plaque that all your fans andadmirers can see. Bet that’ll make you feel like royalty. Oh — onemore little thing: You also get 50 Apple Bucks. Yeah — we thoughtyou’d like that part.

The monthly winners are eligible for the AppleSTAR of the YearAward. We pick one from each restaurant. In addition to beingrecognized as AppleSTAR of the Year for your neighborhoodApplebee’s, you also get a week’s paid vacation and 250 AppleBucks. Seeing stars yet?

YYou’ve Stuck Around the Neighborhood

For those of you who know a good thing when you find it, we havesome pins. No, not the kind you write with. That’s p-e-n-s. We’re talkingp-i-n-s. The kind famous military heroes wear. Only smaller and cuter.You get one at 1, 3, 5, 10, 15 and 20 years of working in the neighbor-hood. If you want to know more about them, ask your Manager.

Meetings in Your Neighborhood

Surprise! You get paid for attending restaurant meetings.


You Don’t Work in a Vacuum

Your Manager will go over your job performance with you twice ayear: April-May and October-November. This process is called P.I.P.(Performance Improvement Process), which you will hear more aboutas time goes by. You’ll have your first review during the period thatfollows your initial employment. Rule of thumb is you need to work atleast 60 days to receive a performance review. Want it spelled out? Ifyou start in February, you’ll be reviewed in the April-May period. Afterthat, you will receive a review every six months.

During these reviews your Manager will give you advice onimproving your performance. It’s a good time to ask questions, too.Job-related ones, that is.

Moving?

Need a transfer? Ask. No guarantees, but we’ll do our best. Wehave over 1,800 options!

Holidays?

We’re closed for Thanksgiving and Christmas (Woo-hoo!), open allother holidays.

Vacations?

You bet. You'll earn prorated vacationhours based on the average number ofhours worked in your first year ofemployment. To qualify, you mustaverage at least 30 hours per week,worked at least 780 hours and must have

been employed for one year.

But that's not all! Vacation time after yourfirst year is renewed every January 1st. If youcontinue to average over 30 hours per week, you

will receive one week of vacation each January1st. That's a week more than the Queen of

England! Beginning January 1st of your 4thanniversary year, you get two weeks vacation. Please

refer to your Benefits guide for details.

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More Job Information . . . continued


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It's not cut and dried, like algebra. There are some otherconditions you have to meet, like giving your Manager 30 daysnotice that you want to take your vacation and taking it by acertain time or it becomes toast and you lose it – stuff likethat. Don’t save it until November and December –remember that’s our busiest season. Plan your vacationsbefore this time of year. Our best advice is to just ask theManager when and if you're eligible for one and if thelaws of your state change anything for you. The Managercan also tell you how your vacation pay is determined.(Bet you knew we'd say that.)

Doing the Right ThingDoing the "right thing" means something different to

each one of you. But at Applebee's, it's simple. Doing theright thing for us means being a good neighbor in all ourneighborhoods.

The human resources gurus at Applebee's help out by making thislist of rules for you: Never run with scissors, always wear cleanunderwear and put that pencil down or you'll poke your eye out. Uh,wait a minute. Those are the wrong ones. Sorry about that. Here we go.

First, let us say you can read about these rules in detail by loggingon to www.applebees.com for the complete Code of Conduct. But, inthe interests of simplifying things and because we're such nice guysand gals, we'll give you the Cliff's Notes® version here. Ready?

This Code sets the standards of ethical conduct for Applebee'sand applies to all Associates, as well as the board of directors.

How About A Round of Golf?

Business Gifts and Payments A beer vendor offers youprofessional sports tickets worth more than $25. Can you keepthem? (Answer: In this case, no.) Rule: You cannot accept a gift,favor, loan, service or anything else of value worth more than $25from someone with whom Applebee's does business, unless youfollow Applebee's approval process. Check with your supervisor on acase-by-case basis, or read the complete Code of Conduct for therules pertaining to business gifts and payments.


Care To Buy Some Candy For A Good Cause?

Political and Community Activities and Contributions You pull ashift at the local shelter for homeless reptiles, work on your cousinZeppo's political campaign or help your child sell wrapping paper toraise money for her school. Applebee's applauds you for being socivic-minded, but please, don't bring it to work. Rule: The only businesswe want to see conducted on our premises is Applebee's business,including authorized charity or fundraising events like the Heidi Fund.

In-laws, Ethics And Bribery…What Do They Have In

Common?

Conflicts of Interest In addition to Applebee's let's say you alsowork for a competing restaurant chain and the manager asks you tofind out what new promotions Applebee's is considering. Don't do it!We all have mental lists of things we should avoid, like tarantulas thesize of washing machines or a brother-in-law who always borrowsmoney and never pays it back. Here's one more for your list. Rule:Avoid conflicts of interest, which means anything that's in conflictwith Applebee's best interests. Want some examples? Besidesdating subordinates and giving away food, you can't take bribes ordo things that compromise company ethics or rules. For moreexamples, take a look at the complete Code of Conduct and, if youneed anything clarified, ask your supervisor.

Hey Can You Keep A Secret?

Using Private Company Information (Insider Trading) Applebee'sprohibits using confidential information when buying or sellingApplebee's stock. So if you feel like telling your Uncle Lester to buyApplebee's stock because of the new initiative that's not yet beenpublicly released, you could be prosecuted for insider trading. Rule:You can't divulge private Applebee's information to anyone unless ithas been publicly released.

Go To Jail And Do Not Pass Go

On and Off the Job Conduct Can you get fired for a getting a DUIeven if it has nothing to do with work? What about celebrating yourbirthday at Applebee's and you cause a scene after having a few toomany Perfect Margaritas? Yes, if the incident negatively impactsApplebee's business or brand. Applebee's is proud of our Associatesand we want to stay that way, whether you're on or off duty. Rule:Your behavior reflects on Applebee's and by doing something illegalor unethical, you hurt the company's good name. We take ourstanding in the neighborhood seriously and want you to do the same.

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Doing the Right Thing . . . continued


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Like A Good Neighbor

International Relations Our Code of Conduct also covers thingslike how to be an international good neighbor. For Associatesserving on Apple Elite, this is particularly applicable. Rule:Remember we're guests in another country and respect thatcountry's traditions and laws.

Citizen's Arrest!

Violations of the Code of Conduct We also expect honesty fromour Associates. Say, for example, your supervisor is dating one of theAssociates or an Associate receives an expensive gift from a vendor.Rule: If you think you might have violated the Code of Conduct orknow someone else who has, you must report it. You may speak withyour supervisor or Area Director or call the Resolve It! Hotline at 1-877-792-6315. You don't even have to give your name. You may alsovoice your concerns without fear of retaliation. It's that simple.

One last word: If you have a question about the Applebee's Codeof Conduct ask your supervisor. And finally, go read the completeCode of Conduct at www.applebees.com. You'll thank us later –really.

Keeping On the Right TrackHaving Visitors at Work

One word: Not allowed. OK, it’s two words, but you get the picture.

Parking, Eating, Drinking and Smoking

We’ll be brief here: Only park your car where the Manager saysyou can — and eat, drink and smoke only in places your Managerdesignates. See?

The Press

Don’t discuss Applebee’s business with other people. And don’tspeak to the press as an Applebee’s representative. We have peoplewho are actually paid to do that and it hurts their feelings whensomeone else does it for them. Let them do their own jobs. Besides,the camera always adds 10 pounds and who needs that?


Privacy

We will respect your privacy and share personal informationabout you only with those who have a need or right to know; but weexpect you to do the same for your fellow Associates, including lastnames, phone numbers or even their favorite color. It’s aboutprotecting your Associates and respecting their privacy.

Progressive Discipline

If you mess up, we’ll probably make you stand in a corner in thedining room during peak lunch hour traffic with a dunce cap on yourhead and a sign that says “Kick Me.” OK, OK. That’s what wewanted to do, but some big shots at corporate said we couldn’t.Spoiled sports.

Finally, after suggestions ranging from the guillotine to atimeout, we decided that for violating work standards or policies, thefollowing process normally applies:

1. Coaching and Counseling

2. Oral warning

3. Written warning

4. Suspension pending separation

The “consequence” you get depends on what you’ve done todeserve it. Based on the seriousness of the violation, or otherfactors, action up to and including termination may apply regardlessof this process. We think it’s pretty fair and easy to understand.

Falling Off TrackHere are some things that will cause you to be suspended (and

most likely terminated) on the spot. Not only are they against ourpolicy, but they’re also against the law and, when it comes to anythinglisted here, our sense of humor dries up.

Here’s the list — and remember — don’t go there.

Possessing or using illegal drugs in the restaurant (including the parking lot)

Violence of any sort

Stealing

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Keeping On the Right Track . . . continued


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Credit Card Fraud (adding additional tip money or changing a Guest signature is a felony)

Falsifying documents (that means forging or lying on them)

Harassment

Serving alcohol to a minor

We take violation of the law very seriously andprosecute all cases of theft and fraud. If you know ofsomeone who is violating the law in any way, youmake speak with your Manager, Area Director or callthe Resolve It! Hotline at (877) 792-6315. You canremain anonymous or give us your name. Whatevermakes you comfortable.

Working With Your ScheduleThings You Should Already Know,But We’re Going to Tell You Anyway:

Being the intelligent, compassionate and thoroughly cool peoplewe are, we understand that sometimes things happen that mayimpact your work day. In other words, you might on occasion have areason to be late, or be sick or need to rearrange your workschedule. Here are some guidelines:

Excuses, Excuses

Don’t be late to work. But if it’s unavoidable (say a meteor hitsyour car), then — call the Manager prior to the scheduled shift withthe reason and the approximate arrival time. And please don’t make ita habit. Excessive or frequent tardiness may lead to “consequences.”

My Tummy Hurts

Achoo! Achoo! Achoo! Ahhhh, nothing like having Typhoid Mary— the one with the drippy nose — carrying food from the kitchen. OrJoe — the cook with the cough — slaving over a hot stove. Can anyonesay “Yuck!?”


The point here is, if you’re sick, stay home. But playfair. Find someone to work for you. Then call the

Manager and let him know you’re sick and tell himwho’s working in your place. And make sure the personwho’s working for you calls him, too. Try to contact himas far in advance as you can and give him an idea ofwhen you’ll be back. We know, we know — you don’thave a crystal ball and if you did we’d all be workingfor you. But if a 24 hour bug is going around and youhave the symptoms, you don’t have to be a rocketscientist to hazard a guess as to when you’ll feel a littlebetter. Got it?

For more details regarding Associate Illness, pleasesee the Appendix to this Handbook.

About That Work Schedule

Schedules are posted weekly and aren’t carved in stone. TheManager can make changes when she sees the need. And you canask for a change if you find someone to work for you and get theManager’s written permission.

Don’t put in overtime without permission and try to keepchanges as scarce as llamas in rock bands. Please makeappointments with your Applebee’s schedule in mind.

If you need time off, check with the Manager. Most of them arepretty nice guys/gals. Ask ahead of time. That means like a month orso, and give it to them in writing. (They forget a lot.) If your cousinYoda, who’s never even seen a space ship, is finally getting marriedand you’re the best man, we’ll do our best to get you to the ceremony.

Be sure to clock in on the time clock. Remember, NEVER clockin or out for another Associate and NEVER change a time card. Noexceptions. No excuses.

As much as we appreciate your commitment and loyalty, it'sagainst the law for you to work without getting paid. So, never workoff the clock – never, ever. We take our obligation to pay you foryour hard work so seriously that if you do work off the clock, youcan be disciplined for it, up to and including termination.

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Working With Your Schedule . . . continued


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Got a Problem? Let’s “Resolve It!”Works and Plays Well With Others

Keisha has a problem with Sam and knows just how to handle it.No — she can’t legally tie him up and leave him in a store room. Notonly do the police frown on it, but Sam will be right backto his same old irritating ways as soon as he figuresout how to untie a sailor’s knot.

Besides, Keisha knows the rules, and — unlikeour buddy Sam — she follows them. So, what doesKeisha do? If you said she resolves it by followingthe steps of the “Resolve It!” Program, you’reabsolutely right! The Manager will take a look at what’sbugging Keisha and get back to her within three businessdays.

Problems with a coworker aren’t the only ones totake to the Manager. Her door’s open to any job-related issue. And no, you shouldn’t feel guilty abouttalking to her. That’s her job. And besides, it makesher feel needed. But what if Keisha doesn’t want totell her Manager for some reason?

She can tell the Area Director; or

She can call the Associate Hotline at 1-877-792-6315.

The answer is either of the above. And don’tworry about anyone retaliating against you. That doesn’t fly atApplebee’s. Just tell us if it happens and we’ll take care of it orthem.

You can also call in problems or issues without giving yourname. Yep. Anonymity!

(Remember: Associate Hotline: 1-877-792-6315. Response timeto complaint: No later than two weeks.)

For more details regarding the Resolve It! Program, please seethe Appendix to this Handbook.


Guests Will Be GuestsHere are a few quickie rules for dealing with Guests. Remember

what Sam would do in each of these three cases — then do just theopposite. Remember, even if you don’t think the Guest is alwaysright, you must always treat them as Guests.

Show Me The Way To Go Home

We expect our Associates to perform 3 important assignments whenserving alcohol:

1. Checking for proper Identification

2. Monitoring Guest consumption & behavior

3. Notification to a Manager when appropriate

CARDINAL RULE: Don’t sell alcohol to anyone who looksyounger than 30 without seeing his ID. Make sure the face matchesthe ID. (Hint: If a guy shows you an ID of a girl, then it’s probablynot really him.) Check the year of birth (remember all that highschool math you thought you’d never use again?) and if the Guestisn’t old enough, tell him “No.” Then — you guessed it — TELL THEMANAGER. Even if there’s a tiny, itsy bitsy chance they are under30, card them – NO EXCEPTIONS!

For more information concerning Applebee’s policy on alcohol,please see the Appendix.

Excuse Me, Did You Happen to Find a Pair of False

Teeth When You Were Cleaning That Table?

If Mr. Guest leaves his shoes under the table, take them to THEMANAGER and he will lock them up for safekeeping until Mr. Guestdecides to come back for them. The same thing goes for other loststuff — like false teeth, mood rings and wigs. You know, the usualthings people leave behind at a restaurant. If you find a purse or awallet, don’t open it — just hand it to the Manager.

Clothes May Not Make the Man, But He Can’t

Frequent This Neighborhood Without Them

If Mr. Guest tries to come in wearing nothing but pants, gentlyadvise him that the health laws frown upon partially clad Guests.(Just say, “I’m sorry, sir, but we can’t accommodate you unless youare wearing a shirt/shoes.”)

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Alcohol usage

Inappropriatebehavior

Checking IDs

Found property

Proper dress

Telephone calls forGuests


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And if any Guest comes in looking extremelypeculiar (say wearing a space suit or a toga made from awooly mammoth skin or disguised as a large, white bunnyrabbit) then TELL THE MANAGER. Applebee’s Managersare highly skilled, well-trained professionals who are right athome dealing with space cadets and six-foot tall rabbits.

Would You Mind Answering the Phone?

If Mr. Guest calls and has a question, make it yourmission to answer the telephone on no more than tworings. This should not be attempted if you are servingsomeone his dinner. But if you walk past a ringing phoneand you are not otherwise occupied, then answer it. Bepolite. Answer Mr. Guest’s questions if you can. If Mr.Guest only speaks a foreign language and you don’t,then see if someone else can help him.

What do you do if Mr. Guest asks a question you can’t answer —say he calls and says, “How much wood could a woodchuck chuck ifa woodchuck could chuck wood?” That’s right — you know theanswer: GIVE THE CALL TO THE MANAGER! In addition to hisincredible people-managing skills, he’s also a fountain of knowledgeand will be able to handle any and all questions thrown at him.Especially ones about woodchucks.

To Sum It All Up

The rule of thumb is anytime you have a serious problem with aGuest or a question you can’t answer, find the guy or gal in chargeand tell him or her. Not only have we spent a lot of money trainingyour Manager to do a good job, but you owe it to your Manager tomake him or her feel appreciated.


Seriously Serious StuffThis stuff is seriously serious, so even though it’s at theback of the book, don’t think it’s not important. It is. It’s so

important that we won’t even let Sam near it. Now forsome straight talk:

Weapons

No employee (including Managers and Associates)may have a weapon on Applebee’s property or while

doing work for Applebee’s offsite. No knives, no guns, noexplosives, no weapons of any kind! This prohibition includesparking lots, except in states where the law explicitly

removes parking areas from the places that employers mayrestrict guns. If you see or suspect that a co-worker has a

weapon, TELL THE MANAGER IMMEDIATELY, and let themanager handle it.

Robberies

Dead heroes make lousy Associates. People who commitrobberies can be nervous and unpredictable. If you resist during arobbery, you could end up on the wrong end of a gun. No matterwhat you may think, you are not bulletproof. Cooperate completely,give the robbers whatever they want, don’t resist and don’t putyourself or our Guests at risk.

Fires

Each Applebee’s is equipped with fire extinguishers and a policyon handling fires. Pay attention when your trainer covers this topic.It could save a life.

Safety in General

Accidents: Report all of them to your Manager. If a Guest chokes,call a Manager without delay. He’s the one responsible foradministering first aid.

Some things you don’t do: Don’t throw things, ignore safetyinstructions, play around with equipment. That kind of stuff. If youhave a question about safety, ASK THE MANAGER. A good rule ofthumb is — if you aren’t following instructions, if something doesn’tseem right, if it’s something your mama wouldn’t let you do, then youshould check before you do it. In other words, when in doubt, ask.

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No weapons allowed

Robbery procedures

Fires

General safety rules

Bartending

No strip searchallowed


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Bartending

You can’t tend bar unless you’re 21 years old. That meansexactly what it says. No exceptions — ever. Not even to help for justa minute.

There are other jobs in the restaurant that may also have agerestrictions (they may vary from state to state). Ask your Managerbefore attempting to do something you have not been authorized to do.

No Strip Search Allowed

A guy calls a restaurant pretending to be a cop and talks aManager and an Associate into participating in a strip search.Sounds like the premise for a joke, but it's not. It's a scam.

At Applebee's we expect our Managers and Associates to usegood old-fashioned common sense. But, in case you need it spelledout for you, we will make our policy crystal clear: no strip search isallowed for any reason. That means you do not participate in orconduct one, nor do you allow one to be conducted upon you. Nojoking. No exceptions. No kidding.

Anti-Discrimination and Anti-Harassment

We are against discrimination and harassment(which includes sexual harassment). Period. They arenot tolerated in any form at Applebee’s — in otherwords, these are subjects we take very seriously. Ourpolicy forbids discrimination and harassment andspecifically defines these terms. It also tells you howto file a complaint, explains our commitment toconfidentiality and emphasizes that we will not allowretaliation.

It’s everyone’s job to keep the restaurant G-rated.And yes, that does include the music you play and thelanguage you use on Applebee’s premises.

See the Appendix to this handbook for full details.


Good Stuff to KnowBelow is a brief overview of more good stuff you ought to know.

Please check the appendix in the back of the book, where you willfind these topics explored in detail.

Family and Medical Leave Act

If you have worked for Applebee’s for at least one year and for1,250 hours over the previous 12 months, and if there are at least50 employees within 75 miles, you may be eligible for up to 12weeks unpaid, job-protected leave for certain family and medicalreasons. Unpaid leave must be granted for any of the followingreasons: to care for the employee’s child after birth, or placement foradoption or foster care; to care for the employee’s spouse, son ordaughter, or parent, who has a serious health condition; or for aserious health condition that makes the employee unable to performthe employee’s job.


Tips

It’s ugly, but someone has to say it: Your tips must be reported tothe tax guys as income, and yes, that means all your tips – 100%.

Now for the good part: The tips you report are used to helpcalculate the vacation pay you’ll get. It’ll help with major purchases,too, since your income is higher. It also helps you qualify for higherSocial Security and unemployment benefits. Feel better? Probablynot, but you have to do it anyway.


Worker’s Compensation

If you suffer a job-related illness or injury, you may be eligible forbenefits under Worker’s Compensation.


Jury Duty, Military Duty and a Death in Your Family

Applebee’s understands there are some things beyond yourcontrol and we cooperate fully with the law where it pertains tomatters such as these. We have special provisions regarding yourserving on a jury or being called to military service. We also realizea death in the family may require special arrangements at work.


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AppendixFamily and Medical Leave Act

On August 5, 1993 the Family and Medical Leave Act of 1993became law. In general, the new law requires the company to offerup to twelve (12) weeks of unpaid job protected leave during a 12-month period to an eligible Associate for one or more of thefollowing reasons:

The birth, adoption or foster care placement of a child.

The serious health condition of an Associate’s spouse, child orparent (not parent-in-law).

The Associate’s own serious health condition.

To be eligible for this leave, an Associate must provide MedicalCertification from their doctor. Or if the leave is for an older familymember (mother or father that needs care) his or her doctor willneed to fill out a form saying how long there will be a need forsomeone to care for the older family member. Associates must havebeen employed for at least 12 months, must have worked at least1,250 hours during the 12-month period immediately preceding thecommencement of the leave, and must have been employed at awork site where fifty (50) or more Associates are employed within a75-mile radius. If eligible, an Associate has the option of taking 12consecutive weeks of leave or, in certain situations, arrangingintermittent leave or a reduced leave schedule (reduced number ofhours worked per week or day).

Depending on the event, an Associate may elect to substitute anyaccrued paid vacation time, as part of the 12-week period if suchleave would otherwise be available. We may also require anAssociate on leave to report periodically on the status and intentionto return to work and, in some medical leave cases; we may requirecertification by a physician.

For additional details about the Family and Medical Leave Act,please contact your General Manager who will in turn contact theBenefits Department.

Medical Leave

Associates who do not qualify for the Family Medical Leave Actare eligible for an unpaid medial leave of absence for up to 12 weeksto care for a newborn or newly-adopted child or for seriously ill familymembers, or to recover from their own serious health condition.


Jury Duty

Associates will be granted leaves of absence for jury service.Associates will be paid the difference between the pay they receiveas a juror and the pay they would have received at work had theynot been on jury duty. You must present a pay voucher to yourManager who will forward this information to Payroll.

Military Leaves of Absence

The Company will grant unpaid leaves of absence to Reservistsand National Guard members provided leave is requested inadvance. You will not be required to take vacation time for weekendor summer camp training but may do so if you choose. EligibleAssociates who serve in the uniformed services of the United Stateswill be granted a military leave of absence for a period of up to fiveyears, pursuant to the Uniformed Services Employment andReemployment Rights Act (USERRA) of 1994.

Veterans will not be discriminated against because of absencedue to military service. Associates in good standing, who leave theirjobs for the purpose of entering military service, are eligible for re-employment.

Death in the Family

We recognize a death in the immediate family as a time whenabsence from work is necessary. Please let a Manager know if thissituation occurs and he/she will help you make arrangements tocover your schedule.

Holidays

Applebee’s is closed for business to observe the followingholidays:

Thanksgiving Day

Christmas Day

We are open for business on all other holidays.

Vacation

Whether it's spending time with family, traveling, taking care ofpersonal needs, or relaxing alone…vacation has a unique meaningfor each of us. However, we all can agree that everyone needs timeaway from work. That's why Applebee's provides a generousvacation policy, providing time off that increases the longer you workfor the company.

Please refer to your Benefits guide for details.

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Appendix . . . continued


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Using Your VacationWhen using your earned vacation time, remember…

• Schedule and have your supervisor approve all vacation timeat least 30 days in advance;

• You may use vacation time in one-week increments.

Preplan your vacation time so you can relax and enjoy!

If You Leave Applebee'sUnused vacation time may be paid out to you if you stop working

for Applebee's and you…

• Worked at Applebee's for at least one continuous year beforeleaving the company;

• Give standard 2-week advance written notice to yoursupervisor before leaving;

• Were not terminated due to gross misconduct, theft orconviction of a misdemeanor or felony involving moralturpitude (as verified by Applebee's Legal Department).

Note: in some states these termination provisions do not apply.

Events That Affect Vacation TimeHere are some events that affect how you earn vacation time at

Applebee's.

Military Leaves If you go on an approved active military leave ofabsence, you will continue to earn vacation time as if you were stillworking. Example: If you are a two year hourly Associate who iscalled to active military service for two years, you receive your twoweek grant of vacation upon your return to Applebee’s.

Promotion If you change positions or schedules mid-year, anychange in your vacation accrual will occur on the first day of thefirst full month in your new position.

Transfer from a Franchisee If you transfer from an Applebee'sfranchisee to employment with a company-owned Applebee's, youroriginal hire date will transfer with you and you'll receive proratedvacation accruals on the first day you work at your new position. Unusedvacation time you had with the franchisee does not transfer over. Besure your Manager knows about your franchisee service, and askhim/her to notify Associate Services.

Rehire After Six Months If you leave Applebee's, then are rehiredafter a six-month period, you are treated as a new Associate. (Thisdoes not include transferring from a franchisee.)


Rehire in Less Than Six Months If you leave Applebee's, butreturn to work in less than six months, your continuous service isbridged. If vacation time had already been paid out, you will notreceive a vacation accrual until the next January 1.

Leave of Absence Proration When an Associate is on an unpaidLeave of Absence for 30 calendar days your next vacation grant tobe prorated one month. For example, if an Associate is on an unpaidLOA from March 15 - April 16, the Associate will receive only 11/12of their vacation grant the next year. Average hours = 40 x 11/12proration = 37 hours grant next year.

LOA Proration

1 month 11/12 of vacation2 months 10/12 of vacation3 months 9/12 of vacation4 months 8/12 of vacation5 months 7/12 of vacation6 months 6/12 of vacation7 months 5/12 of vacation8 months 4/12 of vacation9 months 3/12 of vacation10 months 2/12 of vacation11 months 1/12 of vacation12 months 0/12 of vacation

The Value of TimeNot only is your vacation time at Applebee's an important part of

your compensation and benefits package, it's our way to help ensure youget the personal time you need to enjoy a fulfilling life. We appreciateand value your service, and hope you pass along those same feelings toour Guests. Thanks for being part of the Applebee's winning team!

Insurance

Please refer to your Benefits guide for details.

Tip Reporting

As an Associate of a food and beverage establishment, all tipincome you receive—whether it is cash or included in a charge cardtransaction—is taxable income. The law requires that you declare100% of your income! Tips are income!

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In response to the government’s focus on Associate tip reporting,Applebee’s executed a TRAC arrangement with the IRS. TRAC standsfor “Tip Reporting Alternative Commitment.” Under thiscommitment, Applebee’s agrees to: 1) educate all directly andindirectly tipped Associates on your tip reporting responsibilities, 2)provide you with an ongoing reporting procedure to properly reporttip income and 3) give you a summary of your tip reporting.

Both directly (receive tips from customers) and indirectly(receive tips from other Associates) tipped Associates must report alltips. At the end of every shift, directly tipped Associates must verifycharge card tips and enter into the POS system the amount of totaltips received, minus any tip-outs to indirectly tipped Associates, i.e.,server assistant, bartender or host/hostess. Likewise, indirectlytipped Associates must report the amount of tip-outs received. Yourdeclared tips will be compiled onto your paycheck stub.Endorsement of your paycheck indicates your acknowledgment thatthe tip information outlined on your paycheck is accurate unless youprepare and submit to payroll an adjustment form called TRAC ADJ.

Accurate tip reporting has benefits for you as well. The mostimportant benefit is reducing your probability of being audited by theIRS. In addition, you qualify for greater social security, unemploymentand workers’ compensation benefits. Accurate tip reporting alsoprovides a larger verifiable income source when you apply for creditfor credit cards, car loans and home mortgages. Tip reporting is alsocalculated into earnings when determining vacation pay.

Applebee’s Restaurant Associate

“Resolve It!” Program

The Associate “Resolve It!” Program, consistent with our CoreValues, offers Associates a specific procedure for the resolution ofissues. Applebee’s believes that each Associate deserves to betreated with respect and in a fair manner at all times. We realizethat there may be problems from time to time and we recognize theimportance of quickly clearing up any difficulties that arise. In orderto do this, we must know of any problems or complaints. NOMEMBER OF MANAGEMENT IS TOO BUSY to hear work-relatedproblems or complaints of any Associate. Your issue will beaddressed with confidentiality, fairness, non-retaliation and urgency.If you have a problem or complaint, you should, as promptly aspossible, do the following:


Step 1…

Speak with your immediate supervisor.

Present your issue, the details and your desired resolution.

If you don’t feel comfortable speaking with your supervisor,contact the Area Director.

Your issue will be investigated and responded to by a member ofmanagement within three business days.

Step 2…

If you are not satisfied or don’t feel comfortable speaking withmanagement, contact the Associate Hotline at 1-877-792-6315 (youhave the option to remain anonymous.)

Your information will be taken by phone and followed up by anApplebee’s Human Resources Representative.

You will receive a response within two weeks of your discussionwith an HR Representative.

The Management of Applebee’s has an “Open Door” policy and issincerely interested and committed to the best possible resolution ofany Associates’ work-related problem. No problem is too small norunimportant and will be given the utmost consideration.

It is against company policy to retaliate against any Associate,including management, for voicing issues through this process.Retaliation can result in disciplinary action up to and includingdischarge.

Anti-Discrimination and Anti-Harassment Policy

It is Applebee’s policy not to discriminate in any term orcondition of employment on the basis of race, color, religion, age,national origin, ancestry, sex, sexual orientation, gender, disability,handicap, pregnancy, veteran status or other military status, or anyother status protected by law.

As part of its policy of non-discrimination, Applebee’s prohibitsany unwelcome harassment which would be any verbal or physicalconduct by a Manager, supervisor, co-worker, customer, vendor, orsupplier that disparages, threatens, intimidates, coerces, or showshostility or dislike toward an Associate because of his or her race,color, religion, age, national origin, ancestry, sex, sexual orientation,gender, disability, handicap, pregnancy, veteran status or othermilitary status, or any other status protected by law, and that

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1) has the purpose or effect of creating an intimidating, hostile,abusive or offensive working environment or of unreasonablyinterfering with an individual’s work performance; or

2) otherwise adversely effects an individual’s work performance.

As part of the above-stated anti-harassment policy, no Manager,supervisor, co-worker, customer, vendor, or supplier may harass anyother individual on Applebee’s property, or in connection withperforming services for Applebee’s.

Examples of Harassment This includes racial and ethnic slurs, and acts that are intended

to be “jokes” or “pranks” but that are hostile or demeaning withregard to race, color, religion, age, national origin, ancestry, sex,sexual orientation, gender, disability, handicap, pregnancy, veteranstatus or other military status, or other status protected by law.

Examples of Sexual Harassment Sexual harassment includes unwelcome sexual advances, sexual

jokes or comments, requests for sexual favors or other unwelcomeverbal or physical conduct of a sexual nature, when:

1) submission to such conduct is made either explicitly orimplicitly a condition of employment; or

2) submission to or rejection of such conduct is used as a basisfor employment-related decisions such as promotion,discharge, performance evaluation, pay adjustment, discipline,work assignment or any other condition of employment orcareer development; or

3) such conduct otherwise unreasonably interferes with workperformance or creates an intimidating, abusive, hostile oroffensive working environment, even if it leads to no adversejob consequences.

Other examples of behavior or language that will be consideredsexual harassment when connected with one of the threesubparagraphs above are sexual innuendoes, sexually suggestivecomments, sexual propositions, threats of a sexual nature, sexuallysuggestive objects or pictures, graphic commentaries or cartoons,suggestive or insulting sounds, leering, whistling, obscene gestures,unwelcome physical contact (including touching, pinching, rubbing),coerced sexual intercourse, and sexual assault.

Complaint Process Any Associate who feels that he/she is being discriminated against

or harassed by a Manager, supervisor, co-worker, vendor, customer, orsupplier of Applebee’s should promptly report the facts of the incident(s)and name(s) of the individual(s) involved to his/her supervisor, the AreaDirector or the Applebee’s Associate Hotline (1-877-792-6315).

Confidentiality Applebee’s will protect the confidentiality of the Associate’s

complaint to the extent reasonably possible and practicable for aneffective investigation and resolution. An Associate should also feelfree to report such incident(s) anonymously by calling the Applebee’sAssociate Hotline (1-877-792-6315).

No Retaliation Applebee’s prohibits retaliation against anyone for reporting

discrimination or harassment, assisting in making a discriminationor harassment complaint, or cooperating in a discrimination orharassment investigation. Any Associate who believes he/she hasexperienced or witnessed retaliation should immediately notifyhis/her supervisor, the Area Director or the Applebee’s AssociateHotline (1-877-792-6315). Associates, including management, whoretaliate against an Associate, will be subject to the full range ofcorrective action, up to and including termination.

Investigation & Corrective Action All reports of inappropriate conduct, including retaliation, will be

promptly and thoroughly investigated. To ensure that the investigationwill be impartial, Applebee’s will use a Manager, an Area Director, aHuman Resources Department representative, a legal representative, ora combination of such persons to conduct the investigation. Applebee’swill act to ensure that any improper conduct ceases immediately andthat appropriate corrective action is taken to prevent the improperconduct from happening again. Any Associate, whether supervisory, non-supervisory or a member of management, who violates this policy willbe subject to the full range of corrective action, up to and includingtermination of employment. Applebee’s will inform the complainingAssociate of the resolution of the complaint as appropriate. If theinvestigation results in a finding that the complaining Associate falselyaccused another of discrimination or harassment either knowingly or ina malicious manner, the complaining Associate will be subject to the fullrange of corrective action, up to and including termination.



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For More Information Questions regarding this policy should be directed to your

General Manager, Area Director, the Applebee’s Human ResourcesDepartment or the Applebee’s Associate Hotline (1-877-792-6315).

Safety

Applebee's is committed to maintaining a safe environment forits Guests and Associates. The time to prevent an accident is beforeit happens. Safety is everyone's job and is a regular part of yourrestaurant's operation. We must achieve a mind-set of goodhousekeeping at all times.

Please follow these simple safety rules:

• Clean as You Go – wipe up spills immediately.

• Wear Slip-Resistant Shoes.

• Keep Slip Zones clean and dry.

• Report all accidents and injuries to the Manager on Duty atthe time of occurrence.

• Use proper lifting techniques at all times and ask for assistancewhen the object is too heavy for one person. Remember to liftwith your back straight, use your legs not your back.

• Wear Kevlar gloves when prepping product.

• Use tongs or save-a-days when cutting product on the line.

• Horseplay, throwing things, running in the walkways orkitchen, distracting Associates at work or unnecessaryshouting is prohibited.

• Do not operate machines or equipment until you havereceived proper training on their operation.

• Report any defective tool or equipment to the Manager onDuty immediately.

• Wear Applebee's issued hats in all food preparation areas.

Applebee's Slip-Resistant Shoe Policy

We want to provide a work environment that is productive andsafe. The health and safety of our Associates is one of our primaryconcerns. A leading cause of Associate injury is the combination ofslips and falls. In addition to the proper cleaning of our floors,wearing a slip-resistant shoe has been shown to effectively reduceslip and falls.


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In order to insure the continued safety of our Associates, allApplebee's Associates, while on-site and on the clock, will wearfootwear that is certified and labeled to be slip-resistant on water,grease and other floor contaminants commonly found in therestaurant industry. Slip-resistant shoes will be subject to the dresscode policy as specified in your "Associate Handbook."

Slip-resistant shoes are the best insurance against slip and fallinjuries. Associates will not be allowed to work their assigned shiftwithout the proper footwear.

Shoes must meet the following criteria:

• Indicate on the shoe box or tag that the soles of the shoe areslip-resistant.

• Meet the color and style criteria for your restaurant.

• Maintained in good condition with adequate tread on the sole.

Preferred brand of slip-resistant footwear: Shoes for Crews is theindustry leader in slip-resistant footwear, and therefore recommendedby the Risk and Safety Department of Applebee's. Shoes for Crewsoffers 47 different styles and are easily purchased through payrolldeduction. Shoes for Crews posters and ordering material areavailable at the restaurant; see your Manager for details.

Other acceptable brands of slip-resistant footwear are:

• Safe T Step (sold at Payless Shoe Source)

• TX-Traction (sold at Famous Footwear)

• Safetrax (sold at K-Mart)

• Tred-safe (sold at Wal-Mart)

• Lehigh (1-800-489-9872)

The CrewGuard is a slip-resistant overshoe worn over an existingshoe. All Associates will wear the CrewGuard if their slip-resistantshoes are left at home or the Associate is waiting for a pair of slip-resistant shoes to arrive.

Workers’ Compensation

Applebee's is fully committed to doing whatever it takes topromote a work environment that is productive and safe. You areour most important asset and we care about your well-being.

Applebee's provides workers' compensation coverage underapplicable state statutes for all full and part-time Associates.

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If you suffer a job related injury/illness that arose out of and inthe course of employment, you may be eligible for workers'compensation coverage.

Injuries/illnesses occurring on the job must be reported to theManager-on-Duty immediately. Failure to report timely could limit oreliminate your workers' compensation benefits.

Before seeking medical treatment, check with your Manager tosee if a specific Occupational Medical Clinic has been assigned.

Associate Illness

Food Borne Signs & PreventativeIllness Symptoms Measures

Salmonella Diarrhea(sal ma nella) Fever

Abdominal crampsVomiting

Shigella Abdominal cramps(Sh gella) Fever

DiarrheaStools may contain

blood and mucus

Norovirus Vomiting (Most common)NauseaCrampingDiarrhea

Escherichia coli Severe diarrhea (bloody)O157:H7 (E. coli) Abdominal pain

Vomiting Little or no fever Common in children

<4 yrs old

Hepatitis A Diarrhea(Hep a ty tis) Dark urine

Jaundice (Yellowing of skin/eyes)

Flu-like symptoms

Applebee's wants to ensure that Associates notify the Manageron Duty when they experience any of the conditions listed so thatthe Manager can take appropriate steps to prevent the transmissionof a potential food borne illness.

•Good hygiene andhand washingespecially afterrestroom use

•Don't prepare foodwhen sick

•Avoid crosscontamination of rawmeats from ready toeat foods byseparating, sanitizingand hand washing

•Cook all products totheir recommendedinternal temperatures

•Store cold foods coldat 41ºF or below andhot foods hot at 140ºFor above


Alcohol and Substance Abuse Policy

Applebee's is committed to providing a safe work environment andfostering the well-being and health of its Associates. That commitment isjeopardized when any Applebee's Associate illegally uses drugs, comesto work under the influence of alcohol or drugs, possesses, distributes orsells drugs in the workplace, or abuses alcohol on the job.

On-DutyOn-duty Applebee's Associates are not permitted to consume

alcoholic beverages or be under the influence of alcohol or any illegalsubstance while on Applebee's property (including the parking lot) aswell as after the close of public business on Applebee's property.

• Applebee's Managers and certain designated Applebee'sAssociates of legal drinking age may consume limitedsamplings of alcohol as assigned in training as well as to"taste test" in the event of a Guest complaint or situation ofquestionable product quality in accordance with theapplicable liquor laws.

• There may be special designated events that are approved atthe Officer level (Support Center) or a Director of Operations(Company Operations), where Associates who are of legaldrinking age are allowed to drink responsibly during workinghours (e.g., GM conference, support center events, companysponsored picnic or event).

Applebee's Associates may NOT use, possess, sell, buy, trade,offer for sale or offer to buy illegal drugs or otherwise engage inillegal use of drugs, including prescription drugs that have beenillegally obtained, while on duty.

Applebee's does not permit providing alcohol of any type intrade for "favors," work completed, or as compensation/reward ofany type.

All Applebee's Associates must strictly adhere to and enforce theapplicable liquor laws, including laws regarding the prohibition ofservice of alcohol to minors and legal closing times, as well asadhering to all requirements outlined in this policy.

All Applebee's Associates must comply with any training actuallyreceived under the Applebee's Responsible Service of Alcoholprogram and the applicable liquor certification requirements.

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Off-DutyOff-duty Applebee's Associates may drink responsibly in an

Applebee's establishment with a maximum of 2 (two) alcoholicbeverages if the following requirements are met:

• must be at least 21 years of age;

• must pay full price for the alcoholic beverages;

• must refrain from any behavior/language that is less thanprofessional or not in the best interest of Guests, co-workersor the employer;

• do not remove alcohol from the restaurant

It is prohibited for any Associate to consume any alcoholicbeverages within (4) four hours prior to the start of their shift or priorto visiting another Applebee's restaurant to work in any capacity.

Off-duty restaurant based Associates may consume alcohol providedthe requirements above are met, but in addition:

• may NOT enter the Back of the House (BOH) or theimmediate bar area (excluding high-top tables) whileconsuming alcohol;

• must have been off-duty, out of the restaurant for at least 2(two) hours and not in any Applebee's uniform.

ConsequencesAll Applebee's Associates (salaried, hourly, full-time, part-time)

must comply with this policy. All Managers and supervisors havethe responsibility to enforce this policy and to report any violation orpotential violation to their immediate supervisor and/or the HumanResources Representative or the "Resolve It!" Associate Hotline at 1-877-792-6315 immediately. Failure either to enforce or adhere tothis policy may result in immediate disciplinary action up to andincluding termination.

For More InformationFor more information on this policy, contact your General Manager,

Area Director, Supervisor or Human Resources Representative.

Q&A1. How long do I have to be off-duty in order to have a drink at

Applebee's with my family? You must be off-duty, out of therestaurant and not in your uniform for at minimum two hours priorto consuming alcohol in your home restaurant. You may consumealcohol at another Applebee's restaurant after your shift ends aslong as you are out of uniform.


2. What does on-duty mean? On-duty is anytime you areworking at an Applebee's restaurant or are attending an Applebee'ssponsored function (e.g. training, off-site meetings).

3. What does off-duty mean? You are considered off-dutyanytime you are clocked out (including lunch and dinner breaks), outof uniform and not performing any work duties for Applebee'sincluding training and off-site meetings.

4. Am I allowed to drink during a Holiday Party or othercompany sponsored events (football and baseball games, vendoroutings)? You are allowed to drink responsibly as long as yourDirector of Operations (or higher level) has approved the event andyou are of legal drinking age and adhere to all of the state and localliquor regulations.

5. If I attend a Holiday Party or other company sponsored eventdo I have to be off-duty for a minimum of 2 hours? No, you do nothave to be off-duty for a minimum of 2 hours to attend a company-sponsored event that is approved by a Director of Operations orabove. However, if you have to return to work after the event youmay not drink alcoholic beverages for a minimum of 4 hours prior tothe starting time of your shift or come to work intoxicated.

6. Since the policy states that I must be out of uniform and therestaurant at least 2 hours following my shift, what happens if I amworking a late volume and my family arrives in town for the holidayand we close in an hour (not meeting the 2 hour limit), does thatmean I can't have a drink with my family? You will not be able todrink alcohol in your home restaurant if you have NOT been off dutyfor a minimum of 2 hours. You may, however, drink alcohol inanother Applebee's restaurant.

7. Am I allowed to sit in the bar area and have a maximum oftwo drinks? As long as you have been off-duty and out of uniformfor at least two hours you are allowed to consume a maximum of 2drinks at either the high-tops in the bar area or anywhere in thedining room. You are not allowed to sit at the bar.

8. Who is responsible for monitoring the two drink maximumand two-hour rule? Whoever serves you is responsible for adheringto the policy as well as yourself. The management team in therestaurant is ultimately responsible for monitoring this policy.

9. What are the consequences if the policy is not followed? Youwill receive progressive discipline up to and including termination.

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11201 Renner Blvd.Lenexa, KS 66219

Associate Handbook (7.14.08)

Documents

Transcript of Associate Handbook (7.14.08)