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Our History - Applebee’s Neighborhood Grill & Bar
The first Applebee’s opened in 1980 in Atlanta, Georgia as T.J. Applebee’s Edibles & Elixirs, a neighborhood bar and restaurant. “I had five partners, mortgaged my house and borrowed $50,000 to open the first restaurant”, said Bill Palmer, the founder of the Applebee’s concept, who together with his investors watched their dream become a reality.” “At first we had 17 tables and a long wait.
We added another nine tables and an atrium and sales doubled. Then, it just kept evolving. I knew we had something when the aggressive growth began. It took us ten years to open the first 100 – now we open more than 100 each year”, said Palmer. Palmer sold the Applebee’s concept to W.R. Grace in 1983, but remained one of the company’s most active franchisees. Applebee’s International, Inc. was created in 1988 when Midwestern franchisees Abe Gustin and John Hamra purchased the 54-unit concept from W.R. Grace.
Applebee’s quickly made a name for itself in the restaurant industry thanks to the resolve of Gustin. He believed he could aggressively franchise a casual dining restaurant, a restaurant that offers table service and a full bar. At the time, only fast food franchising was predominant. Applebee’s pioneered casual dining’s use of smaller restaurant facilities and more recently created a prototype casual dining restaurant for use in smaller communities with populations of 25,000. Applebee’s also led the implementation of market penetration strategies in the casual dining segment, creating a presence in a specific area, and then filling in the market afterward.
Applebee’s localizes each restaurant to reflect the neighborhood in which it operates. Each restaurant’s décor reflects local hometown heroes ranging from local athletes and celebrities to firefighters and other notables. The menu offers a wide range of choices from appetizers and salads to steak, chicken and ribs.
In 2007 Applebee’s International was purchased by IHOP Corp and became Applebee’s Services Inc. This created the largest full service restaurant company in the world. In 2008 Applebee’s, along with IHOP, became part of DineEquity Inc. Applebee’s Services Inc. is headquartered in Kansas City, MO and continues to develop, franchise and operate restaurants under the Applebee’s Neighborhood Grill & Bar brand, the largest casual dining concept in the world. Additional information on Applebee’s Services can be found at their website www.applebees.com.
The Apple American Group Team
Apple American Group LLC is a franchisee of Applebee’s Services Inc. Founded in 2001, Apple American Group LLC (AAG) has grown to 436 restaurants with over 25,000 teammates – and we’re poised to continue growing. We are the largest Applebee’s franchisee in the world. We currently own and operate restaurants in: California and Nevada, Washington, Indiana, Ohio, New Jersey and Delaware, Pennsylvania and West Virginia, Minnesota, Wisconsin,Massachusetts, Rhode Island, New York, New Hampshire, Vermont, Maine, Alabama, Colorado, Georgia, Idaho, New Mexico and Oregon.
On 7/23/10, DineEquity, Inc. announced that it had reached agreement with Apple American Group LLC for the sale of 63 company-operated Applebee's restaurants located in Minnesota and parts of Wisconsin. “We are pleased to have reached an agreement to sell our Minnesota and Wisconsin restaurants to our largest Applebee’s franchisee and one of our best operators, Apple American Group. Apple American is a valuable franchise partner who continues to support our menu, marketing and operations revitalization efforts currently underway and is committed to reinvesting in the brand through new restaurant development, acquisition and restaurant remodel programs,” said Julia A. Stewart, DineEquity’s chairman and CEO. In November 2011, Apple American Group acquired another 66 restaurants in New England. The most recent acquisition brought an additional 99 units including 6 states in which AAG had not yet done business. As growth continues, Apple American remains dedicated to making every location a truly neighborhood restaurant responsive to the needs of each guest, each employee, and each community. Visit our website at www.AppleAmerican.com.
Apple American Group LLC is built on a decentralized business model, which means that each geographic area is led by a Market President. Reporting to the Market President are Area Directors, who are multiple unit operators, responsible for the overall functions of the restaurants in their areas. Reporting to the Area Directors are the General Managers, who are the chief restaurant managers responsible for the overall running of their restaurant. Aiding in the management of the restaurant are Assistant Managers, who are responsible for running of their departments (Kitchen, Carside, Service, Bar) and who help with every-day management responsibilities. Rounding out the storeleadership are key employees, team leads, and neighborhood experts.
In addition, all markets are assisted by the Support Center, which is located in Cleveland, Ohio. Company Accounting, Human Resources, Information Technology, Marketing, Payroll, Purchasing, Real Estate, and Training departments are housed at the Support Center, with field representatives available in the markets.
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WELCOME!We’re happy that you have joined Apple American Group (AAG), the premier franchise group in the Applebee’s system. Along with your training, this handbook was written to answer the usual employee questions you may have. If you ever have any questions regarding anything to do with your employment – benefits, payroll, training – please speak with your managers, for they know you are truly our most valuable asset. Thanks for joining our team and good luck with your new job!
Greg Flynn Brad PettingerChairman & CEO Chief Operating Officer
EMPLOYMENT AT WILL
Your employment with AAG is an employment at will. Just as you may quit your employment with us at any time for any reason, AAG may terminate your employment at any time for any reason.
Our policies and procedures in this Handbook aren’t intended to be all inclusive, but rather to serve as a guideline. They are subject to change from time to time at the discretion of management. None of the policies, procedures or benefits contained in this handbook are intended to constitute a contract of employment. Only AAG officers have any authority to enter into any agreement extending the employment of any employee for any specific period of time, or to make any promise or agreement contrary to the rules and policies of Apple American Group. Any such promise or agreement must be in a writing signed by an AAG officer.
EQUAL EMPLOYMENT OPPORTUNITY - AMERICANS WITH DISABILITIES ACT
It is the policy of AAG not to discriminate on the basis of race, creed, color, national origin, sexual orientation, gender identity,religion, medical condition, marital status, genetics sex, age, disability or any other status protected by state or federal law. It is our policy and practice to ensure equal opportunity in employment for all qualified individuals with disabilities in accordance with the Americans with Disabilities Act and similar state laws.
OPEN DOOR POLICY
In any relationship, when a disagreement occurs, keeping emotions bottled up inside only causes the problem to get bigger. At AAG we want to encourage open communication so we can solve the problem with the least amount of stress for those involved. To do this, we have developed an open-door policy that encourages you to talk with your supervisor to get your concern addressed quickly.
Option 1. Talk directly to your immediate supervisor. If you have a problem, first discuss it with your manager as soon as possible after the problem arises.
Option 2. Talk to a higher level of management. If you are not able to resolve the issue with your manager, or if you are not comfortable discussing the issue with your manager, you should take your concern to your Area Director and even the level of Market President get the answers you need. Follow the chain of command as high as you need to go to resolve the problem.
Option 3. Talk with Human Resources. If you have tried the above steps and are not satisfied, or if you are not comfortable talking to management for any reason, you can contact your Human Resources Generalist to get the help you need. This number is found on your Open Door posting in your restaurant.
Option 4. Talk with Support Center. Contact the Support Center Human Resource Dept at 216.525.2775 or Employee Hotline at 800.837.3667, ext. 1300,and ask for help. _________________________________________________________________________________________________Apple American Group (Apple American Group LLC and Apple American Group II LLC) includes the following subsidiaries and affiliates: Apple Delaware LLC, Apple Indiana I LLC, Apple Indiana II LLC, Apple Indiana III LLC, Apple New Jersey LLC, Apple NorCal LLC, WineCountry Apple LLC, Apple Ohio LLC, Apple Pennsylvania LLC, B.T. Woodlipp, Inc, Apple Washington LLC, AppleSoCal LLC, Apple Nevada LLC, Apple Minnesota LLC and Apple New England LLC
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VALUES & BELIEFSGOLD CARD
OUR VISION
To be the premier franchise group in the Applebee’s system, having the best people to do “whatever it takes” to deliver great products and excellent service in a clean and welcoming environment to every guest, each and every time.
GUIDING PRINCIPLESWe will never compromise our integrity. Our standard for ethical behavior must always meet this test: We will be comfortable seeing our actions (and the motive for them) published in the newspaper.
WE BELIEVE
• That creating and keeping customers is the only basis for job security and the foundation for Company growth• That employees are our most valuable asset, and they should be recognized for their contributions to the
Company’s growth• That performance is the only basis for reward• That measurement improves performance• That we should control the selection of people rather than control the people we select• That a positive attitude is the most important attribute of employees• That good employees openly express their opinions, concerns, and ideas and that successful managers listen • That success depends upon the commitment of each individual to our standards, to our goals, and to each other
in celebrating successesWE PLEDGE
To Our Customers:• We will express our appreciation for your patronage• We will treat you as though you are a guest in our home• We will take the initiative to understand your needs and desires• We will strive to exceed your expectations
To Our Fellow Employees:• We will reward you based on your individual and team performance• We will treat you fairly and with dignity and respect• We will encourage and assist each of you to reach your highest level of accomplishment• We will encourage your frank expression of opinions, concerns and ideas• You have a right to know the reasons underlying Company goals, standards and procedures• We will consistently measure your performance and provide accurate and timely feedback• We will provide a clean and safe workplace
To Our Suppliers:• We believe that you are our partners in better serving our customer, therefore:• We will honor our agreements• We will objectively measure supplier performance• We will treat your representatives with respect and value their time• We will honor and maintain confidences
To Our Communities:• We will maintain our properties, obey the law, assist those less fortunate and support those institutions that
enhance the quality of life in our community
To Our Shareholders:• We will earn continued use of shareholders’ capital by developing a management team that will generate
superior returns on capital placed at risk• We will communicate routinely and effectively with our shareholders• We will actively seek new opportunities for sound investment
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EMPLOYMENT POLICIES
RIGHT TO REVISE: This employee handbook contains the employment policies and practices of AAG in effect at the time of publication. All previously issued handbooks and any inconsistent policy statements or memoranda are superseded.
AAG reserves the right to revise, modify, delete, or add to any and all policies, procedures, work rules, or benefits stated in this handbook or in any other document, except for the policy of at-will employment. However, any such changes must be in writing and must be signed by an officer of AAG. Any written changes to this handbook will be distributed to all employees so that employees will be aware of the new policies or procedures. No oral statements or representations can in any way alter the provisions of this handbook. Nothing in this employee handbook or in any other personnel document, including benefit plan descriptions, creates or is intended to create a promise or representation of continued employment for any employee. AAG abides by all federal, state and local laws. Summaries of your legal rights herein are not intended to substitute for actual legal text; at all times, the actual law in effect governs employee rights.
ASSOCIATE BENEFITS
MEALS: Meals When Working -- Front of the House employees receive a 50% discount on food items eaten on premises if they are eating directly before, during, or after their shift. Back of the House employees receive up to $9 meal benefit for each shift they work. The food must be consumed on premises and does not include steaks or baby back ribs. There is also no charge for soda, coffee, and iced tea while on duty. The Market Presidents may modify or discontinue meal benefits at their discretion.
It is the responsibility of management to schedule vacations at whatever time best suits your needs without interfering with the operation of the restaurant. Upon termination of your employment with the Company, you will receive any vacation pay earned. If you have not completed a vacation eligibility year at the time of your termination of employment, you are not eligible to receive a prorated vacation. Questions regarding vacation scheduling, vacation days earned or payment of vacation balances should be referred to your manager, your Human Resources Generalist, or the Employee Hotline at 800.837.3667, ext. 1300.
HEALTH BENEFITS: Associate health benefits are available. Your Manager and/or HR Generalist will provide you with the program information. COORDINATION OF PREGNANCY DISABILITY LEAVE WITH FAMILY/MEDICAL LEAVE: Leave taken under the pregnancy disability policy runs concurrently with family and medical leave under federal law, but not family and medical leave under California Law.
FAMILY AND MEDICAL LEAVE: State and federal family and medical leave laws provide up to 12 workweeks of unpaid family/medical leave within a 12-month period, under the following conditions:
• The employee has more than 12 months of service; • The employee has worked at least 1,250 hours during the previous 12-month period before the need for leave; and • The employee is employed at a work site where there are 50 or more employees within a 75-mile radius.
VACATION: You are eligible for vacation on your 2nd anniversary in the years when you average at least 34.00 hours of work per week for the 52 weeks immediately preceding your anniversary date. On your 2nd and 3rd anniversary of eligible employment you will accrue .0192 hours of vacation time for each 1 hour worked each pay period in the 52 weeksimmediately following your anniversary date of employment. On your 4th anniversary of eligible employment and every anniversary of eligible employment thereafter you will accrue .0385 hours of vacation time for each 1 hour worked each pay period for the 52 weeks immediately following your anniversary date. Vacation accrual will cap at any time the accrued vacation “bank” is equal to or greater than 1.5 times your annual vacation award.
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Leave may be taken for one or more of the following reasons:• The birth of the employee’s child, or placement of a child with the employee for adoption or foster care;• To care for the employee’s spouse, registered domestic partner, child, or parent who has a serious health
condition; or• For a serious health condition that makes the employee unable to perform his or her job.
Under most circumstances, leave under federal and state law will run at the same time and the eligible employee will be entitled to a total of 12 weeks of family and medical leave in the designated 12-month period.
However, leave because of the employee’s disability for pregnancy, childbirth or related medical condition is not counted as time used under California law (the California Family Rights Act). Time off because of pregnancy disability, childbirth or related medical condition does count as family and medical leave under federal law (the Family and Medical Leave Act). Employees who take time off for pregnancy disability and who are eligible for family and medical leave will also be placed on family and medical leave that runs at the same time as their pregnancy disability leave. Once the pregnant employee is no longer disabled, she may apply for leave under the California Family Rights Act, for purposes of baby bonding.
Any leave taken for the birth, adoption, or foster care placement of a child does not have to be taken in one continuous period of time. California Family Rights Act leave taken for the birth or placement of a child will be granted in minimum amounts of two weeks. Any leave taken must be concluded within one year of the birth or placement of the child with the employee.
The following procedures shall apply when an employee requests family leave:• Please contact your Manager or General Manager as soon as you realize the need for family/medical leave.• If the leave is based on the expected birth, placement for adoption or foster care, or planned medical treatment for
a serious health condition of the employee or a family member, the employee must notify the Company at least 30 days before leave is to begin. The employee must consult with his or her manager regarding scheduling of any planned medical treatment or supervision in order to minimize disruption to Company operations. Any such scheduling is subject to the approval of the health care provider of the employee or the health care provider of the employee’s child, parent, or spouse.
• If the employee cannot provide 30 days notice, the Company must be informed as soon as is practical.
If the Family and Medical Leave Act/California Family Rights Act request is made because of the employee’s own serious health condition, AAG may require, at its expense, a second opinion from a health care provider that the Company chooses. The health care provider designated to give a second opinion will not be one who is employed on a regular basis by the Company.
If the second opinion differs from the first opinion, AAG may require, at its expense, the employee to obtain the opinion of a third health care provider designated or approved jointly by the employer and the employee. The opinion of the third health care provider shall be considered final and binding on AAG and the employee.
AAG requires the employee to provide certification within 15 days of any request for family and medical leave under state and federal law, unless it is not practicable to do so. AAG may require recertification from the health care provider if additional leave is required.
If the leave is needed for to care for a sick child, spouse, or parent, the employee must provide a certification from the health care provider stating:
• Date of commencement of the serious health condition;• Probable duration of the condition;• Estimated amount of time for care by the health care provider; and • Confirmation that the serious health condition warrants the participation of the employee.
When both parents are employed by AAG, and request simultaneous leave for the birth or placement for adoption or foster care of a child, the Company will not grant more than a total of 12 workweeks of family/medical leave for this reason.
If an employee cites his/her own serious health condition as a reason for leave, the employee must provide a certification from the health care provider stating:
• Date of commencement of the serious health condition;• Probable duration of the condition; and• Inability of the employee to work at all or perform any one or more of the essential functions of his/her position
because of the serious health condition.
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AAG will require certification by the employee’s health care provider that the employee is fit to return to his or her job.
Failure to provide certification by the health care provider of the employee’s fitness to return to work will result in denial of reinstatement for the employee until the certificate is obtained.
Under most circumstances, upon return from family/medical leave, an employee will be reinstated to his or her original job or to an equivalent job with equivalent pay, benefits, and other employment terms and conditions. However, an employee has no greater right to reinstatement than if he or she had been continuously employed rather than on leave. For example, if an employee on family/medical leave would have been laid off had he or she not gone on leave, or if the employee’s job is eliminated during the leave and no equivalent or comparable job is available, then the employee would not be entitled to reinstatement. In addition, an employee’s use of family/medical leave will not result in the loss of any employment benefit that the employee earned before using family/medical leave.
Leave granted under any of the reasons provided by state and federal law will be counted as family/medical leave and will be considered as part of the 12-workweek entitlement in a 12-month period. The 12-month period is measured forward from the date any employee’s first Family and Medical Leave Act leave begins. Successive 12-month periods commence on the date of an employee’s first use of such leave after the preceding 12-month period has ended. No carryover of unused leave from one 12-month period to the next 12-month period is permitted.
USE OF LEAVE: An employee does not need to use this leave entitlement in one block. Leave can be taken intermittently or on a reduced leave schedule when medically necessary. Employees must make reasonable efforts to schedule leave for planned medical treatment so as not to unduly disrupt the employer’s operations. Military Family Leave due to qualifying exigencies may also be taken on an intermittent basis. Leave may not be taken on an intermittent basis when used to care for the employee’s own child during the first year following birth, or to care for a child placed with the employee for foster care or adoption, unless both the employer and employee agree to such intermittent leave.
SUBSTITUTION OF PAID TIME OFF FOR UNPAID LEAVE: Employees are required to use any earned, but unused vacation during their leave. The substitution of paid leave time for unpaid leave time does not extend the 12-week leave period.
MEDICAL AND OTHER BENEFITS: During an approved family medical leave, AAG will maintain the employee’s health benefits (if any) as if the employee continued to be actively employed. If an employee contributes to his or her own health benefits before the leave, that employee will still be responsible for the payment of that contribution while on leave.
MILITARY FAMILY LEAVE: There are two types of Military Family Leave available.
1. Qualifying exigency leave. Employees meeting the eligibility requirements described above may be entitled to use up to 12 weeks of their Basic FMLA Leave entitlement to address certain qualifying exigencies. Leave may be used if the employee’sspouse, son, or daughter, is on active duty or called to active duty status in the National Guard or Reserves in support of acontingency operation.
Qualifying exigencies may include:• Short-notice deployment (up to 7 days of leave)• Attending certain military events • Arranging for alternative childcare• Addressing certain financial and legal arrangements• Periods of rest and recuperation for the service member (up to 5 days of leave)• Attending certain counseling sessions• Attending post-deployment activities (available for up to 90 days after the termination of the covered service member’s
active duty status) • Other activities arising out of the service member’s active duty or call to active duty and agreed upon by AAG and the
employee
2. Leave to care for a covered service member. There is also a special leave entitlement that permits employees who meet the eligibility requirements for FMLA leave to take up to 26 weeks of leave to care for a covered service member during a single 12-month period. A covered service member is a current member of the Armed Forces, including a member of the National Guard or Reserves, who has been rendered medically unfit to perform his or her duties due to a serious injury or illness incurred in the line of duty while on active duty that may render the service member medically unfit to perform his or her duties for which the service member is undergoing medical treatment, recuperation, or therapy; or is in outpatient status; or is on the temporary disability retired list.
When both husband and wife work for the same employer, the aggregate amount of leave that can be taken by the husband and wife to care for a covered service member is 26 weeks in a single 12-month period.
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MILITARY LEAVE: Employees who wish to serve in the military and take military leave should contact their Human Resources Generalist or the Employee Hotline (800-837-3667, ext. 1300) for information about their rights before and after such leave. Employees are entitled to reinstatement upon completion of military service, provided they return or apply for reinstatement within the time allowed by law.
MILITARY SPOUSE LEAVE: Employees who work more than 20 hours per week and have a spouse in the Armed Forces, National Guard or Reserves who have been deployed during a period of military conflict are eligible for up to 10 unpaid days off when their spouse is on leave from (not returning from) military deployment.
Employees must request this leave in writing to their Manager or General Manager within two business days of receiving official notice that their spouse will be on leave. Employees requesting this leave are required to attach to the leave requestwritten documentation certifying the spouse will be on leave from deployment.Additionally, the Family and Medical Leave Act (FMLA) provides up to 26 weeks of leave during a 12 month period for spouses, parents, children, or next of kin (defined as “nearest blood relative”) to care for recovering military service personnel who develop a serious injury or illness while serving in the armed forces.
Employees interested in the foregoing leaves should see their Human Resources Generalist or call the Employee Hotline at (800-837-8667, ext. 1300) for further information.
PREGNANCY DISABILITY LEAVE: Pregnancy, childbirth, or related medical conditions will be treated like any other disability, and an employee on leave will be eligible for temporary disability benefits in the same amount and degree as any other employee on leave.
Any female employee planning to take pregnancy disability leave should advise her Manger or General Manager as early as possible.
The individual should make an appointment with the Human Resources Generalist to discuss the following conditions:• Employees who need to take pregnancy disability must inform AAG when a leave is expected to begin and how
long it will likely last. If the need for a leave or transfer is foreseeable, employees must provide notification at least 30 days before the pregnancy disability leave or transfer is to begin. Employees must consult with the Human Resources Generalist regarding the scheduling of any planned medical treatment or supervision in order to minimize disruption to the operations of the Company. Any such scheduling is subject to the approval of the employee’s health care provider;
• If 30 days’ advance notice is not possible, notice must be given as soon as practical;• Upon the request of an employee and recommendation of the employee’s physician, the employee’s work
assignment may be changed if necessary to protect the health and safety of the employee and her child;• Requests for transfers of job duties will be reasonably accommodated if the job and security rights of others are not
breached;• Temporary transfers due to health considerations will be granted when possible. However, the transferred
employee will receive the pay that accompanies the job, as is the case with any other temporary transfer due totemporary health reasons;
• Pregnancy leave usually begins when ordered by the employee’s physician. The employee must provide AAG with a certification from a health care provider. The certification indicating disability should contain:
The date on which the employee became disabled due to pregnancy; The probable duration of the period or periods of disability; and A statement that, due to the disability, the employee is unable to perform one or more of the
essential functions of her position without undue risk to herself, the successful completion of her pregnancy, or to other persons.
• Leave returns will be allowed only when the employee’s physician sends a release;• Duration of the leave will be determined by the advice of the employee’s physician, but employees disabled by
pregnancy may take up to four months. The four months of leave includes any period of time for actual disability caused by the employee’s pregnancy, childbirth, or related medical condition. This includes leave for severe morning sickness and for prenatal care.
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Under most circumstances, upon submission of a medical certification that an employee is able to return to work from a pregnancy disability leave, an employee will be reinstated to her same position held at the time the leave began or to an equivalent position, if available. An employee returning from a pregnancy disability leave has no greater right to reinstatement than if the employee had been continuously employed.
BEREAVEMENT LEAVE: Employees are eligible for up to three days of unpaid bereavement leave. An employee needing bereavement leave should notify his or her supervisor immediately.
JURY/WITNESS DUTY: AAG considers jury duty a civic responsibility and will make arrangements for an employee to be absent from work to serve on a jury or as a witness in a court case. Employees requiring such leave must inform their Manager or General Manager and provide a copy of the summons or other legal proof that their presence is requested.Employees on jury/witness leave must keep management up to date on their jury/witness duty schedule. Jury/witness duty is an unpaid absence.
STUDENT LEAVE: An unpaid leave of absence may be allowed for qualified students who work for AAG during breaks from school. Employees approved for student leave are allowed to return to AAG employment during breaks from school without having to repeat the application, hiring and orientation process. To be eligible for student leave, an employee must be in good standing with the Company.
Employees requesting Student Leave must notify their General Manager no less than 2 weeks prior to departure for school. Student Leaves are approved by the General Manager and are granted at the General Manager’s discretion.
Failure to return to work with AAG after 6 months will be considered voluntary resignation.
OTHER LEAVE: Provided the appropriate documentation is produced, unpaid time off may be available to employees who are (1) victims of domestic violence or other crimes, (2) volunteers for civil air patrol, firefighters, peace officers, or emergency rescue personnel, (3) participants in a child’s school activities, and (4) organ and bone marrow donors. Employees interested in the foregoing leaves should see their Human Resources Generalist or call the Employee Hotline at (800-837-8667, ext. 1300) for further information.
Note that the foregoing are summaries only and other restrictions and qualifications may apply. For specific and detailed information about these leaves of absence, contact your Human Resources Generalist or call the Employee Hotline at 800.837.3667, ext. 1300.
PAY POLICIESGARNISHMENTS: AAG will comply with all court orders to withhold money from employee paychecks. Garnishments are processed by the Support Center Payroll department. Any questions about your garnishment should be directed to that department at 800.837.3667, ext. 1300.
MEAL AND REST PERIODS: All hourly employees are entitled to periodic rest break periods during their workday. Hourly associateswill be paid for all rest break periods and will not clock out. Managers will advise employees of the time and duration of rest breaks and employees are expected to return to work promptly at the end of any rest break.
REST PERIOD TABLE –HOURS WORKED REST PERIODS (CALIFORNIA)Less than 3.5 hours worked Rest period need not be authorized for employees
whose total daily work time is less than 3.5 hours3.5 to 6 hours worked A total of 1 10-minute rest periodMore than 6 hours worked to 10 hours worked A total of 2 10-minute rest periodsMore than 10 hours worked to 14 hours worked A total of 3 10-minute rest periods
MEAL PERIOD TABLE –HOURS WORKED MEAL PERIODS (CALIFORNIA)Work period of more than 5 hours 1 30-minute meal period (if total work period per day
is 6 hours or less, the meal period may be waived by mutual consent)
Work period of more than 10 hours 2 30-minute meal periods (if total hours worked is no more than 12 hours, the second meal period may be waived by mutual consent only if the first meal period was not waived)
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Employees must clock out for meal periods. Managers will advise employees of the scheduling of meal periods. Employees must not perform any work during their meal periods, and must stop working for at least 30 full, consecutive minutes. Employees may, if they choose, waive their first or second meal break. If you choose to waive your meal break, you will be asked to sign a form indicating your consent. Please see your manager for details.
All rest breaks and meal periods must be taken away from the regular work area. Employees may leave the premises for meal periods.
These breaks from work are not optional but required by state law. Subject to the meal break waivers provided in the attached booklet, we are required to provide all breaks.. Proper clocking-out and clocking-in is the employee’s responsibility. Failure to follow these requirements places our company at risk and may result in discipline up to and including termination. Any employee who does not waive his or her meal break and fails to take the applicable rest breaks and/or meal periods must notify the Manager or General Manager immediately.
MEETINGS: Meetings are occasionally held to discuss new policies, new menu items, or new procedures. Employees will be paid at least minimum wage for these meetings and attendance is required unless excused by the General Manager. If an employee misses a meeting and it was not excused by the General Manager, it will count as an unexcused missed shift.
OVERTIME: Employees may be required to work overtime as necessary. Only actual hours worked in a given workdayor workweek can apply in calculating overtime. All overtime work must be previously authorized by a manager. AAGprovides compensation for all overtime hours worked by hourly employees in accordance with state and federal law as follows:
• All hours worked in excess of eight hours in one workday or 40 hours in one workweek will be treated as overtime. A workday begins at 04:01am and ends at 04:00am 24 hours later. Workweeks begin each Wednesdayat 04:00 am;• Compensation for hours in excess of 40 for the workweek, or in excess of eight and not more than 12 for the workday, and for the first eight hours on the seventh consecutive day of work in one workweek, shall be paid at a rate one and one-half times the employee's regular rate of pay; and• Compensation for hours in excess of 12 in one workday and in excess of eight on the seventh consecutive workday in a workweek shall be paid at double the regular rate of pay.Employees with questions about how overtime is calculated should consult management, the Human Resources Generalist, or the Support Center Payroll Department at 800-837-3667.
PAYDAYS: Our pay week runs from Wednesday through Tuesday. In compliance with State law, employees will be paid bi-weekly on the Tuesday following the end of the pay week.
Employees may not cash paychecks at work. Direct Deposit is not mandatory, but all employees are eligible for direct deposit. To sign up for direct deposit, talk with your General Manager. Lost checks should be immediately reported to a manager. Please check your paycheck carefully. If you believe an error has been made, it is your responsibility to call it to the attention of a manager.
PAYROLL DEDUCTIONS: The following list represents deductions you may notice on your paycheck /direct deposit stub:• TAXES**
o Federal Income Taxo State Income Taxo City/Local Income Taxo Social Security (FICA) Taxo Federal Medicare Tax
• OTHER ITEMS DESIGNATED BY EMPLOYEE**State and local taxes vary depending on your local laws.
TIME KEEPING: All sales terminals have a time keeping feature that acts as a time clock. Employees are assigned a specific employee number, and are required to clock in and clock out for each shift and unpaid break. If an employee forgets to clock in or out, and a manager is required to make a change in the system, the employee will need to verify the change with the manager by signing a form stating it has been reviewed with the manager. Repeatedly forgetting to clock in or out will lead to performance counseling, up to and including termination.
No non-management employee is allowed to clock in or out for an employee; and managers can only clock employees in/out with the employee’s signature verifying the action. Employees cannot clock in prior to a shift or after the shift is completed without manager approval. Time clock records are required by state and federal law – if we discover an employee has manipulated a clock record, that employee will receive performance counseling up to and including termination.
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TIPS: Neither AAG nor its managers, directors or executives are permitted to share or keep any part of any gratuity left for employees. “Tip pooling,” whereby employees pool a portion of their tips and then share those tips with other employees, is strictly voluntary.
GENERAL INFORMATIONDISPUTE RESOLUTION PROGRAM: Included in this handbook is our complete Dispute Resolution Program booklet that explains our formal Dispute Resolution Program in detail, and provides clear description of what is covered under the program.
EMPLOYEE PROPERTY: An employee’s personal property, including but not limited to lockers, packages, purses, and backpacks, may be inspected upon reasonable suspicion of unauthorized possession of AAG property or illegal/improper substances.
NAMES AND ADDRESSES: AAG is required by law to keep current all employees’ names and addresses. Employees are responsible for notifying AAG in the event of a name or address change. Employees should also notify AAG if there is a change in phone number, marital status, number of dependents or emergency contact.
SCHEDULING AND POSITION: AAG reserves the right to schedule employees in any position for which they are trained at any time. Neither tenure nor past practice guarantees any employee the right to a particular schedule, number of hours or position.
WORKPLACE PRIVACY: Employees may not use any cameras, audio or video recording devices in or around the restaurant.
AAG PROPERTYBULLETIN BOARDS: A bulletin board is posted to serve as a means of communication between AAG and restaurants, between employee on different shifts, and between management and employees. It is to be used for official business only, and all postings must have management approval. Please check the board when arriving for work and when leaving the premises at the end of a shift for pertinent information.
OFFICE: The Manager’s Office is off-limits unless you are accompanied by a manager.
SOLICITATION AND DISTRIBUTION OF LITERATURE: In order to ensure efficient operation of AAG’s business and to prevent disruption to employees, we have established control of solicitations and distribution of literature on AAG property. AAG has enacted rules applicable to all employees governing solicitation, distribution of written material, and entry onto the premises and work areas. All employees are expected to comply strictly with these rules. Any employee who is in doubt concerning the application of these rules should consult with his or her manager.
• No employee shall solicit or promote support for any cause or organization during his or her working time or during the working time of the employee or employees at whom such activity is directed.
• No employee shall distribute or circulate any written or printed material in work areas at any time, or during his or her working time or during the working time of the employee or employees at whom such activity is directed
Under no circumstances will non-employees be permitted to solicit or to distribute written material for any purpose on AAG property.
TELEPHONES: Restaurant telephones are for business use and to provide extra service for our guests. They cannot be used for employee personal business except in an emergency situation.
EMPLOYEE CONDUCTALCOHOL AWARENESS: Any employee who does not “card” guests (verify guests who appear to be 30 or under by asking for proper ID) ordering alcoholic beverages will be terminated. Any employee who serves alcoholic beverages to someone who is clearly intoxicated will be terminated. We will do whatever it takes to assure that a guest drinks responsibly and gets to their destination safely. Restaurant managers will communicate procedures for dealing with alcohol issues.
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ATTENDANCE: Employees are expected to be at work, ready to go, at the scheduled start time and to stay until the completion of your shift. Tardiness is grounds for performance counseling. An employee who can’t appear for a scheduled shift must call their manager at least 3 hours before the shift begins. The absence of an ill employee may be excused if the employee provides a doctor’s release within 48 hours after returning to work.
To avoid discipline, employees who cannot work an assigned shift can arrange to have another team member cover the shift or trade with another team member. Any changes to the schedule must be approved by a manager.
NOTE: It is your responsibility to make sure proper notification of scheduling conflicts/absences is given. Notification received from another employee, friend or relative is not considered proper, except under emergency conditions. You must also speak with a manager – telling a fellow on-duty employee that you won’t be in is not acceptable and will lead to disciplinary action.
CASH SHORTAGES: AAG will use employee counseling, up to / including termination of employment for any cash shortage. If there is a cash shortage due to gross negligence, dishonesty or a willful act on the part of an employee, AAG reserves the right to pursue legal means of repayment from that employee.
CELL PHONES AND OTHER DEVICES: Employees may not use or carry a cell phone while on the clock. The same is true for a pager, Blackberry, iPhone or any other communications device. If there is a specific concern or emergency, an employee must ask a manager for an exception for a specific shift.
CONDUCTING PERSONAL BUSINESS: Employees are to conduct only AAG business while at work. Employees may not conduct personal business or business for another employer during their scheduled working hours.
DISCIPLINARY ACTION: Violation of AAG policies and rules (including engaging in conduct listed herein as Prohibited Conduct) may warrant disciplinary action. AAG may, in its sole discretion, utilize whatever form of discipline is deemed appropriate under the circumstances, up to, and including, termination of employment. AAG’s policy of discipline in no way limits or alters the at-will employment relationship.
DRINKING AT APPLEBEE’S OFF THE CLOCK: Employees of legal drinking age, will be permitted to consume alcoholic beverages in any AAG Applebee’s restaurant with a maximum of 2 (two) alcoholic beverages IF the following requirements are met:
• Must pay full price for alcoholic beverages• Must refrain from any behavior/language that is less than professional or not in the best interest of guests,
co-workers, or the employer.• May not consume any alcoholic beverages within 4 (four) hours prior to the start of their shift or prior to visiting
another Applebee’s restaurant to work in any capacity.• May NOT enter the BOH or the immediate bar area (excluding High-top tables) while consuming alcohol.• Must be off-duty and not in any Applebee’s uniform.
All managers and supervisors have the responsibility to enforce this policy and all employees must report any violation or potential violation to their immediate supervisor and/or the Human Resources representative immediately. Failure either to enforce or adhere to this policy may result in immediate disciplinary action up to and including termination.
Drinking privileges for employees at Applebee’s restaurants will be at the sole discretion of AAG. Consult the restaurant manager for additional information about employees as off-duty guests in our restaurants.
DRUG AND ALCOHOL ABUSE: The following rules and standards of conduct apply to all employees either on AAGproperty or during the workday (including meal periods). Behavior that violates AAG policy includes:
• Possession or use of an illegal or controlled substance;• Being under the influence of an illegal or controlled substance while on the job; and• Distribution, sale, or purchase of an illegal or controlled substance while on the job.
Violation of these rules and standards of conduct will not be tolerated. AAG also may bring the matter to the attention of appropriate law enforcement authorities.
In order to enforce this policy, AAG reserves the right to conduct searches of AAG property or employees and/or their personal property, and to implement other measures necessary to deter and detect abuse of this policy.
Any employee who is using prescription or over-the-counter drugs that may impair the employee’s ability to safely perform the job, or affect the safety or well-being of others, must notify a manager of such use immediately before starting or resuming work.
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EMPLOYEE HOTLINE: Do you need help with a problem? If you have a work-related problem that seems insurmountable, and you’ve gone through channels and are still not satisfied, try our Hotline to get help with: problems relating to your employment; payroll/benefits questions or problems. Call 800.837.3667, ext. 1300.
GUEST TREATMENT: It is against Apple American Group policy for an associate of AAG to make negative or derogatory remarks about a guest to anyone, including fellow employees. Speaking to a guest about the amount of tip is grounds for immediate suspension and possible termination. Employees may not pressure hosts to have a specific type of guest in their section.
LOST AND FOUND: Any item found in the restaurant or on the property by an employee is to be turned over to the manageron duty immediately.
PARKING: Employee parking is a "house" policy. Your manager will tell you if you will be required to park in a specific area.
PROMOTIONS: Apple American is always looking for career-minded internal candidates. If you are interested in another position, notify your manager. Promotions are determined by merit, not length of time with AAG.
SMOKING: Employee smoking is restricted to specific times and areas which are determined by management. The Smoking Policy for your restaurant will be posted where other employee notices are located. Smoking is never permitted (1) in the restaurant, (2) while in public view or (3) in public areas while employees are in work clothes. Smoking in areas and at times that are prohibited may result in termination.
STAYING AFTER HOURS: We understand that after work employees may want to relax and unwind as guests. Managers will advise employees regarding specific restaurant policies on whether and when staying after hours is acceptable. Employees who are not “on the clock” cannot do any work, even if they just want to “help out” coworkers.
WORK CLOTHES: AAG, as an Applebee’s franchise, requires its employees to wear an Applebee’s name badge &apron, provided by AAG. We’ll also require that you wear certain styles shirt and pants and possibly other items thatcould be a part of your basic street clothing and that you can buy at a variety of stores. We will provide you a free “start-up” name badge and apron as these are specifically Applebee’s. Clean nails, hands, teeth, and the use of an effective deodorant are a must in the restaurant business. Your clothing must be clean and wrinkle-free. Your shoes must be non-slip soled shoes - Additional requirements include:
Front of House Positions• Hair must be clean and pulled back away from face.• Hair must be restrained if shoulder length or longer, and always away from items being served.• Make-up should be simple and applied lightly.• GM or AD will approve the length of mustaches, sideburns and beards. While growing a beard, daily shaving &
shaping of the beard is required.• Manicures must be well-maintained – no chipping. Clear polish only. White French-tip also allowed.• Tattoos and body piercing (other than ears) must be concealed from guests’ view.• Hair color and style should be conservative.• Jewelry should be kept to a minimum; management reserves the right to approve appropriateness.• Perfume, colognes, and aftershave must be fresh and lightly scented. No heavy scents are permitted.• Clothing must be clean (not stained); not worn, free of fraying or holes and wrinkle-free. Socks are required.• T-shirts worn under a FOH shirt must be a V-neck and not visible to guests.• Intentional body alteration or modification for the purpose of achieving a visible, physical effect that disfigures,
deforms or similarly detracts from a professional image is prohibited. Examples include, but are not limited to,visible tattoos, brands, body piercing (other than traditional ear piercing), tongue piercing or splitting, tooth filing,earlobe expansion, and acquiring visible, disfiguring skin implants.
• Methods to conceal an unacceptable piercing, such as using a bandage, are not permitted. For tattoo coverage, adiscrete bandage or opaque makeup will be permitted if they completely conceal the tattoo. Spacers or retainersare not permitted in any visible body piercing while working. Jewelry worn in non-visible piercings that may pose asafety risk because of working clothes design and/or job responsibilities will not be permitted.
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Front of the House Dress Code
• BLACK PANTS: Casual style, all black, loose fitting casual slacks (Dockers style), with belt loops and a maximum of 2 front and 2 rear pockets. Pants can have a cuff or no cuff, but cannot touch the floor.
• BELT: Solid, plain black belt 1 inch to 1 ½ inches wide.• SOCKS: Black socks.• BLACK SHOES: Must be leather, with non-skid soles (see approved styles). NO EXCEPTIONS.• SHIRT: Button down, solid black long sleeve or short sleeve shirt with collar for FOH employees. Additionally V-Neck blouses
and other feminine cut shirts can be worn with permission of the General Manager. Long sleeve shirts cannot be rolled up. All shirts must be tucked into pants with the exception of certain feminine tailored shirts that will not need tucked in, providing theshirt is no more than 3 inches below the waist line of pants. T-shirts can be worn but cannot be visible to the guest.
• BLACK APRONS: Servers will wear black aprons, which will be provided to them.• NAME TAG: Approved Applebee’s Name Tag.
Back of House Positions
• Applebee’s shirts and hats are required.• Jeans or pants with no holes – no sweats.• No excessive jewelry.• No shorts at any time.• Socks are required.• BLACK SHOES: Must be leather, with non-skid soles (see approved styles). NO EXCEPTIONS.
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PROHIBITED CONDUCTThe following conduct is prohibited and will not be tolerated by AAG. This list of prohibited conduct is illustrative only; other types of conduct that threaten security, personal safety, employee welfare and AAG operations also may be prohibited.
• Falsifying employment records, employment information, or other AAG records (note that employment information includes Social Security Numbers and any other documents used to verify identity and ability to work in the United States);
• Recording the work time of another employee or allowing any other employee to record your work time, or falsifying any time record, either your own or another employee’s;
• Theft and deliberate or careless damage or destruction of any AAG property, or the property of any employee or customer;
• Removing or borrowing AAG property without prior authorization;• Unauthorized use of AAG equipment, time, materials, or facilities;• Provoking a fight or fighting during working hours or on AAG property;• Participating in horseplay or practical jokes on AAG time or on AAG premises;• Carrying firearms or any other dangerous weapons on AAG premises at any time;• Engaging in criminal conduct whether or not related to job performance;• Causing, creating, or participating in a disruption of any kind during working hours on AAG property;• Insubordination, including but not limited to failure or refusal to obey the orders or instructions of a supervisor or
member of management, or the use of abusive or threatening language toward a supervisor or member of management;
• Using abusive language at any time on AAG premises;• Failing to personally notify a supervisor when unable to report to work and returning without doctor’s note;• Violation of AAG’s social media policies;• Unexcused absence; • Failing to obtain permission to leave work for any reason during normal working hours;• Failing to observe working schedules, including rest and lunch periods;• Failing to provide a physician’s certificate when requested or required to do so;• Sleeping or malingering on the job;• Violating AAG’s alcohol policies;• Working overtime without authorization or refusing to work assigned overtime;• Wearing disturbing, unprofessional or inappropriate styles of dress or hair while working;• Violating any safety, health, security or AAG policy, rule, or procedure;• Violating other policies within this handbook;• Committing a fraudulent act or a breach of trust under any circumstances;• Committing of or involvement in any act of unlawful harassment of another individual; and• Failing to promptly report work-related injury or illness.
This statement of prohibited conduct does not alter AAG's policy of at-will employment. Either you or AAG remain free to terminate the employment relationship at any time, with or without reason or advance notice.
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SAFETY AND HEALTHACCIDENT REPORTING: Any employee who suffers an accidental injury, no matter how minor, must be reported to management immediately. This is a Government requirement placed on both employee and employer.
EQUIPMENT: Care is required in the handling of all equipment and supplies. It is expected that employees will handle all equipment as instructed. This policy applies to all areas and departments of the restaurant.
GENERAL SAFETY POLICY: All employees are responsible for their own safety, as well as that of others in the workplace. To help us maintain a safe workplace, everyone must be safety-conscious at all times. Report all work-related injuries or illnesses immediately to management. In compliance with California law, and to promote the concept of a safe workplace, AAG maintains an Injury and Illness Prevention Program. The Injury and Illness Prevention Program is available for review by employees and/or employee representatives in the General Manager’s office.
HAZARDS: All safety hazards such as broken equipment, damaged machinery or tools, or slippery floors should be reported to the manager immediately.
OBJECTS ON THE FLOOR: Immediately pick up anything dropped on the floor and any foreign object on the floor. Keep aisles, halls and walkways free from electric cords or hoses.
SECURITY: Be aware of persons loitering for no apparent reason in parking areas, walkways, entrances and exits, and service areas. Report any suspicious persons or activities to management. Do not leave valuable and/or personal articles in the restaurant where they are accessible. AAG is not responsible for personal belongings brought into the restaurant
SLIPPERY FLOORS: For safety’s sake, wipe up any spill at once--and wipe it dry. If you must walk on wet, slippery floors, slow down and take short firm steps.
WORKPLACE VIOLENCE: AAG has a zero tolerance for acts of violence and threats of violence. Without exception, acts and threats of violence are not permitted. All such acts and threats, even those made in apparent jest, will be taken seriously, and will lead to discipline up to and including termination.
A threat includes, but is not limited to, any indication of intent to harm a person or damage AAG property. Threats may be director indirect, and they may be communicated verbally or nonverbally.
Possession of weapons on AAG premises and at AAG-sponsored events shall constitute a threat of violence. Employees may not possess a firearm on AAG property regardless of whether or not they have a permit. Other prohibited items are: explosives, knives and other dangerous weapons, including chemical substances intended to cause injury to another.
It is every employee’s responsibility to assist in establishing and maintaining a violence-free work environment. Therefore, each employee is expected and encouraged to report any weapon or incident which may be threatening or violent. Employees may submit a report to any manager, Human Resources Generalist or via the Employee Hotline (800-837-3667, ext. 1300).
LEAVING AAGEMPLOYEE REFERENCES: All requests for references must be directed to your Human Resources Generalist. No other manager or employee is authorized to release references for current or former employees. AAG’s policy is to only disclose the dates of employment and the title of the last position held of former employees. If an employee authorizes the disclosure in writing, AAG also will inform prospective employers of the amount of salary or wage the employee last earned.
NOTICE: If an employee must resign, we request a written 2-week notice, so that we can plan accordingly. During the final 2 weeks, we expect that employees will continue to perform their job duties properly. Providing notice does not alter the at-will status of your employment and AAG may accept your resignation immediately or at any time during the notice period.
VOLUNTARY RESIGNATION: Voluntary resignation results when an employee voluntarily quits his or her employment at AAG or, in the absence of a severe, unforeseeable medical emergency that is verified by a medical professional, fails to report to work for two (2) scheduled workdays without notice to, or approval by, his or her manager. All AAG-owned property, including keys, must be returned immediately upon termination of employment.
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DISPUTE RESOLUTION PROGRAM[2004EDR Systems, LLC/All Rights Reserved/Revised 2011]
This Dispute Resolution Program is adopted for Apple American Group (Apple American Group LLC and AppleAmerican Group II LLC) and all subsidiaries or affiliated entities, and all successors and assigns of any of them, all of which are collectively hereinafter referred to as the “Company.”
The Company is committed to building a strong relationship between the Company and all of our employees - arelationship that is based on trust and open communication. The Company is an equal opportunity employer andstrives to maintain an atmosphere of mutual trust and open, honest communication. By working together, we can reachany goal we set for ourselves. We do not and will not tolerate harassment or discrimination by any employee,regardless of their status with the Company, and no employee will be retaliated against for using this Program.
We understand, however, that problems and disagreements are unavoidable when people with different viewpointsspend a lot of time together. We cannot entirely eliminate disagreements, but we can provide a process for resolvingthem when they do occur by taking prompt constructive action.
Based on these beliefs and values, we developed this DISPUTE RESOLUTION PROGRAM (the “Program”). The Program is a four- step process for resolving workplace problems quickly and fairly. This policy describes the steps that both you and the Company must take to resolve many types of workplace problems. The Company is also obligated tofollow the Program and will also be bound by arbitration. The types of problems covered by the Program are explainedin detail in this policy.
THIS PROGRAM IS A CONDITION OF YOUR EMPLOYMENT AND IS THE MANDATORY AND EXCLUSIVE MEANSBY WHICH DISPUTES BETWEEN YOU AND THE COMPANY MAY BE RESOLVED, SO READ THE INFORMATIONIN THIS PROGRAM BOOKLET CAREFULLY.
When you have a work-related problem, follow the steps listed below in this policy.
Step 1: UTILIZE THE OPEN DOOR POLICYIn any relationship, when a disagreement occurs, keeping emotions bottled up inside only causes the problem to get bigger. At the Company we want to encourage open communication so we can solve the problem with the least amount of stress for those involved. To do this, we have developed an Open-Door Policy that encourages you to talkwith your manager to get your concerns addressed quickly.1. Talk directly to your immediate manager. If you have a problem, first discuss it with your Manager or General Manager as soon as possible after the problem arises.2. Talk to a higher level of management. Sometimes, you may not be able to resolve the issue with your Manager or General Manager. If this is the case, take your concern to your Area Director, Director of Operations or upto the Market President to get the answers you need.3. Talk with Human Resources. If you have tried the above steps and are not satisfied, or if you are not comfortable talking to your managers for any reason, you can contact your Human Resources Generalist to get the helpyou need.4. Talk with Support Center. If for any reason you are uncomfortable with following the prior steps, you shouldfeel free to contact the Support Center Human Resource Dept. at 216.525.2775 or Employee Hotline at 800.837.3667 x1300 and ask for help.
Step 2: EXECUTIVE REVIEWIf you have tried the Open Door Policy and are not satisfied, you may request the Executive Review Step. In this step, the Company’s President or his designee (the “Executive”) will review the issue or problem and attempt to resolve theissue or problem to your satisfaction and to the satisfaction of your Manager and the Company. Failing that, theExecutive will make a decision.
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Here is how you obtain access to the Executive Review Step:
1. Request review. As soon as possible after your exhaustion of the Open Door Policy Step process, you canstart the Executive Review process by contacting the Company’s Employee Relations department. The EmployeeRelations department can be reached at 216.525.2775 or you can call the Employee Hotline at 800.837.3667 x1300 and ask for help.2. Submit information. In order to access the Executive Review Step, you should provide a written statement thatcontains as much of the following information as is reasonably available to you:a. Describe in detail, to the best of your ability, the factual basis on which your claim is made.b. Describe the measures you have taken at the Communication Step to resolve the issue including the supervisorsyou have spoken with about the problem.c. Describe the nature and extent of any remedy or relief you believe you should have.*You can obtain a copy of a form to use for this purpose from the Human Resources Department.3. The Review. The Company’s Executive will review the problem and make whatever investigation he believes isappropriate under the circumstances. This may include, in all likelihood, a discussion with you and your Manager and areview of all relevant documents.4. The Solution. The Executive will attempt to find a way to resolve the problem to the satisfaction of all theparties involved in the situation. However, if the problem cannot be resolved in this manner, the Executive will make adecision. That decision will be made in writing, generally within thirty (30) days of your request for executive review.5. Non-Legal Claims. If your claim is not a statutory or common law claim (“legal claim”), Executive Review is thefinal step in the Dispute Resolution Program. (Only legal claims may proceed to mediation or arbitration). For example,mediation and arbitration are not available to review performance evaluations, job elimination or lay-off decisions,Company work rules, policies and pay rates, or increases or decreases in benefits, except to the extent such mattersrelate to statutory or common law claims.
Step 3: MEDIATIONIf you believe you have a legal claim that was not solved through the Open Door Policy or Executive Review, the nextstep is Mediation. In Mediation, an objective, independent third party tries to help the parties reach a mutually agreeablesolution.
When you or the Company requests Mediation, the Company will contact the American Arbitration Association (AAA) or a similar organization specializing in dispute resolution. The agency will assign a professional mediator to mediate thedispute. The mediator will listen, work to open communication lines, and offer creative solutions. But the mediatordoes not make a final decision. It is up to you and the Company to reach agreement. The goal of mediation is todevelop a solution that satisfies both parties involved.
Here is how to put the Mediation Step to work for you:
1. Advise the Employee Relations department that you request Mediation. You should request Mediation assoon as possible, generally within sixty (60) days from the date you complete the Executive Review Step, so that the issues will be fresh in your mind. You will be requested to complete a Request for Mediation form, which will befurnished.2. Select mediator. When either you or the Company request Mediation, the parties will select an outside, independent neutral mediator to handle the mediation process. The Company will pay the fees of the mediator and themediation agency.3. You, the mediator and the Company representative meet. The mediator will schedule a meeting between you and the Company representative. The mediator will guide the discussion and help resolve the problem. However, it is up to both you and the Company to reach agreement. The mediator does not make the final decision.4. Written agreement. If appropriate, after you and the Company have agreed upon a solution, a writtenagreement will be signed by the parties.
Step 4: ARBITRATIONIf you have a work-related problem that involves one of your legally protected rights, which has not been resolved through the earlier steps, you may request Arbitration.
In Arbitration, an outside neutral expert chosen and agreed upon by you and the Compnay, called an “arbitrator”,becomes involved in the resolution process. He or she listens to the facts, then makes a final binding decision andawards any damages, just like a judge in a court of law. Arbitration is less formal than conventional court litigation butis clearly established and governed by rules and standards of conduct, which are designed to assure due process of law is fully protected. The goal of Arbitration is to provide effective and efficient problem resolution.
Here is how the Arbitration process works:
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1. Request Arbitration. If you believe you have a legal claim, you may request that your claim go to Arbitration.Simply complete an Arbitration Request Form (provided upon request) and return it to the Company at its Cleveland, Ohio Support Center addressed to the attention of the Apple American Group Employee Relation Department, 6200 Oak Tree Blvd, Suite 250, Independence, Ohio 44131. The form can be obtained from your Human ResourcesGeneralist. The Arbitration will be conducted by the AAA or any similar organization mutually acceptable to you and theCompany. The arbitration will be conducted under the AAA’s “National Rules for the Resolution of Employment Disputes”, which are in effect at the time the demand for arbitration is filed. The rules can be obtained from the AAA’swebsite at ADR.org or from the Company upon request.
The arbitration agency selected (the “agency”) will then bill you and the Company each a filing fee. Your portion of thatfee is limited to$125.00. The Company will pay the balance of the agency’s initial filing fee and will pay the arbitrator’s fee. If youestablish that you cannot pay the filing fee, the Company will pay your portion of the fee.
2. A hearing is set. The arbitrator will schedule a date, time and place for a hearing. During this hearing, both youand the Company present the pertinent facts, documents, and witnesses. You may hire a lawyer to participate in theArbitration hearing with you. The hearing will be conducted in the community where you are/were employed by the Company or in another mutually agreeable location.
3. A decision is made. Based on the information presented and the facts gathered, the arbitrator will make a finalbinding decision in writing that will set forth the essential findings and conclusions on which the award is based. The decision of arbitrator shall have a final and binding effect in any related litigation. If you win, the arbitrator can award you anything you might seek through a court of law. By using Arbitration, your rights are protected and damages canbe paid if those rights have been violated.
PROGRAM RULES CLAIMS SUBJECT TO ARBITRATIONClaims and disputes subject to arbitration include all those legal claims you may now or in the future have against theCompany or against its officers, directors, shareholders, employees or agents, including claims related to any Companyemployee benefit program or against its fiduciaries or administrators (in their personal or official capacity), and all claimsthat the Company may now or in the future have against you, whether or not arising out of your employment or termination, except as expressly excluded under the “Claims Not Subject to Arbitration” section.
Legal claims that are subject to arbitration include, but are not limited to: claims for wages or other compensation; claims for breach of any contract, covenant or warranty (expressed or implied); tort claims (including, but not limited to, claims for physical, mental or psychological injury, but excluding statutory
workers compensation claims); claims for wrongful termination; claims for sexual or other illegal harassment or discrimination (including, but not limited to, claims based on race,
sex, sexual orientation, religion, national origin, age, medical condition or disability whether under federal, state or local law);
claims for benefits or claims for damages or other remedies under any employee benefit program sponsored by the Company (after exhausting administrative remedies under the terms of such plans);
“whistleblower” claims under any federal, state or other governmental law, statute, regulation or ordinance; claims for a violation of any other non-criminal federal, state or other governmental law, statute, regulation or
ordinance; and claims for retaliation under any law, statute, regulation or ordinance.
CLAIMS NOT SUBJECT TO ARBITRATIONThe only claims or disputes not subject to arbitration are as follows: any claim by an employee for benefits under a plan or program which provides its own binding arbitration
procedure; any statutory workers compensation claim; and unemployment insurance claims;
Your agreement to adhere to this Dispute Resolution Program does not prohibit you from pursuing an administrativeclaim with the National Labor Relations Board, any state or federal department of labor, the California Department of Fair Employment and Housing or the United States Equal Employment Opportunity Commission. This Agreement, does, however, preclude you from personally pursuing court action regarding any such claim.
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Additionally, nothing in this Agreement is intended to prevent either you or the Company from obtaining injunctive reliefin court to prevent irreparable harm pending the conclusion of any arbitration conducted hereunder and either of usmay apply to the appropriate state or federal court for a temporary restraining order, preliminary injunction, or otherinterim or conservatory relief, as necessary, without breach of this arbitration agreement and without abridgement of thepowers of the arbitrator.
The parties also agree that any arbitration between the employee and the Company is of their individual claim and thatany claim subject to arbitration will not be arbitrated on a collective or class-wide basis. However, this provision doesnot preclude employees from exercising their rights under the National Labor Relations Act to joining other employeesin a collective action to improve working conditions.
Also, any non-legal dispute is not subject to arbitration. Examples include disputes over a performance evaluation,issues with co-workers, or complaints about your work site or work assignment which do not allege a legal violation.
Neither the employee nor the Company has to submit the items listed under this “Claims Not Subject to Arbitration”caption to arbitration under this Program and may seek and obtain relief from a court or the appropriate administrativeagency.
REQUIRED NOTICE OF ALL CLAIMSWhen seeking arbitration, the claimant must file the Request for Arbitration form and give written notice of any claim to the other party within one year of the act complained of or within the applicable statute of limitations period, whichever is longer. Subject to any exceptions under applicable law, the day the act complained of occurred shall be counted for purposes of determining the applicable period.
Use the Request for Arbitration form when submitting a claim for arbitration. Identify and describe the nature of allclaims asserted and the facts on which your claims are based. Send this written notice by certified or registered mail,return receipt requested. If the Company wishes to invoke Arbitration, it will also complete a Request for Arbitrationform identifying and describing the nature of all claims asserted and the facts on which the claims are based and sendthis written notice to you at the last address recorded in the Company’s payroll records.
ARBITRATION PROCEDURESYou must use the Mediation Step explained in this policy before requesting Arbitration. The agency will administer anyArbitration under the AAA’s “National Rules for the Resolution of Employment Disputes” and in conformity with thisDispute Resolution Program. Go to ADR.org to obtain a copy of the rules or request a copy from the Company. Therules in effect on the date a demand is made shall control.
The arbitration will be before a neutral arbitrator who is licensed to practice law and who has significant experience in the employment law area. The arbitration shall apply the substantive law and the laws of remedies, if applicable, of thestate in which the claim arose, or federal law or both, depending upon the claims asserted. The decision of thearbitrator shall be in writing and shall provide the reasons for the award unless the parties agree otherwise.
The arbitrator shall have jurisdiction to hear and rule on pre-hearing disputes and is authorized to hold a pre-hearingconference by telephone or in person, as the arbitrator deems necessary. The arbitrator shall have the authority to ruleon a motion to dismiss and/or a motion for summary judgment by any party and, in doing so, must apply the standardsgoverning such motion under the Federal Rules of Civil Procedure.
PRE-HEARING PROCEDURESYou and the Company each have the right to take the deposition of individuals and expert witnesses designated byanother party. Depositions and other pre-trial discovery will be taken in accordance with the order of the arbitrator selected under the Program, who shall allow adequate discovery. You and the Company have the right to subpoena witnesses to the Arbitration in accordance with the Federal Rules of Civil Procedure. At least thirty (30) days before theArbitration, you and the Company must exchange lists of witnesses, including any experts, and copies of all exhibits tobe used at the Arbitration.
ARBITRATION FEES AND COSTSThere are two types of administrative fees and costs associated with Arbitration; a filing fee with the arbitration agencyselected and payment to the arbitrator for his or her services and expenses. Such fees and other expenses shall be allocated as follows:
1. The party requesting Arbitration must pay a $125.00 filing fee to the agency to request Arbitration. If you requestArbitration the Company will pay the balance of the initial filing fee, and will pay the entire fee if it requests Arbitration.2. Either party, at its expense, may arrange for and pay the cost of a court reporter to provide a stenographicrecord of the Arbitration proceedings.
CA-EE-HBK- 21 -
3. Each party shall be responsible for its own attorneys’ fees and related litigation expenses, if any; however, if anyparty prevails on a statutory claim, which allows the prevailing party to be awarded attorneys’ fees the arbitrator mayaward reasonable fees to the prevailing party.4. Where permitted by law, the arbitrator may assess attorneys’ fees against a party upon showing by the otherparty that the first party’s claim is frivolous or unreasonable or factually groundless.5. If either party pursues a legal claim covered by the Dispute Resolution Program in court or by any means otherthan Arbitration, the responding party shall be entitled to stay or dismissal of such action, the remand of such action to Arbitration, and the recovery of all costs and attorneys’ fees and expenses related to such action.
MULTI-STATE BUSINESSThe Company is engaged in transactions involving interstate commerce and your employment involves suchcommerce; therefore, the parties agree that the Federal Arbitration Act shall govern the interpretation, enforcement andproceedings under the Dispute Resolution Program.
PROGRAM PROVISIONS/ENFORCEMENTThe provisions of the Program document are severable and, should any provision be held unenforceable, all others will remain valid and binding. No provision of the Program document will be held unenforceable if such provision can be reasonably interpreted in a manner that results in such provision being enforceable. The arbitrators, and not anyfederal, state, or local court or agency, shall have exclusive authority to resolve any dispute relating to theinterpretation, arbitrability, applicability, enforceability or formation of the agreement to arbitrate including, but not limitedto, any claim that all or any part of the agreement to arbitrate is void and voidable.
If a court should determine that Arbitration under this Program is not the exclusive, final, and binding method for the Company and its employees to resolve disputes and/or that the decision and award of the arbitrator is not final andbinding as to some or all of a party’s claim(s), the party must submit the claim(s) to Arbitration and pursue theArbitration to conclusion before filing or pursuing any legal, equitable, or other legal proceeding for any eligible claim ina court of competent jurisdiction.
PROGRAM STEPSWhile we encourage you to use all of the steps in the Program in the order outlined, we realize that in some cases itmay not be appropriate to use the preliminary steps. Accordingly, if your claim involves a legal claim that is subject toArbitration hereunder, you may proceed directly to Step 3, Mediation, without first using Step 1, Open Door Policy or Step 2, Executive Review. The Company may skip Steps 1 and 2 if a legal claim is involved.
NOT AN EMPLOYMENT CONTRACT/EXCLUSIVE REMEDYWhile this Program constitutes a binding promise between you and the Company to resolve all disputes pursuant to theprocess outlined herein, this Program is not and shall not be construed to create any contract of employment, expressed or implied. Nor does this Program in any way alter the “at will” status of any employment.
This Program will prevent you from filing a lawsuit in Court for individual, class, or collective relief for a legal claim subject to arbitration.
[2004EDR Systems, LLC/All Rights Reserved/Revised 2011]
Apple American Group (Apple American Group LLC and Apple American Group II LLC) includes the following subsidiaries and affiliates:Apple Delaware LLC, Apple Indiana I LLC, Apple Indiana II LLC, Apple Indiana III LLC, Apple New Jersey LLC, Apple NorCal LLC,WineCountry Apple LLC, Apple Ohio LLC, Apple Pennsylvania LLC, B.T. Woodlipp, Inc, Apple Washington LLC, AppleSoCal LLC, AppleNevada LLC, Apple Minnesota LLC and Apple New England LLC
CA-EE-HBK
For m
ore i
nfor
mat
ion,
cont
act D
FEH
toll
free
at
(800
) 884
-168
4Sa
cram
ento
are
a &
out
-of-
stat
e at (
916)
478
-720
0TT
Y nu
mbe
r at (
800)
700
-232
0or
visi
t our
Web
site
at w
ww.
dfeh
.ca.
gov
In a
ccor
danc
e with
the C
alifo
rnia
Gov
ernm
ent C
ode a
nd
AD
A re
quire
men
ts, th
is pu
blica
tion
can
be m
ade a
vaila
ble
in B
raill
e, la
rge p
rint,
com
pute
r disk
, or t
ape c
asse
tte a
s a
disa
bilit
y-re
late
d re
ason
able
acco
mm
odat
ion
for a
n in
divi
dual
with
a d
isabi
lity.
To d
iscus
s how
to re
ceiv
e a co
py
of th
is pu
blica
tion
in a
n al
tern
ativ
e for
mat
, plea
se co
ntac
t D
FEH
at t
he n
umbe
rs a
bove
.
Stat
e of
Cal
iforn
iaD
epar
tmen
t of F
air E
mpl
oym
ent &
Hou
sing
DFE
H-1
85 (1
1/07
)
The
defin
itio
n of
sex
ual h
aras
smen
t inc
lude
s
man
y fo
rms
of o
ffen
sive
beh
avio
r.
Dep
artm
ent o
f Fai
r Em
ploy
men
t and
Hou
sing
Sexu
al H
aras
smen
tTh
e Fa
cts A
bout
Sex
ual H
aras
smen
t
The
Fair
Empl
oym
ent a
nd H
ousin
g Ac
t (FE
HA
) de
fines
sexu
al h
aras
smen
t as h
aras
smen
t ba
sed
on se
x or
of a
sexu
al n
atur
e; g
ende
r ha
rass
men
t; an
d ha
rass
men
t bas
ed o
n pr
egna
n-cy
, chi
ldbi
rth,
or r
elat
ed m
edic
al c
ondi
tions
. Th
e defi
nitio
n of
sexu
al h
aras
smen
t inc
lude
s m
any
form
s of o
ffens
ive
beha
vior
, inc
ludi
ng
hara
ssm
ent o
f a p
erso
n of
the
sam
e ge
nder
as
the
hara
sser
. The
follo
win
g is
a pa
rtia
l list
of
type
s of s
exua
l har
assm
ent:
• U
nwan
ted
sexu
al a
dvan
ces
• O
fferin
g em
ploy
men
t ben
efits
in
exch
ange
for s
exua
l fav
ors
• A
ctua
l or t
hrea
tene
d re
talia
tion
• Le
erin
g; m
akin
g se
xual
ges
ture
s; or
di
spla
ying
sexu
ally
sugg
estiv
e ob
ject
s, pi
ctur
es, c
arto
ons,
or p
oste
rs
• M
akin
g or
usin
g de
roga
tory
com
men
ts,
epith
ets,
slurs
, or j
okes
• Se
xual
com
men
ts in
clud
ing
grap
hic
com
-m
ents
abo
ut a
n in
divi
dual
’s bo
dy; s
exu-
ally
deg
radi
ng w
ords
use
d to
des
crib
e an
indi
vidu
al; o
r sug
gest
ive o
r obs
cene
lette
rs,
note
s, or
invi
tatio
ns
• Ph
ysic
al to
uchi
ng o
r ass
ault,
as w
ell a
s im
pedi
ng o
r blo
ckin
g m
ovem
ents
such
as a
lead
, sup
ervi
sor,
man
ager
or a
gent
;
• th
e em
ploy
er h
ad n
o kn
owle
dge
of th
e
hara
ssm
ent;
• th
ere w
as a
prog
ram
to p
reve
nt h
aras
smen
t; an
d
• on
ce a
war
e of
any
har
assm
ent,
the
empl
oyer
to
ok im
med
iate
and
app
ropr
iate
cor
rect
ive
actio
n to
stop
the
hara
ssm
ent.
Filin
g a
Com
plai
nt
Empl
oyee
s or j
ob ap
plic
ants
who
bel
ieve
that
they
ha
ve b
een
sexu
ally
har
asse
d m
ay fi
le a
com
plai
nt o
f di
scrim
inat
ion
with
DFE
H w
ithin
one
yea
r of t
he
hara
ssm
ent.
DFE
H se
rves
as a
neu
tral
fact
-find
er a
nd a
ttem
pts t
o he
lp th
e pa
rtie
s vol
unta
rily
reso
lve
disp
utes
. If
DFE
H fi
nds s
ufficie
nt ev
iden
ce to
esta
blish
that
dis-
crim
inat
ion
occu
rred
and
settl
emen
t effo
rts f
ail,
the
Dep
artm
ent m
ay fi
le a f
orm
al ac
cusa
tion.
The a
ccus
a-tio
n w
ill le
ad to
eith
er a
publ
ic h
earin
g be
fore
the F
air
Empl
oym
ent a
nd H
ousin
g C
omm
issio
n or
a la
wsu
it fil
ed b
y D
FEH
on
beha
lf of
the c
ompl
aini
ng p
arty
.
If th
e C
omm
issio
n fin
ds th
at d
iscrim
inat
ion
has o
c-cu
rred
, it c
an o
rder
rem
edie
s inc
ludi
ng:
• Fi
nes o
r dam
ages
for e
mot
iona
l dist
ress
fr
om e
ach
empl
oyer
or p
erso
n fo
und
to h
ave
viol
ated
the
law
• H
iring
or r
eins
tate
men
t
• Ba
ck p
ay o
r pro
mot
ion
• C
hang
es in
the
polic
ies o
r pra
ctic
es o
f the
in
volv
ed e
mpl
oyer
Empl
oyee
s can
also
pur
sue
the
mat
ter t
hrou
gh
a pr
ivat
e la
wsu
it in
civ
il co
urt a
fter a
com
plai
nt
has b
een
filed
with
DFE
H a
nd a
Rig
ht-t
o-Su
e
Not
ice
has b
een
issue
d.
For m
ore
info
rmat
ion,
see
publ
icat
ion
DFE
H-1
59
“Gui
de fo
r Com
plai
nant
s and
Res
pond
ents
.”
CA-EE-HBK
The
mis
sion
of t
he D
epar
tmen
t of F
air E
mpl
oym
ent a
nd H
ousi
ng is
to p
rote
ct th
e pe
ople
of
Calif
orni
a fr
om u
nlaw
ful d
iscr
imin
atio
n in
em
ploy
men
t, h
ousi
ng a
nd p
ublic
acc
omm
odat
ions
, and
from
the
perp
etra
tion
of a
cts
of h
ate
viol
ence
.
Empl
oyer
s’ O
blig
atio
ns
All
empl
oyer
s mus
t tak
e th
e fo
llow
ing
actio
ns
agai
nst h
aras
smen
t:
• Ta
ke a
ll re
ason
able
step
s to
prev
ent
disc
rim
inat
ion
and
hara
ssm
ent f
rom
oc
curr
ing.
If h
aras
smen
t doe
s occ
ur,
take
effe
ctiv
e ac
tion
to st
op a
ny fu
rthe
r ha
rass
men
t and
to c
orre
ct a
ny e
ffect
s of
the
hara
ssm
ent.
• D
evel
op a
nd im
plem
ent a
sexu
al h
aras
s-m
ent p
reve
ntio
n po
licy
with
a p
roce
dure
fo
r em
ploy
ees t
o m
ake
com
plai
nts a
nd
for t
he em
ploy
er to
inve
stig
ate c
ompl
aint
s. Po
licie
s sho
uld
incl
ude
prov
ision
s to:
• Fu
lly in
form
the
com
plai
nant
of
his/
her r
ight
s and
any
obl
igat
ions
to se
-cu
re th
ose
right
s.
• Fu
lly a
nd e
ffect
ivel
y in
vest
igat
e. Th
e in
ves-
tigat
ion
mus
t be
thor
ough
, obj
ectiv
e, an
d co
mpl
ete.
Any
one w
ith in
form
atio
n re
-ga
rdin
g th
e m
atte
r sho
uld
be in
terv
iew
ed.
A d
eter
min
atio
n m
ust b
e m
ade
and
the
re-
sults
com
mun
icat
ed to
the
com
plai
nant
, to
the a
llege
d ha
rass
er an
d, as
appr
opria
te,
to al
l oth
ers d
irect
ly co
ncer
ned.
• Ta
ke p
rom
pt a
nd e
ffect
ive
corr
ectiv
e ac
tion
if th
e ha
rass
men
t alle
gatio
ns a
re
prov
en. Th
e em
ploy
er m
ust t
ake
appr
opri-
ate a
ctio
n to
stop
the h
aras
smen
t and
en-
sure
it w
ill n
ot c
ontin
ue. Th
e em
ploy
er
mus
t als
o co
mm
unic
ate
to th
e co
m-
plai
nant
that
actio
n ha
s bee
n ta
ken
to st
op th
e ha
rass
men
t fro
m re
curr
ing.
Fin
ally,
appr
opria
te
steps
mus
t be t
aken
to re
med
y the
com
plai
nant
’s da
mag
es, i
f any
.
• Po
st th
e D
epar
tmen
t of F
air E
mpl
oym
ent a
nd
Hou
sing
(DFE
H) e
mpl
oym
ent p
oste
r (D
FEH
- 1
62) i
n th
e w
orkp
lace
(ava
ilabl
e th
roug
h th
e D
FEH
pub
licat
ions
line
[916
] 478
-720
1 or
W
eb si
te).
• D
istrib
ute
an in
form
atio
n sh
eet o
n se
xual
ha
rass
men
t to
all e
mpl
oyee
s. A
n em
ploy
er m
ay
eith
er d
istrib
ute
this
pam
phle
t (D
FEH
185
) or
dev
elop
an
equi
vale
nt d
ocum
ent t
hat m
eets
th
e re
quire
men
ts o
f Gov
ernm
ent C
ode
sect
ion
1295
0(b)
. This
pam
phle
t may
be
dupl
icat
ed in
an
y qu
antit
y. H
owev
er, t
his p
amph
let i
s no
t to
be u
sed
in p
lace
of a
sexu
al h
aras
smen
t pr
even
tion
polic
y, w
hich
all
empl
oyer
s are
re
quir
ed to
hav
e.
• A
ll em
ploy
ees s
houl
d be
mad
e aw
are
of th
e se
rious
ness
of v
iola
tions
of t
he se
xual
har
assm
ent
polic
y an
d m
ust b
e cau
tione
d ag
ains
t usin
g pe
er
pres
sure
to d
iscou
rage
har
assm
ent v
ictim
s fr
om c
ompl
aini
ng.
• Em
ploy
ers w
ho d
o bu
sines
s in
Cal
iforn
ia a
nd
empl
oy 5
0 or
mor
e pa
rt-t
ime
or fu
ll-tim
e em
ploy
ees m
ust p
rovi
de a
t lea
st tw
o ho
urs o
f se
xual
har
assm
ent t
rain
ing
ever
y tw
o ye
ars
to e
ach
supe
rviso
ry e
mpl
oyee
and
to a
ll ne
w
supe
rviso
ry e
mpl
oyee
s with
in si
x m
onth
s of
thei
r ass
umpt
ion
of a
supe
rviso
ry p
ositi
on.
• A
pro
gram
to e
limin
ate
sexu
al h
aras
smen
t fro
m
the
wor
kpla
ce is
not
onl
y re
quire
d by
law,
but
is
the m
ost p
ract
ical
way
for a
n em
ploy
er
to a
void
or l
imit
liabi
lity
if ha
rass
men
t sho
uld
occu
r des
pite
pre
vent
ive
effor
ts.
Empl
oyer
Lia
bilit
y
All
empl
oyer
s, re
gard
less o
f the
num
ber o
f em
ploy
ees,
are c
over
ed b
y th
e har
assm
ent s
ectio
n of
the F
EHA
. Em
ploy
ers a
re g
ener
ally
liab
le fo
r har
assm
ent b
y th
eir s
uper
viso
rs o
r age
nts.
Har
asse
rs, i
nclu
ding
bot
h su
perv
isory
and
non
-sup
ervi
sory
per
sonn
el, m
ay b
e he
ld p
erso
nally
liab
le fo
r har
assi
ng a
n em
ploy
ee o
r co
wor
ker o
r for
aid
ing
and
abet
ting
hara
ssm
ent.
Add
ition
ally
, the
law
requ
ires
em
ploy
ers t
o ta
ke
“all
reas
onab
le st
eps t
o pr
even
t har
assm
ent f
rom
oc
curr
ing.
” If
an
empl
oyer
has
faile
d to
take
such
pr
even
tive
mea
sure
s, th
at e
mpl
oyer
can
be
held
li-
able
for t
he h
aras
smen
t. A
vic
tim m
ay b
e en
title
d to
da
mag
es, e
ven
thou
gh n
o em
ploy
men
t opp
ortu
nity
ha
s bee
n de
nied
and
ther
e is n
o ac
tual
loss
of p
ay o
r be
nefit
s.
In a
dditi
on, i
f an
empl
oyer
kno
ws o
r sho
uld
have
kn
own
that
a n
on-e
mpl
oyee
(e.g
. clie
nt o
r cus
tom
-er
) has
sexu
ally
har
asse
d an
em
ploy
ee, a
pplic
ant,
or
pers
on p
rovi
ding
serv
ices
for t
he em
ploy
er an
d fa
ils
to ta
ke im
med
iate
and
app
ropr
iate
cor
rect
ive
ac-
tion,
the
empl
oyer
may
be
held
liab
le fo
r the
act
ions
of
the
non-
empl
oyee
.
An
empl
oyer
mig
ht a
void
liab
ility
if
• th
e ha
rass
er is
not
in a
pos
ition
of a
utho
rity,
CA-EE-HBK
(Fol
d)(F
old)
(Fol
d)(F
old)
H
ow t
o C
laim
Sta
te P
lan
Ben
efi t
s
1. R
eque
st a
cla
im fo
rm:
• B
y te
leph
one:
1-8
00-4
80-3
287
• B
y In
tern
et: w
ww
.edd
.ca.
gov
• B
y TT
Y (t
elet
ypew
rite
r fo
r de
af, h
eari
ng-
impa
ired
and
spee
ch-im
paire
d pe
rson
s on
ly):
1-80
0-56
3-24
41 fo
r D
I or
1-8
00-4
45-1
312
for
PFL.
• B
y m
ail:
EDD
, Dis
abili
ty In
sura
nce,
P.
O. B
ox 1
3140
, Sac
ram
ento
, CA
958
13-3
140
• I
n pe
rson
by
visi
ting
any
of th
e D
I offi
ces
liste
d un
der “
Dis
abili
ty In
sura
nce
Offi
ce L
ocat
ions
.”
• C
alifo
rnia
Sta
te g
over
nmen
t em
ploy
ees
cove
red
by S
DI s
houl
d te
leph
one
1-86
6-35
2-76
75.
2. F
ill o
ut a
nd s
ign
the
“Cla
iman
t’s S
tate
men
t.”
Prin
t cle
arly
, and
be
sure
that
you
r ans
wer
s ar
e co
mpl
ete
and
corr
ect b
ecau
se e
rror
s m
ay
dela
y pa
ymen
ts.
3. H
ave
your
doc
tor
com
plet
e th
e “P
hysi
cian
/Pr
actit
ione
r’s C
ertifi
cat
e.”
Usu
ally
a c
laim
ca
nnot
beg
in m
ore
than
sev
en d
ays
befo
re
you
wer
e ex
amin
ed b
y or
und
er th
e ca
re o
f a
certi
fyin
g ph
ysic
ian/
prac
titio
ner.
Cer
tifi c
atio
n m
ay b
e m
ade
by a
lice
nsed
med
ical
or
oste
opat
hic
phys
icia
n an
d su
rgeo
n, n
urse
pr
actit
ione
r, ch
irop
ract
or, d
entis
t, po
diat
rist
, op
tom
etri
st, d
esig
nate
d ps
ycho
logi
st, o
r an
au
thor
ized
med
ical
offi
cer
of a
Uni
ted
Stat
es
Gov
ernm
ent f
acili
ty. C
ertifi
cat
ion
may
als
o be
m
ade
by a
lice
nsed
nur
se-m
idw
ife o
r lic
ense
d m
idw
ife fo
r di
sabi
litie
s re
late
d to
nor
mal
pr
egna
ncy
or c
hild
birt
h.
4. M
ail y
our
clai
m fo
rm w
ithin
49
days
from
th
e fi r
st d
ay y
ou w
ere
disa
bled
. If y
our
clai
m is
late
, you
may
lose
ben
efi ts
unl
ess
your
exp
lana
tion
of th
e de
lay
is a
ccep
ted
as
reas
onab
le.
How
Ben
efi t
s A
re P
aid
• T
he S
DI P
rogr
am is
des
igne
d to
ser
ve y
ou b
y m
ail o
r on
line.
You
do
not n
eed
to a
ppea
r in
pe
rson
to a
pply
for
or r
ecei
ve b
enefi
ts.
EDD
is a
n eq
ual o
ppor
tuni
ty e
mpl
oyer
/pro
gram
. A
uxili
ary
aids
and
ser
vice
s ar
e av
aila
ble
upon
req
uest
to in
divi
dual
s w
ith d
isab
ilitie
s. R
eque
sts
for
serv
ices
, ai
ds, a
nd/o
r al
tern
ate
form
ats
need
to b
e m
ade
by c
allin
g D
I at 1
-800
-480
-328
7 (v
oice
), or
TTY
1-
800-
563-
2441
, or
PFL
at 1
-877
-238
-437
3 or
TTY
1-
800-
445-
1312
.
This
pam
phl
et is
for
gene
ral i
nfo
rmat
ion
onl
y,
and
do
es n
ot
have
the
forc
e an
d e
ffec
t o
f the
law
, ru
le o
r re
gula
tio
n.
Dis
abili
ty is
any
illn
ess
or in
jury
, eith
er p
hysi
cal
or m
enta
l, th
at p
reve
nts
you
from
doi
ng y
our
regu
lar
or c
usto
mar
y w
ork.
Dis
abili
ty a
lso
incl
udes
el
ectiv
e su
rger
y, p
regn
ancy
, chi
ldbi
rth,
or
rela
ted
med
ical
con
ditio
ns.
Dis
abili
ty I
nsur
ance
(D
I) is
a c
ompo
nent
of t
he
Stat
e D
isab
ility
Insu
ranc
e (S
DI)
Prog
ram
and
is
des
igne
d to
par
tially
rep
lace
wag
es y
ou lo
st
beca
use
of a
dis
abili
ty th
at w
as n
ot c
ause
d by
yo
ur w
ork.
(See
“O
ther
Pro
gram
s” o
n re
vers
e fo
r jo
b-re
late
d di
sabi
litie
s.)
SDI t
axes
are
pai
d by
thos
e C
alifo
rnia
wor
kers
who
are
cov
ered
by
the
SDI p
rogr
am. T
ax
rate
s m
ay v
ary
from
yea
r to
yea
r. Fo
r cu
rren
t ra
tes,
con
tact
the
Empl
oym
ent D
evel
opm
ent
Dep
artm
ent (
EDD
) DI C
usto
mer
Ser
vice
at
1-80
0-48
0-32
87 o
r ED
D E
mpl
oym
ent T
ax
Cus
tom
er S
ervi
ce a
t 1-8
88-7
45-3
886.
DI
Plan
s
• S
tate
Pla
n. D
I’s s
tate
pla
n is
cov
ered
in th
is
broc
hure
.
• V
olun
tary
Pla
n. T
his
is a
priv
ate
plan
, app
rove
d by
the
Dire
ctor
of E
DD
, whi
ch m
ay b
e su
bstit
uted
fo
r th
e St
ate
Plan
. Em
ploy
ers
and
empl
oyee
gr
oups
may
est
ablis
h vo
lunt
ary
plan
s if
the
maj
ority
of e
mpl
oyee
s an
d th
e em
ploy
er a
gree
to
do
so. I
f you
are
cov
ered
by
a vo
lunt
ary
plan
, th
e pr
ovis
ions
of t
his
broc
hure
may
not
app
ly to
yo
u. O
btai
n in
form
atio
n ab
out y
our
cove
rage
an
d fi l
e a
volu
ntar
y pl
an c
laim
thro
ugh
your
em
ploy
er.
• E
lect
ive
Cov
erag
e. E
mpl
oyer
s an
d se
lf-em
ploy
ed
pers
ons,
incl
udin
g ge
nera
l par
tner
s, m
ay e
lect
co
vera
ge. H
owev
er, t
he m
etho
d of
com
putin
g be
nefi t
s fo
r el
ectiv
e co
vera
ge p
artic
ipan
ts is
not
th
e sa
me
as fo
r m
anda
tory
rat
e pa
yers
. The
cos
t of
par
ticip
atin
g, w
hich
is s
et a
nnua
lly, c
an b
e ob
tain
ed fr
om y
our
loca
l ED
D E
mpl
oym
ent T
ax
Cus
tom
er S
ervi
ce O
ffi ce
.
Elec
tive
Cov
erag
e cl
aim
s ar
e fi l
ed in
the
sam
e m
anne
r as
Sta
te P
lan
clai
ms;
how
ever
, th
ere
are
som
e di
ffere
nces
in e
ligib
ility
re
quir
emen
ts fr
om th
ose
liste
d in
this
pam
phle
t. Fo
r ad
ditio
nal i
nfor
mat
ion
or to
app
ly fo
r co
vera
ge, c
onta
ct E
DD
DI C
usto
mer
Ser
vice
at
1-8
00-4
80-3
287
or E
DD
Em
ploy
men
t Tax
C
usto
mer
Ser
vice
at 1
-888
-745
-388
6.
DIS
AB
ILIT
YIN
SUR
AN
CE
PRO
VIS
ION
S
DE
2515
Rev
. 59
(1-1
2) (
INTE
RN
ET)
Pag
e 1
of 2
C
U
DI
Cla
im M
anag
emen
t O
ffi c
es
Ala
med
a ....
.160
0 H
arbo
r B
ay P
arkw
ay, S
te. 1
20(w
rite
to: P
O B
ox 1
857,
Oak
land
, CA
946
04-1
857)
Chi
co ..
......
......
......
......
......
.....
645
Sale
m S
tree
t(w
rite
to: P
O B
ox 8
190,
Chi
co, C
A 9
5927
-819
0)
Chi
no H
ills .
.153
15 F
airfi
eld
Ranc
h Ro
ad, S
te. 1
00(w
rite
to: P
O B
ox 6
0006
, City
of I
ndus
try,
CA
917
16-0
006)
Fres
no ..
......
...25
50 M
arip
osa
Mal
l, R
m. 1
080A
(wri
te to
: PO
Box
32,
Fre
sno,
CA
937
07-0
032)
Long
Bea
ch ..
.430
0 Lo
ng B
each
Blv
d., S
te. 6
00(w
rite
to: P
O B
ox 4
69, L
ong
Bea
ch, C
A 9
0801
-046
9)
Los
Ang
eles
.....
.888
S. F
igue
roa
Stre
et, S
te. 2
00(w
rite
to: P
O B
ox 5
1309
6, L
os A
ngel
es, C
A 9
0051
-109
6
N. L
os A
ngel
es...
154
00 S
herm
an W
ay, R
m. 5
00(w
rite
to: P
O B
ox 1
0402
, Van
Nuy
s, C
A 9
1410
-040
2)
San
Ber
nard
ino
......
......
......
.371
Wes
t 3rd
Str
eet
(wri
te to
: PO
Box
781
, San
Ber
nard
ino,
CA
924
02-0
781)
San
Die
go ..
9246
Lig
htw
ave
Aven
ue, B
ldg.
A, S
te. 3
00(w
rite
to: P
O B
ox 1
2083
1, S
an D
iego
, CA
921
12-0
831)
San
Fran
cisc
o ...
....7
45 F
rank
lin S
tree
t, R
m. 3
00(w
rite
to: P
O B
ox 1
9353
4, S
an F
ranc
isco
, CA
941
19-3
534)
San
Jose
.....
......
......
....
297
Wes
t Hed
ding
Str
eet
(wri
te to
: PO
Box
637
, San
Jose
, CA
951
06-0
637)
Sant
a A
na ..
605
Wes
t San
ta A
na B
lvd.,
Bldg
. 28,
Rm
. 735
(wri
te to
: PO
Box
146
6, S
anta
Ana
, CA
927
02-1
466)
Sant
a B
arba
ra ..
......
......
...12
8 Ea
st O
rteg
a St
reet
(wri
te to
: PO
Box
152
9, S
anta
Bar
bara
, CA
931
02-1
529)
Sant
a R
osa .
......
......
......
606
Hea
ldsb
urg
Ave
nue
(wri
te to
: PO
Box
700
, San
ta R
osa,
CA
954
02-0
700)
Stoc
kton
.....
......
......
..52
8 N
orth
Mad
ison
Str
eet
(wri
te to
: PO
Box
201
006,
Sto
ckto
n, C
A 9
5201
-900
6)
CA-EE-HBK
(Fol
d)(F
old)
(Fol
d)(F
old)
• W
hen
your
cla
im is
rec
eive
d, y
ou m
ay
be c
onta
cted
by
mai
l or
by te
leph
one
for
addi
tiona
l inf
orm
atio
n if
need
ed. M
ost c
laim
s ar
e pr
oces
sed
with
in 1
4 da
ys.
• T
he fi
rst s
even
day
s of
you
r di
sabi
lity
clai
m
are
a “n
on p
ayab
le”
wai
ting
peri
od.
Ben
efi ts
are
pai
d as
qui
ckly
as
poss
ible
afte
r al
l in
form
atio
n to
det
erm
ine
elig
ibili
ty is
rec
eive
d.
If yo
u m
eet a
ll el
igib
ility
req
uire
men
ts, b
enefi
ts
will
be
auth
oriz
ed. I
f you
are
elig
ible
for
furt
her
bene
fi ts,
you
will
be
sent
add
ition
al b
enefi
ts
auto
mat
ical
ly o
r se
nt a
“co
ntin
ued
clai
m”
cert
ifi ca
tion
form
for
you
to c
ompl
ete
for
the
next
ben
efi t
perio
d. U
sual
ly th
ese
bene
fi t p
erio
ds
will
be
in tw
o w
eek
inte
rval
s. H
owev
er, t
he D
I pr
ogra
m p
ays
bene
fi ts
base
d on
dai
ly e
ligib
ility
w
ithin
a s
even
-day
cal
enda
r w
eek.
Par
tial w
eeks
ar
e pa
id a
t a d
aily
rat
e. T
his
rate
is o
ne-s
even
th
of y
our
wee
kly
bene
fi t a
mou
nt. P
leas
e al
low
ten
days
from
the
date
you
mai
l a c
ertifi
cat
ion
for
rece
ipt o
f you
r pa
ymen
t.
How
You
r B
enefi
t R
ate
is D
eter
min
ed
Your
ben
efi t
amou
nts
are
base
d on
wag
es p
aid
to y
ou d
urin
g a
spec
ifi c
12-m
onth
bas
e pe
riod
, w
hich
is d
eter
min
ed b
y th
e da
te y
our
clai
m
begi
ns. T
here
fore
, you
sho
uld
care
fully
con
side
r w
hen
to s
tart
you
r cl
aim
sin
ce th
is m
ay a
ffect
yo
ur w
eekl
y be
nefi t
rat
e, y
our
max
imum
ben
efi t
amou
nt, a
nd th
e pe
riod
of y
our b
enefi
t el
igib
ility
.
Onl
y th
e w
ages
in y
our
base
per
iod
that
wer
e su
bjec
t to
the
disa
bilit
y in
sura
nce
tax
can
be
used
in c
ompu
ting
your
ben
efi ts
. To
qual
ify, y
ou
mus
t hav
e ea
rned
at l
east
$30
0 du
ring
you
r ba
se
peri
od. T
he m
onth
in w
hich
you
r cl
aim
beg
ins
dete
rmin
es w
hich
four
con
secu
tive
quar
ters
m
ust b
e us
ed.
If yo
ur c
laim
beg
ins
in:
• J
anua
ry, F
ebru
ary,
or
Mar
ch, y
our
base
pe
riod
is t
he 1
2 m
onth
s en
ding
last
Se
ptem
ber
30. (
Exam
ple:
A c
laim
beg
inni
ng
Febr
uary
14,
201
1, u
ses
a ba
se p
erio
d of
O
ctob
er 1
, 200
9, th
roug
h Se
ptem
ber
30,
2010
.)
• A
pril,
May
, or
June
, you
r ba
se p
erio
d is
the
12
mon
ths
endi
ng la
st D
ecem
ber
31.
(Exa
mpl
e: A
cla
im b
egin
ning
June
20,
201
1,
uses
a b
ase
peri
od o
f Jan
uary
1, 2
009,
thro
ugh
Dec
embe
r 31
, 201
0.)
• J
uly,
Aug
ust,
or
Sept
embe
r, yo
ur b
ase
peri
od is
th
e 12
mon
ths
endi
ng la
st M
arch
31.
(Exa
mpl
e: A
cla
im b
egin
ning
Sep
tem
ber
27, 2
011,
us
es a
bas
e pe
riod
of A
pril
1, 2
010,
thro
ugh
Mar
ch 3
1, 2
011.
)•
Oct
ober
, Nov
embe
r, or
Dec
embe
r, yo
ur b
ase
peri
od is
the
12
mon
ths
endi
ng la
st Ju
ne 3
0.
(Exa
mpl
e: A
cla
im b
egin
ning
Nov
embe
r 2,
201
1,
uses
a b
ase
peri
od o
f Jul
y 1,
201
0, th
roug
hJu
ne 3
0, 2
011.
)
Exce
ptio
ns: I
f you
r cla
im is
det
erm
ined
to b
e in
valid
, bu
t you
wer
e un
empl
oyed
and
see
king
wor
k fo
r 60
days
or
mor
e in
any
qua
rter o
f you
r bas
e pe
riod,
you
may
be
abl
e to
sub
stitu
te w
ages
pai
d in
prio
r qua
rters
.
In a
dditi
on, y
ou m
ay b
e en
title
d to
sub
stitu
te w
ages
pa
id in
pri
or q
uart
ers
eith
er to
mak
e yo
ur c
laim
val
id
or to
incr
ease
you
r be
nefi t
am
ount
, if d
urin
g yo
ur
base
per
iod
you:
• w
ere
in th
e m
ilita
ry s
ervi
ce.
• r
ecei
ved
Wor
kers
’ Com
pens
atio
n be
nefi t
s.•
did
not
wor
k be
caus
e of
a la
bor
disp
ute.
If yo
ur s
ituat
ion
fi ts
any
of th
e ab
ove,
incl
ude
a no
te
with
you
r cl
aim
form
.
Wag
e C
onti
nuat
ion.
If y
our
empl
oyer
con
tinue
s to
pay
you
wag
es w
hile
you
are
dis
able
d, y
our
DI
bene
fi ts
may
be
affe
cted
. DI b
enefi
ts p
lus
wag
es
cann
ot e
xcee
d yo
ur r
egul
ar w
eekl
y w
age.
You
r D
I be
nefi t
s w
ill n
ot b
e af
fect
ed b
y an
y va
catio
n pa
y yo
u m
ay r
ecei
ve.
Max
imum
Ben
efi t
s. T
he m
axim
um b
enefi
t am
ount
is
52
times
the
wee
kly
rate
, but
not
mor
e th
an y
our
tota
l bas
e pe
riod
wag
es. E
xcep
tion:
For
em
ploy
ers
and
self-
empl
oyed
indi
vidu
als
who
ele
ct S
DI
cove
rage
, the
max
imum
ben
efi t
amou
nt is
39
times
th
e w
eekl
y ra
te.
In a
dditi
on, b
enefi
ts a
re p
ayab
le o
nly
for
a lim
ited
peri
od to
a r
esid
ent i
n an
alc
ohol
ic r
ecov
ery
hom
e or
dru
g-fr
ee r
esid
entia
l fac
ility
that
is b
oth
licen
sed
and
cert
ifi ed
by
the
stat
e in
whi
ch th
e fa
cilit
y is
loca
ted.
How
ever
, dis
abili
ties
rela
ted
to o
r cau
sed
by a
cute
or
chro
nic
alco
holis
m o
r dr
ug a
buse
, be
ing
med
ical
ly tr
eate
d, d
o no
t hav
e th
is li
mita
tion.
Preg
nanc
y. A
s w
ith a
ny m
edic
al c
ondi
tion,
you
r di
sabi
lity
perio
d be
gins
the
fi rst
day
you
are
una
ble
to d
o yo
ur re
gula
r or c
usto
mar
y w
ork.
DI b
enefi
ts
are
base
d on
the
perio
d of
tim
e yo
ur p
hysi
cian
/pr
actit
ione
r cer
tifi e
s yo
u ar
e un
able
to d
o yo
ur re
gula
r or
cus
tom
ary
wor
k. D
o N
OT
send
in y
our c
laim
for
preg
nanc
y-re
late
d di
sabi
lity
bene
fi ts
until
the
date
yo
ur p
hysi
cian
/pra
ctiti
oner
cer
tifi e
s yo
u ar
e di
sabl
ed.
NO
TE: F
or in
form
atio
n on
Pai
d Fa
mily
Lea
ve
bond
ing
bene
fi ts,
see
the
“Oth
er P
rogr
ams”
sec
tion
of th
is b
roch
ure.
You
May
Not
be
Elig
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for
Ben
efi t
s
• I
f you
are
rec
eivi
ng U
nem
ploy
men
tIn
sura
nce
or P
aid
Fam
ily L
eave
ben
efi ts
.•
If y
ou a
re n
ot w
orki
ng o
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okin
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e tim
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u be
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ue to
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vict
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ime.
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ages
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ou a
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ecei
ving
Wor
kers
’ Com
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wee
kly
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or
grea
ter
than
the
DI r
ate.
If
Wor
kers
’ Com
pens
atio
n be
nefi t
s ar
e pa
id a
t a
low
er r
ate
than
you
r D
I rat
e, y
ou m
ay b
e pa
id
the
diffe
renc
e.•
For
the
amou
nt o
f tim
e a
clai
m is
late
(with
out
good
cau
se).
• I
f you
mak
e a
fals
e st
atem
ent o
r fai
l to
repo
rt
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ater
ial f
act.
(A 3
0 pe
rcen
t pen
alty
may
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asse
ssed
if b
enefi
ts a
re o
verp
aid
beca
use
you
will
fully
with
held
a m
ater
ial f
act o
r mad
e a
fals
e st
atem
ent.)
• I
f you
fail
to a
ttend
an
inde
pend
ent m
edic
al
exam
inat
ion
whe
n re
ques
ted.
(Fee
s fo
r su
ch
exam
inat
ions
are
pai
d by
ED
D.)
The
Cal
iforn
ia U
nem
ploy
men
t Ins
uran
ce
Cod
e pr
ovid
es fo
r pen
altie
s co
nsis
ting
of fi
nes,
im
pris
onm
ent,
and
loss
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enefi
t ri
ghts
for
frau
d ag
ains
t the
DI s
yste
m.
Your
Rig
hts.
You
are
ent
itled
to:
• K
now
the
reas
on a
nd b
asis
for
any
deci
sion
that
af
fect
s yo
ur b
enefi
ts.
• A
ppea
l any
dec
isio
n ab
out y
our
elig
ibili
ty fo
r be
nefi t
s. (A
ppea
ls m
ust b
e se
nt to
the
DI o
ffi ce
in
wri
ting.
)•
A h
earin
g of
you
r app
eal b
efor
e an
Adm
inis
trativ
e La
w Ju
dge
(ALJ
). Yo
u m
ay fu
rther
app
eal t
he
ALJ
’s d
ecis
ion
to th
e C
alifo
rnia
Une
mpl
oym
ent
Insu
ranc
e A
ppea
ls B
oard
and
the
cour
ts.
• P
rivac
y. In
form
atio
n ab
out y
our
clai
m w
ill b
e ke
pt c
onfi d
entia
l exc
ept f
or th
e pu
rpos
es a
llow
ed
by la
w.
Your
Obl
igat
ions
. You
are
res
pons
ible
to:
• C
ompl
ete
your
cla
im a
nd o
ther
form
s co
rrec
tly,
com
plet
ely,
and
trut
hful
ly.
• M
ail y
our
clai
m a
nd o
ther
form
s in
the
time
limits
sho
wn
on th
e fo
rms.
If y
ou a
re la
te a
nd y
ou
belie
ve y
ou h
ave
a go
od r
easo
n fo
r be
ing
late
, yo
u sh
ould
incl
ude
a w
ritte
n ex
plan
atio
n of
the
reas
on(s
) with
the
form
.•
Con
tact
DI i
f you
do
not u
nder
stan
d a
ques
tion
or h
ow to
ans
wer
it.
• I
nclu
de y
our
nam
e an
d So
cial
Sec
urity
num
ber
on a
ll le
tters
to D
I.
Con
tact
DI
• B
y te
leph
one:
1-8
00-4
80-3
287
(Eng
lish)
or
1-86
6-65
8-88
46 (S
pani
sh).
• B
y U
.S. m
ail:
addr
esse
d to
the
offi c
e ha
ndlin
g yo
ur c
laim
and
on
the
Inte
rnet
at h
ttp:
//w
ww
.edd
.ca.
gov/
Dis
abili
ty/C
onta
ct_S
DI.
htm
#byl
ocat
ion.
If y
ou d
o no
t hav
e a
curr
ent
clai
m, y
ou m
ay w
rite
to a
ny D
I Cla
im
Man
agem
ent O
ffi ce
.•
By
TTY
(tel
etyp
ewrit
er fo
r dea
f, he
arin
g-im
paire
d,
and
spee
ch-i
mpa
ired
per
sons
onl
y):
1-80
0-56
3-24
41.
• B
y In
tern
et:
ht
tp://
ww
w.e
dd.c
a.go
v/A
bout
_ED
D/C
onta
ct_E
DD
.htm
• I
n pe
rson
by
visi
ting
any
of th
e D
I offi
ces
liste
d un
der
“Dis
abili
ty In
sura
nce
Offi
ce L
ocat
ions
.”
Oth
er P
rogr
ams
IF Y
OU
AR
E IN
JUR
ED O
N T
HE
JOB
or
beco
me
ill a
s a
resu
lt of
you
r oc
cupa
tion,
not
ify y
our
empl
oyer
.
IF Y
OU
AR
E A
BLE
AN
D A
VA
ILA
BLE
TO
WO
RK
bu
t une
mpl
oyed
, con
tact
the
Une
mpl
oym
ent
Insu
ranc
e Pr
ogra
m o
f ED
D a
t 1-8
00-3
00-5
616
(TTY
1-8
00-8
15-9
387)
.
IF Y
OU
NEE
D H
ELP
IN F
IND
ING
WO
RK
, JO
B
TRA
ININ
G, R
ETR
AIN
ING
, or
othe
r se
rvic
es in
or
der
to r
etur
n to
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k, v
isit
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op c
aree
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nter
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and
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ww
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rg
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OU
R D
ISA
BIL
ITY
IS
PER
MA
NEN
T or
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to c
ontin
ue fo
r a
year
or
mor
e, c
onta
ct
the
U.S
. Soc
ial S
ecur
ity A
dmin
istr
atio
n at
1-
800-
772-
1213
(TT
Y 1
-800
-325
-077
8) o
r on
th
e In
tern
et a
t: w
ww
.ssa
.gov
IF A
FA
MIL
Y M
EMB
ER T
AK
ES T
IME
OFF
FR
OM
W
OR
K T
O C
AR
E FO
R Y
OU
, con
tact
ED
D’s
Paid
Fa
mily
Lea
ve p
rogr
am a
t 1-8
77-2
38-4
373.
IF Y
OU
TA
KE
TIM
E O
FF F
RO
M W
OR
K T
O
BO
ND
WIT
H A
NEW
CH
ILD
, inc
ludi
ng n
ewly
ad
opte
d or
new
ly p
lace
d fo
ster
chi
ldre
n or
thos
e of
you
r re
gist
ered
dom
estic
par
tner
, con
tact
ED
D’s
Paid
Fam
ily L
eave
pro
gram
at
1-87
7-23
8-43
73 o
r TTY
1-8
00-4
45-1
312.
NO
TE: A
Pai
d Fa
mily
Lea
ve b
ondi
ng c
laim
form
w
ill b
e se
nt a
utom
atic
ally
with
the
fi nal
ben
efi t
paym
ent t
o ne
w m
othe
rs r
ecei
ving
DI b
enefi
ts.
IF Y
OU
AR
E A
VIC
TIM
OF
A C
RIM
E, c
all t
he
Cal
iforn
ia V
ictim
s C
ompe
nsat
ion
Prog
ram
at
1-80
0-77
7-92
29. T
TY u
sers
may
con
tact
the
Prog
ram
via
TTY
at
1-80
0-73
5-29
29 (
Engl
ish)
or
TTY
at
1-80
0-85
5-30
00 (
Span
ish)
. You
may
als
o co
ntac
t you
r co
unty
Vic
tim/W
itnes
s A
ssis
tanc
e C
ente
r.
QU
ESTI
ON
S A
BO
UT
SPO
USA
L O
R P
AR
ENTA
L SU
PPO
RT o
blig
atio
ns s
houl
d be
dir
ecte
d to
th
e D
istr
ict A
ttorn
ey’s
Offi
ce fo
r th
e co
unty
that
is
sued
the
cour
t ord
er.
QU
ESTI
ON
S A
BO
UT
CH
ILD
SU
PPO
RT
oblig
atio
ns s
houl
d be
dir
ecte
d to
the
Dep
artm
ent o
f Chi
ld S
uppo
rt S
ervi
ces
at
1-86
6-24
9-07
73.
DE
2515
Rev
. 59
(1-1
2) (
INTE
RN
ET)
Pag
e 2
of 2
C
U