Quarterly Compliance
ARCH CARD SECURITY & FRAUD PREVENTION
McDonald’s restaurants could potentially experience organized Arch Card fraud. In order to prevent fraud in our restaurants, McDonald’s Corporation recommends restaurants to limit the sale of Arch Cards to a maximum of $250 in Arch Cards per person, per day. Below are some critical tips for your restaurant to follow when dealing with large purchases of Arch Cards.
Arch Card sales to any single customer in any single day should not exceed $250 or 25 Arch Cards.
Crew members and managers must compare the signature on the back of the credit card with the signature on the receipt for purchases of $50.01 and above.
Compare the last 4 digits from the credit card to the last 4 digits on the bottom of the receipt. These four digits must match.
Customers must sign all credit card receipts for all purchases $50.01 and above.
Be sure to save all signed receipts for purchases over $50.01.
Ask for ID on all purchases over $50.01. The customer’s name and signature on the ID should reasonably match what is on the payment card.
Cash sales only for all non-Louisiana ID’s. Refer them to the Corporate Sales Department (630-623-5129) for any questions.
If the ID does not match the name on the credit/debit card, you may ask for another form of payment.
Once you complete the transaction, review the receipt, and check the last 4 digits on the card. If you notice the last 4 digits on the card don’t match to the last 4 digits on the receipt, you should refund the amount back on to the card and inform the customer you are not able to complete the transaction and request another form of payment such as cash.
Ensure to account for all Arch Card receipts at the end of each shift.
If your password has been compromised, change your password immediately and notify your GM.
Secure all non-displayed Arch Cards in the office safe.
Refer customers to McDonalds.com or the Corporate Sales Department (630-623-5129) for purchases larger than your policy allows.
Remind crew and managers that sales of Arch Cards are not credited to the restaurants’ sales line.
BANKING PROTOCOLS
Banking is a responsibility that every restaurant does daily at 9AM no exceptions. The manager’s schedule is to reflect a manager going to the bank office daily and should be noted who is designated.
Review below actions to ensure the understanding of each.
Retrieve Deposit book, verify how many deposits you will be picking up from the bank by looking for the last verified bank slip. Bring the deposit book with you.
Make your list for coin change. Take out money for coin change.
Retrieve last night’s deposit from safe. Always disguise deposit as our guests should not know you are going to the bank.
All Deposits are to be brought to the bank using a McDonald’s deposit bag.
Only one deposit in the safe at a time.
No floating deposits by borrowing monies.
Going to the bank:
Go straight to the bank. No other errands or tasks should be completed during this process. Place in a secure, visible location in your vehicle.
Banking is to be done inside, not in the Drive-thru.
Once the teller works the deposit, and gives you the additional deposit slips, match up your slips to your deposit book. Staple in the book when you return to the restaurant.
Count coin change and bills you pick up for back-up.
Return directly to the restaurant, no other errands or tasks should be completed during this process.
Once you return to the restaurant, finish your banking task. Place all the money in the safe. Staple deposit slips in deposit book.
Mission Accomplished all the deposits verified from the bank and restaurant has the proper change in the back up to operate.
For afternoon deposits, the deposit should be brought directly from the restaurant. Use the night drop and open, drop, close, open, close to verify deposit falls into the Bank night drop.
At any time, you can’t accomplish these tasks you are to call your GM, Supervisor or DO, in that order. Someone will assist you in getting the banking done.
CAMERA SYSTEMS
Any personnel using company computers for personal use [i.e.: Internet browsing, personal device charging, social media, etc.] will be in violation of company policy and will be subject to termination for such action.
CHILD LABOR LAW COMPLIANCE PLAN
Employment Certificates
Employees under the age of eighteen are required to have an employment certificate before they may work. The child to be employed must obtain the required employment certificate from the school board or high school and the store manager is to have the actual employment certificate for access digitally. The employment certificate is to be maintained until the child reaches the age of eighteen or until the child is no longer employed by the company.
Breaks / Meal Periods
Employees under the age of eighteen must be provided an uninterrupted break of not less than 30 minutes if they work in excess of a five hour period. The employee may not work more than five hours before receiving his/her break and the break may not be reduced to less than 30 minutes. Two separate breaks of 15 minutes will not satisfy this requirement. If a minor employee returns from a break and works an additional period of more than five hours, another documented 30-minute break is required.
Effective immediately, when an employee under the age of eighteen is scheduled to work a shift of five hours or more, a 30-minute break will be scheduled at a specific time and entered on the written work schedule. The shift leader will be responsible for monitoring the schedule of breaks and will ensure that each minor takes the scheduled break and does not return from break until a full 30 minutes have passed. This break is to be fully and accurately documented by having the minor punch in and out on the time clock. If the minor should forget to clock in or out for their break and an edit is necessary, it MUST be accompanied by documentation acknowledged by the minor and manager on duty. Lack of documentation will result in charges of “record editing” and violations(s) will be cited.
Hours of Work for Ages 16 & 17
Minors sixteen years of age who have not graduated from high school may not be scheduled or allowed to work between the hours of 11:00 p.m. and 5:00 a.m. prior to the start of any school day.
Minors seventeen years of age who have not graduated from high school may not be scheduled or allowed to work between the hours of 12:00 a.m. and 5:00 a.m. prior to the start of any school day.
Any noted violations resulting in fines can result in termination and/or repayment of fines incurred.
HOLDING TIME POLICY
Please be advised that while it is important to run the lowest food cost possible in each of our restaurants, the way to accomplish this is not through the extension of holding times on our finished products.
All holding times in the UHC cabinets are to be followed to the “T”. Timers on the UHC cabinets should not be reset for additional timing when the product has expired. Once the time has expired on the product, the product should be wasted and recorded on the waste sheet.
The holding time in the HLZ’s or HLS is “ZERO”. This is simply a pass-through heated landing area. The product should be passed through it and picked up and served immediately. It is never, ever acceptable to hold products in the HLZ or HLS for future use. In addition, Quarter meat is to never be held in the UHC. Finally, buns should never be pre-toasted.
Besides watching the time in the UHC’s and never holding product in the HLZ’s or HLS, it is also management responsibility to maintain proper holding times of all secondary time products throughout the restaurant.
It is MacLaff’s policy that if a management person is caught purposely changing holding times to extend life of product, ignoring holding times on products that have expired, or a blatant disregard for the use of holding times, that person will be given a 1-week suspension without pay and a repeated violation of this could result in termination. In addition, holding quarter meat in the UHC can result in the same consequences.
This policy is strictly intended to ensure the quality of our product to our customers.
RESTAURANT OPERATING HOURS
No member of staff, manager, or crew can reduce the hours of operation in any aspect of the restaurant’s operation (I.e., curbside, lobby, or Drive-Thru) without approval of Supervisor or Director of Operations.
SECURITY
Please review the safety and security section of the Operations and Training Manual in FRED regarding safety and security measures in our restaurants.
It is extremely important to be on our toes. Staggered opening procedures, staggered closing procedures, back door policies being maintained, not taking trash out after dark, etc., etc., must and will be adhered to.
Those breaking these procedures are not only putting their own life in danger, but the lives of everyone in the restaurant at the time. No excuses will be accepted on violation of these policies. When it comes to safety for us and our employees this is not a game, this is not a joke and sometimes you may not get a second chance to get it right.
SEXUAL HARASSMENT
TO BE INCLUDED IN YOUR PERSONNEL HANDBOOK AS ITEM NO. 8, UNDER SECTION E, ATTITUDE AND MORAL BEHAVIOR, PAGE 14.
McDonald’s has a strict policy against discrimination and sexual harassment.
Sexual harassment may be as blatant as an overt proposition, or it may come in the form of a joke or inappropriate touching. If you witness sexual harassment or any activity that could be construed as such, take action consistent with McDonald’s policy in this area.
REMEMBER: The way to treat our employees is a direct reflection on our image in the community. Any employee can be terminated for sexual harassment.
NON- DISCRIMINATION
It is McDonald’s philosophy and policy to treat employees and applicants for employment, fairly and without regard to race, color, sex, religion, national origin, age or handicap. Discrimination against any employee or applicant, based on any of these conditions, will not be allowed or tolerated. This policy applies to all employment practices including recruiting, hiring, pay rates, training and development promotions and other terms and condition of employment and terminations.
McDonald’s also prohibits any form of harassment, joking remarks or other abusive conduct directed at employees because of their race, color, sex, religion, national origin, age or disability.
SEXUAL HARRASSMENT
McDonald’s prohibits sexual harassment of any employee. Sexual harassment is prohibited because it is intimidating and an abuse of power and is inconsistent with McDonald’s policies, practices and management philosophy. Sexual harassment is defined as an unwelcome sexual advance, requests for sexual favors and other verbal or physical conduct of a sexual nature.
Sexual harassment can take the following forms:
1. Sexual conduct that interferes with another person’s work performance or creates an intimidating, hostile or offensive work environment.
2. Personnel decision; i.e., promotion, raise, scheduling, made by a supervisor or boss, based on the employee’s submission to or rejection of sexual advances.
3. Submission to a sexual advance used as a condition of keeping or getting a job, whether expressed in explicit or implicit terms.
I, as a MacLaff management employee, have read and understand the MacLaff policy stated above as related to discrimination and sexual harassment. I also understand that if I violate this policy, I am subject to immediate termination as well as personal liability in any suit or legal recourse taken by the employee involved. I understand too, that MacLaff, Inc. will not, in any way, take responsibility for my actions as related to the above policy and I will be totally on my own as related to legal action.
SOCIAL NETWORKING POLICY
The following will be our policy as it relates to social networking. Please adhere to it and report any violations of this policy you may encounter to your GM, Area Supervisor or DO. Please pay special attention to the last bulleted item.
“No employee shall create or maintain a public electronic presence on sites including, but not limited to Facebook, Google, Instagram, Snapchat, TikTok, that in any way links to or publicized McDonald’s. The following guidelines apply:
McDonald’s employees may not, without your immediate report’s approval:
· use McDonald’s information such as logos or photographs,
· post inappropriate photographs or content containing any form of McDonald’s identification including logos from uniforms being worn or displayed,
· post content, including blogs or online journals, linking them in any way to McDonald’s,
· post content or engage in any topics that are not in keeping with the professional image or appearance expected of our employees.”