2.1 Equal Employment Opportunity (EEO) Policy

Purpose

THE COMPANY is committed to providing equal employment opportunities to all individuals and maintaining a workplace free from unlawful discrimination, harassment, and retaliation. This Policy ensures full compliance with applicable federal, state, and local laws and sets the highest standards of fairness and professionalism in all employment practices.

 

Policy Statement

THE COMPANY provides equal employment opportunities to all applicants and Team Members. Employment decisions—including recruitment, hiring, assignment, scheduling, compensation, training, development, promotion, discipline, and termination—are based solely on legitimate business needs, individual qualifications, and performance.

Discrimination of any kind is strictly prohibited.

 

Protected Characteristics

Consistent with federal, state, and local law, THE COMPANY prohibits discrimination, harassment, or retaliation based on the following protected characteristics:

• Race, color, or ethnicity
• Traits historically associated with race, including hair texture, type, or protective hairstyles (as protected under Georgia’s CROWN Act)
• National origin, ancestry, or citizenship status
• Religion or creed (including religious dress, grooming, prayer breaks, and observance practices)
• Sex, gender, gender identity, gender expression, transgender status
• Sexual orientation
• Pregnancy, childbirth, breastfeeding, or related medical conditions
• Conditions related to childbirth or pregnancy recovery covered under the Pregnant Workers Fairness Act (PWFA)
• Physical or mental disability (actual, perceived, or known)
• Genetic information or family medical history
• Age (40 or older)
• Marital status, family status, or parental status
• Military or veteran status (including service members, reservists, National Guard, dependents)
• Any other status protected under federal, state, or local law

No employment decision may be influenced by bias—whether conscious or unconscious.

 

EEO in All Aspects of Employment

This Policy applies to all employment practices, including but not limited to:

• Job postings
• Recruiting and interviewing
• Hiring and onboarding
• Assignments and scheduling
• Training and development
• Performance evaluation
• Compensation and benefits
• Promotions, demotions, or transfers
• Corrective action and discipline
• Termination or separation
• Access to facilities, resources, or opportunities

 

Reasonable Accommodations

THE COMPANY will provide reasonable accommodations to qualified individuals with:

• Disabilities
• Pregnancy-related needs
• Religious practices
• Medical restrictions
• Lactation needs
• Conditions covered under ADA, ADAAA, PWFA, or similar laws

Accommodations may include:

• Modified duties
• Adjusted schedules
• Breaks for lactation or medical needs
• Adjusted uniform or dress code
• Assistive tools or devices
• Temporary job restructuring

Requests for accommodation should be submitted to management, the Director of Operations, or HR.

 

Digital, Remote, and Off-Duty Conduct

This Policy applies to conduct that occurs:

• In person
• In digital or virtual spaces (email, text, social media, video calls, group chats)
• On personal or company devices
• On duty or off duty
• Inside or outside the restaurant

If conduct affects:

• Workplace relationships
• A Team Member’s sense of safety or dignity
• The work environment
• THE COMPANY’s reputation

…it is covered under this Policy.

 

Manager & Supervisor Responsibilities

Managers and Supervisors are held to a higher standard.

They must:

• Model fair and consistent treatment
• Make all employment decisions without bias
• Maintain an inclusive and professional environment
• Immediately report any suspected discrimination, harassment, or retaliation
• Participate in investigations when required
• Ensure no Team Member is treated differently based on a protected characteristic

Failure to comply is a disciplinary offense.

 

Reporting Concerns

Any Team Member who believes they have experienced or witnessed discrimination, harassment, retaliation, or conduct inconsistent with this Policy must promptly report concerns through one or more of the following:

1. Complaint/Incident Reporting Form (preferred)
2. Any Manager or Supervisor
3. District Manager
4. Director of Operations
5. DGI Corporate Office Team Member

 

Mandatory Reporting for Managers

Managers who receive or observe a concern must report it immediately—even if the Team Member does not request action.

 

Investigation Process

THE COMPANY will:

• Respond promptly to all reports
• Conduct thorough, impartial investigations
• Maintain confidentiality to the extent possible
• Provide interim protective measures when appropriate
• Take corrective action when required

 

Anti-Retaliation Protection

Retaliation is strictly prohibited and includes:

• Reducing hours
• Changing schedules or assignments
• Intimidation or hostility
• Spreading rumors
• Social exclusion
• Negative changes to working conditions

Retaliation is a separate Policy violation and will result in disciplinary action, up to and including termination.

 

Good-Faith Reporting

Team Members will not be disciplined for making a good-faith report, even if allegations are not substantiated.

Knowingly submitting false or malicious complaints is prohibited.

 

Relationship to Other Policies

This Policy works in conjunction with:

• Anti-Harassment, Non-Discrimination, and Anti-Retaliation Policy
• Civility & Professional Conduct Policy
• Diversity, Inclusion, and Belonging Commitment
• ADA / PWFA accommodation requirements
• Code of Conduct and other workplace policies

Where overlapping, the most protective policy applies.

 

Zero Tolerance & Enforcement

THE COMPANY maintains a zero-tolerance stance toward:

• ·       Discrimination
• ·       Harassment
• ·       Retaliation
• ·       Unequal treatment
• ·       Bias in employment decisions

Violations will result in corrective action, up to and including termination.