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2.18 Discipline Framework

Policy Statement

THE COMPANY maintains high standards of performance, professionalism, safety, honesty, and guest service. When concerns arise, THE COMPANY may take disciplinary action it believes is appropriate based on the circumstances and severity of the issue.

THE COMPANY does not follow a rigid or step-by-step progressive discipline system. While coaching and corrective action may be used, THE COMPANY retains full discretion to determine the appropriate level of discipline in each case.

Nothing in this policy alters the at-will employment relationship.

 

Discretionary, Not Progressive

THE COMPANY may choose to:

  • Provide verbal coaching or performance feedback
  • Issue written warnings
  • Place a Team Member on final warning
  • Suspend a Team Member
  • Terminate employment immediately

THE COMPANY may issue multiple warnings, skip any or all warning steps, or proceed directly to termination based on the nature and seriousness of the conduct.

No Team Member is entitled to any specific number of warnings or disciplinary steps prior to corrective action or termination.

 

Factors THE COMPANY May Consider

While not required to follow progressive steps, THE COMPANY may consider:

  • The nature and severity of the conduct
  • Safety risks created
  • Intentional vs. accidental behavior
  • Honesty and cooperation during review
  • Past performance or disciplinary history
  • Impact on guests, coworkers, food safety, or operations
  • Consistency with THE COMPANY standards and legal obligations

These factors are considered at management’s discretion and may vary based on the situation.

 

Zero-Tolerance & Severe Violations

Certain conduct—such as theft, violence, major food-safety violations, harassment, or security breaches—may result in immediate termination, consistent with the Zero-Tolerance Violations Policy and applicable laws.

 

Investigation & Fair Review

Before disciplinary action is finalized, THE COMPANY may conduct a prompt, fair, and impartial review of the facts, which may include:

  • Reviewing statements
  • Speaking with involved parties
  • Reviewing security footage
  • Inspecting documents or logs
  • Reviewing POS or system data

Team Members are expected to cooperate fully and honestly. Dishonesty during an investigation may itself be grounds for discipline.

 

No Contract or Guarantee

This Discipline Framework does not:

  • Guarantee progressive discipline
  • Require any specific procedure
  • Create a contract of employment
  • Change at-will employment status

THE COMPANY retains the right to modify, apply, or bypass any step or option in this framework at its sole discretion, except where prohibited by law.

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