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4.12 Team Member Communication with Management

Purpose

THE COMPANY believes that open, respectful communication between Team Members and Management is essential to a productive, safe, and legally compliant workplace. This policy ensures that all Team Members understand the appropriate channels for communicating workplace matters, including concerns, suggestions, and complaints, while protecting their rights under federal and state law.

 

Communication Expectations

All Team Members are encouraged to communicate openly and professionally with their immediate supervisor regarding any aspect of their employment, including job duties, scheduling, workplace concerns, or suggestions for improvement.

Management is responsible for maintaining an open-door environment and responding promptly to reasonable inquiries or concerns raised in good faith.

Team Members are expected to:

  • Use respectful and professional language when communicating with management or coworkers.
  • Refrain from spreading rumors or discussing confidential matters about other Team Members, guests, or THE COMPANY operations.
  • Direct workplace concerns through proper channels rather than through social media, public posts, or guest areas.

 

Communication Channels

  • Primary Contact:
    • Team Members should first contact their direct supervisor (Team Leader, Assistant Manager, or Restaurant Manager) in person during working hours or by using the restaurant phone.
  • If the Supervisor Is Unavailable:
    • Contact the next level of management (e.g., Restaurant Manager, District Manager, or Director of Operations), or
    • Send a phone call, text message, or Slack message (if applicable) to the supervisor’s designated THE COMPANY communication line.
  • Escalation of Concerns:
    • If a concern involves your direct supervisor or cannot be resolved at that level, you may escalate the issue directly to the District Manager or Director of Operations without fear of retaliation.
    • THE COMPANY strictly prohibits any form of retaliation against a Team Member who raises a good-faith concern or complaint under this policy.
    • (See “THE COMPANY Management Contacts” for the current contact list.)

 

Reporting Serious Concerns

Team Members must promptly report to Management any situation that may involve:

  • Violations of THE COMPANY policy or safety standards
  • Harassment, discrimination, or retaliation
  • Theft, dishonesty, or misconduct
  • Unsafe or unsanitary working conditions

Reports may be made verbally or in writing. When requested, written documentation may be submitted through official THE COMPANY communication channels (email, Slack, Cognito Form, or SignNow forms).

Failure to promptly report known violations may result in disciplinary action.

 

Confidentiality

While THE COMPANY will maintain confidentiality to the extent practical and permitted by law, certain information may need to be shared with appropriate individuals to conduct investigations or take corrective action.

 

Protection of Rights

Nothing in this policy is intended to interfere with, restrain, or prevent Team Members from engaging in activities protected under the National Labor Relations Act (NLRA), such as discussing wages, hours, or working conditions with other employees.

 

Documentation and Recordkeeping

All significant communications regarding policy violations, discipline, or safety issues may be documented using THE COMPANY-approved systems (e.g., Slack logs, SignNow notices, Cognito form notices or written forms) and retained in the Team Member’s employment file in accordance with Georgia recordkeeping requirements and federal labor laws.

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