Table of Contents

Welcome to the Family

A Letter from the Owners

Dear Team Member,

Welcome to Around The Clock Restaurant & Bakery. Whether you are joining us for the first time or have been part of our team for years, we want you to know that you are valued, and we are glad you are here.

Our family has served the Crystal Lake community for over 50 years. In 1969, our father George Theofanous left his home in Cyprus with little more than a dream and a tireless work ethic. He came to America, learned the restaurant business from the ground up, and in 1975 opened the doors to Around The Clock. He built this place on a simple promise: honest food, fair prices, and treating every customer like family.

We—Steve and Fano—grew up in this restaurant. We bussed tables, washed dishes, and flipped pancakes before we could drive. When we took over the business in 1983, we made the same promise our father made: this restaurant will always be a place where people feel at home.

That promise starts with you. You are the first person our guests see. You are the one who makes them feel welcome. The food on the plate matters, but the experience you create matters just as much. We need you at your best, and in return, we will always have your back.

This handbook explains what we expect from you and what you can expect from us. Please read it carefully. If anything is unclear, ask your manager or talk to us directly. Our door is always open.

Thank you for being part of the Around The Clock family. Let’s keep making Crystal Lake proud.

With gratitude,
Steve & Fano Theofanous
Owners, Around The Clock Restaurant & Bakery

Section 1: About Us

1.1 Our History

Around The Clock Restaurant & Bakery was founded in 1975 by George Theofanous, a Greek Cypriot immigrant who arrived in the United States in 1969. George brought with him the traditions of Mediterranean hospitality: generous portions, quality ingredients, and the belief that a restaurant should feel like an extension of your own kitchen.

For over five decades, we have been a cornerstone of Crystal Lake, Illinois. Today, under the ownership of Steve and Fano Theofanous, we continue to serve the community with the same dedication and pride that George instilled from day one.

1.2 Our Mission

To provide every guest with exceptional American and Greek-influenced comfort food in a warm, welcoming atmosphere—served by a team that takes pride in its work and treats every customer like a neighbor.

1.3 Our Core Values

• Family First. We treat our employees, customers, and community like family. We look out for each other.
• Honest Work. We show up on time, do our jobs well, and never cut corners on food quality or service.
• Respect for All. Every person who walks through our door—employee or guest—deserves to be treated with dignity.
• Consistency. Whether it is Tuesday morning or Saturday night, the food and service meet the same high standard.
• Accountability. We own our mistakes, learn from them, and move forward.

1.4 What We Serve

We are an American diner with strong Greek influences. Our menu includes classic breakfast items, burgers, sandwiches, homemade soups, Greek specialties, and fresh-baked goods from our in-house bakery. We take pride in recipes that have been on our menu for decades and in introducing new dishes that our regulars love.

Section 2: Employment Basics

2.1 At-Will Employment

2.2 Equal Employment Opportunity

2.3 Reasonable Accommodation (ADA)

The restaurant complies with the Americans with Disabilities Act (ADA), the ADA Amendments Act (ADAAA), and the Illinois Human Rights Act (775 ILCS 5). If you have a physical or mental disability and need a reasonable accommodation to perform the essential functions of your job, you may request one at any time by speaking with the owners.

Upon receiving a request, the restaurant will engage in an interactive process with you to identify potential accommodations. This process may include discussing the nature of your limitations, reviewing essential job functions, and exploring possible modifications. Accommodations will be provided as long as they are effective and do not create an undue hardship on the business. Examples of reasonable accommodations may include schedule adjustments, modified duties, or assistive equipment.

All medical information disclosed during this process will be kept confidential and maintained in a separate file from your personnel records, as required by the ADA.

2.4 Eligibility & Probationary Period

All employees must be at least 16 years of age to work at Around The Clock Restaurant & Bakery.

All new employees are subject to a 30-day probationary period beginning on the date of hire. During this period, your performance, attendance, and fit with the team will be evaluated. Completion of the probationary period does not alter the at-will nature of your employment.

2.5 Employment Classifications

2.6 Pay Periods & Paystubs

Employees are paid on a bi-weekly basis (every two weeks). The pay period runs from Monday at 7:00 AM through the second Sunday at 10:00 PM. Paychecks are distributed every other Sunday after 2:00 PM.

Under the Illinois Wage Payment and Collection Act (820 ILCS 115), you are entitled to receive an itemized statement of deductions for each pay period. Your pay statement will include:

• Total hours worked during the pay period
• Rate(s) of pay
• Gross wages earned
• All deductions (taxes, withholdings, etc.)
• Net wages paid

If you believe your paycheck contains an error, report it to management immediately. We will review the issue and make corrections in the next regular pay cycle.

2.7 Timekeeping

All employees are required to accurately record their hours worked using the time clock located in the break room. Timesheets must reflect the actual time you begin and end your shift, including any meal periods. Important notices and schedules are posted on the bulletin boards in the break room—check them regularly.

• You must record your own time only. Clocking in or out for another employee is grounds for immediate termination.
• If you forget to record your time, notify your manager on the same day so the record can be corrected.
• Falsifying time records is considered theft and will result in immediate termination.

2.8 Training Pay

All time spent in training is compensated at your regular rate of pay. Tipped employees do not receive tips during the training period. Training pay begins from your first scheduled training shift.

2.9 Immigration Law Compliance

Around The Clock Restaurant & Bakery complies with the Immigration Reform and Control Act of 1986 (IRCA). All employees must complete a Form I-9 and provide acceptable documentation verifying their identity and authorization to work in the United States. This must be completed within three (3) business days of the date of hire.

2.10 Performance Reviews

Performance reviews are conducted after your first 12 months of employment and every 12 months thereafter. Reviews evaluate your job performance, attendance, teamwork, and adherence to restaurant policies.

Raises are based on merit, not tenure. Consistently strong performance, reliability, and a positive attitude are the primary factors considered for pay increases.

2.11 Personnel Records

The restaurant maintains a personnel file for each employee. Under the Illinois Personnel Record Review Act (820 ILCS 40), you have the right to inspect your personnel records up to two times per calendar year. To request access, submit a written request to the owners. Records will be made available within seven (7) working days.

Section 3: Compensation

3.1 Wages

The restaurant pays all employees at or above the Illinois state minimum wage. As of 2026, the Illinois minimum wage is $15.00 per hour. Your individual pay rate is determined at the time of hire and may be adjusted based on performance, experience, and business needs.

Pay rates are confidential between you and management. However, under the National Labor Relations Act (NLRA) and the Illinois Equal Pay Act, you have the right to discuss your wages with your coworkers. The restaurant will not retaliate against any employee for discussing compensation.

3.2 Tip Credit Written Notice

3.3 Overtime

3.4 Pay Schedule

If a regular payday falls on a holiday, paychecks will be distributed on the last business day before the holiday.

3.5 Deductions

The restaurant will make all deductions required by law, including federal and state income tax withholding, Social Security (FICA), and Medicare. No other deductions will be made from your pay without your prior written consent, except as required by law (such as a court-ordered wage garnishment).

Under the Illinois Wage Payment and Collection Act, the restaurant will never deduct from your wages for cash register shortages, breakage, spoilage, or customer walkouts unless you have given written consent at the time the deduction is made.

3.6 Reporting Pay

If you are scheduled to work and report for your shift but are sent home early due to lack of work, you will be paid for a minimum of two (2) hours or the actual hours worked, whichever is greater. This applies only to situations where you report to work as scheduled and are sent home for reasons beyond your control.

3.7 Final Pay

Under Illinois law, if you resign or are terminated, your final paycheck (including all earned wages and accrued paid leave) will be issued no later than the next regularly scheduled payday. If you request it, the restaurant will mail your final check to your last known address.

Section 4: Work Schedule & Attendance

4.1 Hours of Operation

Employees may be required to arrive before opening and/or stay after closing to complete setup, prep, cleaning, and closing duties. All time spent on these tasks is considered work time and will be compensated.

4.2 Scheduling

Work schedules are posted at least one week in advance. It is your responsibility to check the schedule and know when you are expected to work. If you need a specific day off, submit your request to management at least one week in advance. Requests are approved based on business needs and cannot be guaranteed.

Shift swaps between employees are permitted only with prior management approval. Unapproved shift swaps will result in disciplinary action for both employees involved.

4.3 Meal & Rest Breaks

4.4 Attendance & Punctuality

Reliable attendance is essential to our operation. When you do not show up or show up late, your coworkers must pick up the slack. We count on you to be at your station, ready to work, at the start of your scheduled shift. As stated in Section 5.6, you must report 15 minutes before your shift.

• Tardiness: Arriving more than 5 minutes after the start of your scheduled shift is considered tardy.
• Repeated tardiness (3 or more instances in a 30-day period) will result in disciplinary action.

4.5 Call-Off Procedure

If you cannot make your scheduled shift, you must follow these steps:

1. Call the restaurant directly at (815) 459-2100 as early as possible, and no later than 2 hours before the start of your shift.
2. Speak directly with a manager. Leaving a voicemail, sending a text message, or telling a coworker does not count as a proper call-off.
3. Explain the reason for your absence and the expected duration.

4.6 No-Call / No-Show

A no-call/no-show occurs when you fail to report for your scheduled shift and fail to notify management.

• First offense: Written warning and documented counseling.
• Second offense: Suspension or termination, at management’s discretion.
• Three consecutive days: Three consecutive no-call/no-shows will be treated as voluntary resignation (“job abandonment”).

4.7 Shift Abandonment

Leaving during your shift without management approval is considered shift abandonment. This is a serious offense and may result in immediate termination. If you have an emergency during your shift, notify your manager immediately.

4.8 Inclement Weather

The restaurant rarely closes due to weather. If we do close or modify hours, management will notify you as early as possible. If you are unable to safely travel to work due to severe weather, call the restaurant as soon as possible. Absences due to genuinely unsafe travel conditions will not result in disciplinary action, but you must communicate with management.

Section 5: Conduct & Performance

5.1 General Expectations

Every employee is expected to conduct themselves in a professional, respectful manner while at work. You represent Around The Clock Restaurant & Bakery, and your behavior reflects on all of us. Treat your coworkers, managers, and guests with courtesy at all times.

5.2 Uniforms

The restaurant provides uniforms to all employees:

• Full-time employees: 2 uniform sets provided.
• Part-time employees: 1 uniform set provided.
• Replacement costs: Aprons — $7.00 each. Shirts — $25.00 each.

You are responsible for keeping your uniform clean and in good condition. Laundering is your responsibility.

5.3 Dress Code & Hygiene

Appearance standards exist for food safety and professionalism. All employees must:

• Wear your issued uniform, clean and wrinkle-free, for every shift.
• Wear closed-toe, non-slip shoes at all times. Sandals, flip-flops, and open-toe shoes are prohibited.
• Keep hair clean and restrained (hairnets, hats, or tied back as required by position).
• Facial hair is not allowed unless specifically approved by management.
• Keep fingernails trimmed short and clean. Artificial nails and nail polish are not permitted for kitchen staff.
• Minimize jewelry. Kitchen staff may not wear rings (except a plain wedding band), bracelets, dangling earrings, or watches during food preparation.
• Maintain good personal hygiene: shower daily, use deodorant, and ensure uniforms are laundered before each shift.
• Cover any open wounds with a clean bandage and a food-safe glove (if on hands).

Employees who report to work in violation of the dress code may be sent home to change and will not be paid for that time.

5.4 Parking

Employee parking is limited to designated areas only:

• West parking spots near the grassy area.
• East side lot near the sign.

Save the close spots for customers. Vehicles parked in customer areas may be asked to move immediately.

5.5 Building Entry & Exit

All employees must enter and exit the building through the front doors only. No exceptions.

5.6 Shift Arrival

You are expected to report to the restaurant 15 minutes before your scheduled shift. This allows time to clock in, put on your uniform/apron, and be at your station ready to work when your shift begins. “On time” means at your station and ready—not walking in the door at your scheduled start time.

5.7 Personal Cell Phones

Personal cell phones must be kept off the floor and silenced during your shift. Cell phone use (including texting, social media, and personal calls) is only permitted during scheduled breaks and in designated break areas.

Exception: In the case of a genuine family emergency, notify your manager and you may step away briefly to take a call.

5.8 Customer Service Standards

Our guests are the reason this restaurant exists. Every employee is expected to:

• Greet every guest with a warm, genuine welcome.
• Be attentive and responsive to guest needs without being intrusive.
• Handle complaints with patience and professionalism. If you cannot resolve a situation, get a manager immediately.
• Never argue with a guest. Even when the customer is wrong, we handle it calmly and privately.
• Thank every guest as they leave.

5.9 Workplace Behavior

The following behaviors are prohibited and may result in disciplinary action up to and including termination:

• Fighting, threats of violence, or intimidation.
• Theft of restaurant property, employee property, or guest property.
• Insubordination (refusal to follow a reasonable directive from management).
• Dishonesty, including falsifying any company records.
• Gambling on restaurant property.
• Firearms and weapons are prohibited on restaurant property in accordance with Illinois state law.
• Sleeping on the job.
• Using profanity or vulgar language in front of guests.
• Horseplay, roughhousing, or reckless behavior.

5.10 Employee Meals & Purchases

Employees receive a 50% discount on meals. All employee meals must be rung up using your employee number—no exceptions. Taking food without ringing it up is considered theft.

A $0.50 per hour beverage deduction applies for beverages consumed during your shift.

Bakery purchases: Employees receive a 10% discount on all bakery items.

No employee may consume food or beverages on the line or in view of guests.

5.11 Payment Methods & Services

The restaurant accepts all major credit cards and local personal checks. The restaurant does not offer delivery service. Catering orders are available for pick-up only.

An 18% gratuity is automatically added to all parties of 5 or more guests.

5.12 Cash Handling

Employees who handle cash are responsible for their register drawer. Register shortages will be investigated. While the restaurant will not make unauthorized deductions from your pay for shortages, repeated or suspicious shortages will result in disciplinary action.

5.13 Confidentiality

During your employment, you may become aware of confidential business information including recipes, vendor pricing, financial data, and customer information. You must keep this information confidential during and after your employment. Sharing proprietary recipes or business information with competitors is grounds for immediate termination.

Section 6: Harassment & Discrimination Policy

6.1 Policy Statement

Around The Clock Restaurant & Bakery is committed to providing a work environment free from all forms of harassment, discrimination, and retaliation. Harassment based on any protected characteristic is strictly prohibited. This policy applies to all employees, managers, owners, vendors, customers, and any other individuals in the workplace.

Protected characteristics include but are not limited to: race, color, religion, sex, sexual orientation, gender identity, national origin, ancestry, age, disability, genetic information, military status, marital status, citizenship status, pregnancy, order of protection status, and any other characteristic protected by Illinois or federal law.

6.2 What Is Harassment?

Harassment is any unwelcome conduct based on a protected characteristic that:

• Creates an intimidating, hostile, or offensive work environment; OR
• Unreasonably interferes with an individual’s work performance; OR
• Is made a condition of employment (e.g., “do this or you are fired”).

Harassment can be verbal, physical, visual, or electronic. A single severe incident can constitute harassment.

6.3 Sexual Harassment

Sexual harassment is any unwelcome sexual advance, request for sexual favors, or other verbal, physical, or visual conduct of a sexual nature when:

1. Quid Pro Quo: Submission to or rejection of such conduct is used as the basis for employment decisions (hiring, firing, promotions, schedules, etc.).
2. Hostile Environment: The conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive work environment.

Examples of Sexual Harassment (Not Exhaustive):

• Unwanted touching, groping, hugging, or kissing.
• Sexual jokes, comments, or innuendo.
• Displaying sexually explicit images, cartoons, or objects.
• Staring, leering, or making suggestive gestures.
• Repeated unwanted requests for dates after being told “no.”
• Sending sexual messages, photos, or videos (including via text, email, or social media).
• Comments about a person’s body, clothing, or appearance that are sexual in nature.
• Blocking someone’s movement or cornering them.

6.4 Reporting Harassment

If you experience or witness harassment, discrimination, or retaliation, you are encouraged—and in the case of managers, required—to report it immediately. You may report to:

You may also file a complaint directly with the IDHR or EEOC without first reporting to the restaurant. Complaints to the IDHR must generally be filed within 300 days of the alleged harassment.

6.5 Investigation Process

All reports of harassment will be taken seriously and investigated promptly. The investigation process is as follows:

1. Upon receiving a complaint, management will immediately assess the situation and take steps to prevent further harm (such as separating the individuals involved).
2. A fair and thorough investigation will be conducted. This may include interviews with the complainant, the accused, and any witnesses.
3. All parties are expected to cooperate fully with the investigation.
4. The investigation will be conducted as confidentially as possible, consistent with a thorough investigation.
5. Upon completion, the restaurant will take appropriate corrective action based on the findings, up to and including termination.
6. The complainant will be informed of the outcome.

6.6 Anti-Retaliation Policy

6.7 Annual Sexual Harassment Prevention Training

6.8 Harassment by Customers or Vendors

You have the right to a harassment-free workplace, and that includes protection from harassment by customers, vendors, delivery drivers, and other non-employees. If a customer or vendor is harassing you:

1. You do not have to tolerate it. Remove yourself from the situation if you can do so safely.
2. Notify your manager immediately.
3. Management will intervene and address the situation with the customer or vendor.
4. You will never be disciplined or penalized for reporting harassment by a customer.

6.9 Consensual Relationships

The restaurant strongly discourages romantic relationships between employees where one person supervises the other. If such a relationship develops, both parties must disclose it to the owners so that appropriate steps can be taken to prevent conflicts of interest and ensure a fair work environment for all employees.

Section 7: Safety & Health

7.1 Workplace Safety (OSHA Compliance)

Around The Clock Restaurant & Bakery is committed to providing a safe and healthy workplace in compliance with the Occupational Safety and Health Act (OSHA) and all applicable state and local safety regulations.

Every employee is responsible for safety. This means:

• Follow all safety rules and procedures.
• Use equipment only as trained and intended.
• Report any unsafe conditions, broken equipment, or hazards to your manager immediately.
• Never remove or disable safety guards on equipment.
• Know the location of fire extinguishers, first aid kits, and emergency exits.
• Keep walkways, aisles, and exits clear at all times.

7.2 Food Safety

As a food service establishment, we must maintain the highest standards of food safety. Violations can make people sick and result in fines, closures, and lawsuits. Every employee must:

• Wash hands thoroughly with soap and warm water for at least 20 seconds: before starting work, after using the restroom, after touching your face or hair, after handling raw meat, after handling trash, and after any activity that may contaminate your hands.
• Use gloves when handling ready-to-eat food. Change gloves between tasks.
• Temperature control: Keep hot foods above 140°F and cold foods below 40°F at all times.
• Prevent cross-contamination: Use separate cutting boards and utensils for raw meats. Never store raw meat above ready-to-eat food.
• Label and date all prep items. Follow the First In, First Out (FIFO) rotation method.
• Report illness: If you have vomiting, diarrhea, fever, jaundice, or a sore throat with fever, you must report it to management before starting work. You may be required to stay home until symptoms resolve, as required by the McHenry County Health Department and the Illinois Food Code.

7.3 Injury Reporting & OSHA Requirements

If you are injured on the job, no matter how minor:

1. Get first aid immediately. First aid kits are located in the kitchen and manager’s office.
2. Report the injury to your manager before the end of your shift.
3. Complete an incident report with your manager.
4. Seek medical attention if needed. The restaurant will provide information about authorized medical providers.

Failure to report an injury promptly may affect your ability to receive workers’ compensation benefits.

7.4 Workers’ Compensation

7.5 Emergency Procedures

In the event of an emergency:

• Fire: Alert coworkers and guests. Evacuate through the nearest exit. Do not attempt to fight a fire unless it is small and you have been trained to use an extinguisher. Call 911 from outside the building. Gather at the designated meeting point in the parking lot.
• Medical Emergency: Call 911 immediately. Do not move the injured person unless they are in immediate danger. Administer first aid only if trained to do so. Notify management.
• Severe Weather: Move guests and staff away from windows and glass. Shelter in the most interior area of the restaurant.
• Robbery/Threat: Do not resist. Comply with demands. Do not chase the individual. Note physical descriptions. Call 911 as soon as it is safe. Preserve the scene for police.

7.6 Workplace Violence Prevention

The restaurant has zero tolerance for workplace violence. This includes threats, intimidation, physical altercations, and any behavior that creates a reasonable fear of harm. Any employee who commits, threatens, or condones workplace violence will be subject to immediate termination and may be referred to law enforcement.

If you feel threatened by anyone—whether a coworker, customer, or outside individual—report it to management immediately. If there is an imminent threat of physical harm, call 911 first.

Section 8: Leave Policies

8.1 Paid Leave for All Workers (Illinois Paid Leave for All Workers Act)

8.2 Sick Days

In addition to the paid leave described above, the restaurant provides sick days as follows:

Sick days are intended for genuine illness or medical appointments. Management may request a doctor’s note for absences of three or more consecutive days.

8.3 Illness & Communicable Disease Policy

To protect our guests and team members, employees who are experiencing symptoms of a contagious illness—including but not limited to fever, vomiting, diarrhea, persistent cough, or other symptoms of communicable disease—must not report to work. Notify management as soon as possible. You may be required to provide a doctor’s clearance before returning to work, particularly for foodborne illness symptoms as required by the McHenry County Health Department and the Illinois Food Code.

8.4 Family and Medical Leave Act (FMLA)

8.5 Jury Duty Leave

8.6 Voting Leave

8.7 Bereavement Leave

The restaurant understands the need for time to grieve the loss of a loved one. While not required by law for employers of our size, we offer the following bereavement leave as a courtesy:

• Immediate family (spouse, child, parent, sibling, grandparent, grandchild): Up to 3 days of unpaid leave.
• Extended family or close friend: Up to 1 day of unpaid leave.

Additional time may be available at management’s discretion. You may also use accrued paid leave for bereavement purposes.

8.8 Military Leave

The restaurant complies with the Uniformed Services Employment and Reemployment Rights Act (USERRA) and the Illinois Service Member Employment and Reemployment Rights Act (ISERRA). If you are called to active military duty or training, you are entitled to a leave of absence and reinstatement to your position upon return, subject to the requirements of these laws. Notify management as far in advance as possible.

8.9 Victims’ Economic Security and Safety Act (VESSA)

Under the Illinois VESSA (820 ILCS 180), employees who are victims of domestic violence, sexual violence, or gender violence (or who have a family member who is a victim) may take up to 12 weeks of unpaid leave per year for safety planning, legal proceedings, medical treatment, or relocation. Contact the owners for more information.

Section 9: Discipline & Termination

9.1 Progressive Discipline

The restaurant uses a progressive discipline system to address performance issues and policy violations. The purpose is to give employees the opportunity to correct behavior before more serious action is taken. The typical steps are:

9.2 Grounds for Immediate Termination

The following offenses are so serious that they may result in termination on the first occurrence, without prior warnings:

• Theft, embezzlement, or misappropriation of restaurant, employee, or guest property.
• Physical violence, assault, or threats of violence.
• Possession, use, sale, or distribution of illegal drugs on restaurant property.
• Reporting to work under the influence of alcohol or illegal drugs.
• Sexual harassment or any form of severe harassment.
• Possession of a weapon on restaurant property.
• Deliberate destruction of restaurant property.
• Gross insubordination.
• Falsification of employment application, timekeeping records, or other company documents.
• Clocking in or out for another employee.
• Disclosure of confidential business information to competitors.
• Abandonment of a shift without notice (walkout).
• Any criminal conduct on restaurant property.

9.3 Resignation

If you decide to leave the restaurant, we ask that you provide at least two weeks’ written notice. This allows us to plan for your departure and ensures a smooth transition. While advance notice is requested, it is not required given the at-will nature of employment.

During the notice period, you are expected to continue performing your duties at the same standard. Management may, at its discretion, accept your resignation effective immediately.

9.4 Return of Property

Upon separation from employment (whether voluntary or involuntary), you must return all restaurant property, including but not limited to:

• Keys and access cards
• Uniforms and name badges
• Any restaurant equipment or supplies
• Documents, files, and manuals

Failure to return restaurant property may result in deductions from your final pay to the extent permitted by law.

9.5 Final Pay Upon Termination

Under the Illinois Wage Payment and Collection Act:

• If you resign: Your final paycheck will be issued on the next regular payday.
• If you are terminated: Your final paycheck will be issued on the next regular payday.
• Final pay will include all hours worked through your last day and any accrued, unused paid leave.

If you dispute any amount on your final check, contact management within 15 days.

9.6 References

The restaurant’s policy on employment references is to confirm dates of employment and position held only. No additional information (including reason for separation) will be disclosed without your written authorization, except as required by law.

Section 10: Technology & Social Media

10.1 Restaurant Technology & Equipment

Any technology, equipment, or systems provided by the restaurant (including POS terminals, computers, and phones) are the property of the restaurant and are to be used for business purposes only. The restaurant reserves the right to monitor usage of its technology at any time without notice.

10.2 Social Media Policy

What you post on social media on your own time is generally your business. However, the following rules apply:

• Do not post confidential or proprietary information about the restaurant, including recipes, financial data, or internal business matters.
• Do not post photos or videos of the kitchen, food prep areas, or back-of-house operations without management approval.
• Do not post negative, defamatory, or disparaging content about the restaurant, its owners, employees, or guests.
• Do not post content that could be construed as harassment, discrimination, or threats toward any coworker.
• Do not use the restaurant’s name, logo, or brand in any way that implies endorsement of your personal views.
• If you identify yourself as an employee of the restaurant, make clear that your views are your own and do not represent the restaurant.

10.3 Confidentiality of Guest Information

You may not share, post, or discuss any guest’s personal information, dining habits, or payment details. This includes taking photos of guests without their consent or sharing information about celebrities, public figures, or other notable individuals who dine with us.

10.4 Data Privacy

Employees who handle customer data (including names, phone numbers, credit card information, and personal check details) must protect that information at all times. Specifically:

• Never write down, photograph, or copy a customer’s credit card number or personal information.
• Shred or securely dispose of any receipts, checks, or documents containing personal data.
• Do not share customer information with anyone outside the restaurant.
• Report any suspected data breach or loss of customer information to management immediately.

Violation of this policy may result in disciplinary action up to and including termination, and may expose the individual to civil and criminal liability.

10.5 Acceptable Use

Use of restaurant Wi-Fi (if available) on personal devices during breaks is permitted. However, accessing inappropriate, illegal, or offensive content on restaurant property is prohibited regardless of the device used.

Section 11: Drug & Alcohol Policy

11.1 Policy Statement

Around The Clock Restaurant & Bakery is committed to maintaining a drug-free and alcohol-free workplace. The use, possession, sale, transfer, or being under the influence of illegal drugs or alcohol on restaurant property or during work hours is strictly prohibited and will result in disciplinary action up to and including immediate termination.

11.2 Prohibited Conduct

• Reporting to work or working while impaired by alcohol, illegal drugs, or any substance that affects your ability to safely perform your duties.
• Possessing, using, selling, distributing, or manufacturing illegal drugs on restaurant property or during work hours.
• Consuming alcohol on restaurant property during work hours (including breaks), unless expressly authorized by management for a specific event.
• Misusing prescription or over-the-counter medications in a way that impairs your ability to work safely.

11.3 Cannabis (Illinois Cannabis Regulation and Tax Act)

11.4 Prescription Medications

If you take prescription medication that may affect your ability to work safely (such as medications that cause drowsiness or impaired coordination), you must notify your manager before beginning your shift. Management will work with you to determine if temporary modified duties are appropriate. Your medical information will be kept confidential.

11.5 Reasonable Suspicion

If management has reasonable suspicion that you are impaired while on duty (based on observable signs such as slurred speech, unsteady movement, odor, or erratic behavior), management may:

1. Remove you from your duties for the remainder of the shift.
2. Arrange safe transportation home (you will not be permitted to drive).
3. Require you to meet with management before returning to work.
4. Take disciplinary action up to and including termination.

11.6 Voluntary Disclosure & Assistance

The restaurant recognizes that substance abuse is a treatable condition. If you are struggling with drug or alcohol dependency and voluntarily seek help before a policy violation occurs, we will work with you to provide information about available resources. Voluntary disclosure will not be used as a basis for disciplinary action.

However, voluntary disclosure does not excuse an employee from meeting performance standards or from the consequences of a policy violation that has already occurred.

11.7 Alcohol Service

If the restaurant serves alcohol to guests, employees involved in alcohol service must:

• Be at least 21 years of age (or 18 with appropriate supervision as permitted by Illinois law).
• Complete any required Beverage Alcohol Sellers and Servers Education and Training (BASSET) certification.
• Never serve alcohol to visibly intoxicated individuals.
• Always check identification for guests who appear under 40 years of age.
• Notify management of any concerns about a guest’s level of intoxication.

Section 12: Acknowledgment & Receipt

Appendix: Key Contacts & Emergency Numbers

Restaurant

Management

Emergency Services

Government Agencies

Workers’ Compensation Insurance