Associate Handbook (7.14.08)

Associate Handbook
Important Notice
The information contained in this handbook has been developed solely for use by Applebee’s restaurants. It is not intended to be a
definitive manual for franchisee use as to its operation of an Applebee’s restaurant. A franchisee should use this handbook only as
an example. Certain information may not comply with the state laws in which the franchisee operates and in addition, a
franchisee’s particular location or discretionary procedures may require handbook changes. Please seek independent legal advice.
Applebee’s Restaurants Associate Handbook
Contents
Applebee’s Welcomes You . . . . . . . . . . . . . . . . 2 Got a Problem? Let’s “Resolve It!” . . . . . . . . 15
Disclaimer . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 Guest Relations . . . . . . . . . . . . . . . . . . . . . . . . 16
Alcohol
Lookin’ Good In the Neighborhood . . . . . . . . 4 Lost and Found
Show Me the Money . . . . . . . . . . . . . . . . . . . . . 6 Proper Attire for Guests
Answering the Telephone
More Job Information . . . . . . . . . . . . . . . . . . . 7
Seriously Serious Stuff . . . . . . . . . . . . . . . . . 18
Eatin’ Good In the Neighborhood
Weapons
Recognition Programs Robberies
Meetings Fires
Feedback Safety in General
Moving Bartending
Holidays No Strip Search Allowed
Vacations Anti-Discrimination and Anti-Harassment
Doing the Right Thing . . . . . . . . . . . . . . . . . . . 9 Good Stuff to Know . . . . . . . . . . . . . . . . . . . . . 20
Business Gifts and Payments Family and Medical Leave Act
Tips
Political and Community Activities and
Contributions Worker’s Compensation
Conflicts of Interest Jury Duty, Military Duty and
A Death in Your Family
Using Private Company Information
On and Off the Job Conduct Appendix . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21
Family and Medical Leave Act
International Relations
Medical Leave
Violations of the Code of Conduct Jury Duty
Keeping On the Right Track . . . . . . . . . . . . . 11 Military Leaves of Absence
Having Visitors at Work Death in the Family
Parking, Eating, Drinking and Smoking Holidays
Vacation
The Press
Insurance
Privacy
Tip Reporting
Progressive Discipline Resolve It! Program
Falling Off Track . . . . . . . . . . . . . . . . . . . . . . . 12 Anti-Discrimination and Anti-Harassment Policy
Safety
Working With Your Schedule . . . . . . . . . . . . 13 Applebee’s Slip-Resistant Shoe Policy
Tardiness Workers’ Compensation
Illness Associate Illness
Work Schedules and Time Off Alcohol and Substance Abuse Policy
Applebee’s Restaurants Associate Handbook • Rev. 7/5/06

1
Applebee's IP LLC © 2008
Applebee’s Welcomes You
To The Neighborhood
At Applebee’s, our mission is to nourish,
enrich and celebrate our Associates, our Guests
and our communities. Now it’s your mission, too.
And since we think you’re worth it, we’ll make
sure Applebee’s challenges your imagination and
encourages you to explore and better your world.
When you join the Applebee’s team, you’re
saying — “I don’t settle for second best.” Neither
do we and that’s why we developed the concept
we call: BIG Fun TRIP.
It’s an easy way to remember how and why
we do business in this neighborhood — the way So go ahead — tap into that potential. Climb
you’ll do business as an Applebee’s Associate. as high as you want, swim as fast as you can,
reach up and touch the stars, conquer the
Here’s what it means:
impossible: We are confident that nothing is
BALANCE: Have balance in your personal and beyond your grasp and that you will further our
professional life. vision of becoming the world’s favorite neighbor.
INNOVATION: Take risks, learn from mistakes. We already know how smart and capable you
are. That’s why you’re here, in our neighborhood,
GUEST DRIVEN: All we do, we do for our Guests. a member of the Applebee’s team. And we only
hire the best.
FUN: Enjoy. Smile. Laugh. Welcome to Applebee’s — you’re embarking
TEAMWORK: It’s what makes us work as a on a BIG Fun TRIP like you’ve never taken before.
company. You’re going to love it here.
RESULTS: Set and meet your goals.

INTEGRITY: Be trustworthy in all your dealings.
PASSION FOR SERVICE: When you’re
enthusiastic, it shows.
You may not climb Mt. Everest, swim the Lloyd L. Hill
English Channel, travel to another star system or Chairman and Chief Executive Officer
win the Nobel prize. But then again — maybe you
will. You are the only person who can set your
boundaries, define your limits, determine your
direction — no one else.
2 Applebee’s Restaurants Associate Handbook • Rev. 7/5/06

Make Our Lawyers’ Day By
Reading This Disclaimer:
You probably think just reading this handbook and going through
your training period is enough to make you a good Applebee’s
Associate. Nope. We also have to tell you what we’re NOT saying
here. We think the people in the Applebee’s neighborhood — your
new neighborhood — are a little bit higher up on the food chain than
most. But unfortunately our very competent and highly-paid lawyers
say that’s not good enough. We still have to disclaim some stuff to
you. Working at Applebee’s is a lot more exciting than this. We
promise. Now here’s the $64,000.00 disclaimer:
“Applebee’s may change the policies set forth in this handbook at

any time, for any reason, with or without notice to Associates.
Nothing in this handbook is intended to constitute an employment
contract, and all Associates are employed at the will of Applebee’s.
Nothing in this handbook is intended to create an employment
relationship of any definite duration, nor shall anything in this
handbook be interpreted as a waiver by Applebee’s or its
subsidiaries of their rights to terminate any Associate at any time,
with or without cause or notice. No person, other than the CEO of
Applebee’s, has the authority to make representations to the
contrary.”

3
Lookin’ Good In the
Neighborhood
Looking Good
Applebee's appreciates individuality and we encourage you to
express yours – before and after work, but not during it. Why do we
have that policy? Let's look at Sam the Server for an answer. Sam
likes to stand out from the crowd, so he's decided to wait on his
customers while wearing one of his socks on his head. Yes, it's
strange, but if Applebee's didn't have a dress code or rules on what
you can and cannot wear, then Sam might do just that.
Style – The Applebee's Way
Shirt Of course, with Sam's sense of fashion, we're not about to
throw him out in the dining room without help. We provide
Associates with two Applebee's logo red/black golf shirts. At a
minimum, we expect the bottom button to stay fastened. No
additional shirts are allowed over or under your golf shirt. Exception:
on chilly days you can wear matching turtlenecks under your golf
shirt or long-sleeve polo shirt (available for purchase through
approved vendors). Applebee's has to give prior approval before any
Be an ambassador of promotional T-shirts can be worn. Neighborhood Experts may wear
Applebee’s the approved Neighborhood Expert polo shirts.
What's in a Name?
A clean, well- Name Tag We provide you with a name tag (using clear tape
groomed, natural with black typed lettering). Wear it while on duty. Lose it and you
appearance have to buy another one. You can also wear up to three Applebee's
promotional buttons or stickers (and that includes your name tag).
Wear your Applebee’s Why a name tag? Because guests will want to know your name
shirt when you wow them with your service!
Shoes with slip- Who Wears the Pants (or Shorts) Around Here?
resistant soles Pants or Shorts Servers should wear solid black dress pants or
shorts. No denim, corduroy, patterns, cargo, baggies, pedal
Limited jewelry pushers/capris, tight-fitting stretch fabrics or stitched pockets. Shorts
shouldn't be more than two inches above the knee and, please, save the
No excessive long skirts for formal occasions. Keep them no more than two inches
make-up, facial above or below the knee. And we do insist that Sam – and all of our
Associates – keep their shirts and the rest of their work clothes, clean,
decorations or neat and pressed. In other words, come to work looking like the
tattoos visible to ambassador of Applebee's that you are, not like you slept on a park
the Guests bench.

Got Belt Loops?
Belt Now you're dressed and almost ready for work. Uh-oh.
Where's your belt? Got belt loops, you wear a black belt. No belt
loops, you don't have to.
Applebee's Style
Apron If you're a server, we'll add an apron to your
working wardrobe so you don't have to worry about what
to wear to work. And neither do we.
If the Shoes (and Socks) Fit
Shoes and Socks Sam is teetering down the aisle with a
big tray of food. Why is he teetering? Because he's wearing
roller blades! Sam needs to be very careful or he'll lose his
balance and dump that big tray of food right in that guest's lap.
So Sam saves his blades for after work. Instead he wears clean,
polished, closed-toe, slip-resistant, plain, dark leather shoes with
matching socks. No boots, high heels, sandals, clogs or slingbacks
allowed. If he's wearing shorts (or, in the case of a female, a skirt)
he should wear white slip-resistant shoes and white anklets or
crew-length socks. Females can also wear suntan hosiery.
Rings on Your Fingers…But Not Through Your Nose
Jewelry Applebee's doesn't want you coming to work with
studs and rings from head to toe. We have nothing against jewelry -
in fact, you can wear one ring on each hand (but we're generous - a
wedding set counts as one), one necklace, a matched pair of pierced
earrings that don't extend more than a half inch below your ear
lobes. Rings or jewelry in the nose, eyebrow, tongue or other visible
skin surfaces must be removed during any shift at the restaurant.
Like socks on your head, if you don't see anything saying you can,
then you can't. It's that simple.
Rapunzel Doesn't Work Here
Hair Hair should be neat, washed and groomed. If longer than
collar length, you must tie it back for health reasons. No loose
strands are allowed to hang around the face or neck. Unnatural hair
colors and extreme styles will not be permitted. All facial hair
(beards, mustaches and sideburns) must be neat and trimmed. If you
want lime green hair be advised: We are not amused. Our objective
at Applebee's is to enhance our guests' appetites, not destroy them.

5
Lookin’ Good In the Neighborhood . . . continued
Don't Come to Work Smelling Like the Gym

Grooming While we like for our Associates to be physically fit,
don't come to work smelling like a locker room right after a
basketball game. One whiff of Eau de Sam as he prepares to take a
guest's order and you're looking at an empty seat. Can you blame
them? Applebee's expects its Associates to maintain a professional
image, including good personal hygiene, clean nails, appropriate
make-up and groomed hair. Visible tattoos must be covered during
any shift at the restaurant.
Meanwhile, Back in the Kitchen
Kitchen Dress Code What about the kitchen dudes and
dudettes? We don't like for anyone to feel left out. So, you are issued
an apron, a hat, and a couple of those fashionable Applebee's shirts.
You can wear them with dark blue or black slacks or jeans. Dark
leather shoes or leather tennis shoes with non-slip soles complete
the picture. We don't want you propelled across a wet floor like a
human hockey puck.
Just like the folks up front, we expect you to bathe regularly,
keep your nails trimmed and clean, your hair neatly groomed
and up under that hat – which you've got to wear all the time.
You can wear a pair of small earrings, but leave off the
rest of the jewelry. It's for your own safety. Really.
Show Me the Money

Paychecks
When will you get paid? Pick up your paycheck every
other Friday between two and five. Yes, we mean p.m. You
want the Manager to sleep in the restaurant?
Paychecks:
every other Friday Tips
You have to report them – all of them. Don’t get mad at us. We
Tips must be didn’t make the law.
reported For lots of absolutely fascinating legal stuff about paychecks and
tips, or if you’re having trouble sleeping, check out the back of the
Insurance: book in the Appendix.
very basic or
comprehensive Insurance
Applebee’s offers health insurance to all active Associates.
Please refer to your Benefits book for details.

More Job Information
Eatin’ Good In the Neighborhood
Kitchen Associates may eat free — up to $8.00 per day. Ask your
Manager and she’ll tell you the rules. Everybody else gets half off
regular price menu items. There is a catch, though: You can’t buy
alcohol and you can’t buy food and take it somewhere else to eat. Oh —
and you can’t take the leftovers home and give them to your best bud
because you don’t get doggie bags, either. Besides, have you ever seen
the Queen of England walk out of a restaurant clutching a doggie bag?
Your meals must be paid for and rung up, just like anyone else’s.
The Manager will show you where you can eat and when.
Recognition Programs — You Did Good
Some lucky Associate at each restaurant each month (and who
is paid on an hourly basis) will be named an AppleSTAR. So what,
you say? It means you have been selected as one of Applebee’s best
and brightest and we want everyone to know it. In recognition of
your excellence, you receive an AppleSTAR pin. (Was that you we
heard going “Woo-hoo”? Will you please let us finish?)
You also get your nameplate on a plaque that all your fans and
admirers can see. Bet that’ll make you feel like royalty. Oh — one
more little thing: You also get 50 Apple Bucks. Yeah — we thought
you’d like that part.
The monthly winners are eligible for the AppleSTAR of the Year
Award. We pick one from each restaurant. In addition to being
recognized as AppleSTAR of the Year for your neighborhood
Applebee’s, you also get a week’s paid vacation and 250 Apple
Bucks. Seeing stars yet?
You’ve Stuck Around the Neighborhood
For those of you who know a good thing when you find it, we have
some pins. No, not the kind you write with. That’s p-e-n-s. We’re talking
p-i-n-s. The kind famous military heroes wear. Only smaller and cuter.
You get one at 1, 3, 5, 10, 15 and 20 years of working in the neighbor-
hood. If you want to know more about them, ask your Manager.
Meetings in Your Neighborhood
Surprise! You get paid for attending restaurant meetings.

7
More Job Information . . . continued
You Don’t Work in a Vacuum

Your Manager will go over your job performance with you twice a
year: April-May and October-November. This process is called P.I.P.
(Performance Improvement Process), which you will hear more about
as time goes by. You’ll have your first review during the period that
follows your initial employment. Rule of thumb is you need to work at
least 60 days to receive a performance review. Want it spelled out? If
you start in February, you’ll be reviewed in the April-May period. After
that, you will receive a review every six months.
During these reviews your Manager will give you advice on
improving your performance. It’s a good time to ask questions, too.
Job-related ones, that is.
Moving?
Need a transfer? Ask. No guarantees, but we’ll do our best. We
have over 1,800 options!
Holidays?
We’re closed for Thanksgiving and Christmas (Woo-hoo!), open all
other holidays.
Vacations?
You bet. You'll earn prorated vacation
hours based on the average number of
hours worked in your first year of
employment. To qualify, you must
average at least 30 hours per week,
worked at least 780 hours and must have
been employed for one year.
But that's not all! Vacation time after your
first year is renewed every January 1st. If you
continue to average over 30 hours per week, you
will receive one week of vacation each January
1st. That's a week more than the Queen of
England! Beginning January 1st of your 4th
anniversary year, you get two weeks vacation. Please
refer to your Benefits guide for details.

It's not cut and dried, like algebra. There are some other
conditions you have to meet, like giving your Manager 30 days
notice that you want to take your vacation and taking it by a
certain time or it becomes toast and you lose it – stuff like
that. Don’t save it until November and December –
remember that’s our busiest season. Plan your vacations
before this time of year. Our best advice is to just ask the
Manager when and if you're eligible for one and if the
laws of your state change anything for you. The Manager
can also tell you how your vacation pay is determined.
(Bet you knew we'd say that.)
Doing the Right Thing

Doing the "right thing" means something different to
each one of you. But at Applebee's, it's simple. Doing the
right thing for us means being a good neighbor in all our
neighborhoods.
The human resources gurus at Applebee's help out by making this
list of rules for you: Never run with scissors, always wear clean
underwear and put that pencil down or you'll poke your eye out. Uh,
wait a minute. Those are the wrong ones. Sorry about that. Here we go.
First, let us say you can read about these rules in detail by logging
on to www.applebees.com for the complete Code of Conduct. But, in
the interests of simplifying things and because we're such nice guys
and gals, we'll give you the Cliff's Notes® version here. Ready?
This Code sets the standards of ethical conduct for Applebee's
and applies to all Associates, as well as the board of directors.
How About A Round of Golf?
Business Gifts and Payments A beer vendor offers you
professional sports tickets worth more than $25. Can you keep
them? (Answer: In this case, no.) Rule: You cannot accept a gift,
favor, loan, service or anything else of value worth more than $25
from someone with whom Applebee's does business, unless you
follow Applebee's approval process. Check with your supervisor on a
case-by-case basis, or read the complete Code of Conduct for the
rules pertaining to business gifts and payments.

9
Doing the Right Thing . . . continued
Care To Buy Some Candy For A Good Cause?

Political and Community Activities and Contributions You pull a
shift at the local shelter for homeless reptiles, work on your cousin
Zeppo's political campaign or help your child sell wrapping paper to
raise money for her school. Applebee's applauds you for being so
civic-minded, but please, don't bring it to work. Rule: The only business
we want to see conducted on our premises is Applebee's business,
including authorized charity or fundraising events like the Heidi Fund.
In-laws, Ethics And Bribery…What Do They Have In
Common?
Conflicts of Interest In addition to Applebee's let's say you also
work for a competing restaurant chain and the manager asks you to
find out what new promotions Applebee's is considering. Don't do it!
We all have mental lists of things we should avoid, like tarantulas the
size of washing machines or a brother-in-law who always borrows
money and never pays it back. Here's one more for your list. Rule:
Avoid conflicts of interest, which means anything that's in conflict
with Applebee's best interests. Want some examples? Besides
dating subordinates and giving away food, you can't take bribes or
do things that compromise company ethics or rules. For more
examples, take a look at the complete Code of Conduct and, if you
need anything clarified, ask your supervisor.
Hey Can You Keep A Secret?
Using Private Company Information (Insider Trading) Applebee's
prohibits using confidential information when buying or selling
Applebee's stock. So if you feel like telling your Uncle Lester to buy
Applebee's stock because of the new initiative that's not yet been
publicly released, you could be prosecuted for insider trading. Rule:
You can't divulge private Applebee's information to anyone unless it
has been publicly released.
Go To Jail And Do Not Pass Go
On and Off the Job Conduct Can you get fired for a getting a DUI
even if it has nothing to do with work? What about celebrating your
birthday at Applebee's and you cause a scene after having a few too
many Perfect Margaritas? Yes, if the incident negatively impacts
Applebee's business or brand. Applebee's is proud of our Associates
and we want to stay that way, whether you're on or off duty. Rule:
Your behavior reflects on Applebee's and by doing something illegal
or unethical, you hurt the company's good name. We take our
standing in the neighborhood seriously and want you to do the same.

Like A Good Neighbor
International Relations Our Code of Conduct also covers things
like how to be an international good neighbor. For Associates
serving on Apple Elite, this is particularly applicable. Rule:
Remember we're guests in another country and respect that
country's traditions and laws.
Citizen's Arrest!
Violations of the Code of Conduct We also expect honesty from
our Associates. Say, for example, your supervisor is dating one of the
Associates or an Associate receives an expensive gift from a vendor.
Rule: If you think you might have violated the Code of Conduct or
know someone else who has, you must report it. You may speak with
your supervisor or Area Director or call the Resolve It! Hotline at 1-
877-792-6315. You don't even have to give your name. You may also
voice your concerns without fear of retaliation. It's that simple.
One last word: If you have a question about the Applebee's Code
of Conduct ask your supervisor. And finally, go read the complete
Code of Conduct at www.applebees.com. You'll thank us later –
really.
Keeping On the Right Track

Having Visitors at Work
One word: Not allowed. OK, it’s two words, but you get the picture.
Parking, Eating, Drinking and Smoking
We’ll be brief here: Only park your car where the Manager says
you can — and eat, drink and smoke only in places your Manager
designates. See?
The Press
Don’t discuss Applebee’s business with other people. And don’t
speak to the press as an Applebee’s representative. We have people
who are actually paid to do that and it hurts their feelings when
someone else does it for them. Let them do their own jobs. Besides,
the camera always adds 10 pounds and who needs that?

11
Keeping On the Right Track . . . continued
Privacy
We will respect your privacy and share personal information
about you only with those who have a need or right to know; but we
expect you to do the same for your fellow Associates, including last
names, phone numbers or even their favorite color. It’s about
protecting your Associates and respecting their privacy.
Progressive Discipline
If you mess up, we’ll probably make you stand in a corner in the
dining room during peak lunch hour traffic with a dunce cap on your
head and a sign that says “Kick Me.” OK, OK. That’s what we
wanted to do, but some big shots at corporate said we couldn’t.
Spoiled sports.
Finally, after suggestions ranging from the guillotine to a
timeout, we decided that for violating work standards or policies, the
following process normally applies:
1. Coaching and Counseling
2. Oral warning
3. Written warning
4. Suspension pending separation
The “consequence” you get depends on what you’ve done to
deserve it. Based on the seriousness of the violation, or other
factors, action up to and including termination may apply regardless
of this process. We think it’s pretty fair and easy to understand.
Falling Off Track

Here are some things that will cause you to be suspended (and
most likely terminated) on the spot. Not only are they against our
policy, but they’re also against the law and, when it comes to anything
listed here, our sense of humor dries up.
Here’s the list — and remember — don’t go there.
Possessing or using illegal drugs in the restaurant
(including the parking lot)
Violence of any sort
Stealing

Credit Card Fraud
(adding additional tip money or changing a
Guest signature is a felony)
Falsifying documents
(that means forging or lying on them)
Harassment
Serving alcohol to a minor
We take violation of the law very seriously and
prosecute all cases of theft and fraud. If you know of
someone who is violating the law in any way, you
make speak with your Manager, Area Director or call
the Resolve It! Hotline at (877) 792-6315. You can
remain anonymous or give us your name. Whatever
makes you comfortable.
Working With Your Schedule

Things You Should Already Know,
But We’re Going to Tell You Anyway:
Being the intelligent, compassionate and thoroughly cool people
we are, we understand that sometimes things happen that may
impact your work day. In other words, you might on occasion have a
reason to be late, or be sick or need to rearrange your work
schedule. Here are some guidelines:
Excuses, Excuses
Don’t be late to work. But if it’s unavoidable (say a meteor hits
your car), then — call the Manager prior to the scheduled shift with
the reason and the approximate arrival time. And please don’t make it
a habit. Excessive or frequent tardiness may lead to “consequences.”
My Tummy Hurts
Achoo! Achoo! Achoo! Ahhhh, nothing like having Typhoid Mary
— the one with the drippy nose — carrying food from the kitchen. Or
Joe — the cook with the cough — slaving over a hot stove. Can anyone
say “Yuck!?”

13
Working With Your Schedule . . . continued
The point here is, if you’re sick, stay home. But play
fair. Find someone to work for you. Then call the
Manager and let him know you’re sick and tell him
who’s working in your place. And make sure the person
who’s working for you calls him, too. Try to contact him
as far in advance as you can and give him an idea of
when you’ll be back. We know, we know — you don’t
have a crystal ball and if you did we’d all be working
for you. But if a 24 hour bug is going around and you
have the symptoms, you don’t have to be a rocket
scientist to hazard a guess as to when you’ll feel a little
better. Got it?
For more details regarding Associate Illness, please
see the Appendix to this Handbook.
About That Work Schedule

Schedules are posted weekly and aren’t carved in stone. The
Manager can make changes when she sees the need. And you can
ask for a change if you find someone to work for you and get the
Manager’s written permission.
Don’t put in overtime without permission and try to keep
changes as scarce as llamas in rock bands. Please make
appointments with your Applebee’s schedule in mind.
If you need time off, check with the Manager. Most of them are
pretty nice guys/gals. Ask ahead of time. That means like a month or
so, and give it to them in writing. (They forget a lot.) If your cousin
Yoda, who’s never even seen a space ship, is finally getting married
and you’re the best man, we’ll do our best to get you to the ceremony.
Be sure to clock in on the time clock. Remember, NEVER clock
in or out for another Associate and NEVER change a time card. No
exceptions. No excuses.
As much as we appreciate your commitment and loyalty, it's
against the law for you to work without getting paid. So, never work
off the clock – never, ever. We take our obligation to pay you for
your hard work so seriously that if you do work off the clock, you
can be disciplined for it, up to and including termination.

Got a Problem?
Let’s “Resolve It!”
Works and Plays Well With Others
Keisha has a problem with Sam and knows just how to handle it.
No — she can’t legally tie him up and leave him in a store room. Not
only do the police frown on it, but Sam will be right back
to his same old irritating ways as soon as he figures
out how to untie a sailor’s knot.
Besides, Keisha knows the rules, and — unlike
our buddy Sam — she follows them. So, what does
Keisha do? If you said she resolves it by following
the steps of the “Resolve It!” Program, you’re
absolutely right! The Manager will take a look at what’s
bugging Keisha and get back to her within three business
days.
Problems with a coworker aren’t the only ones to
take to the Manager. Her door’s open to any job-
related issue. And no, you shouldn’t feel guilty about
talking to her. That’s her job. And besides, it makes
her feel needed. But what if Keisha doesn’t want to
tell her Manager for some reason?
She can tell the Area Director; or
She can call the Associate Hotline at 1-877-792-
6315.
The answer is either of the above. And don’t
worry about anyone retaliating against you. That doesn’t fly at
Applebee’s. Just tell us if it happens and we’ll take care of it or
them.
You can also call in problems or issues without giving your
name. Yep. Anonymity!
(Remember: Associate Hotline: 1-877-792-6315. Response time
to complaint: No later than two weeks.)
For more details regarding the Resolve It! Program, please see
the Appendix to this Handbook.

15
Guests Will Be Guests
Here are a few quickie rules for dealing with Guests. Remember
what Sam would do in each of these three cases — then do just the
opposite. Remember, even if you don’t think the Guest is always
right, you must always treat them as Guests.
Show Me The Way To Go Home
We expect our Associates to perform 3 important assignments when
serving alcohol:
1. Checking for proper Identification
2. Monitoring Guest consumption & behavior
3. Notification to a Manager when appropriate
CARDINAL RULE: Don’t sell alcohol to anyone who looks
younger than 30 without seeing his ID. Make sure the face matches
the ID. (Hint: If a guy shows you an ID of a girl, then it’s probably
not really him.) Check the year of birth (remember all that high
school math you thought you’d never use again?) and if the Guest
isn’t old enough, tell him “No.” Then — you guessed it — TELL THE
MANAGER. Even if there’s a tiny, itsy bitsy chance they are under
30, card them – NO EXCEPTIONS!
For more information concerning Applebee’s policy on alcohol,
please see the Appendix.
Excuse Me, Did You Happen to Find a Pair of False
Teeth When You Were Cleaning That Table?
If Mr. Guest leaves his shoes under the table, take them to THE
Alcohol usage MANAGER and he will lock them up for safekeeping until Mr. Guest
decides to come back for them. The same thing goes for other lost
Inappropriate stuff — like false teeth, mood rings and wigs. You know, the usual
behavior things people leave behind at a restaurant. If you find a purse or a
wallet, don’t open it — just hand it to the Manager.
Checking IDs
Clothes May Not Make the Man, But He Can’t
Found property Frequent This Neighborhood Without Them
If Mr. Guest tries to come in wearing nothing but pants, gently
Proper dress advise him that the health laws frown upon partially clad Guests.
(Just say, “I’m sorry, sir, but we can’t accommodate you unless you
Telephone calls for are wearing a shirt/shoes.”)
Guests

And if any Guest comes in looking extremely
peculiar (say wearing a space suit or a toga made from a
wooly mammoth skin or disguised as a large, white bunny
rabbit) then TELL THE MANAGER. Applebee’s Managers
are highly skilled, well-trained professionals who are right at
home dealing with space cadets and six-foot tall rabbits.
Would You Mind Answering the Phone?

If Mr. Guest calls and has a question, make it your
mission to answer the telephone on no more than two
rings. This should not be attempted if you are serving
someone his dinner. But if you walk past a ringing phone
and you are not otherwise occupied, then answer it. Be
polite. Answer Mr. Guest’s questions if you can. If Mr.
Guest only speaks a foreign language and you don’t,
then see if someone else can help him.
What do you do if Mr. Guest asks a question you can’t answer —
say he calls and says, “How much wood could a woodchuck chuck if
a woodchuck could chuck wood?” That’s right — you know the
answer: GIVE THE CALL TO THE MANAGER! In addition to his
incredible people-managing skills, he’s also a fountain of knowledge
and will be able to handle any and all questions thrown at him.
Especially ones about woodchucks.
To Sum It All Up
The rule of thumb is anytime you have a serious problem with a
Guest or a question you can’t answer, find the guy or gal in charge
and tell him or her. Not only have we spent a lot of money training
your Manager to do a good job, but you owe it to your Manager to
make him or her feel appreciated.

17
Seriously Serious Stuff
This stuff is seriously serious, so even though it’s at the
back of the book, don’t think it’s not important. It is. It’s so
important that we won’t even let Sam near it. Now for
some straight talk:
Weapons
No employee (including Managers and Associates)
may have a weapon on Applebee’s property or while
doing work for Applebee’s offsite. No knives, no guns, no
explosives, no weapons of any kind! This prohibition includes
parking lots, except in states where the law explicitly
removes parking areas from the places that employers may
restrict guns. If you see or suspect that a co-worker has a
weapon, TELL THE MANAGER IMMEDIATELY, and let the
manager handle it.
Robberies
No weapons allowed Dead heroes make lousy Associates. People who commit
robberies can be nervous and unpredictable. If you resist during a
Robbery procedures robbery, you could end up on the wrong end of a gun. No matter
what you may think, you are not bulletproof. Cooperate completely,
Fires give the robbers whatever they want, don’t resist and don’t put
yourself or our Guests at risk.
General safety rules
Fires
Bartending Each Applebee’s is equipped with fire extinguishers and a policy
on handling fires. Pay attention when your trainer covers this topic.
No strip search It could save a life.
allowed Safety in General
Accidents: Report all of them to your Manager. If a Guest chokes,
call a Manager without delay. He’s the one responsible for
administering first aid.
Some things you don’t do: Don’t throw things, ignore safety
instructions, play around with equipment. That kind of stuff. If you
have a question about safety, ASK THE MANAGER. A good rule of
thumb is — if you aren’t following instructions, if something doesn’t
seem right, if it’s something your mama wouldn’t let you do, then you
should check before you do it. In other words, when in doubt, ask.

Bartending
You can’t tend bar unless you’re 21 years old. That means
exactly what it says. No exceptions — ever. Not even to help for just
a minute.
There are other jobs in the restaurant that may also have age
restrictions (they may vary from state to state). Ask your Manager
before attempting to do something you have not been authorized to do.
No Strip Search Allowed

A guy calls a restaurant pretending to be a cop and talks a
Manager and an Associate into participating in a strip search.
Sounds like the premise for a joke, but it's not. It's a scam.
At Applebee's we expect our Managers and Associates to use
good old-fashioned common sense. But, in case you need it spelled
out for you, we will make our policy crystal clear: no strip search is
allowed for any reason. That means you do not participate in or
conduct one, nor do you allow one to be conducted upon you. No
joking. No exceptions. No kidding.
Anti-Discrimination and Anti-Harassment

We are against discrimination and harassment
(which includes sexual harassment). Period. They are
not tolerated in any form at Applebee’s — in other
words, these are subjects we take very seriously. Our
policy forbids discrimination and harassment and
specifically defines these terms. It also tells you how
to file a complaint, explains our commitment to
confidentiality and emphasizes that we will not allow
retaliation.
It’s everyone’s job to keep the restaurant G-rated.
And yes, that does include the music you play and the
language you use on Applebee’s premises.
See the Appendix to this handbook for full details.

19
Good Stuff to Know
Below is a brief overview of more good stuff you ought to know.
Please check the appendix in the back of the book, where you will
find these topics explored in detail.
If you have worked for Applebee’s for at least one year and for
1,250 hours over the previous 12 months, and if there are at least
50 employees within 75 miles, you may be eligible for up to 12
weeks unpaid, job-protected leave for certain family and medical
reasons. Unpaid leave must be granted for any of the following
reasons: to care for the employee’s child after birth, or placement for
adoption or foster care; to care for the employee’s spouse, son or
daughter, or parent, who has a serious health condition; or for a
serious health condition that makes the employee unable to perform
the employee’s job.
Tips
It’s ugly, but someone has to say it: Your tips must be reported to
the tax guys as income, and yes, that means all your tips – 100%.
Now for the good part: The tips you report are used to help
calculate the vacation pay you’ll get. It’ll help with major purchases,
too, since your income is higher. It also helps you qualify for higher
Social Security and unemployment benefits. Feel better? Probably
not, but you have to do it anyway.
Worker’s Compensation
If you suffer a job-related illness or injury, you may be eligible for
benefits under Worker’s Compensation.
Jury Duty, Military Duty and a Death in Your Family
Applebee’s understands there are some things beyond your
control and we cooperate fully with the law where it pertains to
matters such as these. We have special provisions regarding your
serving on a jury or being called to military service. We also realize
a death in the family may require special arrangements at work.

Appendix
On August 5, 1993 the Family and Medical Leave Act of 1993
became law. In general, the new law requires the company to offer
up to twelve (12) weeks of unpaid job protected leave during a 12-
month period to an eligible Associate for one or more of the
following reasons:
The birth, adoption or foster care placement of a child.
The serious health condition of an Associate’s spouse, child or
parent (not parent-in-law).
The Associate’s own serious health condition.
To be eligible for this leave, an Associate must provide Medical
Certification from their doctor. Or if the leave is for an older family
member (mother or father that needs care) his or her doctor will
need to fill out a form saying how long there will be a need for
someone to care for the older family member. Associates must have
been employed for at least 12 months, must have worked at least
1,250 hours during the 12-month period immediately preceding the
commencement of the leave, and must have been employed at a
work site where fifty (50) or more Associates are employed within a
75-mile radius. If eligible, an Associate has the option of taking 12
consecutive weeks of leave or, in certain situations, arranging
intermittent leave or a reduced leave schedule (reduced number of
hours worked per week or day).
Depending on the event, an Associate may elect to substitute any
accrued paid vacation time, as part of the 12-week period if such
leave would otherwise be available. We may also require an
Associate on leave to report periodically on the status and intention
to return to work and, in some medical leave cases; we may require
certification by a physician.
For additional details about the Family and Medical Leave Act,
please contact your General Manager who will in turn contact the
Benefits Department.
Medical Leave
Associates who do not qualify for the Family Medical Leave Act
are eligible for an unpaid medial leave of absence for up to 12 weeks
to care for a newborn or newly-adopted child or for seriously ill family
members, or to recover from their own serious health condition.

21
Appendix . . . continued
Jury Duty
Associates will be granted leaves of absence for jury service.
Associates will be paid the difference between the pay they receive
as a juror and the pay they would have received at work had they
not been on jury duty. You must present a pay voucher to your
Manager who will forward this information to Payroll.
Military Leaves of Absence
The Company will grant unpaid leaves of absence to Reservists
and National Guard members provided leave is requested in
advance. You will not be required to take vacation time for weekend
or summer camp training but may do so if you choose. Eligible
Associates who serve in the uniformed services of the United States
will be granted a military leave of absence for a period of up to five
years, pursuant to the Uniformed Services Employment and
Reemployment Rights Act (USERRA) of 1994.
Veterans will not be discriminated against because of absence
due to military service. Associates in good standing, who leave their
jobs for the purpose of entering military service, are eligible for re-
employment.
Death in the Family
We recognize a death in the immediate family as a time when
absence from work is necessary. Please let a Manager know if this
situation occurs and he/she will help you make arrangements to
cover your schedule.
Holidays
Applebee’s is closed for business to observe the following
holidays:
Thanksgiving Day
Christmas Day
We are open for business on all other holidays.
Vacation
Whether it's spending time with family, traveling, taking care of
personal needs, or relaxing alone…vacation has a unique meaning
for each of us. However, we all can agree that everyone needs time
away from work. That's why Applebee's provides a generous
vacation policy, providing time off that increases the longer you work
for the company.
Please refer to your Benefits guide for details.

Using Your Vacation
When using your earned vacation time, remember…
• Schedule and have your supervisor approve all vacation time
at least 30 days in advance;
• You may use vacation time in one-week increments.
Preplan your vacation time so you can relax and enjoy!
If You Leave Applebee's
Unused vacation time may be paid out to you if you stop working
for Applebee's and you…
• Worked at Applebee's for at least one continuous year before
leaving the company;
• Give standard 2-week advance written notice to your
supervisor before leaving;
• Were not terminated due to gross misconduct, theft or
conviction of a misdemeanor or felony involving moral
turpitude (as verified by Applebee's Legal Department).
Note: in some states these termination provisions do not apply.
Events That Affect Vacation Time
Here are some events that affect how you earn vacation time at
Applebee's.
Military Leaves If you go on an approved active military leave of
absence, you will continue to earn vacation time as if you were still
working. Example: If you are a two year hourly Associate who is
called to active military service for two years, you receive your two
week grant of vacation upon your return to Applebee’s.
Promotion If you change positions or schedules mid-year, any
change in your vacation accrual will occur on the first day of the
first full month in your new position.
Transfer from a Franchisee If you transfer from an Applebee's
franchisee to employment with a company-owned Applebee's, your
original hire date will transfer with you and you'll receive prorated
vacation accruals on the first day you work at your new position. Unused
vacation time you had with the franchisee does not transfer over. Be
sure your Manager knows about your franchisee service, and ask
him/her to notify Associate Services.
Rehire After Six Months If you leave Applebee's, then are rehired
after a six-month period, you are treated as a new Associate. (This
does not include transferring from a franchisee.)

23
Rehire in Less Than Six Months If you leave Applebee's, but

return to work in less than six months, your continuous service is
bridged. If vacation time had already been paid out, you will not
receive a vacation accrual until the next January 1.
Leave of Absence Proration When an Associate is on an unpaid
Leave of Absence for 30 calendar days your next vacation grant to
be prorated one month. For example, if an Associate is on an unpaid
LOA from March 15 - April 16, the Associate will receive only 11/12
of their vacation grant the next year. Average hours = 40 x 11/12
proration = 37 hours grant next year.
LOA Proration
1 month 11/12 of vacation
2 months 10/12 of vacation
The Value of Time

Not only is your vacation time at Applebee's an important part of
your compensation and benefits package, it's our way to help ensure you
get the personal time you need to enjoy a fulfilling life. We appreciate
and value your service, and hope you pass along those same feelings to
our Guests. Thanks for being part of the Applebee's winning team!
Insurance
Please refer to your Benefits guide for details.
Tip Reporting
As an Associate of a food and beverage establishment, all tip
income you receive—whether it is cash or included in a charge card
transaction—is taxable income. The law requires that you declare
100% of your income! Tips are income!

In response to the government’s focus on Associate tip reporting,
Applebee’s executed a TRAC arrangement with the IRS. TRAC stands
for “Tip Reporting Alternative Commitment.” Under this
commitment, Applebee’s agrees to: 1) educate all directly and
indirectly tipped Associates on your tip reporting responsibilities, 2)
provide you with an ongoing reporting procedure to properly report
tip income and 3) give you a summary of your tip reporting.
Both directly (receive tips from customers) and indirectly
(receive tips from other Associates) tipped Associates must report all
tips. At the end of every shift, directly tipped Associates must verify
charge card tips and enter into the POS system the amount of total
tips received, minus any tip-outs to indirectly tipped Associates, i.e.,
server assistant, bartender or host/hostess. Likewise, indirectly
tipped Associates must report the amount of tip-outs received. Your
declared tips will be compiled onto your paycheck stub.
Endorsement of your paycheck indicates your acknowledgment that
the tip information outlined on your paycheck is accurate unless you
prepare and submit to payroll an adjustment form called TRAC ADJ.
Accurate tip reporting has benefits for you as well. The most
important benefit is reducing your probability of being audited by the
IRS. In addition, you qualify for greater social security, unemployment
and workers’ compensation benefits. Accurate tip reporting also
provides a larger verifiable income source when you apply for credit
for credit cards, car loans and home mortgages. Tip reporting is also
calculated into earnings when determining vacation pay.
Applebee’s Restaurant Associate

“Resolve It!” Program
The Associate “Resolve It!” Program, consistent with our Core
Values, offers Associates a specific procedure for the resolution of
issues. Applebee’s believes that each Associate deserves to be
treated with respect and in a fair manner at all times. We realize
that there may be problems from time to time and we recognize the
importance of quickly clearing up any difficulties that arise. In order
to do this, we must know of any problems or complaints. NO
MEMBER OF MANAGEMENT IS TOO BUSY to hear work-related
problems or complaints of any Associate. Your issue will be
addressed with confidentiality, fairness, non-retaliation and urgency.
If you have a problem or complaint, you should, as promptly as
possible, do the following:

25
Step 1…
Speak with your immediate supervisor.
Present your issue, the details and your desired resolution.
If you don’t feel comfortable speaking with your supervisor,
contact the Area Director.
Your issue will be investigated and responded to by a member of
management within three business days.
Step 2…
If you are not satisfied or don’t feel comfortable speaking with
management, contact the Associate Hotline at 1-877-792-6315 (you
have the option to remain anonymous.)
Your information will be taken by phone and followed up by an
Applebee’s Human Resources Representative.
You will receive a response within two weeks of your discussion
with an HR Representative.
The Management of Applebee’s has an “Open Door” policy and is
sincerely interested and committed to the best possible resolution of
any Associates’ work-related problem. No problem is too small nor
unimportant and will be given the utmost consideration.
It is against company policy to retaliate against any Associate,
including management, for voicing issues through this process.
Retaliation can result in disciplinary action up to and including
discharge.
Anti-Discrimination and Anti-Harassment Policy
It is Applebee’s policy not to discriminate in any term or
condition of employment on the basis of race, color, religion, age,
national origin, ancestry, sex, sexual orientation, gender, disability,
handicap, pregnancy, veteran status or other military status, or any
other status protected by law.
As part of its policy of non-discrimination, Applebee’s prohibits
any unwelcome harassment which would be any verbal or physical
conduct by a Manager, supervisor, co-worker, customer, vendor, or
supplier that disparages, threatens, intimidates, coerces, or shows
hostility or dislike toward an Associate because of his or her race,
color, religion, age, national origin, ancestry, sex, sexual orientation,
gender, disability, handicap, pregnancy, veteran status or other
military status, or any other status protected by law, and that

1) has the purpose or effect of creating an intimidating, hostile,
abusive or offensive working environment or of unreasonably
interfering with an individual’s work performance; or
2) otherwise adversely effects an individual’s work performance.
As part of the above-stated anti-harassment policy, no Manager,
supervisor, co-worker, customer, vendor, or supplier may harass any
other individual on Applebee’s property, or in connection with
performing services for Applebee’s.
Examples of Harassment
This includes racial and ethnic slurs, and acts that are intended
to be “jokes” or “pranks” but that are hostile or demeaning with
regard to race, color, religion, age, national origin, ancestry, sex,
sexual orientation, gender, disability, handicap, pregnancy, veteran
status or other military status, or other status protected by law.
Examples of Sexual Harassment
Sexual harassment includes unwelcome sexual advances, sexual
jokes or comments, requests for sexual favors or other unwelcome
verbal or physical conduct of a sexual nature, when:
1) submission to such conduct is made either explicitly or
implicitly a condition of employment; or
2) submission to or rejection of such conduct is used as a basis
for employment-related decisions such as promotion,
discharge, performance evaluation, pay adjustment, discipline,
work assignment or any other condition of employment or
career development; or
3) such conduct otherwise unreasonably interferes with work
performance or creates an intimidating, abusive, hostile or
offensive working environment, even if it leads to no adverse
job consequences.
Other examples of behavior or language that will be considered
sexual harassment when connected with one of the three
subparagraphs above are sexual innuendoes, sexually suggestive
comments, sexual propositions, threats of a sexual nature, sexually
suggestive objects or pictures, graphic commentaries or cartoons,
suggestive or insulting sounds, leering, whistling, obscene gestures,
unwelcome physical contact (including touching, pinching, rubbing),
coerced sexual intercourse, and sexual assault.

27
Complaint Process
Any Associate who feels that he/she is being discriminated against
or harassed by a Manager, supervisor, co-worker, vendor, customer, or
supplier of Applebee’s should promptly report the facts of the incident(s)
and name(s) of the individual(s) involved to his/her supervisor, the Area
Director or the Applebee’s Associate Hotline (1-877-792-6315).
Confidentiality
Applebee’s will protect the confidentiality of the Associate’s
complaint to the extent reasonably possible and practicable for an
effective investigation and resolution. An Associate should also feel
free to report such incident(s) anonymously by calling the Applebee’s
Associate Hotline (1-877-792-6315).
No Retaliation
Applebee’s prohibits retaliation against anyone for reporting
discrimination or harassment, assisting in making a discrimination
or harassment complaint, or cooperating in a discrimination or
harassment investigation. Any Associate who believes he/she has
experienced or witnessed retaliation should immediately notify
his/her supervisor, the Area Director or the Applebee’s Associate
Hotline (1-877-792-6315). Associates, including management, who
retaliate against an Associate, will be subject to the full range of
corrective action, up to and including termination.
Investigation & Corrective Action
All reports of inappropriate conduct, including retaliation, will be
promptly and thoroughly investigated. To ensure that the investigation
will be impartial, Applebee’s will use a Manager, an Area Director, a
Human Resources Department representative, a legal representative, or
a combination of such persons to conduct the investigation. Applebee’s
will act to ensure that any improper conduct ceases immediately and
that appropriate corrective action is taken to prevent the improper
conduct from happening again. Any Associate, whether supervisory, non-
supervisory or a member of management, who violates this policy will
be subject to the full range of corrective action, up to and including
termination of employment. Applebee’s will inform the complaining
Associate of the resolution of the complaint as appropriate. If the
investigation results in a finding that the complaining Associate falsely
accused another of discrimination or harassment either knowingly or in
a malicious manner, the complaining Associate will be subject to the full
range of corrective action, up to and including termination.

For More Information
Questions regarding this policy should be directed to your
General Manager, Area Director, the Applebee’s Human Resources
Department or the Applebee’s Associate Hotline (1-877-792-6315).
Safety
Applebee's is committed to maintaining a safe environment for
its Guests and Associates. The time to prevent an accident is before
it happens. Safety is everyone's job and is a regular part of your
restaurant's operation. We must achieve a mind-set of good
housekeeping at all times.
Please follow these simple safety rules:
• Clean as You Go – wipe up spills immediately.
• Wear Slip-Resistant Shoes.
• Keep Slip Zones clean and dry.
• Report all accidents and injuries to the Manager on Duty at
the time of occurrence.
• Use proper lifting techniques at all times and ask for assistance
when the object is too heavy for one person. Remember to lift
with your back straight, use your legs not your back.
• Wear Kevlar gloves when prepping product.
• Use tongs or save-a-days when cutting product on the line.
• Horseplay, throwing things, running in the walkways or
kitchen, distracting Associates at work or unnecessary
shouting is prohibited.
• Do not operate machines or equipment until you have
received proper training on their operation.
• Report any defective tool or equipment to the Manager on
Duty immediately.
• Wear Applebee's issued hats in all food preparation areas.
Applebee's Slip-Resistant Shoe Policy

We want to provide a work environment that is productive and
safe. The health and safety of our Associates is one of our primary
concerns. A leading cause of Associate injury is the combination of
slips and falls. In addition to the proper cleaning of our floors,
wearing a slip-resistant shoe has been shown to effectively reduce
slip and falls.

29
In order to insure the continued safety of our Associates, all

Applebee's Associates, while on-site and on the clock, will wear
footwear that is certified and labeled to be slip-resistant on water,
grease and other floor contaminants commonly found in the
restaurant industry. Slip-resistant shoes will be subject to the dress
code policy as specified in your "Associate Handbook."
Slip-resistant shoes are the best insurance against slip and fall
injuries. Associates will not be allowed to work their assigned shift
without the proper footwear.
Shoes must meet the following criteria:
• Indicate on the shoe box or tag that the soles of the shoe are
slip-resistant.
• Meet the color and style criteria for your restaurant.
• Maintained in good condition with adequate tread on the sole.
Preferred brand of slip-resistant footwear: Shoes for Crews is the
industry leader in slip-resistant footwear, and therefore recommended
by the Risk and Safety Department of Applebee's. Shoes for Crews
offers 47 different styles and are easily purchased through payroll
deduction. Shoes for Crews posters and ordering material are
available at the restaurant; see your Manager for details.
Other acceptable brands of slip-resistant footwear are:
• Safe T Step (sold at Payless Shoe Source)
• TX-Traction (sold at Famous Footwear)
• Safetrax (sold at K-Mart)
• Tred-safe (sold at Wal-Mart)
• Lehigh (1-800-489-9872)
The CrewGuard is a slip-resistant overshoe worn over an existing
shoe. All Associates will wear the CrewGuard if their slip-resistant
shoes are left at home or the Associate is waiting for a pair of slip-
resistant shoes to arrive.
Workers’ Compensation
Applebee's is fully committed to doing whatever it takes to
promote a work environment that is productive and safe. You are
our most important asset and we care about your well-being.
Applebee's provides workers' compensation coverage under
applicable state statutes for all full and part-time Associates.

If you suffer a job related injury/illness that arose out of and in
the course of employment, you may be eligible for workers'
compensation coverage.
Injuries/illnesses occurring on the job must be reported to the
Manager-on-Duty immediately. Failure to report timely could limit or
eliminate your workers' compensation benefits.
Before seeking medical treatment, check with your Manager to
see if a specific Occupational Medical Clinic has been assigned.
Associate Illness
Food Borne Signs & Preventative
Illness Symptoms Measures
Salmonella Diarrhea
(sal ma nella) Fever
Abdominal cramps
Vomiting
• Good hygiene and
Shigella Abdominal cramps hand washing
(Sh gella) Fever especially after
Diarrhea restroom use
Stools may contain
blood and mucus • Don't prepare food
when sick
Norovirus Vomiting (Most common) • Avoid cross
Nausea contamination of raw
Cramping meats from ready to
Diarrhea eat foods by
separating, sanitizing
Escherichia coli Severe diarrhea (bloody) and hand washing
O157:H7 (E. coli) Abdominal pain • Cook all products to
Vomiting their recommended
Little or no fever internal temperatures
Common in children • Store cold foods cold
<4 yrs old at 41ºF or below and
hot foods hot at 140ºF
Hepatitis A Diarrhea or above
(Hep a ty tis) Dark urine
Jaundice (Yellowing of
skin/eyes)
Flu-like symptoms
Applebee's wants to ensure that Associates notify the Manager

on Duty when they experience any of the conditions listed so that
the Manager can take appropriate steps to prevent the transmission
of a potential food borne illness.

31
Alcohol and Substance Abuse Policy

Applebee's is committed to providing a safe work environment and
fostering the well-being and health of its Associates. That commitment is
jeopardized when any Applebee's Associate illegally uses drugs, comes
to work under the influence of alcohol or drugs, possesses, distributes or
sells drugs in the workplace, or abuses alcohol on the job.
On-Duty
On-duty Applebee's Associates are not permitted to consume
alcoholic beverages or be under the influence of alcohol or any illegal
substance while on Applebee's property (including the parking lot) as
well as after the close of public business on Applebee's property.
• Applebee's Managers and certain designated Applebee's
Associates of legal drinking age may consume limited
samplings of alcohol as assigned in training as well as to
"taste test" in the event of a Guest complaint or situation of
questionable product quality in accordance with the
applicable liquor laws.
• There may be special designated events that are approved at
the Officer level (Support Center) or a Director of Operations
(Company Operations), where Associates who are of legal
drinking age are allowed to drink responsibly during working
hours (e.g., GM conference, support center events, company
sponsored picnic or event).
Applebee's Associates may NOT use, possess, sell, buy, trade,
offer for sale or offer to buy illegal drugs or otherwise engage in
illegal use of drugs, including prescription drugs that have been
illegally obtained, while on duty.
Applebee's does not permit providing alcohol of any type in
trade for "favors," work completed, or as compensation/reward of
any type.
All Applebee's Associates must strictly adhere to and enforce the
applicable liquor laws, including laws regarding the prohibition of
service of alcohol to minors and legal closing times, as well as
adhering to all requirements outlined in this policy.
All Applebee's Associates must comply with any training actually
received under the Applebee's Responsible Service of Alcohol
program and the applicable liquor certification requirements.

Off-Duty
Off-duty Applebee's Associates may drink responsibly in an
Applebee's establishment with a maximum of 2 (two) alcoholic
beverages if the following requirements are met:
• must be at least 21 years of age;
• must pay full price for the alcoholic beverages;
• must refrain from any behavior/language that is less than
professional or not in the best interest of Guests, co-workers
or the employer;
• do not remove alcohol from the restaurant
It is prohibited for any Associate to consume any alcoholic
beverages within (4) four hours prior to the start of their shift or prior
to visiting another Applebee's restaurant to work in any capacity.
Off-duty restaurant based Associates may consume alcohol provided
the requirements above are met, but in addition:
• may NOT enter the Back of the House (BOH) or the
immediate bar area (excluding high-top tables) while
consuming alcohol;
• must have been off-duty, out of the restaurant for at least 2
(two) hours and not in any Applebee's uniform.
Consequences
All Applebee's Associates (salaried, hourly, full-time, part-time)
must comply with this policy. All Managers and supervisors have
the responsibility to enforce this policy and to report any violation or
potential violation to their immediate supervisor and/or the Human
Resources Representative or the "Resolve It!" Associate Hotline at 1-
877-792-6315 immediately. Failure either to enforce or adhere to
this policy may result in immediate disciplinary action up to and
including termination.
For More Information
For more information on this policy, contact your General Manager,
Area Director, Supervisor or Human Resources Representative.
Q&A
1. How long do I have to be off-duty in order to have a drink at
Applebee's with my family? You must be off-duty, out of the
restaurant and not in your uniform for at minimum two hours prior
to consuming alcohol in your home restaurant. You may consume
alcohol at another Applebee's restaurant after your shift ends as
long as you are out of uniform.

33
2. What does on-duty mean? On-duty is anytime you are

working at an Applebee's restaurant or are attending an Applebee's
sponsored function (e.g. training, off-site meetings).
3. What does off-duty mean? You are considered off-duty
anytime you are clocked out (including lunch and dinner breaks), out
of uniform and not performing any work duties for Applebee's
including training and off-site meetings.
4. Am I allowed to drink during a Holiday Party or other
company sponsored events (football and baseball games, vendor
outings)? You are allowed to drink responsibly as long as your
Director of Operations (or higher level) has approved the event and
you are of legal drinking age and adhere to all of the state and local
liquor regulations.
5. If I attend a Holiday Party or other company sponsored event
do I have to be off-duty for a minimum of 2 hours? No, you do not
have to be off-duty for a minimum of 2 hours to attend a company-
sponsored event that is approved by a Director of Operations or
above. However, if you have to return to work after the event you
may not drink alcoholic beverages for a minimum of 4 hours prior to
the starting time of your shift or come to work intoxicated.
6. Since the policy states that I must be out of uniform and the
restaurant at least 2 hours following my shift, what happens if I am
working a late volume and my family arrives in town for the holiday
and we close in an hour (not meeting the 2 hour limit), does that
mean I can't have a drink with my family? You will not be able to
drink alcohol in your home restaurant if you have NOT been off duty
for a minimum of 2 hours. You may, however, drink alcohol in
another Applebee's restaurant.
7. Am I allowed to sit in the bar area and have a maximum of
two drinks? As long as you have been off-duty and out of uniform
for at least two hours you are allowed to consume a maximum of 2
drinks at either the high-tops in the bar area or anywhere in the
dining room. You are not allowed to sit at the bar.
8. Who is responsible for monitoring the two drink maximum
and two-hour rule? Whoever serves you is responsible for adhering
to the policy as well as yourself. The management team in the
restaurant is ultimately responsible for monitoring this policy.
9. What are the consequences if the policy is not followed? You
will receive progressive discipline up to and including termination.

11201 Renner Blvd.
Lenexa, KS 66219

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Associate Handbook

Applebee’s Restaurants Associate Handbook • Rev. 7/5/06

RESULTS: Set and meet your goals.

2 Applebee’s Restaurants Associate Handbook • Rev. 7/5/06

“Applebee’s may change the policies set forth in this handbook at

Applebee’s Restaurants Associate Handbook • Rev. 7/5/06

4 Applebee’s Restaurants Associate Handbook • Rev. 7/5/06

Applebee’s Restaurants Associate Handbook • Rev. 7/5/06

Don't Come to Work Smelling Like the Gym

Show Me the Money

6 Applebee’s Restaurants Associate Handbook • Rev. 7/5/06

Applebee’s Restaurants Associate Handbook • Rev. 7/5/06

You Don’t Work in a Vacuum

8 Applebee’s Restaurants Associate Handbook • Rev. 7/5/06

Doing the Right Thing

Applebee’s Restaurants Associate Handbook • Rev. 7/5/06

Care To Buy Some Candy For A Good Cause?

10 Applebee’s Restaurants Associate Handbook • Rev. 7/5/06

Keeping On the Right Track

Applebee’s Restaurants Associate Handbook • Rev. 7/5/06

Falling Off Track

12 Applebee’s Restaurants Associate Handbook • Rev. 7/5/06

Working With Your Schedule

Applebee’s Restaurants Associate Handbook • Rev. 7/5/06

About That Work Schedule

14 Applebee’s Restaurants Associate Handbook • Rev. 7/5/06

Applebee’s Restaurants Associate Handbook • Rev. 7/5/06

16 Applebee’s Restaurants Associate Handbook • Rev. 7/5/06

Would You Mind Answering the Phone?

Applebee’s Restaurants Associate Handbook • Rev. 7/5/06

18 Applebee’s Restaurants Associate Handbook • Rev. 7/5/06

No Strip Search Allowed

Anti-Discrimination and Anti-Harassment

Applebee’s Restaurants Associate Handbook • Rev. 7/5/06

20 Applebee’s Restaurants Associate Handbook • Rev. 7/5/06

Applebee’s Restaurants Associate Handbook • Rev. 7/5/06

22 Applebee’s Restaurants Associate Handbook • Rev. 7/5/06

Applebee’s Restaurants Associate Handbook • Rev. 7/5/06

Rehire in Less Than Six Months If you leave Applebee's, but

The Value of Time

24 Applebee’s Restaurants Associate Handbook • Rev. 7/5/06

Applebee’s Restaurant Associate

Applebee’s Restaurants Associate Handbook • Rev. 7/5/06

26 Applebee’s Restaurants Associate Handbook • Rev. 7/5/06

Applebee’s Restaurants Associate Handbook • Rev. 7/5/06

28 Applebee’s Restaurants Associate Handbook • Rev. 7/5/06

Applebee's Slip-Resistant Shoe Policy

Applebee’s Restaurants Associate Handbook • Rev. 7/5/06

In order to insure the continued safety of our Associates, all

30 Applebee’s Restaurants Associate Handbook • Rev. 7/5/06

Applebee's wants to ensure that Associates notify the Manager

Applebee’s Restaurants Associate Handbook • Rev. 7/5/06

Alcohol and Substance Abuse Policy

32 Applebee’s Restaurants Associate Handbook • Rev. 7/5/06

Applebee’s Restaurants Associate Handbook • Rev. 7/5/06

2. What does on-duty mean? On-duty is anytime you are

34 Applebee’s Restaurants Associate Handbook • Rev. 7/5/06

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