Employee Policy Playbook — Shakey's El Monte

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Alcohol & ABC Compliance

★ New for 2026 — Alcohol Beverage Service Policy · Personal liability applies to individual employees

★ 2026 New Policy

The Alcohol Beverage Service Policy is new for 2026. ALL staff who sell or serve alcohol must complete the RBS (Responsible Beverage Service) certified training program before serving.

Rule	What It Means
Age to sell	Employee must be at least 21 to sell or serve alcohol to guests.
Card who?	Anyone appearing under 35 years of age — no exceptions, no gut feelings.
Never serve	Minors (under 21) OR visibly intoxicated guests — even if they have a ride home.
Free alcohol	NEVER give free or discounted alcohol to any guest, for any reason.
3-drink rule	Notify management when a guest has consumed 3 alcoholic beverages.
No to-go	Alcoholic beverages may not leave the premises.
Empty tables	Dispose of any alcohol left in glasses or pitchers on empty tables.
Employees	No alcohol during shift, after shift on premises, or taken from the workplace.

Carding — Valid ID Requires ALL 6

ID Verification Checklist

0/6

☐Issued by a U.S. government agency (federal, state, county, or city)
☐Name of the person
☐Date of birth — use the restaurant age verification tool, do NOT calculate in your head
☐Photograph — verify it matches: gender, nose, chin, eyes
☐Physical description — height, weight, hair, eye color matches person
☐Currently valid — NOT expired

Acceptable IDs: CA Real ID / DL / ID Card · Out-of-state DL / ID · U.S. Military ID · U.S. & foreign Passports

Signs of Intoxication — Notify Management Immediately

Intoxication Awareness

0/10

☐Slurred or thick-tongued speech
☐Glassy, bloodshot eyes or inability to focus
☐Strong smell of alcohol on breath
☐Flushed, red, or pale facial skin
☐Loss of motor skills: stumbling, spilling
☐Abusive language, speaking loudly, laughing or crying inappropriately
☐Overly friendly, affectionate, rude, or aggressive behavior
☐Unable to respond coherently when addressed
☐Blank or staring facial expression
☐Annoying or harassing other guests

Note: Guests with disabilities may display some of these behaviors. Be sensitive, discreet, and professional. Engage management for assistance.

Refusal Protocol

Step-by-Step Refusal

0/7

☐Stop serving. Notify other staff and management immediately.
☐Be assertive but discreet. Do NOT say "you're drunk." Keep guest feeling welcome.
☐If guest orders more — acknowledge the order, notify management. Do not serve.
☐Suggest food or a non-alcoholic beverage.
☐Management informs guest that alcohol service is stopped.
☐Strongly encourage guest not to drive. Suggest Uber / Lyft / Taxi / a friend.
☐If guest insists on driving — management may call law enforcement with vehicle and plate description.

⚠ Personal Liability

ABC violations — failure to check ID, serving minors, serving intoxicated guests — can result in individual criminal or civil liability against the employee, separate from company fines. Common consequences: monetary fines, license suspension/revocation, civil or criminal action. Violation of this policy may result in termination.

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Attendance & Punctuality

★ Revised 2026 — specific thresholds now defined · Cell phone policy added

5

Absences in 90 Days

Non-consecutive = Excessive Absenteeism

5

Late / Early Outs in 90 Days

Same weight as absences for restaurant ops

3 hrs

Minimum Call-Out Notice

Night before for AM opening shifts

3 days

No-Show = Voluntary Quit

3 consecutive workdays with no notification

Situation	Manager Action / Policy
Call-out notice	Must call the restaurant and speak to management — texting alone is not sufficient. State reason and expected duration.
Unforeseen absence	Employee must notify management as soon as practically possible and explain the reason.
No Call / No Show	Failure to notify management — counts as an absence occurrence. Document it.
Declined time-off request	Employee is expected to report to work as scheduled. If they don't show, it is an unexcused absence.
3-day no-show	3 consecutive workdays with no notification = voluntary termination. Follow termination procedure.

⚠ Protected Absences — NEVER Count Against Threshold

California Paid Sick Leave (CAL-PSL), jury duty, victim's rights leave, and any absence protected by local, state, or federal law does not count as an attendance violation. Never discipline an employee for a protected absence — this creates significant legal exposure.

Cell Phones & Devices

Who / When	Rule
General staff — work time	Personal devices on silent. No texting, calls, gaming, or posting during scheduled work time.
Management — work time	May use personal devices to monitor and respond to operational systems (dashboards, 7shifts, etc.).
All staff — break/meal period	Personal devices are permitted during meal and rest breaks.
Emergency condition	Notify MOD first, then employee may access device for safety/emergency purposes only.
Emergency defined as	Disaster or extreme peril caused by natural forces or criminal act; or evacuation order due to natural disaster or criminal act.

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Work Scheduling

Schedule posting · Availability · Time off · Swaps · CA overtime & reporting time rules

Schedule Publishing & Availability

7 days

Schedule Posted Before Period

Published at least 7 days before the schedule period begins

10 days

Availability & Time-Off Deadline

All availability changes and time-off requests due 10 days before period start

Topic	Rule
Schedule platform	All scheduling is managed through 7Shifts (web or mobile app). Employees are required to use 7Shifts for all availability and time-off requests — verbal requests are not accepted.
Availability changes	Must be submitted in 7Shifts no later than 10 days before the start of the schedule period. Changes submitted after this deadline may not be reflected until the following period.
Time-off requests	Must be submitted in 7Shifts no later than 10 days before the start of the schedule period. Requests inside this window will not be guaranteed consideration.
Schedule acknowledgment	Once published, employees have 24 hours to flag conflicts in 7Shifts. No response within 24 hours is treated as acceptance of the schedule as posted.
Shift swaps	All shift swaps must be approved by the General Manager or a manager designated by the GM. A swap is not valid until confirmed in 7Shifts by a manager. The originally scheduled employee remains responsible for the shift until a manager confirms the swap.
Swap eligibility	Both employees must be qualified for the role being swapped. A server cannot cover a bar shift, a cashier cannot cover a cook position, etc., unless they are trained and approved for that role.
Blackout periods	Management may designate high-volume periods (holidays, special events, promotions) as blackout dates where time-off requests are restricted or require GM-level approval. Blackout periods will be communicated via 7Shifts announcement as early as practicable.

California Overtime Rules

⚠ California Daily Overtime — Different From Federal

California overtime is calculated per day, not just per week. Managers must account for this when building and approving schedules, and before sending anyone home early or asking anyone to stay late.

Threshold	Pay Rate
Over 8 hrs in a single workday	1.5× (time and a half) for all hours beyond 8
Over 12 hrs in a single workday	2× (double time) for all hours beyond 12
Over 40 hrs in a workweek	1.5× for all hours beyond 40
7th consecutive day in a workweek	First 8 hours at 1.5× · Beyond 8 hours at 2×

Overtime Rule	Details
Pre-authorization required	All overtime must be pre-approved by the GM before hours are worked. Unauthorized overtime will be investigated and may result in disciplinary action — but the hours must still be paid regardless.
Schedule to avoid OT	When building schedules, ensure no employee is scheduled past 8 hours in a day or into a 7th consecutive workday without GM sign-off.
Meal & rest breaks	A 30-minute unpaid meal break is required for shifts over 5 hours. A second meal break is required for shifts over 10 hours. Paid 10-minute rest breaks are required for every 4 hours worked. Missed breaks trigger a 1-hour premium pay penalty per occurrence.

California Reporting Time Pay

⚠ You Cannot Send Someone Home Without Paying Them — Know This Rule

If an employee reports to work as scheduled and is sent home early — or told they are not needed — California law requires minimum pay regardless of hours actually worked. This applies even if business is slow.

Scenario	Minimum Pay Required
Employee reports to work, is sent home early	Pay for half the scheduled shift, minimum 2 hours, maximum 4 hours — at their regular rate of pay.
Employee called back for a second shift same day	Minimum 2 additional hours pay, even if the second shift is shorter.
Exceptions	Reporting time pay is NOT required when: a natural disaster or Act of God prevents operations; public utilities fail (gas, electric, water); or the employee was not notified of schedule change but work is unavailable due to circumstances beyond company control.
Manager takeaway	Before cutting anyone early or canceling a shift last-minute, confirm with GM. The cost of reporting time pay must be weighed against projected labor savings.

Minor Employee Scheduling (Under 18)

ℹ If You Employ Any Team Member Under 18 — These Limits Are Legally Mandatory

California child labor laws set strict limits on hours and times minors may work. Violations carry significant fines. Verify age at hire and flag all minors in 7Shifts. When in doubt, contact the GM before scheduling.

Age / School Status	Hour Limits
16–17 · School day	Max 4 hours/day on school days · Max 8 hours on non-school days · Max 48 hrs/week when school is not in session
16–17 · Non-school week	Max 8 hours/day · Max 48 hrs/week
14–15 · School day	Max 3 hours/day on school days · Max 8 hours on non-school days · Max 18 hrs/week while school is in session
14–15 · Non-school week	Max 8 hours/day · Max 40 hrs/week
All minors — time restrictions	May not work before 7:00 AM or after 10:00 PM on nights before school days (12:30 AM on non-school nights with parental permission)
Work permit	All minors under 18 must have a valid California Work Permit (CDE Form B1-1) on file before their first shift. Permits must be renewed each school year.

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Leave Types

★ CAL-PSL cap & accrual updated 2026 · Jury duty · Victim's rights

California Paid Sick Leave (CAL-PSL)

40 hrs

Annual Usage Cap

5 days max per year of employment

80 hrs

Accrual Cap

No new accrual once 80 hrs is reached

CAL-PSL Rule	Details
Eligible after	30 days of work within a year — but cannot use CAL-PSL until the 90-day mark.
Accrual rate	0.01924 hours accrued for every hour worked. Begins accruing on day 1.
Usage minimum	CAL-PSL can be used in increments of 2 or more hours.
Counts vs. attendance?	NO — CAL-PSL is legally protected. Never counts as an attendance violation.
Payout at separation?	NO — unused CAL-PSL is forfeited at separation. If rehired within 1 year, the lost balance is reinstated.
CAL-PSL can cover	Own illness, covered family illness, jury duty/witness leave, victim's rights leave.
Notice — foreseeable	Advance oral or written notification via Employee Online Portal.
Notice — unforeseeable	Via Employee Online Portal as soon as practicable.

ℹ Covered Family Members for CAL-PSL

Spouse · Registered domestic partner · Child (biological, foster, adopted, stepchild, legal ward, or a child being raised by the employee) · Parent (biological, foster, adoptive, stepparent, or legal guardian) · Grandparent · Grandchild · Sibling · One designated person per 12-month period (employee names at time of request).

Jury Duty & Witness Leave

Rule	Details
Paid or unpaid?	Unpaid — employee may elect to use accrued CAL-PSL instead.
Exempt employees	Receive full salary for any week they also serve jury duty (as long as they work any part of that week).
Notice	Notify GM as soon as summons, subpoena, or court order is received. Written court verification may be requested.
Return to work	Expected back for remaining shift hours on days of jury service.
Court fees	Employee keeps any mileage or fees paid by the court.

Victim's Rights & Criminal Proceedings Leave

Rule	Details
Who qualifies?	Employee who is a victim, or whose family member is a victim, of certain serious crimes.
Purpose	Attending judicial proceedings or proceedings involving victim's rights.
Paid or unpaid?	Unpaid — employee may elect to use available CAL-PSL.
Notice	Reasonable advance notice required. Documentation related to the proceeding may be required.
No advance notice?	Employee must provide appropriate documentation within a reasonable time after the absence.

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Records, HR & Administration

Timelines, wages, open-door contacts · Fraternization policy (new 2026)

Records Request Timelines

Record Type	Manager Response Timeline
Personnel records	30 calendar days from written request. Max 35 days by mutual written agreement.
Payroll records	21 calendar days from request (oral or written).
Signed documents	Any document employee signed "relating to obtaining or holding employment" — provide upon written request.
Who can request?	Employee, or a designated representative with written authorization from the employee.
Location	At restaurant or mutually agreeable location. No loss of pay for employee to inspect records.
Copy cost	Employee is charged the actual cost of copying.
Law enforcement	Company will cooperate with authorized law enforcement or agency requests as legally required.

Wages & Payroll

Topic	Policy
Pay schedule	Every 14 days — alternate Wednesdays, for the prior two-week period.
Holiday paydays	If payday falls on a bank holiday, employees are paid on Thursday.
Paycheck pickup	Only the employee may pick up their check. Written authorization required for a proxy.
Direct deposit	May take 2 pay periods to become effective. Monitor first 2 payroll periods after enrollment.
Pay errors	Employee reports immediately to GM. GM coordinates with Payroll for research and correction.

Open-Door Policy & Contacts

Step	Contact
Step 1	Speak with the General Manager as soon as possible.
Step 2 (if unresolved)	Contact President/CEO John Mc Nulty: (909) 615-8183
Confidential hotline	team.hotline@shakeyselmonte.com — monitored by company ownership only.

Fraternization Policy New 2026

Who	Rule
Management	PROHIBITED from romantic or personal relationships with any subordinate employee or other manager.
All employees	Romantic relationships that create conflict of interest, disruption, unprofessional environment, or morale concerns are prohibited.
If relationship exists	Management must eliminate or mitigate any resulting conflict of interest.
At-work conduct	No PDA, no disrupting partner at their workstation, no inappropriate comments, jokes, gestures, innuendos, or texts.

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Separation & Final Pay

★ Revised 2026 — timing violations carry California Labor Code penalties

⚠ Final Pay Timing Is Legally Mandated

Late final pay carries penalties under California Labor Code. If there is any question about timing, contact John Mc Nulty or Elba immediately before the last day of work.

Separation Type	Final Pay Timing
Resigned — 72+ hour notice	Final pay on last day of work.
Resigned — less than 72 hours	Final pay within 72 hours of resignation.
Involuntary termination	Final pay on last day of work — no exceptions.
Company property	Keys, badges, tools, uniform items, and all equipment returned at time final pay is provided.
Unused CAL-PSL	NOT paid out at separation — forfeited.
Rehired within 1 year	Lost CAL-PSL balance is reinstated and available for use.

Termination Checklist

Steps to Complete

0/7

☐Calculate correct final pay — include all accrued wages and final hours worked
☐Confirm whether resignation notice was 72+ hours — determines pay timing
☐Prepare final pay — coordinate with Payroll immediately, do not wait
☐Collect all company property (keys, badges, uniform items, tools, equipment)
☐Note: unused CAL-PSL is NOT paid out at separation
☐If rehired within 1 year — reinstate the employee's lost CAL-PSL balance
☐Document everything in the personnel file

★

2026 Policy Changes at a Glance

All items below are new or revised effective January 1, 2026

Policy	What Changed
Alcohol Beverage ServiceNew	Full ABC compliance section added. RBS training now required for all staff who serve alcohol. Manager personal liability for ABC violations explicitly stated.
Attendance & PunctualityRevised	Specific thresholds defined: 5 absences in 90 days = excessive; 5 late/early departures in 90 days = excessive. 3-hour call-out notice requirement clarified. Job abandonment = 3 consecutive no-show days.
California Paid Sick Leave (CAL-PSL)Revised	Carry-over cap is 80 hours / 10 days. Annual usage cap is 40 hours / 5 days. CAL-PSL now explicitly covers jury duty and victim's rights leave. Designated person limit: 1 per 12-month period.
Final PayRevised	Timing rules clarified: 72-hour threshold governs whether pay is due on last day or within 72 hours of resignation.
Open-Door PolicyUpdated	Confidential employee hotline email added: team.hotline@shakeyselmonte.com — monitored by ownership only.
Cell Phones / DevicesNew	Clear rules on personal device use during work time, break time, and emergency conditions. Management may use devices for operational monitoring.
Fraternization PolicyNew	Prohibition on management-to-subordinate romantic relationships. All employees prohibited from relationships creating conflicts of interest, disruption, or morale concerns.
Personnel RecordsUpdated	Specific response timelines now stated: 30 calendar days for personnel records, 21 calendar days for payroll records.

ℹ Full Handbook Available

Employees may request a copy of the complete 2026 Employee Handbook at any time. Direct requests to John Mc Nulty or Elba. Employees must sign and return the Acknowledgment of Receipt and the Alcohol Beverage Service Policy Acknowledgment to Elba.

Note: The Final Pay section in the 2026 addendum contains a placeholder "[company name]" that was not filled in during document production. The correct company name is Montel, Inc. dba Shakey's Pizza Restaurant.