serving Quality food people can afford, with great service and a smile, in a clean restaurant. Today, we call

offering refills. This isn’t “fast food”, it should feel like fine-dining. Our customers deserve it.

Cleanliness is the first thing our customers notice when they arrive at McDonald’s. It is the lack of

cleanliness they notice more. Everyone is expected to participate in keeping our restaurants clean. From

the parking lot, the restrooms, the lobby and behind the counter cleanliness is key.

Welcome to our team, our

, with deep roots right here in the community. We have high

expectations, encourage feedback, and have an open-door policy which entitles you to discuss issues with

your employer and with any member of management at any time.

Ice Age Management, Inc. is owned and operated by Adrian Smith. His interest in the business came from

the likes of his parents, James and Debra Smith, both McDonald’s owner/operators for over 40 years.

They began their McDonald’s careers in Houston TX, then owning restaurants in Los Angeles, CA, and

finally settling in the Greensboro, NC market. Adrian Smith became an Owner/Operator in 2000, but has

over 20 years of experience with McDonald’s, working in the restaurants with his parents. In 2004, he

acquired his first restaurant in Eden, NC. Seven years later (2011) 6 more restaurants in Burlington,

Graham, & Mebane, NC became a part of Ice Age. Most recently, in 2016, Ice Age acquired 6 more

appreciation by recognizing employee birthdays and anniversaries, providing a People Week celebration,

recognizing employee of the month, offering paid training, providing reduced or free meals, providing free

uniforms and offering opportunities for advancement. At Ice Age, we want you to grow WITH US!

At our McDonald’s, the philosophy is quite simple, do whatever it takes to satisfy the customer. The

Customer is the reason we are in business.

Our Mission here at Ice Age is simply,

. Serve our Employees, Serve our Customers, and Serve

Each Other. We believe serving each other in turn creates an environment of hospitality critical to

McDonald’s history and our future.

This employee handbook contains information about the employment policies and practices of Ice Age

Management, Inc., (hereafter referred to as the “Company”). Any time Ice Age Management or the

“Company” or “Restaurant” is referred to in this handbook, it applies to all of Ice Age subsidiary

companies as well to include Summit Avenue 192, Inc., DeJas Enterprises, Inc., and Iron Age

Management, Inc. We expect each employee to read this handbook carefully as it is a valuable reference

for understanding your job and company.

This handbook, however, cannot anticipate every situation or answer every question about your

employment. The contents of this handbook do not create an employment contract. In order to retain

necessary flexibility, the Company reserves the right to change or revise policies, procedures, and benefits

described in this handbook, other than the employment-at-will provisions, without notice, whenever the

Owner-Operator, has the authority to make any verbal statements which are legally binding on the Company

All aspects of the above appearance and grooming policy is subject to manager discretion.

Profanity, vulgar or offensive wording or images is strictly prohibited. Ice Age reserves the right to amend

or change the policy at any time.

Accommodations to Grooming & Appearance for Religious, Medical, Gender Identity, and

Disability Accommodations

The Company will reasonably accommodate exceptions to this policy if required due to an employee’s

religious beliefs, gender identity, medical condition or disability. Employees who need such an

accommodation should contact their General Manager or Supervisor or HR.

them you will be on your way to a successful work experience.

in advance if you can’t make it to your shift. Doctor’s notes or other documentation, when

available, should be provided. Frequent call-outs, leading to dependability issues, will result

in disciplinary action, including termination.

2. Park only in areas designated by your management. The Company is not responsible for any damage

to your vehicle or contents of your vehicle while parked on company property.

3. Do not use tobacco or chew gum while you are working. This includes NO VAPING.

4. You must clock in when you start working and clock out after you have finished work for the day.

Do not clock in or out for other people, and don’t have them do it for you.

5. You are entitled to be paid for all hours that you work. If, for whatever reason, you believe that you

have not been paid for all hours that you have worked, you should immediately contact your

restaurant manager or Owner/Operator and they will assist you in receiving pay for all hours worked.

without paying for it.

11. Intentionally giving false information on the employment application or during the hiring process is

forbidden.

12. Theft, misuse, defacement, or destruction of company, employee, or customer property is

prohibited.

13. Violent, abusive or threatening behavior towards any employee or customer is prohibited.

14. The possession of weapons of any type or form is prohibited on the premises, in the parking lot, or

any function or activity sponsored by the Company. (See No Weapons Policy)

15. Alcohol and illegal drugs are strictly prohibited. You may not report to work under the influence of

alcohol or illegal drugs. You may not possess, consume, sell, or distribute drugs or alcohol on the

firearm may store that firearm in a locked, privately owned motor vehicle in the designated parking area.)

Any violation of this Section will not be tolerated, and may result in disciplinary action, up to and including

3

practices laws. This policy ensures a practice of equal employment opportunity regardless of race, color,

religion, creed, national origin or ancestry, ethnicity, sex, sexual orientation, gender (including gender

testing and information, HIV or AIDS status, lawful use of lawful products, testimony or assistance with

hazardous chemicals proceedings or investigations, jury service, North Carolina National Guard service,

engaging in activities protected by the North Carolina Retaliatory Employment Discrimination Act,

citizenship, past, current or prospective service in the uniformed services, or any other characteristic

protected under applicable federal, North Carolina or local law.

As you’ll notice, a variety of people work for our Company. This is one of our strengths.

Our vision for diversity and inclusion is to leverage the unique talents, strengths, and assets of our

employees to provide the world’s best quick service restaurant experience. We continuously strive to

rules apply to avoid workplace conduct that may negatively impact the work environment.

Dating or Romantic Relationships

Employees who have a direct or indirect reporting relationship to each other are prohibited from dating.

“Dating” means being involved in any kind of romantic or intimate relationship, and includes, but is not

limited to, any sexual relationship or encounter.

Nepotism

Claims of favoritism, a conflict of interest, or problems with supervision, safety, security, or morale may

exist when relatives have a direct or indirect reporting relationship to each other. As a result, nepotism is

prohibited in the restaurant. Generally, relatives may not have a direct or indirect reporting relationship to

each other. Any exceptions to this policy to minimize the problems of supervision, safety, security, or morale

Employee Obligations:

*Any employee who enters into or plans to enter into a dating or romantic relationship that violates

this policy must advise his/her General Manager immediately.

*Relatives who experience a change in employment status and find themselves in a direct or indirect

Owner immediately.

*In order to address a violation of this policy and to minimize problems of supervision, safety,

security, or morale, the Company may take such steps as it deems reasonable and appropriate to

correct the violation, including but not limited to transferring or reassigning one or both employees

involved, demoting the management level employee, or terminating the management level employee.

should contact the Store Manager, Supervisor, or Owner/Operator and request an accommodation. Once

the Company is aware of the request for an accommodation, the Company will engage in an interactive

process to identify possible accommodations that will enable the applicant or employee to perform the

essential functions of the job. The Company will determine what limitation(s) may prevent the employee

from performing the job, and identify possible accommodations that may resolve the limitation(s), seeking

to find accommodations that are reasonable and do not impose undue hardship on the Company and do

not present a possible direct threat to the health or safety of others in the workplace or to the individual.

The interactive process described in this policy is a collaborative process. An employee seeking an

accommodation shall cooperate with the Company’s requests in good faith.

transsexual individual), pregnancy, childbirth, or related medical conditions, age, physical or mental

disability, possession of sickle cell or hemoglobin C trait, genetic testing and information, HIV or AIDS

status, lawful use of lawful products, testimony or assistance with hazardous chemicals proceedings or

investigations, jury service, North Carolina National Guard service, engaging in activities protected by the

North Carolina Retaliatory Employment Discrimination Act, citizenship, past, current or prospective

service in the uniformed services, or any other characteristic protected under applicable federal, North

Carolina or local law. All employees and representatives are prohibited from engaging in unlawful

discrimination. This policy applies to all terms and conditions of employment, including, but not limited

to, hiring, training, promotion, discipline, compensation, benefits and termination of employment.

or jokes, unwelcome sexual advances or requests for sexual favors).

drawings, sending inappropriate adult-themed gifts, leering or making sexual gestures).

All Company employees, other workers and representatives, including vendors, customers, and other

restaurant visitors are prohibited from harassing employees based on that individual's sex, or gender

(including pregnancy and status as a transgender or transsexual individual) and regardless of the harasser's

sex or gender.

Sexual harassment means any harassment based on someone's sex or gender. It includes harassment that is

not sexual in nature (for example, offensive remarks about an individual's sex or gender), as well as any

work environment.

Ice Age Management, Inc. is committed to enforcing these policies. However, the effectiveness of our efforts

depends largely on individuals telling us about inappropriate workplace conduct. If you feel as though you

have been subjected to any conduct that you believe violates these non-discrimination, harassment, or

retaliation policies, you must promptly contact your restaurant’s General Manager, or if you feel

uncomfortable doing so, your Human Resources Representative (336)-584-1382, Area Supervisor, or

Owner-Operator as soon as possible after the offending conduct. If you have not received a satisfactory

response after reporting any incident of what you perceive to be discriminatory conduct, please immediately

protected activities include:

specifically opposing unlawful discrimination or harassment, or complaining about violations of

wage and hour law (for example, if an employee believes he has been sexually harassed or not paid

overtime he is owed).

Employment Opportunity Commission (EEOC) or any similar state or local agency, or in court.

or harassment.

claims.

The examples above are illustrative only, and not exhaustive. No form of retaliation for any protected activity

will be tolerated.

Any employee, regardless of position or title, whom Ice Age Management, Inc. determines has engaged in

discriminatory, harassing, or retaliatory conduct in violation of this policy, will be subject to discipline, up to

and including termination of employment.

About This Policy

This Policy applies (without limitation) to:

Ice Age Commitments

Ice Age Management is committed to the principles of responsible and ethical recruitment in relation to all

our employees, interns, temporary workers, independent contractors and require the same of our third-

party recruiting agencies and companies who manage labor on our behalf. We make our Responsible and

Ethical Recruitment Principles available to other third-party contractors to educate them on our

responsible recruitment standards and encourage them to develop similar policies and procedures for their

own business operations.

We are committed to eliminating the practice of migrant workers paying recruitment fees and related costs

to secure their employment as informed by the ILO’s general principles and operational guidelines for fair

recruitment and the Employer Pays Principle.

Employees may raise recruitment-related issues, or report potential or actual responsible recruitment

use and the content of your message with the Owner/Operator. Obtain his or her approval prior

intended to prevent employees from engaging in concerted activity protected by law. If you have

the employee’s working time, as defined above, or when the employee receiving the material is on working

regularly for such notices. Employees are prohibited from posting any material on Company bulletin boards.

an employee declines, they must sign the Shift Register Tracking sheet, that they

decline to count the drawer. He or she will still be responsible for cash

overages/shortages, even if they decline. It is in your best interest to count the till.

cards, or other assistance, to avoid errors or shortages to your register. All signed

receipts and other necessary transaction documentation MUST be retained by the

cashier in the register.

and meal periods and may be required to clock out and in for those periods. Your manager will inform you

at the start of your employment what rest and meal periods you can expect to receive. You will then be given

the opportunity to take those rest and meal periods during your shift. If you have any questions about rest

and meal breaks or concerns about whether they are being provided to you in accordance with this policy,

please notify your General/Restaurant Manager as soon as possible. By working together in this way, we

can make sure you get to take the rest and meal periods during your shift to which you are entitled.

We all know that mistakes can happen in clocking in and out. However, it is important that we correct any

mistakes that occur as quickly as we can. Therefore, if you notice that you made a mistake in clocking in or

clocking out or if you notice any other mistakes in your paycheck as to the hours that you worked or the pay

get paid for all hours you worked.

promptly. If your manager fails to contact the General/Restaurant Manager to resolve this issue, or you are

unhappy with the resolution, you should bring it to the attention of your General/Restaurant Manager as

soon as possible so that the issue can be resolved and you can receive all of the pay you have earned without

bank account, external pay card or an employer issued pay card. Direct deposit returns as result of

incorrect account information provided by the employee or closed bank accounts will incur a $10

processing fee at the expense of the employee for each occurrence.

Pay stubs can be accessed via our online employee portal. (Please ask your manager for details on how to

access the portal).

Ice Age does not hold any paychecks (no paychecks in the hole). Employees are paid on the regular pay date

Operations Manager 4 weeks vacation (40 hrs/week), after 3 months in position