Maxs Restaurant Corporate Responsibility Core Values Community Relations

Max’s Restaurant: Corporate Responsibility Core Values: Community Relations and Involvement:

Core Values • Customer Service Excellence: – We will meet every customer with the highest level service and quality. • Teamwork: – A diverse, teamwork-based work environment will yield the best possible experience for everyone, including employees and customers. • Communication: Open communication with customers as well as employees is essential to the long term success of any business.

Core Values Cont. • Respect: – We will strive to provide a productive and respectful environment for all. • Diversity: – We value, encourage, and recognize diversity. • Environment: – Max’s promotes continuous improvement in reducing the carbon footprint created by our organization.

Community Relations and Involvement • We strive to make a positive impact in the community that we serve. We value the communities in which we do business and are dedicated in embracing our responsibility to improve them. Through sponsorships and donations we would be able to fulfill our social responsibility while gaining familiarity and publicity.

Diversity Mission As an organization, Max’s strives for excellence. We understand that excellence cannot be achieved without a creative, diverse work staff. We are located across three different states and appreciate the ideas brought forth from our diverse culture at Max’s. This culture will allow Max’s to move forward as we strive for continual improvement through a creative, diverse, and dynamic workforce. The following slides discuss our tactics for achieving this goal.

Incorporating Diversity • When determining a plan for incorporating diversity related to recruitment Max’s will consider the type of community we are in and then reach out to those demographics around us. • Hiring practices will be race, color, gender, religion, national origin, and sexual orientation neutral. • Comprehensive diversity training to all employees when hired due to high turn over rate. Refresher once a year. • Accommodating to religious holidays and practices, to include certain apparel options and holidays.

Incorporating Diversity Cont. • Max’s will hire state approved disabled people, (states provide half salary while Max's will provide remainder). • Max’s will provide training associated with generational gaps to improve working relationships within these different age groups. • Develop, implement, and enforce anti-harassment & anti-discrimination polices. • Workforce will be diverse throughout all levels of organization, with each its own target (top management down to shift workers.

Internal Employee Relations The goal at Max's restaurant is to provide a work environment that is respectful to both the employer as well as the employees. All employees are expected to comply with the Company's Code of Conduct. Based on the infraction and noncompliance, different levels of disciplinary action will be used for different situations. There will be a progression of action based upon the level of misconduct.

Company Standards of Behavior and Performance • Attendance: All employees must be on time and present for all work related functions. • Max's is a drug-free work environment which includes, but is not limited to, arriving to work under the influence of legal substances. • Dress code has been defined for safety and to provide an appropriate atmosphere. • Theft will not be tolerated. • Employees and Managers will conduct themselves in a professional and appropriate manner while within or around the restaurant.

Disciplinary Process • 1. One-to-one council: This gives Supervisors an opportunity to inform an employee that they are not meeting company standards. • 2. Verbal Warning (documented): Employees will be informed, and given a chance to improve when performance, conduct, or attitude fall below the acceptable level. All verbal warnings will be documented to provide a pattern of habitual behavior. • 3. Written Warning- Failure to improve once a verbal warning has been issued will result in a written warning. At this point, supervisor will also give an expected path for improvement.

Disciplinary Process Continued • 4. Suspension w/o pay (final warning about a given behavior). • 5. Termination: This is the last step in the disciplinary ladder when performance, conduct, or attitude does not improve. Not every step must be utilized. There may be actions to warrant immediate termination based on the severity of the action. This could include, but is not limited to, termination.

Grievance or Complaint Procedure • 1. Informal- dealt with at the lowest level by approaching your immediate supervisor. – This can be done verbally or in writing. – Staff meetings can be held to discuss concerns. – Animosity box will be placed within the workplace. • 2. Formal-informal complaint is not necessarily a prior action. – The grievance must be in writing.