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Team Member

Handbook

Deschutes River Holdings, LLC dba

Jersey Mike’s Subs

DRH,LLC dba Jersey Mike’s Subs

Employee Handbook

Welcome to the Deschutes River Holdings family!

We are excited to have you as part of our team. You were hired

because we believe you have what it takes to live up to the high

expectations set forth by this company. We hope you share the

same commitment to excellence and quality as we do.

Deschutes River Holdings is dedicated to one-of-a-kind product

quality and unique customer service. We hope you will find that the

pursuit of excellence in every facet of our business is truly

rewarding, both personally and in your career. We must take pride

in everything we do in order to reach that excellence.

This section introduces you to Jersey Mike’s history, purpose and

goals. Please read carefully so that you can better understand who

we are and what we do. We think we are a special place – made all

the more so by the hard work and dedications of our employees.

In this handbook we refer to your employer as Deschutes River

Holdings.

Mission Statement To serve our community by providing jobs to our neighbors,

sourcing products and services locally whenever possible, giving to

those in need our resources and time, being a certified green

establishment, and sell the highest quality sandwiches with

outstanding unique customer service in a safe environment.


The Deschutes River Holdings Philosophy Our goal is to run a profitable business. We will do so with respect

for each other, personal integrity, and a commitment to both the

Jersey Mike’s Brand and to our community. Our company motto is

"Do Well Whatever You Do." If you are unable to say yes to each of

the following statements, thank you for your time and we wish you

well:

I will treat each of my co-workers with respect.

I will treat EVERY customer with respect.

I will make “Do Well Whatever I Do” my commitment as a

team member and our way of doing business.

I understand that mistakes happen and I can/will admit to

my faults but I will not act with malice of forethought.

I will sell the best authentic sub sandwich and provide

unique customer service to our guests.

I am willing to make a commitment to our Community and

service to others in need

History of Jersey Mike’s Subs

The first Jersey Mike’s Subs opened in 1956 in the seaside town of Point

Pleasant, New Jersey. It started as a neighborhood store devoted to

serving authentic subs. Jersey Mike’s Subs are high quality in every way.

Our certified Angus Beef rounds are trimmed and cooked right in the

store. Our meats and cheeses are all top quality premium brands. Our

bread is baked fresh every day on the premises. And of course, every

sandwich is made right in front of the customer. This is what makes

Jersey Mike’s unique and the most authentic tasting submarine

sandwich around. It’s a tradition of quality we will never compromise.


It’s been over 50 years since the first Jersey Mike’s opened, and it’s

been that commitment to quality that has fueled its growth and success

over the past 50 years. We intend to continue that tradition moving

forward in order to ensure our success.

We plan for our employees to be partners in our success,

enthusiastically maintaining our high expectations on every authentic

submarine sandwich made. Our customers will respond to our

commitment to quality with loyalty. If we all move in the same

direction, we will achieve success.

At-Will Employment

We will work hard, with integrity and respect to you, in hopes that

your employment here is both positive and rewarding. However, we

cannot make any guarantees about your continued employment.

Your employment here is at-will which means that you are free to

quit at any time for any reason – with or without notice, with or

without cause.

No employee or Company representative has the authority to

change the at-will employment relationship or to contract with any

employee for different terms of employment. Furthermore,

Deschutes River Holdings may change the at-will employment

relationship only with a written contract, meeting specific legal

requirements and signed by the Owners, Ray and Grace Baluyut,

and the employee. Nothing in this handbook constitutes a contract

or promise of continued employment.

Customer and Public Relations

While in uniform you are a representative of Deschutes River

Holdings. The opinions and attitudes that customers have towards


our company can be influenced by the actions of one employee.

Each of us must be sensitive to the importance of providing

courteous treatment of others in all our working relationships.

Employees are not allowed to speak to the media in person or over

the phone, speak for the company, or present themselves as

representative of the Company without prior approval from the

Owner. Employees may not allow access to the restaurant’s interior

by the media without prior approval of the Owner.

Equal Employment Opportunity and the

Americans with Disabilities Act

Deschutes River Holdings is committed to the principle of equal

employment opportunity for all employees and to providing

employees with a work environment free of discrimination and

harassment. All employment decisions at Deschutes River Holdings

are based on business needs, job requirements and individual

qualifications, without regard to race, color, religion or belief,

national, social or ethnic origin, sex (including pregnancy), age,

physical, mental or sensory disability, HIV status, sexual orientation,

gender identity and/or expression, marital, civil union or domestic

partnership status, past or present military service, family medical

history or genetic information, family or parental status, or any

other status protected by the laws or regulations in the locations

where we operate. We will not tolerate discrimination or

harassment based on any of these characteristics.

New Employee Orientation

Upon joining our company, you were given this copy of our Employee

Handbook. Immediately after reading this Employee Handbook you will

be asked to sign the Acceptance Form located at the end of this manual


and return it to your manager. You will also be asked to complete

personnel and payroll forms.

Your manager is responsible for the operation of your restaurant and is

a good source of information about the company and your job.

Employment Verification and Records

The company will confirm your date of hire and position title when

inquiries are made. Access to personal information by creditors,

collection agencies, etc, will be denied except where required by law or

where you have given written consent.

All employees will be required to complete all forms requested by this

company. These forms will be kept as part of your Personnel Record and

may be reviewed upon request with your manager present.

The forms for Personnel Records include, but are not limited to: the

Employment Application, all Federal and State withholding tax forms,

the Immigration Form I-9, and any other necessary authorizations.

Criminal history background checks are conducted on all employees

before they are promoted beyond the position of crew member and

throughout their employment to determine if they will continue to be

employed.

If You Must Leave Us

If you are able to provide two weeks advance notice, your

thoughtfulness will be appreciated and will be noted favorably should

you ever wish to reapply for employment with our company. Written

notification to your manager is best. You should notify your manager if

your address changes during the calendar year in which you leave so

that your tax information will be sent to the proper address.


Team Image

Employees are expected to maintain the highest standards of personal

cleanliness and present a neat, professional appearance at all times.

While clocked in, all employees must wear an approved shirt with Jersey

Mike’s logo and khaki pants with belt. A clean apron must be worn by

anyone preparing food. Comfortable walking shoes or sneakers, white

socks that cover the ankle must also be worn. Finally, blue Jersey Mike’s

hat or visor must also be worn. Visible tattoos are not permitted. Visible

skin piercings are limited to a total of three.

Our customers’ satisfaction represents the most important and

challenging aspect of our business. Whether or not your job

responsibilities place you in direct customer contact, you represent the

company with your appearance as well as your actions. The properly

attired man or woman helps to create a favorable image for the

company.

Performance Evaluations

Periodically, managers will perform evaluations on employees. The goal

of the evaluation is to assess the strengths and weaknesses in the

employee’s performance. We want to reinforce good performance and

establish a plan for improving poor performance. Wages will be

reviewed periodically and/or on an as- needed basis.

We will document, on the Employee Evaluation Form, instances of good

and poor performance. This form will become a part of your permanent

employee record.

Telephone, Cell Phone and Electronic

Communication


Telephones are provided for the purpose of business. However, it is

recognized that some non-business calls may be necessary, with the

manager’s permission. Such calls should be of an informational nature

(rather than conversational), limited in number and nature. Incoming

calls to employees may be allowed but should be limited to urgent

personal matters that can be handled in a minimum amount of time.

Cell phones must be turned off or silenced while clocked in. Making or

receiving calls, text messages, or e-mail messages on your cell phone

can only be done only on a meal period, or with prior management

approval, and never in customers’ sight. Employees are not allowed to

use cell phones to take or transmit pictures, videos or movies while on

duty or on company property.

Employee Health

It is the responsibility of each employee to report to the Person in

Charge (PIC) any relevant information about their health and activities

as they relate to diseases that are transmissible through food. The

employee shall report the date of onset of symptoms, and a diagnosis of

an illness.

The PIC shall notify the department of health (541-322-7400) that a

food employee or someone in their household is diagnosed with (1)

Norovirus, (2) Hepatitis A virus, (3) Shigella spp., (4) Enterohemorrhagic

or Shiga Toxin-Producing Escherichia coli, or (5) Salmonella Typhi. Any

employee with one of the above conditions shall not be reinstated

without a written doctor’s note stating the employee is healthy.

The PIC shall exclude or restrict a food employee from work if they have

any of the following: Vomiting, Diarrhea, Sore throat with fever, or

Jaundice.


Additionally, exclude or restrict a employee that has a lesion containing

puss such as a boil or infected wound that is open or draining and is: (1)

On the hands or wrists, unless an impermeable cover such as a finger

cot protects the lesion and a single use glove is worn over the

impermeable cover. (2) On exposed portions of the arms, unless the

lesion is protected by an impermeable cover; or (3) On other parts of

the body, unless the lesion is covered by a dry, durable, tight-fitting

bandage.

Attendance and Punctuality

We work as a team, and this requires that each of us be in the right

place at the right time. Your strengths and skills play a critical role in

continued quality service to our customers and community. Therefore,

attendance and punctuality are required for your success as well as the

continued success of our company.

If you are going to be late or absent, you must personally notify your

manager at least 3 hours in prior to your scheduled starting time. It is

your responsibility to get your shift covered when calling off work.

Three consecutive days of absence due to illness will require a doctor’s

written excuse before you may return to work.

Excessive tardiness or absences creates a heavy burden for your

coworkers, impacts the efficiency of work and is considered a measure

of your desire to perform your job. Therefore, chronic absenteeism or

tardiness will not be tolerated and will result in disciplinary action up to

and including termination.

Any unexcused absences may be considered grounds for termination. If

you are absent for one day without notifying your manager, it may be

assumed that you have voluntarily abandoned your position and may be

removed from the payroll.


Schedules

The work schedule for the week will be posted 2 days in advance on the

employee bulletin board. All schedules are based on daily sales

forecasting with attention to controlling labor costs while balancing

service. There is never any guarantee of work hours for employees.

Employees are not allowed to make any changes to the posted work

schedule without the manager’s permission. Any changes to the

schedule must be approved and initialed by the manager.

Requested Days Off

The employment application you filled out requested your availability.

You must complete this accurately so we know before you are hired

what days or shifts you cannot work. If your availability changes, you

must notify your manager before the schedule is posted.

Managers will try to honor your requests for special days off. Give at

least 2 weeks written notice to your manager. Please understand that

the needs of staffing our business must take precedence over any

individual’s request for a certain day off. If you have not submitted your

request in writing, in advance, and have not received permission from

the manager, you will be expected to work.

Paydays

Paydays will be every other Friday. Please do not attempt to pick up

your paycheck before 3:00 p.m. Please check it for accuracy. Only you

may pick up and sign for your paycheck. Paychecks will include earned

wages and gratuities earned for the given pay period.

In compliance with government regulations, Deschutes River Holdings

deducts the required portion of your pay for Federal, State and Social


Security tax. Any additional deductions requested, or deductions in

compliance with legal obligations, will be noted on your pay stub and

will require appropriate authorization.

Discipline

Jersey Mike’s makes every effort to create an environment which

promotes positive employee performance and behavior. We all have an

obligation to observe and follow the company’s policies and maintain

proper conduct at all times. Typically, self-discipline and mutual

cooperation are relied upon to maintain efficiency and harmony in our

working relationships.

However, for instances when an employee is unable or unwilling to

commit to our policies, prompt corrective action may include a verbal

warning, written warning and/or discharge. The appropriate action will

be determined by the Company based on circumstances involved.

Deschutes River Holdings does not have a progressive discipline policy.

Good conduct derives directly from common sense and sound

judgment. The following is a list of acts or behaviors not permitted on

Company premises:

Theft, misuse, or misappropriation of Jersey Mike’s property or

property belonging to others. Discounting or giving away

product without the prior consent from management will also

be considered theft.

Persistent tardiness or excessive absences from work.

Abusive or discourteous behavior towards any customer,

employee or manager.

Threatening or abusive language, profanity, malicious

statements, offensive or disorderly conduct on or off duty.


Rowdiness, fighting, assault on company property, (regardless

of who provokes it), sleeping, gambling, or any unprofessional,

disorderly or immoral conduct.

Use, possession, sale, distribution, or other involvement with

alcohol or illegal drugs on company property. This includes

reporting to work while under the influence of alcohol or a

controlled substance.

Distracting an employee who is on duty while you are on break

or off duty, including but not limited to loitering in the

restaurant at any time.

Abuse of meal or break policies.

Insubordination or failure to carry out any reasonable request

of management.

Violation or disregard of safety rules/practices and health

rules/practices.

Use or possession of any dangerous or lethal weapon while on

company property.

Disregard of Image standards.

Dating any individual employee by management personnel.

Improper use of cash registers and failure to follow proper cash

handling procedures.

Misrepresentation or alteration of records, including but not

limited to, employment applications, time cards or work

records.

It is emphasized that disciplinary decisions will be based on an

assessment of all relevant factors. The purpose of these rules is to help

employees work in accordance with the standards the company has

established for efficient and courteous service.

Smoking in the Workplace


Our company is committed to providing a safe and healthy environment

for employees and customers. Therefore, smoking or use of tobacco in

any way (i.e. chewing) is not permitted while on duty, in customers’

view, in the building or in front of the building. Furthermore, while you

are in uniform the use of any tobacco product is prohibited. Please, if

you smoke, remove your apron, hat and change into a non Jersey Mike’s

Subs shirt.

Alcohol and Drugs

Deschutes River Holdings has a ZERO tolerance policy regarding drug

and alcohol use. We strongly believe drugs and alcohol and the effects

of their use have no place on the company premises. The use, influence,

sale, solicitation, possession or discussion of illegal drugs, controlled

substances or alcohol during work hours will result in disciplinary action

on the first offense up to and including termination.

Possession of paraphernalia used in connection with any drug, alcohol,

or substance subject to this rule shall be evidence of violation of this

rule.

You are also prohibited from reporting to work under the influence of

any drugs or substance of whatever type or legality that impairs your

ability to perform your job.

Deschutes River Holdings reserves the right to require employees to

take drug or alcohol tests if there is a reasonable suspicion that the

policy has been violated. Also, the company reserves the right to search

work areas, packages, the employee and the employee’s possessions on

company property when there is a reasonable suspicion that the policy

has been violated. Refusal to cooperate with the foregoing will

constitute an independent violation of this policy.

Reporting On-The-Job Injuries


Should you be injured on the job, STOP WORK and report the incident

to your manager immediately so that you receive proper medical

attention.

Personal Belongings

Since secured storage is not available we suggest that you do not bring

personal belongings or items of value to work. Deschutes River Holdings

is not responsible for any items that are lost, stolen, damaged or

destroyed.

Minor Labor Laws

Employees under the age of 18 may not work more than 44 hours in a

week. Minors may not engage in activities considered hazardous. This

includes the use of any slicer or bread oven.

Recording Your Time

The law requires that records of time worked be kept for all hourly

employees. It is required that you clock in at the register at the start of

your shift and clock out on the register at the end of their shift. The

register printout is the basis of your pay and the official record of the

hours you have worked in any single week.

Falsifying or altering a time record, failing to check in or out, or

recording or falsifying a time record for another employee is strictly

prohibited, and can lead to disciplinary action up to and including

termination for both employees.

Should you forget to sign in or out, or if there is an error in your time

record, see your manager as soon as possible. Your manager will make

the correction.


Overtime

There may be times when you will need to work overtime so that we

may successfully meet the needs of our customers. Hourly employees

will be paid a rate of time and one-half their regular hourly rate.

Overtime includes anytime over 40 hours in a single week.

Garnishments

Personal financial matters are entirely your responsibility and, as such,

the company does not want to become involved in your financial or

legal affairs. However, the law requires Deschutes River Holdings to

honor any legal garnishments of an employee’s wages or salary. Every

attempt will be made to notify employees prior to making required

payroll deductions.

Breaks/Rest Periods/Meal Periods

Employees are allowed one 10-minute break after each four-hour shift

worked. These breaks are given at the manager’s discretion according to

customer demands.

Employees who work at least 5 hours receive and must use their 30-

minute unpaid meal period each day. You must sign out and back in

from their meal period. You may not conduct any work while on your

meal period.

Employee’s Responsibility for Missed Shifts

Employees are not allowed to work when sick. Refer to the section in

this handbook titled, “Employee Health” for specific conditions which

will restrict your ability to work. It is requested that the employee

provide a minimum of 3 hours’ notice when calling out for a shift. It is


also a sign of professionalism that the sick employee make an attempt

to cover that shift with an available employee prior to calling in.

Any employee missing three consecutive shift must have a doctor’s note

prior to returning to work. Three consecutively missed shifts without

notification will be considered job abandonment which could result in

disciplinary action up to and including termination.

Safety

It is important that we provide a safe experience for both our customers

and our employees. You must work safely in the daily restaurant

practices and in the preparation and serving of food. Please remember

that working safely and knowing how to deal with all situations can

prevent injury to you, another employee, or a customer. With this in

mind, we have outlined some simple safety practices that must be

followed every day.

The safety of the customer and fellow employees is everyone’s

responsibility.

In case of emergency, always call 911.

All OSHA, Department of Health and Fire Department

regulations must be followed.

If you see something unsafe, correct it if possible. If not, inform

your manager.

Notify your manager immediately of any potentially hazardous

situations.

Do not tamper with or handle any electrical equipment that is

outside of your general duties

When lifting heavy objects, use the large muscles of the leg

instead of the small muscles of the back.


Wear personal protective equipment (goggles, glove, etc.) when

it is required.

Keep exits and pathways clear at all times.

Maintain an 18-inch clearance around electrical switch boxes

and water heaters.

Use ladders or step stools when reaching for objects on

shelving. Never stand on shelving, chairs or boxes to reach it.

If you see a spill clean it up immediately and always put down a

“wet floor” sign to prevent any accidents from occurring.

If you are under 18 years of age, you are not permitted to

operate or clean any bakery mixers, slicers, sheeters, graters or

grinders, without direct supervision of a manager, according to

minor labor laws.

Unplug all electrical items before cleaning them.

Store all food products at least 6 inches off the floor.

Never clean or operate any piece of equipment without first

being trained how to do so.

Report all injuries immediately to your manager.

If you have any questions regarding safety please consult your

manager.

Fire Safety

Know the location of all fire extinguishers and how to use them.

Keep fire extinguishers accessible.

Report any use of a fire extinguisher immediately to your

manager.

In case of fire, inform your manager immediately.

Chemical Safety


Federal law requires that you be trained on all chemicals before

using them and that this training be documented.

Follow all instructions for the proper use of chemicals.

If protective equipment is required when using a chemical, it is

to be worn.

Never use an unlabeled chemical.

Never use a chemical that you have not been trained on.

Never mix any chemicals together.

Every employee should review the Material Safety Data Sheets

(MSDS) when there are questions concerning the Hazard

Communication Data of any chemical. MSDS sheets can be

obtained from your manager.

If you have any questions pertaining to the use or type of a

chemical, don’t hesitate to consult your manager.

Food Safety

Ensuring food safety is our business. Employees should use the

following information as a guide for safe food preparation and handling.

Temperatures

Cold foods must be stored at 40◦F or below.

Hot foods must be stored at 140◦F or above.

Temperatures between 40◦F and 140◦F are referred to as the

“Temperature Danger Zone” because bacteria and other

microorganisms grow rapidly in this range.

Cleanliness and Sanitation

Clean and sanitize all work surfaces before and after each use.

Use separate work areas for raw and cooked foods.

Wash hands between handling of raw and cooked foods.


Use separate utensils for each food product.

Smoking is not permitted in any part of the store.

Cooling and Storing Food

All food items should be labeled and dated when stored.

All food should be stored at least six-(6) inches off the floor.

Foods are only to be reheated one time. When re-heating a

food product, the temperature should reach 165◦F.

Care of Equipment

You are expected to use proper care when using the company’s

property and equipment. No property may be removed from the

premises without the proper written authorization of management. If

you lose, break or damage any property, report it to your manager at

once.

Image Standards

Appearance is a personal matter and sometimes opinions differ on what

is acceptable. Deschutes River Holdings reserves the right to require

employees to conform to acceptable standards of personal presentation

and appearance.

UNIFORM STANDARDS

Shirt – Must be clean, in good repair, tucked in at all times and not

faded.

Pants – Must be clean, pressed, without rips or tears, not frayed at the

bottom and are to be khaki in color. The fabric must be permanent

press or cotton. They may have patch or slash rear pockets, zipper fly

front and straight leg. All pants must cover the entire leg.


Under Shirts – Shirts that are visible under the uniform shirt must be

white or navy blue in color and tucked in. No other color is an option.

The shirt can be V-neck or crew neck; be of knit structure with no visible

print. The shirt must be clean, unwrinkled and free of rips and tears.

This excludes thermal shirts.

Socks –must be white or black with no logos and cover the entire ankle.

Shoes – All shoes must be in good condition and cover the entire foot.

Shoes must be white, black or brown in color with minimal decoration.

Shoes with extreme colors and lots of decoration are not allowed.

Belts – All employees are required to wear a belt. The belt must be

black, brown, navy or khaki in color. No decorative belts or belt buckles

are allowed.

Hat/ Visor – It must be clean and in good condition. It must be worn at

all times in the forward position.

Apron – Must be laundered before each use and be worn by every

employee. Aprons must be worn full length, with a strap around the

neck and be tied.

GROOMING STANDARDS

Employees – Are to be reporting to work clean and taking the proper

precautions to ensure body odor will be kept at a minimum.

Fingernails – Must be clean and neatly trimmed within ¼” beyond the

end of the fingertips. Nail polish and fake fingernails are not allowed by

any employee.

Hair – Must be clean and neat, not unkempt or ragged. Hair longer than

the top on the uniform collar must be secured under the cap or suitably

restrained behind the shoulders. Dyed hair in unnatural hair color or

extreme hair styles is not allowed.


Facial Hair – You must be clean shaven every day. Beards are not

allowed. A moustache neatly trimmed is allowed.

Tattoos – must be covered at all times.

Jewelry – Necklaces must be restrained under the t-shirt at all times.

One simple ring may be worn, but no stones are allowed. Tongue

piercings must be removed before work. A clear tongue retainer with no

graphic may be worn while at work in place of the tongue ring only. A

total number of three visible piercings are allowed but none may

contain stones.

Personal Hygiene

Deschutes River Holdings is a public business and employees are in

contact with customers constantly. Because of this, employees must be

clean and use proper hygiene.

Daily bathing is required.

Uniforms must be clean for each scheduled shift.

Wash hands, arms and fingernails with soap before reporting to

work stations, after restroom breaks, or anytime hands may be

soiled. Proper hand washing procedures are as follows:

1. Use water as hot as you can comfortably stand.

2. Moisten hands, soap thoroughly, and lather to

elbow.

3. Scrub thoroughly.

4. Rub hands together for at least 20 seconds.

5. Rinse thoroughly under warm running water.

6. Dry hands, using clean single-service towels.

7. Avoid recontamination of hands by touching soiled

materials. Use a single-service towel to turn off the

faucet and open the door.


Protective gloves are required for hands with cuts and

bandages.

Wash hands after touching face, hair or clothing.

Wash hands after coughing or sneezing.

Washing hands after using the restroom is one of the most

important sanitary things you can do. Restroom use requires a

double-hand wash; once in the restroom before you leave, then

again in the restaurant prior to putting on gloves. You may be

reminded when coming from the restroom. This is not meant to

offend anyone - it is only meant to keep a safe working

environment. Failure to adhere to this practice constitutes

grounds for discipline.

Jury Duty

Employees who are summoned for jury duty will be granted an unpaid

leave in order to serve.

You should make arrangements with your manager as soon as you

receive your summons. In fairness to our company, you are expected to

return to your job if you are excused from jury duty during regular

working hours.

Witness Leave

Employees who are subpoenaed to serve as a witness in a criminal or

civil proceeding will be given the necessary time off. This excused time

off will be unpaid. Our company will not discriminate against any

employee who is requested to serve as a witness.

Military Leave


Employees who are required to serve in any branch of the Armed Forces

of the United States or are engaged in state military service will be given

the necessary time off, without pay.

Bereavement

Full-time employees will receive 3 paid days leave for the death of an

immediate family member. Members of the immediate family include

spouses, parents, brothers, sisters, children, grandparents and parents-

in-law.

No payments will be made for any time already paid under another

benefit such as vacation or holiday.

Time paid for funeral/bereavement leave will not be counted as hours

worked for purposes of computing overtime.

Unemployment Compensation

The purpose of unemployment insurance is to provide financial

assistance for people who lose their jobs and remained unemployed

through no fault of their own. Deschutes River Holdings pays for this

protection. Should you become unemployed through no fault of your

own, you may apply to the state for unemployment compensation.

Specific requirements, which must be met, will be explained at the time

of application.

Worker’s Compensation

You are covered by worker’s compensation as soon as you start to work.

This covers you in case you are accidentally injured on the job and

cannot work. The company pays for this protection, however, does not

determine eligibility. If you are injured at work, please notify your

manager immediately. If your injury causes you to miss work, you may

make a claim for payment with the state Bureau of Labor and Industry.


Social Security

Social Security is more than a payroll deduction. It assists in financial

security for you and your dependents. Although this is a federally

established program, it is your contributions, and the company’s, that

pay for this benefit. These funds are then forwarded to the federal

government to support the Social Security Program.

Leave of Absence

Deschutes River Holdings cannot provide a personal leave of absence,

other than those covered under the Family Medical Leave Act. However,

a request for an unpaid leave of absence may be considered.

To be eligible for Family Medical Leave, employees must have worked at

Jersey Mike’s for at least 12 months and at least 1,250 hours during the

12 months preceding the leave.

The law allows eligible employees, female or male, to take up to 12

weeks unpaid leave for the following:

Birth, adoption, or foster care placement of a child with a team

member

To care for a spouse, son, daughter or parent with a serious

health condition

For the employee’s own serious health condition

Eligible employees may take up to 26 weeks of unpaid leave to care for

a spouse, son, daughter, parent or next-of-kin who is a member of the

Armed Forces, including a member of the National Guard or Reserves,

who is undergoing medical treatment, recuperation, therapy, is

otherwise in outpatient status, or is otherwise on the temporary

disability retired list, for a serious injury or illness.


Employees applying for a leave of absence must make their request in

writing, stating the reason and the approximate dates of the leave. The

request must be submitted at least 30 days prior to the start of the

leave, if possible.

If the leave is granted, Deschutes River Holdings will provide a written

approval. Jersey Mike’s cannot guarantee employees on leave a position

at the end of their leave, except those eligible under the Family Medical

Leave Act.


Forms for Employee File

The following forms are required for your employee file. They must be

filled out, returned with copies of all necessary documents and working

papers, if they apply to your situation, prior to your first day of

employment. Please ask your manager for assistance if you have any

questions.

1. Application for employment 2. Federal I-9 Form 3. State W-4 Form 4. Handbook Acceptance Form 5. Affordable Care Act Notification

The programs outlined in this book should be regarded as

guidelines, which in a growing business like Deschutes River

Holdings, may require change from time to time.

The company retains the right to make decisions involving

policies and procedures as needed in order to conduct its work

in a manner that is beneficial to the employees, customers and

Deschutes River Holdings.

Due to changing business conditions, any stated policy and

procedure is subject to change at any time. Your manager is the

primary reference source for more detailed information.

Each employee is an important member of our team. We want

you to know your daily contributions to our growth and future

success are appreciated.


By signing below I attest to having been given access to the

Deschutes River Holdings’ employee handbook, read and

understood its content, and allowed to discuss any

discrepancies noted.

Name Printed

Signature

Date

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