Law stated as of 01 Dec 2017 • USA (National/Federal) |
"Do not discuss 'customer or employee information' outside of work, including 'phone numbers [and] addresses.'"
"You must not disclose proprietary or confidential information about [the Employer, or] other associates (if the proprietary or confidential information relating to [the Employer's] associates was obtained in violation of law or lawful Company policy)."
"Never publish or disclose [the Employer's] or another's confidential or other proprietary information. Never publish or report on conversations that are meant to be private or internal to [the Employer]."
"[Employees are prohibited from] "disclosing details about [the Employer]."
"Sharing of [overheard conversations at the worksite] with your coworkers, the public, or anyone outside of your immediate work group is strictly prohibited."
"Discuss work matters only with other [Employer] employees who have a specific business reason to know or have access to such information... Do not discuss work matters in public places."
"If something is not public information, you must not share it."
"Confidential Information is: 'All information in which its [sic] loss, undue use or unauthorized disclosure could adversely affect the [Employer's] interests, image and reputation or compromise personal and private information of its members.'"
"No unauthorized disclosure of 'business 'secrets' or other confidential information.'"
"Misuse or unauthorized disclosure of confidential information not otherwise available to persons or firms outside [Employer] is cause for disciplinary action, including termination."
"Do not disclose confidential financial data, or other non-public proprietary company information. Do not share confidential information regarding business partners, vendors or customers."
"Prohibition on disclosure of all 'information acquired in the course of one's work.'"
"Be respectful to the company, other employees, customers, partners and competitors."
"Do not make fun of, denigrate, or defame your co-workers, customers, franchisees, suppliers, the Company, or our competitors."
"Be respectful of others and the Company."
"No '[d]efamatory, libelous, slanderous or discriminatory comments about [the Company], its customers and/or competitors, its employees or management.'"
"Disrespectful conduct or insubordination, including but not limited to refusing to follow orders from a supervisor or a designated representative."
"Chronic resistance to proper work-related orders or discipline, even though not overt insubordination, will result in discipline."
"Refrain from any action that would harm persons or property or cause damage to the Company's business or reputation."
"It is important that employees practice caution and discretion when posting [content on social media] that could affect [the Employer's] business operations or reputation."
"Do not make statements that damage the company or the company's reputation or that disrupt or damage the company's business relationships."
"Never engage in behavior that would undermine the reputation of [the Employer], your peers or yourself."
"No rudeness or unprofessional behavior toward a customer, or anyone in contact with the company."
"Employees will not be discourteous or disrespectful to a customer or any member of the public while in the course and scope of company business."
"Each employee is expected to work in a cooperative manner with management/supervision, coworkers, customers and vendors."
"Each employee is expected to abide by Company policies and to cooperate fully in any investigation that the Company may undertake."
"Being insubordinate, threatening, intimidating, disrespectful or assaulting a manager/supervisor, coworker, customer or vendor will result in discipline."
"Don't pick fights online."
"Do not make insulting, embarrassing, hurtful or abusive comments about other company employees online, and avoid the use of offensive, derogatory or prejudicial comments."
"Show proper consideration for others' privacy and for topics that may be considered objectionable or inflammatory, such as politics and religion."
"Do not send unwanted offensive or inappropriate e-mails."
"Material that is fraudulent, harassing, embarrassing, sexually explicit, profane, obscene, intimidating, defamatory, or otherwise unlawful or inappropriate may not be sent by e-mail."
"Making inappropriate gestures, including visual staring."
"Any logos or graphics worn by employees must not reflect any form of violent, discriminatory, abusive, offensive, demeaning, or otherwise unprofessional message."
"Threatening, intimidating, coercing, or otherwise interfering with the job performance of fellow employees or visitors."
"No harassment of employees, patients, or facility visitors."
"No use of racial slurs, derogatory comments or insults."
"Employees are not authorized to speak to any representative of the print and/or electronic media about company matters unless designated to do so by HR, and must refer all media inquiries to the company media hotline."
"Associates are not authorized to answer questions from the news media . . . When approached for information, you should refer the person to [the Employer's] Media Relations Department."
"All inquiries from the media must be referred to the Director of Operations in the corporate office, no exceptions."
"If you are contacted by any government agency, you should contact the Law Department immediately for assistance."
"The company strives to anticipate and manage crisis situations in order to reduce disruption to our employees and to maintain our reputation as a high quality company. To best serve these objectives, the company will respond to the news media in a timely and professional manner only through the designated spokespersons."
"Events may occur at our stores that will draw immediate attention from the news media. It is imperative that one person speaks for the Company to deliver an appropriate message and to avoid giving misinformation in any media inquiry. While reporters frequently shop as customers and may ask questions about a matter, good reporters identify themselves prior to asking questions. Every employee is expected to adhere to the following media policy: Answer all media/reporter questions like this: "I am not authorized to comment for [the Employer] (or I don't have the information you want). Let me have our public affairs office contact you."
"Do not use any Company logos, trademarks, graphics, or advertising materials in social media."
"Do not use other people's property, such as trademarks, without permission in social media."
"Use of [the Employer's] name, address, or other information in your personal profile [is banned] . . . In addition, it is prohibited to use [the Employer's] logos, trademarks or any other copyrighted material."
"Company logos and trademarks may not be used without written consent."
"Respect all copyright and other intellectual property laws. For [the Employer's] protection as well as your own, it is critical that you show proper respect for the laws governing copyright, fair use of copyrighted material owned by others, trademarks, and other intellectual property, including [the Employer's] own copyrights, trademarks and brands."
"Do respect the laws regarding copyrights, trademarks, rights of publicity and other third-party rights. To minimize the risk of a copyright violation, you should provide references to the source(s) of the information you use and accurately cite copyrighted works you identify in online communications. Do not infringe on [the Employer's] logos, brand names, taglines, slogans, or other trademarks."
"Taking unauthorized pictures or video on company property is prohibited."
"No employee shall use any recording device including but not limited to audio, video, or digital for the purposes of recording any Company employee or company operation."
"A total ban on use or possession of personal electronic equipment on Employer property."
"A prohibition on personal computers or data storage devices on employer property."
"Prohibition from wearing cell phones, making personal calls or viewing or sending texts 'while on duty.'"
"No cameras are to be allowed in the store or parking lot without prior approval from the corporate office."
"Failure to report to your scheduled shift for more than three consecutive days without prior authorization or walking off the job during a scheduled shift is prohibited."
"Walking off the job is prohibited."
"Entering or leaving Company property without permission may result in discharge."
"Walking off shift, failing to report for a scheduled shift and leaving early without supervisor permission are also grounds for immediate termination."
"Employees may not engage in "any action" that is "not in the best interest of [the Employer]."
"Do not 'give, offer or promise, directly or indirectly, anything of value to any representative of an Outside Business,' where 'Outside Business' is defined as 'any person, firm, corporation, or government agency that sells or provides a service to, purchases from, or competes with [the Employer].' Examples of violations include 'holding an ownership or financial interest in an Outside Business' and 'accepting gifts, money, or services from an Outside Business.'"
"As an employee, 'I will not engage in any activity that might create a conflict of interest for me or the company,' where the conflict of interest policy devoted two pages to examples such as 'avoid outside employment with a[n Employer] customer, supplier, or competitor, or having a significant financial interest with one of these entities.'"
"Employees must refrain 'from any activity or having any financial interest that is inconsistent with the Company's best interest' and also must refrain from 'activities, investments or associations that compete with the Company, interferes with one's judgment concerning the Company's best interests, or exploits one's position with the Company for personal gains.'"
"No part of this handbook may be reproduced or transmitted in any form or by any means, electronic or mechanical, including photocopying recording, or information storage and retrieval system or otherwise, for any purpose without the express written permission of Wendy's International, Inc. The information contained in this handbook is considered proprietary and confidential information of Wendy's and its intended use is strictly limited to Wendy's and its employees. The disclosure of this handbook to unauthorized parties is prohibited. Making an unauthorized disclosure of this handbook is a serious breach of Wendy's standards of conduct and ethics and shall expose the disclosing party to disciplinary action and other liabilities as permitted under law."
"This Crew Orientation Handbook. . . is the property of Wendy's International LLC. No part of this handbook may be reproduced or transmitted in any form or by any means, electronic or mechanical, including photocopying, recording, or information storage and retrieval system or otherwise, for any business/commercial venture without the express written permission of Wendy's International, LLC. The information contained in this handbook is strictly limited to use by Wendy's and its employees. The disclosure of this handbook to competitors is prohibited. Making an unauthorized disclosure of this handbook is a serious breach of Wendy's standards of conduct and ethics and shall expose the disclosing party to disciplinary action and other liabilities as permitted under law."
"Refrain from commenting on the company's business, financial performance, strategies, clients, policies, employees or competitors in any - 21 - social media, without the advance approval of your supervisor, Human Resources and Communications Departments. Anything you say or post may be construed as representing the Company's opinion or point of view (when it does not), or it may reflect negatively on the Company. If you wish to make a complaint or report a complaint or troubling behavior, please follow the complaint procedure in the applicable Company policy (e.g., Speak Out)".
"Respect copyrights and similar laws. Do not use any copyrighted or otherwise protected information or property without the owner's written consent."
"[You may not post] photographs taken at Company events or on Company premises without the advance consent of your supervisor, Human Resources and Communications Departments. [You may not post] photographs of Company employees without their advance consent. Do not attribute or disseminate comments or statements purportedly made by employees or others without their explicit permission."
"[You may not u]se the Company's (or any of its affiliated entities) logos, marks or other protected information or property without the Legal Department's express written authorization."
"[You may not e]mail, post, comment or blog anonymously. You may think it is anonymous, but it is most likely traceable to you and the Company."
"[You may not m]ake false or misleading representations about your credentials or your work."
"[You may not c]reate a blog or online group related to your job without the advance approval of Legal and Communications."
"Do Not Disparage: Be thoughtful and respectful in all your communications and dealings with others, including email and social media. Do not harass, threaten, libel, malign, defame, or disparage fellow professionals, employees, clients, competitors or anyone else. Do not make personal insults, use obscenities or engage in any conduct that would be unacceptable in a professional environment."
"Do Not Retaliate: If you discover negative statements, emails or posts about you or the Company, do not respond. First seek help from the Legal and Communications Departments, who will guide any response."
• Do not comment on trade secrets and proprietary Company information (business, financial and marketing strategies) without the advance approval of your supervisor, Human Resources and Communications Departments.
• Do not make negative comments about our customers in any social media.
• Use of social media on Company equipment during working time is permitted, if your use is for legitimate, preapproved Company business. Please discuss the nature of your anticipated business use and the content of your message with your supervisor and Human Resources. Obtain their approval prior to such use.
• Respect copyright, trademark and similar laws and use such protected information in compliance with applicable legal standards.
Restrictions:
YOU MAY NOT do any of the following:
• Due to the potential for issues such as invasion of privacy (employee and customer), sexual or other harassment (as defined by our harassment /discrimination policy), protection of proprietary recipes and preparation techniques, Crew Members may not take, distribute, or post pictures, videos, or audio recordings while on working time. Crew Members also may not take pictures or make recordings of work areas. An exception to the rule concerning pictures and recordings of work areas would be to engage in activity protected by the National Labor Relations Act including, for example, taking pictures of health, safety and/or working condition concerns or of strike, protest and work-related issues and/or other protected concerted activities.
• Use the Company's (or any of its affiliated entities) logos, marks or other protected information or property for any business/commercial venture without the Legal Department's express written authorization.
• Make knowingly false representations about your credentials or your work.
• Create a blog or online group related to Wendy's (not including blogs or discussions involving wages, benefits, or other terms and conditions of employment, or protected concerted activity) without the advance approval of the Legal and Communications Departments. If a blog or online group is approved, it must contain a disclaimer approved by the Legal Department.
- Do Not Violate the Law and Related Company Policies:
Be thoughtful in all your communications and dealings with others, including email and social media. Never harass (as defined by our antiharassment policy), threaten, libel or defame fellow professionals, employees, clients, competitors or anyone else. In general, it is always wise to remember that what you say in social media can often be seen by anyone. Accordingly, harassing comments, obscenities or similar conduct that would violate Company policies is discouraged in general and is never allowed while using Wendy's equipment or during your working time.
Discipline: All employees are expected to know and follow this policy. Nothing in this policy is, however, intended to prevent employees from engaging in concerted activity protected by law. If you have any questions regarding this policy, please ask your supervisor and Human Resources before acting. Any violations of this policy are grounds for disciplinary action, up to and including immediate termination of employment.
"Because you are now working in one of Wendy's restaurants, it is important to realize that you have an up close and personal look at our business every day. With this in mind, you should recognize your responsibility to avoid any conflict between your personal interests and those of the Company. A conflict of interest occurs when our personal interests interfere—or appear to interfere—with our ability to make sound business decisions on behalf of Wendy's."
"[b]ecause Wendy's desires to maintain open and direct communications with all of our employees, we do not believe that third party/union involvement in our relationship would benefit our employees or Wendy's."
"Because you are now working in one of Wendy's restaurants, it is important to realize that you have an up close and personal look at our business every day. With this in mind, you should recognize your responsibility to avoid any conflict between your personal interests and those of the Company. A conflict of interest occurs when our personal interests interfere — or appear to interfere — with your ability to make sound business decisions on behalf of Wendy's. There are some common relationships or circumstances that can create, or give the appearance of, a conflict of interest. The situations generally involve gifts and business or financial dealings or investments. Gifts, favors, tickets, entertainment and other such inducements may be attempts to "purchase" favorable treatment. Accepting such inducements could raise doubts about an employee's ability to make independent business judgments and the Company's commitment to treating people fairly. In addition, a conflict of interest exists when employees have a financial or ownership interest in a business or financial venture that may be at variance with the interests of Wendy's. Likewise, when an employee engages in business transactions that benefit family members, it may give an appearance of impropriety."
"During the course of your employment, you may become aware of confidential information about Wendy's business. You must not disclose any confidential information relating to Wendy's business to anyone outside of the Company. Your employee PIN and other personal information should be kept confidential. Please don't share this information with any other employee."
"During the course of your employment, you may become aware of trade secrets and similarly protected proprietary and confidential information about Wendy's business (e.g. recipes, preparation techniques, marketing plans and strategies, financial records). You must not disclose any such information to anyone outside of the Company. Your employee PIN and other similar personal identification information should be kept confidential. Please don't share this information with any other employee."
"Soliciting, collecting funds, distributing literature on Company premises without proper approvals or outside the guidelines established in the 'No Solicitation/No Distribution' Policy."
"Walking off the job without authorization."
"Threatening, intimidating, foul or inappropriate language."
"False accusations against the Company and/or against another employee or customer."
• Soliciting, collecting funds, distributing literature on Company premises outside the guidelines established in the "No Solicitation/No Distribution" Policy.
• Leaving Company premises during working shift without permission of management.
• Threatening, harassing (as defined by our harassment/discrimination policy), intimidating, profane, obscene or similar inappropriate language in violation of Company policy.
• Making knowingly false accusations against the Company and/or against another employee, customer or vendor.
"[I]t is our policy to prohibit the distribution of literature in work areas and to prohibit solicitation during employees' working time. "Working time" is the time an employee is engaged, or should be engaged, in performing his/her work tasks for Wendy's. These guidelines also apply to solicitation and/or distribution by electronic means."
"Providing the most ideal work environment possible is very important to Wendy's. We hope you feel very comfortable and at ease when you're here at work. Therefore, to protect you and our customers from unnecessary interruptions and annoyances, it is our policy to prohibit the distribution of literature in work areas and to prohibit solicitation and distribution of literature during employees' working time. "Working Time" is the time an employee is engaged or should be engaged in performing his/her work tasks for Wendy's. These guidelines also apply to solicitation by electronic means. Solicitation or distribution of any kind by non-employees on Company premises is prohibited at all times. Nothing in this section prohibits employees from discussing terms and conditions of employment."
"Due to the potential for issues such as invasion of privacy, sexual harassment, and loss of productivity, no Crew Member may operate a camera phone on Company property or while performing work for the Company. The use of tape recorders, Dictaphones, or other types of voice recording devices anywhere on Company property, including to record conversations or activities of other employees or management, or while performing work for the Company, is also strictly prohibited, unless the device was provided to you by the Company and is used solely for legitimate business purposes."
"Due to the potential for issues such as invasion of privacy (employee and customer), sexual or other harassment (as defined by our harassment /discrimination policy), protection of proprietary recipes and preparation techniques, Crew Members may not take, distribute, or post pictures, videos, or audio recordings while on working time. Crew Members also may not take pictures or make recordings of work areas. An exception to the rule concerning pictures and recordings of work areas would be to engage in activity protected by the National Labor Relations Act including, for example, taking pictures of health, safety and/or working condition concerns or of strike, protest and work-related issues and/or other protected concerted activities."