Employee Portal

 

Direct Deposit and Payroll information available on paychexflex.com

if you have any questions or concerns about ANYTHING please email samuel@moshitacoma.com

it’ll be confidential and all that

MENU NOTES

There should really be menu notes here.

TEN STEPS OF SERVICE

1) Within 5 seconds of hearing the front door open greet our guests

Make yourselves comfortable/Have a seat anywhere you'd like/How is everyone? We'll be right with you etc. Every customer that walks in should be addressed, given waters, a menu and silverware within 2 minutes of being seated.

2) While setting their places engage with them

How is everyone/Is this your first time here/Welcome back.

3) Offer them an appetizer and take their drink order (UPSELL)

Offer specific items/Have you had one of our cocktails. While headed to POS to enter order scan the room, pre bus a table, anticipate what another table might need.

4) Enter order into POS

Please be thorough and detailed while entering in an order/Are sides, temps, no's or add-ons all correct.

5) Prepare and return with what they need

No table should wait more than 4 minutes for their drink/Return to the table with H2O refills if no drinks were ordered/Have side plates for any appetizer.

6) Take food order (UPSELL)

Offer product with the best profit margin/recommend higher priced items/suggest add ons and substitutions that will raise the Guest Check Average (GCA).

7) Deliver Appetizers

If no apps were ordered and their food is being cooked...check on them. (UPSELL) Offer them a beer or cocktail before their meals arrive. Refill their waters. If all those things have been done and the table is completely content you should be helping your team:

Running food, sorting dishes, running silverware, rolling silverware, stocking beer, pre busing other tables, helping with drinks if needed, closing out a check, sweeping your section (if it's not a distraction), wiping tables, checking bathrooms, stocking server station etc. etc. etc. There are endless tasks to be accomplished in a bar and restaurant. I cannot imagine a time that anyone would be able to just hang around during a service.

8) Dinner is served, with a question

Before leaving any table after setting food down ask if there is anything else that table needs/Can I bring anyone anything/Do we need any sides (that could be the easiest upsell of all)/How we doing on beverages/Do we need another round/What else can I get for you? It doesn't matter if you're running food for someone else; EVERY table gets the same accommodations. We are here to serve our guests. Following through with someone else's table in the same way you care for your own displays teamwork, professionalism and pride. People will and do recognize that.

9) Touchback (UPSELL)

How's everything taste/Are we enjoying everything/Can I bring anything/Do we need another round/Is this enough food/Offer them a cocktail if they're drinking beer/Offer them a beer if they decline a cocktail. Our job is to accommodate our guests, facilitate a desired atmosphere and sell product. So, when checking on a table that's eating ask all of the above questions while refilling waters and pre bussing any unneeded items. Given the guest has everything they need this is your chance to, once again, help your team.

10) Final check up, Cashout and UPSELL

Clear finished plates from table/Refill waters/One last round/Anything you'd like to-go/Do we need another beverage/Would you like me to split the check.

 

Moshi Moshi / ANDO of Stadium

EMPLOYEE HANDBOOK

Core Policies

1.0 Welcome

1.1 A Welcome Policy

Welcome! You have just joined a dedicated organization. We hope that your employment with Ando of Stadium, LLC will be rewarding and challenging. We take pride in our team members as well as in the products and services we provide.

Please take the time now to read this handbook carefully. Sign the acknowledgment at the end to show that you have read, understood, and agree to the contents of this handbook, which sets out the basic rules and guidelines concerning your employment. This handbook supersedes any previously issued handbooks or policy statements dealing with the subjects discussed herein. The Restaurant reserves the right to interpret, modify, or supplement the provisions of this handbook at any time. Neither this handbook nor any other communication by a management representative or other, whether oral or written, is intended in any way to create a contract of employment. Please understand that no employee handbook can address every situation in the work place.

If you have questions about your employment or any provisions in this handbook, contact your manager.

We wish you success in your employment here at Ando of Stadium, LLC!

All the best,

Vathunyu Nanakornphanom, LLC Manager

Ando of Stadium, LLC

________________

2.0 Introductory Language and Policies

2.1 Ethics Code

Ando of Stadium, LLC will conduct business honestly and ethically wherever operations are maintained. We strive to improve the quality of our services, products, and operations and will maintain a reputation for honesty, fairness, respect, responsibility, integrity, trust, and sound business judgment. Our managers and team members are expected to adhere to high standards of business and personal integrity as a representation of our business practices.

We expect that officers, directors, and team members will not knowingly misrepresent the Restaurant and will not speak on behalf of the Restaurant unless specifically authorized. The confidentiality of trade secrets, proprietary information, and similar confidential commercially-sensitive information (i.e. financial or sales records/reports, marketing or business strategies/plans, product development, customer lists, patents, trademarks, etc.) about the Restaurant or operations, or that of our customers or partners, is to be treated with discretion and only disseminated on a need-to-know basis (see policies relating to privacy).

Violation of the Code of Ethics can result in discipline, up to and including termination of employment. The degree of discipline imposed may be influenced by the existence of voluntary disclosure of any ethical violation and whether or not the violator cooperated in any subsequent investigation.

3.0 Hiring and Orientation Policies

3.1 Conflicts of Interest

Ando of Stadium, LLC is concerned with conflicts of interest that create actual or potential job-related concerns, especially in the areas of confidentiality, customer relations, safety, security, and morale. If there is any actual or potential conflict of interest between you and a competitor, supplier, distributor, or contractor to the Restaurant, you must disclose it to your Manager. If an actual or potential conflict of interest is determined to exist, the Restaurant will take such steps as it deems necessary to reduce or eliminate this conflict.

3.2 Job Descriptions

Ando of Stadium, LLC attempts to maintain a job description for each position. If you do not have a current copy of your job description, you should request one from your manager.

Job descriptions prepared by the Restaurant serve as an outline only. Due to business needs, you may be required to perform job duties that are not within your written job description. Furthermore, the Restaurant may have to revise, add to, or delete from your job duties per business needs. On occasion, the Restaurant may need to revise job descriptions with or without advance notice to team members.

If you have any questions regarding your job description or the scope of your duties, please speak with your manager.

3.3 New Hires and Introductory Periods

The first 90 days of your employment is considered an introductory period. During this period, you will become familiar with Ando of Stadium, LLC and your job responsibilities, and we will have the opportunity to monitor the quality and value of your performance and make any necessary adjustments in your job description or responsibilities. Your introductory period with the Restaurant can be shortened or lengthened as deemed appropriate by management and Human Resources. Completion of this introductory period does not imply guaranteed or continued employment. Nothing that occurs during or after this period should be construed to change the nature of the at will employment relationship.

3.4 Training Program

In most cases, and for most departments, training team members is done on an individual basis by the department manager. Even if you have had previous experience in the specified functions of your job duties, it is necessary for you to learn our specific procedures, as well as the responsibilities of the specific position. If you ever feel you require additional training, consult your manager.

3.5 Employment Authorization Verification

All new hires and current team members are required by federal law to verify their identity and eligibility to work in the United States. You will be required to complete federal Form I-9 on the first day of employment at Ando of Stadium, LLC. If this form and verification of employment eligibility is not completed during the first three days of employment, we are required by law to terminate your employment. If you are currently employed and have not complied with this requirement or if your status has changed, inform your Manager.

4.0 Wage and Hour Policies

4.1 Attendance Policy

If you know ahead of time that you will be absent or late, provide reasonable advance notice to your Manager. You may be required to provide documentation of any medical or other excuse for being absent or late.

Ando of Stadium, LLC reserves the right to apply unused vacation, sick time, or other paid time off to unauthorized absences. Absences resulting from approved leave, vacation, or legal requirements are exceptions to the policy.

4.2 Direct Deposit

Ando of Stadium, LLC encourages all team members to enroll in direct deposit. If you would like to take advantage of direct deposit, ask your Manager for an application form. Typically, the bank will begin the direct deposit of your payroll within 30 calendar days after you submit your completed application.

If you have selected the direct deposit payroll service, a written explanation of your deductions will be given to you on paydays described in the preceding sections in lieu of a check.

4.3 Introduction to Wage and Hour Policies

At Ando of Stadium, LLC, pay depends on a wide range of factors, including pay scale surveys, individual effort, profits, and market forces. If you have any questions about your compensation, including matters such as paid time off, tips, overtime, benefits, or paycheck deductions, speak with your Manager.

4.4 Job Abandonment

If you fail to show up for work or call in with an acceptable reason for the absence for a period of three consecutive days, you will be considered to have abandoned your job and voluntarily resigned from Ando of Stadium, LLC.

5.0 Performance, Discipline, Layoff, and Termination

5.1 Exit Interview

You may be asked to participate in an exit interview when you leave Ando of Stadium, LLC. The purpose of the exit interview is to provide management with greater insight into your decision to leave employment; identify any trends requiring attention or opportunities for improvement; and to assist the Restaurant in developing effective recruitment and retention strategies. Your cooperation in the exit interview process is appreciated.

5.2 Performance Improvement

Ando of Stadium, LLC will make efforts to periodically review your work performance. The performance improvement process will take place annually, or as business needs dictate. You may specifically request that your manager or supervisor assist you in developing a performance improvement plan at any time.

The performance improvement process is a means for increasing the quality and value of your work performance. Your initiative, effort, attitude, job knowledge, and other factors will be addressed. You must understand that a positive job performance review does not guarantee a pay raise or continued employment. Pay raises and promotions are based on numerous factors, only one of which is job performance.

5.3 Problem Solving Procedures

Ando of Stadium, LLC strives to provide a comfortable, productive, legal, and ethical work environment. To this end, we want you to bring any problems, concerns, or grievances you have about the work place to the attention of your Manager and, if necessary, to the LLC Manager. To help manage conflict resolution we have instituted the following problem solving procedure:

If you believe there is inappropriate conduct or activity on the part of the Restaurant, management, its team members, vendors, customers, or any other persons or entities related to the Restaurant, bring your concerns to the attention of your Manager at a time and place that will allow the person to properly listen to your concern. Most problems can be resolved informally through dialogue between you and your immediate Manager. If you have already brought this matter to the attention of your Manager before and do not believe you have received a sufficient response, or if you believe that person is the source of the problem, present your concerns the LLC Manager. Describe the problem, those persons involved in the problem, efforts you have made to resolve the problem, and any suggested solution you may have.

5.4 Standards of Conduct

Ando of Stadium, LLC wishes to create a work environment that promotes job satisfaction, respect, responsibility, integrity, and value for all our team members, clients, customers, and other stakeholders. We all share in the responsibility of improving the quality of our work environment. By deciding to work here, you agree to follow our rules.

While it is impossible to list everything that could be considered misconduct in the workplace, what is outlined here is a list of common-sense infractions that could result in discipline, up to and including immediate termination of employment. This policy is not intended to limit our right to discipline or discharge team members for any reason permitted by law.

Examples of inappropriate conduct include:

* Violation of the policies and procedures set forth in this handbook.

* Possessing, using, distributing, selling, or negotiating the sale of illegal drugs or other controlled substances.

* Being under the influence of alcohol during working hours on Restaurant property (including Restaurant vehicles), or on Restaurant business.

* Inaccurate reporting of the hours worked by you or any other team members.

* Providing knowingly inaccurate, incomplete, or misleading information when speaking on behalf of the Restaurant or in the preparation of any employment related documents including, but not limited to, job applications, personnel files, employment review documents, intra-company communications, or expense records.

* Taking or destroying Restaurant property.

* Possession of potentially hazardous or dangerous property (where not permitted) such as firearms, weapons, chemicals, etc., without prior authorization.

* Fighting with, or harassment of (as defined in our EEO policies), any fellow employee, vendor, or customer.

* Disclosure of Restaurant trade secrets and proprietary and confidential commercially-sensitive information (i.e. financial or sales records/reports, marketing or business strategies/plans, product development information, customer lists, patents, trademarks, etc.) of the Restaurant or its customers, contractors, suppliers, or vendors.

* Refusal or failure to follow directions or to perform a requested or required job task.

* Refusal or failure to follow safety rules and procedures.

* Excessive tardiness or absences.

* Smoking in nondesignated areas.

* Working unauthorized overtime.

* Solicitation of fellow employees on Restaurant premises during working time (refer to policy on nonsolicitation).

* Failure to dress according to Restaurant policy.

* Use of obscene or harassing (as defined by our EEO policies) language in the workplace.

* Engaging in outside employment that interferes with your ability to perform your job at this Restaurant.

* Gambling on Restaurant premises.

* Lending keys or keycards or Restaurant property to unauthorized persons.

Nothing in this policy is intended to limit your rights under the National Labor Relations Act (NLRA).

6.0 General Policies

6.1 Bulletin Boards

Ando of Stadium, LLC maintains an official bulletin board located in the employee break area for providing team members with official Restaurant notices, including wage and hour laws, changes in policies, and other employment-related notices. At times the Restaurant may also post information of general interest to team members on the bulletin board. You are responsible for being informed about this material by periodically reviewing the bulletin board. Only authorized personnel may add and remove notices from the bulletin board.

6.2 Computer Security and Copying of Software

Software programs purchased and provided by Ando of Stadium, LLC are to be used only for creating, researching, and processing materials for Restaurant use. By using Restaurant hardware, software, and networking systems you assume personal responsibility for their use and agree to comply with this policy and other applicable Restaurant policies, as well as city, state, and federal laws and regulations.

All software acquired for or on behalf of the Restaurant, or developed by Restaurant team members or contract personnel on behalf of the Restaurant, is and will be deemed Restaurant property. It is the policy of the Restaurant to respect all computer software rights and to adhere to the terms of all software licenses to which the Restaurant is a party. The Manager is responsible for enforcing these guidelines.

You may not illegally duplicate any licensed software or related documentation. Unauthorized duplication of software may subject you and/or the Restaurant to both civil and criminal penalties under the United States Copyright Act. To purchase software, obtain your manager's approval. All software acquired by the Restaurant must be purchased through your Manager.

You may not duplicate, copy, or give software to any outsiders including clients, contractors, customers, and others. You may use software on local area networks or on multiple machines only in accordance with applicable license agreements entered into by the Restaurant.

6.3 Employer Sponsored Social Events

Ando of Stadium, LLC holds periodic social events for team members. Be advised that your attendance at these events is voluntary and does not constitute part of your work-related duties. Any exceptions to this policy must be in writing and signed by a Manager prior to the event.

Alcoholic beverages may be available at these events. If you choose to drink alcoholic beverages, you must do so in a responsible manner. Do not drink and drive. Instead, please call a taxi or appoint a designated driver.

6.4 Nonsolicitation/Nondistribution Policy

To avoid disruption of business operations or disturbance of team members, visitors, and others, Ando of Stadium, LLC has implemented a Nonsolicitation Policy. For purposes of this policy, "solicitation" includes selling items or services, requesting contributions, and soliciting or seeking to obtain membership in or support for any organization. Solicitation performed through verbal, written, or electronic means is covered by the Nonsolicitation Policy.

You are prohibited from soliciting other team members during your assigned working time. For this purpose, working time means time during which either you or the team members who are the object of the solicitation are expected to be actively engaged with assigned work. You may conduct solicitations during your lunch period, coffee breaks, or other authorized nonworking time, so long as you do so when the other team members are also on nonworking time.

To avoid inappropriate litter, clutter, and safety risks, you may not distribute literature or other items that are not work related in working areas at any time. Working areas do not include break/rest areas, lunch rooms, or parking lots.

6.5 Personal Appearance

Your personal appearance reflects on the reputation, integrity, and public image of Ando of Stadium, LLC. All team members are required to report to work neatly groomed and dressed. You are expected to maintain personal hygiene habits that are generally accepted in the community, including clean clothing, good grooming and personal hygiene, and appropriate attire for the workplace and the work being performed. This may include wearing uniforms or protective safety clothing and equipment, depending upon the job. Use common sense and good judgment in determining what to wear to work.

Fragrant products, including but not limited to perfumes, colognes, and scented body lotions or hair products, should be used in moderation out of concern for others with sensitivities or allergies.

The Restaurant will make every effort to reasonably accommodate team members with disabilities or with religious beliefs that make it difficult for them to comply fully with the personal appearance policy. Contact your Manager to request a reasonable accommodation.

Failure to comply with the personal appearance standards may result in being sent home to groom or change clothes. Frequent violations may result in disciplinary action, up to and including termination of employment.

6.6 Personal Data Changes

It is your obligation to provide Ando of Stadium, LLC with your current contact information, including current mailing address and telephone number. Inform the Restaurant of any changes to your marital or tax withholding status. Failure to do so may result in loss of benefits or delayed receipt of W-2 and other mailings. To make changes to this information, contact your Manager.

6.7 Security

All team members are responsible for helping to make Ando of Stadium, LLC a secure work environment. Upon leaving work, lock all desks, lockers, and doors protecting valuable or sensitive material in your work area and report any lost or stolen keys, passes, or similar devices to your Manager immediately. Refrain from discussing specifics regarding Restaurant security systems, alarms, passwords, etc. with those outside of the Restaurant.

Immediately advise your Manager of any known or potential security risks and/or suspicious conduct of team members, customers, or guests of the Restaurant. Safety and security is the responsibility of all team members and we rely on you to help us keep our premises secure.

6.8 Social Media Policy

At Ando of Stadium, LLC, we recognize the Internet provides unique opportunities to participate in interactive discussions and share information using a wide variety of social media. However, use of social media also presents certain risks and carries with it certain responsibilities. To minimize risks to the Restaurant, you are expected to follow our guidelines for appropriate use of social media.

This policy applies to all team members who work for the Restaurant.

Guidelines

For purposes of this policy, social media includes all means of communicating or posting information or content of any sort on the Internet, including to your own or someone else's web log or blog, journal or diary, personal website, social networking or affinity website, web bulletin board or a chat room, whether associated or affiliated with the Restaurant, as well as any other form of electronic communication.

Restaurant principles, guidelines, and policies apply to online activities just as they apply to other areas of work. Ultimately, you are solely responsible for what you communicate in social media. You may be personally responsible for any litigation that may arise should you make unlawful defamatory, slanderous, or libelous statements against any customer, manager, owner, or team members of the Restaurant.

Know and Follow the Rules

Ensure your postings are consistent with these guidelines. Postings that include unlawful discriminatory remarks, harassment, and threats of violence or other unlawful conduct will not be tolerated and may subject you to disciplinary action up to and including termination.

Be Respectful

The Restaurant cannot force or mandate respectful and courteous activity by team members on social media during nonworking time. If you decide to post complaints or criticism, avoid using statements, photographs, video, or audio that reasonably could be viewed as unlawful, slanderous, threatening, or that might constitute unlawful harassment. Examples of such conduct might include defamatory or slanderous posts meant to harm someone's reputation or posts that could contribute to a hostile work environment on the basis of race, sex, disability, age, national origin, religion, veteran status, or any other status or class protected by law or Restaurant policy. Your personal posts and social media activity should not reflect upon or refer to the Restaurant.

Maintain Accuracy and Confidentiality

When posting information:

* Maintain the confidentiality of trade secrets, intellectual property, and confidential commercially-sensitive information (i.e. financial or sales records/reports, marketing or business strategies/plans, product development, customer lists, patents, trademarks, etc.) related to the Restaurant.

* Do not create a link from your personal blog, website, or other social networking site to a Restaurant website that identifies you as speaking on behalf of the Restaurant.

* Never represent yourself as a spokesperson for the Restaurant. If the Restaurant is a subject of the content you are creating, do not represent yourself as speaking on behalf of the Restaurant. Make it clear in your social media activity that you are speaking on your own behalf.

* Respect copyright, trademark, third-party rights, and similar laws and use such protected information in compliance with applicable legal standards.

Using Social Media at Work

Do not use social media while on your work time, unless it is work related as authorized by your manager or consistent with policies that cover equipment owned by the Restaurant.

Media Contacts

If you are not authorized to speak on behalf of the Restaurant, do not speak to the media on behalf of the Restaurant. Direct all media inquiries for official Restaurant responses to Human Resources.

Retaliation and Your Rights

Retaliation or any other negative action is prohibited against anyone who, based on a reasonable belief, reports a possible deviation from this policy or cooperates in an investigation. Those who retaliate against others for reporting a possible deviation from this policy or for cooperating in an investigation will be subject to disciplinary action, up to and including termination.

Nothing in this policy is designed to interfere with, restrain, or prevent team members from communications regarding wages, hours, or other terms and conditions of employment, or to restrain team members in exercising any other right protected by law. All team members have the right to engage in or refrain from such activities.

6.9 Third Party Disclosures

From time to time, Ando of Stadium, LLC may become involved in news stories or potential or actual legal proceedings of various kinds. When that happens, lawyers, former team members, newspapers, law enforcement agencies, and other outside persons may contact our team members to obtain information about the incident or the actual or potential lawsuit.

If you receive such a contact, you should not speak on behalf of the Restaurant and should refer any call requesting the position of the Restaurant to your Manager. If you have any questions about this policy or are not certain what to do when such a contact is made, contact your Manager.

6.10 Workplace Privacy and Right to Inspect

Ando of Stadium, LLC property, including but not limited to lockers, phones, computers, tablets, desks, work place areas, vehicles, or machinery, remains under the control of the Restaurant and is subject to inspection at any time, without notice to any team members, and without their presence.

You should have no expectation of privacy in any of these areas. We assume no responsibility for the loss of, or damage to, your property maintained on Restaurant premises including that kept in lockers and desks.

7.0 Benefits

7.2 Exempt Personnel

If you are classified as exempt at the time of your hiring, you are not eligible for overtime pay as otherwise required by federal, state, or local laws. If you have a question regarding whether you are exempt or nonexempt, contact your Manager for clarification.

7.3 Regular Full-Time Personnel

Regular full-time team members are those who have completed their introductory period and are regularly scheduled to work more than 30 hours per week. Unless stated otherwise or specifically permitted by law, all the benefits provided to team members at Ando of Stadium, LLC are for regular full-time team members only. This includes vacation, holiday pay, health insurance, and other benefits coverage.

7.4 Regular Part-Time Personnel

All team members who work fewer than 30 hours per week are considered part time. Part-time team members are not eligible for Ando of Stadium, LLC benefits unless specified otherwise in this handbook, in the benefit plan summaries, or specifically permitted by law.

7.5 Workers' Compensation Insurance Policy

Workers' compensation is a no-fault system designed to provide benefits to all team members for work-related injuries. Workers' compensation insurance coverage is paid for by employers and governed by state law. The workers' compensation system provides for coverage of medical treatment and expenses, occupational disability leave, and rehabilitation services, as well as payment for lost wages due to work related injuries. If you are injured on the job while working at Ando of Stadium, LLC, no matter how slightly, you are to report the incident immediately to your Manager. Consistent with applicable state law, failure to report an injury within a reasonable period of time could jeopardize your claim for benefits.

To receive workers' compensation benefits, notify your Manager immediately of your claim. If your injury is the result of an on-the-job accident, you must fill out an accident report. You will be required to submit a medical release before you can return to work.

7.6 COBRA

The Consolidated Omnibus Budget Reconciliation Act (COBRA) provides the opportunity for eligible Ando of Stadium, LLC team members and their beneficiaries to continue health insurance coverage under the Restaurant health plan when a "qualifying event" could result in the loss of eligibility. Qualifying events include resignation, termination of employment, death of an employee, reduction in hours, a leave of absence, divorce or legal separation, entitlement to Medicare, or where a dependent child no longer meets eligibility requirements.

Contact your Manager to learn more about your COBRA rights.

7.7 Military Leave (USERRA)

Ando of Stadium, LLC complies with applicable federal and state law regarding military leave and re-employment rights. Unpaid military leave of absence will be granted to members of the uniformed services in accordance with the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA; with amendments) and all applicable state law. You must submit documentation of the need for leave to your Manager. When returning from military leave of absence, you will be reinstated to your previous position or a similar position, in accordance with state and federal law. You must notify your Manager of your intent to return to employment based on requirements of the law. For more information regarding status, compensation, benefits, and reinstatement upon return from military leave, contact your Manager.

7.8 Food and Drink Discounts

Employees of Ando of Stadium, LLC are extended at 25% discount on food and beverages. This can be extended to a guest provided they are on your tab.

8.1 Policy Against Violence

As the safety and security of our team members, vendors, contractors, and the general public is in the best interests of Ando of Stadium, LLC, we are committed to working with our team members to provide a work environment free from violence, intimidation, and other disruptive behavior.

Zero Tolerance Policy

The Restaurant has a zero tolerance policy regarding workplace violence and will not tolerate acts or threats of violence, harassment, intimidation, and other disruptive behavior, either physical or verbal, that occurs in the workplace or other areas. This applies to management, co-workers, team members, and non-employees such as contractors, customers, and visitors.

Workplace violence can include oral or written statements, gestures, or expressions that communicate a direct or indirect threat of physical harm, damage to property, or any intentional behavior that may cause a person to feel threatened.

Prohibited Conduct

Prohibited conduct includes, but is not limited to:

* Physically injuring another person.

* Threatening to injure a person or damage property by any means, including verbal, written, direct, indirect, or electronic means.

* Taking any action to place a person in reasonable fear of imminent harm or offensive contact.

* Possessing, brandishing, or using a firearm on Restaurant property or while performing Restaurant business except as permitted by state law.

* Violating a restraining order, order of protection, injunction against harassment, or other court order.

Reporting Incidents of Violence

Report to your Manager, in accordance with this policy, any behavior that compromises our ability to maintain a safe work environment. All reports will be investigated immediately and kept confidential, except where there is a legitimate need to know. You are expected to cooperate in any investigation of workplace violence.

Violations

Violating this policy may subject you to criminal charges as well as discipline up to and including immediate termination of employment.

Retaliation

Victims and witnesses of workplace violence will not be retaliated against in any manner. In addition, you will not be subject to discipline for, based on a reasonable belief, reporting a threat or for cooperating in an investigation.

If you initiate, participate, are involved in retaliation, or obstruct an investigation into conduct prohibited by this policy, you will be subject to discipline up to and including termination.

If you believe you have been wrongfully retaliated against, immediately report the matter to your Manager.

9.0 Trade Secrets and Inventions

9.1 Confidentiality and Nondisclosure of Trade Secrets

As a condition of employment, Ando of Stadium, LLC team members are required to protect the confidentiality of Restaurant trade secrets, proprietary information, and confidential commercially-sensitive information (i.e. financial or sales records/reports, marketing or business strategies/plans, product development, customer lists, patents, trademarks, etc.) related to the Restaurant. Access to this information should be limited to a "need to know" basis and should not be used for personal benefit, disclosed, or released without prior authorization from management. If you have information that leads you to suspect that team members or competitors are obtaining such information, you are required to inform your Manager or LLC Manager.

Violation of this policy may result in discipline or termination, and may subject the violator to civil liability.

10.0 Washington Policies

10.1 At-Will Employment

Your employment with Ando of Stadium, LLC is on an "at-will" basis. This means your employment may be terminated at any time, with or without notice and with or without cause. Likewise, we respect your right to leave the Restaurant at any time, with or without notice and with or without cause.

Nothing in this handbook or any other Restaurant document should be understood as creating a contract, guaranteed or continued employment, a right to termination only "for cause," or any other guarantee of continued benefits or employment. Only the LLC Manager has the authority to make promises or negotiate with regard to guaranteed or continued employment, and any such promises are only effective if placed in writing and signed by the LLC Manager.

11.0 Introductory Language and Policies

11.1 Revisions to Handbook

This handbook is our attempt to keep you informed of the terms and conditions of your employment, including Ando of Stadium, LLC policies and procedures. The handbook is not a contract. The Restaurant reserves the right to revise, add, or delete from this handbook as we determine to be in our best interest, except the policy concerning at-will employment. When changes are made to the policies and guidelines contained herein, we will endeavor to communicate them in a timely fashion, typically in a written supplement to the handbook or in a posting on company bulletin boards.

12.0 Hiring and Orientation Policies

12.1 Disability Accommodation

Ando of Stadium, LLC complies with the Americans with Disabilities Act (ADA), the Pregnancy Discrimination Act, and all applicable state and local fair employment practices laws, and is committed to providing equal employment opportunities to qualified individuals with disabilities (including pregnancy-related disabilities). Consistent with this commitment, the Restaurant will provide a reasonable accommodation to disabled team members if the reasonable accommodation would allow the individual to perform the essential functions of the job, unless doing so would create an undue hardship.

If you require an accommodation because of your disability, notify your Manager. When making your request for an accommodation, include relevant information such as:

* A description of the proposed accommodation.

* The reason you need an accommodation.

* How the accommodation will help you perform the essential functions of your job.

After receiving your request, the Restaurant will engage in an interactive dialogue with you to determine the precise limitations of your disability and explore potential reasonable accommodations that could overcome those limitations. The Restaurant encourages you to suggest specific reasonable accommodations that you believe would allow you to perform your job. However, the Restaurant is not required to make the specific accommodation requested by you and may provide an alternative accommodation, to the extent any reasonable accommodation can be made without imposing an undue hardship on the Restaurant.

The Restaurant will not discriminate or retaliate against team members for requesting an accommodation.

12.2 EEO Statement and Nonharassment Policy

Equal Opportunity Statement

Ando of Stadium, LLC is committed to the principles of equal employment. We are committed to complying with all federal, state, and local laws providing equal employment opportunities, and all other employment laws and regulations. It is our intent to maintain a work environment that is free of harassment, discrimination, or retaliation because of age (40 and over), race, color, national origin, ancestry, religion, sex, pregnancy (including childbirth, lactation, and related medical conditions), physical or mental disability, genetic information (including testing and characteristics), veteran status, uniformed servicemember status, or any other status protected by federal, state, or local laws. The Restaurant is dedicated to the fulfillment of this policy in regard to all aspects of employment, including but not limited to recruiting, hiring, placement, transfer, training, promotion, rates of pay, and other compensation, termination, and all other terms, conditions, and privileges of employment.

The Restaurant will conduct a prompt and thorough investigation of all allegations of discrimination, harassment, or retaliation, or any violation of the Equal Employment Opportunity Policy in a confidential manner. The Restaurant will take appropriate corrective action, if and where warranted. The Restaurant prohibits retaliation against team members who provide information about, complain about, or assist in the investigation of any complaint of discrimination or violation of the Equal Employment Opportunity Policy.

We are all responsible for upholding the Equal Employment Opportunity Policy. Any claimed violations of this policy should be brought to the attention of your Manager.

Policy Against Workplace Harassment

Ando of Stadium, LLC has a strict policy against all types of workplace harassment, including sexual harassment and other forms of workplace harassment based upon an individual's age (40 and over), race, color, national origin, ancestry, religion, sex, pregnancy (including childbirth, lactation, and related medical conditions), physical or mental disability, genetic information (including testing and characteristics), veteran status, uniformed servicemember status, or any other status protected by federal, state, or local laws. All forms of harassment of, or by, team members, vendors, visitors, customers, and clients are strictly prohibited and will not be tolerated.

Sexual Harassment

Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when (1) submission to such conduct is made either explicitly or implicitly as a term or condition of an individual's employment; (2) submission to, or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or (3) such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive work environment.

While it is not possible to identify every act that constitutes or may constitute sexual harassment, the following are some examples of sexual harassment:

* Unwelcome requests for sexual favors;

* Lewd or derogatory comments or jokes;

* Comments regarding sexual behavior or the body of another;

* Sexual innuendo and other vocal activity such as catcalls or whistles;

* Obscene letters, notes, emails, invitations, photographs, cartoons, articles, or other written or pictorial materials of a sexual nature;

* Repeated requests for dates after being informed that interest is unwelcome;

* Retaliating against another for refusing a sexual advance or reporting an incident of possible sexual harassment to the Restaurant or any government agency;

* Offering or providing favors or employment benefits such as promotions, favorable evaluations, favorable assigned duties or shifts, etc., in exchange for sexual favors; and

* Any unwanted physical touching or assaults, or blocking or impeding movements.

Other Harassment

Other workplace harassment is verbal or physical conduct that insults or shows hostility or aversion toward an individual because of the individual's age (40 and over), race, color, national origin, ancestry, religion, sex, pregnancy (including childbirth, lactation, and related medical conditions), physical or mental disability, genetic information (including testing and characteristics), veteran status, uniformed servicemember status, or any other status protected by federal, state, or local laws.

Again, while it is not possible to list all the circumstances that may constitute other forms of workplace harassment, the following are some examples of conduct that may constitute workplace harassment:

* The use of disparaging or abusive words or phrases, slurs, negative stereotyping, or threatening, intimidating, or hostile acts that relate to the above protected categories;

* Written or graphic material that insults, stereotypes, or shows aversion or hostility toward an individual or group because of one of the above protected categories and that is placed on walls, bulletin boards, email, voicemail, or elsewhere on our premises, or circulated in the workplace; and

* A display of symbols, slogans, or items that are associated with hate or intolerance toward any select group.

Reporting Discrimination and Harassment

If you feel that you have witnessed or have been subjected to any form of discrimination or harassment, you must immediately notify your Manager, Human Resources manager, or other manager at the Restaurant.

The Restaurant prohibits retaliation against team members who, based on a reasonable belief, provide information about, complain, or assist in the investigation of any complaint of harassment or discrimination.

We will promptly and thoroughly investigate any claim and take appropriate action where we find a claim has merit. Discipline for violation of this policy may include, but is not limited to, reprimand, suspension, demotion, transfer, and discharge. If the Restaurant determines that harassment or discrimination occurred, corrective action will be taken to effectively end the harassment. As necessary, the Restaurant may monitor any incident of harassment or discrimination to assure the inappropriate behavior has stopped. In all cases, the Restaurant will follow up as necessary to ensure that no individual is retaliated against for making a complaint or cooperating with an investigation.

12.3 Religious Accommodation

Ando of Stadium, LLC is dedicated to treating its team members equally and with respect and recognizes the diversity of their religious beliefs. All team members may request an accommodation when their religious beliefs cause a deviation from the Restaurant dress code or the individual's schedule, basic job duties, or other aspects of employment. The Restaurant will consider the request, but reserves the right to offer its own accommodation to the extent permitted by law. Some, but not all, of the factors that will be considered are cost, the effect that an accommodation will have on current established policies, and the burden on operations — including other team members — when determining a reasonable accommodation. At no time will the Restaurant question the validity of a person's belief.

Religious accommodation request forms are available from your Manager.

13.0 Wage and Hour Policies

13.1 Accommodations for Nursing Mothers

Ando of Stadium, LLC will provide nursing mothers reasonable paid break time to express milk for their infant child(ren) for up to one year following the child's birth.

To ensure privacy, you will be provided a private room, other than a restroom, to express milk. The room will be clearly designated and either have a lock or a sign on the door to indicate when the room is in use.

Expressed milk can be stored in company refrigerator or personal cooler. Sufficiently mark or label your milk to avoid confusion for other team members who may share the refrigerator.

You are encouraged to discuss the length and frequency of these breaks with your Manager.

13.2 Meal and Rest Periods Policy

Ando of Stadium, LLC strives to provide a safe and healthy work environment and complies with all federal and state regulations regarding meal and rest periods. Check with your Manager regarding procedures and schedules for rest and meal breaks. You will not be required to work more than five consecutive hours without a 30-minute meal break. A 10-minute rest period will be provided for every four hours of working time.

The Restaurant requests that team members accurately observe and record meal and rest periods. If you know in advance that you may not be able to take your scheduled break or meal period, let your Manager know; in addition, notify your Manager as soon as possible if you were unable to or prohibited from taking a meal or rest period.

13.3 Overtime Authorization

If you are nonexempt, you may qualify for overtime pay. All overtime must be approved in advance, in writing, by your Manager. You must request an overtime authorization form prior to working overtime.

At certain times Ando of Stadium, LLC may require you to work overtime. We will attempt to give as much notice as possible in this instance. However, advance notice may not always be possible. Failure to work overtime when requested or working unauthorized overtime may result in discipline, up to and including discharge.

Overtime pay of one and one-half times your regular rate of pay or average pay rate (if you perform work at different pay rates during the relevant week) is paid for any hours worked in excess of 40 hours in a workweek. Holidays, vacation days, and sick leave days do not count as time worked for computing overtime.

13.4 Pay Period

At Ando of Stadium, LLC, the standard pay period is biweekly for all team members. Pay dates are every other Friday. If a pay period falls on a holiday, you will be paid on the proceeding day. Special provisions may be required from time to time if holidays fall on pay dates. Check with your Manager if this type of date arises.

13.5 Paycheck Deductions

Ando of Stadium, LLC is required by federal, state, and local laws to withhold certain deductions from your paycheck. This includes income and unemployment taxes, Federal Insurance Contributions Act (FICA) contributions (Social Security and Medicare), and any other deductions required under law or by court order for wage garnishments. The amount of your tax deductions will depend on your earnings and the number of exemptions you list on your federal Form W-4 and applicable state withholding form. You may also authorize voluntary deductions from your paycheck, including contributions for insurance premiums, retirement plans, spending accounts, or other services. Your deductions will be reflected in your wage statement.

Contact the Manager with any questions about your paycheck.

13.6 Recording Time

Federal and state laws require Ando of Stadium, LLC to keep accurate records of hours worked by nonexempt (hourly) team members. Clock in no more than five minutes ahead of your start time and clock out no later than five minutes after your quitting time. All nonexempt team members are required to enter their hours worked accurately, including all lunch periods and any rest periods of more than 20 minutes. You are required to notify the Restaurant of any pay discrepancies, unrecorded or misrecorded work hours, or any involuntary missed meal or break periods.

Do not do any clocking in/out of any other team members or request that they do so for you. Be sure to indicate your days off. Any changes to your time card must be approved of and initialed by your Manager.

Falsification of time records or recording time for other team members may result in discipline up to and including termination of employment.

14.0 Performance, Discipline, Layoff, and Termination

14.1 Criminal Activity/Arrests

Involvement in criminal activity during employment, whether on or off Ando of Stadium, LLC property, may result in disciplinary action including suspension or termination of employment. Disciplinary action depends upon a review of all factors involved, including whether or not the action was work-related, the nature of the act, or circumstances that adversely affect attendance or performance. Any disciplinary action is not dependent upon the disposition of any case in court.

You are expected to be on the job, ready to work, when scheduled. Inability to report to work as scheduled as a result of an arrest may lead to disciplinary action, up to and including termination of employment, for violation of an attendance policy or job abandonment.

Any disciplinary action taken will be based on information reasonably available. This information may come from witnesses, police, or any other source as long as management has reason to view the source as credible.

14.2 Disciplinary Process

Violation of Ando of Stadium, LLC policies or procedures may result in disciplinary action including demotion, transfer, leave without pay, or termination of employment. The Restaurant encourages a system of progressive discipline depending on the type of prohibited conduct. However, the Restaurant is not required to engage in progressive discipline and may discipline or terminate team members who violate the rules of conduct, or where the quality or value of their work fails to meet expectations at any time. Again, any attempt at progressive discipline does not imply that your employment is anything other than on an "at-will" basis.

In appropriate circumstances, management will first provide you with a verbal warning, then with one or more written warnings, and if the conduct is not sufficiently altered, eventual demotion, transfer, forced leave, or termination of employment. Your manager will make every effort possible to allow you to respond to any disciplinary action taken. Understand that while the Restaurant is concerned with consistent enforcement of our policies, we are not obligated to follow any disciplinary or grievance procedure and that depending on the circumstances, you may be disciplined or terminated without any prior warning or procedure.

14.3 Post-Employment Reference Policy

Ando of Stadium, LLC policy is to confirm dates of employment and job title only. With written authorization, the Restaurant will confirm compensation. Forward any requests for employment verification to the LLC Manager.

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15.0 Benefits

15.2 Jury Duty Leave

Ando of Stadium, LLC encourages team members to fulfill their civic duties related to jury duty. If you are summoned for jury duty, notify your Manager as soon as possible to make scheduling arrangements.

If you are classified as exempt, you will not incur any deduction in pay for a partial week's absence due to jury duty. If you are classified as nonexempt, you will not be compensated for time spent on jury duty.

The Restaurant reserves the right to require team members to provide proof of jury duty service to the extent authorized by law.

The Restaurant will not retaliate against team members who request or take leave in accordance with this policy.

15.3 Leave for Victims of Domestic Violence, Sexual Assault, or Stalking Policy

If you are a victim, or a family member of a victim, of domestic violence, sexual assault, or stalking, Ando of Stadium, LLC will provide you with reasonable unpaid leave from work to take care of legal or law enforcement needs or to get medical treatment, social services assistance, or mental health counseling. Family member means a child, spouse, parent, parent-in-law, grandparent, or person you are dating. The Restaurant may request verification of your family relationship.

When possible, you must provide reasonable advance notice of the need for leave. If advance notice cannot be given because of an emergency or unforeseen circumstances due to domestic violence, sexual assault, or stalking, you or someone on your behalf must provide notice no later than the end of the first day you take leave.

You may be required to provide verification that you or your family member is a victim of domestic violence, sexual assault, or stalking and that the leave is being taken for purposes described above. Verification must be provided in a timely manner and will only be used to establish that the leave is legally protected. You may satisfy the verification requirements by providing the Restaurant with documents such as a police report, court order, or written statement.

With exception, information provided by you will be kept confidential. This includes:

* The fact that you or your family member is a victim of domestic violence, sexual assault, or stalking.

* That you have requested or obtained domestic violence leave.

* Any written or oral statement, documentation, record, or corroborating evidence you provide.

Information provided by you will only be disclosed under the following circumstances:

* When requested or consented to by you.

* When ordered by a court or administrative agency.

* Where otherwise required by applicable federal or state law.

Leave under this policy is unpaid; however, you may choose to use any accrued paid leave. Leave may be taken intermittently, on a reduced work schedule, or in a single block of time, as the circumstances warrant. During the leave, the Restaurant will maintain any health insurance coverage being provided in the same manner as if you had not taken leave.

The leave must be reasonable in duration, which will be determined by management and you, based upon the circumstances.

Upon return from leave, you will be reinstated to the position held prior to taking leave or to an equivalent position with equivalent benefits, pay, and other terms and conditions of employment, subject to certain exceptions as provided under Washington law.

The Restaurant will not retaliate against team members who request or take leave in accordance with this policy.

15.4 Military Family Leave

In accordance with the Washington Military Family Leave Act (MFLA), Ando of Stadium, LLC will provide team members who are the spouse of a military member up to 15 days of leave from work for each deployment when the military spouse is deployed or called up to active duty. The leave may be used prior to the deployment, or during the period when the military spouse is on leave during the deployment.

As used in this policy:

* Spouse includes same-sex spouses and state-registered domestic partners.

* Military member means a member of the U.S. Armed Forces, National Guard, or reserves.

To be eligible for such leave, you must work 20 or more hours per week.

To take military family leave, you must provide notice of intention to take leave within five business days of receiving official notice of an impending call or order to active duty or of a leave from deployment.

The leave provided under this policy is unpaid; however, you may substitute any available paid leave. You may split the 15-day leave between different periods of time (pre-deployment or while the military member is on leave during deployment). The total number of days of leave, however, cannot exceed 15 days per deployment.

The Restaurant may count FMLA-qualified leave related to a deployment as state MFLA leave if the leave is taken before the deployment, or during any period when the military spouse is on leave from deployment.

You will be allowed to continue available group health benefits at your own expense.

Upon return from leave, you will be restored to your prior position.

The Restaurant will not retaliate against team members who request or take leave in accordance with this policy.

15.5 Paid Sick Leave (Accrual Method)

Ando of Stadium, LLC provides paid sick leave benefits to eligible team members in accordance with Washington's Paid Sick Leave Law (Initiative 1433). If eligible, you may use sick leave for the following reasons:

* To care for your own mental or physical illness, injury, or health condition, including the need for medical diagnosis, care, or treatment, and preventive medical care.

* To care for a family member with a mental or physical illness, injury, or health condition, including the family member's need for medical diagnosis, care, or treatment, and preventive care.

* If and when the Restaurant closes for a health-related reason or when your child's school closes for a health-related reason.

* For absences that qualify for leave under the state's Domestic Violence Leave Act (DVLA).

Eligibility

All team members are eligible for paid sick leave.

Accrual and Usage

Eligible team members accrue one hour of paid sick leave for every 40 hours of work. Existing team members begin accruing paid sick leave as of January 1, 2018. New team members begin accruing paid sick leave on their first day of employment. You will not accrue paid sick leave during vacation, paid time off (PTO), or while using paid sick leave.

For purposes of this policy, the accrual year is January 1st through December 31st. Eligible team members may carry over up to 40 hours of accrued, unused paid sick leave to the following year.

Eligible team members are entitled to begin using accrued paid sick leave on their 80th hour of employment.

Notice

If the need for paid sick leave is foreseeable, team members must provide notice to their Manager as early as practicable, before the first day paid sick leave is used.

If the need for paid sick leave is unforeseeable, team members must contact their Manager as soon as possible before the required start of their shift.

If possible, notification should include the expected duration of the absence.

If circumstances allow, team members should provide notice as soon as they learn of the need for paid sick leave.

Payment Upon Termination

You will not be paid for any unused paid sick leave when your employment ends. Unused sick days may not be converted to a cash payment. You may be required to use available sick leave during family and medical leave, disability leave, or other leave.

Reinstatement of Paid Sick Leave Upon Rehire

The Restaurant will reinstate previously accrued, unused paid sick leave if you separate and are rehired within 12 months.

Retaliation

The Restaurant will not retaliate against team members who request or take leave in accordance with this policy.

15.6 Voting Leave

If your work schedule prevents you from voting on Election Day, Ando of Stadium, LLC will allow you a reasonable time off to vote. The time when you can go to vote will be at the discretion of your Manager, consistent with applicable legal requirements.

16.0 Safety and Loss Prevention

16.1 Drug and Alcohol Policy

Ando of Stadium, LLC considers drug and alcohol abuse a serious matter that will not be tolerated. The Restaurant absolutely prohibits team members from using, selling, possessing, or being under the influence of illegal drugs, alcohol, or a controlled substance or prescription drug not medically authorized while at their job, on Restaurant property, or while on work time.

Therefore, it is Restaurant policy that:

1. You may not report to work under the influence of alcohol, illegal drugs, or any controlled substance or prescription drug not medically authorized.

2. You may not possess or use alcohol, illegal drugs, or any controlled substance or prescription drug not medically authorized while on company property or on company business.

We also caution against use of prescribed or over-the-counter medication, which can affect your ability to perform your job safely, or the use of prescribed or over-the-counter medication in a manner violating the recommended dosage or instructions from the doctor. You must have a valid prescription for any prescription medication used while working for the Restaurant. Inform your manager prior to working under the influence of a prescribed or over-the-counter medication that may affect your ability to perform your job safely. If the Restaurant determines that the prescribed or over-the-counter medication does not pose a safety risk, you will be allowed to work. Failure to comply with these guidelines concerning prescription or over-the-counter medication may result in disciplinary action, up to and including termination of employment.

A violation of this policy will result in disciplinary action, up to and including termination of employment.

16.2 General Safety Policy

It is the responsibility of all Ando of Stadium, LLC team members to maintain a healthy and safe work environment. Report all safety hazards and occupational illnesses or injuries to your manager immediately and complete an occupational illness or injury form as needed. Failure to follow the Restaurant health and safety rules may result in disciplinary action, up to and including termination of employment.

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Closing Statement

Thank you for reading our handbook. We hope it has provided you with an understanding of our mission, history, and structure as well as our current policies and guidelines. We look forward to working with you to create a successful Restaurant and a safe, productive, and pleasant workplace.

Vathunyu Nanakornphanom, LLC Manager

Ando of Stadium, LLC

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