2025 PPFV - Use Execution Guide Alongside

All employees are paid for all hours worked, including appropriate shift premiums. Regular pay rises are given.

Crew and Managers are scheduled for and receive timely breaks and rest periods between shifts according to restaurant policy and local legal requirements (Pay period report checked for over 48 hours)

All employees have the right to work (e.g. passport, visa) based on local laws (Including salaried)

All young workers are working per local legislative minimums and guidelines.

All employee files and personal information are stored securely and kept as long as local laws require.

Restaurant has a clear Anti - Bullying and Harassment policy, dedicated SRI training program for crew and managers, and a process/mechanism in place for crew and managers to report any claims or concerns. Policy and reporting mechanism are communicated to new hires within the first three days of onboarding and are visible to crew and managers within the restaurant. Reporting mechanism is displayed and includes Franchisee organisation information, for raising concerns directly.<br>Records indicate that SRI eLearning is at 100% completion for both crew and managers within 14 days of their first shift. Creating Belonging eLearning is at 100% for both crew and managers within 28 days of their first shift. Red Flag Posters are up with Lianne and Laura email. Zero tolerance poster on Front door, booth window & courier area

Restaurant has a clear Workplace Violence Prevention (WVP) policy, dedicated WVP training program for crew and managers, CCTV, and a process/mechanism in place for crew and managers to report any claims or concerns. Policy and reporting mechanism are communicated to new hires within the first three days of on-boarding and are visible to crew and managers within the restaurant. Reporting mechanism is displayed and includes Franchisee/DL's organisation information, for raising concerns directly.<br>Records indicate that WVP training is at 100% completion by both crew and managers within 14 days of their first shift/promotion.<br>Zero tolerance posters are up and available in restaurant

Restaurant has done a restaurant survey, such as Love to Listen at least once per quarter, with an accompanying action plan.

Does the restaurant recruit foreign migrant employees, who include employees that are recruited and migrate from their country of origin to another country where they require employer sponsored permit to work?

Restaurant demonstrates responsible recruitment of all foreign migrant employees. If not, check why (Note: If P9a is No, mark this question as N/A): Action: 30 day follow up is required if the Restaurant Manager does not have the knowledge necessary to answer, a 60 day follow up is required if exceptions exist. Have all employees who conduct interviews completed the Interview Proficiency Training e-learning.

Restaurant ensures paid time off (holiday) is given to all employees (Review Time off Summary Report)

Restaurant adheres to local laws and policy around statutory leave (sick leave, paid family time off, maternity, paternity etc.)

Restaurant utilises flexible scheduling practices and follows specific market regulations (e.g. flexible contracts, Guaranteed or Banded Minimum Hours Contracts). Schedule to be posted 14 days in advance

An EAP (Employee Assistance Program) line is in place as a resource for all restaurant employees to use for personal issues and concerns.

Restaurant is clearly communicating and executing apprenticeship programmes.<br>Please mark N/A for Ireland, as not applicable.

Restaurant is leveraging the Global Restaurant Leadership programs (BMs, AM, and Shift Leaders) and managers are certified after a specified time.<br>Check all CT's have completed Crew Trainer 2022 Curriculum and CT verifications are in date <br>Check all managers have completed SLDP 3.0/SLV/DFS verifications are in date

Restaurant is leveraging a crew development program and hospitality program.

The restaurant creates a working environment of inclusion and has actively engaged with Managers/Crew on Diversity Equity Inclusion (DEI). BM to attend Creating Belonging Workshop<br>DE&I to be included in L2L action plans and People Strategy (SWOT Analysis and Action Plan)

Restaurant has a completed People Strategy that is being implemented effectively<br>

Restaurant has a workforce plan and is actively building sustainable numbers. Check Cost Optimisation Report (Dashboard-Dashboard-Cost Optimasation)

The restaurant has a comprehensive and consistent on-boarding process in place and executed correctly for Crew and Customer Experience Leaders<br>MyWelcome HIG chats and check ins completed <br>

Restaurant offers a range of benefits (e.g meals, service awards and Pension) that are communicated to all employees.

Crew Room/break area provided meets McDonald’s standards (e.g. comfortable, welcoming, not used for storage).

Restaurants create a culture of recognition and appreciation, leveraging the recognition programmes available, ensuring recognition is timely and ongoing.<br>Review 3 PR's (at least one Salaried) to check for completion and have been signed by crew

Restaurant is aware of Modern Slavery Risks and has clear measures in place to monitor<br>indicators of Modern Slavery risk, and clear processes to address possible Modern Slavery<br>concerns.<br>Check Modern Slavery poster is up in toilet (not next to Anti Bullying Poster)

Restaurant actively monitors employees working over 48 hours per week.