Civility, Equal Employment Opportunity and Non-Harassment Policy 

Chick-fil-A at Orland Park is committed to a civil and respectful work environment. Our restaurant values all persons, and is committed to the principle that we should treat each other and those who come into contact with our business with honor, dignity, and respect. We highly value professional relationships, and we are committed to maintaining a work environment that is cordial, positive and professional. 

Chick-fil-A at Orland Park is an equal opportunity employer, and we make employment decisions on a non-discriminatory basis. It has been and shall continue to be our policy that we do not discriminate in employment decisions based upon sex, race, color, religion, national origin, ancestry, citizenship, pregnancy, age, physical or mental disability, service in the uniformed services, genetic information, and/or any other protected status, classification or factor, in accordance with the requirements of all federal, state and local laws. This policy applies to all aspects of the employment process, including, but not limited to, hiring, job assignment, promotion, evaluation, compensation decisions, and separate decisions. It is expected that all individuals will avoid any behavior, action, decision, and/or conduct that is inconsistent with this policy. 

Chick-fil-A at Orland Park is committed to maintaining a work environment free from any form of harassment. It has been and will continue to be the policy of our restaurant that our work environment will be free from all forms of harassment, including, but not limited to, sexual harassment, and harassment based on or because of race, color, religion, national origin, ancestry, citizenship, pregnancy, age, physical or mental disability, service in the uniformed services, genetic information, and/or any other protected status, classification or factor, in accordance with the requirements of all federal, state and local laws. We prohibit and will not tolerate any such harassing conduct, whether intentional or unintentional. 

Harassment that violates our policy includes any verbal or physical conduct that denigrates, demeans, or shows hostility toward an individual, because of the person’s sex, race, color, religion, national origin, ancestry, citizenship, pregnancy, age, physical or mental disability, service in the uniformed services, genetic information or any other protected classification. Harassment may include, but is not limited to, epithets, slurs, jokes, or other verbal or physical conduct relating to an individual’s sex, race, color, religion, national origin, ancestry, citizenship, pregnancy, age, physical or mental disability, service in the uniformed services, genetic information or any other protected classification. 

Prohibited sexual harassment can include, but are not limited to: 

Unwelcome sexual advances, propositions or statements; 

Unwelcome physical conduct such as touching, or impeding or blocking movements; 

Verbal conduct such as making or using derogatory comments, explicit jokes, or comments about a person’s body or dress; and or 

Any other visual, verbal or physical conduct of a sexual nature by any employee, supervisor, manager or other person 

Same sex harassment is also prohibited by the law and by our policies. Accordingly, inappropriate harassment by males toward or against another male, or by females toward or against another female, is prohibited. 

Our policy prohibiting harassment applies regardless of the parties’ relationship to our restaurant. This policy prohibits harassment not only by or toward a coworker, subordinate or a supervisor, but also harassment by or toward persons doing business with or for our Restaurant (including, but not limited to, customers, vendors, contractors, suppliers, etc.). 

Everyone is accountable for reporting concerns or perceived violations of this policy. Every individual has responsibility for ensuring compliance with this policy. Chick-fil-A at Orland Park cannot resolve matters that are not brought to the attention of an appropriate member of management. Accordingly, anyone who believes he or she is being subjected to prohibited discrimination, harassment or retaliation by a co-worker, manager, or any other individual (whether or not the individual is employed at our Restaurant), or anyone who believes he or she has witnessed or learned of such conduct, is directed to immediately report such incidents and/or information to the Operator or their Manager. If for any reason a team member is uncomfortable discussing the matter with these individuals (or is unable to do so), the team member is directed to report the matter to the Human Resources Manager or the Marketing Director. 

Chick-fil-A at Orland Park will respond appropriately if concerns or issues are reported. Our Restaurant takes concerns or reports implicating this policy seriously. We will conduct or direct a prompt and thorough investigation of any report, observation or complaint of discrimination, harassment or retaliation. We will take corrective action as may be appropriate based on the results of any such investigation. Since allegations of this nature are very serious for all parties concerned, employees will be expected to cooperate fully with any efforts to conduct investigations and otherwise enforce this policy. For the same reasons, all reports or complaints will be handled as confidentially as possible. Information related to a report or investigation will be shared only on a limited “need to know” basis. 

Chick-fil-A at Orland Park will not condone retaliation against anyone who makes a good faith report or complaint. It has been and shall continue to be our policy that we will not tolerate any form of retaliation against anyone who, in good faith, makes a report or complaint of harassment or discrimination, cooperates in a harassment or discrimination investigation, or participates in any aspect of the equal employment opportunity enforcement process. 

Violations of this policy will be taken seriously and will result in appropriate corrective action. Any employee determined to have violated this policy will be subject to appropriate disciplinary action, up to, and including termination of employment. Violations of this policy include, but are not limited to, discriminatory, harassing or retaliatory conduct; failure or refusal to participate in an investigation concerning reported incidents of potential policy violations; or other actions contrary to this policy. 

Our policy also provides for “reasonable accommodation” of disabilities on a case-by-case basis, in accordance with applicable law. As part of Chick-fil-A at Orland Park’s commitment to equal employment opportunity, it is and has been our policy to ensure that all individuals are provided equal employment opportunities without regard to disability. Accordingly, we will make reasonable accommodations for the physical and/or mental limitation(s) of an otherwise qualified individual with a disability - whether an applicant or a current employee - unless undue hardship would result. 

If an individual believes that he or she needs a reasonable accommodation due to a disability, it Is the individual’s responsibility to inform the Operator or their Manager and request a reasonable accommodation. Requests for a reasonable accommodation and other inquiries, reports or information provided pursuant to this policy will be maintained as confidentially as possible, with information being disclosed only on a need to know basis. Upon notification that a disability may exist, Chick-fil-A at Orland Park will engage in an interactive process with the individual to determine whether a reasonable accommodation can be made without resulting in undue hardship. We may need information from an employee’s physician(s) or other health care provider(s) to determine whether an appropriate reasonable accommodation can be implemented. Determining whether a reasonable accommodation exists and is appropriate is an individualized process. Decisions will be made on a case-by-case basis, depending on the individual involved, the essential functions of the job in question, and any other relevant factors. Although we cannot guarantee that we will provide any particular accommodation or an accommodation that has been requested by an individual, we will do our part to ensure that individuals with disabilities have an equal opportunity to compete in the workplace.