CREW MEMBERS

HANDBOOK
updated
January 2017

GLDN NUGTS INC.

P.O. Box 900
Owasso Ok 74055
918-272-4161
 WELCOME TO THE McDONALD’S TEAM

We’re glad to have you with us. Whether it’s for a part-time job or career, we
want you to enjoy working here.

This is your handbook. It has been designed by your McDonald’s to make you
feel at home in your new job, and to give you some necessary information. Please read it
carefully. Reviewing it from time to time will help you make the best of your
McDonald’s experience.

If, at any time, you have questions concerning the handbook or are puzzled about
correct procedures, you are encouraged to discuss them with a member of your
restaurants
management team.

As you are reading the handbook, you will find many reasons for our success.
But no single factor is more important than the dedication and effort of McDonald’s
employees. Our competitors can copy many of our secrets, but they can’t duplicate our
pride, our enthusiasm and our dedication for this business. The McDonald’s spirit is
exclusively ours and yours.

We know you’ll find your stay with us a happy and rewarding experience.

WE’RE GLAD TO HAVE YOU WITH US. WELCOME!

Tim and Patty Rich

OWNER-OPERATORS
________________________________________________________________________

A FEW WORDS ABOUT OUR CUSTOMERS

Our customers are the lifeblood of our business. Without them, we have no
reason to open our doors. Therefore, our goal every minute of every hour that our
restaurants are open is to make our customers glad they came to our McDonald’s.

Your role in satisfying our customers cannot be overstated. You are critical. A
member of your management team will be talking with you more specifically about what
you can do to make a very real difference in your restaurant’s success.

How do we make our customers glad they visited our McDonald’s? It’s a
combination of things: the food selection and taste; the experience our customers have
being served; the cleanliness of the restaurant – at the counter, in the drive-thru, in the
dining room, in the restrooms and in the parking lot. All of these combine to create a
good or bad impression with our customers. One thing wrong can prevent customers
from returning. Several things done really well can make those customers very loyal to
us. As you gain experience working at our McDonald’s, you’ll probably have ideas about
how we could improve our service to our customers. Share your ideas! Our continued
success as a restaurant depends on new, fresh thinking, so don’t hesitate to speak up.

The bottom line is this: Treat your customers like guests in your own home.
Whether you are working the drive-thru, cleaning the dining room or grilling a
hamburger, you have many opportunities to delight your customers.
________________________________________________________________________

DOING WHATEVER IT TAKES

We have a saying at this McDonald’s that sums up our approach to customer

service: “Doing whatever it takes.” It means that each of us must find the best ways to
make our customers happy – especially when they come to us with complaints.

“Doing whatever it takes” can mean different things at McDonald’s. During your
orientation and first weeks on the job, make sure to talk with your General Manager
about how your restaurant is meeting with that commitment and what your role will be to
satisfy your customers.

_______________________________________________________________________

YOUR NEW JOB

As a new employee, you may be a bit nervous; that is fine – it proves you care.
When you get on the job, you will probably feel like you have two left hands. You may
even think you are the only person in the world with butterflies in their stomach. These
jitters are not exclusively yours. Try to remember that the person next to you, doing
everything so fast and easily, was in the same boat once. The skill and coordination
required to do the job right can be learned. Be patient. If you try to go too fast at first,
you can develop bad habits. In a short time, with training and practice, you too can be
proficient – A PRO!
________________________________________________________________________
 OUR BENEFITS

Taking care of the people who take care of our customers is one of your
management team’s top priorities. After all, it makes good business sense to treat our
employees as well as we want them to treat our customers. We know that satisfied
employees lead to satisfied customers.

In this section, we’ll outline seven of the key benefits of working at our
McDonald’s:

¥ Training
¥ Career Opportunities
¥ Safety
¥ Workplace Injuries
¥ The Money
¥ Performance Reviews and Merit Increases
¥ Communication
¥ Extras
¥ Leave of Absence
________________________________________________________________________

TRAINING

Much of this McDonald’s success can be attributed to our emphasis on training.

We are committed to giving you the latest information about new technology and
restaurant procedures to help you serve your customers. Your management team will
discuss your training needs and provide you with the instruction you need to be
successful.

Learning isn’t limited to formal training, however. As we’ve mentioned earlier in

this handbook, employees consciously as well as unconsciously pick up many important
job skills at McDonald’s. These skills will help you throughout your work life, whether
you stay with our McDonald’s or continue your career at another company. Here are just
a few examples:

¥ You’ll learn quality control, inventory management, sales building, equipment

maintenance, and sound safety procedures.

¥ You’ll gain experience in interacting with people and troubleshooting.

¥ You’ll sharpen your teamwork skills.

 ¥ You will be cross trained in a variety of positions so that you gain a broad range
of job experiences.

¥ You may be given opportunities to develop management skills and to further your
career at our McDonald’s.

Your experience with our highly recognized and respected franchise will improve your
performance and career options in any future job.

_____________________________________________________________________

CAREER OPPORTUNITIES

A little known fact is that many of McDonald’s managers in our restaurants and
offices started as crew. And thousands more of today’s top executives in companies
across the U.S. also had their first work experience and developed valuable career skills
in McDonald’s restaurants.

If you show a flair for, and an interest in, management and people supervision,
you should begin thinking about longer-term career opportunities at McDonald’s. A
typical career path could look like this:
AND BEYOND
DEPARTMENT MANAGER
SHIFT MANAGER
CREW TRAINER
CREW PERSON

We encourage you to give some thought to your ambitions and career interests
and talk them over with your restaurant manager.
________________________________________________________________________

SAFETY

Our number one priority is your personal safety while on the job. You can be
certain that your management team will do everything possible to ensure that you and
your fellow team members are provided with a safe work environment.

To help us continue to provide a safe place to work, we welcome any safety

suggestions you have. Bring them to the attention of your management team, so that the
unsafe condition may be corrected immediately.
 We ask that you do your part in maintaining a safe work environment by working
safely, wearing safety equipment when required, observing our safety rules, and keeping
our work place neat and clean.
________________________________________________________________________

WORK PLACE INJURIES

In the unlikely event you are injured, please immediately report the incident to
your manager. We provide protection against job-sustained injuries and loss of work
through worker’s compensation insurance. This protection is paid entirely by this
McDonald’s franchise. All medical, hospital and surgical expenses for job-sustained
injuries are covered under this policy. You must receive initial treatment by our approved
company physician. (GLDN NUGTS INC.)* has been selected to manage the medical
care and treatment you may receive in the event you suffer a work related injury. If you
seek treatment for work-related injury outside of the USABLE network, the medical costs
incurred will not be covered by your employer (unless an emergency).

Your Role:
¥ Be familiar with the information on the GLDN NUGTS INC. Posting Notice which
has been posted at your work site.
¥ If you become injured on the job, please be advised that the GLDN NUGTS INC. has
selected the
Company Nurse as the initial contact for treatment.
Call Company Nurse: 1(888)770-0932

If Company Nurse wants you to seek further treatment then

you should utilize our company physicians. All restaurants MUST utilize this clinic.

¥ If your injury requires emergency care, go directly to the nearest Emergency Room.

¥ Our company has an established Early Return to Work Program in which we offer
alter-native or modified work duties to a rehabilitating employee in exchange for their
early return to work. With a doctor’s permission, an offer of part-time or different
work duties that an employee can perform during rehabilitation of an injury or illness
will be made and will continue until the employee can resume their former job
responsibilities. The employee is obligated to accept an offer of modified work
duties, otherwise the benefits may cease.

If you have any question on how to access the GLDN NUGTS INC. program you
may call our offices at 918-272-4161 which will connect you with our representative
fully knowledgeable of the GLDN NUGTS INC..
Your Rights, Responsibilities and Obligations
¥ Keep your supervisor informed of your injury.
¥ To receive all care for work-related injuries through the GLDN NUGTS INC.
program and to follow the treatment plan prescribed by your primary treating
provider.
¥ Emergency care does not need pre-certification.
¥ You are to notify your supervisor immediately if any provider(s) submits “balance
bills” directly to you for payment. Balance billing is the excess amount for medical
service charges that the insurance carrier disputes and refuses payment to the
provider. Any provider who submits a bill to you for payment of the excess amount
is considered to have “balance billed”.

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THE MONEY

You will be paid every two weeks. The payroll closes every other Tuesday.
Employees cannot be paid before the normal payroll cycle. Checks will be available for
Pickup the Tuesday after Payroll ends. If the restaurant is busy checks will be handed out
as soon as customers are waited on.

As a crew member, your starting wage will be at or above the prevailing

minimum wage of $7.25 per hour.
________________________________________________________________________

PERFORMANCE REVIEWS AND MERIT INCREASES

McDonald’s is a Pay for Performance Company!

This means that the better you do your job, the more money you can make!

Your Management Team will formally review your job performance twice each
year. Reviews are based on hire date or promotion date. This is your chance to see how
well you are doing and how you can improve. Based on your performance level, you will
be considered for a pay increase. The better your performance, the better your pay
increase.

up to a maximum
If your rating is: then your raise is: hourly rate of:
Exceptional .25 $9.00
Significant .15 $8.50
Some improvement .10 $8.00
Unacceptable -0- $7.50
 Upon reaching the maximum hourly rate an employee is eligible for one-half the
standard merit increase. This will occur once annually. You will, however, continue to
receive 2 performance reviews a year. If your performance improves or you are
promoted to a position with a higher maximum rate you will return to 2 wage reviews a
year.

The positions of Crew Trainer, Shift Manager, and Maintenance Person have a
higher starting rate and higher maximum rate. If you are interested in applying for one of
these positions, talk with a member of your Restaurant Management Team or Supervisor
for information.

Ways to earn pay rate increase:

¥ Verifications of foundations thru FRED, one crew station and review within 30 days
¥ Crew trainer must be verified on FRED and training book
¥ Promotion to shift manager
¥ Become a maintenance person
________________________________________________________________________

COMMUNICATION

Satisfying the needs of our employees and customers requires frequent

communication. Your managers will be communicating with you in several ways. They
will also be asking for your input on how to make things better. Here are some of the
communication tools we use in this restaurant:

¥ Focus Groups (Rap Sessions): These are small, informal group discussions of
ideas,suggestions and problems. They are held as needed and may be initiated by
management or by a crew person such as yourself.
¥ Crew Meeting: These formal meetings are held to discuss policies, upcoming events
and sales promotions, or special situations. As with Focus Groups, you will be paid
to attend these meetings. We make an extra effort to make sure these meetings are
fun and productive for you.
¥ Opinion Surveys: Our employees’ opinions about our restaurant operations are very
important to us. So from time to time, management may ask that you participate in an
opinion survey. Your responses are always anonymous so that we can assure you of
complete confidentiality.

We use the results of the surveys to see how we’re doing and give us an idea of where
we need to make improvements.

¥ Your Own Ideas: As you work, you may find a method that saves time and energy,
or you
 may have some constructive criticism to offer. We welcome your input. In fact, many
of our crew person’s suggestions have been adopted at this McDonald’s. Please feel free
to share your thoughts with your management team.
¥ Open Door: At our McDonald’s, we value the results we have gained by keeping the
door open for communication from any employee. If you feel you are not getting
your message or ideas across, or if you have a problem you cannot resolve, contact
your manager.
_______________________________________________________________________

EXTRAS

¥ Meal Discount: Strict adherence to the meal policy guidelines is imperative. Any
violations will result in termination. Meals based on the following guidelines:
1. Employees are entitled to one Free meal discount during your shift. (Crew
Trainer, Shift manager, and Maintenance Person are allowed two free meals.)
2. Crew allowed one meal per shift
3. All meals must be rung up on the front counter register and print and
sign receipt. Receipt is filed in the Managers Office. Failure to do so will result
in the manager’s forfeiture of meal program.
4. Meals must be consumed on the premises.
5. Meal value is equal to a value meal or a maximum of $7.00 before the discount.
6. Meals must be rung up by a manager on a FC register.

¥ Crew Room: We have provided a crew room in your restaurant to allow you a place
to relax during your break. We have tried to make this room as comfortable as
possible for you. Make every effort to maintain it.

¥ Breaks: We try to provide one 30 minute unpaid break when working at managers
discretion. We do not allow any additional breaks (i.e. cigarette breaks).

¥ Regular Crew Activities: Each restaurant holds occasional crew activities such as
Summer Crew and a Christmas Party. These activities are FREE and everyone is
encouraged to participate.

¥ Crew Referral: The best source of new crew members comes from referrals from
existing employees. We will pay a $50 referral bonus to any existing employee who
refers a new crew member to our company. The new employee must:
(1) Notify the manager of the referral at the time of hire,
(2) They must work for 90 days, and
(3) have a satisfactory work record before the bonus is paid.

¥ Priority Reference: If you are planning to relocate, a priority reference certifies you
as a McDonald’s crew member to other participating McDonald’s restaurants. To
 receive a priority reference, you must be rated good or better and leave your
McDonald’s restaurant in good standing. So, if your family is moving or you’re
leaving for school, see your manager about priority reference.

¥ National Employee Scholarship Program: The McDonald’s National Employee

Scholarship Program is one of many examples of McDonald’s commitment to
employee development and recognition. For additional information on how you can
apply for a McDonald’s Employee scholarship and for eligibility information, please visit
StationM, McDonald’s crew web site.

In addition Shift Managers in good standing may apply for a GLDN NUGTS, Inc.
scholarship. Please see the General Manager for details.

• PerkSpot: McDonald’s is excited to offer you PerkSpot, a one-stop-shop for

exclusive discounts at many of your favorite national and local merchants!
PerkSpot is completely free, and optimized for use on any device: desktops,
tablets, and phones. Enjoy access to thousands of discounts in dozens of
categories, updated daily.

• McResouce Line: McResource Line is a low-cost, bilingual referral resource for

employees and their families to help with work & life issues including child-care,
transportation, grief, elder-care, education and much more.

LEAVE OF ABSENCE

This company adheres to the Family and Medical Leave Act of 1993 (Revised
January 2009) and the Family and Medical Leave Act Military Family Leave
Entitlements (January 2009).
In addition, if you find that you must temporarily leave active employment at
McDonald’s because of obligations of school, travel, pregnancy, or any other reason, you
may request to be placed on a leave of absence. With management approval, this will
permit
you to continue as an employee with McDonald’s for periods up to 12 months. Upon
returning, every consideration will be given to afford you with the same status and
position you had when you went on leave of absence.

Basic Leave Entitlement

FMLA requires covered employers to provide up to 12 weeks of unpaid, job-
protected leave to eligible employees for the following reasons:
¥ For incapacity due to pregnancy, prenatal medical care or child birth;
¥ To care for the employee’s child after birth, or placement for adoption or foster care;

¥ To care for the employee’s spouse, son or daughter, or parent, who has a serious
health condition; or

¥ For a serious health condition that makes the employee unable to perform the
employee’s job.

Military Family Leave Entitlements

Eligible employees with a spouse, son, daughter, or parent on active duty or
call to active duty status in the National Guard or Reserves in support of a
contingency operation may use their 12-week leave entitlement to address
certain qualifying exigencies. Qualifying exigencies may include attending
certain military events, arranging for alternative childcare, addressing certain
financial and legal arrangements, attending certain counseling sessions, and
attending post-deployment reintegration briefings.

FMLA also includes a special leave entitlement that permits eligible

employees to take up to 26 weeks of leave to care for a covered
service member during a single 12-month period. A covered service member
is a current member of the Armed Forces, including a member of the National Guard
or Reserves, who has a serious injury or illness incurred in the line of duty on active
duty that may render the service member medically unfit to perform his or her duties
for which the service member is undergoing medical treatment, recuperation, or therapy;
or is in outpatient status; or is on the temporary disability retired list.

Benefits and Protections

During FMLA leave, the employer must maintain the employee’s health
coverage under any “group health plan” on the same terms as if the employee
had continued to work. Upon return from FMLA leave, most employees
must be restored to their original or equivalent positions with equivalent pay,
benefits, and other employment terms.

Use of FMLA leave cannot result in the loss of any employment benefit that accrued
prior to the start of an employee’s leave.

Eligibility Requirements
Employees are eligible if they have worked for a covered employer for at
least one year, for 1,250 hours over the previous 12 months, and if at least 50
employees are employed by the employer within 75 miles.
Definition of Serious Health Condition
A serious health condition is an illness, injury, impairment, or physical or mental
condition that involves either an overnight stay in a medical care facility, or continuing
treatment by a health care provider for a condition that either prevents the employee from
performing the functions of the employee’s job, or prevents the qualified family member
from participating in school or other daily activities.

Subject to certain conditions, the continuing treatment requirement may be met by a

period of incapacity of more than 3 consecutive calendar days combined with at least two
visits to a health care provider or one visit and a regimen of continuing treatment, or
incapacity due to pregnancy, or incapacity due to a chronic condition. Other conditions
may meet the definition of continuing treatment.

Use of Leave
An employee does not need to use this leave entitlement in one block. Leave can be taken
intermittently or on a reduced leave schedule when medically necessary. Employees must
make reasonable efforts to schedule leave for planned medical treatment so as not to
unduly disrupt the employer’s operations. Leave due to qualifying exigencies may also be
taken on an intermittent basis.

Substitution of Paid Leave or Unpaid Leave

Employees may choose or employers may require use of accrued paid leave while taking
FMLA leave. In order to use paid leave for FMLA leave, employees must comply with
the employer’s normal paid leave policies.

Employee Responsibilities
Employees must provide 30 days advance notice of the need to take FMLA leave when
the need is foreseeable. When 30 days notice is not possible, the employee must provide
notice as soon as practicable and generally must comply with an employer’s normal call-
in procedures.

Employees must provide sufficient information for the employer to determine if the leave
may qualify for FMLA protection and the anticipated timing and duration of the leave.
Sufficient information may include that the employee is unable to perform job functions,
the family member is unable to perform daily activities, the need for hospitalization or
continuing treatment by a health care provider, or circumstances supporting the need for
military family leave. Employees also must inform the employer if the requested leave is
for a reason for which FMLA leave was previously taken or certified. Employees also
may be required to provide a certification and periodic recertification supporting the need
for leave.
Employer Responsibilities
Covered employers must inform employees requesting leave whether they are eligible
under FMLA. If they are, the notice must specify any additional information required as
well as the employees’ rights and responsibilities. If they are not eligible, the employer
must provide a reason for the ineligibility.

Covered employers must inform employees if leave will be designated as FMLA-

protected and the amount of leave counted against the employee’s leave entitlement. If
the employer determines that the leave is not FMLA- protected, the employer must notify
the employee.

Unlawful Acts by Employers

FMLA makes it unlawful for any employer to:
¥ Interfere with, restrain, or deny the exercise of any right provided under FMLA;

¥ Discharge or discriminate against any person for opposing any practice made
unlawful by FMLA or for involvement in any proceeding under or relating to
FMLA.

Enforcement: An employee may file a complaint with the U.S. Department of Labor
or may bring a private lawsuit against an employer.

FMLA does not affect any Federal or State law prohibiting discrimination, or supersede
any State or local law or collective bargaining agreement which provides greater family
or medical leave rights.

OUR EXPECTATIONS

This section of your handbook explains our expectations of you. Much of the
information is provided to ensure your safety and that of your fellow employees and
customers. There are six areas:

¥ Basic Responsibilities
¥ Neatness Counts
¥ Business Guidelines
¥ Rules of Conduct
¥ Zero Tolerance Policy
¥ Drug and Alcohol Policy
¥ Social Media Policy
¥ Seat Belt Policy
¥ Distracted Driving Policy
 BASIC RESPONSIBILITIES

Your most basic responsibility is taking care of the customer – but there are some
other things we are going to ask you to do:

¥ Emergency Information: In order to keep our records up to date, always notify

your management team when you change your name, address, telephone number,
emergency contact or availability.
¥ Reporting Accidents: Immediately alert a member of the management team if you
spot an illness, accident or unsafe working conditions in the restaurant. Likewise, if
you’re injured on the job, report it immediately.
¥ What To Do If You Are ill: Do not work if you have, or are a carrier of, an illness
that will affect your fellow employees or our customers. If you think you have – or
have been exposed to – an infectious disease, please call a member of your
management team to ask for time off and call your doctor. However, please call a
minimum of 2 hours advance notice as soon as you know you will not be able to
work. A doctor’s note indicating you are healthy will be required in order to return to
work.
¥ Terminating Your Employment: Quitting without notice is a discourtesy to our
management, our crew, and our customers. We do not feel that those who do so
merit the same level of compensation we award those of you who are in our
restaurants taking care of our customers.
_______________________________________________________________________

NEATNESS COUNTS/PERSONAL APPEARANCE

It is McDonald’s policy to stress the highest standards possible in all phases of its
operations, including standards regarding cleanliness and neatness. The following
guidelines
have been developed and are published to assist the employee in meeting these standards:

¥ All employees are required to maintain the highest standards relating to personal
hygiene, including regular bathing and use of deodorant, clean hands and fingernails,
and the moderate use of cosmetics for women. Male employees are not allowed
to wear any type of cosmetics such as facial make-up.
¥ The use of tobacco products, E-cigarettes and chewing gum is prohibited while
working.
¥ Jewelry is permissible when worn in good taste and limited in size and amount.
Facial rings are not permitted on any employee. Studs and Gauges must be flesh tone
or clear. No more than 1 inch in diameter
Necklaces or bracelets are not permitted on any employee.
¥ It is recommended that all employees style their hair so that it does not exceed
moderate length or height (does not exceed the bottom of the ear, or overlap the
collar, or is styled not to exceed a reasonable height from the scalp).
¥ A clean shaven appearance is required.
¥ Sideburns are permissible; however, they will be styled not to extend below the
earlobe and will be groomed to avoid being overgrown. Mustaches must be Neatly
trimmed to the corner of the mouth. Beards are acceptable if they are well groomed
and no longer than one inch.
¥ All employees shall be required to wear a clean, neat authorized McDonald’s uniform
while working.
¥ Shoes must be clean and neat and non-slip Tennis or athletic shoes should not be
worn
¥ Sweatbands or other such items are not permissible. In general, tattoos and body
markings, such as hickeys, should not be visible to our customers

Employees who have questions or difficulty in meeting these standards are encouraged to
discuss their questions with their supervisors.

Uniform and Shoe Program: When you are on the job, you must always wear the
complete approved McDonald’s uniform. The uniform consists of a McDonald’s issued
shirt, Jeans (plain dark or McDonald’s Branded Jeans, belt, hat, name tag and
apron). If you are not in complete uniform you are not entitled to a meal discount for
that shift. (This is based on managers approval).

McDonald’s will furnish applicable uniforms without cost to you. If your uniform
is no longer presentable due to age or normal wear, please let your People Manager know.
Uniforms are replaced when needed as the People Manager and General Manager are in
agreement.

All employees will be issued two uniforms during their orientation. This will
allow you to have a clean and neat uniform every time you work. Uniforms should not
be left at the restaurant.

GLDN NUGTS, Inc. has a tremendous optional safety shoe program with Shoes
for Crews. These non-slip shoes dramatically improve the safety of employees.
Employees are encouraged to order these through their restaurant manager. GLDN
NUGTS, Inc. will contribute $20.00 for any pair of shoes which are ordered during the
employee’s orientation.
** Employees needing replacement shoes should contact the People Manager who will
discuss options for replacement.**
 BUSINESS GUIDELINES

Following is an explanation of our standard business practices at this restaurant.

We ask that you use your good judgment in all situations.

¥ Park only in areas designated by your management.

¥ Do not use tobacco or chew gum while working.
¥ Please request permission before using the restaurant telephone to make personal
calls.
¥ Review the crew bulletin board regularly for information; request permission before
posting any notices.
¥ Do not bring valuable personal belongings or large amounts of cash to work.
¥ Always ask permission from a manager before going behind the counter out of
uniform. Do not request to receive your paycheck early or to have a personal check
cashed.
¥ Dating a fellow crew employee is acceptable as long as it doesn’t interfere with our
restaurant operations. However, dating superiors is not permitted.
¥ Ask your management team to explain any work policies or procedures which you do
not fully understand.
¥ Time clocks have been installed in each restaurant to assure an accurate record of
your work time for pay purposes. You are expected to be in complete uniform and
clock-in on time. Also, you are expected to clock- out as you leave the floor at the
end of your scheduled time. You will be paid for all hours required at the restaurant,
including training sessions, crew meetings, etc. Please be sure to follow the proper
time clock procedure as your time is correctly recorded for each pay period.
¥ Do not allow anyone to access your employee # for the purpose of clocking you in or
out.
¥ Your restaurant operates seven days a week, twelve months out of the year.
Normally, the restaurant is only closed Christmas and Thanksgiving to allow
everyone to spend time with their families. You may request time off to observe
religious holidays.
¥ It is the responsibility of every employee to insure the security of fellow employees
and the restaurant. Please follow all security procedures (i.e. staggered method)
exactly as specified by management. If you have any questions, please ask a member
of the management team.
 CASH POLICY

1) The possibility of shortages in our cash register does exist. Our cash register policy
will be strictly enforced: If a cash drawer is more than $2.00 over or short; if promo
is more than $2.00 short (not substantiated by coupons); or T-Reds exceeds an
average of $1.99 – in a 60 day period:

1) First Incident – the employee will receive a written warning.

2) Second Incident – the employee will be suspended for one week without pay.
3) Third Incident – the employee will be terminated.

2) We do not accept any checks-personal, employee payroll, travelers, etc.

3) All bill $100 and above must be accepted by a manager only.
4) All bills $20 and above must be marked with a counterfeit pen.
5) Credit card charges above $25 requires customer to sign receipt.
6) You are the only crew person allowed to work on your register.

________________________________________________________________________

RULES OF CONDUCT

As in any organization, we must specify rules of conduct for the safety and well-being of
our employees, customers and community.
Some – but not all – examples of misconduct include:

¥ Falsifying Records: Examples include application forms, information regarding

your employment, time card records, and claims of injury.
¥ Harming Others: Deliberately assaulting or injuring any employee or customer or
attempting to do so.
¥ Obscenity: Using profane, obscene, vile or abusive language with employees or
customers.
¥ Stealing: Misappropriation of cash, cash equivalents, raw products, materials that
are confidential, and properties such as parts or tools. This includes giving away or
under charging for food and beverage products and consuming food which was not
purchased or given to you by the restaurant management.
¥ Felonies: Any activity classified as a felony or misdemeanor.
¥ Neglect: Carelessness which results in the loss, damage or destruction of restaurant,
employee or customer property.
¥ Absenteeism*: Leaving the job without permission, habitual lateness, absences, or
conducting personal business without permission while on the job. Violations in a 60
day period will result in:
1) First Incident – the employee will receive a written warning.
2) Second Incident – the employee could be suspended for one week without pay.
3) Third Incident – the employee could be terminated.
¥ Illness*: We realize that people get sick from time to time and it may be necessary for
them to miss work. You must provide sufficient proof of the need to miss work, such as
a doctor’s excuse. After 3 days of consecutive absences due to illness a doctor’s note
must be received to be able to return back to work.

* A 2 hour notice is required to allow the restaurant time to cover the shift. Employees
on overnight shifts need to call by 5 PM.

¥ Confidential Information: Disclosing to any person, including television, radio and

print media representatives, any confidential information relating to this McDonald’s
franchise, its business, customers, finances or trade secrets.
¥ Solicitation: Solicitation of employees who are on working time, by outsiders, for
funds, memberships, individual commitment to outside organizations, or distribution
of literature or any purpose is prohibited.

Solicitation by employees for funds, membership, individual commitment to

outside organizations, or causes is also prohibited on restaurant premises during such
employee’s working time, or even when not on working time, if such solicitation takes
place in an area of the restaurant frequented by customers or otherwise interferes with
work being performed by other employees.

Distribution of literature is prohibited in customer selling areas, or employee

working areas during working time. Restaurant premises must be kept clean and free of
litter at all times.

Employees who have finished work are requested to leave the premises as soon as
possible. Off duty employees are not permitted to distribute literature, to solicit, or
otherwise interfere with or disturb working employees. Off duty employees must request
manager’s permission before going behind front counter.

¥ Loitering: Do not loiter on McDonald’s property at any time.

________________________________________________________________________
ZERO TOLERANCE POLICY REGARDING DISCRIMINATION AND SEXUAL
HARASSMENT, AND CHILD LABOR LAW COMPLIANCE FOR EMPLOYEES
OF THIS INDEPENDENT MCDONALD’S FRANCHISEE

This Independent McDonald’s Franchisee has zero tolerance for unlawful discrimination,
including harassment and sexual harassment. Employees who violate this policy will be
disciplined up to and including termination.

This Independent McDonald’s Franchisee Prohibits Discrimination. This

Independent McDonald’s Franchisee strongly believes that employees and applicants for
employment should be treated fairly and without regard to race, color, sex, religion,
national origin, age, disability, veteran status or any other prohibited basis. This applies
to all employment practices, including recruiting, hiring, pay, performance reviews,
training and development, promotions and other terms and conditions of employment.
Discrimination or harassment of an employee of this Independent McDonald’s
Franchisee, whether by another employee, supplier, vendor, consultant or customer will
not be tolerated.

This Independent McDonald’s Franchisee Prohibits Harassment. This Independent

McDonald’s Franchisee will not tolerate any form of harassment, joking remarks or other
abusive conduct (including verbal, non-verbal, or physical conduct) that demeans or
shows hostility toward an individual because of his/her race, color, sex, religion, national
origin, age, disability, veteran status or other prohibited basis and that creates an
intimidating, hostile or offensive work environment, unreasonably interferes with an
individual’s work performance or otherwise adversely affects an individual’s employment
opportunities.

This Independent McDonald’s Franchisee Prohibits Sexual Harassment. This

Independent McDonald’s Franchisee has zero tolerance for any form of sexual
harassment of any employee, whether male or female. Sexual harassment is prohibited
because it may be intimidating, an abuse of power, and is inconsistent with the policies,
practices and management philosophy of this Independent McDonald’s Franchisee.
Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors
and certain other verbal, non-verbal or physical conduct which is sexual or based on
gender if that conduct could reasonably offend another person, whether or not such
conduct was intended to offend.

Examples of sexual harassment can include the following:

¥ Verbal harassment, including jokes, comments or threats relating to sexual activity,

body parts, or other matters of a sexual nature.
¥ Non-verbal harassment, including staring at a person’s body in a sexually suggestive
manner, sexually related gestures or motions and/or circulating sexually suggestive
material.
¥ Physical conduct, including grabbing, holding, kissing, tickling, massaging,
displaying body parts, unnecessary touching or other unwelcome physical conduct.
¥ An employment decision (including promotion, demotion, compensation, scheduling)
made by a supervisor based on the employee’s submission to or rejection of sexual
conduct.
¥ Submission to sexual conduct as an implicit or explicit condition of getting or
keeping a job.
¥ Conduct that denigrates or shows hostility or aversion to a person because of his/her
gender and creates an intimidating, hostile or offensive work environment.
¥ Any other sexual conduct that unreasonably interferes with another person’s work
performance or creates an intimidating, hostile or offensive work environment or
adversely affects another person’s employment opportunities.

Sexual Offense Policy

To continue to protect its customers and employees and, in particular, its customers and
employees who are minors, it is McDonald’s policy:
(1) To refuse to hire any applicant for employment and
(2) To no longer employ any current employee who has been convicted of or pled
guilty to any criminal sexual offense. This policy is subject to the limitations of
applicable law.

Application of the Zero Tolerance Policy All employees are required to adhere to this
Independent McDonald’s Franchisee’s policy prohibiting discrimination and harassment
while on this Franchise’s premises, engaging in work related activities, company-
sponsored training or other functions, and at non-company activities when conduct at
these activities would affect the work environment.

Employee Recourse Every employee has the right, and is encouraged to tell any
employee of this Independent McDonald’s Franchisee in a professional manner to stop
behavior towards him/her that the employee believes to be discriminatory, harassing and/
or offensive. Any employee who feels subjected to discrimination or harassment should
immediately report it to the Human Resources representative for their Independent
McDonald’s Franchisee. As an alternative to Human Resources, employees may report
their complaint to the Director of Operations. This Independent McDonald’s Franchisee
will investigate any report thoroughly, with sensitivity towards confidentiality. If the
report has merit, this Independent McDonald’s Franchisee will take corrective action,
including, but not limited to, disciplinary action against the offender ranging from a
warning to termination.
Management’s Responsibility It is the responsibility of every employee to prevent
discrimination and harassment. Management employees who witness or receive reports
of discriminatory or harassing behavior are required to take appropriate action, including
immediately reporting such behavior to the Human Resources representative for this
Independent McDonald’s Franchisee or directly to the Owner/Operator. Management
employees who fail to promptly report such behavior may be subject to discipline.

This Independent McDonald’s Franchisee Prohibits Retaliation This Independent

McDonald’s Franchisee encourages employees to report incidents of discrimination or
harassment without fear of reprisal. This Independent McDonald’s Franchisee prohibits
retaliation against any employee who has made a complaint about harassment or
discrimination or has cooperated in the investigation of such a complaint. Retaliation
includes any employment decision or other conduct made with the intent to punish an
employee for complaining about or assisting in the investigation of discrimination or
harassment.

Zero Tolerance Policy of this Independent McDonald’s Franchisee Regarding

Treatment of Customers, Suppliers and Vendors The employees of this Independent
McDonald’s Franchisee are prohibited from discriminating against or harassing
customers, suppliers and vendors based on race, color, sex, religion, national origin, age,
disability or any other unlawful reason, both in the course of work-related activities and
at company-sponsored training or functions. Management employees who witness or
receive reports of discriminatory or harassing behavior are required to take appropriate
action, including immediately reporting such behavior to the Human Resources
representative for this Independent McDonald’s Franchisee or directly to the Owner/
Operator. Violating this policy will lead to disciplinary action up to and including
discharge.

This policy creates no contractual rights on the part of any person.

Zero Tolerance Policy of this Independent McDonald’s Franchisee Regarding Child

Labor Law Compliance This Independent McDonald’s Franchisee has Zero Tolerance
for Child Labor Law violations. This Independent McDonald’s Franchisee prohibits the
employment of any minor at any time or in any manner which is contrary to or prohibited
by any state or federal law. Strict compliance with all applicable child labor laws is
required by law and is an essential element of our business standards. It is the duty and
responsibility of all restaurant management, including swing or shift managers and floor
supervisors, as well as any staff employees who supervise, train, manage, direct or
consult with restaurant operations, to ensure compliance with all state and federal child
labor laws and the Child Labor rules of this Independent McDonald’s Franchisee. These
policies are posted in the restaurant. Employees who violate this policy will be
disciplined up to and including termination. All employees are encouraged to notify us of
any potential violations.
The Owner/Operators, Tim and Patty Rich, may be contacted at (918) 272-4161.
________________________________________________________________________

DRUG AND ALCOHOL POLICY

This McDonald’s restaurant, in conjunction with the Federal Drug Free
Workplace Act of 1988, hereby establishes a Drug and Alcohol Policy. The purpose of
this policy is to comply with all local, state and federal regulations regarding the illegal
use and abuse of drugs and alcohol and to eliminate any unsafe working conditions
created by the presence of an employee under the influence of drugs and/or alcohol.
McDonald’s is committed to maintaining a safe and productive work environment that
promotes both the health and welfare of our employees and the public. The abuse of
drugs and alcohol is incompatible with that goal. The intent of this program is to provide
a drug-free and safe work environment in which each employee can earn a livelihood and
to protect company property, equipment and operation.
This policy is being implemented for the benefit, safety and welfare of all
employees. Make every effort to read and understand the policy and how it affects your
employment and responsibilities. All employees are expected to comply fully with this
policy as a condition of employment.

ABUSE AND POSSESSION OF ILLEGAL DRUGS AND CONTROLLED

SUBSTANCES
It is McDonald’s position that the use of illegal drugs or controlled substances, on
or off the job, has a detrimental impact upon job performance and threatens the health,
safety and welfare of other employees. The use, sale, transfer, purchase, possession or
storage of illegal drugs or controlled substances while in the course of employment, on or
off McDonald’s property, is prohibited. Any employee found in violation of this policy
while on duty or on McDonald’s property or while performing McDonald’s business will
be subject to immediate discharge and, in appropriate situations, will be reported to law
enforcement authorities. McDonald’s expects its employees to report to work fit for duty
with no illegal drugs in their bodies. “Illegal drugs” includes any drug which is not
legally obtainable under
federal, state or local law, or is legally obtainable, but was not prescribed to you, or was
prescribed to you and was taken in a manner contrary to your physician’s instructions.
Compliance with this policy is a condition of continued employment. Violation of this
policy will result in disciplinary action up to and including termination of employment.

ABUSE OF ALCOHOL

It is McDonald’s position that the presence of alcohol in the body while on the
job, and the abuse of alcohol on or off the job, has a detrimental impact upon job
performance and threatens the health, safety and welfare of other employees. The
presence of alcohol in the body while on McDonald’s property or while performing
McDonald’s business is prohibited. Possession of alcoholic beverages on McDonald’s
property is prohibited. Compliance with this policy is a condition of continued
employment. Violations of this policy will result in disciplinary action which may
include, among other things, termination of employment.

_______________________________________________________________________

SOCIAL MEDIA POLICY

Online Communications Policy for Restaurant Employees of this Independent Owner
Operator

If you participate in online conversations about any McDonald’s, its employees or

products, it is important that you do it in a way that is safe, appropriate and legal. The
intent of this Policy is not to restrict the flow of useful and appropriate information, but to
minimize the risk to you, your coworkers and to this McDonald’s and the McDonald’s
Brand.

Because we want to provide 100% customer satisfaction, this independent

McDonald’s Owner Operator prohibits engaging in all personal online communications
during working time or in working areas, even when using your personal electronic
communications tools such as cell phones and other mobile devices. You may participate
in the crew website StationM (stationm.com).

As an employee of this Independent McDonald’s Owner Operator, people may

think your views are the views of this and/or any other McDonald’s. When you
participate in any online communications or blog discussing McDonald’s, make it clear
that you are an employee of this McDonald’s and that your views and opinions are yours
and not those of this and/or any other McDonald’s.

Know the Rules

¥ Do follow the policies in the handbook and the policies displayed in your
restaurant.
¥ Managers must exercise caution and sound judgment if interacting with
subordinates on Facebook or similar social media sites. Participating in such
forums with subordinates may increase the potential to violate these rules and
policies. For example, it may not be sound judgment for Mangers to “friend”
minor employees under the age of 18.
¥ Do think about what you will say and about disclosing your personal details.
Correct any mistakes that you make. You post material at your own risk and you
are personally responsible for the content of your communications.
¥ Do respect your coworkers’ privacy. It is a violation of this policy to share in any
online communications personal information about your coworkers (like
 religion, health, or any identifiable information that may relate to a safety issue,
such as work schedules, phone numbers, residence).
¥ Do not engage in any personal online activity including texting or engage in
personal cell phone use while on working time or in working areas.
¥ Do not speak or claim to speak on behalf of any McDonald’s in your online
communications.
¥ Do not discuss or disclose employees, customers, franchisees, or suppliers by
name without their permission.
¥ Do not post material that is bullying in nature, abusive, profane, or otherwise
inappropriate regarding McDonald’s, its products, our employees, officers,
customers, suppliers, franchisees, and competitors.
¥ Do not use McDonald’s logos or copyrighted materials. Do not misuse our
trademarks in your online communications.
¥ Do not disclose or comment on confidential information of any McDonald’s,
including the restaurant where you work. For example: sales figures, guest
counts, business plans, or how food or marketing promotions are doing.
¥ Do not post any photos or video of the inside of your McDonald’s restaurant,
including those of coworkers, customers or work events. Do not post photos or
video of employees in McDonald’s uniforms on any website.
¥ Do not use blogs, Facebook, or other external websites for restaurant
communications.

Remember: If you fail to follow these policies, it may result in disciplinary action,
up to and including termination.
Questions: If you have questions regarding this policy, contact your supervisor or
your Owner/Operator.

The provisions of this independent McDonald’s Owner Operator’s policy as well as

procedures and manuals that the Owner Operator issues from time to time are
guidelines and do not establish contractual rights between this McDonald’s and any
of its employees. This independent McDonald’s Owner Operator is an “at-will”
employer which means that employment can be terminated by the Owner Operator
with or without cause or prior notice, at any time. This McDonald’s reserves the
right to amend this policy and other policies and practices without prior notice, at
any time.
________________________________________________________________________

SEAT BELT POLICY

This McDonald’s Restaurant recognizes that seat belts are extremely effective in
preventing injuries and loss of life.

It is a simple fact that wearing your seat belt can reduce your risk of dying in a
traffic accident by 45 percent in a car and by as much as 60 percent in a truck or SUV.
 We care about our employees and want to make sure that no one is injured or
killed in a tragedy that could have been prevented by the use of seat belts.
Therefore, all employees must wear seat belts when operating a company-owned
vehicle, or any vehicle on company premises or on company business; and all occupants
are to wear seat belts or, where appropriate, child restraints when riding in a company-
owned vehicle, or in a personal vehicle being used for company business.
All employees and their families are strongly encouraged to always use seat belts
and the proper child restraints whenever they are driving or riding in any vehicle, in any
seating position.
________________________________________________________________________

DISTRACTED DRIVING POLICY

This McDonald’s Restaurant recognizes that vehicle accidents are the number one
cause of workplace fatality.
The National Safety Council states that 28% of accidents – 1.6 million accidents
per year – can be attributed to cell phone talking and texting while driving.
Distracted driving takes both the driver’s eyes and concentration off of the road.
This lack of attention to the road leads to preventable crashes and injuries. Distracted
driving causes preventable accidents that could result in civil or criminal liability.
Employees are required to minimize all distractions while driving on company business.
Refusal to comply with this policy could result in disciplinary action up to and
including termination.

¥ Do not use cell phones while driving. Pull over and place the vehicle in park to
answer a cell phone call or to make an outbound phone call.
¥ The National Safety Council does not recognize hands-free devices as a suitable, safe
option for hand-held cell phones. Phone conversations while driving constitutes a
distraction and is therefore prohibited.
¥ In the event that the driver needs directions to a facility, pull the vehicle over and
place the vehicle in park to get directions.
¥ Never text message, use websites or dial phones while driving. Pull over and place
the vehicle in park to use cell phones.
¥ Using applications or websites on multi-function phones while driving is prohibited.
¥ Reading of maps or map printouts while driving is prohibited.
¥ Manipulating laptop computers while driving is prohibited.
¥ Eating while driving is prohibited.
¥ Reading printouts or publications while driving is prohibited.
¥ Grooming or applying makeup while driving is prohibited.
¥ Make all settings to seats, mirrors, radio and heat/air conditioning prior to using the
vehicle. Making adjustments to these vehicle components while driving constitutes
distracting driving.
¥ Report all vehicle maintenance needs or hazards before the end of your work shift.
¥ Maintenance needs or vehicle hazards can create distractions for drivers.
________________________________________________________________________

McDONALD’S COMMUNITY CITIZENSHIP

It’s important to know that our McDonald’s is committed to serving its

communities
changing needs. As the largest restaurant business system, with an extremely high public
awareness, we are often looked to for leadership on issues which directly and indirectly
relate to our reputation.

In this section, we’ll cover three issues which are important to us and our
customers:
¥ Environment
¥ Nutrition
¥ Working Students
________________________________________________________________________

McDONALDS AND THE ENVIRONMENT

We believe we have a special responsibility to protect our environment for future

generations. This responsibility comes from our unique relationship with millions of
customers worldwide whose quality of life tomorrow will be affected by how we guard
the environment today. We share their belief in their right to exist in an environment of
clean air, clean earth and clean water.

We look at every part of our business to determine its impact on the environment,
and take action beyond what is expected if we feel those actions will help leave future
generations an environmentally sound world.

Our environmental commitment and activities are guided by the following

principles:

¥ Effectively Managing Solid Waste. We are committed to taking a “total lifecycle”

approach to solid waste. We look at ways to reduce materials used in production and
packaging, as well as diverting as much waste as possible from the solid waste stream.
In doing so, we will follow three courses of action: reduce, reuse and recycle.

REDUCE. We will take steps to reduce the weight and/or volume of the
packaging we use. This may mean eliminating packaging, adopting thinner
and lighter packaging, changing manufacturing and distribution systems,
adopting new technologies, or using alternative materials. We will continue
to search for materials that are environmentally preferable.
 REUSE. We will implement reusable materials whenever feasible within our
operations and distribution systems as long as they do not compromise our safety
and sanitation standards, customer expectations, nor are offset by other
environmental or safety concerns.

RECYCLE. We are committed to the maximum use of recycled materials in

constructing, equipping and operating our restaurants. We are already the largest
user of recycled paper in our industry, applying it to tray liners, napkins, Happy
Meal boxes, carry-out bags and carry-out trays. Through the “McRecycle USA”
program, McDonald’s maintains the industry’s largest collection of information
on recycling suppliers, and we will spend a minimum of $100 million a year on
the recycled materials of all kinds. We are also committed to recycling and/or
composting as much of our solid waste as possible, including such material as
corrugated paper, polyethylene film and paper.

¥ Conserving and Protecting Natural Resources. We will continue to take aggressive

measures to minimize energy and other resource consumption through increased
efficiency and conservation. We will not permit the destruction of rainforests for our
beef supply. This policy is strictly enforced and closely monitored.

¥ Encouraging Environmental Values and Practices. We believe we have an

obligation to promote sound environmental practices and to provide educational
materials in our restaurants and in our communities’ schools.
_______________________________________________________________________

McDONALD’S AND NUTRITION

Since McDonald’s opened its first restaurant in 1955, the company has always
responded to the changing needs and tastes of our customers. We should all feel proud of
the food we serve and be aware of the significant gains we continue to make in the
nutrition area.

It’s important to understand and to share with your customers that McDonald’s food can
fit into any well-balanced diet. The key word is balance, and it has led to many of our
menu additions, such as salads, parfaits and all vegetable frying oil. Refer your
customers to the nutrition and ingredient information on our tray liners if they would like
more information about our food. We are the first company in our industry to make this
information available to our customers.

McDonald’s is committed to developing new menu items throughout history to

offer our customers the taste and nutrition variety they want.
________________________________________________________________________
 McDONALD’S AND WORKING STUDENTS

With more than 32,000 restaurants worldwide, McDonald’s is one of the country’s
largest employers of young people. Along with this leadership comes an important
responsibility: To see that education and school work are the top priorities of our school
age employees and to make sure that their job experience complements, rather than
detracts from, their education.
We subscribe the following principles to our restaurants:

¥ Education is a significant priority. There is no question that, between education

and employment, education comes first.
¥ To make sure that education comes first, McDonald’s provides flexible working
hours to accommodate classes, homework assignments, and extracurricular
activities.
¥ Grades and school attendance should never be compromised by excessive or
late working hours.
¥ McDonald’s provides training, skills development, and work experience which
teaches the importance of responsibility, self-discipline and superior
achievements.
¥ McDonald’s complies with all laws concerning the employment of minors and
continues to commit to policies which go beyond local requirements.
¥ We take a leadership role in working with parents, educators and students on
educational issues.
¥ McDonald’s believes in supporting education by recognizing our employees’
scholastic achievements.
_______________________________________________________________________

GLDN NUGTS, Inc. CODE OF CONDUCT AND ETHICS

Introduction
GLDN NUGTS, Inc. ( or, the “Company”) has adopted this Code of Conduct and Ethics
for all its executive officers, management personnel and
employees. GLDN NUGTS, Inc. believes this Code is an essential tool that will guide the
Company in upholding our values while continuing to provide a safe, ethical working
environment where we can provide quality products and outstanding customer serve
GLDN NUGTS, Inc. has long believed in dealing with all persons fairly, honestly, and
with genuine hospitality and respect. To support that commitment, we require our
executive officers, management personnel and employees to conduct themselves at all
times in accordance with the highest standards of ethical and responsible conduct.

The purpose of this Code of Conduct and Ethics is to promote a business climate that
exudes integrity, including the ethical management of actual or apparent conflicts of
interest between personal and professional relationships; to promote full, fair, accurate,
timely and understandable disclosure of adverse events to the applicable authorities,
where appropriate; and to promote compliance with not only all Company policies and
procedures, but also, and especially, with all applicable federal, state and local laws and
regulations.

Although it is impossible to address every conceivable situation, it is the intent of

this Code to require strict standards of honesty, integrity and ethical conduct for all
GLDN NUGTS, Inc. executive officers, management personnel and employees at all
times. This Code is an integral part of the policies and procedures governing each of us
at GLDN NUGTS, Inc. Therefore all executive officers, management personnel and
employees must comply with both the specific standards of this code and the intent of its
policies. Nothing in this Code prohibits or restricts the Company from taking
disciplinary action on any matters pertaining to employee impropriety, regardless of
whether they are expressly discussed in this code. Every executive officer, management
personnel and employee is required to receive, read and understand, and authenticate
their receipt and understanding of the Code.

We strongly encourage employees to seek advice or clarification promptly when

unsure about proper actions or practices. Even where the law is permissive, GLDN
NUGTS, Inc. chooses the course of highest integrity. Since even shades of dishonesty
invite demoralizing and reprehensible judgments, the Company expects compliance with
its standard of integrity throughout the organization—at every level and in every action—
and will not tolerate employees who achieve results at the cost of violation of law or who
deal unscrupulously. When in doubt, employees should contact their supervisor or the
Compliance Officer.

RESPONSIBIILITIES
GLDN NUGTS, Inc. Responsibilities
GLDN NUGTS, Inc. will provide a work environment in which we can foster, recognize
and follow high standards of ethical behavior. In order to accomplish this, GLDN
NUGTS, Inc. will:

● Maintain an effective Compliance and Disclosure Program, pursuant to our company’s

objective of maintaining a working environment where high ethical standards are the
norm;
● Provide employees with appropriate training opportunities on the GLDN NUGTS, Inc.
Code of Conduct and Ethics and federal, state and local laws and regulations applicable
to our business practice;
● Provide access to resources for employees to obtain advice on appropriate workplace
conduct or through which they may report people suspected of known illegal or
unethical activity, including the company’s Compliance Officer.
● Investigate all reported misconduct in a timely and appropriate fashion while protecting
 such persons from retaliatory acts, and reporting the findings of any internal
investigation that result in determination of an adverse event to the appropriate
authorities, including the United States Attorney. In conducting investigations we will
strive to maintain the confidentiality of the reporting persons, provided that certain legal
investigations and processes may necessitate disclosure.
● Respond to each reported violation where misconduct is found to have occurred with
appropriate disciplinary action up to, and including, separation of employment.

Employee Responsibilities
GLDN NUGTS, Inc. expects its employees to comply with both the letter and the spirit
of the GLDN NUGTS, Inc. Code of Conduct and Ethics. It is also expected that all
Company policies and procedures, as well as applicable federal, state and local laws and
regulations will be upheld to their fullest extent. All GLDN NUGTS, Inc. employees are
required to:

● Read, understand, and follow the GLDN NUGTS, Inc. Code of Conduct and Ethics
and the policies and procedures relating thereto;
● Complete Code of Conduct training;
● Understand and follow all rules, regulations and laws that govern the Company;
● Encourage among fellow employees compliance with this Code, Company policies and
procedures, and all applicable federal, state and local laws that govern the company;
● Fully and honestly cooperate with all compliance and disclosure reviews and
investigations, should employee participation be requested;
● Be vigilant of any situations that could result in violation(s) of the GLDN NUGTS, Inc.
Code of Conduct and Ethics, other Company policies and procedures, and/or any
federal, state or local laws or regulations;
● Seek assistance when in doubt of how to handle a situation that could potentially
conflict
with our Code of Conduct and Ethics, other policies, or any laws or regulations;
● Promptly report any known or suspected conduct of a dishonest, unethical or illegal
nature, including violations of this Code or of Company policy or procedure. These
instances may be reported to an employee’s immediate supervisor, or if such activity
involves that supervisor or the employee is uncomfortable reporting through that
channel, he or she should contact the Compliance Officer directly.

Manager and Supervisor Responsibilities

Managers and supervisors are responsible for setting an example by demonstrating – and
expecting those who report to them to also demonstrate – high standards of professional
conduct and ethical behavior. We require managers and supervisors to:

¥ Make certain that each direct report is aware of and understands the GLDN
NUGTS, Inc. Code of Conduct and Ethics, relevant Company policies and
procedures, and how they apply;
 ¥ Provide resources and guidance as needed to answer employee questions about
appropriate conduct;
¥ Encourage discussion regarding the principles espoused in this Code;
Instill comfort in employees that the Code is supported throughout the
organization, especially by executive management, and that questions about
ethical conduct or concerns regarding misconduct can be conveyed through the
appropriate channels without fear of punishment, reprisal or retaliation;
¥ Strive to be approachable and available to all employees, and
¥ Take prompt action to address any known inappropriate workplace conduct,
whether observed or reported.

Compliance Officer Responsibilities

¥ GLDN NUGTS, Inc.’s Compliance Officer is responsible for implementing and

overseeing ethical and legal compliance with the Code of Conduct and Ethics
and its related processes, with duties including, but not limited to:
¥ Insure timely program and policy review;
¥ Insure that all employees and members of management are familiar with and
understand this Code of Conduct and Ethics;
¥ Provide support for and enforcement of the Code of Conduct and Ethics
¥ Design adequate and effective Company policies and procedures to support the
Code of Conduct and Ethics.
¥ Enact disciplinary measures against violations of the Code and/or Company
policies and procedures;
¥ Lead internal investigations and make disclosure of Reportable Events to the
appropriate authorities;
¥ Safeguard the privacy of, where possible, and protection from retaliatory acts
against those who report perceived or actual acts of misconduct, in good faith,
through the appropriate reporting channels, and
¥ Insure fulfillment of the Company’s obligations to all applicable state, federal and
local laws and associated regulations.

EMPLOYEES AND THE WORKPLACE

Safety and Security
At the core of GLDN NUGTS, Inc.’s values is the belief that every employee has the
right to work in an environment that is safe and free of hazards.
GLDN NUGTS, Inc. is committed to conducting operations in ways that reasonably
protect the life, health and safety of our employees and the public.

It is extremely important that GLDN NUGTS, Inc. maintains high corporate standards for
security in which risks are appropriately identified and managed. The Company
continues to focus on ensuring reasonable protection of our corporate assets: Employees;
facilities; equipment; products and inventory control, and information. To achieve this
most effectively, security standards have been incorporated into the Company culture and
are the responsibility of each and every GLDN NUGTS, Inc. employee.

It is critical for GLDN NUGTS, Inc. to sustain a working environment in which we do

not knowingly violate safety laws, rules, regulations and policies. This is achieved
through safety training, especially for those charged with transportation of our products
during the course of their jobs. Those who may encounter hazardous materials in the
course of their work receive extensive training on interaction with and handling of
hazardous materials.

Employees should notify their immediate supervisor promptly in the event one becomes
aware of any non-secure, unsafe or dangerous situations at work so that the condition
may be addressed and corrected. It is the responsibility of all GLDN NUGTS, Inc.
employees to contribute to the safety and security of our working environment.

Equal Employment Opportunity and No Harassment

All Company activities are conducted without regard to race, religion, creed, color, sex,
national origin, age, sexual orientation, disability unrelated to job performance, Vietnam
era/disabled veteran status, or any other basis prohibited under applicable federal, state,
or local laws. All employment decisions will be made in accordance with these
principles, and all employment related programs will be administered in a manner
consistent with these principles.

GLDN NUGTS, Inc. also maintains a strict prohibition against sexual, racial, religious,
sexual orientation or other harassment prohibited by law. Such harassment, like other
types of discrimination, is a violation of both Company policy and the law. GLDN
NUGTS, Inc. takes violations of this nature seriously and will handle all instances of
reported discrimination during the course of employment, whether committed by a
GLDN NUGTS, Inc. employee or a non-GLDN NUGTS, Inc. employee, with vigorous
investigation and appropriate disciplinary measures, up to and including separation of
employment and/or notification of the proper authorities. All GLDN NUGTS, Inc.
employees are responsible for complying with this position and reporting actual or
suspected instances of harassment to their supervisor, the Compliance Officer.

If an employee believes he or she has been harassed or discriminated against, either by an

employee or non-employee, during the course of his or her employment the employee
should immediately report the incident to the Compliance Officer. Complaints will be
investigated promptly and in the most confidential manner feasible given the
circumstances. GLDN NUGTS, Inc. will uphold this defense of persons who may have
been violated, as well as all applicable state, federal and local laws pertaining to equal
opportunity. GLDN NUGTS, Inc. commits to take appropriate remedial action in
instances where a discriminatory action is found to have occurred.
Diversity
Diversity is another one of GLDN NUGTS, Inc’s. core values. We embrace differences
because they make us a stronger organization. Inclusion of different backgrounds,
languages, knowledge and experience, ages, cultures, ethnicities, and genders, to name a
few, is important to our understanding of the marketplace. It also enhances our ability to
do business and serve our customers well. We actively strive to maintain an inclusive
and positive work environment for all employees – one in which each person is treated
with dignity and respect and feels welcome to contribute to the success and growth of the
Company.

Work Authorization and Identity

Various U.S. laws prohibit the employment of foreign nationals who are not authorized to
work in the United States. It is the Company’s earnest policy to abide by these laws as
well as all others. No one should feel any pressure whatsoever to hire workers who
cannot lawfully be employed by the Company.

The company is required to check the identity and work authorization documents of
every person at the time of hire. The company is required to accept documents that
“reasonably on their face appear to be genuine.” Illegal false identity documents are
unfortunately fairly easy to obtain. In a work force as large as the Company’s, from time
to time unauthorized aliens will successfully use convincing false documents to obtain
employment without the company’s awareness. It is illegal to have anything to do with
making, using, or accepting identity or work documents known to be false or misused by
an imposter. From time to time, information may surface that suggests a worker is not
authorized for employment. This may include letters from the Social Security
Administration that information about a worker does not match its system, reports from a
health benefits administrator that a worker’s identity matches that of another person,
unusual patterns among unique documents from employees, reports by a worker about
himself, or other circumstances. Without making harmful assumptions, managers should
follow up on any suspicious circumstances and should report them to the Compliance
Office if they cannot be resolved.

A company cannot use outsourcing to obtain by contract the labor of persons known to be
unauthorized. Therefore, information that a contractor providing services to the Company
employs unauthorized aliens should be reported just as if the worker were an employee of
the Company.

At the same time, the Company’s work force is diverse and the Company is proud to have
legal immigrants adding to this diversity. The mere fact that someone may have been
born outside the United States or may look or sound foreign is not evidence that the
person is an unauthorized alien. It is important that our efforts to obey the law do not
make legal immigrants and new citizens in our work force feel uncomfortable in any way.
It is also unlawful to discriminate against a worker on the basis of national origin,
including foreign appearance or accent, or on the basis of citizenship status.

Workplace Violence Prevention

GLDN NUGTS, Inc. is completely intolerant of workplace violence. The Company’s
commitment to providing a safe environment for all of its employees and non-employees
includes maintaining a strict posture against violence of any type at any of its premises.
GLDN NUGTS, Inc. will not permit any conduct, by actions or words, reasonably
perceived as threatening or intimidating against any employee, customer, or visitor.

GLDN NUGTS, Inc. also strictly prohibits the possession of weapons on Company
property or in Company vehicles.

It is everyone’s business to prevent violence in the workplace. Employees should

IMMEDIATELY report any threatening or violent behavior in the workplace to their
supervisor. In cases where someone is in imminent danger of physical harm, it is
expected that an employee will contact local law enforcement immediately (911).
Violating the safety of GLDN NUGTS, Inc.’s workplace is a serious offense and will be
remedied with proper disciplinary measures, up to and including separation of
employment and notification of the appropriate authorities.

Substance Use and Abuse

GLDN NUGTS, Inc. is strongly committed to maintaining a drug and alcohol free work
environment. Consistent with the spirit and intent of this commitment, the Company
prohibits the use, possession, purchase, manufacture, distribution, dispensation, illegal
sale or being under the influence of alcohol or drugs, during the work day, including
breaks, meals, and overtime, on Company property and in Company vehicles. If
otherwise directed by a physician and under attentive medical care, use of prescription
medications must be substantiated in writing with a note from your doctor. Suspected or
actual violations of this policy should be reported immediately to an employee’s
supervisor, or the Compliance Officer. Offenses of this nature are taken seriously by
management and will be addressed with disciplinary action up to and including
notification of the proper authorities and separation of employment.

Environmental Responsibility
Caring for the environment is among Mathews Management’s central values; we will
strive to do business in a way that is environmentally responsible and in compliance with
all environmental laws, rules and regulations as well as related Company policies and
procedures. Mathews Management has the highest interest in maintaining its position as
a leader in environmental responsibility among the oil and gas industry. Through
environmental programs based on sound scientific principles, we will manage air, land,
water and wildlife resources with which we interact and conduct our business in an
environmentally sensitive and responsible manner.
Customer, Vendor, and Business Relationships
GLDN NUGTS, Inc. supplies essential products and services to our customers and
recognizes our responsibility to deliver those reliably and efficiently. Any time we fail to
live up to a commitment, hard-earned customer trust is damaged. Employees must be
sure to respect these relationships, always remembering that they represent the Company
when working with our customers, vendors, and suppliers. We must strive to meet our
customer needs professionally, efficiently, promptly and reasonably.

Building and maintaining good working relationships with all business partners is critical
to GLDN NUGTS, Inc. success. Credibility with our customers depends on our ability to
fulfill our commitments, including our contractual obligations with our vendors and
suppliers. This means being fair, honest and objective in all our business dealings.
GLDN NUGTS, Inc. will uphold high ethical standards of internal control regarding our
products and inventory. The Company commits to its employees, customers, vendors,
suppliers and consultants that we respect our established and potential business
relationships as critical to our continued success.

Accounting Principles
GLDN NUGTS, Inc. requires adherence to the conventions, rules and procedures
necessary to follow generally accepted accounting principles within the United States.

All Company books, accounts and other records must reflect company business fairly and
accurately and in reasonable detail. Directors, officers and employees must not
intentionally make or maintain records that conceal or disguise any aspect of company
transaction.

The Company and its executive officers, management personnel, and employees,
especially those charged with maintaining the financial records of the company, are
responsible for generating reliable financial information on a periodic and timely basis.

The Company’s accounting and financial records shall be maintained on the basis of
valid, accurate and complete data with adequate supporting information to substantiate all
entries to the books of account. All executive officers, management personnel and
employees involved with creating, processing, recording and reporting accounting
information shall be held responsible for its integrity.

Books and accounting records shall be maintained in compliance with generally accepted
accounting principles (GAAP) and other appropriate accounting methods and principles,
and properly established financial controls shall be strictly followed. There shall be no
withholding of any information from or by management, or from GLDN NUGTS, Inc.
auditors, which is material to the company’s financial condition.
Any officer, management personnel or employee who discovers any financial or
accounting item or situation of questionable nature, omission, falsification, inaccuracy or
illegality, shall report such violation to their supervisor, the Senior Vice President of
Finance, the Compliance Officer. Employees may remain anonymous at their choosing,
but should they opt to identify themselves their identities will remain strictly confidential,
to the extent possible, and they are protected by the Company from acts of retaliation or
retribution.

CONFLICTS OF INTEREST
General
A conflict of interest can arise any time an executive officer, management personnel or
employee faces a choice between a personal interest (financial or otherwise) and the
interest of GLDN NUGTS, Inc. Real and apparent conflicts of interest may arise from
ownership interests; investments; outside employment; untoward relationships, off-
contract, or otherwise inappropriate arrangements with vendors, suppliers, or customers;
off-book, unrecorded or fraudulently recorded fiscal transactions; the employment of
relatives, and accepting or providing lavish gifts, meals and/or entertainment.

It is important to understand that appearances do matter. Employees should always be

aware of how their actions might be perceived—by our customers, regulators, neighbors
and local communities—and avoid acting in ways that could be interpreted as conflicting
with the interests of the Company.

We expect our executive officers, executive management personnel and employees to

avoid conflicts of interest, either real or perceived, and to handle those that may surface
in an ethical and honest manner. Conflicts of interest and potential conflicts of interest
should be fully disclosed. If in doubt regarding a potential conflict of interest, employees
should discuss it with their supervisor or the Compliance Officer.

Conflicting Internal Business Goals

Conflicts of interest may also arise as part of our jobs. Occasionally, we may find our
attempts to achieve incentive compensation goals are seemingly in conflict with larger
corporate responsibilities. In such cases, employees’ responsibility is to the Company,
ethical behavior and legal compliance. Employees should not compromise ethics for
individual or Company gain.

Corporate Opportunities
We strictly prohibit our executive officers, management personnel, and employees from
personally taking advantage of business opportunities that conflict with GLDN NUGTS,
Inc. interests or put the Company at a disadvantage. Furthermore, we prohibit taking
personal advantage of opportunities that may arise through the use of Company property,
products, information, and position in the market. All GLDN NUGTS, Inc. associates are
strictly forbidden from engaging in business arrangements that compete with the
Company.

Outside Employment
Employees should use care and good judgment when seeking or accepting any outside
employment to assure that the employment does not conflict with, or affect the
performance of, their responsibilities at GLDN NUGTS, Inc.

Employees may not secure additional employment unless (1) the outside employment is
in a non-related business; (2) the employee is meeting and continues to meet the
performance standards aligned with his/her position at the Company; and (3) the
employee can remain subject to the Company's scheduling demands to the same extent as
employees who do not hold outside employment.

All potential outside employment arrangements must be pre-approved with express

written permission from management. If employees have any question about the
propriety of outside employment, they should discuss the matter with their supervisor or
the Compliance Officer.

Relationships with Government and Public Officials

Employees of Mathews Management occasionally contact government and regulatory
officials to keep them informed about our operations and positions on issues. Employees
responsible for these contacts must understand and obey the laws governing lobbying
activities and reporting requirements. They should also be familiar with specific rules set
by individual agencies or other governmental bodies.

Employee Political Activity

We encourage our employees to become involved in civic affairs and to participate in the
political process. This is a way in which we can all practice good citizenship and make
meaningful contributions to our communities. However, any political activity on an
employee’s own behalf must occur strictly in an individual and private capacity and not
on behalf of the Company. Employees are also free to seek public office so long as they
do not use Company property or equipment for this purpose. Employees’ political
involvement must be contained to strictly personal time.

Charities, Volunteering
GLDN NUGTS, Inc. also encourages its employees to participate in volunteering for
charitable activities, so long as they do not interfere with the ability to do one’s job or
create a real or apparent conflict of interest. From time to time, the Company may
sponsor or participate in charitable events during regular working hours. The Company
may consider it an exception where charitable or volunteer activities are sponsored by the
Company and the Company has approved the regular working time to be commuted from
ordinary business to charity or volunteer work.
Gifts, Meals and Entertainment
Accepting and providing gifts, meals and entertainment may be common aspects of
business, however it is important to understand what is and what is not appropriate to
ensure no real or perceived conflict of interest is created. If an employee has a question
regarding what constitutes a lavish gift, meal or entertainment, he or she should contact
his or her immediate supervisor or the Compliance Officer. Granting gifts, meals and/or
entertainment to regulators is strictly prohibited; violations of this position will be
handled with appropriate disciplinary measures, up to and including separation of
employment.

PROTECTING THE INTERESTS OF THE COMPANY

Protection and Use of Company Assets
GLDN NUGTS, Inc. executive officers, management personnel and employees should
strive to maintain and protect Company property, facilities, equipment and other assets.
Company assets, including inventory, should be used for legitimate business purposes
only, and only for which they are intended and approved. Under no circumstances are
Company assets to be used in the commission of a crime. Company assets subject to this
principle include, but are not limited to, Company phones, long distance services, voice
mail, internet access, equipment, inventory, supplies and materials, and e-mail addresses.
Practices incongruent with this position are considered terminable offenses. Any
employee who becomes aware of or suspects the misuse of Company assets is obligated
to notify his or her supervisor, the Compliance Officer.

The Company considers failure to report a known or suspected violation of this principle
an act in collusion with the perpetrator; in the event a misuse of Company assets occurs
and an employee who knows of but fails to report the offense is identified, that person
will also be subject to disciplinary measures up to and including separation of
employment.
Fraud and Theft
Acts of fraud or embezzlement affecting the Company’s property, funds, securities,
inventory, products or other assets are strictly prohibited and will be met with the direst
of consequences the company can legally impose, including notification of the
appropriate authorities, pursuit of criminal and civil penalties, and separation of
employment. Willful damage or destruction of property or materials belonging to the
Company, our employees or customers will be met with the same posture, as will any act
that attempts to or results in the diversion of any fuel, natural gas, alcohol or tobacco
product, or any other product or service product produced, distributed or provided by the
Company.
Competition and Fair Dealing (Antitrust)
Antitrust and trade regulation laws prevent businesses from unfairly restricting other
businesses from competing in the marketplace. This includes such practices as price-
fixing; product diversion; violation of established contractual relationships with vendors
and/or suppliers; limiting production or supply, and making agreements to drive
competitors out of business or to refuse to buy or sell to another business.

GLDN NUGTS, Inc. maintains that it will compete aggressively, but fairly and honestly,
and in compliance with antitrust and trade-regulation laws and regulations. Company
policy prohibits taking unfair advantage of anyone and taking part in agreements to
restrict competition in any way.

Furthermore, Company policy expressly prohibits employees altering the manner in

which the Company competes in the marketplace through unethical, unapproved, or
illegal means. Mathews Management expects each of our executive officers, management
personnel and employees to deal fairly and in good faith with our customers, employees,
suppliers, regulators, business partners, competitors and others.

Confidential Information
GLDN NUGTS, Inc. safeguards all proprietary and confidential information regarding
the Company and our business affairs. Such information is a valuable business asset, the
disclosure of which could adversely affect the Company’s interests and competitive
position in the marketplace.

Information falling into this category must be kept in strict confidence and should not be
disclosed, without authorization, to anyone outside the Company or to other employees of
the Company who do not have an immediate, business “need” to know the information.
As a matter of practice, it is best if all employees keep any information entrusted to them
closely guarded, and secure their files and workspaces at all times—especially when
away from one’s primary workstation. Moreover, public discussion of Company business
should be avoided at all times, and under all circumstances, irrespective of the “public”
nature of any piece of information.

Employee and Customer Information

Personal data about executive officers, management personnel and employees and data
relating to customers and suppliers may be accessed only by persons with a business need
to know this information in order to perform their jobs. It is inappropriate and prohibited
for executive officers, management personnel and employees to disclose such data both
within and outside the Company unless there is a legitimate business or legally required
need to do so.

All Company officers, management personnel and employees must comply with all laws
relating to access and dissemination of employee information. Should private or
confidential information become inadvertently disseminated to those without a legal or
legitimate business need to know, please notify a supervisor immediately in order that the
matter may be addressed and promptly remedied to the extent possible. Questions
regarding or reports regarding violations of this nature should be reported to an
immediate supervisor, or the Compliance Officer. Deliberate violations of this policy will
be met with appropriate disciplinary action, up to and including separation of
employment.

External Communications
Communication with the media, customers, regulators and the public are the
responsibility of designated spokespersons within the Company. Employees should refer
inquiries from the media and the public to the Company President, CEO and Compliance
Officer. From time to time, events deemed newsworthy by the media may occur at or
around GLDN NUGTS, Inc. facilities. Company policy strictly prohibits
communications or interviews with members of the media without prior management
approval. Questions regarding this policy or media inquiries should be directed to an
immediate supervisor, or the President, CEO and Compliance Officer.

COMPLIANCE
Compliance with all Applicable Laws
To the extent not specifically discussed within this Code of Conduct, GLDN NUGTS,
Inc. expects all executive officers, management personnel and employees to comply with
all applicable laws, rules and regulations of federal, state and local government bodies.
Employees will use their best efforts to ensure compliance with all such laws, rules and
regulations at all times and will duly report any known or suspected violations thereof
through the appropriate reporting channels described herein.

Compliance, Reporting and Accountability

Each officer, management personnel and employee has an obligation to comply with this
Code of Conduct and Ethics and to promptly report to management any known or
suspected violation or dishonest, unethical or illegal conduct. This can be accomplished
by speaking with an immediate supervisor, or the Compliance Officer. Reported
violations will be investigated in the most confidential manner feasible and appropriate
action will be taken.

Violation of this Code of Conduct and Ethics is grounds for disciplinary action up to and
including separation of employment. Additionally, the Company may pursue available
civil or criminal actions against violators. Furthermore, employees who knowingly make
false accusations or provide false information during an investigation are subject to
disciplinary action up to and including termination. Likewise, employees who know of,
but fail to report, adverse events to their supervisor, or the Compliance Officer are
considered by the Company to be acting in collusion with the offender. At the point
where the Company learns of a knowledgeable but non-reporting person’s identity
where acts of malfeasance are in question, that person will be subject to disciplinary
measures up to and including separation of employment.
Anti-Retaliation
GLDN NUGTS, Inc. upholds a strict policy against retaliation towards individuals who,
in good faith, fulfill their obligation to report real or perceived instances of improper,
unethical or illegal behavior through the appropriate channels. Every effort will be made
to protect the identity of the reporting individual, to the extent possible, and reported
violations will be investigated in the most confidential manner feasible. Any form of
retaliation against a reporting person is an express violation of this Code and of Company
policy. Retaliatory acts will not be tolerated and are subject to disciplinary action
including termination. All executive officers, management personnel and employees
should be comfortable and confident to report known or suspected Code, policy or legal
and regulatory violations to their supervisor, or the Compliance Officer free and clear of
retaliation.

Employee Handbook
This Code is in addition to any other policy of the Company, including any handbooks
published for management or crew members. If there is a conflict between this Code and
any other policy published by the Company, then this Code shall control.

REPORTING KNOWN OR SUSPECTED VIOLATIONS OF THIS CODE,

COMPANY POLICY, OR ANY FEDERAL, STATE, OR LOCAL LAWS OR
REGULATIONS MAY BE ACHIEVED THROUGH THE FOLLOWING
CHANNELS:

Contact your General Manager in the manner which you feel most comfortable.

To the Compliance Officer: Contact Glen Schwartz at 918-272-4161 or contact by email

at [email protected]
 UPDATING OF THE HANDBOOK

From time to time, changes and improvements in your handbook may be made to
reflect any new policy or changes which might be placed into effect. This information
will be passed on to you at the earliest possible time.

It is the policy of our McDonald’s Restaurants to adhere to the directions set forth
by McDonald’s Systems, Inc. Directives from McDonald’s System, Inc. supersede any
information contained in the handbook.

Again, welcome to McDonald’s. We look forward to working with you and we

will do everything we can to make your job a pleasant one.

There are few, if any, jobs in which ability alone is sufficient. Needed also are
loyalty, sincerity, enthusiasm and cooperation.

McDONALD’S OFFICE
PO Box 900
Owasso, OK 74055

WELCOME!

We are glad you joined McDonald’s and we look

forward to working with you!
GLDN NUGTS, Inc.
CREW HANDBOOK POLICY AGREEMENT

THIS PAGE TO BE SIGNED AND DATED BY EMPLOYEE AND MANAGER AND

SUBMITTED
TO THE OFFICE WITH THE NEW HIRE PAPERWORK

OVERVIEW
I have been furnished a copy of, and understand all policies contained in the Crew
Members Handbook, including, but not limited to the cash handling policy; drugs/alcohol
policy; uniform policy; and the workers compensation managed care policy.
I agree to abide by all policies and understand that failure to do so may result in
disciplinary action or termination of my employment.

ACKNOWLEDGEMENT OF RECEIPT OF GLDN NUGTS, Inc. CODE OF

CONDUCT AND ETHICS POLICY
I have read and understand this GLDN NUGTS, Inc. Code of Conduct in its
entirety and feel confident that I am well informed of the Company’s Compliance and
Ethics Program and the meanings and implications of the Code of Conduct and Ethics. I
further assert that I understand what is expected of me as a GLDN NUGTS, Inc.
employee. I have had the opportunity to ask questions, and continue to enjoy the same
opportunity to seek clarification or guidance regarding ethical dilemmas I may face in the
performance of my job.

_________________________________ ____________________
Employee Signature Date

_________________________________ ____________________
Printed Name

_________________________________ ____________________
Parent Signature if Employee is Under Date
18 Years of Age

_________________________________ ____________________
Company Representative Signature Date