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Involuntary Separation - Facts

The restaurant is responsible for substantiating all discharges; documentation is very important! You must be able
to answer the questions of who, what, when, where and how the conduct of the employee was not in the best
interest of Fox Restaurant Concepts .

If the discharge is for a single incident, ask yourself exactly why this incident is so serious and adverse to the
restaurant .

If the discharge is for repeated incidents, review whether or not he/she received a copy of the work rules and
handbook, whether you formally warned the employee, and whether you told the employee before the discharge
that he/she could lose their job if they did not conform to the rules .
The PAF for an employee who has been discharged must include:

1 . The actual physical last date worked .

2 . The date of the occurrence that provoked the discharge .
3 . Accurate reason for termination .
4 . Full details concerning the reason for dismissal .

When completing a Termination PAF for Involuntary Resignations please indicate one of the following reasons .
Should further explanation be required use the comments section to provide details regarding the separation .

• Involuntary - Absent Without LOA • Involuntary - Insubordinate
• Involuntary - Altercation/Fighting on the Job • Involuntary - Invalid Documentation

• Involuntary - Application Falsified • Involuntary - Intoxication on the Job
• Involuntary - Destruction of Property • Involuntary - Left Work Without Permission

• Involuntary - Dishonesty • Involuntary - Misconduct
• Involuntary - Excessive Absences • Involuntary - Poor Job Performance
• Involuntary - Excessive Tardiness • Involuntary - Restaurant Closure

• Involuntary - Failure to Follow Known Procedure • Involuntary - Theft/Removal of Company Property
• Involuntary - Failure to Return from LOA • Involuntary - Violated Rules & Regulations

• Involuntary - Failure to Call/Show • Involuntary - Violated Safety Policy
• Involuntary - Falsification of Records

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6 6 Revised February 2014