CREWMEMBER

STANDARDS
& POLICIES
 TABLE OF
CONTENTS
Voluntary Open Door . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

Crewmember Policies. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7

CREWMEMBER STANDARDS & POLICIES | Copyright © 2025 Raising Cane’s Restaurants, LLC
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 VOLUNTARY
OPEN DOOR
We believe that our Crewmembers’ voice is essential for our success as a Company. We
strive to provide opportunities for your voice to be heard, for you to provide feedback
and have direct avenues to express your thoughts, concerns and ideas to create a
better work environment that will support our Crew and Company’s growth and success.

DO YOU HAVE A QUESTION, SUGGESTION OR CONCERN?

During your employment, you may have a concern, suggestion, safety issue, question
or idea in relation to your job or the work environment – don’t be shy about it! You are
welcome to ask any question, make any suggestion or call attention to any situation that
helps us be the best that we can be.

YOU CAN TALK OPENLY WITH US ABOUT ANY CONCERN YOU HAVE
If you have a work-related concern about something and you’re afraid that speaking
up will only make it worse, don’t be. We will not tolerate retaliation against any
Crewmember who utilizes our Voluntary Open Door Policy in good faith. The Company’s
prohibition against retaliation also applies to any Crewmember participating in or
cooperating with any fact-finding of alleged offending conduct.

CONTACT US
There are multiple methods by which you can reach out, contact someone and discuss
any suggestion, concern or idea.

1. Management: You may communicate with your Manager, Area Leader, Regional
Leader, any member of the Business Unit Team, Crew Relations or any Leader in
the RSO.
2. Crew Relations: You may reach out anonymously, if you prefer, to the Crewmember
Hotline at www.CanesCrew.com and submit a question, concern or idea. This is
directed to a third party where you may choose to remain anonymous or, if you’d
prefer, identify yourself. Information you provide will be submitted in a written
report which will be received and reviewed in a timely manner by Crew Relations.

You may also reach out to the Crewmember Hotline by calling 844-416-4144. The
call is toll-free and the information you provide will be submitted in a written report,
which will be received and reviewed in a timely manner by Crew Relations. The line
is maintained by a third party, 24 hours a day, seven days a week. You may choose to
remain anonymous or, if you’d prefer, identify yourself. When raising concerns, we ask
that you provide as much detailed information as possible, including the background
and history of the concern, names, dates and places, where possible, and the reasons
why the situation is cause for concern. This is especially important for concerns
raised anonymously so that the Company may conduct an appropriate review and, if
necessary, begin an investigation.

RESTAURANT SUPPORT OFFICE CONTACT LIST:

• Restaurant Support Office: 972-769-3100
• Crew Relations: CrewRelations@raisingcanes.com
• Crewmember Hotline: 844-416-4144 or www.CanesCrew.com

CREWMEMBER STANDARDS & POLICIES | Copyright © 2025 Raising Cane’s Restaurants, LLC
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 CREWMEMBER
POLICIES
AT-WILL EMPLOYMENT
The Crewmember Handbook, the Crewmember Standards & Policies and the State
Supplements to the Crewmember Handbook are not a contract for employment or
continued employment. As a Raising Cane’s Crewmember, you are employed at-
will. “At-will” means that either you or the Company may terminate your employment
relationship at any time, with or without prior notice, warning, procedure or formality,
and for any reason or no reason.

The terms or conditions of your employment, including the at-will nature of

employment, as a Raising Cane’s Crewmember cannot be changed by any oral
statement, representation, custom, habit or practice. If there is a conflict between this
disclaimer and any other statement, oral or written, present or future, concerning your
employment, this policy of at-will employment controls (meaning you remain employed
at-will), unless you have a written agreement signed by an Officer of the Company or
an authorized representative of an Officer that specifically modifies the at-will nature of
employment.

EQUAL EMPLOYMENT OPPORTUNITY

Raising Cane’s is an equal opportunity employer. In accordance with applicable law, we
prohibit discrimination against any applicant or Crewmember based on the following
legally protected characteristics: race, color, national origin or ancestry, citizenship
status, immigration status, religion, creed, sex (including pregnancy, lactation, childbirth
or related medical conditions), sexual orientation, gender identity or expression, age,
physical or mental disability, genetic information (including testing and characteristics),
marital status, uniformed servicemember or veteran status, or any other consideration
protected by applicable federal, state or local laws. Our commitment to equal
opportunity employment applies to all persons involved in our operations and prohibits
unlawful discrimination by any Crewmember, including Managers and coworkers. This
policy also protects Crewmembers from prohibited discrimination by third parties, such
as Customers, vendors, visitors, or temporary or seasonal workers. If such conduct
occurs in the workplace by someone not employed by the Company, the procedures in
this policy should be followed.

CREWMEMBER STANDARDS & POLICIES | Copyright © 2025 Raising Cane’s Restaurants, LLC
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CREWMEMBER POLICIES

ANTI-HARASSMENT/ANTI-DISCRIMINATION • Visual conduct: Leering, making sexual gestures, displaying

Raising Cane’s is committed to providing a work environment sexually suggestive objects or pictures, drawings, posters,
free of discrimination and harassment. As a result, we maintain websites, emails, text messages or social media posts
a strict policy prohibiting sexual harassment and discrimination
• Sharing or watching pornography or sexually demeaning
against applicants and Crewmembers because of legally
depictions of people, including AI-generated and deepfake
protected characteristics, including but not limited to: race,
images and videos
color, national origin or ancestry, citizenship status, religion,
creed, sex/gender, pregnancy or related medical conditions, • Verbal conduct: Making or using derogatory comments,
sexual orientation, gender identity or expression, age, physical innuendos, epithets, slurs, sexually explicit jokes or comments
or mental disability, genetic information (including testing and about a Crewmember’s body, dress or sexual experiences
characteristics), marital status, military or veteran status, or
any other consideration protected by applicable federal, state • Physical conduct: Unwelcome or inappropriate touching,
or local laws. Our anti-harassment/anti-discrimination policy violence, assault, impeding or blocking normal movements
applies to all persons involved in our operations and prohibits
discrimination and harassment by any Crewmember of the • Hostile actions taken against an individual because of
Company, including Managers and coworkers. This policy also that individual’s sex, sexual orientation, gender identity or
protects Crewmembers from unlawful discrimination by third the status of being transgender, such as sabotaging an
parties, such as Customers, vendors, visitors, or temporary or individual’s work, repeated and intentional use of a name
seasonal workers. If such conduct occurs in the workplace by or pronoun inconsistent with an individual’s known gender
someone not employed by the Company, the procedures in this identity, asking intrusive questions about a person’s sexual
policy should be followed. orientation, gender identity, gender transition or intimate
body parts, bullying, yelling or name-calling
The Company prohibits unlawful harassment, sexual harassment
and retaliation, as well as such conduct that does not rise Sexual harassment can occur regardless of the gender of
to the level of being unlawful. This policy is not designed or the person committing it or the person who is exposed to it.
intended to limit the Company’s authority to take corrective or Harassment on the basis of sexual orientation, self-identified
remedial action for workplace conduct that the Company deems gender, perceived gender or transgender status are all forms of
unacceptable, regardless of whether that conduct satisfies prohibited sexual harassment.
the definition of unlawful discrimination, harassment, sexual
harassment or retaliation. OTHER TYPES OF HARASSMENT
Other types of discriminatory harassment are also prohibited,
SEXUAL HARASSMENT including harassment on the basis of any legally protected
Sexual harassment includes unwanted sexual advances, characteristics, including but not limited to: race, color, religion,
requests for sexual favors or visual, verbal or physical conduct of creed, pregnancy or related medical conditions, age, national
a sexual nature when origin or ancestry, citizenship status, physical or mental disability,
genetic information (including testing) and characteristics, or any
• Submission to such conduct is made a term or condition of
other characteristic or status protected by federal, state or local
employment,
laws. Prohibited harassment may include behavior similar to the
• Submission to or rejection of such conduct is used as a illustrations above and may also include but is not limited to:
basis for employment decisions affecting the Crewmember,
or • Verbal conduct including taunting, jokes, threats, epithets,
derogatory comments or slurs based on an individual’s
• Such conduct has the purpose or effect of unreasonably
protected characteristics;
interfering with a Crewmember’s work performance or
creating an intimidating, hostile or offensive working • Visual and/or written conduct including derogatory posters,
environment even if the individual making the report is not photographs, calendars, cartoons, drawings, websites,
the intended target of such conduct. social media, emails, text messages or gestures based on an
individual’s protected characteristics;
Sexual harassment also includes various forms of offensive
behavior. The following is a non-exhaustive list of the types of • Mimicking or mocking a person’s disability, accent or
conduct prohibited by this policy: religious garments, jewelry or displays; and

• Unwanted sexual advances, including repeated and • Physical conduct including assault, unwanted touching
unwelcome requests for dates or blocking normal movement because of an individual’s
protected characteristics.
• Offering employment benefits in exchange for sexual favors

• Making or threatening reprisals after a negative response to

sexual advances
CREWMEMBER STANDARDS & POLICIES | Copyright © 2025 Raising Cane’s Restaurants, LLC
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CREWMEMBER POLICIES

COMPLAINT PROCEDURE The Equal Employment Opportunity Commission (EEOC) and

The complaint procedure applies to individuals who: equivalent state agencies will accept and investigate charges of
unlawful discrimination at no charge to the complaining party.
• Are subject to harassment, discrimination or retaliation; The nearest office of the EEOC and equivalent state agencies
can be found in your local telephone directory or online.
• Witness or observe such conduct; or
The initiation of a good faith complaint of discrimination,
• Are offended by such conduct. harassment, sexual harassment or retaliation will not be grounds
for corrective or other retaliatory action, even if the allegations
Any Crewmember who believes that they have been harassed
cannot be substantiated or the Crewmember was mistaken
or discriminated or retaliated against by a coworker, Manager,
about aspects of the complaint. Any individual who makes a
Customer or third party in the work environment, or who is
complaint that is demonstrated to be intentionally false may be
aware of prohibited conduct of others or is otherwise offended
subject to corrective action, up to and including separation.
by such conduct, should immediately provide a written or verbal
report to their Manager, any other member of Management, Any Manager/Supervisor who receives a report of or witnesses
the Crewmember Hotline at 844-416-4144 or Crew Relations at harassment or discrimination must report it to Crew Relations.
www.CanesCrew.com or 972-769-3100 to report such incidents. Any Manager/Supervisor who has knowledge of allegedly
The report should be specific and should include the names of harassing or discriminatory behavior yet takes no action to
the individuals involved, the names of any witnesses and any report the incident, to end it or to prevent its reoccurrence may
documentary evidence (emails, notes, etc.). be subject to corrective action, up to and including separation.
Crewmembers are not required to report any prohibited
conduct to a Supervisor or Manager who may be hostile, who PROTECTION AGAINST RETALIATION
has engaged in such conduct, who is a close associate of the Crewmembers (including Managers) who use this complaint
person who has engaged in such conduct or with whom the procedure, object to such conduct, report discrimination,
Crewmember is uncomfortable discussing such matters. To harassment or retaliation, file a charge of discrimination,
be clear, if the alleged wrongdoer is a Manager or Supervisor, harassment or retaliation, testify, assist or participate in
reports should be made to another member of Management, any manner in any investigation by the Company or any
Crew Relations or the Crewmember Hotline. investigation, proceeding or hearing conducted by a
governmental enforcement agency are protected against
Upon receipt of a complaint or if Raising Cane’s otherwise retaliation. Retaliation of any kind is strictly prohibited at Raising
believes a violation of this policy has occurred or is occurring, Cane’s. Prohibited retaliation includes but is not limited to
Raising Cane’s will take the appropriate next steps in a timely termination, demotion, suspension, failure to hire or consider for
manner. Investigations will include a fair, objective and thorough hire, failure to give equal consideration in making employment
fact-finding by qualified personnel in Crew Relations or a decisions, failure to make employment recommendations
third-party designee. The Company will document and track impartially, adversely affecting working conditions or otherwise
the progress of the fact-finding and will reach reasonable improperly denying any employment benefit.
conclusions based on the information collected. The Company
will endeavor to protect the confidentiality of all parties involved Individuals who believe they have been subjected to retaliation
to the extent possible, but confidentiality is not guaranteed. or believe that another individual has been subjected to
Once fact-finding is completed and a determination is made, retaliation should report this concern pursuant to the complaint
the complaining party will be advised that fact-finding has been procedure in this policy.
completed and may be informed of the resolution. Raising
Managers who receive a report of retaliation must report it to
Cane’s expects that all Crewmembers fully cooperate with any
Crew Relations. Any Manager/Supervisor who has knowledge of
fact-finding conducted by the Company into potential violations
alleged retaliation yet takes no action to report the incident, to
of this policy.
end it or to prevent its recurrence may be subject to corrective
If the Company determines that its policies have been action, up to and including separation.
violated, corrective action, up to and including separation from
employment, will be taken. Corrective action may be taken when
an investigation reveals conduct on the part of a Crewmember
that does not rise to the level of unlawful discrimination or
harassment but is nevertheless inappropriate. Appropriate action
may also be taken to deter future misconduct.

CREWMEMBER STANDARDS & POLICIES | Copyright © 2025 Raising Cane’s Restaurants, LLC
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CREWMEMBER POLICIES

ACCOMMODATIONS Lactation
Please contact Accommodations at www.CanesCrew.com, For lactation breaks when a Crewmember is working at a
Accommodations@raisingcanes.com or 972-769-3100 to request physical location of the Company, the Company will provide
any sort of workplace accommodation. The Accommodations a reasonable amount of break time each time a Crewmember
team will communicate with Crewmembers regarding potential needs to express breast milk for the Crewmember’s child.
accommodations and consider each request for accommodation Crewmembers needing breaks for lactation purposes may use
on a case-by-case basis. Below are examples of the types of ordinary paid rest breaks or may take other reasonable break
accommodations you may request from the Accommodations time when needed. The lactation break time, if possible, should
team. All accommodations will be considered in accordance run concurrently with scheduled rest breaks and meal periods
with applicable law. The Company will not retaliate against an already provided to the Crewmember. If the lactation break
applicant or Crewmember because they request or use reasonable time cannot run concurrently with rest and meal periods already
accommodation in accordance with the Company’s policies or provided, or additional time is needed for the Crewmember, the
applicable law, report or oppose discrimination under applicable lactation break time will be unpaid for hourly Crewmembers,
accommodation laws or participate in a proceeding involving an unless otherwise required by law. Where unpaid breaks or
alleged violation of applicable accommodation laws. Individuals additional time are required, hourly Crewmembers should work
who believe they have been subjected to, or believe that another with their Manager regarding scheduling and reporting the extra
individual has been subjected to, prohibited discrimination or break time as unpaid.
retaliation should follow the complaint procedure set forth in the
For lactation breaks when a Crewmember is working at a
anti-harassment/ anti-discrimination policy.
physical location of the Company, the Company will provide
Crewmembers with the use of a room or a private area, other
Disability
than a restroom or toilet stall, that is shielded from view and free
Any Crewmember who requires an accommodation to perform the
from intrusion from other Crewmembers and the public. The
essential functions of their job should contact Accommodations
Company will make a reasonable effort to identify a location
to discuss potential accommodations. Raising Cane’s will make
within close proximity to the work area for the Crewmember to
reasonable accommodations for a known physical and/or mental
express milk. Crewmembers should discuss with their Manager
limitation of an otherwise qualified individual with a disability,
the location for storage of expressed milk. Crewmembers may
unless an undue hardship and/or a direct threat to the health and/
also provide their own portable small storage unit or cooler for
or safety of the individual or others would result.
keeping expressed breast milk cold.
Anyone requesting an accommodation is required to fully
The Company will otherwise treat lactation as a pregnancy-
cooperate with the Company in seeking and evaluating
related medical condition and address lactation-related needs
accommodations and alternatives. The Company may also require
in accordance with the PWFA and other applicable laws. Please
medical verification to support the need for accommodation to the
be sure to contact your Manager or the Accommodations team
extent permitted by law.
during your pregnancy or before you return to work to identify
your need for a lactation area.
Religious Beliefs
The Company will provide reasonable accommodation for
Pregnancy
Crewmembers’ religious beliefs, observances and practices when
The Company will make reasonable accommodations for
a need for such accommodation is identified and reasonable
known physical or mental limitations related to the pregnancy,
accommodation is possible. For example, the Company will provide
childbirth or related medical conditions of a qualified applicant
reasonable accommodations related to its dress and grooming
or Crewmember, unless the accommodation would impose
practices, unless doing so would cause an undue hardship on
an undue hardship on the operation of the Company’s
the Company or violate an applicable law, such as a food safety
business. “Known physical or mental limitations” are those
regulation.
that the applicant, Crewmember or their representative has
If you desire a religious accommodation, you may make the communicated to the Company. Depending on the nature of the
request to your Manager or Accommodations as far in advance as request, a Crewmember may be required to provide medical
possible. documentation to support a request for accommodation.
Accommodations will be provided as required by applicable law.

If you desire a pregnancy accommodation, you may make the

request to your Manager or the Accommodations team as far in
advance as possible.

CREWMEMBER STANDARDS & POLICIES | Copyright © 2025 Raising Cane’s Restaurants, LLC
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 WHO TO CONTACT:

BENEFITS CREWMEMBER HOTLINE CREW SUPPORT

844-416-4144 CrewSupport@raisingcanes.com
Benefits@raisingcanes.com www.CanesCrew.com

MARKETING RESTAURANT SUPPORT CREW SAFETY

Marketing@raisingcanes.com OFFICE CrewSafety@raisingcanes.com
972-769-3100

SOCIAL MEDIA CONCERNS LEAVE OF ABSENCE ACCOMMODATIONS

Social@raisingcanes.com LOA@raisingcanes.com Accommodations@raisingcanes.com

CREW RELATIONS PUBLIC RELATIONS

CrewRelations@raisingcanes.com PublicRelations@raisingcanes.com

CREWMEMBER STANDARDS & POLICIES | Copyright © 2025 Raising Cane’s Restaurants, LLC
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 www.raisingcanes.com
Crewmember Hotline: 844-416-4144 or www.CanesCrew.com