Responsibilities:

　　Communicate effectively with front-of-house, back-of-house staff and external contacts.

　　Hire, train, and retain talented and dedicated employees.

　　Manage staff time effectively in order to maximize productivity.

　　Manage cash flow and overall profitability.

　　Implement new ideas to improve quality of food and customer service.

　　Know how to cook food according to customer needs and preferences.

　　opeyes is an equal opportunity employer that makes employment decisions based on skills and experience and we encourage all qualified applicants to apply.

　　About Popeyes

　　Popeyes is not like most fast-food chains. With freshly prepared food and a recipe thats remained unchanged for nearly 50 years, Popeyes restaurants are deeply proud of their food and their heritage - and they want to share that pride with you! Find out how you can continue the Louisiana tradition of cooking for guests and serving each other with love, by joining a Popeyes restaurant team near you.

　　Pay: $13.00 - 15.00 per hour

　　Benefits

　　Flexible schedule, Health insurance, Dental insurance, Vision insurance, Referral program, Employee discount, Paid training

　　Job type

　　Full-time, Part-time

　　Education

　　No education required

　　Work location

　　On-site

　　Anti-Harassment and Discrimination

　　Z and H Foods, Inc. is committed to providing a workplace that is free from harassment and discrimination. For this reason, Z and H Foods, Inc. prohibits harassment specifically covered by Title VII of the Civil Rights Act and discrimination based on age, race, color, religion, gender, sexual orientation, disability, national origin, gender and /or Gender identityveteran status or any other basis protected by law. This policy applies to all employees, guests and business partners such as suppliers, distributors and vendors. It is the responsibility of all employees to create and maintain an atmosphere free from harassment and discrimination.

　　DEFINITION OF HARASSMENT

　　This harassment policy Harassment is unwelcome verbal or physical conduct, and includes unsolicited remarks, gestures, touching, display or circulation of written materials or pictures derogatory to an individual or group of individuals based on age, race, color, religion, gender, sexual orientation, disability, national origin, veteran status or any other basis protected by law.

　　Harassment includes any physical, verbal or visual conduct that creates an intimidating, offensive or hostile environment. Conduct constitutes harassment when:

　　Submission to the conduct is made either an implicit or explicit condition of employment

　　Submission to or rejection of the conduct is used as a basis for an employment decision

　　The harassment interferes with an employees work performance or creates a hostile, intimidating or offensive work environment.

　　The following are some examples of prohibited harassment. This is provided as a sample only and is not an exhaustive list:

　　Verbal abuse, jokes, kidding, or other language related to a persons personal characteristics

　　Gossiping about others or spreading rumors

　　Unwanted sexual advances, invitations or comments

　　Unwanted physical contact such as assault, unwanted touching, blocking normal movement or interfering with physical movements

　　Visual conduct such as derogatory, racially or sexually oriented cartoons, clothing, drawings, posters, photographs or gestures

　　Transmitting sexually suggestive, derogatory or offensive materials on Z and H Foods, Inc. phones (including cell phones, Ipads, PC, PDAs), computers, internet, e-mail, facsimile, etc., accessing or distributing such material on personal equipment during work time

　　Threats or demands to submit to sexual requests as a condition of continued employment or receipt of products/services/benefits or to avoid some loss or penalty

　　Retaliation for having reported or threatened to report harassment or discrimination

　　The type of behavior described above is unacceptable not only in the workplace, but also in other work-related settings such as business trips or Company sponsored social events. In addition, such behavior is also prohibited when directed toward non-employees, such as job applicants, delivery personnel, service personnel, visitors and, of course, customers to the restaurants.

　　As described above, the use of the Companys e-mail or voice mail systems in violation of this policy is prohibited; employees are reminded that e-mail and voice mail messages are monitored by the Company, and no employee should expect such messages are private.

　　INDIVIDUALS COVERED BY THIS POLICY

　　This policy covers all officers, directors, and employees of Z and H Foods, Inc. Sexual harassment, whether engaged in by co-workers, supervisors, officers or by non-employees with whom the employees come into contact in the course of employment (i.e., the Company's service providers or contractors), is contrary to this policy and will not be tolerated. The Company encourages the reporting of all incidents of sexual harassment, regardless of who the offender may be and will not tolerate any retaliation against individuals who decline sexual advances or bring complaints about harassment or who participate in investigations regarding harassment.

　　REPORTING A COMPLAINT

　　The Company encourages individuals who believe they have been or are being harassed to promptly advise the alleged offender that his or her behavior is unwelcome. In many circumstances however, an employee may be uncomfortable with confronting that person, especially if the harasser is the employees manager or supervisor. Therefore, whether or not you decide to confront the alleged harasser, the Company asks that individuals who believe they have been subjected to sexual harassment report the incident to any of the following persons:

　　Restaurant hourly Team Members are to notify the General Manager, Assistant General Managers, Assistant Manager, the District Supervisor or the Regional Human Resource Manager.

　　Restaurant General Managers and Assistant Managers are to notify the District Supervisor, the Region Human Resource Manager or the Regional Director or Vice President.

　　Corporate staff employees are to notify their immediate supervisor or the Human Resources Department.

　　Alternatively, an employee who is uncomfortable notifying any of the above-named individuals may contact any officer of the Company or the Legal Department directly. Employees may also call the Z and H Foods, Inc. Toll-Free Harassment Reporting Hotline at 1-800-285-5698 or via email athzfoods.integrityline.com.

　　Employees are urged to report harassment before it becomes severe or pervasive. Isolated incidents of harassment may not be violations of law, especially if the offended person fails to communicate that they are unwelcome. However, because a pattern of such incidents may be unlawful, it is important to report such conduct before it becomes a serious problem.

　　The Company encourages prompt reporting of complaints so that swift and appropriate action may be taken. However, due to the sensitive nature of sexual harassment, the Company does not impose a time limit for reporting sexual harassment. Employees should recognize, however, that the more time that passes after an incident, the more difficult it becomes for the Company to perform a complete, accurate and thorough investigation and take effective action. All employees have the right at any time to report sexual harassment to the Equal Employment Opportunity Commission or its state and local cou