When you start a new job at McDonald‘s, you probably aren‘t thinking about how you could lose it. However, understanding your employer‘s termination policy is essential so you know your rights and can avoid issues that may put your job at risk.
In this comprehensive guide, we‘ll take a detailed look at McDonald‘s termination policy, including the 120-day probationary period, grounds for termination, the investigative and disciplinary process, and the implications of at-will employment. We‘ll also provide expert insights and data to help you grasp the full context of these policies.
The Fast Food Industry‘s High Turnover Rate
First, it‘s important to note that terminations are quite common in the fast food industry. According to a report from MIT, the average turnover rate for fast food restaurants is 150%, meaning a restaurant employing 20 people would go through 30 workers in a year. McDonald‘s turnover is estimated to be around 100% annually.
These high turnover rates stem from a variety of factors, such as low pay, stressful working conditions, limited opportunities for advancement, and the often temporary nature of the work. However, it also underscores the importance of understanding termination policies, as employees in this industry are more likely to face dismissal at some point.
McDonald‘s 120-Day Probationary Period
All new McDonald‘s hires must complete a 120-day probationary period, during which they are evaluated on attendance, performance, and behavior. According to data from McDonald‘s employee resources, approximately 80% of new hires successfully complete the probationary period.
However, during this time, employees can be fired immediately for severe infractions without any prior warning. Some terminable offenses in the probationary period include:
- No call, no shows or walking off a shift
- Insubordination or refusal to follow management instructions
- Physical fights, threats or harassment
- Theft of any kind
- Being intoxicated or under the influence of drugs on the job
Employment law expert J. Bryan Wood explains, "Probationary periods give employers time to evaluate fit while limiting their legal risk. Since the worker hasn‘t been there long, it‘s easier to justify termination if issues arise without an established record of positive performance."
Grounds for Termination at McDonald‘s
Beyond the probationary period, McDonald‘s employees can still face termination for violating company policies. Some of the most serious offenses that often result in immediate dismissal include:
- Harassment, discrimination, or retaliation
- Theft, fraud, or falsifying records
- Gross misconduct or insubordination
- Threats, violence, or weapons possession
- Disclosing confidential information
- Being under the influence of alcohol or drugs at work
Other policy violations, such as cash handling errors, food safety issues, or unexcused absences, may result in termination for repeated offenses or if the infraction is severe enough.
McDonald‘s follows a progressive disciplinary process for most violations, which includes:
- Verbal warning
- Written warning
- Final written warning
- Termination
However, McDonald‘s employee handbook notes that the company reserves the right to skip steps based on the circumstances of the situation.
McDonald‘s Termination Investigation Process
When a serious policy violation is suspected, McDonald‘s will typically suspend the accused employee pending an investigation. During this time, the worker is not allowed on company property and does not receive pay.
The investigation process usually involves:
- Interviewing the employee in question
- Questioning witnesses
- Reviewing surveillance footage, if applicable
- Examining electronic records like emails or point-of-sale data
Investigations may be conducted by the local management team, HR representatives, or a district manager, depending on the severity of the accusations. The process can take anywhere from a few days to several weeks.
Employee rights advocate Paula Jones says, "Workers should know that they have the right to respond to allegations and provide their side of the story during these investigations. They can also consult a lawyer, especially if the accusations are serious or could lead to criminal charges."
At-Will Employment Challenges
Like most U.S. employers, McDonald‘s operates under at-will employment laws. This means the company can fire workers at any time, without warning, for almost any reason that isn‘t illegal. Unfortunately, it also means employees have limited protections and can be dismissed even if they haven‘t violated a policy.
At-will employment can feel unfair to workers, as it gives employers significant leverage. However, there are some important exceptions to be aware of. Employers cannot legally fire someone for:
- Discriminatory reasons based on protected characteristics like race, gender, age, disability, or religion
- Retaliation for reporting harassment, safety violations, or other unlawful conduct
- Exercising legal rights like voting, taking family leave, or filing workers‘ comp claims
Despite these protections, at-will laws still present challenges for workers. Brian Kropp, head of HR research at Gartner, explains, "At-will employment means the burden of proof is on the employee to show their termination was unlawful. Employers don‘t need to demonstrate just cause, which leaves workers vulnerable."
Protecting Your Job at McDonald‘s
Given the high turnover rates in fast food and the flexibility at-will employment gives to companies, McDonald‘s workers may be wondering what they can do to protect their jobs. Here are a few key tips:
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Thoroughly review company policies. Make sure you have read the employee handbook and understand the expectations for attendance, conduct, and job duties.
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Show up consistently and communicate. Regular attendance is one of the most important factors McDonald‘s looks at, so don‘t miss shifts unnecessarily. If you need to be absent, let your manager know as far in advance as possible.
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Engage positively with customers and coworkers. Having a good attitude and being a team player can go a long way in demonstrating your value as an employee. Treat others with respect and avoid conflict.
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Report issues promptly. If you witness harassment, discrimination, safety hazards, theft, or any other serious problems, notify a manager immediately. Waiting to report can make it seem like you condoned the behavior.
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Document everything. Keep records of your schedules, pay stubs, and any disciplinary actions or communications. If an issue does arise, it will be helpful to have thorough documentation to reference.
Ultimately, while understanding McDonald‘s termination policy is important, the best way to protect your job is to consistently follow the rules, work hard, and be a positive presence on the team.
As McDonald‘s franchise consultant Mark Siebert says, "McDonald‘s wants employees who show up, do their best, and contribute to a welcoming environment for customers. If you can do that, you‘ll have a much better chance of a long, successful tenure with the company."
