• Report: #1077038
Complaint Review:

Pizza Hut

  • Submitted: Mon, August 19, 2013
  • Updated: Mon, August 19, 2013

  • Reported By: Teresea — Vandalia Missouri
Pizza Hut
1811 Hwy 54 Vandalia Missouri Vandalia, Missouri USA

Pizza Hut Mike Matteson, Nacoma Scherry Management coverup of harrasment false dismissial of employees stealing by manager Vandalia Missouri

*Consumer Comment: When...

*Author of original report: Key Points in Employee Handbook

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In August 2013 a 17 year old waitress quit Pizza Hut due to multiple verbal harassments from Manager Mike Matteson. following this her Mother contacted Pizza Hut corporation who dismmissed it and put it in the hands of RGM Nacoma Scherry he and Matteson took it into their own hands by "interviewing" other employess and having them sign "statements" regarding any sexual of verbal abuse from Matteson.Two emplyess said he WAS verbally abusive at times all the other were minors and shouldnt legally be obligated by accused Harasser to sign or make a statement. Since said "interviewing" one female employee has been wrongfully terminated as a "walk-out" and the other female employee has heard shes "next" upon returning to work. Multiple ex-employees who worked with quit or were fired by Matteson have said they are happy to put their "statements" in about treatment and work ethic of Matteson but Corporate and RGM want nothing to do with it.This is a low-volume store only 10-15 emplyess and 11 have left or been dismissed in 7 months.This is a problem once again swept under the rug of RGM and Pizza Hut corporation. 

This report was posted on Ripoff Report on 08/19/2013 11:12 AM and is a permanent record located here: http://www.ripoffreport.com/reports/pizza-hut/vandalia-missouri-63382/pizza-hut-mike-matteson-nacoma-scherry-management-coverup-of-harrasment-false-dismissial-1077038. The posting time indicated is Arizona local time. Arizona does not observe daylight savings so the post time may be Mountain or Pacific depending on the time of year.

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#1 Consumer Comment


AUTHOR: Robert - ()

 Very often around this site when you get someone who talks in the "third person" they are often not giving the entire story because they are trying to hide something.

So are you the 17 Year old who because you are a minor doesn't think that anyone your age should be forced to sign a statement but have no problem posting a statement on the Internet?  Or are you the mother who may not bet getting the "full" story from their daughter?



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#2 Author of original report

Key Points in Employee Handbook

AUTHOR: Teresea - ()

The Company is committed to providing all employees with a workplace free of sexual or other
types of harassment or discrimination based on race, color, religion, national origin, ancestry,
age, gender, physical or mental disability, or other protected classifications. The Company
prohibits and will not tolerate unlawful harassment or discrimination by supervisors, coworkers,
or those who do business with the Company.
It is our policy to maintain a work environment free from all forms of unlawful harassment or
discrimination and to insist that all employees be treated with dignity, respect and courtesy.
Harassment, including sexual harassment and discrimination, is prohibited by law. The purpose
of this policy is not to regulate our employees’ personal morality. It is to prevent harassment or
discrimination from occurring, and provide reporting channels if it does.
Harassment includes, without limitation: verbal harassment (derogatory statements, slurs,
teasing, jokes, epithets and innuendo); physical harassment (sexual and personal touching,
assault, physical interference with normal work or involvement); and visual harassment (posters,
cartoons, drawings, computer materials, sexual gestures).
Sexual harassment is defined as unwanted sexual advances or visual, verbal, or physical conduct
of a sexual nature. Sexual harassment includes many forms of offensive behavior. The following
is a partial list of the types of conduct that could constitute sexual harassment.
 Any offensive or unwelcome conduct, verbal or physical, based on a person’s gender.
 Unwanted sexual advances.
 Offering employment benefits in exchange for sexual favors.
 Making or threatening reprisals after a negative response to sexual advances.
 Visual conduct such as leering, making sexual gestures, displaying of sexual suggestive
objects or pictures, cartoons, or posters.
 Verbal conduct such as making or using derogatory comments, epithets, slurs, and jokes.
 Verbal sexual advances or propositions.
 Verbal abuse of a sexual nature such as graphic verbal commentaries about an
individual’s body, sexually degrading words to describe an individual, suggestive or
obscene letters, notes, or invitations.
 Physical conduct such as touching, assault, impeding or blocking movements.
The Company will do its best to keep the workplace free of unlawful conduct that creates an
intimidating, hostile or offensive work environment for our employees. Your cooperation is
needed to achieve the goal by reporting incidents of harassment or discrimination.
In the event that you experience, or see or hear of any conduct that violates this policy, we urge
you to contact your supervisor, Human Resources department, or any member of the
management team. You should also provide your complaint in writing to the Human Resources
department. Supervisors will report all incidents of harassment to the Human Resources
department. The Company will, to the extent possible, treat the matter with the degree of
confidentiality that is appropriate under the circumstance


Anti-Harassment And Anti-Discrimination Policy -continued
You should report any harassment or discrimination, even if the person committing the conduct is not an employee of the Company. The Company’s policy is to take appropriate action to protect its employees from harassment and discrimination, regardless of who commits the harassment or discrimination.
All complaints will be promptly and thoroughly investigated, and employees are expected to cooperate fully in the investigation process.
If, after investigation, the complaint or concern is determined to be justified, the Company will take necessary and appropriate action to end the harassing or intimidating conduct and prevent its recurrence, including discipline up to an including termination of employment.
Those who use the complaint procedure will not be subjected to any acts of harassment, coercion, intimidation or retaliation due to their reporting an incident or participating in an investigation or proceeding concerning the alleged harassment.
In addition, disciplinary action will be taken against any employee(s) who attempt to discourage or prevent any harassment victim from using the Company’s complaint procedure to report harassing conduct. Accordingly, any retaliatory conduct should be reported immediately to your supervisor or Human Resources department.

Pizza Hut Tips *salary Manager also makes tips and doesnt claim them  Mike Matteson
Delivery Drivers and Servers are paid as tipped employees. This means that Delivery Drivers and Servers will be paid a service wage and Hot Pizzas, LLC, will take a “tip credit” towards its minimum wage obligations according to federal and state laws.
For each work week, Hot Pizzas, LLC, will ensure that your service rate combined with your tips meets the required hourly minimum rate. It is very important that that you record your tips accurately and record them all at the end of each shift during the clock out function.
Pizza Hut tipped employees are responsible for accurately reporting all cash tips. All credit card tips will automatically be reported for you at the end of each shift. Failure to accurately report tips is a violation of the law and is considered reason for disciplinary action up to and including termination. Tips reported less than $20 in a calendar month are not taxable for FICA and/or MEDICARE or withholding purposes.
If edits, modifications, or corrections are made to the tip records, both the employee and restaurant manager must verify the accuracy of the change by initialing the time and tip edit log. Additionally, keep in mind that:
 Your tips are part of your pay and belong to you.
 Keep a record to all your tips; they are subject to taxes.
 Taxes from the tips you report will be deducted from your paycheck.
 Follow the Internal Revenue Service’s “Tipped Employee Brochure” and “Tip Log” to build your know how.


Specific examples of conduct, which may be considered threats or acts of violence under this policy include, but are not limited to the following:
1. Threatening physical or aggressive contact directed toward another individual.
2. Threatening an individual or his/her family, friends, associates or property with physical harm.
3. The intentional destruction or threat of destruction of Company property or another’s property.
4. Harassing or threatening phone calls.
5. Surveillance.
6. Stalking.
7. Veiled threats of physical harm or like intimidation  One Employee hearing she will be let go for admitting verbal abuse


The Company has a responsibility to all of its employees to provide a safe workplace and a responsibility to the public to ensure that their safety and trust in the Company are protected. Therefore, the Company prohibits the following behavior by employees while on the Company premises or performing the Company business at any location.
 Use of illegal drugs or prescription drugs obtained illegally.
 Abuse of legal (prescription or over-the-counter) drugs.
 Sale, purchase, transfer, manufacture or possession of controlled substances.
 Arrival for work, or working under the influence of drugs/alcohol. “Under the influence” means the presence of an illegal drug or controlled substance in the hair or body fluids at levels of detection above the lowest cutoff levels established by the analytical methods of the Company testing laboratory.
Violation of this policy will result in reassignment, discipline or discharge, or the Company, in its sole discretion, may allow an employee who tests positive for drugs/alcohol a single opportunity to complete an approved rehabilitation program. Employees who fail to complete such a rehabilitation program or who test positive for drugs/alcohol a second time will be discharged.
A drug-screening test can be an effective means by which to identify those in need of counseling, treatment, or disciplinary action. The Company drug testing program is intended to supplement, not replace, other means by which the use of drugs/alcohol can be detected. The Company reserves the right to engage in other means to detect the use or possession of controlled substances such as workplace searches.

The enitire staff needs to be subjected to this

We always want to give our best presentation while serving our guests. To ensure we do not give guests the wrong perception that we are eating while preparing their food, we do not allow eating, chewing gum or using tobacco of any kind while on duty. Arizona voters passed the Smoke-Free Arizona Act effective May 1, 2007. Our restaurants have been smoke-free; additionally, the Smoke-Free Act “prohibits smoking within and around all public places and places of employment within the state of Arizona”.
According to the Smoke-Free Act, smoking is banned in and within 20 feet any enclosed area. Smoking still is allowed in certain places including outdoor patios as long as the smoke does not enter areas in which smoking is prohibited. Even outside of the 20 feet, the person responsible for the building must ensure that smoke does not enter the enclosed area and employees, customers, and vendors do not have to breathe the smoke when entering or exiting the building. Smoking cannot enter the building through doors, windows or ventilation systems. The Act further states that the Company must to clearly and conspicuously post “no smoking” signs at every entrance and remove all ashtrays from any area where smoking is prohibited.
The Utah Indoor clean Air Act states that an employer must prohibit smoking in all enclosed indoor places of public access.
The Company encourages employees to quit smoking if they have started. Employees who smoke must follow all state laws and are not allowed to smoke on Company property or display their uniform while smoking. Any Company logo or name tag must be covered up while the employee is smoking. Employees who smoke must wash their hands and follow all safe food handling protocols before returning to work.

Might want to check this one too Since Matteson chews and smokes.....

Employees are required to avoid situations which give rise to actual or potential conflict of interest, or the appearance of a conflict of interest. The following guidelines provide general direction which will allow employees to seek further clarification on issues related to acceptable standards of behavior.
An actual or potential conflict of interest may occur when an employee is in a position to influence a decision that may result in a personal gain for that employee or for a relative of that employee as a result of the Company’s business dealings. It is also a conflict of interest for an employee or a relative of an employee to accept any kickback, bribe, substantial gift or special consideration as a result of any transaction or business dealings involving the Company. For the purposes of this policy, any person who is related by blood and marriage to an employee, or who lives with the employee, may be considered a relative.
An actual or potential conflict of interest may also occur when current employees engage in close personal relationships where one employee is in a position to affect the terms or conditions of employment of the other employee. It is an actual conflict of interest for employees to use Company facilities, equipment, time or funds for personal affairs and such actions are strictly prohibited.
When circumstances or conditions exist which may create a potential conflict of interest or the appearance of a conflict of interest, the employee must report those circumstances to the Human Resources department so that action may be taken to protect the interests of the Company. Employees who engage in an actual conflict of interest or who fail to report potential conflicts of interest are subject to immediate termination.

Also everyone in this store....

As an employee, you are expected to use sound judgment and respect the rights of fellow employees to a safe, comfortable, and congenial work environment. It is impossible to make a comprehensive list of all of the possible kinds of conduct considered as inappropriate. Employees who act in these or other unacceptable ways may be subject to disciplinary action up to and including dismissal. Examples include but are not limited to:
1. Excessive absences and/or tardiness or failure to come to work without sufficient explanation. Unreported absence of one scheduled work day.
2. Failing to meet expected performance standards or unsatisfactory job performance.
3. Interfering with another employee’s job performance.
4. Any deliberate or willful infraction of Company rules or policies and procedures. Protecting others or cooperating with those who break these and other policies or commit illegal acts. Violations of the E-Verify program or working without proper authorization.
5. Failure to observe work hours, such as scheduled starting and quitting times, break and meal periods, etc. Failure to notify your supervisor in a timely manner when you are unable to report to work. Improperly calling a supervisor to report absence or tardiness from work. Failure of a non-exempt employee to obtain permission to leave work for any reason during normal working hours. Working overtime without authorization or refusing to work assigned overtime. Purposely giving wrong information when reporting hours worked or tasks completed, falsifying any document, or violations of wage or hours of work laws. Failure to accurately claim all tips earned.
6. Performing unauthorized personal work on Company time. Recording the work time of another employee; or allowing any other employee to record your work time; or allowing falsification of any time card, either your own or another’s.
7. Abuse of paid sick days.
8. Violating the company’s nondiscrimination and/or anti-harassment policy.
9. Violating the Company’s Drug Policy. Consuming, possessing, or being under the influence of alcohol and/or drugs during working hours or at any time on company property or while engaged in Company off-premises business or while in Company uniform. Driving for the company while being impaired. Failing to comply with the Company’s drug testing program. Unwilling to submit to a drug test as instructed such as after an on-the-job injury claim or for random issues.
10. Excessive, wasteful, abusive, unnecessary, or unauthorized use of Company supplies and/or equipment, particularly for personal purposes. Unauthorized use is considered theft. Stealing, destroying, abusing or carelessly damaging Company property, tools, or equipment or the property of another employee or guest.
11. Insubordination, including but not limited to, failure or refusal to obey the lawful request or instructions of a supervisor or member of management, or the use of abusive or threatening language toward a supervisor or member of management.
12. Making derogatory racial, ethnic, religious or sexual remarks or gestures, any violation of the Anti-Harassment and Anti-Discrimination policy, or using profane or abusive language at any time on Company premises or during work time.
13. Mistreatment of guests or co-workers.
14. Improper cash handling and violations of Cash Policies. Removing money, food, equipment or other items of value from the premises without approval. Failure to ring up any transaction immediately collecting money from a guest but not putting the money in the cash register. Improper use of customer’s credit/debit cards.

15. Any act which might endanger the lives or safety of others, or any violation of any safety, health, security or Company policy or procedure. Not following proper safety procedures. Causing yourself or another employee to be injured due to not following safety procedures or horseplay. Participation in horseplay or practical jokes on Company time or on Company premises. Provoking a fight or fighting (assault) on Company premises.
16. Any other incident which puts the Company in jeopardy or injures another person and otherwise is categorized as unprofessional behavior.
17. Falsification of any documents. Falsifying employment, hours worked, or any other Company records, or filing a fraudulent injury-on-the-job claim.
18. Bringing firearms or weapons onto Company premises.
19. Committing a fraudulent act or a breach of trust under any circumstances.
20. Failing to maintain the confidentiality of Company information or trade secrets.
21. Unauthorized resale of Pizza Hut (company) products.
22. Soliciting employees or guests for organization membership, gratuities, donations or loans or similar activity in connection with any outside organization during your working time or the working time of the employee solicited.
23. Distributing unauthorized literature or any written or printed material during working time or in work areas. (“Working time” does not include your meal and break periods)
24. Unauthorized use of company equipment, time, materials, facilities, or the Company name.
25. Misuse of Company email or delivery services, telephones, email or the internet.
26. Sleeping or malingering on the job.
27. Engaging in criminal conduct whether or not related to job performance.
28. Causing, creating or participating in a disruption of any kind during working hours or on Company property.
29. Making or accepting personal telephone calls during working hours except in emergencies. Matteson
30. Failure to provide a physician’s certificate when requested or required to do so.
31. Wearing extreme, unprofessional or inappropriate style of dress or hair while working.
32. Threatening, committing or encouraging any act of violence in the workplace or against any person. Workplace violence is not a joking matter. All statements will be taken seriously.
33. Employee’s failure to conduct himself/herself professionally in a business setting when representing the Company. Poor conduct and representation when out of town, damage (smoking) to hotel room.
34. While driving for the Company; leaving the scene of an accident, fleeing a police officer, reckless driving, and/or drag racing. Failure to submit required drivers license and insurance information when requested.
35. Failure to adhere to the Company’s Delivery Driver Policy.
36. Any performance, conduct or behavioral situation at any time that may cause embarrassment to you and or the Company must be avoided. Such behavior and or conduct are prohibited and will subject any employee involved to disciplinary action up to and including termination.
No statement in this list or elsewhere in the Employee Handbook is intended to or should be taken to affect the at-will employment relationship between the Company and its employees.

Here are a few key points from the Employee handbook internet download

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