Dogwinks, Inc.

dba Chick-fil-A at Holcombe & Buffalo Speedway

EMPLOYEE HANDBOOK

Updated January, 2020 TABLE OF CONTENTS

Page INTRODUCTION ...... 3 Welcome ...... 3 Our Purpose and Mission ...... 3 Our Vision...... 3 What You Can Expect from Chick-fil-A Holcombe & Buffalo Speedway FSR ...... 3 Purpose of the Employee Handbook...... 4 Open Door Policy ...... 4 FAIR POLICIES ...... 5 At-Will Employment ...... 5 Equal Employment Opportunity ...... 5 Policy Prohibiting Unlawful Discrimination and Harassment...... 5 WORKING CONDITIONS ...... 7 Duties...... 7 Classification of Employees ...... 7 Attendance ...... 7 ...... 8 Pay Day ...... 8 Paychecks...... 9 Pay Notice ...... 9 Performance Evaluations ...... 9 Breaks and Meal Periods ...... 9 Appropriate Conduct...... 9 TIME OFF ...... 12 Pregnancy/Disability/FMLA ...... 12 Jury Duty...... 13 Witness Duty...... 13 Voting Time ...... 13 Military Leave of Absence...... 13 Military Spouse Leave ...... 14 BENEFITS ...... 15 Health Care ...... 15 College Scholarship ...... 15 Meal Privileges ...... 15 Workers' Compensation ...... 15 HEALTH AND SAFETY ...... 16 Safety Program...... 16 Reporting On-The-Job-Accidents ...... 16 Chemicals and Hazardous Materials ...... 16 Fire Safety ...... 16 Silent Alarm ...... 16 Safety While Driving ...... 16 Anti-Substance Abuse Policy for All Employees ...... 17 Policies Prohibiting Drug and Alcohol Abuse ...... 17 Smoking ...... 17

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PERSONNEL POLICIES ...... 18 Guest Relations – “The Guest Comes First”...... 18 Personnel Documents...... 18 Conflict Resolution and Grievance Procedure ...... 18 Employment References and Verifications ...... 19 Confidentiality of Company Information ...... 19 Grooming/Attire...... 20 Tools and Equipment ...... 21 Company Food Policy...... 22 Store Property and Assets ...... 22 Solicitations...... 22 Gratuities, Gifts, and Favors ...... 22 Cash Shortages and Breakage ...... 23 Parking ...... 23 The Use of Communication Equipment ...... 23 The Use of Social Networking Communications ...... 24 Community Events and Activities ...... 25 Moonlighting...... 25 Romantic Relationships ...... 25 Personal Telephone Calls & Visits ...... 25 Departure Agreement ...... 27 Employee Handbook Acknowledgement Form ...... 28

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INTRODUCTION

Welcome

We are very happy to welcome you to Chick-fil-A Holcombe & Buffalo Speedway. Thank you for joining our team! We want you to feel that your association with Chick-fil-A will be a mutually beneficial and pleasant one.

You have joined an organization that has established an outstanding reputation for quality products and services. Credit for that goes to every one of the Chick-fil-A team members throughout the country. We hope that you, too, will find satisfaction and take pride in your work here.

Our Purpose and Mission

We believe that having a business purpose and mission gives us proper guidance in all of our activities and you should know what they are as you begin your association with us.

Chick-fil-A’s Purpose:

To glorify God by being a faithful steward of all that is entrusted to us. To have a positive influence on all who come in contact with Chick-fil-A.

Chick-fil-A’s Mission: Be Remarkable!

Holcombe Vision

Our vision at Chick-fil-A Holcombe & Buffalo Speedway is to pursue excellence in all areas of the business.

What You Can Expect from Chick-fil-A Holcombe & Buffalo Speedway

• To be treated fairly and professionally. • To be compensated fairly for the work you perform. • To be trained properly and effectively to succeed in the assigned job.

By providing direction, proper , and the resources you need to do your job, we believe you will be a successful Team Member, working productively, efficiently and safely.

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Purpose of the Employee Handbook

This handbook is designed to acquaint you with Chick-fil-A Holcombe & Buffalo Speedway and provide you with information about working conditions, , and some of the policies affecting your employment. This employee handbook does not constitute a contract and should not be construed as a contract by any employee. The company does not guarantee employment for any specific duration, and all employees are employed on an “at will” basis.

You should read, understand, and comply with all provisions of the handbook. One of our objectives is to provide a work environment that is conducive to both personal and professional growth.

No employee handbook can anticipate every circumstance or question about policy. We reserve the right to revise, supplement, or rescind any policies or portion of the handbook from time to time as necessary. Employees will, of course, be notified of such changes to the handbook as they occur.

Open Door Policy

Chick-fil-A Holcombe & Buffalo Speedway maintains an “Open Door Policy”. Simply stated, that means we will keep all lines of communication open and provide an atmosphere in which employees (Team Members) may express opinions, problems, complaints, suggestions, or questions in a professional, business-like manner, and expect prompt answers or resolutions without fear of or actual retaliation. We believe that the best way for us to conduct our business is to have open and direct communications with all Team Members without interference from outside, third parties or other non-employed representatives or intermediaries.

If you have any questions or concerns, you are encouraged to immediately contact your or another member of management. If your question isn’t answered or your problem isn’t resolved with this initial interaction, we encourage you to contact the Owner/Operator to personally discuss your issue. Chick-fil-A Holcombe & Buffalo Speedway FSR is committed to hearing out employee concerns and working directly with employees to promote a working environment where the company, employees, and guests prosper and thrive.

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FAIR EMPLOYMENT POLICIES

At-Will Employment

You are free to terminate your employment at any time, with or without a reason or notice. Likewise, Chick-fil-A Holcombe & Buffalo Speedway (hereafter, also referred to as “the company”) has the right to terminate your employment at any time, with or without a reason or notice. Cause is not required for an employee's termination. This is called "at will" employment. The company also reserves the right to change your compensation, position, duties, hours of work and any other term or condition of employment without notice or reason.

No one at Chick-fil-A Holcombe & Buffalo Speedway FSR is authorized to enter into an agreement, or make representations which are contrary to this policy, unless in writing signed by the employee and Owner/Operator, Juli Salvagio.

Equal Employment Opportunity

Chick-fil-A Holcombe & Buffalo Speedway is an employer and makes employment decisions based on merit. We seek the best available person for every job, and prohibit unlawful discrimination based on race, color, religious creed, national origin, ancestry, physical or mental disability, medical condition, age, marital status including domestic partnership, veteran status, gender, sexual orientation, gender identity, an applicant or employee who has care giving responsibilities, or any other consideration made unlawful by federal, state or local laws. When requested to do so, Chick-fil-A Holcombe & Buffalo Speedway FSR will also make reasonable accommodations to assist applicants and employees as required by law.

Persons seeking employment with Chick-fil-A Holcombe & Buffalo Speedway FSR may be subject to any or all of the following testing prior to an offer of employment: Background investigation (DMV records search, educational verification, employment history and business references, professional license verification, and social security number verification), drug testing and medical examinations. A medical examination will only be administered after other tests or investigations are completed and a job offer has been extended. The nature of the medical examination will be disclosed to the applicant prior to testing and will be related to specific job duties.

Policy Prohibiting Unlawful Discrimination and Harassment

Chick-fil-A Holcombe & Buffalo Speedway FSR prohibits communications or conduct by any person, including employees, vendors and customers that unlawfully discriminates or harasses. We want to maintain a working environment free from all forms of harassment, whether based upon race, religious creed (including religious dress or grooming), color, national origin, ancestry, physical or mental disability, medical condition, genetic information or characteristics, marital status including domestic partnership, veteran status, age, sex (including , gender harassment, and harassment based on pregnancy, childbirth or related medical conditions and breastfeeding or medical conditions related to breastfeeding), gender

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identity, gender expression, or sexual orientation or any other legally protected characteristic or status.

Unlawful discrimination may consist of a decision, policy or practice that treats employees differently based on a protected characteristic or status. Harassment involves conduct or behavior that is so severe or pervasive that it alters a person’s employment and affects a term, condition or privilege of employment. This is called a “hostile working environment.” Harassment may also occur when a managerial employee asks a subordinate for sexual favors in return for a job benefit. This is called quid pro quo harassment. Examples of prohibited conduct are described below.

Behavior such as telling ethnic jokes, making religious slurs, using offensive “slang” or other derogatory terms denoting a person’s race, age, national origin, disability or mimicking one’s speech, accent or disability, are examples of prohibited conduct and will not be tolerated in our organization.

Every employee has the responsibility to maintain the workplace free of any form of unlawful discrimination or harassment. If you are the victim of unlawful discrimination or harassment, or if you witness an event that you feel may constitute unlawful discrimination or harassment, you must immediately report the incident(s) to an appropriate authority. You cannot remain silent. You have an obligation to report the incident(s) according to this policy. Managers and are accountable for taking reasonable steps to prevent unlawful discrimination or harassment and stop the behavior from reoccurring in the event it does happen. This includes ensuring reporting of incidents, monitoring employees and third persons (such as vendors or clients) who may have engaged in inappropriate behavior, carefully listening to employee grievances regarding alleged unfair treatment and protecting employees against retaliation.

This policy covers conduct in the workplace, at social functions sponsored by Chick-fil-A Holcombe & Buffalo Speedway FSR (such as holiday dinners, picnics, sporting events, etc.), and business functions (such as conventions, trade shows, etc.).

The company provides and supports a dispute resolution procedure for receiving and resolving complaints alleging discriminatory practices in employee relations. As an employee of Chick- fil-A Holcombe & Buffalo Speedway FSR, you have the responsibility to immediately report any inappropriate or prohibited actions or words by a supervisor, co-worker, vendor, customer or other individual.

The company will take prompt remedial action in the event of a complaint. For example, all complaints of unlawful discrimination or harassment will be reviewed promptly and in an impartial manner. Prompt remedial action may include investigations, disciplinary actions or appropriate restoration of job benefits. Discretion will be used during the investigation in order to maintain as much confidentially as possible while still being able to effectively complete the investigation. To the extent possible, the complainant and the accused will be advised of the findings and the conclusion. To provide confidentiality and to protect all persons, including witnesses, the company may not disclose all information in its possession.

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Any employee who has engaged in unlawful discrimination or harassment or has retaliated against an employee will be subject to appropriate corrective action, depending upon the circumstances, up to and including termination. Chick-fil-A Holcombe & Buffalo Speedway FSR will ensure that the victim is restored to his/her position and that the inappropriate behavior will not be repeated.

WORKING CONDITIONS

Job Duties

Job responsibilities and performance standards will be explained at the time of hire. You are referred to the applicable job description for further details about your position.

Job descriptions are meant only to describe the general nature of work. Job responsibilities may change at any time during your employment. From time to time, you may be asked to work on special projects or to assist with other work necessary or important to Chick-fil-A Holcombe & Buffalo Speedway FSR. A supervisor may alter or change job responsibilities, reassign or transfer job positions, or assign additional job responsibilities.

Classification of Employees

Full-time employees are those who are regularly scheduled to work no less than 30 hours per workweek. Full-time employees are generally paid on an hourly basis.

Part-time employees are those who are scheduled to work less than 30 hours per week. Part- time employees are generally paid on an hourly basis. Part-time employees may not be eligible for any or some benefits. If you have questions regarding your eligibility for particular benefits, see the Owner/Operator. The conditions of eligibility for benefits are set forth in the particular plan documents for each benefit.

Attendance

Work Schedules Chick-fil-A Holcombe & Buffalo Speedway FSR will be open for business every day except Sundays, Thanksgiving Day, and Christmas Day. Team Members do not receive paid holiday benefits.

Work schedules will be posted by the end of the day Monday. At that time, you will have the for the current week plus the next two weeks. It is your responsibility to stay informed about your schedule and be at the restaurant ready for work at the assigned time.

Schedule requests should be made before Saturday prior to the posting of the new schedule. To request time off you must use the Hotschedules app or www.hotschedules.com. Remember these are ONLY requests and are subject to approval depending on the company’s operational needs, other employees’ requests for time off, or leaves of absence. Your supervisor must approve all time off requests in advance. Once the schedule has been posted, you must work your scheduled shifts or find a team member to take your place. You are responsible for finding someone to cover your shift. Any changes must be approved by either by the Shift Manager or Operator. All shift trades, requests for time off, and changes to availability must be submitted using Hotschedules and receive approval in advance. It is not acceptable to make these changes 7 using any other means of communication.

Absences Your presence at work when scheduled is important to maintain the high level of quality and customer service that our guests deserve. If for any reason you are unable to report to work, you are expected personally to notify your Manager at least two hours before your scheduled start time and you are expected to assist in finding a suitable replacement to cover your shift. Notice must be given to the leadership team via telephone conversation or face-to-face communication. Emails or texts are unacceptable forms of notification when calling out from work. All absences are recorded. Upon returning to work you may be asked to provide documentation of the need for your absence.

Absenteeism or tardiness, regardless of cause, may result in disciplinary action including possible termination of employment. If you are absent without approval and have not contacted the Operator or your supervisor, we will assume that you have voluntarily terminated your employment.

Tardiness It is imperative that you are ready to work at the time you are scheduled. Employees should make every effort to plan their travel and arrival times so that work can begin on time. All tardiness is considered unexcused even if you call ahead of time and notify your Manager. Repeated tardiness is grounds for termination.

Time Clock

All employees are required to record hours worked by using their assigned employee number to clock in and out for each shift. You may not clock-in more than 2 minutes before the shift begins and are expected to clock-out no more than 2 minutes before or after shift is scheduled to end unless otherwise instructed. Clocking in or out outside of you scheduled time without a manager’s permission will lead to disciplinary action.

It is your responsibility to accurately clock in and out; however, if you need an adjustment made to the time clock, speak to the manager in charge. Repeated failure to clock in and or out may result in disciplinary action.

Pay Day

All employees are paid every other Friday by 2:00pm. We require Direct Deposit. If there is a special circumstance prohibiting you from having direct deposit, we will not be able to guarantee when your check will be available. No one other than yourself will be given your paycheck/Direct Deposit stub without producing a written, signed statement by you, naming them and instructing us to give them your paycheck/Direct Deposit stub. This should be done only when unavoidable.

Team Members may not receive checks in advance of the end of the regular pay day and check disbursement time. Payroll checks may not be cashed in the restaurant.

8 Paychecks

Your paycheck will include an itemized statement of earnings, typically referred to as a “paycheck stub.” The statement will show, for the pay period, gross earned, total hours worked, all deductions, net wages earned, the dates of the pay period, your name and part of your social security number, the name and address of the business, and the applicable hourly rate. Please assure that all personal information is true and correct. If changes need to be made, please contact your supervisor.

Chick-fil-A Holcombe & Buffalo Speedway processes the payroll for each employee. Processing payroll requires the company to make many calculations for each employee, and it is possible that an error may occur. For this reason, we ask that you carefully review each paycheck stub for accuracy. If you have any questions, or if there is an error, please bring it to our attention immediately.

Pay Notice

At the time of hiring, Chick-fil-A Holcombe & Buffalo Speedway will inform you of your hourly pay rate. Your hourly pay rate is CONFIDENTIAL, and discussing your pay rate with other team members is grounds for termination.

Performance Evaluations

You will receive periodic performance reviews, discussed with you by your supervisor. The frequencies of performance evaluations may vary depending upon length of service, job position, past performance, changes in job duties or recurring performance problems. Positive performance evaluations do not guarantee increases in , promotions, or continued employment. Salary increases and promotions are solely within the discretion of the Leadership Team and depend upon many factors in addition to performance.

Breaks and Meal Periods

Each Team Member may receive an unpaid 30-minute when working longer than five hours. Breaks will be given at the discretion and convenience of the manager on duty, and can be interrupted by a manager at any time.

Appropriate Conduct

Chick-fil-A Holcombe & Buffalo Speedway requires all employees to conduct themselves in a professional manner at all times. Below is a partial list of activities for which an employee may be disciplined.

1. Insubordination, refusal to obey orders or to perform job assignments, or rude behavior.

2. Sleeping or leaving the job during work hours.

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3. Theft, unauthorized removal or willful damage to any property belonging to another employee, a customer, a vendor or to the company.

4. Possession of firearms or other dangerous weapons on company premises without proper authorization, except and only to the extent that state or local law limits an employer’s authority to prohibit registered firearms in personal vehicles parked in Team Member parking.

5. Falsification or omission of pertinent information on company records.

6. "Horseplay," wrestling, dangerous practical jokes, or throwing objects.

7. Repeated absences or tardiness, including unreported absences.

8. Disregard for safety rules or practices, security regulations or safety disciplinary rules.

9. Substandard or unsatisfactory work performance.

10. Leaving the work place without notifying your supervisor.

11. Unauthorized operation, repair, or attempt to repair machinery, tools, or equipment.

12. Unauthorized use of the telephone or computers.

13. Provoking a fight or committing any act of violence against another employee, customer or vendor.

14. Using company-owned products, time, equipment, or personnel for any unauthorized purpose.

15. Allowing non-employed friends or relatives to help with your work duties, or allowing non-employees behind the sales counter without approval from the Operator.

16. Failure to immediately report an injury or accident to your supervisor.

17. Posting or removing any materials on company property without proper approval.

18. Abusive, rude or profane language to employees, guests or vendors.

19. Using any tobacco products on company premises.

20. Engaging in criminal conduct, whether or not related to job performance.

21. Failing to open or close the store at designated times when you are responsible for doing so.

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22. Rudeness to guests, or refusal to provide service without a valid cause.

23. Violation of any company policy.

The foregoing is not all-inclusive, but only serves as examples of conduct that will not be tolerated. Inappropriate conduct may result in a written or verbal warning, , and/or termination. Moreover, Chick-fil-A Holcombe & Buffalo Speedway FSR reserves the right to terminate the employment of any employee at any time, with or without notice or reason.

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TIME OFF

Pregnancy/Disability/FMLA Leave of Absence

If you are disabled by pregnancy, childbirth, or related medical conditions, you are eligible to take no more than twelve weeks of unpaid leave.

You may also be able to transfer to a different position during the period of your disability if medically advisable and the transfer can be reasonably accommodated. If you are transferred to another position, you will retain your rate of pay and benefits. You will not be transferred over your objections unless your health care provider certifies that you need to take an intermittent leave or work a reduced schedule. In that case, Chick-fil-A Holcombe & Buffalo Speedway FSR may transfer you temporarily to an available alternate position. When the transfer is no longer medically advisable, we will return you to your original or comparable position.

You may be entitled to an accommodation if medically advisable and the accommodation is reasonable. Chick-fil-A Holcombe & Buffalo Speedway will consider factors such as your needs, the duration of the requested accommodation, the cost to the company, and available personnel to assist. We expect you to engage in a good faith interactive process to ide ntify and implement a reasonable accommodation.

Chick-fil-A Holcombe & Buffalo Speedway requires you to provide reasonable notice of the need for a reasonable accommodation, transfer or leave, including the anticipated time and duration of the accommodation, transfer or leave. This typically means at least 30-days’ notice, unless the need was not foreseeable (such as due to an emergency).

Chick-fil-A Holcombe & Buffalo Speedway also requires that you provide medical certification as a condition of providing an accommodation, transfer or leave. If foreseeable, we ask that you provide the notice and medical certification at least 30 days prior to the accommodation, transfer or leave. If the need is not foreseeable, we ask that you provide the certification within 15 days of our sending you the certification form. This form may arrive either via mail, email or personal delivery.

Chick-fil-A Holcombe & Buffalo Speedway will also request that you provide medical certification of your ability to return to your position or duties following your leave or transfer.

Failure to timely provide notice of the need for an accommodation, transfer or leave could result in a delay of approval for the accommodation, transfer or leave. If you fail to provide notice or fail to provide medical certification, approval for any accommodation, transfer or leave could be denied. Other consequences, including loss of employment, could result if you are not at work and you fail to communicate with the company.

We also ask that you make reasonable efforts to schedule appointments or treatments to minimize disruption to our operations and ability to provide the products and services our customers and clients expect. Of course, we recognize that appointments and treatments will be subject to the advice of your health care provider.

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You are guaranteed the right to return to the same position or duties. However, you do not have any greater right to reinstatement than you would have had if you had been continuously working. For example, if you would not have been employed in the same position at the time of reinstatement for legitimate business reasons unrelated to your leave or transfer, Chick-fil-A Holcombe & Buffalo Speedway is excused from returning you to that position.

In that case, you will be reinstated to a comparable position unless Chick-fil-A Holcombe & Buffalo Speedway would not have offered you a comparable position had you been continuously at work or there is no comparable position available. A position is available if it is open on your scheduled date of reinstatement or within 60 calendar days for which you are qualified.

If you qualify for the Family and Medical Leave Act (FMLA) for any other reason, you are eligible to take no more than 12 weeks of unpaid leave.

Jury Duty

If you receive a jury summons, you must inform your supervisor immediately. You will be allowed to take unpaid time off for each full or partial working day you serve on jury duty. You must report to work as scheduled on days or parts of days when you are not required to serve as a juror. If you do not return to work immediately after an approved leave for jury duty, Chick-fil- A Holcombe & Buffalo Speedway will assume that you voluntarily quit your job.

Witness Duty

Unpaid time off will be allowed if you are required by law to appear in court as a witness. We request that you give reasonable notice to your supervisor.

Voting Time

If your work schedule would prevent you from voting on Election Day, Chick-fil-A Holcombe & Buffalo Speedway will give you up to 2 hours to vote. You must present a voter’s receipt before you will receive paid time to vote. You may also take unpaid time off to serve as an election official. You must give your supervisor at least two days' advance notice that you will need time off to vote or to serve as an election official.

Military Leave of Absence

Generally, an employee returning from military leave is guaranteed reemployment and other rights as long as (s)he complies with certain notification and other requirements. An employee is protected if (s)he meets the following criteria:

Eligibility • The employee gave notice that (s)he was leaving the job for military service (unless military necessity or other exigent circumstances precluded the notice); • The period of service was five years or less;

13 • The employee was not discharged from service under dishonorable or other punitive conditions; and • The employee must have reported to his/her civilian job in a timely manner or submitted a timely application for reemployment.

In some cases, military leaves of absence beyond five years will be protected.

Return to Work The period of time within which an employee must return to work after the completion of service depends on the duration of the military service. Employees who serve less than 31 days are required to return to employment by the beginning of the first regularly scheduled work period after the completion of military service. Such employees, however, are excused for the amount of time required to return home safely and for an eight-hour rest period.

If an employee served between 31 and 180 days, (s)he must file an application for reemployment within 14 days after the completion of military service.

If an employee served more than 180 days, (s)he must file an application for reemployment no later than 90 days after the completion of military service.

In all cases, if compliance with the time limits becomes impossible or unreasonable through no fault of the employee, (s)he will be given additional time. Furthermore, reporting and application deadlines are extended for up to two years for persons who are hospitalized or convalescing from a service-related illness or injury.

Employees returning from the armed services will be reemployed in the job that they would have attained if they had not been absent for military service. Chick-fil-A Holcombe & Buffalo Speedway FSR will provide training or other assistance to returning service members to help them refresh or upgrade their skills to qualify for reemployment.

Benefits Service members and their families will continue to receive health benefits for 31 days. The service member and his/her family may continue health care coverage at their expense for up to 18 months. Employees returning from military leave will resume health plan coverage without a waiting period or other exclusion.

Military Spouse Leave

If you work an average of 20 or more hours per week and are married to a member of the Armed Forces, National Guard or Reserves deployed during a period of military conflict in an area designated as a combat theater or zone, you may take up to 10 unpaid days off as a “qualified leave period.” The employee must submit written documentation certifying the leave from deployment, within 2 business days of receiving official notice that the qualified member will be on leave. Qualified leave periods are defined as periods during which the soldier-spouses are on leave from deployment.

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Health Care

Certain employees may be eligible for coverage under the Chick-fil-A Holcombe & Buffalo Speedway medical plan. Employees may be required to pay all or a portion of the insurance premiums. Leaves of absence may affect coverage under the medical plan.

College Scholarship

Chick-fil-A, Inc., under the Leadership Scholarship Program, offers $1,000 scholarships to qualified restaurant Team Members who complete their high school and are accepted into college; are active in their schools and communities; and demonstrate a solid , strong leadership abilities, good teamwork skills, and a desire to succeed.

Meal Privileges

See Addendum A

Paid Vacation

See Addendum B

Retirement

See Addendum C

Workers' Compensation

Chick-fil-A Holcombe & Buffalo Speedway maintains workers' compensation insurance coverage as required by law to protect employees who are injured on the job. This insurance provides medical, surgical, and hospital treatment in addition to payment for loss of earnings that result from work-related injuries. If an injury occurs, notify your supervisor for directions to the nearest medical facility of an approved health care provider. You are required to immediately notify your supervisor of all work-related injuries or illnesses.

The company or its insurance carrier may not be liable for the payment of workers' compensation benefits for any injury which arises out of an employee's voluntary participation in any off-duty recreational, social, or athletic activity which is not a part of your work-related duties. Any questions regarding workers' compensation should be addressed to the Operator.

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HEALTH AND SAFETY

At Chick-fil-A Holcombe & Buffalo Speedway, health and safety is a priority. We need your cooperation to keep our working environment both safe and productive. Please read the following section carefully.

Safety Program

Chick-fil-A Holcombe & Buffalo Speedway maintains a Safety Program, which covers topics such as fire, robbery, and injuries on the job. Team Members must remain fully aware of all safety and security-related policies and procedures and their specific, individual action plans.

Upon hire, you will receive training to enable you to safely perform your job duties, as well as respond appropriately to safety and security-related situations. If you have any questions related to health and safety, please refer to the Safety Program, or speak with the Operator.

Reporting On-The-Job-Accidents

All accidents or injuries that occur in the course of your employment must be reported to a supervisor upon the occurrence, regardless of how minor the injury may appear.

Chemicals and Hazardous Materials

In the performance of work duties, Team Members may come into contact with a variety of chemicals and cleansing agents. All Team Members should be familiar with their proper uses, potential hazards and instructions for emergency care. Material Safety Data Sheets (MSDS) are available on all hazardous materials.

Fire Safety

In the event of an out of control fire, Team Members are expected to evacuate all Team Members and guests to a safe area and call the local fire department. Fires that cannot be contained or extinguished with available equipment will be left to the local fire department.

Silent Alarm

You will receive training on the location(s) and operation of all silent alarm push stations. If you are not sure how the silent alarm push stations operate, ask your manager. While Team Members should use the silent alarm in appropriate emergency situations, you should take precautions to avoid creating a false alarm. Each false alarm costs Chick-fil-A in fines and takes our police away from performing other duties. Employees will be disciplined for intentional false alarms.

Safety While Driving

Safety is the first priority when driving. The following rules apply when driving on company business or traveling to or from home from company business, whether in your personal vehicle or in a company vehicle:

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• Operate the vehicle safely. Observe all traffic laws and drive courteous ly. The way you drive reflects on you and the company.

• Wear your seat belt at all times while operating the vehicle.

• Do not drive in unsafe conditions.

• No vehicle shall be driven which has an obvious mechanical problem affecting the performance and/or safety of the vehicle or its occupants

• Report any accident, regardless of how minor, to your supervisor as soon as possible, and no later than the end of your shift.

• Do not carry unauthorized riders or passengers.

Anti-Substance Abuse Policy for All Employees

Chick-fil-A Holcombe & Buffalo Speedway is committed to providing a safe work environment and to fostering the well-being and health of its employees. That commitment is jeopardized when an employee illegally uses drugs or alcohol on the job; comes to work under the influence of illegal drugs or alcohol; or possesses, distributes or sells drugs in the work place. Every employee shares the responsibility for maintaining a safe work environment. Co-workers should encourage anyone who may be abusing alcohol or illegal drugs, or working under their influence, to seek help.

Policies Prohibiting Drug and Alcohol Abuse

No employee may possess, sell, trade, offer for sale or otherwise engage in the illegal use of drugs or the use of alcohol on the job. No employee may report to work under the influence of illegal drugs, alcohol, or other substances that impair the employee's ability to safely and efficiently perform his or her job duties. Any employee who is using prescription (including domestic and foreign prescriptions) or over-the-counter drugs that may impair the employee's ability to safely perform the job, or affect the safety or well-being of others, must notify a supervisor of such use immediately before starting work. An employee's conviction on a charge of illegal sale, possession or use of a controlled substance, even if the incident occurs off-duty and not in the work place, may result in a loss of employment. Any employee convicted of such a charge must notify the Operator within five calendar days of the conviction.

Smoking

Smoking (or use of any tobacco products) is prohibited in and on the premises of Chick-fil-A Holcombe & Buffalo Speedway FSR. The prohibition of smoking in all areas is to ensure maximum protection and comfort to the general public, Team Members and store facilities. A Team Member violation of this policy may be subject to disciplinary action up to and including termination.

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PERSONNEL POLICIES

Guest Relations – “The Guest Comes First”

It is the policy of Chick-fil-A Holcombe & Buffalo Speedway to be guest and service- oriented. Guests are our primary source of income and, therefore, the ultimate source of each Team Member’s job security and income. Team Members are required to treat guests in a friendly, courteous and respectful manner at all times. Team Members also have an obligation to handle guest transactions in a prompt manner and to represent the store in a positive fashion. Whether you are speaking with a guest on the telephone or in person, please follow these guest- relations rules: • Endeavor to learn guests’ names, and address them by name when possible • Identify yourself to guests • Smile as you speak with our guests, even if talking on the phone (a smile can be sensed) • Listen and concentrate on what they need/want. • If you are unable to assist a guest or resolve a concern, find a coworker or member of management without delay • Always be courteous, polite and attentive.

Team Leaders are responsible for handling guest complaints according to CFA’s H.E.A.R.D. Model (Hear, Empathize, Apologize, Respond, Delight). All guest complaints should be handled with the guest having the “benefit of the doubt.” Always err on the side of compassion for the guest.

If you are unable to quickly resolve a guest’s complaint, get the manager or operator immediately. Any inappropriate treatment of a guest by a Team Member will result in disciplinary action up to and including termination.

Personnel Documents

It is important that your personnel records contain accurate and up-to-date information. Any changes of name, address, telephone number, or number of dependents should be reported to the Operator promptly. We also request that you supply us with the name, address, and telephone number of the person you wish to have contacted in the event of an emergency.

Chick-fil-A Holcombe & Buffalo Speedway FSR will not display, disseminate or require you to use your social security number for any purposes, unless strict security devices are in place or required by law.

Conflict Resolution and Grievance Procedure

The purpose of this policy is to provide a procedure by which employees may resolve differences, inform company management of any concerns, or to grieve any action or decision of Chick-fil-A Holcombe & Buffalo Speedway or its representatives.

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We expect all employees to treat one another with respect and courtesy. However, in the event a misunderstanding, disagreement or a dispute arises, you are encouraged to speak privately and directly with the person(s) involved. This meeting should focus on the issues causing concern. Each person should speak kindly and listen carefully to the other person in an attempt to resolve all issues.

If the persons involved cannot arrive at a satisfactory resolution of their differences, they should meet with their immediate supervisor. The supervisor will listen to the concerns expressed and reach a decision on the matter. He/she may seek advice from another member of management before rendering a decision.

All employees are expected to cooperate and support any decision that is reached. Employees should not continue to debate and discuss the merits or wisdom of the decision. Instead, each employee should focus on what (s)he can do to improve the workplace environment.

Employees are further cautioned against the use of at any time in the workplace. Gossip, speaking unkindly about a person who is not present or telling secrets about a person, is divisive and hurtful, and will not be tolerated. Persons involved in gossip may be subject to discipline up to and including termination of employment.

If these differences cannot be resolved or if you have a concern about a serious matter such as discrimination or safety issues, or if you wish to grieve an action or decision by Chick-fil-A Holcombe & Buffalo Speedway, you may file a formal grievance with the supervisor or Owner/Operator. You should include any evidence supporting your claim, the identity of witnesses or other pertinent information with your complaint. The Manager, Operator, or his/her designee will investigate your claim and take any other action necessary to make a decision respecting your grievance. The grievance should be filed within 30 days of the incident giving rise to your claim.

Employment References and Verifications

Calls received to verify employment are referred to the Operator. Persons calling to verify employment will be given the name, title and date of hire of an employee. No other information will be given (e.g., salary) and may only be verified, when the employee makes a request in writing that the company do so.

Confidentiality of Company Information

In the course of your employment you will be exposed to information that Chick-fil-A Holcombe & Buffalo Speedway considers and protects as confidential, proprietary and trade secret information. It is your responsibility to in no way reveal or divulge any such information except in the performance of your duties. Access to confidential information should be on a "need- to-know" basis and must be authorized by your supervisor. Any breach of this policy will not be tolerated and the firm may take legal action. Even after your employment with us terminates, you are required to maintain the confidentiality of this information and not disclose it for any reason.

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The confidential information to which you are privy and which you must maintain as confidential includes, but is not limited to, pricing information and other financial information relating to Chick-fil-A; business and marketing strategies or practices; and any information related to the preparation or presentation of our food products.

You may be given a personal password to log onto our company’s computer system. Passwords are given to allow us to control and restrict access to information to certain employees. Do not give your password to others or allow others to access company data using your password. Nor should you ever, directly or indirectly, copy, download or disseminate or help another copy, download or disseminate company information for a non-company purpose. You should never download information to take with you when you leave Chick-fil-A’s employ, even if you created the document. Engaging in these activities could subject you to civil and/or criminal liability.

Grooming/Attire

Chick-fil-A Holcombe & Buffalo Speedway considers the presentation of its image to guests, employees, and the public at large to be an important factor in our success. As such, the company requires all employees to dress in good taste and observe good habits of grooming and personal hygiene.

Uniforms • You will be given specialized uniforms at no charge, and are required to be in full uniform every time you clock-in. • A complete uniform consists of the following items: CFA polo/dress shirt White or black undershirt Uniform pants/skirt Black leather slip resistant shoes (closed-toed) (team member must purchase) Black socks or hose Uniform belt Hat Name tag • The “Shoes for Crews” brand are recommended but not required and can be ordered through CFA. However, restaurant safe slip-resistant shoes must be worn at all times in the store. • All uniform items must fit properly and be in good condition. • Polo shirts must be worn with bottom button buttoned. • T-shirts worn with polo shirts must not be visible. • Uniform shirt must be tucked in. • Shoelaces must remain tied at all times. • If required, hats/visors must be worn level with bill facing forward. • Nametags will contain only approved information. • If you average 30 work hours per week 2 uniforms will be provided. Additional full uniforms or accessories may be purchased at your expense.

20 Grooming • Hair must be clean and neatly combed and arranged. Any extreme look, such as shaving the head or eyebrows, spikes, mohawks, etc., is not permitted. Extremes in dying, bleaching, or tinting of your hair are not permitted. • Women: Hair that falls around the face must be tied back. • Men: Hair must not be below mid-point of collar. • Facial hair other than a neatly trimmed mustache is unacceptable. Mustache hair may be no longer than ½ inch. Extreme-looking sideburns are prohibited. • No extreme fingernail polish may be worn. Fingernails must remain clean (on top and underneath) and trimmed at all times. Fingernails may be no longer than ¾ inch in length. • Women wearing make-up should apply it so as to present a natural, fresh appearance. Excessive or extremes in make-up are not permitted.

Jewelry and Accessories • Jewelry must be modest in appearance and worn in good taste. • Earrings on male Team Members are not acceptable. • Earrings must be worn in matching pairs. The shape and design of earrings must be in good taste, and be smaller than a quarter. Dangling earrings, including hoops, are not acceptable. Only one set of earrings may be worn in the lower lobe of the ear. • Wedding sets, and a wristwatch are permitted. • Visible facial or body piercings are not permitted. • Necklaces must be kept tucked inside your shirt or blouse at all times. • Sunglasses are a hindrance to good interpersonal communication with our guests. It is important that the guests can see your eyes.

Personal Hygiene • Your attire must be clean, neat, and professional at all times. • Bathing before you come to work makes it more pleasant for everyone. Personal hygiene preparation for work also includes brushing your teeth, combing your hair neatly, and using a body deodorant. A light perfume or cologne is permitted. • All Team Members must comply with all federal, state, and local Health & Safety Dept. requirements.

Tools and Equipment

Tools or equipment necessary to the performance of a job shall be provided and maintained by Chick-fil-A Holcombe & Buffalo Speedway. Personal use of company property, including tools, vehicles and other equipment is strictly prohibited. In addition, employees are prohibited from using tools and equipment on which they have not received training.

21 Company Food Policy

Team Members must abide by the following policies regarding the purchase and consumption of food on company premises: • Menu items may be purchased at regular price any time. Food must be paid for before consumption. • Unfinished food cannot be saved to take off the store property. • Out of courtesy to other Team Members and to maintain a clean, safe environment, clean- up in the break room is expected. • Food or store beverages are not to be consumed by Team Members while performing their work assignments. • You must wash your hands thoroughly before returning from any restroom break!

Store Property and Assets

It is the responsibility of Team Members to protect all store assets. In order to do so, Team Members are responsible for: • Receiving the correct amount of money from guests. • Returning the correct amount of change to guests. • Paying immediately for any merchandise consumed, taken, or used for themselves, family or friends. • Recording all sales accurately and appropriately per established store policies and procedures. • Using and maintaining equipment in a safe, responsible manner.

Use of store property for purposes other than those related to your job at Chick-fil-A Holcombe & Buffalo Speedway FSR is prohibited without the Owner/Operator’s prior permission. Any property for which permission to use is granted must be returned immediately following its use. Any store property used for personal reasons that is damaged or destroyed may be the responsibility of the user to repair or replace. In such cases, Chick-fil-A assumes no liability for any damage or injury that occurs.

Solicitations

In order that employees are not bothered at work and to avoid disruption of company operations, non-employees will not be permitted to solicit employees during work hours.

Gratuities, Gifts, and Favors

Team Members may not offer to or accept tips, gifts or favors from suppliers, guests or government employees/officials. Team Members should politely decline any offer of a tip, gift, favor, etc., and report any request for free products, services, swapping of products, etc. to their Supervisor or Owner/Operator immediately.

22 Cash Shortages and Breakage

Chick-fil-A Holcombe & Buffalo Speedway will make a deduction from an employee's wages or require reimbursement, if, after an investigation, it is determined that the shortage, breakage or loss was caused by a dishonest or willful act, or by the gross negligence of the employee.

Parking

In order to provide our guests with easy access to the store, we will have an area designated by the Owner/Operator for Team Member parking. This area will be away from the front of the store in a non-critical area of the parking lot with the exception of opening/closing. You must park in designated parking for employees.

The Use of Communication Equipment

Chick-fil-A Holcombe & Buffalo Speedway has made a significant investment in technology, including equipment that allows us to better and more efficiently communicate with one another and with third parties. The technology, including computers and telephone systems, were purchased to improve operations and should be used exclusively for business purposes. Unfortunately, some employees may attempt to use the equipment inappropriately.

Employees should refrain from putting any information on company-owned equipment that is inappropriate, unlawful or that could prove embarrassing. Among those considered offensive are communications that contain sexual implications, racial slurs, gender-specific comments, or any other comment that offensively addresses someone’s age, sexual orientation, religious or political beliefs, national origin, or disability. Communications that violate any other rule or policy contained in this manual are also prohibited. In order to protect its property, maintain costs and improve efficiency, we reserve the right to search company property including computers, cell phones or pagers and associated billing and usage records.

Access to any website that is offensive or discriminatory is prohibited. No employee may use company technology to state positions or opinions that give the impression that (s)he is speaking on behalf of Chick-fil-A, unless you are specifically authorized to do so.

The communication systems should not be used to send or receive (download) copyrighted materials, trade secrets, proprietary financial information, or similar materials without prior authorization. Under no circumstances should any confidential or sensitive materials be disclosed to third parties except for appropriate and authorized business purposes.

Employees are advised that all information placed on the computers, telephones or any electronic data system, whether or not personal in nature, is property of Chick-fil-A Holcombe & Buffalo Speedway and may be assessed and reviewed by the company, without notice or reason. This information includes, but is not limited to, monitoring sites employees visit on the internet, monitoring chat groups and news groups, reviewing downloaded or uploaded material, and

23 reviewing e-mail sent and received by employees. We will require all employees to provide copies of all internet and e-mail passwords used to access or use company-owned equipment. Passwords do not guarantee privacy of any data or information. Nor do system security features such as passwords and message delete functions prevent our ability to access equipment you have used or data you have created, received or sent. Inappropriate use of the equipment could lead to discipline.

The Use of Social Networking Communications

You may not use company property to create, maintain, amend, view, access, download, contribute to, or store a blog, “tweet” or post entries on the internet (whether through a social network such as Twitter or Facebook, or using another method), unless you have written authorization from the Operator to do so. You may not blog, “tweet” or post entries on the internet (whether through a social network such as Twitter or Facebook, or using another method) while you are on duty, unless you have written authorization from the Operator to do so. Do not use company equipment to post or disseminate any copyrighted materials or other intellectual property belonging to someone other than you.

The company has access to all company-provided electronic equipment and property, and may from time to time, and without notice, inspect the condition of the equipment and the communications, content, data and imagery stored on it. You have no privacy rights in any communications, content, data or imagery in company provided digital equipment you access, view, create or save. Those communications, content, data and imagery are also subject to monitoring by the company.

You may also be subject to discipline if any comments, material or information you post, blog, tweet, comment or disseminate on non-company-owned equipment:

(a) Violates the privacy rights of another company employee; (b) Discloses the trade secrets or confidential business information of the company or any affiliated business entity, the company’s customers, suppliers or vendors; (c) Discloses business plans, strategy or prospects of the company or any affiliated business entity; (d) Criticizes or disparages competitors, customers or suppliers of the company or any affiliated business entity; (e) Purports to represent the position, viewpoint, statements, opinions or conclusions of the company or any affiliated business entity; (f) Violates laws that prohibit defamation, harassment, discrimination, or retaliation; (g) Disparages Chick-fil-A’s products or services; (h) Displays contemptuous, opprobrious or abusive comments about the company or its representatives; or (i) Suggests that the company endorses or promotes a particular product, commercial enterprise, opinion, cause or political candidate.

This policy does not, however, prevent you from engaging in concerted activities for the purpose of collective bargaining or other mutual aid.

24 Remember, you are personally responsible for any posting that you make. You can be held personally liable for any statements deemed to be obscene, harassing, discriminating, or retaliatory, violate privacy rights, include confidential or copyrighted information (e.g., music, videos or texts that belongs to someone else) or are otherwise unlawful. Chick-fil-A Holcombe & Buffalo Speedway FSR is not responsible for protecting you from the consequences of any information that you post.

Community Events and Activities

Chick-fil-A encourages Team Members to participate in community service activities, provided this participation does not adversely affect the Team Member’s job performance or place the Team Member in the position of serving conflicting interests. Time spent on community affairs, when not undertaken at the request of management, should be outside of the Team Member’s regular work hours.

Moonlighting

All employees will be held to the same standards of performance and scheduling demands, and we cannot make exceptions for employees who also hold outside . If you are engaged in outside employment, whether or not you are a full or part-time employee, please report it to the Operator so that we can assess whether your outside employment presents a conflict of interest. Team Members may not solicit or conduct any outside business during paid work time. Furthermore, information, projects or opportunities on which you work as part of your job duties with Chick-fil-A Holcombe & Buffalo Speedway are property of the company and may not be used for personal gain or as information for another company.

Romantic Relationships

We encourage employees to avoid romantic relationships with co-workers because of potential complications in the workplace. Chick-fil-A Holcombe & Buffalo Speedway prohibits employees in the line of authority from engaging in romantic relationships. If such a relations hip develops, the employees involved are expected to disclose the relationship so that a transfer can be made, if possible.

Personal Telephone Calls & Visits

Your friends are welcome guests at Chick-fil-A; however, this could be a temptation for you to socialize or give away food. If your friends come in to visit, let them know that you are being paid to work and cannot be distracted. Except for emergencies and urgent work-related subjects (i.e. rides, staying late, etc.), please restrict your personal business to your meal and rest periods. Attending to personal business during work hours is extremely costly. No employee information, including phone numbers or scheduled hours may be given out over the phone. Likewise, Juli’s cell phone number is never to be given out (unless you have previously confirmed with Juli); only give out the unit number.

25 Personal cellular telephone and/or pager use is prohibited during team member’s working hours. All personal electronic gear and gadgetry shall be turned off, left in the office, in your car, or left at home.

Chick-fil-A Holcombe & Buffalo Speedway reserves the right to search company property including desks, computers, containers, storage areas and any other equipment without notice. Chick-fil-A Holcombe & Buffalo Speedway also reserves the right to inspect personal property on the premises as warranted, including vehicles, clothing, packages, lunch boxes, purses and other containers for illegal drugs, alcohol, stolen property or evidence of a violation of company rules. Searches of personal property will only be conducted when there is reasonable cause to believe that an employee has illegal drugs, alcohol, weapons within the store, stolen property or evidence of a violation of company rules in his/her possession.

Chick-fil-A Holcombe & Buffalo Speedway property and premises may be monitored by means of audio, visual or electronic equipment at any time, without prior notice. Monitored information includes, but is not limited to, monitoring sites employees visit on the Internet, monitoring chat groups and news groups, reviewing downloaded or uploaded material, and reviewing email sent and received by employees. The company will keep copies of all Internet and email passwords. System security features such as passwords and message delete functions, do not neutralize or inhibit our ability to access such materials. An employee should not expect privacy in any area not specifically designated to the employee for his/her exclusive use.

26 Departure Agreement

Should you decide to end your employment with us, please provide at least two (2) weeks advance notice. If a written two week notice is not received by Chick-fil-A Holcombe & Buffalo Speedway, the rate for the ENTIRE last pay period with outstanding hours will be reduced to .

Upon voluntary or involuntary termination of employment, the employee must return all company property (keys, all items included in the employee’s uniform, company documents) in satisfactory condition before you receive a final paycheck.

By signing below, I understand and agree to all the components of the departure agreement and requirements as stated above.

Employee Signature

Employee Name Printed

Date

27 EMPLOYEE HANDBOOK ACKNOWLEDGEMENT FORM

By signing this form, I acknowledge receipt of the handbook. I understand that this handbook does not imply or constitute a contract or employment agreement for a specified term between myself and Chick-fil-A Holcombe & Buffalo Speedway.

I have received the handbook, and I understand that it is my responsibility to read and comply with the policies contained in this handbook and any revisions made to it. If I have any questions about the handbook, or any employment, I will contact my supervisor or the Owner/Operator.

I understand that it is my responsibility to in no way reveal or divulge any confidential, proprietary and trade secret information that I may come in contact with, during and a fter my employment with Chick-fil-A.

I understand that the workplace can be inspected or searched, for reasonable cause. Items including company property, personal property brought on the premises, and any information transmitted on computers or communications systems can and will be included in these searches or inspections.

I understand that my work at Chick-fil-A Holcombe & Buffalo Speedway is "at will," meaning that I am free to leave the company at any time, with or without reason, and that the company has the same right to end its employment relationship with me. No one at Chick-fil-A has authority to make a contrary agreement with me except in a formal written document signed by the Owner/Operator and myself. The employee handbook and all other policies and procedures of Chick-fil-A Holcombe & Buffalo Speedway are intended to be consistent with the company's employment-at-will philosophy.

I understand that this handbook contains general statements about current company policy, and that Chick-fil-A Holcombe & Buffalo Speedway retains the right to revise or modify the terms, information, policies, and benefits at its sole discretion and at any time.

I understand that the company may, at its sole discretion, depart from policy from time to time.

Employee Signature

Employee Name Printed _

Date

28 Addendum A Chick-fil-A Holcombe and Buffalo Speedway Employee Meal Policy

The employee meal discount is a benefit of working for Chick-fil-A Holcombe and Buffalo Speedway and is a form of gratitude by the Owner/Operator for the loyalty and commitment of employees to the business and Chick-fil-A brand. Any questions related to this policy should be directed to the Owner/Operator.

QUALIFICATIONS

1. Team Member must be in good standing. Meaning they are not currently suspended for policy violations. 2. Team Member must be clocked out and placed their order at the front counter as a guest. 3. Meal must be approved by a Director prior to finalizing the order.

MEAL POLICY

1. Team Member may order most menu items and pay any balance above $8.50. 2. These items are excluded from the meal policy and will be charged as a separate transaction at full price: a. Any premium beverage i. Iced Coffee ii. Milk Shake iii. Orange Juice iv. Bottled Water v. Frosted Beverages 3. Special requests can be denied if it places an unnecessary burden on the kitchen. An example of this would be any item made with hot spicy grilled chicken or anything considered to be off-the- menu.

RULES

1. The meal policy is only available during your scheduled shift when you are sent on break. If your scheduled shift if not long enough to qualify for a break then you may redeem your meal before your shift begins or after your shift ends. 2. The discount is not available if you are not scheduled that day. 3. The discount is only available to employees. No one else including family and friends. Their orders will be charged separately. 4. No employee is allowed to place their own order using a register or make their own food in the kitchen. 5. Taking anything without it being charged at the register is considered theft and will lead to disciplinary action. 6. A Director will review the order after it has been entered in the register to verify and approve the discount. 7. Owner/Operator reserves the right to change or revoke this policy at any time, for any reason and will give notice of changes to, or revoking of, this policy to all employees. 8. If a Team Member is terminated by the Owner/Operator for any reason this policy is automatically revoked for that employee. 9. Owner/Operator can designate the Executive Director to act on their behalf regarding this policy. 10. Any order placed that is considered to be unreasonable or creates an unnecessary burden on the kitchen can be denied. Addendum B Chick-fil-A Holcombe and Buffalo Speedway Vacation Policy

Being awarded vacation hours is a benefit of working for Chick-fil-A Holcombe and Buffalo Speedway and is a form of gratitude by the Owner/Operator for the loyalty and commitment of employees to the business and Chick-fil-A brand. Any questions related to this policy should be directed to the Owner/Operator. The purpose behind vacation hours is for the individual to take time off to refresh or otherwise handle personal needs without having to forsake wages by not working.

QUALIFICATIONS

1) Must be in good standing with no disciplinary notices issued during the previous 30 days leading up to the date of request to use vacation time. 2) Team Members, Trainers, Hospitality Leaders, and Directors must be employed at least 1 year starting from their hire date. 3) Any request to use vacation must be submitted in writing at least 4 weeks in advance to the Owner/Operator for approval and can be denied or revoked at any time for any reason.

VACATION HOURS

1) Vacation is awarded in units of hours. Not days, weeks, or months. 2) Vacation is awarded as follows: a. Team Members, Hospitality Leaders, and Trainers i. 8 hours at 1-year anniversary of hire date. ii. 16 hours at 2-year anniversary of hire date. iii. 24 hours at 3-year anniversary of hire date. iv. 32 hours at 4-year anniversary of hire date. v. 48 hours at 5-year anniversary of hire date. vi. No additional hours will be awarded after 5-years of employment without being specifically approved in writing by Owner/Operator.

b. Restaurant and Area Directors i. 40 hours at 1-year anniversary of hire date. ii. No additional hours will be awarded after 1-year of employment without being specifically approved in writing by Owner/Operator.

c. Enterprise Directors i. 80 hours at 1-year anniversary of hire date. ii. No additional hours will be awarded after 1-year of employment without being specifically approved in writing by Owner/Operator.

RULES

1) Vacation hours can be used only after Owner/Operator approves a request that meets the requirements listed under QUALIFICATIONS. 2) Vacation hours do not rollover from year to year. Hours must be used by December 31st and will not be automatically paid-out on that date. Unused hours will expire. New vacation hours are awarded January 1st based on employee hire dates and can be used during that year only. 3) Owner/Operator can revoke vacation hours for any employee, for any reason, at any time. 4) Once an employee gives notice of their to the Owner/Operator any vacation is automatically revoked for that employee. 5) If an employee is terminated by the Owner/Operator for any reason, any vacation is automatically revoked for that employee. 6) Owner/Operator reserves the right to change or revoke this policy at any time, for any reason and will give notice of changes to, or revoking of, this policy to all employees. 7) Owner/Operator can designate the Executive Director to act on their behalf regarding this policy. 8) Vacation hours will not be paid out as a "bonus" or other form of additional wages on top of normal schedules hours. Addendum C Chick-fil-A Holcombe and Buffalo Speedway 401k Policy

The 401k contribution is a benefit of working for Chick-fil-A Holcombe and Buffalo Speedway and is a form of gratitude by the Owner/Operator for the loyalty and commitment of employees to the business and Chick-fil-A brand. Any questions related to this policy should be directed to the Owner/Operator.

QUALIFICATIONS

1. Team Member must be employed at least 12 consecutive months. 2. Team Member must have worked at least 1,000 hours during the last 12 months. 3. Team Member must be at least age 21.

401k POLICY

1. Owner/Operator will match a Team Member’s contribution into a 401k account dollar for dollar up to 3% of the Team Member’s gross wage per pay period. 2. Example: Team Member deposits $50 into their 401k and Owner/Operator deposits $50 into same account totaling $100 into Team Member’s 401k. 3. Team Members can choose between a fixed dollar amount or a fixed percentage of their gross wages to be deducted pre-tax from each pay check. 4. Example: $50 per check versus 5% of check. 5. Team Members who want to sign up can only do so after they meet the qualifications list above. 6. Team Members who qualify will receive a notification on the first day of the quarter (January 1st, April 1st, July 1st, and October 1st) and can choose to sign-up or decline.

RULES

1. Owner/Operator will only match a Team Member’s contribution. No contribution by Team Member means no contribution by Owner/Operator. 2. Owner/Operator reserves the right to change or revoke this policy at any time, for any reason and will give notice of changes to, or revoking of, this policy to all Team Members. 3. If a Team Member is terminated by the Owner/Operator for any reason this policy is automatically revoked for that individual. 4. Owner/Operator can designate the Executive Director to act on their behalf regarding this policy. 5. When a Team Member no longer works for Chick-fil-A Holcombe and Buffalo Speedway for any reason any amount currently in their 401k belongs to them to be used as they see fit. 6. This document does not contain all the rules and regulations in place for 401k accounts and should not be considered to be the guiding document. This is only general information and specific questions should be directed to the Owner/Operator.