Employee Handbook

and Safety Manual

Massachusetts
 TABLE OF CONTENTS

TABLE OF CONTENTS 2&3

WELCOME 4
COMPANY MISSION STATEMENT 5
DISCLAIMER 6
EMPLOYMENT 7
Classificaiton of Employment 7
Attendance and Punctuality 7
Pay & Time Keeping Policy 7
Facial Recognition Clocking-In 7
Posting of Schedule 8
Parking 8
Requests for References 9
Separation of Employment 9
Verification of Employment 9
Working Non-Scheduled Shifts 9
COMPENSATION 9
Paychecks 9
Paycheck Deductions 10
TIME OFF 10
Requesting Time Off 10
Bereavement 10
Jury Duty/Witness Leave 11
Military Duty 11
Paid Time Off/Earned Sick Time 11
Massachusetts Paid Family and Medical Leave (PFMLA) 14
Federal Family & Medical Leave (FMLA) 18
Massachusetts Parental Leave 24
Small Necessities Leave 25
Domestic Abuse Leave 26
Nursing Mothers / Pregnancy Accommodations 27
WORK ATTIRE 28
Dress Code and Appearance 28
WORKPLACE POLICIES 29
Alarms 29
Anti-Theft Policy 30
Back Door Usage 30
Background Checks 30
Benefits 30
Breaks 31
Cash Handling Procedure 31
Cleanliness & Sanitation 35
Company Property 35
Computer Network and Access 35
Customer Relations 37
Demotions 38
Disciplinary Actions 38
Discounts 39
Electronic Devices 39
Employment of Family Members 39
Equal Employment Opportunity 40

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Food Safety 40
Fraternization Policy 40
Honesty & Integrity 41
Inventory Manipulation 41
Job Performance & Review 41
No Retaliation 41
No Solicitation, No Distribution, No Access & No Trespassing Rules 42
Promotions 42
Safes 43
Safety 43
Sanitation Standards 54
Sexual Harassment 54
Smoking 56
Social Media 56
Restaurant Closing 58
Telephone Usage 58
Terminations 58
Training Program 58
Transportation 58
Use of Illicit Drugs and Alcohol 58

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 WELCOME; WE'RE GLAD YOU'RE HERE

We are very pleased that you have decided to join our team. You are joining an Independently Owned
and Operated Franchise Network of Dunkin' Donuts locations at a most exciting time, and our future truly
depends on the contributions that you and all employees will make to your Restaurant (the “Company”).
Whether it is for a full time career or part-time job, we want you to enjoy your work as much as possible.
From now on, we'd like you to think of us as your home, and our customers as your guests. Keep that
thought in mind and give every customer you serve the same courtesy and attentive treatment you
would give a guest in your home. We hope that you find our Company to be a fun and challenging place
to work and that we can provide you with continued professional growth.

Whether you are settling into your new position, or if you are already an employee of our Company, this
handbook serves as a quick reference guide to important Company information. Inside, you can find
details about our Company's policies and procedures. Please read through the handbook both carefully
and often. It will help you learn what you need to know to make the best of your Dunkin' Donuts
experience. As you read this Handbook, you will discover many of the reasons why the Dunkin' Donuts
brand is a success, and you have just become one of the most important reasons. As always, if you have
any questions, please feel free to contact Human Resources.

Our competitors can copy some of our secrets, but they cannot duplicate our crew's loyalty and
enthusiasm. Our continued success depends on you and your pride in being part of Dunkin' Donuts.
Dunkin' Donuts spirit is exclusive and contagious. We are glad you are a part of our team and we know
you will find working here a rewarding experience.

Dunkin' Donuts is about more than coffee and donuts– it is about people and principles. We believe in
fostering a strong sense of commitment, integrity, respect, and teamwork within our organization and
within our relationships with customers. By following these principles, you can help to ensure that our
Company remains a great place to work.

Once again, welcome.

4
 MISSION STATEMENT

Committed to turning moments into memories for our guests while providing
opportunities for our employees and giving back to the communities in which
we serve.

5
 DISCLAIMER

THIS HANDBOOK IS PROVIDED AND IS INTENDED ONLY AS A SUMMARY OF THE

COMPANY'S PERSONNEL POLICIES, PRACTICES, RULES AND BENEFITS FOR YOUR
PERSONAL EDUCATION. THE HANDBOOK IS NOT, NOR SHOULD IT BE CONSIDERED
TO BE, AN AGREEMENT OR CONTRACT OF EMPLOYMENT, EXPRESS OR IMPLIED, OR
AS A PROMISE OF TREATMENT IN ANY PARTICULAR MANNER IN ANY GIVEN
SITUATION. THE COMPANY MAY, AT ANY TIME, IN ITS SOLE DISCRETION, MODIFY
OR VARY FROM ANYTHING STATED IN THIS HANDBOOK WITH OR WITHOUT
ADVANCED NOTICE. THIS HANDBOOK SUPERSEDES ALL PRIOR HANDBOOKS,
MANUALS, POLICIES AND PROCEDURES ISSUED BY THE COMPANY. IF IT IS FOUND
THAT THIS HANDBOOK IS MODIFIED IN ANY WAY FROM PARTIES NOT AUTHORIZED
TO MAKE CHANGES IT WILL BE NULL & VOID.

YOUR EMPLOYMENT WITH THE COMPANY IS VOLUNTARILY ENTERED INTO AND YOU
ARE FREE TO RESIGN AT ANY TIME, WITH OR WITHOUT NOTICE OR CAUSE.
SIMILARLY, THE COMPANY IS FREE TO CONCLUDE AN EMPLOYMENT RELATIONSHIP
FOR ANY REASON, AT ANY TIME, WITH OR WITHOUT NOTICE OR CAUSE. WHILE WE
HOPE THAT OUR RELATIONSHIP WILL BE LONG AND BENEFICIAL, IT SHOULD BE
RECOGNIZED THAT NEITHER YOU NOR THE COMPANY HAVE ENTERED INTO ANY
CONTRACT OF EMPLOYMENT, EXPRESS OR IMPLIED. OUR RELATIONSHIP IS ONE
OF VOLUNTARY EMPLOYMENT "AT WILL."

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Employment

CLASSIFICATIONS OF EMPLOYMENT

1. Full-Time - when you are regularly scheduled to work 38+ hours per week.
2. Part-Time - when you are regularly scheduled to work 37 hours or less per week.
3. Temporary Full/Part-Time - when you are hired for a short amount of time, for example, summer
employment.

Attendance and Punctuality

Employees reporting to work when scheduled and on time is essential to efficient restaurant operations
and in delivering the Cafua guest experience. Regular attendance is required for satisfactory job
performance. We depend on every employee to be here on time for each and every scheduled shift.
Please be considerate of fellow crew members and manager by being on time.

Simply calling the restaurant is insufficient, an employee must

• give ample notice (at least two hours prior to the start of a shift is expected)
• speak directly with the restaurant manager and/or the next level manager if you will be absent or
late
• find a replacement unless an emergency prevents such
• a doctor’s note stating your ability to come back to work will be required to return after an
absence of thre of more consecutive days due to illness
• Anyone who is more then ten (10) minutes late may be subject to disciplinary action.
• Routine tardiness of less than ten minutes may also lead to disciplinary action.

An employee is solely responsible for transportation to and from work. Under no circumstances are
employees allowed to request or accept management transporting an employee to or from work.
Employees who fail to abide by this policy may receive disciplinary action, up to and including
termination. Some examples of failure to abide by this policy includes irregular attendance, one or more
absence, one or more instances of failing to provide advance notice of an absence or late arrival, and/or
one or more instances of tardiness.

Attendance and punctuality may be taken into account for eligibility for rate increases.

Unauthorized Work
It is the policy of the company to verify employment eligibility through the Department of Homeland
Security. All social security numbers will be verified prior to employment eligibility.

PAY & TIME KEEPING POLICY

Policy
It is our policy and practice to accurately compensate employees and to do so in compliance with all
applicable state and federal laws. To ensure that you are paid properly for all time worked and that no
improper deductions are made, you must record correctly all work time and review your paychecks
promptly to identify and to report all errors as described below.

Facial Recognition Clocking In

Everyone is required to clock in using the harri facial recognition system when clocking in at the start and
out at the end of your shift and during breaks. At no time will it be deemed acceptable for anyone to use
a picture that is not their own when clocking in and out, regardless of the reason. Failure to follow your

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work schedule or the facial recognition process, may result in disciplinary action up to and including
termination.

Sales personnel must remain "on the floor" as their shifts end until they are relieved by the next shift.
Therefore, please be on time and don't keep anyone waiting for relief.

Non-exempt Employees
If you are classified as a non-exempt employee, you must maintain a record of the total hours you work
each day. Each employee must verify that the reported hours worked are complete and accurate. If you
believe there is any inaccuracy you should report this issue to your Restaurant Manager or Payroll
immediately. At times you will also be asked to review, and, if accurate, sign a printout of your hours
worked in the event your time was adjusted, for example, to correct incorrect punch in and/or out times.

Unless you are authorized by your supervisor, you should not work any hours that are not scheduled. Do
not start work early, finish work late, work during a meal break or perform any other extra or overtime
work unless you are authorized to do so and that time is recorded on your time card. Non-exempt
employees are prohibited from performing any "off-the-clock" work. "Off-the-clock" work means work you
may perform but fail to report on your time card. Any employee who fails to report or inaccurately
reports any hours worked will be subject to disciplinary action, up to and including discharge.

Fraudulently manipulating payroll is prohibited. This includes, but is not limited to, paying ghost
employees, paying employees for hours not worked, not paying overtime, paying less hours than actually
worked, rolling payroll hours from week to week, editing time in and out in harri, paying employees cash
and clocking in and / or out for other employees, including the use of impersonated images. Any
employee who engages in the act of fraudulently manipulating payroll will be subject to disciplinary action
up to and including termination.

If you are instructed to (1) incorrectly or falsely under- or over-report your hours worked, or (2) alter
another employee's time records to inaccurately or falsely report that employee's hours worked, you
should immediately report it to Loss Prevention, Payroll or Human Resources.

Exempt Employees
If you are classified as an exempt salaried employee, you will receive a salary which is intended to
compensate you for all hours you may work for the Company. This salary will be established at the time
of hire or when you become classified as an exempt employee. While it may be subject to review and
modification from time to time, such as during salary review times, the salary will be a predetermined
amount that will not be subject to deductions for variations in the quantity or quality of the work you
perform, unless otherwise permitted by federal or state law.

POSTING OF THE SCHEDULE

The schedule will generally be posted on Thursdays, and should be posted no later than Fridays, at noon.

No employee may alter the schedule. If you need a non-permanent schedule change, please see Section
REQUESTING DAYS OFF. If you need a permanent change to your schedule please see your manager.

PARKING
Parking for all staff will be restricted to the far perimeter of our parking lots. We always reserve our
"prime parking" for our customers. Your manager will provide you with specific details for your
restaurant.
The restaurant will not be responsible for an employee whose car has been towed for not following
parking guidelines.

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REQUESTS FOR REFERENCES
Generally, the company does not provide references. Thus, employees may not supply an outside party
with a reference regarding current or former employees. If asked for a reference, employees should
provide the contact information for Human Resources.

SEPARATION OF EMPLOYMENT
An employee desiring to terminate his or her employment relationship with the Company is urged to
notify the Company at least two weeks in advance of the intended termination. Such notice must be
given in writing to the Restaurant Manager.

As noted elsewhere in this handbook, all employment relationships with the Company (in the absence of
a written employment agreement, authorized on behalf of the Company as so noted) are on an at-will
basis. The Company reserves the right to terminate the employment relationship for any reason at any
time, with or without cause or notice.

Exit interviews are normally scheduled for outgoing employees after the Company receives notice of
resignation or intent to retire and for employees whose termination is initiated by the Company. The
purposes of these interviews are to review eligibility for benefit continuation and conversion, to ensure
that all necessary forms are completed, to collect all Company property that may be in the employee’s
possession (e.g., the Company credit cards and keys), and to provide employees with an opportunity to
discuss their job-related experiences.

All written resignations are as such and the Company will not allow them to be rescinded absent
extraordinary circumstances.

Consistent with state and federal law, an employee who leaves work during a scheduled shift without the
permission of the Restaurant Manager, Multi Unit Manager or the person in charge of the shift, may be
considered to have abandoned their job and to have voluntarily quit. An individual who engages in such
behavior will be recorded in our system as non-rehireable.

VERIFICATION OF EMPLOYMENT
Requests for verification of employment should be directed to the Payroll Department. On written
request, Payroll will supply the information.

WORKING NON-SCHEDULED SHIFTS

Occasionally, you may be asked to fill in on a non-scheduled shift, to cover for an emergency.

COMPENSATION

PAY CHECKS
You will be paid by direct deposit or paycard, depending on which payment selection you chose at time of
hire, on Friday for the preceding week ended Saturday at midnight. You are responsible to review your
pay stub for accuracy. You can do so by logging into your personal ADP account. If you lose your
paycard,contact the Payroll department at [email protected].

We make every effort to ensure our employees are paid correctly. Occasionally, however, inadvertent
mistakes can happen. When mistakes do happen and are called to our attention, we will promptly make
any corrections necessary. If you believe there is an error, please contact your Restaurant Manager
immediately. If the Restaurant Manager is unavailable or if you believe it would be inappropriate to
contact that person (or if you have not received a prompt and fully acceptable reply), you should
immediately contact Payroll at (978) 682-2382 or any manager with whom you feel comfortable. Please
refer to the Info Site for contact information. Under no circumstances should checks be cashed at the
restaurant.

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Payroll changes may take up to two weeks for processing. Additionally, new hires may, due to
administrative processing delays, have their first deposit delayed one week.

PAYCHECK DEDUCTIONS
Deductions from each employee’s paycheck include mandatory and voluntary deductions. Mandatory
deductions include social security and federal taxes. They also include garnishments for alimony, child
support, delinquent loans, or for some other reason, by court order. All mandatory deductions are made
without written authorization of the employee; however, the Company will notify you if it receives a court
order requiring a mandatory deduction from your pay stub.

Voluntary deductions may be made only with the written authorization of the employee. Voluntary
deductions include sums designated for the retirement plan and health/dental insurance. An itemized
statement of all deductions from an employee’s wages is part of each pay stub.

Although not all of these deductions apply to our Company, when authorized in writing by the employee,
payroll deductions are also permitted by law for the following: medical, dental, and other group insurance
benefits; voluntary contributions into cafeteria plans or flexible benefit plans, or both, as authorized by
Section 125 or Section 132 of the Internal Revenue Code; voluntary payments by the employee for child
care fees by a licensed child-care provider; voluntary contributions to a 401(k) plan; 401(k) loans; loans
and/or advances from the Company; parking fees; the recovery of accidental overpayment of wages,
legal plans and identity theft plans; from final wages at the termination of employment, repayment of
advances on vacation or other paid time off; and for any purpose on which the employer and employee
mutually agree that does not grant financial advantage to the employer, other than to purchase items
required in the performance of an employee’s job in the ordinary course of the operation of the
business.

If you have questions about deductions from your pay, please contact the Restaurant Manager. If the
Restaurant Manager is unavailable or if you believe it would be inappropriate to contact that person (or if
you have not received a prompt and fully acceptable reply), you should immediately contact Human
Resources at (978) 682-2382.

TIME OFF

REQUESTING TIME OFF

Before the schedule is posted – If you know that you will need a day off, please submit your request
electronically by entering it on the calendar in harri at least ten (10) days in advance, but no later than
one week prior to the schedule being posted. (Non-written requests will not be honored).

Please note: Your manager will try to honor your request for time off whenever possible. However, keep
in mind that he/she still must keep the restaurant open and may not always be able to honor such
requests.

After posting the schedule – Except in emergencies, if you are unable to work a shift once the schedule is
posted, you must find your own replacement to cover your shift. This replacement must be approved by
the Restaurant Manager.

BEREAVEMENT LEAVE
The death of an immediate family member causes great heartache and requires adjustment. Because of
that, we want our employees to have a chance to be comforted by family and friends at such a difficult
time.

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Employees will be permitted to take time off from work, with regular pay, up to three consecutive,
scheduled work days for the purpose of arranging and attending a funeral and resolving personal matters
with regard to the death. Your "immediate family" includes: children, parent or legal guardian, mother-
in-law, father-in-law, brother, sister, spouse, domestic partner, niece, nephew and grandparents. Proof
of death is required and must be provided to your Restaurant Manager (i.e. copy of death certificate, a
newspaper clipping).

JURY DUTY/WITNESS LEAVE

If you are summoned to jury duty, the Company will continue to pay you during your active period of jury
duty for up to a maximum of three working days. You will be required to submit a Jury Completion form
prior to getting paid. You are also permitted to retain any allowance you receive from the court for such
service.

All employees are allowed time off if summoned to appear in court as a witness. Nonexempt employees
may use accrued PTO time during this period or take the time off without pay. Exempt staff members
will be paid their normal salary during any workweek in which they appear as a witness or juror and also
perform services for the Company, regardless of the amount of time spent performing those services.

When you are aware you will be out for jury or witness duty leave, you should submit to your supervisor
a copy of the summons before your period of jury or witness duty begins.

MILITARY DUTY
Leaves of absence without pay for military or Reserve duty are granted to full-time regular and part-time
regular employees. If you are called to active military duty or to Reserve or National Guard training, or if
you volunteer for the same, you should notify your supervisor and submit copies of your military orders
to him or her as soon as is practicable. You will be granted a military leave of absence without pay for
the period of military service, in accordance with applicable federal and state laws. If you are a reservist
or a member of the National Guard, you are granted time off without pay for required military training.
Your eligibility for reinstatement after your military duty or training is completed is determined in
accordance with applicable federal and state laws.

PAID TIME OFF (PTO)

PTO benefits are available to all employees designated as full time employees. Continued full time
status (38 hours per week) will be re-evaluated throughout the year. Your PTO accrual rate will be based
on your position and your years of service. Your amount of PTO you accrue each calendar year will be
subject to a cap based on your position and years of service. The amount of PTO you use each year will
be subject to a usage limit based on your position and years of service. You will be allowed to carry over
a certain number of hours into the next calendar year based on your position and your years of service as
well. At the end of the calendar year you will lose any additional earned unused PTO time in excess of
your carryover allowance. The accrual rates, annual accrual caps, carryover allowances, and annual
usage limits for various positions and years of service are set forth below.

Annual PTO
Position Service Accrual Rate or Annual PTO Carryover Usage Limit
Years Cap Accrual Hours Allowance Including eligible
carryover hours
Crew/Shift Leader 1-5 1 hour / 30 hrs 40 hrs 40 hours 80 hrs
worked
Crew/Shift Leader 6+ 1.54 hours a week 80 hrs 40 hours 120 hrs
Assistant Manager 1-5 1 hour / 30 hrs 48 hrs 48 hours 96 hrs
worked
Assistant Manager 6+ 1.85 per week 96 hrs 48 hours 144 hrs

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 Annual PTO
Position Service Accrual Rate or Annual PTO Carryover Usage Limit
Years Cap Accrual Hours Allowance Including eligible
carryover hours
Restaurant Manager 1-10 1.85 5 hours per 96 hrs 48 hours 96 hrs
week
Restaurant Manager 11+ 2.77 per week 144 hrs 48 hours 192 hrs

PTO time may be used for emergencies, for illness, to care for a family member with an illness and for
other personal matters as well as for vacation. In order to receive PTO pay for personal or vacation time
(or any purpose other than as earned sick time) you must request the time off in writing from your
manager at least two (2) weeks prior to when you plan to take the time off. You may not "work through"
your vacation and collect your regular pay and PTO. The Company reserves the right to require
employees to schedule vacation or personal time at particular times in accordance with business needs.

Non-Exempt employees’ PTO hours will be based on the employee’s average daily or weekly work hours
during the year. A week for the purposes of this policy equals the average of weekly work hours.

Salaried managers are required to work at least six (6) days a week or 48 hrs a week, and are generally
provided with one day off per week. One week of vacation equals 48 hours for a salaried manager.
Salaried employees generally will not be charged vacation time for their usual day off. If you work less
than your required 48 hours in one week and have accrued PTO, the company reserves the right to use
that time to make up the difference consistent with applicable law.

An employee may not take more than one week of accrued PTO in a six-month period, without
management approval.

If you are a rehire, your service time starts from hire date and you are subject to any waiting period that
may apply for all benefits (i.e medical, dental, vacation, etc.)

Use of PTO As Earned Sick Time

Employees who are eligible for PTO may use up to 40 hours of accrued unused PTO as earned sick leave
to care for a family member, due to the employee’s own illness injury or medical condition, or to address
the psychological or legal effects of domestic violence.

Use of earned sick time will run concurrently with time off provided under the FMLA, the Massachusetts
Parental Leave Act, the Massachusetts Domestic Violence Leave Act, the Massachusetts Small Necessities
Leave Act, or time off pursuant to any other applicable law, if applicable, and to the extent permitted by
applicable law. Employees will not accrue earned sick time during an unpaid leave of absence.

Employees using PTO as earned sick time need not provide two weeks notice as with vacation but must
make a good faith effort to provide notice of this need to use earned sick time if the need is foreseeable.
Specifically, if an employee’s need for the use of earned sick time is due to a pre-scheduled or
foreseeable absence, seven (7) days advance notice is required, except when the employee learns of the
need for use of sick time within a shorter period.

For any earned sick time used, employees must complete an Employee Verification Regarding Authorized
Use of Earned Sick Time form.
Employees may be required to provide supporting documentation if an employee’s use of earned sick
time covers more than twenty-four (24) consecutively scheduled work hours or three (3) consecutive
scheduled work days.

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If an employee has used his or her PTO for any reason (sick, vacation, personal) that time will not be
available as earned sick time. Only unused PTO can be used as earned sick time. Any accrued unused
PTO will be paid out upon termination of employment.

Earned Sick Time for Employees Not Eligible for PTO

Employees not eligible for PTO are eligible for paid earned sick time in accordance with Massachusetts
law. Eligible employees will accrue one (1) hour of earned sick time for every thirty (30) hours worked,
up to a maximum accrual of forty (40) hours each calendar year. An employee may not use more than
forty (40) hours of earned sick time in any calendar year. Employees may begin using accrued earned
sick time on the 90th day of employment.

Employees may use earned sick time ONLY for the following reasons:
1) to care for the employee’s child (which includes a biological, adopted, or foster child, stepchild,
legal ward, or child of a person standing in loco parentis), spouse (as defined by the marriage
laws of the commonwealth, which includes a partner in a same-sex marriage), parent, or parent
of a spouse, who is suffering from a physical or mental illness, injury, or medical condition that
requires home care, professional medical diagnosis or care, or preventative medical care;
2) to care for the employee’s own physical or mental illness, injury, or medical condition that
requires home care, professional medical diagnosis or care, or preventative medical care;
3) to attend the employee’s routine medical appointment or a routine medical appointment for the
employee’s child, spouse, parent, or parent of spouse;
4) for travel to and from an appointment, a pharmacy, or other location related to the purpose for
which earned sick time was taken; or
5) to address the psychological, physical or legal effects of domestic violence.

Earned sick time may not be used as an excuse to be late for work if the lateness is not related to one of
the reasons described above. Additionally, employees may not accept a specific shift assignment with
the intention of calling out sick for all or part of the shift.

Use of earned sick time will run concurrently with time off provided under the FMLA, the Massachusetts
Parental Leave Act, the Massachusetts Domestic Violence Leave Act, the Massachusetts Small Necessities
Leave Act, or time off pursuant to any other applicable law, if applicable, and to the extent permitted by
applicable law. Employees will not accrue earned sick time during an unpaid leave of absence.

Employees must make a good faith effort to provide notice of this need to use earned sick time if the
need is foreseeable. Specifically, if an employee’s need for the use of earned sick time is due to a pre-
scheduled or foreseeable absence, seven (7) days advance notice to Human Resoures is required, except
when the employee learns of the need for use of sick time within a shorter period. If an employee
anticipates a multi-day absence from work, employees must provide notification of the expected duration
of the leave, or, if unknown, must provide notification on a daily basis, unless the circumstances make
such notice unreasonable. If an employee’s need for the use of earned sick time is unforeseeable, notice
must be provided as soon as is practicable under the circumstances.

The Company may require supporting documentation if an employee’s use of earned sick time covers
more than twenty-four (24) consecutively scheduled work hours or three (3) consecutive scheduled work
days. Documentation must be provided within seven (7) days of an employee taking earned sick time,
unless, for good cause shown or as otherwise permitted by the Company, an employee requires more
time to provide such documentation. Failure to comply with the Company’s documentation requirements,
without a reasonable justification, may result in the Company recouping the amount paid for earned sick
time from future pay, as an overpayment, or otherwise taking appropriate action, to the extent permitted
by applicable law.

Up to forty (40) hours of accrued, unused earned sick time under this policy can be carried over to the

13
following calendar year, but employees are subject to an accrual cap of forty (40) hours, which includes
amounts carried over. Once the accrual cap is reached, earned sick time will stop accruing until some
earned sick time is used, at which point accrual will resume, subject to the maximum annual accrual of
forty (40) hours.. Accrued but unused earned sick time under this policy will not be paid at separation.

MASSACHUSETTS PAID FAMILY AND MEDICAL LEAVE (“PFMLA”)

Eligibility Requirements
All employees working in Massachusetts are eligible for paid family and medical leave under the
Massachusetts Paid Family and Medical Leave Act (“PFMLA”), provided they have received wages that are
equal to or greater than 30 times the weekly benefit amount available to them under 458 CMR 2.12 and
not less than $4,700 over the last two quarters. This includes wages received from other employers
during the past two quarters. Former employees may also be eligible for paid benefits, to the extent they
have been separated from the Company for not more than 26 weeks at the start of their leave and have
not found subsequent employment at the time their leave begins.

Entitlement
Eligible employers may take up to twenty-six (26) weeks of job-protected PFMLA leave for certain family
and medical reasons during the course of a benefit year. The benefit year is calculated prospectively
looking at the 52-week period beginning on the Sunday immediately preceding the first day of job-
protected leave for the employee. PFMLA leave may be taken for any one, or for a combination, of the
following reasons:
• Up to twelve (12) weeks of family leave: (i) to bond with a child during the first 12 months after
the child’s birth, adoption, or foster care placement; (ii) for a qualifying exigency arising out of
the fact that a family member is on active duty or has been notified of an impending call to active
duty in the Armed Forces; or (iii) to care for a covered-family member, who has a serious health
condition (note: family leave under iii to commence on July 1, 2021).
• Up to twenty-six (26) weeks of family leave to care for a family member who is a covered service
member with a serious health condition.
• Up to twenty (20) weeks of medical leave for their own serious health condition that makes them
unable to perform one or more of the essential functions of their job.

A covered-family member includes the employee’s spouse, domestic partner, child, parent, parent of a
spouse or domestic partner, a person who stood in loco parentis when the employee was a minor child,
grandchild, grandparent, or sibling.

A serious health condition is an illness, injury, impairment or physical or mental condition that
involves: (i) inpatient care in a hospital, hospice or residential medical facility; or (ii) continuing treatment
by a health care provider.

Qualifying exigencies may include caring for a military member’s child or other family member of the
military member on covered active duty, making financial or legal arrangements for the military member,
attending counseling, attending military events or ceremonies, spending time with the military member
during a rest and recuperation leave or following return from deployment or making arrangements
following the death of the military member.

A covered servicemember is either: (a) a member of the Armed Forces, including a member of the
National Guard or Reserves, who is: undergoing medical treatment, recuperation or therapy; otherwise in
outpatient status; or is otherwise on the temporary disability retired list for a serious injury or illness that
was incurred by the member in the line of duty on active duty in the Armed Forces, or a serious injury or
illness that existed before the beginning of the member's active duty and was aggravated by service in
the line of duty on active duty in the Armed Forces; or (b) a former member of the Armed Forces,
including a former member of the National Guard or Reserves, who is undergoing medical treatment,

14
recuperation or therapy for a serious injury or illness that was incurred by the member in line of duty on
active duty in the Armed Forces, or a serious injury or illness that existed before the beginning of the
member's active duty and was aggravated by service in line of duty on active duty in the Armed Forces
and manifested before or after the member was discharged or released from service.

Administration
Leave and benefits are administered by the Massachusetts Department of Family and Medical Leave (the
“Department”). Although the Company provides wage income verification to the Department, all benefits
determinations are made exclusively by the Department. The Department calculates weekly benefits as
follows: (i) the portion of an employee’s average weekly wage that is equal to or less than 50% of the
state average weekly wage shall be replaced at a rate of 80%; and (ii) the portion of an employee’s
average weekly wage that is more than 50% of the state average weekly wage shall be replaced at a
rate of 50%, up to the applicable weekly benefit limits.

The first seven (7) calendar days of leave are unpaid by the Department, except for medical leave during
a pregnancy or recovery from childbirth if supported by documentation by a health care provider that is
immediately followed by family leave, in which case the 7-day waiting period for family leave will not be
required. During any unpaid waiting period, employees may elect to use PTO to replace their regular
income. Typically, employees will start receiving benefits from the Department not less than fourteen
(14) days after the Department approves the leave and receipt of benefits, unless the Department
approves benefits more than fourteen (14) days before the onset of eligibility to take leave.

Substitution of Department Benefits with Company Benefits

Employees may choose to use accrued PTO instead of the state paid benefit. If employees elect to make
such a substitution, they shall not receive any benefits from the Department. Receipt of such benefits
does not extent PFMLA leave entitlements, which will run concurrently with any Company-provided
benefits.

Use of Leave
• PFMLA leave is usually taken for a period of consecutive days, weeks or months. However,
employees also are entitled to take PFMLA leave intermittently or on a reduced leave schedule when
medically necessary due to a serious health condition of the employee or family member. Qualifying
exigency leave also may be taken on an intermittent basis. Please note that the Department will not
pay PFMLA benefits in increments of less than 15 minutes. In addition, the Department only permits
employees to apply for payment of benefits associated with intermittent leave once they have eight
(8) hours of accumulated leave time, except where more than 30 calendar days has lapsed since the
employee initially took such leave.

• The employee is required to work with the Company to create an agreed-upon intermittent or
reduced leave schedule. Failure to comply with the agreed-upon schedule may result in discipline.

• The use of intermittent leave will result in the proportional reduction of an employee’s available
allotment of leave. For example, if an employee normally works 40 hours per week and takes
intermittent leave for 20 hours each week, then it will be counted as ½ a week of leave to be
counted against the employee’s leave entitlement.

Employee Notice to the Company

To trigger PFMLA leave protections, employees must inform Human Resources of the need for leave and
the anticipated timing and duration of the leave, if known. The employee notice must state:

• the anticipated start date of the leave,

• the anticipated length of the leave, and
• the individual’s expected return date.

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Employees must provide the Company at least 30 days’ advance notice of the need to take PFMLA leave
when the need is foreseeable. Such notice must be provided before employees apply to the Department.
When 30 days’ notice is not possible, or the approximate timing of the need for leave is not foreseeable,
employees must provide the Company notice of the need for leave as soon as practicable.

When planning medical treatment, the employee must consult with the Company and make a reasonable
effort to schedule treatment so as not to unduly disrupt the Company’s operations. The employee must
consult with the Company prior to the scheduling of treatment to work out a treatment schedule which
best suits the needs of both the Company and the employee.

The Department may deny or delay leave and benefits for employees who fail to give the Company at
least 30 days’ notice for foreseeable leave without a reasonable excuse for the delay, who apply to the
Department before notifying their employer, or who otherwise fail to satisfy PFMLA notice obligations.

Employee Application to the Department

After providing notice to the Company (unless the need for leave is unforeseeable), employees should
apply directly to the Department for leave and benefits. Employees are required to use the forms
provided by the Department and their application for benefits may not be processed unless the
application for benefits includes all information necessary for the Department’s review and processing.
The Department requires the following information:
• Identifying information, such as Social Security Number or Individual Taxpayer Identification
Number;
• The nature of the leave, whether family leave or medical leave;
• The starting date and expected duration of the leave;
• Whether the leave will be continuous or intermittent;
• The employer’s name and identification number;
• Evidence that notice was provided to the employer in advance of the application for benefits,
including the date notice was provided to the employer;
• Any denied, granted, or pending requests for leave for a qualifying reason from the employer
during the last 12 months;
• An attestation regarding the family relationship in the form specified by the Department if the
leave involves an application for family leave benefits; and
• A completed certification based on the type of leave in the form specific by the Department.

Employees may be required to provide additional specific information requested by the Department
where reasonably necessary to review and process an application for benefits including, but not limited
to, whether the employee will be receiving any other wage replacement. It is the employee’s
responsibility to provide the Department with timely, complete and sufficient information, certifications or
other documents supporting the need for leave.

Amendment or Extension of Leave Period and Paid Leave Benefits

If there is a change in relevant circumstances that would justify an extension, reduction, or other
modification of the period of leave, the employee and Company must notify the Department within seven
calendar days of said change using the forms required by the Department. For extensions, specifically,
the employee must make a request for extension at least fourteen (14) calendar days prior to the
expiration of the original approved leave. The Department may consider late filed requests upon a
showing of good cause by the employee. The request for extension must include:
• the reason for the extension;
• the requested duration of the extended leave;
• the date on which the covered individual provided notice for the request for extension to
the employer; and

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 • a newly completed or updated health care certification supporting the need for
leave.

Job Benefits & Protection

During PFMLA leave, the Company will maintain health coverage under any employment-related health
insurance on the same terms and conditions as if the employee had continued to work. If Company-
provided benefits are used as a substitute to the Department’s benefits, the Company will deduct the
employee’s portion of any applicable health plan premium as a regular payroll deduction. If the
employee is not receiving any Company-benefits during the leave, the employee must make
arrangements with Human Resources prior to taking leave to pay their portion of any applicable health
insurance premiums each month.

Unless otherwise provided by applicable law, upon return from PFMLA leave, employees will be restored
to their original or equivalent positions with equivalent status, pay, benefits, length-of-service credit and
seniority as of the date of the leave. The use of PFMLA leave will not result in the loss of any employment
benefits that accrued prior to the start of an employee’s leave.

Return to Work/Fitness for Duty Medical Certifications

Unless notified otherwise, employees returning to work from PFMLA leaves taken for their own serious
health conditions must provide the Company with a medical certification confirming they are able to
return to work and to perform the essential functions of their positions, with or without reasonable
accommodation. The Company may delay and/or deny job restoration until employees provide return to
work/fitness for duty certifications.

Interaction with Other Leave Policies

Leave taken pursuant to PFMLA will run concurrently with leave taken under other applicable state and
federal leave laws, including without limitation the Massachusetts Parental Leave Act and the federal
Family and Medical Leave Act of 1993, when the leave is for a qualified reason under those laws.

Right to an Appeal
An employee who is denied leave pursuant to the PFMLA may submit an appeal to the Department. The
appeal must be filed within ten (10) calendar days of receipt of the denial. The deadline may be
extended by the Department upon a showing of circumstances beyond the employee’s control. In
addition, the employee is required to provide a complete copy of the request for appeal to the Company.
Employees may request a hearing with the Department and a final decision will be issued by the
Department affirming, modifying, or revoking the initial determination made by the Company.

An employee aggrieved by the Department’s final decision may further appeal by filing a complaint in
district court for the county in the Commonwealth where the individual resides or was last employed. The
complaint must be filed within thirty (30) calendar days of the date the Department’s final decision is
received by the individual.

Questions and/or Complaints about PFMLA Leave

If you have questions regarding this PFMLA policy, please contact Human Resources. For questions
about determinations by the Department on leave eligibility, entitlement, and/or benefits, please contact
the Department directly. The Company is committed to complying with the PFMLA and, whenever
necessary, shall interpret and apply this policy in a manner consistent with the PFMLA.
The PFMLA makes it unlawful for employers to retaliate, threaten to retaliate, or interfere with the
exercise of any right provided under G.L. c. 175M. In addition, employers may not retaliate or threaten
to retaliate against any person who has filed a complaint, has caused a complaint to be filed, has or will
participate or testify in proceeding relating to a violation of G.L. c. 175M, or has given or is about to give
information connected to a proceeding relating to a violation of G.L. c. 175M. If employees believe their
PFMLA rights have been violated, they should contact Human Resources immediately. The Company will

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investigate any PFMLA complaints and take prompt and appropriate remedial action to address and/or
remedy any PFMLA violation. Employees also may file PFMLA complaints with the Department alleging
PFMLA violations.

FEDERAL FAMILY AND MEDICAL LEAVE ACT

Certain Massachusetts employees may also be entitled to protections under the federal Family and
Medical Leave Act (FMLA). This policy provides employees information concerning FMLA entitlements
and obligations employees may have during such leaves. If employees have any questions concerning
FMLA leave, they should contact Human Resources at (978) 682-2382.

Employees Eligible for FMLA Leave

FMLA leave is available to “eligible employees”. To be an “eligible employee”, an employee must: (1)
have been employed by the Company for at least 12 months (which need not be consecutive); (2) have
been employed by the Company for at least 1250 hours of service during the 12 month period
immediately preceding the commencement of the leave; and (3) be employed at a worksite where 50 or
more employees are located within 75 miles of the worksite.

Employee Entitlements for FMLA Leave

As described below, the FMLA provides eligible employees with a right to leave, health insurance benefits
and, with some limited exceptions, job restoration. The FMLA also entitles employees to certain written
notices concerning their potential eligibility for and designation of FMLA leave.

Basic FMLA Leave Entitlement

The FMLA provides eligible employees up to 12 workweeks of unpaid leave for certain family and medical
reasons during a 12 month period. The 12 month period is determined on as a "rolling" 12 month period
dating back from the time you request leave. Leave may be taken for any one, or for a combination, of
the following reasons:

• To care for the employee’s child after birth, or placement for adoption or foster care;
• To care for the employee’s spouse, son, daughter or parent (but not in-law) who has a serious
health condition;
• For the employee’s own serious health condition (including any period of incapacity due to
pregnancy, prenatal medical care or childbirth) that makes the employee unable to perform one
or more of the essential functions of the employee’s job; and/or
• Because of any qualifying exigency arising out of the fact that an employee’s spouse, son,
daughter or parent is a covered military member on active duty or has been notified of an
impending call or order to active duty status in the National Guard or Reserves in support of
contingency operation.
A serious health condition is an illness, injury, impairment, or physical or mental condition that
involves either an overnight stay in a medical care facility, or continuing treatment by a health care
provider for a condition that either prevents the employee from performing the functions of the
employee’s job, or prevents the qualified family member from participating in school or other daily
activities. Subject to certain conditions, the continuing treatment requirement may be met by a period of
incapacity of more than 3 consecutive calendar days combined with at least two visits to a health care
provider or one visit and a regimen of continuing treatment, or incapacity due to pregnancy, or incapacity
due to a chronic condition. Other conditions may meet the definition of continuing treatment.
Qualifying exigencies may include attending certain military events, arranging for alternative childcare,
addressing certain financial and legal arrangements, attending certain counseling sessions, and attending
post-deployment reintegration briefings.

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Additional Military Family Leave Entitlement (Injured Servicemember Leave)
In addition to the basic FMLA leave entitlement discussed above, an eligible employee who is the spouse,
son, daughter, parent or next of kin of a covered servicemember is entitled to take up 26 weeks of
leave during a single 12-month period to care for the servicemember with a serious injury or illness.
Leave to care for a servicemember shall only be available during a single-12 month period and, when
combined with other FMLA-qualifying leave, may not exceed 26 weeks during the single 12-month period.
The single 12-month period begins on the first day an eligible employee takes leave to care for the
injured servicemember.

A “covered servicemember” means a member of the Armed Forces, including a member of the
National Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy, is otherwise
in outpatient status, or is on the temporary retired list, for a serious injury or illness. A member of the
Armed Forces would have a serious injury or illness if he/she has incurred an injury or illness in the line
of duty while on active duty in the Armed Forces provided that the injury or illness may render the
servicemember medically unfit to perform duties of the member’s office, grade, rank or rating.

Intermittent Leave and Reduced Leave Schedules

FMLA leave usually will be taken for a period of consecutive days, weeks or months. However,
employees also are entitled to take FMLA leave intermittently or on a reduced leave schedule when
medically necessary due to a serious health condition of the employee or covered family member or the
serious injury or illness of a covered servicemember.

Protection of Group Health Insurance Benefits

During FMLA leave, eligible employees are entitled to receive group health plan coverage on the same
terms and conditions as if they had continued to work.

Restoration of Employment and Benefits

At the end of FMLA leave, subject to some exceptions including situations where job restoration of “key
employees” will cause the Company substantial and grievous economic injury, employees generally have
a right to return to the same or equivalent positions with equivalent pay, benefits and other employment
terms. The Company will notify employees if they qualify as “key employees”, if it intends to deny
reinstatement, and of their rights in such instances. Use of FMLA leave will not result in the loss of any
employment benefit that accrued prior to the start of an eligible employee’s FMLA leave.

Notice of Eligibility for, and Designation of, FMLA Leave

Employees requesting FMLA leave are entitled to receive written notice from the Company telling them
whether they are eligible for FMLA leave and, if not eligible, the reasons why they are not eligible. When
eligible for FMLA leave, employees are entitled to receive written notice of: 1) their rights and
responsibilities in connection with such leave; 2) the Company’s designation of leave as FMLA-qualifying
or non-qualifying, if not FMLA-qualifying, the reasons why; and 3) the amount of leave, if known, that
will be counted against the employee’s leave entitlement.

The Company may retroactively designate leave as FMLA leave with appropriate written notice to
employees provided the Company’s failure to designate leave as FMLA-qualifying at an earlier date did
not cause harm or injury to the employee. In all cases where leaves qualify for FMLA protection, the
Company and employee can mutually agree that leave be retroactively designated as FMLA leave.

Employee FMLA Leave Obligations

Provide Notice of the Need for Leave

Employees who take FMLA leave must timely notify the Company of their need for FMLA leave. The
following describes the content and timing of such employee notices.

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Content of Employee Notice
To trigger FMLA leave protections, employees must inform the Company by contacting Kim Casale in the
Human Resources Department of the need for FMLA-qualifying leave and the anticipated timing and
duration of the leave, if known. Employees may do this by either requesting FMLA leave specifically, or
explaining the reasons for leave so as to allow the Company to determine that the leave is FMLA-
qualifying. For example, employees might explain that:

• a medical condition renders them unable to perform the functions of their job;
• they are pregnant or have been hospitalized overnight;
• they or a covered family member are under the continuing care of a health care
provider;
• the leave is due to a qualifying exigency cause by a covered military member being on
active duty or called to active duty status; or
• if the leave is for a family member, that the condition renders the family member unable
to perform daily activities or that the family member is a covered servicemember with a
serious injury or illness.

Calling in “sick,” without providing the reasons for the needed leave, will not be considered sufficient
notice for FMLA leave under this policy. Employees must respond to the Company’s questions to
determine if absences are potentially FMLA-qualifying.

If employees fail to explain the reasons for FMLA leave, the leave may be denied. When employees seek
leave due to FMLA-qualifying reasons for which the Company has previously provided FMLA-protected
leave, they must specifically reference the qualifying reason for the leave or the need for FMLA leave.

Timing of Employee Notice

Employees must provide 30 days advance notice of the need to take FMLA leave when the need is
foreseeable. When 30 days notice is not possible, or the approximate timing of the need for leave is not
foreseeable, employees must provide the Company notice of the need for leave as soon as practicable
under the facts and circumstances of the particular case. Employees who fail to give 30 days notice for
foreseeable leave without a reasonable excuse for the delay, or otherwise fail to satisfy FMLA notice
obligations, may have FMLA leave delayed or denied.

Cooperate in the Scheduling of Planned Medical Treatment (Including Accepting Transfers

To Alternative Positions) and Intermittent Leave or Reduced Leave Schedules

When planning medical treatment, employees must consult with the Company and make a reasonable
effort to schedule treatment so as not to unduly disrupt the Company’s operations, subject to the
approval of an employee’s health care provider. Employees must consult with the Company prior to the
scheduling of treatment to work out a treatment schedule which best suits the needs of both the
Company and the employees, subject to the approval of an employee’s health care provider. If
employees providing notice of the need to take FMLA leave on an intermittent basis for planned medical
treatment neglect to fulfill this obligation, the Company may require employees to attempt to make such
arrangements, subject to the approval of the employee’s health care provider.

When employees take intermittent or reduced work schedule leave for foreseeable planned medical
treatment for the employee or a family member, including during a period of recovery from a serious
health condition or to care for a covered servicemember, the Company may temporarily transfer
employees, during the period that the intermittent or reduced leave schedules are required, to alternative
positions with equivalent pay and benefits for which the employees are qualified and which better
accommodate recurring periods of leave.

20
When employees seek intermittent leave or a reduced leave schedule for reasons unrelated to the
planning of medical treatment, upon request, employees must advise the Company of the reason why
such leave is medically necessary. In such instances, the Company and employee shall attempt to work
out a leave schedule that meets the employee’s needs without unduly disrupting the Company’s
operations, subject to the approval of the employee’s health care provider.

Submit Medical Certifications Supporting Need for FMLA Leave (Unrelated to Requests for
Military Family Leave)

Depending on the nature of FMLA leave sought, employees may be required to submit medical
certifications supporting their need for FMLA-qualifying leave. As described below, there generally are
three types of FMLA medical certifications: an initial certification, a recertification, and a return to
work/fitness for duty certification.

It is the employee’s responsibility to provide the Company with timely, complete and sufficient medical
certifications. Whenever the Company requests employees to provide FMLA medical certifications,
employees must provide the requested certifications within 15 calendar days after the Company’s
request, unless it is not practicable to do so despite an employee’s diligent, good faith efforts. The
Company shall inform employees if submitted medical certifications are incomplete or insufficient and
provide employees at least seven calendar days to cure deficiencies. The Company will deny FMLA leave
to employees who fail to timely cure deficiencies or otherwise fail to timely submit requested medical
certifications.

With the employee’s permission, the Company (through individuals other than an employee’s direct
supervisor) may contact the employee’s health care provider to authenticate or clarify completed and
sufficient medical certifications. If employees choose not to provide the Company with authorization
allowing it to clarify or authenticate certifications with health care providers, the Company may deny
FMLA leave if certifications are unclear.

Whenever the Company deems it appropriate to do so, it may waive its right to receive timely, complete
and/or sufficient FMLA medical certifications.

Initial Medical Certifications

Employees requesting leave because of their own, or a covered relation’s, serious health condition, or to
care for a covered servicemember, must supply medical certification supporting the need for such leave
from their health care provider or, if applicable, the health care provider of their covered family or service
member. If employees provide at least 30 days notice of medical leave, they should submit the medical
certification before leave begins. A new initial medical certification will be required on an annual basis for
serious medical conditions lasting beyond a single leave year.

If the Company has reason to doubt initial medical certifications, it may require employees to obtain a
second opinion at the Company’s expense. If the opinions of the initial and second health care providers
differ, the Company may, at its expense, require employees to obtain a third, final and binding
certification from a health care provider designated or approved jointly by the Company and the
employee.

Medical Recertifications
Depending on the circumstances and duration of FMLA leave, the Company may require employees to
provide recertification of medical conditions giving rise to the need for leave. The Company will notify
employees if recertification is required and will give employees at least 15 calendar days to provide
medical recertification.

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Return to Work/Fitness for Duty Medical Certifications
Unless notified that providing such certifications is not necessary, employees returning to work from
FMLA leaves that were taken because of their own serious health conditions that made them unable to
perform their jobs must provide the Company medical certification confirming they are able to return to
work and the employees’ ability to perform the essential functions of the employees’ position, with or
without reasonable accommodation. The Company may delay and/or deny job restoration until
employees provide return to work/fitness for duty certifications.

Submit Certifications Supporting Need for Military Family Leave

Upon request, the first time employees seek leave due to qualifying exigencies arising out of the active
duty or call to active duty status of a covered military members, the Company may require employees to
provide: 1) a copy of the covered military member’s active duty orders or other documentation issued by
the military indicating the covered military member is on active duty or call to active duty status and the
dates of the covered military member’s active duty service; and 2) a certification from the employee
setting forth information concerning the nature of the qualifying exigency for which leave is requested.
Employees shall provide a copy of new active duty orders or other documentation issued by the military
for leaves arising out of qualifying exigencies arising out of a different active duty or call to active duty
status of the same or a different covered military member.

When leave is taken to care for a covered servicemember with a serious injury or illness, the Company
may require employees to obtain certifications completed by an authorized health care provider of the
covered servicemember. In addition, and in accordance with the FMLA regulations, the Company may
request that the certification submitted by employees set forth additional information provided by the
employee and/or the covered servicemember confirming entitlement to such leave.

Substitute Paid Leave for Unpaid FMLA Leave

To the extent federal FMLA leave is provided in situations where the leave is not covered by the MA
PFMLA it will be unpaid unless you elect to use accrued unused PTO or Earned Sick Leave if you do not
qualify for PTO.

Pay Employee’s Share of Health Insurance Premiums

As noted above, during FMLA leave, employees are entitled to continued group health plan coverage
under the same conditions as if they had continued to work. Unless the Company notifies employees of
other arrangements, whenever employees are receiving pay from the Company during FMLA leave, the
Company will deduct the employee portion of the group health plan premium from the employee’s
paycheck in the same manner as if the employee was actively working. If FMLA leave is unpaid,
employees must pay their portion of the group health premium by the 1st of each month.

The Company’s obligation to maintain health care coverage ceases if an employee’s premium payment is
more than 30 days late. If employees do not return to work within 30 calendar days at the end of the
leave period (unless employees cannot return to work because of a serious health condition or other
circumstances beyond their control) they will be required to reimburse the Company for the cost of the
premiums the Company paid for maintaining coverage during their unpaid FMLA leave.

Coordination of FMLA Leave with Other Leave Policies

FMLA will run concurrently with MA PFMLA and all other leaves available to the extent permitted by
applicable law. The FMLA does not affect any federal, state or local law prohibiting discrimination, or
supersede any State or local law which provides greater family or medical leave rights. For additional
information concerning leave entitlements and obligations that might arise when FMLA leave is either not
available or exhausted, please contact Human Resources.

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Questions and/or Complaints about FMLA Leave
If you have questions regarding this FMLA policy, please contact Human Resources. The Company is
committed to complying with the FMLA and, whenever necessary, shall interpret and apply this policy in a
manner consistent with the FMLA.

The FMLA makes it unlawful for employers to: 1) interfere with, restrain, or deny the exercise of any right
provided under FMLA; or 2) discharge or discriminate against any person for opposing any practice made
unlawful by FMLA or involvement in any proceeding under or relating to FMLA. If employees believe their
FMLA rights have been violated, they should contact the Human Resources Department immediately.
The Company will investigate any FMLA complaints and take prompt and appropriate remedial action to
address and/or remedy any FMLA violation. Employees also may file FMLA complaints with the United
States Department of Labor or may bring private lawsuits alleging FMLA violations.

Definitions. For the purposes of this policy, the following definitions apply:

“Spouse” means a husband or wife as defined or recognized under State law for purposes of marriage in
the State where the employee resides, including common law marriage in States where it is recognized.

“Parent” means a biological, adoptive, step or foster father or mother, or any other individual who stood
in loco parentis to the employee when the employee was a son or daughter as defined in paragraph (c)
of this section. This term does not include parents “in law.”

“Son or daughter” means, for purposes of FMLA leave taken for birth or adoption, or to care for a
family member with a serious health condition, a biological, adopted, or foster child, a stepchild, a legal
ward, or a child of a person standing in loco parentis, who is either under age 18, or age 18 or older and
“incapable of self-care because of a mental or physical disability” at the time that FMLA leave is to
commence.

(1) “Incapable of self-care” means that the individual requires active assistance or
supervision to provide daily self-care in three or more of the “activities of daily living” (ADLs)
or “instrumental activities of daily living” (IADLs). Activities of daily living include adaptive
activities such as caring appropriately for one’s grooming and hygiene, bathing, dressing and
eating. Instrumental activities of daily living include cooking, cleaning, shopping, taking
public transportation, paying bills, maintaining a residence, using telephones and directories,
using a post office, etc.

(2) “Physical or mental disability” means a physical or mental impairment that substantially
limits one or more of the major life activities of an individual. Regulations at 29 CFR
1630.2(h), (i), and (j), issued by the Equal Employment Opportunity Commission under the
Americans with Disabilities Act (ADA), 42 U.S.C. 12101 et seq., define these terms.

(3) Persons who are “in loco parentis” include those with day-to-day responsibilities to care for
and financially support a child, or, in the case of an employee, who had such responsibility
for the employee when the employee was a child. A biological or legal relationship is not
necessary.

“Adoption” means legally and permanently assuming the responsibility of raising a child as one’s own.
The source of an adopted child (e.g., whether from a licensed placement agency or otherwise) is not a
factor in determining eligibility for FMLA leave.

“Foster care” is 24-hour care for children in substitution for, and away from, their parents or guardian.
Such placement is made by or with the agreement of the State as a result of a voluntary agreement
between the parent or guardian that the child be removed from the home, or pursuant to a judicial

23
determination of the necessity for foster care, and involves agreement between the State and foster
family that the foster family will take care of the child. Although foster care may be with relatives of the
child, State action is involved in the removal of the child from parental custody.

“Son or daughter on active duty or call to active duty status” means the employee’s biological,
adopted, or foster child, stepchild, legal ward, or a child for whom the employee stood in loco parentis,
who is on active duty or call to active duty status, and who is of any age.

“Son or daughter of a covered servicemember” means the servicemember’s biological, adopted, or

foster child, stepchild, legal ward, or a child for whom the servicemember stood in loco parentis, and who
is of any age.

“Parent of a covered servicemember” means a covered servicemember’s biological, adoptive, step

or foster father or mother, or any other individual who stood in loco parentis to the covered
servicemember. This term does not include parents “in law.”

“Next of kin of a covered servicemember” means the nearest blood relative other than the covered
servicemember’s spouse, parent, son, or daughter, in the following order of priority: blood relatives who
have been granted legal custody of the covered servicemember by court decree or statutory provisions,
brothers and sisters, grandparents, aunts and uncles, and first cousins, unless the covered
servicemember has specifically designated in writing another blood relative as his or her nearest blood
relative for purposes of military caregiver leave under the FMLA. When no such designation is made, and
there are multiple family members with the same level of relationship to the covered servicemember, all
such family members shall be considered the covered servicemember’s next of kin and may take FMLA
leave to provide care to the covered servicemember, either consecutively or simultaneously. When such
designation has been made, the designated individual shall be deemed to be the covered
servicemember’s only next of kin.

"Health Care Provider" means: (1) A doctor of medicine or osteopathy who is authorized to practice
medicine or surgery (as appropriate) by the State in which the doctor practices; (2) podiatrists, dentists,
clinical psychologists, optometrists, chiropractors (limited treatment consisting of manual manipulation of
the spine to correct a subluxation as demonstrated by x-Ray to exist) authorized to practice under the
State law and performing within the scope of their practice as defined by State law; (3) nurse
practitioners, nurse-midwives, clinical social workers and physician assistants authorized under State law
and performing within the scope of their practice as defined by State law; (4) Christian Science
practitioners (may be required to submit to second or third certification through examination - not
treatment of a health care provider); (5) any other health care provider from whom the employer or the
employee's group health plan benefits manager will accept certification of the existence of a serious
health condition to substantiate a claim for benefits; and (7) a health care provider who practices in a
country other than the United States who is authorized to practice in accordance with the laws of that
country and is performing within the scope of his or her practice as defined under such law.

For purposes of leave taken to care for a covered servicemember, any one of the following health care
providers may complete such a certification: (1) a United States Department of Defense (“DOD”) health
care provider; (2) a United States Department of Veterans Affairs (“VA”) health care provider; (3) a DOD
TRICARE network authorized private health care provider; or (4) a DOD non-network TRICARE authorized
private health care provider.

PARENTAL LEAVE
An employee who has completed three consecutive months of full-time employment may be entitled to
eight (8) weeks of parental leave for the purpose of giving birth or for the placement of a child under the
age of 18, or under the age of 23 if the child is mentally or physically disabled for adoption with the

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employee who is adopting or intending to adopt the child. An employee who either has multiple births or
adopts more than one child at the same time is entitled to eight (8) weeks of leave for each child. If two
employees seek to take parental leave in connection with the same child, then they shall only be entitled
to a total of eight (8) weeks of parental leave in the aggregate for the birth or adoption of that child.

In order to be eligible for this leave, an employee must give Human Resources at least two (2) weeks’
advance notice of the anticipated date of departure and intention to return to work, or as soon as
practicable if the delay is for reasons beyond the employee’s control.

Parental leave will be without pay, except that if an employee has accrued unused paid time off an
employee may choose to use such time concurrently with all or part of the leave. Thus, if an employee is
eligible for both Family and Medical Leave Act (FMLA) leave and parental leave under this policy, he/she
may (but is not required to) use accrued paid time off for the period of leave covered by this policy.

At the conclusion of a parental leave, the employee will be reinstated to his/her previous position or a
similar position with the same rate of pay he/she received at the commencement of the leave. The
Company, however, may not reinstate an employee on parental leave to his/her previous position or a
similar position if other employees of equal seniority or status in the same or similar position(s) have
been laid off due to economic conditions or have been otherwise affected by changes in employment
conditions during the period of leave.

While parental leave may be extended, unless otherwise provided by applicable law, reinstatement may
not be guaranteed at the conclusion of a parental leave that was more than 8 weeks (per child, as the
case my be under this policy) in duration.

A parental leave shall not affect an employee’s ability to receive paid time off, bonuses, advancement,
seniority or other benefits for which the employee was eligible on the date leave began, however, the
leave period shall not be included in the computation of such benefits.

Parental leave runs concurrently with leave provided under any other applicable policy in the handbook,
including without limitation, leave under the FMLA policy, if applicable. Parental leave also runs
concurrently with any time period qualifying an employee for receipt of monetary benefits , including
benefits received under any short-term disability policy. The receipt of such monetary benefits or use of
paid time off during any period of parental leave does not extend the length of the leave.

SMALL NECESSITIES LEAVE

Pursuant to the Small Necessities Leave Act (“SNLA”), eligible employees may take up to twenty four (24)
work hours of unpaid leave, during a twelve month period for the purpose of tending to certain family
matters which include:
• Participating in school activities directly related to the educational advancement of an employee’s
son or daughter, for instance, a parent teacher conference or an interview at a new school;
• Accompanying an employee’s son or daughter to a routine medical or dental appointment; for
instance, a check-up or vaccination.
• Accompanying an elderly relative to a routine medical or dental appointment or one related to the
elder’s care, for instance, to an interview at a nursing or group home.

This time does not have to be taken consecutively.

Employees who are “Eligible” for SNLA Leave. Employees are “eligible” to take SNLA leave only if they
have worked for the Company for at least twelve (12) months, have worked 1,250 hours during the
twelve (12) months and only if there are at least fifty (50) employees of the Company within 75 miles of
the employee’s work site.

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Meaning of “12-Month Period.” The twelve (12) month period during which an eligible employee can take
a leave under this policy is a rolling period. This period is measured backward from the date an employee
uses SNLA leave. An eligible employee’s leave entitlement consists of up to twenty-four (24) hours of
SNLA leave during this rolling twelve (12) month period. Employees with questions regarding the twelve
(12) month period should contact Human Resources.

Intermittent SNLA Leave. An eligible employee may take SNLA leave intermittently and need not use the
entire twenty-four (24) hour leave at once. However, the leave taken cannot exceed twenty-four (24)
hours during the twelve (12) month period.

The twenty-four (24) hours of unpaid leave are in addition to leave permitted by the FMLA and the
Massachusetts Parental Leave Act. Whenever the need for leave is foreseeable, employees must provide
the Company with at least seven (7) days’ notice prior to taking the leave. In all other instances,
employees are requested to provide as much notice as possible. The Company may request written
certification confirming the necessity for the leave.

If an employee is entitled to any paid leave under the Company’s paid time off policies, that leave must
be used before any unpaid leave under this policy will be granted.

DOMESTIC ABUSE LEAVE

Employees are entitled to up to 15 days of unpaid leave from work in any 12 month period if, as defined
by applicable law: (i) the employee, or a family member of the employee, is a victim of abusive
behavior; (ii) the employee is using the leave from work to: seek or obtain medical attention,
counseling, victim services or legal assistance; secure housing; obtain a protective order from a court;
appear in court or before a grand jury; meet with a district attorney or other law enforcement official; or
attend child custody proceedings or address other issues directly related to the abusive behavior against
the employee or family member of the employee; and (iii) the employee is not the perpetrator of the
abusive behavior against such employee’s family member.

Except in cases of imminent danger to the health or safety, an employee seeking leave under this policy
must provide appropriate advance notice of the leave to the Company. If there is a threat of imminent
danger to the health or safety of the employee or the employee’s family member, the employee is not be
required to provide advance notice of leave; provided, however, that the employee must notify the
Company within 3 workdays that the leave was taken or is being taken pursuant to this policy.

Such notification may be communicated to the Company by the employee, a family member of the
employee or the employee’s counselor, social worker, health care worker, member of the clergy, shelter
worker, legal advocate or other professional who has assisted the employee in addressing the effects of
the abusive behavior on the employee or the employee’s family member.

If an unscheduled absence occurs, the Company will not take any negative action against the employee if
the employee, within 30 days from the unauthorized absence or within 30 days from the last
unauthorized absence in the instance of consecutive days of unauthorized absences, provides any of the
documentation described in (1) to (7) below.

Employees must provide documentation evidencing that the employee or employee’s family member has
been a victim of abusive behavior and that the leave taken is consistent with this policy; provided,
however, that the Company will not require an employee to show evidence of an arrest, conviction or
other law enforcement documentation for such abusive behavior. Employees must provide such
documentation to the Company within a reasonable period after the Company requests documentation
relative to the employee’s absence. An employee may satisfy this documentation requirement by
providing any of the following documents to the Company:

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 1. A protective order, order of equitable relief or other documentation issued by a court of
competent jurisdiction as a result of abusive behavior against the employee or employee’s family
member.
2. A document under the letterhead of the court, provider or public agency which the employee
attended for the purposes of acquiring assistance as it relates to the abusive behavior against the
employee or the employee’s family member.
3. A police report or statement of a victim or witness provided to police, including a police incident
report, documenting the abusive behavior complained of by the employee or the employee’s
family member.
4. Documentation that the perpetrator of the abusive behavior against the employee or family
member of the employee has: admitted to sufficient facts to support a finding of guilt of abusive
behavior; or has been convicted of, or has been adjudicated a juvenile delinquent by reason of,
any offense constituting abusive behavior and which is related to the abusive behavior that
necessitated the leave under this section.
5. Medical documentation of treatment as a result of the abusive behavior complained of by the
employee or employee’s family member.
6. A sworn statement, signed under the penalties of perjury, provided by a counselor, social worker,
health care worker, member of the clergy, shelter worker, legal advocate or other professional
who has assisted the employee or the employee’s family member in addressing the effects of the
abusive behavior.
7. A sworn statement, signed under the penalties of perjury, from the employee attesting that the
employee has been the victim of abusive behavior or is the family member of a victim of abusive
behavior.

Information related to the employee's leave under this policy will be kept confidential by the Company
and will not be disclosed, except to the extent that disclosure is: (i) requested or consented to, in
writing, by the employee; (ii) ordered to be released by a court of competent jurisdiction; (iii) otherwise
required by applicable federal or state law; (iv) required in the course of an investigation authorized by
law enforcement, including, but not limited to, an investigation by the attorney general; or (v) necessary
to protect the safety of the employee or others employed at the workplace.

An employee seeking leave under this policy must exhaust all annual or vacation leave, personal leave
and sick leave available to the employee, prior to requesting or taking leave under this policy, unless
otherwise provided by the Company.

The Company will not coerce, interfere with, restrain or deny the exercise of, or any attempt to exercise,
any rights provided under this policy or to make leave requested or taken hereunder contingent upon
whether or not the victim maintains contact with the alleged abuser. The Company will not discharge or
in any other manner discriminate against an employee for exercising the employee’s rights under this
policy. The taking of leave under this policy will not result in the loss of any employment benefit accrued
prior to the date on which the leave taken under this policy commenced. Upon the employee’s return
from such leave, to the extent required by applicable law, the employee will be entitled to restoration to
the employee’s original job or to an equivalent position.

NURSING MOTHERS/PREGNANCY ACCOMMODATION

The Company will provide reasonable accommodations for employees’ pregnancies, including, but not
limited to, lactation or the need to express breast milk for a nursing child, that are necessary, effective
and enable the employee to perform the essential functions of the employee’s job, unless such
accommodations would pose an undue hardship on the business.
The need for and nature of such reasonable accommodations will be determined through a good faith
interactive process. As part of this process, the Company may require documentation about the need for
a reasonable accommodation from an appropriate health care or rehabilitation professional; except such
documentation will not be required for the following accommodations: (1) more frequent restroom, food

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and water breaks, (2) seating, and (3) limits on lifting over 20 pounds. The Company may require
documentation for an extension of an accommodation beyond the originally agreed to accommodation.

Employees will not be subjected to discrimination in relation to pregnancy. Employees who request or
use such reasonable accommodations will not be subject to adverse action or denial of employment
opportunities because of the request or use of such reasonable accommodations.

WORK ATTIRE

DRESSCODE AND APPEARANCE

The Company has a dress code for its employees. All components of the dress code must be clean, well
fitting and wrinkle free – not ripped, frayed or faded. Employees must wear full and complete dress,
including the following approved components:

Crew Members
• Dark blue jeans and a plain gray polo shirt. The shirt can be worn either tucked in or un-tucked.
However, if un-tucked, skin should not be exposed when lifting or bending and it cannot be longer
than 4 inches from the belt line.
• Black Hat/Visor
• Black half Apron
• Orange Name Tag
• Appropriate footwear (Tread Safe Shoes)
• Dark jean shorts are allowed from Memorial Day to Labor Day

Shift Leaders
• Dark blue jeans and a plain black polo shirt. The shirt can be worn either tucked in or un-tucked.
However, if un-tucked, skin should not be exposed when lifting or bending, it must be tailored and it
cannot be longer than 4 inches from the belt line.
• Silver Name Tag
• Appropriate footwear (Tread Safe Shoes)
• Dark jean shorts are allowed from Memorial Day to Labor Day

Assistant Manager and Restaurant Managers

• Dark blue jeans or khaki’s and a blue polo shirt. The shirt can be worn either tucked in or un-
tucked. However, if un-tucked, skin should not be exposed when lifting or bending, and it cannot be
longer than 4 inches from the belt line
• Hat/Visor are required if you are working the front line
• Silver Name Tag
• Appropriate footwear (Tread Safe Shoes)

If a shirt is going to be worn underneath a short sleeved shirt, it must be white or black and long sleeved.
Turtlenecks are also allowed and must be worn underneath the required dress code shirt and be the same
color.

Hats/visors, name tags and aprons are provided by the company and MUST be returned when you leave the
company whether voluntarily or involuntarily. If you do not return these items, the company will charge you for
the replacement cost of those items.

All employees are expected to maintain acceptable personal grooming and hygiene standards. Proper
attire includes proper fitting uniforms and groomed hair. All employees must have their hair tied back, off
of their shoulders if their hair is of sufficient length to do so. Bare legs are prohibited and appropriate
undergarments must be worn. The wearing of excessive jewelry, suggestive attire or plunging necklines
does not present a professional appearance.

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Individuals are expected to use their own judgment; however, the following items are specifically
prohibited in the workplace during normal business hours:

• Crewmembers shall come to work bathed and free of body odor

• Always wash hands after an interruption of work such as break, smoking etc
• Fingernails shall be clean and neatly trimmed to the fingertip or shorter. Nail polish is allowed.
• Crewmembers wearing nail polish, acrylic or fake fingernails, must properly use single-use gloves
at all times
• Jewels glued to nails are not allowed
• Hair is to be neatly groomed. Hair that is touching the shoulders or longer must be neatly pulled
back into a ponytail.
• No excessive or offensive odors, perfume, cologne or make-up
• Facial hair is acceptable but must be kept neat and trimmed
• No exposed jewelry (rings, bracelets, watches, necklaces, earrings, other piercings with the
following exceptions: Plain wedding band worn on the hand; post stud earrings (no dangling
earrings of any kind; necklaces can be worn inside the shirt but cannot dangle through or over
the uniform shirt.
• No visible facial or body piercings other than ear piercing as described above
• Leather/suede
• Ripped/torn clothing
• Shorts/mini-skirts/cocktail dresses/sundresses
• Halter tops/midriff tops/tank tops
• Workout gear/athletic clothing/stretch pants/leggings/spandex
• Sweatshirts or sweatshirt-type material
• Sweatpants
• Running shoes/sneakers/sandals/open-toed shoes
• T-shirts, baseball hats, or similar items of casual attire

Employees who arrive for work inappropriately dressed or with an appearance that is not consistent with
the standards listed herein will not be allowed to work until properly attired/groomed. Employees will be
disciplined for failure to follow the Professional Appearance Policy. Non-exempt employees will not be
paid for time scheduled but not worked.

Please contact your Restaurant Manager or Human Resources or if you have any questions about
appropriate attire or hygene practices.

Exceptions can be authorized in writing, to accommodate employees who have legitimate health or
religious reasons for not complying with the dresss code or personal appearance requirements.

The Company reserves the right to interpret, modify, change, add to or delete this policy or any provision
included herein at any time.

Violations of this policy may lead to disciplinary action up to, and including, discharge.

WORKPLACE POLICIES

ALARMS
It is the responsibility of the individual who closes the Restaurant at end of business to ensure the alarm
is set at the time of closing. Also, if it is discovered that an alarm is not set or in working condition, it is
the responsibility of the individual who makes the discovery to immediately inform their direct supervisor
of the situation, who in turn must immediately inform their direct supervisor. If you are unable to confirm
that your direct supervisor is aware of the issue, you then must contact the supervisor’s direct supervisor
and so on.

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Anyone found not adhering to the above will be subject to disciplinary action up to and including
termination.

ANTI-THEFT POLICY
This policy invites any employee to confidentially (to the extent practicable) come forward to
management with information after witnessing the following:

Fellow Employees, Shift Leaders, Management, or Vendors:

• Not using proper procedures to handle cash or make transactions
• Under ringing sales. Ex. Ringing in a small coffee, when a large coffee was purchased
• Giving un-approved discounts to customers or friends
• Improperly handling the tips
• Wasting or Stealing Restaurant Food or Ingredients.
• Not paying for Bottled Soda, Garelick Farm Products and Smoothies
• Other forms of theft, waste, or other similar activity not defined above

Employees should bring the information to management as quickly as possible.

It is our goal to make all employees understand that the above listed actions are all theft, and we want to
eliminate this conduct completely from our restaurants. Theft reduces morale, ability to increase payroll
and raises, and causes shortages with the food. Please do your part in assisting us in this important
initiative.

BACK DOOR USAGE

The use of the back door will be limited to accepting deliveries, delivering wholesale orders, dumping
trash, or moving equipment to be sprayed down. Please note: No employee is allowed to enter or exit
the restaurant through the back door; we must all use the front door at all other times

BACKGROUND CHECKS
Anyone being hired into or promoted into an Assistant Manager, Restaurant Manager role or above, will
be subject to a pre-screening background check conducted by Checkr Inc. We reserve the right to
withdraw an offer of employment or promotion if we are not comfortable employing you in such role due
to the results of your background check, consistent with applicable laws. Please refer to the Background
Check Policy (maintained separtately from this handbook) for details.

BENEFITS
Important Note Regarding Benefits
A summary of certain benefit plans offered to employees is set forth below:

The Company and its Plan Administrators and Fiduciaries reserve the maximum discretion permitted by
law to administer, interpret, enhance, modify, discontinue or otherwise change any benefit plan, practice,
or procedure. While you may receive feedback in response to your questions about the benefit plans we
offer, none of those responses can modify the terms of the official plan documents and, consequently, do
not represent a promise or guarantee of benefits. Please, always refer to the plan documents rather than
relying on anyone's interpretation of the benefit plans. To the extent these benefits are set forth in a
separate plan document, those plan documents will govern the benefits provided.

About your benefit coverage:

Permanent full-time employees (those employees hired to work 38+ hours a week at the time of hire),
and where applicable, their dependents, are eligible for certain benefit coverage on the first day of the
month after completing 60 days of employment. All other employees will be evaluated on their
anniversary date to determine full or part time status. Coverage for dependents may begin at the time of

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employee eligibility, if you enroll them and authorize the payroll deduction to pay for their coverage. If
you don't enroll within timeframe of your initial eligibility or the qualifying event, you will have to wait
until the next open enrollment period to enroll into the plan effective with the contract year.

Medical Coverage At-A-Glance

Our medical plan offers preventive medical care designed to help keep employees healthy as well as
protect them against the high cost of a serious illness or injury. The medical plan gives eligible
employees the opportunity to enroll for medical coverage through a PPO through Blue Cross Blue Shield.
Eligible employees have coverage on the first day of day of the month after completing 60 days of
employment.

Dental Plan At-A-Glance

Because regular dental care is important to good health, our plan stresses prevention and encourages
you to have regular checkups by paying 100% of the cost of routine examinations and preventive care.
As a permanent full-time employee, you, and where applicable, your dependents, are eligible for
coverage on the first day of day of the month after completing 60 days of employment. The dental plan
is provided through Blue Cross Blue Shield.

Other Benefits At-A-Glance

From time to time, the company offers you the opportunity to participate in other benefit offerings at
your own expense following the terms of respective plans. For more information regarding these
offerings, contact your Human Resources Department.

Retirement Plan 401(k)

Our Retirement Plan is designed to help employees achieve financial security for their retirement years.
This Plan is a retirement plan with a salary reduction feature under Internal Revenue Code Section 401(k)
and is intended to provide eligible employees a means to save on a pre-tax basis for retirement. This Plan
includes a feature where the Company may match a portion of your 401(k) contributions.

BREAKS
You are required to take a 30 minute unpaid meal break during your shift if your shift is six hours or
longer. You are required to clock in and out and the system and are not allowed to clock back in before
your designated allotted meal period ends. You will be allowed to leave the building if you so choose,
keeping in mind that you will have to be back within 30 minutes of the time you clocked out.

Working during your 30 minute unpaid meal break is prohibited. Any employee who does not take their
meal break or is found to be working during the time they are off the clock, will be subject to disciplinary
action, up to and including termination.

CASH HANDLING PROCEDURE

All cash-handling transactions are to be handled as follows:

Complete order by using the Six steps of Service.

Ring sale on register. Think and double check before pushing buttons. You may be able to
correct your errors if you have not depressed subtotal yet.

Call out amount of sale and change

While making change place bills on sill of register and make sure bills are put in the proper
compartment. Close the cash drawer after transaction is complete. Thank the customer and ask
him to come again. Remember, the "normal" position of the cash drawer is closed. It must
always be kept closed unless you are collecting a customer's money and making change.

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Cash Drawer Integrity
RM or responsible persons are responsible for safeguarding/verifying and controlling all cash
assets at the location level and for overseeing all sales transactions.

The cashier themselves, to ensure that the following procedures around cash handling are maintained:

1. One employee per cash drawer. When the employee begins their shift, they should count the
drawer to make sure it is a starting bank between $100.00 and $175.00, depending on your
restaurant. It is their responsibility to ensure no one else uses that cash register during their
shift. When the employee takes their break, that register is closed and should not be used.

2. When the employees shift is completed, they are to count the coins and rolled coins first, then
the $1.00’s and $5.00’s until they reach the maxed dollar amount for their drawer. The rest of
the money goes into the small plastic deposit bag, along with their shift report if applicable. The
employee’s name, time, register number and dollar amount in the bag, must all be written on the
outside of the bag and the bag must be sealed. This bag is to be placed in the safe or into the
safe drop slot.

3. The next employee shall re-count the drawer to ensure their maxed dollar amount is in the cash
drawer before beginning their shift as cashier.

4. The following morning the person in charge will count all the individual deposit bags and match
them to the shift reports. All the employees and their cash variances must be recorded on the
daily over/short tracking form.

5. After counting all the bags, the person in charge is to verify that the restaurant safe funds are
correct. The restaurant safe funds must always balance. If there is a shortage or overage it
must always be corrected first and then noted on the over/short tracking form. Use money from
the deposit to balance the restaurant safe funds. Any shortage/overage in a safe must be
immediately reported to MUM, DO, and [email protected].

If you fail to adhere to the above noted policy, you may be subject to discipline, up to
and including discharge.

BANK DEPOSITS: ALL emails regarding missing deposit must be responded to by 2PM

All deposit funds must be kept locked in the safe. All deposits must be made daily. Any deposit that
cannot be taken to the bank the RM, AM, or other responsible person at any given location is required to
immediately contact Multi Unit Manager (MUM). If you are not able to contact your MUM, you must
contact your Director of Operations (DO). The RM or responsible person must send an email to MUM and
DO. The MUM or DO – will then email the appropriate department to alert them to a late deposit,
included will be an explanation for the delay, and provide details on when the deposit will be delivered to
the bank. Any location with excessive late deposits both the RM, responsible persons, and the MUM will
be held responsible for failure to follow CMC Policy. Copies of all disciplinary actions will also be sent to
the manager of Cash Management.

Deposits are for the EXACT amount of cash once End of Day is run. NO rounding is to be done.

“Bank deposits must be made 7 DAYS A WEEK by the Restaurant Manager, Assistant Manager, Certified
Shift Leader and/or MUM no later than the time the bank in your area will accept as the deposit
for same day deposit credit. The person making the deposit will stay at the bank until the deposit slip
is validated by the bank teller. The responsible person must return to the restaurant with at least one
bank stamped verification (a bank verification is a deposit slip stamped by the bank with the date,

32
amount of the deposit and name of the bank where the deposit is made).” This receipt is to be stapled
to the copy of the deposit ticket in your deposit book.

At no point should there be more than 1 deposit in the safe at any given time, unless authorized by
Senior Management.

It is ultimately the Restaurant Managers responsibility to ensure ALL Daily Deposits are brought to the
bank each and every day no later than the time the bank in your area will accept as the last
deposit of the day to be credited as the same day deposit.

The person responsible for taking the money to the bank MUST go directly to the bank from the
restaurant location. Stops made between the restaurant and the bank will result in immediate
termination.

Individuals responsible for the deposit of funds will be held responsible if they do not adhere to the above
noted policies and is subject to immediate disciplinary action. No unauthorized personnel can make
deposits, such action will result in termination for all parties involved.

SAFE FUNDS:
The safe funds must be kept locked in the safe, in a register drawer, or other secure area. If the
safe is open, the assigned person must be there. Day lock may never be used. Only 1 person at a
time is assigned to the safe. The safe fund is used for replenishing bills and coins in the cash drawer.
No checks or IOU’s are allowed in the safe fund. The safe fund must be counted each time there is
a change in the person responsible for the safe. The safe must be counted 4 times per day. The safe is
never short or over it should always balance. The MUM must audit the safe and all tills a minimum of
two times per month. Safe counts below (Safe Log attached) Upon request safe audits will be forwarded
to the manager of Cash Management to review. Any audit requested by the manager of Cash
Management will be a priority and expected no later 48 hours after the request has been made. In the
case of a robbery or break-in the safe should be audited immediately up MUM’s arrival.
1. At opening
2. At cash out – shift change
3. Before making deposits
4. At closing

Violations of CMC cash policies are subject to immediate disciplinary action up to and
including immediate termination.

MANAGER’S OFFICE
When the responsible person in charge is not in the office, the office door is to be closed and locked. An
unattended office MUST be locked. NO unauthorized employee may be in the office unattended at any
time. ANY manager that is not in compliance with this policy is subject to immediate disciplinary action.

NO ONE -- Will ever call your store and ask you to send or wire money -- DO NOT send any
amount of cash for this request. CALL your MUM immediately

Tips:
Tipping in the restaurants is an allowed privilege. However, any deviations from the guidelines
below may result in losing the privilege for yourself and/or your teammates. If your location
allows tipping, please adhere to the below guidelines:

a. Tip cups will be allowed at the Drive-thru window only under the conditions that the
window is kept closed when not servicing customers. If the window is found open when
not servicing customers, tip cups will no longer be allowed at the Drive-thru window.

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 b. Do not divide tips up while on duty
c. Do not display gaudy or obvious containers for tip cups. Only use the company approved
ceramic cups
d. Adhere to State and/or Federal guidelines for reporting tips
e. Record and Track daily for your own records
f. It is the employee’s obligation of reporting income from tips received
g. Management will not be responsible for tips left at the restaurant

Employees in Managerial positions (Managers and Assistant Managers) do not share in tips.

Shortages:
Cash register shortages must be accurately reported. Resorting to self-help to “fix” “or cover up” cash
shortages is expressly prohibited. This includes, but is not limited to, creating a slush fund, voiding items
from the register that are not really voids, deleting sales from the register, using personal or tip money to
cover the shortage, discount and coupon abuse and refund (radiant)/over-ring (sharp)abuse.
Any employee who engages in such conduct or is found to have a cash shortage of $3.00 or more will be
subject to disciplinary action, up to and including termination.

Acceptable Currency:
Please do not accept any personal checks other than as indicated in the next paragraph, currency larger
than a twenty (20) dollar bill, any foreign currency, including Canadian currency, any rolled change.
When in doubt, ask your manager.

Checks:
We will not accept personal checks from customers or from an employee. Personal checks can NOT be
cashed at the restaurant. If it is discovered that personal checks are being cashed at the restaurant, it is
grounds for immediate termination. No paychecks will be cashed for any reason. Prior approval must be
given to accept any business checks for large orders.

Credit Cards:
If a guest leaves a credit card at the restaurant, the manager must secure the credit card by placing it in
the safe for 48 hours. If the guest does not claim the credit card within this timeframe, the credit card
must be securely disposed of, turn over to law enforcement, turn over to your MUM. If the guest comes
back to claim the credit card within 48 hours, you must request to see a photo ID prior to returning the
card to the guest.

Paid Outs:
Paid Outs cannot be process above $25.00 without prior approval of the Multi-Unit-Manager’s (MUM).
Paid Outs must take place on the same day the purchases occurred. All paid outs (from $0 and greater)
must be accompanied by a valid merchant receipt. All paid out over $25.00, must include the paid out,
valid merchant receipt and the email approval from the MUM. No paid out for gas, transportation, Uber,
Lift or any other type of transportation are to be paid without your MUM’s prior approval regardless of the
amount. (RM) or responsible person in charge of location are responsible for safeguarding /
verifying and controlling all Paid Outs.
Multi-Unit Manager (MUM) is responsible for overseeing location paid out compliance. All Expenses
are reviewed twice monthly. Compliance of paid outs processing according to policy threshold limits for
location and MUM. MUM should inquire if alternative payments for expenses over $100.00 can be made
with another form of payment. Director of Operations (D.O.) is responsible for approval of expenses
according to paid out policy threshold limits of above $100.00, and below $250.00. Chief Financial
Officer (C.F.O.) is responsible for approval of expenses according to paid out policy over $250.00.
Maintenance - Absolutely No Paid Out for any maintenance is to be done without prior approval from
JoJo Silva, David Cafua, Mark Cafua, or Greg Cafua.

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Missing paid out receipts turn into cash shortages. These shortages will be considered theft.
These shortages will be investigated by the MUM as such. Any location that continues to
violate CMC’s Paid-Out Policy will be subject to disciplinary action up to and including
termination.

CLEANLINESS AND SANITATION

The restaurant is to be spotless inside and out. It is everyone's job to "Clean as you go”. Only clean if
there are no customers to be serviced. Refer to your shift's cleaning responsibilities lists or your
supervisor if you are unclear as to what needs to be done. CLEANLINESS ATTRACTS CUSTOMERS!

Always use sanitizer after cleaning food contact surfaces to insure freedom of bacteria and customer
safety.

Always be sure to keep the guest area clean; tables and floors clean and trash receptacles empty.

All employees are expected to maintain the highest standard of personal hygiene at all times. Wash
hands frequently throughout the shift. Wash them after touching anything dusty, dirty or greasy and
after visiting the rest rooms, or taking a break, and then wash again before servicing customers

All employees must adequately restrain their hair and wear hats while on duty.

We advise all employees to always wear gloves when using restaurant cleaners and sanitizers.

COMPANY PROPERTY
Intentionally destroying company property, including, but not limited to, computers, the POS system,
headsets, I-pads or equipment, will not be tolerated and will be sufficient cause for termination and
prosecution for anyone found doing so.

No one is allowed to procure and release any confidential company records, including, but not limited to,
schedules, timecard statements, payroll etc., without authorization from the Human Resources
department. Anyone found releasing company property without permission, will be subject to immediate
termination.

COMPUTER NETWORK and ACCESS POLICY

During the course of your employment you may have access to the Company computer network, which
includes internal payroll, human resource and other information, as well as access to the internet. You
may use the computer network only for legitimate business purposes relating to the Company’s business.
You must use the Computer Network only in a professional, lawful and ethical manner. Occasional
limited and appropriate personal use of the computer is permitted if such use does not: (1) interfere with
the Company's business or any other employee's job performance; (2) have an adverse effect on the
personal computer or Computer Network's performance; or (3) violate any provisions of this Policy or
other policies, provisions, guidelines or standards of the Company. Personal use of the computer is a
privilege that may be revoked at any time for the failure to comply with the terms of this
Policy. Use of the Computer Network for purposes or in a manner other than permitted by
this Policy may result in (i) revocation of the right to use the Computer Network; (ii)
termination of your employment, (iii) civil and/or criminal liability and (iv) other disciplinary
action.

Prohibited Activities

Prohibited Uses. You may not download games, screen savers or other entertainment software;
excessively access or surf the Internet for personal purposes; display, store or send (by e-mail or any
other form of electronic communication such as bulletin boards, chat rooms, etc.) material that is

35
fraudulent, harassing, sexually explicit, pornographic, profane, obscene, maliciously intimidating,
defamatory or otherwise is unlawful. You may not use the Computer Network to disseminate, view or
store destructive, harmful or nuisance code (including, but not limited to, viruses, worms, self-replicating
programs, Trojan horse programs, etc.), you must immediately notify your Restaurant Manager
in the event such materials are received.

Software. In addition, you may not download or install any software of any kind whatsoever without the
prior written consent of your manager. You agree to indemnify, defend and hold the Company harmless
from and against any and all direct and indirect damages, costs, expenses and liabilities relating to your
installation of software on the personal computer used to access the Computer Network.

Violation of Law; Illegal Copying. You may not use the Computer Network in any manner which
violates in any manner any law, rule or regulation. You may not illegally copy material protected under
copyright law or make material available to others for copying. You are responsible for complying with
copyright law and with licenses that may apply to software, files, graphics, documents, messages and
other materials downloaded or copied using the Computer Network, whether or not such downloading or
copying is permitted by the Company. You may not, under any circumstances, agree to a license or
download of any material for which a registration fee is charged without obtaining the express permission
of the Company.

Communication of Trade Secrets. Unless expressly authorized by the Company to do so, you are
prohibited from sending, transmitting or otherwise distributing any proprietary information, data, trade
secrets or other confidential information belonging to the Company. Unauthorized dissemination of such
material may result in disciplinary action, up to and including termination of employment, as well as
substantial civil and criminal penalties under state and federal laws.

Passwords. During your tenure you may be given passwords that let you access Company approved
sites and material. Unless specifically stated for training purposes and implicitly created by the company
as secured at no time shall you “share” passwords with other employees or “give” your password to
outside parties. If you at any time are given or asked to share a password you are to call 978-682-2382
and ask for a member of the management information services staff (MIS).

If you become aware of any unauthorized use of the Computer Network or breach of any
rule, regulation or security or access procedure by any person, you must immediately notify
MIS by calling 978-682-2382.

No Expectation of Privacy

Access to the Computer Network is provided pursuant to this policy and to facilitate and enhance the
performance of your job. You should have no expectation of privacy in anything created, stored, sent or
received using the Computer Network. Accordingly, you hereby expressly waive any right of
privacy in anything created, stored, sent or received using the Computer Network. You
hereby consent to the access and review by the Company of all materials created, stored,
sent or received by you using the Computer Network.

The Company and its affiliates have the right to monitor and log any and all aspects of the Computer
Network, including, but not limited to, monitoring any Internet sites visited, chat rooms, news groups,
file downloads and all communications sent and received by you. The Company may have also provided
you with a device that has the ability to track its location via GPS or Wi-Fi triangulation.

Duty Not to Waste or Damage Computer Resources

36
Accessing the Internet. To ensure security and avoid the spread of viruses, if you access the Internet
through a computer attached to the Computer Network, you must do so through an approved Internet
firewall or other security device. Bypassing the Computer Network security by accessing the Internet
directly by modem or other means is strictly prohibited unless the computer you are using is not
connected to the Computer Network.

Frivolous Use. Computer resources are not unlimited. Network bandwidth and storage capacity have
finite limits, and all Users connected to the Network have a responsibility to conserve these resources. As
such, the User must not deliberately perform acts that waste computer resources or unfairly monopolize
resources to the exclusion of others. These acts include, but are not limited to, sending mass mailings or
chain letters, spending excessive amounts of time on the Internet, playing games, engaging in online
chat groups, uploading or downloading large files, accessing streaming audio and/or video files, or
otherwise creating unnecessary loads on network traffic associated with non-business-related uses of the
Internet. Whether a use is considered frivolous is at the sole discretion of the Company and subject to
change.

Virus Detection. Files obtained from sources outside the Company, including disks brought from home,
files downloaded from the Internet, newsgroups, bulletin boards and files attached to e-mail may contain
dangerous computer viruses that may damage the Computer Network. If you suspect that a virus has
been introduced into the Computer Network, notify your Restaurant Manager and MIS immediately by
calling 978-682-2382.
Blocking Certain Sites
The Company may, in its sole discretion, use software that makes it possible to identify and block access
to Internet sites containing material deemed by the Company, in its sole discretion, to be inappropriate in
the workplace.

CUSTOMER RELATIONS
Customers are not an interruption of our job; they are our job. We treat our customers with courtesy
and with respect at all times. Remember, you may not always think so, but "The customer is always
right" (or at very least, "A customer is never wrong").

Our goal is to satisfy our customers by providing each one with Q.S.C.:
1. HIGH QUALITY PRODUCT; (Q)uality

2. EFFICIENT, FRIENDLY SERVICE: (S)ervice

3. CLEAN AND SANITARY RESTAURANT: (C)leanliness

Never let a customer leave disappointed. If a customer has a complaint or is dissatisfied, always
remember L.A.S.T:
L = Listen
A = Apologize
S = Solve
T = Thank

If you are still unable to satisfy the customer, seek out management in charge. Furthermore, should any
customer complain that you or any employee has failed to adhere to our “Customer Relations” policy,
specifically because of his/her protected category, you must immediately report the matter to Human
Resources at (978) 682-2382. Human Resources will investigate every complaint alleging a failure to
adhere to the Company’s “Customer Relations” policy and take corrective actions, where appropriate, up
to and including discharge for any employee(s) who violate this policy.

Always remember, the better we satisfy our customers, the better we do our jobs.

37
DEMOTIONS
Once an employee is hired into or promoted into a position, he/she will be expected to remain in and
perform the required duties of that position. An employee who desires to voluntarily resign from his/her
current position will be expected to resign from his/her employment entirely. Requests for voluntarily
demotions will not be granted except in extraordinary circumstances and at the sole discretion of the
Chief Operating Officer and & Human Resources. If a demotion is granted, my pay will be affected and
adjusted accordingly.

DISCIPLINARY ACTIONS
This policy pertains to matters of conduct as well as the employee's competence. By using various levels
of discipline depending on the circumstances and as set forth in this policy, the Company hopes to correct
problems. Many factors are taken into consideration in the decision to implement discipline, including the
nature and seriousness of the offense, your past record, and any mitigating or aggravating
circumstances. The nature of the offense and the particular circumstances determine whether or not all
the steps in the below sequence are followed. The Company, in its sole discretion, may choose which
steps will be followed; for example, it may follow all the steps, omit one or more of the steps, or may
repeat a disciplinary step. Furthermore, an employee who does not display satisfactory performance and
accomplishment on the job, or who violates a Company policy, may be dismissed, in certain cases,
without resorting to the steps set forth in this policy.

Discipline Procedure
To insure that the Company’s business is conducted properly and efficiently, you must conform to certain
standards of attendance, conduct, work performance and other work rules and regulations. When a
problem in these areas does arise, generally, your manager will coach and counsel you in mutually
developing an effective solution. If, however, you fail to respond to coaching or counseling, or an incident
occurs requiring formal discipline, the following procedures may be used.

Step One: Verbal Warning

Your manager may have a conversation with you to explain the rule or performance expectation and
remind you that it is your responsibility to meet Company expectations.

Step Two: Written Warning

If your performance does not improve, or if you are again in violation of company practices, rules or
standards of conduct, you may be issued a written warning.

Step Three: Final Written Warning

If your performance does not improve or if you are again in violation of company practices, rules or
standards of conduct, you may be issued a final written warning. If a positive change in behavior does
not occur, or if another disciplinary problem occurs, you may be terminated.

If you are terminated for unacceptable conduct or performance, including, but not limited to, stealing
(i.e. company assets / funds), job abandonment, giving away product for free, or using foul language,
you will not be eligible for rehire.

The above list serves as general guidelines, and is not intended to be all-inclusive of conduct or actions
warranting discipline. Depending on the particular situation, such as circumstances involved, severity of
violation, employee’s work record and disciplinary history, management in its discretion reserves the right
to determine and take appropriate disciplinary action, up to and including the immediate termination of
an employee’s employment.

38
DISCOUNTS
1. Customers
All customers pay full price for all products with the following exceptions:
1. "On duty" State or Local Police. They are allowed a small coffee and donut for free. All other
products subject to full price. Only provide product to the Police that are physically at the
restaurant. They are not allowed to take free coffees back to the station.
2. Senior Citizen Discountable Products
3. Wholesale accounts or bulk purchases priced by your manager

See your manager for specific policies on these items, if you are unclear.

2. Employees
In addition to the various benefits available to our staff described in this handbook, employees are
entitled to the following free drinks and/or products while on duty: coffee, ice coffee, tea, hot chocolate,
muffins, donuts and munchkins. All other menu items are 50% off the purchase price. Bulk items such as
coffee by the pound and K Cups are subject to be purchased at 100% of the purchase price.

All purchases must be paid for at the time of the transaction and rung into the register by your
supervisor. A receipt MUST be taped to the purchased product. If it is found that you or a co-worker
rang in your transaction vs. the person in charge, disciplinary action, up to and including termination will
be enforced.

Any "free" product that is consumable "on break" is automatically subject to payment if and when you
take it home with you. Free product is not allowed to be given to family or friends, this includes but is not
limited to product left at the end of the shift. If you are found not adhering to this policy, disciplinary
action, up to and including termination will be enforced.

The Restaurant Manager is responsible to account for every item that is taken, whether free or paid for.

Regular rates always apply when you are not on duty.

Keep in mind, take what you want, but want what you take.

ELECTRONIC DEVICES
Phones, tablets and music devices are not allowed to be on the body of an employee while working on a
shift. All such devices must be kept either at home or in the break area with your other personal
belongings (if in the break area, they must be kept OFF while you are working).

Employees who operate a motor vehicle during the course of their duties must abide by state and local
“handsfree” laws with regard to the use of phones and electronic devices. Typing or texting while driving
is prohibited.

Disciplinary action, up to and including termination, will be enforced if this policy is not
adhered to.

EMPLOYMENT OF FAMILY MEMBERS

The Company welcomes the referrals of family and friends for employment. However, the Company will
not permit two related employees, including, but not limited to, spouse, child, sibling, parent, in-law,
grandchild or grandparents, to report to the same supervisor, or one relative to report to another relative,
or to serve in a position that provides a control or check on a relative's work.

All issues in connection with this policy must be resolved prior to a family member accepting any position
or promotion that may cause a violation of this policy.

39
Disciplinary action up to and including termination will be enforced if this policy is not adhered to.

EQUAL EMPLOYMENT OPPORTUNITY

It is our policy to ensure equal opportunities to all qualified, or qualifiable employees, by prohibiting
discrimination and harassment in all aspects of employment (such as recruitment, hiring, training,
compensation and promotions) on the basis of race, color, age, sex, pregnancy, sexual orientation,
ancestry, national origin, disability, military service, religion, gender identity, genetic information, or
membership in any other category protected by applicable federal, state or local law. We are committed
to the spirit and letter of the law. Our goal is to maintain a working environment that encourages the
personal and professional development of every employee to his or her fullest potential within the context
of the Company's success and well being.

To comply with applicable laws ensuring equal employment opportunities to qualified individuals with
disabilities, the Company also will make reasonable accommodations for the known physical or mental
limitations of an otherwise qualified individual with disability who is an applicant or employee unless
undue hardship would result. A qualified individual with a disability is someone who is able to perform
the essential functions of a position with or without reasonable accommodations.

FOOD SAFETY
There is nothing more important than serving our guests in a manner that complies with Dunkin's
standards for health, safety and sanitation. For the protection of our guests it is critical that our teams
ensure that our stringent attention to these brand standards are being met every day, at every Cafua
Dunkin' location.

If the execution of our DAILY Work Pulse BOOK Checklist Systems are not done on a daily basis, you
may be subject to disciplinary action up to and including termination.

FRATERNIZATION POLICY
The Company strongly discourages romantic or intimate relationships between employees. In particular,
romantic or intimate relationships between a supervisor and a subordinate employee may create an
unreasonable possibility of favoritism, conflict of interest, conflict of personality, claims of sexual
harassment, and serious problems in the working environment in general.

It is, therefore, the Company’s policy that any supervisor involved in a romantic or intimate relationship
with a subordinate employee (defined here as dating or engaging in sexual relations), regardless of
whether the subordinate employee is in the same department or division, must report the relationship to
their immediate supervisor or to Human Resources. Likewise, any management employee involved in a
romantic or intimate relationship or engaging in sexual relations with another employee, regardless of
whether the other employee is in the same department or division, must report the relationship to their
immediate supervisor or to Human Resources. Such information will be treated as confidential as
possible, consistent, however, with business needs. Failure to report such relationships immediately will
be grounds for discipline, up to, and including termination.

Where such a relationship exists, the Company reserves the right to make such employment decisions as
are necessary to ensure that the risks enumerated above attendant to the relationship will not occur.
Such steps include, but are not limited to, transfer of one or both parties to the relationship, termination
of one or both parties to the relationship, adjusting lines of reporting or communication, and requiring
the parties to acknowledge in writing the voluntariness of any such relationship.

40
HONESTY AND INTEGRITY
You are expected to operate with 100% honesty and integrity at all times. This means stealing money or
food items (including, but not limited to, employee purchases and employee meals, giving away food
items, or "under ringing" food items, lying, or otherwise operating with less than 100% honesty and
integrity) will not be tolerated, and will be sufficient cause for termination and prosecution.

INVENTORY MANIPULATION
Inventory must be accurately recorded. Fraudulently manipulating inventory is prohibited. This includes,
but is not limited to, ghost transfers, reporting higher amounts of product than actually on hand,
punching in meals for employees that are not actually being consumed, borrowing food from another
location and not transferring it, ringing in product that is not actually being consumed and discounting it
at 100%, performing inventories at one time and reporting a different time in Radiant / Next Step, cash
paid outs for product and delay putting it into the weekly inventory and manipulating prices or units of
measure of inventory items.

Inventory times must be adhered to:

Weekly Inventory (Key Item Count)

• Approximately 20 key items
o Counted weekly – from 12PM Saturday to 12NOON Sunday – same time every week!
Monthly Inventory (Monthly Count)
• All food and premium items
o Counted on the last fiscal Saturday of each month
o Counted from 12PM Saturday to 12NOON Sunday – same time every month!
Quarterly Inventory (Quarterly Count)
• All food, paper and premium items
o Counted on the last fiscal Saturday of each quarter
o Counted from 12PM Saturday to 12NOON Sunday – same time every quarter!

Any employee who engages in the act of fraudulently manipulating inventory or does not perform
inventory during the designated time frame will automatically be terminated.

JOB PERFORMANCE AND REVIEW

In general, all full and part time employees receive one or more performance reviews a year to let you
know what you are doing right and what is in need of correction. `Seasonal and/or college students are
not subject to annual increases. Please note that a performance review does not automatically result in a
pay rate increase. Your manager will determine if your overall performance indicates that a rate increase
is in order. In addition, some employees may be at the maximum pay rate for their position and may not
be eligible for pay increases. In order to merit a rate increase, additional duties and responsibilities may
be required (e.g. meeting training requirements – See TRAINING PROGRAM section).

NO RETALIATION POLICY
Our No Retaliation company policy describes our provisions towards employees who file reports for
harmful, discriminatory or unethical behaviors. Whether or not accusations are corroborated, our
company wants to prevent victimization and other retaliatory behavior towards the employee. We believe
it’s important that employees aren’t afraid to speak up about any issues. It’s to our company’s benefit to
resolve them as soon as possible.

41
Employees may file complaints internally to a manager or the Human Resources department.

Retaliation in the workplace may be expressed in a variety of ways. It is in general defined as any kind of
negative action against a current or former employee that takes the form of punishment, and creates a
hostile, threatening or uncomfortable environment as a result of their reported complaint.

Employees who engage in retaliation will be subject to disciplinary action up to and including termination
of employment

Disciplinary action may also apply to employees who have been intentionally lying, falsifying evidence,
acting maliciously or for personal benefit. That way we can ensure that employees do not take advantage
of our policy and act always in good faith.

Employees have the right to communicate problems, suggestions or issues to any manager. No retaliation
policy applies to all official or unofficial reports. All complaints will be kept confidential and investigation
will be as little disruptive as possible.

NO SOLICITATION, NO DISTRIBUTION, NO ACCESS AND NO TRESPASSING RULES

Refer all vendors to the manager or supervisor.

We believe that employees should not be disturbed or disrupted in the performance of their job duties.
For this reason, we have implemented these no solicitation, no distribution, no access and no trespassing
rules.

Employee No Solicitation Rule

Solicitation of any kind by one employee of another employee is prohibited while either employee is on
his or her working time. Working time is defined as that time when employees are expected to be
working and does not include time before work, breaks, meal periods, or time after work.

Employee No Distribution Rule

Distribution by one employee to another employee of advertising material, handbills, printed or written
literature of any kind is prohibited while either the employee doing the distribution or the employee to
whom the distribution is directed is on his or her working time. Working time is defined as that time
when employees are expected to be working and does not include time before work, breaks, meal
periods, or time after work.

In addition, solicitation or distribution of material by employees is prohibited at all times in public selling
and direct customer service areas of the restaurant.

Employee No Access Rule

Employees are allowed in the working areas of the restaurant only when clocked in. Employees who are
off duty are not permitted to enter work areas of our facilities at any time for any reason when they are
not scheduled to work, unless they have official business, such as picking up a paycheck. Nor are they
permitted to service themselves (i.e. make own coffee, sandwiches etc). Furthermore, employees who
are off duty are not permitted to use the restaurant telephone.

Non-Employee No Trespass Rule

Solicitation, distribution of literature or trespassing by non-employees on the Company's premises is
prohibited.

PROMOTIONS
In order to be eligible for a promotion one must complete and pass all required e-learning courses as well
as be able to produce the company required documentation showing the Serv-Safe classroom training

42
course has been completed and passed. In addition to, a warning in one’s personnel file dated within the
same year of the promotion request may impact the ability to be considered for a promootion.

Anyone being promoted to the position of Assistant Manager, Restaurant Manager and above, will be
subject to a pre-screening background check.

SAFES
It is the responsibility of the individual(s) who are in charge of the Restaurant (Restaurant Manager,
Assistant Manager, Certified Shift Leader, Multi Unit Manager and / or Director) to ensure there is a
working safe in every restaurant and that daily deposits are securely stored in the safe at all times until
the deposit is removed from the restaurant to be deposited. At no point should there be more than one
(1) deposit in the safe at any given time.

Anyone found not adhering to the above may be subject to immediate termination.

SAFETY
The Company recognizes that employees drive our business. As our most critical resource, employees will
be safeguarded through training and procedures that foster protection of health and safety. All work
conducted by employees will take into account the intent of this policy. No duty, no matter what its
perceived result, will be deemed more important than employee health and safety.

The Company is firmly committed to the safety of our employees. We are committed to providing a safe
working environment and will do everything possible to prevent workplace accidents.

We value our employees not only as employees but also as human beings critical to the success of their
families and the local community.

Employees are encouraged to report any unsafe work practices or safety hazards encountered on the job.
All accidents/incidents (no matter how slight) are to be immediately reported to the supervisor on duty.

A key factor in implementing this policy will be the strict compliance to all applicable federal, state and
local policies and procedures. Failure to comply with these policies may result in disciplinary actions.

Respecting this, the restaurant will make every reasonable effort to provide a safe and healthful
workplace that is free from any recognized or known potential hazards. Additionally, the Company
subscribes to these principles:

1. All accidents are preventable through implementation of effective safety and health control policies
and programs.

2. Safety and health controls are a major part of our work every day.

3. Accident prevention is good business. It minimizes human suffering, promotes better working
conditions for everyone, holds the Company in higher regard with customers and increases
productivity. This is why the restaurant will comply with all safety and health regulations which apply
to the course and scope of operations.

4. Management is responsible for providing the safest possible workplace for employees. Consequently,
the restaurant is committed to allocating and providing all of the resources needed to promote and
effectively implement this safety policy.

5. Employees are responsible for following safe work practices and company rules, and for preventing
accidents and injuries. Management will establish lines of communication to solicit and receive

43
 comments, information, suggestions and assistance from employees where safety and health are
concerned.

6. Restaurant Management and supervisors will set an exemplary example with good attitudes and
strong commitment to safety and health in the workplace. Toward this end, management must
monitor company safety and health performance along with working conditions to ensure that
program objectives are achieved.

7. Our safety program applies to all employees and persons affected or associated in any way with the
restaurant’s operations. Everyone’s goal must be to constantly improve safety awareness and to
prevent accidents and injuries.

Everyone at the restaurant must be involved and committed to safety. This must be a team effort.
Together, we can prevent accidents and injuries. Together, we can keep each other safe and healthy in
the workplace.

Employee Safety Responsibilities

The primary responsibility of employees is to work in a safe manner to prevent injury to themselves and
others.

As a condition of employment, employees must become familiar with, observe and the restaurant’s rules
and established policies for health, safety and preventing injuries while at work. Additionally, employees
must learn the approved safe practices and procedures that apply to their work. Employees are strictly
prohibited from assisting contractors in any type of work being performed at the restaurant.

Before beginning special work or new assignments, employees should review applicable and appropriate
safety rules.

If employees have any questions about how a task should be done safely, they may not begin the task
before discussing the situation with a supervisor. Together, they will determine the safe way to do the
job.

If, after discussing a safety situation with a supervisor, employees have additional questions or concerns,
they are required to contact the Safety Coordinator.

Employees are never required to perform work that they believe is unsafe or that they think
is likely to cause injury or a health risk to themselves or others.

General Safety Rules

CONDUCT
Job Safety and Horseplay
In our restaurant there our some potentially dangerous pieces of equipment which include, but are not
limited to, knives, hot plates, etc. You must work with care when you are using or you are near these
pieces of equipment. Under no circumstances are you to use a croissant knife.

The floors in our restaurant can be very slippery when wet. Therefore, sneakers are not allowed. Mop
up spills immediately. Use ladders when necessary; don't climb shelving! Safety is every person's job;
therefore, horse play will not be tolerated in your restaurant.

Horseplay and practical jokes are not allowed. Employees are required to work in a cautious manner and
to display accepted levels of behavior. Conduct that places the employee or others at risk, or that
threatens or intimidates others, is forbidden.

44
Non-employees and/or those without a business purpose (contractors, vendors, employee’s children, etc.)
are not allowed in the non-customer work areas of the restaurant.
Housekeeping
You are responsible to keep your work area clean and safe. Clean up several times throughout the day,
disposing of trash and waste in approved containers, wiping up any drips/spills immediately, and putting
equipment and tools away as you are finished with them.

The following areas must remain clear of obstructions:

• Aisles/exits
• Fire extinguishers and emergency equipment
• All electrical breakers, controls and switches

Reporting Accidents / Injuries

If you have an accident / injury, you must report it to your manager immediately as soon as they occur.
If you cannot report the accident to your manager, you must call our office at (978) 682-2382 and speak
to Human Resources or leave a message. We must report the accident to our insurance company in
order to activate any and all workman's compensation benefits available to you, should you need them.
After each medical appointment resulting from a work-related injury, you must contact your supervisor to
discuss your progress. You must also give your supervisor any paperwork that you received at the
appointment.

The company will provide transitional return to work (light duty) jobs for persons injured at work, where
applicable. Transitional work is meant to allow the injured or ill employee to heal under a doctor’s care
while she/he remains productive. Employees are required to return to work immediately upon release.
ALL ACCIDENTS MUST BE REPORTED IMMEDIATELY! Under no circumstances should an accident be
reported later than 24 hours after it occurs.

Any employee who does not report any accident within six (6) hours of the accident will be subject to a
written warning on the first offense and termination on the second offense.
Off-Site Safety
a. Employees are required to follow all off-site safety and security procedures during client visits.

b. If your client host does not advise you regarding safety hazards, consider the following:
• Emergency exit location(s)
• Keep your eye on the path you are walking and avoid any tripping/slipping hazards, and
when on stairs, maintain three point contact (hand on rail and feet on stairs)
• Wear shoes that support your feet and are slip resistant
• Avoid clothing that is either constrictive or too loose

These rules are established to help you stay safe and injury free. Violation of the above rules,
or conduct that does not meet minimum accepted work standards, may result in discipline,
up to and including discharge.
When working at different locations, employees are required to follow the above rules, as well as all
location rules and procedures, and work in a manner that reflects positively on the company. Before
operating any equipment at a customer location, permission must first be secured from the customer
contact.
The Company is committed to providing safety- and health-related orientation and training for all
employees at all levels of the company. The restaurant will maintain and support a program to educate

45
and familiarize employees with safety and health procedures, rules and safe work practices. The training
subjects and materials have been developed using industry best practices criteria and site-specific data.
The training may include, but is not limited to, the following:
1. Company-specific accident and incident data
2. Hazards associated with the work area
3. Hazards associated with a specific job or task
4. Operation of specific equipment
5. Emergency procedures
6. Employee accident reporting requirements
7. Return to work program
8. Any OSHA-required training not included or addressed above

Periodic Inspections
It is the policy of our company that workplaces are subject to periodic safety and health inspections to
ensure implementation and execution of our policies and procedures as they relate to employees,
contractors and vendors.

All employees are responsible for cooperating during these inspections, and managers and supervisors
are responsible for initiating corrective actions to improve items discovered during walk-through
inspections.

Incident Reporting
1. Employees must report any work-related injury or suspected injury to a supervisor or to human
resources immediately, and they must complete a Report of Injury or Illness form. Failure to
promptly report an injury may result in disciplinary action.

2. The Restaurant Manager will provide a copy of the Report of Injury or Illness for the injured
employee to take to the treating medical practitioner.

3. After each doctor’s appointment, the employee must report to a supervisor and human resources to
review progress.

4. The restaurant provides light duty work for employees recovering from injury. Employees are
required to return to light duty work as soon as the doctor allows.

5. An accident investigation will be conducted to determine the root cause of the accident. The injured
employee, as well as any witnesses to the incident, will be asked to help with the investigation.

EMERGENCY ACTION PLAN

General Emergency Guidelines
Employees should review the following guidelines to prepare for an emergency.

- Stay calm and think through your actions.

- Know the emergency numbers: Fire/Police/Ambulance/911
- Know where exits are located.
- In the event of any emergency, do not take elevators; use the stairs.
- Do not hesitate to call or alert others if you believe that an emergency is occurring; you will not
be punished.

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 - First aid supplies and emergency equipment are located in the back area of the store on the wall
by the manages office for use by those who are authorized and properly trained.

Evacuation
- Upon becoming aware of a fire alarm, employees should immediately evacuate the facility
without delay to retrieve personal belongings or to wait for co-workers. Also, all doors should be
closed as the last person passes through. Use of elevators is prohibited during fire alarm
situations.
- Supervisors should be the last people to leave the area. Check the job site to be sure that all
personnel have evacuated.
- Any employee having a mobility, visual, hearing or other condition that may hinder them from
becoming aware of an emergency or evacuating should request special assistance through
human resources.
- Upon exiting the building, all personnel should report for a head count.
- If any employee is missing, an immediate report should be made to the incident commander who
will in turn report to the first available fire department officer.
- Employees should stay together in a group so that periodic updates on the situation can be
issued.
- The order to re-occupy a job site or building will be issued by the incident commander.
- In the event of inclement weather, the incident commander will make arrangements for all
personnel to move to shelter.

GENERAL SAFETY PRECAUTIONS

Electrical Safety
1. With the exception of independently fused multi-tap cords for computers, extension cords are not
allowed.
2. Keep electric cords out of areas where they will be damaged by stepping on or kicking them.
3. Turn electrical appliances off with the switch, not by pulling out the plug.
4. Turn all appliances off before leaving for the day.
5. Never run cords under rugs or other floor coverings.
6. Any electrical problems should be reported immediately.
The following areas must remain clear and unobstructed at all times:
• Exit doors
• Aisles
• Electrical panels
• Fire extinguishers

Fire Safety
- Employees should alert other persons in the immediate hazard area.
- Any employee can activate a fire alarm or call 911 immediately.
- Trained employees can use a fire extinguisher, following these guidelines:
P=Pull the safety pin
A=Aim the nozzle at the base of the fire
S=Squeeze the operating lever
S=Sweep side to side covering the base of the fire
*When using a fire extinguisher, all employees in the vicinity must always stay between the fire
and an exit, staying low and backing away when the fire is extinguished.

47
 *If the fire is too hot or too smoky, employees are encouraged to evacuate immediately,
discarding the fire extinguisher.

- Employees should notify the incident commander of the location of the fire. He or she will relay
this information to the fire department.

Fire Prevention
1. Smoking is only allowed in designated exterior smoking areas.
2 Clean exhaust systems regularly and empty grease traps to prevent accumulation of grease and oily
residues on surfaces.
3. Package and remove garbage and trash frequently.
4. Keep the combustible materials a safe distance from cooking equipment.
6. Clean ducts and flues regularly.
7. Check electrical cords for wear and tear regularly.
8. Only trained and authorized employees are allowed to use a portable fire extinguisher in the event of
an emergency.

HEALTH AND SAFETY

NO JOB IS SO IMPORTANT AND NO ORDER IS SO URGENT THAT WE CAN NOT TAKE TIME TO
PERFORM OUR WORK SAFELY.

1. Make sure you report all injuries, no matter how little or small, to your manager or supervisor at
once. In case of a serious injury to yourself o r a fellow employee, get help at once.

2. All employees should wear safety shoes while working on the job. Sneakers and other light shoes
shall be prohibited.

3. Safety equipment required for doing a particular job should be worn at all times. ( e.g., when
cleaning with chemicals you need gloves, goggles and a proper apron.)

4. Report any broken or defective equipment ( e.g., coffee machines) to your manager or supervisor
at once. If they are not present, page them or call them immediately.

5. Use extreme caution when using all sharp objects, such as knives. If a knife is dull, notify the
manager or the supervisor as soon as possible.

6. In case of an accident inside or outside of the restaurant, involving customers or employees, make
sure you record the complete information of the incident and all contact information for those
involved.

7. Always make sure you lift the proper way. To lift the proper way, you must bend your knees
and keep your back straight and elbows close to your body. This way, employees can do their jobs
more efficiently and without hurting themselves. Remember: if it weighs too much, make sure you
ask for assistance.

8. In the operation of all machinery in the restaurant, you must be aware of all safety precautions and
know how to stop the machine in case of accidents or emergencies . If in doubt regarding any part
of the machine you run or work with, ask your supervisor or manager for assistance.

9. When ice becomes an apparent danger notify the manager or supervisor so appropriate actions (such
as salt and sanding) may be taken to ensure safety of customers and employees.

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10. If lighting is dimmed in any location of the restaurant, make sure you notify the person in charge to
ensure safety.

11. Employees take notice of all emergency exits, first aid kits and fire extinguisher placement to ensure
emergency measures can be taken.

12. Proper housekeeping, maintenance, and cleanliness is imperative for a safe working environment.

13. In the event that a customer or employee is subject to hot appliances or scalding fluids, the manager
or supervisor should be notified so that certain precautionary first aid steps may be taken.

14. Walk safely on wet floors; walking at a fast pace in a warning area may result in an accident.

15. Wear protective gloves when using chemical cleaners or when cleaning bathrooms. Subjecting your
hands to any type of chemicals or infectious bacteria may cause allergic reactions or illness.

16. Keep hair clean, cut or tied back. Nobody likes to get hair on their food.

17. Pay attention when pouring coffee. Burns can be avoided.

18. Keep hands washed throughout your shift. We need to limit the spread of bacteria among our
customers.

19. Do not serve any food if it does not appear proper and/or meet Dunkin’ specifications. If you
wouldn't eat it, do not serve it.

20. We must be clean and sanitary for our customers. Keep sales area spotless. Nobody likes to eat on a
table with crumbs or debris.

PROVISIONS FOR THE COMMITMENT OF ADEQUATE RESOURCES SOLELY FOR SAFETY

1. Your restaurant has a first aid box. Make sure you identify its location and ask your Restaurant
Manager if you are unable to locate it. The first aid box contains medical care for minor burns,
cuts and abrasions.

2. Gloves and cleaning chemicals are located in the stock closet or filling cabinet.

3. In an emergency, dial 911.

4. Company Safety and Health policies are posted by the office.

HEALTH HAZARDS
SPILLS: When any type of spillage occurs in the work area, such as water, drinks, or grease,
take necessary precautions to clean the spillage as soon as possible to prevent any
unnecessary accidents.

BURNS: Hot liquid burns: In the event that an employee or customer gets burned, treat the burn with
cold water and report it to your manager or supervisor at once.

FALLS: When an employee or customer falls, investigate the cause of the fall (e.g., ice, water, or
displaced objects) and the effects of the fall (how badly the person was injured and what can be done to
compensate the person for their injuries) Notify the manager or supervisor immediately so that an
accident report may be written up . This report should include the name of the person or persons injured

49
and their addresses, phone numbers, date of birth. List all causes and effects of the accident. To avoid
falls, make sure to properly post signs (e.g., wet floors) and remove hazards (e.g., ice can be salted)

CUTS AND ABRASIONS: In any case, cuts are an injury. If an employee or customer gets a
cut , it should be reported to your manager or supervisor. Minor cuts usually can be treated with a band
aid. In the event the cut is more serious, an accident report should be filed immediately.

Housekeeping
1. Do not place materials, such as boxes or trash, in walkways and passageways.
2. Sweep debris surrounding equipment, trash receptacles or dishwashing stations to prevent slips, trips
and falls.
3. Mop up water around drinking fountains, drink dispensing machines and ice machines immediately.
4. Do not store or leave items on stairways.
5. Do not block or obstruct stairwells, exits or accesses to safety and emergency equipment such as fire
extinguishers or fire alarms.
6. Do not block the walking surfaces of elevated working platforms, such as scaffolds, with tools or
materials that are not being used.
7. Straighten or remove rugs and mats that do not lie flat on the floor.
8. Remove any protruding nails from exposed surfaces or bend them down into the lumber by using a
claw hammer.
9. Return tools to their storage places after using them.
10. Use caution signs or cones to barricade slippery areas, such as freshly mopped floors.

Ladders & Stepladders

1. Read and follow the manufacturer's instructions label affixed to the ladder if you are unsure how to
use the ladder.
2. Do not use ladders that have loose rungs, cracked or split side rails, missing rubber foot pads or are
otherwise visibly damaged.
3. Keep ladder rungs clean and free of grease, and remove all buildup.
4. Do not place ladders in a passageway or doorway without posting warning signs or cones that detour
pedestrian traffic away from the ladder. Lock the doorway that you are blocking with the ladder, and
post signs that will detour traffic away from your work.
5. Do not place a ladder at a blind corner or doorway without diverting foot traffic by blocking or roping
off the area.
6. Allow only one person on the ladder at a time.
7. Face the ladder when climbing up or down.
8. Maintain a three-point contact by keeping both hands and one foot or both feet and one hand on the
ladder at all times when climbing up or down the ladder.
9. Always face the ladder when performing work, and do not lean backward or sideways from the ladder.
Do not jump from ladders or step stools.
10. Do not stand on tables, chairs, boxes or other improvised climbing devices to reach high places. Use
the ladder or stepstool.
11. Do not stand on the top two rungs of any ladder.
12. Do not stand on a ladder that wobbles, or that leans to the left or right of center.
13. When using a straight or extension ladder, extend the top of the ladder at least 3 feet above the edge
of the landing.
14. Secure the ladder in place by having another employee hold it if it cannot be tied to the structure.
15. Do not move a rolling ladder while someone is on it.
16. Do not place ladders on barrels, boxes, loose bricks, pails, concrete blocks or other unstable bases.
17. Do not carry items in your hands while climbing up or down a ladder.

Lifting
1. Plan the move before lifting; ensure that you have an unobstructed pathway.

50
2. Test the weight of the load before lifting by pushing the load along its resting surface.
3. If the load is too heavy or bulky, use lifting and carrying aids such as hand trucks, dollies, pallet jacks
and carts, or get assistance from a co-worker.
4. If assistance is required to perform a lift, coordinate and communicate your movements with those of
your co-worker.
5. Position your feet 6 to 12 inches apart with one foot slightly in front of the other.
6. Face the load.
7. Bend at the knees, not at the back.
8. Keep your back straight.
9. Get a firm grip on the object using your hands and fingers. Use handles when they are present.
10. Hold the object as close to your body as possible.
11. While keeping the weight of the load in your legs, stand to an erect position.
12. Perform lifting movements smoothly and gradually; do not jerk the load.
13. If you must change direction while lifting or carrying the load, pivot your feet and turn your entire
body. Do not twist at the waist.
14. Set down objects in the same manner as you picked them up, except in reverse.
15. Do not lift an object from the floor to a level above your waist in one motion. Set the load down on a
table or bench and then adjust your grip before lifting it higher.
16. Never lift anything if your hands are greasy or wet.
17. Wear protective gloves when lifting objects that have sharp corners or jagged edges.

Medical Emergency
- Upon discovering a medical emergency, employees must call 911.
- Employees should notify a supervisor and report the nature of the medical emergency and
location.
- Employees may stay with the person involved, being careful not to come in contact with any
bodily fluids.
- A supervisor will send two persons (greeters) to the entrance to await the fire department. One
person should call and hold an elevator car. Often, two fire department units will arrive, so the
second greeter should wait at the entrance to receive the second unit while the first greeter
escorts the fire department personnel to the scene.
- Employees in the immediate vicinity of the emergency, but not directly involved, should leave the
area.
- Human resources will make any necessary notifications to family members of the person
suffering the medical emergency.

Job-Specific Safety Precautions

Knives/Sharp Instruments
1. When handling knife blades and other cutting tools, direct sharp points and edges away from you.
2. Cut in the direction away from your body when using knives.
3. Use a knife that has been sharpened; do not use knives that have dull blades.
4. Do not use knives that have broken or loose handles.
5. Do not use knives as screwdrivers, pry bars, can openers or ice picks.
6. Do not leave knives in sinks full of water.
7. Do not pick up knives by their blades.
8. Carry knives with their tips pointed toward the floor.
9. Do not carry knives, scissors or other sharp tools in your pockets or an apron unless they are first
placed in their sheath or holder.
10. Do not attempt to catch a falling knife.
11. Store knives in knife blocks or in sheaths after using them.
12. Do not use honing steels that do not have disc guards.

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Ovens
1. Use oven mittens when removing hot food from the oven.
2. Clear a space on the table for placing hot food before removing the food from the oven.
3. Wear eye protection, rubber gloves and apron when using an oven cleaner.

Microwave Ovens
1. Do not operate a microwave oven if it has a bent door, broken hinges/latches or cracking in its seals.
2. Use caution when removing hot items from the microwave.
3. Do not place metal containers or other metal objects in microwave ovens.
4. Do not place meat in the microwave that weighs less than or greater than the manufacturer's capacity
limits posted on the microwave door.

Refrigerated Cooler
1. If required by your manager, wear a back belt/brace when stocking shelves.
2. Check for loose product on the top of the cases prior to removing a case when restocking shelves.

Storeroom/Stockroom:

1. Stack heavy or bulky storage containers on middle and lower shelves of the storage rack.
2. Do not stack boxes, cases or packages of product above the number or height recommended by the
supplier. Check with your manager if you are unsure.
3. Do not use razorblades, screwdrivers or knives that were not supplied by the company to open boxes
or cases.
4. Do not lift slippery or wet objects; use a hand truck.
5. Follow the safe handling instructions listed on the label of the container or listed on the corresponding
Safety Data Sheet (SDS) when handling each chemical stored in the stockroom.
6. Do not smoke while handling flammable chemicals or chemicals labeled as such.
7. Do not store chemicals labeled “flammable” near sources of ignition, such as space heaters.
8. Do not handle or load any containers of chemicals if their containers are cracked or leaking.
9. Obey all safety and danger signs posted in the workplace.

Office Safety

1. Do not work on any computer or other electrical office machines if your hands are wet or if you are
standing on damp floors.
2. Never use carbon tetrachloride for typewriter cleaning.
3. Do not mount pencil sharpeners so that they protrude beyond the edges of desks or tables.
4. Do not stand on a swivel chair.
5. Do not raise the seats on swivel chairs beyond the point where your feet can touch the floor.
6. Do not compact material in the waste basket with your hands or your feet.
7. Do not use cardboard boxes as waste receptacles
8. Do not leave file drawers open; always use the handles to close them.
9. Do not stack file cabinets on top of one another.
10. Open one file cabinet drawer at a time.
11. Put heavy files in the bottom drawers of file cabinets.

Food Service
1. Employees must use dry pot holders or towels to handle hot or frozen items.
2. Lids must be placed on coffee pots and pots of hot liquids before picking them up to move them.
3. Employees must use a dry towel or an oven mitt when taking plates out of the plate warmers.
4. Employees must never submerge hot glass in cold water or submerge cold glass in hot water.
5. Employees may never scoop ice from the ice machine with a drinking glass.

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Workplace Violence
We are strongly committed to providing a safe workplace. The purpose of this policy is to minimize the
risk of personal injury to employees and damage to the Company's property.

We do not expect you to become an expert in psychology or to physically subdue a threatening or violent
individual. Indeed, we specifically discourage you from engaging in any physical confrontation with a
violent or potentially violent individual. However, we do expect and encourage you to exercise
reasonable judgment in identifying potentially dangerous situations. Experts in the mental health
profession state that prior to any actual physical act of violence there are behaviors or signs that co-
workers exhibit including:
• overt resentment, anger and hostility
• extreme stress or agitation
• making ominous threats such as bad things will happen to a particular person, or a
catastrophic event will befall someone
• sudden and significant decline in work performance
• discipline in the recent past for behavior-related incidents
• irresponsible, irrational, intimidating, aggressive or otherwise inappropriate behavior
• reacting to questions with an antagonistic or overtly negative attitude
• discussing weapons and their use, and/or brandishing weapons in the workplace
• overreacting or reacting harshly to changes in the employer's policies and procedures
• personality conflicts with co-workers
• obsession or preoccupation with a co-worker or supervisor
• attempts to sabotage the work or equipment of a co-worker
• blaming others for mistakes and circumstances
• demonstrating a propensity to behave and react irrationally.

Prohibited Conduct:
Threats, threatening language, or any other acts of aggression or violence made toward or by any
employee will not be tolerated. For purposes of this policy, a threat includes any verbal or physical
harassment or abuse, attempts at intimidating or instilling fear in others, menacing gestures, flashing of
weapons, stalking, or any other hostile, aggressive, injurious and/or destructive actions undertaken for
the purpose of domination or intimidation.

Procedures for Reporting a Threat:

All potentially dangerous situations including threats by co-workers and/or parties associated with an
employee, should be reported immediately to the manager or general manager of your office, or to the
Human Resources, or to any other member of management with whom you feel comfortable. Reports of
threats may be made anonymously. All reports will be promptly investigated. No employee will be
subject to retaliation, intimidation or discipline as a result of reporting a threat in good faith under this
policy. If an investigation confirms that a threat of a violent act or violence itself has occurred, the
Company will take swift appropriate corrective action with regard to the offending employee.
If you are the recipient of a threat made by an outside party, please follow the steps detailed in this
section. It is important for us to be aware of any potential danger in our offices. Indeed, we want to
take every precaution to protect everyone from the threat of a violent act by an employee or anybody
else.
Robberies

1. Greet all customers that come into the restaurant.

2. If an argument or fight breaks out on the premises, call the police, and do not use physical force.
3. Do not be drawn outside the restaurant for any reason.
4. Do not try to physically stop a shoplifter or robber.
5. Keep the robbery as short as possible – do not resist or argue with a robber.

53
6. Keep your hands visible at all times.
7. Warn the robber of the movements you are going to make, such as reaching for a bag or opening the
cash register.
8. Do not chase or follow the robber as he leaves; call the police.
9. Do not pull a weapon if you are being held up.

VEHICLE USE POLICY

The following policy has been established to encourage safe operation of vehicles and to clarify insurance
issues relating employees who utilize their personal vehicles on company business.
• All drivers must have a valid driver’s license.
• Motor vehicle records may be checked periodically. Driving privileges may be suspended or
terminated if your record indicates an unacceptable number of accidents or violations. Should
your record fall into our insurance carrier’s guidelines of an unacceptable driver, your
employment may be terminated.
• Your supervisor must be notified of any change in your license status or driving record.
• Your Personal auto liability insurance is the primary payer. Company insurance is in excess of
your coverage.
• The company is not responsible for any physical damage to your vehicle – you must carry your
own collision and comprehensive coverage.

In the event of an accident:

• Take necessary steps to protect the lives of yourself and others.
• Comply with police instructions.
• Do not assume or admit fault – others will determine liability and negligence after thorough
investigation.
• Report the accident to your supervisor as soon as possible.

By signing the Handbook Acknowledgement, you are agreeing that you have read and understood the
vehicle use policy and will comply with all of its provisions.

SANITATION STANDARDS
It is critical that each Restaurant meets the Company’s, Dunkin Brands and the Board of Health’s
standards of proper health code and food safety regulations. This includes, but not limited to, maintaining
a routine cleaning schedule, using the required inspection reports, taking temperatures on a regular
basis, and date tagging the food to avoid serving expired product. Any employee who is found violating
this policy will be subject to disciplinary action up to and including termination.

SEXUAL AND OTHER UNLAWFUL HARASSMENT

It is the Company’s policy to prohibit sexual or other unlawful harassment of any employee by a
supervisor, employee, customer or visitor as well as sexual and other unlawful harassment of our
customers and vendors. The purpose of this policy is not to regulate personal morality within the
Company. It is to ensure that at our Company all employees, customers and vendors are free from sexual
or other unlawful harassment.

Sexual Harassment

Sexual harassment is unlawful.

For your information, in Massachusetts, the legal definition for sexual harassment is as follows: "sexual
harassment" means sexual advances, requests for sexual favors, and verbal or physical conduct of a
sexual nature when:

54
 (a) submission to or rejection of such advances,
requests or conduct is made either explicitly or implicitly
a term or condition of employment or as a basis for
employment decisions; or

(b) such advances, requests or conduct have the

purpose or effect of unreasonably interfering with an
individual's work performance by creating an
intimidating, hostile, humiliating or sexually offensive
work environment.

While it is not easy to define precisely what types of conduct could constitute sexual harassment,
examples of prohibited behavior include unwelcome sexual advances; requests for sexual favors; obscene
gestures; displaying sexually graphic magazines, calendars, or posters; sending or disseminating sexually
explicit e-mail, voice-mail, graphics, downloaded material or websites; and other verbal or physical
conduct of a sexual nature, such as uninvited touching of a sexual nature or sexually-related comments.
Depending upon the circumstances, the conduct can also include sexual joking, vulgar or offensive
conversation or jokes, commenting about an employee’s physical appearance, conversation about your
own or someone else’s sex life, teasing or other conduct directed toward a person because of his or her
gender which is sufficiently severe or pervasive to create an unprofessional and hostile working
environment.

Other Harassment
The Company prohibits other forms of harassment, including verbal or physical conduct that denigrates
or shows aversion toward an individual because of the individual’s sex, race, color, religious creed, age,
sexual orientation, gender identity, national origin, ancestry, physical or mental disability, military status,
genetic information, or any other category prohibited by federal, state or local law. Some examples of
such harassment include using epithets or slurs focusing on an individual’s protected characteristic;
making jokes or pranks based on an individual’s protected characteristic; or displaying written or graphic
material that denigrates or shows aversion toward a person or group because of a protected
characteristic. Prohibited harassment is not necessarily sexual in nature.

Complaints of Sexual or Other Harassment

Anyone who feels that he or she has been subjected to conduct which violates this policy should
immediately report the matter to your Store Manager. If the Store Manager is unavailable or if you
believe it would be inappropriate to contact that person, you should immediately contact Human
Resources at (978) 682-2382 x713 or any manager with whom you feel comfortable. Contact information
is available on SharePoint. The Company will maintain the confidentiality of all complaints to the extent
consistent with applicable law and the need to conduct a thorough investigation.

Every report of perceived harassment will be fully investigated and corrective action will be taken where
appropriate, up to and including discharge for any employee(s) who violate this policy. In addition, the
Company will not allow any form of retaliation against individuals who report unwelcome conduct to
Company management or who cooperate in the investigation of such reports in accordance with this
policy. Retaliation is unlawful. Any form of retaliation in violation of this policy will result in disciplinary
action, up to and including discharge.

While employees are encouraged to report claims internally, if an employee believes that he or she has
been subjected to sexual harassment, he or she may file a formal complaint with either or both of the
government agencies set forth below. Using the Company’s complaint process does not prohibit an
employee from filing a complaint with these agencies.

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The United States Equal Employment Opportunity Commission ("EEOC")
JFK Federal Building, Room 475
Boston, Massachusetts 02203
(617) 565-3200

The Massachusetts Commission Against Discrimination ("MCAD")

Boston Office: Springfield Office:
One Ashburton Place, Room 601 436 Dwight Street, Room 220
Boston, Massachusetts 02108 Springfield, Massachusetts 01103
(617) 994-6000 (413) 739-2145

New Bedford Office: Worcester Office:

800 Purchase Street – Room 501 Denholm Building
New Bedford, MA 02740 484 Main Street – Room 320
(508) 990-2390 Worcester, MA 01608
(508) 799-8010

SMOKING
Our Company has a strict NO SMOKING POLICY for employees and customers. Smoking (including
vaporizing) will be prohibited in all areas inside and outside of the restaurant. However, if you choose to
engage in such activity, it MUST be outside of our guest’s view and in the designated smoking area. The
designated area is by the dumpster or in your own vehicle.

Employees are only allowed to smoke on their unpaid break. Smoking breaks are NOT allowed while
clocked in and on the schedule, outside doing a travel path or taking out the trash.

Cigarette butts are NOT to be discarded on the premises. They are to be fully extinguished and placed
in an ashtray or in the dumpster.

Remember to always wash your hands upon returning to work.

If anyone who smokes is found not adhering to policy will be disciplined up to and including termination.

SOCIAL MEDIA
We understand that social media can be a fun and rewarding way to share your life and opinions with
family, friends and co-workers around the world. However, use of social media also presents certain risks
and carries with it certain responsibilities. To assist you in making responsible decisions about your use of
social media, we have established these guidelines for appropriate use of social media.

In the rapidly expanding world of electronic communication, social media can mean many things.
Social media includes all means of communicating or posting information or content of any sort on the
Internet, including to your own or someone else’s web log or blog, journal or diary, personal web site,
social networking or affinity web site, web bulletin board or a chat room, whether or not associated or
affiliated with the Company or Dunkin Donuts, as well as any other form of electronic communication.

If you are interested in engaging with Dunkin' Brands on social media, you are encouraged to:
• "Like" the national Facebook page

• Follow local and national twitter feeds

• Follow the national Instagram account

• Share Dunkin' Brands blog posts

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 • Enroll in DD Perks
Ultimately, you are solely responsible for what you post online. Before creating online content, consider
some of the risks and rewards that are involved. Keep in mind that any of your conduct that adversely
affects your job performance, the performance of fellow associates or otherwise adversely affects
members, customers, suppliers, people who work on behalf of the Company or the Company’s legitimate
business interests may result in disciplinary action up to and including termination.

Know and follow the rules: Carefully read these guidelines and other policies in this Handbook, and
ensure your postings are consistent with these policies. Inappropriate postings that may include
discriminatory remarks, harassment, and threats of violence or similar inappropriate or unlawful conduct
will not be tolerated and may subject you to disciplinary action up to and including termination.

Be respectful: Always be fair and courteous to fellow employees, customers, and suppliers. Also, keep in
mind that you are more likely to resolve work related complaints by speaking directly with your co-
workers or by utilizing our Open Door Policy than by posting complaints to a social media outlet.
Nevertheless, if you decide to post complaints or criticism, avoid using statements, photographs, video
or audio that reasonably could be viewed as malicious, obscene or threatening, that disparage customers
or suppliers, or that might constitute harassment or bullying. Examples of such conduct might include
offensive posts meant to malicously harm someone’s reputation or posts that could contribute to a hostile
work environment on the basis of race, sex, disability, religion or any other status protected by law or
company policy.

Be honest and accurate: Make sure you are always honest and accurate when posting information or
news, and if you make a mistake, correct it quickly. Be open about any previous posts you have altered.
Remember that the Internet archives almost everything; therefore, even deleted postings can be
searched. Never post any information or rumors that you know to be false about the Company, Dunkin
Donuts, fellow employees, customers, suppliers, people working on behalf of the Company or Dunkin
Donuts or competitors.

Post only appropriate and respectful content:

• Maintain the confidentiality of trade secrets and private or confidential information. Trades
secrets may include information regarding the development of systems, processes, products,
recipes, know-how and technology.

• Do not post internal reports, policies, procedures or other internal business-related confidential
communications.

• Respect financial disclosure laws. It is illegal to communicate or give a “tip” on inside information
to others so that they may buy or sell stocks or securities.

• Do not create a link from your blog, website or other social networking site to a Company or
Dunkin Donuts website without identifying yourself as an employee of the Company.

• Express only your personal opinions. Never represent yourself as a spokesperson for the
Company or Dunkin Donuts. If the Company or Dunkin Donuts are a subject of the content you
are creating, be clear and open about the fact that you are an employee and make it clear that
your views do not represent those of either the Company, fellow employees, customers, or
suppliers. If you do publish a blog or post online related to the work you do or subjects
associated with Dunkin Donuts or the Company, make it clear that you are not speaking on
behalf of either company.

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Retaliation is prohibited: The Company prohibits taking negative action against any employee for
reporting a possible deviation from this policy or for cooperating in an investigation. Any employee who
retaliates against another employee for reporting a possible deviation from this policy or for cooperating
in an investigation will be subject to disciplinary action, up to and including termination.

RESTAURANT CLOSING
From time to time it may be necessary for a restaurant to close due to extreme weather conditions,
power outages or for other unforeseen events. The Restaurant Manager will be responsible for
determining whether to close a restaurant in consutation with management. Under no circumstances is
anyone allowed to close a restaurant without the permission of the Restaurant Manager.

TELEPHONE USAGE
Telephone usage is strictly for business and emergency purposes only. If anyone is found using the
restaurant phone for personal reasons outside of an emergency, they will be subject to disciplinary
action up to and including termination.

TERMINATIONS
The Company is an At-Will Employer, which means your employment with the Company is voluntarily
entered into and you are free to resign at any time, with or without notice or cause and the Company is
free to conclude an employment relationship for any reason, at any time, with or without notice or cause.
If an individual is terminated for unacceptable conduct or performance, in the company’s sole discreation,
including, but not limited to, stealing, giving away product for free, or using foul language etc, the
individual will not be eligible for rehire.

Anyone who is caught violating any company policies, including, but not limited to, job abandonment,
stealing cash, or product, and / or conducting payroll and inventory manipulation, will be subject to
termination.

TRAINING PROGRAM
E-Learning is an Online University which is web based, offering unlimited access to all relevant training
content. Using a computer and high-speed internet access, you can learn, grow and better serve your
guests. As part of the Online University, Team Members can become “Xperts” in Coffee Excellence,
Sandwich Station and Guest Service with a certification program to help ensure you are well prepared to
serve our guests, build sales, and avoid food safety incidents. Under no circumstances is an hourly (non-
exempt) employee allowed to do on-line E-learning courses or other forms of work from home. All on-
line E-learning courses are to be done at the restaurant during scheduled business hours.

In addition to your management team you can also contact the Director of Learning and People
Development.

TRANSPORTATION
It is everyone's personal responsibility to arrange his/her own transportation to and from work.
Under no circumstances should a Restaurant Manager or anyone in a managerial / leadership role, drive
an employee to and from work. If it is discovered this is occurring, disciplinary action, up to and
including termination will occur.

USE OF ILLICIT DRUGS AND ALCOHOL

The use, sale, transfer, or possession of illicit drugs or alcohol in the restaurant or anywhere on the
property is strictly prohibited by management. This includes marijuana, even in states where marijuana
is no longer illegal under state law. Using marijuana in any form while at work, including while on
breaks, is strictly prohibited. Reporting to work while under the influence of marijuana is strictly
prohibited.

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Any employee believed to be involved with any of these prohibited activities may be suspended pending
the completion of an investigation, and the matter may be referred, when applicable, to the appropriate
law enforcement authorities. Any staff member who is found by management to company’s drug and
alcohol policy may be subject to disciplinary action, up to and including discharge.

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