2024 Employee Handbook

Product Information

Specifications

• Confidentiality: These materials are confidential and
  prohibited from disclosure outside of DMI/Franchisee

• Revision Date: 08/2024

Product Usage Instructions

Getting Started

Ensure that you have access to the manual and that
confidentiality is maintained.

Table of Contents

Refer to the table of contents to find specific policies and
procedures.

Contact Information

If you have any queries or need assistance, contact your Store
Manager, direct supervisor, or Human Resources Manager.

Reporting Ethics Concerns

If you need to report any ethics concerns, you can use the
Report It Hotline by calling 877-778-5463 or texting JASONSDELI TO
63975.

Frequently Asked Questions (FAQ)

What should I do if I encounter sexual harassment?

If you experience sexual harassment, report it to the
appropriate authorities as outlined in the manual. Do not tolerate
such behavior in the workplace.

How do I access specific policies?

Refer to the table of contents to locate the specific policy or
procedure you are looking for.

These materials are CONFIDENTIAL and are prohibited from disclosure outside of DMI/Franchisee REVISED 08/2024

Using This Manual
This Manual is designed to acquaint you with Deli Management, Inc. d/b/a Jason’s Deli and provide you with information about working conditions and policies affecting your employment. The policies contained in this Manual apply to all employees of Deli Management, Inc. You are responsible for reading, understanding, and complying with all the policies contained in this Manual. Nothing in this Manual alters your status as an employee at will. The contents of this Manual should not be understood as a contract or a promise of continued employment between the Company and any of its employees. Since our business and organization are subject to change, we reserve the right to interpret, change, suspend, or cancel all or any part of our policies, procedures, and benefits at any time, with or without notice, except as prohibited by law. Changes will be effective on the dates determined by the Company. This Manual supersedes all previous employee manuals and memos that may have been issued from time to time on subjects covered in this Manual. No individual, supervisor or manager has the authority to change the policies set out in this Manual. If you are uncertain about any policy or procedure, speak with your direct supervisor or contact the Vice President of Human Resources at hr@jasonsdeli.com.

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Table of Contents
Accommodations Alcohol Awareness Policy Alcohol Service Policy Anti-Bribery and Corruption Policy Arizonia Law-Working Conditions Benefits Breaks Call out Procedures Child Labor and Employment Laws (Minors) Code of Conduct Compensation
Exempt Employees Non-Exempt Employees Conflict of Interest Contacting Us Core Values/Mission/Purpose Dating Deli Dollar Use Direct Deposit/Pay Cards Discipline Dress Code Driving for Jason’s Deli-Deli Locations Drug-Free Workplace Policy Employment At-Will Essential Policies Diversity Statement Equal Employment Opportunity No Discrimination, No Harassment No Retaliation Reporting Employee Hotline-Report It Family and Medical Leave Food Discounts Fraternization Gift Reporting Policy History of the Company Holidays I-9 Compliance/E-Verify Illinois Sexual Harassment Policy Illinois Religious Accommodations Illinois Domestic, Sexual or Gender violence Victim Leave Investigative Leave IT and Internet Usage Jury Duty Leave laws (by state/municipality) Meal and Rest Break Requirements by State Military Leave
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16 44 45 43-44 11 23-27 27 43 19 43 20-23 22 20-22 47 10 6-7 48-49 28 23 41 49-51 59-61 45
8 8-10
8 8 8-9 11 9 10 32-35 28 48 47-48 5 30-31 19-20 11-16 17 37 36 52 35 37 27 35-36
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Moonlighting Nebraska Wage Payment and Collection Act-Vacation Time Nepotism/Supervision of Relatives Non-Employees in the Workplace PCI/Security Personal Banking Policy Personal Leaves of Absence Policies and Procedures Pregnant Workers Fairness Act (PWFA) Profanity Policy PUMP Act-Providing Urgent Maternal Protections for Nursing Mothers Act References Referral Programs Reporting Accidents Right to Search Robbery Reaction Procedures Safety and Security Procedures Sanctions Policy Scam Policy Separation Notices Service Dogs/Animals Severance Policy Sick Pay Policy/ Bereavement Sick Leave Pay Laws by State/Municipality Social Media Policy Telephone Usage Texting Policy Tips Tobacco Use Policy Trade Secrets Tuition Reimbursement Using This Manual Vacations Violence Policy Virginia Reasonable Accommodations Welcome Workers’ Compensation

47 30 49 43 53 51 36 41-42 38 43 38-36 58 58-59 60 46 56 56 44 52-53 19 19 32 31-32 32 53-55 57 55-56 40-41 46 49 26-27
2 28-30
46 17
5 37-38

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Welcome We are very happy you have become a part of our company! Jason’s Deli is a growing company with tremendous potential. We hope your career with us will be long, enjoyable and satisfying. We are proud of the commitment our employees show on a daily basis and we want to earn the same level of commitment from you. History of the Company The history of Jason’s Deli begins on November 30, 1976. On that date, Joe Tortorice opened the first Jason’s Deli in Beaumont, Texas, with only 40 seats and 12 items on the menu. During the deli’s first year, Joe worked at the deli during lunch, nights, and weekends while maintaining a full-time job for the State of Texas. When Joe was not in the deli, his wife, parents and grandparents tended the store. Three years after opening the first deli, Joe opened his second deli in Port Arthur, Texas and took the town by storm. In 1986, Jason’s Deli was incorporated under the corporate name of Deli Management, Inc. (DMI). Since then, Jason’s Deli has been growing steadily, averaging 10-12 units per year. Today, our restaurants average 4,500 square feet, seat over 200 guests, and offer over 100 menu items. Our corporately owned and independently owned franchise stores can be found in Texas, Louisiana, Arkansas, Mississippi, Alabama, Florida, Georgia, South Carolina, North Carolina, Tennessee, Kentucky, Virginia, Maryland, Pennsylvania, Ohio, Indiana, Illinois, Wisconsin, Minnesota, Iowa, Missouri, Nebraska, Kansas, Oklahoma, Colorado, Arizona, New Mexico and Nevada. From the beginning, Jason’s Deli owners have taken active roles in every aspect of the business. Their hands-on management style permeates the culture of Jason’s Deli and it’s what our success is built on. They have a distinct passion for this business and it’s contagious.

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Employment At-Will It is the policy of Jason’s Deli that all employees who do not have a written employment contract are employed at the will of the Company for an indefinite period. Employees may resign from the Company at any time for any reason, with or without notice. Likewise, the Company may end its employment relationship with you for any reason, so long as the reason is not unlawful or discriminatory. If you decide to terminate your employment with us, we request that you provide appropriate notice to us in the form of a letter of resignation. No Company representative, except the CEO and/or President, is authorized to modify this policy for any employee or to enter into any agreement contrary to this policy. Any statements contained in employee manuals, employment applications, job offer letters, Company memorandums, or other materials provided to employees in connection with their employment shall not modify this policy. Completion of the introductory period or conferral of regular employment status shall not change an employee’s status as an employee-at-will or in any way restrict the Company’s right to terminate such an employee. Essential Policies: Equal Employment Opportunity/No Discrimination/No Harassment Equal Employment Opportunity Deli Management, Inc. (Jason’s Deli) is an Equal Opportunity Employer. This means that no consideration of race, color, sex, religion, national origin, age, disability, sexual orientation, gender identity, veteran status, citizenship status, or any other protected characteristic will negatively influence any aspect of the company’s relationship with employees. Instead, employment decisions will be based on past experience, education, skills, personal qualifications, and individual capabilities as appropriate for the job in question. We encourage all qualified applicants and employees to seek jobs and promotional opportunities as they become available. It is unlawful to refuse to use transgender workers’ preferred pronouns and deny them access to genderappropriate bathrooms. The Company also complies with the Illinois law that restricts the circumstances under which employers may base employment- related decisions on an individual’s credit report or credit history. Diversity Statement Jason’s Deli is committed to providing an environment that embraces individuality. We respect and cherish the distinctions our employees, managers, business partners, and guests bring to our company. We believe that we are able to hire better employees when we have a diverse applicant pool to select from, and that we make better business decisions when we try to understand our business environment through the eyes of a diverse range of customers. Jason’s Deli recognizes and believes that diversity is critical to our ability to excel in an increasingly diverse and dynamic marketplace. No Discrimination, No Harassment The Company is committed to maintaining a work environment that is free of harassment, discrimination, or inappropriate behavior.

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The Company will not tolerate discrimination against its employees on the basis of their race, color, sex, religion, national origin, age, disability, sexual orientation, gender identity, veteran status, citizenship status, or any other characteristic protected by federal, state, or local law. The Company’s policy against discrimination applies to all aspects of the employment relationship, including recruiting, hiring, training, compensation, promotion, discipline and termination. The policy likewise bars discrimination in working conditions, which is also referred to as harassment. Harassment is defined as a change in working conditions caused by unwelcome behavior that is based on one of the protected categories mentioned above. Harassment can be verbal, written, or physical in nature. It can take the form of improper touching, explicit sexual propositions, “kidding” or “teasing,” offensive jokes, derogatory comments (i.e. using the “N” word, etc.) or language, offensive gestures, horse play, inappropriate pictures, or inappropriate emails or text messages. It can include conduct that takes place on social media outlets such as Facebook, Twitter, SnapChat, Instagram, and other forms of social media. Harassment includes not only behavior that is based on sexual attraction or desire, but also behavior that is based on hostility toward the opposite sex, hostility toward a different religion, hostility toward a person’s disability, or hostility toward a person based on any other characteristic of that person that is protected by law. This policy is intended to prohibit not only harassment, but also behavior that is simply disrespectful or insensitive, even if that behavior is not directed at any individual in particular or is not intended to be harassing. No employee is exempt from this policy. It applies to officers, managers, supervisors, and employees with equal force. This policy also applies to harassment or discrimination by customers, vendors, contractors, or other persons coming into the workplace. The Company will take reasonable steps to protect its employees from harassment by these persons. Any reports of discrimination or harassment should be reported to the Human Resources Department immediately or as soon as possible. This policy governs the conduct of the Company’s employees regardless of where that conduct takes place. Thus, conduct during Company-sponsored functions, during Company-related trips, or during gatherings of Company employees may also be covered by this policy. Conduct will be judged by its ultimate effect on working conditions, even if it occurred outside the Company premises. Reporting Employees are not required to use the normal chain of command to report discrimination or harassment. Instead, any employee who believes that he or she has experienced or witnessed harassment or discrimination must contact one of the following immediately:
Your Store Manager. Your direct supervisor if you do not work in a store. The Human Resources Manager or Vice President of Human Resources by phone 972-602-4305 or
email hr@jasonsdeli.com;

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The Ethics Report It Hotline. You can reach our Report It Hotline by calling 877-778-5463 or text “JASONSDELI” TO 63975.
If your initial report does not result in a solution to the problem, contact Human Resources immediately. A supervisor or manager who receives a complaint or who sees or knows of harassment or discrimination must take immediate action by notifying both their immediate supervisor and Human Resources. The Company’s policy is to investigate and document all complaints thoroughly and promptly. Subject to the constraints imposed by the need to conduct an effective investigation, the Company will keep complaints and the terms of their resolution confidential. If the Company determines that this policy has been violated, it will take remedial action that is effective and appropriate to the circumstances. Violations of this policy will result in discipline up to and including termination of employment. The final decision as to the appropriate discipline is at the Company’s sole discretion. This policy is intended to stop unwelcome behavior before it reaches the level of unlawful discrimination or harassment. Under this policy, employees who engage in unwelcome behavior will be subject to discipline for inappropriate behavior or the use of poor judgment, even if their misconduct has not yet reached the level of substantiality necessary to violate applicable laws against harassment. Contacting Us Questions About Your Employment: If you need to contact your Business Coach or Human Resources Manager, please check the bulletin board in your store for his or her telephone number or email address. If you need to contact Human Resources, please call 972-602-4305 or email hr@jasonsdeli.com. Employee Complaint Hotline/Report It We are all expected to conduct ourselves with very high morals and values. If possible, employees should attempt to go to a manager first to report any concerns. If the complaint has not been handled or if you are uncomfortable talking to someone inside your deli/department, then you can reach out to Report It or HR. Our reporting hotline allows you to voice your thoughts or report any illegal, discriminatory, or otherwise inappropriate conduct. You can reach our Report It Hotline by calling 877-778-5463 or text “JASONSDELI” TO 63975. All reports to the Hotline can be reported anonymously if preferred and treated as confidential. False and Frivolous Complaints False and frivolous charges refer to cases where the accuser is using a sexual harassment complaint to accomplish some end other than stopping sexual harassment. It does not refer to charges made in good faith which cannot be proven. Given the seriousness of the consequences for the accused, a false and frivolous charge is a severe offense that can itself result in disciplinary action up to and including termination.

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Arizona Law-Working Conditions Employees are required to notify the company in writing when a work condition exists that the employee believes is intolerable, that will compel the employee to resign, or that constitutes a constructive discharge, if the employee wants to preserve the right to bring a claim against the employer alleging that the working condition forced the employee to resign. Please email hr@jasonsdeli.com with any concerns or questions. No Retaliation The Company will not tolerate any form of retaliation against any employee who makes a good faith complaint of discrimination or harassment, who refuses to participate in unlawful discrimination, or who refuses to submit to harassment. If you file ANY type of complaint with ANYONE in the company, you will not be penalized or retaliated against for doing so. Such retaliation is grounds for disciplinary action, up to and including termination. On the other hand, any employee who intentionally makes an unfounded complaint of discrimination or harassment for malicious reasons will be subject to discipline up to and including termination. Illinois Sexual Harassment Policy The company is committed to providing a workplace that is free from all forms of discrimination, including sexual harassment. Any employee’s behavior that fits the definition of sexual harassment is a form of misconduct which may result in disciplinary action up to and including dismissal. Sexual harassment could also subject this company and, in some cases, an individual to substantial civil penalties. The company’s policy on sexual harassment is part of its overall affirmative action efforts pursuant to federal and state laws prohibiting discrimination based on age, race, color, religion, national origin, citizenship status, unfavorable discharge from the military, marital status, disability and gender. Specifically, sexual harassment is prohibited by Title VII of the Civil Rights Act of 1964 and the Illinois Human Rights Act. Each employee of this company must refrain from sexual harassment in the workplace. No employee male or female – should be subjected to unsolicited or unwelcome sexual overtures or conduct in the workplace. Furthermore, it is the responsibility of all supervisors and managers to make sure that the work environment is free from sexual harassment. All forms of discrimination and conduct which can be considered harassing, coercive or disruptive, or which create a hostile or offensive environment must be eliminated. Instances of sexual harassment must be investigated in a prompt and effective manner. All employees of this company, particularly those in a supervisory or management capacity, are expected to become familiar with the contents of this policy and to abide by the requirements it establishes. Illinois Sexual Harassment Policy Continued- Definition of Sexual Harassment According to the Illinois Human Rights Act, sexual harassment is defined as: Any unwelcome sexual advances, requests for sexual favors or any conduct of a sexual nature when:

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1. Submission to such conduct is made, either explicitly or implicitly, a term or condition of an individual’s employment.
2. Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or
3. Such conduct has the purpose or effect of substantially interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment.

The courts have determined that sexual harassment is a form of discrimination under Title VII of the U.S. Civil Rights Act of 1964, as amended in 1991.

One example of sexual harassment is a case where a qualified individual is denied employment opportunities and benefits after rejecting the supervisor’s sexual advances or request(s) for sexual favors or the individual is terminated. Another example is when an individual is subjected to unwelcome sexual conduct by co-workers because of his or her gender which makes it difficult for the employee to perform his or her job.

Other conduct, which may constitute sexual harassment, includes:

Verbal: Sexual innuendos, suggestive comments, insults, humor, and jokes about sex, anatomy or gender-specific traits, sexual propositions, threats, repeated requests for dates, or statements about other employees, even outside of their presence, of a sexual nature.
Non-Verbal: Suggestive or insulting sounds (whistling), leering, obscene gestures, sexually suggestive bodily gestures, “catcalls”, “smacking” or “kissing” noises.
Visual: Posters, signs, pin-ups or slogans of a sexual nature, viewing pornographic material or websites.
Physical: Touching, unwelcome hugging or kissing, pinching, brushing the body, any coerced sexual act, or actual assault.
Textual/Electronic: “Sexting” (electronically sending messages with sexual content, including pictures and video), the use of sexually explicit language, harassment, cyber stalking and threats via all forms of electronic communication (e-mail, text/picture/video messages, intranet/on-line postings, blogs, instant messages and social network websites like Facebook and Twitter).

While the most commonly recognized forms of sexual harassment involve the types of conduct described above, non-sexual conduct can also constitute a violation of the applicable laws when that conduct is directed at the victim because of his or her gender (for example, a female employee who reports to work every day and finds her tools stolen, her work station filled with trash and her equipment disabled by her male co-workers because they resent having to work with a woman).

The most severe and overt forms of sexual harassment are easier to determine. On the other end of the spectrum, some sexual harassment is more subtle and depends, to some extent, on individual perception and interpretation. The courts will assess sexual harassment by a standard of what would offend a “reasonable person.”

For this reason, every manager, supervisor and employee must remember that seemingly “harmless” and subtle actions may lead to sexual harassment complaints. The use of terms such as “honey”, “darling” and “sweetheart” is objectionable to many women who believe that these terms undermine their authority and their ability to deal with men on an equal and professional level. And while use of these terms by an individual with authority over a female employee will rarely constitute an adverse employment action, it may lead to the creation of a hostile work environment.

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Another example is the use of a compliment that could potentially be interpreted as sexual in nature. Below are three statements that might be made about the appearance of a woman in the workplace: “That’s an attractive dress you have on.” “That’s an attractive dress. It really looks good on you.” “That’s an attractive dress. You really fill it out well.” The first statement appears to be simply a compliment. The last is the most likely to be perceived as sexual harassment, depending on individual perceptions and values. To avoid the possibility of offending an employee, it is best to follow a course of conduct above reproach or to err on the side of caution. Sexual harassment is unacceptable misconduct, which affects both genders. Sexual harassment will often involve a man’s conduct directed at a woman. However, it can also involve a woman harassing a man or harassment between members of the same gender. Illinois Sexual Harassment Policy Continued-Responsibility of Individual Employees Each individual employee has the responsibility to refrain from sexual harassment in the workplace. An individual employee who sexually harasses a fellow worker is, of course, liable for his or her individual conduct. The harassing employee will be subject to disciplinary action up to and including discharge in accordance with company policy or any applicable collective bargaining agreement, as appropriate. Illinois Sexual Harassment Policy Continued-Responsibility of Supervisory Personnel Each supervisor is responsible for maintaining the workplace free of sexual harassment. This is accomplished by promoting a professional environment and by dealing with sexual harassment as with all other forms of employee misconduct. It must be remembered that supervisors are the first line of defense against sexual harassment. By setting the right example, a supervisor may discourage his or her employees from acting inappropriately. In addition, supervisors will often be the first to spot objectionable conduct or the first to receive a complaint about conduct which he or she did not observe. The courts and the Illinois Human Rights Commission have found that organizations as well as supervisors can be held liable for damages related to sexual harassment by a manager, supervisor, employee, or third party (an individual who is not an employee but does business with an organization, such as a contractor, customer, sales, representative, or repair person). Liability is either based on an organization’s responsibility to maintain a certain level of order and discipline among employees, or on the supervisor, acting as an agent of the organization. It should be noted that recent United States Supreme Court cases involving sexual harassment claims against supervisors have made the employer’s liability for supervisors’ actions even stricter. Therefore, supervisors must understand that their adherence to this policy is vitally important; both with regard to their responsibility to maintain a work environment free of harassment and, even more importantly, with regard to their own individual conduct. The law continues to require employers to remain vigilant and effectively remedy sexually harassing conduct perpetrated by individual(s) on their coworkers. Supervisors must act quickly and responsibly not only to minimize their own liability but also that of the company.

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Specifically, a supervisor must address an observed incident of sexual harassment or a complaint, with equal seriousness, report it, take prompt action to investigate it, implement appropriate disciplinary action, take all necessary steps to eliminate the harassment and observe strict confidentiality. This also applies to cases where an employee tells the supervisor about behavior considered sexual harassment but does not want to make a formal complaint.

Also, supervisors must ensure that no retaliation will result against an employee making a sexual harassment complaint.

Furthermore, managers/supervisors should remind employees, on a regular basis, that their incoming and outgoing electronic messages on employer owned/issued equipment are subject to monitoring and that employees have no expectation of privacy on employer owned/issued electronic equipment. Inform employees that if they are subjected to inappropriate electronic communications while at work or on employer-owned equipment, or even on their personal cell phones and computers, that they should contact their supervisor or Human Resources immediately. Advise managers, supervisors, and employees not to “friend” each other on social networks and to limit their electronic messages to relevant business matters. Investigate complaints on a case-by-case basis and remind employees of the company’s code of conduct and ethics rules if applicable.

Illinois Sexual Harassment Policy Continued-Procedures for Filing a Complaint An employee who either observes or believes herself/himself to be the object of sexual harassment should deal with the incident(s) as directly and firmly as possible by clearly communicating her/his position to the offending employee, her/his supervisor and company contact:

HR (phone 972-602-4305/email HR@jasonsdeli.com) or you can reach our Report It Hotline by calling 877-778-5463 or text “JASONSDELI” TO 63975.

It is not necessary for sexual harassment to be directed at the person making a complaint.

The following steps may also be taken: document or record each incident (what was said or done, the date, the time, and the place). Documentation can be strengthened by written records such as letters, notes, memos, and telephone messages. All charges, including anonymous complaints, will be accepted and investigated regardless of how the matter comes to the attention of the company. However, because of the serious implications of sexual harassment charges and the difficulties associated with their investigation and the questions of credibility involved, the claimant’s willing cooperation is a vital component of an effective inquiry and an appropriate outcome.

No one making a complaint will be retaliated against even if a complaint made in good faith is not substantiated. In addition, any witness will be protected from retaliation.

Proper responses to conduct which is believed to be sexual harassment may include the following:

Electronic/Direct Communication. If there is sexual harassing behavior in the workplace, the harassed employee should directly and clearly express her/his objection that the conduct is unwelcome and request that the offending behavior stop. The initial message may be verbal. If subsequent messages are needed, they should be put in writing in a note or a memo.

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Contact with Supervisory Personnel. At the same time direct communication is undertaken, or in the event the employee feels threatened or intimidated by the situation, the problem must be promptly reported to the immediate supervisor or Managing Partner.
If the harasser is the immediate supervisor; the problem should be reported to the next level of supervision or Kari Gfrorer, Human Resource Manager (972-602-4305) kari.gfrorer@jasonsdeli.com or hr@jasonsdeli.com. Illinois Sexual Harassment Policy Continued-Formal Written Complaint An employee may also report incidents of sexual harassment directly to hr@jasonsdeli.com or the Report It Hotline by calling 877-778-5463 or text “JASONSDELI” TO 63975 or Kari Gfrorer, Human Resource Manager (972-602-4305) kari.gfrorer@jasonsdeli.com will counsel the reporting employee and be available to assist with filing a formal complaint. The company will fully investigate the complaint and advise the complainant and the alleged harasser of the results of the investigation. Resolution Outside Company. The purpose of this policy is to establish prompt, thorough and effective procedures for responding to every complaint and incident so that problems can be identified and remedied internally. However, an employee has the right to contact the Illinois Department of Human Rights (IDHR) or the Equal Employment Opportunity Commission (EEOC) about filing a formal complaint. An IDHR complaint must be filed within 180 days of the alleged incident(s) unless it is a continuing offense. A complaint with the EEOC must be filed within 300 days. In addition, an appeal process is available through the Illinois Human Rights Commission, (IHRC) after IDHR has completed its investigation of the complaint. Where the employing entity has an effective sexual harassment policy in place and the complaining employee fails to take advantage of that policy and allow the employer an opportunity to address the problem, such an employee may, in certain cases, lose the right to further pursue the claim against the employer. Illinois Sexual Harassment Policy Continued-Administrative Contacts Illinois Department of Human Rights (IDHR)
Chicago: 312-814-6200 or 800-662-3942 Chicago TTY: 866-740-3953 Springfield: 217-785-5100 Springfield TTY: 866-740-3953 Marion: 618-993-7463 Marion TTY: 866-740-3953 Illinois Human Rights Commission (IHRC) Chicago: 312-814-6269 Chicago TTY: 312-814-4760 Springfield: 217-785-4350 Springfield TTY: 217-557-1500 United States Equal Employment Opportunity Commission (EEOC) Chicago: 800-669-4000 Chicago TTY: 800-869-8001

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An employee, who is suddenly transferred to a lower paying job or passed over for promotion after filing a complaint with IDHR or EEOC, may file a retaliation charge, also due within 180 days (IDHR) or 300 days (EEOC) of the alleged retaliation.

An employee who has been physically harassed or threatened while on the job may also have grounds for criminal charges, such as assault or battery.

Accommodations

Any qualified employee with a disability may request a reasonable accommodation that will enable him or her to perform the essential functions of his or her job, or that will enable him or her to enjoy the benefits of employment on an equal basis with fellow employees.

Accommodation may include making modifications in how a job is performed, changing an employee’s schedule, or providing additional leave to an employee beyond that mandated by Company policy. It is the employee’s responsibility to request a reasonable accommodation when needed. The employee should do so by contacting his or her supervisor, explaining the need for accommodation, and making clear what accommodation is being requested.

The Company may ask the employee to provide a statement from a health-care provider explaining the need for the accommodation. The employee need not disclose confidential details of any health condition that underlies the request for accommodation that are not necessary to understand the need for accommodation.

If requested by Jason’s Deli, the employee must either provide appropriate documentation from the health-care provider or permit the employer to contact the provider for clarification. The Company and the employee will then engage in an interactive process to determine what accommodation will be provided.

Please remember, the selection of the appropriate accommodation remains the Company’s responsibility, and we may ask you to work under a different accommodation than the one you initially requested, if the different accommodation better balances your need for accommodation with the efficient operation of the business. An employee’s failure to continue to engage in the interactive process will be understood as a withdrawal of the request for accommodation.

Managers should notify Human Resources when an employee requests a reasonable accommodation so that HR can assist with determining the proper accommodation.

Accommodation may also include accommodation of an employee’s sincere religious beliefs. Religious accommodations will be provided so long as they do not impose more than a minimal impact on the deli’s operations. Again, management should notify HR when a reasonable accommodation on religious grounds is requested.

If you believe you have been denied a reasonable accommodation by your supervisor, please report your concern to Human Resources immediately. Requests for reasonable accommodation are protected by law. No Jason’s Deli employee will be retaliated against for seeking a reasonable accommodation.

Deli Management, Inc. will make reasonable accommodations for the known physical or mental impairments of an otherwise qualified employee or applicant with a disability, unless undue hardship

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would result. Any employee who requires accommodation in order to perform the essential functions of their job should contact their Managing Partner to request such an accommodation. The Managing Partner will communicate with the employee and engage in a timely, good faith interactive process with the employee. The Company has the right to choose among equally effective accommodations. Employees with questions or concerns regarding this policy should contact Human Resources. Employees should also consult the Accommodation policy in the Employee Handbook.

Virginia-Reasonable Accommodations for Individuals with Disabilities Employees and job applicants have the right to be free from discrimination on the basis of disability and have the right to request reasonable accommodations for disabilities. It is unlawful for an employer in Virginia with five or more employees to take certain actions against a job applicant or employee because of disability. Accordingly, the Company will not:
Fail or refuse to hire, terminate or otherwise discriminate against any individual on the basis of disability;
Refuse to make reasonable accommodation to the known physical and mental impairments of an otherwise qualified person with a disability, if necessary to assist that person in performing a particular job, unless the accommodation would impose an undue hardship on the Company’s business, consistent with Virginia law;
Take adverse action against an employee because they request or use a reasonable accommodation in accordance with the Virginia Human Rights Act (VHRA);
Deny employment or promotion opportunities to an otherwise qualified applicant or employee because the Company must make reasonable accommodation(s) for a disability; or
Require an employee to take leave if another reasonable accommodation can be provided to the known limitations related to the disability.

Illinois Religious Accommodation: Employees and applicants for employment may request reasonable accommodation for their sincerely held religious beliefs, practices, and/or observances, including but not limited to the wearing of any attire, clothing or facial hair in accordance with the requirements of their religion. In accordance with the Illinois Human Rights Act (IHRA), the Company will provide reasonable accommodation unless such accommodation will impose an undue hardship on the company’s business operations. The Company will not deny employment opportunities or take adverse employment actions against employees or otherwise qualified applicants for employment based on the need to make such reasonable accommodations, nor will the Company retaliate against applicants or employees who request accommodations or otherwise exercise their rights under the IHRA. Employees who have questions about this policy or who wish to request reasonable accommodation under this policy should contact their Human Resources representative.

Accessibility of Restaurants to Disabled Guests

All restaurant personnel must ensure that guests with disabilities are provided access to the restaurant that is equal to the access provided to non- disabled guests. To ensure that this goal is met, restaurant personnel should ensure that the following goals are met on a daily basis:

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1. Meet and greet the guest and follow normal guest-service procedures. Please be aware that persons with disabilities do not appreciate pity and are entitled to the same treatment and respect as anyone else.
2. Know the location of all tables and/or bar seats in the restaurant that are accessible to disabled guests. Be prepared to assist disabled individuals in being seated and served at an accessible table or seat. If none of these tables or seats are available, get a manager involved to assist in freeing up accessible seating.
3. The manager on duty and any hourly employees who have responsibility for the floor at a given time are responsible for ensuring that guests with disabilities are provided an accessible table without undue delay. A guest with a disability is not necessarily entitled to be served ahead of non- disabled guests, but if a table opens up that has accessibility features that will be needed for a disabled guest who is waiting, that table should generally be held for the disabled guest, unless another accessible table is expected to be available at the time the disabled guest will be seated.
4. Be prepared to assist guests with vision disabilities in reading the menus and other printed material that the guest may be unable to read on his or her own.
5. Be prepared to use a pen and a pad of paper for simple communications with persons with speech or hearing difficulties.
6. Management and staff should monitor the accessibility features of the store to ensure that persons with disabilities are not prevented from using accessible features by non-disabled guests.
7. Remind guests, when necessary, that designated accessible parking spaces must be kept free for persons with disabilities.
8. Ensure that tables, chairs, and other items within the restaurant are sufficiently spaced to ensure an accessible path of travel (minimum 36″) for guests with disabilities, particularly those who use wheelchairs.
9. Ensure that walls and floors are kept clear within the areas that persons in wheelchairs may need to use to open doors.
10. Ensure that sidewalks, ramps, and other spaces within exterior paths of travel are kept free of tables, chairs, benches, or any movable obstructions.
11. Monitor the sidewalks, parking lot, and exterior routes to ensure that persons with disabilities can safely access the building. Management should ensure that any areas of sidewalk or parking lot that are under our control are kept in good repair and that any cracks, chips, potholes, or changes in the level of surfaces in the path of travel are corrected on a timely basis.
12. Ensure that all toilet seat fasteners, grab bars, handrails, and door hardware are kept tightened and adjusted to conform to ADA requirements.
13. Ensure that all hot-water pipes under restroom sinks (or in other accessible areas of the restaurant) are kept wrapped or protected so that they do not burn guests.
14. Ensure that doors are maintained so that they swing freely and without obstruction so that guests with disabilities can access all public spaces within the store, including restrooms.
15. Fill paper-towel dispensers and other hygiene fixtures in restrooms, when empty, in a manner that they operate as designed, remain in their current locations and can be accessed by the disabled.
16. Ensure that signage for restrooms, exits, and other features that may be used by guests with disabilities remains visible and up-to-date.
17. Understand that service dogs are allowed inside the restaurant with any individual who needs such assistance.
18. Be prepared to assist guests with disabilities with other needs upon their request.

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Service Dogs/Animals Our policy is that service dogs are welcome in our restaurants so long as they are housebroken and under the owner’s control. The service dog is not required to wear a vest, and the owner is not required to present any certification paperwork of any kind. If a guest wishes to bring a service dog into the restaurant, only managers are permitted to ask the guest about the dog. The manager who speaks with the guest is permitted to ask only these two questions (and no others):
Is that a service dog? What functions has it been trained to perform? For health reasons, a service dog must stay on the floor and is not permitted to sit in one of our chairs or booths or to sit at table level. No other animals are permitted in our restaurants, with one exception: Animals that are deemed service animals by state law are allowed in the restaurants when required by an applicable state law. Child Labor and Employment Laws-Scan QR Code for Information

If you have any questions regarding state specific Child Labor Laws, email hr@jasonsdeli.com.

Separation Notices In the states of Arizona, Georgia, Illinois, Louisiana, South Carolina and Tennessee, Jason’s Deli is required to give each employee a separation notice upon termination (voluntary or involuntary) regardless of the reason. This form must be given to the employee on his/her last day. If the employee is not available, it must be sent to his/her last known address. Please keep a copy in the employee’s file. This form is available on the Gateway.

Please contact your HRM if you have questions concerning your store needs for separation notices or employment certificates.

I-9’s Compliance
Each employee who works for DMI, Inc. should have an I-9 Form on file (paper form for those hired prior to March 2016 and an electronic form for those hired through an applicant tracking system.). Paper I-9’s should be kept in a separate binder and kept locked in the office.

The Employer must make a good faith effort to view any documents presented by an employee that establishes identity and authorization to work in the US. We cannot require an employee to provide specific documents. The employee may choose which documents to present (either one document from

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List A or one document from List B AND one document from List C. If there are any questions about the documents, please reach out to the HR Department. All states, with the exception of Louisiana, should NOT make copies of the documents presented. You should only view them.
I-9 Recertification Process for List A Documents
Non- E Verify states: Deli’s should print any new hire’s I-9 and store it in the I-9 binder only if the employee is using a list A document. In addition, it is the store manager’s responsibility to re-certify any paper I-9s in the binder prior to them being completed in the applicant tracking system.
E-Verify States (AZ, AL, FL, GA, TN, NC, SC) You should be receiving emails from our hiring portal notifying you that an I-9 recertification is due. Check your spam if you haven’t been getting these emails. They should come from “ES2. In addition, it is the store manager’s responsibility to re-certify any paper I-9s in the binder prior to them being completed in the applicant tracking system
Louisiana: E-Verify Opt-Out Requirements In lieu of using E-Verify, state law requires LA deli’s to maintain copies (in a binder or in the employee’s personnel file) of the documents used by new hires to complete the Form I-9. The copies of the documents must match what is on the I-9. Bottom line, it is the manager’s responsibility to keep up with expiration dates and re-verify documentation accordingly.
Compensation The Company’s goal is to make sure that all of its employees are paid correctly. Every position within the company will be classified as either exempt or non-exempt from the overtime and minimum wage requirements, based on the nature of the work that the position performs and the nature of the compensation that the position receives. Non-Exempt Employees: (If you are unclear of your status, please contact HR). All non-exempt employees and managers must record all of their working time to the Company using actual (not scheduled) start and stop times. Hourly non-exempt employees must not work “off the clock” under any circumstances. Supervisors are prohibited from asking employees to “volunteer” to perform needed work off the clock, and employees are prohibited from offering to perform or performing work on an unpaid basis. If you believe that you are being asked or expected to work off the clock, contact Human Resources immediately. Any employee who becomes aware of violations of these rules, or of any other arrangements or practices that will result in an employee not receiving the pay he or she is due, must contact Human Resources immediately.

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The following rules apply to timekeeping by non-exempt employees:

Non-exempt employees must be paid for all hours worked. Hours are considered “hours worked” if they primarily benefit the company rather than the employee.

1. Any work that is done for the company by the employee must be done on the clock. 2. Each employee must clock himself or herself in. No employee or management personnel may
adjust his/her own time. No employee is allowed to work under another employee’s ID. No employee is allowed to clock another hourly employee in, except that management may clock an employee in manually when the employee forgets to clock in. Likewise, a manager may manually adjust an employee’s time when the employee forgets to clock out. Any manager who manually adjusts an employee’s time should try to consult with the employee to confirm the appropriate arrival time but may rely on his or her own observations if the employee is no longer available. 3. All employees are expected to be on time for work. It is the employee’s responsibility to be on time. 4. Jason’s Deli does not permit managers a required “early arrival” time ­ unless the store commits to paying the employees beginning at the early arrival time. In other words, any arrival time designated by management must be considered the start of the shift, and the employees must be permitted to clock in at that time. They cannot be required to wait 15 minutes just for the convenience of the store or the manager. 5. If an employee arrives early, the employee should not perform any work without clocking in first. The employee should always get a manager’s permission before clocking in early. If the employee has arrived early (due to his or her own choice) and the manager is not ready for the employee to clock in yet, the manager should direct the employee to wait until the scheduled start time. 6. When employees have finished their shift, it is strongly recommended that they do not linger on the line or back of the house when off duty. *We do this to limit our / their exposure to any liabilities. 7. Employees/managers’ kids/family shouldn’t hang in the deli when the employee/manager is on duty. 8. It is prohibited to work non-employees or family members/friends off the clock. 9. Employees who consistently fail to arrive on time or fail to clock in before beginning work are subject to discipline up to and including discharge. 10. Managers are permitted to “cut” employees as needed when the volume in a store slows. When an employee is cut, the employee should perform all necessary side work or closing duties on the clock and should only clock out when ready to leave the restaurant. Under no circumstances are any closing duties to be performed off the clock. 11. If a manager requires an employee who has completed his or her duties and is properly checked out to wait in the store before leaving (for security reasons or for any other reason), the employee’s waiting time should be on the clock. An employee who is merely waiting for a ride, staying on the premises to purchase a meal on his or her own time, or otherwise freed of work obligations and free to use the time for his or her own purposes should not be on the clock, though. 12. Employees are expected to complete their duties within their assigned shift. If an employee’s duties on a given shift will take him or her beyond the expected end of the shift, the employee should communicate with the manager about that so that the manager can decide whether the employee should be permitted to work later or whether the work should be shifted to another employee instead. 13. If a manager observes that an employee has worked more hours than scheduled, the manager is not permitted to “prune” the employee’s hours back to the expected schedule via manual

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adjustment. This behavior is strictly forbidden and will usually result in the termination of the manager. Employees should be paid for all hours worked. It is management’s duty to establish good communication about work hours and to control when employees actually start and stop work. The manual adjustment feature cannot be used as a substitute for this responsibility. 14. Ordinary home-to-work or work-to-home travel by non-exempt employees is not compensable. However, travel between stores or locations during the workday are usually compensable. Travel away from home for mandatory company events shall be compensable where it cuts across normal business hours on regular working days as well as non-workdays. The company reserves the right to pay travel time at an hourly rate of the minimum wage in the locale where the employee works. Travel time will begin when an employee leaves his/her home (minus normal commute time) and arrives at their destination. Hourly employees and managers traveling on a business trip should be paid for travel time as well as mileage if driving their own vehicle. Waiting time prior to flight should, when at all possible, be limited to one hour prior to scheduled flight. Any questions about travel time should be directed to Human Resources. 15. Any time that non-exempt employees are required to spend attending mandatory meetings or training is compensable. Time spent at the non-mandatory activities and/or meals shall not be compensable. For example, attendance at a company holiday party is not mandatory and thus not compensable. Any company meeting may have mandatory attendance portions as well as nonmandatory and thus non-compensable components. Any time that employees spend working special events or engaged in marketing for the company is compensable time. The manager on duty or in charge of the meeting or event is responsible for making sure that all such time is properly recorded. Whenever possible, such time should be recorded by having employees punch in or out on the store’s timekeeping system. However, if the work occurs offsite or the manager does not have access, the manager is responsible for ensuring that accurate time and attendance records are kept for the event and that the time is entered into the timekeeping system as soon as possible. 16. Non-exempt employees should not read company communications, review company documents, read work- related emails, or look at work-related texts while off the clock. Any such work should be done during working hours while at the store. An exception to this rule is that an employee is permitted to answer calls or emails that relate to the security of the store (such as an alert from a burglar or fire alarm) or to review texts or emails that are of an emergency nature (which should be indicated whenever possible by the inclusion of the word EMERGENCY) in the subject line or at the start of the text. If an employee spends any amount of time beyond the most minimal amount on reading or responding to such communications, the employee should notify his or her store manager so that the time can be accounted for. 17. Falsifying or altering time records, failing to record all hours worked, and having another employee record your time or recording time for another employee are all expressly prohibited. Exempt Employees Exempt employees are those whose pay and duties meet the exemption requirements established by the Fair Labor Standards Act. Employees who are hired as (or promoted to) salaried exempt positions are paid a fixed weekly salary and are not paid overtime for hours in excess of 40 in a workweek, consistent with the exemptions provided for certain salaried employees under the Fair Labor Standards Act and applicable state laws. If you are treated as a salaried exempt employee, your salary is intended to compensate you for all the hours that you work, no matter how many or how few. If you have any questions about the duties you are performing for the Company, contact Human Resources immediately.

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Managers (Exempt and Non-Exempt) A manager’s starting pay is determined according to their individual background including prior work experience, educational level, and other qualifications. All employees are paid on a weekly basis. Advancement to the MP level is all about performance, a successful track record, completion of Level 9 goals and store availability. If you are qualified for promotion and interested in consideration for a promotion to the MP level, you should review posted positions via: e-mails posted from the Director of Acquisition, Pickle Bucket posting and MP Openings on the main Gateway page and apply for those that you are interested in. Management Bonus
Generally, any applicable bonus will be at the discretion of the MP or BC in an individual store, subject to compliance with all applicable laws.
Corporate bonuses must be approved by the CEO. If bonusable managers are on FMLA, they must work at least 51% of the bonus period in order to
be eligible to receive his/her bonus. If a manager who is eligible to receive a monthly bonus is transferred from one location to
another, that manager’s compensation will be reviewed for potential adjustment. Any adjustments require the approval of the Managing Partner and Business Coach. Modifications will be covered in detail. Salary adjustments are at our sole discretion. The company can make exceptions to this management compensation plan at any time. You must be employed when a bonus is paid. In North Carolina, if there is a reduction in an employee or manager’s compensation and/or bonus, it must be memorialized in writing. The manager must have the employee sign the written documentation of the change. Direct Deposit and Pay Cards You may have your paychecks directly deposited into your banking account. It takes approximately 30 days for direct deposit information to be activated and deactivated. The advantages include no lost checks, no longer having to take time to go to the bank, and we can split our deposits among several accounts. Depending on the laws of your state, if you do not wish to have your paycheck directly deposited, you may elect to utilize a pay card to receive your pay. If you have any questions, please email payroll@jasonsdeli.com. Benefits Because we value you and your efforts, Jason’s Deli provides you with access to a competitive benefits package. Depending on your employment classification, this package includes the following benefits: paid vacation, health insurance and several other types of insurance options, a 401(k)-retirement savings plan, educational financial assistance, employee discount benefits and more. The following summary pages highlight some of the features of our benefit programs. If you have any questions regarding your benefits, you can email benefits@jasonsdeli.com.

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Benefits
Health Insurance

Full Time Deli Managers

Variable Hourly EEs and Shift Supervisors

Variable hours
Jason’s Deli offers three levels of insurance with four tiers in each level. They are classified as Bronze, Silver and Gold, to differentiate the levels of benefits. Within each level is a plan for employee only, employee and spouse, employee and child(ren), and employee and family. The bronze employee only meets the Affordable Care Act’s definition as affordable.

Vision

Eligible to enroll on the first of the month after 30 days of employment

Eligible to enroll after meeting a 12 month look back period as stated in the ACA, if averaging 30 hours per week

The Jason’s Deli Vision plan has one level with four tiers in each level, (the same as the health insurance)

Dental

Eligible to enroll on the first of the month after 30 days of employment

Eligible to enroll after 12 months of employment, if averaging 30 hours per week

The Jason’s Deli Dental plan has two levels with four tiers in each level, (the same as the health insurance)

Basic Life Supplemental Life Long Term Disability

Eligible to enroll on the first of the month after 30 days of employment

Eligible to enroll after 12 months of employment, if averaging 30 hours per week

Jason’s Deli provides at no cost to the employee basic life coverage equal to $30,000

Automatically enrolled on the first of the month after 30 days

X

of employment at no cost to employee

Supplemental life insurance is available for employee, spouse and children. Underwriting might be necessary for some levels.

Eligible to enroll on the first of the month after 30 days of

X

employment

Jason’s Deli provides at no cost to the employee long term disability insurance

Automatically enrolled on the first of the month after 30 days

X

of employment or promotion at no cost to employee

Short Term Disability 401k

Eligible after 12 months of employment in management position at no cost to employee
Upon the 1st day of the open enrollment date: Must be 21, worked 1000 hours, and been with company for 1 year

X Upon the 1st day of the open enrollment date: Must be 21, worked 1000 hours,
and been with company for 1 year

Vacation

Eligible after 6 months

Eligible after 1 year (Must average minimum of 30 hours per week)

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Benefits
Health Insurance Vision Dental Basic Life Supplemental Life Long Term Disability
Short Term Disability 401k

Distribution Hourly EE’s/Full Time Hourly

Salaried Corporate Staff/Full Time Salary

FT Hourly Corporate Staff/Full Time Hourly

Jason’s Deli offers three levels of insurance with four tiers in each level. They are classified as Bronze, Silver and Gold, to differentiate the levels of benefits. Within each level is a plan for employee only, employee and spouse, employee and child(ren), and employee and family. The bronze employee only meets the Affordable Care Act’s definition as affordable.

Eligible to enroll on the first of the month after 30 days of employment

Eligible to enroll on the first of the month after 30 days of employment

Eligible to enroll on the first of the month after 30 days of employment

The Jason’s Deli Vision plan has one level with four tiers in each level, (the same as the health insurance)

Eligible to enroll on the first of the month after 30

Eligible to enroll on the first of the

Eligible to enroll on the first of the month after

days of employment

month after 30 days of employment

30 days of employment

The Jason’s Deli Dental plan has one level with four tiers in each level, (the same as the health insurance)

Eligible to enroll on the first of the month after 30 days of employment

Eligible to enroll on the first of the month after 30 days of employment

Eligible to enroll on the first of the month after 30 days of employment

Jason’s Deli provides at no cost to the employee basic life coverage equal to $30,000

Automatically enrolled on the first of the month

Automatically enrolled on the first of Automatically enrolled on the first of the month

after 30 days of employment at no cost to

the month after 30 days of employment

after 30 days of employment at no cost to

employee

at no cost to employee

employee

Supplemental life insurance is available for employee, spouse and children. Underwriting might be necessary for some levels.

Eligible to enroll on the first of the month after 30 days of employment

Eligible to enroll on the first of the month after 30 days of employment

Eligible to enroll on the first of the month after 30 days of employment

Jason’s Deli provides at no cost to the employee long term disability insurance

Automatically enrolled on the first of the month

Automatically enrolled on the first of Automatically enrolled on the first of the month

after 30 days of employment at no cost to

the month after 30 days of employment

after 30 days of employment at no cost to

employee

at no cost to employee

employee

Eligible after 12 months of employment in Dist. position at no cost to employee
Upon the 1st day of the open enrollment date: Must be 21, worked 1000 hours, and been with company for 1 year

Eligible after 12 months of employment in Corp position at no cost to employee Upon the 1st day of the open enrollment date: Must be 21, worked 1000 hours, and been with company for 1 year

Eligible after 12 months of employment in Corp position at no cost to employee
Upon the 1st day of the open enrollment date: Must be 21, worked 1000 hours, and been with company for 1 year

Vacation

Eligible after 6 months for drivers

Eligible after 6 months

Eligible after 6 months

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Jason’s Deli reserves the right to amend or terminate any of its benefit programs or require or increase employee premium contributions toward any benefits with or without advance notice. This reserved right may be exercised in the absence of financial necessity. The respective plan administrator will notify participants of all approved amendments or plan terminations, in accordance with requirements of applicable federal law. For more information regarding any of our benefits programs, please contact the Benefits Department at 409-838-1976. Additional Voluntary Benefits The below additional benefits are offered to all employees. and have These benefits have the same waiting period to become active as health insurance.
CHUBB LifeTime Benefit Term -the employee can purchase various limits of life benefits. MetLife Hospital Indemnity Coverage – 3 plans, Low, High & Highest this provides additional
monies paid for things like, hospital admissions, ICU admissions, Inpatient Rehab, ER benefits, etc. MetLife Critical Illness policy – various amounts of coverage can be purchased. This also provides
additional monies paid for DX of specific illnesses, different kinds of cancers, functional losses, heart attack, etc. MetLife Accident policy – various amounts of coverage can be purchased. This provides additional monies paid for broken arm, broken nose, loss of leg, etc. The MetLife policies are made to supplement the health coverage chosen; it cannot be purchased if health insurance is not purchased. 401(k) Accounts Because we recognize long- term financial security is important, we offer a 401(k) Savings and Incentive Plan. If you enroll in this plan, a personal account will be established for you to make pretax contributions. If you work over 1000 hours per year, we will match .20 for every $1.00 you put into the plan. If you work under 1000 hours per year, you will not receive the company match. The only requirement is that you are 21 years old or older when you enroll. You begin vesting after your third year of employment and 100% vested after seven years of employment. Contact the Benefits Department at 409-838-1976, Monday-Friday 9am-5pm or email benefits@jasonsdeli.com. Tuition Reimbursement We encourage you to keep learning during your tenure with Jason’s Deli. All managers, hourly employees (must average at least 20 hours per week), and corporate staff who have been with the company at least one consecutive year are eligible for tuition reimbursement. All eligible personnel who take an approved credit or continuing education class are eligible for up to $150 reimbursement per class, per semester. The course must be based on something that would help you in your job with Jason’s Deli, subject to our sole discretion and prior approval. Examples are business, finance, marketing or accounting classes, restaurant-management class, communication, public speaking, math, leadership, nutrition, second language and any Dave Ramsey seminar. If you are a manager and want to take continuing education classes, you must get prior approval from your Business Coach or Department Head.

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Please confirm that the class will be eligible for reimbursement before enrolling. You must meet the following additional requirements to receive reimbursement:
You must receive at least a B in the class. You must be employed with Jason’s Deli for the entire semester/class, You must be employed with Jason’s Deli when the reimbursement check is cut. Reimbursement
must be requested within 30 days of the completion of the class. You must submit the reimbursement form, transcript from the class, and a proof of payment to the Benefits Department at benefits@jasonsdeli.com. Forms may be found on the Benefits Department page on the Gateway. Employee Breaks The manager on duty decides when and if the staff can take breaks, and for how long. The manager on duty is required to comply with any applicable state law that governs an employee’s right to take a break. Specific requirements are set out below. Human Resources will update these requirements from time to time as they change by providing notice to store management through emails or the Pickle Bucket communication. Typically, morning breaks will occur after the deli setup is completed and the deli is fully prepared for lunch. Morning or evening breaks for less than 30 minutes are considered paid breaks, however, employees should make themselves available to help out wherever necessary or assist if needed during that time. Employees are not allowed to clock out for a break less than 30 minutes. If an employee is given a break of more than 30 minutes in duration, the break is unpaid and the employee should clock out. The employee must remain substantially free of any interruptions or work responsibilities while on an unpaid break. Employees who have completed a lunch shift and wish to sit down and eat after the shift will be permitted to do so and will receive their food discount. However, the employee must complete his or her duties, be checked out by the manager on duty, and be off the clock before beginning to eat. Meal and Rest Break Requirements by State- Scan QR Code for Information
If you have any questions regarding state specific Break Laws, email hr@jasonsdeli.com.

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Employee Food Discounts
Hourly While on duty or immediately after your shift you can enjoy a meal at half-price. You and only you can also take advantage of a 25% discount if you are off duty. (Sorry, this does not include party trays/catering). Whether on or off duty, employees are never allowed to ring up or make meals for their friends, family, or themselves. To receive your food at a discount you must pay the cashier immediately after ordering your food. While on duty, you may enjoy fountain drinks, coffee and iced tea for free. We ask that you please help us control our paper costs by using a plastic cup or container. (Health code says: only in designated areas, never behind the line or in the kitchen). Other beverages, cookies, or desserts are full price. Management While on duty, management personnel are eligible to receive their meals for free. The meals must be rung up in POS and accounted for according to POS procedures. When off duty, managers and their immediate family may also take advantage of a 50% discount for dine in or carry out only.(Sorry, this does not include party trays/catering). Whether on or off duty, managers are never allowed to ring up or make meals for their friends, family, or themselves. Deli Dollars Use Deli Dollars can only be earned through personal employee food purchases. Any accrual or use of Deli Dollars outside of an employee’s personal purchase is strictly prohibited. All orders made using a form of payment from the company should be purchased using your jasonsdeli.com email address. Deli Dollars tied to a company email address will be voided the system so points do not accrue. If you would like to earn Deli Dollars on your personal purchases, you will need to set up a separate account using your personal email address. Vacations Jason’s Deli provides vacation benefits to give full-time employees time off work for rest and relaxation. All full-time employees are eligible for paid vacation as described in the chart below. A full-time employee is an employee who is regularly scheduled and works 30 or more hours per week. A part-time employee is an employee who works less than 30 hours per week. Vacation accrual is calculated by the Benefits Departments and posted to your employee profile on an annual basis ( if your anniversary is in December your new vacation is not logged until January 1st). Vacation hours posted can range between 30 hours and 40 hours per week. A weekly vacation may not exceed 40 hours per week (excluding non-exempt managers who average up to 48 hours per week). You are welcome to take one week of paid vacation at a time. Your supervisor may approve expectations to a longer period of eligible time. All vacation must be used within the year you become eligible to receive vacation time. Your vacation time will not be carried over to the following year (anniversary

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date). Jason’s Deli does not substitute a cash payout in lieu of a vacation or if an employee voluntarily or involuntarily leaves the Company. You will forfeit any unused vacation (unless required by law). Vacation time should be approved at least 30 days in advance by your immediate supervisor or manager. Management has the right to deny vacation requests if scheduling requirements prevent the employee from taking vacation time requested. Any exceptions will be made at the discretion of your manager. If you are an hourly deli full-time employee, you are eligible for vacation as follows: Hourly Deli Employees:

Years of Continual
Service Completed:
more than 1 year less than 5 years
more than 5 years
more than 15 years
more than 20 years

Number of Weeks Eligible Per Year of Vacation: 1 week
2 weeks
3 weeks
4 weeks

Calculation of Average Number of Hours Worked Per
Week:
Total sum of hours worked per year (52 weeks), beginning with employee’s anniversary month divided by 52 weeks = the average # of hours worked per week

Example: Employee with 1 year of service: Aug. 2015-July 2016: Hours 1850 divided by 52 weeks = 35.57 average hours for 1 week of paid vacation

Managers, Distribution and Corporate Staff: If you are a manager, corporate or distribution staff member, you are eligible for vacation as follows:

Years of Continual Service Completed more than 6 months of service More than 1 year more than 5 years of service more than 15 years of service

of Weeks Eligible Per Year for Vacation 1 week (5 days) 2 weeks (10 days) 3

weeks (15 days) 4 weeks (20 days)

*Non-Exempt Deli managers hours will be based on how many hours they average per week up to 48 hours per week.

Newly hired managers and corporate staff who may need time off but have not reached six months of continuous employment may take an unpaid personal leave of absence based on the approval of your immediate supervisor.

Non-Management Deli Employees going into Management Vacation Pay – Payroll will carry the vacation hours over but convert it to manager hours (48 hour work week) and when they get paid for the vacation time it is at their manager rate of pay. They never lose vacation unless they don’t take it before their anniversary date (which stays their ORIGINAL hire date)

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If you are a truck driver, your vacation pay will be the average of your last six paychecks. Your average pay is then divided by five workdays to determine your daily vacation pay rate. The Nebraska Wage Payment and Collection Act- Vacation Time Employees have an unconditional right to use it for time off for any purpose), it must be treated as vacation pay and paid upon termination of employment. The Nebraska Wage Payment and Collection Act provides that paid leave, other than earned but unused vacation, is not considered wages due and payable at the time of separation unless the employer and employee (or collective bargaining representative) have agreed otherwise. The Nebraska Supreme Court has held that accrued vacation time, which is part of an employment agreement, is due and payable as wages upon termination of employment. Based on this, the court found a policy that required nonpayment of vacation upon termination to be unlawful. In a different case, the Nebraska Supreme Court held that, if a paid time off (PTO) program is indistinguishable from earned vacation (e.g., employees have an unconditional right to use it for time off for any purpose), it must be treated as vacation pay and paid upon termination of employment. Holidays Jason’s Deli observes the following holidays at its deli locations:
Easter Day Thanksgiving Day Christmas Day New Year’s Day Hourly Managers
Hourly managers are not eligible for holiday pay. Hourly Deli Employees If you are an hourly employee at a deli location, you will be paid for a holiday based on the following guidelines:
1. You must be a full-time employee (averaging 30 or more hours per week during the current calendar year).
2. You must be employed with the Company for a period of one year. 3. The holiday must fall on your regularly scheduled work day. 4. You must work your full scheduled shift the day before and the day after the holiday unless on
vacation or on a scheduled day off of work. 5. Your holiday pay will be determined by the average number of hours worked per week divided by
the number of days worked in a regular work week. 6. The Company does not consider unworked holidays as time worked when computing overtime. 7. If your deli location is closed any day, other than the holidays above, you will not be eligible for
holiday pay.

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8. Holiday pay for downtown stores closed 2 consecutive days- if an employee works the day before the 2 days closed and then works the next available day after the 2 days closed, they are eligible if they meet the holiday pay requirements.
If you are an hourly employee at the Company’s Corporate Office you will be paid for a holiday based on the following guidelines:
1. You must be a full-time employee (averaging 30 or more hours per week during the current calendar year).
2. You must be employed with the Company for a period of 90 days. 3. The holiday must fall on your regularly scheduled workday. 4. You will receive holiday pay for 8 hours at your normal hourly rate of pay. 5. The Company does not consider unworked holidays as time worked when computing overtime 6. The Beaumont Campus and Regional Offices will honor the holiday schedule as determined by the
Company at the beginning of each year. 7. If a Distribution Center is closed any day, other than the holidays above, you will not be eligible for
holiday pay. If you are an employee at our Distribution Center, you will be paid for a holiday based on the following guidelines:
1. During a one delivery holiday work week warehouse employees will receive two days of holiday pay (at average daily rate; plus average incentive if applicable) CDL drivers will receive $150 if they are on the road any part of the actual holiday or one of their routes are consolidated or eliminated
2. During a two-delivery holiday work week, warehouse employees will receive one day of holiday pay (at average daily rate; plus average incentive if applicable). CDL drivers will receive $150 if they are on the road any part of the actual holiday or one of their routes are consolidated or eliminated.
Exceptions and extenuating circumstances may be considered to the above Holiday Pay Policies on a case-by-case basis.
Sick Pay Policy/Bereavement You may use sick days for Sickness, Bereavement or paternity reasons. To be eligible for sick pay, the manager/corporate employee must be employed for 90 days. If the manager/corporate employee becomes eligible for sick pay before the January 1st credit date, sick days will be prorated. Management On January 1st of each year, all deli managers will receive a total of 4 days (38.40 hours) of sick pay that may be used for a personal illness, paternity, or maternity leave, or for bereavement purposes with prior approval from your supervisor.

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Corporate/Non-Deli On January 1st of each year, all corporate employees will receive a total of 4 days (32 hours) of sick pay that may be used for a personal illness, paternity or maternity leave, or for bereavement purposes with prior approval from your supervisor. To be eligible for sick pay, the manager/corporate employee must be employed for 90 days. If the manager/corporate employee becomes eligible for sick pay before the January 1st credit date sick days will be prorated. Sick Leave, Pay Laws by State /Municipality-Scan QR Code for Information

If you have any questions regarding state/municipality paid sick leave laws, email hr@jasonsdeli.com.

Severance Compensation Our general policy is that we do not offer any severance in the event of termination or resignation. This includes employees who resign in lieu of accepting a transfer or demotion. Managers are not permitted to deviate from this policy unless they have approval from Human Resources. In exceptional circumstances, severance may be considered at the sole discretion of the Company. If there are special circumstances to be considered, you are required to contact the Vice President of Human Resources prior to discussing the severance with the employee. Approval from the Vice President of Human Resources must be obtained prior to any offer. If a forfeited vacation or bonus is offered or paid, a signed severance agreement is mandatory.

Family and Medical Leave Jason’s Deli recognizes that it may be necessary for you to be absent from your job for health or family reasons. Jason’s Deli respects and understands these issues, and it is our policy to comply with the Family and Medical Leave Act (FMLA). Below is a description of your rights under the FMLA. The FMLA allows Jason’s Deli employees to take up to twelve weeks of unpaid, job-protected leave in a twelve-month rolling calendar period for certain medical and family reasons, and up to 26 weeks unpaid, job- protected leave to care for a family member injured while in the armed services (as explained below). Under some circumstances, employees may take FMLA leave intermittently ­ taking leave in separate blocks of time for a single qualifying reason ­ or on a reduced leave schedule ­ reducing the employee’s usual weekly or daily work schedule. When leave is needed for planned medical treatment, the employee

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must make a reasonable effort to schedule treatment so as not to unduly disrupt the employer’s operation. To be eligible for FMLA, the employee must have (1) been employed for at least 12 months and (2) have worked 1,250 hours during the 12-month period immediately preceding the commencement of the leave period. Employees may take FMLA leave for one or more of the following reasons:
1. for the birth and care of a newborn child of the employee; 2. for the placement with the employee of a son or daughter for adoption or foster care. 3. to care for a spouse, son, daughter, or parent with a serious health or mental health condition; 4. to take medical leave when the employee is unable to work because of a serious health or serious
mental health condition; 5. for qualifying exigencies arising out of the fact that the employee’s spouse, son, daughter, or
parent is on active duty or call to active duty status as a member of the National Guard or Reserves in support of a contingency operation; or 6. to care for a covered service member with a serious injury, serious mental health condition or illness if the employee is the son, daughter, parent, or next of kin of the service member. If both you and your spouse are employed by Jason’s Deli, you are limited to a combined total of 12 workweeks for the birth and care of a newborn child, placement of a child for adoption or foster care, or to care for a parent who has a serious health condition. The two of you will also be limited to a combined 26 workweeks of leave to care for a covered service member with a serious injury or illness). Leave for birth of a child, or placement for adoption or foster care, must conclude within 12 months of the birth or placement. “Serious health condition” means an illness, injury, impairment, or physical or mental condition that involves either: Inpatient care (i.e., an overnight stay) in a hospital, hospice, or residential medical- care facility, including any period of incapacity (i.e., inability to work, attend school, or perform other regular daily activities) or subsequent treatment in connection with such inpatient care; or Continuing treatment by a health care provider, which includes: 1. A period of incapacity lasting more than three consecutive, full calendar days, and any subsequent treatment or period of incapacity relating to the same condition that also includes: a) treatment two or more times by or under the supervision of a health care provider (i.e., in-person visits, the first within 7 days and both within 30 days of the first day of incapacity); or b) one treatment by a health care provider (i.e., an in-person visit within 7 days of the first day of incapacity) with a continuing regimen of treatment (e.g., prescription medication, physical therapy). 2. Any period of incapacity related to pregnancy or for prenatal care. A visit to the health care provider is not necessary for each absence; or 3. Any period of incapacity or treatment for a chronic serious health condition which continues over an extended period of time, requires periodic visits (at least twice a year) to a health care provider, and

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may involve occasional episodes of incapacity. A visit to a health care provider is not necessary for each absence; or 4. Any period of incapacity that is permanent or long-term due to a condition for which treatment may not be effective. Only supervision by a health care provider is required, rather than active treatment; or 5. Any absences to receive multiple treatments for restorative surgery or for a condition that would likely result in a period of incapacity of more than three days if not treated. When FMLA leave is foreseeable, you are required to provide at least thirty days of advance notice when practicable. If the leave is not foreseeable, you must notify your manager as soon as practical upon learning of the need for leave (generally the same or next business day of learning of the need for leave, except in extraordinary circumstances). Jason’s Deli may require that your health care provider supply a medical certification to support a request for leave because of your or a covered family member’s serious health condition. Failure to provide the requested medical certification in a timely manner (usually within 15 days of being notified of this requirement) may result in denial of the leave until it is provided and may result in disciplinary action being taken against you, up to and including termination, for unexcused or excessive absenteeism. Under certain circumstances Jason’s Deli may, at its expense, require second or third medical opinions regarding the medical certification. Jason’s Deli may also require medical recertification periodically during the leave, and you may be required to contact your department manager periodically to report on your status and intent to return to work. FMLA leave is usually unpaid. However, you may elect to use (or Jason’s Deli may require you to use) any paid leave benefits available to you concurrently with FMLA leave. For the duration of FMLA leave, Jason’s Deli will maintain your health coverage under the same terms and conditions applicable to active employees. If paid leave is substituted for unpaid FMLA leave, Jason’s Deli will deduct your portion of the health plan premium as a regular payroll deduction. If the leave is unpaid, you will be required to make arrangements to either pay a portion of the premium during your leave or reimburse Jason’s Deli when you return. Upon returning from FMLA leave, you will be restored to your original position or to a substantially equivalent position with equivalent pay, benefits, and other terms of employment. Taking FMLA leave will not result in the loss of any employment benefit that accrued prior to the start of the approved leave, with the exception of paid leave that you may use during your FMLA leave. FMLA does not affect any Federal or State law prohibiting discrimination or supersede any State or local law which provides greater family or medical leave rights. Any additional information concerning employees’ rights and responsibilities under the FMLA is available through the Benefits/Risk Management Department. Any issues not explicitly addressed by this policy are governed by the FMLA’s implementing regulations.

Notice

Employees must comply with their employer’s usual and customary requirements for requesting leave and provide enough information for their employers to reasonably determine whether the FMLA may

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apply to the leave request. Employees generally must request leave 30 days in advance when the leave is foreseeable. When the need for leave is foreseeable less than 30 days in advance or is unforeseeable, employees must provide notice as soon as possible and practicable under the circumstances.

When an employee seeks leave for a FMLA-qualifying reason for the first time, the employee need not expressly assert FMLA rights or even mention the FMLA. If an employee later requests additional leave for the same qualifying condition, the employee must specifically reference either the qualifying reason for leave or the need for FMLA leave. See Fact Sheet 28E: Employee Notice Requirements under the FMLA. Covered employers must: Post a notice explaining rights and responsibilities under FMLA (and may be subject to a civil money penalty of up to $110 for willful failure to post);
1. Include information about FMLA in their employee handbooks or provide information to new employees upon hire;
2. When an employee requests FMLA leave or the employer acquires knowledge that leave may be for a FMLA-qualifying reason, provide the employee with notice concerning his or her eligibility for FMLA leave and his rights and responsibilities under the FMLA; and
3. Notify employees whether leave is designated as FMLA leave and the amount of leave that will be deducted from the employee’s FMLA entitlement.

Jury Duty Jason’s Deli will provide employees with leave for jury duty in accordance with applicable law. Anyone called to jury duty will have job security guaranteed by law and company policy. You will be guaranteed the time off and are expected to provide your supervisor with documentation regarding the jury duty. Generally, non-exempt employees can take unpaid leave to attend jury duty. You are not required to take vacation time for time missed for jury duty but are able to if you choose. Exempt employees will be paid their normal wages. In Alabama, Georgia, Louisiana and Tennessee, any employee shall receive their normal pay for jury duty. In these cases, a time sheet should be completed and a manual shift edit. This time counts as hours worked for the week. If you work more than 40 hours total, for the week, any hours over 40 are paid an OT rate of time and a half.

Military Leave Jason’s Deli complies with the Uniformed Services Employment and Reemployment Rights Act (“USERRA”), and other applicable state and local laws. Jason’s Deli will grant appropriate leaves of absence to a full-time or part-time employee to complete uniformed service requirements, whether voluntary or involuntary. Uniformed services include the U.S. Armed Services (including the Coast Guard), the National Guard, and the commissioned corps of the public health service. Jason’s Deli will not discriminate against an employee for being a past or present member of the uniformed services, or for being a current applicant for uniformed services duty. Nor will Jason’s Deli retaliate against any employee for enforcing their rights under USERRA, or for assisting someone in enforcing such rights.

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Under most circumstances, any employee requesting a service leave of absence must provide advance notice of service. Jason’s Deli requests that an employee submit copies of his or her military orders or other written notice or service requirements to the employee’s supervisor. Upon completion of service, an employee must timely apply for reemployment in accordance with federal and state law. The employee should submit documents providing that his or her reemployment application is timely, total service did not exceed five years, and service ended under honorable circumstances. Jason’s Deli will reinstate any employee who takes a service leave of absence with the same seniority status and pay he or she would have acquired if he or she had not been absent due to service, if the employee satisfies the eligibility requirements for reinstatement under federal and state law. To ensure compliance with these reinstatements, an employee should contact his or her department manager whenever he or she contemplates or anticipates a service leave of absence. Employees on a service leave of absence may elect to continue their existing Jason’s Deli based health plan coverage for themselves and their dependents for up to 24 months while in the military, subject to the requirements set forth under USERRA and other applicable state and local laws. Employees who do not elect to continue their health plan coverage during military service may be reinstated back into Jason’s Deli’s health plan when they become reemployed by Jason’s Deli, generally without any waiting periods or exclusions (e.g., pre-existing condition exclusions) except for service-connected illnesses or injuries.

Investigative Leave An employee may be placed on investigative leave, with or without pay, in circumstances following an allegation of misconduct that require an investigation and review of the related facts. Investigative leave will not continue beyond the length of time needed to investigate and make a decision. An employee will generally be paid his regular rate of pay while on investigative leave; unless Jason’s Deli determines that the suspension should be without pay. If suspended without pay, an employee may be paid the back pay for the period of leave retroactively at Jason’s Deli’s discretion, depending on the outcome of the investigation. However, if the investigation results in the employee being terminated, he or she will not be paid for the leave period.

Personal Leaves of Absence

Jason’s Deli recognizes that certain circumstances may arise that will require an employee to request a personal leave of absence. The request must be in writing and state the reason for the absence and the amount of time requested. The request must be submitted to your department manager with sufficient lead- time for approval prior to your requested leave of absence. An employee on a leave of absence will not be eligible for any pay or Company-provided benefits. A personal leave of absence is not encouraged and will be considered only in unusual or emergency situations.

No personal leave of absence for non-medical or non-disability reasons may exceed thirty calendar days or the maximum number of days permitted under any applicable state or federal law, whichever is greater, unless prior approval is given by the Department Head or Business Coach. All personal leave of absence are subject to approval by the Department Head or Business Coach.

An employee who fails to return to work at the expiration of a personal leave of absence will be deemed to have abandoned his/her job. It is your responsibility to stay in touch with your immediate supervisor once a week. Failure to do so may result in disciplinary action, up to and including termination.

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Illinois-Domestic, Sexual or Gender Violence Victim Leave Employees who are the victim of domestic, sexual or gender violence (including sexual assault and stalking), or whose family or household member is a victim of domestic, sexual or gender violence, may take up to 12 weeks of unpaid leave in any 12-month period if the employee or employee’s family or household member is experiencing an incident of domestic, sexual or gender violence or to address domestic, sexual or gender violence. Please email hr@jasonsdeli.com for more information and or questions. Leave Laws by State/Municipality- Scan QR Code for Information

If you have any questions regarding state/municipality specific leave laws, email hr@jasonsdeli.com.

Workers’ Compensation

All employees are covered by workers’ compensation insurance, which compensates an employee for lost time, medical expenses and loss of life or dismemberment from an injury arising out of or in the course of work. Employees must immediately report any accident or injury to their Department Manager and the Risk management department. All reporting forms are located on the Google Drive, under the Risk Management Department Page.

Jason’s Deli is committed to providing a safe working environment. The Workers’ Compensation Commission has established a toll-free telephone number for reporting unsafe working conditions in the workplace that may violate occupational health and safety laws. Jason’s Deli will not suspend, terminate, or discriminate against any employee who in good faith reports an alleged occupational health or safety violation. If the safety hotline is not listed for your state below, please contact the Risk Management Department at risk.management@jasonsdeli.com or 409-838-1976.

Safety Hotlines:

Alabama · 1-800-528-5166 Arizona · 800-322-2667 Florida · 1-800-342-2762 Georgia· 1-404-656-3818 Illinois · 866-352-3033 or 312-814-6611 Iowa· 1-515-242-5870 Louisiana · 1-800-201-2497 or 1-800-201-2495 Missouri· 1-573-751-4231 Maryland · 1-410-864-5100 Nebraska· 1-402-553-0171 Nevada· 1-702-486-2830 North Carolina · 1-919-807-2500 Pennsylvania · 717-772-4447 South Carolina · 1 -803-737-5700 Tennessee · 800-873-2879
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Texas · 1-800-452-9595 Virginia· 1-877-664-2566 Wisconsin· 1-608-266-3131

Pregnant and Nursing Employee’s

PWFA-Pregnant Workers Fairness Act The PWFA ensures that public sector employers, and private sector employers with 15 or more employees, provide a reasonable accommodation to qualified pregnant or postpartum employees with a known limitation, unless doing so would impose an undue hardship on the employer. Employers should engage in an interactive dialogue with the employee when accommodation is requested. Failure to make a reasonable accommodation to a person with a known limitation could result in liability. While the PWFA is closely modeled after the Americans with Disabilities Act (“ADA”), employers should note that a qualified employee need not meet the definition of “disability” under the ADA. Instead, the PWFA uses the term “known limitation.” A “known limitation” is defined as a physical or mental condition related to, affected by, or arising out of pregnancy, childbirth, or related medical conditions that the employee or employee’s representative has communicated to the employer, whether or not the condition meets the definition of a disability under the ADA. This may result in greater application of accommodation to employee limitations. The PWFA prohibits employers from:
requiring acceptance of an accommodation other than that which was arrived at through the interactive process,
denying employment opportunities based on the need to make reasonable accommodations to the known limitations related to the pregnancy, childbirth, or related medical conditions of the qualified employee,
requiring leave, whether paid or unpaid, if another reasonable accommodation can be provided, and
taking adverse action in terms, conditions, or privileges of employment against a qualified employee on account of the request for or use of a reasonable accommodation,
retaliating against employees for opposing any act or practice made unlawful by the Act or participating in an investigation, proceeding, or hearing, and
coercing, intimidating, threatening, or interfering with any individual in the enjoyment or used of, or aiding another in the enjoyment or use of, rights afforded or protected by the Act.
The PWFA permits a prevailing employee to recover back wages, compensatory damages, attorneys’ fees, and other relief.

PUMP Act- Providing Urgent Maternal Protections for Nursing Mothers Act The PUMP Act extends to all nursing employees rights to receive break time to express breast milk, and a private place to do so. While the Affordable Care Act already required some of these actions, those protections did not apply to most salaried, exempt employees, as defined under the Fair Labor Standards Act (“FLSA”).

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The PUMP Act amends FLSA and extends rights to all breastfeeding employees for the first year after the baby’s birth. This includes:

reasonable break time for an employee to express breast milk for the employee’s nursing child, a place, other than a bathroom, that is shielded from view and free from intrusion of coworkers and the public, which may be used by an employee to express breast milk. Employers are not required to compensate employees during this time unless otherwise required by federal, state, or local law, and unless the employee is completely relieved from duty during the entirety of the break. There are some limited industry exemptions.

There is also an exemption for small employers with fewer than 50 employees if compliance would impose an undue hardship by causing the employer significant difficulty or expense when considered in relation to the size, financial resources, nature, or structure of the business.

With some exceptions, the law requires an employee to provide notice to an employer and a ten-day opportunity to cure prior to commencement of an action. Employers that violate the law may be liable for reinstatement, promotion, or the payment of lost wages and liquidated damages. If you have questions about the application of these new laws, please email hr@jasonsdeli.com.

Employee Schedules Weekly schedules will be updated and posted each week. Any special requests for time off need to be submitted in writing to the Managing Partner at least one week prior to the posting of the next schedule. We will do our best to accommodate your needs; however we may not be able to meet all your scheduling requests. After the schedule is posted, it is the responsibility of any employee who cannot work their scheduled shift to find their own replacement. Your replacement must be approved by management.

Tip Reporting Agreement As a directly or indirectly tipped employee of Deli Management, Inc. (Jason’s Deli), the tip income you receive is taxable income. Tip income includes all cash and credit tips received. As income, these tips are subject to federal withholding, Social Security and Medicare taxes and may be subject to state income tax as well.

Employees are obligated to report 100% of tips to the employer by recording the total of all cash and all charge tips into the POS/Time Clock after each shift. Failure to follow this procedure is against Jason’s Deli’s policy and is subject to disciplinary action, up to and including a disciplinary action report (DAR) or termination.
In addition to reporting all tip income to the employer, employees must keep a personal running daily log of tip income. Publication 1244, Employee’s Daily Record of Tips and Report to Employer, has been made available to employees for the purpose of keeping the running daily log.
The daily log would be the only record acceptable to the IRS in the event of an IRS examination of your tax return.
It is the employee’s obligation to report to the employer all (100%) of cash and charge tips by methods described above. Also, it is the employee’s responsibility to keep a personal, accurate,

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daily record of tip income, and compare their records to the weekly statement of tip income they will receive on their paycheck stub. If there are any errors or discrepancies in the statement of tip income, employees should notify management as soon as possible. If you fail to keep an accurate, personal, daily record of my tip income, and it is determined in an examination that you under reported tip income, the IRS will assess the taxes owed based on the best available records of your employer. Underreporting could result in owing substantial taxes, penalties, and interest. All tips received are considered by the Federal government (and state government, if applicable) to be taxable, reportable income and it is the employee’s obligation to report all (100%) of this income on my annual tax return. Failure to abide by this agreement is contrary to Jason’s Deli policy and is subject to disciplinary action, up to and including a DAR or termination. Furthermore, failure to accurately report tip income to the Federal government (and state government, where applicable) is in violation of Federal (and state) law and is subject to sanctions by the government(s), including (but not limited to) substantial penalties and interest. Tip Pooling Tip Pooling is a practice unique to the hospitality industry where employees contribute the tips they receive into a pool, which is then shared among all eligible employees. Where allowed by law, all eligible employees will participate in their Deli’s tip pool Employees will receive information specific to the distribution of the tip pool during the onboarding process. All tips, including cash, are considered income and must be reported as such to the IRS. Employees that are eligible to participate in the Tip Pool must turn in all cash tips to a manager. All tips collected are accumulated on a shift-by-shift basis and will be distributed based on the number of hours worked by each employee during that shift. Pooled Tips will be paid out weekly and will be included on the employee’s paycheck. Eligible employees (where allowed by law) include: AM Set UP FOH Staff Dining Room Staff Line Production Employees during Orientation/Training The Company does not keep any portion of the pooled tips. The following employees are not allowed to participate in Tip Pooling: Delivery Drivers (Will keep their earned tips when they execute a delivery and are excluded from the Tip Pool while clocked in as a Delivery Driver). Please note that there is a maximum tip of $500 per delivery driver per delivery order. For any orders with a tip in excess of $500 per delivery driver per delivery order, the excess tip money will go into the tip pool and be distributed equally between shifts that participated in executing that order. Supervisors, including closing supervisors (Except when working a position from the eligible employee job code list and are clocked in under that code. Supervisors may keep tips earned when they execute a delivery.) Managers/MIT’s/MP’s/BC’s

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Failure to turn in tips as outlined in the policy may result in disciplinary action, up to and including termination. No exceptions may be made to the tip pooling policy; unless approved by the legal department.

Discipline The goal of every manager should be to try to improve the functioning of the workplace through coaching and communication whenever possible. Even so, there will be times when discipline is called for. It is not possible to list every occasion that may call for a manager to exercise disciplinary authority over an employee, even though many examples are given throughout this handbook. Management has the authority to discipline employees as needed to ensure the safe, productive, and efficient operation of the workplace, subject to all restrictions that are placed on that authority by applicable laws and regulations. Generally speaking, discipline should be used to correct performance-related issues when communication and coaching fails to result in the expected improvements in an employee’s performance. Discipline should also be used to correct and deter employee misconduct. We expect our management teams to engage in appropriate communication, coaching, and counseling to make sure that all employees know what their job duties and expectations are, and so that employees have the opportunity to succeed. When employees fail to meet performance expectations, management will decide whether additional coaching is necessary or whether discipline is appropriate instead. When employees engage in misconduct, management and/or Human Resources will determine what discipline is appropriate, up to and including termination.

Jason’s Deli Policies and Procedures

Every organization must have work rules, which ensure well-being and productivity. All Jason’s Deli employees are to abide by the Company rules. While not to be considered an exhaustive list, any of the following actions shall be considered grounds for employee discipline, which may include termination, depending upon the circumstances/severity:

Absenteeism and tardiness. One unexcused absence without notification will be considered voluntary termination/job
abandonment. Clocking in or out or another employee or having another employee clock in or out for you. Managers are strictly prohibited from making time adjustments to their own time keeping
records. Employees are not able to do ANY KIND of side work for the deli (ie: power washing, window
washing, etc.) unless they are on the clock or are set up as an approved vendor. Leaving Company premises without permission while on duty. Managers/Shift Supervisors leaving the premises without any member of management in charge
of the deli. Sleeping during work hours. Falling asleep while driving a company vehicle. Reporting to work while under the influence of alcohol or drugs.

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Use or possession of illegal drugs on Company property. Possession of firearms, weapons or explosives within a Deli or Corporate Office. Disregard of safety rules and common safety practices. Failure to comply with Company’s Scam Policy. Violation of any security procedure. At no time is anyone allowed to be in the deli alone. No exceptions. Violation of this policy will
result in termination. Insubordination and/or failure to follow instruction. Incompetence or failure to meet reasonable levels of efficiency, including neglect of duty or
responsibilities. Family members or friends are prohibited from being onsite while an employee is working; if it
causes neglect of duty or disruption in the workplace. Filing a false complaint against someone, not cooperating during an investigation, or lying during
the course of an investigation. Falsifying company documents. Inaccurately reporting sales. Manipulating Company data. Failure to comply with the Company’s register procedures. Cash mishandling. Giving your POS magnetic card to anyone. Forging or adding/altering a tip on a credit card slip or invoice. Solicitation of tips. Pressuring a customer to tip or criticizing the amount of a customer tip. Managers are strictly prohibited from accepting tips. Violation of wage and hour laws/policies (is grounds for termination). Working employees off the clock. Giving an employee managerial security access without the completion of a background check. Allowing an employee to work off the clock before they are entered by payroll into Menulink Adjusting employee’s time without their knowledge and/or without their signature. Failure to comply with the Company’s policy on harassment. Theft of private or Company property. Damage to or unauthorized possession of property belonging to the Company or another
employee. Delivery Drivers-failure to maintain a clean vehicle while out on deliveries. Bumper Stickers-inappropriate bumper stickers are not allowed to be on your vehicle if you are
driving with a company car topper. Failure to follow companies’ safety policies. Fraudulent use of Deli Dollars. Rudeness to a customer, manager, employee or co-worker. Acts of an immoral nature, whether during working hours or non-working hours. Lying. It is not recommended that managers provide personal loans to employees or gift employees with
their own personal money. Any type of manipulation of company surveys is strictly prohibited. Closing the deli early without permission from a Business Coach. Violation of any Core Value or Code of Conduct. Violation of any applicable law. Violation of any Company policy.

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No Profanity Policy

While we want to encourage A Great Place to Work and a fun environment, our behavior needs to be always professional. Using profanity, in any capacity, is strictly prohibited. This policy is applicable to everyone in the company and violation of the policy is grounds for disciplinary action, up to and including termination.

Call out Procedures Your supervisor will need to know at least two hours (8 hours for CDL drivers) before you are scheduled to work if you will not be in or will be late for work. Employees need to call and speak directly to a manager if you are going to be late or unable to work your shift. It is the responsibility of any employee who cannot work their scheduled shift to find their own replacement. Your replacement must be approved by management. If you miss more than one day of work (days must be consecutive) due to an accident or medical leave you may be required to provide a doctor’s release. Notify your manager on duty so they can make the necessary shift changes if you are vomiting or have diarrhea. If you have been diagnosed with a food borne illness caused by Salmonella Typhi, Shigella, Shiga toxin- producing Escherichia coli, Hepatitis A, or Norovirus you should not be in the deli, distribution center or office until you have presented a written release from a medical practitioner.

If a food handler has a sore throat with a fever, they must be restricted from working with or around food. The food handler can work with or around food when they have a written release from a medical practitioner. Food handlers who have had jaundice for less than seven days must be excluded from the operation. They must have a written release from a medical practitioner and approval from the regulatory authority before returning to work.

Non-Employees in the Workplace While we understand the need to have family/friends come to the workplace from time to time, we do not encourage this practice. If it does happen, they must be seated, not in the kitchen or warehouse, they may not be disruptive and they may not work under ANY circumstances.

Code of Conduct Jason’s Deli has adopted and endorsed a Code of Conduct which is based on the Mission, Purpose and Core Values of our organization. The continued success and growth of our company is dependent on each representative of Jason’s Deli doing what we know to be morally and ethically appropriate. It is encouraged that you carefully study this document and refer back to it as needed to guide you in your decisions and actions as you represent the Jason’s Deli family.

Anti-Bribery and Corruption Policy

It is expressly prohibited for DMI or its directors, officers or employees to directly or indirectly:

Make, promise, approve, authorize, or offer to give to anyone anything of value for the purpose of inducing the recipient to take (or to refrain from taking) action that would bestow a benefit on DMI or any other party;

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Accept anything of value if you know or suspect that it is offered or provided with the intention to reward improper performance of one’s responsibilities or duties or to gain an improper advantage;
Engage in any activity that might lead to a breach of this policy. Individuals found to be in violation of this policy may be subject to disciplinary action by DMI, up to and including termination, and may also be subject to civil and criminal penalties. Sanctions Policy DMI will comply with all economic sanctions laws, regulations, embargoes or restrictive measures (“Sanctions”) to which it is subject. DMI will maintain effective measures to ensure compliance with and awareness of its Sanctions-related obligations. DMI, as well as its directors, officers and employees, must comply with all Sanctions applicable to the relevant person and may not engage in any business that could violate applicable Sanctions. DMI will consider a violation of this policy as a serious matter warranting disciplinary action, up to and including termination. Violations of Sanctions may also have legal consequences for individuals involved, including civil and criminal penalties. Alcohol Awareness Policy The legal liabilities surrounding consumption of alcohol on premises are considerable and can affect you and the company. Please follow the below when dealing with alcohol;
No employees are permitted to bring alcohol in the workplace. No employees may consume alcohol while at work or on the premises before or after work. No alcohol may be served at any company function held at the workplace (i.e. Christmas party)
without prior approval by the Business Coach or Department Head. Jason’s Deli recognizes there may be occasions where alcohol is served at a company- sponsored event. A company-sponsored event is any social event that is communicated through verbal or written means, including e-mail or posted flyer (i.e.: Core Values Workshops). At these functions, Jason’s Deli is committed to serving alcoholic beverages responsibly. Managers and employers are expected to drink responsibly and in moderation. Managers should maintain professionalism on the job and at Company social events. The following policies should be enforced at all times:
Prevention of service of alcohol to anyone who is intoxicated. Prevention of anyone who is intoxicated to operate a moving vehicle. Prevention of anyone under the age of 21 drinking alcohol. Prevention of anyone under the age of 21 being served alcohol. It is the responsibility of the highest-ranking manager at the function to ensure this policy is followed. Violation of this policy may result in disciplinary action up to and including termination.

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Alcohol Service Policy It is Jason’s Deli’s policy that we will only serve customer adults 21 and over and who are not intoxicated. Those employees who do serve alcohol (ring up and serve) must be 21 years or older. There is a tremendous amount of liability for all parties involved; therefore, employees who willfully violate this policy will be terminated immediately. Any employee who negligently serves a minor or an intoxicated person will be subject to disciplinary action up to and including termination. Employees must check ID for anyone ordering an alcoholic beverage that does not appear to be over the age of 30. If at any time you have difficulty with a guest who seems to be intoxicated or a minor attempting to purchase alcohol, contact a manager. Drug-Free Workplace Policy Jason’s Deli is committed to maintaining a work environment that is free from the use, sale, possession or distribution of controlled substances or drugs, and free from the abusive use of legal drugs or alcohol. The illegal use, sale, possession of narcotics, drugs, or controlled substances while on the job, on Company property or at any Company sponsored event, is strictly prohibited. Violation of this policy subjects an employee to discipline up to and including termination. Any illegal substances may be turned over to the appropriate law enforcement agency and may result in criminal prosecution. Any employee who reports to work under the influence of alcohol, unlawful drugs, or controlled substances that are not validly prescribed, or who consumes alcohol, unlawful drugs or controlled substances that are not validly prescribed, on the job or during breaks is subject to discipline, up to and including termination. Jason’s Deli reserves the right to require that an employee submit to a test to determine the presence of alcohol, unlawful drugs, or controlled substances when Jason’s Deli has reasonable suspicion the employee is under the influence of drugs or alcohol at work. Among other things, reasonable suspicion may be based upon the employee causing, contributing to or being involved in an accident while on Company premises or a third party report. Refusal to submit to such a test, tampering or failing to follow the testing process, or a positive test result, will result in disciplinary action, up to and including termination. Prior to any testing, Managers must receive approval from Human Resources. The employee must then be driven to and from the clinic by a member of management. Prior to any testing, the employee shall be given the opportunity to list all prescription and nonprescription drugs and controlled substances he or she has used and explain the circumstances surrounding his or her use prior to testing. Jason’s Deli will take every precaution to ensure that the testing procedure is fair and accurate. It will preserve the employee’s privacy during testing and in the reporting of the results. An employee who tests positive will have the opportunity to explain, in writing, his or her test results. The failure to adequately establish a legal basis for his or her positive test results will constitute a violation of the policy and will result in the termination of employment.

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Jason’s Deli may take disciplinary action, up to and including termination, against any employee who is convicted of any criminal drug statute for a violation occurring in or outside the workplace. Any employee that is indicted or convicted under any criminal drug statute must notify the Company within five days of the indictment or conviction.

Right to Search The entry on to, or presence on, the Company’s premises (or property adjacent to the Company’s premises if such property is used during normal business hours) is expressly conditioned on the Company’s right to conduct testing and searches of each person, their personal effects, vehicles and lockers on the premises (regardless if they are locked, lockable or have a code), for any contraband including but not limited to: illegal drugs, controlled substances, alcoholic beverages, and drug related paraphernalia, illegal firearms or weapons at the sole discretion of management. By entering or remaining on the Company’s premises, any person is deemed to have consented to such testing and searches which may be randomly taken with or without notice. Human Resources must be consulted prior to conducting any searches. Jason’s Deli may take disciplinary action, up to and including termination, against any employee who fails to cooperate with or allow a search to be completed on the Company’s premises or property.

Tobacco Use Policy Tobacco use (smoking, dipping, and e-cigarettes) inside delis, regional offices and corporate offices is strictly prohibited for all Jason’s Deli employees and guests. Employees may use tobacco related products outside the building, warehouse, or facility during a scheduled rest period or meal period. Employees should make every attempt to stay out of guests’ view when using tobacco related products. Managers will enforce any state laws regarding the minimum age for tobacco use. Any employee who unlawfully uses any tobacco products at the workplace may be subject to disciplinary action, up to and including termination. Delivery Drivers may not smoke in their vehicles while on duty delivering food to guests. Truck drivers are permitted to smoke in company trucks. However, if a truck driver is riding with a non- smoking passenger, then the truck driver is required to respect the requests of the non-smoker and not smoke in the company truck.

Workplace Violence Policy

Nothing is more important to Jason’s Deli than the safety and security of its employees and guests. Threats, bullying, threatening behavior, or acts of violence against employees, visitors, guests or other individuals by anyone on Jason’s Deli property will not be tolerated.

Jason’s Deli specifically prohibits and does not tolerate in the workplace possession of firearms or any destructive device designed to inflict injury or cause physical or psychological harm; fighting on the job; aggressive physical acts; threatening, intimidating, coercive, abusive, or offensive language; violent verbal

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threats, written threats; discourteous conduct; malicious, false, or unfounded statements; intentional, reckless or grossly negligent behavior which results in destruction of property; violations of Company substance abuse policies; or violation of Company discrimination or harassment policies.

Situations that involve potential or actual acts of violence, such as the prohibited behaviors listed above, must be reported immediately to your manager or Human Resources. Employees who know information about a violent act, a threat, an intimidation, or harassment, but fail to report such behavior to their manager are subject to appropriate disciplinary action up to and including termination.

Conflict of Interest While Jason’s Deli respects the privacy of its employees in the conduct of their personal affairs, it insists that they fully discharge their employment obligations to the Company. Employees should avoid any activity in which their personal interests may come into conflict, or appear to come into conflict, with the interest of the Company in its relations with current or prospective suppliers, customers, or competitors. Employees must report actual or potential conflicts of interest to the Director of Internal Audit. Without limiting the general scope of this policy, the following relationships and course of conduct will be considered to involve a conflict of interest unless, in special circumstances, they are specifically approved and waived by the corporation:
Concurrent employment with Jason’s Deli and any other entity if the employment encroaches materially on time or attention that should be devoted to the Company’s affairs.
Concurrent employment of employees by the Company and by a current or potential competitor, supplier, or guest of the corporation.
Investing in or holding a financial interest (>1%) in any current or potential competitor, supplier, or guest of the Company.
Acceptance by an employee or immediate relative of an employee membership on the board of directors of a current or potential competitor, supplier, or guest for the corporation.
Acting as a consultant or advisor to a current or potential competitor of the Company.

Moonlighting The company does not want to get in the way of its employees making a living. However, if you have another job or business venture and it interferes with your job at Jason’s Deli, it may be treated as a performance issue (i.e., absence from a scheduled shift, tardiness, etc.). Generally, for managers and corporate employees, the other job should not be considered a conflict of interest. Managers and corporate employees must be above board and inform their supervisor. For more information or questions, please email hr@jasonsdeli.com.

Gift Reporting Policy

Employees may not receive business gifts of any value from supplier, guest or others without the knowledge and prior approval of their supervisor, Department Manager, or Department Head. A gift may include, but is not limited to, services, valuable privileges, gift cards, vacations or pleasure trips, loans and other forms of entertainment. Employees are also prohibited from bartering or trading food items for

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anything of value without the knowledge and prior approval of their supervisor, Department Manager, or Department Head. Receipt of such items could suggest dishonesty or unfair dealings. This rule applies whether the person receives the value directly or indirectly. Receiving value indirectly means receiving it through a family member, friend, or acquaintance. Jason’s Deli recognizes that establishing good business relationships, which may result from business related social activities, are in the best interest of the Company. Therefore, business related meals are appropriate to accept unless the value, cost and/or frequency of the meals are such that it could affect, or be perceived by others as affecting, your business decisions. An employee’s business decision could be interpreted as being affected if the employee was in, or could be in, a position to influence the corporation’s relationship with the competitor, supplier, or guest. An employee should make every effort to ensure that there is no reason for anyone to view these contacts as being improper. There may be occasions where Jason’s Deli solicits items from other persons or organizations in support of special company sponsored events. In these circumstances, solicitations may only be made for the benefit of the event and for no other reason. All solicitations must be coordinated with the person or persons designated by senior management to be responsible for coordinating or organizing the special event. There should be no other circumstances when it would be Fraternization Fr

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