Baked Products Foods Group

The Peer Review Policy process continues when the Human Resources Department receives a completed Employee Request for PRP Panel Review form from an individual. Then the PRP panel, consisting of three hourly or non exempt employees and two exempt employees, is selected by the following method. • Selection of Hourly or Non-exempt Employees Panel Members: The individual with a complaint or problem draws five 5 names from the hourly or non-exempt employee PRP pool and chooses 3 from the 5 to serve on the panel. • Selection of Exempt Employee Panel Members – The individual draws 4 names from the exempt employee PRP pool and chooses 2 from the 4 to serve on the panel. STEP THREE The five-member panel meets to consider and discuss the case. The peer review process ends when a decision by the panel is rendered (based on a majority vote by secret ballot), normally within 10 days. The decision is then communicated to all parties and the department head, who will review the decision. A rejection of the panel decision by the PRP Appeals Committee can only occur when the decision is unlawful, is contrary to published company policies and procedures, or would compromise or otherwise be detrimental to the Company’s trademark or proprietary information and therefore adverse to the best interest of employees. It is our intent, to the extent possible, to keep matters brought and addressed under the Peer Review Program confidential. Furthermore, no employee will be subject to any form of retaliation or discipline for processing a complaint or problem under this procedure. PERFORMANCE REVIEWS To assist you in performing your job to the best of your abilities, it is important that the Company recognize good performance and provide appropriate suggestions for improvement when needed. For that reason, your supervisor will evaluate your work performance on an ongoing basis. Good performance reviews are not a guarantee of salary increases, career advancement, or continued employment. All formal performance reviews will be based upon Flowers organizational competencies and how your performance supports company and department goals. If you need to discuss your work with your supervisor, you may request an informal review at any time. INTERNAL PLACEMENT POLICY An integral part of the Flowers philosophy is our commitment to promote proven performers from within our company. The purpose of the Internal Placement Policy is to establish guidelines and provide a formal vehicle for individuals to indicate their interest in advancement opportunities with the Company, and to assist management when making promotion decisions. An individual may successfully move into a new position only once every 12 months. If an individual is unable to perform the new job successfully during the trial period, the individual will be reassigned to such work as may be available. The opening will then be filled by selecting from the individuals who also requested to be considered for the opening. The job/position of the second individual who moves will be posted to be filled by the Internal Placement Policy. The job/position of the third individual who moves will be filled by the Company. An exception to this Internal Placement Policy may occur when it is necessary to fill several jobs/positions at one time or the open position is one of a high level. In such cases, new employees may be used to fill additional openings. A more restrictive policy could cause delays that may harm the quality or quantity of our work and, consequently, everyone's job security.