DKB part 1


Dave’s Killer Bread

5209 SE International Way

Milwaukie, OR 97222

2024 Employee Handbook – B. Turner


ABOUT THIS HANDBOOK ........................... 3 About Flowers Foods and the Company………………………………….…… 4 Statement about the Company’s Personnel Policies………………………………………… .5 You and Your Supervisor ............................... 5 Equal Opportunity & Diversity......................... 6 Your Priorities ………………………………… . 7 Flowers’ Employment Principles .................... 7 GENERAL POLICIES & PROCEDURES ...... 8 Pay Transparency and Non- Discrimination…. 9 Employment .................................................... 9 Policy on Reduced Work Schedules.. .......... 10 Hours of Work………………………… .. ……... 11 Timecards/Time Sheets……………………….1 1 Employee Complaint Procedure…… . ……….1 3 Suggestions from Employees ……… . ……….1 3 Open Door Policy.......................................... 13 Peer Review Program .................................. 14 Performance Reviews .................................. 15 Human Resources Support .......................... 15 Nepotism and Employee Dating ................... 16 Sharing Information about the Company...... 16 Confidentiality ............................................... 16 Use of Communication Systems .................. 17 Visitors and Plant Access…………………….1 9 Hygiene, Grooming, and Uniforms… . ………. 20 Dress Code ................................................... 20 Drug and Alcohol Abuse Policy .................... 21 Tobacco-Free Workplace Policy .................. 22 Moonlighting Policy…………………………… 22 Parking.......................................................... 22 Break Room .................................................. 22 Lockers…………………………………………. 23 Training ......................................................... 23 Disciplinary Rules & Procedures .................. 23 Resignation Policy ........................................ 24 Code of Conduct........................................... 24 Ethics Management System………………….2 4 Environmental………………………………….2 4 Sustainability................................................. 24

Other Leaves of Absence..............................33 Personal Leave .......................................33 Military Leave .......................................... 33 Bereavement Leave ................................ 34 Parental Leave…………………………… 35 Oregon Bereavement leave…………………. 36 Oregon Victim’s Crime leave………………… 36 Veteran’s Day Leave………………………….3 7 Vacation and Paid Time Off (PTO) ...............37 Paid Holidays ................................................38 Workers’ Compensation ................................ 38 Jury Duty .......................................................38 SAFETY ........................................................39 Your Safety .................................................... 39 Emergency Procedures ................................. 40 Workplace Violence ....................................... 40

RECEIPT OF HANDBOOK ..........................41

TOTAL REWARDS ...................................... 26 Our Pay and Benefits Philosophy................. 26

Pay Periods .................................................. 26 Fam ily and Medical Leave Act (FMLA)……...2 6 Reasonable Accommodation Medical Oregon Family Medical Leave Act (OFLA Oregon Sick Leave…………………………… 32 Reasonable Accommodations Medical Leave.33



Thank you for taking the time to review this handbook. We are very pleased to have you on the Personnel Outsource Solutions team.

If you are new to our company, Personnel Outsource Solutions and Flowers Foods welcomes you to our team. Flowers Foods, is proud to be a leader in the packaged baked foods industry. We have achieved this position with hard work, strategic planning, and, most importantly, through the talent and dedication of our employees. The future growth and success of our company depends upon each of us focusing every day on producing high-quality products that meet the needs of both our customers and consumers. As a company, we strive to provide the best opportunities and incentives so individually — and as a company — we can grow and prosper. We consider our employees to be one of our greatest assets. We strive to foster an environment in which everyone is included and in which good performance is rewarded. Our five guiding principles are integrity, quality, service, commitment, and innovation.

Whether you are a company veteran or a new employee, please know that you and your job are important to us. We appreciate the contribution that you make to our continued growth and success.

When you have a question, concern, or problem, you are encouraged to talk to your supervisor, human resources business partner, or to any member of senior management. Our doors are always open to you.

Again, thank you for what you do on behalf of our company every day. With our combined talents, abilities, and hard work, we can accomplish much together.

ABOUT THIS HANDBOOK This is the January 2024 edition of the handbook for employees of Personnel Outsource Solutions /Dave’s Killer Bread it replaces all previous handbooks. This handbook will introduce you to the Company and answer most questions about our operations and policies. This handbook is important for you to review whether you are a new employee or have been working with the Company for many years. It covers most of the things you need to know about the Company --how we work, what we expect of you, and what you can expect from us — our policies, benefits, and procedures. The guidelines in this handbook will help you perform to the best of your abilities and develop your potential as one of our valued employees. Please read and become familiar with the contents of this handbook. All employees of the Company must observe these guidelines. However, this handbook does not represent an ironclad statement of policy. Policies are subject to change as our jobs, our company, and the business environment changes. Flexibility is key to survival in the business world. The Company will adopt new methods and procedures that enable us to serve our customers better, enhance our performance, and improve job security. Therefore, the Company may change or terminate any of the published or unpublished personnel policies, practices, or employee benefits without advance notice. In addition, neither this handbook, nor any other written or oral communication by any representative of the Company, nor any other form of communication between employees and the Company’s representatives is intended in any way to create an employment contract, or any other contractual


undertaking or obligation, binding on either the Company or any employee. This handbook supersedes all prior editions, all of which are null and void.

If you have any questions after reading this handbook, please talk to your supervisor or another member of the Company’s management team. We expect you to take the time to carefully study this handbook, refer to it often, and keep it in a convenient place for future reference. After all, it's your company and your future. If you are a new employee, you also will have received a special fact sheet that offers a snapshot of Flowers Foods as a whole and highlights special team member programs. Please be sure to review this sheet.


Headquartered in Thomasville, GA., Flowers Foods is one of the nation’s leading producers and marketers of packaged bakery foods for retail and foodservice customers. Among the Company’s top brands are Nature’s Own, Dave’s Killer Bread, Canyon Bakehouse, Wonder Bread, Mrs. Freshley’s and Tastykake. Each bakery operates as a separate subsidiary of Flowers Foods and has its own leadership, including, but not limited to, General Manager, Human Resources Business Partner, and Controller. These bakeries produce, market, and/or distribute fresh bakery products through a direct-store-delivery system that serves 85^ of the U.S. population. Flowers Foods’ bakeries also produce and distribute fresh snack cakes and frozen breads and rolls nationally through warehouse distribution. For more information, visit The history of Dave’s Killer Bread began in 2005, when co -founder Dave Dahl was welcomed back to the family bakery by his older brother Glenn after serving 15 years in prison. Dave seized the opportunity and worked tirelessly to develop a killer new recipe for organic and Non-GMO bread, which debuted at the Portland Farmers Market in 2005. A.T. Staffing/Dave’s Killer Bread was an instant hit. What began as one man’s journey has turned into so much more. Today, A.T. Staffing/Dave’s Killer Bread is the #1 org anic bread in America, with distribution in all 50 states as well as Canada. In 2015, DKB was acquired by Flowers Foods (NYSE: FLO), headquartered in Thomasville, Ga. Flowers Foods is one of the largest producers of packaged bakery foods in the United States. The company operates more than 45 highly efficient bakeries that produce a wide range of bakery food for retail and food service customers in the U.S. The first Flowers bakery began baking bread in Thomasville, Georgia on November 4, 1919. That bakery has been modernized and expanded over the years and is still in operation today. While the products we bake have changed over the years, one constant has been the hard work of many outstanding teams, working together to bake and market products of the highest quality. That will never change.




The information contained in this Handbook is designed as an advisory guide to assist the Company and our managers and supervisors with the effective management of personnel and is not meant to address every conceivable situation or issue that arises in the workplace. The provisions and guidelines contained in this Handbook and other policies are not binding on the Company and may be changed, interpreted, modified, revoked, suspended, terminated, or added to by the Company, in whole or in part, at any time, at the Company’s sole option, and without prior notice to employees. Please understand that the Company cannot anticipate every type of circumstance and, thus, these polices are not intended to cover every situation which may arise or to create specific policy to be applied in every instance. Instead, these policies are intended only to give management general advice concerning personnel decisions. Of course, if any employee is subject to a collective bargaining agreement, that agreement supersedes any provisions of this Handbook that are in conflict. Also, as a basic premise, the Company will comply with all applicable local, state, and federal laws. Since we operate in multiple states, we cannot list every situation where state and local laws and regulations may differ from those listed in these policies , but please understand that any practice or policy of the Company will be applied consistent with all applicable laws and regulations. In addition, nothing in this Handbook should be interpreted in a manner that unlawfully prohibits the right of employees to discuss the terms and conditions of employment with other employees or otherwise to engage in protected concerted activity under the National Labor Relations Act (“NLRA”). The Company respects the Section 7 rights of employees and has and always will comply fully with its obligations under the NLRA, and the Company emphasizes that the policies in this Handbook and any other Company policy do not intend to cover conduct engaged in by employees that is protected by the NLRA. Nothing contained in this Handbook is intended to create, comprise, or define, nor should it be construed to constitute, any type of oral or written employment contract, promise, or guarantee, express or implied, between the Company and any one or all of its employees. Nothing in this Handbook is intended to provide any assurance of continued employment or any guaranty of continuity of benefits or rights. You understand that you are an at-will employee and nothing in this Handbook or other documents shall be construed to change your at-will status or otherwise create any type of contractual right. In the absence of a specific agreement to the contrary, which must be authorized in writing by a representative of the Company that has actual authority to enter into the written contract, employment with and compensation from the Company are for no definite period of time and may be terminated by the Company or the employee at any time, for any reason, with or without cause, and with or without notice. Any written or oral statements or promises to the contrary are hereby expressly disavowed and should not be relied upon by prospective or existing employees. Employment-At-Will



No one wants you to succeed in your job more than your immediate supervisor. In the first few weeks or months you are on the job, your immediate supervisor and others at the Company will give to you one of their most valuable assets — time. Supervisors have demonstrated the ability to work with others, to help those for whom they have responsibility, and to approach job issues objectively with a determination to act in the best interest of all concerned. Because your performance directly affects your supervisor's performance, your supervisor will do everything in his or her power to help you succeed in your job. Keep your supervisor informed about the work you are doing. If there is anything adversely affecting your work, let your supervisor know about it, and he or she will work with you to deal with it promptly. Your supervisor is your best source of information about your job and the Company. When you have a question about any job duty or about a company policy or procedure, do not hesitate to ask your supervisor. The Company is committed to a policy of equal employment opportunity. We believe that this is not just a legal obligation but a moral commitment based on simple fairness. In all of our employment practices, we are firmly committed to equal opportunity without regard to race, religion, color, sex, sexual orientation, gender identity, age, national origin, citizenship, disability, veteran status or any other basis of discrimination prohibited by applicable state or federal law. Any employee who takes any action in violation of our equal employment opportunity policy is subject to appropriate disciplinary action, and we urge any employee who believes our policy is being violated to report the matter pursuant to the Employee Complaint Procedure. This commitment to equal employment opportunity also includes our continuing commitment to create a working environment free from all forms of harassment including sexual harassment. Any harassment, including sexual harassment, whether committed by management, non-management personnel, or visitors is strictly prohibited. An individual who feels that he or she has been a victim of any form of harassment, including sexual harassment, should immediately notify his or her supervisor or any other member of management. The Company will promptly investigate the claim and take appropriate corrective action, which may include discipline up to, and including, discharge of the offending party. Every employee is expected to respect the rights of others and to conform to this policy. We have an excellent work environment and we intend to keep it that way. The Company ’s Policy Against Harassment is posted on bulletin boards in all locations. Any employee who believes this policy is being violated should report the matter immediately pursuant to the Company’s Employee Complaint Procedure. The Company fosters an environment of diversity that is inclusive, respectful, and fair. This environment is a vital part of our business processes and allows people of different backgrounds, experiences, and perspectives to come together to reach common business and professional goals. Diversity broadens our perspective as a company and enriches our employees and partners as well as the communities in which we live. THE COMPANY SUPPORTS EQUAL OPPORTUNITY & DIVERSITY


In keeping with the Company’s support of equal opportunity and diversity, Flowers Foods has made it a corporate initiative to recruit veterans of the U.S. Armed Forces for employment opportunities.


Our company must operate as a team to be profitable for our shareholders. As a member of the Flowers’ team, you should:

1. Perform work of the highest possible quality.

2. Work the required hours.

3. Practice safety and help maintain a safe working environment.

4. Contribute to the Company’s strength to help ensure job security.

5. Take pride in your work and strive to improve all aspects of your performance.

6. Express any dissatisfaction in a proper manner to the appropriate member of management if a problem arises and provide that manager with a reasonable opportunity to solve your problem or address your concerns.

7. Cooperate with fellow employees, supervisors and management in a friendly, professional manner.

8. Abide by the rules and regulations of the Company, knowing that these rules benefit everyone.

FLOWERS’ EMPLOYMENT PRINCIPLES As a Flowers’ team member, you can expect the Company to:

1. Respect the individual dignity of each and every employee.

2. Provide fair and equitable compensation to all employees.

3. Provide for the financial protection and economic security of employees through a balanced program of benefits.

4. Provide working conditions that promote employees’ health and safety .

5. Provide job security consistent with the general economic, business trends.

6. Provide training opportunities to all employees and encourage them to develop their abilities to the maximum. 7. Provide employees with a means of discussing freely any problems or concerns with management and strive to maintain the highest morale.

8. Reward and recognize seniority.


General Policies & Procedures


The Company will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.

If you believe that you have experienced discrimination contact OFCCP

1.800.397.6251 | TTY 1.877.889.5627 |


tel: 1-800-397-6251 TTY: 1-877-889-5627



Initial Employment Period

New employees go through an adjustment period as they learn their new job. During this 90-day introductory period, you and the Company will have the opportunity to evaluate whether you and the job are a suitable match. Employees who complete this introductory period are not guaranteed employment for any specific period. We hope that you will make the most of this period by learning your new job and demonstrating your ability and interest. During this first 90 days, your job performance, attendance, professionalism and overall interest in your job will be observed by your supervisor. Throughout the introductory period, the Company will be assessing your selection as a partner. While all partners work at-will, partners who fail to demonstrate the commitment, performance, attendance and professionalism expected by the Company may be terminated at any time during the introductory period or any time thereafter. Completion of the introductory period does not change or alter the at-will employment relationship. You continue to have the right to terminate your employment at any time, with or without cause or notice, and the Company has a similar right.

DKB may choose to extend your introductory period as necessary to give you a further opportunity to demonstrate your ability to do the job. If your introductory period is extended, you will be notified.

Minimum Age

The employment of minors is heavily regulated, both under Oregon and federal laws. There are strict limitations on the number of hours a minor may work and on the types of work permissible. In addition, Oregon employers who hire minors must apply for and obtain an annual employment certificate from the Child Labor Unit of the Bureau of Labor and Industries (BOLI).

The Company’s (DKB) current policy is to not employ minors (anyone under the age of 18) in any position within the Company.

Employment Classifications

Your job is classified as either hourly, non-exempt, or exempt.

Hourly and Non-exempt employees are paid overtime at the rate of time and one-half their regular rate of pay for all hours worked beyond 40 hours per week, in accordance with applicable wage and hour laws. You must maintain a record (through the Company’s time -keeping system) of the total hours you work each day.

These hours must be accurately recorded and must reflect all regular and overtime hours worked, any absences, early or late arrivals, early or late departures, and – if you are required to clock out – meal breaks. You must be paid for all hours that you w ork; therefore, it is a violation of the Company’s policies for you to perform any work off the clock. In the unlikely event that your manager or supervisor asks you to work “off the clock,” report that immediately to the Human Resources Department.


It is also a violation of our work rules for any employee to “punch in” or to record time for another employee. Employees caught doing this will be subject to discipline up to and including termination.

Exempt employees include salaried employees whose duties are executive, professional, sales, or other specific job categories. Exempt employees are not paid overtime for work performed beyond 40 hours in a regular week. This is in accordance with applicable wage and hour laws.


From time to time and under very limited circumstances, certain positions within the Company may lend themselves to restructuring for a reduced work schedule provided the restructuring does not cause an undue hardship on the Company, the department, or other employees of the Company. Any employee interested in working a reduced work schedule should make the request in writing to his or her department head, copying his or her immediate supervisor. The request must provide the reasons for needing a reduced work schedule and outline the e mployee’s vision for continued job performance that will meet the needs of the Company, the department, the employee, and all internal and external customers. Management will review all factors that have an influence on the reduced work schedule--business requirements, customer needs, employee work performance, future developments and trends, as well as the department’s strategic plan. The department head and th e human resources business partner will ensure that approval of the reduced schedule is granted in an equitable and consistent manner that promotes the best interests of the Company, the department, other affected departments, and employees while supporting company policy and any applicable federal and state laws. Once a reduced work schedule is granted, an employee wishing to make changes to the new schedule must follow the written procedures noted above. Any employee who requests to work a reduced schedule must currently be performing his or her job in a satisfactory manner, must have the ability to perform the job within the established time parameters, and must work with his or her supervisor and/or department head to establish a plan to ensure continued successful performance of the job. Performance appraisal will continue in accordance with company policy. Failure of a worker on a reduced schedule to meet performance guidelines may result in a return to a full time work schedule and/or disciplinary action, up to and including termination, depending on the extent of poor work performance.

Once approved for a reduced work schedule an employee’s salary will be prorated to reflect the reduced work schedule. Pay adjustments will be made in accordance with all applicable federal and state laws.

Working a reduced work schedule may affect your vacation or PTO accruals, eligibility for benefits, and 401(k) vesting credit. Please see your Human Resources representative for additional information.

This policy is not to be construed as the Company’s intent to establish a job sharing policy, a work -from home policy, or a flex-time policy. However, the Company does understand that to successfully manage work-life issues, some employees may wish to work a reduced schedule. Because of the nature of our


business, a reduced work schedule will not be allowed in some departments because business necessity will preclude the success of a reduced schedule.

The continuation of the Policy on Reduced Work Schedules is at the Company’s sole discretion and the program can be terminated at any time with two weeks’ notice.


Our customers demand fresh bakery products as do the consumers that purchase our products in grocery stores or through foodservice channels. Think about it… would you buy a stale bakery product? Companies that sell stale, low-quality bakery products never stay in business long and can’t provide their employees with job security. For that reason, the Company is forced to operate our business outside the normal 8 a.m. to 5 p.m., Monday through Friday work schedule. We also work on holidays. Again, the reason we must do this is simple: Our jobs depend upon the freshness and availability of our products! Your specific working hours will depend upon the work schedules of your department. The department supervisor creates & communicates the work schedule to all employees. Your supervisor will explain how breaks, including lunch, are provided. Breaks are scheduled according to the number of hours worked and are not deducted from time worked. Seasonal or market fluctuations may cause variations in employees’ workloads. We offer overtime to individuals voluntarily on an as-needed basis. In rare circumstances, if no one voluntarily chooses to work overtime, it will be necessary to assign overtime to employees to get the job done. Whenever overtime is anticipated, every effort is made to provide advanced notice. For Mandatory overtime shifts per Oregon law, DKB will provide at least five days’ advance notice (including the date and time of the over time shift). Every reasonable effort will be made to distribute overtime as equitably as possible among all employees.

All hours worked over 10 in a day or 40 in a workweek by employees of manufacturing establishments are overtime hours. Employees will be paid the greater of the two.


The federal wage and hour laws require accurate record keeping of work time and pay. Your ID badge or timecard records your work time, assuring you of proper payment for the correct amount of time worked. Since this is your only proof, you must record your time accurately. Your supervisor will explain how to record your time properly. Time clock and timesheet data are legal records of hours worked, and your paycheck is based on those records. All non-exempt partners (hourly and salaried/non-exempt) are required to accurately report their work time by clocking in and out on the time clock on a daily basis. Work time should be reported from the start of your workday, in and out for meal periods, and out at the end of the workday. We do not allow hourly or non- exempt partners to work “off the clock” for any reason. Once a partner clocks in at the beginning of their shift or after lunch, work is to commence immediately. For partners who are required to wear uniforms, a maximum of 10 minutes of paid time is provided to change into uniforms, and a maximum of 5 minutes of paid time is provided to change out of uniforms during each shift. You are expected to be in your work area at your scheduled start time.

All changes and corrections must be made on the Change Form and approved by your supervisor with his/her signature. You are responsible for clocking in and out for yourself. Clocking in or out for another


partner or falsifying a time record in any way is grounds for disciplinary action, up to and including immediate termination. Report any lost or damaged badge to your supervisor and Human Resources immediately. You are able to use the time clock to clock in/out using 1000 and your employee number or fill out a change form until you are issued a new ID Badge. Travel Time Except when applicable law differs, hourly or non-exempt partners should consider the time spent traveling between their regular worksite (bakery or depot) and any other meeting site as hours worked. It is expected that you and your manager will schedule travel time to occur during your regularly scheduled work time whenever possible, to minimize overtime costs.


Meal Periods All non-exempt and hourly partners who work a shift of six (6) hours or more are required to take an unpaid thirty (30) minute meal period. Partners should be completely relieved of their job responsibilities during their meal periods. Partners must clock in and out for their meal periods.

No Company manager or supervisor is authorized to instruct or approve a partner’s wish to forego a meal or rest period. Any such action should be reported to Human Resources immediately.

Rest Periods The Company provides all partners with ten (10) minute rest period(s) based on Oregon labor law – see chart below. Rest and meal periods should generally be taken in the middle of each work period. Rest periods may not be combined with meal periods.

Numbers of Meal and Rest Periods Required Based on Length of Work Period

Number of

Number of

Length of work period

rest breaks

meal periods



2 hrs. or less



2 hrs. 1 min - 5 hrs. 59 min



6 hrs.



6 hrs. 1 min - 10 hrs.



10 hrs. 1 min - 13 hrs.



*Note: In Oregon, manufacturing partners may not work more than 13 hours in any given day (12:01 am to midnight); must be scheduled to provide 10 hours of rest between the end and start of shifts; and limit the number of weekly hours employees may work to a maximum of 55 per workweek unless the employee requests or consents in writing to work up to 60 hours in one workweek.



The Company values its employees and wants to ensure that employee concerns are timely reviewed and addressed.

If you feel or perceive that you have experienced or witnessed 1) harassment, 2) discrimination, 3) the improper denial of a request for accommodation, 4) the improper denial of requested leave under the Family Medical Leave Act (FMLA), the Americans with Disabilities Act (ADA), or otherwise, 5) retaliation, 6) failure to pay overtime or other violations of the Fair Labor Standards Act (FLSA) or other federal, state or local wage payment laws, or 7) any other unlawful or inappropriate conduct by anyone, including an employee, supervisor, manager, coworker, contractor, subcontractor, vendor, client, visitor, customer, agent, or other third party, you are to notify immediately (preferably in writing within 24 hours) your Human Resources Business Partner. If you are not contacted promptly about your complaint or are not satisfied with the response, you should report your complaint to your General Manager or to the Flowers Ethics & Compliance Hotline at 1-888 337-7524,, or


New ideas are important in any growing organization. In your everyday work, you are the expert. You may think of changes that will improve quality, safety, and productivity or will otherwise benefit both you and the Company. We welcome and appreciate any suggestions that you have that will improve the way in which we operate. Please feel free to discuss your ideas or suggestions with your supervisor or submit them in writing directly to your human resources business partner or HR Department.


We strive for close cooperation among all employees, including supervisors and management. We believe this close working relationship is the best way to achieve success.

Your management team is interested in you as a person. It is always our policy to listen to you whenever you have a question about your job, a policy, or a decision that affects you. We are firmly committed to fairness and consistency in all issues affecting you. We all must realize that the Company’s strength and growth depends directly upon the contribution made by each of us. We also know that productivity and efficiency are affected by your job satisfaction and happiness. Experience has shown that most questions and concerns can be quickly resolved by discussion and mutual understanding. Simply stated, we hope you have no cause for concern, but if you feel you do, management is committed to answering your questions and attending to any complaints. While we encourage you to develop a good relationship with your supervisor, your concerns will be heard from your supervisor on up to the most senior management level. We encourage you to approach us whenever you have such concerns. NOTE: Employee complaints regarding employee workplace conduct, such as harassment, discrimination, improper denial of or a request for accommodation/requested leave under the Family and Medical Leave Act (FMLA), the Americans with Disabilities Act (ADA) or otherwise, wage and hour violations, and


retaliation, are not to be reported by using the procedure in this Open Door policy and, instead, must be reported in accordance with the protocol identified in the Employee Complaint Procedure.

If you do not feel comfortable discussing the problems within normal channels or you have utilized the Employee Complaint Procedure and do not feel your problem has been resolved effectively, you may speak with your General Manager or you may call the Flowers Foods Ethics & Compliance Hotline. The Flowers Foods Ethics & Compliance Hotline is not intended as a substitute for speaking directly with management; however, it is an option that is always available even if you prefer not to give your name. The Hotline is available 7 days a week 24 hours a day and can be contacted via any of the following:

Internet : Telephone : (888) 337-7524 Email : Mailing Address : PO Box 6201, Thomasville, Georgia 31758


Although most questions or concerns can be resolved through the informal open door process, we have established a more formal Peer Review Program (PRP) whereby an hourly or non-exempt employee may appeal to an internal review panel for settlement of any complaint or perceived hardship situation related to the following personnel actions or lack of action:

1. A disciplinary act, including termination

2. Pay or benefits dispute (non ERISA plans)

3. Promotion / demotion / reassignment / layoff dispute

4. Working conditions, including but not limited to the following:

• Equal opportunity, discrimination or harassment concerns

Safety or security concerns

• Any other concern that ends in a dispute whereby affected individuals feel they have been wronged or the Company was unfair

There are three steps involved in the Peer Review Process.

STEP ONE An individual with a complaint or problem must first attempt to settle the matter using the Open Door Policy. If the individual fails to receive satisfaction from this effort, he or she may then request a review of the complaint or problem using the Peer Review Policy process. He or she can initiate the process by completing an Employee Request for PRP Panel Review form. This must be done within 10 days of the event or action that caused the concern. Request forms are available from the Human Resources Department. STEP TWO 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.


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’s 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.


The Human Resources Department is available to answer questions you may have and to provide assistance in many ways. Keeping you informed about the details of personnel policies and the various employee benefit programs is one of its most important responsibilities. For various reasons, the Human Resources Department must maintain up-to-date personnel records for all employees. Your marital status, a new home or mailing address, a different telephone number, new dependents, change in insurance beneficiaries, additional education, whom to notify in case of emergency, etc. are all changes that you can make privately in Career Connect. Career connect is also the way you access your pay statements and PTO accrual balance and update your personal information. Your Human Resources representative can show you how to navigate around OKTA and Career Connect and use the services it offers.

The Human Resources Department maintains a complete, confidential personnel file covering your status and progress while employed.

As required by law, employees have the right to examine and copy any medical records pertaining to them that are on file in the Human Resources Department. However, these medical records, (referred to as “Protected Health Information”) may not be used for any reason other than health plan administration or except as required by law. All other personnel file documentation is the proprietary property of the Company and may not be copied or distributed, except where legally required.



The Company may hire relatives of current employees; however, members of immediate family may not be employed in the following situations:

• If one employee would have supervisory authority over another

• If one employee would be responsible for auditing or evaluating the other

• In any other situation that would create an actual conflict of interest, reasonably foreseeable charges of favoritism, or possible disruption to the workplace

This policy applies equally with regard to hiring, transfers , and promotions. “Immediate family” includes parents, brothers, sisters, husbands, wives, children, grandparents, grandchildren, and in-laws. This policy also applies to those employees who are determined to have a close personal relationship. If an employee marries or develops a close personal relationship with another employee in violation of this policy, management will investigate the possibility of transferring one or both people to other suitable positions. If no transfer is available, or if either employee objects to a transfer, the employees involved will be permitted to determine which of them will resign. If the employees refuse to make that decision, the employee with the least seniority will be terminated.


Employees are not authorized to speak on behalf of the Company or share any information about the Company with the public without prior approval of the senior vice president of communications. Interviews with newspapers, magazines, radio, or television or speeches to groups or organizations can be interpreted as representing the Company or reflecting its position on any matter. For that reason, employees are required to seek prior approval before accepting any invitation to speak on behalf of the Company. If you are contacted by a reporter at any time, immediately direct them to the general manager or your human resources business partner.


All records and information relating to the Company’s customers and business are confidential. Employees may not remove or transfer any company information, documents, records, files, or computer files from the work site without authorization. Employees are not to disclose any confidential information, purposefully or inadvertently (through casual conversation) to any unauthorized person inside or outside the Company.



The Company provides numerous types of communications systems, such as fax machines, on-line and Internet services, voice mail, electronic mail, cellular phones, priority mail, and delivery services. All such communication systems are the sole property of the Company and are provided for business purposes. The Company reserves the right to inspect and monitor any incoming and outgoing correspondence received or sent by an employee to or from the Company’s premises or received or sent using company equipment, with or without notice from the Company. No employee has any personal privacy rights to any such communication.

All existing company policies regarding employee conduct apply to use of the Company communication systems, including the policy against harassment.


The Company provides Internet and e-mail access for business use only. Every employee is responsible for maintaining the Company ’s public image and must use company e-mail and Internet access in a manner that reflects well on the Company. The Company recognizes there will be occasional personal use on lunch breaks and during non-working hours, but this use must not be excessive or unreasonable, and the employee acknowledges that their personal use of company Internet and e-mail is not private and subject to monitoring by the Company. Most communication services and equipment have toll charges or other usage-related expenses. Employees should be aware of these charges and expenses and should consider cost and efficiency needs when choosing the proper way for each business communication. Employees should consult their supervisor if there is a question about the proper mode of communication. • All messages composed, sent, or received on the Flowers’ e-mail system are the property of the Company. Personal employee communications are not the private property of any employee and no employee has any personal privacy rights to any such communications. • The e-mail system may not be used for outside commercial ventures, religious or political causes, or other non-job-related solicitations. • Employees are not to use the Internet or Flowers’ e -mail system to create messages containing sexual implications, racial slurs, or crude content. These types of messages will be considered offensive and are subject to the Company ’s Harassment Policy. In today’s connected world, social media and other electronic communication play an important role in how we communicate. Electronic communication means any form of communication by electronic means including emailing, instant messaging, testing posting or sharing through external social networking platforms such as Facebook®, Twitter®, Linked in®, Instagram®, YouTube®, TikTok®, blogs, wikis, etc. Electronic communication covered under the Company’s Social media & Electronic Communications policy also incl udes internal Flowers’ branded communications platforms such as Flowers’ hosted email, the intranet (FLOConnect), Microsoft Teams, and Sharepoint. The Company’s policies and the law require that we be thoughtful users of electronic communication and social media and to carefully consider what we choose to communicate. Employee misuse of these platforms can pose risks to the Company’s confidential cor porate information, its reputation and brands, and can run the Company afoul of business laws and regulations. While the Company blocks access to most social media outlets on its computer system, the Company also requires employees to uphold certain standards of responsible social media during non-working hours, as well. At no time should electronic communication vehicles- including social media platforms - be RESPONSIBLE ELECTRONIC COMMUNICATION AND SOCIAL MEDIA USE


used to: harass employees on the basis of any legally protected class such as race, religion, color, sex, sexual orientation, sexual identity, gender identity, gender expression, age, national origin, citizenship, disability, veteran status or any other basis of discrimination prohibited by applicable state or federal law; circumvent Flowers’ policies prohibiting unlawful discrimination against current employees or applicants; or disclose Flowers’ confidential or proprietary information. This policy is not intended to interfere with employees’ rights to discuss work related issues with one another, or with any federal, state, or local law. Federal Trade Commission guidelines regulate electronic communication pertaining to product endorsements or testimonials. Individuals may be held liable if they offer false or unsubstantiated product endorsements or testimonials or if they fail to disclose any connection between themselves and the product they endorse. If you plan to use social media, adhere to the following principle: Whenever you offer a testimonial or endorse any Flowers product, you must clearly disclose that you are a Flowers employee. Failure to do so may expose the Company to legal and other substantial risks. All contents of Flowers’ computer and communication systems and platforms are the property of the Company. Flowers monitors and controls access to such systems and platforms. Therefore, employees should have no expectation of privacy with regard to electronic communication in connection with your use of any company resources, equipment or property. Additional information regarding Flowers’ monitoring and control of its systems and platforms can be found in the Electronic Communication and Social Media Po licy which is provided to all employees and is posted on your company’s FLOConnect page. Federal Trade Commission (FTC) Guidelines No Expectation of Privacy Flowers has zero tolerance for retaliation or discrimination of any kind. Workplace complaints, including those relating to discrimination or harassment, should be submitted through appropriate channels such as through the Employee Complaint Procedure or Flowers’ Ethics * Compliance Hotline. Flowers has zero tolerance for retaliation or discrimination of any kind. Flowers prohibits taking adverse action against any employee for reporting a possible deviation from the Electronic Communication and Social Media Policy, or for cooperating in any investigation. Any employee who engages in retaliation or discrimination will be subject to disciplinary action, up to and including termination. Reporting Concerns: Retaliation is Prohibited

If you need to make an anonymous report, contact the Ethics & Compliance Hotline at: 1-888-337-7524 or at


Professional Email Signatures

As an employee, you serve as a representative of the Company and of its brands. Employees who have a company email account must use a business signature with their emails, which presents a consistent and professional image to our customers, vendors, and outside business partners. Therefore, all employees with a Flowers-issued email address are required to use the following email signature template:

SAMPLE EMPLOYEE Title Name of bakery 229.123.4567

If you are unsure how to change your email signature, please see the attached document for complete instructions. If you are familiar with how to create a new signature in Outlook, simply copy and paste the sample email signature above as a new signature, changing the template to your name, title, and phone number. You will also need to ensure that your signature displays your correct bakery name. Some of you may require slight modifications to the above ( e.g., where an employee supports multiple plants, requires a phonetic spelling of a name, has professional designations, or needs to display multiple phone/fax numbers). Approved modifications to the above email signature template can be found in the linked Email Signature Guide.


Because of security, safety, and compliance with food industry regulations, personal visitors are not permitted on company property except on official company business or when prior management approval has been obtained. Employees who are off-duty are not permitted to be in the interior of the facility or other working areas for any reason without prior supervisor approval, unless they are reporting to work, leaving work or handling company-related business.

Employees on-duty must secure permission from their supervisor before leaving the facility during working hours and must report to their supervisor upon returning.


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