FBC Jacksonville Employee Handbook 2025

REAFFIRMATION OF EQUAL EMPLOYMENT OPPORTUNITY AND AFFIRMATIVE ACTION POLICY

Flowers Baking Co. of Jacksonville, LLC (the Company) will consistently operate with a policy of equal treatment for all persons without regard to age, race, color, sex, religion, national origin, sexual orientation, sexual identity and gender identity, gender expression, disability status, or veteran status, as well as any other category protected by applicable law. We base decisions on employment so as to further the principle of equal employment opportunity. All aspects of employment, including advertising, recruiting, interviewing, testing, employment, training, transfer, compensation, promotion, termination, layoff and recall, employee benefits and social and recreational programs shall be administered without regard to age, race, color, sex, religion, national origin, sexual orientation, gender identity, gender expression, disability status, or veteran status, as well as any other category protected by applicable law. Affirmative action is undertaken to ensure that this commitment is observed. As part of our Equal Employment Opportunity Policy, the Company will maintain a working environment free of all forms of harassment, including sexual harassment, and will fully comply with the spirit and intent of all related laws and regulations. Any incidents of harassment, including sexual harassment, will be promptly and thoroughly investigated and appropriate corrective action will be taken. It is the responsibility of each member of management, from the CEO downward to support the policy of nondiscrimination and affirmative action through inspirational leadership and personal example. An integral part of our commitment is the inclusion of affirmative action as a part of our appraisal process for managers and supervisors. In addition, it is the duty of every employee of this Company to create a job environment which is conducive to our nondiscrimination and affirmative action policies. 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 It is our policy to provide equal opportunity to individuals with disabilities in all phases of the employment process and in compliance with applicable federal, state, and local laws and regulations. In keeping with this policy, we will provide reasonable accommodations to qualified individuals with a disability in the workplace unless such accommodations present an undue hardship or if the individual is a direct threat to the health or safety of the individual or others. An employee who believes that he or she requires a reasonable accommodation because of a disability must notify his or her Human Resources Business Partner or the Company’s EEO Coordinator of the issue so that an interactive dialogue can begin about a proposed accommodation. Any employee can report a change in his or her status as an individual with a disability at any time by informing Human Resources. Employees or applicants for employment will not be subjected to discrimination, unlawful retaliation or harassment because they have requested accommodation due to a disability. Upon receiving a request for accommodation, we will seek an interactive process with the individual to clarify his or her needs and identify the appropriate reasonable accommodation. During this process, we may request reasonable documentation, including medical documentation, of the individual’s disability and the need for reasonable accommodation. Failure to provide required medical information or to otherwise participate in a meaningful way in the interactive dialogue process regarding an accommodation request may result in denial of an accommodation. Because of the personal nature of some disability issues, we will take every reasonable effort to ensure confidentiality during the review process. Employee Complaint Procedure. Americans with Disabilities Act