FBC Lynchburg Employee Handbook (1)

EMPLOYEE HANDBOOK

Lynchburg Organic Baking Co. LLC 1904 Hollins Mill Road Lynchburg, VA 24503

2024 Employee Handbook – B. Turner

FACILITY WORK RULES

2024 Employee Handbook – B. Turner

Facility Work Rules In order to promote the orderly, efficient and safe operation of the facility and provide a pleasant and safe work place for all of us, the Company has adopted and will enforce these work rules. Please read these rules and corresponding disciplinary procedures thoroughly. If you have any questions, see your supervisor, department head or the HRBP. The Company may change or terminate any of the published or unpublished personnel policies, practices, or employee benefits, without advance notice. In addition, neither these work rules nor any other communication by any Company representative, written or oral, nor any other conduct of any kind between employees and any Company representative, is intended in any way to create an employment contract, or any other contractual undertaking, binding on either the Company or any employee. DISCIPLINARY PROCEDURES Work Rules are enforced with disciplinary action ranging from verbal warning to immediate discharge, according to the nature of the offense, overall frequency of the offense, and employee record. The listed offenses are not all-inclusive. Any conduct which could jeopardize health or safety, interfere with or damage the business or reputation of the Company, or otherwise violate accepted standards of behavior will result in appropriate discipline, up to and including immediate discharge. Nothing in these rules is intended to prevent communications concerning wages, hours, and working conditions or any other communication allowed by law. Nor is anything in these rules otherwise intended to prohibit legally protected activity. Should you have any questions concerning whether or not certain communications and/or conduct is legally protected activity, you may contact the HRBP. II. WORK RULES The work rules are divided into two sections: A – General Conduct B – Dress Code, Personal Hygiene and other Good Manufacturing Procedures, and Safety A. GENERAL CONDUCT RULES These are infractions of such a serious nature that they will normally result in immediate discharge without prior warning. 1. Knowingly falsifying or failing to disclose any employment-related information (oral or written) or any other type of dishonesty before or during employment with the Company. This includes dishonesty about COVID-19 vaccine status in order to avoid the company’s COVID-19 safety protocol (such as, but not limited to, wearing a facemask). I.

2024 Employee Handbook – B. Turner

2. Falsification of time keeping records. This includes improper recording of time on written time cards, clocking in or out for another employee or asking another employee to clock in or out for you. If a mistake is made on the time card/sheet, it must be initialed by both Company supervision and the employee involved. 3. Performing any work off the clock. The Company follows all applicable federal, state and local employment laws and has trained the Company’s management team in those laws. In the unlikely event that you are asked to work off the clock, please report this to a Human Resources representative immediately. 4. Theft. This includes taking Company property without authorization and also includes taking another employee’s property (i.e., lunch, personal belongings, etc.). 5. Violating the Company’s policy on drugs and alcohol. The Company policy on drugs and alcohol is separately posted on Company bulletin boards. 6. Revealing confidential, privileged or proprietary information without proper authorization. 7. Engaging in any immoral or indecent conduct. 8. Insubordination, which can include, but is not limited to, the following: • Disobeying or failing to carry out the instruction of a supervisor • Interfering with a supervisor in the performance of his/her duties • Profane, threatening or abusive language and/or behavior directed toward a supervisor 9. Fighting, provoking a fight, verbal abuse or other intentional conduct which might cause physical or mental harm to another employee, supervisor, customer or visitor. 10. Violation of the Company’s Policy Against Harassment. This policy is separately posted on Company bulletin boards. 11. Intentionally damaging or vandalizing Company property or the property of another employee, customer, or service contractor. 12. Using Company time or resources for personal gain unrelated to employment with the Company. 13. Engaging in a willful slowdown. 14. Failure to follow the proper Lockout/Tagout procedures before repairing, cleaning or maintaining machinery; including the improper removal, tampering with, or failure to use an approved lockout/tagout device. 15. Failure to strictly follow proper Confined Space procedures when entering a confined space.

2024 Employee Handbook – B. Turner

16. Removing a machine guard for any reason other than when absolutely necessary for maintenance purposes. Defeating safeguards or bypassing safeties. Failure to stop equipment before clearing a jam. 17. Bringing or possessing explosives or weapons on Company property, including but not limited to firearms or a switchblade knife. 18. Sleeping while on the job. 19. Leaving the facility without permission from your supervisor. It does not include any legally protected activity. 20. Permitting unauthorized riders in Company vehicles (if applicable). 21. Having two chargeable vehicle accidents within a 12-month period or two chargeable personal injury accidents within a 12-month period. A chargeable accident is an accident which results in damage to a vehicle, equipment or other property, an accident that causes personal injury , or an action that endangers self or others that could have been prevented if the employee had followed the Company's safety procedures or applicable laws or regulations (for example, striking a stationary object with a vehicle, driving faster than the speed limit or in violation of other traffic rules, lifting a heavy object without obtaining assistance, failure to wear protective gear, etc.). 22. Any off-duty conduct which could impact or call into question the employee’s ability to perform his or her job, or which could damage the Company’s reputation. 23. Unauthorized use in any working area or while on working time still or video cameras, tape recorders or any other audio or video recording devices such as digital cameras, camera cell phones, etc., whether said devices are the employee’s personal property or are issued by the Company. “Working time” is the time employees are expected to be working and does not include authorized meal time, breaks, or other authorized periods during the work day when the employee is officially relieved from performing work duties. Such use is prohibited to protect the intellectual property in the proprietary processes and equipment that are unique to our operation and a valuable component of our ability to remain competitive. 24. Violating the Company’s Policy on Social Media use.

2024 Employee Handbook – B. Turner

B. DRESS CODE, PERSONAL HYGIENE AND OTHER GOOD MANUFACTURING PRINCIPLES, AND SAFETY These are rules, which if broken, normally result in a documented verbal warning at the first offense and further progressive disciplinary action if the individual’s conduct does not improve. Employees should be aware, however, that any offense will be considered on its own facts, including the record of the employee, in determining appropriate disciplinary action which may include discharge. The listed offenses are not all-inclusive. Any conduct which could jeopardize health or safety, interfere with or damage the business or reputation of the Company, or otherwise violate accepted standards of behavior will result in appropriate discipline; up to and including immediate discharge, with or without progressive steps. These steps are as follows:

Offense

Disciplinary Action

First

Documented Verbal Warning

Second

Written Warning

Non-Exempt Employees Only – One Day Decision Making Leave Without Pay (This allows employees time to decide whether or not to continue to work for the company and abide by the appropriate work standards). Exempt Employees Only – Subject to a disciplinary probation period with pay.

Third

Fourth

Subject to Discharge

This disciplinary policy is based on rolling twelve (12) month period. For example, if you have a documented verbal warning and it becomes twelve (12) months old, then it drops from your record in considering the next disciplinary step. 1. Littering on company property. 2. Failure to following the company’s COVID-19 masking and social distancing policy until such policy is removed. 3. Failing to use designated employee entrances when reporting to or leaving work. This includes re-entering the facility at any time. This includes unauthorized use of Emergency Exits. 4. Failure to clock out after being relieved or completing work without authorization. For example, clocking out for the day after changing clothes (you may go to the locker-room after you clock out to take care of any personal business).

5.

Incompetent, unsatisfactory or careless performance of duties.

2024 Employee Handbook – B. Turner

6. Horseplay. This can include practical jokes, throwing product, wrestling, and/or using Company equipment for purposes other than those intended. 7. Failure to perform work in a timely, efficient, and/ or safe manner. 8. Disturbing other employees while they are working. 9. Soliciting for any purpose on Company property during the working time of either the employee soliciting, or the employee being solicited, or distributing any type of literature during working time or at any time in work areas. Working time is the time employees are expected to be working and does not include free time such as meal periods or other authorized breaks. Postings on Company bulletin boards must be approved by the HRBP. 10. Posting information on Company bulletin boards without prior approval of the director of human resources. 11. Being in the interior of the plant or in other working areas unless you are reporting to work, on duty, or leaving work. 12. Bringing or allowing any non-employee on Company property without prior permission from management and appropriate adherence to the Visitor Access Policy. 13. Engaging in any conduct on Company property that creates a health security, or safety risk, or otherwise violates acceptable standards of behavior. Rules 8 through 12 are designed to facilitate the safety and security of employees, visitors, and consumers while protecting the integrity of our products in accordance with the Company’s global food safety initiatives, our policy on Food Safety and Employee Health, and our policy on Physical Facility Security. 14. Receiving or making excessive personal calls during working hours unless it is a legitimate emergency. Emergency calls must be made and received through the employee’s supervisor. This work rule also applies to the use of cellular telephones or any other communication device. 15. Removing, damaging, defacing or covering any Company or Company-authorized postings. 16. Gambling. 17. Taking less than your assigned lunch break unless requested to do so by management. 18. Failure to properly and timely contact Reed Group to notify them of absences in violation of the company’s Absence Reporting Policy.

2024 Employee Handbook – B. Turner

19. Failure to observe Company grooming, dress code, personal hygiene rules, and GMPs. This list is not all inclusive. A more detailed list of GMPs is provided during training. a. Contributing to unsanitary conditions or poor housekeeping or violation of any rules to this effect. b. Employees may wear beards, any employee with facial hair of any sort must wear a beard snood or hairnet to cover all facial hair, this must be contained at all times in the cover inside the plant. c. Hair and clothing must be kept neat and clean. All employees and visitors must wear hair nets (employees must obtain a new hairnet daily) while in plant production areas. Bump caps, paper caps, baseball style caps, etc. are not permissible substitute hair coverings. Anyone wearing this type cap or hat for safety or other reasons, must still use a hair net while in the plant area. d. Employees working in the plant area or on and around machinery/equipment must not wear earrings, necklaces, pins, bracelets, watches, rings, or any other ornament while in the area. The only exception to this is a Company approved Medical Alert badge and wedding bands that contain no jewels. e. Hands must be washed before reporting to the work station. No fingernail polish may be worn if the employee works in production or near exposed food products. Any employee handling finished, unpackaged product will wear gloves that are intact, clean, and in sanitary condition. f. No person who has an infectious or communicable disease shall work in any capacity in which there is a direct threat that such infection or disease being transmitted to other individuals, unless that is a reasonable accommodation that will eliminate the risk of transmission. Employees must notify their supervisor or Human Resources when they have an infectious communicable disease that may have the potential to cause a direct threat of transmission or otherwise violate Food and Drug Administration guidelines or regulations. g. Only approved uniforms, bump caps, and PPE will be allowed for work attire. “Approved” uniforms are those with shirts that snap rather than button. Shirts and blouses must be properly tucked into pants. Belts must be worn with pants that have belt loops. Belts must be completely within the belt loops. Only company supplied gloves are allowed in production areas. h. Chewing gum, candy or using or carrying tobacco products (including electronic cigarettes) in unauthorized areas is not allowed. i. Eating or drinking outside of break areas or in any unauthorized area is not allowed. No food may be brought into storage, production or processing areas of the bakery. This includes items such as cough drops.

2024 Employee Handbook – B. Turner

j. Employees may store their lunch or daily snacks inside lockers provided the food is inside a lunchbox, thermos, or other closed container. Leftover food or drink must be disposed of/taken home on a daily basis. At no time will an employee be allowed to store open food or drinks inside lockers. k. Appropriate business attire is required of all office personnel. Tennis shoes sweat suits, blue jeans and other denim garments, shorts, tee-shirts, skorts, leggings worn without a skirt, etc. will not be allowed in the office, unless approved by management. l. Excessive perfume or aftershave shall not be worn. m. Employees who are medically required to have essential personal medicines (i.e., nitroglycerine, asthma inhalers, etc.) may place these items inside their pants pockets and carry them into production areas of the facility. However, unless a situation is life threatening, employees should vacate to a breakroom or restroom to administer personal medication. Any other medications (i.e., Tylenol, etc.) should be obtained from the First Aid supply room or the Company nurse and must be taken away from production areas. For safety and legal compliance reasons, employees who are medically required to have essential personal medicines available while working in the production area should report this to Human Resources. Sandals, cloth top, open toe, canvas, unlaced shoes or any type of shoe which leaves any part of the foot exposed are not acceptable for employees working in the plant area. b. Work areas must be kept in good order at all times. c. Never block aisles around fire extinguishers or exit routes. d. Running is not permitted on Company premises, including parking lots. e. Employees are to report immediately to their supervisor or designated member of management all injuries and safety related incident no matter how slight. This includes near misses. f. Failure to use the proper Personal Protective Equipment (PPE) for your job (e.g., respirators, goggles, bump caps, safety shoes, hearing protection, gloves, boots, etc.). Follow the proper Lockout/Tagout procedures before repairing, cleaning or maintaining machinery. Failure to observe safety rules. This list is not all inclusive: a. g.

20.

2024 Employee Handbook – B. Turner

h. Forklifts should only be operated by employees trained in Forklift Operation. All OHA-required rules must be followed at all times including but not limited to wearing seatbelts and not allowing riders at any time. i. Follow “Confined Space” procedures when entering a confined space. j. Company policy requires that all employees’ cuts and grazes on exposed skin be covered by a Company-issued detectable metal strip bandage outside of office areas. Employees should replace bandages worn from home with an approved bandage. k. Company policy requires that any chemicals used within the facility be used only in accordance with Safety Data Sheet prescribed safety measures and only by employees trained in the chemical’s use, hazards, and prescribed safety measures. l. Company policy prohibits the use of handheld personal communications devices to either read e-mail and/or text messages or to send e-mail and/or text messages while driving for work. This work rule applies to any employee who drives as a part of his or her job, whether in a personal vehicle or a Company vehicle. Any employee who, while performing any type of work for the Company, is involved in an accident – or receives a moving vehicle citation for reading or sending e-mail or text messages – in violation of this work rule will receive the applicable step in the disciplinary process. Additionally, any employee (as identified above) who is involved in a vehicle accident will receive documentation of a chargeable vehicle accident whether or not the violation of this work rule was the primary cause of the accident. The laws of any state in which you drive that are more restrictive than this requirement must be followed. m. Failure to use safe lifting techniques. If an object is too heavy for one person to lift, get help. n. Observe and follow all other safety rules, signs, practices and procedures. If you do not understand the rules, signs, practices or procedures, ask your supervisor to explain them.

2024 Employee Handbook – B. Turner

ATTENDANCE & PTO POLICY

2024 Employee Handbook – B. Turner

ATTENDANCE POLICY Absenteeism and tardiness cause hardship for fellow team members and the business. All of us must work together to keep absenteeism and tardiness to a minimum. Listed below are the policies we must follow. The following procedures are intended to correct problems, deter abuse and to prevent attendance and tardiness problems. Failure to follow the attendance and tardiness rules listed below can result in an absence or tardiness being unexcused with discipline resulting in accordance with the points schedule below. Excessive excused absence or tardiness can also result in disciplinary points being assigned if the absence/tardiness is not legally protected leave, and such excused absence or tardiness otherwise falls outside of the parameters established by the Company or causes a disruption to the workforce. Once an unexcused absence or tardy becomes one (1) year old, it drops from your record in considering the next disciplinary step. Disciplinary procedures concerning attendance/tardiness problems follow the progressive step process outlined below. However, the severity and frequency of the offense may warrant escalation of the disciplinary process, including immediate discharge where applicable. Absences covered by any legally protected leave, such as the Family and Medical Leave Act, are not counted or otherwise considered for disciplinary or any other adverse action. NUMBER OF POINTS IN ANY ONE-YEAR PERIOD DISCIPLINARY ACTION 1-2 Counsel 3-5 Documented Verbal Warning 6-7 Written Warning 8-9 Disciplinary Layoff 10 Termination Attendance/tardiness violations are not combined with any other Company disciplinary violations. This attendance policy is designed to correct problems, deter abuse and to prevent attendance and tardiness problems from developing. Each unexcused tardiness = 1 Point Each unexcused absence = 2 Points

1.

Unless prior approval has been given by the employee’s supervisor, any employee reporting for work (clocking in or signing in) after his or her scheduled starting time may be charged with an unexcused tardy. Simply calling in is not considered prior approval.

2024 Employee Handbook – B. Turner

2.

Any employee reporting for work (clocking in or signing in) more than one hour after his or her scheduled starting time, may at the option of the supervisor, be sent home for the day and charged with an unexcused absence. Generally, any absence without prior approval of management or a physician’s excuse will be treated as unexcused. A physician’s excuse must be submitted immediately upon return to work and cover the period of the absence. Any employee who will be tardy or absent from work due to circumstances beyond his or her control, such as personal illness or injury, should notify his or her supervisor (or other designated management official) as soon as possible at least two (2) hours notice prior to the employee’s scheduled reporting time. Failure to provide such notice may cause the absence or tardiness to be treated as unexcused, depending upon the circumstances of each case. In this circumstance, the employee would receive two (2) points for an unexcused absence and one (1) point for not calling in prior to their shift for a total of (3) points. Any employee reporting that he or she expects to be tardy must tell his or her supervisor (or other designated management official) the expected time of arrival. Similarly, when an employee reports that he or she will be absent, the employee must give an expected date of return. Daily notification is required except in the case of extended treatment for a severe illness beyond one (1) week, hospitalization or other approved leave of absence. In the event of an extended illness or injury, the employee must notify the Human Resources Department of his/her status at least once weekly, or as otherwise directed by management. Failure to take the preceding steps may result in appropriate disciplinary action. The Company has the right to require proof of any illness or injury, transportation problem or personal emergency resulting in an absence or tardy, including leaving early or leave of absence. Failure to provide such proof will result in the absence or tardiness being treated as unexcused. Management may also require an employee to provide medical evidence if there is a question concerning the employee’s ability to perform job duties safely and on a regular basis. Absence from work due to incarceration in jail or prison resulting from a conviction of any crime will be treated as an unexcused absence. Each day of absence due to any such conviction will be treated as a separate occurrence.

3.

4.

5.

6.

7.

8.

Excessive excused absence or tardiness may result in disciplinary action, depending upon the circumstances of each case. The Company

2024 Employee Handbook – B. Turner

defines excessive excused absences as 6 absences in a 12-month period or when these absences become a disruption to the workforce. The Company defines excessive excused tardiness as 3 tardies in a 12-month period or when they become a disruption to the workforce. Where appropriate, employees with an excessive number of excused absences may be required to take a leave of absence. This rule does not apply to any absences or tardies covered by any legally protected leave. 9. Any employee who fails to report or call in for two (2) consecutive scheduled working days will be deemed to have voluntarily quit. Any employee who fails to report or call out for their scheduled shift will receive five (5) points. Two (2) consecutive scheduled working days would result in ten (10) points. In terms of the progressive disciplinary steps of the attendance policy, a three-strike, patterned attendance procedure will be followed. During any two-year period, an employee who has two one-day disciplinary layoffs will be terminated for the third layoff offense. 11. When permitted by law, the Company may require written medical evidence from a medical doctor prior to an employee’s returning to work after being absent. 12. Any employee leaving work (clocking or signing out) leaving before the end of his or her scheduled ending time without supervisor approval would be deemed walking off the job, unless approved in advance or such absence is due to legally protected activity. 13. The company’s attendance policy is applicable to all scheduled training and informational meetings. Any employee who will be tardy or absent should give his/her supervisor at least two hours notice prior to the employee’s scheduled reporting time. Failure to provide such notice may cause the absence or tardiness to be treated as unexcused. ALL scheduled training and informational meetings are part of each employees “job duties” and attendance is mandatory. 14. Unless the employee’s supervisor has given prior approval, any employee reporting for work (clocking or signing in) after his or her scheduled starting time may be charged with an unexcused tardy. (NOTE: Five (5) minutes past one’s scheduled starting time will be considered tardy. Employees should not clock in more than (5) minutes prior to their scheduled shift unless authorized to do so by their supervisor. 10.

15. Failing to clock in when reporting to work will result in unexcused tardiness. It is the employee's responsibility to make sure he/she clocked in correctly. This includes clocking in and out from lunch .

2024 Employee Handbook – B. Turner

This applies if you forgot to clock in, lost your card, or if you left your card at home.

*If you indicate that the badge is not working, then HR will run the audit report to validate this. Further disciplinary action may be taken if it is determined that the employee did not attempt to clock in.

2024 Employee Handbook – B. Turner

DRUG & ALCOHAL POLICY

2024 Employee Handbook – B. Turner

DRUG AND ALCOHOL ABUSE POLICY

As all of you know, we are involved in the business of preparing and distributing food products to the public. A high standard of conduct and care is required from all of us. Our future success depends in large measure upon the responsible behavior and well-being of our people. We also use machinery, equipment, and tools that must be treated and operated very carefully and under complete control for the sake of safety. Furthermore, because we are in the business of producing food products for the public, we must take every step possible to ensure that top quality and safe products are produced. The illegal use of drugs 1 and misuse of alcohol are directly contrary to these responsibilities to the public, to your fellow employees and yourself, and cannot be tolerated. The illegal use of drugs also is inconsistent with law abiding behavior, which is expected of everyone. In this regard, the Company fully complies with the Drug Free Workplace Act of 1988. It is an absolute violation of Company policy for any employee: ● to be involved in the illegal use, possession, manufacture, distribution, dispensation or sale of drugs or drug paraphernalia on Company property or while on Company business, in a Company-supplied vehicle, or during working hours (working hours include breaks and meal periods). ● to be involved in the illegal use, possession, manufacture, distribution, dispensation or sale of drugs or drug paraphernalia off Company premises that the Company determines may affect the employee's work performance, his/her own or others' workplace safety while working, or otherwise adversely affect the business. ● to be involved in the use or possession of alcohol on Company property. ● to be involved in the use of alcohol off Company premises in a manner that the Company determines may affect the employee's work performance, his/her own or others' workplace safety, or otherwise adversely affect the business. ● to be "under the influence" due to the use of illegal drugs or alcohol on Company property, in Company-supplied vehicles, or during working hours. 2 We hope everyone realizes that if something like this is going on, to any extent, by anyone, it must be stopped immediately! It poses a danger to everyone, including our customers. If anyone has information that this policy is being violated, please let management know. Any such reports will be kept confidential to the extent practical. To protect our customers and our employee's safety and health, we will take a number of steps to ensure that our policy is followed. These steps may include searches, at Company discretion, of lockers, lunch boxes, tool boxes, vehicles, desks, clothing, and work areas. It may also include drug and/or alcohol testing whenever the Company suspects that an employee's work performance or on the-job behavior may be affected in any way by illegal use of drugs or use of alcohol, or that an employee has otherwise violated the policy. Employees will also be tested after involvement in a work related "recordable" accident, a vehicle accident, whenever Company policy requires an employee to undergo a physical examination, and whenever required by law. From time to time, periodic and random drug testing will also be conducted. An employee who tests positive for illegal used drugs and/or found to be under the influence of alcohol as a result of any test will be in violation of our policy. Employees who work in the bakery, around heavy machinery, or who operate heavy equipment or machinery in the course of their duties, including but not limited to the operation of motor vehicles, who are taking prescriptions medications that could impact their ability to safely perform their duties should report their use of these medications to human resources. This could include, for example, if the prescription medication causes drowsiness, dizziness, vomiting, problems concentrating or blurred vision,

2024 Employee Handbook – B. Turner

and the like. Human Resources will then conduct an individualized assessment to determine whether any reasonable accommodations may exist that would allow the employee to safety perform his/her job. Consistent with the law-abiding behavior we expect of everyone, employees must notify management within five (5) days of any arrest for, or conviction of, a criminal drug offense required by the Drug Free Workplace Act of 1988. Compliance with our Drug and Alcohol Abuse Policy is a condition of employment. Violation of this policy will subject the employee to discipline, up to and including immediate termination. Noncompliance includes the refusal to cooperate with any or all procedures encompassed by this policy, including submitting to a test or search, and all requirements incident to a test or search and the policy generally. In order to inform and educate all of us on the dangers of drugs and alcohol abuse, we have established an "awareness program." This program will reemphasize our policy of maintaining a drug and alcohol-free workplace, advise you of available counseling rehabilitation, and employee assistance programs, and will include features in our newsletter and other employee communications. The Company strongly encourages employees who develop a drug and/or alcohol problem to seek help from public health agencies in our community. It is the employee's responsibility to seek assistance before he or she is discovered in violation of the policy and disciplinary action is taken by the Company. The Company cannot, and does not, assume any responsibility for diagnosing employee problems or referring employees to assistance programs. Contract and/or leased employees are also prohibited from using or possessing alcohol or illegal drugs while on Company property. Whenever the Company reasonably suspects a contract and/or leased employee is violating this policy, he or she will be escorted immediately from the facility and denied further access to Company property and equipment. We are firmly committed to a drug and alcohol free workplace and earnestly request your understanding and cooperation to ensure that drug and alcohol problems do not occur here. They are a threat to the public, our employees, our Company's reputation and the job security of us all. Please join me in this commitment. ________________________________________________________________ 1 "Illegal use of drugs" for purposes of our policy includes the use of all drugs or other like substances whose possession, sale or misuse violate state or federal law, or where use affects the ability to perform essential functions of the job, including the safe performance of the job (except for such medication-- prescribed or "over -the- counter" --that the employee has previously reported to Management where required by this policy.) 2 Being "under the influence" of illegal drugs is defined as testing positive; being "under the influence" of alcohol is defined as an alcohol concentration of .04 or greater as determined through use of a blood test or evidential breath test (EBT) but may be less than .04 if the employee is otherwise impaired and said impairment is evident and documented by management. Employees subject to DOT jurisdiction shall be tested and handled consistent with applicable DOT rules.

2024 Employee Handbook – B. Turner

HARASSMENT POLICY

2024 Employee Handbook – B. Turner

POLICY AGAINST HARASSMENT It has always been the Company’s policy to maintain the best possible employment atmosphere for all employees. This policy includes the right of employees to be free from all forms of harassment of any kind by anyone in connection with their employment, including harassment because of a person’s race, religious creed, color, national origin, ancestry, physical or mental disability, medical condition, genetic information, marital status, sex, gender, age (40 and older), or sexual orientation. This policy specifically prohibits sexual harassment of any kind by anyone connected with your employment, whether at work or elsewhere, such as at Company functions. For purposes of this policy, “sexual harassment” means sexual advances, requests for sexual favors, and verbal or physical conduct of a sexual nature when: (a) Submission to or rejection of such advances, requests or conduct is made either explicitly or implicitly a term or condition of employment or used as a basis for an employment decision; or, (b) Such advances, requests or conduct have the purpose or effect of unreasonably interfering with an individual’s work performance by creating an intimidating, hostile, humiliating or sexually offensive work environment. This definition of sexual harassment is broad. Direct or implied requests by a supervisor for sexual favors in exchange for actual or promised job benefits such as favorable reviews, salary increases, promotions, increased benefits, or continued employment are sexual harassment. In addition to the above examples, other sexually oriented conduct, whether it is intended or not, that is unwelcome and has the effect of creating a work place environment that is hostile, offensive, intimidating, or humiliating to male or female workers may also be sexual harassment. While it is not the purpose of this policy to intrude upon the personal lives of our employees, sexual and other harassment connected with the workplace will not be tolerated. Any employee who believes this policy is being violated should report the matter immediately to management. If, for any reason, an employee does not wish to report a suspected policy violation to his or her supervisor, that employee should feel free to report the matter directly to any other member of management, including the Director of Human Resources. Alternatively, employees may prefer to report violations of this policy anonymously through the company’s ethics management system, The Network, at 1-888-337-7524. It is the intent of the Company, to the extent possible, to protect the confidentiality of the person making a complaint and the person accused, and to encourage the reporting of anything considered harassment. No employee will be subject to any form of retaliation or discipline for making or supporting a good faith complaint or cooperating with an investigation of such a complaint. All complaints will be promptly and thoroughly investigated, including a private interview with the person filing the complaint and the person alleged to have committed the harassment or other policy violation. If it is determined that inappropriate conduct has occurred, the Company will act promptly to eliminate the offending conduct, and where it is appropriate the Company will also impose disciplinary action. All employees, including supervisors and managers, are subject to discipline, up to and including discharge, for violation of this policy. No supervisor or other member of management has the authority, express or implied, to engage in sexual or other harassment, or in any other way violate this or any other Company policy. Any supervisor or other manager who receives a complaint or otherwise becomes aware of questionable conduct under this policy must promptly report the matter to the Director of Human Resources or a senior member of management who, in turn, will promptly direct an investigation and assure that corrective action is taken where appropriate. Failure by a supervisor or another manager to report a complaint or questionable conduct under this policy shall be a violation of this policy. If, for any reason, an employee has reported a suspected policy violation to his or her supervisor or another manager, and

2024 Employee Handbook – B. Turner

feels that the complaint has not been properly handled, the employee should report the incident immediately to a senior member of management or to the Director of Human Resources.

2024 Employee Handbook – B. Turner

ADDITIONAL POLICIES MOONLIGHTING, NEPOTISM, SOCIAL MEDIA, OPEN DOOR

2024 Employee Handbook – B. Turner

Moonlighting Policy Employees are permitted to engage in outside work or hold other jobs, subject to certain restrictions as outlined below. (1) Activities and conduct away from the job must not compete, conflict with or compromise the company interests or adversely affect job performance and the ability to fulfill all responsibilities to Lynchburg Organic Bakery, LLC. Employees are prohibited from performing any services for customers on nonworking time that are normally performed by Lynchburg Organic Bakery, LLC. This prohibition also extends to the unauthorized use of any company tools or equipment and the unauthorized use or application of any confidential information. In addition, employees are not to solicit or conduct any outside business during paid working time. (2) Employees are cautioned to consider carefully the demands that additional work activity will create before accepting outside employment. Outside employment will not be considered an excuse for poor job performance, absenteeism, tardiness, leaving early, refusal to travel or refusal to work overtime or different hours. If outside work activity causes or contributes to job-related problems, it must be discontinued, and, if necessary, normal disciplinary procedures will be followed to deal with the specific problem. (3) It shall be a violation of this policy, punishable by disciplinary action up to and including termination, for an employee while on paid or unpaid leave of absence, other than vacation or military leave, to engage in employment for another employer, or to engage in activities on behalf of a business owned or partly owned by the employee, unless prior approval is granted by the plant president.

2024 Employee Handbook – B. Turner

NEPOTISM & EMPLOYEE DATING

The company may hire close 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. This policy applies equally with regard to hiring, transfers, and promotions. This policy also applies equally whether individuals within the Company are regular full time employees of the company or are individuals who may be working in Company facilities but are, in fact, leased, temporary, or contract labor (co- employee). For purposes of applying this policy, "immediate family" includes, par ents, brothers, sisters, husbands, wives, children, grandparents, grandchildren, and in-laws. If an employee marries or develops a close personal relationship with another employee or co-employee in violation of this policy, management will investigate the feasibility of transferring one or both of the individuals to other suitable positions. If no transfer is available, or if either of the individuals objects to a transfer, the employees involved will be permitted to determine among themselves which of them will resign. If the individuals refuse to make that decision, the employee with the least Company seniority will be terminated.

2024 Employee Handbook – B. Turner

Flowers Foods, Inc. and its subsidiaries and affiliated companies 1 Social Media & Electronic Communication Policy

At Flowers, we understand that electronic communication, including the use of social media can be a fun and rewarding way to share your life and opinions with family, friends, and co-workers. Whether you use Flowers’ systems and devices or your own personal devices to communicate internally or externally, electronic communication presents certain risks and carries with it certain responsibilities. To assist you in making responsible decisions about electronic communications, we have established these guidelines for appropriate use. This policy applies to all employees who work for Flowers or one of its subsidiary companies. Guidelines Electronic communication means any form of communication by electronic means including emailing, instant messaging, texting, posting or sharing through external social networking platforms such as Facebook ® , Twitter ® , Linked in ® , Instagram ® , YouTube ® , TikTok ® , blogs, wikis, chat rooms, bulletin boards and similar platforms, and internal Flowers’ branded communication platforms, including Flowers’ hosted email, the intranet (FLOconnect), Microsoft Teams, and Sharepoint. Electronic communications can include written, photographic, emoticon, audio, and video content. As an overarching principle, please remember that you are solely responsible for your electronic communications. Before creating, posting, sharing, or sending electronic messages and content, consider the risks and rewards involved. Keep in mind that any of your conduct that adversely affects your job performance or the job performance of fellow associates or adversely affects members, customers, suppliers people who work on behalf of Flowers, or Flowers’ legitimate business interests, may result in disciplinary action up to and including termination Use Good Judgment and Comply with Applicable Company Policy and Law Always use good judgment when communicating electronically, including to fellow employees, customers, members, suppliers, or people who work on behalf of Flowers. 1 Be aware of the rules, too, by carefully reading and following these guidelines, Flowers’ Code of Conduct and equal employment opportunity and harassment policies, and workplace violence policy. Ensure your postings are consistent with these policies. Electronic communication that could reasonably be viewed as malicious, obscene, abusive, discriminatory, harassing, threatening, or disparaging to customers, members, employees or suppliers, or otherwise similarly inappropriate or unlawful, will not be tolerated and may subject you to disciplinary action up to and including termination. Examples of such conduct would include offensive or discriminatory posts meant to intentionally harm someone’s reputation or posts that could contribute to a hostile work environment on the basis of race sex, disability, religion or any other status protected by law or company policy. Avoid sending, sharing, or posting any information or rumors that you know to be false about Flowers, fellow employees, members customers, suppliers, people working on behalf of Flowers, or competitors.

1 While Flowers’ subsidiaries operate as separate and distinct legal entities, for legal compliance purposes all entities must be covered by this Social Media and Electronic Communication Policy

2024 Employee Handbook – B. Turner

Employees cannot ask as a spokesperson for Flowers, including on social media, without prior authorization. In any post that relates to Flowers, you must be transparent about the fact that you are an employee and that your views do not necessarily represent those of Flowers, fellow employees, members, customers, suppliers, or people working on behalf of Flowers. See Federal Trade Commission (FTC) Guidelines below. Along these same lines, do not create a link from your blog, website or other social networking site to a Flowers’ website without identifying yourself as a Flowers employee, and use your personal email address when you create a personal site or post content to an external site that is not hosted by Flowers. Protect Certain Information • Maintain the confidentiality of Flowers’ Trade Secrets and confidential information including information regarding the development of systems, processes, products, financials, know-how, and technology. Do not send, share, or post internal reports, policies, procedures, or other internal business-related confidential communications or content containing such information. • Respect financial disclosure laws such as those relating to insider training. It is illegal to communicate or give a “tip” on inside information to others so they may buy or sell stock or securities. Federal Trade Commission (FTC) Guidelines Pursuant to FTC guidelines, when Flowers’ employees offer testimonials or endorsements about Flowers’ products via social media, employees must clearly disclose that they are a Flowers employee and are speaking on their own behalf. Failure to disclose your status as a Flowers employee may result in civil or criminal penalties and/or disciplinary action up to and including the termination of employment. No employee shall make any testimonials or endorsements about Flowers’ products in the name of, or as a spokesperson for, Flowers without express authorization. Using Social Media at Work Refrain from using social media while on work time or on equipment we provide, unless it is work related as authorized by your manager or consistent with company policy regarding equipment usage. Do not use Flowers’ email address to register for personal use on social networks, blogs, or other online forums. Supervisors and Managers To avoid actual or potential conflict of interest or the appearance of impropriety, management and supervisors should avoid social media relationships with non-managerial employees, except in cases where the relationship is limited to business-related networking or there is otherwise a legitimate business purpose. No Expectation of Privacy 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, and therefore, employees should have no expectation of privacy whatsoever with regard to electronic communication in connection with your use of any company resources, equipment or property, including but no limited to Flowers’ hosted email, the intranet (FLOConnect), Microsoft Teams, and SharePoint. Further, Flowers also monitors external public communication platforms (including social media) for information pertaining to Flowers’ business. Flowers may review electronic communication, without notice to the employee unless otherwise required under applicable law, including with regard to investigating any case of misconduct or misuse of information that may have a direct impact on Flowers’ reputation, brands, values, and business ethics.

2024 Employee Handbook – B. Turner

Reporting Concerns: Retaliation is Prohibited 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 this policy or any other Flowers’ policy, or for cooperating in an investigation. Any employee who engages in retaliation or discrimination will be subject to disciplinary action, up to and including termination. If you need to make an anonymous report, contact the Ethics & Compliance Hotline at: 1-888-337 7524 or at speakup.flowersfoods.com. Non-Interference with Applicable Laws; Protected Activity The purpose of this Policy is to protect Flowers’ trade secrets, confidential and proprietary information, and brands, while concurrently promoting compliance with all applicable laws. In no way is this Policy intended to restrict or interfere with any legally protected activity, including protected activity under the National Labor Relations Act such as employees’ rights to discuss their wages, benefits, hours of work, work schedules, performance metrics, discipline, work policies, or other terms and conditions of employment. For More Information If you have questions or need further guidance, please contact your Human Resources representative.

2024 Employee Handbook – B. Turner