FBC Newton Employee Handbook (2)

EMPLOYEE HANDBOOK

Flowers Baking Company of Newton 1633 Fisher Court Newton, NC 28658

2024 Employee Handbook – B. Turner

Important Names & Numbers

Main Number with Directory @ Bakery: (828) 695-6000

Site Manager Name: Ronda Sigmon Direct Office Line: (828) 695-6056 Email: rbrown@personneloutsource.com Administration Name: Amy Lovelace Direct Office Line: (828) 695-6039 Email: alovelace@personneloutsource.com President of Personnel Outsource Leasing Name: Steve Breasure Corporate Office Number: (252) 527-8367

To Report Absence or Tardiness Call:

Production: (828) 695-6050 and (828) 695-6000 Shipping: (828) 800-8057 and (828) 695-6000

2024 Employee Handbook – B. Turner

Paystubs Now Available on your Mobile Phone! • Scan the QR Code above or go directly to the website @ www.mypay.personneloutsource.com • You will need the cell phone number that you have on file to access your paystubs. • You will receive a confirmation code each time you access the portal to view your paystubs. (This is a built-in security feature)

2024 Employee Handbook – B. Turner

2024 Employee Handbook – B. Turner

This Code of Conduct emphasizes the importance of honesty and integrity in all aspects of our company’s affairs. It affirms the acceptable and expected standards of behavior for all officers, directors, and employees of Flowers Foods and its subsidiaries (“Flowers” or “company”). We must demonstrate behavior that upholds the highest standards of legal and ethical conduct. Our company’s reputation and success depend on it. This code provides more details on areas to which employees should pay particular attention .

Statement of Policy………………….…………………………………………………………………….……….………………………….……….….3

The FLOWERS Code of Conduct & Our Shareholders

Securities Law & Insider Trading……………………………………………………………………………………………………………………4 Accurate Books & Records……………………………………………………………………………………………………….….…….….………4 Conflicts of Interest…………………………………………………………………….……………………………….……………………….……….5 Gifts & Gratuities…………………………………………………………………………………………………….………...............................5

The FLOWERS Code of Conduct & Our Customers

Antitrust & Fair Business Practices……………………………………………………………………………………..............................6

The FLOWERS Code of Conduct & Our Community

Food & Drug Administration/Environmental Protection Agency……………………………………………………………………6 Environmental Laws & Regulations………………………………………………………………….………….……………………….……….6 Political Contributions & Activities…………………………………………………………………….………………………………….…………7 The FLOWERS Code of Conduct & Our Fellow Employees Equal Opportunity Employment…………………………………………………………………………….……………………………….……….7 Privacy……………………………………………………………………………………………………………………….…… ………………….………….8 Health & Safety…………………………………………………………………………………………………….………….…………………….……….8 Harassment……………………………………………………………………………………………………………….…….………………….………….9 Elevated Expectations for Supervisors & Managers…………………………………………….……….……...............................9 The FLOWERS Code of Conduct & Doing What’s Right Software Use………………………………….………………………………………………………………………………………….……….….…….10 Confidential Information………………………………………….………………….………………………………………….……….…...………10 Contacts with News Media…………………………………………………………………………………………………………………………...11 Endorsement Policy/Use of Company Name and Brands…………………………………….…………………………………………11 Responsible Social Medial Use………………………………………………………………………………….…………………………………..12 Professional Email Use………………………………………………………………………………………….……………………………….………13 Electronic Devices………………………………………………….……………………………………………………………………….…………….13 Drugs & Alcohol………………………………………………………………….……………………………….………………………….…………….13 Company Property………………………….……………………….………….……………………………………….………………………………14 Reporting………………………………………………………………………………………………………………………………………………………14

Statement of Understanding and Adherence to the code of Conduct ………………………………………………………15

While Flower’s subsidiaries operate as separate and distinct legal entities, for legal compliance purposes all entities must be covered by the Code of Conduct.

2024 Employee Handbook – B. Turner

Message from the Chairman & CEO

Flowers Team Member, All of us at Flowers can take pride in the unquestionable quality of our bakery foods and the accomplishments of our fellow employees. However, we are most proud of our individual and collective commitment to Our Culture: Always do what’s right; respect every person; be fair; work as a team. Following these principles has served Flowers well over the years and helps ensure our good reputation today. Flowers Code of Conduct outlines the principles and regulations on which we base our decisions and actions. We urge you to carefully read this document and take to heart its contents. Everyone at Flowers is held accountable for adhering to our Code of Conduct. As employees, we represent Flowers. Every day our actions either add to or detract from our company’s reputation. We ask that you join us in abiding by this code so that as we go about our work, everything we do reflects well upon our company. As a publicly held corporation, Flowers’ mission is to increase stockholders’ investment in the company. To achieve this, we should never break the law or compromise our duty to uphold our Code of Conduct. If you have questions about Flowers Code of Conduct or how to comply with it, please reach out to your supervisor, HR business partner, or plant manager. You also can reach out to our Compliance Officer or call the ethics and compliance hotline anonymously. You’ll find the details on how to do that at the back of this booklet. If you believe a coworker has fallen short of his or her duty to uphold this code, we urge you to report your concern. Employees who do so will be protected from retaliation. As you go about your job, always remember to do what’s right. We appreciate the good work you do and thank you for pledging to follow our Code of Conduct. Best Regards,

Ryals McMullian, Chairman & CEO Flowers Foods, Inc.

2024 Employee Handbook – B. Turner

Statement of Policy Flowers’ reputation for honesty and integrity is the cornerstone of the public’s faith and trust in our company. In a very real sense, this reputation provides Flowers with the ongoing opportunity to serve the marketplace. The highest standards of ethical conduct have been and must always be −─ the foundation of Flowers’ mission. As representatives of the company, we must commit to do our part to ensure Flowers’ strong ethical reputation continues into the future. This means each of us must assume personal responsibility for observing and maintaining our company’s high standards. Only with each team members’ personal, uncompromising commitment to honesty and integrity can Flowers succeed as a responsible member of the corporate community. Although our mission as a publicly-held corporation is to make a profit, you should always remember that the potential for profit or other benefit to the company never justifies disregarding business ethics or applicable federal, state, or local laws. Indeed, even a single instance of misconduct, no matter what the intent, may greatly damage Flowers’ reputation. Improper or illegal conduct also can result in both civil and criminal penalties for the company and for the employee involved. Even the appearance of impropriety may significantly damage Flowers’ reputation and erode public confidence in our company. Therefore, all Flowers employees should always strive to meet or exceed the requirements of applicable federal, state, and local laws. Flowers employees should never engage in conduct that is illegal, improper, or otherwise inconsistent with our commitment to honesty and integrity. Flowers insists upon strict adherence to its Code of Conduct at all times. There are no exceptions. If you are found to have violated this Statement of Policy or the Standards of Conduct, you may face disciplinary action up to, and including, the termination of employment. Flowers policy and federal law forbid retaliation against any employee who reports a violation of this code. Those found guilty of retaliation are subject to discipline, up to, and including, termination, and could face legal prosecution. If you believe yourself to be subject to retaliation, please take your concern to management, your HR Business partner, or the Flowers Compliance Officer.

2024 Employee Handbook – B. Turner

The Code of Conduct & Our Shareholders

Securities Law & Insider Trading Flowers encourages employees to invest in its stock. On occasion, however, depending on your position within the company, you may possess information not readily available to the public. Such information may be considered material inside information. This is information that has not been publicly announced and that a reasonable person would likely consider important when deciding whether to buy or sell company stock or securities. Examples include non-public information about future earnings, dividends, significant new contracts or products, business plans, acquisitions or joint ventures, and regulatory or court proceedings. You must always remember that federal law prohibits buying or selling stock or other securities based on material inside information or even disclosing this information to others who might buy or sell the company’s stock. If you are planning to buy or sell Flowers stock and are unsure if you possess material inside information, you should consult Flowers Foods’ legal department before executing any transaction. Remember, if our securities transactions become the subject of scrutiny, they will be viewed after the-fact with the benefit of hindsight. As a result, before engaging in any transaction, you should carefully consider how regulators and others might view your transaction in hindsight. Accurate Books & Records Flowers’ financial statements, books, and records must accurately reflect all corporate transactions. The company must record all receipts and disbursements of corporate funds in its books, and these records must accurately reflect the nature and purpose of corporate transactions. Flowers has internal controls to help ensure that all transactions are properly authorized and recorded accurately through generally accepted accounting principles. This system incudes written policies and procedures and periodic reviews by internal auditors. As a Flowers employee, you are expected to adhere strictly to these policies and to cooperate fully with the company’s internal auditors.

2024 Employee Handbook – B. Turner

Conflicts of Interest Flowers has no desire to infringe on your personal life. The company respects your rights to manage your financial affairs, make personal investments, and participate in private commercial enterprise. A conflict of interest arises, however, when you or someone in your immediate family has an interest in any business or property or an obligation to any person that could impact, or appear to impact, your ability to exercise sound judgment on Flowers’ behalf. It is essential that you avoid situations that might involve a conflict of interest with the company. Although it is impossible to identify every situation that might give rise to a conflict, you and members of your immediate family should avoid acquiring or owning a significant interest in any publicly or privately held competitor, supplier, or customer of Flowers without prior approval by the company. Furthermore, Flowers employees may not accept gifts or entertainment of more than a nominal value from actual or prospective customers or suppliers of the company. If you believe you have a potential conflict of interest, you must disclose the matter to Flowers Foods’ legal department. Gifts & Gratuities Employees of Flowers and members of their immediate families are not allowed to request, accept, offer, promise, or give payments, gifts, or gratuities of any kind ─ except those of a nominal value. This includes any favors that might place the employee under some obligation to a third-party doing business with ─ or desiring to do business with ─ the company. A “gift” does not include articles of nominal value used for sales promotion, ordinary business lunches, or reasonable entertainment that is part of a normal business relationship. Gifts should not detract, or appear to detract, from the integrity of the relationship. For Flowers’ governmental customers, even nominal business-related gifts and gestures are not allowed.

Giving or receiving any payment or gift in the nature of a bribe, kickback, or other improper influence is absolutely prohibited.

2024 Employee Handbook – B. Turner

The Code of Conduct & Our Customers

Antitrust & Fair Business Practices Flowers is committed to full compliance with both the letter and spirit of all federal antitrust laws. Although complex, these laws generally prohibit agreements or actions that may reduce competition without providing beneficial effects to consumers. For example, federal antitrust laws prohibit agreements or understandings among competitors to fix or control prices; to boycott specified suppliers or customers; to allocate products, territories, or markets; or to limit the production or sale of products or product lines. You should never engage in discussions of such matters with representatives of other companies. Keep this in mind at all times, particularly when attending conferences, trade shows, or industry meetings where other companies’ representatives are present. If you find yourself in a conversation with representatives of a competitor that you think might potentially violate antitrust laws, you must immediately state your disapproval of the conversation, remove yourself from the situation, and report the event to Flowers Foods’ legal department. We all must strive to avoid even the appearance of impropriety. Food & Drug Administration / Environmental Protection Agency Flowers is committed to complying with all applicable Food and Drug Administration (FDA) and Environmental Protection Agency (EPA) regulations and to cooperating with FDA/EPA inquiries or inspections. Flowers’ continued success depends on the integrity of its products, and you should always strive to ensure that our products comply with all regulations and internal controls. Our goal is for consumers to receive the best possible baked foods. Environmental Laws & Regulations Federal, state, and local environmental laws often regulate the emission or discharge of pollutants, as well as the handling and disposal of wastes. Flowers endeavors to conduct its affairs in accordance with these laws and regulations and, in the process, maintain a clean, safe, and healthy environment. To ensure Flowers operates as an environmentally sound Corporate citizen, you must conduct the company’s business in a way that protects valuable natural resources and The Code of Conduct & Our Community

2024 Employee Handbook – B. Turner

minimizes the impact the company’s operations may have on those resources. If your job involves environmental issues, your knowledge of and adherence to Flowers’ policies regarding compliance with environmental laws and regulations is mandatory. Political Contributions & Activities Flowers encourages its employees to take an active interest in local, state, and national government and to participate in political activities consistent with applicable laws. This includes allowing personal contributions to candidates or political organizations. However, you may in no way suggest that your donations or activities come from, or are endorsed by, the company. In addition, you may not use company time, equipment, supplies, or facilities for any political activities. For example, a Flowers employee should not use a company phone to make calls on behalf of a candidate. These prohibitions are not meant to curtail your participation in the political process, but to ensure that you ─ and Flowers ─ fully comply with all applicable election laws. Flowers sponsors a political action committee called FLO-PAC. In accordance with the Federal Election Campaign Act, FLO-PAC may accept employee contributions for the support of candidates for federal office whose views and positions are compatible with those of the company. Equal Opportunity Employment Flowers is an equal opportunity employer, committed to hiring, training, compensating, and promoting people based on individual talents and abilities. Flowers extends opportunities to employees and prospective employees without regard to race, color, sex, religion, age, national origin, protected veteran status, disability status, genetics, sexual orientation, gender identity or expression, or any other criterion protected by applicable federal, state, or local law. The company implements, where applicable, affirmative action to further enhance employment opportunities for qualified individuals. One of your chief obligations as a Flowers employee is to ensure that we maintain a work place free from discrimination or unfair treatment. Privacy Keeping personal information secure is critical to the company, its business and its reputation. Flowers recognizes this responsibility and follows the law to protect employee personal information that can identify an individual or which relates to an identifiable individual, also known as personal information (PI). The Code of Conduct & Our Fellow Employees

2024 Employee Handbook – B. Turner

Absent a subpoena or other compulsory process, company policy does not allow the release of personnel or medical files to outsiders or unauthorized company personnel without the written consent of the employee. If you have concerns about any circumstances affecting your privacy, management will make every reasonable effort to respond to your concerns in keeping the company policy and applicable law. Flowers intends to comply fully with the Privacy Standard of the Health Insurance Portability and Accountability Act (HIPAA). The company will not disclose your protected health information and other personnel records to any outside entity or use that information in any manner or for any purpose that falls outside the scope of normal health plan operations or routine administrative activities, without your express written consent. The only exception to this use and disclosure rule is in the event that this protected information is required during the course of legal proceedings or when such information is subpoenaed or required by law to be divulged. The company has a procedure to address any concerns you may have regarding your privacy and has a system of sanctions against anyone who intentionally violates the company’s privacy policy. Health & Safety Your health and safety on the job is one of Flowers’ primary concerns. The company strives to provide a workplace free of preventable hazards and to comply with all laws and regulations governing workplace safety and health, including the Occupational Safety and Health Act (OSHA). Most accidents and injuries are preventable. To avoid needless injury, you must follow all of the company’s safety and health rules. Managers and supervisors must understand all current workplace safety laws and regulations that apply to their areas or responsibility and ensure compliance. Flowers encourages employees to report possible safety problems to appropriate company personnel, make suggestions regarding safety controls and warnings, and participate in company safety programs. As part of our commitment to a safe work environment, we never engage in or tolerate any form of violence. Flowers defines “violence” as threats or acts of violence, intimidation of others, or attempts to instill fear in others. Not only does Flowers absolutely prohibit violence, such behavior also violates federal law. In accordance with this law, weapons are not allowed in the workplace. If you know of or suspect incidents or threats of workplace violence, you must immediately report your concerns to company management. If you believe someone is in immediate danger, contact the local authorities and then report the incident to company management. For more information, contact your HR business partner or Flowers Compliance Officer.

2024 Employee Handbook – B. Turner

Harassment The company expects you to respect the rights and privileges of coworkers, customers, and suppliers. Flowers has zero tolerance for any kind of harassment ─ sexual, racial, or otherwise. No employee should engage in any kind of harassment or other conduct that disrupts the work performance of others or creates an intimidating hostile, or offensive work environment. Examples of prohibited conduct include creating or forwarding emails containing off-color or offensive jokes or messages containing sexual comments or innuendo, engaging in horseplay ─ even if consensual, using a derogatory racial or sexual slur, making unwelcome romantic advances toward a colleague, and commenting on a colleague’s appearance in a way that makes them uncomfortable. Flowers believes every employee has the right to work in an environment absolutely free from harassment, intimidation, or any type of unbecoming or unprofessional behavior. All company employees must commit to doing their part to uphold this belief. Elevated Expectations for Supervisors & Managers Flowers’ supervisors and managers have additional expectations and responsibilities when it comes to the Code of Conduct. Not only does the company expect you to serve as a sterling example of ethical and legal conduct, but you also must foster understanding of and adherence to the Code of Conduct among the individuals that you supervise. You must commit to encouraging an open, positive work environment in which employees feel comfortable raising questions and concerns about our policies and reporting situations they believe merit attention without fear of retaliation. In every instance, you should refrain from retaliating or even giving the appearance of retaliating. Supervisors and managers are encouraged to use the chain of command when dealing with issues. If an employee confronts you with a problem or brings a concern to your attention, do not keep it to yourself. Rather, immediately share these reports with your supervisor, your HR business partner, or the plant manager.

2024 Employee Handbook – B. Turner

The Code of Conduct & Doing What’s Right

Software Use Much of the software used at Flowers was created and copyrighted by other companies and may not be reproduced or misused. Flowers complies with all prohibitions or restrictions, whether imposed by law or by private agreement, which govern the use of such software. Reproducing software without authorization may violate the federal copyright laws and lead to criminal or civil penalties. In light of these laws and possible penalties for our company, no employee shall copy, resell, or transfer software created by another company without the authorization of Flowers Foods’ Chief Information Officer.

Confidential Information Flowers’ employees may not remove, transfer or disclose any of the company’s trade secrets, confidential, or proprietary information, which is defined to include company information (whether obtained from hard copy, electronic, or other confidential company source) relating to:

• sales figures • product pricing • production cost • product plans

• manufacturing process or techniques

• financial performance data

• financial plans

• formulae • recipes

• lists of actual or potential customers • customer transaction information • lists of actual or potential suppliers • supplier transaction information • technical and engineering details

• invention information

• marketing and business strategies

and similar company business information not generally known to the public. Flowers employees are not prohibited from discussing wages, hours, or other terms and conditions of employment. This protected confidential and proprietary information includes confidential corporate information that our company routinely discloses, at an appropriate time and manner, to the investing public. This information may have a significant or material impact on the company’s stock. If your job provides you access to such confidential corporate information, you bear a great responsibility to guard that information closely to avoid premature or improper disclosure. You must take great care

2024 Employee Handbook – B. Turner

to never, under any circumstance, disclose such confidential corporate information to any unauthorized source within or outside the company, even if doing so would appear harmless.

Contacts with News Media News media includes traditional outlets, such as newspapers, radio, TV, and cable, as well as online news and information sites and industry/trade press. The company complies with all laws and regulations regarding public disclosure of material events, financial results, and operation through traditional news channels. Individuals designated by the company may deliver messages to the news media as a Flowers spokesperson. At the corporate level, the spokesperson may be a member of the senior leadership team or other appropriate executive. At a bakery or sales office, the plant manager or HR business partner may serve as a designated spokesperson. It is recommended that bakery and sales staff direct media inquiries to the plant manager or, in his or her absence, the HR business partner. Plant managers and HR business partners should contact Flowers’ communications team in Thomasville for guidance in how to respond to media inquiries ─ but they should not direct local reporters to Flowers’ corporate office, unless so instructed by communications team. Media inquiries always should be handled in a timely manner since many reporters work on tight deadlines. In summary, if you are contacted by a reporter or media representative, it is appropriate for you to direct the person to your plant manager or HR business partner. Home office and outstation staff should direct media inquiries to Flowers’ communications team. Flowers Foods Endorsement Policy & Use of Company Name and Brands Flowers Foods prohibits the use of its or its subsidiaries’ company or brand names, logos and/or information about its company or any project in supplier/vendor press releases, case studies, or other sales materials in any format (print, video, web, or social media). Flowers also discourage employees from posting recommendations or endorsements of business partner contacts on social media sites, such as LinkedIn. Any exceptions to this prohibition must be obtained through Flowers’ senior vice president of communications who will seek final approval for the endorsement from the appropriate senior-level executives. Media contacts received by home office and out stationed staff should be directed to Flowers’ senior vice president of communications.

2024 Employee Handbook – B. Turner

With Flowers Foods’ permission, a supplier or vendor may use the Flowers Foods name and logo, or the name and logo of a Flowers Foods subsidiary or brand in a customer list appearing in sales materials, websites, videos, and displays. Requests for such usage should be directed to Flowers’ senior vice president of communications along with details on why the endorsement is beneficial for Flowers. Flowers Foods may allow a supplier or vendor to share information in its annual report or annual review about a successful project it completed for Flowers Foods or a Flowers subsidiary, but this communication must be approved in advance through Flowers’ communications team. Flowers Foods must have the right to review and approve all text and photos in advance of publishing by the supplier or vendor. Request for this review should be sent to Flowers’ communications team. Responsible Social media Use In today’s interconnected world, social media plays an important role in how we communicate. Social media is technology that enables online users to interact with one another and share text, videos, audio files, and photographs either publicly or privately. Popular social media sites include Facebook, Twitter, LinkedIn, YouTube, Snapchat, Tumblr, blogs, and other such Internet- based platforms. Flowers’ policies and the law require that we be thoughtful users of social media and to carefully consider what we choose to communicate. Employee misuse of social media can pose risks to Flowers’ confidential corporate information, its reputation and brands, and can put the company at risk of violating business laws and regulations. While Flowers blocks access to social media outlets for most employees on its computer system, the company also requires employees to uphold certain standards of responsible social media use during non-working hours. At no time should social media be use to: harass employees on the basis of any legally protected class such as age, race, or gender; circumvent Flowers’ policies prohibiting unlawful discrimination against current employees or applicants; or disclose Flowers’ trade secrets, confidential or proprietary information, as defined above in the Confidential Information section. This policy is not intended to interfere with employees’ rights to discuss wages, hours, or other work-related issues with one another. Federal Trade Commission guidelines regulate social media 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 testimonial or endorse any Flowers product, you must clearly disclose that you

2024 Employee Handbook – B. Turner

are a Flowers employee. Failure to do so may expose Flowers Foods and its subsidiaries to legal and other substantial risks.

Professional Email Use Email is a vital part of business communication. While it undoubtedly helps us conduct our business more effectively and efficiently, the misuse or mishandling of email can expose our company to risks. Remember: In the event of a lawsuit against the company or one of its employees, emails sent and received via our systems may be produced as evidence in legal proceedings. To better protect itself and its employees, Flowers has an email retention policy. Flowers Foods’ general record retention policies mandate the retention of business records for specified periods depending on the type of record. You are responsible for retaining or deleting your email in accordance with the specific record retention policies that apply to the business records created and/or used by your department or business unit. You also are responsible for determining which email should be retained as business records in accordance with the record retention policies and your business unit’s retention requirements. If you need more information concerning email retention, please refer to the complete Email Retention Policy document. In addition to the Email Retention Policy, our company has further guidelines on email use. All email generated in the company’s system is company property, even if you consider the email personal. Flowers expects employees to compose business-related emails that are professional in nature and absolutely free of vulgar language. Also, keep in mind that email is not the appropriate forum in which to handle employee discipline issues. Company email is not the appropriate forum in which to disseminate chain emails or jokes, especially if they could be considered as off-color or offensive. Electronic Devices To comply with state laws, and in the interest of security and protection of trade secrets, proprietary information and confidentiality, Flowers prohibits the unauthorized use of still or video cameras, digital recording devices, digital cameras, tape recorders, or any other audio or video recording devices on company premises; while on company business; in a company supplied vehicle; or otherwise where the company determines its business, confidential strategies or trade secrets may be adversely affected by such behavior.

2024 Employee Handbook – B. Turner

Drugs & Alcohol Flowers’ Drug and Alcohol Abuse Policy forbids the illegal use or possession of any drugs or any unauthorized use or possession of alcohol on company property, in company-supplied vehicles, or during working hours. You are strictly prohibited from being “under the influence” due to the use of illegal drugs or alcohol on company property, in company supplied vehicles, or during working hours. This prohibition covers lunch and authorized breaks. Company Property One of Flowers’ largest expenses is purchasing and maintaining property used to conduct operations. When such property is abused or misused, the company incurs unnecessary additional expense to replace or repair the property. All employees should remember that the abuse or misuse of company property is not tolerated. Abuse and misuse applies not only to physical damage and failure to maintain property, but to unauthorized personal use and the misappropriation or theft of company property. Reporting An important aspect of our company’s commitment to legal, ethical conduct involves actively reporting behavior you believe violates either the law or company policy. If you suspect or have a concern that unethical or illegal activity is occurring within the company, you are strongly encouraged to immediately report such questionable behavior to the company. There will be no retaliation against you for raising a good faith concern or complaint. In addition to your supervisor, HR business partner, and plant manager, the company’s Compliance Officer serves as a resource if you need to make a report. Contact the Compliance Officer at ethicsofficer@flocorp.com, or P.O. Box 6201, Thomasville, GA 31758. You may also contact the company anonymously through a 24-hour hotline at 1-888-337-7524 or speakup.flowersfoods.com

Nothing in the Code of Conduct prohibits employees from discussing terms and conditions of employment or engaging in any other activity protected by law.

2024 Employee Handbook – B. Turner

SPEAK UP

If you suspect that unethical or illegal activity is occurring within the company, you are strongly encouraged to immediately speak up and report it.

There will be no retaliation against you for raising a good faith concern or complaint.

Please discuss your concern with your supervisor, HR business partner, plant manager, or Flowers Compliance Officer.

To raise a concern anonymously 24/7, Contact the Flowers Ethics & Compliance Hotline at 1-888-337-7524 or speakup.flowersfoods.com You do not have to give your name and your call is not recorded.

FLOWERS COMPLIANCE OFFICER Send concern by email or mail ethicsofficer@flocorp.com P.O. Box 6201, Thomasville, GA 31758

2024 Employee Handbook – B. Turner

HOURLY EMPLOYEE PAID TIME OFF & ATTENDANCE

2024 Employee Handbook – B. Turner

HOURLY EMPLOYEE PAID TIME OFF AND ATTENDANCE POLICY

Effective January 1, 2020, the Company transitioned from a traditional vacation plan to a Paid Time Off (PTO) plan. Every absence – except for absences under other company provided benefits – will be subtracted from your available PTO bank. While we still want you to have flexibility under the PTO policy, it is necessary to make slight tweaks going forward. Those changes will be highlighted in the policy. This revised PTO and attendance policy is effective January 1, 2024 . ACCRUAL RATES You accrue PTO hours every week. New employees accrue from their first day of employment and are eligible to use unscheduled PTO after 90-days of employment. Below is your weekly accrual schedule.

Years of Service

Annual Days

Annual Hours

Weekly Accrual Rate

0 - 2

12

96

1.846154

3 - 4

15

120

2.307692

5 - 9

18

144

2.769231

10 - 14

20

160

3.076923

15+

23

184

3.538462

PTO Accrual Maximum

2024 Employee Handbook – B. Turner

Your maximum accrual is 1x your annual accrual rate. Once you have accrued the number of hours for your length of service (referenced in the chart above), your accrual will stop until you take enough PTO to restart your accrual. PTO USE The use of PTO is NOT required for the company’s paid holidays, paid personal holidays, parental, jury duty, or bereavement leaves. These benefits are separate from the PTO policy; however, acceptable documentation may be required to receive pay under these benefits. PTO is also not required but may be requested for USERRA-conforming military leaves. The use of PTO is required for any other time away from work such as time for rest and relaxation, absences to attend school meetings or personal or family doctor’s appointments, or absences to care for your own or your family members’ illness or injury. The use of PTO is also required for absences during any benefit waiting period such as short-term disability and absences relating to FMLA, whether intermittent or continuous. There are 2 ways to use your PTO: 1) Scheduled PTO 2) Unscheduled PTO (FLEX-Days) Both ways are discussed in the following pages. Scheduled PTO: If scheduled, PTO can be used in blocks of time or in individual days. If scheduled, you may elect to use your PTO in 8, 10, or 12-hour increments. Unscheduled PTO: Each employee will be allowed to use One FLEX Day per quarter (1 st qtr. January 1 to March 31, 2 nd qtr. April 1 to June 30, 3 rd qtr. July 1 to September 30, 4 th qtr. October 1 to December 31). Unscheduled PTO will be charged according to what you were scheduled to work (posted or verbally told). New employees can use unscheduled PTO (FLEX) after 90-days of employment. No employee will be allowed to use more PTO hours than they have available in their PTO bank. Any accrued, unused PTO time will NOT be paid out to you at termination. PTO MEANS MORE FLEXIBILITY TO YOU Our desire is to provide you the flexibility you need and want while curbing unplanned/unscheduled absences. Time away from work is no longer considered as “excused” or “unexcused;” instead, time away from work is viewed as “scheduled” or “unscheduled.” Under this PTO policy and our revised attendance policy, communication is a key component of making this increased flexibility work for you and for the company. Generally, time away from work will be considered as scheduled if your request for PTO is put in writing and approved by management at least two weeks prior to needing the time off. Existing rules about the number of people per shift/line who can be away from the bakery at one time will still apply and you are expected to comply with them.

2024 Employee Handbook – B. Turner

Q. If I have PTO, why do I have an attendance policy? A. You are subject to the attendance policy under the following circumstances: 1) failing to meet the Company’s call-in requirements; exceeding the number of hours you can be away from work on an unscheduled basis; and/or

2)

3) absences

exceeding your accrued PTO. Good attendance is a requirement of continued employment and employees are expected to manage their attendance record accordingly. FLEX-DAYS The Company is instituting FLEX-Days as a way of recognizing that you have lives outside of work. We need you to work when you are scheduled to work; however, we do realize that things sometimes happen beyond your control. We want to ensure that as long as you meet certain guidelines, you will not be penalized for those absences. Once you have exhausted your allotment of 4 FLEX-Days (1 per quarter), pay for any future unscheduled absences from work will be subtracted from your PTO balance and you will be assigned points for the absence. RULES AROUND THE USE OF FLEX-DAYS  Effective 7/1/2021, FLEX-Days will not be allowed the day before, the day of, or the day after a scheduled paid holiday. o Two points will be assigned for unscheduled absences.  Anyone hired after 7/1/2021, will have a 90-day waiting period before any FLEX can be used  Effective 1/1/2023 o One FLEX day will be allowed per quarter (1 st qtr. January 1 to March 31, 2 nd qtr. April 1 to June 30, 3 rd qtr. July 1 to September 30, 4 th qtr. October 1 to December 31) o FLEX days will be charged according to what you were scheduled to work (posted or verbally told) o Days missed in excess of FLEX will be charged 2 points Q. How will I know my available FLEX-Days? A. You may contact your POL Site Manager or Dept. Manager for your available PTO accrual. The number of FLEX hours used will be listed in Workforce Software on the Time Off tab in the Unscheduled PTO box. This is the number of FLEX hours used NOT the number of hours remaining . ATTENDANCE BONUS As stated, our PTO policy is designed to give you flexibility to attend to your personal and family needs. We want you to take your time off; but, we also want you to be here when you’re scheduled. Overtime is expensive. Not being able to leave when you’d planned on it because someone doesn’t come in hurts morale. o If there is an emergency, proof will be required o If proof is not provided, points will be assigned

2024 Employee Handbook – B. Turner

For employees that do not take ANY unscheduled PTO (FLEX-Days) in a 3-month period (1 st qtr. Jan 1 to March 31, 2 nd qtr. April 1 to June 30, 3 rd qtr. July 1 to Sept 30 and 4 th qtr. Oct 1 to Dec 31), the company will pay employees a $125

net check by the 3 rd pay period after the end of each 3-month period. That’s an additional $500 per year that you can earn just by coming to work. SCHEDULED PTO

For time away from work to be considered as “scheduled,” your request must be put in writing or requested in Workforce Software at least one week prior to the next weeks schedule being finalized and posted and approved by management. Once a schedule has been posted, or the allowed number of people per shift/line have been approved for PTO, no more scheduled absences will be approved and any missed time will be considered as “unscheduled” and will count against your FLEX-Days. TIP: Communication is key to this policy. You should let your supervisor know your request AS SOON AS POSSIBLE. Again, existing rules about the number of people per shift or line that can be absent do apply. Example 1: Your favorite sporting event is coming to town on a regularly scheduled work night for you. You put in your request for PTO in as soon as you know about it and your request is approved. Enjoy your paid night out! Again, if you receive permission to trade shifts and are successful in doing so, no PTO use will be required. STD WAITING PERIOD There is an 8-day waiting period before disability benefits are paid. Employees that are on approved medical leave will be required to use PTO for the 8- day disability benefits waiting period. This waiting period will NOT count toward FLEX-Days, even if your absence was unexpected. Best practice is to be aware of your PTO availability and budget your accrual (save some) in case you get sick. If you are a newer employee, you could also save your personal holidays until later in the year to assist you financially if you become unexpectedly ill. If you are sick and your absence is not FMLA qualifying (for example a stomach bug, dental issues, or the flu in most cases), you will accrue points if you have no PTO available. Absences are NOT excused/unexcused; however, if you have no PTO available, we will require a doctor’s excuse stating that you were restricted from working for the entire period of your absence. Only then, will we count the entire period as 1 absence and assign you 2 points. If you are out longer than 8 days, you will need to contact The Hartford to establish a short- term disability claim. FMLA may apply – please see your Site Manager for information. A WORD OF CAUTION You are accruing a bank of paid time away from work to manage as you see fit, within certain guidelines. We have increased everyone’s accrual so that you accrue more PTO and so that you accrue it faster. But you still need to be aware of your PTO accrual. Under our Attendance Policy you will be assigned points if you exceed your PTO accrual or exceed your allotment of unscheduled PTO. The Company is allowing you to use 4 days of your total PTO accrual as unscheduled FLEX-Days BUT FLEX-Days are not automatically set aside for your use. FLEX-Days are carved out of your total PTO accrual and must either

2024 Employee Handbook – B. Turner

be carried over as total PTO accrual from a previous year or be earned over time in the current year. You are never allowed more than 4 FLEX-Days per calendar year. Example 1: You were hired December 18, 2023. On January 2, 2024, you call in and say that you are using a FLEX Day and are not coming in to work today. When you return to work on January 3, you will receive up to 3 points, 2 points for the absence and a potential point depending on whether or not you called in within the proper timeframe. But, I thought I had FLEX-Days? If you are a new employee, you accrue 1.846153 hours of PTO per week, meaning it will take you 5 weeks to accrue 8 hours of PTO. Plus, you are not allowed to use FLEX until you have been employed for 90 days. Example 2: It is March and you have already used your allowed FLEX-Day. You wake up feeling very sick. You call in to report that you are sick and won’t be in. Here’s what happens: ● You will be charged any accrued PTO for the absence; and ● If you call in per the appropriate call-in procedures, you will receive 2 points for the absence. ● If you did NOT call in per the appropriate call -in procedures, you will receive 3 Points: 1 point for failing to call in properly and 2 points for the absence. But, I thought I had FLEX-Days? You had 1 FLEX-Day for your use for the 1 st quarter of the year. You used it by March and did not have it when you needed it. Example 3: You have 8 hours of PTO accrual remaining. You decide that you want pre-scheduled a day off and it is approved and you take the time. The next week, you wake up with a stomach virus and can’t come to work saying that you want to use a FLEX-Day. You don’t have it. You are then subject to the attendance policy and could receive up to 3 points. But, I thought I had FLEX-Days? Your Flex-Days are a carve out of your total PTO accrual. You used your total PTO accrual as soon as you got it, leaving you no bank to use as a FLEX-Day. Your total PTO availability changes every week and you are responsible for knowing what PTO you have available. Please see your Site Manager or Dept. Manager to receive your total accrued (available) PTO. Hours are made available to you and it is up to you to manage them. Points can and will be assigned if you exhaust your available PTO and then need it for unforeseen circumstances. RECAP  If you do not properly manage your PTO, you may find yourself without any PTO for Prescheduled absences. Once your accrual is either exhausted or reduced to where there is not enough to cover your absence, you are subject to the attendance policy for any absences, even if they were scheduled in advance.  All of your PTO is one accrual. We are carving 4 days out of your annual accrual that you may elect to use as unscheduled FLEX-Days. THESE DAYS ARE NOT AUTOMATICALLY SET ASIDE FOR YOUR USE. Available FLEX Days are either carried over as total PTO accrual from the previous year or accrued as total PTO over the course of the current year.

2024 Employee Handbook – B. Turner

 Since you must use PTO for time away from work, it is possible for you to exhaust your PTO availability without ever taking any FLEX-Days.

 Once you have either exhausted those 4 days or exhausted any PTO time that you COULD HAVE USED AS FLEX-DAYS, you will still be charged PTO for any unscheduled absence but you will also be subject to the attendance policy below for unscheduled absences in excess of your 4 allowable unscheduled days.  TIP: These days should be saved for when you truly need them. Your PTO Time is yours to use so you CAN burn through them, but you MAY or WILL need them at some point. Hours are being made available to you for flexibility when you need it. If you mismanage them and need them later, you will receive points and the appropriate level of discipline up to and including termination of employment.  Absences for company recognized holidays, paid personal holidays, medical leaves of absence, extending beyond the 8- day waiting period, and time away from work for parental, jury duty or covered bereavement leaves are excluded from the Company’s PTO policy and from the disciplinary procedures below. Acceptable documentation may be required to receive pay under these separate benefit policies.

 Documented, approved military leave (including Guard or Training Duty) is excluded from the points system. Use of PTO is not required but may be requested in writing on a PTO request form.

 Absences for approved FMLA leave are excluded from the point system but will require the use of PTO to the limits of the Company’s medical leave policy (for an employee’s serious health condition) or to the employee’s full accrual for other qualifying FMLA absences. Proper notice is still required.

 Effective 7/1/2021, FLEX-Days will not be allowed the day before, the day of, or the day after a scheduled paid holiday. Two points will be assigned for unscheduled absences.

 Anyone hired after 7/1/2021, will have a 90-day waiting period before any FLEX can be used o If there is an emergency, proof will be required o If proof is not provided, points will be assigned

 Effective 1/1/2023 o One FLEX day will be allowed per quarter (1 st qtr. Jan 1 to Mar 31, 2 nd qtr. April 1 to June 30, 3 rd qtr. July 1 to Sept 30 and 4 th qtr. Oct 1 to Dec 31) o FLEX days will be charged according to what you were scheduled to work (posted or verbally told) o Days missed in excess of FLEX will be charged 2 points

 Your PTO is a benefit to you and you are entitled to use your full accrual every year. This attendance policy allows you to manage your PTO the way that best fits your needs.

 There may be a limit on how many people are allowed to be off per week/day, depending on the department you work in.

2024 Employee Handbook – B. Turner