FBC Norfolk Employee Handbook 2025

EMPLOYEE HANDBOOK

Flower Baking Company of Norfolk 1209 Corprew Ave. Norfolk, VA 23502

2025 Employee Handbook – B. Turner

FACILITY WORK RULES

2025 Employee Handbook – B. Turner

Facility Work Rules In order to promote the orderly, efficient and safe operation of the facility, Company Name (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 Human Resources Business Partner (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 The Company may change or terminate any of the published or unpublished personnel policies, practices, or employee benefits, without advance notice.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, safety, or rights of others may 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 or be construed to be inconsistent with any applicable law. 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 three sections: A - General Conduct B - Dress Code, Personal Hygiene and other Good Manufacturing Procedures, and Safety I.

A. GENERAL CONDUCT RULES These are infractions of such a serious nature that they will normally result in immediate discharge without prior warning.

2025 Employee Handbook – B. Turner

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. 2. Not following any procedure that is designed to prevent foreign material from getting into the product. 3. 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 corrected and initialed by both Company supervision and the employee involved. 4. 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. 5. Theft. This includes taking Company property without authorization and also includes taking another employee’s property (i.e., lunch, personal belongs, etc.). 6. Violating the Company's policy on drugs and alcohol. The Company policy on drugs and alcohol is separately posted on Company bulletin boards . 7. Violating the Company’s Policy Against Harassment. This policy is separately posted on Company bulletin boards . 8. Violating the Company’s Policy on Social Media and Electronic Communication. This policy is separately posted on Company bulletin boards . 9. Disclosing the company’s trade secrets, confidential, or propriety 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 costs, product plans, lists of actual or potential customers, customer transaction information, list of actual or potential suppliers, supplier transaction information, technical and engineering details, manufacturing processes or techniques, financial performance data, financial plans, formulae, recipes, invention information, marketing and business strategies, and similar company business information not generally known to the public. As noted in the introduction to these rules, this rule, as well as all others, do not prohibit employees from discussing wages, hours, or other terms and conditions of employment or any other matters the discussion of which is protected by law. 10. Insubordination, which can include, but is not limited to, the following:

2025 Employee Handbook – B. Turner

• Disobeying or failing to carry out the instruction of a supervisor, unless you are doing so under the Company’s Commitment to Safety policy. • Interfering with a supervisor in the performance of that supervisor’s duties • Threatening or abusive language and/or behavior directed toward a supervisor.

11. Threatening the safety of another, fighting, provoking a fight, verbal or discriminatory abuse or other intentional conduct which might cause physical or mental harm to another employee, supervisor, customer or visitor, regardless of whether the employee initiated the circumstances that resulted in the prohibited conduct. . 12. Intentionally damaging or vandalizing Company property or the property of another employee, customer, or service contractor. 13. Using Company time or resources for personal gain unrelated to employment with the Company. “Company time” is the time employees are clocked in and expected to be working and does not include authorized meal or rest breaks. 15. Employees are forbidden to operate any powered industrial equipment (such as forklifts, powered platforms, electric pallet jacks, etc.) without the required training and certification. 16. 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. 17. Failure to strictly follow proper Confined Space procedures when entering a confined space. 18. Removing a machine guard without de-energizing equipment for any reason other than approved minor servicing procedures. Defeating safeguards or bypassing safeties. Failure to stop equipment before clearing a jam, retrieving product/packaging, or any other reason. 19. Bringing or possessing explosives or weapons on Company property. Examples of such weapons include firearms, knives exceeding 4 inches, ammunition, explosives of any kind, or novelty items that can be portrayed as a weapon. For employees who works in a facility where state or local law requires employers to 14. Sleeping while on Company time.

2025 Employee Handbook – B. Turner

permit possession of firearms or related items on Company property, the Company will comply with such requirements to the extent necessary to comply with such state or local laws. Generally, these laws limit the rights to employees who possess a valid concealed weapons permit and are not otherwise disqualified by law from possessing a firearm. Further, these laws generally require that any firearm be properly stored out of sight in a container within the employees’ locked vehicles. 20. Leaving the facility without permission from your supervisor. This work rule does not apply to any legally protected activity. 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. 23. Using in any working area or while on working time any electronic device, including, but not limited to, cellular telephones, video cameras, tape recorders or any other audio or video recording devices, smart glasses, gaming devices, etc., whether said devices are the employee’s personal property or are issued by the Company unless the use of such device is required to perform the duties of your job and is approved by the Plant Manager. “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. This work rules does not apply to any legally protected activity. Such use is prohibited to ensure employees are not distracted in such a way that could result in work place injuries and 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. 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-

2025 Employee Handbook – B. Turner

inclusive . Any conduct which could jeopardize health or safety or interfere with or damage the business or reputation of the Company 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. Third 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).

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. Incompetent, unsatisfactory or careless performance of duties. 2. Cell phones or other electronic devices are not permitted to be charged in production areas or in any other part of the plant. 3. Failing to use designated employee entrances when reporting, taking breaks, or leaving from work). This includes re-entering the facility at any time. This includes the unauthorized use of Emergency exits. At no time should any doors be propped open. 4. Employees must stay in their work area until properly relieved. This includes if the line goes down. 5. Employees should not be clocking in more than 5 minutes before their shift unless authorized by a supervisor / manager. 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. Distracting other employees from the performance of their duties. 9. Using tobacco products within any Company building.

2025 Employee Handbook – B. Turner

10. 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. 11. Posting information on Company bulletin boards without prior approval of the Human Resources department. 12. Being in the interior of the plant or in other working areas when not reporting to work, on duty, or leaving work. 13. Bringing or allowing any non-employee on Company property without prior permission from Plant Manager and appropriate adherence to the Visitor and Facility Access Policy. 14. Engaging in any conduct on Company property that creates a health, security, or safety risk. Rules 8 through 10 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 15. 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. 16. Removing, damaging, defacing or covering any Company or Company authorized postings. 17. Gambling on Company property or on working time. 18. Failure to clock in or out. 19. Overstaying a break. 20. Taking less than your assigned lunch break unless requested to do so by management. 21. Failure to properly and timely contact Alight to notify them of absences relating to potential or established medical leave claims (short term disability, workers’ compensation, FMLA, etc.). in violation of the Company’s Absence Reporting Policy. 22. Failure to observe Good Manufacturing Principals (GMPs). This list is not all inclusive. A more detailed list of GMPs is provided during training.

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II.B.22.0. Contributing to unsanitary conditions or poor housekeeping or violation of any rules to this effect. II.B.22.1. Employees working in the production area or on and around machinery/equipment must not wear earrings, necklaces, pins, bracelets, watches, rings, or any other ornament while in the area, although the Company may grant exceptions to accommodate an employee’s medical condition.. II.B.22.2. 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 there 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. II.B.22.3. 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. II.B.22.4. No earbuds or headphones of any type may be worn while working on the production floor. II.B.22.5. 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. II.B.22.6. Chewing gum, candy or using or carrying tobacco products in unauthorized areas is not allowed. II.B.22.7. 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. II.B.22.8. 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 ortaken home on a daily basis. At no time will an employee be allowed to store open food or drinks inside lockers. II.B.22.9. 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 when such medications have the potential to cause product contamination or could impact the employee’s ability to safely perform his or her job.

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23. Failure to observe Company grooming, dress code, and personal hygiene rules: II.B.23.0. Appropriate business casual attire is required of all office personnel. II.B.23.1. Failure to follow the dress code requirements for your role: Plant employees must wear the appropriate Personal Protective Equipment, slip-resistant shoes, and required uniforms. II.B.23.2. Plant employees may have neatly trimmed beards, so long as the beard is covered by a net of fine mesh and does not prevent the proper use of safety equipment (such as respirators). Mustaches are acceptable only if they are neatly trimmed and do not extend below the upper lip. Sideburns must be neatly trimmed and may not extend more than one inch below the bottom of the ear. II.B.23.3. Hair and clothing must be kept neat and clean. All employees and visitors must wear hair nets 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. II.B.23.4. 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. II.B.23.5. Excessive perfume, cologne, or aftershave shall not be worn. 24. Failure to observe safety rules. This list is not all inclusive: II.B.24.0. Failure of leadership to model or enforce safety rules. II.B.24.1. Sandals, cloth top, open toe, canvas, unlaced shoes or any type of shoe which leaves any part of any part of the foot exposed are not acceptable for employees working or walking in the plant area. II.B.24.2. Slip-resistant shoes must be worn, per the company shoe policy, while on the-job. II.B.24.3. 3 points of contact must be used when using ladders and stairs. II.B.24.4. Ladders must be inspected before use to ensure they are in good condition. Never stand on the top two rungs of nay ladders.

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II.B.24.5. Never climb on railings, conveyors, or any other surface besides company approved platforms or ladders II.B.24.6. Must adhere to the securing trailers at the dock policy. II.B.24.7. Never go under an un-guarded conveyor. II.B.24.8. Aprons must be disposable. No cloth aprons. II.B.24.9. Never use compressed air on your body or clothing. Employees must wear safety goggles when using compressed air. II.B.24.10. Work areas must be kept in good order at all times. II.B.24.11. Never block aisles around fire extinguishers or exit routes. II.B.24.12. Never block electrical panels. Electrical panels must have a clearance of 36 inches out from the panel. II.B.24.13. Running is not permitted on Company premises, including parking lots. II.B.24.14. Within two hours but prior to the end of their current shift, employees are to report to their supervisor or designated member of management all injuries and safety related incidents no matter how slight. This includes near misses. Hazards that are identified during a shift should be reported to your supervisor at the time of recognition to avoid employee injury or incident. II.B.24.15. 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.). II.B.24.16. All OSHA-required rules must be followed when operating powered industrial equipment (forklifts, powered platforms, electric pallet jacks, etc.), including wearing seatbelts and not allowing riders. II.B.24.17. Fall protection must be inspected and worn when workers are at or above 4 feet above a lower level on a surface with an unprotected edge or side. Fall protection is also required when working over dangerous machinery or equipment, regardless of the fall distance. II.B.24.18. Fall protection must be inspected and worn when a powered platform is elevated. II.B.24.19. Company policy requires that any chemicals used within the facility be used only in accordance with prescribed safety measures and only by

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employees trained in the chemical’s use, hazards, and prescribed safety measures. Safety data sheets (SDS) must be reviewed before using any chemicals. II.B.24.20. Using a handheld personal communications device to either read or send e mail and/or text messages while driving for work, regardless of whether the employee is operating a personal or Company vehicle. II.B.24.21. Failure to use safe lifting techniques. If an object is over 50 lbs., a team lift is required per OSHA regulations. II.B.24.22. Failure to use company-issued tools such as box cutters or knives. No personal tools are allowed on company property II.B.24.23. Failure to observe and follow all other safety rules, signs, practices and procedures, including but not limited to GMPs, BRC standards, U.S. Food and Drug Administration (FDA) rules and regulations, and U.S. Occupational Safety and Health A rules and regulations. If you do not understand the rules, signs, practices or procedures, ask your supervisor to explain them.

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ATTENDANCE POLICY

2025 Employee Handbook – B. Turner

ATTENDANCE POLICY Absenteeism and tardiness cause hardship for fellow team members and the business. Employees who are excessively absent and tardy reduce the morale of those employees who are in attendance and therefore must do extra work to make up for absence/tardiness. There is also a cost to the Company associated with replacing employees who are out or who are tardy. All of us must work together to keep absenteeism and tardiness to a minimum. 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 listed actions below. Excessive excused absence or tardiness can also result in the disciplinary process 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 becomes one year old, it drops from your record in considering the next disciplinary step. Once an unexcused tardy becomes one 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. DISCIPLINARY ACTION First Offense Documented Counseling Second Offense Documented Verbal Warning Third Offense Documented Written Warning Fourth Offense Subject to Discharge 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. 1 . 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. 2. Any employee reporting for work (clocking or signing in) more than one hour after his or her scheduled starting time without advance approval may, at the option of the supervisor, be sent home for the day and charged with an unexcused absence. One Day Decision Making Leave Without Pay [Note: not applicable to exempt employees] Fifth Offense

3.

Generally, any absence with prior approval of management will be treated as excused.

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4. 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 give his or her supervisor (or other designated management official) 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 circumstance of each case. The employee must make notification his/herself to his/her supervisor unless medically unable to do so. 5. 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 tardiness, including leaving early or leave of absence. Failure to provide such requested proof and/or failure to cure deficiencies in the requested proof within the allotted time frame will result in the absence or tardiness being treated as unexcused. Management may also require an employee to provide medical evidence if there is any question concerning the employee's ability to perform essential job duties. Each excuse will be considered on its own merit and, generally, proper documentation will be required. A doctor's excuse must include the following details: a) The date seen b) What days the employee was unable to work c) The date the employee can return to work d) Limitations, if any e) Doctors name and phone number Failure to provide a doctor's excuse with the proper details will invalidate the excuse and the attendance violation will be unexcused. 6. 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. 7. Excessive excused absence or tardiness may result in disciplinary action, depending upon the circumstances of each case. The Company 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.

2025 Employee Handbook – B. Turner

8. Any employee who fails to report or call in for two (2) consecutive scheduled working days, who is not otherwise on an approved leave of absence, will be deemed to have voluntarily quit. 9. A no call no show will result in an unexcused absence and a written warning. Two no call no shows in a 2-year period or back to back will normally result in termination. Failure to call in or report to work within four hours of the employees scheduled time is considered a no call no show. 10. 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. 12. Any employee leaving work (clocking or signing out) more than one hour before his or her scheduled ending time will be charged with an unexcused absence, 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. 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. This applies if you forgot to clock in, lost your card, or if you left your card at home. 15. *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. 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.

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DRUG & ALCOHOL POLICY

2025 Employee Handbook – B. Turner

DRUG AND ALCOHOL ABUSE POLICY

Our Company is a drug-free workplace that conducts pre-employment drug testing, post accident drug testing, random drug testing, and drug and alcohol testing for reasonable suspicion. We do not tolerate the violation of our Drug and Alcohol Abuse Policy for any reason. Violations of the policy can pose a danger to you, your fellow employees, and our customers. It can also affect our Company's good will, good name and everyone's job security. Quite simply, neither the Company nor you can afford it! A copy of the Drug and Alcohol Abuse Policy is permanently posted on the bulletin board and is reviewed with each employee. If you have any questions concerning the policy, please discuss them with your supervisor or the POS Site Manager. Our bakery prepares and distributes 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 employees. Because we are in business of producing food products for the public, we must take every step possible to produce food of high quality and purity. The illegal use of drugs [ l ] and misuse of alcohol are directly contrary to our responsibilities to the public and inconsistent with law-abiding behavior, which is expected of everyone. Furthermore, we also use machinery, equipment, and tools that must be treated and operated very carefully and under complete control for the sake of the safety. 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--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 or 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 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 drug or alcohol abuse is going on, to any extent, by anyone, it must be stopped immediately. It poses a danger to everyone. Anyone who believes this policy is being violated is strongly encouraged to let management know. Any such reports will be kept confidential to the extent practical. To protect our customers and our employees' safety and health, we take a number of steps to ensure that our policy is followed. These steps may include searches, at Company discretion, of lockers, lunch boxes, toolboxes, vehicles, desks, clothing, and work areas. It may also

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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 also will be tested after a work-related "recordable" accident, a vehicle accident, whenever Company policy requires an employee to undergo a physical examination and whenever required by law. Periodic and random drug testing may also be conducted when permitted by applicable state or local laws. An employee who tests positive for illegal use of drugs and/or is 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 prescription medications that could impact their ability to safely perform their duties should report their use of these medications to the POS Site Manager. This could include, for example, if the prescription medication causes drowsiness, dizziness, vomiting, problems concentrating or blurred vision, and the like. The POS Site Manager will then conduct an individualized assessment to determine whether any reasonable accommodations may exist that would allow the employee to safely perform his/her job. In order to comply with applicable law, employees must notify management within 5 days of any conviction of a criminal drug offense so that the underlying circumstances can be reviewed to determine whether such circumstances may impact the employee's ability to safely perform his/her job. Failure to report such conviction(s) may result in termination. 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. To help inform and educate all of us on the dangers of drug and alcohol abuse, we have established an awareness program. This program emphasizes our policy of maintaining a drug- and alcohol-free workplace; advises you of available counseling or rehabilitation opportunities and employee assistance programs; and includes features in our employee communications. The Company strongly encourages employees who develop a drug and/or alcohol problem to notify the POS Site Manager and 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 the Company takes disciplinary action. The Company cannot, and does not, assume any responsibility for diagnosing employee problems or referring employees to assistance programs. [ Il l/legal use of drugs for purposes of our policy include 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 the policy.) [ 2 ] 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.

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SAFETY

2025 Employee Handbook – B. Turner

COMMITMENT TO SAFETY Safety is of vital importance to everyone at Personnel Outsource Solutions. As such we believe in quality, efficiency, and working safely in in every phase of our operation, Safe work practices are as much a part of the job as doing the work properly, meaning that it is each employee's responsibility to act in a safe manner at all times. All employees will be provided with safeguards including appropriate personal protective equipment, training and instructions on safety rules and conditions. We are committed to reducing and, to the extent possible, eliminating accidents. To meet this commitment, the following is a set of expectations and guidelines that we expect all employees working at our facilities to follow: a. Demonstrate your personal commitment to safety by being constantly aware of the hazards and risks around you. Support the elimination of unsafe conditions and unsafe actions by holding each other accountable for safety and by raising concerns to management to help mitigate hazards and unsafe behaviors in the workplace. b. Take personal ownership in the Company's safety program and look to improve it. Look out for your safety as well as those around you. Speak up when you observe unsafe acts, unsafe conditions or unsafe behaviors. c. Become actively engaged in the operations. Identify and address hazards and then follow up to ensure the solution is working; d. Stop work when you identify something which may cause harm to you, another person, or the overall operations of the Company. Your right to refuse dangerous work is OSHA protected (you are free from discipline and/or retaliation) if all of the following are met:

o Where possible, you have asked the company to eliminate the danger, and the company has failed to do so; and o You refuse work in "good faith," meaning that you must genuinely believe that an imminent danger exists; and o A reasonable person would agree that there is a real danger of death or serious injury; and o There isn't enough time, due to the urgency of the hazard, to get it corrected through regular enforcement channels, such as requesting and OSHA inspection.

If all 4 of these criteria exist, you should:

o Ask your supervisor, ESS manager, or GM to correct the hazard or assign you other work; and o Tell your supervisor, ESS manager, or GM

2025 Employee Handbook – B. Turner

that you won't perform the work unless and until the hazard is corrected; and o Remain at the worksite until the company orders you to leave.

Understand the safety rules, policies, and safety expectations that impact you. Your specific departmental safety rules are posted on departmental bulletin boards. Ask the ESS Manager or your supervisor if you are unsure. Be proactive and identify and address unsafe behaviors, acts and conditions before they become accidents. Always work in a safe manner. Demonstrate your personal commitment to safety by continually being aware of your surroundings. Support the elimination of unsafe conditions, unsafe acts, and unsafe behaviors. Raise safety concerns to your supervisor or any member of the management team to help mitigate potential hazards.

2025 Employee Handbook – B. Turner

HARASSMENT POLICY

2025 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, color, religion, sex, national origin, sexual orientation, gender identity, gender expression, marital status, genetic information, military and veteran status, citizenship, age, disability (including pregnancy), or any other characteristic protected by state or local law (hereafter “Protected Characteristics”). In keeping with that policy, the Company will not tolerate harassment of any kind by or of any employees or applicants for employment. “Harassment” is defined as verbal or physical conduct that denigrates or shows hostility or aversion toward an individual because of one or more of the Protected Characteristics outlined above, or that of his or her relatives, friends, or associates, and that: • Has the purpose or effect of creating an intimidating, hostile, or offensive working environment. • Has the purpose or effect of unreasonably interfering with an individual’s work performance. • Otherwise adversely affects an individual’s employment opportunities. Examples of harassing conduct can include, but are not limited to, the following: • Use of epithets, slurs, negative stereotyping, or threatening, intimidating, or hostile acts that relate to any Protected Characteristics; • Written or graphic material that denigrates or shows hostility or aversion toward an individual or group because of any Protected Characteristics and that is placed on walls, bulletin boards, or elsewhere on Company premises, or circulated in the workplace; and • Verbal or nonverbal innuendoes that relate to or reflect negatively upon someone because of their Protected Characteristics. 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:

2025 Employee Handbook – B. Turner

(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, but not limited to, favorable reviews, salary increases, promotions, preferential shift assignments, increased benefits, or continued employment are sexual harassment and are prohibited. 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 workplace environment that is hostile, offensive, intimidating, or humiliating to workers may also be sexual harassment. This policy prohibits all harassment even if conduct may not be unlawful under applicable federal, state, or local laws. 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 feels he or she has suffered any form of discrimination, harassment, or retaliation by anyone must immediately report the alleged conduct as outlined below (referred to herein as the “Employee Complaint Procedure”): • To the employee’s supervisor or Human Resources; • If the complaint concerns the employee’s supervisor, then to Human Resources; or • To the Flowers Foods Ethics Hotline by visiting the website SpeakUp.FlowersFoods.com or calling 1-888-337-7524. Any employee who observes conduct by another employee which he or she believes to be harassing, retaliatory, or discriminatory must report such through the Employee Complaint Procedure. 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. Reports will be treated confidential to the extent possible, without impeding the ability of the Company to conduct a discreet and thorough investigation. If it is determined that conduct in violation of this policy has occurred, the Company will act promptly to eliminate the offending conduct, and where it is appropriate the Company will also impose disciplinary action up to and including termination. 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 conduct that may violate this policy must promptly report the matter to Human Resources. Failure by a supervisor or another manager to report a complaint or questionable conduct under

2025 Employee Handbook – B. Turner

this policy shall be a violation of this policy that may result in discipline, up to and including termination. Additionally, certain online comments are a violation of our Policy Against Harassment if such comments would be considered a violation of this policy if they occurred while at work in a face to-face environment. Retaliation or discrimination against an employee for reporting harassment or complaining about harassment is prohibited. Such misconduct will result in disciplinary action up to and including termination. Any employee that knowingly makes a false report of harassment or discrimination will be subject to disciplinary action up to and including termination. Employees should also review any applicable state supplement to this policy.

2025 Employee Handbook – B. Turner

ADDITIONAL POLICIES SOCIAL MEDIA & CELL PHONE

2025 Employee Handbook – B. Turner

Social Media Policy

Introduction Social media is technology that enables online users to interact and share information including video, audio, photographs, and text publicly or privately with one another. Social media includes a variety of internet-based communication tools such as Facebook@, MySpace@, Twitter@, Linked in@, YouTube@, blogs, wikis, and similar tools. Personnel Outsource Solutions employees' use of social media can pose risks to Personnel Outsource Solutions' confidential and proprietary information, reputation and brands, and can jeopardize the company's compliance with business rules and laws. Prohibition of Social Media Usage on Company Computer Systems To minimize these business and legal risks, to avoid loss of productivity and distractions from employees' job performance, and to ensure that the company's property and communications systems are used only for appropriate business purposes, Personnel Outsource Solutions prohibits the use of social media using the company's computer systems for all departments except legal, marketing, communications, and certain subgroups of the IT department due to business necessity. Limitations on Personal Use of Social Media This Policy also applies to personal use of social media using computers owned by employees or accessed by employees outside of the workplace. Social media should never be used in a way that violates any Personnel Outsource Solutions policy or employee obligation. If your electronic communication would violate any of Personnel Outsource Solutions' policies when expressed in another setting or forum, it will also violate them in an online forum. For example, employees are prohibited from using social media to: Disclose Personnel Outsource Solutions' confidential or proprietary information. Circumvent Personnel Outsource Solutions' Code of Conduct or any other laws or ethical standards. Defame or disparage Personnel Outsource Solutions or its affiliates, customers, clients, business partners, suppliers, vendors, competitors, shareholders or other stakeholders. Harass Personnel Outsource Solutions employees on the basis of any protected characteristic such as race, gender, age, disability, religion, national origin, color, sexual orientation, or genetic information.

2025 Employee Handbook – B. Turner

Circumvent Personnel Outsource Solutions' policies prohibiting unlawful discrimination against current employees or applicants. Violate Personnel Outsource Solutions' privacy policies.

Federal Trade Commission (FTC) Guidelines The FTC has issued guidelines to regulate communications made through endorsements and testimonials via social media. Advertisers and endorsers are potentially liable for false or unsubstantiated statements and for failing to disclose material connections between themselves and their endorsers. To reduce the legal and reputational risk associated with Personnel Outsource Solutions employees' statements about our clients' products, when offering testimonials or endorsements about Personnel Outsource Solutions products via social media, employees must clearly disclose that they are a Personnel Outsource Solutions employee. Failure to disclose your status as a Personnel Outsource Solutions employee may result in civil or criminal penalties and/or disciplinary action up to and including the termination of employment. No Expectation of Privacy All contents of Personnel Outsource Solutions' computer and communications systems are the property of the company. Therefore, employees should have no expectation of privacy whatsoever in any message including email, files, data, documents, facsimiles, telephone conversations, voice mails, social media posts or any other kind of communications sent, received, stored or printed from the company's systems. Personnel Outsource Solutions expressly reserves the right to monitor, intercept, and review, without notice to the employee, all of the activities using its systems. A good rule of thumb is to avoid using the company's systems for any matter that you desire to be kept private or confidential from the company.

2025 Employee Handbook – B. Turner