FBC Ohio Employee Benefits

(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