Franklin Baking Company Employee Handbook

Employee Handbook

2024 Employee Handbook – B. Turner

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PRODUCTION SAFETY RULES

2024 Employee Handbook – B. Turner

PRODUCTION SAFETY RULES:

1. Keep all guards in place and do not bypass any safety switch or device. 2. Keep hands out of moving machinery. Always shut equipment off before adjusting. Lockout/Tagout machinery for repair or adjustment. 3. Always walk; never run. No horseplay. Do not jump over conveyers – walk around. 4. Maintain a clean work area. Good Housekeeping prevents slips, trips, and falls. 5. Always bend the knees when lifting, setting, racking or stacking pan below waist level. 6. Move your feet when turning rather than twist the trunk of the body. 7. Wear hearing protection and skid resistant shoes. 8. Use pads for hot pans. 9. When lifting, pushing or pulling involves more than you think you can handle – get help. 10. Use compressed air on equipment only – NEVER USE TO CLEAN YOURSELF OFF. 11. Report any unsafe conditions or actions to your direct supervisor or the safety coordinator. Correct these conditions or actions if you can. 12. Report equipment malfunctions or defects to maintenance immediately. 13. Report accidents, near misses, or injury to your supervisor promptly. 14. Never enter a confined space without appropriate (permit) and completion of confined space procedures. 15. If CPR and/or First Aid trained, follower proper procedures as outlined in Blood Borne Pathogens Program if you should come into contact with blood. 16. In handling hazardous chemicals, refer to chemical identification label and HMIS chart for safe handling and proper protection equipment. Ask your supervisor if you need to refer to material safety data sheets for proper handling. 17. Inform the safety coordinator of any suggestions you may have to improve safe work performance.

2024 Employee Handbook – B. Turner

STANDARD RELEASE AND WAIVER I acknowledge that I provide this Standard Release and Waiver ("Release") to Flowers Foods, Inc., its subsidiaries and affiliates (collectively "Flowers"). I have been informed and understand that during the course of my employment Flowers may create materials which may include advertising and marketing materials, commercial production, video/audio programming, or other works, and that my name, likeness, image, voice, appearance, and/or performance, may be made a part of such works ("Product"). I acknowledge and agree that Flowers is relying on this Release in creating the Product, that I am receiving no monetary compensation unless otherwise agreed in writing, and that this release, license, consent, waiver and all aspects of this Release are irrevocable. I grant Flowers, those acting with its authority, its parents, subsidiaries, affiliates, licensees, successors, assigns and its designees the unrestricted, absolute, perpetual, non-cancelable worldwide right and license to use in the Product for all purposes and in any manner any and all photographs, images, videos, audio, or any depiction or portrayal of me, my name, appearance, image, likeness and/or voice, without further compensation, consideration, or notice to or permission from me or any third party; and further to reproduce, copy, modify, create derivative works of, display, perform, exhibit, distribute, transmit or broadcast, publicly or otherwise, or otherwise use and permit to be used the Product or any part thereof, in any media now known or created in the future. This grant includes without limitation the right to edit, mix or duplicate and to use or re-use the Product in whole or part as Flowers may elect. Flowers shall have complete ownership of the Product in which I appear, including copyright interests, and I acknowledge that I have no interest or ownership in the Product or its copyright. I agree that no advertisement or other material need be submitted to me for approval and that Flowers shall be without liability to me for any distortion or illusionary effect resulting from the publication of my picture, portrait, likeness, video, and statements. I confirm that I have the right to enter into this Release, that I am not restricted by any commitments to third parties, and that Flowers has no financial commitment or obligations to me as a result of this Release. I hereby give all clearances, copyright and otherwise, for use of my name, likeness, image, voice, appearance, and performance embodied in the Product. To the extent required under the applicable copyright laws regarding ownership of the Product or the content or use thereof, the product of my services rendered will be considered works made for hire, specially commissioned and/or made in the course of services rendered, or, if not legally capable of being considered as such, then I hereby irrevocably and unconditionally assign to Flowers any and all rights, title and interest I may have in or to the Product. I release and agree not to sue Flowers or its officers, employees, agents and designees for any claim whether known or unknown, for libel, slander, defamation, unfair competition, infringement of copyright, invasion of rights of privacy, publicity or personality, or any other claim or cause of action based on or related to the Product. I hereby release and forever discharge Flowers, along with all of its agents, employees, directors, officers, and assigns, from any and all claims, demands, actions, causes of action or suits arising out of any injuries, known or unknown, arising from or related to my participation. The undersigned hereby assumes all risk of injury and fully indemnifies and holds harmless Flowers along with its agents, employees, directors, officers, assigns, and attorneys from and against each and every liability, loss, cost, damage, and expense, including attorney's fees, which Flowers along with its agents, employees, directors, officers, assigns, and attorneys may incur as a result ofmy participation. In consideration of all the above, I hereby acknowledge receipt of reasonable and fair consideration from Flowers. I have read the foregoing and understand its terms and stipulations and agree to all of them:

2024 Employee Handbook – B. Turner

Name (please print)

Signature

Date

2024 Employee Handbook – B. Turner

DRESS CODE

2024 Employee Handbook – B. Turner

DRESS CODE

Requirements • First 30 days of employment with Personnel Outsource Solutions, you are required to wear: o Two (2) Plain dark gray, t-shirts (provided by Franklin), tan/khaki pants with a belt. o Slip resistant shoes (shoes must have SLIP RESISTANT printed on them). • Dress code for Cold weather: o Wear a black or navy jacket (no hood, buttons or pockets, may have a zipper or snaps). o If the front or back has an insignia, it must be smaller than a credit card. These items can be found in most department stores, including Target and Wal-Mart. After you have been employed 30 days, go by the POS office to pick up a uniform card.

_________________________ Employee Name _________________________ Date

2024 Employee Handbook – B. Turner

DRUG & ALCOHAL ABUSE POLICY

2024 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 [1] 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 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 include drug and/or alcohol testing whenever the Company suspects that an employee's work performance or on-the-job behavior • To be involved in the use or possession of alcohol on Company property.

2024 Employee Handbook – B. Turner

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. [1] Illegal 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 .

2024 Employee Handbook – B. Turner

I have received a copy of the Drug and Alcohol Abuse Policy of Personnel Outsource Solutions. I understand and agree to abide by this policy.

____________________________ Employee’s Printed Name

________________________

Date

____________________________

2024 Employee Handbook – B. Turner

UNIFORMS & LOCKERS POLICY

2024 Employee Handbook – B. Turner

POS Uniform Policy For Franklin Bakery

• There will be a one-time set up fee of $37; a weekly fee of $8.00 includes leasing the uniforms and Unifirst laundering the uniforms. • Soiled uniforms are to be placed in the appropriate bins (shirts, pants, jackets), in the 650 breakrooms, provided by Unifirst, no later than 1pm each Wednesday.

• If any repair (mending, size change) is needed, please take garment to the site manager’s office.

• If any changes will occur in the route of the POS uniforms which may affect delivery dates, a notice will be left on the door to the locker room & on the front of the Unifirst bins for soiled uniforms.

• If employment ends for any reason and any garment is not returned, you will be responsible for the cost of all unreturned garments.

2024 Employee Handbook – B. Turner

Date: _____________________________ Re: POS Uniforms/Lockers I, ________________________________, acknowledge the following:

• I am responsible to provide a lock for the locker. ______

• I will be charged for any garment not returned should my employment with POS end for any reason. ______

• I have been issued the POS Uniform Policy for Franklin Bakery. _____

• I have read & understand the POS Uniform Policy for Franklin Bakery. _____

Signature

Date

POS Representative Signature

Date

2024 Employee Handbook – B. Turner

Uniform Home Laundering Procedures Employees permitted to launder their uniforms at home shall be provided with and required to sign a detailed procedure to ensure the food safety effectiveness of the home laundering process. At minimum, the home laundering procedures shall mandate that work uniforms shall: o Be washed and rinsed in hot water using a mechanical power-driven laundry machine. o Be washed with the use of a non-scented laundry detergent. o Be washed and dried separately and not with any other clothing or materials. o Be dried using either gas or electric dryer and shall not be line dried. o Once cleaned and dried, be placed and stored in a clean plastic bag until it is worn to work. o Be put on immediately prior going to work. o Be maintained free from any physical, chemical, and/or biological contaminates that may contaminate the clothing and pose a food safety hazard.

Once the uniform is worn, then this would include precautions such as:

 Not handling or having any contact with any person, animal, or object that may shed loose fibers or other foreign materials.  Not handling any chemicals such as pesticides, cleaning compounds, etc.  Not handling any biological matter such as baby diapers, foods (especially those that contain food allergen), etc...

I have read and hereby acknowledge receipt of Franklin Baking Co., LLC Uniform Home Laundering Procedures dated April 6, 2012.

__________________________________ Print Name

__________________________________

_______________

Employee Signature

Date

__________________________________ Position

2024 Employee Handbook – B. Turner

PERSONNEL POLICIES

2024 Employee Handbook – B. Turner

PERSONNEL OUTSOURCE & FLOWERS PERSONNEL POLICIES

I,_______________________________________________ have read, acknowledge and understand the following:

1. I will not wear jewelry while working inside the facility. 2. I will not have my cell phone on the production floor; nor will I have ear buds hiding under my ear muffs. 3. I will park in the approved areas, secured lots, gravel lot etc. AND not in Visitor Parking. 4. I will not go to my vehicle to take a break; and if I have to go to my vehicle for any reason will get my supervisor’s permission first. 5. I will clock in, no more than 5 minutes, before my scheduled work time & will clock out when I have received a supervisor’s permission. If I fail to do so, I understand any pay due me will be received in the next week’s check. 6. I will smoke in the 2 designated smoking areas only; outside the Bread breakroom and 800 breakroom.

Name:__________________________________________________________ Date:___________________________________________________________

2024 Employee Handbook – B. Turner

HARASSMENT POLICY

2024 Employee Handbook – B. Turner

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

2024 Employee Handbook – B. Turner

No supervisor or other member of management has the authority, express or implied, to engage in sexual or other harassment, or in any other way violate this or any other Company policy. Any supervisor or other manager who receives a complaint or otherwise becomes aware of questionable conduct under this policy must promptly report the matter to the Director of Human Resources or a senior member of management who, in turn, will promptly direct an investigation and assure that corrective action is taken where appropriate. Failure by a supervisor or another manager to report a complaint or questionable conduct under this policy shall be a violation of this policy. If, for any reason, an employee has reported a suspected policy violation to his or her supervisor or another manager, and feels that the complaint has not been properly handled, the employee should report the incident immediately to a senior member of management or to the Director of Human Resources.

2024 Employee Handbook – B. Turner

SOCIAL MEDIA POLICY

2024 Employee Handbook – B. Turner

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

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

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

2024 Employee Handbook – B. Turner

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

2024 Employee Handbook – B. Turner

of information that may have a direct impact on Flowers’ reputation, brands, values, and business ethics. Reporting Concerns: Retaliation is Prohibited Workplace complaints, including those relating to discrimination or harassment, should be submitted through appropriate channels such as through the Employee Complaint Procedure or Flowers’ Ethics & Compliance Hotline. Flowers has zero tolerance for retaliation or discrimination of any kind. Flowers prohibits taking adverse action against any employee for reporting a possible deviation from this policy or any other Flowers’ policy, or for cooperating in an investigation. Any employee who engages in retaliation or discrimination will be subject to disciplinary action, up to and including termination. If you need to make an anonymous report, contact the Ethics & Compliance Hotline at: 1-888-337 7524 or at speakup.flowersfoods.com. Non-Interference with Applicable Laws; Protected Activity The purpose of this Policy is to protect Flowers’ trade secrets, confidential and proprietary information, and brands, while concurrently promoting compliance with all applicable laws. In no way is this Policy intended to restrict or interfere with any legally protected activity, including protected activity under the National Labor Relations Act such as employees’ rights to discuss their wages, benefits, hours of work, work schedules, performance metrics, discipline, work policies, or other terms and conditions of employment. For More Information If you have questions or need further guidance, please contact your Human Resources representative.

2024 Employee Handbook – B. Turner

GOOD MANUFACTURING PRACTICES

2024 Employee Handbook – B. Turner

Good Manufacturing Practices ( GMP’s ) are written into food regulations in the United States by the Food and Drug Administration (FDA) for food production. GMP’s are practices and procedures performed by a food manufacturing company which affect the safety of their products. GMP may refer to people, equipment, process or the environment in the production process.

1.

Hands should be washed and sanitized at the following times:

1.1 1.2 1.3 1.4 1.5 1.6 1.7 1.8 1.9

Before starting to work Before putting on gloves

Before handling any product or packaging materials

After each break and lunch period

After visiting the rest room

After covering mouth while sneezing or coughing

After picking something off the floor

After blowing or touching your nose, mouth, eyes, ears, or hair After handling items such as boxes, labels, garbage, brooms or hoses

1.10 Any time you leave and re-enter the production floor 1.11 Any other time your hands have been contaminated

2. Rubber or disposable gloves must be clean and in good condition (i.e. no cuts or tears.) Wash hands before putting on gloves. Change gloves as they become dirty or torn. 3. Gloves shall not be used as a substitute for frequent hand washing. Gloves shall be cleaned and sanitized as often as hands are washed and sanitized, or as often as required to prevent contamination of food, food contact surfaces and food packaging. 4. Nails should be kept neatly trimmed and clean. Fingernails must not exceed the end of one’s fingertip. Artificial nails, fingernail polish including clear polish, and artificial eye lashes are not permitted. 5. Dress in a clean uniform before starting your shift. Shirttails must be tucked in at all times. Uniforms shall be laundered by the uniform service provided unless the employee has signed documentation from the bakery, then they shall be permitted to launder their uniforms at home. In this case, the uniform home laundering procedures must be followed.

2024 Employee Handbook – B. Turner

6. Clothing with material that may detach and contaminate product (such as glitters) is not permitted on the production floor or warehouse. 7. No open toes or open heel shoes allowed. Non-skid shoes must be worn in production area and it must keep clean and in good condition. Employees must wear either hose or socks while on duty. 8. The hairnet shall extend below the bottom of the ear. No hair is permitted outside of the hair net. Only plant issued hair restraint is allowed. 9. Long hair may be restrained by use of an elastic type band. All other objects attached to hair are prohibited. 10. Glass, hard plastic and ceramics is strictly prohibited in all areas of the facility. Employees are to leave any type of glass, hard plastic or ceramic material items in their vehicles. This includes but not limited to the following: dinner plates, ceramic mugs, and beverages that are sold in glass bottles. 11. Company provided uniforms must be replaced when they become soiled or damaged. 12. Bracelets, neck chains, earrings, watches, rings and other jewelry are not to be worn in the manufacturing areas. Body jewelry shall be prohibited at all times. Excess perfume or cologne may not be worn. Plain wedding bands are authorized. 13. The following are not permitted in the plant: 13.1 Spitting shall be strictly prohibited other than directly in the toilet. 13.2 Smoking is only permitted in the outside smoking area 13.3 Eating or drinking 13.4 Chewing tobacco or gum 13.5 Any other unsanitary activity that compromises the quality of our product. 14. Eating and drinking are only permitted in the breakrooms. Eating or drinking outside of breakrooms or in any unauthorized area is not allowed. Food and drink are not permitted in the designated smoking areas. Breaks are not permitted in personal vehicles or bakery parking lots. 15. The consumption of food, beverages, or medications other than water from a drinking fountain shall be prohibited in the production areas. 16. The possession of any chewing gum product including hard candy and mints and the like shall be prohibited in any manufacturing areas

2024 Employee Handbook – B. Turner

17. Only SEALED lunches, food and beverages are permitted in employee lockers. Store lunches (food and beverages) in designated areas and not on top of vending machines, or tool boxes/carts in the processing areas. 18. Maintain lockers clean and free of trash or soiled clothing. Substances that might harm people or the product shall not be stored in locker.

19.

Do not store uniforms in the personal locker.

20. Pens, eyeglasses, and other objects should not be carried in pockets above the waist. Eyeglasses or safety glasses must not be worn on your head. 21. When earplugs are worn, they must be attached to a cord and must be worn behind the neck and not in front. 22. Personal medication must be kept in your locker. You must notify your Supervisor of any medication prescribed to you by a physician. If employee must carry medication for medical reason, it must be in a sealed container, carried below the waist and must be approved by your Manager. 23. The only approved medical alert jewelry is the medical alert necklace only. It must be worn under the shirt and must be approved by plant management. 24. Clean sweat bands and plain colored bandanas may be worn underneath the hair restraints. Du-rags are not permitted. Only company approved cooling head bands are allowed during summer months only. 25. Shower or bathe every day before coming to work. Use plenty of soap when showering in order to get really clean. Bacteria and dirt can be easily found on unclean hair and skin. 26. Eyeglasses, belt and hair accessories with any type of decorations or any attachments are strictly prohibited. 27. Notify your supervisor of any cuts or infections on the hand before starting your shift. Your hands must be covered with metal detectable bandage and a rubber glove before handling any food product, food manufacturing equipment or packaging materials. 28. Notify your supervisor immediately if there is any foreign object sighting. Stop the line if there is any foreign objects in the dough then inform Supervisor immediately. 29. No running or horseplay should ever take place in the production and warehouse areas.

2024 Employee Handbook – B. Turner

30. All employees shall be issued a photo ID card and it shall remain on the employee at all times. 31. No personal cell phone allowed inside the processing rooms. Cell phone can only be used during break and lunch time. 32. All raw and packaging materials shall be rotated on First-In-First-Out (FIFO) basis. 33. Only use Metal Detectable Pens, which will be issued by your supervisors to record information on records. No records shall not be written on in pencil. 34. Use of white out or liquid eraser are not acceptable. When a mistake is made on a record, corrections can be made. This shall be completed with a neat single line through the mistake and then the initials of the person making the change. 35. Monitoring results must be truthfully documented and in a timely manner. 36. The use or possession of any type of tobacco products is prohibited in any manufacturing areas. 37. Bandage that are exposed and worn from the home shall be replaced with the metal detectable band aids provided by the company. Gloves that conform to the glove policy shall be worn over cuts, sores and any bandage applied to the hand. 38. Any employee who by medical examination or supervisory observation is shown to have, or appears to have an illness, by which there is a reasonable possibility of food, food contact surfaces, food ingredients, or food packaging materials becoming contaminated shall be excluded from any operation. Notify your supervisor immediately if you have contracted any contagious or communicable diseases. You must take a medical leave of absence until your physician certifies that you are cured. 40. All utility knives shall be approved and issued by Plant ESS Director. If knife is lost or misplaced; a Lost or Misplaced Utility Knife form shall be kept on file. 41. Maintain the break room and rest rooms clean all the time. It is everyone’s responsibility to clean up the break room after each break and after using the restroom. 39. No excessive perfume or after shave shall be worn.

42.

Trash must be disposed of in the appropriate trash receptacles.

2024 Employee Handbook – B. Turner

43. Ensure that pest control monitoring devices are in good condition, in the right place and correct position. 44. Every pallet of raw and packaging materials shall be dated upon receipt; date shall remain on the pallet until the last unit is used. 45. Walking or sitting on any raw, packaging or finished materials is strictly prohibited. 46. All partial containers or bags must roll down and taped. 47. Raw and packaging lot numbers must be documented correctly and completely. Change over time and new lot number must be documented in a timely manner. 48. Chemicals must be segregated and secured with restricted access to authorized employee(s) only. Chemicals must be properly identified and only trained employees are authorized to handle it. 49. Staples of any type shall not be used in the production areas. 50. Equipment parts and/or tools shall not be stored in food packaging containers or above the plain of the product zone. All tools, such as air guns, scrapers, brushes, etc.. shall be stored appropriately at the end of the shift. Tools are not allowed to leave bakery premises or be stored in lockers. 51. Ingredients shall not be stored in packaging that they were not originally packaged in. 52. All ingredients and packaging shall be stored off the floor at all times. 53. The use of unmarked container is prohibited. 54. Always practice good housekeeping in all areas of the plant 55. Only authorized entrances to the manufacturing facility shall be utilized. Bringing or allowing any non-employee inside company premises without prior permission from management is prohibited. All visitors and contractors shall check in with security or the front office before entering the facility.

2024 Employee Handbook – B. Turner

Training Acknowledgement

By signing below it means that I fully understand the topics discussed. I was given the opportunity to ask questions and clarify any step or instruction not fully clear and any questions / doubts, were carefully explained.

I will comply with the policies, procedures and guidelines presented to me during training.

Violation of the GMP’s shall be handled through the progressive disciplinary step process as outlined in the Company Plant Rules.

____________________________________________________________________________ Print Name Date

_________________________________________ Signature

2024 Employee Handbook – B. Turner