NorCal Employee Handbook

ABOUT THIS HANDBOOK Welcome Thank you for taking the time to review this handbook. We are very pleased to have you on the Flowers team. If you are new to our company, we welcome you to our team. Flowers Foods, our parent company, is proud to be a leader in the packaged baked foods industry. We have achieved this position with hard work, strategic planning, and, most importantly, through the talent and dedication of our employees. The future growth and success of our company depends upon each of us focusing every day on producing high- quality products that meet the needs of both our customers and consumers. As a company, we strive to provide the best opportunities and incentives so individually—and as a company—we can grow and prosper. We consider our employees to be one of our greatest assets. We strive to foster an environment in which everyone is included and in which good performance is rewarded. Our five guiding principles are integrity, quality, service, commitment, and innovation. Whether you are a company veteran or a new employee, please know that you and your job are important to us. We appreciate the contribution that you make to our continued growth and success. When you have a question, concern, or problem, you are encouraged to talk to your supervisor, human resources business partner, or to any member of senior management. Our doors are always open to you. Again, thank you for what you do on behalf of our company every day. With our combined talents, abilities, and hard work, we can accomplish much together. This is the January 2025 edition of the handbook for employees of Flowers Bakeries Sales of NorCal, LLC & Personnel Outsource Solutions (the Company) and it replaces all previous handbooks. This handbook will introduce you to the company and answer most questions about our operations and policies. This handbook is important for you to review whether you are a new employee or have been working with the company for many years. It covers most of the things you need to know about the company --how we work, what we expect of you, and what you can expect from us—our policies, benefits, and procedures. The guidelines in this handbook will help you perform to the best of your abilities and develop your potential as one of our valued employees. Please read and become familiar with the contents of this handbook. All employees of the Company observe these guidelines. However, this handbook does not represent an ironclad statement of policy. Policies are subject to change as our jobs, our company, and the business environment changes. Flexibility is a key to survival in the business world. The Company will adopt new methods and procedures that enable us to serve our customers better, enhance our performance, and improve job security. Therefore, the Company may change or terminate any of the published or unpublished personnel policies, practices, or employee benefits without advance notice. In addition, neither this handbook, nor any other written or oral communication by any representative of the Company, nor any other form of communication between employees and the Company’s representatives is intended in any way to create an employment contract, or any other contractual undertaking or obligation, binding on either the Company or any employee. This handbook supersedes all prior editions, all of which are null and void. If you have any questions after reading this handbook, please talk to your supervisor or another member of the Company’s management team. We expect you to take the time to carefully study this handbook, refer to it often, and keep it in a convenient place for future reference. After all, it's your company and your future. If you are a new employee, you also will have received a special fact sheet that offers a snapshot of Flowers Foods as a whole and highlights special team member programs. Please be sure to review this sheet.

ABOUT FLOWERS FOODS AND THE COMPANY

STATEMENT ABOUT THE COMPANY’S PERSONNEL POLICIES Headquartered in Thomasville, GA, Flowers Foods is one of the nation’s leading producers and marketers of packaged bakery foods for retail and foodservice customers. Flowers is one of the country’s largest producers of fresh breads, buns, rolls, snack cakes, and pastries, including Nature's Own , Dave's Killer Bread , Wonder , Canyon Bakehouse , and Tastykake . We embrace diversity and foster an environment that reflects our values of Honesty & Integrity, Respect & Inclusion, Sustainability, Passion, and Humility. For more information, visit www.flowersfoods.com. Flowers opened its California bakery in Modesto in 2013. Since that time, the Company expanded the facility by 150,000 square feet and added a state-of-the-art bread line to the existing bun line. The highly efficient bakery has been recognized by Stanislaus County, Calif., as a sustainability trailblazer and for achieving zero waste to landfill. The bakery also has a strong partnership with the Modesto Gospel Mission, bringing volunteer bakery employees to help staff the homeless shelter’s soup kitchen. Not only has the partnership helped the mission in terms of volunteers and baked goods, but the bakery has benefitted by meeting individuals who became valuable employees. Additionally, the Modesto bakery made heavy investments into robotics for its shipping department reducing work injuries and resulting in more accurate go-to-market results. Purpose The information contained in this Handbook is designed as an advisory guide to assist The Company and our managers and supervisors with the effective management of personnel and is not meant to address every conceivable situation or issue that arises in the workplace. The provisions and guidelines contained in this Handbook and other policies are not binding on the Company and may be changed, interpreted, modified, revoked, suspended, terminated, or added to by the Company, in whole or in part, at any time, at the Company’s sole option, and without prior notice to employees. Please understand that the Company cannot anticipate every type of circumstance and, thus, these polices are not intended to cover every situation which may arise or to create specific policy to be applied in every instance. Instead, these policies are intended only to give management general advice concerning personnel decisions. Of course, if any employee is subject to a collective bargaining agreement, that agreement supersedes any provisions of this Handbook that are in conflict. Also, as a basic premise, the Company will comply with all applicable local, state, and federal laws. Since we operate in multiple states, we cannot list every situation where state and local laws and regulations may differ from those listed in these policies, but please understand that any practice or policy of the Company will be applied consistent with all applicable laws and regulations. In addition, nothing in this Handbook should be interpreted in a manner that unlawfully prohibits the right of employees to discuss the terms and conditions of employment with other employees or otherwise to engage in protected concerted activity under the National Labor Relations Act (“NLRA”). The Company respects the Section 7 rights of employees and has and always will comply fully with its obligations under the NLRA, and the Company emphasizes that the policies in this Handbook and any other Company policy do not intend to cover conduct engaged in by employees that is protected by the NLRA. Employment-At-Will Nothing contained in this Handbook is intended to create, comprise, or define, nor should it be construed to constitute, any type of oral or written employment contract, promise, or guarantee, express or implied, between the Company and any one or all of its employees. Nothing in this Handbook is intended to provide any assurance of continued employment or any guaranty of continuity of benefits or rights. You understand that you are an at-will employee

and nothing in this Handbook or other documents shall be construed to change your at-will status or otherwise create any type of contractual right. In the absence of a specific agreement to the contrary, which must be authorized in writing by a representative of the Company that has actual authority to enter into the written contract, employment with and compensation from the Company are for no definite period of time and may be terminated by the Company or the employee at any time, for any reason, with or without cause, and with or without notice. Any written or oral statements or promises to the contrary are hereby expressly disavowed and should not be relied upon by prospective or existing employees.

YOU AND YOUR SUPERVISOR

THE COMPANY SUPPORTS EQUAL OPPORTUNITY & DIVERSITY The Company is committed to a policy of equal employment opportunity. We believe that this is not just a legal obligation, but a moral commitment based on simple fairness. In all of our employment practices, we are firmly committed to equal opportunity without regard to race, religion, color, sex, sexual orientation, gender identity, age, national origin, citizenship, disability, veteran status, or any other basis of discrimination prohibited by applicable state or federal law. Any employee who takes any action in violation of our equal employment opportunity policy is subject to appropriate disciplinary action, and we urge any employee who believes our policy is being violated to report the matter pursuant to the Employee Complaint Procedure. This commitment to equal employment opportunity also includes our continuing commitment to create a working environment free from all forms of harassment including sexual harassment. Any harassment, including sexual harassment, whether committed by management, non-management personnel, or visitors is strictly prohibited. An individual who feels that he or she has been a victim of any form of harassment, including sexual harassment, should immediately notify his or her supervisor or any other member of management. The Company will promptly investigate the claim and take appropriate corrective action, which may include discipline up to, and including, discharge of the offending party. Every employee is expected to respect the rights of others and to conform to this policy. We have an excellent work environment, and we intend to keep it that way. The Company Policy Against Harassment is posted on bulletin boards in all locations. Any employee who believes this policy is being violated should report the matter immediately pursuant to the Company’s Employee Complaint Procedure. The Company fosters an environment of diversity that is inclusive, respectful, and fair. This environment is a vital part of our business processes and allows people of different backgrounds, experiences, and perspectives to come together to reach common business and professional goals. Diversity broadens our perspective as a company and enriches our employees and partners as well as the communities in which we live. In keeping with the Company’s support of equal opportunity and diversity, Flowers Foods has made it a corporate initiative to recruit veterans of the U.S. Armed Forces for employment opportunities. No one wants you to succeed in your job more than your immediate supervisor. In the first few weeks or months you are on the job, your immediate supervisor and others at the Company will give to you one of their most valuable assets—time. Supervisors have demonstrated the ability to work with others, to help those for whom they have responsibility, and to approach job issues objectively with a determination to act in the best interest of all concerned. Because your performance directly affects your supervisor's performance, your supervisor will do everything in his or her power to help you succeed in your job. Keep your supervisor informed about the work you are doing. If there is anything adversely affecting your work, let your supervisor know about it, and he or she will work with you to deal with it promptly. Your supervisor is your best source of information about your job and the Company. When you have a question about any job duty or about a Company policy or procedure, do not hesitate to ask your supervisor.

WHAT YOUR PRIORITIES ARE AS A FLOWERS TEAM MEMBER

Our Company must operate as a team to be profitable for our shareholders. As a member of the Flowers’ team, you should:

1. Perform work of the highest possible quality. 2. Work the required hours.

3. Practice safety and help maintain a safe working environment. 4. Contribute to the Company’s strength to help ensure job security. 5. Take pride in your work and strive to improve all aspects of your performance.

6. Express any dissatisfaction in a proper manner to the appropriate member of management if a problem arises and provide that manager with a reasonable opportunity to solve your problem or address your concerns. 7. Cooperate with fellow employees, supervisors and management in a friendly, professional manner. 8. Abide by the rules and regulations of the Company, knowing that these rules benefit everyone.

FLOWERS’ EMPLOYMENT PRINCIPLES

As a Flowers’ team member, you can expect the Company to:

1. Respect the individual dignity of each and every employee. 2. Provide fair and equitable compensation to all employees. 3. Provide for the financial protection and economic security of employees through a balanced program of benefits. 4. Provide working conditions that promote employees’ health and safety. 5. Provide job security consistent with the general economic and business trends. 6. Provide training opportunities to all employees and encourage them to develop their abilities to the maximum. 7. Provide employees with a means of discussing freely any problems or concerns with management and strive to maintain the highest morale. 8. Reward and recognize seniority.

General Policies & Procedures PAY TRANSPARENCY NON DISCRIMINATION PROVISION

The Company will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. If you believe that you have experienced discrimination, you may contact the OFCCP per the below: 1.800.397.6251 | TTY 1.877.889.5627 | www.dol.gov/ofccp

200 CONSTITUTION AVENUE NW WASHINGTON, DC 20210 tel: 1-800-397-6251 TTY: 1-877-889-5627 www.dol.gov/ofccp

EMPLOYMENT

Initial Employment Period New employees go through an adjustment period as they learn their new job. During this 90-day introductory period, you and the Company have the opportunity to evaluate whether you and the job are a suitable match. Employees who complete this introductory period are not guaranteed employment for any specific period. We hope that you will make the most of this "trial" period by learning your new job and demonstrating your ability and interest. After 30 continuous days of employment, full-time employees become eligible for benefits. Employment Classifications Your job is classified as either hourly, non-exempt, or exempt. Hourly and Non-exempt employees are paid overtime at the rate of time and one-half their regular rate of pay for all hours worked beyond 8 hours in a day and 40 hours per week, in accordance with applicable wage and hour laws. You must maintain a record (through the Company’s time-keeping system or through handwritten time sheets) of the total hours you work each day. These hours must be accurately recorded and must reflect all regular and overtime hours worked, any absences, early or late arrivals, early or late departures and – if you are required to clock out – meal breaks. You must be paid for all hours that you work; therefore, it is a violation of the Company’s policies for you to perform any work off the clock. In the unlikely event that your manager or supervisor asks you to work “off the clock,” report that immediately to the Human Resources Department. It is also a violation of our work rules for any employee to “punch in” or to record time for another employee. Employees caught doing this will be subject to discipline up to and including termination. Exempt employees include salaried employees whose duties are executive, professional, sales, or other specific job categories. Exempt employees are not paid overtime for work performed beyond 40 hours in a regular week. This is in accordance with applicable wage and hour laws.

HOURS OF WORK

TIME CARDS / TIME SHEETS Our customers demand fresh bakery products as do the consumers that purchase our products in grocery stores or through foodservice channels. Think about it…would you buy a stale bakery product? Companies that sell stale, low-quality bakery products never stay in business long and can’t provide their employees with job security. For that reason, the Company is forced to operate our business outside the normal 8 a.m. to 5 p.m., Monday through Friday work schedule. We also work on holidays. Again, the reason we must do this is simple: Our jobs depend upon the freshness and availability of our products! Your specific working hours will depend upon the work schedule of your department. The department supervisor creates the work schedule and will communicate the work week to all employees. Your supervisor will explain how breaks, including lunch, are provided. Sometimes, we must delay a scheduled break to meet the needs of our customers. Seasonal or market fluctuations may cause variations in employees’ workloads. We offer overtime to individuals in accordance with our come in/stay over policy. If no one voluntarily chooses to work overtime, it will be necessary to assign the overtime to employees to get the job done according to our come in/stay over policy. Whenever overtime is anticipated, every effort is made to provide advanced notice. Every reasonable effort will be made to distribute overtime as fairly as possible among all employees. Overtime will be paid to hourly and salaried non-exempt employees for all time worked over 8 hours in a day and 40 hours per week. The federal wage and hour laws require accurate record keeping of work time and pay. Your ID badge or time card records your work time, assuring you of proper payment for the correct amount of time worked. Since this is your only proof, you must record your time accurately. Your supervisor will explain how to record your time properly. You must swipe your badge, clock in, or use web clock to call into the system prior to performing any work and must swipe, clock out, or call into the system each time you leave work. If you make a mistake in your time in or out, notify your supervisor, who will correct and initial your time. Clocking in or out early or late must be pre- approved by your supervisor (this includes lunch breaks). If you work unapproved overtime, you will be paid for all hours worked; but, you may be subject to corrective action for the unapproved overtime. Recording time for another employee or asking someone else to record yours is a violation of Company rules. Report a lost ID badge immediately to your supervisor. Your supervisor will either assist in providing you your employee number to manually clock in or assist in documenting your hours until a replacement badge is made. The Company values its employees and wants to ensure that employee concerns are timely reviewed and addressed. If you feel or perceive that you have experienced or witnessed 1) harassment, 2) discrimination, 3)the improper denial of a request for accommodation, 4) the improper denial of requested leave under the FMLA, the ADA, or otherwise, 5) retaliation, 6) failure to pay overtime or other violations of the FLSA or wage payment laws, or 7) any other unlawful or inappropriate conduct by anyone, including an employee, supervisor, manager, coworker, contractor, subcontractor, vendor, client, visitor, customer, agent, or other third party, you are to notify immediately (preferably in writing within 24 hours) your Human Resources Business Partner. If you are not contacted promptly about your complaint or are not satisfied with the response, you should report your complaint to your vice president of regional sales or by calling the Company’s Hotline at 1-888-337-7524. EMPLOYEE COMPLAINT PROCEDURE

SUGGESTIONS FROM EMPLOYEES

New ideas are important in any growing organization. In your everyday work, you are the expert. You may think of changes that will improve quality, safety, and productivity or will otherwise benefit both you and the Company. We welcome and appreciate any suggestions that you have that will improve the way in which we operate. Please feel free to discuss your ideas or suggestions with your supervisor or submit them in writing directly to your human resources business partner or HR Department.

OPEN DOOR POLICY

We strive for close cooperation among all employees, including supervisors and management. We believe this close working relationship is the best way to achieve success. Your management team is interested in you as a person. It is always our policy to listen to you whenever you have a question about your job, a policy, or a decision that affects you. We are firmly committed to fairness and consistency in all issues affecting you. We all must realize that the Company’s strength and growth depends directly upon the contribution made by each of us. We also know that productivity and efficiency are affected by your job satisfaction and happiness. Experience has shown that most questions and concerns can be quickly resolved by discussion and mutual understanding. Simply stated, we hope you have no cause for concern, but if you feel you do, management is committed to answering your questions and attending to any complaints. While we encourage you to develop a good relationship with your supervisor, your concerns will be heard from your supervisor on up to the most senior management level. We encourage you to approach us whenever you have such concerns. NOTE: Employee complaints regarding employee workplace conduct, such as harassment, discrimination, improper denial of or a request for accommodation/requested leave under the FMLA, ADA or otherwise, wage and hour violations, and retaliation, are not to be reported by using the procedure in this Open Door policy and, instead, must be reported in accordance with the protocol identified in the Employee Complaint Procedure. If you do not feel comfortable discussing the problems within normal channels or you have utilized the Employee Complaint Procedure and do not feel your problem has been resolved effectively, you may speak with your vice president of regional sales or you may call the Flowers Foods Ethics & Compliance Hotline. The Flowers Foods Ethics & Compliance Hotline is not intended as a substitute for speaking directly with management; however, it is an option that is always available even if you prefer not to give your name. The Hotline is available 7 days a week 24 hours a day and can be contacted via any of the following: Internet : speakup.flowersfoods.com Telephone : (888) 337-7524 Email : ethicsofficer@flocorp.com Mailing Address : PO Box 6201, Thomasville, Georgia 31758

PEER REVIEW PROGRAM

Although most questions or concerns can be resolved through the informal open door process, we have established a more formal Peer Review Program (PRP) whereby an hourly or non-exempt employee may appeal to an internal review panel for settlement of any complaint or perceived hardship situation related to the following personnel actions or lack of action:

1. A disciplinary act, including termination 2. Pay or benefits dispute (non ERISA plans) 3. Promotion / demotion / reassignment / layoff dispute

4. Working conditions, including but not limited to the following: • Equal opportunity, discrimination or harassment concerns • Safety or security concerns • Any other concern that ends in a dispute whereby affected individuals feel they have been wronged or the Company was unfair

There are three steps involved in the Peer Review Process. STEP ONE

An individual with a complaint or problem must first attempt to settle the matter using the Open Door Policy. If the individual fails to receive satisfaction from this effort, he or she may then request a review of the complaint or problem using the Peer Review Policy process. He or she can initiate the process by completing an Employee Request for PRP Panel Review form. This must be done within 10 days of the event or action that caused the concern. Request forms are available from the Human Resources Department. STEP TWO The Peer Review Policy process continues when the Human Resources Department receives a completed Employee Request for PRP Panel Review form from an individual. Then the PRP panel, consisting of three hourly or non-exempt employees and two exempt employees, is selected by the following method. • Selection of Hourly or Non-exempt Employees Panel Members: The individual with a complaint or problem draws five 5 names from the hourly or non-exempt employee PRP pool and chooses 3 from the 5 to serve on the panel. • Selection of Exempt Employee Panel Members – The individual draws 4 names from the exempt employee PRP pool and chooses 2 from the 4 to serve on the panel. STEP THREE The five-member panel meets to consider and discuss the case. The peer review process ends when a decision by the panel is rendered (based on a majority vote by secret ballot), normally within 10 days. The decision is then communicated to all parties and the department head, who will review the decision. A rejection of the panel decision by the PRP Appeals Committee can only occur when the decision is unlawful, is contrary to published Company policies and procedures, or would compromise or otherwise be detrimental to the Company’s trademark or proprietary information and therefore adverse to the best interest of employees. It is our intent, to the extent possible, to keep matters brought and addressed under the Peer Review Program confidential. Furthermore, no employee will be subject to any form of retaliation or discipline for processing a complaint or problem under this procedure.

PERFORMANCE REVIEWS

To assist you in performing your job to the best of your abilities, it is important that the Company recognize good performance and provide appropriate suggestions for improvement when needed. For that reason, your supervisor will evaluate your work performance on an ongoing basis. Good performance reviews are not a guarantee of salary increases, career advancement, or continued employment. The annual performance review process will be based upon how well you perform on your individual goals, key priorities you need to achieve that align with company and department goals, and your organizational and functional competencies, the behaviors you exhibit while achieving your goals. If you need to discuss your work with your supervisor, you may request an informal review at any time.

INTERNAL PLACEMENT POLICY

An integral part of the Flowers philosophy is our commitment to promote proven performers from within our Company. The purpose of the Internal Placement Policy is to establish guidelines and provide a formal vehicle for

individuals to indicate their interest in advancement opportunities with the Company, and to assist management when making promotion decisions. An individual may successfully move into a new position only once every 12 months. If an individual is unable to perform the new job successfully during the trial period, the individual will be reassigned to such work as may be available. The opening will then be filled by selecting from the individuals who also requested to be considered for the opening. The job/position of the second individual who moves will be e filled by the Internal Placement Policy. The job/position of the third individual who moves will be filled by the Company. An exception to this Internal Placement Policy may occur when it is necessary to fill several jobs/positions at one time or the open position is one of a high level. In such cases, new employees may be used to fill additional openings. A more restrictive policy could cause delays that may harm the quality or quantity of our work and, consequently, everyone's job security. General Overview 1. When an opening occurs or is anticipated to occur in the near future, a Notice of Employment Opening is posted on a centrally located bulletin board. This notice provides the job title, department, shift, supervisor, and general job requirements. 2. Individuals who are interested in the job and believe they are qualified and can perform the essential functions of the position with or without accommodations should apply on-line through careers.flowersfoods.com. 3. Management will review the qualifications and abilities of individuals who have indicated their interest. 4. Management will then complete a Qualifications Matrix for each employee that has applied. This matrix is based upon the following attributes. a) Qualification such as productivity, work quality, performance to expectations, workplace behaviors, attendance record and disciplinary record. b) Company Seniority c) Skills courses taken (such as AIB) The candidate with the highest score will be selected. 5. If an individual is selected from those indicating an interest in a position, it will be necessary for that individual to adjust to the new job to evaluate the individual's performance in the job. A four-week trial period will be used. If an individual is unable to successfully perform the new job during the trial period, the individual will be reassigned to such work as may be available. The opening will then be filled by selecting from the employees who originally requested to be considered for the opening, if possible. 6. If no one indicates interest in the job opening or if no one showing interest meets the above-mentioned qualifications, the Company will seek individuals from outside sources to fill the position, including other Flowers’ companies. The applicable department head will review the selection process with any individual who does not understand the placement procedure or the decision in the matter. If the individual is not satisfied, he or she may request a meeting with the human resources business partner.

HUMAN RESOURCES DEPARTMENT SUPPORT

The Human Resources Department is available to answer questions you may have and to provide assistance in many ways. Keeping you informed about the details of personnel policies and the various employee benefit programs is one of its most important responsibilities. For various reasons, the Human Resources Department must maintain up-to-date personnel records for all employees. Your marital status, a new home or mailing address, a different telephone number, new dependents, change in insurance beneficiaries, additional education, whom to notify in case of emergency, etc. The Human Resources Department maintains a complete, confidential personnel file covering your status and progress while employed. As required by law, employees have the right to examine and copy any medical records pertaining to them that are on file in the Human Resources Department. However, these medical records, (referred to as “Protected Health Information”) may not be used for any reason other than health plan administration or except as required by law. All other personnel file documentation is the proprietary property of the Company and may not be copied or distributed, except for where legally required.

SENIORITY

Length of continuous service is what we all know as seniority. The Company recognizes and rewards seniority in many of its policies and benefits. Seniority is considered in promotions and transfers and determines your preference for the purpose of vacation or PTO scheduling and the amount of vacation/PTO and other benefits to which you are entitled. In certain departments where shift work is required, seniority may be used to determine shift preference. In the case of a layoff, seniority will determine who may be recalled, providing the employee is qualified. Achievement awards and other programs also are contingent upon length of service.

NEPOTISM & EMPLOYEE DATING

The Company may hire relatives of current employees; however, members of immediate family may not be employed in the following situations: • If one employee would have supervisory authority over another • If one employee would be responsible for auditing or evaluating the other • In any other situation that would create an actual conflict of interest, reasonably foreseeable charges of favoritism, or possible disruption to the workplace This policy applies equally with regard to hiring, transfers, and promotions. “Immediate family” includes parents, brothers, sisters, husbands, wives, children, grandparents, grandchildren, and in-laws. This policy also applies to those employees who are determined to have a close personal relationship. If an employee marries or develops a close personal relationship with another employee in violation of this policy, management will investigate the possibility of transferring one or both people to other suitable positions. If no transfer is available, or if either employee objects to a transfer, the employees involved will be permitted to determine which of them will resign. If the employees refuse to make that decision, the employee with the least seniority will be terminated.

SHARING INFORMATION ABOUT THE COMPANY

Employees are not authorized to speak on behalf of the Company or share any information about the Company with the public without prior approval of the executive vice president of corporate relations or the vice president of communications and corporate responsibility. Interviews with newspapers, magazines, radio, or television or speeches to groups or organizations can be interpreted as representing the Company or reflecting its position on any matter. For that reason, employees are required to seek prior approval before accepting any invitation to speak on behalf of the Company. If you are contacted by a reporter at any time, immediately direct them to the vice president of regional sales or your human resources business partner.

CONFIDENTIALITY

All records and information relating to the Company’s customers and business are confidential. Employees may not remove or transfer any company information, documents, records, files, or computer files from the work site without authorization. Employees are not to disclose any confidential information, purposefully or inadvertently (through casual conversation) to any unauthorized person inside or outside the Company.

USE OF COMMUNICATION SYSTEMS

The Company provides numerous types of communications systems, such as fax machines, on-line and Internet services, voice mail, electronic mail, tablets, handheld computers, printers, cellular phones, priority mail, and delivery services. All such communication systems are the sole property of the Company and are provided for business purposes. The Company reserves the right to inspect and monitor any incoming and outgoing correspondence received or sent by an employee to or from the Company’s premises or received or sent using Company equipment, with or without notice from the Company. No employee has any personal privacy rights to any such communication. All existing company policies regarding employee conduct apply to use of the Company communication systems, including the policy against harassment. Flowers’ complete Communication Systems Policy is available in the Human Resources Department.

PHONES

Employees are expected to use company provided phones in a safe and responsible manner, following the Company’s Cell Phone Use Policy, which prohibits talking on the cell phone while driving.

COMPUTERS The Company provides Internet and e-mail access for business use only. Every employee is responsible for maintaining the Company’s public image and must use company e-mail and Internet access in a manner that reflects well on the company. The Company recognizes there will be occasional personal use on lunch breaks and during non-working hours, but this use must not be excessive or unreasonable. Most communication services and equipment have toll charges or other usage-related expenses. Employees should be aware of these charges and expenses and should consider cost and efficiency needs when choosing the proper way for each business communication. Employees should consult their supervisor if there is a question about the proper mode of communication. • All messages composed, sent, or received on the Flowers’ e-mail system are the property of the company. Personal employee communications are not the private property of any employee and no employee has any personal privacy rights to any such communications. • The e-mail system may not be used for outside commercial ventures, religious or political causes, or other non-job related solicitations. • Employees are not to use the Internet or Flowers’ e-mail system to create messages containing sexual implications, racial slurs, or crude content. These types of messages will be considered offensive and are subject to the Company’s Harassment Policy. RESPONSIBLE SOCIAL MEDIA USE In today’s connected world, social media and other electronic communication play an important role in how we communicate. Electronic communication means any form of communication by electronic means including emailing, instant messaging, testing posting or sharing through external social networking platforms such as Facebook®, Twitter®, Linked in®, Instagram®, YouTube®, TikTok®, blogs, wikis, etc. Electronic communication covered under the Company’s Social media & Electronic Communications policy also includes internal Flowers’ branded communications platforms such as Flowers’ hosted email, the intranet (FLOConnect), Microsoft Teams, and Sharepoint. The Company’s policies and the law require that we be thoughtful users of electronic communication and social media and to carefully consider what we choose to communicate. Employee misuse of these platforms can pose risks to the Company’s confidential corporate information, its reputation and brands, and can run the Company afoul of business laws and regulations. While the Company blocks access to most social media outlets on its computer system, the Company also requires employees to uphold certain standards of responsible social media during non-working hours, as well. At no time should electronic communication vehicles- including social media platforms - be used to: harass employees on the basis of any legally protected class such as race, religion, color, sex, sexual orientation, sexual identity, gender identity, gender expression, age, national origin, citizenship, disability, veteran status or any other basis of discrimination prohibited by applicable state or federal law; circumvent Flowers’ policies prohibiting unlawful discrimination against current employees or applicants; or disclose Flowers’ confidential or proprietary information. This policy is not intended to interfere with employees’ rights to discuss work related issues with one another, or with any federal, state, or local law. FEDERAL TRADE COMMISSION (FTC) GUIDELINES Federal Trade Commission guidelines regulate electronic communication pertaining to product endorsements or testimonials. Individuals may be held liable if they offer false or unsubstantiated product endorsements or testimonials or if they fail to disclose any connection between themselves and the product they endorse. If you plan to use social media, adhere to the following principle: Whenever you offer a testimonial or endorse any Flowers product, you must clearly disclose that you are a Flowers employee. Failure to do so may expose the Company to legal and other substantial risks. 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. Therefore, employees should have no

VISITORS If you are unsure how to change your email signature, please see the attached document for complete instructions. If you are familiar with how to create a new signature in Outlook, simply copy and paste the sample email signature above as a new signature, changing the template to your name, title, and phone number. You will also need to ensure that your signature displays your correct bakery name. Some of you may require slight modifications to the above ( e.g., where an employee supports multiple plants, requires a phonetic spelling of a name, has professional designations, or needs to display multiple phone/fax numbers). Approved modifications to the above email signature template can be found in the linked Email Signature Guide . Because of security, safety, and compliance with food industry regulations, personal visitors are not permitted on company property except on official company business or when prior management approval has been obtained. Employees who are off-duty are not permitted to be in the interior of the warehouse or other working areas for any reason without prior supervisor approval, unless they are reporting to work, leaving work or handling company- related business. Employees on-duty must secure permission from their supervisor before leaving the facility during working hours and must report to their supervisor upon returning. expectation of privacy with regard to electronic communication in connection with your use of any company resources, equipment or property. Additional information regarding Flowers’ monitoring and control of its systems and platforms can be found in the Electronic Communication and Social Media Policy which is provided to all employees and is posted on your company’s FLOConnect page. REPORTING CONCERNS: RETALIATION IS PROHIBITED Flowers has zero tolerance for retaliation or discrimination of any kind. 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 the Electronic Communication and Social Media Policy, or for cooperating in any 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. As an employee, you serve as a representative of the Company and of its brands. Employees who have a company email account must use a business signature with their emails, which presents a consistent and professional image to our customers, vendors, and outside business partners. Therefore, all all employees with a Flowers-issued email address are required to use the following email signature template: SAMPLE EMPLOYEE Title PROFESSIONAL EMAIL SIGNATURES Name of bakery 229.123.4567

DRESS CODE

We must recognize that what we wear to work is a reflection on both our professionalism and our company. Although comfort is a priority, certain standards are required. Good personal hygiene and a neat appearance are expected of all employees and acceptable standards for attire include the following:

• A comfortable collared short-sleeved shirt or pullover. • Dark colored khaki’s/work shorts, or pants. • Black shoes/boots. •

Please use good judgment and good taste, remembering that rightly or wrongly, people judge us individually and as a company, in part on our appearance. T-shirts, hoodies, jeans, sweatpants, jerseys, athletic shorts (etc.) are not acceptable.

DRUG AND ALCOHOL ABUSE POLICY

The company is a drug-free workplace . Besides pre-employment drug testing, we also conduct post-accident and reasonable suspicion drug testing. 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 the 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 your Human Resources Department. To protect our customers and our employees’ safety and health, we take a number of steps to ensure that our policy is followed including for cause and/or post-accident testing. 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 human resources business partner or your supervisor prior to being caught in violation of this policy. 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. If you enter a pre- approved treatment program, you may be eligible for certain benefits during your absence. Please see your human resources business partner for more details.

TOBACCO-FREE WORKPLACE POLICY

To provide a healthy work environment, the Company established a Tobacco-Free Workplace Policy. The Company does not permit smoking or the use of any tobacco products—including electronic cigarettes—inside its facilities or property, including warehouses and company-owned vehicles. Tobacco use is permitted only in approved areas. Always use proper disposal containers when extinguishing lighted tobacco products or expelling smokeless tobacco. See your supervisor for more details .

MOONLIGHTING POLICY

Employees are permitted to engage in outside work or hold other jobs, subject to certain restrictions as outlined below.

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

TRAINING

Training starts the day you come to work and continues throughout your employment. All of us are expected to do our job to the best of our ability. Our training programs include on-the-job training, seminars, and tuition reimbursement for job-related education or training. They are designed to help you perform your job and, if desired, prepare you for promotional opportunities within the Company. Continuing education and training will play an important role throughout your employment. Never hesitate to ask questions or make use of the Company's training programs. For more information, see your supervisor or contact the Human Resources Department.

DISCIPLINARY RULES AND PROCEDURES

It is essential for any organization to have operating rules and regulations. The rules and regulations by which the Company operates are based on applicable laws, industry standards, and common sense. They are intended to create safe, efficient and pleasant working conditions for all of us. Rules and regulations are given to employees at the time of employment and are posted on bulletin boards. Any modification, addition, or deletion of rules and regulations will be communicated to you in a timely manner. It is important that all of us understand and observe them. Failure to follow company rules will lead to disciplinary action, up to and including immediate discharge. If you should have any questions concerning work rules and regulations, please consult your supervisor or a member of management. Nothing in these rules is intended to prevent communications concerning wages, hours, and working conditions or any other communication allowed by law. Nor is anything in these rules otherwise intended to prohibit legally protected activity. Should you have any questions concerning whether or not certain communications and/or conduct is legally protected activity, you may contact your human resources business partner. You have received a copy of the work rules with your onboarding documents. Additional copies are available from your Human Resources department or from your supervisor. You will be advised when any changes to these rules are made. Employee work performance is a combination of many factors, including attendance, punctuality, personal conduct, job proficiency, reliability, and compliance with company policies. If an employee is unwilling or unable to meet the Company’s work performance standards, the Company will take corrective action. Corrective action formally documents work performance, while giving an employee reasonable direction and time in which to improve performance. The Company reserves the right to determine that certain actions of an extremely serious nature may be subject to immediate termination.