NorCal Employee Handbook

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