Social Media Restaurant Manager

******.* / ****-***

THREE POWERS FOODS, INC.

EMPLOYEE HANDBOOK

2017

405101.2 / 4483-001

The information contained herein is confidential and proprietary to Three Powers Foods, Inc. (the “Company”). This information is intended only for the use of the Company’s employees.

If you are not a current employee of the Company, this material is not intended for you. Any use, dissemination, distribution or copying of this manual or the contents herein, is strictly prohibited.

If found, please notify us at:

1861 West La Habra Blvd. #243, La Habra, CA, at 714-***-****. The Company will arrange to have the manual returned to us via U.S. Mail or FedEx at our expense.

Thank you,

Three Powers Foods, Inc.

TABLE OF CONTENTS

Page(s)

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MESSAGE FROM MANAGEMENT 1 INTRODUCTION AND STATEMENT OF AT-WILL EMPLOYMENT 2 INTRODUCTORY PERIOD 3 PERSONNEL RECORDS 3 ACCESS TO PAYROLL AND PERSONNEL RECORDS 4 PERFORMANCE APPRAISALS 4 EQUAL EMPLOYMENT OPPORTUNITY POLICY 4 POLICY AGAINST UNLAWFUL HARASSMENT 6 A. Prohibited Conduct 6 B. Complaint Procedure 8 CONFIDENTIALITY 9 CONFLICT OF INTEREST 10 USE OF SOCIAL MEDIA 10 NON-NEPOTISM 12 FRATERNIZATION POLICY 13 OUTSIDE WORK 13 WORKING HOURS AND TIME-KEEPING 13 OVERTIME POLICY 14 PAY DAYS 14 VOLUNTARY MAKE-UP TIME FOR NON-EXEMPT EMPLOYEES 14 REST PERIODS FOR NON-EXEMPT EMPLOYEES 15 MEAL BREAKS FOR NON-EXEMPT EMPLOYEES 16 TABLE OF CONTENTS

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SCHEDULING: NON-EXEMPT EMPLOYEES 17 DRINK AND FOOD POLICY 17 ATTENDANCE 18 JURY DUTY 19 FAMILY AND MEDICAL CARE LEAVE 20 FAMILY TEMPORARY DISABILITY INSURANCE BENEFITS 27 PREGNANCY DISABILITY LEAVE 27 SICK LEAVE 29 LEAVE FOR SCHOOL AND LICENSED CHILD DAY CARE FACILITY VISITS AND ACTIVITIES 31 DOMESTIC VIOLENCE, SEXUAL ASSAULT AND STALKING VICTIMS

– LEAVE FOR MEDICAL CARE AND SAFETY PLANNING 31 DOMESTIC VIOLENCE, SEXUAL ASSAULT AND STALKING VICTIMS

– TIME OFF TO OBTAIN RELIEF 32 VICTIMS OF VIOLENT CRIMES – TIME OFF TO APPEAR AT COURT 33 MILITARY LEAVE 34 SPOUSAL MILITARY LEAVE 34 HEALTH INSURANCE 35 SOCIAL SECURITY 35 RULES OF CONDUCT 35 VIOLENCE IN THE WORKPLACE 40 MEDIA CONTACT 41 SOLICITATION 42 OFF-DUTY EMPLOYEE ACCESS 42 TABLE OF CONTENTS

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MAIL POLICY 43 HEALTH AND SAFETY 43 WORKPLACE SAFETY 43 A. Compliance Is Essential 44 B. Reporting Unsafe Conditions and Risks 44 C. The Injury and Illness Prevention Program 44 D. Cooperation and Questions 45 USE AND INSPECTION OF COMPANY SYSTEMS AND FACILITIES 45 SECURITY AND VIDEO SURVEILLANCE 46 TELEPHONE 46 PERSONAL CELL PHONES AND TEXTING 46 DRIVING 47 APPEARANCE, DRESS AND GROOMING 52 HOUSEKEEPING 53 TERMINATION OF AT-WILL EMPLOYMENT 53 PROBLEM RESOLUTION PROCEDURE 54 ADDENDUM: NOTICE TO EMPLOYEES OF RIGHTS UNDER FMLA 55 VOLUNTARY MAKE-UP TIME REQUEST & AUTHORIZATION FORM 56 405101.2 / 4483-001 1

MESSAGE FROM MANAGEMENT

Welcome to Jack-In-The-Box! We’re glad to have you on our team. We’d like you to consider what makes us a successful restaurant chain. It’s the quality of the food, the efficiency of the restaurant operations, the attractiveness of the environment, and the attitudes of the employees. Think about who’s involved in all of these areas and you will understand why we feel that our future success rests with you. We believe we are good at what we do, and we’re determined to be even better. Simply stated, we want to be the best fast food restaurant chain. We can achieve this by providing superior guest satisfaction, and for this, we need your help. When we meet the guests’ needs, they come back and our business grows. That’s why working to satisfy the guests is working for yourself.

Superior guest satisfaction is what success in this business is all about—success for us and success for you. We’re counting on your help to make our restaurants the guest’s choice.

Sam Fong, President

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INTRODUCTION AND STATEMENT OF AT-WILL EMPLOYMENT

AT-WILL EMPLOYMENT

The Nature And Basis Of The

Employment Relationship

This handbook is intended to serve only as a guide to our general policies, procedures, compensation and benefits program. Nothing in this handbook or in our benefit plans is intended to create, expressly or by implication, a contract, guarantee of continued employment for any specified period of time, or a guarantee that benefits will not be changed or discontinued in the future. Although we hope that your employment will be long term, absent an express written contract to the contrary signed by the Company’s President, either you or the Company may terminate the relationship at any time, with or without notice and with or without cause. The relationship, in other words, is one of employment at will.

This Handbook shall apply to all employees of Three Powers Foods, Inc. (the

“Company”) other than restaurant Managers and Area Coaches, which are covered under a different handbook, and is intended to give you some basic information about the policies and procedures at the Company and about the benefits and services provided to you as an employee of the Company. This Handbook supersedes any prior Company policies, practices and Employee Handbook.

This Handbook, however, cannot anticipate every situation that may arise or answer every question about your employment. Except for provisions relating to at-will employment with this Company, the Company reserves the right to interpret, amend, modify, cancel or withdraw (“change”) any or all sections or provisions of this Handbook at any time. Any change shall become effective on the date announced by written notice or upon re-issue of this Handbook. No employee, manager, Area Coach, officer, or director of the Company is authorized to make oral modifications of this Handbook. As you read the Handbook, remember that it is designed to orient employees with the policies and practices of the Company and is not intended to and does not constitute an employment contract for a specific period of time or for termination only for cause, nor substitute for a discussion between you and your supervisor or manager, when you have job-related questions or concerns.

It is important that you understand that your employment with the Company is an at-will employment relationship, meaning that just as you may quit your employment 405101.2 / 4483-001 3

with the Company at any time, with or without cause, and with or without notice, so too may the Company terminate your employment, or modify any terms and conditions thereof, at any time, with or without cause, and with or without notice. This policy of at- will employment can only be changed by an express, written agreement signed by the Company’s President.

INTRODUCTORY PERIOD

The Introductory Period, which is sometimes referred to as a probationary period, is intended to give new employees the opportunity to evaluate whether the new position meets their expectations and to demonstrate capabilities and work habits, and their ability to perform their jobs. The Company uses this period to make an initial evaluation of employee capabilities, work habits, and performance. Either the employee or the Company may end the employment relationship at will at any time during or after the Introductory Period, with or without cause or advance notice. Completion of the Introductory Period does not guarantee continued employment.

All new and rehired employees work on an introductory basis for the first 90 calendar days after their date of hire. Any significant absence will automatically extend the Introductory Period by the length of the absence. If the Company determines that 90 days does not allow sufficient time to thoroughly evaluate the employee’s performance, the Introductory Period may be extended for any specified period of time that the Company determines is necessary or appropriate. During the Introductory Period, new employees are eligible only for those benefits that are expressly provided herein, and for those benefits that are required by law, such as paid sick leave, and a meal discount as described in this handbook. Employees should read the information for each specific benefits program for the details on eligibility requirements.

PERSONNEL RECORDS

The Company maintains a personnel file for each employee. Personnel files are Company records and constitute Company property.

All employees are required to immediately advise the Company, in writing, of any change in home address, telephone number, name, emergency contact(s) and tax withholding exemption information. Contact Administration immediately to update the information and any changes.

All employees are required to present and permit copying of documentation which verifies identity and authorization to work in the United States, as required by federal law.

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ACCESS TO PAYROLL AND PERSONNEL RECORDS

The Company gives employees the right to access certain payroll and personnel records, upon reasonable request. Any employee who wishes access to his or her payroll or personnel records must direct the request to Rebecca Fong at Administration, Monday through Friday during business hours. Access will be granted as provided by law. The Company will not honor requests to access payroll or personnel records made to anyone but Rebecca Fong.

PERFORMANCE APPRAISALS

Performance appraisals of employees will be conducted periodically. No employee should expect to receive a wage increase or promotion based solely on the passage of time. Nor are positive performance appraisals a guarantee of future wage increases or promotions, or of continued employment. EQUAL EMPLOYMENT OPPORTUNITY POLICY

The California Fair Employment & Housing Act (“FEHA”) prohibits harassment and discrimination in employment based upon race, religious creed, color, national origin, ancestry, physical disability, genetic information, mental disability, medical condition (as defined under California employment laws), marital status, sex, pregnancy, gender, gender identity or expression, age, sexual orientation, military or veteran status. To the full extent required by the FEHA and all applicable laws, it is the policy of the Company to treat all employees, applicants, interns, volunteers, and contractors in a fair and non-discriminatory manner without regard to race, religious creed, color, national origin, ancestry, physical disability, genetic information, mental disability, medical condition (as defined under California employment laws), marital status, sex, pregnancy, gender, gender identity or expression, age, sexual orientation, past or present membership in the uniformed service, application for membership in the uniformed service, military or veteran status, or any other status or characteristic protected by applicable law. This applies to all forms of employment decisions, including, but not limited to, recruiting, hiring, training, compensation and promotion of all persons in every job classification. Likewise, to the full extent required by applicable law, the Company will provide reasonable accommodation that does not pose an undue hardship to the Company to any qualified employee or applicant with a known physical or mental disability. This policy applies at all locations where Company business is conducted, including, but not limited to, the Company’s facilities and worksites, and at the facilities and worksites of vendors, guests, or business-related entities or locations of the Company, and in any work-related setting, including during business meetings, business travel and business-related social events. The Company requires all of its employees, including supervisors and managers, to comply with this policy when dealing with any individual or business with whom its employees come into contact in connection with 405101.2 / 4483-001 5

Company business, including, but not limited to, fellow employees, guests, visitors, vendors, suppliers and employees of guests. The FEHA and this policy prohibit all employees (including coworkers, supervisors, and managers) and third parties, with whom a Company employee comes into contact, from engaging in conduct prohibited by the FEHA.

In furtherance of this policy, the Company will not permit the use of racial, religious, age-related, sexual or ethnic epithets, innuendos, slurs or jokes within its facilities. Epithets, innuendos, slurs or jokes related to membership in any of the above listed categories are totally prohibited. All employees (including supervisory personnel) shall conduct themselves in a totally professional manner and shall refrain from sexual advances, verbal or physical conduct of a sexual nature, or requests for sexual favors. Any employee who violates the above policy and the Company’s commitment to equal employment opportunity shall be subject to immediate discharge. Cedric Fong is available to deal with any problems employees may have with regard to the Company’s Equal Employment Opportunity Policy. Any employee, intern, or volunteer who has any questions regarding the Company’s Equal Employment Opportunity Policy, or who feels that the policy has been violated, or who feels that he or she has been discriminated against, harassed or treated unfairly as a result of being in any of the categories enumerated above, is required to bring the matter directly to the attention of your Area Coach, or Cedric Fong if the matter involves your Area Coach. Any employee who has a complaint of sexual harassment, or harassment based on membership in a protected class, at work by anyone, including supervisor/managers, co-workers, customers, or visitors, must bring the problem to the attention of your Area Coach, or Cedric Fong if the matter involves your Area Coach. All complaints will be promptly handled and thoroughly investigated in an impartial and timely manner by qualified personnel who will reach reasonable conclusions based on the information collected in the investigation. To the extent possible and consistent with a fair investigation, all complaints will be kept confidential. The Company will take appropriate corrective action, including disciplinary measures when justified, to remedy violations of this policy. The Company prohibits retaliation against any employee, intern, or volunteer for reporting conduct in violation of this policy or for assisting or participating in any investigation of any complaint pursuant to this policy. This policy prohibits unacceptable conduct in the workplace, in any work location, and in any work-related setting, including during business meetings and business-related social events.

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POLICY AGAINST UNLAWFUL HARASSMENT

The Company is fully committed to providing a work environment that is free of unlawful discrimination and harassment. The Company will not tolerate any form of discrimination or harassment by supervisor/managers, co-workers or others. Such conduct may result in disciplinary action up to and including termination of employment. Harassment can take many forms including, but not limited to, harassment based on race, religious creed, color, national origin, ancestry, physical disability, genetic information, mental disability, medical condition (as defined under California employment laws), marital status, sex, pregnancy, gender, gender identity or expression, age, sexual orientation, military or veteran status. This policy is intended to prohibit offensive conduct, either physical or verbal, that threatens human dignity and employee morale and that interferes with a positive and productive work environment. Sexual and other harassment based on protected characteristics is unlawful. Such prohibited conduct has no legitimate business purpose and exposes not only the Company, but also the individuals involved in such conduct, to significant liability under the law. Accordingly, the Company is committed to vigorously enforcing this policy at all levels.

In keeping with this commitment, the Company maintains a strict policy prohibiting unlawful harassment, including sexual harassment. This policy applies to all employees, including supervisor/managers and non-supervisory employees, applicants, volunteers, interns and persons providing services pursuant to a contract (hereinafter, collectively, “covered persons”). Thus, personnel at all levels have the obligation to avoid any act or actions that may suggest harassment. A. Prohibited Conduct

The Company prohibits unlawful harassment in any form, including:

• VERBAL CONDUCT such as epithets, derogatory comments, slurs or unwanted sexual advances, invitations or comments, in violation of the Company’s Equal Employment Opportunity policy.

• VISUAL CONDUCT such as derogatory posters, cartoons, drawings, or gestures.

• PHYSICAL CONDUCT such as assault, blocking normal movement, or interference with work directed at an employee because of the employee’s gender or other protected basis, as described in the Company’s Equal Employment Opportunity policy.

• THREATS AND DEMANDS to submit to sexual requests in order to keep a job or avoid some other loss, and offers of job benefits in return for sexual favors. 405101.2 / 4483-001 7

Sexual harassment constitutes unlawful discrimination under federal, state, and local laws. Sexual harassment is defined in the Equal Employment Opportunity Commission Guidelines as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature, when: (i) submission to such conduct is either explicitly or implicitly a term or condition of an individual’s employment;

(ii) submission to or rejection of such conduct by an individual is used as a basis for employment decisions affecting such individual; or (iii) such conduct has the purpose or effect of substantially interfering with an individual’s work performance or creating an intimidating, hostile or offensive work environment. Employees who violate this policy are subject to discipline, up to and including warnings, reprimands, suspension, and/or discharge.

Sexual harassment may include a range of subtle and not so subtle behaviors and may involve individuals of the same or different gender. Depending on the circumstances, examples of these behaviors include but are not limited to:

• unwanted sexual advances or requests for sexual favors;

• sexual jokes and innuendo;

• verbal abuse or advances of a sexual nature;

• commentary about an individual’s body, sexual prowess or sexual deficiencies;

• leering, catcalls or touching;

• insulting or obscene comments or gestures;

• display or circulation in the workplace of sexually suggestive objects or pictures

(including through e-mail); and

• other unwelcome physical, verbal or visual conduct of a sexual nature. No employee, including any administrator, department head, or supervisor/manager, shall threaten or insinuate, either explicitly or implicitly, that a covered person’s refusal to submit to sexual advances will adversely affect the individual’s employment, compensation, advancement, assigned duties, or any other term or condition of employment or career development.

Harassment based on any other protected characteristic is likewise strictly prohibited. Such harassment may include verbal or physical conduct that denigrates or shows hostility or aversion toward an individual because of his/her race, color, religion, sex, national origin, age, disability, citizenship, marital status, sexual orientation, gender identity or expression, or any other characteristic protected by law that: 405101.2 / 4483-001 8

• has the purpose or effect of creating an intimidating, hostile or offensive work environment;

• has the purpose or effect of unreasonably interfering with an individual’s work performance; or

• otherwise adversely affects an individual’s employment opportunities. This policy prohibits harassment, discrimination and retaliation, whether engaged in by co-workers, supervisor/managers or others. This policy prohibits unacceptable conduct in all interactions arising from the employment relationship, including those in the workplace, in any work location, and in any work-related setting, including during business meetings and business-related social events. B. Complaint Procedure

Any covered person who believes he or she has been subjected to harassment by a co-worker, supervisor/manager or visitor, or other third party, or is a witness to such harassment or has information regarding such harassment, must immediately report the facts of the incident or incidents and the names of the individuals involved to your restaurant Manager, or Area Coach if the matter involves the restaurant Manager, or Cedric Fong if the matter involves your Area Coach. The report should be in writing, if possible. All complaints will be promptly handled and thoroughly investigated in an impartial and timely manner by qualified personnel who will reach reasonable conclusions based on the information collected in the investigation. To the extent possible and consistent with a fair investigation, all complaints will be kept confidential. Where the Company has determined that conduct in violation of this policy has occurred, the Company will take appropriate disciplinary action. Whatever action is taken will be made known to the person reporting the complaint.

If at all possible, the Company encourages the person reporting the complaint of harassment to speak directly with the person who is reported to have engaged in the harassment and try to persuade him or her to stop the offending conduct, but it is not required.

To the full extent provided by law, the Company prohibits retaliation against any person for reporting conduct in violation of this policy or for assisting or participating in any investigation of any complaint pursuant to this policy. The federal and state discrimination laws are enforced by the Equal Employment Opportunity Commission and the California Department of Fair Employment and Housing, respectively, which have their own complaint procedures and the authority to award legal remedies. The California Department of Fair Employment and Housing can be reached at 800-***-****.

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Anyone who has any question concerning this policy should contact an Area Coach or Cedric Fong.

CONFIDENTIALITY

Employees will have access to, will acquire and will become acquainted with trade secrets, confidential information and property relating to the Company and its businesses. All information obtained in the course of your employment is to be used for conducting the Company’s business only. Employees should never use or disclose such trade secrets, confidential information or property, either directly or indirectly, with or in the presence of persons outside the Company, either during employment, or at any time thereafter, except as required by your supervisor and in connection with authorized business purposes only.

This same level of confidentiality must be maintained regarding Company techniques, methods, and operations.

Information in any form, including but not limited to documents, forms, data, correspondence, instructions, recipes, files, manuals, tapes, lists, computer printouts, studies, reports, drafts, pictures, charts, maps, drawings, programs, equipment, scrap, blueprints, lists, reports, records, and other materials related to, about or pertinent to the Company may not be copied or removed from the facilities (physically, electronically or otherwise) without the advance permission of a supervisor. On termination, or at any time upon request of the Company, employees must return all Company information, property, documents, supplies, equipment and materials and will not retain any copies in any form.

Violation of this policy may result in immediate termination. If you discover a violation of this policy or believe that any violation occurred or may occur, you must immediately notify an Area Coach (or notify Cedric Fong if you believe the violation involves an Area Coach). Area Coaches must notify Cedric Fong. Employees may be required to sign non-disclosure of confidential information agreements. Your employment with Company requires an obligation to maintain confidentiality, even after you leave the Company’s employment. Nothing in this confidentiality policy is intended to or shall be applied to prohibit or in any way restrict employees from discussing with one another, or with third parties who are not competitors of the Company, wages, hours, and other terms and conditions of employment.

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CONFLICT OF INTEREST

In conducting Company business, employees must avoid any business, activity or other situation which may possibly constitute a conflict of interest. Examples of conflict of interest situations may include, but are not limited to: (a) engaging in conduct that is actually in direct conflict with the essential enterprise-related interests of the Company;

(b) impermissibly accessing, disclosing or utilizing confidential guest, vendor, or Company confidential or proprietary information or trade secrets; (c) soliciting or diverting Company business or guests away from the Company; (d) soliciting or diverting Company vendors, employees, or others away from the Company; or (e) engaging in personal relationships with the Company’s guests and vendors to the extent that such relationships are inconsistent with the limited business nature of the Company’s relationship with such guests and vendors.

A conflict of interest may also include accepting employment with, acting for or rendering services to any business or endeavor, with or without compensation, which competes or conducts business with the Company. In order to ensure that your outside employment does not conflict with the Company’s interests, employees must disclose the employee’s outside employment (paid or unpaid) to your Manager or Area Coach, before you begin the outside employment.

USE OF SOCIAL MEDIA

We understand that social media, including communicating or posting information or content of any sort on the Internet, e.g. a blog, journal, diary, personal web site, social networking web site, bulletin board or a chat room, can be fun. However, use of social media also presents certain risks and responsibilities. To assist employees in making responsible decisions about use of social media, the Company has established these guidelines for appropriate use of social media.

This policy applies to all employees who work for the Company. The same principles and guidelines found in Company policies apply to activities online. Ultimately, you are solely responsible for what you post online, and any conduct by you that adversely affects your job performance, the performance of fellow employees or otherwise adversely affects customers, suppliers, people who work on behalf of the Company or Jack-In-The-Box or legitimate business interests may result in disciplinary action up to and including termination.

Know And Follow The Rules

Carefully read these guidelines, our Confidentiality policy, Violence in the Workplace policy and Equal Employment Opportunity and Unlawful Harassment policies, and ensure that your postings are consistent with these policies. Inappropriate 405101.2 / 4483-001 11

postings including discriminatory remarks on the basis of race, sex, disability, religion or any other status protected by law or Company policy, harassment, intentional remarks harmful to someone’s reputation, threats of violence or unlawful conduct, will not be tolerated and may subject you to disciplinary action up to and including termination. Be Courteous and Respectful

Be courteous and respectful to fellow employees, customers, members, suppliers or people who work on behalf of the Company or Jack-In-The-Box. You are more likely to resolve work-related complaints by speaking directly with your co-workers or your manager, or by utilizing our Problem Resolution Procedure than by posting complaints to a social media outlet. If you decide to post complaints or criticism, avoid using statements, photographs, video or audio that reasonably could be viewed as malicious, obscene, threatening or intimidating, that disparage customers, members, employees or suppliers, or that might constitute harassment or bullying. Examples of such conduct might include offensive 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. Be Honest And Accurate

Be honest and accurate when posting information, and if you make a mistake, correct it quickly. Do not post information or rumors that you know to be false about the Company or Jack-In-The-Box, fellow employees, members, customers, suppliers, people working on behalf of the Company, Jack-In-The-Box or competitors. Additional Guidelines: What To Avoid

• Do not disclose Company or Jack-In-The-Box trade secrets or private or confidential information. Trade secrets may include information regarding our systems, processes, preparations, products, recipes, know-how and technology. Do not post internal reports, policies, procedures or other internal business- related confidential communications.

• It is illegal to communicate or give a “tip” on inside information to others so that they may buy or sell stocks or securities. Such online conduct may also violate Company policy.

• Do not create a link from your blog, website or other social networking site to a Company or Jack-In-The-Box website without identifying yourself as a Company employee.

• Never represent yourself as a spokesperson for the Company or Jack-In-The- Box. If you publish a blog or post online related to the Company or Jack-In- 405101.2 / 4483-001 12

The-Box or the work you do or subjects associated with the Company, make it clear that you are an employee of the Company and

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