Policies and Notices

Policies_Notices_Document_v*.0H Effective 10-07-2022 Page 1 of 10

IMPORTANT NOTICE TO APPLICANTS

I hereby certify that all of the information contained in this Application is true and correct to the best of my knowledge and belief, and hereby grant Company permission to verify such information. I understand that any false statement on this Application may be considered as sufficient cause for rejection of this Application, or for dismissal if such false statement is discovered subsequent to my employment and could result in loss of eligibility for Workers’ Compensation benefits. EMPLOYMENT AT WILL

I understand that if I am offered and accept employment with the Company, I will be considered an

“Employee at Will.” I agree that my employment and compensation can be terminated with or without notice, at any time at the option of either Company or myself. I understand that no manager or representative of the Company has the authority to enter into any agreement for employment contrary to the foregoing.

ASSOCIATE HOTLINE

AND WEBSITE NOTICE

1-800-***-****;

www.whhotline.com

The Company provides an Associate Hotline and website for you to report your concerns. Use the Hotline any time you believe that you or your fellow Associates have been mistreated or subjected to violations of Company policy. The Company sincerely wants your input; so for example:

• If you have been required, encouraged or allowed to “work off the clock”, to not record accurately the exact times you work or required, or encouraged or allowed to pay cash for register shortages. CALL THE HOTLINE!

• If you feel you have been harassed or discriminated against or have seen harassment or discrimination against Associates or Customers. CALL THE HOTLINE! Information will be kept confidential to the extent feasible in conducting an investigation and taking appropriate, corrective action. Under no circumstances will the Company tolerate any retaliation against an Associate who uses the HOTLINE and you must immediately notify the HOTLINE again if you are subjected to retaliation.

SMART START POLICY

The Waffle House System does not tolerate:

• Discrimination or Harassment, including the use of slurs or other inflammatory statements, based upon race, color, religion, age, gender, national origin, pregnancy, disability, sexual orientation, gender identity, genetic information, military service or other protected status

• Sexual Harassment, including inappropriate texting, “sexting” or other messaging

• Abuse of alcohol or drugs

• Abusive, humiliating or otherwise unprofessional behavior

• Retaliation for reporting incidents

• Willful violation of payroll, safety or security policies

• Violation of any of the above polices via email, text or social media activity, at work or outside of work Policies and Notices

Policies_Notices_Document_v6.0H Effective 10-07-2022 Page 2 of 10 ALL ASSOCIATES INCLUDING MANAGMENT MUST CALL THE ASSOCIATE HOTLINE TO REPORT A SMART START VIOLATION EVEN IF THEY HAVE ALREADY REPORTED THE VIOLATION TO A MANAGER. If a Manager sees or hears a Smart Start violation, they must stop the behavior, consider sending the offending Associate home and then call the Associate Hotline.

1-800-***-****

WAFFLE HOUSE CREED

The following is the Culture of the Waffle House System: We take care of our Customers, our Associates and each other. We work hard, play fair, behave professionally and win with honor and pride. And, each of us is personally responsible for our own business and our own behaviors. We believe in an inclusive environment for our Customers and Associates with a Culture of acceptance and mutual respect.

The Company’s goal is to provide a workplace free of harassment, including harassment based on race, color, religion, age, gender, pregnancy, national origin, disability, sexual orientation, gender identity, genetic information, military status or other protected status. The Company will not tolerate harassment of Associates by managers, supervisors or co-workers or harassment by Associates of its customers or vendors. The Company will also attempt to protect its Associates from harassment by its customers or vendors in the workplace.

PROHIBITED CONDUCT CAN BE VERBAL, PHYSICAL OR WRITTEN AND INCLUDES: Unwelcome physical or verbal advances, including requests for sex. This includes unwelcome flirtations, patting, pinching, brushing up against, hugging, cornering, kissing, fondling, putting one’s arm around another or any other similar physical contact considered unwelcome by another person.

Unwelcome requests or demands for favors, including sex. This includes unwelcome propositions, suggestions or requests for any type of favor, including sexual favors or dates, whether or not they are tied to offers of special treatment at work such as better hours, job assignments or promotions or threat of negative action against an Associate. Verbal abuse, jokes or comments containing slurs, unwelcome sexual comments, negative stereotypes or other offensive comments.

This includes jokes, whistling, crude or offensive comments about national origin, race, sex, gender, color, religion, age, pregnancy, disability, sexual orientation, gender identity, genetic information, military status or other protected status that are unwelcome and considered offensive or comments about an Associate’s body or appearance, where such comments go beyond mere courtesy and especially where such comments are made on a frequent or regular basis. Offensive conduct or visual displays.

This includes leering, gestures, pranks, displaying of objects, pictures, cartoons, letters, graffiti, notes or posters that are obscene or sexually suggestive, racially derogatory or the like. NON-DISCRIMINATION POLICY SUMMARY:

It is the Company’s policy not to discriminate against any Associate or any Customer on the basis of race, color, national origin, gender, age, pregnancy, disability, religion, sexual orientation, gender identity, genetic information, military status or other protected status. ANTI-HARASSMENT POLICY SUMMARY (INCLUDING SEXUAL HARRASSMENT) Policies and Notices

Policies_Notices_Document_v6.0H Effective 10-07-2022 Page 3 of 10 EMPLOYMENT DISCRIMINATION SUMMARY

Unlawful discrimination occurs in the workplace when an Associate is treated differently or unfairly because of race, color, religion, age, gender, national origin, pregnancy, disability, sexual orientation, gender identity, genetic information, military status or other protected status. Discrimination also includes showing favoritism to an Associate because of race, color, religion, age, gender, national origin, lack of disability, sexual orientation, gender identity, genetic information, military status or other protected status. Employment discrimination includes failing or refusing to hire an individual, firing an Associate, or otherwise treating an individual differently with respect to pay, hours of work, schedule, job tasks, promotion, discipline, attendance or any other part of the job because of an individual’s race, color, religion, age, gender, national origin, pregnancy, disability, sexual orientation, gender identity, genetic information, military status or other protected status. CUSTOMER DISCRIMINATION, FAIR AND EQUAL TREATMENT

The Company’s goal is to provide great customer service and fair and equal treatment and service to all its customers. The following guidelines apply:

• Treat all customers with respect and dignity. Speak with customers in a professional manner at all times. Never use racial slurs, make sexual comments, swear, use vulgar language, tell racist or other offensive jokes or make degrading comments about anyone’s race, color, national origin, disability, religion or the like.

• Never refuse to provide service to or provide bad service to any customer because you guess or believe the customer to be a low tipper. Provide consistent, fast, good service to everyone.

• Give the same friendly greeting to all customers when they enter a Waffle House restaurant and have a friendly and positive attitude with all customers.

• Try to accommodate everyone’s seating preferences. Otherwise, try to wait on customers in the order they entered the restaurant.

• Do not make a customer wait for service while you perform tasks that can be completed later—such as socializing with other Associates, customers or talking on the telephone.

• If a single customer is occupying a booth and you need the booth for a larger party, professionally and politely explain the situation to the single customer and ask that the customer move from the booth to the high/low counter. Never demand or force a customer to move from a booth to a counter.

• Never ask a customer to pre-pay for a dine-in meal. To-Go orders should be paid for when ordered.

• Never add a tip or service charge to any dine-in customer’s guest check.

• Never refuse to take a To-Go order from a customer that is in the restaurant. TAKING ANY OF THE FOLLOWING ACTIONS ON THE BASIS OF A CUSTOMER’S RACE, COLOR, NATIONAL ORIGIN, DISABILITY, GENDER IDENTITIY, SEXUAL ORIENTATION, ETHNICITY, OR RELIGION IS PROHIBITED:

• Refusing to provide service, or providing lesser service, to that customer

• Requiring pre-payment from that customer for a dine-in meal

• Seating that customer out-of-turn, refusing to seat, or requiring that customer to wait longer to be seated

• Refusing to take an order from, or requiring that customer to wait longer to place an order

• Serving improperly cooked food or food unfit to eat, to that customer

• Making slurs or derogatory or improper comments about that customer

• Threatening or causing the removal of that customer from a restaurant Policies and Notices

Policies_Notices_Document_v6.0H Effective 10-07-2022 Page 4 of 10 REPORTING:

ASSOCIATES AND MANAGERS MUST IMMEDIATELY REPORT SUSPECTED VIOLATIONS OF THESE POLICIES OR GUIDELINES BY CALLING THE ASSOCIATE HOTLINE AT 1-800-***-****, SUBMITTING AN ONLINE REPORT AT WWW.WHHOTLINE.COM, OR SENDING A WRITTEN STATEMENT TO THE LEGAL DEPARTMENT AT adyw9k@r.postjobfree.com. ANY MANAGER WHO SEES OR HEARS ABOUT A SUSPECTED INCIDENT OF HARASSMENT OR DISCRIMINATION AND FAILS TO REPORT THAT INCIDENT MAY BE SUBJECT TO IMMEDIATE TERMINATION.

RETALIATION PROHIBITED

Any manager, supervisor or other Associate who retaliates against an Associate who reports an alleged violation of these policies will be subject to immediate termination or other discipline. Retaliation occurs when an Associate reports discrimination or harassment; complains about a workplace policy, rule or condition; or voices any complaint, and solely as a result of the honest reporting of such report or complaint, the Associate is subjected to a negative employment action, which may include termination, demotion, reduced hours, denial of a transfer, a leave of absence, a promotion or the like.

Violations of This Policy

The Company takes matters of harassment and discrimination very seriously. Upon completion of an investigation, the Company will take appropriate corrective action. Any Associate found to have violated any of these policies or guidelines may be subject to immediate termination of employment or other discipline. GROUP HEALTH HELPLINE NOTICE

1-770-***-****

The Company offers great health benefits – Medical, Dental, Vision, and Life Insurance. This is a wonderful benefit as the Company shares the cost with you by paying a portion of your premiums. If you are interested, here’s what you need to do:

• Call Group Health at 770-***-**** to ask for an enrollment guide and enrollment form.

• Email Group Health @ adyw9k@r.postjobfree.com to request the forms.

• After you have received your first paycheck, go to mywafflehouse.com: o my benefits > health insurance > enrollment

You must apply for Health Insurance Coverage in the first 31 days of your employment. Coverage will begin four (4) weeks after deductions begin.

EMPLOYEE RIGHTS UNDER THE FAMILY MEDICAL LEAVE ACT (FMLA) This is just a summary of Employee Rights under FMLA. The complete policy entitled “Leave of Absence Policy” is published on the Company’s employee intranet websites, Ops Express and mywafflehouse.com. Leave Entitlements

Eligible employees who work for a covered employer can take up to 12 weeks of unpaid, job-protected leave in a 12-month period for the following reasons:

•The birth of a child or placement of a child for adoption or foster care;

•To bond with a child (leave must be taken within one year of the child’s birth or placement);

•To care for the employee’s spouse, child, or parent who has a qualifying serious health condition;

•For the employee’s own qualifying serious health condition that makes the employee unable to perform the employee’s job;

•For qualifying exigencies related to the foreign deployment of a military member who is the employee’s spouse, child, or parent.

Policies and Notices

Policies_Notices_Document_v6.0H Effective 10-07-2022 Page 5 of 10 An eligible employee who is a covered servicemember’s spouse, child, parent, or next of kin may also take up to 26 weeks of FMLA leave in a single 12-month period to care for the servicemember with a serious injury or illness.

An employee does not need to use leave in one block. When it is medically necessary or otherwise permitted, employees may take leave intermittently or on a reduced schedule. Employees may choose, or an employer may require, use of accrued paid leave while taking FMLA leave. If an employee substitutes accrued paid leave for FMLA leave, the employee must comply with the employer’s normal paid leave policies.

Benefits & Protections

While employees are on FMLA leave, employers must continue health insurance coverage as if the employees were not on leave.

Upon return from FMLA leave, most employees must be restored to the same job or one nearly identical to it with equivalent pay, benefits, and other employment terms and conditions. An employer may not interfere with an individual’s FMLA rights or retaliate against someone for using or trying to use FMLA leave, opposing any practice made unlawful by the FMLA, or being involved in any proceeding under or related to the FMLA.

Eligibility Requirements

An employee who works for a covered employer must meet three criteria in order to be eligible for FMLA leave. The employee must:

•Have worked for the employer for at least 12 months;

•Have at least 1,250 hours of service in the 12 months before taking leave;* and

•Work at a location where the employer has at least 50 employees within 75 miles of the employee’s worksite.

*Special “hours of service” requirements apply to airline flight crew employees. Requesting Leave

Associates must apply for or request a Leave of Absence as soon as they are aware of or anticipate the need for a leave of absence. To start the application process, Associates and/or supervisors must either (i) call or submit an Application form directly to the Group Health Department, or (ii) visit mywafflehouse.com or other published website or intranet portal, create or register for a personal account, go to “My Benefits” and open “Leave of Absence” and submit requested information. The Associate must also submit a physician's statement confirming the medical conditions requiring a medical leave of absence. Except under extraordinary circumstances, an Associate must also follow normal call-in procedures to report absences to their Supervisors.

Generally, employees must give 30-days’ advance notice of the need for FMLA leave. If it is not possible to give 30-days’ notice, an employee must notify the employer as soon as possible and, generally, follow the employer’s usual procedures.

Employees do not have to share a medical diagnosis, but must provide enough information to the employer so it can determine if the leave qualifies for FMLA protection. Sufficient information could include informing an employer that the employee is or will be unable to perform his or her job functions, that a family member cannot perform daily activities, or that hospitalization or continuing medical treatment is necessary. Employees must inform the employer if the need for leave is for a reason for which FMLA leave was previously taken or certified.

Employers can require a certification or periodic recertification supporting the need for leave. If the employer determines that the certification is incomplete, it must provide a written notice indicating what additional information is required.

Employer Responsibilities

Once an employer becomes aware that an employee’s need for leave is for a reason that may qualify under Policies and Notices

Policies_Notices_Document_v6.0H Effective 10-07-2022 Page 6 of 10 the FMLA, the employer must notify the employee if he or she is eligible for FMLA leave and, if eligible, must also provide a notice of rights and responsibilities under the FMLA. If the employee is not eligible, the employer must provide a reason for ineligibility.

Employers must notify its employees if leave will be designated as FMLA leave, and if so, how much leave will be designated as FMLA leave.

Enforcement

Employees may file a complaint with the U.S. Department of Labor, Wage and Hour Division, or may bring a private lawsuit against an employer. The FMLA does not affect any federal or state law prohibiting discrimination or supersede any state or local law or collective bargaining agreement that provides greater family or medical leave rights. For additional information or to file a complaint: 1-866-4-USWAGE; www.dol.gov.whd

STATE PREGNANCY AND REASONABLE ACCOMMODATION LAWS NOTICE Applicants and employees have the right to be free from discrimination based on pregnancy, child birth, and related medical conditions and needs, and the right to reasonable accommodations for job limitations known by the Company arising from pregnancy, childbirth, and other related conditions. Contact Group Health at 770-***-**** to request a job accommodation.

FOOD SAFETY AND EMPLOYEE HEALTH NOTICE

Sick Associates can carry and transfer disease-causing bacteria and viruses to Customers and other Associates through food, equipment and utensils they handle, both before symptoms of an illness appear and after symptoms have passed. Restaurant Associates must therefore report information about their health to Manager(s) or other persons in charge as follows: Symptoms to Report:

Vomiting or Diarrhea Jaundice

Sore throat with fever

A Lesion (boil or infected wound) containing pus that is not properly bandaged Infections/Diseases to Report: If, in last 3 months diagnosed with or in last 30 days exposed to: Norovirus Hepatitis

A Shigella spp.

Shiga-toxin producing Escheria Coli (“E.Coli”) Salmonella Typhi

An Associate who exhibits or reports any of these symptoms, infections or diseases cannot work in a Restaurant unless certain precautions are taken or, in some cases, until the symptoms or certain time periods have passed. Please call Group Health if you have questions regarding above. These requirements do not alter or replace other related Company policies or practices such as attendance control or leave of absence policies or practices. Associates may be required to submit proof of illness or symptoms under attendance control practices. DRUG AND ALCOHOL TESTING NOTICE

I UNDERSTAND THAT, PURSUANT TO THE COMPANY POLICY PROHIBITING ILLEGAL DRUGS AND ALCOHOL IN THE WORKPLACE, I MAY BE REQUIRED TO TAKE A TEST FOR ILLEGAL DRUGS PRIOR TO EMPLOYMENT AND AT VARIOUS TIMES DURING EMPLOYMENT. DURING MY EMPLOYMENT, I ALSO MAY BE REQUIRED TO TAKE A TEST FOR ALCOHOL USE PURSUANT TO COMPANY POLICY OR PRACTICES. I AGREE THAT MY REFUSAL TO SUBMIT TO A TEST OR A POSITIVE RESULT ON A TEST MAY RESULT IN MY IMMEDIATE TERMINATION OF, OR CONSIDERATION FOR, EMPLOYMENT.

Policies and Notices

Policies_Notices_Document_v6.0H Effective 10-07-2022 Page 7 of 10 WORKERS’ COMPENSATION PANEL OF PHYSICIANS NOTICE

I understand that a notice of Required Panel of Physicians for the state in which I am employed, if any, may be posted in the workplace and is available through contacting the Workers’ Compensation Department. I understand that if I am injured at work and emergency treatment is not necessary, that I must accept the services of a Physician listed on any such Required Panel of Physicians. If I choose a Physician not listed on any Required Panel of Physicians, I may do so; however, I will be liable for those medical expenses. A Physician selected from any Required Panel of Physicians may arrange for appropriate consultations, referrals, and other specialized medical services as the nature of the injury requires. If I am dissatisfied with the Physician selected from the Required Panel of Physicians, I can make one change to another Physician listed on the Required Panel of Physicians without permission from the Company’s Workers’ Compensation administrators or any state agency. In case of emergency, I should be taken to the nearest emergency room. However, all follow up care must thereafter be rendered by a Physician selected from the Required Panel of Physicians, if any, or by a Panel Physician’s referral. I also understand that:

• I must notify my supervisor and the Company’s Workers’ Compensation administrators as soon as possible after any injury occurs, regardless of the extent of the injury, and that delay in notification may result in denial of payment for medical services rendered and other benefits

• the Internal Revenue Service requires that I report all tip income, if any, to my employer and that if I fail to report all tip income, this could result in a reduction of any Workers’ Compensation Benefits to which I might be entitled

• if I am involved in a work related accident or injury and I refuse to take a drug or alcohol test or

•

test positive for illegal drugs or alcohol use, that the same could result in a denial of any Workers’ Compensation Benefits that might be due.

HOLIDAY WORK POLICY EXCERPT

Holidays are the Company’s busiest times. All restaurant employees must therefore be available to work on Christmas Day, New Year’s Day, Easter, Memorial Day, July 4th, Labor Day, Thanksgiving Day and certain other days most often falling around the Holidays. Associates who are scheduled to work and fail to report to work on any of these days are subject to disciplinary action including termination of employment. CASH REGISTER SHORTAGES POLICY NOTICE

I accept and acknowledge that if there is a cash register shortage on my shift, a Cash Register Shortage Form must be completed and shortages will be charged to ALL Associates having working access to the cash drawer on that shift. The complete Cash Register Shortage policy is published on the Company’s employee intranet website on mywafflehouse.com.

SOCIAL MEDIA POLICY EXCERPT

Associate communications or postings via any type of social media must not violate any Company policies, including but not limited to Smart Start, Safety & Security, Drug-Free Workplace, Non-Discrimination, Anti- Harassment and Retaliation for Reporting Incidents, Associate Conduct. Associates must also never represent themselves via any social media as a spokesperson for the Company. The complete Social Media Policy is published on the Company’s employee intranet websites, Ops Express & mywafflehouse.com

Policies and Notices

Policies_Notices_Document_v6.0H Effective 10-07-2022 Page 8 of 10 ASSOCIATE CONDUCT POLICY

This Associate Conduct Policy is intended to promote the safety and welfare of all the Company’s Associates and guests by prohibiting certain unsafe, illegal and unprofessional conduct. This policy is not intended to cover every possible situation and additional prohibited conduct is set forth in other policies, the Management Policies and Procedures Manual and other Company materials. This policy is also not intended to limit or prohibit any activity protected by the National Labor Relations Act. Any violation of this and other policies subjects an Associate to disciplinary action up to and including immediate termination of employment without further notice. Prohibited conduct under this policy includes, but is not limited to the following:

Fighting or attempting bodily injury to another, or threatening or intimidating another on Company premises.

Using threatening, harassing (as defined by our anti-harassment policy), intimidating, profane, obscene or similar inappropriate language on Company premises or behaving in such a manner on Company premises. NOTE: Courtesy and consideration are a vital part of our business. Discourtesy and rudeness to customers or others who come in contact with the Company will not be tolerated.

Failing to work in a cooperative manner with management, supervisors, coworkers, customers or vendors or otherwise interfering with the job performance of a coworker.

Possessing a dangerous weapon (including a gun) while in a Company unit.

Embezzling and/or pilfering (unauthorized removal, storage, transfer or utilization) of Company, guest or other coworker property.

Falsifying or altering employment records, time records, work schedules or payroll records. Falsifying the employment application or providing false or misleading information prior to or during employment.

Failing to abide by Company policies and\or to cooperate fully in any investigation the Company may conduct.

Making knowingly false accusations against the Company and\or against another employee, customer or vendor.

Behaving immorally or indecently, soliciting persons for immoral purposes, or behaving in any similar manner that publicly embarrasses the Company, while on Company premises or in Company uniform.

Drinking alcohol while on duty, possessing or using drugs or alcohol on Company premises or reporting for work under the influence of drugs or alcohol.

Being insubordinate, threatening, intimidating, disrespectful or assaulting a manager\supervisor, coworker, customer or vendor. NOTE: If you disagree with your supervisor’s request, always follow the instructions given at the time and discuss it later in private.

Soliciting gratuities from customers or commenting to a customer in any way regarding the amount of gratuity given. No Associate may add a gratuity to a dine-in guest check at any time.

Acting neglectfully, carelessly or mischievously, which results in loss, damage, breakage or destruction of Company property or property of customers, fellow Associates or others or which contributes to unsanitary conditions.

Taking unauthorized breaks or otherwise leaving the work place without permission of management. Leaving an assigned work area or being in other than an assigned work area without authorization from management.

Sleeping on the job or while on duty.

Dining, smoking or snacking at any time other than during meal or break periods, or in areas other than designated by your Supervisor. Taking food or food scraps from the restaurant premises under any condition.

Gambling or engaging in gambling activities on Company premises.

Failing to observe established fire, safety, civil defense rules or established safety practices, engaging in dangerous or potentially dangerous horseplay, or failing to report any personal injury sustained while on duty.

Failing to report for work in proper uniform or to comply with established dress and grooming requirements.

Policies and Notices

Policies_Notices_Document_v6.0H Effective 10-07-2022 Page 9 of 10

Using Company equipment, materials or facilities for purposes other than Company business without authorization.

Discriminating against or harassing a guest or fellow Associate because of race, color, religion, age, gender, national origin, pregnancy, disability, sexual orientation, gender identity, genetic information or any other protected status.

Failing to call or report for work as scheduled or failing to give adequate notice of inability to report for work. NOTE: Restaurant Associates should always call in 6 hours prior to the scheduled shift or farther in advance if possible. Corporate Associates should call in within the first hour of the work day.

Making negative comments about\posting negative photographs or videos of our customers in any social media.

Due to potential for issues such as invasion of privacy (employee and Customer), sexual or other harassment (as defined by our anti-harassment policy), protection of proprietary recipes and preparation techniques, taking, distributing, or posting any pictures, videos or recordings while on working time is prohibited. Associates also may not take pictures or make recordings of work areas. An exception to this rule concerning pictures and recordings of work areas would be to engage in activity protected by the National Labor Relations Act, including, for example, taking pictures of health, safety and\or working condition concerns or of strike, protest and work-related issues and\or other protected concerted activities.

Disclosing to anyone outside the Company any protected proprietary and confidential information about the Company and its business (e.g. recipes, preparation techniques, marketing plans and strategies, financial records and the like).

Because events may occur at our stores that will draw immediate attention from the news media, it is imperative that one person speaks for the Company to deliver an appropriate message and to avoid giving misinformation to any media inquiry, therefore do not answer any media/reporter questions other than like this: ‘I am not authorized to comment for the Company. Let me have our communications department contact you’.

Actively permitting news cameras in the store or parking lot without prior approval from management or the Communications Department.

Talking on, texting or using a cell phone while on the floor of the unit, unless on break or during meal time.

Committing

Contact this candidate