SALARIED (EXEMPT/NON-EXEMPT) ASSOCIATE HANDBOOK

Transcripción

1 SALARIED (EXEMPT/NON-EXEMPT) ASSOCIATE HANDBOOK Michelle, Catering Director Eurest Dining Services Antonio, Caterer Eurest Dining Services Leoa, Customer Service Manager Canteen Vending & Dining Rev: July 2010

2 Important Information Specific to Your Job Name of Immediate Supervisor: Name and Phone Number of Next Level of Management: Name: Phone Number: Name and Phone Number of Department Head or Regional Vice-President: Name: Phone Number: Name and Phone Number of Human Resources Contact: Name: Human Resources Service Center Phone Number: HRHR (4747) This Handbook is not intended to be nor does it constitute an express or implied contract of any kind in favor of Associates nor shall any Associate or applicant for employment have any contractual rights, claims or privileges against the Company by virtue of this Handbook. Moreover, nothing in this Handbook is intended to create any type of agreement for employment or continued employment or guaranteed hours of work. Compass Group Links: Compass Group PLC Compass Group North America Real Opportunities includes links to benefits, perks, real advantages, retirement & savings, travel, MyDISH, tuition and scholarships, Be-A-star, Diversity, Compass in the Community, and more. MyCompassCatalog - online company store Human Resources Contacts: Human Resources Service Center (HRSC) HRHR (4747) HRServiceCenter@compass-usa.com Benefits Answer Line Benefits.department@compass-usa.com SpeakUp Hotline Employee Assistance Program Associate Only Career Site Training & Development

3 TABLE OF CONTENTS 1. Introduction 1.1 About This Handbook Welcome to Compass Group Our Vision and Values Employment Policies 2.1 Equal Employment Opportunity Open Communication SpeakUp Hotline Zero Tolerance Discrimination and Harassment Policy Career Development Promotions/Advancement Job Postings/Transfers Confidentiality Drugs and Alcohol Tobacco Free Workplace Right to Inspect Conflict of Interest Employment of Relatives At Will Employer Compensation 3.1 Classification of Employment Probationary Period Recording of Hours Breaks and Meals Overtime Pay Performance Appraisals Performance Improvement Plans Benefits 4.1 Vacation Paid Sick Days Holidays Group Insurance Plans (k) Plan Leaves of Absence 5.1 Family and Medical Leave Personal Leave Military Leave Funeral Leave Jury Duty Leave Associate Conduct 6.1 Personal Appearance Hand Washing Uniforms Workplace Safety Absence, Lateness, and Leaving Early Personal Information Resignation Workplace Violence Work Rules Integrity in the Workplace Use of Company and Client Technology Personal Use of Company Telephones Use of Personal Technology Conclusion...25 Handbook Receipt/Uniform Receipt...26 Compass Group Salaried Associate Handbook i

4 1. INTRODUCTION 1.1 ABOUT THIS HANDBOOK This Handbook is the property of Compass Group USA, Inc., its subsidiaries and affiliates ( the Company ), and is intended to help Associates understand the Company as a whole and their place within the Compass Group family. It will also ensure that by following the same policies and guidelines throughout the entire organization, all Associates will achieve the same goals - no matter where they work. This Handbook is strictly confidential and its contents are not to be reproduced or made available to anyone outside the Company. The contents of this Handbook are intended only as an outline and working guide for some of Compass Group s policies and procedures. It is, however, important that all Associates read and understand this Handbook. The Company may change these policies and outlined benefits, whether included in this Handbook or not, at any time with or without notice, and it may choose not to apply a policy in certain circumstances. Although the Company will always try to keep Associates advised of any changes to the policies and guidelines found within this Handbook, changes may occur before any written revisions are distributed to everyone in the organization. Compass Group is constantly working towards improving its policies and the positive relationship that it has with its Associates. If Associates have any questions about anything in this Handbook or about their employment with the Company, they should not hesitate to see their supervisor. He/she will see to it that all questions are answered. For those Associates covered by a Collective Bargaining Agreement, please refer to that Agreement for additional information on the topics covered in this Handbook. 1.2 WELCOME TO COMPASS GROUP Dear Associate, 1. INTRODUCTION This Handbook is not intended to be nor does it constitute an express or implied contract of any kind in favor of Associates nor shall any Associate or applicant for employment have any contractual rights, claims, or privileges against the Company by virtue of this Handbook. Moreover, nothing in this Handbook is intended to create any type of agreement for employment, continued employment, or guaranteed hours of work. It gives me great pleasure to welcome you to Compass Group North America. As a new member of Compass Group, you are now part of the world s leading contract foodservice and support services company. Our associates are the foundation of our continued success, so attracting, retaining, and developing great people are our top business priorities. Our phenomenal growth, dynamic divisions, and competitive packages have enabled us to create 30,000 new jobs over the last five years across our many operating companies and sectors. With such a diverse workforce, we listen to our associates needs with a desirable place to work, competitive salaries, and a choice of quality benefits. Through the associate survey, we enable our associates to voice their concerns, responding in ways that maintain our client base, and retain and develop our associates, all while growing our business. Our commitment to your future within Compass Group began the moment you accepted your new position. As you begin your journey within Compass Group, I am confident that you will quickly notice the rewards of being part of a company with global experience, resources, extraordinary company benefits, and promising career prospects. Six out of 10 Compass Group positions are filled internally. We prefer to promote from within. This is a place where people can build careers and have better prospects for the future. With more than 386,000 associates in over 50 countries, our dedication to developing the skills and talents of qualified individuals like you spans the globe, making each of you an integral part of our company. This handbook is designed to provide you with resources and information related to the Compass Group organization. As our organization continues to grow, our focus remains the same being the world s leading foodservice company by providing exceptional quality and service. I hope you will take pride in the organization you have joined - where our achievements are measured not just by the bottom line, but also by our people. Gary R. Green Chief Executive Officer 1 Compass Group Salaried Associate Handbook

5 1. INTRODUCTION - 2. EMPLOYMENT POLICIES 1.3 OUR VISION AND VALUES Our Vision To be a world-class provider of contract foodservice and support services, renowned for our great people, our great service, and our great results. Our Mission Everyone in Compass Group is committed to consistently delivering superior service in the most efficient way, for the shared benefit of our customers, shareholders, and associates. Our Values Openness, Trust, and Integrity: We set the highest ethical and professional standards at all times. We want all our relationships to be based on honesty, respect, fairness, and a commitment to open dialogue and transparency. Passion for Quality: We are passionate about delivering superior food and service and take pride in achieving this. We look to replicate success, learn from mistakes, and develop the ideas, innovation, and practices that will help us improve and lead our market. Win through Teamwork: We encourage individual ownership, but work as a team. We value the expertise, individuality, and contribution of all colleagues, working in support of each other and readily sharing good practice in pursuit of shared goals. Responsibility: We take responsibility for our actions, individually and as a Group. Everyday we look everywhere to make a positive contribution to the health and well-being of our customers, the communities we work in, and the world in which we live. Can-do: We take a positive and commercially aware can-do approach to the opportunities and challenges we face. Our Guiding Principles Safety, Health and Environment First never to compromise on the health and safety of our customers and our people and to manage responsibly the impact that our business has on the environment. Delivering for Clients and Consumers to earn the continued loyalty of our customers by consistently demonstrating why we are the first choice for quality, service, value, and innovation. Developing our People and Valuing Diversity to value and recognize the diversity and contribution of our people. We create a work environment that is challenging and provides the opportunities and support for everyone to develop, learn, and succeed. Profitable Growth to deliver shareholder value through disciplined, sustainable growth, underpinned by strong governance, that contributes to and leverages the benefits of our global scale. Constant Focus on Performance and Efficiency to deliver the highest quality and performance while relentlessly driving to be the lowest cost, most efficient provider. 2. EMPLOYMENT POLICIES 2.1 EQUAL EMPLOYMENT OPPORTUNITY Federal and state laws require the Company to notify its Associates of the Company s position on equal opportunity and affirmative action. In addition, Compass Group recognizes a moral responsibility to inform its Associates that Compass Group has adopted the following Policy: It is the policy of the Company to provide equal employment opportunity without regard to race, sex, sexual orientation, color, religion, age, pregnancy, national origin, disability, veteran status, genetic information, or any other protected basis. The Company values the diversity and the uniqueness that each Associate brings to the workplace. Compass Group Salaried Associate Handbook 2

6 2. EMPLOYMENT POLICIES In accordance with this Policy, the Company reaffirms its commitment to equal employment opportunity including compliance with Executive Order 11246; Section 503 of the Rehabilitation Act of 1973; the Vietnam Era Veterans Readjustment Act of 1974; Title VII of the Civil Rights Act of 1964 (as amended); the Equal Pay Act of 1963 (as amended); the Americans with Disabilities Act of 1990 (as amended); the Family and Medical Leave Act of 1993 (as amended); the Genetic Information Nondiscrimination Act of 2008; and the Age Discrimination in Employment Act of 1967 (as amended). The Company will actively take steps to ensure that it will: 1. Recruit, hire, train, and promote qualified persons in all job titles without regard to race, sex, sexual orientation, color, religion, age, pregnancy, national origin, disability, veteran status, genetic information, or any other protected status; 2. Base employment decisions so as to further the principle of equal employment opportunity; 3. Ensure that promotion and transfer decisions are in accord with principles of equal employment opportunity by imposing only valid requirements for promotion and transfer opportunities; 4. Ensure that all personnel actions, such as compensation, benefits, transfers, layoffs, return from layoffs, Company-sponsored training, education, social and recreational programs will be administered without regard to race, sex, sexual orientation, color, religion, age, pregnancy, national origin, disability, veteran status, genetic information, or any other protected status; and 5. Ensure that reasonable accommodations are sought for the religious beliefs and physical needs of all Associates as required by law. Please refer to Executive Order 11246; Section 503 of the Rehabilitation Act of 1973; the Vietnam Era Veterans Readjustment Act of 1974; Title VII of the Civil Rights Act of 1964 (as amended); the Equal Pay Act of 1963 (as amended); the Americans with Disabilities Act of 1990 (as amended); the Family and Medical Leave Act of 1993 (as amended); the Genetic Information Nondiscrimination Act of 2008; and the Age Discrimination in Employment Act of 1967 (as amended). 2.2 OPEN COMMUNICATION From time to time an Associate may have a concern about something in the workplace. Compass Group wants to hear its Associates concerns so that we may seek to resolve them. No matter what the issues may be, Compass Group believes that every Associate has the right to voice any of his/her concerns. Although the Company cannot promise that every concern will be solved to everyone s satisfaction all the time, the Company does promise that it will listen and seek to resolve any issues in as fair a way as possible. It is the policy of the Company to allow all Associates to have appropriate concerns addressed in an objective, thoughtful, and expeditious manner, according to the procedures outlined below, without fear of retaliation. Information communicated during the Open Communication process will be held in strict confidence. Supervisors and other members of management are to investigate and discuss issues and concerns only with those individuals who have a need to know about it or who are needed to supply necessary background information. The Associate and Associates interviewed during the course of an investigation should limit discussion of the situation to only those individuals who have a need to know. The Company expects any Associate raising a concern, and any witnesses involved, to fully cooperate in the investigation of the Associate s concern. Failure to do so may limit the Company s ability to adequately investigate the issue. Discussions: Associates should discuss their concerns with their immediate supervisor. The supervisor will make recommendations to the Associate for resolving the problem or, when appropriate, conduct an investigation and take appropriate action. If the Associate feels his/her concern or issue is still not resolved, and if the Associate is not comfortable discussing the matter with his/her immediate supervisor, or if the issue involves his/her immediate supervisor, then the Associate may discuss the issue or concern with his/her next level supervisor. If the issue continues, the Associate should feel free to present his/her issues or concerns upward through the chain of command within the Company. If an Associate feels uncomfortable discussing an issue with management, the Associate may contact a Human Resources Representative at any time during the process. 3 Compass Group Salaried Associate Handbook

7 2. EMPLOYMENT POLICIES Assurances to Associates: Associates will not be penalized for proper use of the Open Communication Policy and are encouraged to promptly report any and all concerns to management or Human Resources. As Compass Group and its Associates work together to provide clients and customers with superior service, Compass Group believes that the workplace must not only be safe, but that it must also be the kind of place where Compass Group s Associates enjoy their work and enjoy working with one another. Included in the front of this Handbook is information about your work location that identifies the successive levels of management. This information includes contact information for the next level of management, the Regional Vice President/Department Head, and the Human Resources Service Center. Corporate Associates should contact Corporate Human Resources rather than the HR Service Center. 2.3 SPEAKUP HOTLINE The Company s SpeakUp Hotline adds an important component to the Corporate compliance programs and is consistent with the Company s preferred employer objectives. The SpeakUp Hotline is available to Associates for reporting a concern privately and confidentially about situations they feel may be unsafe, unethical, or illegal, and which they may be uncomfortable discussing with their supervisor, department head, or Human Resources. The Hotline is staffed by independent, trained communications specialists twenty-four (24) hours a day, seven (7) days per week. The SpeakUp Hotline number is The Company expects all Associates to first use the Company s Open Communication Policy to address their concerns. The SpeakUp Hotline is designed to supplement the Open Communication Policy, rather than circumvent it. 2.4 ZERO TOLERANCE DISCRIMINATION AND HARASSMENT POLICY It is the policy of Compass Group to provide a work environment for all Associates that is free from discrimination and harassment based on sex, sexual orientation, race, religion, color, disability, age, pregnancy, national origin, veteran status, genetic information, or any other unlawful basis. The Company will comply with and strictly enforce federal, state, and local laws that prohibit discrimination or harassment based on sex, sexual orientation, race, religion, color, disability, age, pregnancy, national origin, veteran status, genetic information, or any other unlawful basis. Associates who by act or omission discriminate against or harass any Associate based upon such classifications shall be subject to disciplinary action, up to and including termination of employment. Without limiting the applicability or coverage of this Policy to the conduct hereinafter described, the following conduct shall be deemed a violation of this Policy: 1. Making any decision regarding the hiring, firing, promotion, or demotion of an Associate or making any decision that affects the wages, benefits, or working conditions of an Associate based in whole or in part on sex, sexual orientation, race, religion, color, disability, age, pregnancy, national origin, veteran status, genetic information, or any other unlawful basis; 2. Making sexual advances or requests for sexual favors or other verbal or physical conduct of a sexual nature in the workplace; 3. Making sexual advances or requests for sexual favors or other verbal or physical conduct of a sexual nature outside the workplace if: (i) the conduct is directed toward another Associate, and (ii) is unwelcome or adversely affects the working conditions, morale, or environment of Associates at the Company; 4. Making submission or rejection of any conduct referred to in paragraph two or three above the basis for any employment decision affecting an Associate; and 5. Creating an intimidating, hostile, or offensive working environment by engaging in any of the following conduct or similar conduct that offends another Associate: a. Calling, addressing, or referring to any person by a demeaning name that relates to that person s sex, sexual orientation, race, color, religion, age, pregnancy, disability, national origin, veteran status, genetic information, or any other unlawful basis; b. Belittling or denigrating another person because of that person s sex, sexual orientation, race, color, religion, age, pregnancy, disability, national origin, veteran status, genetic information, or any other unlawful factor; c. Sharing stories, jokes, experiences, or anecdotes that relate to sex, sexual orientation, race, color, religion, age, pregnancy, disability, national origin, veteran status, genetic information, or any other unlawful basis; d. Displaying or otherwise publishing pictures, photographs, depictions, artwork, quotes, stories, jokes, or other media (including , text messages, and blogging) that may reasonably offend another because of his/her Compass Group Salaried Associate Handbook 4

8 2. EMPLOYMENT POLICIES sex, sexual orientation, race, color, religion, age, pregnancy, disability, national origin, veteran status, genetic information, or any other unlawful basis; e. Touching an Associate in a manner that may be offensive to him/her, or making lewd or suggestive gestures or comments in the presence of another Associate; and f. Engaging in any conduct that tends to harass, annoy, or inflame another Associate, customer, or vendor based on sex, sexual orientation, race, color, religion, age, pregnancy, disability, national origin, veteran status, genetic information, or any other classification protected by law, including, but not limited to, the use of epithets, slurs, threats, intimidation, or hostile acts. This list is not exclusive. Other conduct that results in discrimination or harassment based upon a protected classification may result in disciplinary action, up to and including termination of employment. The Company will absolutely not tolerate discrimination or harassment, and asks for its Associates assistance in helping it meet its obligations by acting in accordance with its stated commitment and by bringing any violations of this Policy to a Company representative s attention immediately as provided in the Company s Open Communication Policy. Associates may raise concerns or complaints about matters, whether alleged, perceived or actual, made unlawful by Section 503 of the Rehabilitation Act of 1973; the Vietnam Era Veterans Readjustment Act of 1974; Title VII of the Civil Rights Act of 1964 (as amended); the Equal Pay Act of 1963 (as amended); the Americans with Disabilities Act of 1990 (as amended); the Family and Medical Leave Act, as amended; the Genetic Information Nondiscrimination Act of 2008; and the Age Discrimination in Employment Act of 1967 (as amended); or by equivalent state or local laws. If an Associate feels that he/she is being harassed and that it is interfering with the Associate s ability to do his/her job, the Company expects the Associate to bring his/her complaint to the Company s attention using the Open Communication Policy. Any Associate who brings a complaint to the Company s attention is assured that the matter will be fully and fairly investigated, and that it will be dealt with promptly, and in confidence to the extent possible. Only those persons who need to know will be involved or informed of the complaint, and the Company will take immediate and appropriate corrective action, including disciplinary measures, as warranted. To initiate a complaint of harassment using the Open Communication Policy, an Associate should report concerns to his/her immediate supervisor. The supervisor will make recommendations for resolving the problem, and/or when appropriate, initiate an investigation. If the Associate feels his/her concern remains unresolved, or if he/she is not comfortable discussing the matter with the immediate supervisor, or if his/her concern involves the immediate supervisor, then the Associate should direct his/her concern to the next level of management. To the extent that the Associate s concern continues, the Associate should present it upward through the chain of command within the Company. The Company expects any Associate raising a concern, and any witnesses involved, to fully cooperate in the investigation of the Associate s concern. Failure to do so may limit the Company s ability to adequately investigate the issue. If an Associate ever feels uncomfortable discussing a concern with management, he/she may at any time during the Open Communication process contact a Human Resources representative, the HR Service Center at or via to hrservicecenter@compass-usa.com (if his/her sector or department is supported by the HR Service Center), or the SpeakUp Hotline at or online at Retaliation against Associates who report sexual or workplace discrimination or harassment, or who provide information concerning a complaint about discrimination or harassment is strictly prohibited. Any Associate, supervisor, or manager who engages in prohibited retaliatory action will be subject to disciplinary action, up to and including termination of employment. 2.5 CAREER DEVELOPMENT The ability for Compass Group to attract and keep its Associates and customers is the benchmark that determines its success. At Compass Group, this begins with great people. Compass Group views learning as a life-long pursuit and demonstrates its commitment to learning with the Careers-for-Life concept. New Associates participate in an exciting learning process that begins with the first day of employment and continues throughout an Associate s career with the Company. To accomplish this, Compass Group has developed a training system that supports the advancement of its Associates and provides the necessary skills for Associates to succeed in their jobs. 5 Compass Group Salaried Associate Handbook

9 2. EMPLOYMENT POLICIES Passport: Orientation Compass Group s orientation process is called Passport. Passport is designed to support Associates job success by providing learning opportunities for living the Company s vision of great people, great service, great results. Passport is divided into Ports of Call. These Ports of Call are available through web conferencing over the Internet and live presentations by managers. Corporate Associates participate in a classroom orientation. Management Learning Opportunities Regardless of where Associates are in their careers, learning opportunities are available to them. Compass Group s diverse curriculum applies to all lines of business and supports Associate development by giving the tools and techniques needed to provide great service and to deliver great results. Course selections include food safety, negotiations, communications, profit improvement, diversity and inclusion, management, and customer service. These classes are designed for salaried Associates and are offered regularly throughout the United States. In addition, support for specific market training needs is also available. Associates should contact their supervisor for more information or visit the Training and Development website at PROMOTIONS/ADVANCEMENT Compass Group believes that all qualified, interested Associates should be considered for advancement as appropriate opportunities arise. When possible, Associates will be provided with the opportunity for advancement within the Company based upon, among other things, their knowledge, skill, ability, and length of service. Interested Associates should speak with their supervisor about promotional opportunities and eligibility requirements. 2.7 JOB POSTINGS/TRANSFERS Compass Group has an internal job posting procedure whereby Associates may post for open positions throughout the Company. To be eligible to post for open positions, Associates must have received a rating of competent or better on their last performance appraisal. Associates are required to inform their manager if they plan to post for any open position. Associates are ineligible to post for open positions if they have received any progressive counseling or have been on a Performance Improvement Plan in the six (6) months prior to posting, or if they are currently on a Performance Improvement Plan. Full-time and part-time salaried exempt Associates working in field operations must have completed eighteen (18) months of service in their current position prior to posting for open positions. Full-time and part-time salaried nonexempt Associates working in the field must have completed twelve (12) months of service in their current position to be eligible to post for open positions. Full-time and part-time salaried exempt and salaried non-exempt Associates working in the Corporate offices in Charlotte, NC and Rye Brook, NY must have completed twelve (12) months of service in their current position to be eligible to post for open positions. Prior to an existing Associate s transfer to a new position, the Associate must pass a Criminal History Background Check. Associates who fail a Criminal History Background Check may be prohibited from transferring and the employment status of such Associates may also be subject to termination. Existing Associates transferring into new positions within the Company will have a probationary period of ninety (90) calendar days. The probationary period will involve training the Associate for the new position, and will give the Associate s supervisor the opportunity to evaluate and assess his/her skills, ability, and interest in the new position. It will also give the Associate the opportunity to see if the position is to his/her satisfaction. If, at any time during the probationary period the Associate fails to meet performance expectations, he/she may be demoted or terminated. For additional information regarding job postings and transfers, refer to the Promotion, Transfer, and Reclassification Policy in the Human Resources Policy and Procedure Manual and/or contact the Resource Network Department. 2.8 CONFIDENTIALITY As Associates understand and acknowledge, the Company expends substantial time and resources maintaining its customer relationships and compiling confidential information related to its business with its customers. While Associates are employed by the Company, they will be compensated to help develop close relationships with customers in an effort to help the Company better serve them, and this is considered the good will of the Company. Compass Group Salaried Associate Handbook 6

10 2. EMPLOYMENT POLICIES As Associates also understand and acknowledge, information related to the Company s business including, without limitation, business planning, operations, strategies, customer lists, financial information, ideas, processes, inventions, devices and the like, including compilations of that information, as well as information relating to any customer, client, vendor, licensee or other party transacting business with the Company (collectively, the Confidential Information ) has been developed and will be developed through the Company s expenditure of substantial time and money, and that all such Confidential Information, except to the extent it is in the public domain, shall constitute trade secrets protected under applicable law. This Confidential Information is and shall remain the sole property of the Company and its unauthorized use or disclosure would cause irreparable harm to the Company. By virtue of their employment with the Company, Associates are authorized to receive and use relevant Confidential Information to pursue the business of the Company that they would not otherwise be authorized to receive. This authorization is not contingent upon continued employment (for a particular length of time or at will) but it is contingent upon their willingness to agree to the following limitations: During the time they are employed by the Company and at all times after the conclusion of their employment, Associates agree to and will (i) protect and preserve the Confidential Information as confidential and not disclose any of the Confidential Information to any unauthorized person or entity, and (ii) not take or remove from the Company or otherwise retain any written or electronic materials or other documents containing or relating to the Confidential Information, whether from the Company s books, records, customer lists, files, or other documents, except where expressly authorized to do so in the course of business for the Company, nor will Associates make or retain any unauthorized copies or extracts thereof. Upon Compass Group s request or at the end of an Associate s employment, he/she must return any documents, papers, or other materials in his/her possession containing or involving Confidential Information. Compass Group retains ownership of work performed by its Associates. In the event that an Associate is unwilling to accept and/or abide by this Statement of Confidentiality, the Associate must notify his/her manager. 2.9 DRUGS AND ALCOHOL In the United States drug and alcohol use affects approximately ten (10) percent of the working population. Compass Group has always taken pride in doing its best to provide its Associates with a safe and healthy work environment. As an Associate s health has an impact on his/her job performance and on those he/she works with, the Company s goal is to: 1. Promote an alcohol and drug free workplace in order to reduce cases of injury, absence, lateness, and poor job performance, among other things; 2. Establish Company guidelines to ensure that instances of Associate drug and alcohol use in the workplace are handled consistently throughout the Company; and 3. Create a work environment in which instances of drug or alcohol use are recognized and addressed. Compass Group will not allow any of its Associates to use, buy, sell, give, or have in their possession any illegal drug or drug paraphernalia. Possession of controlled substances will only be permitted when accompanied by a current, valid physician s prescription. This applies to Associates traveling for Company business, to those using a Company vehicle (including leased or rental vehicles), and to those using personal automobiles for Company business. In addition, no Associate shall work or report to work while under the influence of alcohol or any illegal drug. These requirements are in place to ensure that the safety of all Associates remains a top priority. Failure to follow these requirements will result in disciplinary action, up to and including termination. No alcoholic beverages may be brought onto or consumed on Company or client property unless the Company has given its approval in advance of consumption. Similarly, alcoholic beverages may not be consumed in vehicles which the Company owns, leases or rents, and/or in personal automobiles used for Company business. Associates are prohibited from operating a vehicle while under the influence of alcohol. No Associate shall work or report to work while under the influence of alcohol. If the actions or appearance of an Associate reasonably suggests that he/she is working while under the influence of alcohol, illegal drugs, or prescription drugs that impair him/her, the Company may request the Associate to submit to a drug or alcohol test. Refusal to take such a test may result in disciplinary action, up to and including termination. Positive test results may also result in disciplinary action, up to and including termination. The Company will comply 7 Compass Group Salaried Associate Handbook

11 2. EMPLOYMENT POLICIES with federal, state, and local laws regarding such testing. Where federal, state, and local laws place restrictions on drug and alcohol testing, the Company will adhere to such laws TOBACCO FREE WORKPLACE The use of tobacco in any form is not allowed in the Corporate, division, regional, and branch offices of the Company. Tobacco use is only permitted outdoors in designated areas as long as it does not interfere with Compass Group s customers or workplace operations. Associates are only allowed to use tobacco during their normal breaks or during their scheduled meal period, and only if the location permits tobacco use. Clients tobacco use policies may vary from location to location and will be communicated to Associates. Where federal, state, and local laws place additional restrictions on tobacco use in the workplace, the Company will adhere to such laws RIGHT TO INSPECT In order to safeguard its property, as well as the personal safety and property of its Associates and customers, and to help prevent the possession, use, and sale of illegal drugs on Company premises, the Company reserves the right to conduct reasonable inspections of Company and Associates property. It should be noted that all offices, desks, files, lockers, etc. are the property of the Company and are subject to search. Associates who have access to Company technology and technology systems ( technology services ), such as computers, computer accounts, , Internet, telephones, cell phones, and other communications technology services shall not have an expectation of privacy when using Company technology services. The Company reserves the right to monitor Associate use of technology services at any time. The Company s technology services are the property of the Company, and Associates use of such technology services is a privilege, not a right, and such privilege may be revoked at any time. Inspections and electronic monitoring may be done at any time and at the Company s sole discretion, unless otherwise prohibited or restricted by federal, state, or local law CONFLICT OF INTEREST The Company realizes that its Associates may engage in employment outside of Compass Group in other foodservice and support services companies, or may conduct these services while self-employed. Before engaging in such endeavors, Associates must gain Compass Group s permission. While engaged in work for Compass Group, Associates must refrain from conducting any business or commercial activities that would further their own interests related to employment outside of Compass Group. To this end, the Company expects its Associates to keep business discussions with fellow Associates, clients, customers, suppliers, or vendors to matters furthering Compass Group s interests. Failure to adhere to the foregoing will result in progressive counseling, up to and including termination. Depending upon the circumstances and nature of the infraction, the Company reserves the right to seek any further relief to which it may deem itself entitled EMPLOYMENT OF RELATIVES Because the Company recognizes that sensitivities may exist when family members are employed in the same department, function, or unit, it has established certain guidelines for the employment of relatives. Related Associates may not be employed in positions that report to the same supervisor. Associates may not supervise a relative, nor be in any position that allows for direct or indirect influence over their relative s status. This includes, but is not limited to, disciplinary and/ or audit responsibilities. A relative is defined as the following: established by blood, marriage ( in-law relationships) or other legal action, parent, legal guardian, child, brother, sister, spouse, grandparent, grandchild, and domestic partner. This Policy is not intended to cause undue hardship to Associates where such a situation currently exists; therefore, this Policy is not retroactive. Where situations are identified or developed through marriage or the establishment of a domestic partner relationship, action will be taken to transfer one of the Associates at the earliest opportunity. If this is not possible, other remedies may become necessary. Associates must disclose a marriage or domestic partner relationship with another Compass Group Associate at the time the relationship ensues to ensure consistency with this Policy. Associates are to direct questions about this Policy to their supervisor or the Human Resources Service Center. Corporate Associates should contact Corporate Human Resources rather than the HR Service Center. Compass Group Salaried Associate Handbook 8

12 2.14 AT WILL EMPLOYER Compass Group is an At Will employer, and as such may terminate the employment relationship with Associates at any time without cause and with or without notice. Statements or promises that may be made by managers and other executives, with the exception of a written agreement signed by the President and/or Chief Executive Officer, may not supersede the policies and procedures herein. 3. COMPENSATION 2. EMPLOYMENT POLICIES - 3. COMPENSATION 3.1 CLASSIFICATION OF EMPLOYMENT Each Compass Group Associate is classified in one or more of the following categories based on the conditions under which he/she is employed by the Company. Full-Time This category includes Associates who are hired to work at least thirty (30) hours per week on a regular basis. These Associates may be non-exempt or exempt as defined below. Part-Time This category includes Associates who are hired to work for fewer than thirty (30) hours per week on a regular basis. These Associates may be non-exempt or exempt as defined below. Full-Time and Part-Time Temporary This category includes Associates who are hired by the Company for specific assignments or for a pre-determined period of time, normally no longer than six (6) consecutive months. These Associates may be non-exempt or exempt as defined below. Hourly Hourly Associates are paid only for the hours actually worked and are always non-exempt. Salaried Salaried Associates are paid a salary for a regular work week and may be either non-exempt or exempt as defined below. Non-Exempt Non-exempt Associates are required to be paid overtime at the rate of one and one-half times their regular pay rate for all hours worked in excess of forty (40) hours in a work week or according to state law. Exempt Exempt Associates are not required to be paid overtime in accordance with applicable federal wage and hour laws for work performed in excess of forty (40) hours in a work week. Executives, professional Associates, and certain Associates in administrative positions are typically exempt. Exempt status is determined by criteria set forth in the Fair Labor Standards Act and is not based on the Associate s capabilities, experience, length of service, or job title. 3.2 PROBATIONARY PERIOD New Associates and Associates transferring within the Company will have a probationary period of ninety (90) calendar days. This period will involve training the Associate for the new position and will give the Associate s supervisor the opportunity to evaluate and assess his/her skills, ability, and interest in the new position. It will also give the Associate the opportunity to see if the position is to his/her satisfaction. An Associate s employment may be terminated at any time or for any reason, either during or after his/her probationary period, should the Company feel that such a step is necessary. 3.3 RECORDING OF HOURS Time records are to be completed by non-exempt Associates on a daily basis. All in and out times are to be recorded daily on the Associates time records. Each Associate must sign his/her time record at the end of each pay period and submit it to his/her supervisor for approval. Rest breaks are paid and should not be recorded on time records. Meal periods are unpaid and are to be recorded. Time records are to include the length and reason for all time lost from work (i.e., sick leave, funeral leave, jury duty, etc.). No write-overs are permitted on time records. If an Associate makes an error while completing his/her time record, he/she is to draw a single line through the incorrect information, record the correct information above the error, and have the change initialed by his/her immediate supervisor. Time record entries must be made in ink. Time records are official Company documents. Recording false information, altering time records, or completing the time record of another Associate will result in progressive counseling, up to and including termination. 9 Compass Group Salaried Associate Handbook

13 3. COMPENSATION - 4. BENEFITS 3.4 BREAKS AND MEALS Salaried non-exempt Associates must be provided a paid rest break of ten (10) minutes approximately every four (4) hours of work that is not interrupted by a meal period. These breaks will normally take place after working for two (2) consecutive hours. Sometimes the work environment or the Associate s job responsibilities may not allow for a break after two (2) hours of consecutive work. In such case, other arrangements will be made to ensure that Associates receive the paid ten (10) minute break. Rest breaks may not be used as meal periods. Full-time or part-time salaried non-exempt Associates who work at least five (5) consecutive hours during the workday are required to take an unpaid and uninterrupted meal period of thirty (30) minutes which will typically be taken at the beginning of the fifth hour. Business needs will determine the best time for all breaks and meal periods. Where state or local laws impose more stringent guidelines regarding length and frequency of breaks, etc., the Company will comply with such laws. 3.5 OVERTIME PAY Salaried non-exempt Associates will receive overtime pay in accordance with federal, state, and local laws. Working overtime is only permitted with prior approval from an Associate s supervisor. Approved overtime hours will be paid at the rate of one and one-half times the Associate s regular pay rate. State and local laws will be followed where such laws set other overtime standards. An Associate s supervisor will make every effort to give him/her reasonable notice of any overtime that may be required. In certain circumstances, however, advance notice of overtime may not always be possible. 3.6 PERFORMANCE APPRAISALS To ensure that all Compass Group Associates perform their jobs to the best of their abilities, the Company feels that it is important to recognize its Associates for good performance, and to offer appropriate suggestions when improvement is necessary. Consistent with this goal, all Compass Group Associates will have their performance evaluated by their supervisor on an ongoing basis. Written performance reviews of each Associate s performance will normally be done on an annual basis. All written performance reviews will be based upon the Associate s overall performance in relation to his/her job responsibilities and will also take into account his/her conduct, attitude, and record of attendance. 3.7 PERFORMANCE IMPROVEMENT PLANS Performance Improvement Plans ( PIP ) represent one of the ways in which the Company may offer constructive support, advice, and guidance to Associates who may demonstrate difficulties in competently performing the responsibilities of their positions. PIPs are developed to notify Associates of performance deficiencies, and provide Associates with the corrective measures needed to support immediate and sustained competent job performance. Associates receiving PIPs will meet regularly with their supervisor to review their performance progress. The duration of a PIP will be determined by the Associate s supervisor, as supported by the nature and the extent of performance deficiencies when measured against a reasonable period of sustained improvement. The duration of the PIP will be communicated to the Associate, and the Company reserves the right and discretion to adjust the duration of the PIP. While on a PIP, the Associate may also be subject to progressive counseling as outlined in Section 6.9 Work Rules of this Handbook. 4. BENEFITS 4.1 VACATION Note: Corporate Associates should refer to the Compass Corporate Paid Time Off Policy ( Corporate PTO Policy ) for information regarding Paid Time Off. The Corporate PTO Policy is available from Human Resources or the Associate s supervisor. The Company believes that time away from work for rest, fun, and enjoyment is vital to Associates good health and productivity. Therefore, all full-time and part-time salaried exempt and non-exempt Associates will be eligible for vacation on a calendar year basis according to the following schedule, based on length of service. Compass Group Salaried Associate Handbook 10

14 4. BENEFITS Years of Service Attained Within Current Calendar Year Less than 5 Years 5-9 Years Years 25+ Years Vacation Accrual Monthly Accrual Monthly Accrual Monthly Accrual Monthly Accrual Day(s) Days Days Days Grade 15 and Under Days Not to Exceed Grades Days Not to Exceed Example: An Associate in job grade 14 and has two (2) years of service with the Company, will accrue.8333 vacation days per month and therefore will have earned three (3) vacation days as of May 1 (0.833 x 4 = 3.33 days). In addition to the allotted time listed for each month, at management s discretion three (3) days of vacation may be advanced to an Associate as long as the advance does not exceed the total vacation allotment for that calendar year. Any requests for additional advances beyond the three (3) vacation days will be considered for unique situations only [i.e. marriage, an Associate wishing to go home to a foreign country requiring extensive travel, or upon the birth of a child in the first six (6) months of a year] and will require approval of the Regional Vice President/Department Head and Human Resources. In states that have laws to the contrary, vacation may accrue as work is performed, including vacation accrual for partial months of service on a prorated basis, and the Company will follow such state laws. Except in locations where state law provides otherwise, vacations are not cumulative and must be taken before the end of the calendar year. No Associate will be allowed to take more vacation than his/her current year s entitlement during any one (1) calendar year. Pay in lieu of vacation will not be allowed. Vacation Schedules: Vacation time must be scheduled with the Associate s supervisor by March 31st of each year, or as required by sector policy. Requests will be granted according to business needs, and then by length of service. Vacation requests received after March 31st will be granted according to business needs, and then on a first come first serve basis. To ensure smooth and efficient business operations the final decision regarding vacation requests and scheduling is reserved by the Company. Vacation may not be taken in less than half-day increments, unless vacation is used for approved Family and Medical Leave. Paid vacation time for salaried non-exempt Associates will be considered as time worked for purposes of calculating overtime for the week in which the vacation was taken. 4.2 PAID SICK DAYS Note: Corporate Associates should refer to the Compass Corporate Paid Time Off Policy ( Corporate PTO Policy ) for information regarding Paid Time Off. The Corporate PTO Policy is available from Human Resources or the Associate s supervisor. Upon completion of thirty (30) calendars days of employment, all full-time salaried non-exempt Associates of the Company will be eligible for paid sick days based on their hire dates and according to the following schedule: Month Hired January February - April May/June Number of Paid Sick Days Available Four (4) days Three (3) days Two (2) days July/August One (1) day September - December Zero (0) days 11 Compass Group Salaried Associate Handbook

15 4. BENEFITS After this period, on January 1st of each year, full-time salaried non-exempt Associates will be entitled to five (5) paid sick days during the calendar year (January - December). Unused paid sick days may not be carried over year to year, and Associates will be paid for unused sick days at year end. Paid sick days will not be considered as time worked for purposes of calculating overtime for the week in which the sick day(s) was taken. Associates may use one-half (1/2) of their allotted paid sick days to care for an ill or injured spouse, child, parent, or domestic partner. Additionally, Associates may take paid sick days in one-half (1/2) day increments. Associates who resign, or are otherwise separated from the Company, will forfeit any remaining unused paid sick days. Where state or local laws require the payout of unused paid sick days, the Company will adhere to such laws. Salaried exempt Associates do not receive paid sick days as a benefit, though salaried exempt Associates who miss work due to illness will be paid in accordance with federal or state laws for time not worked. 4.3 HOLIDAYS Paid holidays are provided so that Associates may have time off with pay in order to be with family and friends on certain holidays. All salaried Associates are eligible for paid holidays. The holiday schedules may vary among sectors and work sites, and are based on customer and client need. Associates should speak to their immediate supervisor about the holiday schedule for their work site. Holiday pay for salaried non-exempt Associates will not be considered as time worked for purposes of calculating overtime for the week in which the holiday occurred. 4.4 GROUP INSURANCE PLANS The Company understands that Associates may have different benefit needs and that these needs may change as their personal lives change. To assist Associates in addressing their benefit needs, the Company offers comprehensive group insurance benefits through its flexible benefits program. Full-Time Associates: Full-time Associates become eligible for benefits beginning the first of the month following one (1) month of continuous employment. Benefits available for Associates to select include: Health Insurance (including eligible dependents) Dental Insurance (including eligible dependents) Vision Insurance (including eligible dependents) Supplemental Long-Term Disability Income Protection Supplemental Life Insurance (including eligible dependents) Personal Accident Insurance (including eligible dependents) Healthcare and Dependent Care Flexible Spending Accounts ( FSAs ) The following benefits are provided by the Company at no cost to Associates: Short-Term Disability Income Protection Basic Long-Term Disability Income Protection Employee Assistance Program Wellness Programs with paid incentives designed to encourage a healthy lifestyle Basic Life Insurance Details regarding personalized coverage options, costs to participate, dependent eligibility, and enrollment deadlines are available on the Company s Online Benefits Center website, accessible by logging on to com/benefits, or by contacting Compass Group s Benefits Department at Compass Group Salaried Associate Handbook 12

16 4. BENEFITS - 5. LEAVES OF ABSENCE Part-Time Associates: Part-time Associates and on-call Associates are eligible to enroll for voluntary benefits sixty (60) days from their date of hire. Associates will learn about these benefits when they receive a personalized enrollment package, supplied by the vendor, at their home (k) Plan The Company understands that financial planning is important to Associates and their families. Compass Group offers a voluntary contribution 401(k) Retirement Plan to Associates meeting the eligibility requirements. Some features of the 401(k) Plan are: Pre-tax savings through Associate-directed payroll deductions; Investment selections; and Company matching. Full-time and part-time Associates will become eligible for the Compass Group Retirement Plan (401(k) Plan) following three (3) months of continuous employment. Complete information about this Plan is available on the Company s Online Benefits Center website, accessible by logging onto Associates will receive notice at their home shortly prior to becoming eligible to participate. Associates may contact the Retirement/Savings Department at , Option 3, with questions or to request additional information. NOTE: Highly Compensated Executives ( HCE ) as defined under IRS regulations may not be eligible to participate in the above referenced Plan. HCEs are eligible to participate in the Non-Qualified Deferred Compensation Plan. The Retirement/Savings Department will send detailed information directly to Associates who meet eligibility requirements. 5. LEAVES OF ABSENCE 5.1 FAMILY AND MEDICAL LEAVE Compass Group will grant Associates a Leave of Absence in accordance with the U.S. Family and Medical Leave Act ( FMLA ) of 1993, as amended by the National Defense Authorization Act and set forth in 29 CFR Part 825, and/or state leave laws. Eligibility: Associates must have worked for Compass Group for at least twelve (12) months and at least 1,250 hours during the previous twelve (12) month period to be entitled to a Leave of Absence under the FMLA and/or state leave laws. Eligible Associates are entitled to twelve (12) weeks of Leave under the FMLA. Reasons for Family and Medical Leave: A Leave of Absence may be granted for one of the following reasons, provided the Associate is eligible for a Leave and, in a timely manner he/she provides the Company with the required information/certification to verify the request: 1. Birth of a child, including surrogate births; 2. Placement of a child into the Associate s family by adoption or by a foster care arrangement; 3. To care for the Associate s spouse, domestic partner, child, or parent who has a serious health condition; 4. The Associate s own serious health condition, including any work-related injuries and illnesses; 5. To care for a covered servicemember who is a spouse, domestic partner, child, parent, or next of kin with a serious injury or illness; and 6. A qualifying exigency arising out of the fact that the Associate s spouse, domestic partner, child, or parent is a covered military member on active duty, or has been notified of an impending call or order to active duty in support of a contingency operation. Definition of Serious Health Condition: A serious health condition is an illness, injury, impairment, or physical or mental condition that involves either an overnight stay in a medical care facility, or continuing treatment by a healthcare provider for a condition that either prevents the employee from performing the functions of the employee s job, or prevents the qualified family member from participating in school or other daily activities. 13 Compass Group Salaried Associate Handbook

17 5. LEAVES OF ABSENCE Subject to certain conditions, the continuing treatment requirement may be met by a period of incapacity of more than three (3) consecutive calendar days combined with at least two (2) visits to a health care provider or one (1) visit and a regimen of continuing treatment, or incapacity due to pregnancy, or incapacity due to a chronic condition. Other conditions may meet the definition of continuing treatment. Period of Leave: Once it is determined that the Associate qualifies for a Leave of Absence due to reasons one (1) through four (4) and six (6) above he/she will be provided with up to twelve (12) weeks of unpaid Leave in a rolling twelve (12) month period, beginning on the first day of the scheduled Leave. If the Associate and his/her spouse, or domestic partner both work for Compass Group, they are only entitled to a combined total Leave of twelve (12) weeks for the birth, adoption, or foster care of a child, or to care for a parent. In certain circumstances, the Associate may take Leave intermittently by reducing his/her working hours. If Intermittent Leave is approved, Compass Group may, according to the needs of the Company, temporarily transfer the Associate to another position with an equal pay rate and benefits that better suits Intermittent Leave. Once it is determined that the Associate qualifies for a Leave of Absence to care for the servicemember (reason number five (5) above), he/she will be provided with up to twenty-six (26) weeks of unpaid Leave in a twelve (12) month period. Leave to care for an injured or ill servicemember, when combined with other FMLA-qualifying Leave may not exceed twenty-six (26) weeks in a single twelve (12) month period. Substitution of Paid Leave: The Associate has the option of using his/her available vacation or paid sick time, or PTO (if applicable) during an approved Family and Medical Leave. Paid sick time may be allowed in the event of the Associate s own serious health condition. If paid sick time, accrued, but unused vacation, or PTO (if applicable) is used during Leave, vacation and paid sick time, or PTO (if applicable) will be paid pursuant to Compass policies regarding vacation and paid sick time, or PTO (if applicable). Vacation time cannot be used as a means to extend the Leave. For those state or local laws allowing for additional Leave for pregnancy and pregnancy-related conditions, or for other medical issues, Associates should consult with a Leave of Absence Coordinator for additional information. Notice Requirements: If an Associate s need for a Leave is known in advance (for example: childbirth, adoption, or planned medical treatment), he/she is required to provide his/her supervisor with at least thirty (30) days advance written notice that he/she intends to take a Leave. For Leaves based on events that are not known or planned thirty (30) days in advance, the Associate must give notice as soon as he/she learns of the need for Leave, but no later than five (5) working days after determining the need for Leave. Failure to follow these notice requirements is grounds for Compass Group to deny the request for Leave. Medical Certification Requirements: If the Leave is related to the Associate s own serious health condition or that of his/her spouse, domestic partner, child, parent, or sevicemember or as otherwise required by state or local law, he/ she must provide medical certification of the existence and nature of the serious health condition. The Associate must obtain this certification from the health care provider of the family member requiring care. A Leave request to care for a family member must also include proof of the health care provider s opinion that the Associate is needed to care for the family member. Leave may be denied if certification is not provided within twenty-one (21) calendar days, unless it is not possible to do so under the circumstances. Compass Group may require a second opinion from a doctor that the Company selects. If it becomes necessary to settle a conflict between the original certification and the second opinion, the Company may require the opinion of a third doctor. In these cases, the second and third opinions would be paid for by Compass Group. Maintenance of Health and Other Benefits during the Leave: During approved Family and Medical Leaves of Absence, Compass Group will continue to pay its portion of health insurance premiums and the Associate must continue to pay his/her share of the premium. If he/she does not pay his/her share of the health insurance premium, it may result in loss of coverage. If the Associate does not return to work after the end of the Leave, he/she will be required to reimburse Compass Group for the Company s portion of the health insurance premium. In the event that the Associate does not return to work because of his/her own serious health condition that prevents him/her from performing the job or if there are other circumstances which are beyond his/her control, Compass Group will not require the Associate to reimburse the Company for its share of the health insurance premium. Compass Group Salaried Associate Handbook 14

18 5. LEAVES OF ABSENCE During the Leave, the Associate will not accumulate employment benefits such as vacation pay, sick pay, pension or any other benefits. Employment benefits noted immediately above accumulated up to the day on which the Family and Medical Leave of Absence begins will not be lost. Return to Work: If the Associate returns to work from a Family and Medical Leave of Absence within or on the business day following expiration of the twelve (12) week period (twenty-six (26) week period for care of a servicemember), he/ she is entitled to return to his/her previous job or an equal position without loss of benefits or a reduction in wages. In the case of Leave taken for the Associate s own medical reasons, certification from his/her health care provider must be provided before he/she returns to work. This certification must indicate that he/she is fit for duty and note any work restrictions that may apply. Consequences of Failing to Return from Approved Leave after Exhausting Approved Leave: If the Associate fails to return from an approved Leave he/she will be considered to have voluntarily quit his/her position as of the day that the Associate should have returned to work, unless an extension of the Leave is required under additional applicable law. If the maximum Leave time is used up, the Associate will be dismissed as of the last day of his/her scheduled Leave. The Associate is encouraged to reapply for employment and, if rehired, will be entitled to benefits according to the Company s reinstatement policy. NOTE: To the extent that state, city or local Leave laws provide for further benefits to Associates than those offered by the Company, the Company will comply with such laws. 5.2 PERSONAL LEAVE Full-time and part-time salaried exempt and non-exempt Associates who have completed at least twelve (12) months of continuous service may request an unpaid Personal Leave of Absence for a period of up to thirty (30) days. Personal Leave may be granted for legitimate reasons at the discretion of Compass Group, though the Leave must not seriously disrupt Company operations. Personal Leaves will not be granted until all unused vacation/pto days have been exhausted. Reinstatement cannot be guaranteed to Associates returning from a Personal Leave, although the Company will make a reasonable effort to reinstate an Associate who has completed a Personal Leave and wishes to return to work. The Company will make a reasonable effort to reinstate an Associate to his/her former position or in a position which is of equal status and pay, subject to budgetary restrictions and the Company s need to fill vacancies. Failure to return to work on or before the expiration of an approved Personal Leave will be considered a voluntary quit. 5.3 MILITARY LEAVE A Leave of Absence for military or reserve service will be granted to full-time and part-time Associates upon request. An Associate will be granted a Military Leave of Absence for the period of the military service, in accordance with applicable federal and state laws. If the Associate is a reservist or a member of the National Guard, he/she will be granted time off for required military training. Eligibility for reinstatement within the Company, after military service or training is completed, will be determined in accordance with applicable federal and state laws. If an Associate is called to active military service, Reserve or National Guard training, or if he/she volunteers for the same, he/she should submit copies of the military orders to his/her immediate supervisor as soon as possible. Associates should contact their immediate supervisor, manager, or the HR Service Center ( ) for information pertaining to the Military Leave Policy. Corporate Associates should contact Corporate Human Resources for such information. 15 Compass Group Salaried Associate Handbook

19 5. LEAVES OF ABSENCE - 6. ASSOCIATE CONDUCT 5.4 FUNERAL LEAVE In the event of the death of an Associate s family member, the Company allows all full-time and part-time Associates to take paid Funeral Leave to attend funeral services and to take care of personal matters. Before taking Funeral Leave, Associates must discuss the situation with their supervisor. Associates are entitled to paid Funeral Leave not to exceed three (3) consecutive working days in situations involving the death of an immediate family member. When a funeral takes place more than 500 miles away from the worksite, Associates may take up to five (5) consecutive working days of paid Funeral Leave. In the event of the death of extended family members, all Associates are entitled to a paid Funeral Leave of one (1) working day. If the funeral takes place more than 500 miles from the worksite, Associates may take up to three (3) consecutive days of paid Funeral Leave. Immediate Family includes an Associate s parents or legal guardians, spouse, domestic partner, children, brothers, sisters, grandparents, grandchildren, step-parents, step-children, step-brothers, or step-sisters. Extended Family includes the Associate s current mother-in-law, father-in-law, brothers-in-law, sisters-in-law, daughters-in-law, sons-in-law, aunts, uncles, nieces, nephews, or cousins. The Company reserves the right to request proof of an Associate s attendance at funeral services and proof of the Associate s relationship to the deceased. 5.5 JURY DUTY LEAVE Full-time and part-time Associates selected for Jury Duty will be paid their normal daily wage for time served, less the pay that they may receive for their juror service. The maximum amount of paid Jury Duty Leave is twenty (20) days in a rolling twelve (12) month period. In the event that an Associate s juror service exceeds twenty (20) days in any rolling twelve (12) month period, then the Company will grant an unpaid Leave to the Associate. Any Associate called to provide witness testimony will be granted a Leave on an unpaid basis. No Associate will be retaliated against for fulfilling his or her obligations of Jury Duty or witness service. When an Associate is called for Jury Duty, the Associate shall immediately notify his/her supervisor and present the notice of Jury Duty to him/her. Proof of juror service and payment of juror wages paid is also required. 6. ASSOCIATE CONDUCT 6.1 PERSONAL APPEARANCE The nature of work at Compass Group often requires that Associates work closely with customers. Because the Company is committed to presenting to its customers and clients a clean and professional appearance, and to adhering to local health codes and regulations, it is important that all Associates practice the following guidelines: Associates Working in Food Service: 1. Hair must look professional and neatly kept at all times. As part of the food service uniform, hair must be covered by a hair net or a hat that has been approved for use by the Company; 2. Fingernails must be kept clean, short, and neatly trimmed. No nail polish will be permitted in the production or service areas; 3. Complete uniforms must be worn and kept clean at all times; 4. Non-canvas, slip-resistant shoes with a closed toe are to be worn at all times; 5. Men are expected to be clean shaven or to have neatly trimmed beards and mustaches when reporting for work; 6. Proper hygiene and the use of deodorant are expected; 7. Jewelry, other than a plain wedding band or medic alert jewelry, is strictly prohibited; 8. Medical Alert jewelry is permitted, however, must be worn as a necklace under the uniform or as an ankle bracelet; and 9. Tattoos and other body modifications may be permitted unless they conflict with an Associate s ability to perform effectively in the position he/she holds, the client does not allow them, and/or they negatively affect the professional appearance that Compass Group requires. Body markings that may be deemed as offensive are prohibited. Associates must seek direction from their supervisor to determine the appropriateness of the Compass Group Salaried Associate Handbook 16

20 tattoo(s), body modification(s), or body markings. If they are deemed inappropriate, Associates must cover and/ or remove tattoos, body modifications and offensive body markings prior to beginning work and throughout the scheduled shift. The Company strictly adheres to local health codes and regulations, and will strictly enforce them. An Associate whose appearance does not meet these guidelines will be given a warning by his/her supervisor; if the problem is not corrected by the Associate s next shift, he/she will be sent home (without pay for non-exempt Associates) and may be subject to progressive counseling, up to and including termination. Additionally, any violation of local health codes and regulations will be subject to progressive counseling, up to and including termination. Associates Working in Corporate, Division, and Regional Offices, and Extensions of Said Offices: 1. Good grooming and personal hygiene are mandatory; 2. Hair, hands, and nails must always be clean and neat; 3. Accessories and jewelry must be conservative in nature and must conform to state and federal sanitation guidelines, and should complement a business-like appearance; 4. Torn, frayed, or patched clothing is not permitted at any time; 5. All Associates are expected to dress in business-like attire which includes: For men - Dress slacks and business shirts. In some cases a tie may be necessary. Management Associates will also have a sports coat or suit coat where appropriate; and For women - Dresses, suits, skirts, blouses, and coordinating slack outfits; 6. Tattoos and other body modifications may be permitted unless they conflict with an Associate s ability to perform effectively in the position he/she holds, the client does not allow them, and/or they negatively affect the professional appearance that Compass Group requires. Body markings that may be deemed as offensive are prohibited. Associates must seek direction from their supervisor to determine the appropriateness of the tattoo(s), body modification(s), or body markings. If they are deemed inappropriate, Associates must cover and/ or remove tattoos, body modifications, and offensive body markings prior to beginning work and throughout the scheduled shift. Examples of attire which is not acceptable as business or casual dress: tank tops, T-shirts, sundresses, denim jeans, beach sandals, flip flops, athletic shoes, shorts of any kind, sweat suits, warm ups, fleece outfits, and baseball caps. Since styles are constantly changing, this list is not all inclusive. Associates are expected to use good judgment and avoid anything that would detract from a business-like appearance. The Company, at its sole discretion, will determine the appropriateness of any attire. At the discretion of local management, Associates may be permitted on Fridays to dress casually in office areas provided that: 1. The Associate will not be leaving the office to travel to a client location or to attend a business function; 2. The supervisor has not communicated a client or special guest visit for that day; and 3. The casual dress is neat and clean in appearance. Casual dress regulations will be communicated to Associates by local management. 6. ASSOCIATE CONDUCT In addition to the provisions above, Associates should inquire of their supervisor or Human Resources if any other appearance guidelines apply. Associates may also refer to appearance policies available from their supervisor or Human Resources. An Associate whose appearance does not meet Company guidelines will be given a warning by his/her supervisor; if the problem is not corrected by the Associate s next shift/next day of work, he/she will be sent home and may be subject to progressive counseling, up to and including termination. 6.2 HAND WASHING While the rules below are intended for Associates working in foodservice, office Associates are expected to practice good hand washing hygiene. 17 Compass Group Salaried Associate Handbook